HR POLICY AND PROCESS MANUAL

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					   Human Resources Policies Manual                              Reference: PP/HR/002




          THE HUMAN RESOURCES
   POLICIES & PROCEDURES MANUAL




Revision No.            PP/HR/002               Date of Issue        August 2008

 Issued By         HOSSAM HUSSEIN               Approved By          Samer Alhaj
                         HRM                                    Chief Executive Officer
                       Jan Miller                                   Waha Capital
                     HR Consultant
 Signature                                        Signature


                                     Table of Contents




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    1. The Human Resources Policies and Procedures Manual Principles and
       Guidelines
       Pages 5 - 6
       1.1 Applicable Law
       1.2 Guiding Principles and Layout
       1.3 Definitions
       1.4 Administration of the Manual

    2. Employment Rules and Regulations
       Pages 7 - 8
       2.1 Recruitment and Hiring
       2.2 Joining and Repatriation Expenses
       2.3 Resignation
       2.4 Termination of Services
       2.5 Terminal Settlement

    3. Work Schedule
       Page 9
       3.1 Working Hours
       3.2 Time Keeping
       3.3 Overtime

    4. Probation, Induction and Training and Development
       Pages 10 - 13
       4.1 Employee Probation
       4.2 Induction
       4.3 Job Related Training
       4.4 Career Development
       4.5 Emiratisation
       4.6 Career Pathways

    5. Employee Salary and Allowances
       Pages 14 - 19
       5.1 Basic Policy
       5.2 Job Banding
       5.3 Employee Salary and Allowances
       5.4 Basic Salary
       5.5 Salary Reviews
       5.6 Housing Assistance
       5.7 Transportation Allowance
       5.8 Children’s Education Assistance
       5.9 Living Allowance



    6. Employee Benefits



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       Pages 20 - 22
       6.1 Basic Policy
       6.2 Life, Personal Accident and Medical Cover
       6.3 Loans and Salary Advance
       6.4 Business Related Calls
       6.5 Annual Ticket
       6.6 Pension and Retirement Scheme for UAE National Employees
       6.7 End of Service Benefits for Expatriates

    7. Employee Leave
       Pages 23 - 26
       7.1 Annual Vacation
       7.2 Public Holidays
       7.3 Haj Leave
       7.4 Medical Leave
       7.5 Maternity / Paternity Leave
       7.6 Emergency Leave
       7.7 Unpaid Authorised Leave

    8. Employee Business Travel
       Pages 27 - 29
       8.1 General
       8.2 Business Trips
       8.3 Per Diem Allowances & Hotel Standards
       8.4 Other Related Expenses
       8.5 Per Diem Calculation
       8.6 Credit Cards
       8.7 Day Travel within the United Arab Emirates

    9. Performance Management
       Pages 30 - 35
       9.1 Basic Policy
       9.2 Responsibilities
       9.3 Principles of the Performance Management System
       9.4 Individual Objectives
       9.5 Organisational Competencies
       9.6 Performance Appraisal
       9.7 Performance Management Cycle
       9.8 Reward & Recognition

    10. Discipline Policy

       Pages 36 - 40
       10.1 Basic Policy
       10.2 Misconduct
       10.3 Gross Misconduct
       10.4 Disciplinary Process
       10.5 Verbal Warning – Stage 1
       10.6 Written Warning – Stage 2



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       10.7 Final Written Warning – Stage 3
       10.8 Dismissal – Stage 4
       10.9 Authority to Take Disciplinary Action & Records of Disciplinary Action
       10.10 Appeals Against Disciplinary Action

    11. Grievance Policy
       Pages 41 - 42
       11.1 Basic Policy
       11.2 The Grievance Hearing
       11.3 Escalation of the Grievance
       11.4 Additional Support
       11.5 UAE Federal Labour Law

    12. Code of Conduct and Ethics
       Pages 43 - 45
       12.1 Basic Policy
       12.2 Company Gifts
       12.3 Entertainments and Payoffs Offered to Waha Employees
       12.4 Conflicts of Interest
       12.5 Conflicts of Commitment
       12.6 Confidential Information
       12.7 Equal Opportunities
       12.8 Dress Code
       12.9 Smoking
       12.10 Compliance


