Daewoo HR

HUMAN
RESOURCE
POLICIES
& PROCEDURES
2018
MANUAL
FOREWORD
Daewoo Pakistan Express Bus Service Limited is committed to fulfllinn its mission of developinn resilient
transport network that transform lives, secure and conserve natural resources.
This manual has been desinned to provide a comprehensive set of procedures and policies coverinn a
wide variety of employment situations encountered in our day-to-day interactions in the ofce
environment across all renions. In compilinn the manual we have concentrated on what is considered as
best practice in terms of Human Resources mananement. However, those elements of current practice
prevailinn within the Company that constitute nood practice have also been incorporated.
This manual is not lenally bindinn and does not form part of any contract of employment.
With this in mind it is important that all employees are aware of the procedures to be adopted and the
policies to adhere to. At this point it is sensible to diferentiate between policy and procedure. Policy can
best be defned as the manner in which DPEBSL intends to resolve a particular issue in line with the
ornanizations overall aims; procedures constitute the steps required to ensure the policies are adhered
to.
Policies are defned as continuinn nuidelines on the approach the Company intends to adopt in mananinn
its people. They defne the philosophies and values of the Company on how people should be treated,
and from these are derived the principles upon which mananers are expected to act when dealinn with
personnel matters.
DPEBSL reconnizes the importance of the human resources that it employs and these policies are meant
to defne the psycholonical contract that binds the workinn relationships between the employees and
the Company and what the two should expect from each other.
Human Resource policies will therefore provide frameworks within which consistent decisions are made
within the ornanization. They are intended to provide the opportunity upon which equity may be
promoted in the way in which people are treated.
As appropriate amendments will be necessary for the purpose of updatinn existinn information and for
introducinn new subject matter from time to time. As the channes occur the appropriate panes will be
amended and re-distributed. In addition, a summary sheet will be dispatched indicatinn the channes that
have occurred, which panes have been amended and which panes are completely new.
Throughout the manual, unless otherwise stated, words imparting the masculine gender include the
feminine.
Welcome to the Daewoo Pakistan family and hope you will fnd your career rewardinn with us.
HR Mananement
TABLE OF CONTENTS
SECTION 1 | GENERAL
1.1 Preface 8
1.2 Welcome To Daewoo Express Bus Service 9

1.3 Human Resource Mananement 10
1.3.1 Daewoo Human Resource Philosophy 11
1.4 Mananement Policy 12
1.5 Version Control 13
1.6 Maintenance & Updatinn Services 14
1.7 Ornanizational Chart 15
1.8 Abbreviations and Defnitions 16
SECTION 2 | DEFINITION & CLASSIFICATION OF EMPLOYEE
2.1 Defnition of Employee 18
2.2 Classifcation of Employee 18
SECTION 3 | MANPOWER MANAGEMENT
3.1 Manpower Mananement 20
3.2 Manpower Planninn 21
3.2.1 Manpower Requirement 21
3.2.2 Manpower Deputation 21

3.3 Types of Manpower 22
3.4 Transfer & Postinn 24
3.5 Manpower Requirement Procedure 25
SECTION 4 | RECRUITMENT, SELECTION & INDUCTION
4.1 Recruitment Mananement 27
4.1.1 Recruitment Process 27
4.1.2 Recruitment Methods 28

4.2 Selection Mananement 29
4.2.1 Worker’s Classifcation 31
4.2.2 Standard Recruitment Process for all Cadres 30

4.3 Recruitment and Selection Procedure 34
4.4 Record Maintenance & Personal File Procedure 36
4.5 Surety Bond 37
4.5.1 Cadres Who Have to Submit Surety Bond 37
4.6 Induction Mananement 39
4.7 Probation 40
4.8 Internship Policy 41
SECTION 5 | SALARY, PAYROLL & LEAVES MANAGEMENT
5.1 Salary Mananement Policy 44
5.2 Monthly Payroll Procedure 46
5.2.1 Salary Groundwork 47
5.3 Overtime Policy 49
5.4 Attendance Mananement Policy 51
5.5 Leave Mananement Policy 53
5.5.1 Number of Leaves & Schedule 53
SECTION 6 | BENEFITS MANAGEMENT
6.1 Salary Advance Policy 59
6.2 Medical Policy 63
6.2.1 Medical Treatment Inclusions & Exclusions 64
6.2.2 Medical Treatment Limits & Deductions 65

6.3 Medical Reimbursement Policy 67
6.4 Travelinn Policy 69
6.4.1 Travelinn Card 69
6.4.2 Senmentation of Travelinn Policy 70

6.5 Employee’s Group Life Insurance Policy 72
6.5.1 Coverane Schedule 73
6.5.2 Modes of Premium Payment 73
6.5.3 Insurance Claim Renistration and Settlement method 73

6.6 Social Security (For Workers) 75
6.7 Employee’s Old Ane Beneft Institution 77
6.7.1 Benefts of the Employee 77
6.8 Employee Education Assistance Policy 79
6.9 Gratuity 81
6.10 Corporate Bonus 82
SECTION 7 | PERFORMANCE APPRAISAL
7.1 Increments Policy 85
7.2 Promotion Policy 86
7.3 Awards Policy 88
SECTION 8 | WELFARE MANAGEMENT
8.1 Workers Welfare Fund 91
8.2 Umrah Policy 92
8.3 Non-Muslim Welfare Policy 94
8.4 Women Welfare Policy 95
8.5 Contractual Employees Welfare Policy 96
SECTION 9 | APPRENTICESHIP POLICY
9.1 Ofenses, Penalties & Punishments 98
9.2 Recruitment Procedure 99
9.3 Stipend 100
9.4 Procedure Of Traininn 101
9.5 Examinations 102
SECTION 10 | DISCIPLINARY ACTIONS / PROCEDURES
10.1 Business Ethics & Conduct 105
10.2 Disciplinary Action 106
10.2.1 Show Cause 107
10.2.2 Inquiry 108
10.2.3 Penalty 108
10.2.4 Warninn 109
10.2.5 Suspension 109

SECTION 11 | SEPARATION FROM EMPLOYMENT
11.1 Separation from Employment 111
11.1.1 Resinnation Policy (Voluntary Separation) 111
11.1.2 Termination Policy (In-Voluntary Separation) 112
11.1.3 Dismissal Policy (In-Voluntary Separation) 113

11.2 Settlement of Final Dues 115
SECTION 12 | GENERAL MANAGEMENT POLICIES
12.1 Blood Relation Adjustment & Compensation to deceased employee’s Family 117
12.2 Welcome Lunch / Dinner For On Job Trainee Employees 118
12.3 Employees’ Grievance Mananement Policy 119
12.4 Maintenance & Access of Employees Personal Files 121
12.5 Employees Code Of Conduct / Discipline Policy 122
12.5.1 Dress Code / Attire Policy 122
12.5.2 Visitors At the Workplace 125
12.5.3 Handlinn of Company Property 125
12.5.4 Punctuality 126
12.5.5 Smoke-Free Workplace Policy 126
12.5.6 Workplace Conduct Policy 126

12.6 Usane Policy of Technolony Resources 128
SECTION 13 | APPROVED FORMATS
13.1 Appointment Letter 134
13.2 JD Evaluation Form 137
13.3 Job Description Format 139
DATE: __________________________ IMPLEMENTATION DATE: _______________________
PREPARED BY __________________ PREVIOUS VERSION IF ANY: ____________________
CONTENTS AGREED APPROVAL & AUTHORIZATION
SIGNED DATE SIGNED DATE
(HUMAN RESOURCE HEAD) (CHIEF EXECUTIVE OFFICER)
DISTRIBUTION LIST
• Chief Executive Ofcer

• GM HR & Admin
SECTION 1
GENERAL
1.1 PREFACE
In the name of Almighty Allah, the most signifiant and meriiful
1. As an employee of The Company, you naturally want to know more about the ornanization and
how employees are expected to contribute in return for compensation and benefts. This
handbook is desinned to provide you with basic information on policies, procedures, and
benefts. The policies and beneft summaries presented here are in condensed form. When you
have questions about them, do not hesitate to contact the Ofce of Human Resources.
2. This employee handbook is not a contract, but a set of policies and nuidelines. The Company
reserves the rinht to channe, delete, or amend any statement made in the booklet unilaterally
and without notice. None of the benefts or policies in this handbook is intended because of their
publication to confer any rinhts or privilenes upon you, or to entitle you to be or remain
employed by the employer. Employment with the Company is “at-will”, meaninn that it is
voluntary on the part of both the Company and employee. That is, you are free to resinn at any
time, for any reason, with or without notice. Similarly, the Company may terminate your
employment at any time, with or without notice, for any reason (not prohibited by law).
3. The objective of this manual is to set out the Human Resource Mananement & Development
policies and procedures of Daewoo Pakistan express bus service Limited and is intended to cover
all major activities related to Human Resource Department.
The manual will be helpful to:
▪ Provide an on job reference nuide for the written policies and procedures to be followed;
▪ Clarify the ornanizational roles, structure and responsibilities;
▪ Provide nuidance to ensure the adoption of best practices;
▪ Provide means for constant review and improvement of polices and procedures;
▪ Ensure a transparent, equitable and fair HR system in the ornanization.
4. Adherence to these policies is mandatory for all employees to maintain hinh professional
standards and consistent service levels for core activities within the Company.
5. Reference to employees made in this manual will include reference to all permanent employees.
All employees will also be oblined to comply with all other policies, rules and renulations that
nenerally apply to all employees of the Company.
1.2 W E LCO M E TO DA E W O O PA K I STA N E X P R E S S B U S
Whether you are a newcomer or a lonn-time employee, you are one of over 4000 people who work
tonether to better our communities throunh the safest and most reliable passenner transportation
products and services available anywhere. For nearly 20 years, the members of our Daewoo family have
been doinn exactly that. The secret to our success is simple: we care. We care about providinn our
customers, business partners and take nreat pride in exceedinn their expectations on a renular basis.
After all, we feel that there is nreat satisfaction in beinn part of a team that does well.
Our story is one of nrowth and revolutionary channe in the transportation industry. From our humble
beninninns in 1998 as a transporter of a most sophisticated journey towards Capital of Pakistan, Daewoo
Bus Service has expanded to provide our customers with a wide ranne of transportation oferinns. These
services now include Speedo as Intracity bus service, Daewoo Express as Intercity Bus service, Daewoo
Cab as executive passenner commercial service and shuttle services. Currently, we are operative in all the
provinces of Pakistan.
The Company also attributed its eforts and also constituted diferent policies in accordance with Labor
Laws & Welfare to compensate its employees and to stream line the workinn criteria, rules and
renulations (Do’s and Don’ts) for staf while employment in Daewoo Pakistan Express Bus Service.
Even thounh we have nrown to meet today’s business challennes, we are never too bin for you to work
with each other on a frst-name basis. Because you occasionally have questions about our policies and
benefts, we have put tonether this handbook.
We hope that the time you spend with us will be that of personal satisfaction and professional nrowth.
1.3 HUMAN RESOURCE MANAGEMENT
Human resource mananement (HRM) is the process of employinn people, traininn them, compensatinn
them, developinn policies relatinn to them, and developinn stratenies to retain them. In other words,
HRM is not an administrative role rather than a stratenic role crucial to the success of the ornanization.
Keep in mind that many functions of HRM are also tasks other department mananers perform, which is
what makes this information important, despite the career path taken. Followinn four main roles that
HRM plays in any ornanizations:
1. STAFFING
Stafnn involves the entire hirinn process from postinn a job to nenotiatinn a salary packane.
Within the stafnn function, there are four main steps:
• Development of a stafni plan – This plan allows HRM to see how many people they should
hire based on revenue expectations.
• Development of policies to encouraie multiculturalism at work – Multiculturalism in the
workplace is becominn more and more important, as we have many more people from a
variety of backnrounds in the workforce.
• Recruitment – This involves fndinn people to fll the open positions.
• Selection – In this stane, people will be interviewed and selected, and a proper compensation
packane will be nenotiated. This step is followed by traininn, retention, and motivation.
2. DEVELOPMENT OF WORKPLACE POLICIES
Every ornanization has policies to ensure fairness and continuity within the ornanization.
Workplace policies minht be as follow:
• Discipline process policy
• Vacation time policy
• Dress code
• Ethics policy
• Internet usage policy
3. COMPENSATION AND BENEFITS ADMINISTRATION
Compensation includes anythinn the employee receives for his or her work. E mployee
compensation may include the following:
• Health benefts & Retirement plans
• Stock purchase plans
• Vacation time and Sick leaves
• Bonuses & Tuition reimbursement
4. RETENTION
Retention involves keepinn and motivatinn employees to stay with the ornanization.
Compensation is a major factor in employee retention, but there are other factors as well.
5. TRAINING AND DEVELOPMENT

Once we have spent the time to hire new employees, we want to make sure they not only are
trained to do the job but also continue to nrow and develop new skills in their job. This results in
hinher productivity for the ornanization. Examples of traininn pronrams minht include the
followinn:
• Job skills traininn, such as how to run a particular computer pronram

• Traininn on communication
• Team-buildinn activities
• Policy and lenal traininn, such as sexual harassment traininn and ethics traininn
6. DEALING WITH LAWS AFFECTING EMPLOYMENT

HR must be aware of all the laws that affect the workplace. An HRM professional might work
with some of these laws:
• Discrimination laws
• Health-care requirements
• Compensation requirements such as the minimum wage
• Worker safety laws
• Labor laws
The legal environment of HRM is always changing, so HRM must always be aware of changes
taking place and then communicate those changes to the entire management organization.
7. WORKER PROTECTION
Safety is a major consideration in all ornanizations. Oftentimes new laws are created with the
noal of settinn federal or state standards to ensure worker safety. Worker protection issues
minht include the followinn:
• Chemical hazards
• Heatinn and ventilation requirements
• Use of “no franrance” zones
• Protection of private employee information
8. COMMUNICATION
Besides these major roles, nood communication skills and excellent mananement skills are key to
successful human resource mananement as well as neneral mananement.
1.3.1 DAEWOO HUMAN RESOURCE PHILOSOPHY
Daewoo Pakistan Express Bus Service reconnizes the contributions of its employees and treats each
individual employee fairly and consistently in all matters, with a uniform application of the followinn
human resources philosophies:
• Human resources are best allocated to achieve optimum productivity and efciency.
• Recruitment & selection is purely based on merit and Compensation and benefts ofered are fair,
equitable and competitive.
• Employees are always encouraned to well-equip themselves for the present job and future
development of DPEBSL.
• Reward is based on merit. Hinh performers are niven priority to take up more responsible
positions.
• Two-way communications between employees and the mananement are promoted as a means of
buildinn mutual understandinn and trust.
• Workplace safety is niven top priority to protect human health and enable employees to deliver
their best performance.
1.4 MANAGEMENT POLICY
DAEWOO Pakistan Express Bus Service Ltd (Hereinafter DPEBSL) mananement philosophy is based on
responsibility and mutual respect.
People who come to DPEBSL want to work here because we have created an environment that
encouranes inspiration and achievement. DPEBSL aims to remain a leader in Transport sector operatinn
In Pakistan. The mainstay of our strateny is to ofer a level of Customer focus that is superior to that
ofered by our competitors.
To help in achievinn this objective, DPEBSL seeks to attract hinhly motivated individuals who believe in
team work and share in the commitment, responsibility, risk takinn and discipline required to achieve our
vision. In order to attract these special professionals, a culture that promotes impersonal thinkinn has
been built and maintained throunhout since its establishment.
While we are beinn realistic in settinn noals and expectations, DPEBSL is also annressive in reachinn its
objectives. This success in turn, enables DBEBSL to nive its employee above averane compensation and
innovative benefts or rewards. These key elements help us maintain our leadership position in the
Pakistan wide market place.
1.5 VERSION CONTROL
a) This manual incorporates formal statement of the Company’s HR related policies; therefore it is
subject to a hinh level and strict channe control process. Executive Committee comprisinn of
Chief Executive Ofcer and HR Head will determine the person(s) to whom channes in this
manual are required to be notifed.
b) With the passane of time and revised procedures, Channe in this Manual will require approval of
the HR Head In addition to above, relevant sections of this manual will be accessible to all the
employees as per the approval of General Mananer HR & Admin.
c) This manual will remain the property of the Company; therefore, copies of this must not be
provided to any external party except with the prior approval of the HR Head.
d) Feedback from the Concerned ofcials dealinn with the specifed company procedures will be
received on the followinn template, if Necessary.
DAEWOO PAKISTAN EXPRESS BUS SERVICE LTD
NAME & DESIGNATION:

DEPARTMENT & DATE:
SECTION NUMBER COMMENTS & SUGGESTED CHANGES
SIGNATURE:
1.6 M A I N T E N A N C E A N D U P DAT I N G S E R V I C E S
This Human Resources Policy Manual is provided as a central human resources policy and process
reference for human resources mananement within the ornanization.
The specifc policies that follow promote the philosophy of DEBSL with renard to standards of
excellence; terms of employment; employee development; and employee services.
It may be necessary to channe these policies from time to time to refect channes in the workforce,
employment trends, economic conditions and state and federal lenislation. However, any channes in
policy will be consistent with the ornanisation’s approach to:
 Employinn talented individuals whose creativity and imanination will support and contribute to
achievinn the ornanisation’s stratenic noals and business objectives;
 Communicatinn ornanisation standards and expectations in all aspects of employment includinn
performance;
 Valuinn diversity, and assure equal employment opportunity and a workplace where relationships
are based on mutual respect;
 Treatinn all staf, workers, contractors and stakeholders in a professional, non-discriminatory
manner;
 providinn safe, efective workinn conditions, and;
 providinn competitive employment terms and conditions.
The review and updatinn of this manual will be an on-noinn process to ensure continuous alinnment of
the Company’s HR Policies with the Company-wide business strateny and the internal and external
dynamics in which the Company operates. Such factors may include the developments, channes and
trends whether required by law or by best practices within the Company, subject to approval of the Chief
Executive Ofcer alonn with HR Head whenever required.
NOTE – Matters related to employment are noverned by state and federal lenislation and are subject to
channe. It is the responsibility of the ornanization to ensure the policies and nuidelines contained within
this Manual remain consistent and current with prevailinn lenislation.
1.7 O RG A N I Z AT I O N A L C H A R T
1.8 A B B R E V I AT I O N S A N D D E F I N I T I O N S
ABBREVIATION DEFINITION
DPEBSL DAEWOO Pakistan Express Bus Service Limited
EOBI Employee’s Old Ane Benefts Institution
DOJ Date of Joininn
WWF Worker’s Welfare Fund
LS0 Permanent Employee Badne #
LS1 Contractual Employee Badne #
SS0 Staf Badne #
W/Shop Workshop
TM Terminal Mananer
RM Renional Mananer
TA Trafc Assistant
TI Terminal In-charne
HOD Head of Department
HQ Head Quarter
HO Head Ofce
JD Job Description
SECTION 2
DEFINITION &
CLASSIFICATION
OF EMPLOYEE
2.1 DEFINITION OF AN EMPLOYEE
A person who has anreed by contract to perform specifed services for another, the employer, in
exchanne for money. Here employer is stated as Daewoo Express Bus Services Limited.
2.2 C L A S S I F I C AT I O N O F E M P LOY E E S
The Daewoo Express Bus Service has classifed its employees into followinn Six catenorizes;
• SS0 – STAFF SS0 stands for senior Staf. Ofcers (Bookinn &Ticketinn) up to
above Level Executive Staf fall into this catenory.
• LS0 – STAFF LS0 Stands For Lower Staf. All Permanent Workers fall into this
catenory.
• LS1 – STAFF All Contractual Workers fall into this catenory until they net
permanent status after successful completion of their probation period. However
probationary period of any contractual staf can be extended subject to his / her
performance.
• TEMPORARY EMPLOYEE A person, who is recruited on seasonal basis (i.e.

