[
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 },
 {
   "Instruction": " What should employees do if an allowance or incentive is not mentioned in the handbook?\n",
   "Input": "",
   "Output": " \n Any other allowances or incentives not mentioned in the handbook should be referred to HR for clarification."
 },
 {
   "Instruction": " List out all the work schedule for Carsem.",
   "Input": "",
   "Output": " \n N03 : Monday to Friday, 8am to 5:30pm.\n N04 : Tuesday to Saturday, 8am to 5:30pm.\n N05 : Monday to Friday, 8:30am to 6:00pm.\n N06 : Monday to Friday, 9am to 6:30pm.\nN07 : Tuesday to Saturday, 8:30am to 6:00pm.\n N08 : Tuesday to Saturday, 9am to 6:30pm.\n N6 : Tuesday to Saturday, 8:30pm to 6:15pm.\n N9: 5 working days 2 days off, 7:30am to 5:15pm , 10:30am to 8:15pm.\n N10: 5 working days 2 days off, 10:30am to 8:15pm , 7:30am to 5:15pm.\n AA/BB/CC/A/B/C : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n1AA1/BB1/CC1/A1/B1/C1 : 4 working days 2 days off, 6:30am to 6:30pm , 6:30pm to 6:30am.\n GG/HH/II/GG1/HH1/II1 : 4 working days 2 days off, 7:30am to 7:30pm , 7:30pm to 7:30am.\nP1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am.\nP2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm , 6:30pm to 6:30am. \nU1/U2/U3/UU1/UU2/UU3 : 4 working days 2 days off, 7:30am to 7:30pm. \nV1/V2/V3/VV1/VV2/VV3 : 4 working days 2 days off, 8:30am to 8:30pm. \nW1/W2/W3/WW1/WW2/WW3 : 4 working days 2 days off, 6:30am to 6:30pm. \nH1 : Monday to Thursday (4 working days 2 days off), 6:30am to 6:30pm. \n H2 : Tuesday to Friday (4 working days 2 days off), 6:30am to 6:30pm. \n H3 : Wednesday to Saturday (4 working days 2 days off), 6:30am to 6:30pm. \n H6(applicable in S only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm. \n2 H6(applicable in M only) : Monday to Thursday (4 working days 2 days off), 7:30am to 7:30pm."
 },
 {
   "Instruction": " What is the maximum allowed working hours in a week?\n",
   "Input": "",
   "Output": " \n Employees are not allowed to work more than 60 hours in a week inclusive of overtime and 1 rest day per week. Company will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive."
 },
 {
   "Instruction": " Why the company is not allowed working hours in a week more than 60 hours?\n",
   "Input": "",
   "Output": " \n Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses."
 },
 {
   "Instruction": " What are the break times for normal shift employees?\n",
   "Input": "",
   "Output": " \n Normal shift employees are entitled to a 1-hour lunch break from 12:00 PM to 1:00 PM."
 },
 {
   "Instruction": " Can normal shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Yes, normal shift employees are allowed to go out for lunch."
 },
 {
   "Instruction": " Can shift employees leave the workplace for lunch?\n",
   "Input": "",
   "Output": " \n Shift employees are not allowed to go out for meals per industry practice."
 },
 {
   "Instruction": " What are the break schedules for shift workers?\n",
   "Input": "",
   "Output": " \n Dinner: 1st group (8:00 PM - 8:40 PM), 2nd group (8:50 PM - 9:30 PM), 3rd group (9:40 PM - 10:20 PM). \n Supper: 1st group (1:00 AM - 1:30 AM), 2nd group (1:40 AM - 2:10 AM), 3rd group (2:20 AM - 2:50 AM). \n Breakfast: 1st group (8:30 AM - 9:00 AM), 2nd group (9:10 AM - 9:40 AM), 3rd group (9:50 AM - 10:20 AM). \n Lunch: 1st group (1:40 PM - 2:20 PM), 2nd group (2:30 PM - 3:10 PM), 3rd group (3:20 PM - 4:00 PM)."
 },
 {
   "Instruction": " Are there any specific schedules for continuous or special shift patterns?\n",
   "Input": "",
   "Output": " \n Yes, there are specialized patterns such as 4 Days On/2 Days Off shifts (e.g., AA/BB/CC, GG/HH/II) with varying timings like 6:30 AM - 6:30 PM or 7:30 AM - 7:30 PM."
 },
 {
   "Instruction": " Can the company change working hours or break times.\n",
   "Input": "",
   "Output": " \n Yes, the company reserves the right to modify working hours and break times, with prior notice to employees."
 },
 {
   "Instruction": " What are the meal times for the 1st shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:00 PM - 8:40 PM. \n Supper (Lewat Malam): 1:00 AM - 1:30 AM. \n Breakfast (Pagi): 8:00 AM - 8:30 AM. \n Lunch (Tengah Hari): 12:50 PM - 1:30 PM."
 },
 {
   "Instruction": " What are the meal times for the 2nd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 8:50 PM - 9:30 PM. \n Supper (Lewat Malam): 1:40 AM - 2:10 AM. \n Breakfast (Pagi): 8:40 AM - 9:10 AM. \n Lunch (Tengah Hari): 1:40 PM - 2:20 PM."
 },
 {
   "Instruction": " What are the meal times for the 3rd shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 9:40 PM - 10:20 PM. \n Supper (Lewat Malam): 2:20 AM - 2:50 AM. \n Breakfast (Pagi): 9:20 AM - 9:50 AM. \n Lunch (Tengah Hari): 2:30 PM - 3:10 PM."
 },
 {
   "Instruction": " What are the meal times for the 4th shift at M-site?\n",
   "Input": "",
   "Output": " \n Dinner (Malam): 10:30 PM - 11:10 PM. \n Supper (Lewat Malam): 3:00 AM - 3:30 AM. \n Breakfast (Pagi): 10:00 AM - 10:30 AM. \n Lunch (Tengah Hari): 3:20 PM - 4:00 PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in M-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " What is the meal schedule for M-site?\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:00AM - 8:30AM -Lunch(Tengah Hari): 12:50PM - 1:30PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 8:40AM - 9:10AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:20AM - 9:50AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 4th Shift: -Dinner(Malam): 10:30PM - 11:10PM -Supper(Lewat Malam): 3:00AM - 3:30AM -Breakfast(Pagi): 10:00AM - 10:30AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the meal schedule for S-site's shift workers.\n",
   "Input": "",
   "Output": " \n 1st Shift: -Dinner (Malam): 8:00PM - 8:40PM, -Supper(Lewat Malam): 1:00AM - 1:30 AM -Breakfast(Pagi): 8:30AM - 9:00AM -Lunch(Tengah Hari): 1:40PM - 2:20PM. \n 2nd Shift: -Dinner(Malam): 8:50PM - 9:30PM -Supper(Lewat Malam): 1:40AM - 2:10AM -Breakfast(Pagi): 9:10AM - 9:40AM -Lunch(Tengah Hari): 2:30PM - 3:10PM. \n 3rd Shift: -Dinner(Malam): 9:40PM - 10:20PM -Supper(Lewat Malam): 2:20AM - 2:50AM -Breakfast(Pagi): 9:50AM - 10:20AM -Lunch(Tengah Hari): 3:20PM - 4:00PM."
