Professional Documents
Culture Documents
10 days
10 days
15 days
For the benefit of the employee part or whole of causal and sick leaves
can be en-cashed after 30th June. While earned leave could either be
en-cashed or carried forward to next year entitlement. However the
total balance of earned leave should not exceed 45 days at any time.
SHORT LEAVE
All permanent employees are also entitled for 2 short leaves of 2 hours
per month for Emergency Purpose only.
PERSONAL LOANS
Personal Loans are available to the permanent employees, against
their provident fund only.
ANNUAL CASH REWARDS
To encourage members of the staff, company selects at least 3
employees on the basis of their outstanding overall performance
through out the year. Annual cash rewards of Rs.3000/ each in the
shape of prize bonds are distributed among the winners.
EMPLOYEES WELFARE
GROUP INSURANCE
All permanent employees are covered under group insurance policy
with EFU Life Insurance Limited.
WORKMENS COMPENSATION
All workers are covered against accidental death or injury under the
provision of Workmens Compensation Act 1923.
SOCIAL SECURITY
For employees who are not covered under the companys medical
reimbursement are covered under the provision of Employees Social
Security Ordinance 1965.
EMPLOYEES OLD AGE BENEFITS (E.O.B.I)
All permanent employees are registered under the provision of
Employees Old Age Benefit Act 1976.
INDIVIDUAL GRIEVANCE PROCEDURE
The object of this procedure is to ensure that any queries of difficulties
you have can be resolved as quickly and simply as possible. The
company greatly values its employees, making every endeavor to
provide a fair basis for the resolution of all grievances.
STAGE 01
If you have any grievance relating to your employment, you should
take up the matter with the immediate supervisor or manager who will
attempt to resolve the complaint as quickly as possible.
STAGE 02
Failing the satisfactory settlement of your grievance at Stage 1, you
may take the matter up with your Department Manager.
STAGE 03
If the Stage 2nd fails you may refer the grievance to the representative
of HRD, who will discuss the matter with your Departmental Manager
as your representative. He will give in written reply to you normally
within 7 working days of your raising the matter with him.
If you are still not satisfied then your appeal will be heard by the Dy.
Managing Director or in some cases the Managing Director. You must
submit the written notice of your appeal and specify the reason to the
Human Resource Department.
DISCIPLINARY PROCEDURE
The disciplinary Procedure exists to enable the Company to reaffirm to
staff its standards and expectations generally, and to express concern,
and outline possible consequences in a fair and uniform manner when
they fall short of these.
STAGE 01
You will be interview by your Department Manager in the presence of
another member of management, normally from the Human Resource
Department.
STAGE 02
If your improvement is not forth coming, or you commit another
breach of discipline, you will be interviewed by the appropriate
Directorate in the presence of another member of the management as
in Stage 1.
This should be regarded as a Final Warning. A further repeat in
breach will result in your dismissal.
STAGE 03
Where you have received final warning and your performance or
conduct doses not improve or there is a further breach of discipline
Stage 3 will apply.
The Company shall be entitled to suspend you with or without pay for
as long as may be necessary to carry out a proper investigation.
DISMISSAL
You appointment may be terminated forthwith by the Company
without prior notice if you shall at any time be given of serious