    Appendices:
       i)    Probation Assessment Form
       ii)   Confirmation of Service Template Letter
       iii) Staff Leave & Travel Request Form
       iv) Leave Return Notification Form
       v)    Duty Request Form
       vi) Training Application Form
       vii) Appraisal Form for Executive Staff
       viii) Appraisal Form for Non-executive Staff
       ix) Competency Dictionary
       x)    Personal Expenses Claim Form
       xi) UAE Federal Labour Law




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1.      The Human Resources Policies and Procedures Manual - Principles and
        Guidelines



1.1 Applicable Law

1.1.1   The Human Resources Policies and Procedures Manual is formulated within the
        laws issued by the Federal Government of the United Arab Emirates (UAE).

1.1.2   Waha Capital (Waha) follows Abu Dhabi Pension Scheme for UAE National
        Employees.

1.1.3   The policies included in this manual are applicable except in cases where the
        Federal Law No. 8 regulating labour regulations or its amendments are more
        favourable to employees.

1.1.4   The Chief Executive Officer (CEO) may from time to time independently or based
        on recommendations from the Management Committee approve in writing
        exceptions to these policies. Such exceptions however shall be of a non-
        recurrent nature, of small economic impact (not exceeding AED.50,000) and
        include reasonable justification.


1.2 Guiding Principles & Layout

1.2.1   This manual serves as a guide on employee related rules and regulations for
        both management and employees.

1.2.2   Waha management is responsible to ensure that the policies and procedures
        stated in this manual are communicated to and followed by all employees.

1.2.3   This manual is divided into different sections each numbered sequentially e.g. 2.
        Employment Rules & Regulations; each section has a number of sub-sections
        e.g. 2.1 Recruitment and Hiring.

1.2.4   The procedures are contained in section 14 of this manual.


1.3 Definitions

1.3.1   Definitions of key terms used throughout the Human Resources Policies and
        Procedures Manual:




                   Term                                       Definition



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Waha                                          Waha Capital (Holding Company)
CEO                                           Chief Executive Officer Waha Capital
Senior Management Team                        Waha employees holding a ‘Chief’ position
                                              in any of the wholly-owned subsidiaries.
Management Committee                          Committee of 4 members, consisting of the
                                              CEO and 3 members of the Senior
                                              Management Team nominated by the CEO
                                              and approved by the Board of Directors..
Executives                                    Job holders in Band A, B & C
Non-executives                                Job Holders in Band D and below
Eligible Dependents                           Spouse and / or children of the employee
                                              under the age of eighteen (18) that fall
                                              under legal guardianship of employee
Point of Origin                               City or town in the country of citizenship
                                              based on the employee’s passport
Full Board                                    3 meals per day and laundry service
                                              provided


1.4 Administration of the Manual

1.4.1   This manual is the property of Waha. The Human Resources Manager shall be
        responsible for the distribution of this manual and to maintain a record of all
        copies issued.

1.4.2   The manual should be reviewed and updated as the need arises. The Human
        Resources Manager shall be responsible for recommending modifications,
        obtaining approval of the and updating the manual, including distributed copies.



2.      Employment Rules & Regulations


2.1 Recruitment and Hiring

2.1.1   Employment priority will be given to UAE Nationals. However, if it is not possible
        to source an appropriate UAE National candidate, internal promotions will be
        considered as well as external recruitment of an expatriate.

2.1.2   Recruitment planning should be based on both the long term and annual
        manpower strategy and plan developed by the Human Resources Manager in
        consultation with the Management Committee.

2.1.3   If unplanned job vacancies or immediate recruitment needs occur during the
        course of the year, the concerned manager should initiate an employment
        requisition, detailing the reason for the new position.

2.1.4   The employment requisition is forwarded to the Human Resources Manager who
        shall submit it to the Management Committee for final approval.


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2.1.5   Candidates should complete a thorough, fair, valid and reliable selection process
        in order to assess their qualifications, experience and competencies.

2.1.6   As a minimum, all short listed candidates will be interviewed by the prospective
        manager, the Human Resources Manager and at least one member of the
        Management Committee.

2.1.7   For senior positions, it is recommended that short listed candidates are
        additionally interviewed by all members of the Management Committee.

2.1.8   Candidates for Band A and B positions must also be interviewed and approved
        by at least one member of the Board of Directors.