 },
 {
   "Instruction": " What is the lunch schedule for the 1st shift in the normal schedule in S-site?\n",
   "Input": "",
   "Output": " \n Lunch (Tengah Hari) for the 1st shift is from 12:00 PM to 1:00 PM, lasting 60 minutes."
 },
 {
   "Instruction": " How often are employees paid, and when is the salary payment date?\n",
   "Input": "",
   "Output": " \n Salaries for Operators and Staff are paid once a month, on the 5th of the following month. Meanwhile, salaries for Executives and Managers are paid once a month, on the 28th of the current month. If the payment date falls on a weekend or public holiday, the salary will be credited on the preceding working day."
 },
 {
   "Instruction": " How is the salary paid to employees?\n",
   "Input": "",
   "Output": " \n Salary is directly credited to the employee's Hong Leong Bank account after mandatory deductions (EPF, SOCSO, Income Tax)."
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their pay slip?\n",
   "Input": "",
   "Output": " \n Every employee is responsible to check their pay slip and highlight immediately if there is any pay discrepancy to immediate supervisors. All discrepancy has to be claimed within 3 month (HRD0123) and it will be reimbursed through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " How is overtime (OT) payment calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n HRP Formula: Basic Salary + Total Eligible Allowance x 12 months / (52 weeks x 45 hours per week). \n The OT amount = HRP X Number of hours worked X Rate of payment per the table below."
 },
 {
   "Instruction": " What are the OT rates for different days?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, 6 hours = paid 1 day wage, 8 hours = paid 2 days wages. if Normal/5 Hours Shift, 4 hours = paid 1 days, 5 hours = paid 2 days wages(exclude break/lunch time. \n Work on Public Holiday: OT Rate: 2X, Shift Pattern: if 12 Hours Shift, Full 12 hours work. if Normal/5 Hours Shift, Full day work. \n Work on Off Day, OT Rate: 5, Shift Pattern: if 12 Hours Shift, 1 hours. if Normal/5 Hours Shift, 1 hours."
 },
 {
   "Instruction": " What are the OT allowances for executives and section managers?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers from job grade of E4 to M4 that is required to work overtime on Saturday / Sunday / Public Holiday is entitled for Executive OT Allowance per the rate below. OT must be authorized in advance by the employees department manager and site General Manager. \n More than 15 hours: RM 50 per day. If more than 5 hours: RM 100 per day. \n OT must be pre-approved and submitted by the 20th to be paid within the same month."
 },
 {
   "Instruction": " List down allowances for staff and operator?\n",
   "Input": "",
   "Output": " \n Allowance Type: Shift allowance, Allowance: 12 hours Shift Allowance, Operator do not been paid and Staff will have RM6\n Allowance Type: Shift allowance, Allowance: Shift Allowance, Operator do not been paid and Staff will have RM60. \n Allowance Type: Shift allowance, Allowance: Night Shift Allowance, Operator will have RM5/night and Staff will not been paid. \n Allowance Type: Hostel and bus, Allowance: Travelling/Hostel Allowance, Operator will have RM26 and staff are not been paid. \nAllowance Type: Skill allowance, Allowance: PS1, It will not pay for Operator and Staff will have RM60. \n Allowance Type: Skill allowance, Allowance: PS2, It will not pay for Operator and Staff will have RM120. "
 },
 {
   "Instruction": " Are there any additional allowances or incentives?\n",
   "Input": "",
   "Output": " \n The employee must inform the HR payroll section immediately."
 },
 {
   "Instruction": " What is the annual leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n Less than 2 years' service: Operator(8 days), Staff(10 days), Executives and Managers(14 days). "
 },
 {
   "Instruction": " What are the conditions for annual leave?\n",
   "Input": "",
   "Output": " \n AL will be credited on the 7th of each month.  Earned leave must be cleared per respective anniversary cut off (join date).  Only a maximum of 4 days allowed to be carried forward after the cut off.  AL must be applied 5 working days prior to leave date."
 },
 {
   "Instruction": " What are the break schedules for shift workers.\n",
   "Input": "",
   "Output": " \n Compassionate Leave is provided in the event of the death of a family member. Employees are entitled to 2 days of leave for the death of parents, spouse, or children (Operators and Staff), while Executives and Managers are entitled to 3 days for the same. For the death of siblings, grandparents, or parents-in-law, all employees across all levels (Staff, Operator, Executives and Managers) are entitled to 2 days of leave."
 },
 {
   "Instruction": " What are the conditions for compassionate leave?\n",
   "Input": "",
   "Output": " \n Compassionate Leave must be supported by a copy of the death certificate. The leave will be granted on consecutive working days, and employees are required to indicate their relationship to the deceased on the provided copy of the death certificate."
 },
 {
   "Instruction": " What is the marriage leave entitlement?\n",
   "Input": "",
   "Output": " \n Only for 1st legal marriage only, 2 days (Operator & Staff), 4 days (Executives and Managers)."
 },
 {
   "Instruction": " What are the conditions for marriage leave?\n",
   "Input": "",
   "Output": " \n Marriage Leave must be supported by a copy of the marriage certificate or wedding card. The leave will be granted on consecutive working days."
 },
 {
   "Instruction": " What is the sick leave entitlement based on years of service?\n",
   "Input": "",
   "Output": " \n all employees across all levels(Operator, Staff, Executives and Managers) are entitled when less than 2 years: 14 days, 2 to 5 years: 18 days, Above 5 years: 22 days."
 },
 {
   "Instruction": " What are the conditions for sick leave?\n",
   "Input": "",
   "Output": " \n Only sick leave issued by company panel doctors are recognized. \n Employes who are granted sick leave should inform their superiors within 48 hours. Failure to do so will result in the employee being regarded as absent from work without notice. \n Upon full utilization of entitlement, any additional sick leave will be treated as Unpaid MC (UMC)."
