Final Version Of Aalat Hr Policy

AALAT L.L.C
HR policy based on UAE Labor Law No 8 for 1980

HR POLICY & PROCEDURES _AALAT L.L.C _updated

Introduction

This published policy is an effort to create better understanding of the
procedures and to ensure a safe, organized, empowering, and non-
discriminatory work place and to facilitate day-to-day administration of the
company.

It should enhance personnel decisions, protect the rights of all employees
and assure uniformity of action throughout the company.

Each member of management is responsible for administering these
policies in a consistent and impartial manner.

Nothing in the Human Resources Policy in any way creates an expressed or
implied contract of employment.

Policies in the field of Human Resources are subject to modification and
further development in the light of experience. This policy is subject to
review and change by the President without notice.

This policy will be posted on the company Intranet and HR Share Folder
for employees, management and supervisory officials. In addition to the
Intranet and HR Share Folder, employees may review the policy in Human
Resources department.

It is the responsibility of each employee to be familiar with the information
contained in the policy and any amendments thereto.

UAE Labor law Rules and Regulations may be found on the
http://www.mol.gov.ae . The HR policy based on the labor law of UAE No
- site and in Human Resource Department.

The President under the authority delegated by the Board of Directors has
approved the personnel policies contained in this manual

The Office of Human Resources is responsible for disseminating all new or
revised personnel Policies.

For best practice the policy Indentify the general rules and procedure for
details matter will be handled by separate policy such as office policy,
salary policy, HSE policy
2/2/201029 January 2009 Done by :HR Manager HOSSAMHUSSEIN

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Chapter one-Recruitment & Selection

Recruitment refers to organizational activates that influence the number
and types of applicant who apply for a job and whether the applicants
accept jobs that are offered. Thus, recruitment is directly related to both
human resources planning and selection.

The recruiting process begins with an attempt to find employees with the
abilities and attitudes desired by the organization and to match them with
the tasks to be performed.

ach new employee should be selected with care, not only for their ability to
undertake the immediate job opening but also with a view to suitability for
future advancement because regular employment with the company is to
be on career growth.

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Man Power Planning

To ensure the availability of capable, skilled and committed employees in
future and generate strategic plans to achieve sustained competitive
advantages by recruiting competent staff, the department managers are
required to project their department’s work force planning annually.

The work force planning shall be in accordance with the business plan and
annual budget approved by Executive Management and Board of Directors.

The annual work force plan along with the approved budget for the same
plan shall be sent to HR department by end of each year for the purpose of
human resource planning for the coming year.

1-01Recruitment & Selection Procedures

The recruitment and selection process starts with the termination of an
existing employment contract, temporary absence of an existing employee
or when a new post is established.

Where a new post is being established, the budget / funding for the post
should be considered.

In case of a request for a new unbudgeted position such request is to be
supported by written justification quantifying the increased workload/
expansion in scope of operations.

In all cases a “New Employment Request Form” shall be filled with
approval being gained in accordance with procedure set out in this policy.

Staff required for work of a temporary nature may be employed on such a
basis for a limited duration, subject to U.A.E labor law compliance.
Temporary employees will be engaged on a flat daily/monthly rate of pay


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and will not be eligible for any further benefits over and above this
payment.

All recruitment of a permanent or temporary nature is subject to the
approval of the HR department in conjunction with the Executive
Management’s approval and the rest of recruitment process such as
selection, interview, assessment ,assignment should be done after approval
of HRD with shared approval of general manager /president of the
company

HR Department will review the request to ensure compliance with
company policy guidelines and budgeted headcount. After it is confirmed
that the request is in order, HR will signoff and commence the search for
suitable incumbents. In the event the request is not in conformity with the
company’s staffing strategy, policy or budget this will be notified in writing
to the concerned department manager.

Information regarding vacancies shall be easily accessible and open to
current employees.

All vacancies shall be advertised on the company website in addition to any
other type of media selected. This will enable both external and internal
candidates to apply for the post and will create a fairly selected pool of
applicants from which the most appropriate can be selected.

The candidates should be informed about the outcome of the interview
within two weeks.

Recruitment Methods

Once an organization has decided it needs additional or replacement
employees, it is faced with the decision of how to generate the necessary
applications that may take place internally or externally.

A numbers of available methods for recruitment are:

Walk- in which provide and important external source of applicants.

Media advertisement- daily local newspaper

Company’s Website

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Recruitment agencies- locally and overseas

Head hunting for very senior position

Employee referrals

Depending on the level and type of requirement, HR will source candidates
through various channels. Where recruitment agencies are used, these
service providers shall be approved and contracted by HR personnel only.

HR will do the initial shortlist and interview in accordance with the
specifications provided by the concerned Department.

Important note : in case of seeking assistance of recruitment agency any
agency contract ,charges should be done only with approval of HRD and in
according to best practice in industry ,company budget in order to get the
best ever condition

1-02 Job Description & Specification

Recruiting the right person starts with a detailed job description and
personal specification that shall be attached with Requisition form and
provided to HR.

A key purpose of a job description is to identify for a jobholder the
contribution required by the organization. It is fundamental tools for
managers who can use it to ensure that his/her subordinates understand
what they have to achieve and the criteria on which their performance will
be assessed.

Beyond the communication purpose, a job description provides a number
of other needs such as training, job evaluation, performance management
and providing information to Human Resource in recruitment process.

Interview & Selection Process

The purpose of interview is to assess candidate’s suitability through fair
and efficient questioning techniques, which are focused on obtaining

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relevant evidence on which to make a decision. There should be
consideration of:

The time required to notify candidates

An appropriate and accessible location

Candidates may have particular needs, mobility/communication, which
should be met to enable them to participate fully in interview process. The
timetable should be planed.

In the interview session, an employment application form should be filled
by the candidate, which will be kept in HRIS as a reference for future.

The goal of selection process is to accurately determine which applicant
possesses the knowledge, skills, abilities and other characteristics dictated
by the job. People who attend interview have to be well trained to be able to
select qualified candidates.

Size & Composition of Panel

A panel consist of two / three people where possible shall be created for
interview sessions. One of the HR personnel, perhaps HR Manager will be
designated to chair the session and will have overall responsibility and
accountability for the whole process and should ensure that the recruitment
process is planned and conducted properly.

It is the company’s intention to ensure that all managers / staff involved in
the recruitment and selection process receive training.

The panel should, except in exceptional circumstances, remain consistent
throughout the recruitment and selection process.

2 The Panel’s Role

As soon as the membership of the Panel is identified, they should
communicate to plan and set dates for the whole recruitment process. The
panel should:

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Decide how, what, where,

Agree recruitment & Selection process

Shortlist applications

Plan and develop interview questions

Conduct the interviews and other selection process

Make the final decision

It will be the responsibility of the chair to ensure that forms provided are
completed and returned to the HR department. Department head will make
the final decision on selected candidate.