2.1.9   Additional selection tools may be applied such as psychometric test, in-basket
        exercises, English language tests etc.

2.1.10 For short-listed candidates whom Waha elects to invite for site visits / interviews,
       Waha will incur the costs associated with the visit such as airline tickets, hotels
       (Full Board) and other incidental expenses.

2.1.11 An employee who has previously left Waha may be re-engaged at the discretion
       of the Management Committee providing he / she has a satisfactory employment
       record.

2.1.12 Waha does not, as a matter of policy, encourage employment of immediate
       relatives.


2.2 Joining and Repatriation Expenses

2.2.1   Employees in job bands A, B, C & D who reside outside of the UAE at the time of
        joining Waha will be entitled to a relocation allowance as follows:



                 Job Band                                 Entitlement in US$

                     A                                           15,000
                     B                                           12,500
                     C                                            7,500
                     D                                            4,000


2.2.2   Employees eligible for the relocation allowance will also be provided one-way
        tickets for self and Eligible Dependents from their country / city of residence at
        the time of joining. These tickets can not be encashed.

2.2.3   Expenses associated with the employee’s and their eligible dependents
        employment / residence visas will be borne by Waha.



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2.2.4   Upon end of service, all expatriate employees and Eligible Dependents under the
        sponsorship of Waha will be entitled to repatriation tickets back to their Point of
        Origin.

2.2.5   The Point of Origin must be specified on the employment contract and is based
        on the city or town in the country of citizenship based on the employee’s
        passport.

2.2.6   The class of joining / repatriation tickets will be as per the following table:


                 Job Band                                        Ticket Class

                      A                                           First Class
                 B, C, D & E                                    Business Class
                 F & below                                      Economy Class

2.3 Resignation

2.3.1   When an employee submits a letter of resignation he/she elects to wilfully
terminate their service.
2.3.2 The employee shall submit a resignation to his/her direct manager.
2.3.3 The Human Resources Manager shall conduct an Exit Interview with the
       resigning employee to determine the reason(s) behind his/her resignation.


2.4 Termination

2.4.1 It is the intent and policy of Waha to retain and help develop its employees for
more challenging and responsible positions, however, termination of service may occur
for a variety of reasons such as;

               Separation: termination caused due to physical incapacity (where an
                employee’s physical condition prevents him / her from carrying out his /
                her work) death or business conditions necessitating a reduction in the
                work force;

               Dismissal: certain issues are regarded by Waha as so serious as to
                warrant summary dismissal (i.e. with or without notice and with or without
                payment of any applicable terminal benefits. These have been explained
                in detail in the section on Code of Conduct & Ethics.

2.4.2   Terminations of Seconded Employees are dealt with in accordance with the
        policies and procedures of their respective parent companies to which all cases
        should be referred.


2.5 Terminal Settlement




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2.5.1   Upon termination, the employee, or his / her beneficiaries in the case of death, is
        entitled to a terminal settlement as follows:


              The basic salary and allowances up to the last day of service. If the
               employee is delayed by the company for termination procedures beyond
               termination date, the company shall provide the employee with the
               regular pay for the additional time involved;

              Payment for earned vacation days that were not utilized when applicable;

              End of Service Benefits (as mentioned in section 6);

              Any other benefits the employee may be entitled to;

              Ex-Gratia payment to the family of a deceased employee. The Ex-Gratia
               payment is a two (2) months salary payment to be made to the
               dependents or next-of-kin of a deceased employee to assist them with
               immediate expenses.




3.      Work Schedule


3.1 Working Hours

3.1.1   Work schedule in Waha is Sunday to Thursday 8.30am – 5.30pm, with a 1 hour
        break for lunch each day.

3.1.2   During the Holy Month of Ramadan, working hours will be reduced to 9.30am –
        3.30pm.

3.1.3   Waha working timings may be adjusted from time to time by the Management
        Committee to meet business requirements.


3.2 Time Keeping

3.2.1   Employees are required to adhere to the official work schedule and are required
        to notify their direct supervisors in the event of absence from work for any
        reason.

3.2.2   Employees are required to use their access cards to enter and exit the office so
        that their attendance is recorded.

