// vkaff-sections.jsx - Sections 1 through 18 (v2.2 Apple x flavour-house pass)
// Uses helpers from vkaff-shell.jsx (ChapterHead, Sub, P, Bullets, Callout, DataList, Cards, Priority)

const { ChapterHead, Sub, P, Bullets, Callout, DataList, Cards, Priority } = window;

// SECTION 1 - About This Handbook
function S1() {
  return (
    <section id="s1" className="chapter" data-screen-label="01 About">
      <ChapterHead
        num="01"
        kicker="About This Handbook"
        title='What this <span class="grey">document is.</span>'
        lede="The policies and standards of conduct that apply to every employee of Advanced Flavors &amp; Fragrances Pte. Ltd."
      />
      <div className="container prose">
        <P>
          This Employee Handbook applies to all employees of <strong>Advanced Flavors &amp; Fragrances Pte. Ltd.</strong> ("VKAFF" or the "Company"). It is the single place where the policies that apply to you as an employee are set out.
        </P>
        <P>
          The policies and procedures here serve as guidelines. VKAFF reserves the right to revise, amend, or withdraw any content and to introduce new policies as business needs evolve or regulations change. For changes to operating procedures and policies, continued employment after a communicated change means you accept it. Material changes to your employment terms (such as salary, notice period, position, or working hours) require a fresh written agreement.
        </P>
        <P>
          As a condition of employment, you are required to comply with this Handbook and with any other instructions issued by the Company. Please take time to familiarise yourself with these provisions and to stay current with any updates. Managers carry the additional responsibility of ensuring their teams understand and follow these guidelines.
        </P>
        <Callout label="Non-compliance">
          Non-compliance may result in disciplinary action, which may include dismissal.
        </Callout>

        <Sub num="1.1" title="Order of priority">
          <P>Where any conflict arises between this Handbook, the policies incorporated by reference, and your individual employment agreement, the following order of priority applies:</P>
          <Priority items={[
            "Your employment agreement",
            "Policies incorporated by reference",
            "This Handbook",
          ]} />
          <P>Where there is a direct conflict, your employment agreement prevails over this Handbook and the incorporated policies. Otherwise, this Handbook and the incorporated policies apply alongside your agreement. For employees based outside Singapore, the mandatory law of the country where you work prevails over this Handbook and your employment agreement on the categories where local law sets a minimum: public holidays, statutory leave, working hours and overtime, statutory contributions and retirement, termination notice and redundancy entitlements, and protected characteristics under local anti-discrimination law. Your employment contract specifies the country-specific terms that apply to you.</P>
        </Sub>

        <Sub num="1.2" title="Questions and detail">
          <P>Your individual Key Employment Terms are issued separately as required by section 95A of the Employment Act. Detailed operating procedures for specific roles are provided through your training and your supervisor, and the Company maintains a fuller internal policy library that supports this Handbook. Questions about this Handbook should be directed to your manager or the CEO.</P>
        </Sub>

      </div>
    </section>
  );
}

// SECTION 2 - Who We Are
function S2() {
  const values = [
    { num:"VALUE 01", title:"Excellence", body:"Good enough never is. We hold ourselves to the highest standards in everything from flavour creation to customer service. When we commit to something, we deliver. Our reputation rides on every sample we send and every deadline we meet.", dark:true },
    { num:"VALUE 02", title:"Ownership", body:"We act like owners because we are building something that matters. Problems do not belong to someone else. If you see it, you own it. We make decisions as if our own money were on the line." },
    { num:"VALUE 03", title:"Speed", body:"In our industry, speed wins. We move fast, respond quickly, and turn projects around faster than anyone expects. Speed without quality is worthless, but speed with quality is our competitive advantage." },
    { num:"VALUE 04", title:"Curiosity", body:"The best flavours come from people who never stop asking questions. We explore new ingredients, challenge conventional approaches, and stay curious about what our customers actually need. Innovation starts with the question, <em>what if?</em>" },
    { num:"VALUE 05", title:"Frugality", body:"We spend the Company's money as carefully as we spend our own. The reasonable, cost-effective choice is the right choice, on every line item and at every level. Frugality is how we stay competitive and how we invest in the people and capabilities that matter.", dark:true },
  ];
  return (
    <section id="s2" className="chapter" data-screen-label="02 Who We Are">
      <ChapterHead
        num="02"
        kicker="Who We Are"
        title='Vision, mission, <span class="grey">values.</span>'
        lede="Our vision, mission, and values. They shape how we make flavours and how we work with each other and our customers."
      />
      <div className="container">
        <Sub num="2.1" title="Our Vision">
          <P lede>
            To be the preferred flavour partner for food and beverage manufacturers across Asia-Pacific, delivering innovation and taste solutions that help our customers win in their markets.
          </P>
        </Sub>
        <Sub num="2.2" title="Our Mission">
          <P>
            We create exceptional flavours that bring products to life. By combining technical expertise with market insight and relentless customer focus, we enable F&amp;B manufacturers to develop winning products. Our goal is to build long-term partnerships based on quality, speed, and commercial value.
          </P>
        </Sub>
        <Sub num="2.3" title="Our Brand Promise">
          <Callout label="Brand Promise" icon="✦">
            <strong style={{fontSize:22, fontWeight:500, letterSpacing:"-0.02em"}}>Always Advancing.</strong>
          </Callout>
        </Sub>
        <Sub num="2.4" title="Our Values">
          <div className="cards">
            {values.map((v, i) => (
              <div key={i} className={"card" + (v.dark ? " dark" : "")}>
                <div className="card__num">{v.num}</div>
                <h4 className="card__title">{v.title}</h4>
                <p className="card__body" dangerouslySetInnerHTML={{__html: v.body}} />
              </div>
            ))}
          </div>
        </Sub>
      </div>
    </section>
  );
}