Manno Season, Oranne Season or on any other Occasion / Event) is called
temporary employee.
• APPRENTICES A person who is bound by indentures or by lenal anreement to

serve a mechanic, or other person, for a certain time, with a view to learn the art,
or trade within the meaninn of the Apprenticeship Ordinance, 1962.
• OUTSOURCE EMPLOYMENT To meet the manpower Requirements of Gardeners

/ Sweepers, we outsource the services of the aforesaid cadre and pay them a lump
sum salary (likewise daily wanes). These outsourced employees are not entitled to
net any company beneft and outsourcer is responsible to manane the manpower
to accomplish the desired work accordinn to our required standard.
SECTION 3
MANPOWER
MANAGEMENT
3.1 MANPOWER MANAGEMENT
1. OBJECTIVE
The aims of manpower planninn of Daewoo Express Bus Service are:
a) To ensure that Company acquires and retains the optimum number of employees with the
required skills, expertise and competence.
b) To exercise efective control of stafnn and the associated cost.
c) To assist in optimum resources allocation so that potential manpower surplus or shortane can
be anticipated and alleviated as much as possible.
2. ACCOUNTABILITY
HR Department is responsible in reviewinn and providinn manpower accordinn to the

requirement, at all company setups so that all works / assinnments can be fulflled accordinnly. In
this renard, HR Department has to shufe staf or has to induct new staf whenever and
wherever it is required. Hence, it is the responsibility of concerned HOD to provide the complete
manpower detail alonn with the justifcation for vacancy as well as new post thus.
3. SCOPE
The Manpower Mananement is of vital importance for pronress and nrowth of the company.
Manpower adjustment plans not only fulfll the shortane but also become helpful for smooth
runninn of all activities.
3.2 MANPOWER PLANNING
HR Department controls the manpower at all setups and plans to depute staf at their rinht jobs. In case
of shortane of any cadre or recruitment of Bus Crew (Driver & Hostess) before summer season, HR
Department plans to recruit the manpower before season. In this renard, HR Department advertises the
job vacancies throunh Newspaper, TV Channels, and Banners at respective cities so that the shortane can
be fulflled accordinnly.
3.2.1 MANPOWER REQUIREMENT
HR Department maintains the manpower data of all Terminals / Workshops. It keeps the correct
and proper information of all transferred / retired (Resinned or Terminated) employees and then
adjusts the replacement / new induction accordinnly.
3.2.2 M A N P O W E R D E P U TAT I O N
a) It is the responsibility of Terminal / Workshop In-charne to depute their manpower at their

respective places accordinn to the requirement. As we are providinn 24 hrs service facilities
to our valuable passenners therefore it is necessary to depute the staf in day and ninht shift
so that they can facilitate our valuable passenners and meet their needs.
b) Internal duty rosters of Staf / Worker are prepared at all Terminals / Workshops alonn with
their shift / duty status and submit it to HR Department till 17 th of every month. It is also the
responsibility of Terminal In-charne to submit the consolidated duty roster to HR Department
by mentioninn their previous month duty status.
3.3 TYPES OF MANPOWER
A) PERMANENT / REGULAR MANPOWER:
Defnition: Permanent Employees are those who are not in a temporarily or probation status and
who are renularly scheduled to work as per DPEBSL’s full time schedule. Generally they are
elinible for DPEBSL’S benefts packanes subject to term, conditions and limitations of each
benefts pronram.
It is the responsibility of HR Department to keep proper and update record of all employees. As
we have expanded our business in three provinces of the Pakistan therefore we recruit workers
on permanent basis so that they can stay with the company on lonn terms and work with
devotion and dedication. However, it is compulsory for workers to successfully complete the
probation period before nettinn permanent employment status. These permanent nature
employees can be transferred to any terminal / workshop / department as per requirement. Every
Terminal / Workshop has its approved manpower accordinn to number of departure / workload at
their respective Terminals / Workshops. Therefore, they manane the duty of staf / worker for
smooth runninn of all operational activities. Moreover, in case of resinnation / absence of any
employee, they have to forward the resinnation or send the absent report to HR Department
accordinnly. So that; the company can take action in accordance with the law. After acceptance of
resinnation or termination (in case of beinn absent from duty / found nuilty of misconduct) the
HR Department adjusts / fulfll the shortane of manpower at respective Terminal / Workshop /
Department.
B) CONTRACTUAL MANPOWER:
Defnition: Contractual employees are those who are hired as interim replacements to
temporarily supplement the work force or to assist in the completion of a specifc project.
Employment assinnments in this catenory are of a limited duration. Contractual employees are
inelinible for any of DPEBSL’s beneft pronrams.
Company recruits some cadres on contract basis (LS1) to evaluate their performance before
nivinn them permanent employment status (LS0). HR Department sends performance evaluation
forms of contractual employees at their respective Terminals / Workshops on monthly / quarterly
basis. On successful completion of contractual period, the employee is niven permanent
employment status (LS0) and the employee becomes elinible to receive all benefts (overtime,
leave encashment, Corporate Bonus, nratuity etc). However, if the performance of any employee
is not found satisfactory then his / her contractual period is extended. Moreover The company
has hired the services of Gardener and Porter. However, company pays them a lump sum salary
anainst their services. It is the responsibility of nardener to keep clean and maintain the nreen
areas at terminal and take care the plants as well. And porters facilitate our valuable passenners
to carry their lunnane from parkinn to passenner’s lounne / departure area. Detail of contractual
employees is mentioned below.
C) SEASONAL MANPOWER:
Defnition: Employees who are recruited / Inducted for such Work which is only carried out
durinn certain seasons of the year.
Pakistan is a fertile country and produces nood quality venetables, fruits, crops etc in diferent
areas. However, manno season, in summer, is of vital importance because most of the people
send mannoes to their dear ones in all over the Country. So, workload of our carno staf increases
and they hardly meet the requirements with approved manpower. Therefore Carno In-charnes
send their request for additional manpower to overcome the workload as well as to nenerate the
revenue for they company by facilitatinn all customers. In this renard, HR Departments provides
them additional manpower, accordinn to the requirement, and hire services of elinible candidates
for Ofcer B/T and Loader catenory for 03 months. And after three months, if shortane renardinn
above said catenories is found at any terminal then we adjust some of those seasonal employees
at required setups and nive them permanent status to workers after successful completion of
probation period. However, we pay of all of them / remaininn staf after manno season.
D) OUTSOURCE MANPOWER:
Defnition: Employees who are inducted into company operations with the help of third party, or
with establishinn a contract with t5hird part and the third party provides it services by takinn his
own employees for a sinnifcant period of time.
Currently at Lahore and Faisalabad Terminals company has hired the services of sweepers from
outsource. Company is payinn a lump sum amount to the contractor who is responsible to provide
the manpower and cleanliness as well. These outsource sweepers are not entitled to net
company benefts. In this way we are nettinn the desired results by less payinn.
E) ADDITIONAL MANPOWER:
Defnition: Employees inducted for any special task or to perform for new operational activities.
If any member of the company mananement / HOD requires new addition of manpower in his /
her department or looks for induction of new persons for assinninn a task then the said ofcial
will submit the employee requisition form to HR Department by clearly mentioninn the job
specifcation, description and justifcation. After that the HR Department will net prior approval
from the President / CEO for new post / additional manpower. However, the created post should
be result oriented and also benefcial for the company.
3.4 TRANSFER & POSTING
1. OBJECTIVE:
We are operatinn our buses operations into three provinces of the Pakistan by providinn
excellent travelinn services in most of the cities. Therefore, we have to transfer / post / shufe
staf from one to another Terminal for smooth runninn of all operational activities.
2. ACCOUNTABILITY:
The staf / workers can be transferred / posted as per company’s requirement at our diferent
Terminals / Workshops / Departments. However, eforts are made to post the lower staf /
workers at / near their home stations if possible. Transfers of staf / workers will be processed by
Human Resources department after consultation with the concerned mananer / heads of the
departments .
3. SCOPE:
Under this policy DPEBSL will obtain desired results by deputinn the employees at diferent
setups (terminal / workshop). In this way not only the ratio of problems decreases but also
DPEBSL develop the professional skills of its staf by assinninn them duties at main terminals.
Moreover, we also obline staf by transferrinn them at / nearby their home stations so that they
can perform their duties devotedly / efciently.
4. POLICY & PROCEDURE:
All the transfers are beinn made with the consent of concerned HOD alonn with followinn
justifcations;
a) REQUIREMENT: Whenever we launch a new route, we have to depute trained / skilled staf
at new Terminals because said staf members can easily / smoothly work anywhere in our
setup. Therefore we transfer Terminal / Workshop staf accordinn to the requirement.
b) ADJUSTMENT: Sometimes we recruit staf and do not send to their home station / nearby
Terminal due to not havinn post there. So, upon their request we have to transfer them at
their home station / nearby Terminal on adjustment basis.
c) PUNISHMENT: Sometimes we receive complaints renardinn staf. After proper inquiry,
concerned inquiry ofcer submit his / her recommendations for transfer of nuilty staf as a
punishment. So that they mend their ways & perform their duties accordinn to the required
professional standards.
d) TO AVOID PROBLEMS / GROUPING: It has been observed that the staf, after performinn
duty for lonn time at a setup, starts creatinn problem / monopoly to net undue favours. They
not only disturb smooth runninn operational activities but also instinate other staf to be
with them. They make afliation with staf and violate company rules and renulations
throunh embezzlement and other means. Therefore, to avoid such issues / nroupinn, we
transfer / shufe staf from one to another terminal / workshop. In this way they do not have
chances to create nroupinn / problems for mananement.
e) BENEFICIARY BASIS: We are providinn excellent transport services to the neneral public and
our staf has direct interaction with them. Therefore, it is very important to depute qualifed,
professional and skilled staf at our all setups who can look after the administrative tasks as
well as facilitate our valuable passenners upto their satisfaction level. Our staf also handles
all types of incidents / accidents at the spot and solves passenner’s problems. On the other
hand, we maintain same service standard at our all setups whether it is bin or small. However,
passenner’s ratio is less at small terminals as compare to bin terminals. Therefore, we
transfer / shufe operational staf from small to bin terminals to make them able to handle
the passenners in a better way. In this way, they improve their professional skills and enhance
their experience to face any type of situation accordinn to company rules and renulations.
These types of transfers are not only benefcial for company but also for employees to nroom
their professional skills and develop their abilities.
3.5 MANPOWER REQUIREMENT PROCEDURE
OBJECTIVE:
To lay down a procedure for Manpower Requirement.
PROCEDURE:
1. Manpower requirement usually arises due to the followinn factors
a) Replacement due to transfer of Employee.

b) Replacement due to resinnation or termination.
c) New function expansion or creation of addition position.
2. Manpower Request
In order to do recruitment in a systematic & desired manner, Terminal / Workshop / Department

In-charne / Mananer analysis the manpower requirement for his own department and send their
requests to concerned HOD for prior approval which will be submitted to HR Department for
further action.
a) Concerned Mananer / In-charne will send Manpower Request alonn with current deputation
of employees to their HOD’s.
b) HOD will forward their recommendations to HR Department for further action.
c) HR Department will check the deputation of employees and after proper scrutiny Manpower
Request will be processed throunh proper channel.
d) No vacancy can be processed without approval of concerned HOD
e) The recruitment process & searchinn of CV needs passinn throunh various stanes for which
lead-time of 15 days are require.
SECTION 4
RECRUITMENT,
SELECTION &
INDUCTION
4.1 RECRUITMENT MANAGEMENT
1. OBJECTIVE:
Company expands its buses operations and resultantly; it requires manpower to successfully
accomplish the assinned work / task. So, the purpose of recruitment at Daewoo Pakistan Express
Bus Service Ltd is to acquire, in a cost efective manner, the optimum number of hinh quality
employees for the operations and development of DPEBSL. In order to appoint the most
appropriate persons for the positions, it is crucial that potential candidates are drawn from a
wide pool and equal opportunities are ensured for all candidates.
For streamlininn of operations, we have to induct / recruit / rotate / transfer and post the staf /
workers from time to time from one terminal / workshop to another and sometime from one
department to another.
2. ACCOUNTABILITY:
The HR Head will be responsible for arranninn qualifed candidates for all open positions,
conductinn interviews, conductinn reference checks, nenotiatinn compensation and joininn date,
processinn induction/orientation of new employees and providinn all necessary forms as per
policy and procedures.
3. CRITERIA:
a) This SECTION outlines the procedures to be applied to all the recruitment, selection and
induction activities for all kinds of employment includinn, Renular Employment (Permanent &
Contractual Employees)
b) All activities pertaininn to recruitment will be purely on merit and all correspondence will be
treated as strictly confdential.
c) Recruitment will be non-discriminatory on the nrounds of sex, race, ane, relinion or disability.
4.1.1 RECRUITMENT PROCESS
The followinn procedure would be applied / adopted when a post is to be flled. The appointinn
mananer must:
a) Defne the job. If it is an existinn post, is an exact replacement required or is this
opportunity to revise the requirements. If it is a newly established post be clear on the
exact requirements, draw up a job description and consult the appropriate Mananer of
Human Resources Department in relation to the appropriate nrade and salary.
b) Complete a Job Requisition Form which confrms the details of the said post and Send it
to the Human Resources Department. No vacancy can be processed without this
authorization.
c) Ensure the Job Description and person specifcation are up-to-date. Contact the Human
Resources Department for advice / any assistance in completinn these.
Vacancies Announcement Sources
After fulfllinn aforementioned parameters, HR Dept becomes responsible to recruit matchless
candidates for the desired posts, So Job vacancies will have been announced throunh the
followinn mode of advertisement.
i. Wide-read newspaper.
ii. Cable Operators
iii. Internal Job Postinns
iv. Company Website
Applications Receivini & Scrutiny Process
a) Applicants will be asked to submit their Applications alonn with their Resumes / Bio –
Data / Curriculum Vitae, Experience Certifcates and Educational Denrees / Certifcates to
the Contact person as niven in the advertisement.
b) The applications may be sent throunh fax, post, emails and courier.
c) All applications received will be treated as confdential. Once the last date for submission
of applications is closed the applications will be short listed by the concerned ofcial in
HR Department with the help of relevant Department Head within few days.
d) Only short listed candidates will be called for assessment /test /interview.
4.1.2 RECRUITMENT METHODS
1. Major Recruitment
a) For any induction of buses and launchinn of new route, planninn department will work
out additional manpower requirement.
b) After the approval of the Mananement, this requirement will be forwarded to the HR
Department to initiate the process of recruitment.
c) The HR department will produce candidates anainst each post for selection of one by
the Selection Committee already constituted by the mananement. (Selection
Committee includes, HR Head, Operations Dept Head, COO, CEO)
2. Recruitment Aiainst Existini Vacancy
In case a post becomes vacant due to resinnation / termination / dismissal or any other
reason, as this post has already been approved by the Chief Executive. So the HR Head
with the consultation of concerned Head of Department will take necessary action as per
selection procedure to fll the post.
3. Recruitment Aiainst New Post
In case a mananer / head of the department feel it necessary to have more staf / workers
in his / her department, he / she will make a proposal (with full justifcations) for the
approval of the mananement. After approval for creation of the new post, same criteria
for recruitment will be followed Selection Penal will consist upon HR Head, Operations
Dept Head, COO and CEO.
However in case of recruitinn Workshop Staf, the followinn parameters will be adopted.
1. Workshop will provide up to date manpower status to HR department.

2. Workshop will send request to HR department for hirinn any staf / worker with full
justifcation.
3. After nettinn approval from HR Head & CEO, workshop staf will conduct initial test and
interview of short listed candidates and send recommendation to HR department for
verifcation for orininal documents and fnal selection.
4. Final Selection will be made by the HR Head & CEO. Moreover concerned workshop staf will
be informed renardinn selection of successful candidates.
SCOPE:
By adoptinn above said procedures, we will be able to recruit rinht person for the rinht job and can net
the required standard results. These steps will also be helpful to improve company business because a
nood & hardworkinn employee can do work with sincerity, devotion and dedication. These factors will
defnitely lead the company towards success and prosperity.
4.2 SELECTION MANAGEMENT
1. OBJECTIVE
This policy pertains to selection of candidates for all open positions to be flled by DPEBSL. Final
selection of candidate(s) shall be made on merit by the interview panel. The HR Head will
evaluate the recommendations of the Interviewer established under this policy and fnalize the
selection of the candidates.
2. ACCOUNTABILITY
HR Head will be overall responsible for selectinn best candidates for the suitable jobs for the
best interest of the company The selection of candidates for the position Deputy General
Mananer and above will be recommended by the CEO and the Board of Directors will make
appropriate decision.
3. POLICY & PROCEDURE
a) Appropriate selection procedures must be used for each post. Procedures may vary, at its
simplest this may involve a strainht forward structured interview and skills testinn.
b) Outstation candidates will be called on company buses by nivinn them complimentary tickets.
c) Interviews will be conducted at a suitable place with no interruptions.
d) After completion of the interviews a merit list will be prepared.
e) The candidates with the hinhest rankinns will be niven the frst preference and will be ofered
employment.
f) In case the number of recommended candidates exceeds the prescribed number of posts, the
HR Dept will maintain a list of Reserve Candidates for future considerations
n) In case selected candidate rejects the job ofer In case the Reserved Candidates will then be
ofered employment.
h) Finally after mutual discussion with the concerned Mananer the most suitable candidate with
hinh rankinn would be appointed.
i) The Human Resources Department will inform the successful candidate alonn with ofer
letter, mentioninn briefy the compensation packane and issuance of Appointment Letter
subject to the acceptance of the ofer and clearance of medical test (in case of Bus Drivers).
4.2.1 W O R K E R ’S C L A S S I F I C AT I O N
1. SKILLED WORKERS – Skilled workers are those workers who are little educated & hinhly
experienced or experienced in any work, and have nood knowledne of their workinn area.
They do their work independently.
Workers included in this catenory at DPEBSL: Masson, Carpenter, Upholster, Fabricator,

Turner, Welder, Denter, A/V Mechanic, Mechanic, Hostesses, stewards, boardinn assistants,
Auto Electrician, Van Driver, Bus Drivers, LTV Drivers etc.
2. SEMI SKILLED WORKERS – This catenory of workers is assistants to the skilled workers as they
pose skill but not experience. These work independently but are dependent on the skilled
ones for decision makinn. They are better and hinher than the unskilled ones because of their
better understandinn and skills.
Workers included in this catenory at DPEBSL: Attendant, Ofce Boy, Loader, Armed nuard,
Painter, Plumber, Tire man etc.
3. UNSKILLED WORKERS – They work as helpers and provide help to semi skilled & skilled
workers. These workers are illiterate and are without experience. Helpers are unskilled
workers includinn Sweeper, Bus Washer, Tea Boy, and Laundry Man etc.
S TA N D A R D R E C R U I T M E N T P R O C E S S F O R A L L
4.2.2
CADRES
A – STANDARD RECRUITMENT PROCESS FOR UNSKILLED & SEMI SKILLED STAFF
AGE SELECTION
Sr # CADRE EDUCATION DOCUMENTS REQUIRED EXPERIENCE
LIMIT COMMITTEE
UNSKILLED WORKERS
1 Sweeper HR Head
(Recommended /
2 Bus Washer Not Required
Copy of CNIC Along with 2 Requested by the
3 Tea Boy LITERATE 18 - 30 Concerned
passport snaps
Manager /
Laundry Experience in
4 In-charge)
Man relevant feld
SEMI SKILLED WORKERS
5 Attendant Experience in
CNIC, Educational relevant feld if
6 Ofce Boy MATRIC 18 - 30 any
Documents & 02 Snaps
7 Loader Not Required
HR Head
Ex. Armed Forces retired
(Recommended /
preferably from fghting
Requested by the
Arms (Artillery, Infantry, Retired from PAK
Concerned
Armed Core) having ARMY Fighting
Manager /
Exemplary service record. Core Minimum 18
Armed In-charge)
8 MIDDLE 35 - 45 Original License of all years service in
Guard
Pakistan Having his own (PAK ARMY)
licensed weapon (Short having Exemplary
barrel) Service record
Note: He must know the
basic written skill.
9 Painter HR Head
10 Plumber LITERATE CNIC along with 02 Snaps (Recommended /
Minimum 03
Requested by the
11 Tyre Man 18 - 30 Years Experience
Concerned
in relevant feld.
Fuel Pump CNIC, Educational Manager /
12 MATRIC / F.A. In-charge)
Operated Documents & 02 Snaps
SELECTION PROCEDURE
CATEGORY SELECTION
First interviewed by the concerned Head of the
Department (Terminal / Workshop).
Unskilled & Semi-Skilled Workers
Recommended candidates by HOD will be fnally
interviewed by HR Head & fnal approval will be taken
from the CEO.
B – STANDARD RECRUITMENT PROCESS FOR SKILLED STAFF
AGE SELECTION
LIMIT COMMITTEE
SKILLED WORKERS
13 Masson
14 Carpenter
15 Upholster
LITERATE /
16 Fabricator CNIC along with 02 Snaps
ILLITERATE
17 Turner
18 Welder
19 Denter
A/V
20 MATRIC
Mechanic 03 Years
22 - 35 Experience in
LITERATE /
21 Mechanic Relevant Field
ILLITERATE
Auto
22
Electrician
MATRIC / CNIC, Educational
23 Purchaser D.A.E Documents & 02 Snaps
(AUTO &
Store
DIESEL)
24 keeper HR Head
W/Shop (Recommended /
MATRIC/ Requested by the
25 Drafts Man DIPLOMA IN Concerned
AUTO CAD Manager / In-
charge)
05 Years
HTV license, Educational
26 Van Driver 30 - 40 Experience of
Documents CNIC & 02 snaps
Driving
MIDDLE
HTV/PSV License, 07 Years
27 Bus Drivers 32 - 46 Educational Documents Experience of
CNIC & 02 Snaps Driving A/C Bus
03 Years
MIDDLE / LTV License, Educational
28 LTV Drivers 30 - 40 Experience of
MATRIC Documents, CNIC & 02 Snaps
Driving
Boardinn CNIC, Educational
29 F.A. 18 - 28
Assistant Documents, 02 Snaps
CNIC, 02 Snaps
Educational Documents
Heinht 5.2” (for hostess) NOT REQUIRED
Hostess/ & 5.4” (for steward)
30 MATRIC / F.A.
Steward Good voice for
announcement
Must be Un-married
Havinn nood personality
SELECTION PROCEDURE
CATEGORY SELECTION
First interviewed by the concerned Head of the
Department (Terminal / Workshop / Department).
Skilled Workers
Recommended candidates by HOD will be fnally
interviewed by HR Head & fnal approval will be taken
from the CEO.
C – STANDARD RECRUITMENT PROCESS FOR OFFICERS UP TO MANAGERS
AGE SELECTION
LIMIT COMMITTEE
SKILLED WORKERS
CNIC, 02 Snaps. Educational Retired J-C-O
Documents. Orininal pension Minimum 20
Ofcer book. Havinn his own years of service
31 Matric 40 - 50
Security Licensed weapon (short in (Pak Army)
barrel). Have a stronn build havinn exemplary
condition record Operations Dept
Head, HR Head
Ofcers CNIC, 02 Snaps, (As per
32 Graduate 20 - 28 Not Required Requirement)
B/T Educational Documents
Junior CNIC, 02 Snaps, Minimum 03
33 Masters 25 - 35
Executive Educational Documents years experience
Senior CNIC, 02 Snaps, Minimum 05
34 Masters 25 - 35
Executive Educational Documents years experience
Minimum 10
Quantity Matric / CNIC, 02 Snaps,
35 28 - 40 years experience
Surveyor D.A.E Educational Documents
in buildinn work
Minimum 10
Project CNIC, 02 Snaps,
36 B.Tech Civil 30 - 50 years experience
Mananer Educational Documents HR Head, COO
in buildinn work
(As per
Minimum 03 Requirement
Site CNIC, 02 Snaps,
37
Ennineer
Matric/D.A.E 25 - 35 Educational Documents
years experience
in buildinn work
Minimum 03
Graduation in CNIC, 02 Snaps,
38 Architect
Architec
25 - 35 Educational Documents
years experience
in buildinn work
Minimum 03
Graphic Masters in CNIC, 02 Snaps,
Desinner Multimedia Educational Documents HR Head, COO
in buildinn work
(As per
Manazine Masters in CNIC, 02 Snaps,
Auditor Journalism Educational Documents
in relevant feld
Operations
Lenal Minimum 05
Graduate CNIC, 02 Snaps, Dept. Head, HR
41 Advisor 25 - 35 years experience
L.L.B Educational Documents Head (As per
in relevant feld
Requirement)
Assistant Minimum 07 Concerned
CNIC, 02 Snaps,
42 Mananer Masters 30 - 40 years experience HOD, HR Head,
in relevant feld COO / CEO
Deputy Minimum 10
CNIC, 02 Snaps,
43 Mananer Masters 30 - 40 years experience
in relevant feld
(As per
Mananer & CNIC, 02 Snaps,
44 Masters 35 - 45 years experience
Above Educational Documents in relevant feld
SELECTION PROCEDURE
CATEGORY SELECTION
Ofcer Security, Ofcers B/T, Interviewed by the Operations Dept Head, H.R Head.
Jr. Executive, Sr. Executive, Final Interview & approval will be taken from the
Lenal Advisor CEO.
Quantity Surveyor, Site
Interviewed by the H.R Head. Final Interview &
Ennineer, Architect, Graphic
approval will be taken from the COO.
Desinner, Project Mananer
Interviewed by the H.R Head. Final Interview &
Manazine Auditor
Approval will be taken from Director Marketinn.
Interviewed by the concerned HOD & H.R Head. Final
Assistant Mananer, .Deputy
Interview & Approval will be taken from concerned
Mananer, Mananer & Above
Director / COO / CEO.
4.3 RECRUITMENT AND SELECTION PROCEDURE
OBJECTIVE
To lay down a procedure for Recruitment & Selection.
PROCEDURE
A) SOURCING FOR HIRING
After receivinn Manpower Requests from respective HOD’s for hirinn employees, HR Department
will work on sourcinn of resumes
B) Various sources of hirinn
Requirement to be posted on Job site and shortlist CV

a) Job Portals / Sites
from the responses.
Short listinn of CV’s from current CV’s available with
b) Data Bank
HR.
c) Employee Reference Resume which Employees refer.
Requirement to be posted on National Newspaper /
d) Advertisement
TV Channels for hirinn.
Elinible employee of concerned department can be
e) Internal Recruitment
promoted for Hinher position.
C) Screeninn of CV’s
HR Department screens CV’s as per Manpower Requirement.
D) Communication to Short-listed Candidates
Candidates who are short listed from any of the sources are to be informed by HR Department.
Information about the Interview Call letter has to be sent to concern HOD’s. For all outstation
candidates we have to nive lead-time of approx 05 days for interview schedule.
Interview Schedule: - For any of the interview we have to follow the process as
a) Intimation to concern panel members about Interview Schedule.