3.2.3   Direct supervisors are responsible to ensure the punctuality of their direct reports
        and to track their attendance; frequent repeated unauthorised absence and / or
        lateness may hold the employee subject to disciplinary action.


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3.3 Overtime

3.3.1   Employees in Band G and below, who work in excess of 48 hours per week will
        be eligible to overtime payment as approved by their direct manager,
        administered according to UAE Federal Labour Law.



4.      Probation, Induction and Training & Development


4.1 Employee Probation

4.1.1   Newly hired employees shall be placed on probation for three (3) months at the
        end of which their employment will be confirmed in writing by the CEO upon
        satisfactory performance. The probationary period may be extended up to
        another three (3) months if necessary.

4.1.2   The probationary period will commence from the date the employee reports for
        duty. During this time, the employee or the organization may terminate their
        relationship in accordance with the provisions of the UAE Labour Law, i.e.
        without notice or indemnity.

4.1.3   Each manager is responsible to manage the performance of employees under
        probation, under his/her direct supervision, and screen out marginal performers.
        The concerned manager shall conduct assessment of the employee on a
        monthly basis as well as at the end of the probationary period.

4.1.4   The confirmation / termination of employees in positions in Band C and below
        shall be reviewed by the Management Committee and signed by the CEO.
        However, the confirmation / termination of employees in Band A and B positions
        must also be approved and countersigned by a member of the Board of
        Directors.

4.1.5   As a matter of policy, employees within their probationary period shall not be
        entitled to paid or unpaid annual leave or study leave; employee requests
        regarding any type of leave during the probationary period should be referred to
        the Human Resources Manager in the first instance, who will present the matter
        to the Management Committee for due consideration.


4.2 Induction

4.2.1   It is the responsibility of the employee’s manager to ensure the work place is
        prepared for the employee on his / her first day of work with Waha. In this respect
        the manager shall coordinate ahead of time with support areas such as Human
        Resources, Administration and Information Technology (IT) to ensure this is
        accomplished.



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4.2.2   The Human Resources Manager will ensure all new joining formalities are
        completed efficiently within the employee’s first week of employments such as
        notification to payroll, registration of insurances, and orientation to the employee
        handbook, etc.

4.2.3   Waha recognises the importance of ensuring new employees become as
        orientated and familiar to their job function and work area as quickly as possible
        upon joining. It is the responsibility of the employee’s manager to ensure new
        employees are familiarised and orientated to the specific policies, procedures
        and work practices, both functionally and cross-functionally as necessary.


4.3 Job Related Training

4.3.1   Waha places high importance on the skills and competencies of its employees
        and aims to ensure its employees are as knowledgeable and abreast of new
        technologies / methodologies in their respective areas as possible.

4.3.2   As part of the Waha Performance Management Process, training and
        development needs for all employees are evaluated on a semi-annual basis
        throughout the work year. The manager and employee should discuss the
        employee’s job-related training and development needs at that time, and the
        manager shall propose and document them (see Appendices - Appraisal Form)
        and forward to the Human Resources Manager for review and approval by the
        Management Committee and incorporation in the annual training plan & budget.

4.3.3   For any other training programmes, the employee should gather relevant
        information including course descriptor, costs, dates, etc and forward this
        information to their direct line manager (or to the HR Coordinator). The manager
        and/or HR Coordinator is then responsible for calculating total costs (including
        travel & per diem), making observations or supporting recommendations if
        appropriate and submitting the request to the Management Committee. Line
        Managers / HR representatives should not at any point express an opinion to the
        employee regards suitability of the training, nor probability of the training being
        approved.

4.3.4   All training requests will be reviewed and if appropriate, approved by the
        Management Committee, who meets on a weekly basis. On receipt of
        Management Committee approval, the employee should complete a Training
        Request Form in order to facilitate documented approvals, course registration,
        payment, associated travel arrangements, etc.


4.4 Career Development

4.4.1   Waha is supportive of professional career development of all employees and as
        such provides support in respect to the allocation of study leave.

4.4.2   Employees may avail of up to 7 days paid study leave per annum providing the
        following criteria are met:


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              The employee has successfully completed his/her probationary period;
              The study leave is used to attend seminars, lectures or exams that are
               directly related to the course / qualification they are undertaking;
              The course / study undertaken by the employee is provided by a
               recognised, high calibre Education Institute as determined by the
               Management Committee;
              The employee’s direct manager proposes the period of leave to the
               Management Committee for approval;
              Employees submit a leave request form with accompanying supportive
               documentation detailing the purpose of the study leave to the Human
               Resources Manager.