// SECTION 3 - Workplace Conduct
function S3() {
  const items = [
    { num: "3.1", title: "Noise and Focus", body: "In office areas, keep noise to a minimum and conduct one-on-one conversations at low volume. What doesn't distract you might derail someone else's concentration." },
    { num: "3.2", title: "Meeting Spaces", body: "Discussions involving two or more people belong in meeting rooms or the pantry, not at workstations." },
    { num: "3.3", title: "Respect", body: "Treat everyone with respect regardless of role or function. Office, lab, production, warehouse. The standard is the same in every area." },
    { num: "3.4", title: "Illness", body: "Stay home if you are unwell. If your role involves food handling, you must notify your supervisor of any reportable condition before reporting to work, as required under your area's food-safety procedures." },
    { num: "3.5", title: "Hygiene", body: "Keep your workspace clean and organised. In the lab and on the production floor, follow the GMP and hygiene standards for the area you are entering." },
    { num: "3.6", title: "Controlled-area access", body: "Access to the lab, production floor, and warehouse is controlled. PPE, hygiene controls, and machinery and forklift certifications are not optional. Follow the Lab Manual, Production SOPs, and Safe Work Procedures for your role." },
  ];
  return (
    <section id="s3" className="chapter" data-screen-label="03 Workplace">
      <ChapterHead
        num="03"
        kicker="Workplace Conduct"
        title='How we share <span class="grey">the workplace.</span>'
        lede="Shared standards for the office, the lab, and the production and warehouse floor."
      />
      <div className="container">
        <div className="cards">
          {items.map((c, i) => (
            <div key={i} className={"card" + (i === 0 ? " dark" : "")}>
              <div className="card__num">§ {c.num}</div>
              <h4 className="card__title">{c.title}</h4>
              <p className="card__body">{c.body}</p>
            </div>
          ))}
        </div>

        <Sub num="3.7" title="Open Door">
          <P>
            You are encouraged to raise concerns with your manager, your department head, or HR. Start with your direct manager to give them the first opportunity to address the issue, and if that does not resolve it, escalate.
          </P>
          <Callout label="Protected">
            You will not face retaliation for raising a concern. The act of speaking up is always protected, regardless of how the concern is later assessed.
          </Callout>
        </Sub>
      </div>
    </section>
  );
}

// SECTION 4 - Employment Practices
function S4() {
  return (
    <section id="s4" className="chapter" data-screen-label="04 Employment">
      <ChapterHead
        num="04"
        kicker="Employment Practices"
        title='Probation, work permits, <span class="grey">and growth.</span>'
        lede="Probation, work authorisation, performance reviews, training, and working time."
      />
      <div className="container prose">
        <Sub num="4.1" title="Probation">
          <P>
            New hires serve a <strong>three-month</strong> probationary period as a matter of Company policy. This gives you time to learn the role and gives us time to assess fit. The Company may extend probation at its discretion. You will receive written confirmation of your status on completion.
          </P>
          <P>
            During probation you have all statutory rights and protections that apply by law from day one, including CPF contributions, public holidays, rest day, NS leave, and protection against harassment and discrimination. Paid sick leave entitlement begins on completion of three months of service, in line with the Employment Act. Certain discretionary benefits (such as bonus eligibility, training sponsorship, and annual leave encashment) are conditional on confirmation, as set out in your employment contract. Notice period during probation is as stated in your contract.
          </P>
        </Sub>
        <Sub num="4.2" title="Work Authorisation">
          <P>
            Maintain valid immigration documents, work permits, and visas at all times. You cannot start work without proper authorisation, and you must keep these current throughout your employment.
          </P>
        </Sub>
        <Sub num="4.3" title="Performance and Development">
          <P>
            Performance reviews happen annually. During reviews, you and your manager discuss performance, set targets, and plan development. Promotions are made at the Company's discretion based on factors including demonstrated dedication, results, and readiness for greater responsibility.
          </P>
        </Sub>
        <Sub num="4.4" title="Training and Training Bonds">
          <P>
            VKAFF supports relevant training that builds capability aligned with business needs. The Company contributes to the Skills Development Fund through the statutory Skills Development Levy and uses the broader training budget to support your learning.
          </P>
          <P>
            Where the Company funds substantial external training, you may be required to sign a training bond before the training begins. The terms of the bond govern its costs, the bond period, and the repayment due if you leave within that period. Sponsored training is provided on the basis that you apply the learning at VKAFF and remain for the bond period.
          </P>
        </Sub>
        <Sub num="4.5" title="Working Hours">
          <P>
            Your working hours, lunch break, and weekly rest day are set out in your employment contract. You are considered at work when you are at the Company's disposal and not free to use your time as you choose. Voluntarily checking emails or making calls outside working hours does not count as work time unless the Company specifically requires it. Scheduled activities such as customer meetings, exhibitions, seminars, or scheduled calls count as work time.
          </P>
          <P>
            Employees whose basic monthly salary falls within the Employment Act Part IV thresholds (workmen earning up to $2,600, non-workmen earning up to $2,000) are entitled to overtime in accordance with sections 38 and 39 of the Act. Overtime is paid at 1.5 times the ordinary hourly rate, subject to the statutory caps.
          </P>
        </Sub>
      </div>
    </section>
  );
}

// SECTION 5 - Compensation
function S5() {
  return (
    <section id="s5" className="chapter" data-screen-label="05 Compensation">
      <ChapterHead
        num="05"
        kicker="Compensation"
        title='Pay, deductions, <span class="grey">and confidentiality.</span>'
        lede="Salary, deductions, bonuses, and the confidentiality of pay."
      />
      <div className="container">
        <DataList rows={[
          { k:"5.1 Salary Payment", v:"Paid monthly", s:"Credited on the 1st of the following month for the preceding month's work, direct to your designated bank account, with an itemised payslip for each payment in the form required by section 96 of the Employment Act.", t:"Monthly", tone:"accent" },
          { k:"5.2 Deductions", v:"As required or permitted by law", s:"CPF, taxes, and any sums you owe the Company, subject to the section 27 cap that authorised deductions other than CPF and tax do not exceed 50% of the salary payable in any one period. Non-statutory deductions require your written authorisation.", t:"Statutory" },
          { k:"5.3 Confidentiality", v:"Pay is confidential externally", s:"Do not disclose your or anyone else's pay to parties outside the Company, except where disclosure is required by law or made to obtain legal advice. External discussion of the Company's pay positioning is a conduct matter under § 9.", t:"Strict", tone:"dark" },
          { k:"5.4 Bonuses and AWS", v:"Discretionary, no contractual entitlement", s:"Bonuses are entirely discretionary, based on Company and individual performance, and do not constitute a contractual entitlement. Any Annual Wage Supplement (AWS, sometimes called 13th-month) is governed by your individual employment contract.", t:"Discretionary", tone:"dark" },
        ]} />
      </div>
    </section>
  );
}

