It should enhance personnel decisions, protect the rights of all

employees and assure uniformity of action throughout the company.

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.

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.
1-01Recruitment & Selection Procedures

HR Department will review the request to ensure compliance with company policy guidelines
and budgeted headcount. Information regarding vacancies shall be easily accessible and
open to current employees.
Recruitment Methods
Company’s Website
Employee referrals
1-02 Job Description & Specification

Interview & Selection Process

It is the company’s intention to ensure that all managers / staff involved in the recruitment
and selection process receive training.
Agree recruitment & Selection process
1.3 Employment Contract

1.4 Employment of Family Members

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.
The company will cover the cost of residency for married employees, dependents based on
the contract status of the employee as follows:
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.
1-05 Probationary Period

The probation period will enable managers to:

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

HR induction welcome pack

Forms, which shall be filled by new employee such as
Employee Information Form” and “Beneficiary Letter”. 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. If an employee wishes to stay more, the additional days will be
paid by the company and recovered from employee’s salary.

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.
The company Note must purchase the ticket from the approved
airlines:
All employees are expected to demonstrate high standards of business
ethics and professional integrity.
Muslim employee may leave for praying
Prevention of Bullying in the Company’s Premises
It includes behavior that intimidates, offends, degrades or humiliates
an employee.

The company is committed to ensure that all employees are treated

with dignity and respect. 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.
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.
Company Property

The employee should ensure that his /her manager and HR department
are advised of the changes in his/ her personal status.
The following items should always be current in the employee personal
file:
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.
Certain documents are not subject to employee access but accessible
to department head in the presence of HR staff. Medical records
An employee who requires inspecting his/her personnel records must
send a request to the Human Resources department. 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 employee may be required to work beyond those hours.
On time, attendance is an expectation of all employees. 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.
There will be a salary deduction if an employee attends the workplace
later than normal working hours, unless missed times is made up later.
If the supervisor/department manager is unavailable, employees may
leave a message with a phone number where they can be reached with
the receptionist. Department manager/ supervisor shall inform HR
personnel about employee’s leave.
When possible, within the normal schedule, the employee may make
up
Employees must have the permission of their department manager to
make up time and HR should be informed.
Suspension from work with reduced pay for a period not exceeding 10
days.
The employee shall not be entitled to his remuneration in respect of
the period of the suspension.
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.
An Employee should refer any grievance to their immediate Manager,
who will try to work out a satisfactory settlement
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.
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 allowances will be paid to employees as per
employment contract.

3.04 Mobile Allowances

Subject to management approval, the mobile allowance shall be

considered for employee whose the nature of his /her work is required.
If employee’s nature of work involves daily business travel, he / she
may claims petrol allowance against provided original invoices. 3.6
Company Vehicle

Company vehicle is provided in the following cases:

3.07 Annual Air Ticket

All employees are entitled to one round trip economy air ticket as
stipulated in their employment contract. 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.
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.
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.
All employees are entitled to annual ticket; class of travel & eligibility
of dependents as specified in their employment contract/Job Offer.
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.
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.

In accordance to UAE federal law and company policy, all employees

shall be covered under Medical Insurance Scheme.
HR department is responsible to ensure that all employees are covered
and have received proper orientation about insurance scheme.
Chapter 4 Leave Policy & Procedures
The objective of this policy is to determine the days which an
employee does not perform for the company.
Information being received from HR department, an employee shall
A copy of leave application shall be provided to employee and the
Original application must be kept in employee’s personal file.
The employee is responsible for promptly notifying the company of
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.

In accordance with the employment contract, all employees are

entitled to annual vacation as follow:
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. The employee shall not be entitled to any paid
sick leave during probation period.
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.
If employee overstays, days which are not approved will be considered
as leave without pay. Chapter five Business trip

A business trip occurs when an employee is required to travel

outside/inside the UAE. 5.1 Procedures

5.1.1 Employee must obtain relevant approvals on “Business Trip

Requisition Form” before proceed the business trip.

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.
The employee will be allowed to extend the business trip for personal
purpose with following conditions:
Period The employees annual leave balance allows for such extension
Ticket
HR personnel shall assist employee to obtain visit/business visa for the
country to be visited. Company will bear the visa expenses.
Employees shall receive the per diem prior to his/her business trip.
The employee shall settle the travel claims (if any) within 5 working
days from the date of return.
Chapter 6 Performance Management System

6.1 Performance Appraisal

Proper performance appraisal provides management with essential

information for making strategic decisions on employee retention,
advancement, and termination.
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.
Identify and modify dysfunctional work behavior.
Phase -1: Appraisal planning
Personnel decisions derived from performance appraisal can affect the
employee’s present and future’s work behavior.

Clearly as precisely identified objectives encourage the employee to

work effectively toward achieving the desired results. The appraisals
should be discussed with employees.
Emphasizing development gives both parties an opportunity to
considerthe employee’s performance as part of appraisal feedba
Personal Action Form ( PAF)

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.

The Performance Appraisal process identifies the performance of the

employee for the 12 months of the appraisal year. Chapter 7-
Training& Development

7.01 Training Procedure

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

Ensure that employees have the motivation and basic skills necessary
to master training content.
Department manager is responsible for need assessment process with
employee’s involvement and send the training request to HR
department with his/her approval.
The final approval to determine if training program will meet the
company’s strategy shall be granted by Human Resource Manager.

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

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.
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.
Chapter 8 Health safety environment procedures for work place

All employees shall be committed to, and accountable for,

implementing, maintaining, measuring, and improving the
environmental, health and safety programs of the Company.
It is the company responsibility under UAE Federal Law to provide a
hazard-free, safe and healthy working environment.
General Safety Procedures in Work Shop 1

1
In accordance to the company’s Health & Safety Policy, the entire
workshop personnel are required to use personal protective
equipments during working hours. 8.1.1 Safety Helmet

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. 2

The employee who wears spectacles may need a separate pair of

glasses to work efficiently at a computer.
No additional breaks are allowed to any employee who smokes.
TERMINATION OF EMPLOYMENT CONTRACT

Termination of Employment Contract

As per company policy the duration of notice period is considered 30
days from the time of termination of contract.
If the employee adopts a false identity or nationality or submits forged
certificates or documents.
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.
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.
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”.
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.
2
U.A.E Federal Law- Article 142
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

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.