4.5 Emiratisation

4.5.1   Waha is fully committed to the Emiratisation process and the career development
        of its UAE National employees.

4.5.2   It is the joint responsibility of employee’s direct manager and the Human
        Resources Manager to develop an Individual Development Plan (IDP) covering
        both short and long term employee development for UAE Nationals.

4.5.3   Human Resources will maintain all IDP records as well as facilitate any
        development activities.

4.5.4   UAE National employees may apply for Continuing Education support from
        Waha; this includes payment by Waha of course and tutorial fees as well as any
        compulsory course materials.

4.5.5   To apply for Continuing Education support, the following criteria must be met:
            The course / qualification is a post graduate certificate / diploma or
               degree that is relevant to the employee’s career plan as identified in the
               employee’s IDP;
            The number of hours required to complete the course / study period does
               not have a negative impact on the employee’s work commitment to Waha
               in respect to maintaining work standards and quality outputs.


4.6 Career Pathways

4.6.1   As the Waha organisation continues to grow and evolve, a number of career
        pathways will become apparent within professional and technical specialist
        areas. At this stage, it is possible to define a career pathway with clear metrics
        and internationally recognised achievement hurdles, for those employed within
        the field of financial analysis.

4.6.2   The Analyst pool will comprise three ‘levels’ which are differentiated by skills,
        years of experience and educational qualifications as the Management
        Committee determines upon hire. However, the CFA shall be a determining
        factor in moving up these levels, namely:



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              Analyst, who will be required to study CFA Level I & pass the
               examination before moving to Senior Analyst

              Senior Analyst, who should already possess CFA Level I & will be
               required to study CFA Level II & pass the examination before moving to
               Associate
              Associate, who will already possess CFA Level II & will be required to
               further his/her education by completing either CFA Level III or a part-
               time/executive MBA programme, from a reputable Educational
               Establishment , as approved by the Management Committee.

4.6.3   It is imperative that CFA and/or MBA studies are completed outside normal
        working hours; employee’s following the Analyst Career Pathway will be
        expected to give their full attention to day to day workload.

4.6.4   Analysts will be entitled to sit each CFA examination twice under the Company’s
        sponsorship. Should they fail to achieve a pass mark upon the second sitting,
        the Analyst will have a formal performance review meeting with their line
        manager to make recommendations to the Management Committee on the
        Analysts future suitability for the role. As a matter of policy, Analysts recruited by
        Waha will initially operate as part of a ‘pooled’ analyst resource in order to ensure
        that they gain project based exposure to each of the different business verticals
        which currently comprise the Waha organisation (Leasing, Land, Maritime and
        Financial Services).



5.      Employee Salary and Allowances



5.1 Basic Policy

5.1.1   The purpose of this policy is to outline the company’s intentions in terms of
        employee compensation, which is defined as the salary and benefits which an
        employee receives for the work he /she does.

5.1.2   It is the policy of Waha to ensure compensation levels are internally equitable,
        externally competitive and follow a logical structure.

5.2 Job Banding

5.2.1   All jobs are assigned to a job band as per the structure shown in the table below,
        where each Job Band refers to certain Allowances as set out in the next section:




      Executive &                       Job Band                  Senior Management
     Non-executive


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                                            A                           Senior
        Executive                           B                         Management
                                            C
                                            D
                                            E
     Non-executive                          F
                                            G
                                            H


5.3 Employee Salary and Allowances

5.3.1   The monthly salary comprises two components:

              Basic Salary
              Other Allowances

        Detailed descriptions of these components follow hereafter


5.4 Basic Salary

5.4.1   All Waha employees with signed Employment Contracts/Job Offers are entitled
        to receive their salaries, after deductions and credits, paid monthly in arrears.
        This salary shall be payable in the form of a direct transfer into a bank account in
        the United Arab Emirates, of the employee’s choice.

5.4.2   All Waha employees will be paid in UAE Dirhams.

5.4.3   A calendar year is deemed to consist of 365 days and a month of 30 days,
        unless otherwise specified in the employment contract.


