Content of Employee Handbook

Welcome Message from the Managing Director

TABLE OF CONTENTS

SECTION 1 - INTRODUCTION

1.1 About the National Paints
1.2 Vision, Mission and Goals
1.3 Management Structure
1.4 Purpose of the Employee Handbook

SECTION 2 – WORK RULES AND REGULATIONS

2.1 Contract of Employment
2.2 Exclusive Service
2.3 Probationary Period
2.4 Uniform
2.5 Time In/Out
2.6 Hours of Work
2.7 Rest Day
2.8 Breaks
2.9 Place of Employment
2.10 Accommodation
2.11 Transportation
2.12 Employee Responsibility

SECTION 3 – COMPENSATION AND BENEFITS

3.1 Salary and Payment
3.2 Medical and Social Insurance
3.3 Absent from Work
3.4 Overtime
3.5 Public and Religious Holiday
3.6 Annual Leave
3.7 Sick Leave
3.8 Maternity Leave
3.9 Pilgrimage Leave
3.10 Emergency/Leave Without Pay
3.11 Job Related Allowances
3.12 Cash Advance

SECTION 4 – TRAINING AND DEVELOPMENT

4.1 Induction
4.2 Training and Team Buildings
4.3 Performance Review
4.4 Recreational Activities

SECTION 5 – COMPANY POLICIES

5.1 Equal Employment Opportunity
5.2 Non-Disclosure of Confidential Information
5.3 Sexual Harassment
5.4 Cash Handling
5.5 Use of Telephone/Mobile/Internet
5.6 Company Property
5.7 No Smoking Policy
5.8 Health and Safety
5.9 Security
5.10 Alcohol and Drug Related
5.11 Solicitation

SECTION 6 – DISCIPLINARY MEASURES

6.1 Offenses
6.2 System of Sanction

SECTION 7 – TERMINATION OF EMPLOYMENT

7.1 End of Service
7.2 Notice Period
7.3 Resignation
7.4 Dismissal
7.5 Leaving Indemnity

SECTION 1 – INTRODUCTION

1.1 About the National Paints

1.2 Mission, Vision and Goals

1.3 Management Structure

1.4 Purpose of the Employee Handbook
The purpose of this handbook is to guide the Employee regarding the basic rules and
regulations of NPFCL. This will explain the basic information you need during the entire
period of your contract. This handbook is consists of seven (7) sections which will explain
the basic information that Employee need to know during the period of employment
contract.

For additional information about company policies and procedures, please always refer to
the department manager or human resources department.

SECTION 2 – WORK RULES AND REGULATIONS

2.1 Contract of Employment

The contract of employment will be open-ended and shall be written in two (2) copies, one
being delivered to the worker and the other will be retained to personal file in NPFCL. In
the absence of written contract, adequate proof of its terms may be established by any
means of evidence. A contract of employment shall more particularly specify the date of its
conclusion, the date on which work is to begin, the nature of and the place of the work the
duration of the contract (in case it is for limited period) and the amount of the
remuneration.

2.2 Exclusive Service

The Employee shall work solely for NPFCL and must devote his/her time to NPFCL. There
should be no third party involved between the NPFCL and Employee agreement. Whether
part time or full time employment outside NPFCL shall not be permitted. An Employee who
found working with any company outside NPFCL shall be given a disciplinary action and/or
up to termination of employment

2.3 Probationary Period

As part of the initial training, a new Employee shall undergo probationary period not
exceeding six (6) months commencing with the date of employment. During such period the
Employee is expected to perform according to the duties assigned. Upon completion of
probationary the Employee will be assessed to ensure that Employee has gained the
knowledge and training before placing to actual work. The Employee’s service may be
terminated with one (1) day notice without indemnity in accordance with UAE Labour Law.

2.4 Uniform

Two (2) sets of uniforms will be provided to Employee and next issuance will be after one
year from the last issue. It is the responsibility of the Employee to take care of their
uniform as such no uniform will be issued if last issuance is less than one (1) year otherwise
it will be charge to Employee through salary deduction.

2.5 Time In/Out

All Employees’ attendance is recorded to be counted as present for the working day.
Employee is required to time in/out their daily attendance. Timecard are provided to all

departments and timekeeping is maintained by Immediate Supervisor. No time in/out no
attendance policy and will mark absent.

