HUMAN RESOURCE MANUAL FOR VINE PHARMACEUTICALS LTD.

This manual is intended to guide any person who will be involved in the day-to-day aspects of dealing with the most important aspect of this business and that is the Human Resource. We as Vine Pharmaceuticals Limited believe in the dignity and respect of the people we work with at all levels in a bid to be the leading referral pharmacy in Uganda. That we shall recognize individual effort as well as team effort. We shall avail opportunities to equip staff and keep them abreast with the latest information in the Pharmaceutical Sector. Our remuneration Perks will be above the market rates.

1. Hiring Procedure:

Staff may be hired by 1.Spotting: A person of good repute and moral standing is asked to join us on the team or is recommended by another person of good morals and reputation. 2. Walk ins This is not the most reliable method and should be the last resort at all time. We suggest that each case by handled separately and assessed thoroughly. Background checks will be mandatory.

3. Internal Advertisement: This is good and allows already existing staff to move upwards in the hierarchy. The problem at times though is that people fear to compete or be seen to compete. So the ones who are talkative tend to suppress the view of the less talkative member of staff and suffocate the chance of them actively responding to the Advert.

COMPESATION AND BENEFIT PROCEDURES 1. We shall offer a package above the average market offer. consideration We shall also take into

(i) The level of Education. (ii) The Relevance of the Education/skills in the Pharmaceutical Sector./dealership

(iii) Additional /special skills or gifts a person has. Say typing, driving, organizing etc. (iv) Additional/formal Education that a member of staff has or has zeal for.

b) We will offer a daily allowance for both the morning and evening shifts. This shall be paid daily or weekly. We avoid making it monthly because we want them to have a good meal and travel back / to work comfortably. This is in addition to Tea/Refreshments for Breakfast and Evening times not exceeding Sh 3000 per day per branch.

c) We pay bonuses every Quarter and this is dependant on

(i) Performance (ii) Managers discretion (iii) Side business eg Airtime money d) We from time to time avail each member of staff an opportunity to travel out/with the country and be exposed to unique ways of doing business. The expense then would be shared with the rest.

e) Reasonable cover is extended incase of bereavement of a member of the nuclear family of a staff member.

f) This is the same for marriage ceremonies, where a staff member gets married.

g) The company shall extend to the staff member a refund on monies spent celebrate the staff members birthday not in excess of 50,000 for occurrence.

TELEPHONE ANSWERING This shall be a pleasant way of answering the phone, but mere hallos are discouraged.

KEYS:

These shall be kept by a known member of staff for purposes of locking at the end of the day and opening in time at the start of the day. Any loss of keys should be communicated to the M.D. immediately. A brand new set should be purchased immediately and the older serving set of keys is discarded.

VISITORS & GUESTS: These are discouraged during working hours. When however it is inevitable, the time spent should be minimal and reasonable.

RESIGNATIONS: A staff member wishing to relinquish their responsibility should notify the M.D at least 30 days before the intended date of departure or payment of 1 months salary in lieu.

LEAVE OF WORK: For expectant mothers, a 60 day leave shall be granted and during that time the concerned member of staff shall have no pay whatsoever. She shall resume normal work at the lapse of the 60 days. We are still working out modalities for the paternal leave; but it is suggested that the male staff whose wife gives birth shall go on a 7 day leave without pay. DRESS CODE: The company shall provide uniforms at its cost that must be worn from Monday Friday at all working times.

APPRAISALS: These shall be carried out every 6 months and a fair exchange shall be encouraged between both parties. Staff shall be briefed bout the objective of the appraisals and the need to work towards a win-win situation shall be emphasised.

OTHERS:

Vine Pharmaceuticals Limited shall not encourage any form of harassment and discrimination whatsoever and shall be an equal opportunity employer.

MISCONDUCT: It is suggested that a member of staff be nominated as the discipline head. Upon commitment of an act of misconduct, a staff member shall give the first account to this particular staff member; who will then discuss the case with management. But in all cases the concerned party shall be given an audience to present their side of the story; preferably in writing. The following may be some of the ways of punishment

(i) (ii)

Warning. Suspension for 7 days, 2 weeks or a month without pay.

(iii) Dismissal

EACH PHARMACY SHALL HAVE A MANAGER APPOINTED BY MANAGEMENT. The others shall be (i) Dispenser:- Who among other things

a)

Shall run the dispensary and maximize its daily sales and minimize the loses through Expiries.

b) c) d) e) f) g) h)

Keep records of all stocks in the dispensary. Advise on new market trends and new drugs for purchase. May handle petty cash and account for it. Handle all aspects of the cleanliness including hiring and firing the cleaner. Ensure cleanliness / orderliness of the dispensary. File any correspondence/Receipt/Voucher/fax. Any other talent/gift that the person has.

(ii) Operations Manager a) b) Do all the purchases after discussion with the M.D on the budget and cash available. Shall be incharge of cash purchases. Credit purchases shall be made in consultant

with the M.D. c) d) e) Shall handle bankings. Shall be consulted on cost prices and selling price. Can relocate stock for one shop to another depending on the demand and to mitigate losses due to expires. f) g) Allocate petty cash and ensure a smooth flow at every month end. Compile all sales figures (totals) for each branch by the end of the 1st day of the next month. h) Any other job depending on the talent/gift.

(iii) Sales Rep

a)

Shall be responsible for the OTC side of the pharmacy and shall do all other duties as Specified for the dispenser.

b) c) d)

Record all purchases/transfers and expiries. Shall handle the opening/closing of premises. OTC section is tidy and all products clean.

e) Any other job depending on the talent/gift.

(iv) Pharmacist:The pharmacist may come in once in a while but could be consulted in cases where the dispenser is not sure of what to do. Anything concerning NDA should be communicated to ASAP or the Pharmacist. He shall handle all aspects of importation like verification of performance and dealing with any queries and annual inspections.

(v) Administrator:a) Shall lay down the procedures of handling cash for the time its collected to the time it is Banked and back for the bank. b) Scrutinize all purchases and sales and reconcile stock levels in the computers. c) Liaise with URA to make sure all taxes, PAYE, Income tax, VAT, Corporation Tax etc are done correctly. d) Liaise with the operations manager and assist in the day to day activities. e) Together with the branch managers shall handle salaries at the month end. f) Any other job according to talent/gift Incases where the MD is absent, the Operations manager shall act in his absence and where both are absent, and the Administrator shall act as MD. In cases where all the above are absent, one of the Branch managers shall handle MD portfolio. A person in the acting position has the same powers as the one who is absent at the time and therefore should be treated as such.