5.5 Salary Reviews

5.5.1   Waha will ensure it remains abreast of market labour rates, locally and
        internationally by obtaining reputable Compensation & Benefits Surveys on a
        regular basis. Employees’ salary rates will be benchmarked against this data
        and adjustments made as necessary.


5.6 Housing Assistance

5.6.1   Waha provides all employees with ‘housing assistance’ which is intended to
        contribute to the cost of accommodation for the employee and their dependents.

5.6.2   Employee eligibility for housing assistance will be as per the Waha HR Policy
        according to employee job band.




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5.6.3   Waha provides housing assistance to eligible employees in the form of twelve
        (12) equal monthly payments in arrears, together with the salary.

5.6.4   Employees may elect to rent or purchase property in Abu Dhabi; the
        tenancy/purchase agreement shall be between the landlord and the employee
        directly.

5.6.5   Employees may request to receive an advance payment equal to 12 months of
        the housing assistance in order to settle their rent obligations.

5.6.6   Employees may elect to request an additional amount, over and above that of
        their annual housing assistance value in order to settle their rent cheque.

5.6.7   The overall amount requested (12 months housing assistance + additional
        amount required) must not exceed 40% of the employees ‘total cash’; total cash
        can be defined as basic salary plus all other cash allowances.

5.6.8   At the time of administering the advance payment/rent cheque the employee will
        be required to submit an undertaking to repay the total amount over a period of
        12 months, through monthly debit from their salary.

5.6.9   Should the employee resign they are required to repay any outstanding
        instalments relating to the additional allowance referred to in 5.6 (Housing
        Assistance).

5.6.10 If an employee’s entitlement changes due to promotion or changes in policy, the
       eligibility of the new housing assistance will start of the 1st day of the month
       following the event.

5.6.11 If the employee is terminated by Waha (for reasons other than gross
       misconduct), the company will take full responsibility for outstanding monthly
       instalments relating to repayment of the rent cheque providing the employee no
       longer resides in the property.

5.6.12 The following table provides a guideline on annual entitlements for housing
       allowance:


                Job Band                           Annual Entitlement in AED.

                  A&B                                         300,000
                   C                                          200,000
                   D                                          120,000
                   E                                          100,000
                   F                                          48,000
                   G                                          24,000
                   H                                           9,000


5.7 Transportation Allowance



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5.7.1   Employee eligibility for transportation allowance will be as per their contract
        entitlement; the following table provides a guideline on monthly entitlements for
        transportation allowance:


                 Job Band                            Monthly Entitlement in AED.

                   A&B                                            5,000
                     C                                            3,000
                     D                                            2,000
                   E to H                                     Not applicable

5.7.2   Waha provides the transportation allowance to eligible employees in the form of
        a monthly payment in arrears together with the basic salary.

5.7.3   Waha as a matter of policy does not provide company cars to employees. The
        transportation allowance is provided in lieu of company cars. Employees may
        elect to purchase a vehicle, in such cases the employee will be directly
        responsible for registering the vehicle in their name, arranging a personal car
        loan if required as well as vehicle maintenance and fuel.


5.8 Children’s Education Assistance

5.8.1   Employee eligibility for children’s education assistance will be as per their
        employment contract/Job Offer terms and conditions. The following table
        provides a guideline of eligibility.



                 Job Band                             Annual Entitlement in AED.

                 A to E                                 80% of actual school fees
                 F to H                                     Not Applicable
              UAE Nationals                            100% of actual school fees


5.8.2   For the purposes of children’s education assistance eligible children must be
        from the age of 3 up to the age of 18 years and will be limited to a maximum of 3
        children.

5.8.3   Expatriate employees may elect to school their children outside the United Arab
        Emirates; in such cases reimbursement will be administered as per annual
        entitlement in AED, and will be ‘capped’ to reflect the cost of international school
        fees in the UAE.

5.8.4   Costs include term fees inclusive of nursery schools, but exclude optional extra
        tuition fees, uniforms, transport/school bus fees, expenses and discretionary or
        extra-curricular activities.



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5.8.5   For new employees, the amount reimbursed for children’s education assistance
        will be pro-rated to reflect the portion of the academic year which corresponds
        with the employee’s date of joining, (academic years may vary slightly according
        to specific schools).

