Beruflich Dokumente
Kultur Dokumente
Employment against a post shall be offered to the candidate scoring the highest points. If a candidate does not accept the offer or does not join for duty within the given period, the management may, at his exclusive desicion, extend the date of acceptance / joining or offer the employment against the said post to the candidate next in line or readvertise the post. An employee shall be entitled to salary for the day he/she reports for duty only if he /she reports for duty before noon.
PROBATION
An employee , on recruitment, shall be on probation for a period of six months, after which the management may: Extend his probation; or Confirm his employment; or Terminate his employment
EMPLOYEE ORIENTATION
At joining, new employee will be welcomed by HR and joining report will be received by him/her. He will be informed about the policies & regulations of the Institute and his job description as per COC. He will be visited to all departments to get the familiarity to the institute and its structure.
ATTENDANCE POLICY
All employees are required to observe the prescribed office timings. 1st Shift (Morning) From 8:00 AM To 04:00 PM Break Time (01:00 PM To 02:00 PM) 2nd Shift (Evening) From 4:00 PM To 12:00 AM Break Time (08:00 PM To 09:00 PM)
3rd Shift (Night) From 12:00 AM To 08:00 AM Break Time (04:00 AM To 05:00 AM)
LEAVE
Whenever a leave is required a Leave Application Form (LA Form) will be filled out by the employee. Once filled, the employee will submit the LA Form to the Head of the Department or his designate for approval. After approval, employee will submit the filled and duly signed LA Form to HR to indicate the leave balance due. The HR shall stamp and initial the balance due column and forward for approval to Manager HR and Principal. After subsequent approval from Manager HR and Principal, the HR will update the leave record and place the application in the personal file. The following Institute leaves will be allowed:
Substitute/Compensatory Leave
All employees required to work on Sundays, weekly off days, or Gazette holidays other than Eid, shall be entitled to an equivalent number of days and if not availed shall lapse but will not be encashable . EID holidays shall be substituted by double number of days off.
Gazette Holiday
All holidays listed in Pakistan Civil Services Gazette are to be allowed. Local holidays are not allowed in operational areas.
Leave Encashment
Leave Encashment shall not be allowed under any circumstances to any employee including Staff and non-staff.
Privileged Leaves
Privileged Leaves shall not be allowed under any circumstances to any employee including Staff and non-staff.
COMPENSATION
The Management may fix monthly Emoluments of an employee, on recruitment, at any lump sum amount, within the pay range applicable to the grade of such employee, which shall include: Basic Salary; House Rent Allowance; Utilities
PAYROLL ADMINISTRATION
On every fourth week of the month, HR personnel will calculate the payroll after processing the casual/medical leaves, deduction of unauthorized leaves/absence or approved leave without pay; withhold salary or process unpaid salary etc. The complete salary sheet duly signed by HR personnel as well as Manger HR will be forwarded to Accounts & Finance Department for the disbursement of salary.
10
ANNUAL INCREMENT
Increment may be granted to employees in accordance with their terms of appointment and upon recommendation being made by the Head of Department in annual personal job evaluation meeting. Increment will be normally given annually on the authority of the Board of Directors. It will be the management decision whether the increments shall have a retrospective effect or prospective effect. Minimum of 10% increment shall be allowed in one calendar year, however depending upon the recommendations made by the Evaluation Committee/Academic Committee it may be given in Double or more. Policies and procedures regarding increments of Staff and non-staff shall be as under
Annual Personal Job Evaluation meeting shall be held in first week of every December. HOD for non staff, Manager HR shall recommend for the faculty staff for annual increments recommendations. Minimum twelve months of services shall be required in order to be recommended in the annual meeting. Board of Directors shall finalize the increment recommendations. Employees Increment Form will be prepared in respect of increment given to each employee. This form will specify from which date the increment is sanctioned and the employee profile will be updated by entering the increment letter in the permanent file of the employee.
Advances against salary may be given in approved cases which are as follows: Staff which has completed one year service with the company is eligible to apply for the advance against salary. It is the decision of the management to issue advance to staff against their salaries with a maximum limit up to one month average salary (for the last 12 months) and deductible maximum within 12 equal installments. New advance will only be paid after clearance of the all previous advances. Advances should be applied within 10 to 20 th of every month. In case of any emergency, on written request of the employee the management may allow extension in the deduction period or number of installments. Salary advances shall be allowed against the current month salary @ 75% of the previous month salary payable after 20th of the current month. The employee will fill up the Bill Payment Request Form (BPR), obtain the approval of the departmental head and submit it to the HR Section. The HR Section will approve the BPR after ensuring that the advance requested is as per the Institute Policy. The HR Section will forward the BPR to the Accounts Department for processing as described in the Cash and Bank Manual. The HR Section will deduct the advances from the employees salary when calculating the payroll at the end of the month.
12
LOAN TO STAFF
Loans may be granted to employees as per approval by the Executive Committee of the Company. The following criterion is to be adopted which depends on the availability of funds: Seniority First come basis Deduction in 12 months equal installments Applications for loans will be sent by the employees to the HR section after obtaining approval by Department Head. The HR section will check the employee record from the Employee Card File. The HR section will note the loans, if any, where loan limits have been prescribed. If the employee qualifies for a loan, the HR section will draw up a loan agreement in duplicate which will signed by the employee. The General Ledger Account Loans to employee will be debited.