1.3 Employment Contract

HR department will issue an appointment letter/ job offer to successful
applicant and will contact candidate to obtain other relevant paperwork for
further formalities.

New hire will receive an official employment contract after joining the
company that will specify and set out the main terms and conditions of
employment.

Employment Agreements are governed and construed in accordance with
the laws of the Emirate and Federal Laws applicable in U.A.E
particularly in accordance with the Labor Law and any subsequent
amendments that may be in effect.

The Employee agrees to submit to the jurisdiction of U.A.E. Courts with
respect to all matters arising out of, in connection with, or related to the
Agreement or his/ her Employment with the Employer.

1.4 Employment of Family Members


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The company has no prohibition against hiring relatives of existing
employees but there are concerns that employment of relatives in the same
area or department may affect departmental functioning.

To minimize potential issues with regard to relatives working together, a
family member should not have supervisory responsibilities for another
family member. The family relationship should be disclosed before
selection or hiring.

Legal Requirements for Employment and Residency

The employment and residence of non-GCC national is conditional upon
the company being able to obtain all necessary work permits & residence
visa required under UAE Law as below:

Residency and Work permit require all non-GCC national to enable
him/her remain under the company’s employment. The residence visa is
valid for a period of three years and will be renewable after expiration of
this period. All the cost will be carried by the company

Medical Fitness and Finger Print: In accordance with UAE regulations, the
employee is required to undergo appropriate tests for communicable
diseases and fingerprint in the police station in order to obtain clearance
Certificates to finalize the residence visa process. Employee shall go
through this process after obtaining employment visa.

Company is responsible to process all work permits and residency permits
for its employees at company’s cost including employment visa, medical,
finger print, one way joining ticket ( for overseas recruitment) and other
relevant costs. If employee terminates his / her contract before completion
of one-year services with the company, he/ she shall pay the above-
mentioned costs, which were occurred during his/ her employment
process with the company.


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The company will cover the cost of residency for married employees,
dependents based on the contract status of the employee as follows:

 Family Status: one spouse and two children up to age of 18 years old.

 Married Status: 1 spouse (spouse )

 Single: only employee

After finalizing permits and residency, the original passports of office staff
will be returned to the employee and remain in employee’s custody unless
the employee requests, in writing, that the company hold the passport on
his / her behalf.

The original passports of laborer will remain under company’s custody and
will be released on the time of annual leave or separation from the
company.

1-05 Probationary Period

All contracts for duration of 12 months and above will be subject to
satisfactory completion of a probationary period of 3 months from the first
day of employment. All new entrants will be required to undergo a formal
probationary period.

However, the probationary period is not necessary for individuals selected
within the organization. The probation period will enable managers to:

Assess/review the initial performance of the appointed candidate and
determine his/her suitability to perform the job.

Give some initial consideration for the employee’s potential and possible
development within the job.

In certain cases the 3 months probationary review will be ranked and used
within Performance Management System.

1.6 Induction Program


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Induction is the process of receiving and welcoming employees when they
first join the company and giving them the basic information they need to
settle down and start the work quickly and happily.

The aims of induction program are to familiarize the new employee with
the company’s products/services, policy / procedures and job function in
order to increase commitment and reduce the cost of early leavers.

Following mentioned documents should be prepared and considered part
of induction program:

HR induction welcome pack

A copy of HR policy and/or any other relevant departmental

Forms, which shall be filled by new employee such as

Employee Information Form” and “Beneficiary Letter”. Organizational
chart

The induction program must be prepared to the particular needs of the
individual and the concern manager must identify these before the start
date, whenever practicable.

Appropriate level HR department personnel shall take care about the new
employee in his/her first working day and ensure that all relevant
information and documents needed for payroll, personal file etc are
recorded.

HR department may schedule orientation program for new employee with
different departments if requested by concerned department‘s head. This
will help new employee to get familiar with other departments tasks and
have better understanding of the business.

1.7 Hotel Accommodation

Upon arrival of new employee, he/she will be accommodated in a standard
/ deluxe hotel room for the period of 10 nights on company’s account
(room Only). If an employee wishes to stay more, the additional days will
be paid by the company and recovered from employee’s salary.

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1.8 Air Ticket Booking

The company shall be responsible to provide one way joining ticket to the
new employee from the place he/ she are recruited to UAE.

If new employee wishes to buy his/her own ticket, he /she shall do so and
reimburse the amount of one-way ticket after joining date. The company
Note must purchase the ticket from the approved airlines:

Article 1.13 and 1.14 are applicable for overseas recruitment only.


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Chapter 2- General Conditions of Employment


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2.1 Code of Conduct

It is the policy to observe that all U.A.E laws & regulations are applicable to
the company. All employees are expected to demonstrate high standards of
business ethics and professional integrity.

Employees are the company’s representatives and it is expected that they
should fully comply with the law and perform in a manner that reflects
favorably on the company’s reputation.

Active involvement in outside organizations (social, political, etc.) which
may influence individual’s performance negatively must be avoided.

Under no circumstances should any employee accept or offer any form of
commission or bribe, in cash or in kind.

Employees must not be involved in any situation that may result in
“conflict of Interest” in order to ensure that they have not obtained any
personal benefit at the cost of the company.

Prayer Times Guidelines

Muslim employee may leave for praying

Prevention of Bullying in the Company’s Premises

Workplace bullying can be defined as the repeated less favorable treatment
of a person by another or others in the workplace or company
accommodation, which may be considered unreasonable and inappropriate
workplace practice. It includes behavior that intimidates, offends, degrades
or humiliates an employee.


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Bullying behaviors can be verbal, physical, social or psychological
(including offensive messages with SMS and email).

The company is committed to ensure that all employees are treated with
dignity and respect. This will be Human Resources department
responsibility to takes proper action to prevent and respond to bullying in
workplaces in accordance with Federal Law and company’s objectives and
policy.

Human Resources department will ensure that procedures for reporting,
investigating and resolving complaints relating to bullying are followed in
accordance with the company’s policy.

The Department Heads are responsible to ensure that appropriate
instruction and information are provided to their staff members to support
this policy, promote staff awareness on the standard professional
behaviors, and respect towards others.

⇒ Alcoholic Beverages & Illegal Drugs Article

The possession, consumption or sale of alcoholic beverages in workplace
and or company accommodation is strictly prohibited

“Alcoholic beverage" includes alcohol, spirits, liquor, wine, beer, and every
liquid or solid containing alcohol, spirits, wine or beer, and which contains
one-half of 1 percent or more of alcohol by volume and which is fit for
beverage purposes either alone or when diluted, mixed, or combined with
other substances

Similarly, illegal drugs are prohibited on the company premises. If an
employee is, found under the influence of illegal drugs or found buying,
selling or possessing narcotics on the company’s premises he/she will be
immediately dismissed.