// SECTION 6 - Benefits
function S6() {
  return (
    <section id="s6" className="chapter" data-screen-label="06 Benefits">
      <ChapterHead
        num="06"
        kicker="Benefits"
        title='What we <span class="grey">provide.</span>'
        lede="The benefits framework. Your specific entitlements are set out in your employment contract and the accompanying benefits schedule."
      />
      <div className="container prose">
        <P lede>
          VKAFF provides a benefits package, and your specific benefit entitlements, coverage levels, and eligibility are set out in your employment contract and the accompanying benefits summary. Please check your employment contract for the details that apply to you.
        </P>
        <P>
          Benefits are reviewed periodically and the Company may modify, replace, or withdraw any plan at its discretion.
        </P>

        <Sub num="6.1" title="CPF">
          <P>The Company makes CPF contributions for Singapore Citizens and Permanent Residents in accordance with prevailing CPF Board regulations. Contribution rates differ by age band, with steps at ages 55, 60, 65, and 70, and the rates that apply to you are reflected on each payslip.</P>
        </Sub>

        <Sub num="6.2" title="Employee Referrals">
          <Cards items={[
            { num:"REFERRAL PROGRAMME", title:"SGD 500 per qualified hire (currently)", body:"Refer qualified candidates for open positions. If your referral is hired and completes three months, you receive a referral bonus, currently SGD 500 gross. The programme amount may be adjusted from time to time.", dark:true },
            { num:"ELIGIBILITY", title:"Most employees", body:"Managers in the direct reporting line of the role are excluded. Payment processed after the referred employee completes three months of service." },
          ]} />
        </Sub>

        <Sub num="6.3" title="Medical Insurance for Work Permit and S Pass Holders">
          <P>
            Work Permit and S Pass holders are covered by Company-arranged medical insurance at the minimum coverage levels required under the Employment of Foreign Manpower Act (EFMA) and the Ministry of Manpower's prevailing rules. The Company also maintains the security bond required by EFMA where applicable. Details of the policy and how to access it are provided to you on confirmation of your work pass.
          </P>
        </Sub>
      </div>
    </section>
  );
}

// SECTION 7 - Leave
function S7() {
  return (
    <section id="s7" className="chapter" data-screen-label="07 Leave">
      <ChapterHead
        num="07"
        kicker="Leave Entitlements"
        title='Time off, <span class="grey">in detail.</span>'
        lede="Statutory leave entitlements under Singapore law, met or exceeded by your individual contract."
      />
      <div className="container prose">
        <P>
          VKAFF provides the statutory leave entitlements set out under Singapore law, and in several cases more than the statutory minimum. The leave types below follow the Employment Act and the pro-family leave schemes administered by MOM and MSF. Your specific entitlements are set out in your employment contract, which meets or exceeds these minimums.
        </P>

        <Sub num="7.1" title="Public Holidays">
          <P>
            The Company observes all Singapore public holidays as gazetted by MOM each year. The 11 standard public holidays are New Year's Day, Chinese New Year (2 days), Good Friday, Labour Day, Vesak Day, Hari Raya Puasa, National Day, Hari Raya Haji, Deepavali, and Christmas Day. When a public holiday falls on a Saturday, you receive a day off in lieu. When it falls on a Sunday, the following Monday becomes the holiday.
          </P>
          <P>
            If you are required to work on a public holiday with prior approval, you are compensated in accordance with the Employment Act, by an extra day's pay or time off in lieu as applicable.
          </P>
        </Sub>

        <Sub num="7.2" title="Annual Leave">
          <P>
            Your annual leave entitlement is set out in your employment contract and is at or above the statutory minimum. Submit leave requests with reasonable notice, normally at least five working days, and approval depends on business needs. If you have not completed a full year, leave is pro-rated. Carryover, encashment, and forfeiture of unused leave follow your contract and Company policy.
          </P>
        </Sub>

        <Sub num="7.3" title="Sick and Hospitalisation Leave">
          <P>Confirmed employees certified unfit by a registered medical practitioner receive paid outpatient sick leave and paid hospitalisation leave in line with the Employment Act:</P>
          <DataList rows={[
            { k:"Outpatient Sick Leave", v:"14 days per year", s:"With certification from a registered medical practitioner.", t:"Paid", tone:"accent" },
            { k:"Hospitalisation Leave", v:"Up to 60 days per year", s:"Inclusive of the 14 days of outpatient sick leave, extended where your contract states more.", t:"Paid" },
            { k:"Self-Certification", v:"3 days per year", s:"For minor absence; maximum 1 day at a time, no medical certificate required.", t:"3 days" },
            { k:"Notification", v:"As soon as reasonably practicable", s:"Notify your supervisor and HR as soon as reasonably practicable, normally within 48 hours of any absence.", t:"Required", tone:"dark" },
          ]} />
          <P style={{color:"var(--muted)", fontSize:13, marginTop:12}}>
            The Company covers medical consultation fees as required under the Employment Act. Cosmetic procedures are excluded.
          </P>
        </Sub>

        <Sub num="7.4" title="Maternity Leave">
          <P>Female employees with at least three months' service before delivery receive paid maternity leave under the applicable scheme, subject to statutory caps:</P>
          <Bullets items={[
            "<strong>16 weeks</strong> of Government-Paid Maternity Leave where the child is a Singapore citizen",
            "<strong>12 weeks</strong> of Employment Act maternity leave where the child is not a Singapore citizen",
            "May start up to 4 weeks before confinement",
            "The first 4 weeks from the birth date are compulsory",
            "Any remaining weeks may be taken flexibly within 12 months of birth, by agreement with the Company",
          ]} />
          <P>Notify the CEO, your supervisor, and HR as soon as reasonably practicable, normally at least one week before leave starts. Report the birth date promptly, and submit medical certification and the birth certificate when available. Eligibility for the Government-Paid scheme is subject to MSF conditions, including residency and marital status; where conditions are not met, Employment Act maternity leave applies.</P>
        </Sub>