2.6 Hours of Work

The normal hours of work shall be eight (8) hours a day, six (6) days a week or 48 hours per
week. Schedule varies which depends on operational activities.

Shifting Schedule

Morning Shift -------
Mid Shift -------
Night Shift --------

2.7 Rest Day

Friday shall be the normal weekly rest day for all Employees except daily paid Employees.
Employee will be required to work if deemed necessary and shall be compensated
accordingly.

2.8 Breaks

Employee shall be entitled to one (1) hour meal break after five (5) consecutive hours of
work. With exception to Muslim Employees during prayer times.

2.9 Place of Employment

The Employee will be designated to a place of work as per the position in the employment
contract. However, the Employee may be assigned to other NPFCL branches if deemed
necessary.

2.10 Accommodation

A safe accommodation shall be provided to all Employees working in NPFCL. The
accommodation is intended for NPFCL Employees thus visitors or other unauthorized
persons will not be permitted to enter the accommodation without prior permission from
Security Guard.

In the event that Employee is terminated, the Employee must leave the accommodation
within thirty (30) days from the date of termination of the employment.

2.11 Transportation

NPFCL shall arrange a transportation for all Employees from and to place of work. Vehicles
are provided intended for NPFCL Employees thus there should be no other person allowed
to use the NPFCL transport. NPFCL shall not be responsible for any personal trip. For
Managers and Supervisors with company car should refer to the terms and conditions of the
employment contract.

2.12 Employee Responsibility

The Employee shall:

a. Abide by the NPFCL rules and regulations and maintain health and safety at all times.
b. Abide by the work schedule and inform the immediate supervisor in case of absence

or provide medical certificate in case of sickness.
c. Respect the managers, superiors and all colleagues working in NPFCL.
d. Perform the duties as assigned and as per the actual position in the employment

contract.
e. Adhere to instruction with respect to the performance of duties unless it is contrary

to the labour contact.
f. Maintain and handle with care all the NPFCL properties including tools, documents,

equipment or other properties belong to NPFCL.
g. Must respect the NPFCL clients and other business contacts.
h. Maintain the confidentiality and not to disclose or leaking any work related

information.
i. Inform and update the supervisor or HR for any change in the Employee’s

information such as change of address, marital status and all other information
essential for the update of personal file.

SECTION 3 – COMPENSATION AND BENEFITS

3.1 Salary and Payment

Salary will be paid to Employee on a monthly basis in Dirhams. Salary will be transferred to
assigned bank every month.

3.2 Medical and Social Insurance

NPFCL will provide medical care facilities corresponding to the standard laid down by the
Minister of Labour and Social Affair in cooperation with the Minister of Health.

3.3 Absent from Work

An Employee who absent him/herself from work shall notify his/her superior at least two
(2) hours before the assigned schedule. In case of sickness, the Employee shall provide
medical certificate and should submitted to payroll department in order to get paid for the
number sick days. If the Employee is absent for personal reason may be permitted provided
that Employee must file a leave of absence and it shall be deducted to annual leave.

3.4 Overtime

Working more beyond the normal number hours shall be considered as overtime and shall
be compensated 1.25 percent of the remuneration. If the Employee is required to work
overtime between 9p.m. and 4a.m. shall be compensated 1.5 percent of the remuneration.

3.5 Public and Religious Holiday

Employee shall be entitled to official holiday with full pay as follows:

New Year’s Day (Hegira) 1 day

New Year’s Day (Christian) 1 day

Feast of Lesser Bairam 2 days

Feast of Greater Bairam and Eve of Greater Bairam 3 days

Birthday of the Prophet 1 day

Nocturnal Journey and Ascension of the Prophet 1 day

National Day 1 day

3.6 Annual Leave

All Employees are entitled to full paid annual leave as follows:

An Employee whose service is more than six (6) months but less than one (1) year shall be
entitled to two (2) days each month.

An Employee whose service is more than one (1) year shall be entitled to thirty (3) days per
year.

In case the Employee is terminated, he/shall receive an annual leave payment in respect of
fractions of the last year.

Public holiday that falls within annual leave the Employee may extend his/her leave period
according to the number of full paid public holiday.

NPFCL management has the right to schedule the annual leave according to annual leave
plan subject to discussion with the Employee.

3.7 Sick Leave

Employee should inform his/her superior in case of illness or injury at least two (2) days in
order to be given medical attention immediately.