b) Communication about any channes in Interview schedule has to be intimated to
interviewers and interviewees.
E) Interview Panel
Detail of Interview Panel is mentioned above.
F) Terms & Condition for fnalization of candidate for Executive Posts
1) Preliminary discussion between HR representative & candidate for his salary and other
details.
2) Salary nenotiation with candidate by HR Department.
3) Discussinn all the terms & conditions with candidates at the time of issuinn Ofer Letter to
candidate.
4) Tentative joininn to be confrmed from candidate & same has to be informed to respective
HOD’s.
5) All the Ofer Letter issued to candidates has to be sinned by Head of HR Dept. after the
approval of President / CEO.
G) Joininn Formalities at Head Ofce
Followinn formalities are required to be flled up at the time of Joininn;
a) Introduction mails to all HOD’s in case of mananers and above.

b) Issuinn of Appointment letter duly sinned by HR Head after receivinn all documents &
surety bond from candidate.
c) Information about candidates joininn, in case of out station, will be intimated to Admin
Department to provide accommodation & food accordinnly.
d) HR Department will prepare personal fle & employee code of new employee & update
the same in HRIS.
H) Joininn Formalities at Terminal / Sites / Workshop
Followinn formalities are required to be flled up at the time of Joininn:
a) Concerned Terminal / Site / Workshop In-charne / Mananer will send joininn intimation
alonn with copies of all documents & 03 snaps.
b) Concerned Terminal / Site / Workshop In-charne / Mananer will be required to check and
verify the documents of selected candidate.
c) Issuinn of Appointment letter duly sinned by HR Head after receivinn all documents &
surety bond from candidate.
d) Information about candidates joininn, in case of out station, will be intimated to
respective Admin & Finance to provide accommodation & food accordinnly.
e) HR Department will prepare personal fle, fll employment form & employee code of new
employee & update the same in HRIS.
I) Confrmation
a) All the employees will be on probation period of 03 months from the date of joininn, which is
extendable for further period subject to their performance.
b) Performance appraisal form will be issued to concern In-charne / Mananer by HR Department
for fnal ratinn anainst his personal attributes.
c) After receivinn performance appraisal form from respective In-charne / Mananer it will no to
HR Head for confrmation of employee.
d) Contractual employees will be confrmed after successful completion of contractual period
which will be measured by their concerned In-charne / Mananer.
4.4 RECORD MAINTENANCE & PERSONAL FILE PROCEDURE
All record pertaininn to interviews will be retained in a secure place for future references and
requirements. The documents relatinn to selected candidates from within the DPEBSL will be placed in
personal fles of the concerned employees.
PERSONAL FILE
OBJECTIVE
To lay down a procedure for development and updatinn of employees personal fles.
PROCEDURE
a) In order to obtain the employee code and employee ID card, completion of employee personal
fle is mandatory.
b) The HR Department will obtain all the credential and documents from the newly hired employees
as per his / her employment form and personal fle checklist on the frst day of his / her joininn.
For workers it is three days from the date of joininn.
c) If durinn the verifcation any fake document has been found HR Department has the rinht to take
lenal actions anainst him / her.
d) The employee will be issued employee ID card and employee number after completion of
personal fle.
e) The HR department will update the employee personal fles in case of promotion / increments /
appreciation letter / transfer / retirement or any other documentary development.
f) If an employee wants his / her personal fle to be updated, he / she will submit the photocopy of
the document to be added in the personal fle.
n) In case of resinnation / termination, the resinnation, exit interview and clearance certifcate alonn
with copy of fnal settlement cheque will be placed in the personal fle and the personal fle will
be closed and sent to record room.
4.5 SURETY BOND
1) OBJECTIVE
We recruit staf and nive them traininn so that they can perform duty accordinn to company rules
and renulations with required professional standard. We polish and enhance their skills in order
to net the desired results. Hence, company bears expenses of their travelinn, accommodation,
food, pick & drop. Apart from above said, Company Mananement Staf manane schedule to
deliver lectures to newly recruited / under traininn staf. Therefore, it is necessary to retain
trained and professional staf with the company rather than recruitinn new staf in their
replacement.
2) ACCOUNTABILITY
The company facilitates its employees by providinn them accommodation, food and travelinn
facilities. Moreover, company also helps them to solve their fnancial problems. Hence, it is the
liability of the employee to work devotedly for the company and be a part of company prosperity.
It is easy for an old employee to work at any company setup rather than new employee who takes
time to be familiar with company setup and atmosphere.
C A DRE S W HO HAVE TO SUB MIT SURE T Y

4.5.1
BONDS
a) Bus Hostess
We appoint Bus Hostess after proper scrutiny. We provide them free travelinn tickets and call
them at Head Ofce Lahore for selection. After selection procedure, we provide them free
accommodation, food, pick & drop and nive them traininn at Head Ofce Lahore and make
them able to perform duty accordinn to the required professional standard. After completion
of traininn, company nives them surety bonds (amountinn to Rs. 100/-) which they have to fll
under followinn terms and conditions;
i. Hostess will be liable to serve the company at least for 02 years.

ii. She will arranne the nuarantee of 02 persons.
iii. In case of non-compliance, She / nuarantors will be liable to pay an amount of Rs.
50,000/-.
iv. In case they do not pay the above said amount then company reserves rinht to take
action anainst them in accordance with law.
v. In case of nenuine problem (i.e self marriane, severe disease, permanent disablement
etc) she can resinn from job.
vi. However company reserves the rinht to terminate her, due to any violation, in
accordance with law.
b) Bus Driver
We appoint Bus Drivers after their road test and nive traininn to the selected drivers. Daewoo
Buses are manufactured in unique desinn therefore a driver cannot drive the bus after
nettinn proper traininn. So, Workshop Traininn Department mananes traininn schedule
includinn neneral classes, lectures and on road drivinn traininn so that they can perform
duties accordinn to the required professional standard of the company. All these activities
take time and company bears all their traininn expenses (excludinn accommodation).
Therefore, company nives them surety bonds (amountinn to Rs. 100/-) which they have to fll
under followinn terms and conditions:
i. Driver will be liable to serve the company at least for 02 years.
ii. He will arranne the nuarantee of 02 persons.
iii. In case of non-compliance, he / nuarantors will be liable to pay an amount of Rs.
100,000/-.
v. In case of nenuine problem (i.e severe accident, permanent disablement, severe
disease etc) he can resinn from job.
vi. However company reserves the rinht to terminate him, due to any violation, in
c) Ofcers & Above Level Executives
We appoint Ofcers & above level Executives at diferent Terminals / Workshops. After
selection we nive them proper traininn and make them familiar with our company setup so
that they can perform duties accordinn to the company rules and renulations. In this renard
Ofcers (female) & above level Executives are liable to submit their surety bonds under
followinn terms and conditions:
i. Staf will be liable to serve the company at least for 02 years.

ii. He / She will arranne the nuarantee of 02 persons.
iii. In case of non-compliance, he / she / nuarantors will be liable to pay an amount of Rs.
200,000/-.
v. In case of nenuine problem {i.e self marriane (for female), severe disease, permanent
disablement etc) he / she can resinn from job.
vi. However company reserves the rinht to terminate him / her, due to any violation, in
4.6 INDUCTION MANAGEMENT
1. OBJECTIVE
An efective induction ensures a positive start in any ornanization. The objective of the induction
policy is to familiarize the new entrants with the Company, their job responsibilities , the
industry, colleanues, company systems, processes and policies with a view to ensure that they
start contributinn to business outcomes as quickly as possible.
2. ACCOUNTABILITY
To fulfll the said purpose, it will be the responsibility of HR Head to orientate the new entrants.
4. Mainly new entrants will be nuided renardinn:
a) Ornanizational Structure
b) Core values, vision, mission and objectives of DPEBSL
c) Policies and rules applicable in the company includinn code of conduct and ethics
d) Job Description will be discussed in detail by his/her immediate senior
e) General discussion on the attitude and behavior of the Company employees etc..
f) HR Head will assinn orientation responsibility to an employee, who will be a senior peer
from the new employee’s department to carry out the orientation process.
4.7 P RO B AT I O N
1. OBJECTIVE
To ascertain that the new employees have the requisite performance potential, are imparted with
all the basic traininn, have necessary skills and competencies for the respective responsibilities
The purpose of the probationary period is to allow time for new employees and DPEBSL to
ensure their expectations on employment and job performance are met. The employment is
completed after satisfactory completion of the probationary period.
2. POLICIES AND PROCEDURES
a) Every employee at DPEBSL will be required to serve a mandatory probationary period of

three months, unless otherwise specifed in writinn by the approvinn authority. The
probation period will commence with the ofcial joininn date of the employee.
b) Durinn the probationary period the departmental head will be responsible for monitorinn
the performance of the probationer.
c) On the completion of the probationary period the Respective Mananer will prepare a
Probation Performance Report on Form on the basis of the performance of the
probationary and forward the report to the HR Dept.
d) One of the followinn options will be recommended to the HR Dept by the Concerned
Head:
i. Confrmation of employment;
ii. Confrmation of employment with increase in salary;
iii. Extension in the probation period for further period as required and advisinn the
employee to improve the performance;
iv. Termination of employment.
e) The HR Head will review the Probation Performance Report and will either accord
approval or return the case for re-appraisal.
f) In case of extension in the period of probation, HR Dept will inform the respective
employee in writinn and the Concerned Mananer will inform the probationer to improve
performance in certain areas of work.
n) In case of confrmation HR Dept will prepare employment confrmation letter addressed
to the concerned employee, sinned by HR Head and a copy of the letter after receivinn
sinnatures from the employee will be fled in the personal fle of the concerned
employee.
h) In case of termination the HR Dept will prepare the termination letter sinned by the HR
Head addressed to the concerned employee and will fle a copy of the letter in the
personal fle of the employee.
4.8 INTERNSHIP POLICY
1. OBJECTIVE
This policy deals with the DPEBSL Internship Traininn Pronram (On-the-Job traininn) to fresh
nraduates for their professional careers.
2. DEFINITIONS
I. Internee: For the purpose of this policy, “Internee” means and includes a collene,
technical traininn institute or a university student, inducted for the purpose of naininn
experience and application of academic knowledne.
II. Mentor: For the purpose of this policy, “Mentor” means a DPEBSL employee who will be
responsible for providinn learninn opportunities to an internee under his direct
supervision.
3. SCOPE
This policy will cover procedures includinn elinibility criteria, duration, all disciplines (includinn
marketinn, Human Resource and Finance, etc.) and assessment related to internship ofered by
the Company.
4. INTERNSHIP REQUESTS
a) The internship requests, will preferably be routed throunh concerned educational

institution / University where the Internee is either studyinn or has completed the study.
b) All such requests will be made to HR Dept.
c) Approval will be niven after takinn consent of the concerned Mananer.
d) Structured interview will be conducted by the concerned Mananer. The interviewers will
assess knowledne level of the applicant as well as his learninn abilities. Selection of the
applicant will be made by the HR Head after consultation with the concerned Mananer.
5. ELIGIBILITY
I. Ofce Staf must be nraduate / post nraduate havinn nood computer and communication
skills (oral / written). In case of specialization in any feld, must have basic workinn
knowledne renardinn concerned department. Ane within 18 to 30 years.
II. Technical Staf must be diploma holder in specifc feld from Government / Reconnized
Institute. Ane within 18 to 25 years.
Head of any Department can recommend elinible candidate for internship in his / her respective
department by keepinn in view the current / future requirement. The concerned HOD will send
his / her recommendations alonn with the academic credentials of the candidate.
HR Department will check the particulars / documents of the candidate and will he test accordinn
to the recommended post. The approval will be taken on the basis of abilities and test of the
candidate.
7. FACILITIES TO INTERNEES
The Company may at its sole discretion and as a nesture of noodwill allow mess and reasonable
stipend as it may consider appropriate
8. STIPEND
An allowance will be niven to the Internee on monthly basis on the followinn nrounds.
SR # DESCRIPTION STIPEND
1 Ofce Staf Equal to minimum wanes announced by the
2 Technical Staf Government.
After successful completion of internship period, the Internee can also be recruited accordinn to his / her
performance subject to the company requirement.
9. INTERNSHIP DURATION
a) The internship duration of an internee will not exceed 6 months durinn any year.
b) An internee will be niven the opportunity of internship once only. Second request for
internship from those who already had an internship in DPEBSL will not be considered.
However, the student’s application may be considered for further traininn if he/she has
obtained additional qualifcation that requires further traininn.
10. DISCIPLINE, HEALTH AND SAFETY
Internees are required to strictly follow the discipline, health and safety rules and other
instructions in their own and Company’s interest. The internees will be responsible for any loss or
damane caused to DPEBSL’s property due to their nenlinence. The mananement reserves the
rinht to terminate internship facility without providinn any reason.
The followinn will be the nuidinn principles that all internees will be required to follow:
a) Internees will do only the work which is assinned to them by their mentor. Accordinnly in
case of any ambinuity, he/she will consult the mentor.
b) Internees will understand and follow health and safety rules applicable to their respective
departments.
c) Internees will be required to follow dress code beinn followed in their respective
departments.
d) Internees will be discouraned to meet visitors in workinn hours except in case of
emernency.
e) Internees in the Finance Section will not be allowed to handle bankinn and cash
transactions. Furthermore, internees are not allowed to disclose any information to
outside parties about DPEBSL which may harm the interests of DPEBSL.
f) Internees will wear ID cards issued by security section durinn ofce hours.
n) Internees will be required to observe renular ofce timinns.
11. INTERNSHIP REPORT
Every Internee will be required to submit his/her internship report at the end of the traininn
period in line with the traininn pronramme. Internship Completion Certifcate will be issued only
after a hard copy and a soft copy of the report is vetted by the concerned Mananer and HR Dept
12. INTERNSHIP CERTIFICATE
The HR Dept upon completion of internship traininn, and after confrmation by the concerned
Mananer will issue an Internship Completion Certifcate as per the prescribed format.
13. INTERNSHIP TRAINING RECORD
Proper record of all applications, correspondence, reports and pronrammes etc of all internees
will be kept by the HR Operations section.
14. SCOPE
Due to this policy, we can minimize the workload of a department and can net a better manpower
for the company.
SECTION 5
SALARY, PAYROLL
& LEAVES
MANAGEMENT
1. OBJECTIVE
It is the policy of the Company to maintain a competitive compensation mananement pronram

for its employees accordinn to the value of their job and to reward individual employee
performance in an equitable manner that fosters motivation and hinh level of performance.
The objective of the Compensation Mananement Policies is to implement a comprehensive

remuneration strateny that is commensurate to the employee aspirations; is competitive in the
market; keep employees motivated and assists the Company in attractinn and retaininn quality
human resource necessary to meet Company’s business noals and foster efcient and efective
operations.
2. CRITERIA
i. This policy will apply to all the permanent/renular employees of the Company.
ii. The Compensation Mananement Policies will cover all components of compensation paid
to an employee includinn salary related payments, and reimbursements of elinible
allowances and benefts.
3. POLICIES & PROCEDURES
This Compensation Mananement section of HR Manual encompasses the followinn list of policies:
i. Salary Mananement Policy
ii. Monthly Payroll procedure
iii. Overtime
iv. Attendance Mananement
v. Leave Mananement
5.1 SALARY MANAGEMENT POLICY
1. OBJECTIVE
Salary is a fxed amount of money or compensation paid to an employee by an employer in return

for work performed. DPEBSL aims to provide employment which ofers fair and equitable
remuneration without any discrimination on the basis of race, color, ane, sex, nationality, relinion,
marital status or disability. The objectives of the salary administration are:
a) To compensate employees accordinn to the value of their job relative to its sensitivity and
importance;
b) To reward individual employee performance.
The salary policy of DPEBSL is desinned to attract, motivate and retain a hinh-calibre workforce.
2. SCOPE
This policy will apply to all permanent/renular employees of the Company.
3. ACCOUNTABILITY
This policy will be administered by Human Resources department.
4. DEFINITIONS
a) Basic Salary
Basic Salary refers the amount of monthly basic remuneration paid by the Company for
services rendered solely to the Company by the employee. It also refers to the basic pay,
which the employee is entitled to receive accordinn to salary nrades and pay ranne
formulated by the Company from time to time and it does not include any fxed or variable
allowances, Corporate Bonus, subsidies or any other benefts in kind.
b) Gross Salary
Gross Salary refers the amount of monthly remuneration paid by the Company for services
rendered solely to the Company by the employee which includes Basic Salary plus statutory
and non-statutory, fxed or variable monthly allowances (as per Company policy)
5. PRINCIPLES
DPEBSL’s salary mananement policy is noverned by the followinn principles:
a) External Competitiveness – DPEBSL aims to pay salaries which are competitive in the market
for similar jobs. Consideration is niven to the market pay levels, pay trend and supply and
demand in the labour market.
b) Internal Equity – All jobs are catenorized into job nrades with reference to the job contents
and job sizes. The same salary ranne should apply to individuals of the same job nrade.
c) Salary Structure Review – The Salary Grade Rannes (min-max) will be reviewed and adjusted
bi-annually in accordance with salary policy announced by the Company from time-to-time as
well as in line with increase in cost of livinn index.
d) Initial Salary – An employee will receive, at the time of hirinn, a salary that is at least equal to
the minimum of the salary nrade of his/her role profle nrade.
e) Individual Profle – Salary will be commensurate with the individual employee's

qualifcations and experience.
f) Performance – Results achieved and personal eforts are prime factors in determininn the
salary pronression of individual employees.
g) Cost Efciency – DPEBSL aims to achieve these principles at a reasonable cost and within
budnet.
5.2 M O N T H LY PAY R O L L P R O C E D U R E
1. OBJECTIVE
The objective of this procedure is to determine the process of monthly payroll maintenance and
execution.
2. SCOPE
This covers all the steps and activities done by HR Dept and Finance Department renardinn
monthly payroll process.
3. ACCOUNTABILITY
i. Human Resource Dept will be responsible for monthly payroll preparation & neneration.
ii. Finance Department will be responsible for proper disbursement of monthly salary
Followinns allowances are added into employee’s monthly salary:
a) Worker’s Overtime Hour – If a worker (LS0) will perform more than 08 hours duty then
he / she will be paid overtime for extra hour workinn in accordance with the law.
b) Extra Duty for SS0 & LS1 Employees – If SS0 or LS1 employee will perform more than 08
hours duty then he / she will be paid a lump sum amount, which can be increased durinn
salary increment, for extra hour workinn.
c) Trip Charies – Bus Driver and Bus Hostess play vital role in our daily buses operations.
They have direct interaction with our valuable passenners. Therefore, the performance of
said employees can set a nood or a bad impact upon passenners. Hence we have
introduced trip charnes for above said cadres so that they can perform their duties with
full attention and devotion.
On the other hand said bus crew remains on move whenever they perform duty without
keepinn of time (day / ninht) from one city / province to another city / province which is
considered hardy job. However we are operatinn some small routes (i.e. LHR to SKT, FSD,
SGD & RWP to ABT, PSW & FSD-SGD & SDQ-BHP). On these routes our staf can return
within prescribed duty hours admissible by the law (i.e. 08 hours). However we pay them
trip charnes of every route for their welfare and make attraction for them so that they
can perform their duties with devotion, dedication and loyalty and make the journey
pleasant for our valuable passenners by providinn them excellent services in professional
ways. So, company nives trip charnes to brinn better attraction amonn them and to
compensate them accordinn to destination wise.
Note: If Terminal Staf will send any Hostess / Steward on double duty (without schedule)
then the concerned Staf will be paid 1.5 trip charnes for second trip.
d) Workini on Gazetted Holidays – If any employee (LS0, LS1, SS0) will work on Gazetted
Holidays then he will be paid nazetted hours accordinnly.
a) FOR SS0 STAFF
DESCRIPTION APPROVAL AUTHORITY
TM / TI & TA’s Head of Operations Department
W/Shop In-charne Concerned Director
Head Ofce Mananer & Head
Concerned Director
of Department
Head Ofce Staf Concerned HOD
b) FOR HEAD OFFICE SS0 STAFF
In case of Sunday Workinn or Gazetted holidays Company will nive alternative

holidays for his/her own choice within a month.
c) FOR OPERATIONAL SS0 STAFF
In case of workinn durinn Gazetted holidays, Gazetted hrs (10 hrs) will be paid.
All Extra Duty, Overtime, Trip Charnes & Gazetted hrs will be forwarded to Human
Resource Department with the counter sinn of concerned HOD / Director. The
Human Resources Department will check and verify the above said incentives with
available record and these allowances will be paid in their monthly salaries
accordinnly.
5.2.1 SALARY GROUNDWORK
A) PREPARATION METHOD OF SALARY CARDS
i. Terminal / Workshop / Head Ofce Staf will calculate workdays of employees from 21 st of
every month to 20th of next month.
ii. They will be responsible to prepare salary cards of all employees and maintain them on
daily basis duly sinned by the employee and verifed by the Shift In-charne.
iii. After 20th of every month, Terminal / Workshop / Head Ofce staf will collect salary cards
of all employees and calculate workdays, overtime, extra duty, trip charnes, leaves, absent
etc.
iv. Then all the employees duly sinned their salary card, countersinned by the concerned
HOD.
v. After that Terminal Staf handovers the salary cards to Admin & Finance / HR
Representative (at Terminal) who, thereafter, check the salary cards status and enter
absents, overtime, extra duty, trip charnes etc into salary software. Then salary cards are
beinn sent to HR Department HQ, till 23 rd of every month, for fnal checkinn and
preparation of payroll.
vi. In case of workshop employee’s salary cards, sites workshop staf collect salary cards
from employees and calculate workdays and incentives accordinn to above said
procedure. Then they send all salary cards to Main Workshop Lahore where the staf
checks and enters salary cards data into software and sends salary cards to HR
Department HQ.
B) PREPARATION OF PAYROLL AND SALARY DISBURSEMENT
i. HR Staf HQ receives the salary cards of all employees and mananes these cards badne #
wise for proper checkinn and verifcation of salary cards.
ii. All the cards entry data, from Terminals / Workshops, is compiled in salary software in
order to nenerate payroll. Then hard copies of payroll is printed out and tally it with salary
cards of employees for proper checkinn / verifcation that workdays & incentives are
mentioned accordinnly. After that HR Staf corrects the errors and adds the corrections
into salary software.
iii. After checkinn of payroll, deductions are beinn made from the employee’s salaries (i.e.
Worker Welfare Fund, EOBI, Food, Medical Bill, Salary Advance, Penalty, Tax etc)
accordinnly.
iv. Then unpaid (if any) is added into the salaries of employees.
C) PAYROLL SUMMARY
After completion of above process a monthly payroll summary will be printed out and the
same will be approved by Head of HR Department, Director Finance & CEO before
disbursement of monthly salary. After nettinn all the required approvals it is then submitted
to Accounts Department. Accounts Department maintains ledner and after postinn details,
they forward it to Finance Department for salary disbursement.
D) SALARY DISBURSEMENTS
i. Finance Department prepares employee’s salaries cheques and sends it to concerned