        <Sub num="7.5" title="Adoption Leave">
          <P>Eligible female employees receive <strong>12 weeks of paid adoption leave</strong> under the Child Development Co-Savings Act, subject to statutory caps and eligibility.</P>
        </Sub>

        <Sub num="7.6" title="Paternity and Shared Parental Leave">
          <P>
            Male employees with at least three months' service before the birth receive <strong>four weeks of paid paternity leave</strong> for a Singapore citizen child, taken either as a continuous block immediately after the birth or flexibly within 12 months of birth, subject to statutory caps and eligibility.
          </P>
          <P>
            <strong>Shared Parental Leave</strong> is a shared pool available to both parents, on top of maternity and paternity leave. For a child born on or after 1 April 2026, the pool is up to <strong>10 weeks</strong>; for a child born between 1 April 2025 and 31 March 2026, it is <strong>6 weeks</strong>. The leave is shared between the parents as they decide, taken within 12 months of birth, and is subject to statutory caps. This scheme replaces the earlier shared-from-maternity arrangement.
          </P>
        </Sub>

        <Sub num="7.7" title="Childcare and Infant Care Leave">
          <P>The Company applies the following childcare-related leave, drawing on both the Employment Act and the Government-Paid scheme under the Child Development Co-Savings Act:</P>
          <DataList rows={[
            { k:"Singapore-citizen child under 7", v:"6 days paid childcare leave per year", s:"Government-Paid Childcare Leave (GPCL) under the CDCSA, after 3 months of service. Capped per year regardless of number of children.", t:"Paid", tone:"accent" },
            { k:"Non-Singapore-citizen child under 7", v:"2 days paid childcare leave per year", s:"Employment Act childcare leave, after 3 months of service.", t:"Paid" },
            { k:"Singapore-citizen child aged 7 to 12", v:"2 days paid extended childcare leave per year", s:"Government-Paid Extended Childcare Leave under the CDCSA, after 3 months of service.", t:"Paid" },
            { k:"Singapore-citizen child under 2", v:"6 days unpaid infant care leave per year", s:"Additional, after 3 months of service.", t:"Unpaid" },
          ]} />
        </Sub>

        <Sub num="7.8" title="National Service Leave">
          <P>Employees who are called up for National Service or reservist in-camp training are released to fulfil their statutory obligations. Provide your call-up notice to your supervisor and HR as early as possible. The Company continues to pay your usual salary during NS service and claims the make-up pay from MINDEF through the NS Portal in the usual way. If you receive any direct allowance from MINDEF, declare it to HR so reconciliation is straightforward.</P>
        </Sub>

        <Sub num="7.9" title="Bereavement Leave">
          <P>On the death of an immediate family member (spouse, child, parent, sibling, or parent-in-law), you receive <strong>three days of paid compassionate leave</strong>. Additional unpaid leave may be granted at your manager's discretion. Notify your manager and HR as early as is reasonable in the circumstances.</P>
        </Sub>
      </div>
    </section>
  );
}

// SECTION 8 - Travel and Expenses
function S8() {
  return (
    <section id="s8" className="chapter" data-screen-label="08 Travel">
      <ChapterHead
        num="08"
        kicker="Travel and Expenses"
        title={`Spend like <span class="grey">it's your own.</span>`}
        lede="Frugality, in everything. Choose the reasonable, cost-effective option every time, regardless of role or destination."
      />
      <div className="container">
        <Sub num="8.1" title="Frugality">
          <Callout label="Company value">
            Spend the Company's money as carefully as you would spend your own. In every decision, choose the reasonable, cost-effective option. Frugality is a Company value (see § 2.4) and applies to everyone regardless of role or seniority.
          </Callout>
        </Sub>

        <Sub num="8.2" title="Air Travel">
          <P>
            All air travel is booked in <strong>economy class</strong>, for every employee, including the CEO, regardless of role, destination, or flight duration. Any exception requires the prior written approval of the CEO. Exceptions for the CEO's own travel are made at the CEO's full discretion.
          </P>
        </Sub>

        <Sub num="8.3" title="Expense Claims">
          <P>
            All expenses must be pre-approved by your manager before they are incurred. Expenses incurred without prior approval are at your own risk and may not be reimbursed. Work-related expenses are reimbursed only when they are reasonable, incurred for business purposes, and supported by valid receipts. Submit claims promptly, normally within one month of the expense being incurred. Business travel is covered by Company travel insurance under the VKAFF Travel Policy.
          </P>
          <Callout label="Serious misconduct">
            Falsifying or inflating a claim is serious misconduct that may result in dismissal.
          </Callout>
        </Sub>
      </div>
    </section>
  );
}

// SECTION 9 - Code of Conduct
function S9() {
  return (
    <section id="s9" className="chapter" data-screen-label="09 Conduct">
      <ChapterHead
        num="09"
        kicker="Code of Conduct"
        title='How we <span class="grey">conduct ourselves.</span>'
        lede="Standards of behaviour, integrity, and professionalism for everyone who represents VKAFF: employees, contractors, and partners."
      />
      <div className="container">
        <Sub num="9.1" title="Integrity and Professionalism">
          <P>Act with honesty, respect, and professionalism toward colleagues, customers, suppliers, and the public. Use Company assets and Company time for legitimate business purposes.</P>
        </Sub>
        <Sub num="9.2" title="External Communications and Social Media">
          <P>
            Do not make external statements, including on social media, that misuse confidential information, deliberately misrepresent the Company, or disclose customer or proprietary information. If you are not authorised to speak for the Company, make clear that your views are your own. Media and public enquiries are directed to the CEO.
          </P>
        </Sub>
        <Sub num="9.3" title="Reporting">
          <P>If you become aware of conduct that breaches this Code, raise it through the channels in Section 17. You will not face retaliation for reporting.</P>
        </Sub>
      </div>
    </section>
  );
}

