1. Princie
Employee’s Handbook

2. 2
Table of content
Introduction, Mission and vision
Organization Chart
Section 1: Employment
New hire check in procedure
Personnel Files
Employee Duties
Probation period
Hours of work and break period and Rest days
Sanction statute sample
Section 2: Payments
Payment dates and procedures and Income tax and social insurance
Annual increase
Overtime
Section 3: Time Away From Work
Annual leave
Public holiday
Maternity leave
Sick leaves
Other leaves
Disability statues
Section 4: Communication
Employee notice boards
Briefing
External communication
Internal communication.

3. 3
Section 4: Termination of Employment
Termination for cause
Termination without cause
Resignation
Return of employer’s property
Acknowledgment

4. 4
Introduction
Princie travel has started its work in the Egyptian market 5 years ago
offering only domestics trips.
Princie travel aspires to become a leading service provider to the global
travel industry and to grow significantly faster than the travel market as a
whole. We aim to have our own hotels and cruises so we can provide our
customers an excellent Experience.
Mission
To be the preeminent travel agency in the Middle East – The first choice of
Individuals Travelers, and Government’s Travelers alike.
Vision
We will be an innovative leader in the travelling industry and will continually
improve our products and services.

5. 5
General
manager
Marketing/sales
Department
Finance
Department
Operation
Department
Reservation and
ticketing
Transportation
Tour consultant
Tour guides
Receptionist /
Admin assistant

6. 6
Section 1: Employment
1-A: New hire check in procedure
On the first day of employment, a newly hired employee should first report to the
Human Resources Department and will attend an orientation program for 2 days.
This is conducted for all newly hired employees to ensure that the employee is
introduced to our company in a consistent way. During Orientation, the employee is
provided with clear information about the company, the requirements of the job,
company regulations and their employee benefits. This information will enable new
employee to settle into their new working environment as quickly and effectively as
possible.
1-B: Personnel File
Your file in the HR department shall contain your up-to-date personal information such
as:
Pre-employment document that should be brought to the HR department within 15 days
from 1st
day of work, such as:
 4 personal pictures
 Birth certificate
 Graduation certificate
 Army certificate
 Copy of National ID
 Administrative register )‫العمل‬ ‫(كعب‬
 Criminal Record )‫الجنائية‬ ‫الحالة‬ ‫(صحيفة‬
 Governmental medical check up with form 1111
This information will exist also in the employee file in the HR Department.
 Contract
 Name
 Profession
 Skill level on joining the work
 Home address
 Social status

7. 7
 The date of starting work
 Salary
 A statement of progress and professional development
 The date of end of service
 Annual leave application form
 Sick leave form
 Sanctions form
 Investigation record
 Manager reports
Only HR department and direct manger and the employee himself who had the right to
access this document.
This file is valid a year after end of service.
1-C: Employee duties
1. The employee has to perform by himself the duties assigned to him with
accuracy and honesty and accomplish them at the determined time.
2. Carry out his manager’s orders and instructions concerning the execution of the
duties lying within the context of the work assigned to him, if nothing exists in
these orders and instructions contradicting the contract and violating the law, the
regulations, or public morals and in their implementation nothing will expose to
danger.
3. Observe the times of work and follow the procedures determined in case of
absence from work or contravention of his duty hours
4. Maintain the tools, equipment, documents or any other objects delivered to him.
5. Well treat the customers
6. Respect his managers and colleagues and cooperate with them towards realizing
the best interest of the company
7. Maintain the prestige and dignity of business.
8. Observe the systems set for maintaining the safety and security of the company.
9. Maintain the secrets of work
11. Notify the company with the true data connected with his home address, his
social status, his military service situation and the other data required by the
laws.
11. Follow the systems set by the company for enhancing and developing his skills
and experiences.

8. 8
The employee is prohibited to do by himself, or through a third party,
the following works:
1. Keep for himself the original copy of any paper or document concerning the
work
2. Work for a third party whether with or without pay if in carrying out that work,
the good performance of his work will be affected adversely, or such work
does not agree with the dignity of his work, or it will enable or assist the third
party in recognizing the secrets or competing with the company.
3. Exercise an activity similar to that being exercised by the company, during the
validity period of the contract, or participate in an activity of that sort, whether
in his quality as partner or employee.
4. Borrow from the customers.
5. Accept gifts, compensations, commissions, amounts, or other objects in any
quality.
6. Collect moneys or donations, distribute pamphlets, solicit signatures or
organize meetings within the company premises without the consent of the
HR manager and the general manger.
1-D: Probation period
The employee is entitled to 3 months’ probation period paid according to his contract
During the probation period both, the company and employee, may choose not to
continue the employment offering no reasons at any time offering only one day notice.
1-E: Hours of Work and break period and Rest days
The working hours are from 9011 AM to 6011 PM separated by 1 hour break distributed
as follow:
 ¼ hour at 12 am coffee break
 ½ hour at 1031 for lunch in the break area
 ¼ hour at 4 pm coffee break
.

