In creating SOP you may need to do check if there is existing policy. If none, you need to ask your superior what is their requirement in terms of ticket allowance and what was the previous practice. Another is that you need to do an analysis check of airline ticket costs. Allowance may depend on categories of employee in terms of distance of actual home country. If your expat is from Philippines, it's basically far from UAE compared to expat who is from Egypt. Some companies provide air-fare tickets depending on their joining years and mostly depends on the key position of the employee. But in your case it is an allowance, thus I can suggest is to check the ticket costs of airlines to wherever home country your expats are. This may provide clear picture of comparisons and will be basis by your superior to decide how much % an allowance can be provided. Good luck!
Well, since you asked I may be able to provide some idea. But be informed this will depend on the requirement of your superior and the % of the allowance to be allowed. Anyway, when creating an SOP, in my practice an SOP becomes a policy by itself prior to elaborating the procedures or methods. Below can be your reference:
1.0 OBJECTIVE - this defines your goal and what you need to attain in making such standard procedure
2.0 SCOPE - who are covered under your procedure. In your query, expats or foreign personnel of your company
3.0 DEFINITION - should there be any technical terms that need to be defined for easy understanding you can put it here
4.0 RESPONSIBILITY - who are the responsible persons to make this procedure effective. Example: You (your name), responsible for maintaining/updating/improving the SOP; Accounts person, responsible for ensuring allowances are paid properly; Director (if you have), responsible in ensuring that there are available financial resources for the allowance to be paid; and there could be more responsibilities to be owned by a particular personnel
5.0 METHODS/PROCEDURES - these are the actual step-by-step procedure, starting from the 'Eligibility', 'Allowance %', 'Application form' (should there be), Authorization signatures, how many days of leave (if applicable to apply), and those who will execute such procedures --from the applicant up to the authority. This is your main standard procedure to follow
6.0 REFERENCES - these are the forms, reports, data analysis that need to be maintained and keep recorded
Moreover, if you can create a process map/chart on how this SOP works, it would be easily understood by the expats.
Hope this helps. I cannot create the actual SOP for you. You have to create it base on your requirements. I can only provide where/how you can be able to start. Cheers!
I am attaching here a simple procedure. Kind reminder again that all depends on your requirements, so I suggest that you do the necessary changes. This eligibility rule I have created (I modified some for your convenience) when my Managing Director asked me to make a simple one for all the foreign staffs to follow. At that time I just interviewed my MD on how he likes the policy to be and talked to other foreign colleagues on how they normally get the leaves/approval/tickets --it takes surveying or more study to make any kind of procedure. When this was approved, I met all foreign staffs and discussed each points. Until now this procedure is in effect and the only changes/updates made were in 2015. All of them are very much satisfied with the procedure. The very good one we have is the company tour for team-building. We still do this until now and we visited most countries already (2012 in Thailand, 2013 in Malaysia, 2014 in Dubai and 2015 was in Indonesia). In 2016 we're not complete (needed to have minimum 8) so most of us didn't go for the tour. I am sharing this and may be you can include in your procedure. If your superior approves it then best for all. This may include all locals as well since it's a team-building. It builds up good environment between colleagues. ;-)