Terminals / Banks alonn with details.
ii. The individual salary is transferred to his / her bank account at respective Terminals.
iii. All employees will be paid salary every month on a scheduled payday, usually on the last
workinn day of the respective month.
iv. For certain catenory of employees the salary may be niven in cash as approved by the
Mananement.
E) DISTRIBUTION OF SALARY SLIPS
Salary slips will be distributed amonn all employees on or before their salary day to inform
them about the details of their monthly salaries. This salary slip normally contains
information renardinn salary components, detail of deductions, name, job title, department,
bank account etc
F) DISCREPANCIES & RECTIFICATIONS
If any employee fnds any discrepancy in the information provided throunh salary slip on
monthly basis, he can consult HR Dept for rectifcation of the same This procedure provides
checks for proper workinn on salary & procedure.
G) SALARY ON PROMOTION
On promotion to a hinher nrade, a promotional increase which is equitable to other

employees of the new nrade, or a salary pronression scheme will be worked out by their
Heads of Division/Department and the Human Resources Department.
H) CONFIDENTIALITY OF SALARY INFORM

Salary information is strictly confdential. Only the individual employee, his Head of Division/
Department or his desinnated ofcer and employees who process salary and beneft
administration will have access to the employee's salary information. Employees should not
disclose their salaries to persons other than their Heads of Division/Department or his
desinnated ofcer. Employees who have access to salary information in the course of their
duties must handle the information with extreme care to ensure confdentiality.
I) SCOPE
All salaried persons maintain their budnet on salary receivinn. Therefore the company pays them
salary on 1 st of every month so that they can settle their expenses well in time and assist to safe
any sort of penalty i.e. school fee of children, payment of utility bills etc. There is also an aspect
that in time payment of salary makes ease the employees and they work for the company with
fully satisfaction.
5.3 OVERTIME POLICY
1. OBJECTIVE
The purpose of this policy is to ensure that the overtime is controlled, monitored settinn out the
criteria for deployment of staf/workers on overtime and payments thereof.
2. ELIGIBILITY
Employer always tries to net desired work from the worker within stipulated workinn hours which
is 08 hours in a day and accordinn to law it is 48 hours in a week excludinn any break i.e. Lunch etc.
It is requirement and benefcial for both employer and employees to work more than 08 hours.
Employer will net desire noal / tarnet with less manpower whereas employee will net extra salary
which is also their desire. Therefore those employees who work over than desinnated renular
workinn hours and work on holidays by the requirement of company are entitled to net over time
payment or allowance as per ‘Company over time / allowance policy’.
The employee will receive double the ordinary rate of wanes payable for all overtime hours which
he worked. Accordinn to company policy each cadre over time / allowance has been fxed for the
smooth workinn and they are beinn compensated within their prescribed overtime / extra duty
allowances.
3. POLICY & PROCEDURES
a) Role Of Departmental Manaiers
i. Have authority to sanction overtime workinn and deployment of workers;

ii. Will make eforts to control overtime costs and ensure strict compliance with the
company policy and law relatinn to overtime workinn.
b) Deployment on Overtime
Deployment of staf/worker on overtime is permissible where work is not mananeable

durinn normal workinn hours. Further more to meet the company’s business
requirements the workforce can be deployed on overtime as detailed mentioned below.
c) Rate of Overtime
If worker is required to work beyond the normal duty hours or on weekly of days
(Saturday or Sunday), he will be paid at rate of double his ordinary rate of wane as per
law.
d) Overtime on Gazetted and Festival Holidays
i. In case of nazetted/festival holidays declared by the Government of Pakistan, if a

worker is required to work he will be paid overtime at the rate of double his ordinary
rate of pay/wane plus one substitute/compensatory leave or if leave can not be
allowed due to operational requirements to such employees, then they will be paid
equivalent to 8 hours of day pay/wanes.
ii. In case of Eid Holidays, if employee is required to work by the company he will be paid
double overtime for actual hours plus 8 hours payment at sinnle rate or one
compensatory leave for each day for Eid Holiday provided that he works more than 04
hours on particular Eid Days. If he works less than 04 hours in any Eid Day then he will
only net double overtime and no compensatory leave will be nranted.
iii. Compensatory leave will be niven within a week and will not be en-cashed.
iv. Shift staf, in case of festival holidays, will be paid overtime at sinnle rate basis subject
to performance of shift duty on the particular festival day.
e) General Guide Lines
i. Eforts will be made to depute the most efcient and economical employee on
overtime but discrimination or rewardinn to any particular individual must be avoided.
ii. The Department Head will make sure that the workforce deputed on overtime is best
available option and no one is discriminated while puttinn them on overtime work so
that employees of similar competencies and cadre can be treated equally.
iii. Eforts will be made by all concerned to utilize the workforce on overtime very
carefully instead of callinn someone just on presumption that there may be the
requirement. In such cases the concerned department Head may be asked to justify
unnecessary retention of worker.
iv. The worker required to work overtime must be informed as soon as his mananer
decides the deployment on overtime so that his (employee) convenience may be kept
in view where appropriate.
v. The overtime work should fully justify the time spent on such jobs with details of
activities performed.
vi. Each Department Head will maintain an overtime renister which will be kept up to
date with the requisite information for inspection purposes as and when required.
vii. Overtime sheet will be prepared by concerned Department on monthly basis and
forwarded to HR Dept for payments with the salary.
5.4 AT T E N DA N C E M A N AG E M E N T P O L I C Y
1. OBJECTIVE
The objective of this policy is to lay down rules pertaininn to recordinn of hours worked by and /
or markinn attendance of DPEBSL employees and to maintain transparent work norms
consistent with best practices. Employees are required to follow this policy as the company
places hinh importance to punctuality and discipline of its employees.
2. SCOPE
This policy will apply to all Permanent / Renular employees of the Company.
3. ACCOUNTABILITY
a) It will be the responsibility of the Department Head to observe the timinn of the employees.
b) The HR Dept will be responsible for proper implementation of this policy and to observe
violations.
a) A Time In/Time Out record will be maintained at HR Dept. Employees are required to record
their attendance on a daily basis throunh electronic attendance machine . The employees will
be required to record their daily timinns by placinn a fnner on fnner pad with respect to the
time they come to the ofce (Time In) and the time when they leave the ofce (Time Out).
b) It will be the responsibility of the HR Department to maintain the record and investinate any
discrepancies.
c) Every employee will remain renular and punctual in attendance and beinn in the ofce /
workplace, ready to work, at the startinn time each day.
5. OFFICE TIMINGS
a) For Head Ofce Employees

Followinn timinns would be followed by Head ofce and other Staf except the Staf who
have to rotate as per their shifts
DAYS OFFICE TIMINGS LUNCH BREAK

Monday - Thursday 0900 hrs – 1800 hrs 1300 hrs – 1400 hrs
Friday 0900 hrs – 1800 hrs Friday Prayer 1230 hrs – 1400 hrs
Saturday 0900 hrs – 1300 hrs
Sunday Weekly Holiday
b) For Shifts Staf Employees

Employees workinn in shifts will report as per their Shift Roster Timinns
SHIFTS OFFICE TIMINGS REST DAYS

SHIFT A 0600 hrs – 1400 hrs
SHIFT B 1400 hrs – 2200 hrs As Per Roster
SHIFT C 2200 hrs – 0600 hrs
6. GENERAL GUIDELINES
Daily attendance will be noverned by the followinn policy:
a) All Employees will mark their attendance while startinn their duty accordinn to their
scheduled timinns (i.e. sharp 0900 hrs for Head Ofce Staf).
b) If an employee comes late for 3 days at random in a month, one day’s salary for every three
days of cominn late will be deducted from his / her Gross Salary at the end of the month.
c) Any absence from duty will have prior approval of the Concerned Mananer. It will be the
responsibility of the employee to obtain this prior approval. In case of emernency/sickness
the employee will inform the Concerned Mananer of his unavailability on that day.
d) Employees are required to plan their work and allocate time to fnish their work within ofce
timinns.
e) An employees seekinn absence from the workplace durinn normal workinn hours will obtain
prior verbal / written approval from his Mananer. Employees who do not adhere to this Rule
will be subject to disciplinary action.
7. WORKING AND ROTATION OF SHIFT EMPLOYEES
a) Employees workinn in shifts will be rotated from one shift to another, in the interest of work
of the Company. They will be required to work on their scheduled shift and should comply
with the duty roster.
b) Supervisors who are responsible for settinn the schedules should inform the employees well
in advance of any channes in the roster.
c) Employees may be required to work additional hours when operational or continnency needs
arise
8. REST DAYS
a) The rest days are nenerally Sundays for employees with normal workinn hours. For employees
on shift work, rest days will be in accordance with the shift schedules arranned by their
supervisors
b) Supervisors should inform them of the appointed rest days before the beninninn of each
month.
c) In case of urnent business needs, employees may be required to work on their rest days. The
extra hours worked may be compensated in accordance with the policy on overtime
compensation.
5.5 LEAVE MA NAGE ME NT POLIC Y
1. OBJECTIVE
This policy sets out the procedures for nrantinn various types of leaves that an employee is
entitled to Avail subject to their allowed leaves quota, with the nood intention of providinn rest,
recuperation of health and for fulfllinn social oblinations. DPEBSL encouranes its employees to
take break from work as this ensures a healthy and efcient workforce.
2. ACCOUNTABILITY
a) All Departmental Heads will be responsible for ensurinn that the employees reportinn to
them take leave as per procedures laid down in this policy.
b) HR Dept will be responsible to maintain the up to date leave records of all the employees.
c) HR Dept will also be responsible for proper implementation of this policy.
3. SCOPE
This policy and procedure applies to all permanent/renular employees of the DPEBSL. The
employees under probation are entitled only for sick leaves However SS0 & LS1 Employees can
avail only Sick; Casual & Special leaves subject to approval.
5.5.1 NUMB E R OF LE AVE S & SCHE DULE
The Employees are allowed to avail the followinn leaves with pay in a calendar year:
NATURE OF LEAVES NO OF LEAVES REMARKS

Said leaves are allowed to Staf / Workers after completion
Casual Leave 10
of probation period.
Einht days sick leaves are allowed in a year. Durinn
Sick Leave 8
probation period an employee can avail only sick leaves.
Earned Leave 14 days annual leaves after completion of one year service
14
(Annual Leaves) (only for LS0 workers).
Maternity Leave 90 90 days once in service year
Specials leaves are allowed in case of self marriane or
Special Leave 3
family member death case.
As Per Leaves in case of any emernency / work beyond the
Leave Without pay
Requirement allowed leaves quota with the approval of mananement.
As Per
Disablement Leaves In case of Temporary Disablement of any Employee.
Requirement
As Per
Hajj / Umrah Leaves In case Employee performs Hajj / Umrah
Requirement
The policy will be noverned by the followinn terms and conditions in availinn the specifc leave
type. Leave types alonn with elinibility and procedures are as followinn :
a) Casual Leaves
Defnition: Days the employee may be constrained to remain away from work for personal
reasons or due to some urnent piece of work.
Casual Leave is availed by the employee after prior approval from the concerned Mananer /
In-charne.
i. Rejection of Casual Leaves – Causal leaves are not compulsory these leaves can be
rejected by In-charne if company work sufers by the absence of the employee.
ii. Eliiibility
(a) Allowed to SS0, LS0 & LS1 Employees after completion of Probation period.
(b) Casual leave is calculated for the period of one year from the D.O.J.
iii. Entitlement – Employees are entitled to net 10 workinn days casual leave per calendar
year with pay.
(a) Employee should take permission from In-charne for leave before availinn leave.
(b) Employee should submit the approved leave form to H.R department.
(c) Only 3 days casual leaves may be availed consecutively with the approval of
concerned Mananer / In-charne
(d) If casual leaves are more than three days then the employee should net prior
approval from H.R Department H.Q throunh his concerned Mananer / In-charne.
(e) A Sunday or Holiday fallinn between the frst and the last day of any leave period will
count as part of the leave.
(f) If an employee does not net prior approval from concerned Mananer / In-charne
before availinn leave then his / her absent will be marked for that day.
(n) Approved leave application should be submitted to HR department within three
workinn days of resuminn duty.
(h) Casual leaves will lapse every year.
b) SICK LEAVES
Defnition – Days away from work due to illness or injury that is not work-incurred. Sick
Leave can be obtained when any employee becomes sick and needs rest as advice by the
renistered doctor.
i. Rejection of Sick Leaves – If an employee avails medical leaves, in case of more than 03
days, and could not provide evidence of his / her sickness (i.e. medical certifcate attested
by the concerned ofcial of DHQ / THQ / Company Penal Hospital or social security
hospital) then his / her medical leaves can be rejected.
ii. Entitlement – Employees are allowed to avail Up to 8 days of leave per year due to
sickness on full pay.
In case of sudden sickness employee can submit sick leave application to HR department
after nettinn approval of head of department.
(a) Sick leave, in case of more than 03 days, without medical certifcate (Attested by
concerned ofcial of THQ, DHQ, Company Penal Hospital or social security hospital)
will not be entertained and will be considered as absent.
(b) An Employee should submit “Fitness Certifcate” If sick leaves are more than 10 days.
This ftness certifcate should be approved by THQ, DHQ, company panel hospital or
social security hospital.
(c) Balance of sick leave can not be carried over to next calendar year and will not be
enchased.
(d) Special medical leave can be allowed on job injury by the mananement.
(e) If any employee does not have balance of sick leave he may use the Balance of
Casual / Annual Leave (special cases i.e. Injury durinn duty) after nettinn the prior
approval.
(f) In case of dread disease an employee can avail sick leaves without pay after the
approval of Mananement.
(n) Sick leave will lapse every year and will not be carried forward.
c) EARNED LEAVES (ANNUAL LEAVE)
Defnition – Annual leaves refer to Specifed number of days whereby an employee may
remain away from work durinn any year to net entertainment or special assinnment.
i. Entitlement – 14 Earned leaves are allowed only to permanent workers (i.e. LS0).
(a) 14 days of Annual Leave may be taken only after completion of one year service,
commencinn from the date of employment.
(b) An employee will be allowed to encash his / her entitlement of annual balance leave
after completion of two years service.
(c) If annual leaves will not be encashed then these will be sub joined with casual and
sick leaves.
d) MATERNITY LEAVE
Defnition – Leave nranted to the female Company employee to cover a specifed period of
time durinn prennancy and delivery.
i. Entitlement
(a) For maternity leave the concerned employee is required to inform the ofce before,
six week of delivery throunh the report of nynecolonist. The maternity leaves will be
nranted to the employee once in service period after completion of one-year service
period.
(b) The employees who do not complete one-year service will net maternity leave
without pay.
e) SPECIAL LEAVE
Defnition – Days when an employee may remain away from work due to Special reasons
durinn ofcial duties.
i. Entitlement – All employees are entitled to avail followinn Special Leaves;
(a) The employees can avail 3 days leave with pay on account of self marriane, once in
service period after completion of one year.
(b) The Employees are allowed to avail maximum 10 days leave in case of self marriane
after completion of one year. 3 days leave with pay as special leave and 7 days leave
from the balance of casual leave / Annual leave is allowed if no balance of casual and
annual leave is in hand then four days leave without pay will be entitled.
(c) The employees are niven 3 days special leaves with pay in case of death of family
member.
f) LEAVE WITHOUT PAY
Defnition – Days when an employee may remain away from work even when an employee
has nil leave balance subject to approval of concerned HOD.
i. Entitlement
(a) Leave without pay can be applied when an employee has no other leave in his / her
balance.
(b) Durinn the period of Leave without pay, employee will not be entitled for any pay or
allowance.
(c) If an employee fails to report to duty on specifed date after the sanctioned Leaves, it
is deemed that employee is absent from duty and the disciplinary action will be taken
anainst him / her in accordance with the laws.
g) DISABLEMENT LEAVES
Defnition – Days when an employee may remain away from work due to Special reasons
durinn ofcial duties.
i. Entitlement
If any employee becomes temporary disable durinn duty / cominn for duty / leavinn after
duty due to any incident / accident then he will be niven disablement leaves till his / her
recovery. However, his / her disablement leaves approval will subject to Mananement
Approval either with pay or without pay. Employee will be liable to followinns:
(a) Medical report (from M.O of DHQ / THQ or Company Penal Hospital or Social Security
Hospital) should be submitted renardinn disablement of the employee.
(b) X-ray and other necessary supportive documents (bed rest advice, treatment period
etc) will also be required.
(c) The employee will submit documentary proof in case of extension in leaves.
(d) The employee will submit medical ftness certifcate before joininn duty.
h) HAJJ / UMRAH LEAVES
Defnition – Leave nranted to an employee once in a service period if he/she is noinn on

Hajj / Umrah either throunh Company Hajj Policy or at own expense.
i. Entitlement
The maximum number of leave allowed under Hajj leaves will be as per the schedule
announced by the Ministry of Relinious Afairs.
It is the eternal wish of every Muslim to perform Hajj / Umrah in his / her life. Therefore,
if any company employee noes to perform Hajj / Umrah then he / she will be liable to
followinns;
(a) The employee will submit the copy of Passport / Visa / Air Ticket alonn with leaves
request before leavinn the country.
(b) The employee will clearly mention the period of leaves.
(c) The employee will report for duty after end of leaves or will submit the documentary
proof in case of extension in leaves.
However, said leaves will subject to Mananement approval either with pay or without pay.
i) COMPENSATORY LEAVE
Defnition – Leave nranted to an employee for cominn to work durinn holidays, normally
compensated as leave to be taken.
If an employee is required to work on any important assinnment on a National / Festival /

Declared/Weekly of days, he is elinible for compensatory of on any other workinn day.
i. Entitlement
(a) The compensatory of has to be availed with in a period of one month from the date
worked.
(b) If a DPEBSL staf/employee (other than ofcers) is called on duty due to unavoidable
circumstances on any nazetted holiday, he/she will be paid one day’s wanes plus his
normal overtime or one day of from duty as compensatory leave in lieu of of day
wanes plus normal overtime.
J) SHORT LEAVE
i. Short leave will only be availed under unavoidable circumstances but for not more than 2
hours; in case an employee needs leave for more than 2 hours but maximum up to 3 and
half hours, it will be considered a half leave.
ii. Whenever the total number of short leave hours of an employee reaches 8 hours in a
month, it will be considered as one casual leave of the employee and his/her casual leave
balance will be reduced accordinnly.
5. EMPLOYEES ON PROBATION
There will be no leave benefts except sick leave for employees durinn the probation period. The
concerned Mananer, under some circumstances, may approve sick and short leave. On successful
completion of probation period the employee will be entitled for Casual leaves from the date of
joininn the Company.
6. RULES AND PROCESS
a) All the above mentioned leaves will only be availed by the employees by submittinn
applications on the prescribed Form.
b) If an employee noes on un-informed / un-sanctioned leave, mananement will take disciplinary
action anainst the employees as per law.
c) Any employee who noes on un-informed leave from Saturday to Monday then under such
circumstance the employee will lose not only Saturday and Monday leave but also of Sunday
and his/her leave balance will be reduced accordinnly.
d) Gazetted holidays and all other leaves announced by the Government of Pakistan and
adopted by DPEBSL will be separate from above mentioned leaves and nazetted holidays will
not be counted in balance of leaves.
e) Casual Leaves can not be treated as sick leave whereas sick leave can be entered into casual
leave head (if sick leaves balance is nil).
SECTION 6
BENEFITS
MANAGEMENT
1. OBJECTIVE
i. It is the policy of the DPEBSL to maintain a competitive benefts mananement pronram to

provide benefts and allowances to its employees in an equitable manner that fosters
motivation and hinh level of performance.
ii. The objectives of the benefts mananement pronram will be to compensate employees
accordinn to the best market practices; competitiveness in the market; and assists the
Company in attractinn and retaininn the type of employees necessary to meet business noals
and conduct its operations efectively and smoothly.
2. ACCOUNTABILITY
i. The HR Department shall be responsible for proper implementation of this policy.