9. 9
Working days from Sunday to Thursday with Friday and Saturday as weekend
fully paid.
For a female employee nursing, in addition to the break hour, after the birth and for 24
months, she is entitled to 2 other periods for breast feeding, each one not less than ½
hour. She can take them both in the early morning or at the end of the day, fully paid.
1-F: sanction statute sample
The employee must attend an investigation to state his mistake and sign it.
Sanction First
time
Second time Third time Forth time
Lateness for 11 to
06 minutes without
valid excuse
Warning ¼ day
deduction
½ day
deduction
Day deduction
Not following
orders issued from
direct manager or
the management to
organize work
Day
deduction
2 days
deduction
3 days
deduction
4 days
deduction
The employee keep
for himself the
original copy of the
documents or
cutting it off
3 days
deduction
5 days
deduction
Reducing the
salary with an
increment
amount
Termination

10. 11
Section 2: Payments
2-A: Payments dates and procedures, income tax and social insurance
share
Salaries will be available in the bank by the 28th
of each month and a pay slip including
all salary details will be sent by email to each employee individually.
For the employees who did not create their bank account, go directly to the HR
department to fill in the bank form. For that time they can get their salaries from the
accounting department at the 28th
of each month at noon and sign the receipt of their
salary and pay slip.
The company will deduct on monthly basis the income tax and the social insurance
according to the law.
2-B: Annual increase
At July every year, the employees are eligible to 77 increase from the basic salary
according to the present law. If any changes occurred later one, the company is
obligated to apply it.
2-C: Overtime
Night: It is the period between sunset and sunrise.
According to this definition, if the employee stayed after working hours during the day
he has the right for 15357 overtime. If he stayed at night, he will get 15717 overtime.
If he worked during Friday and Saturday, he is entitled to the equivalent of his wage for
that day and another day in lieu of that day during the following week.
If he worked during public holiday (will be mentioned later), he is entitled in addition to
his wage, a double of this day.

11. 11
Section 3: Time Away from work
3-A: Annual leave
The employee is entitled to 21 days as fully paid annual leave if he spent a complete
year in service.
If he spent 11 years or over 51 years he is eligible to 31 days fully paid.
If he spent less than a year in the company, he is entitled to a leave in proportion to the
period he spent in the company.
 The vacation is valid when the manager approve it and sign it.
 The manager has the right to determine the dates of the leaves according to the
work exigencies and conditions.
 The employee shall obtain 15 days containing 6 continuous annual leave.
3-B: National and Religious holidays
The employee shall have the right to a leave with full pay on the holidays to be
determined by a decree of the concerned minister, with a maximum limit of fourteen
days per year (subject to changed with prior notification from the minister of manpower)
National holidays
- January the 25th Police Day
- April the 25th Sinai Liberation Day
- May the 1st Labor Day
- July the 23rd Revolution Day
- October the 6th Armed Forces Day
- Sham Al Nessim (one day)
Religious holidays
- January the 7th Coptic Christmas
- Hijri New Year (one day)
- Al Mawlid Al Nabawi (one day)
- Eid Al Fitr (two days)
- Waqfat Araafat (one day)
- Eid Al Adhat (two days)

12. 12
** Christians only are entitled to 3 extra days as public holiday as follow
- 18th
of January the Epiphany Day
- Palm Sunday
- Maundy Thursday
- Sunday of Resurrection
3-C: Maternity leave
A female employee is entitled to 91 days maternity leave if spent 11 months for this
company or in total.
The 91 days can be divided before and after the delivery in case she provides a medical
certificate indicating the delivery date. Compensated from the social insurance with a
percentage of 757 of her salary.
She can’t come back to work during the 45 days after delivering her baby.
She is eligible to two times of maternity leave during her service.
3-D: sick leave
The employee is eligible to 181 days as sick leave to be compensated from the social
insurance as follow:
1- First 91 days for 757 of his salary
2- Second 91 days for 857 of his salary
3-E: Other leaves
1- Pilgrimage leave
If the employee spent five years or more, he has the right for one month vacation
fully paid to perform the pilgrimage duty or visiting Jerusalem.
2- Study leave
Student employee is eligible to annual leave to perform his exam, but he shall
notify his manager 15 days before he goes on leave.
3- Casual leave
The employee can go for an unplanned leave (casual leave) for 6 days during the
year with a maximum of 2 days each time.