 },
 {
   "Instruction": " What is the hospitalization leave entitlement?\n",
   "Input": "",
   "Output": " \n For all employees 60 days (Staff, Operator, Executives and Managers) per calendar year."
 },
 {
   "Instruction": " What are the conditions for hospitalization leave?\n",
   "Input": "",
   "Output": " \n Employees requiring hospitalization are advised to refer to in-house clinic for Letter of Guarantee. \n Upon full utilization of entitlement, any additional hospitalization leave will be treated as Unpaid MC (UMC). "
 },
 {
   "Instruction": " What is Hospitalization leave?\n",
   "Input": "",
   "Output": " \n This is exclusive of the number of days entitled for Sick Leave. Entitlement will be given per calendar year"
 },
 {
   "Instruction": " What is the maternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 98 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for maternity leave?\n",
   "Input": "",
   "Output": " \n All female employees who deliver a child or children, alive or dead after at least 22 weeks of pregnancy.\n Employee must inform In-house clinic at least 60 days prior to confinement date. \nEmployee must submit a letter from her doctor stating the estimated date of delivery. \nA copy of child / children birth certificate to be submitted to HR."
 },
 {
   "Instruction": " What is the paternity leave entitlement?\n",
   "Input": "",
   "Output": " \n 7 days (Staff, Operator, Executives and Managers) for up to 5 surviving children."
 },
 {
   "Instruction": " What are the conditions for paternity leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What is the exam leave entitlement?\n",
   "Input": "",
   "Output": " \n All employees (Staff, Operator, Executives and Managers) are allow to take leave for actual exam days (maximum 2 sittings per year)."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n A copy of the child's birth certificate must be submitted to HR."
 },
 {
   "Instruction": " What are the conditions for exam leave?\n",
   "Input": "",
   "Output": " \n It must be supported by documented evidence."
 },
 {
   "Instruction": " What is the study leave entitlement?\n",
   "Input": "",
   "Output": " \n 2 days prior to the exam (maximum 2 sittings per year). Only applicable for Executives and Managers. Not applicable for the Operator and Staff."
 },
 {
   "Instruction": " What are the conditions for study leave?\n",
   "Input": "",
   "Output": " \n Not applicable for the Operators and Staffs."
 },
 {
   "Instruction": " What is the sports leave entitlement?\n",
   "Input": "",
   "Output": " \n No limit, based on the competition schedule. This Sport Leave is applicable for all the employees (Operators, Staffs, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " What are the purpose of dress code?\n",
   "Input": "",
   "Output": " \n All employees act as representatives of the organisation and should therefore be dressed accordingly. The way in which carsem employees dress and present themselves plays an important part in the image that carsem portrays to customers, suppliers and the general public. For this reason, employees are asked to be aware of presentation of them and to adhere to the dress code guideline at all times when representing Carsem."
 },
 {
   "Instruction": " Who need to follow dress code rule?\n",
   "Input": "",
   "Output": " \n Applicable for all employees from Carsem (M) M-Site and S-Site (Staffs, Operators, Executives and Managers."
 },
 {
   "Instruction": " What are the conditions for sports leave?\n",
   "Input": "",
   "Output": " \n 1 Trial / Practices - not applicable."
 },
 {
   "Instruction": " Who is responsible for enforcing the dress code policy?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing the policy. They are tasked with addressing violations and counseling employees."
 },
 {
   "Instruction": " What is the procedure for dress code?\n",
   "Input": "",
   "Output": " \n This SOP is to give guideline to all employees on Carsem Standard Dress Code. \n Each employee is required to follow guideline as attachment 1 / sample picture as attachment 2 & "
 },
 {
   "Instruction": " List out the enforcement for dress code?\n",
   "Input": "",
   "Output": " \n Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps: \n  If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. \n  If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. \n  Repeated policy violations will result in disciplinary action, as per HRD004"
 },
 {
   "Instruction": " What clothing is considered acceptable for slacks and pants?\n",
   "Input": "",
   "Output": " \n Long pants and jeans."
 },
 {
   "Instruction": " What is the guideline for shirts and blouses?\n",
   "Input": "",
   "Output": " \n  Formal or casual shirts with sleeves. \n  Collared T-shirts and blouses/sleeveless tops (for ladies). \n  Round-neck T-shirts are allowed for non-office personnel. \n  Clothing with the company logo is encouraged. \nSport Team. \n  University. \n  Fashion brands on clothing are generally acceptable."
 },
 {
   "Instruction": " Are skirts and dresses allowed?\n",
   "Input": "",
   "Output": " \n 1 Yes, casual dresses and skirts that are at or below the knee are acceptable."
 },
 {
   "Instruction": " What is the guideline for head covering and hats?\n",
   "Input": "",
   "Output": " \n Head Covers or headscarf that is required for religious purposes or to honour cultural tradition."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n  Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " Are employees allowed to wear jewelry and makeup?\n",
   "Input": "",
   "Output": " \n Yes, but they should choose suitable colors."
 },
 {
   "Instruction": " Can employees wear traditional attire?\n",
   "Input": "",
   "Output": " \n  Yes, acceptable traditional attire includes: \n  Malaysian Traditional Attire. \n Malay Baju Kurung. \n  Baju Melayu for Muslim men. \nIndian Saree. \n Punjabi Suit. \n Chinese Cheongsam are acceptable."
 },
 {
   "Instruction": " What types of clothing are not allowed for slacks and pants?\n",
   "Input": "",
   "Output": " \n  Shorts. \n  Bermuda Shorts. \n  Frayed/Torn Pants. \n  Exercise Pants. \nBib Overalls. \n  Only Leggings(non-jeans). \n  Any form-fitting spandex pants."
 },
 {
   "Instruction": " What types of shirts and blouses are prohibited?\n",
   "Input": "",
   "Output": " \n Singlet sleeveless (men).\n Tank/Tube top (ladies).\n Low cut tops.\n Tops with bare shoulders.\nBare midriffs.\n Spaghetti-strap blouse/ Spaghetti strap dresses.\n Transparent material.\n Clothing that reveals cleavage, back/chest/stomach or underwear.\n Clothing for the beach & beach dress.\n Any clothing that has words, terms, pictures, logos, slogans, political or sexual connotation that may be offensive to other employees is unacceptable.\n1 Excessively frayed or wrinkled."
 },
 {
   "Instruction": " What types of skirts dresses are prohibited?\n",
   "Input": "",
   "Output": " \n  Mini skirt. \n  Mini dress or skirt that rides halfway up the thigh or Thigh High slits skirt (half thigh)."