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2.02Dress Code & Appearance At Work

The Company’s objective, in establishing a dress code, is to enable
employees to project a professional, business-like image.

Guidelines to determine what is appropriate to wear at work:

Even in a business casual work environment, clothing should be pressed
and never wrinkled.

Torn, dirty, or frayed clothing is unacceptable. All seams must be finished.
Any clothing that has words, terms, or pictures that may be offensive to
other employees are unacceptable.

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2.03 Confidential Information

Definition: Confidential information belonging to the company, which an
employee obtains in the course of employment, must not be disclosed to
persons outside the company nor used for one’s own personal benefit or for
the benefit of others during and after employment.

Every employee is under contractual agreement not to divulge information
about the organization’s business, customers, products, services, systems,
business’s plan, or any other confidential matters.

All employees’ salaries and benefits or any other related information must
be treated confidential and shall not be disclosed.

Additionally staff can help information to remain confidential by making
sure:

Their desk is clear of business-related paperwork when leave at the end of
the day.

All potential sensitive documents to be locked in desk or filling cabinets.

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Access to file rooms should be controlled at all times.

The above are a set of general guidelines. Employees are encouraged to
refer queries to their manager or HR department to seek clarification and
guidance in specific cases whenever they are in doubt.

Personal Property

The company provides desk, closet and other facilities for all staff members
to keep their personal property.

The company does not accept responsibility or make reimbursement for
lost or stolen property. The valuables shall be kept in lockers or take away
to ensure their safety.

Company Property

Upon the termination of employment contract by either party, the
employee shall return the company property and documents including all
records, business correspondence, client files, credit cards, mobile phone,
equipments such as computer / laptop, furniture, vehicle and whatsoever
which may be in his / her possession relate in any way to the business or
affairs of the company.

Employee prior the financial settlement with the company shall retain no
copies, notes or abridgement of any of the above.

2.04 Custodian of Personnel Files

The human resource department is the custodian of personnel files. The
employee should ensure that his /her manager and HR department are
advised of the changes in his/ her personal status.


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Up to date information will ensure that employee has complete coverage
under company plans and that the correct person is contacted in case of any
emergency.

The following items should always be current in the employee personal file:

 Address and telephone number

 Marital status and children

 Beneficiaries

 Person to notify in emergencies

Employee / Department Head Access to Personnel Record

Upon proper request, an employee or his/ her Department Head have the
right to inspect the personal file of employee at reasonable intervals.

Personnel records that are accessible for review by employees are any
documents which have been used or which are intended for use in
determining the employee’s qualifications for employment, promotion,
transfer, additional compensation, discharge or disciplinary action.

Certain documents are not subject to employee access but accessible to
department head in the presence of HR staff. They are:

 Medical records

 Letters of reference

 Test documents

 Information about another person

 Records involving a judicial proceeding

 Investigatory or security records

 Materials used for management planning

An employee who requires inspecting his/her personnel records must send
a request to the Human Resources department. HR will schedule an


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appointment for the employee to access the records, generally within 2
days of the request.

An employee who is involved in a current grievance can designate, in
writing, a representative to inspect her /his personnel records, which could
have born the resolution of the grievance.

The employee must present valid identification before being allowed access
to the records.

Department head or Employee are allowed to view the employee’s
personal file in the presence of Human Resources staff and strictly are
should not remove the file from the HR premises.

To correct the record there must be a mutual agreement to do so between
the employee, the employee’s Department Head and Human Resources
Management. An employee may attach an explanatory statement to any
disputed document in the file.

2.05 Hours & Place of Work

The company may adopt amended schedules where operational or other
requirements so dictate. Time spent proceeding from place of living to
work place does not form part of the working hours.

All staff members are requested to complete 10 working hours per day
including 60 minutes lunch break from Sunday to Thursday. The employee
may be required to work beyond those hours.

During the month of Ramadan, the working hours are reduced by 2 hours
per day according to U.A.E Federal law.

The employee may require by the company to work at any other places
except where he/ she were initially assigned to fulfill his/her duties. The
employee may also be required to travel within /outside the United Arab
Emirates to perform his/her duties.

2.06 Attendance & Tardiness

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On time, attendance is an expectation of all employees. Daily attendance is
especially important for employees whose customers and coworkers have
the expectation of on-time delivery of services.

Emergency personal time is made available to employees for such
unscheduled events as personal illness, immediate family member illness,
doctor appointments etc that must be approved by department manager
before the employee leaves the workplace.

By the end of each month, employee’s attendance sheet will be monitored
by HR personnel to ensure completion 10 working hours per day including
60 minutes lunch break

There will be a salary deduction if an employee attends the workplace later
than normal working hours, unless missed times is made up later. This will
be based on total daily hour and later hour per week.

Employees who are late and are not able to be present at the workplace on
time, must call their supervisor/department manager as soon as possible,
but not later than sixty minutes after the start of normal working hours. If
the supervisor/department manager is unavailable, employees may leave a
message with a phone number where they can be reached with the
receptionist. Failure to call is considered leave without pay.

Department manager/ supervisor shall inform HR personnel about
employee’s leave.

When an employee misses a punch, he should inform HR personnel
immediately, otherwise he/she will be considered absent which will affect
his/her salary.

When possible, within the normal schedule, the employee may make up

Anytime missed during the week in which the time was missed. Employees
must have the permission of their department manager to make up time
and HR should be informed.

Disciplinary action, up to and including employment termination, will
commence, for the overuse of emergency personal time and unscheduled
leave.

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Life events can interfere with work attendance. However, in order to
operate the business in an orderly and efficient manner, employees need to
use as few emergency personal hours as are necessary and to avoid
absenteeism.

2.07 Disciplinary Rules

Disciplinary action will be dependent on the severity of the mistake
committed by the employee. As per U.A.E Federal Law the company may
impose

The following penalties:

 Warning

 Fine

 Suspension from work with reduced pay for a period not exceeding
10 days.

 Dismissal with right to severance pay

 Forfeiture or deferment of a periodic increment.

 Forfeiture or deferment of promotion

 Dismissal with forfeiture of all or part of the severance. This penalty
may only be imposed on the grounds expressly specified in Article
120 of the U.A.E Federal law no.8 of 1980.

 A fine maybe expressed in terms of a specific amount or an amount
equal to employee’s remuneration for a specific period. The fine
prescribed in respect of any one offence shall not exceed five days’
remuneration.

 The penalty of forfeiture of a periodic increment may not be imposed
more than once in a year and such increment may not be deferred for
more than six months.

 No disciplinary penalty may be imposed on a worker for any act
committed by him/her outside the workplace, unless such act is
connected with the work, the employer or the responsible manager.

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 Non of the above mentioned penalties may be imposed on an
employee until after he/she has been notified in writing of the charge
against him/her, his/her statement have been heard, he/she has
been allowed to defend himself/herself and the foregoing has been
entered in a report placed in his/her personal file. The penalty shall
be entered at the end of this report.

