Dear friends,
I am looking for some HR Policies / HR Manuals applicable to companies in UAE (If possible, in conformity with UAE Labour Laws) Can any one help?
Best regards
Paul
00971-509233089
From India, Kozhikode
I am looking for some HR Policies / HR Manuals applicable to companies in UAE (If possible, in conformity with UAE Labour Laws) Can any one help?
Best regards
Paul
00971-509233089
From India, Kozhikode
Hey..
i have joined as a HR officer in an oil & gas co in Abu Dhabi.I completed my MBA(HRM) in 2009..n tis ma first job in human resource..I wanna make some HR Policies & strategies for my company..Can someone please send me a sample of HR policies..
my number is 0554725434
viji
From United Arab Emirates, Abu Dhabi
i have joined as a HR officer in an oil & gas co in Abu Dhabi.I completed my MBA(HRM) in 2009..n tis ma first job in human resource..I wanna make some HR Policies & strategies for my company..Can someone please send me a sample of HR policies..
my number is 0554725434
viji
From United Arab Emirates, Abu Dhabi
Dear,
I can give you few & important policy as u required.
Attendance Policy
Lay down the guidelines/ policies with respect to attendance policy.
1. Purpose & Objective:
This Policy encourages its employees to become punctual and report to work in stipulated time and there by maintain discipline at the work place.
2. Criteria & Applicability:
2.1 Leave year: 01 January - 31 December (Calendar Year).
2.2 This policy is applicable for all employees.
2.3 Official work hours: (For all employees)
2.3.1 9.30 AM-6.30 PM
2.3.2 Monday - Saturday
2.4 Break Time:
It will be 30 to 60 Minutes.
2.4 Attendance Cycle:
25th day of current month -25th day of coming month.
3. Procedure of Marking attendance and Late coming:
3.1 Employees are requested mandatory to mark their attendance with the help of automated bio metric attendance machine, while entering and leaving the office premises during the pre described work hours as per company policy.
3.2 All employees are expected to be disciplined and reach office on time.
3.3 An employee, reporting to office after 15 Minutes of office time shall be considered as late attendee, and thereby would invite following disciplinary actions:
3.4 Mis-punch & Late marks: An employee shall be considered as late attendee after 15 Minutes of office time
3.5 Every 03 late marks in a month shall result in a deduction of one Half day’s salary of the employee.
3.6 All Employees should notify the mis-punches in the attendance system to the HR department through email
3.7 Employee Leaving the Office before 90 Minutes of office Time shall be considered as Full working Day subject to written confirmation from his/her immediate supervisor. This is allowed maximum 3 times in a month.
3.8 Employees are advised to plan their work & its time allocation to finish their work within office timings. Employees are encouraged to come and leave office on time.
3.9 For tracking the attendance system at branches where the system is not installed, the back office executive must send the monthly attendance for the dates from 29th to 28th of every month to HR department on regular basis with updations of new Joiners & resigned.
Dress Code Policy
1. Purpose & Objectives:
The purpose of this policy is to maintain professional environment at the work place & thereby expected to wear professional, business-like image and comfortable dressing to offer decency at work place.
2. Applicability & Norms:
This policy is applicable to all employees of Ceon Solutions Pvt.Ltd
3. Dress code Guideline:
3.1. Formal business wear applies to all personnel on working days, starting Monday to Friday.
3.2. Sales Force – Formal ties and business suits to wear appropriately when in customer meetings, demonstrations or presentations.
3.3. Informal Business Wear applies to all employees on Saturday & holidays.
4. Dress code on Weekdays (Monday to Friday)
MEN:
4.1.1. Formal Pants
4.1.2. Formal Shirts
4.1.3. Leather Belts and shoes with socks
Dos and Don’ts
4.1.4. Keep the hair clean, trim and neat.
4.1.5. Keep beards and mustaches trimmed or clean-shaven
4.1.6. Do not chew food, gum or gutkha in the office
4.1.7. Do not wear Slippers and Sandals
4.1.8. Do not wear shirts and T-shirts with writing or cartoons
WOMEN:
4.2.1 Salwar Kameez / Saree OR
4.2.2 Full Pants and formal shirts OR
4.3.3 Formal Skirts with Shirts
4.4.4 Formal Sandals
Dos and Don’ts
4.2.3. Do not wear flashy and heavy ornaments
4.2.4. Do not wear short & skimpy shirts/outfits
5. Dress code on week end (Saturdays - For both MEN & WOMEN)
1. Business Casuals (exclude tight fitting apparels)
Leave Policy
1 Purpose & Objective:
1. This Policy encourages its employees to take break from work as this provides for a healthy and efficient staff. The leave policy sets out the various types of leaves that an employee is eligible for and outlines the procedure for taking leave.