 },
 {
   "Instruction": " What footwear is not permitted?\n",
   "Input": "",
   "Output": " \n  Shoes. \n  Boots. \n Sneakers. \n  ESD Shoes are compulsory for production personnel."
 },
 {
   "Instruction": " What types of footwear are acceptable?\n",
   "Input": "",
   "Output": " \n  Stilettos. \n  Dirty/ Torn shoes. \n Slippers / sandals/ Flip-flops (exemption for male Muslim employees going for Friday prayers."
 },
 {
   "Instruction": " What types of jewellery and makeup are not acceptable?\n",
   "Input": "",
   "Output": " \n Employees in CLEAN ROOM are NOT ALLOWED to use/wear makeup/bangles."
 },
 {
   "Instruction": " What happens if an employee violates the dress code policy?\n",
   "Input": "",
   "Output": " \n  Supervisors will hold a private discussion with the employee to counsel them on inappropriate attire \n  In cases of obvious violations, employees may be asked to go home and change. \n  Repeated violations will result in disciplinary action as per HRD004"
 },
 {
   "Instruction": " What is the notice period for confirmed employees?\n",
   "Input": "",
   "Output": " \n -Operators and Staff: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n -Executives and Managers: 3 months notice in writing or 3 months base pay in lieu of notice."
 },
 {
   "Instruction": " What is the notice period for employees under probation?\n",
   "Input": "",
   "Output": " \n Operators: 1 month notice in writing or 60% of 1 month base pay in lieu of notice. \n Staff: 2 weeks notice or 2 weeks (max 60%) base pay in lieu of notice. \n Executives and Managers: 1 month notice or 1 month base pay in lieu of notice."
 },
 {
   "Instruction": " Under what conditions can an employee be terminated without notice?\n",
   "Input": "",
   "Output": " \n  -Breach of contract of service. \n  -Misconduct after due inquiry. \n  -Breach of Carsem policies, including those outlined in the Employee Handbook."
 },
 {
   "Instruction": " What are the cessation of employment terms for expatriates?\n",
   "Input": "",
   "Output": " \n Terms and conditions for expatriates are as per their specific employment contracts."
 },
 {
   "Instruction": " What happens if an employee is absent without notifying their supervisor?\n",
   "Input": "",
   "Output": " \n Employees must inform their supervisor if they are away during scheduled work hours. \n If an employee fails to notify the company and is absent for three consecutive working days, it will be presumed that they have resigned, and their employment will be terminated."
 },
 {
   "Instruction": " What actions are classified as minor misconduct?\n",
   "Input": "",
   "Output": " \n -Absent without notice. \n -Absent before/after a public holiday. \n -Failure to wear a company badge. \n -Work negligence. \n -Being late to work. \n -Ceasing work before time. \n -Missing from the workplace. \n.-Abuse of break time. \n -Eating in prohibited areas (outside work area). \n -Resting in prohibited areas. \n- Work performance not meeting required standards. \n- Abuse of email facilities.  \n-Littering. \n- Failure to notify a superior of medical leave within 48 hours. \n-Rumor-mongering."
 },
 {
   "Instruction": " What actions are considered major misconduct?\n",
   "Input": "",
   "Output": " \n Repeated Misconduct.\n- Work Negligence Resulting In Quality Issues Or Loss To The Company.\n -Eating At Prohibited Area � Production Area.\n -Smoking Inside Premise Excluding Smoking Zone.\n-Violating Company Rules / Procedures Resulting In Quality Issue Or Loss To The Company.\n- Violating Security/ Occupational Safety Rules Or Procedures.\n- Sleeping On Duty.\n -Threatening Fellow Employees Or Superior Officer.\n -Stealing/ Cheating/ Dishonesty.\n -Fighting/ Inciting To Fight/ Assault.\n- Sexual Harassment (SOP HRD 00111).\n- Abuse Of Email Facilities To Incite Others Against The Company / Fellow Employees Or To Distabilize Work Environment.\n- Abusive Language, Insulting Or Derogatory Behaviour.\n-  Indecent Exposure/ Immoral Act.\n- Rumour Mongering Which Distabilize Work Environment.\n - Corruption/ Criminal Breach Of Trust.\n-  Strike/ Go Slow/ Boycott.\n- Insubordination/ Refusal To Obey Reasonable Order.\n- Abuse Of Authority.\n- Boycott Overtime Work.\n- Falsifying/Amending/ Deface Of Company Documents.\n- Vandalism/ Graffiti.\n- Divulging Company Secrets/ Proprietary Information/ Confidential Information.\n- Bringing/ Consuming Alcoholic Drinks/ Intoxicate State While AT Work.\n-Consuming/ Trafficking/ Possessions Of Drugs.\n- Willfully Concealing Or Withholding Critical Information From Management Or Misrepresentation Of Facts.\n- Violation Of Company�s Standards Of Business Conduct."
 },
 {
   "Instruction": " What are the consequences of repeated minor offences?\n",
   "Input": "",
   "Output": " \n Repeated minor offences or those with potentially serious consequences are classified as major misconduct."
 },
 {
   "Instruction": " Is the list of offences exhaustive?\n",
   "Input": "",
   "Output": " \n No, the list is illustrative and not exhaustive."
 },
 {
   "Instruction": " What locations are included in the Carsem work calendar and schedule?\n",
   "Input": "",
   "Output": " \n  M-Site: Jalan Lapangan Terbang, 31350 Ipoh, Perak, Malaysia. \n Tel: +605-312 3333 | Fax: +605-312 533 \n  S-Site: Lot 52986, Taman Meru Industrial Estate, Jelapang, 30020 Ipoh, Perak, Malaysia. \n Tel: +605-526 2333 | Fax: +605-526 533"
 },
 {
   "Instruction": " How is the 2025 work calendar divided?\n",
   "Input": "",
   "Output": " \n The calendar is divided into four quarters: \n Quarter 3 (FY 2024/2025): \n -January: 24 working days. \n -February: 21 working days. \n-March: 30 working days. \n Quarter 4 (FY 2024/2025): \n -April: 22 working days. \n -May: 23 working days. \n -June: 28 working days. \n Quarter 1 (FY 2025/2026): \n1 -July: 24 working days. \n1 -August: 24 working days. \n1 -September: 28 working days. \n1 Quarter 2 (FY 2025/2026): \n1-October: 23 working days. \n -November: 23 working days. \n-December: 29 working days."