An employee may be suspended from work if he/she is accused of
committing a deliberate offence involving assault on person or property or
crimes relating to honor and honesty or the offence of unlawful strike.

The period of suspension shall run from the date of which the incident is
reported to the competent authorities and until the latter have given a
decision on the case. The employee shall not be entitled to his remuneration
in respect of the period of the suspension.

Where it is decided not to take employee to court or the employee is
acquitted, he/she shall be reinstated in his/her work; he/she shall be paid
his/her remuneration in full for the period of the suspension if it was
maliciously contrived by the employer.

Where an employee; either through his/her own fault or in violation of the
company’s instructions, is guilty of the loss, damage or destruction of tools,
machines or products or materials owned by the company or in the latter’s
custody, the company may deduct from the employee’s remuneration such
amounts as may be necessary to repair / replace them as fully as possible
provided that the amount shall not exceed five days remuneration in each
month.

The company may request the court for permission to deduct more than
this amount if the employee has capital assets or any other source income.

2.08 Grievance Procedure


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Definition: The grievance procedure is a process through which an
employee can bring workplace concerns to upper levels of management. It
is the company’s aim to maintain good Employee relations and avoid
grievances and disputes. Employees may discuss their problems and
concerns with their immediate Manager.

They can at any time request a referral to higher management as per the
following internal procedure:

First Stage

An Employee should refer any grievance to their immediate Manager, who
will try to work out a satisfactory settlement

Second Stage

If no settlement has been reached, the case should be referred to and
discussed with the Human Resources Manager for review and action.

Final Stage

If no settlement has been reached, the case should be referred and
discussed with Executive Management. And termination of the employee
should be fact at the end of the road.


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Chapter 3 – Remuneration, Benefits & Facilities

3.01 Employee Classification & Grading

For the purpose of employee growth and advancement as well as for ease
of compensation administration, the employees of the Company will be
classified into different grades. Every employee of the company, old or new
shall have a grade allotted to him/her and his /her compensation and
benefits shall be in accordance with the grade the employee is in.

Depending upon performance reviews and recommendation of
Department/Senior Management, employees can be promoted and change
grades accordingly and also the benefits which is verify from grade to a

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another The grading structure will be defined in different document and
will be available with HR Department.

3.02 Housing Allowance

The Housing Allowance for employees based on the grade of the staff and
grade .All benefit for the employee of the company will be approved by the
company board of director

3.03 Transportation Allowance

Transportation Allowance is given to an employee to offset his/ her cost of
transportation from his/ her accommodation to the workplace. The
transportation allowance is calculated as follow:

Allowances
Grade
(AED)

Grade A 4000-4500

Grade B 3500- 3999

Grade C 3000

Grade D 750 -1500

Transportation allowances will be paid to employees as per employment
contract.

3.04 Mobile Allowances


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Subject to management approval, the mobile allowance shall be considered
for employee whose the nature of his /her work is required.

Mobile allowance for sales personnel is considered as part of their sales
commotions and they are not eligible to receive cash/ allowance.

With maximum of 1000 AED for senior sales person, such as area sales
manager.

For other staff, executive mobile allowance as per board member approve

During the office hour any phone call made for business purpose shall be
born by the company

3.05 Petrol Allowance

If employee’s nature of work involves daily business travel, he / she may
claims petrol allowance against provided original invoices. The claim
should be approved by department head before being sent to HR
Department.

3.6 Company Vehicle

Company vehicle is provided in the following cases:

May be provided to employee as an operational tool whose nature of work
involves daily business travel such as Driver, Public Relation Officer, etc.
The vehicle is considered to be a business tool for official use only and does
not form part of the individual’s salary or benefit package.

May be provided to executive management as benefit for personal and
official use. This entitlement shall be stipulated in employment contract.

When an employee to whom a vehicle is allocated as an operational tool
proceeds on vacation, the vehicle must be handed over to HR department.

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It is HR responsibility to optimize the use of the vehicle by reallocating it
across the company as required.

3.07 Annual Air Ticket

All employees are entitled to one round trip economy air ticket as
stipulated in their employment contract. And the annual ticket is based on
staff grade

Grade Class of Annual ticket

A First Class

B Economy class

C Economy class

All office staff members are eligible every 12 months of services except
staffs with the job titles of Receptionist, Telephone Operator, Secretary,
Coordinator, Office boy and Driver, who are entitled every 18 months of
services. 1

All other workers are eligible every 18 months of services.

If an employee requires HR department to book an air ticket, he / she must
submit the leave application with the request of air ticket 30 days prior to
leave date.

The annual air ticket will be booked through management approved travel
agencies and will be provided to employees two weeks prior to departure.

If an employee is on Married / Family status, air tickets shall be provided
to employee, spouse and her/ his children (up to two under age of 18)
based on declared status in employment contract.

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The company may have other different positions in future that are eligible to leave or annual ticket only after 18
months of services. This shall be decided by management in future if required.

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If an employee is on single status he / she may request HR department to
purchase a ticket for his/her spouse at the time of ticket booking. HR
personnel shall take necessarily action but will deduct the cost of ticket
from employee’s salary.

Office staff members are eligible to receive cash equal to approved air fares 2
to the major cities from UAE.

 Rules of cash disbursement of Air Fair ticket

1. All employees are entitled to annual ticket; class of travel &
eligibility of dependents as specified in their employment
contract/Job Offer.

2. Annual ticket will be administered as a cash allowance, calculated
upon the current year published IATA rate, to the employee’s
country of origin.

3. Country of origin is defined as the country of the employee’s
passport/citizenship; in the case of dual nationality, country of
origin will be agreed at the job offer stage, and specified in the
employment contract/Job offer.

4. Typically, the cash allowance will be administered along with the
January payroll for each calendar year.

5. For those employees who join during the year, entitlement will be
calculated on a pro-rata basis according to the percentage of the year
worked; the cash allowance will be administered upon successful
completion of the probationary period, along with the next payroll.

6. Employees who resign or are terminated during the course of the
year will be required to ‘pay back’ ticket allowance on a pro-rata
basis, according to the number of months worked in the year of
resignation/termination.

’ workers are ineligible to receive cash and HR department shall be
responsible for their annul tickets booking.

Family status

2
This is the responsibility of HR Department to determine the cost of air fares and obtain President’s approval.
The rates shall be distributed between staff members and shall be revised every six months.

29


If staff member is on family status and wishes to receive cash instead of air
ticket for his/her children’s, their eligibilities will be as follow:

Children under age of 12 and above 2 years are entitled for 85% of the
ticket’s amount.

Below 2 years old / infant is entitled for 15% of the ticket’s amount. The air
fair ticket for the family will be determined based on offer letter.