// SECTION 10 - Anti-Bribery, Gifts and Corruption
function S10() {
  return (
    <section id="s10" className="chapter" data-screen-label="10 Anti-Bribery">
      <ChapterHead
        num="10"
        kicker="Anti-Bribery, Gifts and Corruption"
        title='Zero tolerance. <span class="grey">Anywhere.</span>'
        lede="Bribery and corruption are prohibited in every market where we operate. The standard applies to every employee, agent, and third party acting for VKAFF."
      />
      <div className="container">
        <Cards items={[
          { num:"§ 10.1", title:"Never offer, give, solicit, or accept a bribe", body:"or any improper advantage, directly or through anyone else.", dark:true },
          { num:"§ 10.2", title:"Keep gifts and entertainment modest", body:"Modest, infrequent, and transparent, and never intended to influence a decision improperly. Decline or declare anything significant." },
          { num:"§ 10.3", title:"Facilitation payments are prohibited", body:"In every market, without exception." },
          { num:"§ 10.4", title:"Report suspected bribery or corruption", body:"Through the channels in Section 17. You will not face retaliation for reporting." },
        ]} />
        <Callout label="Criminal exposure">
          Bribery and corruption are criminal offences under the Prevention of Corruption Act and expose both you and the Company to serious consequences.
        </Callout>
      </div>
    </section>
  );
}

// SECTION 11 - Conflict of Interest
function S11() {
  return (
    <section id="s11" className="chapter" data-screen-label="11 Conflict of Interest">
      <ChapterHead
        num="11"
        kicker="Conflict of Interest"
        title='Disclose. <span class="grey">Recuse. Move on.</span>'
        lede="Disclose conflicts promptly. Recuse where required. Use good judgement when something is unclear."
      />
      <div className="container">
        <Bullets items={[
          "Disclose any actual or potential conflict promptly, ideally in writing, as soon as it arises.",
          "Do not use your position, Company information, or Company resources for personal gain.",
          "Disclose and obtain approval for outside employment, directorships, or business interests that may conflict with your role.",
        ]} />
        <Callout label="How we manage it" icon="§">
          Declared conflicts are managed through recusal or other appropriate measures. Your manager and HR will help you assess and manage any conflict you raise.
        </Callout>
      </div>
    </section>
  );
}

// SECTION 12 - Confidentiality and IP
function S12() {
  return (
    <section id="s12" className="chapter" data-screen-label="12 Confidentiality">
      <ChapterHead
        num="12"
        kicker="Confidentiality and Intellectual Property"
        title='Proprietary work, customers, <span class="grey">partners.</span>'
        lede="Confidentiality is the work. Our proprietary information, our customers' briefs, and our partners' data are protected during and after your employment."
      />
      <div className="container prose">
        <Sub num="12.1" title="Confidentiality">
          <P>
            You will have access to confidential information about the Company, its affiliates, customers, and partners. Do not disclose or use this information except in the proper performance of your duties or with the Company's written consent, during or after your employment. Do not copy, duplicate, or reproduce confidential information without authorisation. All notes and records of confidential information belong to the Company and must be surrendered on termination or request.
          </P>
          <P>
            Confidential information includes trade secrets, customer data, pricing, business plans, financial data, supplier details, technical know-how, and any information identified as confidential. It does not extend to information that is already public through authorised disclosure or that is required to be disclosed by law.
          </P>
          <P>
            Trade secrets remain confidential indefinitely. Other confidential information remains confidential for so long as is reasonably necessary to protect the Company's legitimate interests.
          </P>
          <Callout label="Immediate termination">
            Unauthorised downloading, copying, transmission, or removal of classified Company materials is among the most serious breaches an employee can commit in our industry. It may result in dismissal without notice, and the Company reserves all available legal remedies.
          </Callout>
        </Sub>

        <Sub num="12.2" title="Intellectual Property">
          <P>
            Any invention, discovery, process improvement, method, or other work product you create in the course of your employment <strong>belongs to the Company</strong>, to the extent assigned by your employment contract and applicable law including the Singapore Patents Act. This typically covers work that relates to the Company's business, including work created outside normal working hours where it draws on Company resources or know-how. Access, store, and share proprietary information only through approved systems and only with people who have a need to know, and never aggregate or export it in ways that could let anyone reconstruct it.
          </P>
        </Sub>

        <Sub num="12.3" title="Restrictive Covenants">
          <P>
            Your employment contract contains restrictive covenants that protect the Company's legitimate business interests, typically including non-solicitation of customers, non-solicitation of employees, and where applicable non-competition. These survive the end of your employment for the period stated in your contract and are enforced consistent with Singapore law. The Company may also place you on garden leave during your notice period (see § 18.4) to give effect to these covenants.
          </P>
        </Sub>
      </div>
    </section>
  );
}

// SECTION 13 - Personal Data Protection
function S13() {
  return (
    <section id="s13" className="chapter" data-screen-label="13 PDPA">
      <ChapterHead
        num="13"
        kicker="Personal Data Protection"
        title='Your data, <span class="grey">our duty.</span>'
        lede="How we collect, use, share, secure, and retain personal data, and what to do when something goes wrong."
      />
      <div className="container prose">
        <Sub num="13.1" title="Data Collection">
          <P>The Company collects, uses, and shares personal data as required for employment purposes under the Personal Data Protection Act 2012 (PDPA). This includes information needed for payroll, tax compliance, insurance, visas, and performance management. The Company has designated a Data Protection Officer in accordance with section 11 of the PDPA. The DPO's contact details are available from HR.</P>
        </Sub>
        <Sub num="13.2" title="Data Sharing">
          <P>Your data may be shared with affiliated companies and service providers, such as payroll and visa agents, who are bound to comply with PDPA requirements. Cross-border transfers only occur with appropriate protection measures in place.</P>
        </Sub>
        <Sub num="13.3" title="Data Security and Your Handling Duties">
          <P>Technical and organisational measures protect personal data against unauthorised access, loss, or damage. When you handle personal data of employees, customers, candidates, partners, or anyone else in the course of your work, keep it accurate, protect it with reasonable security, and do not retain or share it beyond what your work requires.</P>
        </Sub>
        <Sub num="13.4" title="Data Breach Reporting">
          <Callout label="Immediate action">
            If you become aware of a suspected or actual personal data breach, report it <strong>immediately</strong> to your HR representative, who will route it to the Data Protection Officer for assessment, containment, and, where required, notification within the legal timeframe.
          </Callout>
        </Sub>
        <Sub num="13.5" title="Retention">
          <P>Data is retained in accordance with the Company's Records Retention Schedule and applicable legal requirements, then securely destroyed. Employment records are kept for at least two years after departure per section 95B of the Employment Act, and CPF and tax records for at least five years per the relevant authorities.</P>
        </Sub>
        <Sub num="13.6" title="Your Rights">
          <P>You may withdraw consent, access your data, or request corrections. Withdrawal may limit the Company's ability to manage your employment. Access requests may incur a fee. Contact your HR representative in writing for any request; HR will route the request to the Data Protection Officer.</P>
        </Sub>
        <Sub num="13.7" title="Keeping Data Current">
          <P>Report changes to HR promptly: name, marital status, nationality, address, phone, dependants, bank account, and qualifications. Current data ensures proper emergency contact, tax filing, and benefit administration.</P>
        </Sub>
      </div>
    </section>
  );
}