 },
 {
   "Instruction": " What are the public holidays for 2025?\n",
   "Input": "",
   "Output": " \n -29 & 30 January: Chinese New Year. \n -11 February: Thaipusam. \n -31 March & 1 April: Hari Raya Puasa. \n -1 May: Labour Day.\n-2 June: Agong?s Birthday. \n -7 June: Hari Raya Haji. \n -31 August: Merdeka Day. \n -1 September: Merdeka Day (Replacement Holiday). \n -16 September: Malaysia Day. \n -20 October: Deepavali. \n1 -7 November: Perak Sultan's Birthday. \n1 -25 December: Christmas Day."
 },
 {
   "Instruction": " Are replacement holidays observed for public holidays falling on rest days?\n",
   "Input": "",
   "Output": " \n Yes, replacement holidays are observed, such as 1 September for Merdeka Day."
 },
 {
   "Instruction": " Show the Shift Information about Shift schedules that are categorized as Day Shift and Night Shift.\n",
   "Input": "",
   "Output": " \n Shift schedules are categorized as Day Shift and Night Shift. Employees should adhere to the timings and policies listed below: \n - Day Shift: 6:30 AM - 6:30 PM. \n - Night Shift: 6:30 PM - 6:30 AM (starts the evening before). \n - Public holidays and replacement holidays are observed as listed. \n- Rest days and built-in overtime are included in the schedule."
 },
 {
   "Instruction": " What is the purpose of the Act?\n",
   "Input": "",
   "Output": " \n The purpose of the PDPA is to protect the privacy of personal data of individuals."
 },
 {
   "Instruction": " What is personal data?\n",
   "Input": "",
   "Output": " \n -All information collected from a Data Subject pursuant to a commercial transaction which relates directly or indirectly to an individual, who is identified or identifiable from that information.\n- Personal data which is collected from a public source, i.e., the name and NRIC number of a director of a company search."
 },
 {
   "Instruction": " What is sensitive personal data?\n",
   "Input": "",
   "Output": " \n -physical or mental health or condition. \n -political opinion. \n -religious beliefs. \n -commission or alleged commission of any offence. \n-other personal data that may be determined by the Minister from time to time. \n-Sensitive personal data cannot be processed, used, and/or retained without the explicit consent of the Data Subject. Higher standard of care shall be imposed for these data."
 },
 {
   "Instruction": " List out 7 Data Protection Principles?\n",
   "Input": "",
   "Output": " \n DPP General Principle. Personal data can only be processed with the consent of the data subject. Further, the personal data collected should not be excessive in relation to the stated purposes. \n DPP Notice and Choice Principle. This provides that written notice must be provided to data subjects about the data user's policies and practices in relation to personal data, the kinds of personal data they hold and the purposes for which personal data are used, and the data subject shall be provided with the means to exercise his choice on matters comprised in the notice. \nDPP Disclosure Principle. This provides that unless the data subject gives consent, or where the disclosure is required for compliance with law, and for the administration of justice, personal data should only be used for the purposes for which they were collected or a directly related purpose. \n DPP Security Principle. This requires appropriate security measures to be applied to personal data. \n DDP Retention Principle. This provides that personal data should be kept no longer than necessary. \n DPP Data Integrity Principle. This provides that reasonable steps should be taken to ensure that the personal data is accurate, complete, not misleading and up-to-date. \n DPP Access Principle.This provides for data subjects to have rights of access to and correction of their personal data."
 },
 {
   "Instruction": " List out legal requirements for ESH related government legislations.\n",
   "Input": "",
   "Output": " \n Atomic Energy Licensing Act 198 \n Occupational Safety & Health Art 202 \n Fire Services Act 198 \n Poisons Act 195 \nPesticides Act 197 \n Environmental Quality Act 197 \n Others: Local Government Act 1976, Street Drainage and Building Act 1974, Prevention and Control of Infectious Diseases Act 198"
 },
 {
   "Instruction": " What is Integrated Management System?\n",
   "Input": "",
   "Output": " \n This Integrated Management System (IMS) is developed in with the requirements from ISO 14001:2015 Environmental Management System and ISO 45001:2018 Occupational Safety & Health Management System. The purpose of the IMS is to provide the framework to enable environmental safety and health (ESH) risks to be understood, and mitigation measures developed, implemented, and appropriately managed."
 },
 {
   "Instruction": " Who must attend contractor safety induction?\n",
   "Input": "",
   "Output": " \n All contractors who are performing their work inside Carsem (M) Sdn. Bhd. (Both Site). \n Transporters who deliver raw material to Carsem (M) Sdn. Bhd. (Both Sites). \n All subcontractors who may be engaged by a contract."
 },
 {
   "Instruction": " Purpose of contractor safety induction?\n",
   "Input": "",
   "Output": " \n To provide standard in the identification of ESH requirements for the contractor who providing service and delivering raw material inside Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " who conducts the training of contractor safety induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training weekly or upon request."
 },
 {
   "Instruction": " what is the validity of training for contractor safety induction?\n",
   "Input": "",
   "Output": " \n Valid for Two (2) years from training date. A contractor pass will be made and given to each contractor to indicate that they have completed the training."
 },
 {
   "Instruction": " Who must attend New Employee Induction?\n",
   "Input": "",
   "Output": " \n All newly joined employees (including operators) have to attend this training before starting work at the company."
 },
 {
   "Instruction": " Purpose of New Employee Induction?\n",
   "Input": "",
   "Output": " \n To ensure all new employees are aware of vital environmental, safety, and health requirements that need to be."
 },
 {
   "Instruction": " who conducts the training of New Employee Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training during the new employee orientation."
 },
 {
   "Instruction": " what is the validity of training for New Employee Induction?\n",
   "Input": "",
   "Output": " \n Valid for the entire tenure of the employee under Carsem (M) Sdn Bhd."
 },
 {
   "Instruction": " Who must attend Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees who are responsible for handling chemicals and disposing waste materials."
 },
 {
   "Instruction": " Purpose of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure the specific employees are aware of the correct procedures associated with chemical handling and waste management."
 },
 {
   "Instruction": " who conducts the training of Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training annually."
 },
 {
   "Instruction": " what is the validity of training for Chemical Control and Waste Management for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that work in high noise areas which have been highlighted in the Noise Risk Assessment (NRA) report."
 },
 {
   "Instruction": " Purpose of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure that employees understanding the negative impacts of working in high noise areas, and take the necessary steps to protect themselves by implementing sufficient controls."
 },
 {
   "Instruction": " who conducts the training of Hearing Conservation Program (HCP) for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " Who must attend Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n All employees that are responsible for handling radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " Purpose of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n To ensure employees are aware of the proper control measures needed to be taken when handling any radioactive machinery/equipment/materials."