Based on the grade of the staff A,B are entitle other class not entitle for

3.8 Life Insurance Scheme

The company management has decided to cover all employees under life
insurance scheme to protect employee’s dependents from financial loss
related to employee‘s death.

The amount of compensation shall be calculated on the basis of the last
remuneration received by employee before his/her death.

All employees must ensure that their “Beneficiary Letter”, “Employee
Information Form” and other necessary documents such as beneficiary
passport copy are provided to HR department for such incident.

3.9 Medical Insurance Scheme

In accordance to UAE federal law and company policy, all employees shall
be covered under Medical Insurance Scheme.

Medical insurance provider will be approved by the board meeting and
company committee normally the company will name the insurance
provider from one of the top leading service provider in market or the
provider by the main group.

HR department is responsible to ensure that all employees are covered and
have received proper orientation about insurance scheme.


30


If employee is eligible for family/ Married 3 status, his spouse and 2
children under age of 18 years will be entitled to medical insurance
coverage based on declared status in employment contract.

If the employee wishes to include any other children or family members,
they can take advantage of the group medical insurance rate and pay the
annual premium at his/ her own cost.

Chapter 4 Leave Policy & Procedures

3
Where employee is on Married Status, only his wife is eligible.

31


The objective of this policy is to determine the days which an employee
does not perform for the company.

4.01 Leave Procedures

Application for leave should always be accompanied by the standard

Leave application.

According to the departmental leave plan and the leave

Information being received from HR department, an employee shall

Duly fill the leave application form and forward to his department head
for approval.

Approved application should be forwarded to HR department to scrutinize
the leave and recording it in HR module which links to payroll.

A copy of leave application shall be provided to employee and the

Original application must be kept in employee’s personal file.

Departmental manager should monitor proposed leave plans to ensure
operational effectiveness is maintained.

The employee is responsible for promptly notifying the company of

Any circumstances which may delay his/ her return from leave.

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If employee has taken more than his/her accrued entitlement at the

Time of termination, the company shall make an appropriate adjustment
from the employee’s final settlement.

Department managers must inform HR department, if any of their staff are
absent from work.

4.02 Annual Leave

In accordance with the employment contract, all employees are entitled to
annual vacation as follow:

All office staff members are eligible to 25 days paid leave every 12 months
of services excluding staffs with the job titles of Receptionist, Telephone
Operator, Secretary, Coordinator, and Driver who are entitled to 45 days
paid leave every 18 months of services.

All workers are eligible to 25 days paid leave every 12 months of services.

All employees are encouraged to take the full leave entitlement every12/18
months of their services.

Employee will not be paid in cash for his/ her leave entitlement.

Employees are not allowed to maximize more than 60 annual days for the
period of 2 years. Vacation must be taken within 2 years otherwise it will be
lapsed automatically.

Public holiday announced by UAE authorities fall within annual leave shall
not be considered part of annual leave and will be credited in employee’s
account.

Sick days fall within annual leave shall be considered part of the annual
leave and no additional days are granted for these days. 4 This article is also
applicable to days off (Friday / Saturday).
4
UAE Federal Law- Article 77

33


4.03 Sick Leave

The company grants sick leave in accordance with the provisions of the
UAE Federal Law 1980.

The employee shall not be entitled to any paid sick leave during probation
period.

If the employee completed more than three months after the probation
period in the continuous services of the employer and fall ill, he /she shall
be entitled to sick leave not exceeding 90 days whether continuous or
otherwise, in respect of every year of service. Such leave shall be calculated
as follows:

No salary shall be payable during sick leave if the illness is the direct result
of the employee’s misconduct. (Having consumed alcohol or narcotic
drug).

If the employee is absent for more than one day, he/she will be required to
provide a doctor’s certificate.

If no valid certification is submitted, the respective leave period will be
considered as leave without pay.

After resuming to duties the respective employee is given two days to
produce the necessary documentation to approve the sick leave.

The company reserves right to require the employee to undergo a medical
examination at the company’s expense by a doctor nominated by the
company at any time. The employee authorizes the doctor to disclose the
results of such examination to HR Department.

4.05 Maternity Leave

In accordance with the provision of article 30 of UAE Federal law, a female
employee shall be entitled to maternity leave with full pay for a period of
45 days including the period preceding and the period following her
confinement, where she completed one year of her services with the
company.


34


If the service period is less than one year then she shall be entitled to
maternity leave with half pay.

Leave of Absence

In the event that an employee runs out of leave balance, unpaid leave will
be allowed at the company’s discretion. Such leave will break the
employee’s continuity of employment and will reduce the number of days
of service when calculating end of service benefits.

4.08 Hajj Leave

Muslim employee shall be granted once in the course of his/her period of
services; special leave without pay for the purpose of fulfilling the
obligation to make the pilgrimage, such leave shall not be counted towards
any other periods of leave and shall not exceed 30 days.5

4.9 Public Holidays

Employees will be entitled to official leave with full pay if the following
occasions occur on a normal working day: the public holidays as mentioned
below and might include any other days as mentioned by government

If employee overstays, days which are not approved will be considered as
leave without pay. If overstay is due to a valid reason and approved by
department head, such circumstances will be treated as extension to the
leave with full pay provided the employee has sufficient leave balance to
cover overstay period.

 New Year’s Day (Hegira) – 1 day

 New Year’s Day (Gregorian) – 1 day

 Prophet’s Birthday – 1 day

 Ascension of the Prophet – 1 day

 UAE National Day – 1 day

 Eid Al Fitr – 2 days
5
Federal Law- Article 87

35


 Eid Al Adha – 3 day

4.8 Medical leave

Days of Absence Pay Rate

1st 15 Calendar Days Full pay

Next 30 Days Half pay

Any Subsequent Period No pay

In the event of illness and inability to continue work, an employee may be
granted medical leave as follows:

In all instances of absence relating to illness, the employee is required to
inform his/her immediate manager before 9am on the first day of absence.

Short leave, of more than 2 days with pay must be supported by a Doctor’s
or hospital certificate. For medical leave in excess of 5 days, the above
certificate must be accompanied by a medical report.

As a matter of policy the Human Resources Manager will monitor
attendance, including absence due to sick leave. Should an employee’s
absence develop a habitual pattern, the Human Resources Manager will
highlight the concern to the appropriate manager and the Management
Committee for discussion and/or further investigation.

In the case of an illness during annual leave, the employee is not entitled to
claim back leave days.

4.9 UNPAID AUTHORIZED LEAVE

Due to exceptional circumstances, the company may approve leave without
pay for a maximum of one (1) month. Unpaid leave periods are not taken


36


into consideration when calculating the End of Service benefits or annual
leave accruals.

2 An employee’s request for unpaid authorized leave will only be
considered if he/she has utilized all of their accrued annual leave.