5.8.6   Payment of children’s education assistance will be on reimbursement basis only.
        These will be paid directly to the employee against production of relevant
        receipts, along with the next salary payment.


5.9 Living Allowance

5.9.1   Waha provides eligible employees with a living allowance in lieu of payment for
        utilities (water & electricity), residence telephone / internet, domestic help fees /
        sponsorship and club membership etc.

5.9.2   The living allowance is payable in 12 equal instalments on monthly basis in
        arrears with the basic salary.

5.9.3   The following table provides a guideline of eligibility for the living allowance:



                 Job Band                              Monthly Entitlement in AED.

                   A to C                                          4,000
                      D                                            2,000
                   E to H                                      Not Applicable




6.      Employee Benefits



6.1 Basic Policy

6.1.1   The purpose of this policy is to outline the company’s intentions in terms of
        employee welfare and benefits entitlements and administration.

6.1.2    It is the policy of Waha to ensure entitlement and administration of employee
        benefits are internally equitable, externally competitive and follow a logical
        structure.


6.2 Life, Personal Accident and Medical Cover




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6.2.1   All employees are eligible for life and personal accident insurance stated in their
        employment contract/Job Offer.

6.2.2   Waha provides comprehensive medical cover for all employees and their Eligible
        Dependents by enrolling them onto the company insurance policy scheme.

6.2.3   The scope of medical cover may vary depending on the insurance provider
        selected by Waha as well as the entitlement stated in the employment
        contract/Job Offer. In general, the following exclusions will not be provided for:

              Cosmetic Treatments
              Fertility Treatments
              Cosmetic dentistry
              Non-prescription / Over the counter medicines
              Dangerous sports
              Selected pre-existing conditions


6.3 Loans and Salary Advance

6.3.1   Waha as a matter of policy does not provide personal loans or salary advances
        to employees.

6.3.2   Should a Non-executive employee require a salary advance for the purpose of
        going on vacation, they should in the first instance inform the Human Resources
        Manager of their request. Approval for the advance will be taken from the
        Management Committee.

6.3.3   At the employee’s request, the company will provide the employee with an
        addressed salary certificate stating their basic salary and allowances; this is for
        administration purposes and does not serve as a financial undertaking /
        guarantee on the part of the company.


6.4 Business Related Calls

6.4.1   Band A & B employees will be provided with a fully expensed company mobile
        telephone / blackberry & SIM card which is voice enabled for local & international
        call as well as data enabled.

6.4.2   Band C & D employees will have the ability to make business international calls
        from both their desk and mobile phones; however, they will be given a copy of
        relevant service provider invoices at the end of each month and will be required
        to review and sign the invoice after identifying non-business international calls
        which will then be deducted from their monthly salary.

6.4.3   Employees in Bands E to H will have their devices enabled for data and local
        calls only and will not be able to make international calls from their mobile or
        fixed-line devices. Should any employee in Job Band E to H be required to make
        international calls as a routine element of their job role, their line manager should



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Human Resources Policies Manual                                     Reference: PP/HR/002

        send an email to the Human Resources Manager specifying the need for
        international dialling access.

6.4.4   Employees are encouraged to use company telephones for business calls only
        and make personal calls from their private phones.


6.5 Annual Ticket

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

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

6.5.3   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.

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

6.5.5   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.

6.5.6   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.


6.6 Pension and Retirement Scheme for UAE National Employees

6.6.1   In accordance with statutory requirements, all UAE National employees are
        automatically enrolled in the statutory pension scheme of Abu Dhabi which is
        administered through the Abu Dhabi Retirement Pensions and Benefits Fund.

6.6.2   Waha contributes 15% of the employee’s salary and the employee contributes a
        further 5%.

6.6.3   The end-of-service benefits of UAE National employees, who have completed
        one year of service and who wish to encash their terminal benefits through the
        Abu Dhabi Retirement Pensions and Benefits Fund shall be calculated based on
        the last salary earned at the following rates:
             1.5 month’s salary for each of the first five (5) years of service
             2 months salary for each of the next five (5) years
             3months salary for the period thereafter




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Human Resources Policies Manual                                     Reference: PP/HR/002

6.6.4   The end-of-service benefits of retired UAE National employees, who have
        completed one year of service, shall be calculated in accordance with the
        provisions of the Abu Dhabi Retirement Pensions and Benefits Fund.