 },
 {
   "Instruction": " who conducts the training of Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n ESH representatives will carry out the training when new employees need to be trained, or on an annual basis."
 },
 {
   "Instruction": " what is the validity of training for Radiation Safety Training for ESH Induction?\n",
   "Input": "",
   "Output": " \n Valid for two (2) years from the completed date of training."
 },
 {
   "Instruction": " What is the purpose for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n To implement necessary Environmental, Safety and Health controls, and stipulated operating criteria."
 },
 {
   "Instruction": " What is the responsibilities for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n ESH personnel to coordinate development of SWI. \n Process owner to maintain and monitor changes of SWI practice in the work place. \n Process owner to communicate any changes to spec department."
 },
 {
   "Instruction": " What is the procedure for safe work procedure/instruction (SWP)/(SWI)?\n",
   "Input": "",
   "Output": " \n Categorization of Machine: Identify the location of the machine, its function, and all necessary items needed for it to run (e.g., lubricants, saw blades, etc).\n Authorization: Ensure that all personnel operating the machine have received the appropriate training.\n Hazard & Risks associated with equipment/machinery/techniques/process: Identify all hazards and risks associated, and implement sufficient controls according to the hierarchy of controls (e.g., warning labels and symbols).\n Pre-work procedure: Ensure that the machine is in proper, running condition before starting work.\nDuring work procedure: Follow the correct standard operating procedure for carrying out that work activity.\n After work procedure: Ensure that the machine remains in a neat and tidy condition at all times.\n Work Area: Identify the area where the work is being done.\n PPE: Ensure that appropriate PPE is available for all personnel handling the machine.\n Emergency Procedure: Ensure sufficient emergency features are available on the machine (e.g., emergency stop button).\n After work hour: Ensure the machine system is in shutdown/standby mode when the machine is not running.\n1 Housekeeping: Ensure basic housekeeping is done at the work area.\n1 Scheduled waste: Any scheduled waste generated by the process should be disposed of according to Carsem waste management procedure."
 },
 {
   "Instruction": " List out the Chemical Handling Dos and Don'ts?\n",
   "Input": "",
   "Output": " \n Secondary containment must be used when storing all chemicals. This acts as a control measure against any leaks.\n Do not store chemicals under direct sunlight.\n Please ensure to close the cap of any chemical container after use.\n Please ensure to use chemical containers that are in good condition only.\nWhen transferring any chemical to a smaller container, please ensure to use a funnel to avoid spills.\n All chemical waste must have proper labeling with their Name/Hazard Symbol/SW code."
 },
 {
   "Instruction": " What is Safety Data Sheet(SDS)?\n",
   "Input": "",
   "Output": " \n A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet(MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example, an SDS includes information on: \n the identity of the chemical. \n health and physicochemical hazards. \n safe handling and storage procedure. \nemergency procedures. \n disposal considerations."
 },
 {
   "Instruction": " What should a valid SDS?\n",
   "Input": "",
   "Output": " \n Contain 16 mandatory sections. \n Be within five (5) years of latest revision date. \n Be available in dual language (English and National language). \n Using the latest GHS label.."
 },
 {
   "Instruction": " When should a worker refer to an Safety Data Sheet (SDS)?\n",
   "Input": "",
   "Output": " \n A worker should read the SDS before handling any chemical. They should match the name of the product on the container to the correct SDS, know the hazards, understand the safe handling and storage instructions, as well as understand what to do in an emergency."
 },
 {
   "Instruction": " Where can workers get the SDS for their chemicals?\n",
   "Input": "",
   "Output": " \n CSSFILE(S:) > ESH > Public > ESH_OSH Management > Chemical Master List & SDS > Safety Data Sheet (SDS) or Kept nearby to area where chemical is in use."
 },
 {
   "Instruction": " List down Machinery Safety information.\n",
   "Input": "",
   "Output": " \n All machinery with moving parts should have sufficient guarding to protect the user from coming into direct contact with the moving parts. \n The guarding can be designed to physically separate the user from the moving parts, like a door, cage, or barricade. \n Besides that, the guarding could be in the form of sensors, that prevent the user from running the machine unless all operating procedures are followed."
 },
 {
   "Instruction": " List out the example of Electrial Safety?\n",
   "Input": "",
   "Output": " \n The electrical safety should be neat wiring, wring not nearby to water and properly extension. If the wiring is messy, nearby to water and overloaded extension, then this is not electrical safety."
 },
 {
   "Instruction": " List out the points that should aware for Electrial and Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Avoid standing on wet surfaces while working with live current or electrical equipment. \n Always check portable electrical equipment to ensure that they are safe before use. \n Before starting work on electrical equipment, understand the hazards involved. \n Switch-off electrical supply and put up tag or warning signage before making any repair or adjustment to machinery/equipment. \nEnsure to use good electrical meters or probes while doing checking, diagnosis, or taking a reading."
 },
 {
   "Instruction": " List out example of Accurate Mechanical Safety?\n",
   "Input": "",
   "Output": " \n Cords in good condition. \n Three-pin grounded plug."
 },
 {
   "Instruction": " What are the mechanical safety guidelines for working with machines?\n",
   "Input": "",
   "Output": " \n The mechanical safety guidelines include: \n  Lock-Out Tag-Out (LOTO): Always practice LOTO procedures when performing maintenance or repairs on machines. \n  Preventive Maintenance: Conduct regular preventive maintenance on all machinery to ensure proper functioning. \n  Pinch Points Awareness: Identify all possible pinch points on machinery, and ensure they are properly labeled. \n Production Area Organization: Keep the production area neat and organized at all times. \n Operator Training: Provide adequate training to operators before allowing them to handle machines. \n  Machine Guarding: Ensure all safety guards are in place before starting machine operations."
 },
 {
   "Instruction": " List down general requirements for Working-At-Height(WAH)?\n",
   "Input": "",
   "Output": " \n Working at height can be classified as any work activity which is done 10 feet or more off the ground. \n Any personnel to carry out working at height activity need to be physically fit and attended working at height training. \n Full safety harness with double lanyard 'Y' shape must be worn when there is risk of falling from height. \n All open platforms and gaps on the hand railing must be cordoned off and ample of warning signs be posted. \nWalkway below work area must be cordoned off with barricade tape and ample of warning signs must be posted. \n All scaffolding must be erected as per the statutory regulations. \n Any edge that has potential of falling from 2m or above need to be isolate using top and middle rail. (edge protection). The edge protection should be strong enough to withstand people. Do not use barricade tape or wire rope. \n Falling prevention equipment need to be inspected as to ensure it is in good condition."