37


Chapter five Business trip

Definition

38


A business trip occurs when an employee is required to travel
outside/inside the UAE. Business trip starts when an employee leaves his/
her house or workplace for this purpose and ends when she/ he arrive to
his/her base.

5.1 Procedures

Appropriate approvals for business trip shall be obtained as per below
matrix:

Destination Department President / his Deputy
Manager

Inside country Yes No

Outside country Yes Yes

5.1.1 Employee must obtain relevant approvals on “Business Trip
Requisition Form” before proceed the business trip.

5.1.2 If an employee becomes ill during business trip, his /her regular
expenses shall be paid during sick days provided that he/she presents
acceptable medical reports and documents indicating the nature and
duration of the illness. Medical expenses and hospitalization costs, if
necessary, shall be paid by the medical insurance, if covered by the policy,
or shall be provided by the Company.

Business trip cost shall be in annual budget by department heads every
year.

The employee must submit the travel request minimum 5 days prior to the
outside country trip so HR personnel will be able to do the needful for visa
entry, hotel accommodation , ticket booking and other necessary work on
time.


39


The employee will be allowed to extend the business trip for personal
purpose with following conditions:

No extra charges or fees will be paid by company for the extension
Grade

Per Diem UAE Remark

Covers food, taxi, and etc
A AED 1500 300

B AED 1300-1000 300 Covers food, taxi and etc.

C 1000 -800 300 Cover food taxi and etc

Period The employees annual leave balance allows for such extension

2)0Business trip should be by approval of board /general manager .

3)The diem will be paid on submitting all invoice

The extension must be approved by department head.

 Ticket

HR personnel based on the travel requisition duly filled and approved by
management shall do arrangement of ticket booking.

HR personnel shall assist employee to obtain visit/business visa for the
country to be visited. Company will bear the visa expenses.

Note: The President has the right to stop Business Class travel or upgrade
travel class for all categories.

 Per Diems & Reimbursement of Expenses


40


Per Diem covers expenses such as food, taxi and hotel, excluding ticket and
visa expenses for overseas trip. The per diem is set as per industry level
after compare with similar firm with industry

The per Diem amount shall be identified and decided based on region. See
below email diagram:

Employees shall receive the per diem prior to his/her business trip.

Ticket booking shall be arranged as per below table:

Region Executives Managers Other staff

Within GCC Business Class Economy Class Economy
Countries Class

More than 3 hours Economy class Economy class Economy
flights Class

The following types of expenses are not included in the travel allowances
and shall be compensated against original bills/receipts:

Excess baggage resulting from excess cargo related to business

Items purchased for business related matters

Customs paid on business related items

The employee shall settle the travel claims (if any) within 5 working days
from the date of return.

The authorized person must approve all expense claims.

All expenditure must be supported by original invoice/receipts, except for
per diem allowances.

Photocopies are not valid supporting documents. Even when claiming for
telephone expenses, the original bill is required.


41


Credit card statements are not invoices and are not valid with out
supporting documents

Any payment is credit card will be paid be the company within next
payroll.

Calculation : Per Diem allowances are calculated on the basis of actual
number of travel days, which includes day of departure and day of arrival
except for trips within the UAE

Guiding principle of the per diem allowance is to cover costs associated
with hotel accommodation, food, etc, which does not apply in this instance.

Employees will be paid a daily allowance as given below to cover cost of
local transport, hotel accommodation, meals, laundry, visa, airport taxes
and other incidental expenses.

Limitation: If the trip extends for more than 4 days in one location, then the
total per diem allowance for the full trip will be reduced by 50%. And if
reach 7 days will be deduct by 60 %

Employees, who need to go on business travel within the UAE, will be
entitled to receive a per diem allowance to cover the cost of their transport,
hotel accommodation, meals, laundry and other incidental expenses,
providing an overnight stay is involve


42


Chapter 6 Performance Management System

6.1 Performance Appraisal

Performance appraisal is a formal evaluation procedure by which the
organization documents its employees’ job performances and development
potentials.

Proper performance appraisal provides management with essential
information for making strategic decisions on employee retention,
advancement, and termination.

43


The performance appraisal links training, development, and career
planning program with the company’s long term human resources needs.

The department managers may use appraisal procedures to:

Assess the potential of employees for future jobs and suggest appropriate
training and development programs.

Design and implement merit and incentive program

Determine whether employees receive appropriate compensation for their
particular functions and positions in the organization.

Identify and modify dysfunctional work behavior.

Provide documented evidence to support disciplinary and termination
actions.

The managers/ supervisors shall conduct evaluation of their department
staff performance once or twice a year that may be necessary in
organization characterized by frequent personnel changes such as
promotions, demotions, layoffs, transfers, and retirements.

6.2 Characteristics Of Performance Appraisal System

Formal appraisal system has three basic phases:

 Phase -1: Appraisal planning

Appraisal planning should ties together business plans and the job
objectives of departments and individuals, otherwise performance
appraisal may be worthless. The implementation of performance appraisal
must be done with HR coordination and President’s approval.

 Phase -2: Implementation

This phase is operational. Carrying out the performance appraisal is the
responsibility of the Supervisor/ Manager. Personnel decisions derived
from performance appraisal can affect the employee’s present and future’s
work behavior.


44


 Phase -3: Evaluation

Evaluation involves more strategic decisions. Management shall put the
results of evaluations into action through positive reinforcement or
corrective measures.

6.3 Management by Objectives (MBO)

This method specifies the performance goals that an individual and her/his
manager agree to try to attain within an appropriate length of time. Each
manager may sets objectives derived from the overall goals and objectives
of the organization.

6.3.1 Key MBO Ideas

Three key assumptions underlie an MBO appraisal system:

An employee who is involved in planning and setting objectives and
determining the performance measures tends to show a higher level of
commitment and performance.

Clearly as precisely identified objectives encourage the employee to work
effectively toward achieving the desired results. (ambiguity and confusion
and therefore less effective performance may result when a superior
determines the objectives of individual)

Performance objectives should be measurable and should define result.
Vague generalities such as “initiative” and “cooperation” which are
common in many appraisals should be avoided. Objectives specify actions
to be taken or work to be accomplished.

 Appraisal Feedback

After completing appraisals, managers need to communicate the results to
give employees a clear understanding of how they stand in the eyes of their
managers and the organization. The appraisals should be discussed with
employees.

The appraisal feedback interview provides an opportunity to clear up any
misunderstandings in both sides. In this interview the manager should
focus on counseling and development and not just tell the employee “here
is how you rate and why”.


45


Emphasizing development gives both parties an opportunity to considerthe
employee’s performance as part of appraisal feedba

DO
DO NOT
• Prepare in advance.
• Do all the talking
• Focus on performance
• Lecture the employee
and development.
• Mix performance
• Be specific about reasons
appraisal and salary or
for ratings
promotion issues
• Decide on specific steps
• Concentrate only on the
to be taken for
negative
improvement.