// SECTION 14 - IT, AI and Company Property
function S14() {
  return (
    <section id="s14" className="chapter" data-screen-label="14 IT, AI & Property">
      <ChapterHead
        num="14"
        kicker="IT, AI and Company Property"
        title='Systems, devices, <span class="grey">and AI tools.</span>'
        lede="Acceptable use of Company property, IT systems, and AI tools. The security expectations that go with them, and the monitoring we conduct."
      />
      <div className="container prose">
        <Sub num="14.1" title="Company Property">
          <P>Access cards, phones, laptops, and other Company-provided items are issued for business use. Reasonable, incidental personal use is permitted; substantial personal use requires your manager's permission. Use Company items responsibly, keep them secure and in working order, and report any loss or damage immediately. Return everything by your last day of work.</P>
        </Sub>
        <Sub num="14.2" title="Email">
          <P>Company email belongs to the Company. All messages are Company property and may be monitored. Do not forward work emails to personal accounts or personal emails to work accounts. Set up out-of-office messages and forwarding rules during planned absences.</P>
        </Sub>
        <Sub num="14.3" title="Internet">
          <P>Company internet is for work purposes. Reasonable, incidental personal use is permitted; substantial personal use requires your manager's written consent. Usage may be logged and analysed. Do not share passwords or use others' credentials.</P>
        </Sub>
        <Sub num="14.4" title="Recordings">
          <P>No audio or video recording on Company premises without prior written approval. Respect confidentiality and your colleagues' privacy.</P>
        </Sub>
        <Sub num="14.5" title="Privacy Expectations">
          <Callout label="No expectation of privacy">
            You have no expectation of privacy on Company IT systems. All files, messages, and data are Company property and may be accessed without notice.
          </Callout>
        </Sub>
        <Sub num="14.6" title="Artificial Intelligence">
          <P>
            You may use AI tools to assist with permitted tasks, within these limits. Do not enter confidential information, proprietary data, customer data, or personal data into public or unapproved AI tools. Review any AI output for accuracy, bias, and appropriateness before using it, and verify anything used externally or in a regulated context. Where the Company provides approved AI tools or controlled environments, use those in preference to public tools for sensitive work. <strong>You remain accountable for any work you produce with AI assistance.</strong>
          </P>
        </Sub>
        <Sub num="14.7" title="Securing Your Workstation and Logins">
          <P>
            Never leave your computer, lab instrument terminal, production-floor system, or any shared login unlocked and unattended. Lock your screen whenever you step away, however briefly.
          </P>
          <Callout label="Confidentiality risk">
            Given the Company's emphasis on confidentiality in the flavour industry, an unlocked and unattended workstation or login is a confidentiality risk, and being found to have left one unattended may result in disciplinary action.
          </Callout>
        </Sub>
        <Sub num="14.8" title="Prohibited Activities">
          <P>The following are strictly prohibited:</P>
          <Bullets items={[
            "Installing unauthorised software or hardware",
            "Using the IT systems for personal gain or illegal activities",
            "Sending spam or chain letters",
            "Violating copyright or intellectual property rights",
            "Accessing systems or data without authorisation",
            "Storing Company data on personal devices or external storage",
            "Transmitting Company data to unauthorised parties",
          ]} />
          <P style={{color:"var(--muted)", fontSize:13, marginTop:8}}>
            Violations may result in access revocation and disciplinary action up to termination.
          </P>
        </Sub>
        <Sub num="14.9" title="Workplace Monitoring and Surveillance">
          <P>
            For security, audit, safety, and operational purposes, the Company carries out the following monitoring:
          </P>
          <Bullets items={[
            "CCTV in common areas of Company premises",
            "Access-card logs at entry and exit points",
            "Activity logs on Company systems, devices, and accounts (including email, browsing, file access, and chat)",
            "Call and message records on Company phone lines and communication tools",
            "Vehicle telematics on Company-owned vehicles where fitted",
            "Other security, audit, or operational systems as the Company implements from time to time",
          ]} />
          <P>
            This monitoring is conducted in line with the PDPA (see § 13). Monitoring data is retained in accordance with the Company's Records Retention Schedule and applicable legal requirements, and accessed only on a need-to-know basis.
          </P>
        </Sub>
        <Sub num="14.10" title="Use of Data in Employment Decisions">
          <P>
            The Company may use data collected through the systems described in § 14.9, together with HR data, to inform employment-related decisions (including scheduling, performance review, access management, and investigations). Decisions that materially affect your employment are reviewed by a person, not made by an automated system alone.
          </P>
        </Sub>
      </div>
    </section>
  );
}