Payroll Deductions
Monthly deductions to be made from the salaries of employees in respect of income tax, loans & advances etc. shall be calculated by the HR sections at the time of the basic employee data of each employee or whenever a change occurs therein. Deductions to be made in respect of employees advances and loans will be entered at the same time as the advance/loan is given and its basic data is processed.
13
14
TRANSFER /POSTING
All employees of the Institute are liable to transfer to any other department of the Institute.
15
16
MEDICAL FACILITIES
Medical expenses shall be paid in accordance with the prescribed Service Rules of the Company that are as follows: Eligible employees are authorized to claim the reimbursement of Medical Expense subject to a maximum annual amount of 30% of salary, on production of actual receipts for doctor prescriptions, medical tests and medicines. Maximum not exceeding Rs. 100,000 per 2 years.
One time only maternity or major medical allowance of up to Rs. 20,000/- maximum for the staff. Employees completing period of 12 months of job are eligible to claim the medical expenses. Medical expenses can be claimed for the immediate family i.e. employee himself and his/her dependents i.e. wife, children, and parents. Medical Leaves shall be fully paid upon Medical emergency suffered, by any employee on duty.
Counseling
If an employee falls below the normal or acceptable requirements as specified in the Human Resources Manual, coaching and counseling by his supervisor should take place as soon as practicable to prevent the situation from deteriorating to a more serious one, or becoming a habit. The supervisor or the Head of Department should, first of all, find out what causes such behaviors, and assist the employee to rectify the shortcomings.
Verbal Warning
If no improvement is made by the employee after coaching and counseling, a verbal warning must be given to him. The areas for improvement and the consequences of failure to make improvement within a specified period of time should be clearly explained to the employee. The warning should be recorded in a memo, acknowledged by the Head of Department and a copy of which should be sent to the Human Resources Department for retention in the employee's personal file. A verbal warning should be given to employee in the first instance of a minor offence.
Written Warning
If there is no improvement after the verbal warning has been given, a written warning must be given to the employee by HR. The written warning should state the following: any past warning or action taken for similar violations; the details on disciplinary action being taken; the expectations or improvements required of the employee; and the future disciplinary action which will be taken against the employee if the offence is repeated within a specified period of time.
Suspension of Employment
Company may suspend the employment of an employee for a period not exceeding 14 days for investigation of any serious offence that could lead to summary dismissal. However, where the investigation is of a criminal nature and proper criminal proceedings cannot be concluded within 14 days, the suspension may be extended till the conclusion of the criminal proceedings. During the suspension period, the employee will be paid salary as normal and will be given an opportunity to state his case. During the hearing of the case, he may be accompanied by a colleague if he so wishes.
Dismissal
An employee will be dismissed after verbal and written warnings have been given and if no improvement is made. The Human Resources Department will confirm the termination of employment whether by notice/payment without and work out the required compensation in compliance with the Contract of Appointment. Details of the policy for Dismissal are provided in the Section of Termination.
Appeal
An employee may appeal against suspension, dismissal with notice or summary dismissal to the Head of Human Resources Department within seven days after the disciplinary action is taken. Meeting(s) with the parties concerned will be held until a decision is reached. The management will deliver the decision to the employee and confirm it in writing.
GRIEVANCE
The policy of grievance provides a proper channel to employees to voice out their grievances and to settle their grievances. All grievances shall be handled independently and treated in strictest confidence. Grievances which are made anonymously shall not be handled. Through grievance process, employees are provided a fair treatment / hearing by the management of concerning any grievances. Employees have the right to channel their grievances to the HR department and in case of grievance against the HR. If an employee feels that he has been treated unfairly or his grievance requires the attention of management, he can raise his grievance through signed letter to HR. HR or its designate committee shall review and examine the case and decide whether any meeting with the employee and/ or other relevant parties is required so as to obtain further information or better understanding of the case. Having reviewed and evaluated all the facts relating to the grievance, the committee will shall come to the conclusion. A written report including findings, recommendations and conclusion will be forwarded to HOD for information and information. After getting the approval, the aggrieved employee shall duly be advised of the views/decisions of the Committee and Director as well as any follow up actions, if warranted, via HR. The written report will be filed in the personal file of employee for record. In the case of a grievance lodges to the Director or HR, if n employee is not satisfied with the decision made by the committee and Principal, he may appeal to the Chairman. The Chairman shall render the final resolution to the employee. This represents the final decision.
TERMINATION / RESIGNATION
In case of resignation or termination, the employee will not leave the company until the company issues formal acceptance of resignation and clearance. When an employee resigns. He has to serve 10 days notice or pay as per clause mentioned in his Contract of Appointment. Same is for employee who is terminated owing to any reason. The employee will complete the Handing Over / Taking Over and submit the Clearance Certificate duly signed by the following departments before final payment is made to the outgoing employee: User Department (i.e. the employees Department) HR & Admin Accounts & Payroll Department MIS The concerned official of these departments will ensure that any sums receivable or assets in the custody of the outgoing employee have been accounted for properly. The sum recoverable in respect of such employee will be mentioned on the certificate. In case, any sum is finally recoverable from the employee, the employee will deposit the sum with the Cashier in the Accounts and Finance Department. The HR Department will be furnished with Clearance Certificate after circulation through the respective departments to prepare the final settlement of the employee based on the observations made by the respective departments on the Clearance Certificate. The HR department will obtain the identity card etc. from the employee. The Clearance Certificate after completion by the HR Department will be forwarded to Accounts & Finance Department with the record of the attendance of employee.