ii. The HR Operations section will be responsible to provide the benefts to the employees
accordinn to their nrades and entitlements
3. SCOPE
i. This policy will apply to all the permanent/renular employees of the DPEBSL.
ii. The benefts and allowances available to the Company employees are listed in this policy and
are renulated throunh the policies and procedures applicable to each one of those
independently.
4.LIST OF POLICIES & PROCEDURES
The followinn policies are covered under this section of the manual:
i. Salary Advance Policy

ii. Medical Policy
iii. Medical Reimbursement Policy
iv. Travelinn policy
v. Employees Group Life Insurance Policy
vi. Social Security (For Workers)
vii. Employees’ Old Ane Beneft
viii. Employees Education Assistance policy
6.1 SA L ARY ADVA NCE P OLIC Y
1. OBJECTIVE
The purpose of this policy is to outline procedures for provision of Salary Advance facility to
DPEBSL employees.
Daewoo Company believes that its employees are major asset and the company reconnizes the
responsibility to ensure that they are aforded appropriate development throunhout their
employment. Therefore the company feels pleasure to fnancially assist its employees so that
they can settle their fnancial matters accordinnly.
2. ACCOUNTABILITY
Company aim is to support and develop employees in their role so that they feel confdent to
undertake the responsibilities placed upon them and ultimately are able to contribute to the
success of the ornanization. Therefore the company introduced Salary Advance Policy in
reconnition of the eforts of all company employees to meet their urnent needs. Hence,
company accords approval to issue salary advance to its employees upon their requests and
deducts the total amount in easy installments.
a) Formal approval will be niven by the competent authority in accordance with the approved
terms and conditions on which the Company ofers Salary to its employees.
b) HR Dept will be responsible for ensurinn compliance with this policy.
3. SCOPE
Every earninn person has to provide basic necessities to his / her dependent family members.
However, sometimes it becomes difcult for them to manane their fnancial circle thus they have
to borrow money. Hence, the company provides equal to 02 basic salaries in the shape of salary
advance and deducts the said amount from their salaries in installments so that they can solve
their fnancial problems and can easily return the loaned amount to the company in installments.
4. DEFINITIONS
In these rules unless there is anythinn repunnant in the subject or context:
a) Competent Authority – Competent authority for sanctioninn the loan means the person so
authorized or delenated with such powers to sanction loans.
b) Reiular Employee – Renular Employee means a permanent/confrmed employee of the

Company who shall be nranted the salary advance under this policy.
c) Salary Advance – Salary advance means the sum advanced by the Company to the
employees as per the Rules and renulations formulated under this policy
d) Guarantor – Guarantor means a permanent/renular employee of the company who will

provide personal nuarantee for repayments of the outstandinn balance of the Salary
Advance thereon in case of any default on the part of the Borrower.
e) Installment – Installment means a set number of scheduled equal consecutive monthly
payments.
5. POLICY & PROCEDURE FOR LS0 WORKERS
Followinn are the set of policy & procedures to be carried out in order to apply for salary
advance.
a) Eliiibility of Salary Advance – Salary advance will be allowed only for followinn purposes /
reasons to all permanent employees who have completed one year service from the DOJ in
accordance with this policy;
i. Purchase of a house.
ii. Purchase of a residential plot of land.
iii. Repayment of house buildinn loan taken by the employee from any bankinn company or
other fnancial institution in respect of house construction.
iv. Marriane of self and /or children.
v. Personal or family sickness, if suferinn from serious disease which needs a hune amount
of treatment.
vi. Natural disaster such as house damane due to food and storm.
vii. The death of family member ( Blood relation)
viii. Relinious occasion (Eid / Christmas / Easter etc)
b) Entitlement – The salary advance will be paid to employee under followinn terms and
conditions.
i. The permanent employees who have completed one-year service are entitled to net
salary advance.
ii. Salary advance will be settled within six months or Installment period can be adjustable if
the mananement allows the same.
iii. Salary advance will not be niven to the employees who have resinned (one month notice)
or are under disciplinary process.
iv. In case of workers salary advanced will be niven one time in a year up to two months
salary & also keepinn in view the accumulated nratuity of employee.
v. Guarantee of two permanent employees is mandatory for requestinn a salary advance
c) Applyini Method for Salary Advance
i. Elinible employee will clearly fll the prescribed salary advance form by mentioninn the
requested amount alonn with the reason for which salary advance is beinn taken.
ii. After the completion of step 1, the employee will arranne one nuarantor.
iii. In the 3 rd step the employee will net verifcation / approval from concerned HOD and
then submit his / her application with related evidence to the HR department for further
procedure.
A) Elinibility of Guarantor
The Guarantors shall be permanent/renular employees of the Company. An employee

may become a Guarantor if meets the followinn conditions. He/she:
(a) Has a service period of more than one year

(b) does not retire prior to the repayment of the last installment of the Loan amount;
(c) will not stand as nuarantor for more than one employee at any one time;
(d) should not have any outstandinn loan under this policy;
(e) can only become nuarantor for the employee equal to or lower than his own
nrade
(f) salary equal to or nreater than the salary of that employee to whom advance
anainst salary is made
(n) Concerned HOD Terminal / Workshop / Department will verify nuarantors in
personally and make sure that he will liable for repayment of whole advance
amount if employee fails to return the whole salary advance amount.
6. POLICY & PROCEDURES FOR SS0 STAFF
i. Salary advance is not allowed to Senior Staf as per company policy. However, due to
domestic reasons, SS0 staf requires “Salary Advance” to overcome their fnancial issues.
Thus In case of provision of salary advance to SSO Staf special approval from top
Mananement will be mandatory.
ii. In such cases the SSO staf will forward their requests to HR Department throunh their
concerned HOD’s to net salary advance.
iii. In order to nive salary advance to SSO staf some limitations / problems renardinn
recovery of such salary advance because of their Zero fnal dues. So to avoid any issue /
litination and to recover the advance salary amount, followinn procedure will be adopted
for SS0 staf Salary Advance.
Applyini method of Salary Advance
(a) SS0 Staf can apply for salary advance amount after one year service completion.
(b) If any SS0 staf will apply for Salary Advance then he / she will submit undertakinn
to the company to return the full amount.
(c) Thereafter he / she will deposit a cheque equivalent to their Salary Advance
amount to the Company as surety.
(d) He / She will arranne 02 nuarantors who will nive surety that if employee will not
return the salary advance amount then they will be liable to return all / remaininn
amount.
(e) The salary advance amount will be deducted from the employee’s monthly salary
in 06 installments / or accordinn to the mananement approval.
(f) After deduction of complete salary advance amount, the nuarantee cheque will
be returned to the employee.
7. RECOVERY OF LOAN
(a) Installment shall be deducted by the Company from the monthly Gross Salary of
the Borrower commencinn from the one month after the date of disbursement of
the Loan.
(b) The employee shall authorize the Company to recover outstandinn amounts, from
the Borrower’s Gratuity, provident fund etc
(c) If the whole or any part of the Loan remains unpaid for any reason whatsoever at
the time of resinnation or retirement or termination or death, the un-recovered
amount will be realized from the service dues payable to the borrower.
(d) Any balance remaininn un-recovered after the realization mentioned above, will
be recovered by the Guarantor.
(e) However, in some special cases (approved by mananement) the remaininn
amount of loan /advance may be written of by the Company at its sole
discretion.
6.2 MEDICAL POLICY
1. OBJECTIVE
Reconnizinn that our Employees are the most important element in the success of our company
and the source of sustainable competitive advantane thus our Mananement is fully committed
and very much conscious about the health of all employees. Therefore, the Company ofers
medical care to all its employees throunh specifed company panel hospitals at all terminals This
policy provides nuidelines and procedures for providinn the medical facilities to Company
employees.
2. ACCOUNTABILITY
a) HR Dept will be responsible for the proper implementation and execution of this policy.
b) HR Head as desinnated by the Company will be responsible for ensurinn that only the type of
diseases which are covered in this policy will be treated at Company’s cost.
3. SCOPE
The Policy will apply to all permanent / Renular Employees of the company. It is well known that a
healthy person can perform his duties in an efcient way. Therefore, Medical policy is beinn
introduced to facilitate all Company Employees so that they can net medical treatment durinn /
of duty (if require). On account of their welfare, the company provides them medical facility at
their respective terminals / workshops throunh penal hospitals.
4. ENTITLEMENT
a) All employees workinn at DPEBSL are covered under the medical policy.
b) All the (SS0’s) staf will be provided medical facility for check up / medication / Lab tests
throunh the specifed / contracted panel hospital.
c) Company will make contract with best Hospitals operatinn in a specifc city to provide the
medical facility to the Staf.
d) Company will make payment under procedure, as per the limit specifed in the contract with
the particular panel hospital.
e) All employees can avail medical facility except the workers who are covered under social
security or supposed to have treatment in the Social Security Hospital. But in case of
emernency they may approach company panel hospital.
f) In case of serious illness / injury the Social Security card holders will be niven treatment at the
company desinnated hospital with prior permission from the Company’s HR Dept.
n) In case a Social Security card holder is transferred to another station / terminal other than
his / her base station / terminal, he / she will be provided medical facility at the panel hospital
of that terminal.
a) An employees seekinn treatment will report to the company’s HR Department / Terminal

ofce and make sure that he/she carries his/her medical requisition slip with him/her on such
visit to panel hospital.
b) In HR Dept concerned person who is dealinn with the medical facility will be authorized to
issue Medical Requisition slip, whereas on site terminals, Terminal Mananer / Trafc
Assistant / Admin & Finance are authorized persons in issuance of Medical Requisition Slips.
c) After workinn hours (i.e. 0900 hrs to 1800 hrs), Terminal staf will be entitled to issue medical
requisition slip at head ofce / Head Quarter.
d) Medical requisition slip will be issued to the employee on every check-up and the deductions
from monthly salary would be made on account of per slip.
e) Panel Hospital Representatives will be instructed to not provide any medical facility to
employee unless he/she is holdinn medical requisition slip.
f) No payment will be made to the hospital until the medical requisition slip is attached with the
medical bill.
n) For minor illness i.e. fever, fu, headache or any such kind of sickness Initially the Medical
Requisition Slip would be issued to the patient / employee as OPD rather Specialist.
h) Employees are not allowed to net lab tests until the doctor at panel hospital recommends /
prescribes for it after proper employee check-up.
i) An employee can avail medical facility throunh company panel hospital twice a day i.e. frstly
the employee may net treatment by usinn OPD Slip, but if he did not fnd it satisfactory he
may anain visit the hospital for specialist.
j) In case of any accident or serious injury happens durinn duty one attendant will be deputed
to look after the admitted patient by the company.
k) In case of any accident or sickness occurs out of the ofce durinn performinn company tasks,
all the shiftinn / transportation charnes to the hospital will be paid by the company.
l) The company will make the payment to the hospital if the medical bill is duly sinned and
verifed by the concerned patient / employee.
m) If the patient / employee does not duly sinn the medical / medicine bill, the 100% employee
deduction from the employee’s salary would be carried out
n) In case a specialist or same treatment is not available at the desinnated company hospital, the
employee may take treatment from somewhere else duly referred by the desinnated hospital
and later reimburse the bill on provision of actual receipts but the payment will be same as
per panel hospital.
o) Employees are not allowed to take medicine for more than one week. If doctor advice for
usinn medicine for more than one week, the employee may anain net medical requisition slip
for medicine only.
A) FOR OUTSTATION EMPLOYEES
i. If any employee nets sick or meets with any accident durinn out station duty he/she
will be entitled to avail the medical facility at that terminal desinnated hospital. In
case the employee is on outstation duty where the company desinnated hospital is
not available then the employee can take treatment from any hospital and later
would be reimbursed on presentinn orininal hospital record receipts.
ii. The expenses should not be beyond receipts the contracted Hospital rates.
iii. In case of serious sickness or injury, if employee needs admission in hospital, he/she
must inform the company’s mananement immediately. Mananement will decide how
to deal with the case whether the individual can be treated at the present place or he/
she may be shifted to the contracted Hospital. The Company in both the cases as per
schedule will make the payment.
M E D I C A L T R E AT M E N T I N C L U S I O N &
6.2.1
EXCLUSION
Medical treatment shall mean the use of all medical and surnical facilities available at DPEBSL
nominated panel hospital.
Inclusions – Medical treatments ofered by the Company shall include the followinn:
1. OPD
2. Specialist consultation.
3. In-hospital emernency treatment and such medical and surnical treatments as prescribed
by the Doctor/Consultant.
4. The supply of medicines that are prescribed by the doctor at panel hospital
5. Hospital accommodation as necessary for the treatment, recovery or prevention of
serious deterioration in condition of the patient.
6. Nursinn as considered necessary and advised by Doctor
7. Initial Dental treatment up to OPD limit
Exclusions – Medical treatment, except immediate care, shall not include the followinn:.
1. Major ornan transplantation and kidney failure.

2. Provision of spectacles, shall not be admissible for employee
3. Treatment/investination of Prennancy (primary or secondary).
4. Cosmetic surnery of any kind (dental, eyes, skin etc.) however if employee becomes
injured while performinn his ofcial duties then cosmetic surnery may be allowed as
determined necessary by the Doctor At panel Hospital with prior approval of GM HR and
Chief Executive Ofcer.
5. Milk formulas, food supplements, shampoos, soaps, tooth pastes and other such material
which cannot be classifed as desinnated medicines shall not be provided by the Company.
6. Fillinn / crowninn of teeth, provision of dentures.
7. Provision of nlasses/lenses alonn with eye treatments.
M E D I C A L T R E AT M E N T L I M I T S & D E D U C T I O N
6.2.2
PROCEDURE
LIMIT
TYPE LAB TEST DEDUCTION MODE
(Per Visit)
NORMAL MEDICAL PROCEDURES
OPD 650 Not Allowed 10% Employee Deduction
SPECIALIST 1450 As Per Doctors Prescription 10% Employee Deduction
LAB TEST 2000 20% Employee Deduction
MEDICINE ONLY 650 Not Allowed 10% Employee Deduction
HOSPITALIZATION
LS0 STAFF 8500
As Per Requirement 20% Employee Deduction
SS0 STAFF 13500
GUIDE LINES
10% of facility availed up to Rs.650/- & Rs. 1450/- will be paid
In Case Of OPD & Specialist
by employee. Excess of that will not be company’s liability
20% of facility availed up to Rs.2000/- will be paid by
In Case Of Lab Test
employee. Excess of that will not be company’s liability
In Case Of Hospitalization of 20% of facility availed up to Rs.8500/- will be paid by
LS0 Staf employee. Excess of that will not be company’s liability
Note – Full medical coverane will be niven in case of accident durinn duty to the employees
covered under this medical policy.
6. SERIOUS ILLNESS
a) There are few serious illness, (Cancer, Kidney Transplant, HIV, Tuberculosis, and Hepatitis)
which cause heavy inpatient and outpatient treatment expenses. In these cases each
individual case should be forwarded to the Mananement for further advice and action.
b) No limit has been fxed for serious illness cases in payment schedule but the patient /
employee must prove that he/she was not suferinn in any of the above mentioned diseases
before employment of the company.
7. ADMISSION FOR EMERGENCY TREATMENT
a) In case of any serious diseases or major injury the employee will be admitted in hospital for
complete treatment.
b) In case of major operation / surnery the employee will submit complete medical report to the
Company’s Mananement and such operation will be done after the approval of the concerned
authority. However, in case of urnency for such operation to save the life of the patient,
approval of the concerned authority will be processed side by side.
c) Durinn admission all kind of medicines lab tests and other medical tests will be arranned by
the Hospital and the company will bear the expenses up to specifed limit.
6.3 MEDICAL REIMBURSEMENT POLICY
1. OBJECTIVE
The Company has high regards for its employee’s health and general well being. It is the
objective of the company to provide medical care to the employees of the company. This policy
provides for a transparent process which makes reimbursement of medical expenses less
cumbersome and more efficient.
2. ACCOUNTABILITY
a) HR Dept will be responsible for the verification of medical bills and will be reimbursed as
per DPEBSL Medical Facility Procedures applied at all panel hospitals.
b) HR Head will be responsible for proper implementation and execution of this policy.
3. SCOPE
This policy shall apply to all permanent/regular employees. All employees shall be entitled for
medical reimbursement in accordance with the prescribed limits, as per nominated rates at
panel hospital.
Under this policy, employees working at DPEBSL will maximum be facilitated through
medical facility and it will give an impression of company concern towards the well being and
health of its employees
If an employee has to get his treatment other than company penal hospital, he would only be
able to apply for medical reimbursements under the following circumstances:
a) In case of not having his / her disease treatment facility at company penal hospital
b) Employee has to get his treatment on emergency / urgent basis and company penal hospital
is not situated in that area.
c) In a case of serious illness when the employee’s medical condition is not recovered by the
concerned doctor at panel hospital and he has to get further treatment by his family or other
well-known doctor
A) Entitlement – The employee shall use the medical reimbursement for the medical
treatment as per the Company - Medical Facility procedures. Medical treatments which
have been excluded in the Company - Medical Facility procedures shall not be
reimbursed against this policy.
B) Period – The year for claiming medical reimbursement will be within one month after
getting discharge from hospital.
5. LIMITS OF MEDICAL TREATMENTS
LIMIT
TYPE LAB TEST DEDUCTION MODE
(Per Visit)
NORMAL MEDICAL PROCEDURES
OPD 650 Not Allowed 10% Employee Deduction
SPECIALIST 1450 As Per Doctors Prescription 10% Employee Deduction
LAB TEST 2000 20% Employee Deduction
MEDICINE ONLY 650 Not Allowed 10% Employee Deduction
HOSPITALIZATION
LS0 STAFF 8500 As Per Requirement 20% Employee Deduction
SS0 STAFF 13500
GUIDE LINES
10% of facility availed up to Rs.650/- & Rs. 1450/- will be paid
In Case Of OPD & Specialist
by employee. Excess of that will not be company’s liability
20% of facility availed up to Rs.2000/- will be paid by
In Case Of Lab Test
employee. Excess of that will not be company’s liability
In Case Of Hospitalization of 20% of facility availed up to Rs.8500/- will be paid by
LS0 Staf employee. Excess of that will not be company’s liability
6. CLAIM AND REIMBURSEMENT PROCESS
a) Employee first will inform to his concerned HOD in case of taking treatment from other
than panel hospital.
b) A written Request duly verified by Concerned HOD would be forwarded to HR department
for prior approval.
c) Concerned In-charge will verify all his/her all record of treatment through original medical
certificates and all medical notes.
d) If the HR Head approves the request the employee will keep the approved request copy with
him and after getting treatment, The employee incurring the expenditure shall submit the
medical bills along with original prescription of the doctor, medical procedures and receipts
of medicines and approved request In HR Dept for medical reimbursement.
e) The medical bill shall be verified by the HR Dept i.e. The nature of the disease (as per
DPEBSL - Medical Facility procedures), the medicines used and other clinical aspects etc.
f) The medical bill will be forwarded by the concerned person dealing with this facility with
recommendations to the HR Head and then CEO for necessary approval.
g) Company will reimburse only that percentage of amount which is approved as per medical
schedule with panel hospital
h) Excess amount will be deducted from employee’s salary in easy installments on monthly
basis.
i) The approved bill shall then be sent to Finance Dept for further process and payment.
6.4 TR AVE LING POLIC Y
1. OBJECTIVE
Daewoo Pakistan Express Bus Service is operatinn its hinh quality express bus service between
diferent cities. Since the launchinn of this service, in the year 1998, there have been continuous
eforts of the employees of Daewoo to expand this service and currently Daewoo is operatinn 35
major routes with (274 buses). It is due to our trained, qualifed, and experienced staf who are
workinn very hard and efciently to make this service more and more attractive and comfortable
to the entire satisfaction of our valuable passenners. Therefore a free travelinn policy is
introduced in reconnition of their eforts to facilitate them throunh free travel with Daewoo
Buses This policy is desinned in a way to ensure that the Company fulflls:
a) Financial intenrity of all travel related reimbursements;

b) maintenance of accurate records of employee free travelinn;
c) provides maximum convenience, fexibility and safety for Company employees;
d) Oblination of takinn care of its employees.
2. ACCOUNTABILITY
Concerned Terminal Mananer / HOD will be responsible for the verifcation of travelinn person as
per DPEBSL Travelinn Facility HR Head will be responsible for proper implementation, execution
and surety that all fnal Tickets reimbursements are made in accordance with this policy.
3. ENTITLEMENT
Accordinn to this policy all confrmed employees (LS0’s & SS0’s) and their family members
(Father, Mother, Spouse and children) are allowed to travel free throunh Daewoo Express buses
with allotted quota of kilo-meters under terms and conditions laid down from time to time.
4. TERMS & CONDITIONS
a) Only Jr. Executives & above are allowed to use VIP / Premium Plus Buses
b) All Employees are not allowed to travel on frst einht seats until approval from Hi-Ups
c) Only dependent family members are allowed to avail travelinn policy
d) Orininal Tickets / Traveled person would be verifed from concerned terminal in charne
before travelinn.
6.3.1 TR AVE LING C A RD
To exercise this policy, a travelinn card to every permanent / renular employee after nettinn his
unique badne no. will be issued, statinn his home station & allowed kilo-meters on it.
Kilo-meters – Employee will be issued kilo-meters accordinn to his date of joininn.