13. 13
4- Military service
If the employee did not attend the military service, he is titled for year vacation
unpaid
If the army called the employee, he can have 25 days vacation fully paid.
3-F: Disability status
The contract terminates with the employee’s total disability to perform his work whatever
the cause of that incapacity.
If the incapacity is partial, the company has to help the employee to find a satisfactory job
within the company.
Section 4: communication
For Princie Travel, effective communication is critical between our team members and
with our guests. We all have the responsibility to communicate effectively and in a timely
manner. Assisting our colleagues when needed to convey and receive critical pieces of
information enables us to function better as a team, and to provide a complete and
professional service to our guests and colleagues.
4-A: Employee notice boards
Notice boards are located at several points around the company in the various
departments. Important notices and general interests are always published and you are
encouraged to read the notices period.
4-B: Briefing
Briefing is held for the top management on weekly basis, each manager is responsible to
deliver important message to their team.
4-C: External communication
Smile whenever is possible. Always warmly greet guests. Use our guests’ name
whenever possible.
When talking directly with a guest, provide them with your undivided attention. Do not
permit unnecessary interruptions. Always try to demonstrate our sincerity in satisfying our
guest’s need. Maintain eye contact and appropriate posture.

14. 14
Whenever dealing with guest feedback, we take ownership of every guest
request and complaint. We resolve them courteously and promptly, only saying no when
absolutely necessary. Always thank the guest for comments received and assure them
that their complaint will be promptly dealt with.
4-D: Internal communication
Smile whenever possible, use your colleagues name, always show respect and
consideration for their challenges and concerns.
We share our resources, knowledge and experiences with colleagues. We always offer
assistance to a colleague in need especially when this provides a better service to our
guests.
Work related issues when discussed, are discussed in a professional manner and tone.
We never shout, use abusive language.
Section 1: Termination
Limited contract Unlimited contract
Termination notices Employer - No need to
give notice as it shall be
terminated with the expiry
of its period
The employee shall give
notice three months before
its termination, if the
contract is more than five
years.
The company shall notice
the employee three
months earlier.
The employee shall notify
the company, if
years of service less than
11 years = two months
before, and
years of service more than
11 years = three months
before
Compensation Employer shall pay to the
employee the remaining
service period if he
terminates the contract
before its end date.
If the company dismisses
the employee without the
three months’ notice, the
employee is entitled to the
three months’ notice in
cash/money
The employee has the right for one day absent or 8 hours during the week to look for
a new job, just to inform his manager a day bedore. This vacation is fully paid

15. 15
4-A: Termination for cause
An employee shall not be fired unless he commits a serious error. The following cases
shall be considered as a serious error:
1- If it is established that the employee has assumed a false identity or submitted
false documents.
2- If it is established that the employee has committed an error resulting in serious
damages to the company
3- If the employee's repeated failure to observe the necessary instructions to follow
for the safety of employees and the company
4- If the employee is absent without justification for more than twenty intermittent
days during one year or more than ten consecutive days
5- If it is proven that the employee divulges the secrets of the company led to the
creation of serious damage to the company.
6- If the employee is trying to compete with the company in the same activity.
7- If an employee is found during work hours in the drunk or under the influence of a
narcotic substance.
Termination for sick leave
The company shall not terminate the contract due to the employee’s sickness unless
the employee finished his sick leaves in addition to his frozen annual leaves.
The company has to notify the employee of his wish to terminate the contract before
the lapse of 15 days from the date the employee will finish his leaves. If the
employee recovers before the notification is made, the company shall disallowed to
terminate the contract
4-B: Termination without cause
Due to serious financial situation, the company may terminate the contract without
notification, it shall pay to the employee an amount equivalent to his salary for that
period or the part remaining of it.
4-C: Resignation
The resignation is valid once it is submitted written and approved by his manager. The
employee can return in his resignation within a week from the acceptance of his
resignation

16. 16
4-D: Return of company’s property
By the End of his service, the employee must return all properties to the management,
but if the employee has caused by his mistake or on the occasion of his work in the loss
or destruction of missions or machines or raw materials or products owned by the
company or were in his custody, committed to pay the value of what was lost or
damaged.

17. 17
ACKNOWLEDGEMENT
I hereby acknowledge receipt of the Princie Travel Employee Handbook. I inderstand
that it is my continuing responsibility to read and know its content.I also understand and
agree that the Princie Travel Employee Handbook is not a contract, but is a set of
guidelines. I understand the company may modify any of the provisions of this manual
at any time.
______________________________________________________
Employee Signature
______________________________________________________
Employee Name (printed)
______________________________________________________
Date