Dear friends,
I am looking for some HR Policies/HR Manuals applicable to companies in the UAE (If possible, in conformity with UAE Labour Laws). Can anyone help?
Best regards,
Paul
00971-509233089
joycepaul47@gmail.com
From India, Kozhikode
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I am looking for some HR Policies/HR Manuals applicable to companies in the UAE (If possible, in conformity with UAE Labour Laws). Can anyone help?
Best regards,
Paul
00971-509233089
joycepaul47@gmail.com
From India, Kozhikode
Acknowledge(0)Amend(0)
Hi,
I have joined as an HR officer in an oil & gas company in Abu Dhabi. I completed my MBA in Human Resource Management in 2009, and this is my first job in human resources. I want to create some HR policies and strategies for my company. Could someone please send me a sample of HR policies?
My number is 0554725434.
Viji
From United Arab Emirates, Abu Dhabi
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I have joined as an HR officer in an oil & gas company in Abu Dhabi. I completed my MBA in Human Resource Management in 2009, and this is my first job in human resources. I want to create some HR policies and strategies for my company. Could someone please send me a sample of HR policies?
My number is 0554725434.
Viji
From United Arab Emirates, Abu Dhabi
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Dear,
I can provide you with a few important policies as you require.
Attendance Policy
Lay down the guidelines/policies with respect to the attendance policy.
1. Purpose & Objective:
This policy encourages employees to be punctual, report to work on time, and maintain discipline at the workplace.
2. Criteria & Applicability:
2.1 Leave year: 01 January - 31 December (Calendar Year).
2.2 This policy is applicable to 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 the current month - 25th day of the coming month.
3. Procedure for Marking Attendance and Late Coming:
3.1 Employees are required to mark their attendance using the automated biometric attendance machine while entering and leaving the office premises during the prescribed work hours as per company policy.
3.2 All employees are expected to be disciplined and arrive at the office on time.
3.3 An employee arriving after 15 minutes of office time shall be considered a late attendee and may face disciplinary actions.
3.4 Mis-punch & Late marks: An employee is considered late after 15 minutes of office time.
3.5 Every 3 late marks in a month will result in a deduction of half day's salary.
3.6 Employees should report mis-punches in the attendance system to the HR department via email.
3.7 Leaving the office before 90 minutes of office time will be considered a full working day, subject to written confirmation from the supervisor, allowed maximum 3 times a month.
3.8 Employees are advised to plan their work and time allocation to finish tasks within office hours, encouraging punctuality.
3.9 For tracking attendance at branches without the system, the back office executive must send monthly attendance from the 29th to the 28th of each month to the HR department with updates on new joiners and resignations.
Dress Code Policy
1. Purpose & Objectives:
The purpose is to maintain a professional environment at the workplace, promoting a business-like image and comfortable dressing for decency.
2. Applicability & Norms:
This policy applies to all employees of Ceon Solutions Pvt. Ltd.
3. Dress Code Guidelines:
3.1 Formal business wear applies to all on weekdays, Monday to Friday.
3.2 Sales Force - Formal attire required for customer meetings, demonstrations, or presentations.
3.3 Casual business wear allowed on Saturdays and 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 Maintain clean, trimmed hair.
4.1.5 Keep beards and mustaches neat.
4.1.6 No eating or chewing gum in the office.
4.1.7 No slippers or sandals.
4.1.8 No shirts or 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 Avoid flashy or heavy ornaments.
4.2.4 No short or skimpy outfits.
5. Dress Code on Weekends (Saturdays - For both MEN & WOMEN)
Business Casuals (exclude tight-fitting apparel)
Leave Policy
1. Purpose & Objective:
Encouraging employees to take breaks for a healthy and efficient staff, outlining types of leave and procedures.
5. Criteria & Norms:
1. Leave year: Calendar Year (01 January - 31 December).
2. Types of Leave: Privileged Leave (PL), Casual Leave (CL), Sick Leave (SL), Maternity Leave (ML), Paternity Leave, Leave without Pay (LWP).
3. Criteria: All employees are eligible for CL, SL. Not applicable to consultants/temporary staff/employees on probation.
4. Leaves should be applied for in advance; immediate supervisor or HRD to be notified in extraordinary circumstances within 24 hours.
Note: Unauthorized PL taken before or after weekends/holidays is considered LWP for 2 days.
6. Possible Holidays: As per declared Public Holidays, to be communicated at the start of each calendar year.
7. Privileged Leave (PL)
Leave Type Eligibility PL (per annum) Carry forward/Accumulation Encashment Sanctioning authority
PL Employee 21 Up to 10 7 Immediate supervisor/HOD
1. PL provides necessary rest and time with family, available after 6 months of tenure.
2. No PL accrues during notice period upon resignation/retirement unless due to disciplinary action.
3. Encashment up to 7 days annually with a minimum balance of 15 days, maximum 28 days upon 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 Sanctioning authority
CL Employee 6 NA NA Immediate supervisor/HOD
5.1 CL for unforeseen contingencies, 1-day per 4 months served, max 3 days/month, no accumulation/encashment.
1. Sick/Medical Leave (SL)
Leave Type Eligibility SL (per annum) Carry forward Encashment Sanctioning authority
SL Employee 4 NA NA Immediate supervisor/HOD
1.1 Sick Leave for temporary sickness, 1-day per 4 months served, max 3 days/month, no accumulation/encashment, medical certificates required.