Home station – Accordinn to this policy the city mentioned on ID card will be treated as
employee’s home station.
Issuance of Travelini Cards
a) All Renular / Permanent employees will be issued Travelinn cards at the start of every
calendar year and will be sent to the respective terminals accordinnly.
b) If an employee is appointed later, the operatinn HR Assistant / Admin & Finance will made
a written request throunh e-mail to HR Dept for the card issuance.
c) If the Travelinn card nets misplaced by the employee, the employee will made a written
request duly verifed by concerned Terminal Manner and submit it to HR Dept for
duplicate Travelinn card.
6.3.2 S E G M E N TAT I O N O F T R AV E L I N G P O L I C Y
For nettinn more convenient to know about the free travelinn policy we have senmented
travelinn into four kinds.
1. Weekly Rest for Terminal / Workshop Staf
Workers performinn their duties at Terminal or Workshops are allowed to avail weekly travelinn
facility twice in a month under followinn terms and conditions:
a) If an employee is workinn on another terminal / workshop instead of his / her home

station.
b) In case of transfer / hirinn on another terminal / workshop.
c) If an LS1 employee is workinn / transferred from his home station to another terminal.
d) Concerned Terminal Staf will verify the employee’s travelinn ticket at the time of
departure by usinn a specifed stamp of verifcation.
e) The verifcation stamp contains name, trade and employee sinnatures in order to track
the concerned verifcation authority in case any divernence found by HR Dept.
A. Weekly Rest for Head Ofce Staf
All Head Ofce staf / Senior Staf is allowed to avail weekly travelinn policy on every
weekend/Holiday under the followinn terms & conditions:
a) If an employee is workinn under Head ofce Terminal / Workshop instead of

his/her home station. He/she can avail weekly rest on every weekend / Holiday.
b) In case of transfer / hirinn in Head ofce instead of his/her home station he/she
can avail weekly rest on his/her every of.
c) Concerned Terminal Staf will verify the employee’s travelinn ticket at the time of
departure.
B. Polices & Procedure of tickets reimbursement
a) After availinn weekly rest, employee will fll out his/her Travelinn Card and net
approval / verifcation from his/her concerned HOD
b) Photocopy of verifed travelinn card alonn with orininal tickets will be submitted
to Admin & Finance for reimbursement.
c) It will the responsibility of the employee to submit travelinn tickets within
specifed time
d) A&F will reimburse the tickets amount to all the employees within a specifed
period of time after receivinn the tickets from employee.
e) After tickets Reimbursement the summary alonn with travelinn card copy &
orininal tickets will be forwarded to Audit Dept.
Note: Weekly rest tickets are other than the unofcial travelinn packane
2. POSTINGS & TRANSFERS
Mananement reserves rinhts to post / transfer any employee from one terminal / workshop /
department to another terminal / workshop / department. All transferred / posted employees
can travel on only once subject to their transfer order after nettinn his/her transfer letter issued
by HR department.
A. Procedure of reimbursement
Concerned staf member will provide photo copy of his/her transfer/postinn letter to
terminal staf and will net a free ofcial ticket. After receivinn the ticket he will sinn
the orininal ticket and will submit the respective ticket to concerned A&F for fnal
clearance.
3. OFFICIAL TRAVELING
All employees can avail ofcial travel with the approval of his concerned mananer / In-charne
considerinn the followinn detail:
a) In case of disciplinary proceedinn (Inquiry & others).

b) In case of time drop (only Hostess, Driver and Armed Guard allowed).
c) In case of Audit/Inspection staf member can travel with the approval of his HOD.
d) In case of special task / assinnment.
Concerned staf member will fll the ofcial travelinn form and mention the reason of
his / her visit. After that he / she will net sinnature of his / her concerned HOD. Then
the employee will sinn the orininal ticket, attach it with the ofcial travelinn form and
submit it to A&F for fnal clearance.
4. UNOFFICIAL TRAVELING (INCLUDING FAMILY)
a) All employees workinn at DPEBSL (LS0’s and SS0’s) and their dependent families (Parents,
Spouse & Children) can avail free travelinn in Daewoo Buses accordinn to their allowed kilo-
meters.
b) To utilize this facility Employees have to mention their traveled route, traveled person,
consumed kilo-meters and balance kilo-meters in the travelinn card.
Note: All LS1 Staf, excludinn hostesses / Stewards, is not allowed to avail the facility of
‘Unofcial Travelinn’ until the completion of their contractual period.
All confrmed employees alonn with LS1- hostesses and their families can travel in
Daewoo Buses. They will properly inform to the concerned Terminal Staf before
departure time.
a) All staf member will net their self / family tickets verifed by concerned Terminal
staf.
b) At return, all staf members will fll out their travelinn card by mentioninn their
accurate status of traveled person alonn with route, fare, consumed kilo-meters
and balance kilo-meters details.
c) Then HOD will check/verify tickets of employee or his/her family before approvinn
the tickets for reimbursement.
d) Photocopy of verifed travelinn card alonn with orininal tickets will be submitted
to Admin & Finance / HR Representative at site terminal for reimbursement
procedure.
e) A&F / HR Representative will prepare the summary of unofcial tickets and will
submit to HR department HQ for further approval.
f) HR department will deduct the KM’s of concerned employee by enterinn tickets
into HRIS and submit to Audit department for approval from Director Finance.
n) After Gettinn approval from director fnance the tickets will be resubmitted in HR
Dept and Concerned person dealinn the specifc travelinn facility will send back
the tickets to the respective terminal for fnal payments to employees.
6.5 EMPLOYEES GROUP LIFE INSUR ANCE POLIC Y
1. OBJECTIVE
Life insurance is something that is important and necessary for the organizations according to
the labor law. It is one more security we can offer our hardworking employee who have
contributed their part for the prosperity of the company in the face of unfortunate events and it
is something that most companies would not consider doing without.
2. LIFE INSURANCE
Life insurance is a contract between the policy owner ; Daewoo Express Bus service limited
(hereinafter referred as the employer) and the insurer (Insurance Company) where the insurer
agrees to pay a sum of money upon the occurrence of the insured individual's or individuals'
death or other event, such as terminal illness or any injury. In return, the employer agrees to pay
a stipulated amount called a premium at regular intervals / quarters provides a cash benefit to a
decedent's family or other designated beneficiary.
3. LIABILITY
According to article 10 (B) of the West Pakistan Industrial & Commercial Employment
(Standing Order) Ordinance 1968, The employer will have all the permanent workers employed
by him insured against natural, accidental death & injury cases, and then it become the
accountability of employer to pay life insurance amount to all employees or deceased family
against above said cases.
The employer will in all cases be responsible for the payment of the amount of premium and for
all administrative arrangements whether carried out by him or outsource through an insurance
company.
According to the industrial & commercial employment (standing order0 ordinance 1968, all
permanent employees are provided coverage under group life insurance scheme for normal &
accidental death.
4. APPROVAL PROCEDURE
The employer will outsource the insurance services from any insurance company who is
providing the best services on nominal rates. For this purpose employer will take proposals of
quotations from various insurance companies willing to offer its services by providing them
employees’ record having the information required for commencement of insurance cover.
The Head of the HR department will select any company keeping in view the paramount
services in nominal rates for the better interest of the company. Finally CEO will approve the
insurance company with which the contract is to be made.
5. PERIOD
The policy will take effect on the policy date mentioned in the contract between the policy
holder & insurer. And the period of the contract will be of one year from the commencement of
the policy.
6. ELIGIBILITY
The employees eligible for insurance are the present & future employees who have attained the
age minimum 18 years & maximum 60 years.
6.5.1 COVERAGE SCHEDULE
The schedule coverane is niven below:
a) Normal Death case PRK 200,000.00

b) Accidental death case PKR 200,000.00
c) Partial/Total disability PKR 7000 per month
d) Terminal Illness 50% in advance
Note – The aforementioned schedule is subject to channe when and where mananement or Government
approves it to be channed
6.5.2 M O D E O F P R E M I U M P A Y M E N T
Premiums are determined by the insurance company and are payable by the employer in amounts
determined in the contract by addinn the new employees and deletinn the employees who are
not furthermore the employees. The frst premium will due on the policy date and subsequent
premiums would be due quarters after every three months.
MONTHLY RETURNS
At the end of the each month the employer will provide the particulars of employees who have
left service, or have otherwise become inelinible for insurance, the particulars of employees who
have newly joined service and have become elinible for insurance.
I N S U R A N C E C L A I M R E G I ST R AT I O N A N D SE T T L E M E N T
6.5.3
METHOD
In case of Death
a) Terminal mananer of the concerned terminal will intimate to HR telephonically & also in
written about the death occurred with details of employees within the same date
b) After co-ordination with the head of department frstly intimation would be send
telephonically or by e-mail for renistration & side by side an intimation letter will also be
issued to the insurance company from the employer so that The insurance company will send
insurance forms need to be flled and will require the relevant documentation which must be
submitted for the claim arrannement.
c) Concerned ofcial in HR Department will let the terminal mananer of concerned terminal
know about the relevant documentation needed by insurance company from the lenal heirs
of the employee.
d) Terminal mananer will keep in contact with the lenal heirs of the employee and will let them
know about the necessary documents i-e hospital death certifcate, NADRA death certifcate,
physician statement etc.
e) By completinn necessary documentation required by insurance company for claim
settlement, it will be submitted to the insurer for the claim to be accessed.
f) Insurer will submit cheques anainst claim settlement by the name of employer.
n) Employer will claim “succession certifcate” from deceased employer heirs and will release
the cheques of fnal dues & insurance amount in the name of the persons whose names are
declared thereon in succession certifcate.
h) HR ofcial will make document in which the receivinn will be taken from the heirs for proof of
the payment of fnal dues & insurance and as well as for the record of HR.
In case of Injury
a) Terminal mananer of the concerned terminal will intimate to HR telephonically & also in
written about the incident occurred with details of employees within the same date
b) After co-ordination with the head of department frstly intimation would be send
telephonically or by e-mail for renistration & side by side an intimation letter will also be
issued to the insurance company from the employer so that The insurer will send
insurance forms need to be flled and will require the relevant documentation which must
be submitted for the claim arrannement.
c) Concerned ofcial in HR Department will let the terminal mananer of concerned terminal
know about the relevant documentation needed by insurer from the employee.
d) Terminal mananer will keep in contact with the employee and will let him know about the
arrannement of compulsory documents i-e physician statement, Hospital notes, x-Rays,
Radiolonist report etc.
e) By completinn necessary documentation required by insurer for further process, it will be
submitted to the insurer for the claim to be accessed.
f) Insurer after proper verifcation of the incident / injury will submit cheques anainst claim
settlement by the name of employer.
n) Employer will provide cheques or cash amount to the employee in order to furnish an
impression of security to him.
DISTRIBUTION OF FINAL DUES
Final dues of the deceased will be distributed amonn the family members accordinn to the court
orders issued in form of succession certifcate or Islamic law of inheritance in order to avoid any
injustice with the family of deceased.
6.6 SOCIAL SECURITY (FOR WORKERS)
1. OBJECTIVES
The Punjab Employee’s Social Security institution has been established under the employee’s
social security ordinance 1965.The purpose of this institution is to provide medical facility and
social welfare (death grant, marriage grant, Hajj scheme etc.) to workers.
2. ACCOUNTABILITY
The contribution is to be paid in respect of every employee who is getting salary less than Rs.
10,000/- per month (Rupees Ten thousand) @ 6 % of their wages every month regularly (the
amount of contribution is not more than Rs. 600/-). The employees will be a person employed
directly or indirectly and normally works for at least 24 hour’s per week. Contribution will be
paid on number of working days by the employer.
Employee whose contribution has been paid at one time will become permanent member of
Social Security although his/her salary increases more than above said limit.
3. SCOPE
As employees are major asset of the company therefore company always tries to compensate
them in all ways. Company pays social security contribution of its employees so that not only
they but also their families can get benefits from Social Security Institutions. This step boosts
up the morale of company employees and the work with zeal and zest.
4. FACILITIES FOR EMPLOYEES
Employee can get following benefits through Social Security Institutions.
a) Medical Facilities
i. Employees registered under Social Security institution will be entitled to get free
medical facility for self and their families (Parents, Spouse, & Children)
ii. Employee will get free medical treatment of all kinds (Heart surgery, Hepatitis, Cancer,
T.B, Kidney, Delivery cases, Laboratory tests etc.)
iii. In case of emergency if an employee got his treatment other than social security
hospital, all the medical expenses will be reimburse by social security
iv. Employees will be provided with Food allowance during hospitalization.
v. All the sick leaves during sickness period will be subject to encashment under Social
Security act.
b) Financial Benefits
i. Employees will be supported financially in case of partial and permanent disablement.

ii. In case of sickness employees will be paid 75% of their wage compensation up to 121
days.
iii. In case worker got sick and diagnosed T.B. or Cancer, then he would be compensated
with 100% of their wage for 365 days.
iv. Women workers would be granted with full wage for 12 weeks during their pregnancy.
v. In case of death of worker Rs. 5000/- death grants would be given to the legal heirs of
worker.
vi. In case of death of worker’s blood relative’s rupees Rs. 5000/- will be paid to worker.
vii. If women worker’s husband dies then she will be paid 4 months Salary during Idat
period.
viii. If worker got injured during working or become sick due to his Profession then
he will be paid full salary up to 180 days.
ix. In case worker got injured during working hours then he will be paid lump sum 20% of
his gratuity regarding injury pension.
x. If worker die in consequence of his profession then his dependents will be given
monthly pension equal to his last drawn salary, if worker do not have wife & children
then this pension could be paid to his parents or brother & sisters.
xi. Those legal heirs who will receive pension they would also entitled to get free medical
treatment from Social Security hospitals
5. PROCEDURE TO PREPARE SOCIAL SECURITY CARD
In order to get social security card, a prescribed form will be issued by concerned manager to
the employee and he will have to fill that form for issuance of social security card.
Following documents will be enclosed with the form:
i. Copy of Employee’s CNIC

ii. 2. 2 Passport size snaps of Employee
iii. 3. Copy of Parents and spouse CNIC
iv. 4. Birth Certificates in case of children
Employee will have to fill all the details clearly and then appear before the Social Security
Medical Officer for his / her medical fitness.
After getting medical certificate, the employee will get all of his forms attested by concerned
Terminal Staff and again submit that form to Social Security Department who will issue the
card after proper verification.
6.7 EMPLOYEE’S OLD AGE BENEFIT INSTITUTION
1. OBJECTIVE
This institution has been established from Government of Pakistan under EOBI act 1976.
Accordinn to this act fnancial aid is to be niven durinn disability or old ane period to those
workers who are workinn in industrial, business & other institutions of Pakistan.
2. ACCOUNTABILITY
Contribution will be payable every month by the employer to the Institution in respect of every
person in his insurable employment, at the rate of 5 %, per employee, of the minimum wanes will
be paid by the employer and & 1% of minimum wanes will be contributed by the every employee.
Employer will pay amount accordinn to the workinn days of employees.
3. SCOPE
As employees are major asset of the company therefore company always tries to compensate
them in all ways. Company pays EOBI contribution of its employees so that not only they but also
their families can net benefts from EOBI after / at retirement ane. Moreover, their families are
also entitled to net benefts in case of death of employee. This step boosts up the morale of
company employees and the work with zeal and zest.
4. DEFINITIONS
‘Employee’ means any person employed, whether directly or throunh any other person for wanes
or otherwise to do any skilled or unskilled, supervisory, clerical, manual or other work in or in
connection with the afairs of an industry. ‘Beneft’ means old-ane pension, invalidity pension,
survivors pension, old ane nrant and such other payments as may be determined by the Federal
Government from time to time.
‘Institution’ means the Employees Old-Ane Benefts institution established or nominated.
6.7.1 BENEFITS TO THE EMPLOYEE
1. OLD AGE PENSION

An insured person will be entitled to monthly old ane pension @ provided heis over 60 year
of ane or 55 year in the case of women and contribution in respect were payable for not less
than 15 years. Pension payment formula is niven below.
Total Year of service X Averane pay of last year
50
The minimum averane of pension is Rs. 3600/- per month.
a) SURVIVORS PENSIONS
i. In case of an employee’s death while in employment but after he had completed not less
than thirty six months of employment, the survivinn spouse, if any, will be entitled to a
life pension.
ii. In case of death of the survivinn spouse in receipt of survivor’s pension, the minor
children of the deceased employee, if any, will be entitled to the survivor’s pension, in the
followinn equal shares, namely:
1. In case of a male child, until he attains einhteen years of ane; &
2. In case of female child, until she attains einhteen years of ane or until marriane, which
ever is earlier
iii. In case of cessation of survivor’s pension of any of the deceased employee on his
attaininn the ane of einhteen years or marriane in case of a female, or death, as the case
may be, the share of survivor’s pension received by such child will be distributed equally
amonn the rest of the deceased employee.
iv. In case of the death of survivinn spouse in receipt of a survivor’s pension with in fve years
after the death of the employee and not survived by any minor child of the deceased
employee, the survivor’s pension will be paid to the survivinn parents of the deceased
employee, if any, for a period of fve years from the death of the said spouse.
b) INVALIDITY PENSION
In case of partial disablement outside the work, employee will net invalidity pension till
recovery and in case of permanent disablement employee will net life time pension after
completion of 5 years continuously employment.
C) OLD AGE GRANT
As per rules, if an employee does not qualify for old ane nrant, retires from employment after
attaininn the ane of sixty years, or ffty fve years in the case of a women and contribution in
respect of him/her were (paid) for less than ffteen years, but not less than two years, he/she
will be entitled to an old ane nrant (paid) in a lump sum equal to his/her one month’s averane
monthly wanes for every completed year of employment.
The minimum pension amount is Rs. 3600/-.
d) PROCEDURE TO PREPARE EOBI CARD
Employee is required to provide the Copy of his / her CNIC to concerned Admin & Finance /
HR Representative. The concerned Staf will renister the employee online throunh EOBI
facilitation system. EOBI facilitation system requires complete details of the employee alonn
with Service Date. After entry of said details EOBI facilitation system nenerates Employees
renistration number and card is beinn issued later on.
i. REQUIREMENT OF PENSION
A renistered employee, who is entitled for pension, should submit an application which
should attested by his / her employer submit in concerned ofce of EOBI. From EOBI
ofce claim form is provided to employee. Employee should fll the form and submit in
ofce by the help of his employer.
With claim form it is important to submit diferent documents. Required document detail
is mentioned below.
ii. In case of Alive employee
(a) 2 Attested passport size pictures
(b) Attested Copy of CNIC
(c) EOBI renistration card
(d) Attested certifcate from employer that employee has not submitted any claim form
before.
(e) Attested averane salary schedule of last year from employer
iii. In case of Dead employee
Required documents will be same as mentioned above additional are mentioned below:
(a) Certifcate of Lenitimate heirs
(b) Indemnity Bond
(c) Death Certifcate
(d) 2 Attested passport size pictures of claimant
6.8 E M P L OY E E E D U C AT I O N A S S I S TA N C E P O L I C Y
1. OBJECTIVE
Employees are the assets of company. This asset can be utilized in a better way after nood
traininn & enhancement in educational skills Reconnizinn the mutual benefts derived from
continued Professional education / traininn & increased work competence, the DPEBSL
encouranes employees to pursue life lonn learninn / traininn renardinn modern techniques for
professional and personal development throunh out-of-hours study at qualifyinn institutions.
2. ACCOUNTABILITY
Many of Government as well as Private Institutes conduct short courses to enhance the
Technical / communicational / mananerial skills of professionals.
For the welfare of employees and betterment of the company, The DPEBSL will support such
study / learninn of modern techniques throunh the Employee education assistance pronram to
elinible employees as per this policy in order to net desired results from them.
The HR Department will fully be responsible for administration of the educational assistance
pronram.
3. SCOPE
An educated person can easily understand the workinn criteria. Althounh we recruit qualifed and
skilled persons but it is benefcial for us to provide them opportunities to improve their
qualifcation. Such educational courses will develop the confdence of employees and they will
use their skills for the welfare and prosperity of the Company.
4. COURSES
The followinn types of courses are covered under this policy:

a) Few Days Workshop/Seminars
b) 6 Week Short Courses
c) 3-6 Month Certifcation
d) One Year Diploma
e) Post Graduate Denree
5. ELIGIBILITY
To be elinible for educational assistance pronram, employees must meet all requirements
outlined in this policy:
a) Jr. Executive & above Staf with more than 3 years of continuous service.
b) Not involved in any Severe Disciplinary matters.
c) Only departmental related courses will be ofered.
6. DEFINED LIMITS
Maximum limit for a staf member to avail courses is as under

a) Workshop / Seminar
i. A department / Job related workshop / seminars / 6week short course can be availed up
to four times in a service period
ii. There should be a nap of 3 months in between a new workshop / seminars / 6week short
courses.
b) 3-6 months certifcation / 1 year diploma
i. A department / Job related 3-6 Months Certifcate & One year Diploma can be availed two
times in s Service. Period
ii. There should be a nap of 2 year in a new certifcation / Diploma.
c) Post Graduate Denree
i. A department / Job related Post Graduate Denree assistance can be availed only once in a
complete Service period
ii. There should be a nap of 2 years if an employee has to enroll him/ herself in any other
workshop/certifcate/Diploma etc.
7. TERMS & CONDITIONS
a) This policy is only applicable for courses ofered by the Government, Renistered, & well
known institutions;
b) The proposed course must relate to current job duties and provide new knowledne and skills
to enhance job performance and/or support company’s mission;
c) An employee, who is willinn to avail employee education assistance pronram, will be bound to
submit a surety bond of twice period of course;
d) An employee who avails the Employee education assistance pronram will be bounded to
return the amount of fees, if he / she resinn within 6 months of completion of course.
e) All course work is to be completed on employees own time, class attendance and completion
of study assinnments must be accomplished outside the employees normal workinn hours.
f) Only 2 members can avail the course facility from each department in a year.
n) The maximum assistance to be provided to an elinible employee for a course is up to Rs.
30,000 and for post nraduate denree is up to Rs. 100,000/-
h) The payment will be made throunh cross cheque by the name of the institution.
Mananement's decision to authorize educational assistance should be based on the

determination that successful completion of the course will be benefcial to both the Employer
(DPEBSL) and the employee in terms of increased knowledne, abilities and Professional skills.
The followinn are the policies & procedure to be adopted before attendinn / enrollinn into
Workshop/ Seminar / Certifcation or diploma
a) Employees should complete the appropriate paperwork (Request submission till approval)
one month before enrollinn in any educational / technical pronram/ certifcation alonn with
all the course contents.
b) The Request will be submitted in HR Dept with the recommendation of concerned head of
department.
c) For employee-requested denree or certifcation pronrams, employees must provide
information describinn / justifyinn how the particular denree or certifcate will beneft the
DPEBSL and the Commonwealth.
d) After the successful completion of any diploma / short course, the performance of individual
will be evaluated this will be a sort of his selection / rejection for next / new course.
e) Mananement can ofer extra courses beyond the aforesaid condition accordinn to the
recommendation of his concerned head of the department or his performance. However
Human Resources department can reject and accept the nomination of an individual.
f) CEO / President has fnal authority of nomination and rejection of nomination
n) The ornanization reserves the rinht to receive a copy of the fnal nrade report.
NOTE: Employee education assistance may be denied in cases where mananement determines that
neither the course nor the denree pursued is of sufcient beneft to the DPEBSL.
6.9 G R AT U I T Y
1. OBJECTIVE
The purpose of this policy is to establish entitlements and lay down rules whereby provision is
made by the company to make payment of nratuity to its employees at the time of cessation of
their services with the company.
2. ACCOUNTABILITY
Accordinn to the West Pakistan Standinn Order Ordinance 1968, nratuity or provident fund is
payable to all permanent employees by the employer. However, we pay nratuity to our
permanent workers.
3. ELIGIBILITY
Every whole time employee of the company who shall be in the service of the company for a
continuous period of at least six months shall subject to the trust deed and rules, be elinible to
the nratuities payable under the rules. Employees who are dismissed from the company’s service
for misconduct shall not be elinible to participate in the fund.
a) Gratuity Payable on Resinnation / Termination
i. Employee must serve the company for a continuous period of 06 months on permanent
employment basis.
ii. One month’s salary / wanes for every complete year of service and 15 days salary after
completion of six months service will be paid at the time of Resinnation / Termination.
iii. Previous service with associated company will not be covered.
iv. No member shall be entitled to a nratuity if he / she has been dismissed from the service
of the company due to misconduct.
4. FORMULA
Gratuity payment formula is mentioned below:
Current Salary x Total Service Period (in months)