// SECTION 15 - Workplace Safety and Health
function S15() {
  return (
    <section id="s15" className="chapter" data-screen-label="15 Safety & Health">
      <ChapterHead
        num="15"
        kicker="Workplace Safety and Health"
        title='Work safely. <span class="grey">Stop unsafe work.</span>'
        lede="Your duties, your rights, and what to do when something goes wrong."
      />
      <div className="container prose">
        <Sub num="15.1" title="General Safety">
          <P>
            The Company maintains a safe workplace. Do not create risks through improper acts or omissions. Follow safe work procedures and the personal protective equipment requirements for your tasks, and report safety concerns to your supervisor immediately. Lab and production-floor staff additionally follow the SOPs, PPE requirements, and hazard-handling procedures for their area.
          </P>
          <Cards items={[
            { num:"DUTY", title:"Work safely", body:"Follow procedures, use PPE for your task, do not introduce risk.", dark:true },
            { num:"RIGHT", title:"Raise concerns", body:"Report safety concerns to your supervisor immediately." },
            { num:"RIGHT", title:"Stop unsafe work", body:"You have the right to stop work you believe is unsafe." },
          ]} cols={3} />
        </Sub>
        <Sub num="15.2" title="Accidents, Incidents and Work Injury">
          <P>
            Report any accident involving injury, property damage, or a near miss immediately to your supervisor. Report any work-related injury without delay so it can be managed under the Work Injury Compensation Act, including reporting to MOM and the insurer where required. As required by the Act, the Company maintains the prescribed work injury compensation insurance. Cooperate with incident investigations so the root cause can be found and corrected.
          </P>
        </Sub>
        <Sub num="15.3" title="Fire Safety">
          <P>Know your exits, your assembly point, and the fire-safety procedure for your area. Check electrical equipment for damage before use and report faults immediately. During a fire alarm, follow the procedure for your area and the instructions of the fire warden.</P>
        </Sub>
        <Sub num="15.4" title="Infectious Disease">
          <P>If you have been in contact with someone with a notifiable infectious disease, inform your supervisor immediately and seek medical consultation.</P>
        </Sub>
        <Sub num="15.5" title="Smoking, Alcohol and Drugs">
          <P>No smoking on Company premises or in Company vehicles. Alcohol is prohibited except at Company-sponsored events. Drug use, possession, distribution, or sale is strictly prohibited and may be grounds for termination.</P>
        </Sub>
      </div>
    </section>
  );
}

// SECTION 16 - Workplace Fairness and Anti-Harassment
function S16() {
  return (
    <section id="s16" className="chapter" data-screen-label="16 Fairness">
      <ChapterHead
        num="16"
        kicker="Workplace Fairness and Anti-Harassment"
        title='A fair, harassment-free <span class="grey">workplace.</span>'
        lede="VKAFF maintains a fair, respectful, and harassment-free workplace. We act on every report, consistent with the Workplace Fairness Act 2024 and the Tripartite Guidelines on Fair Employment Practices."
      />
      <div className="container prose">
        <Sub num="16.1" title="Commitment">
          <Callout label="Zero tolerance">
            VKAFF is committed to a fair, respectful, and harassment-free workplace where everyone is treated with dignity, consistent with the Workplace Fairness Act 2024 and the Tripartite Guidelines on Fair Employment Practices. We will not tolerate discrimination or harassment of any kind, and we act promptly on any report.
          </Callout>
        </Sub>
        <Sub num="16.2" title="Fair Treatment and Anti-Discrimination">
          <P>
            Employment decisions, including recruitment, appraisal, promotion, and termination, are based on merit, skills, and the ability to do the job. Discrimination on the basis of protected characteristics is prohibited. In line with the Workplace Fairness Act 2024, the protected characteristics are: <strong>age, nationality, sex, marital status, pregnancy status, caregiving responsibilities, race, religion, language, disability, and mental health condition.</strong> The Company provides reasonable accommodations where required and supports an inclusive workplace.
          </P>
        </Sub>
        <Sub num="16.3" title="Harassment">
          <P>Harassment includes unwelcome verbal, visual, or physical conduct that creates an intimidating, hostile, or offensive environment, or that interferes with work performance. This covers conduct based on any protected characteristic, whether in person, in writing, or online.</P>
        </Sub>
        <Sub num="16.4" title="Sexual Harassment">
          <P>Sexual harassment includes unwelcome advances, requests for favours, and other verbal, visual, or physical conduct of a sexual nature, where submission is made a condition of employment, where submission or rejection affects employment decisions, or where the conduct interferes with work or creates a hostile environment.</P>
        </Sub>
        <Sub num="16.5" title="Reporting and Non-Retaliation">
          <P>
            Report discrimination or harassment to your manager immediately. If the complaint involves your manager, go to the next level. If your concern is not acknowledged within five business days, you may escalate to the CEO. Reports are taken seriously, investigated as warranted, kept as confidential as possible, and addressed with corrective action where warranted.
          </P>
          <Callout label="No retaliation">
            You will not face retaliation for reporting discrimination or harassment, or for cooperating in an investigation. The act of reporting is always protected. If a report is later found to have been made knowingly falsely or maliciously, that is a separate conduct matter, but the act of reporting itself never is.
          </Callout>
        </Sub>
      </div>
    </section>
  );
}