5. Criteria & Norms:
1. Leave year: Calendar Year (01 January– 31 December)
2. Types of Leave:
1. Privileged Leave (PL)
2. Casual Leave (CL)
3. Sick Leave (SL)
4. Maternity Leave (ML)
5. Paternity Leave (Parental leave / child care leave)
6. Leave without Pay (LWP)
3. Criteria:
1. All employees are eligible for Casual Leave, Sick Leave.
2. This policy is not applicable to consultants / Temporary employees / contract staff /employees on probation engaged with the company.
3. Leaves can be applied through automated leave application system (iERP)
4. All leaves should be applied for in advance; prior intimation to be provided to the immediate supervisor or concerned official/ department, in an extraordinary circumstance, immediate supervisor can notify the same to HRD, in the span of 24 hours.
Note: Any unauthorized PL taken prior or subsequent to weekly off or post holiday is to be considered as LWP = Leave without Pay for 2 days.
6. Possible Holidays: As per declared Public Holiday. The same will be circulated to employees at the beginning of every calendar year.
7. Privileged Leave: (PL)
Leave Type Eligibility PL (per annum) Carry forward /Accumulation
(per annum) Encashment *
(per annum) Sanctioning authority
PL Employee 21 Up to 10 07 Immediate supervisor/ HOD
1. The purpose of Privileged / Paid Leave is to enable the Employee to have necessary rest and recuperation of energy, to spend quality time with his/her family and for some emergencies
2. An employee whose tenure is greater than or equal to six month is eligible for entitlement of PL.
3. In the event of an employee leaving the service of the organization by the way of resignation or attaining the age of retirement or otherwise, except as a result of disciplinary proceedings, he/she shall not earn Privileged Leave during the notice period that employee needs to serve in case of resignation.
4. Paid leave cannot be encashed for more than 7 days in any year subject to a balance of at least 15 days being available. The overall limit on encashment is 28 days in case of separation.
4.1 Leave Encashment Amount: Basic salary/26 working days * no of days leave to be encashed
5 Casual Leave: (CL)
Leave Type Eligibility CL
(per annum) Carry forward Encashment *
(per annum) Sanctioning authority
CL employee 06 NA NA Immediate supervisor/ HOD
5.1. Casual leave is to enable an employee to attend some urgent or unforeseen contingencies.
3.1. All employees are eligible for 1-day casual leave at the rate of 4 months served; an employee is eligible for a maximum of 3 days casual leave within any particular month.
3.2. Half day CL can be taken as and when required with prior approval from concerned supervisor or department head.
3.3. Casual leave cannot be accumulated or encashed or carried forward to the next calendar year
1. Sick / Medical Leave: (SL)
Leave Type Eligibility SL
(per annum) Carry forward Encashment *
(per annum) Sanctioning authority
SL employee 04 NA NA Immediate supervisor/ HOD
1.1 Sick Leave can be used during periods of temporary sickness or to stay home and address their health and safety needs without losing pay or their jobs.
1.2 All employees are eligible for 1-day sick leave at the rate of 4 months served. An employee is eligible for a maximum of 3 days sick leave within any particular month.
1.3 Half day SL can be taken as and when required with prior approval from concerned supervisor or department head.
1.4 Sick leave cannot be accumulated or encashed or carried forward to the next calendar year.
1.5 The Employee is required to produce the necessary medical certificates on resuming to office.
2. Maternity Leave
Eligibility: Only Women work force of the company is eligible whose tenure is greater than or equal to 12 months.
Entitlement: 12 weeks each for maximum of 2 deliveries
Excess leave thereafter has to be applied from Paid Leave if any.
Application: Application for maternity leave should be submitted well in advance as far as possible.
Medical certificate / Fitness certificate should be submitted at the time of resumption of duties.
3. Paternity Leave: Two days subject to a maximum of two such occasions in all (for male employees only). Necessary medical documents need to be submitted against HRD.
4. Leave Without Pay:
4.1 Employee’s absence may be treated as leave without pay in the event of:--
4.2 Employee availing of any type of leave without being eligible for it.
4.3 Employee availing of any type of leave without getting it sanctioned by the Competent Authority.
4.4 Employee overstaying beyond the period of the sanctioned leave.
4.5 Employee availing leave in combination which is not permitted as per terms and conditions of this HR Policy.
4.6 Leave without pay i.e. sanctioned absence due to inadequate credit balance in leave account can be up to 180 days.
4.7 Leave without pay for any period beyond 180 days can be granted by MD & CEO on the merit, on case to case basis.
From India, Ahmadabad
2I can give you few & important policy as u required.