Personal Action Form ( PAF)

Definition: The personal action form (PAF) must be filled whenever there
are changes in employee’s status such as transferring within departments,
promotion, or any changes in his/her compensations.

Relevant department managers must approve the form and the final
decision for any changes in employee’s status ultimately rests with the VP
of the company.

Note:

The performance appraisal form will be provided by Human
Resources Department when it is needed.

The Performance Appraisal process identifies the performance of the
employee for the 12 months of the appraisal year. Employees are rated
according to performance towards or, Performance against objectives and
competencies are reviewed as a minimum every 6 month the end of year
appraisal is the ‘formal’ appraisal all the appraisal form will be provided by
HRD.


46


Chapter 7- Training& Development

47


In order to gain competitive advantage the company will make every effort
to facilitate employees learning of job-related competencies including
knowledge, skills, or behaviors that are critical for successful job
performance.

The goal of training is for employees to master the knowledge, skills and
behaviors emphasized in training program and to apply them to their day-
to-day activities.

7.01 Training Procedure

All staff members shall have access to the company’s training facilities
through the HR department.


48


Request for training programs are mainly to be set at the annual training
plan according to training needs analysis and annual budget by department
managers.

When an employee attends training program, he / she is required to
complete the “Training Program Evaluation Form” provided by HR
personnel to enable HR manager and department’s head to assess the
course and identify it strengths and weakness and necessary revisions on
future course if needed.

7.2 Training Design Process

There should be a systematic approach for developing training programs,
departmental managers shall consider following steps in training process:

Conduct a needs assessment that is necessary to identify if training is
needed.

Ensure that employees have the motivation and basic skills necessary to
master training content.

Create a learning environment that has the features necessary for learning
to occur.

Ensure that trainees apply the training content to their jobs. This involves
having the trainee understand how to manage skill improvement as well as
getting co-worker and manager support.

Develop an evaluation plan. This includes identifying what types of
outcomes training is expected to influence.

Choose the training method based on the learning objectives and learning
environment.

Evaluate the program and making changes in it or revising any of the
earlier steps in the process to improve the program so that learning
objectives are obtained.

Department manager is responsible for need assessment process with
employee’s involvement and send the training request to HR department
with his/her approval.

49


The final approval to determine if training program will meet the
company’s strategy shall be granted by Human Resource Manager.

7.3 Methods Use in Needs Assessment

Following methods shall be used to conduct needs assessment including:

Observing employee performing the job

Asking employee to complete questioner to identify knowledge, skills and
other characteristics required for the job.

7.04 Assessment of Training Program

Before conducting the training program, it must be evaluated to discover
the following factors:

1. Identify the program’s weaknesses and strengths. This includes
determining if the program is meeting the learning objectives.

2. Assess whether the content, organization, and administration of the
program including the schedule, accommodations, trainers, and
materials contribute to learning and the use of training content on the
job.

Identify which trainee benefits most or least from the program

3. Determine the cost of program

Compare the costs and benefits of different training programs to choose the
best one.

 On - Job Training

The majority of training carried out within the company will be on job
training. New or inexperienced employees learn through observing peers
or managers performing the job and trying to imitate their behavior.

On-job training shall be useful to upgrade experienced employees’ skills
when new technology is introduced, cross- training employees within a
department or work unit, and orienting transferred or promoted employee
to their new job.


50


The company runs a number of in-house training courses each year, which
will be developed in response to the training requirements, complied from
the training needs analysis.

 Bonding Policy

Department Managers may nominate employees for external/internal
training courses on selective basis accordance with organizational strategy
and HR policy.

The company has the right to bond the employee for all initial costs
including but not limited to training cost, hotel, transportation, or any other
expenses that should be provided to employee during training program.

Department head will decide the period of bonding and the bonding period
will be started from the first date of productivity after completion of
training program.

The cost of training program and other expenses as mentioned above shall
be divided into number of months within bonding period and for every
month of employee’s services with the company, bond will be
automatically reduced.

Chapter 8


51


Health safety environment procedures for work place

Introduction:

The company is committed to a secure, safe and healthy workplace and
environment. All aspects

Of business are managed in a safe and environmentally responsible manner
in accordance with the

Principles set forth in this policy.

These actions benefit our customers, shareholders, employees and the
public, both now and for the future, while improving the quality of the
environment.

All employees shall be committed to, and accountable for, implementing,
maintaining, measuring, and improving the environmental, health and
safety programs of the Company.

Health hazards in the workplace are pervasive and serious. No job is 100%
risk-free. It is the company responsibility under UAE Federal Law to
provide a hazard-free, safe and healthy working environment.


52


The company shall display detailed instructions in a conspicuous position
at the workplace indicating the measures to be taken to prevent hazards
and protect the employees against it to which they may be exposed while
performing their jobs.
6
8.1 General Safety Procedures in Work Shop

In accordance to the company’s Health & Safety Policy, the entire
workshop personnel are required to use personal protective equipments
during working hours. (PPE)

8.1.1 Safety Helmet

The shop personnel are required to wear the Safety helmet according to
below mentioned designated colors:

White colored helmet is for Office personnel, executives, foremen and lead
hands Blue colored helmet shall be used by plant workers Green colored
shall be used by maintenance personnel

Yellow colored helmet will be used by Visitors

8.1.2 Safety Shoes/ Boots

All workshop personnel including quality control, supervisors,
storekeepers and superintendents are required to wear safety shoes.

Welders will use special safety boots for extra protection. Boots & shoes
must be laced up to avoid entanglement .Worn out or damaged boots must
be replaced immediately.

8.1.3. Hand Gloves

Due to continual close contact with sharp edges of steel material in Plant,
workers must wear hand gloves of the variety defined by the workstation
safety analysis. Welders will use leather gloves for extra protection against
heat.

8.1.4 Apron & Jacket

6


53


All welders, technicians, mechanics, working on working area processes
including tickers will use aprons for frontal and upper body protection.

8.1.5 Safety Goggles

Safety goggles or shaded eyeglasses must be worn while operating
chipping hammer, friction saw, hand grinder, stationary grinder ,wood
working machines, or using gas cutting equipment and during fabrication
process. The exact model is specified in the workstation safety analysis
sheet.

8.1.6 Overall/Coverall

Overalls provided to factory personnel are designed for industrial safety.
Workers are strongly advised to wear them during working hours.

If for some reasons they are not available, personal apparel worn should be
compatible with Safety. Use long sleeve cotton shirts, close fitting trousers
without turn-ups. Tuck in shirt.

8.1.7 Hearing Protection

Welders, mechanics, all staff with in the work shop are provided with
hearing protectors, muffs and plugs, to be used during chipping process
required to use it

8.1.8 Respiratory Protection

There are many tasks involving exposure to fumes, gases and dusts that are
harmful to the human respiratory system. All workers are required to wear
respiratory protection like masks and respirator.

