company policy
01 PURPOSE
· This human resources policy documents outlines the standards, procedures, and guidelines governing all HR –related activities within the company. It applies to all employees, contractors, and management staff involved in manpower recruitment and placement services. The objective is to ensure fair practices, regulatory compliance, and a professional working environment.
02 scope of policy
This policy covers all HR and safety functions, including recruitment, selection, onboarding, performance management, compensation, grievance handling, and termination. It applies to :
· Full – time employees
· Contract staff
· Temporary workers
· Field/placement workers
· Administrative and management teams
· This human resources policy documents outlines the standards, procedures, and guidelines governing all HR –related activities within the company. It applies to all employees, contractors, and management staff involved in manpower recruitment and placement services. The objective is to ensure fair practices, regulatory compliance, and a professional working environment.
03 objective
· All recruitment activities must follow a transparent, fair, and non – discriminatory process.
· Job vacancies must be approved and documented before recruitment begins.
· Interview panels must consist of authorized personnel only.
· Background checks, reference checks, and qualification verification must be complete prior to hiring
· Employees are strictly prohibited from collecting any unauthorized fees from candidates.
· Ensure equality and non-discrimination in hiring practices.
· Define clear roles and responsibilities in the recruitment process.
· Establish transparent criteria for candidate selection.
· Work permit and visa costs: the company will bear all costs associated with processing work permits, residence visas, and their renewals for employees. Employees shall not be charged for these costs. Any recruitment fees improperly charged to employees by any party (including recruitment agencies) will be reimbursed by the organization. This does not cover fines, penalties, or government levies related to employee status clearance for work permit or visa processing.
04 code of conduct
· All employees are expected to uphold higher standards of professionalism. The following strictly prohibited
· Bribery or accepting gifts that may influence decisions
· Sharing confidential client or candidate information.
· Any form of harassment, bullying, or unprofessional behavior.
· Conflict of interest without disclosure.
· Employees must act with integrity and uphold the company’s reputation at all times.
4.1 non-discrimination
· Everyone should be treated with respect regardless of their background. Discrimination based on gender, race, skin color, origin, social origin, economic status, ethic background ,sexual orientation, age, political beliefs, marital status, or any other protected class is not tolerated.
09 weapon, drug and alcohol-free workplace/substance abuse policy
The Organization maintains a zero-tolerance policy for weapons, alcohol, and illegal drugs within the workplace. Possession, use, distribution, or sale of any prohibited substances or weapons is strictly forbidden.
Substance abuse is incompatible with the Company's values and culture, and it poses serious risks to the health, safety, and well-being of all employees. Any violation of this policy may result in disciplinary action, up to and including termination of employment, and may also lead to legal consequences where applicable.
05 attendance and working hours
· Working hours must comply with local labor law regulations.
· Attendance must be recorded daily using approved systems.
· Employees must provide valid documentation for absences (medical certificate, emergency evidence, etc.)
06 health & safety
· Safety & Health of coworkers are defined clearly in the company's core processes as per the Workplace Health & Safety Policy
· Document No: HSE-POL-002
· Employees deployed at client sites must be briefed on necessary safety protocols.
· PPE shall be provided for roles requiring protective equipment.
· Any incidents, injuries, or near misses must be reported immediately.
· HR will coordinate with the Client Company HR or Safety Department ensure all workers comply with safety standards.
07 prevention of child labor & young worker policy
· Without exception, the organization does not employ child workers (below the age of 15 years) and since the company deals with high-risk industries, all employees should be the age of 18 and above
· Before hiring any employee, the age of the candidate must be verified and confirmed. The Organization will not associate with any organization (e.g., subcontractors, suppliers, or partners) that encourage, employ, or tolerate child labor, juveniles, or young workers below the legal working age.
· The Organization is firmly against all forms of exploitation of children across all operations and facilities. No child shall be employed before reaching the legal age required to complete compulsory education, as defined by relevant authorities.
· The Organization shall take appropriate measures to ensure that no child labor occurs at any of our locations or at the worksites of subcontractors or suppliers. If child labor is discovered at a subcontractor's or supplier's site, the organization must verify its compliance with applicable laws and regulations. In cases of non-compliance, the Organization will report the matter to the authorities.
· In most cases, the Organization will terminate all business with the concerned party until a corrective action plan is implemented. This plan must prioritize the best interests of the child.
08 compliance with legal standards
· It is essential and mandatory for the Organization and all its employees to comply with all applicable laws, legal obligations, and statutory requirement relevant to our business operations. All employees are required to adhere to every law, regulation, and statutory requirements that applies to them in connection with It is essential and mandatory for the Organization and all its employees to comply with all applicable laws, legal obligations, and statutory requirement relevant to our business operations. All employees are required to adhere to every law, regulation, and statutory requirements that applies to them in connection with their employment. Non-compliance may result in disciplinary action in accordance with company polices and applicable legislation.
Accommodation policy
01 PURPOSE
· This Human Resources Policy Document outlines the standards, procedures, and guidelines governing all HR-related activities within the company. It applies to all employees, contractors, and management staff involved in manpower recruitment and placement services. The objective is to ensure fair practices, regulatory compliance, and a professional working environment
02 Hostel Management Policy
Purpose
· To provide a safe, clean, and well-managed accommodation for employees residing in company-managed hostels, ensuring their welfare, security, and comfort.
Scope:
· This policy applies to all employees, contractors, and visitors using the company-managed hostel facilities.
Policy Guidelines:
· Accommodation will be allocated based on availability
· Location between client workplace (The target is as near as possible)
· Residents are expected to maintain proper decorum, respect fellow residents, and follow hostel rules.
· Substance abuse, gambling, or any illegal activities are strictly prohibited.
· All hostel premises must be kept secure at all times; unauthorized entry is prohibited.
· Fire safety, emergency exits, and first aid facilities must be clearly marked and accessible
· Any safety hazards or incidents must be reported immediately to hostel management.
· Residents are responsible for keeping their rooms and common areas clean.
· Maintenance requests should be reported promptly to hostel management.
· Regular inspections will be conducted to ensure proper hygiene and facility upkeep.
· Residency may be terminated due to misconduct, violation of hostel rules, or termination of employment.
· Residents have the right to a safe and healthy living environment.
· The organization reserves the right to enforce rules to maintain safety, security, and discipline.
· Residents have the right and free to move around the hostel and outside of hostel all the time
· The company provides each employee with their own bed and mattress or sleeping mat, an individual lockable storage space for valuables, and additional storage for personal items.
· Each employee will be provided with a key or equivalent access to their room/dome, which can be locked from both the inside and outside for privacy and security.
· Employees have the right to decline living in the company-provided hostel and may choose alternative accommodation according to their personal preference and comfort.