 },
 {
   "Instruction": " What is the speed limit for vehicles inside the plant?\n",
   "Input": "",
   "Output": " \n The speed limit is 20 KM/H."
 },
 {
   "Instruction": " What should be done if a vehicle breaks down inside the premises?\n",
   "Input": "",
   "Output": " \n Vehicles should be towed and repaired outside Carsem premises. \n If towing isn't possible, external parties/mechanics can be engaged for repairs on-site."
 },
 {
   "Instruction": " What are the consequences of exceeding the speed limit?\n",
   "Input": "",
   "Output": " \n Strict action will be taken, including potential banning of the vehicle from entering Carsem premises in the future."
 },
 {
   "Instruction": " What are the types of Permit to Work (PTW)?\n",
   "Input": "",
   "Output": " \n  General Work: Confined spaces, IT work, facility work, excavation, working at height (10 ft or more), rooftop installations, scaffolding activities. \n  Hot Work: Welding, oxy cutting, grinding, etc. \n  Mobile Crane and Lifting Operation: Lifting with cranes, sky lifts, boom lifts, scissor lifts, etc."
 },
 {
   "Instruction": " Who is responsible for ensuring Permit To Work (PTW) compliance?\n",
   "Input": "",
   "Output": " \n Applicant: A person representing the department/project where the job requiring a permit to work is going to take place. Acknowledge all the Permit to Work requirements set by the approver.\n Project Coordinator (e.g., Facility, IE, Production, etc.): A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied.\n ESH Personnel/Facility Manager: A person who reviews and approves that the job is in safe condition for work to be carried out, provided the precautions above are fully observed. To acknowledge the Permit to Work upon completion of the job, ensuring the area is left in a safe manner. Issue a stop work order/suspension due to unsafe acts or conditions.\n Security Personnel: A person who coordinates to ensure the job is carried out and complies with the safety precautions necessary to complete the work safely under the Permit to Work requirements. To ensure the Permit to Work holder works within the approved time period. If an extension is required, a new Permit to Work should be applied."
 },
 {
   "Instruction": " How long is a Permit To Work valid, and what is the process for extension?\n",
   "Input": "",
   "Output": " \n A PTW is valid for 24 hours. \n For extensions, a new PTW must be applied. \n For projects exceeding one week, a maximum one-week PTW validity may be considered."
 },
 {
   "Instruction": " What documents must contractors/vendors provide?\n",
   "Input": "",
   "Output": " \n Safe Operating Procedure (SOP). \n Risk Assessment ( Hazard Identification, Risk Assessment, & Risk control / HIRARC) / JSA / Job Safety Analysis. \n Valid licenses (If applicable). \n Certification of Fitness-CF (For all types of cranes). \nCrane Operator Competency License. (If applicable). \n All scaffolding must be erected as per the statutory regulations. \n Lifting Supervisor Competency Certificate. (If applicable). \n Signal Man Competency Certificate. (If applicable. \n Rigger Competency Certificate. (If applicable). \n Lifting plan (If applicable). \n1 Scaffolder Level 1/2/3 Certificate. (If applicable)."
 },
 {
   "Instruction": " What should employees do during an emergency?\n",
   "Input": "",
   "Output": " \n n case of emergency, the continuous emergency alarm will sound. \n Immediately leave the workplace through the nearest emergency exit door. Walk fast. Do not push one another. When using the staircase, hold the handrail.\n Do not use the elevator \n Do not carry your personal belongings. \nWalk towards designated assembly point. Go to your assigned department. \n Report your attendance to the department person-in-charge. \n You may re-enter the building once it is confirmed safe by the authorities."
 },
 {
   "Instruction": " Where is the assembly point of S-Site?\n",
   "Input": "",
   "Output": " \n SOUTH WING (BUS PARKING)."
 },
 {
   "Instruction": " Where is the assembly point of M-Site?\n",
   "Input": "",
   "Output": " \n MULTI-LEVEL CAR PARK (MLCP)."
 },
 {
   "Instruction": " How should an accident be reported?\n",
   "Input": "",
   "Output": " \n Report immediately to the supervisor or Carsem safety representative. \n For emergencies, contact Carsem?s Emergency Hotline at extension 333 \n The persons involved shall cooperate with Carsem safety representative to carry out an accident investigation"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment"
 },
 {
   "Instruction": " What should be done at the accident scene?\n",
   "Input": "",
   "Output": " \n Injured persons should be sent to the in-house clinic for first aid. \n No person shall remove/ interfere/ disturb any plant, substance, article/ thing related to the incident except to save the life, maintain the access of the general public to an essential service utility, or prevent further damage/serious loss of property/ environment."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers?\n",
   "Input": "",
   "Output": " \n  Goggles. \n  Chemical-resistant apron. \n  Boots(Wellington boots). \n  Respirator(full face or half face). \nCoverall. \n  Chemical Resistance Gloves."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors?\n",
   "Input": "",
   "Output": " \n  Head protection. \n  Eye protection. \n  Hearing protection. \n  High-visibility hat, vest, pants. \nChaps pants. \n  Hand protection. \n  Foot protection. \n 8/ Harness lanyard"
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for contractors and why?\n",
   "Input": "",
   "Output": " \n  Head protection: Protects against falling or flying objects and overhead hazards. \n  Eye protection: Guards against blowing dust, particles, metal shavings, acids, caustic liquids, and welding light. \n  Hearing protection: Protects ears from noise generated by loud tools, machinery, and poorly maintained equipment. \n  High-visibility hat, vest, pants: Includes vests and pants to make workers easily noticeable, avoiding accidents. \nChaps pants: Shields legs during the use of chainsaws. \n  Hand protection: Prevents injuries from sharp/hot objects, chemicals, biological, or electrical hazards. \n  Foot protection: Protects feet from falling objects, heavy items, sharp surfaces, and slippery or uneven areas. \n 8/ Harness lanyard:Provides safety for workers operating at heights above 6 feet."
 },
 {
   "Instruction": " What Personal Protective Equipment (PPE) is essential for chemical handlers and why?\n",
   "Input": "",
   "Output": " \n  Goggles: Protects eyes from any chemical splashes. \n  Chemical-resistant apron: Protects body and clothing from hazardous chemical spills. \n  Boots(Wellington boots): Protects feet from hazardous chemicals \n  Respirator(full face or half face): Protects respiratory system from inhaling hazardous chemical fumes. \nCoverall: Provides whole body protection against hazardous chemicals. \n  Chemical Resistance Gloves: Protects hands and fingers from direct contact with chemical."