8.1.9 Safety Belts

Maintenance crews working on overhead cranes or other equipment at
height are required to wear safety belts and lanyards for their protection
against fall.

8.1.10 Fire Fighting and Protection

Fire is one of the deadly, fearsome and damaging disasters that can occur
but it could be prevented by incorporating commonsense principle.


54


Fire starts when the three elements of fire triangle are present. The heat,
fuel (wood, paper, gas, or other flammables) and oxygen. Avoiding fire
means not allowing all three to combine.

The company shall train a group of workers in fire fighting and protection
measures who will attend fire incident that may happen.

Guidelines in case of Fire incident:

In case of fire breaking out in the work place, the person who notices it
should immediately use the nearest fire alarm and press the bottom by
breaking the glass, which covered the alarm.

Fire Brigade 7should be informed immediately when their assistance is
required. Security personnel should be alerted to make arrangement to
receive fire brigade at gates without any delay.

All personnel are required to exit the plant and move to a safe place.

The company shall display detailed instructions in conspicuous positions at
the workplace indicating the measures to be taken to prevent fire and
protect the employees against hazards to which they may exposed while
performing their work. Such instruction will be in Arabic and English.

8.1.11 First Aid

While emphasis is placed on the prevention of accident and injuries,
accident do occurs. Prompt knowledgeable treatment of injured worker
will in many cases prevent minor injuries from becoming major one.

First aid kits/cabinets are placed and maintained in each major working
station with supplies checked regularly.
7


55


Important Notes:

The foreman/ representative of each working station are responsible to
prepare a report in case of injury and major accidents. The report must be
sent to HR department immediately.

The report shall indicate the employee’s name, age, occupation, address,
nationality and contain a brief account of occurrence, its circumstances and
medical aid or treatment provided.

Also it shall contain the statements of the witnesses, company
representative and the employee if his/her condition permits. It shall
indicate whether the occurrence was connected with the employee’s work
or it was deliberate or resulted of gross misconduct on employee’s part. 8

The major incidents must be reported to police immediately. This is Public
Relation Officer Responsibility to communicate with Police under the
supervision of HR Manager.

8.1.12 Computer Ergonomics

Upper back and neck stiffness is common in employees who maintain a
static posture for a long period with desk jobs. Regular stretching breaks
every hour or so and easy range of motion exercises for the neck and
shoulder are usually helpful.

Neck and shoulder complaints are also common in people who spend a lot
of time on the telephone. A headset is a simple, effective remedy for this
problem.

Eyestrain can be minimized if the employee keeps the screen clean, adjusts
the brightness and controls glare (special filters are available). The
employee who wears spectacles may need a separate pair of glasses to
work efficiently at a computer.

Shoulder and wrist pain have accompanied the addition of the computer
mouse to the desktop. The mouse is often positioned too high and too far
away. It should be at the same typing height as the keyboard and within
easy reach.

8
U.A.E Federal Law- Article 142

56


Smoke Free Workplace

To protect and enhance our indoor air quality and to contribute to the
health and well-being of all employees, the company shall be entirely
smoke free.

Smoking is prohibited in all of the enclosed areas within the company
worksites and camp, without exception. This includes common work areas,
training rooms, conference and meeting rooms, private offices, hallways,
restrooms, and all other enclosed facilities. The only designated smoking
area is outdoors.

No additional breaks are allowed to any employee who smokes. Finally,
smokers and users of tobacco products must dispose of the remains in the
proper containers.

This helps to keep a neat and clean environment for all employees and our
visiting partners and customers.

Failure to comply with all of the components of this policy will result in
disciplinary action

TERMINATION OF EMPLOYMENT CONTRACT

Whilst responsibility for initiating termination of an employee rests with
department manager, in all cases it will be necessary to consult with the HR
manager to ensure that justifiable grounds exist, that such grounds are
adequately documented and to ensure that termination of contract is
applied strictly in conformity with legal and contractual obligations.

Termination of Employment Contract


57


As per UAE Federal law the contract of employment shall be terminated by
either party provided that the provisions of the law regarding the period of
notice are observed.

As per company policy the duration of notice period is considered 30 days
from the time of termination of contract.

The employment contract shall continue to be valid throughout the period
of notice and shall be expired on the end of notice period.

Company may dismiss and employee with out notice in any of the
following cases and may include any other reason as mentioned per UAE
labor

 If the employee adopts a false identity or nationality or submits
forged certificates or documents.

 If the employee is engaged on probation and is dismissed during the
probationary or on its expiry.

 If the employee makes a mistake resulting in substantial material loss
for the employer.

 If the employee disobeys instructions respecting industrial safety or
safety of work place or does not perform his / her duties.

 If the employee discloses any confidential information to a third
party.

 If the employee is found in a state of drunkenness or under the
influence of a drug during working hours.

 If while working the employee assaults the employer the responsible
manager or any of his /her workmates.

 If the employee is absent from his/her work without a valid reason
for more that 20 non-consecutive days or more than seven
consecutive days.

Notice of Termination / Resignation


58


In case an employee works on daily basis the period of notice shall be
considered one week if employee has been employed for more than six
months but less than one year.

During probationary period one week notice period is required by
management approval.

The employee shall be entitled in respect of the notice period to full pay
calculated on the basis of his/her last remuneration and he/she is required
to perform his/her works during this period. The company or the
employee may agree to reduce or increase the period of notice.

Where an employee fails to give the notice of the termination of
employment contract or reduce the period of notice, he / she are obligated
to pay compensation to the company called “compensation in lieu of
notice”.

The said compensation shall be equal to the employee’s remuneration in
respect of the entire period of notice or the time by which was reduced.

Death

If an employee dies during his/her services with the company the company
shall provide every support to his /her family and transfer his/her final
dues and life insurance amount.

Repatriation

On the termination of employment contract, the company shall pay the cost
of returning the employee to the district from where he was recruited or to
any other place agreed upon between the two parties. The cost for return of
the employee means the value of his travel ticket.

In case where the employers provide accommodation to the employee, the
employee shall be obliged to vacate the premises by end of notice period.

End of Service Benefits

End of service benefits shall be paid based upon legal and contractual
provisions for termination of services as follows:

59


1. Salary up to and including the last working day.

2. Accrued leave pay to the effective date of termination / resignation.

As per UAE Federal Law Article 132, if an employee has completed a
period of one year of continues services, he / she shall be entitle to
severance pay.

The days of absence from work or leave days without pay shall not be
included in calculating the period of services.

End of service benefit will be calculated as following

1- 21 days for first5 years

2- 30 days for the next 5 years

Maximum: the end of services benefit should not exceed the salary of 24
months. In addition, vacation balance and other.


60

Final Version Of Aalat Hr Policy

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Final Version Of Aalat Hr Policy