Attendance Policy
Lay down the guidelines/ policies with respect to attendance policy.
1. Purpose & Objective:
This Policy encourages its employees to become punctual and report to work in stipulated time and there by maintain discipline at the work place.
2. Criteria & Applicability:
2.1 Leave year: 01 January - 31 December (Calendar Year).
2.2 This policy is applicable for all employees.
2.3 Official work hours: (For all employees)
2.3.1 9.30 AM-6.30 PM
2.3.2 Monday - Saturday
2.4 Break Time:
It will be 30 to 60 Minutes.
2.4 Attendance Cycle:
25th day of current month -25th day of coming month.
3. Procedure of Marking attendance and Late coming:
3.1 Employees are requested mandatory to mark their attendance with the help of automated bio metric attendance machine, while entering and leaving the office premises during the pre described work hours as per company policy.
3.2 All employees are expected to be disciplined and reach office on time.
3.3 An employee, reporting to office after 15 Minutes of office time shall be considered as late attendee, and thereby would invite following disciplinary actions:
3.4 Mis-punch & Late marks: An employee shall be considered as late attendee after 15 Minutes of office time
3.5 Every 03 late marks in a month shall result in a deduction of one Half day’s salary of the employee.
3.6 All Employees should notify the mis-punches in the attendance system to the HR department through email
3.7 Employee Leaving the Office before 90 Minutes of office Time shall be considered as Full working Day subject to written confirmation from his/her immediate supervisor. This is allowed maximum 3 times in a month.
3.8 Employees are advised to plan their work & its time allocation to finish their work within office timings. Employees are encouraged to come and leave office on time.
3.9 For tracking the attendance system at branches where the system is not installed, the back office executive must send the monthly attendance for the dates from 29th to 28th of every month to HR department on regular basis with updations of new Joiners & resigned.
Dress Code Policy
1. Purpose & Objectives:
The purpose of this policy is to maintain professional environment at the work place & thereby expected to wear professional, business-like image and comfortable dressing to offer decency at work place.
2. Applicability & Norms:
This policy is applicable to all employees of Ceon Solutions Pvt.Ltd
3. Dress code Guideline:
3.1. Formal business wear applies to all personnel on working days, starting Monday to Friday.
3.2. Sales Force – Formal ties and business suits to wear appropriately when in customer meetings, demonstrations or presentations.
3.3. Informal Business Wear applies to all employees on Saturday & holidays.
4. Dress code on Weekdays (Monday to Friday)
MEN:
4.1.1. Formal Pants
4.1.2. Formal Shirts
4.1.3. Leather Belts and shoes with socks
Dos and Don’ts
4.1.4. Keep the hair clean, trim and neat.
4.1.5. Keep beards and mustaches trimmed or clean-shaven
4.1.6. Do not chew food, gum or gutkha in the office
4.1.7. Do not wear Slippers and Sandals
4.1.8. Do not wear shirts and T-shirts with writing or cartoons
WOMEN:
4.2.1 Salwar Kameez / Saree OR
4.2.2 Full Pants and formal shirts OR
4.3.3 Formal Skirts with Shirts
4.4.4 Formal Sandals
Dos and Don’ts
4.2.3. Do not wear flashy and heavy ornaments
4.2.4. Do not wear short & skimpy shirts/outfits
5. Dress code on week end (Saturdays - For both MEN & WOMEN)
1. Business Casuals (exclude tight fitting apparels)
Leave Policy
1 Purpose & Objective:
1. This Policy encourages its employees to take break from work as this provides for a healthy and efficient staff. The leave policy sets out the various types of leaves that an employee is eligible for and outlines the procedure for taking leave.
5. Criteria & Norms:
1. Leave year: Calendar Year (01 January– 31 December)
2. Types of Leave:
1. Privileged Leave (PL)
2. Casual Leave (CL)
3. Sick Leave (SL)
4. Maternity Leave (ML)
5. Paternity Leave (Parental leave / child care leave)
6. Leave without Pay (LWP)
3. Criteria:
1. All employees are eligible for Casual Leave, Sick Leave.
2. This policy is not applicable to consultants / Temporary employees / contract staff /employees on probation engaged with the company.
3. Leaves can be applied through automated leave application system (iERP)
4. All leaves should be applied for in advance; prior intimation to be provided to the immediate supervisor or concerned official/ department, in an extraordinary circumstance, immediate supervisor can notify the same to HRD, in the span of 24 hours.
Note: Any unauthorized PL taken prior or subsequent to weekly off or post holiday is to be considered as LWP = Leave without Pay for 2 days.