 },
 {
   "Instruction": " Method to use Fire Extinguisher.\n",
   "Input": "",
   "Output": " \n Use the PASS method: \n  Pull/Cabut Pin: Pull the pin. This will also break the tamper seal. \n  Aim: Aim low, pointing the extinguisher nozzle (or it's horn or hose) at the base of the fire. \n  Squeeze/Picit: Squeeze the handle to release the extinguishing agent. \n Sweep/Sapu: Sweep from side to side at the base of the fire until it appears to be out. Watch the area. If the fire re-ignites, repeat steps 2-"
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with less than 2 years of service?\n",
   "Input": "",
   "Output": " 8 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 22 days."
 },
 {
   "Instruction": " When is annual leave credited each month?\n",
   "Input": "",
   "Output": " Annual leave is credited on the 7th of each month."
 },
 {
   "Instruction": " What must be done with earned leave?\n",
   "Input": "",
   "Output": " Earned leave must be cleared per the respective anniversary cut-off (join date)."
 },
 {
   "Instruction": " How many days in advance must annual leave be applied for?\n",
   "Input": "",
   "Output": " Annual leave must be applied for 5 working days prior to the date of going on leave."
 },
 {
   "Instruction": " How many days of annual leave can be carried forward after the cut-off?\n",
   "Input": "",
   "Output": " Only a maximum of 4 days of annual leave can be carried forward after the cut-off."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 5-10 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to staff with less than 2 years of service?\n",
   "Input": "",
   "Output": " 10 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 2-5 years of service?\n",
   "Input": "",
   "Output": " 17 days."
 },
 {
   "Instruction": " How many days of annual leave does an operator with more than 10 years of service receive?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an executive/manager with less than 2 years of service?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with 2-5 years of service?\n",
   "Input": "",
   "Output": " 12 days."
 },
 {
   "Instruction": " How many days of annual leave does staff with 5-10 years of service receive?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an executive/manager with 5-10 years of service?\n",
   "Input": "",
   "Output": " 19 days."
 },
 {
   "Instruction": " How many days of annual leave are granted to an operator with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for staff with more than 5 years of service?\n",
   "Input": "",
   "Output": " 16 days."
 },
 {
   "Instruction": " How many days of annual leave does an executive/manager with less than 2 years of service receive?\n",
   "Input": "",
   "Output": " 14 days."
 },
 {
   "Instruction": " What is the annual leave entitlement for an operator with more than 10 years of service?\n",
   "Input": "",
   "Output": " 18 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What documentation is required to support a request for compassionate leave?\n",
   "Input": "",
   "Output": " A death certificate is required to support a request for compassionate leave."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What must employees state on the copy of the death certificate?\n",
   "Input": "",
   "Output": " Employees must state the relation of the deceased on the copy of the death certificate."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child?\n",
   "Input": "",
   "Output": " 2 days for operators and staff, 3 days for executives/managers."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a parent-in-law for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a spouse for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a child for an executive/manager?\n",
   "Input": "",
   "Output": " 3 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a sibling for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a grandparent for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a parent-in-law for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a spouse for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a child for staff?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " How many days of compassionate leave are granted for the death of a sibling for an executive/manager?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the compassionate leave entitlement for the death of a grandparent for an operator?\n",
   "Input": "",
   "Output": " 2 days."
 },
 {
   "Instruction": " What is the salary payment schedule for employees?\n",
   "Input": "",
   "Output": " \n All employees' salary is paid on a monthly basis and credited into their bank account after all mandatory deductions.\n Employees are required to use Hong Leong Bank for salary payments.\n Salary payment dates:\n   - Operators: 5th of the following month\n   - Staff: 5th of the following month\n   - Executive/Manager: 28th of the month"
 },
 {
   "Instruction": " What should an employee do if they find a discrepancy in their salary?\n",
   "Input": "",
   "Output": " \n Employees must check their payslips and report any discrepancies immediately to their immediate supervisors.\n Any discrepancy must be claimed within 3 months (HRD0123).\n Reimbursement will be made through payroll in the following month."
 },
 {
   "Instruction": " What happens if an employee changes their bank account number?\n",
   "Input": "",
   "Output": " \n It is the employee�s responsibility to inform the HR payroll section immediately if they change their bank account number."
 },
 {
   "Instruction": " How is overtime payment (OT) calculated for staff and operators?\n",
   "Input": "",
   "Output": " \n Overtime work must be authorized in advance by the employee�s supervisor and HOD.\n OT is paid in accordance with the Employment Act 1955.\n OT cut-off date is from the 28th to the 27th of the following month.\n Hourly Rate of Pay (HRP) formula: \n   - HRP = (Basic Salary + Total Eligible Allowance) x 12 months / (52 weeks x 45 hours per week)\nOT amount = HRP x Number of hours worked x Rate of payment."
 },
 {
   "Instruction": " What is the overtime payment rate for a 12-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 12 hours of work, or one day's wage for 6 hours of work.\n Work on Public Holiday: Full 12 hours' wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " What is the overtime payment rate for a normal/5-hour shift?\n",
   "Input": "",
   "Output": " \n Work on Rest Day: Two days' wages for 5 hours of work, or one day's wage for 4 hours of work.\n Work on Public Holiday: Full day's wage.\n Work on Off Day: 5 times normal pay per hour worked."
 },
 {
   "Instruction": " Are executives and section managers eligible for overtime payment?\n",
   "Input": "",
   "Output": " \n Executives and Section Managers (E4 to M4) working OT on Saturdays, Sundays, or Public Holidays are entitled to an OT allowance.\n OT must be authorized in advance by the department manager and site General Manager.\n OT allowance rates:\n   - More than 1 - 5 hours: RM 50 per day.\n   - More than 5 hours: RM 100 per day.\n Approved OT by the 20th of the month will be paid in the same month."
 },
 {
   "Instruction": " What are the allowances available for staff and operators?\n",
   "Input": "",
   "Output": " \n Shift Allowance:\n   - 12-Hour Shift: RM 65 (staff only, not applicable to operators).\n   - Shift Allowance: RM 60 (staff only, not applicable to operators).\n   - Night Shift Allowance: RM 5 per night (operators only, not applicable to staff).\n Hostel and Bus Allowance:\n   - Traveling/Hostel Allowance: RM 26 (operators only, not applicable to staff).\n Skill Allowance:\n   - PS1: RM 60 (staff only, not applicable to operators).\n   - PS2: RM 120 (staff only, not applicable to operators)."
 }
]