2. Maternity Leave
Eligibility: Women with tenure >12 months, 12 weeks for 2 deliveries, excess from PL if available, advance application with medical certificate.
3. Paternity Leave: Two days max twice for male employees, medical documents required.
4. Leave Without Pay
4.1 Absence treated as LWP if unauthorized, overstaying, or insufficient leave balance, up to 180 days without pay, beyond approved by MD & CEO on a case-to-case basis.
From India, Ahmadabad
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2I can provide you with a few important policies as you require.
Attendance Policy
Lay down the guidelines/policies with respect to the attendance policy.
1. Purpose & Objective:
This policy encourages employees to be punctual, report to work on time, and maintain discipline at the workplace.
2. Criteria & Applicability:
2.1 Leave year: 01 January - 31 December (Calendar Year).
2.2 This policy is applicable to 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 the current month - 25th day of the coming month.
3. Procedure for Marking Attendance and Late Coming:
3.1 Employees are required to mark their attendance using the automated biometric attendance machine while entering and leaving the office premises during the prescribed work hours as per company policy.
3.2 All employees are expected to be disciplined and arrive at the office on time.
3.3 An employee arriving after 15 minutes of office time shall be considered a late attendee and may face disciplinary actions.
3.4 Mis-punch & Late marks: An employee is considered late after 15 minutes of office time.
3.5 Every 3 late marks in a month will result in a deduction of half day's salary.
3.6 Employees should report mis-punches in the attendance system to the HR department via email.
3.7 Leaving the office before 90 minutes of office time will be considered a full working day, subject to written confirmation from the supervisor, allowed maximum 3 times a month.
3.8 Employees are advised to plan their work and time allocation to finish tasks within office hours, encouraging punctuality.
3.9 For tracking attendance at branches without the system, the back office executive must send monthly attendance from the 29th to the 28th of each month to the HR department with updates on new joiners and resignations.
Dress Code Policy
1. Purpose & Objectives:
The purpose is to maintain a professional environment at the workplace, promoting a business-like image and comfortable dressing for decency.
2. Applicability & Norms:
This policy applies to all employees of Ceon Solutions Pvt. Ltd.
3. Dress Code Guidelines:
3.1 Formal business wear applies to all on weekdays, Monday to Friday.
3.2 Sales Force - Formal attire required for customer meetings, demonstrations, or presentations.
3.3 Casual business wear allowed on Saturdays and 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 Maintain clean, trimmed hair.
4.1.5 Keep beards and mustaches neat.
4.1.6 No eating or chewing gum in the office.
4.1.7 No slippers or sandals.
4.1.8 No shirts or 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 Avoid flashy or heavy ornaments.
4.2.4 No short or skimpy outfits.
5. Dress Code on Weekends (Saturdays - For both MEN & WOMEN)
Business Casuals (exclude tight-fitting apparel)
Leave Policy
1. Purpose & Objective:
Encouraging employees to take breaks for a healthy and efficient staff, outlining types of leave and procedures.
5. Criteria & Norms:
1. Leave year: Calendar Year (01 January - 31 December).
2. Types of Leave: Privileged Leave (PL), Casual Leave (CL), Sick Leave (SL), Maternity Leave (ML), Paternity Leave, Leave without Pay (LWP).
3. Criteria: All employees are eligible for CL, SL. Not applicable to consultants/temporary staff/employees on probation.
4. Leaves should be applied for in advance; immediate supervisor or HRD to be notified in extraordinary circumstances within 24 hours.
Note: Unauthorized PL taken before or after weekends/holidays is considered LWP for 2 days.
6. Possible Holidays: As per declared Public Holidays, to be communicated at the start of each calendar year.
7. Privileged Leave (PL)
Leave Type Eligibility PL (per annum) Carry forward/Accumulation Encashment Sanctioning authority
PL Employee 21 Up to 10 7 Immediate supervisor/HOD
1. PL provides necessary rest and time with family, available after 6 months of tenure.
2. No PL accrues during notice period upon resignation/retirement unless due to disciplinary action.
3. Encashment up to 7 days annually with a minimum balance of 15 days, maximum 28 days upon 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 Sanctioning authority
CL Employee 6 NA NA Immediate supervisor/HOD
5.1 CL for unforeseen contingencies, 1-day per 4 months served, max 3 days/month, no accumulation/encashment.
1. Sick/Medical Leave (SL)
Leave Type Eligibility SL (per annum) Carry forward Encashment Sanctioning authority
SL Employee 4 NA NA Immediate supervisor/HOD
1.1 Sick Leave for temporary sickness, 1-day per 4 months served, max 3 days/month, no accumulation/encashment, medical certificates required.
2. Maternity Leave
Eligibility: Women with tenure >12 months, 12 weeks for 2 deliveries, excess from PL if available, advance application with medical certificate.
3. Paternity Leave: Two days max twice for male employees, medical documents required.
4. Leave Without Pay
4.1 Absence treated as LWP if unauthorized, overstaying, or insufficient leave balance, up to 180 days without pay, beyond approved by MD & CEO on a case-to-case basis.
From India, Ahmadabad
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Dear Viji & joycepaul,
Perhaps you would have a basic understanding 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 the organization.
Since it's confidential information and the property of my organization, I can't reveal the same to you. My sincere apologies for this.
From India, Chennai
Acknowledge(0)Amend(0)
Perhaps you would have a basic understanding 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 the organization.
Since it's confidential information and the property of my organization, I can't reveal the same to you. My sincere apologies for this.
From India, Chennai
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