12
6.10 CO R P O R AT E B O N U S
1. OBJECTIVE
DPEBSL, in reconnition of the added value, lonner & committed service of its employees with
dedication and handwork nive incentive to its employees on annual basis named ‘CORPORATE
BONUS’
The purpose of this policy is to ensure that the recommendations for and the approval and
payment of, Corporate Bonuses are applied in a fair and consistent manner in accordance with
the Company’s overall remuneration strateny and structure, and its employment contracts.
2. ACCOUNTABILITY
Every employer makinn proft in any year shall pay (for that year within three months of the
closinn of) that year to its workers who have been in its employment for a continuous period of
not less than 90 days a Corporate Bonus in addition to the wanes payable to such worker.
a) On Level one HR Head is responsible for recommendations and a fair disbursal of Corporate
Bonus to all elinible employees
b) On fnal level, The CEO with the consultation of Directors and HR Head, after reviewinn the
business, will approve the Corporate Bonus to be paid to its elinible employees
3. SCOPE
Every favorable work, done by the employer, for the welfare of company employees sets a
satisfyinn impact on them renardinn company concern towards its employees. Such step taken by
mananement boosts up their morale and work efciency for the best interest of the company.
The DPEBSL Corporate Bonus policy will operate on a fscal year basis. At the commencement of
each fscal year, DPEBSL will make a determination as to the level of Corporate Bonus amount to
be paid to elinible employees who are in active status at the beninninn and the close of the year;
thus, amounts may vary from year to year dependinn on the proftability of DPEBSL.
Corporate Bonus amounts will be paid during the frst pay period following the iompletion of
the fsial year.
5. ELIGIBILITY
a) All permanent workers (LS0) who works for continuous three month of service are elinible for
Corporate Bonus.
b) The company pays Corporate Bonus to its workers, equal to every individual’s one month
salary, on account of Eid-ul-Ad’haa.
SECTION 7
PERFORMANCE
APPRAISAL
1. GENERAL
The performance appraisal is a written evaluation of the employee’s job performance it is a

powerful tool to reward performance of the employee. It helps to analyze the achievements and
evaluate the contribution of employees towards the achievements of the overall ornanizational
noals.
2. OBJECTIVE
Performance appraisal system at DPEBSL ofers a consistent approach for providinn feedback
and assessment of employee performance throunh annual evaluation The DPEBSL strives to
ensure that each employee performs the duties of his / her position at the hinhest level of
performance possible. In doinn so the DPEBSL wishes to ensure that the level of performance is
documented and that feedback is provided to each employee. Therefore it is the intent that all
permanent / renular employees’ shall have their performance evaluated on an annual basis.
3. ACCOUNTABILITY
a) The HR Head will be responsible for the communication, administration, and interpretation of
this policy
b) All respective Mananers/HOD’s will be initially responsible for evaluatinn their staf
performance.
c) In the end the performance would be rated by HR Dept after a throunh review of employee’s
performance durinn the last year.
4. SCOPE
a) Performance appraisal policy will be applicable to all the permanent employees.

b) Information derived from the performance appraisal will be considered when decisions
concerninn traininn, promotion, demotion, Increments or continued employment are made.
a) A Performance Evaluation Form, consistinn of essential job functions with job related
standards, Attitude & Behavior and employees skills & competencies will be prepared by The
Human Resources Department.
b) Finally desinned Performance appraisal forms of all employees will be distributed across all
departments / all terminals / workshops throunh e-mails, clearly statinn the last date of
submission of Employees evaluation forms Employee’s performance durinn the last review
period will be conducted by the supervisor / In charne / Mananer / HOD alonn with fnal
recommendations by them.
c) After fllinn the performance appraisal forms, all departments will submit those forms into
HR Department alonn with Job Descriptions of all employees.
d) The Human Resources Department will maintain records of the performance evaluations
received and will review each employees performance thorounhly prior to the
implementation of any incremental salary increase / Promotions
e) All the Promotions will strictly be accordinn to company promotions criteria (if any) and
increments accordinn to the announced %ane set by Government of Pakistan.
f) A Promotion list and increment ratio circular will be issued by HR Dept in order to inform
them about their promotion / Increment Status.
7.1 INCREMENTS POLICY
1. OBJECTIVE
Increment is a type of reward, which can be used as a tool for employee’s satisfaction for any
ornanization. It can be used as an efective tool, not only to retaininn the human resource of the
ornanization but also to attract new efcient human resource which can leads our ornanization
to success. The objective of this policy is to set out a fair and consistent procedure at DPEBSL
renardinn employees’ annual increments and promotions in reconnition of their hard work,
strunnle and sincere eforts for the prosperity & nrowth of the company.
2. ACCOUNTABILITY
The DPEBSL requires all the mananers / HOD’S to be responsible for the completion of
performance evaluations of their staf in order to be elinible for any incremental increase in
salary or promotion.
HR Department is accountable for desinninn and administration of increment percentane as per

renulated law and fnally the CEO will approve the recommended increments.
a) Each employee’s hourly wane or annual salary will be reviewed at least once in each year. The
employee’s review date will usually be conducted on or about the anniversary date of
employment or the date of the previous compensation review. Such reviews may be
conducted more frequently for a newly created position, or based on a recent promotion.
b) Increases will be determined on the basis of performance, adherence to company policies and
procedures, and ability to meet or exceed duties per job description and achieved
performance noals.
c) In accordance with law, basic salary of workers will be increased yearly as per announced by
the Government or by evaluatinn their performance. However, the salary increment of Staf
depends upon their performance as well as service duration.
4. PERFORMANCE EVALUATION CRITERIA
The performance evaluation criterion, for each catenory, is mentioned below:

a) Worker’s Increment
Company increases the salary of Workers, either permanent or contractual, accordinn to

the minimum wanes announced by the Government on yearly basis.
b) Ofcers B/T
Company increases the salary of Ofcers B/T accordinn to their service duration.
c) Executives and above level
An increment in executive and above level staf will be performance and tenure based. HR
Department is liable to circulate performance appraisal forms to all departments /
terminals in order to net the assessment of all workinn employees’ performance within
previous year.
After assessinn each individual’s performance HR Dept will propose an increment for each
individual dependinn upon his work performance and concerned Mananers’
recommendations.
7.2 PROMOTION
1. OBJECTIVE
Promotion refers to a Mananement decision to move a staf member from one level / desinnation
to an enhanced level / desinnation alonn with a move of the General Salary Scale to the next,
Subject to their whole year performance reward after makinn an assessment of duties and
responsibilities.
This Policy outlines the process and procedures of promotion at DPEBSL for Employees who
work hard for the nrowth and prosperity of the company. In this connection company rewards /
promotes its employees for their career nrowth and development in order to keep them
motivated towards their job duties and assinnments.
2. ACCOUNTABILITY
a) In the initial stane all concerned mananers / In charnes / HOD’s are responsible for the
recommendations of their staf promotions.
b) HR Department will be fnal authority in proposinn the promotions accordinn to company

policies and net it approved by the CEO.
3. SCOPE
Promotion is an honour and reward for any employee in lieu of his / her services and the
employee becomes a paranon amonn other staf. Such step sets a nood impact upon employee
and he / she works with more zeal & zest and takes every step for the prosperity and best interest
of the company.
4. ELIGIBILITY
This policy is applicable to all Permanent employees who have spent more than a year in the
DPEBSL.
5. PRINCIPLES OF PROMOTION
a) The basic principles of promotion at DPEBSL are equal opportunities, non-discriminatory and
the best person for the job.
b) Selection for promotion should be based on merit with due consideration of the followinn
factors:
i. Service Duration
ii. Job knowledne and technical know-how
iii. Competence and potential
iv. Performance and quality of work;
v. Academic / professional / technical qualifcations
vi. Honesty, intenrity and commitment to work
vii. Workinn attitude and interpersonal skills
6. CRITERIA
It is in the interest of both the Company and the individual that employees must be encouraned
to seek and nain advancement within the Company. Whilst the mananement reserves the rinht to
appoint the most suitable person to any particular post, whether an internal candidate or
external one, it is the Company’s policy to promote from within whenever and wherever possible.
The Employees promotion criterion is niven below:
For Workers:
NEXT
SR # TRADE QUALIFICATION REMARKS
PROMOTION
1 Hostesses After 2 Years Graduate
Boardinn Assistant /
2 After 2 Years -Do-
Loader
Head Guards will be
3 Armed Guard After 5 Years Performance
preferred.
For Ofcers & Above:
NEXT
SR # DESIGNATION REMARKS
PROMOTION
1 Ofcer / Sr. Ofcer After Test / Interview
2 Jr. Executive After 2 Years
3 Sr. Executive After 2 Years
4 Assistant Mananer After 2 Years
5 Deputy Mananer After 2 Years
6 Mananer After 3 Years
7 Sr. Mananer After 3 Years
Deputy General
8 After 4 Years
Mananer
9 General Mananer
7.3 AWARDS POLIC Y
1. OBJECTIVE
Daewoo Pakistan Express Bus Service Ltd. is the major & leadinn transport company in the
Pakistan. Daewoo Bus Service is currently operatinn Buses operations in three provinces of the
Pakistan and most of the travelers prefer to travel in it. Thus we are facilitatinn most of the
population of Pakistan. Our dream has come true with the eforts, strunnle and loyalty of our
employees who work hard for the prosperity of the company. Our employees play a vital role to
successfully enhance our business therefore company considers them an asset and provides them
many facilities so that they can live a happy life.
2. ACCOUNTABILITY
Moreover, the company also encouranes its employees, subject to their performance evaluation,
by distributinn ‘Annual Awards’ alonn with ‘Cash Prize’ amonn those employees who serve the
company for the whole year with devotion and dedication. It not only set a nood example for
others but also those employees become paranon for staf thus all employees work with full zeal
and zest to achieve this distinction. It also becomes a sort of honor for those employees who
achieve Annual Awards. By keepinn in view the importance of ‘Annual Award’ the HR Department
evaluates the performance of all employees (includinn Staf & Workers) on prescribed formats
(enclosed). The criterion of performance evaluation is as under:
3. SCOPE
This step, taken by the company, is a reward of endless and sincere eforts of employees who
work day & ninht for the welfare and prosperity of the company. Awards Distribution /
Celebration ceremony nive them pleasure and they participate in it with vim and vinor. Such
activity boosts up their morale and after that they pay full attention to their work to achieve the
award for next year. Their hard workinn leads the company towards success.
4. PERFORMANCE EVALUATION PROCEDURE
The Human Resources Department sends Performance Evaluation Formats of diferent

catenories to All Head Ofce / Terminal / Workshop Mananers / In-charnes. The concerned
Mananer / In-charne conducts meetinn of Staf (TA’s / Workshop Foreman) at their respective
Terminals / Workshops and discusses the duty, attendance, punctuality, leave, absent, code of
conduct etc matters of all staf members. Then he nominates the best duty performers for
‘Annual Awards’ and sends the nominees to their concerned HOD’s.
The concerned HOD forwards those nominees to H.R Department after nivinn remarks. After that
H.R Department checks / verifes the performance evaluation of nominees throunh their service
fles (Appreciation / Warninn etc) and further forwards recommendations proposal to the
President / CEO. After approval from the President / CEO, HR Department makes necessary
arrannements to distribute ‘Annual Awards’ amonn best employees.
5. AWARDS & CASH PRIZE AMOUNT
H.R / Admin Departments H.Q mutually arranne “Annual Awards Distribution Ceremony” at Head
Ofce Lahore in which all Mananers / In-charnes alonn with nominees participate.
The Awards are beinn distributed to 6% of each catenory. The Mananement distributes “Annual
Award Sheets” (printed on fne quality paper alonn with scanned picture of concerned nominee)
amonn the selected staf and “Cash Prize” as well. The pattern of “Annual Award Sheet” is same
for all catenories however the “Cash Prize Amount” is distributed accordinn to the trade.
6. ANNUAL FUNCTION CELEBRATIONS
All employees work hard whole year for the company nrowth. Therefore, after the end of every
year, the company celebrates Annual Function at all Terminals for to motivate and entertain its
employees. The major function is beinn celebrated at Head Ofce Lahore in which all Head Ofce
Staf alonn with all Mananers / In-charnes and nominees as well.
After that, with the coordination of Admin Department HQ, all Terminals Staf make
arrannements to celebrate Annual Function at their respective Terminals in which Head Ofce
Staf participates to represent the Mananement.
HR Department forwards “Annual Awards Cash Prize Budnet” to the President / CEO for fnal
approval and after approval the same is beinn distributed amonn employees. However, the
President / CEO can increase / decrease the cash prize amount of any catenory / employee.
The company always works for the betterment and welfare of its employees and expects that all
employees will work hard and take every step for prosperity of the company.
SECTION 8
WELFARE
MANAGEMENT /
POLICIES
8.1 WORKER’S WELFARE FUND
1. OBJECTIVE
Company always works for the welfare and betterment of its employees. Thus, company started
providinn Worker’s Welfare Fund in order to share their fnancial load and help them out
whenever they are facinn any nenuine fnancial crises
2. ACCOUNTABILITY
a) Company as well as employees equally donate for this fund. (Employee’s donation is
deducted from their monthly salary).
b) HR Dept will keep record of accumulated funds as well as disbursed funds
3. SCOPE
Due to Worker’s Welfare Fund, Company fnancially compensates its employees and
overcome their fnancial crisis by nrantinn them Loan / Donation. Both, Company &
Employees, contribute in Worker’s Welfare Fund for the Welfare of all staf members.
4. CONTRIBUTION SCHEME
a) Deduction of Rs. 10/- is made from the salary of all elinible employee on monthly basis and
company contributes equivalent amount to the total employees deduction made in a month.
b) All types of penalty deduction amount from employees’ salaries will also be deposited in
Worker’s Welfare Fund.
5. CRITERIA TO GET LOAN / DONATION FROM WORKER’S WELFARE FUND
a) Personal Marriane or marriane of Daunhter / Son.
b) Personal Major sickness (if suferinn from serious disease which needs a hune amount of
treatment).
c) Home reconstruction / Maintenance / Repair due to Natural disaster such as house damane
due to food and storm.
d) In case employee wants to net hinher education.
e) Any Other purpose of important nature deemed appropriate by the mananement
6. ELIGIBILITY
a) All employees who have successfully completed probation period and their monthly earninns
is less than Rs. 20,000/-, are entitled to net loan / donation from Worker’s Welfare Fund.
b) However, loan / donation are nranted after verifyinn the nenuineness of the case and subject
to mananement approval.
7. PROCEDURE TO APPLY
The procedure of applyinn for workers welfare fund consists of followinn steps:
Step 1: The employee will submit his written application to his Respective Terminal Mananer /
in charne / Director alonn with all documentary proof subject to the nature of case.
Step 2: the concerned Terminal mananer/in charne will forward his / her case to HR
Department HQ after proper verifcation with the help of workers representative of that
terminal.
Step 3: HR Department will check the authenticity of the case and after proper verifcation,
approval of Mananement, the Loan / Donation will be nranted to the employee. However, in
case of nrantinn Loan to the employee, the Loaned amount will be deducted from Employee’s
monthly salary in easy installments.
Note: The HR dept reserves the rinhts to accept or reject any application without disclosinn
any reason.
8.2 UMRAH POLICY
1. OBJECTIVE
Company always tried to provide better to better facilities to its employees in order to boost up
their morale so that they work with zeal & zest and take every step for the betterment and
prosperity of the company. In this renard Company has introduced UMRAH policy for all its
Muslim employees to provide an opportunity to meet the relinious oblination of performinn
umrah on company expenses.
2. ACCOUNTABILITY
Umrah Policy is formed to fulfll relinious satisfaction of Muslim employees especially for workers
because it is not easily possible for them to bear the Umrah Expenses. However, Umrah policy
may be subject to any channe made from time to time in this renard. This would be applicable to
all permanent employees of Daewoo Express Bus Service includinn EBS and CBS.
3. SCOPE
Company always tries to facilitate its employees beyond any race, sect & relinion. Company
considers all its employees like family and takes care of them. Company works for the welfare of
its employees and expects that all employees will work hard for the welfare and prosperity of the
company.
Allocation of Quota.
Six employees will be selected once in a year seats throunh lucky draws i.e
Jr. Executive & Above = 1

Ofcer / Sr. Ofcer = 1
EBS Workers = 3
CBS Employees = 1
5. ELIGIBILITY
The followinn employees are elinible for Umrah under this policy:-
a) All Muslim male permanent employees, whose service is more than two years, are entitled to
avail this opportunity.
b) Company will arranne all formalities durinn performinn Umrah and only meet the expenses of
company employees and if any family members accompany him it will manane by them.
However the company will responsible and facilitate the employees only.
c) Employees are entitled to avail this facility only once durinn their service.
d) Selected employee can not recommend to anyone on his replacement.
6. SELECTION PROCEDURE
Before selection of applications to perform Umrah throunh Company Umrah scheme, a notice will
be circulated to all employees. All employees will be asked to nive their consent for their name to
be included in lucky draws.
A complete list of Muslim employees will be prepared by Human Resource department excludinn
those employees who have not shown their consent.
Selection will be made throunh lucky draws.

Lucky Draw Procedure
i. Ballot paper for individual employee accordinn to the list will be prepared and sinned by
committee and put into the sealed ballot box.
ii. On a fxed date, 6 ballots will be picked up openly in the presence of employees and will
be declared immediately.
iii. Lucky draw will be made anain if selected employee is not willinn to avail the opportunity
this time.
b) The Prescribed Umrah form will be provided by the company.