6. Possible Holidays: As per declared Public Holiday. The same will be circulated to employees at the beginning of every calendar year.
7. Privileged Leave: (PL)
Leave Type Eligibility PL (per annum) Carry forward /Accumulation
(per annum) Encashment *
(per annum) Sanctioning authority
PL Employee 21 Up to 10 07 Immediate supervisor/ HOD
1. The purpose of Privileged / Paid Leave is to enable the Employee to have necessary rest and recuperation of energy, to spend quality time with his/her family and for some emergencies
2. An employee whose tenure is greater than or equal to six month is eligible for entitlement of PL.
3. In the event of an employee leaving the service of the organization by the way of resignation or attaining the age of retirement or otherwise, except as a result of disciplinary proceedings, he/she shall not earn Privileged Leave during the notice period that employee needs to serve in case of resignation.
4. Paid leave cannot be encashed for more than 7 days in any year subject to a balance of at least 15 days being available. The overall limit on encashment is 28 days in case of separation.
4.1 Leave Encashment Amount: Basic salary/26 working days * no of days leave to be encashed
5 Casual Leave: (CL)
Leave Type Eligibility CL
(per annum) Carry forward Encashment *
(per annum) Sanctioning authority
CL employee 06 NA NA Immediate supervisor/ HOD
5.1. Casual leave is to enable an employee to attend some urgent or unforeseen contingencies.
3.1. All employees are eligible for 1-day casual leave at the rate of 4 months served; an employee is eligible for a maximum of 3 days casual leave within any particular month.
3.2. Half day CL can be taken as and when required with prior approval from concerned supervisor or department head.
3.3. Casual leave cannot be accumulated or encashed or carried forward to the next calendar year
1. Sick / Medical Leave: (SL)
Leave Type Eligibility SL
(per annum) Carry forward Encashment *
(per annum) Sanctioning authority
SL employee 04 NA NA Immediate supervisor/ HOD
1.1 Sick Leave can be used during periods of temporary sickness or to stay home and address their health and safety needs without losing pay or their jobs.
1.2 All employees are eligible for 1-day sick leave at the rate of 4 months served. An employee is eligible for a maximum of 3 days sick leave within any particular month.
1.3 Half day SL can be taken as and when required with prior approval from concerned supervisor or department head.
1.4 Sick leave cannot be accumulated or encashed or carried forward to the next calendar year.
1.5 The Employee is required to produce the necessary medical certificates on resuming to office.
2. Maternity Leave
Eligibility: Only Women work force of the company is eligible whose tenure is greater than or equal to 12 months.
Entitlement: 12 weeks each for maximum of 2 deliveries
Excess leave thereafter has to be applied from Paid Leave if any.
Application: Application for maternity leave should be submitted well in advance as far as possible.
Medical certificate / Fitness certificate should be submitted at the time of resumption of duties.
3. Paternity Leave: Two days subject to a maximum of two such occasions in all (for male employees only). Necessary medical documents need to be submitted against HRD.
4. Leave Without Pay:
4.1 Employee’s absence may be treated as leave without pay in the event of:--
4.2 Employee availing of any type of leave without being eligible for it.
4.3 Employee availing of any type of leave without getting it sanctioned by the Competent Authority.
4.4 Employee overstaying beyond the period of the sanctioned leave.
4.5 Employee availing leave in combination which is not permitted as per terms and conditions of this HR Policy.
4.6 Leave without pay i.e. sanctioned absence due to inadequate credit balance in leave account can be up to 180 days.
4.7 Leave without pay for any period beyond 180 days can be granted by MD & CEO on the merit, on case to case basis.
From India, Ahmadabad
Dear Viji & joycepaul
Perhaps you would have got the basic picture of HR POLICIES but there are more policies related to PERFORMANCE APPRAISAL, TRAINING & DEVELOPMENT, EMPLOYEE WELFARE SCHEMES, SUCCESSION PLANNING etc. HR POLICIES are proportional to the SIZE(small, medium, large) OF ORGANIZATION.
Since its a confidential information and property of my organisation, i cant reveal the same to you. My sincere apologies for the same.
From India, Chennai
Perhaps you would have got the basic picture of HR POLICIES but there are more policies related to PERFORMANCE APPRAISAL, TRAINING & DEVELOPMENT, EMPLOYEE WELFARE SCHEMES, SUCCESSION PLANNING etc. HR POLICIES are proportional to the SIZE(small, medium, large) OF ORGANIZATION.
Since its a confidential information and property of my organisation, i cant reveal the same to you. My sincere apologies for the same.
From India, Chennai
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Aligning HR Policies to Business Objectives.ppt
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Index of HR Policies.docx