6.6.5   The benefit entitlement is based on the last basic salary and is calculated at the
        following rates:
              45 days salary for each of the first five (5) years of service
              60 days salary for each of the next five (5) years
              months salary for the period thereafter


6.7 End of Service Benefits for Expatriates

6.7.1   Waha provides an end of service benefit to Expatriates which is an enhanced
        version of the UAE Labour Law, as follows:
             One (1) month’s salary for each of the first five years
             One and a half (1.5) month’s salary for each of the next five years
             Two (2) month’s salary for the period thereafter

6.7.2   Employees will be entitled to end of service benefits, calculated on basic salary,
        in respect of fractions of a year in proportion to the time actually worked,
        provided he / she has completed one year of continuous service.

6.7.3   In accordance with the UAE Federal Labour Law, employees with an unlimited
        duration employment contract, who resign after continuous service of not less
        than one year and not more than three years, shall be entitled to one-third of the
        severance pay referred to in 6.7.1 and 6.7.2.



7.      Employee Leave



7.1 Annual Vacation

7.1.1   Employees are entitled to a minimum of twenty-five (25) working days paid
        holiday each calendar year on a pro-rata basis.

7.1.2   Upon completion of their probation period employees may avail of their current
        calendar leave balances in advance similar to other continuing employees.

7.1.3   As a matter of policy, employees within their probationary period shall not be
        entitled to paid or unpaid annual leave.

7.1.4   Taking into consideration the work requirements and the employees’ wishes and
        preferences, employees may split their leave during the course of the year.
        Executives will not be permitted to proceed on annual leave exceeding a duration
        of fifteen (15) working days at any one time, unless under unavoidable
        circumstances and after the approval of the Management Committee.



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Human Resources Policies Manual                                       Reference: PP/HR/002


7.1.5   To ensure a smooth leave planning process employees are required to submit
        their tentative leave plans at the beginning of each year to the Human Resources
        Manager.

7.1.6   Employees must complete an annual leave request form, ensuring their request
        is within his / her outstanding leave balance for the current year. The leave
        request form must be signed by the employee’s line manager and submitted to
        Human Resources for verification of leave entitlement and balance; then
        forwarded to the CEO for final approval.

7.1.7   Employees will be entitled to their leave pay in advance only if the applied and
        accrued leave entitlement is fifteen (15) days or more.

7.1.8   An employee who fails to report back to work upon the end of his / her approved
        leave shall be considered absent. If the delayed leave is due to circumstances
        beyond the employee’s control, he/she must inform his/her line manager in
        writing prior to the delay and obtain authorisation. Unauthorised extended leave
        will be deducted from the employee’s annual leave balance or will be considered
        unpaid if the leave balance is insufficient, additionally the employee will be liable
        to disciplinary action.

7.1.9   Due to unavoidable business circumstances, Waha Management Committee
        may recall an employee from leave or cancel the approved leave. In the case of
        recalled leave, the leave will be re-credited to the employees leave balance. Any
        reasonable non-refundable costs associated with the leave arrangements will be
        reimbursed to the employee against production of supporting receipts.

7.1.10 Employees may carry over a maximum of 5 days unused leave from one leave
       year to the next.

7.1.11 In addition to the above, employees may also encash up to 5 days unused leave
       from one leave year to the next.


7.2 Public Holidays

7.2.1   Employees will be entitled to official leave with full pay if the following occasions
        occur on a normal working day:

              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
              Eid Al Adha – 3 days


7.3 Haj Leave



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Human Resources Policies Manual                                      Reference: PP/HR/002

7.3.1   Muslim employees who have completed at least two years of continuous
        employment with Waha are eligible for paid Haj leave for a period of twenty one
        (21) days once during their employment. All travel arrangement and expenses
        will be borne by the employee.

7.3.2   Those employees wishing to take Umrah leave will be required to utilize their
        annual leave balance.


7.4 Medical Leave

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


             Days of Absence                                    Pay Rate

           1st 15 Calendar Days                                  Full pay
               Next 30 Days                                      Half pay
          Any Subsequent Period                                 
				
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