// SECTION 17 - Disciplinary, Grievance, Whistleblowing
function S17() {
  return (
    <section id="s17" className="chapter" data-screen-label="17 Disciplinary">
      <ChapterHead
        num="17"
        kicker="Disciplinary, Grievance and Whistleblowing"
        title='Standards, <span class="grey">and how to raise concerns.</span>'
        lede="Disciplinary, grievance, and whistleblowing procedures. If something is wrong, tell us, and the act of telling us is protected."
      />
      <div className="container prose">
        <Sub num="17.1" title="Disciplinary Process">
          <P>
            Meet Company standards, respect others and their property, and follow the rules. When standards are not met, disciplinary action may include counselling, a verbal warning, a written warning, or termination, with or without notice. The Company may suspend you on pay during an investigation and may impose other sanctions including demotion, a reduction in incentives, or a change of role.
          </P>
          <P>
            For performance concerns specifically, the process may include a structured period for you to address the gap before progressing to warnings, so that you have a fair opportunity to improve. Before any dismissal for misconduct, the Company conducts a fair inquiry and gives you an opportunity to be heard, consistent with the Employment Act and the Tripartite Guidelines on Wrongful Dismissal.
          </P>
        </Sub>
        <Sub num="17.2" title="Grievance Process">
          <P>Raise grievances with your supervisor as soon as possible.</P>
          <DataList rows={[
            { k:"Step 1 · Supervisor", v:"Normally within 7 working days", s:"If the complaint is against your supervisor, start with the next level up.", t:"7 days", tone:"accent" },
            { k:"Step 2 · Escalate", v:"Normally within 3 working days", s:"If unresolved, escalate to the next level, normally within 3 working days.", t:"3 days" },
            { k:"Step 3 · CEO", v:"Normally within 3 working days", s:"If still unresolved, escalate to the CEO, normally within 3 working days.", t:"Final", tone:"dark" },
          ]} />
          <P style={{color:"var(--muted)", fontSize:13, marginTop:12}}>Keep grievance information confidential. Where an employment-related dispute is not resolved internally, you may seek mediation through the Tripartite Alliance for Dispute Management (TADM) or, where eligible, file a claim with the Employment Claims Tribunal (ECT).</P>
        </Sub>
        <Sub num="17.3" title="Whistleblowing">
          <P>
            If you suspect fraud, corruption, a safety violation, or other serious wrongdoing, you may report it through the channel below, separately from the personal grievance process. Concerns are investigated promptly and fairly. The Company will keep information confidential to the extent possible consistent with conducting a proper investigation and meeting legal requirements.
          </P>
          <Callout label="Whistleblowing channel">
            Report directly to the Group CEO. You will not face retaliation for raising a concern. The act of reporting is always protected. Knowingly false or malicious reports are themselves a separate conduct matter, but the act of reporting itself never is.
          </Callout>
        </Sub>
      </div>
    </section>
  );
}

// SECTION 18 - When You Leave
function S18() {
  return (
    <section id="s18" className="chapter" data-screen-label="18 Departure">
      <ChapterHead
        num="18"
        kicker="Termination and Retirement"
        title='When you <span class="grey">leave.</span>'
        lede="Notice, handover, garden leave, retirement, and the specifics for foreign and permit-based employees."
      />
      <div className="container prose">
        <Sub num="18.1" title="Notice">
          <P>Either party may terminate employment with written notice or payment in lieu as stated in your employment agreement. The notice period in your contract meets or exceeds the Employment Act minimums set out in section 10 of the Act.</P>
        </Sub>
        <Sub num="18.2" title="Dismissal for Misconduct">
          <P>The Company may dismiss without notice or salary in lieu for gross misconduct, including:</P>
          <Bullets items={[
            "Serious or persistent breach of the agreement, Handbook, or policies",
            "Unauthorised downloading, copying, transmission, or removal of classified Company materials, including proprietary data",
            "Refusal to comply with lawful instructions",
            "Personal bankruptcy where it raises material concerns for your role or for the Company's reputation",
            "Criminal conviction affecting your position",
            "Grave misconduct or wilful neglect",
            "Acts bringing the Company into disrepute",
            "Long-term incapacity, after the Company has considered reasonable accommodations, of 60 or more consecutive days or 6 months in aggregate within 12 months",
            "Work permit not renewed, withdrawn, or cancelled",
          ]} />
        </Sub>
        <Sub num="18.3" title="Retirement and Re-employment">
          <P>Employment terminates at the statutory minimum retirement age (currently 63) set under the Retirement and Re-employment Act. Eligible employees may be offered re-employment on yearly renewal up to the statutory re-employment age (currently 68), subject to suitable job availability, satisfactory performance, and medical fitness. The Company applies the prevailing statutory ages and follows any future revisions. Where the Company is unable to offer re-employment to an eligible employee, the Employment Assistance Payment required under the Act is made.</P>
        </Sub>
        <Sub num="18.4" title="Garden Leave">
          <P>During a notice period, the Company may require you to stop performing duties and to stay off the premises while continuing to receive salary and benefits. You must remain contactable and comply with Company requests, and working for others during this period requires written consent.</P>
        </Sub>
        <Sub num="18.5" title="Handover">
          <P>
            When you give notice, whether to leave VKAFF, to retire, or as part of any other planned departure, what matters to the Company is that the work in your hands lands somewhere safe and that you leave with the relationships you built intact.
          </P>
          <P>
            Through your notice period, your job is to wind down well. Work with your manager on:
          </P>
          <Bullets items={[
            "a written handover covering active matters, customer accounts, pending deliverables, system access, and ongoing risks",
            "briefing your successor or interim cover",
            "introducing live customer and supplier relationships to the people taking them on",
            "closing or transitioning open matters as best you can before your last day",
            "returning Company property, data, samples, and documents (see § 18.6)",
          ]} />
          <P>
            Your manager and HR sign off the handover on completion. When it is signed off, the Company processes any discretionary final payments, such as discretionary bonus, ex-gratia, or amicable release of a training bond, and issues a reference letter where one is appropriate. Statutory entitlements (salary in lieu, CPF, unused-leave encashment, and tax clearance for foreign employees) are processed in accordance with law and do not depend on the handover.
          </P>
          <P>
            For a reasonable period after your last day, the Company may ask for your help on matters you previously handled, such as a customer transition, the close-out of a transaction you were running, or an investigation. The Company will reimburse reasonable, pre-approved out-of-pocket expenses for that cooperation.
          </P>
        </Sub>
        <Sub num="18.6" title="Return of Property">
          <Callout label="Required">
            Return all Company property, documents, data, samples, and confidential information by your last day or when requested, including all copies in any format. If you are a foreign employee, tax clearance is processed before your final payment, as required by IRAS.
          </Callout>
        </Sub>
        <Sub num="18.7" title="Work Permit Holders">
          <P>Work permits are cancelled on termination. As required by the Employment of Foreign Manpower Act and the Work Pass Conditions, the Company bears the cost of your repatriation to your country or place of recruitment. The Company will coordinate the logistics with you.</P>
        </Sub>
      </div>
    </section>
  );
}

// Expose all sections
Object.assign(window, { S1, S2, S3, S4, S5, S6, S7, S8, S9, S10, S11, S12, S13, S14, S15, S16, S17, S18 });