Employee who is under probationary period will not be entitled to sick leave and any
incurred absences will be deducted from the salary.

Employee who completed more than three (3) months after the probation period shall be
entitled to a sick leave not exceeding ninety (90) days whether continuous or as follows.

The first fifteen (15) with full pay.

The next 30 days,, with half pay.

Any subsequent period, without pay.

If illness is due to direct result of misconduct such as consuming alcohol and prohibited
drugs shall not be entitled to sick leave.

3.8 Maternity Leave

A female Employee whose service is more than one (1) year shall be entitled to forty five
(45) days paid leave, including the period preceding and the period following her
confinement. Maternity leave may be extended up to 100 consecutive or non-consecutive

days if such absent is due to an illness preventing her from resuming to work provided that
extended leave is supported with medical certificate.

3.9 Pilgrimage Leave

Muslim Employee will be granted a special leave without pay for fulfilling the obligation to
make the pilgrimage not exceeding thirty (3) days.

3.10 Emergency/Leave Without Pay

In some circumstances, Employee will go for emergency leave. As a special case, Employee
may be granted an emergency leave without pay on the condition that return ticket must
be borne by Employee and a proof of reason why Employee has to go on emergency leave
such as death certificate, medical certificate, and land title to settle inheritance or other
documents that will support the emergency leave request.

3.11 Job Related Allowances

Request for allowance due to some job outside the NPFCL will be granted Employee subject
to approval of the management. This includes travel expenses, meal, business calls,
hotel/lodging expenses, documentation etc.

3.12 Cash Advance

NPFCL may grant a cash advance to Employee subject to approval of the management
which will be deducted one time on succeeding month payroll.

SECTION 4 – TRAINING AND DEVELOPMENT

4.1 Induction

To be familiarize with the NPFCL facilities the Employee shall undergo orientation which will
be conducted upon joining. During the orientation Employee will be informed about the
general information of the NPFCL including the rules and regulations. Employee will also be
given a chance to ask the HR department if there is any concerns regarding his/her
employment contract.

4.2 Training and Team Buildings

NPFCL promotes career growth and development. As such, during the period of
employment the Employee may be selected to participate or attend in the training which
will be conducted by Training and Development department. Some team buildings may be
required in order to enhance the skills of each individual and to be able to work as a team.

4.3 Performance Review

Work performance of Employee shall be assessed annually which will be conducted by
Supervisor/Manager to determine the capabilities of the Employee and to identify the
hindrances that may affect to the performance of the Employee. The performance
appraisal form shall also be used as a tool for decisions in future such as promotion,
incentives, career development, merit increase and other opportunities within NPFCL.

4.4 Recreational Activities

In some occasions, activities may be permitted by NPFCL like sports fest, team building, and
Christmas party (for Christians) if in the opinion of the management it will contribute to the
NPFCL accomplishments. All activities must be subject to management’s approval.

SECTION 5 – COMPANY POLICIES

5.1 Equal Employment Opportunity

NPFCL believes that any individual may be given an opportunity to work regardless of race,
color, gender, or national origin provided that Employee is capable and fit to work
applicable to Employee’s nature of work.

5.2 Non-Disclosure of Confidential Information

Any individuals working in NPFCL represents the company thus Employee is expected not to
disclose any information such as business activities, plans, pricing, properties, marketing

strategies, salaries, supplier information, and any other confidential information that may
leak outside NPFCL or third parties.

Should there be any Employee found guilty of this act shall be given a strict disciplinary
action and/or up to termination of employment depending on the degree of offense.

5.3 Sexual Harassment

NPFCL ensures that Employee is working in a positive and respectful environment which is
free of behavior actions or language constituting workplace harassment. Any misbehavior
or offensive treatment must be immediately reported to immediate supervisor or HR
department for appropriate action.

5.4 Cash Handling

Employees who are entrusted to handle cash must adhere to cash handling policy. Cash
sales report must be done in accordance with NPFCL policies and procedure. Any
discrepancies shall be under investigation and if the Employee found guilty of this act of
dishonesty may be dismissed without indemnity.

5.5 Use of Telephone/Mobile/Internet

Use of telephone, mobile and/or internet within NPFCL should be used solely for business
purposes.

5.6 Company Property

All office, assets and operational equipment within NPFCL such as photocopier, fax,
computer, telephone, mobile, plant machineries, vehicles and stationery or other
consumable items must not leave or taken from the company premises without prior
permission or authorization. All company properties must be handle and use with care. It
must be used for business purposes and not for personal intention. Disciplinary action may
be taken against the Employee in case of non-compliance.

5.7 No Smoking Policy

Smoking inside the NPFCL premises is strictly prohibited in order to maintain the cleanliness
of the surroundings and to protect the company, Employees and other individuals working
in NPFCL.

5.8 Health and Safety

NPFCL is committed to provide health and safety work environment thus Employee is
expected to abide by the health, safety and environment policies and procedures.

Employee will be required to use a protective equipment and clothing supplied by NPFCL to
protect from hazards. Employee must be fit to work before performing the duty especially
for the Employee working in the operations/production department.

Employee must be aware of the location of first aid kit and must know the contact person
assigned as First Aider to ensure that initial treatment is given to Employee in case of
accident.

Employee must be aware of the location of fire extinguisher, fire exit and fire alarm.

5.9 Security

It is essential for NPFCL that all Employee, clients/customers, visitors within the NPFCL
premises are secure at all times.

All security procedures must be adhered at all times and if there is any concern should be
addressed to the Security Manager.

All persons entering the NPFCL premises shall be subject to appropriate security checks. It
is a responsibility of the Employee to report any act that appears to be suspicious.

5.10 Alcohol and Drug Related

Employee will not be permitted to join duty under the influence of alcohol or illegal drugs
which may result to strict disciplinary action and/or up to termination of employment. It
may be involved government authorities if misconduct is not corrected or if is proven that
Employee is guilty of being alcohol or illegal drug dependent.

5.11 Solicitation

NPFCL does not permit any solicitation from Employee both outside and within NPFCL. Any
act of solicitation without management consent or authorization shall be penalized in
accordance with NPFCL rules and regulations.

SECTION 6 – DISCIPLINARY MEASURES

6.1 Offenses

The HR department will determine nature of offense and its corresponding sanction as a
result of disciplinary action through human resource department. Employee may be
penalized based on the system of sanction.

6.2 System of Sanction

All disciplinary action will be in accordance with UAE Labour Law and NPFCL rules and
regulations.

Employee may be given a disciplinary not to penalize but to put the Employee into
corrective company practice. An infraction may result to disciplinary action as specified
below.

First Offense Verbal Warning
Second Offense Written Warning
Third Offense Salary Deduction/Suspension
Fourth and above Dismissal

The management shall decide the system of sanction not contrary to the labour law
depending on the degree of offense.

SECTION 7 – TERMINATION OF EMPLOYMENT

7.1 End of Service

The employment contract shall automatically terminated (for a limited period) at the expiry
thereof unless it is agreed to renew by both NPFCL and Employee in writing.

7.2 Notice Period

NPFCL may terminate the Employee at any time subject to a prior notice of thirty (30) days
if in the opinion of the management the service of Employee is no longer required.

The Employee may terminate the contract voluntarily at any time subject to a prior notice
of thirty (30) days.

NPFCL may terminate the Employee at any time without prior notice and/or compensation
is the Employee has committed a serious offense against the company.

7.3 Resignation

Resignation letter should be submitted to Immediate Supervisor subject to section 7.2
Notice Period.

7.4 Dismissal

NPFCL may dismiss the Employee without prior notice in any of the following case:

a. If the Employee submitted false documents such as certificate, passport and other
related document during the time of hiring.

b. If the Employee committed a serious violation within the probationary period.
c. If the Employee committed an error that resulted to damage or losses to the

company property.
d. If the Employee violate the instruction related to safety at work or in the work place.
e. If the employee failed to perform his/her duties in accordance with the employment

contract despite of the written warning.
f. If the Employee leaks any confidential information of the company.
g. If the Employee is convicted in a final manner by the competent court in a crime of

honor, honesty and public ethics.
h. If the Employee found under the influence of narcotic drugs during work hours.
i. If the Employee assault during the work the manager or co-worker.
j. If the Employee is absent from work without valid reason for more than twenty non-

consecutive days in one year or for more than seven consecutive days.

7.5 Leaving Indemnity

Upon termination of contract, the Employee may be entitled to leaving indemnity to be
calculated as per UAE Labour Law.