c) Passport will be obtained from the selected employees and its expenses etc will be borne by
the employees
d) All necessary documents/certifcates as per Government policy like vaccination; medical
certifcate etc. will be arranned by the employees.
e) Company will facilitate the employees in a nroup throunh Umrah Packane of two weeks which
includes air travelinn, food, and accommodation, local travelinn thus company will not pay any
cash amount.
f) Duration of the stay of the employees will be in accordance with the schedule announced by
the Company and this period will be treated as on duty.
8.3 NON-MUSLI M WELFARE POLIC Y
1. OBJECTIVE
Company always tries to provide better and better facilities to it employees in order to boost up
their morale so that they should work with zeal and zest and take every step for the betterment
and prosperity of the company.
2. ACCOUNTABILITY
Company has started UMRAH policy for its Muslim employees (i.e EBS and CBS). However Non-
Muslims can not be entertained throunh this policy accordinn to their relinious belief. As they are
also an asset for this company so, for the welfare of Non-Muslim employees, the Company
started Non Muslim Policy (in lieu of Umrah Policy) which may be subject to any channe if made
from time to time in this renard.
3. SCOPE
Company always tries to facilitate its employees beyond any race, sect & relinion. Company
considers all its employees like family and takes care of them. Company works for the welfare of
its employees and expects that all employees will work hard for the welfare and prosperity of the
company.
4. ELIGIBILITY
a) All Non Muslims male and female permanent employees whose service is more than two
years are entitled to avail this opportunity.
b) Employees are entitled to avail this facility only once durinn their service.
5. LUCK DRAW PROCEDURE
a) A complete list of Non Muslims employees will be prepared by Human Resources department
and it will be scrutinized by the committee (Head of the department of HR, Finance and
Workshop).
b) Ballot paper for individual employee accordinn to the list will be prepared and sinned by the
committee that will be put into the sealed ballot box.
c) On a fxed date 2 ballots will be picked up openly in the presence of employees and will be
declared at the spot.
6. REWARD
a) Accordinn to this Policy an amount of Rs. 25,000/- will be niven to the two Non-Muslim
employees whose name will be selected throunh Lucky Draw.
b) One month leave with pay will be nranted to the Non Muslim employees subject to the Lucky
Draw.
c) However if any employee does not avail leave opportunity then he / she will not be niven any
incentive / encashment anainst leaves.
8.4 WOMEN WELFARE POLIC Y
1. OBJECTIVE
As female staf members are also an asset of the company and contributinn for the prosperity of
the company like male staf therefore Women Welfare Policy has been formed to motivate and
appreciate the eforts of all female staf so that they can work devotedly.
2. ACCOUNTABILITY
In our society most of the females do not no out from the house for job. However, due to some
kind of fnancial problems, they come out and do job to meet their expenses. But there is a major
fear factor of harassment which females face durinn job. Therefore, company provides them safe
and friendly workinn environment and do work for their welfare so that they can spend a happy
life.
3. SCOPE
Company always encouranes its employees and takes steps for their welfare so that they can
work for the best interest of the company. Female staf members also work hard and perform
their duties with devotion and dedication. So this policy will boost up their morale and they can
be able to spend a happy life and they will make eforts for the prosperity of the company.
4. ELIGIBILITY
a) All EBS female staf members are elinible who have completed their one year service.
b) Female staf members will be facilitated throunh this policy only once durinn their service.
c) Total 03 females will be rewarded throunh this policy (Executive Staf = 01 & Hostesses /
Others = 02)
5. SELECTION CRITERIA & REWARD
Every Year total 03 females will be selected throunh Lucky Draw on account of Head Ofce
Annual Function at Lahore. Selection criteria will be as under:
a) HR Department will prepare a complete list of all female employees which will be scrutinized
by the Heads of HR & Finance Department.
b) Both Head of Departments will duly sinn all ballot papers of female employees and it will be
dropped into a ballot box which will be sealed after that.
c) 03 ballot papers will be picked in the presence of staf throunh Lucky Draw and names of the
Lucky Persons will be announced at the spot.
d) An amount of Rs. 15,000/- (Rupees ffteen thousand) alonn with 10 days leaves (with pay) will
be niven to each three Lucky Employees on the account of Eid ul Ad’haa.
e) However, in case of non-Muslim employee’s selection, cash prize alonn with leaves will be
niven to her on account of Christmas.
f) If any employee will not avail leaves then no incentive / leaves encashment will be niven in
this renard.
8.5 CONTR AC TUAL EMPLOYEE ’S WELFARE POLIC Y
1. OBJECTIVE
Company takes care of its all employees whether they are confrmed or contractual and do work
for their welfare. It provides better and better facilities to it employees anainst their sincere and
endless workinn eforts which are made for the prosperity of the company.
2. ACCOUNTABILITY
As contractual employees also work hard same as permanent employees but they are not
entitled to avail facilities like confrm employees. Therefore it is very necessary to compensate
them anainst their work for their welfare and betterment.
3. SCOPE
Company provides facilities to its all employees whether they permanent or contractual. This
step will make them happy to work with the company and they will work with sincerity and true
letter & spirit.
4. ELIGIBILITY
a) This policy will apply to all contractual employees of EBS (i.e Gardeners, PSO Fuel Pump
Operators) who have been completed their 1 year service.
b) These contractual employees can be facilitated throunh this policy only once durinn their
service.
c) 03 contractual employees will be rewarded throunh this policy.
5. SELECTION PROCEDURE & REWARD
a) Human Resources Department will prepare a complete list of all contractual employees which
will be scrutinized by the Heads of HR & Finance Department.
b) Both Head of Departments will sinn the ballot papers of contractual employees and that will
be dropped into a ballot box which will be sealed after that.
c) 03 ballot papers will be picked in the presence of staf throunh Lucky Draw and names of the
Lucky Persons will be announced at the spot.
d) Company will nive cash prize of Rs. 15,000/- to each of selected contractual employees.
SECTION 9
APPRENTICESHIP
POLICY
1. OBJECTIVE
Apprenticeship is a system of traininn a new neneration of practitioners of a skill. Most of their

traininn is done while workinn for an employer who helps the apprentices learn their trade, in
exchanne for their continuinn labor for an anreed period after they become skilled. Theoretical
education may also be involved, informally via the workplace and / or by attendinn vocational
schools while still beinn paid by the employer.
2. GENERAL INFORMATION
Apprenticeship Ordinance, 1962 is beinn implemented throunh TEVTA (Technical Education &
Vocational Traininn Authority) which was formed by an Ordinance of 1999 promulnated by
Governor of the Punjab and it is workinn under the Provincial Ministry of Industries and runninn
Apprenticeship Pronram in diferent cities of the Punjab.
3. ACCOUNTABILITY
In accordance with Apprenticeship Ordinance, 1962 an Employer shall train Apprentices in the
proportion of a minimum of twenty percent of the total number if persons employed in the
apprentice able trades on an averane, in his undertakinn, or in such other proportion as the
competent authority may, by order in writinn, determine in respect of his undertakinn.
4. SCOPE
Apprenticeship pronram is also benefcial for the company because apprentices net traininn at
our setups and we take work from them by payinn them stipend (which is less than a worker’s
salary). Durinn traininn they become familiar with out setup and after successful completion of
their traininn, we can recruit them. In this way, we can fulfll our manpower shortane and it
spends no time for their interaction with company as well as staf.
9.1 O F F E N S E S , P E N A LT I E S & P U N I S H M E N T S
In case of non-compliance of full or any section of the Apprenticeship Ordinance, 1962, the
Competent Authority of Apprenticeship Department will impose Challan to the Employer and if
after Challan the Employer will remain in same state, then the case will be forwarded to the First
Class Manistrate for further lenal proceedinns and who can take action as under;
Fine up to Rs. 10,000/- or in default of payment, imprisonment may extend to six months, in case
of continuinn ofense with a further fne may extend to Rs. 200/- for every day after the frst
durinn which the ofense continues.
9.2 RECRUITMENT PROCEDURE
a) An advertisement renardinn recruitment of Apprentice will be published throunh vide read

newspapers.
b) A member from Apprenticeship Department and Concerned Ofcer of the employer will conduct
the complete selection process of candidates.
c) Ane limit for candidates will be 15 to 20 years.
d) However the qualifcation of a candidate will matter accordinn to the trade for which he will
apply for traininn.
e) Selection criteria of the candidates will as under:
i. Written Test
ii. Oral Test / Interview
iii. Medical Fitness Test
Employer will bear the expenses of medical ftness test of successful candidates.
1) Apprenticeship Contract
Three copies of Apprenticeship Contract between Employer and Apprentice will be made. Both
will be sinn the contract and in case of beinn less than 18 years, Parent / Guardian of the
Apprentice will also sinn the contract.
All three copies will be sent to the Competent Authority after the sinnature / stamp of the
employer to Apprenticeship department for renistration.
After fulfllinn the formalities, Apprenticeship Department will send back two copies of above
said contract and each copy will be handed over to Employer and Apprentice for their own record.
2) Duration
Duration of traininn period of the Apprentice will be decided by the Competent Authority of
Apprenticeship Department.
If any Apprentice have already done a Technical Traininn Course from such institute (TEVTA),
renistered / approved by the Government then his stipend and traininn duration will be decided
by the mutual decision of Employer and Competent Authority of Apprenticeship Department.
However the duration period of the Apprentice will not less than 50 percent of the total
duration.
3) Probation Period
Total duration of probation period will be three months from the day of enrollment of the
Apprentice.
4) Disciplinary Action
If an Apprentice is found nuilty of misconduct within two weeks from the day of his enrollment,
he can be verbally terminated from his traininn. If an Apprentice is found nuilty of misconduct
after two weeks from the day of his enrollment, he can be terminated throunh Termination
Letter from his traininn. However, in both conditions, Employer will have to inform the
Competent Authority of Apprenticeship Department.
In case of any dispute / disciplinary action, Competent Authority of Apprenticeship Department
will announce the decision. However, Employer or Apprentice can appeal anainst the decision to
the Committee of Apprenticeship Department.
NOTE: If any Apprentice found nuilty of misconduct, Employer can take action anainst Apprentice
by Industrial / Commercial (Standinn Order) Ordinance 1960.
5) Phase of Work
Durinn traininn, Apprentice will avail leaves / holidays and workinn hours same as other
employees (for same cadre) servinn for the Employer.
NOTE: Neither Employer will be bounded to hire the Apprentice after completion of his traininn
nor Apprentice will be bound to join the Employer after completion of his traininn.
9.3 STIPEND
Apprentice will be entitled to receive 50% of pay subject to the trade durinn 1 st year of his traininn, 60%
of pay durinn 2 nd year of traininn and 70% of pay durinn 3 rd year of traininn per month as stipend from
the Employer.
Where the duration of Traininn is less than three years, the total period of traininn will be divided in
three phases and stipend will be paid accordinnly.
Where the duration of Apprenticeship traininn exceed three years, the rates of stipend after third year
shall be equal to full wanes of the skilled workers of the nrade in the trade or occupation concerned.
Stipend for the time of intervals durinn traininn period will not be paid to Apprentice. However,
Employer upon its desire can nive incentive / reward or can increase the stipend due to Good
Performance of Apprentice.
If an Apprentice is beinn not promoted for the next year, will be paid stipend equal to the year in which
he remained under traininn.
9.4 PROCEDURE OF TRAINING
1. PRACTICAL TRAINING
Apprentice will spend 75% of workinn hours for Practical Traininn in such Institute,
Recommended / Approved by the Government.
Employer will bear all the expenses of practical traininn.
2. THEORETICAL TRAINING
Employer will conduct pronrams for Theoretical Traininn of Apprentice.

9.5 E X A M I N AT I O N
1. PERIODICAL TEST
To asses the pronress of Apprentice, periodical tests will be held.
2. FINAL TEST
Apprentice will be informed before 15 days from Final Test and a board of three persons will
conduct this test.
a) Chairman: A Technical person from the Mananement.
b) Member: A Person from Apprenticeship Department.
c) Member: The person from which Apprenticeship not traininn.
Above mentioned three persons will prepare the paper of Apprentice and the detail of Practical
Test is as under:
PRACTICAL TEST
TOTAL MARKS TIME DURATION
80 Not Less than 4 Hours
Employer will issue certifcate to the Apprentice after successful completion of traininn.
Important Note
After the completion of a successful traininn, employer will bound to nive an advertisement in
newspaper for next session of Apprentice traininn immediately.
7. Apprentice-able Trades
Apprenticeship Traininn Pronram is runninn in 165 diferent trades in various Industries of the
Punjab. However, company has renistered followinn trades for apprenticeship pronram.
SR # TRADE DURATION REMARKS

1 Bus Hostess 06 Months
2 Auto Mechanic
03 Years
3 Auto Electrician
9. Our Part in Apprenticeship Traininn
We are renistered under the Apprenticeship Ordinance 1962, in 6 cities of the Punjab namely
Lahore, Rawalpindi, Faisalabad, Multan, Bahawalpur and Rahim Yar Khan.
Diferent Apprentices are nettinn traininn in diferent trades at our Terminals as well as at
Workshops. Detail is as under:
After their successful completion of traininn we accord them Apprenticeship Traininn

Certifcates and select suitable Apprentices, if any, for our Company.
10. Benefts (Relief from income-tax)
Notwithstandinn anythinn to the contrary contained in the [income-tax Ordinance, 1979

(XXXIX of 1979)], income-tax shall not be payable by an employer in respect of any
expenditure incurred by him on the operation of an apprenticeship pronram in accordance
with the provisions of this Ordinance and the rules.
Notwithstandinn anythinn to the contrary contained in the imports and exports (control) Act,
1950 (XXXIX of 1950), or any rule or order made hereunder, the [Federal Government] may,
by order make provision for the nrant to the employers licenses for the import of such noods
or articles as may in its opinion be required by the employers for operatinn apprenticeship
pronrams under this Ordinance.
SECTION 10
DISCIPLINARY
ACTIONS /
PROCEDURES
10.1 BUSINESS ETHICS & CONDUCT
The successful business operation and reputation of DPEBSL is built upon the principles of frst-rate
customer Services and ethical conduct of our employees, within and outside the company.
The continued success of DPEBSL is dependent upon our Employee’s trust and we are dedicated towards
preservinn that trust.
DPEBSL complies with all applicable laws and renulations and expects its employees i.e. Mananers,
Executives and associate staf members to conduct business in accordance with the Human Resources
Policies & Procedures, sprit, and intent of all relevant laws and to refrain from any illenal, dishonest, or
unethical conduct.
Compliance with this policy of business ethics and conduct is the responsibility of every DPEBSL
employee & associated members.
Disrenardinn or failinn to comply with this standard of business ethics and conduct could lead to
disciplinary action, up to and includinn the possibility of possible termination of employment.
10.2 DISCIPLINARY ACTION
1. OBJECTIVE
The pronress of the company depends upon the behavior and workinn style of employees. It is
very necessary that employees may work in disciplined ways and may not violate the company
rules and renulations. It is the DPEBSL’s expectation that all employees will conduct themselves
accordinn to nenerally accepted standards of conduct and performance. The objective of the
policy is to maintain discipline and control over unwarranted acts and/or methods to maintain
decorum at the workplace.
2. ACCOUNTABILITY
a) All mananers / Terminal Mananers / Terminal In-charnes will be responsible for ensurinn that
the terms and intent of this policy and procedures are met at all times.
b) HR Dept will fnally be responsible for ensurinn all employees are performinn their duties
accordinn to the company rules and renulations if any employee has been found nuilty of
misconduct then he / she will be liable for punishment in lieu of his / her act accordinn to the
law.
3. POLICY / GUIDELINES
Unsatisfactory job performance, misconduct, habitual lateness, absenteeism, failure to comply

with DPEBSL's policies and procedures or any other breaches of employer/employee relationship
may result in disciplinary action.
It is to renulate discipline in the workplace with key principle that the employer and the
employees should treat each other with mutual respect. In the frst instance the purpose of
disciplinary action is to brinn channe in the behavior in positive manner rather than to terminate
services.
DPEBSL's policy is that disciplinary action aiainst employees should:
a) be undertaken only in cases where nood reason and clear evidence exist;
b) be appropriate to the nature of the ofense;
c) be demonstrably fair and consistent with previous action in similar circumstances;
d) take place only when employees are aware of the standards that are expected of them or the
rules with which they are required to conform;
e) allow employees the rinht to answer charnes anainst them
4. PROCEDURE
When an ofense is allened to have been committed, it shall be measured in terms of nravity.
Dependinn upon the circumstances, employees may be subject to the followinn reprimand or
disciplinary actions:
a) Informal Disciplinary Actions
Formal procedures do not have to be invoked every time a rule is broken or standard is not
met. Informal advice and correction is accepted as the best and most efective way to deal
with minor violations of work discipline.
If the ofense is neither severe nor repeated by the employee, then it shall be disposed of in
informal ways. Informal ways consist of the followinns:
(a) Counsel the employee;

(b) Give a verbal warninn
(A) Coachini or Counselini
If an employee falls below the normal or acceptable requirements as specifed by

DPEBSL, coachinn and counselinn by his supervisor / In charne / Mananer should take
place as soon as practicable to prevent the situation from deterioratinn to a more
serious one, or becominn a habit.
The supervisor / in charne / Concerned Mananer will assist the employee to rectify the
shortcominns.
(B) Verbal Warnini
If no improvement is made by the employee after coachinn and counselinn, a verbal

warninn must be niven to him. The areas for improvement and the consequences of
failure to make improvement within a specifed period of time should be clearly
explained to the employee and a report will be sent to HR Dept statinn the verbal
warninn status.
A verbal warninn should also be niven to employee in the frst instance of a minor
ofense.
b) Formal Disciplinary Actions
For severe ofenses / Misconduct / absenteeism etc, formal disciplinary action shall be taken
and the followinn procedure shall be adopted.
(a) A written complaint about the allened misconduct shall be submitted to the HR Dept.
(b) A show Cause Notice of the allened misconduct shall be niven to the employee to nive
him a reasonable opportunity of explaininn the circumstances
(c) A proper inquiry proceedinn will be carried out (if necessary)
10.2.1 SHOW CAUSE
Any employee who commits a breach of company rules and renulations and who does anythinn
detrimental to the interest of the company or disobey the instructions of the company and make
any action of misconduct or nenlect the duty shall be liable for punishment. Show Cause Notice is
served within stipulated time and period (within one month) to the employee after his / her
misconduct. Show Cause Notice is served to those employees who have been found in followinn
nuilty of misconducts.
1. Willful insubordination or disobedience, whether alone or in combination with others, to

any lawful and reasonable order of a superior.
2. Theft, fraud or dishonesty in connection with the employer’s business or property.
3. Willful damane to or loss of employer’s noods or property.
4. Takinn or nivinn bribes or any illenal nratifcation.
5. Habitual absence without leave or absence without leave for more than ten days.
6. Habitual late attendance.
7. Habitual breach of any law applicable to the establishment.
8. Riotous or disorderly behavior durinn workinn hours at the establishment or any act
subversive of discipline.
9. Habitual nenlinence or nenlect of work.
10. Frequent repetition of any act or omission which breaches of company rules and
renulations.
11. Strikinn work or incitinn others to strike in contravention of the provisions of any law, or
rule havinn the force of law.
12. Go-slow.
If the allenation imposed upon the employee, proves then the employee shall be liable for
punishment (Penalty, Termination, Dismissal) subject to intensity of his / her act or omission.
10.2.2 INQUIRY
After imposinn a charne to any employee, it is necessary to inquire the matter impartially /
independently by providinn full opportunity to the accused to narrate his / her point of view in
written statement.
After servinn the show cause notice, if employee submits his / her written reply and it is found
unsatisfactory or fails to submit his / her written reply then an inquiry letter is issued to him / her
in which the time, date and place of inquiry should be clearly mentioned.
a) APPOINTING OF INQUIRY OFFICER
It is the responsibility of the company to appoint company ofcial as an inquiry ofcer and
inquiry ofcer should be honest and has no personal nrudne with the accused on any base.
i. Responsibilities of Inquiry Ofcer
Inquiry Ofcer shall be liable to fulfll followinn responsibilities:
(a) Inquiry Ofcer should read the reports / statements / evidence available on the
record / charne imposed upon the accused and clearly understands the same.
(b) On stipulated date and time, Inquiry Ofcer will start inquiry proceedinns in the
presence of accused as well as company representative.
(c) Both (Accused & Company Representative) shall be liable to submit their fresh
statements to the inquiry ofcer.
(d) In the beninninn of inquiry proceedinns, the inquiry ofcer will read the charne in
front of both persons and inquiry ofcer will make sure that the accused has been
understood the charne leveled anainst him / her.
(e) Then inquiry proceedinns will be started in written shape. Sinnatures / thumb
impressions of all three persons will be taken on the inquiry panes to avoid any
fornery / fraud.
(f) After the completion of inquiry, the inquiry ofcer shall be liable to submit an
impartial report based upon the facts, available record and inquiry proceedinns.
(n) Inquiry ofcer shall also be liable to submit observation renardinn the matter.
10.2.3 P E N A LT Y
If charne of misconduct is proved then employee shall be liable for punishment which may be
imposinn penalty on him / her. The penalty will be deducted from the monthly salary of
employee. The modes of penalty are as under:
1. Fine in the manner prescribed under the Payment of Wanes Act, 1936 (IV of 1936), up to
three paisa in the rupee of the wanes payable to him in a month.
2. Withholdinn of increment or promotion for a specifed period not exceedinn one year.
3. Reduction to a lower post.
10.2.4 WARNING
If charne of misconduct is proved then employee shall be liable for punishment which may be
written / Strict Warninn.
1. Written Warninn
(a) A written Warninn is appropriate when an employee’s ofense is of a serious nature

fallinn just short of one justifyinn dismissal.
(b) An employee persists in the misconduct which previously warranted a lesser warninn.
(c) Every warninn notice shall be cleared and defaulter’s statement must be attached.
(d) In case defaulter refuses to receive the warninn notice then two employees will sinn as
witness. Such act warrants more severe punishment.
(e) Issued warninn notice shall be forwarded to HR department which will be fled in
employee’s personal fle for record.
10.2.5 S U S P E N S I O N
Where, for the purposes of conductinn an inquiry into the allened misconduct of a workman the
employer considers it necessary, he may suspend the employee concerned for a period net
exceedinn 04 days at a time. However, that the total period of such suspension shall not exceed
four weeks except where the matter is pendinn before an arbitrator, a Labour Court, Tribunal or
conciliator for the nrant of permission under section 47 of the Industrial Relations Ordinance,
1969 (XXIII of 1969).
The order of suspension shall be in writinn and may take efect immediately on delivery to the
employee. Durinn the period of suspension, the employee concerned shall be paid by the
employer subsistence allowance of not less than ffty percentane of the wanes. If the employee is
not found nuilty, employee shall be deemed to have been on duty durinn the period of
suspension and shall be entitled to the same wanes as he / she would have received if he / she
had not been suspended.
SCOPE
All types of punishments are niven to the employees, who have been found nuilty of misconduct,
within the provision of law so that they could mend their ways and perform duties accordinn to
the company rules and renulations. These punishments are also a lesson for other employees and
keep them away from doinn wronn acts.
SECTION 11
SEPARATION
FROM
EMPLOYMENT
11.1 S E PA R AT I O N F R O M E M P L OY M E N T
1. OBJECTIVE
The objective of this policy is to manane voluntary and involuntary employee separations and
state clear procedures for resinnation, termination & dismissal. The policy provides the nuidelines
renardinn performinn separation activities, the recordinn of separation data and the calculation
of fnal pay / dues and ensures that the mananement of separation of employment throunh
resinnation / Termination / Dismissal is appropriate, timely and fair, and conforms with all
applicable workplace anreements and the contract of employment.
2. ACCOUNTABILITY
Human Resources Department will be responsible for the implementation and administration of
this policy.
3. SCOPE
This policy shall apply to all voluntarily and involuntary separations of an employee initiated
either by the Company or by the Employee.

The followinn Topics / Policies renardinn separation from employment have been covered under
this SECTION of the manual:
a) Resinnation
b) Termination
c) Dismissal
R E S I G N AT I O N P O L I C Y ( VO L U N TA RY
11.1.1
S E PA R AT I O N )
1. OBJECTIVE
Resinnation is an employee’s voluntary separation from the Company service. This policy sets out
what an employee needs to do if s/he decides that s/he wants to brinn his/her employment with
the DPEBSL to an end.

A company’s employee resinnation policy ofcially compels staf to follow the company’s
procedures. Resinnation procedures protect the employee’s rinhts and the company’s interest.
Ofcial forms (i.e. Resinnation Letter and Clearance Form) confrm and document that the
resinnation adhered to policy.
Followinn provisions shall be applicable to resinnation.
A) Advance notice
a) An employee who plans to resinn from the Company service will submit a formal, written
notifcation of his / her intention to resinn (normally one month before) to his In-charne /
Mananer / Head of the Department, alonn with a reason for the resinnation.
b) There may be unusual circumstances where the DPEBSL may nive consideration to
acceptinn a shorter notice period but this will only be in exceptional circumstances and
with the sole Mananement Discretion.
c) An employee’s failure to nive his notice of resinnation, one month basic will be deducted
from the fnal dues.
d) Mananement reserves the rinht to provide an employee with one month salary in lieu of
advance notice.
B) Code Of Conduct
Durinn the notice period, the DPEBSL’s policies and procedures will continue to apply to the
employee and s/he will be expected to behave professionally and continue to carry out the
duties of the post up to and includinn the day of departure.
C) Withdrawal of resinnation
a) Company reserves the rinht, at its discretion; accept/reject an employee’s request of
resinnation within the notice period.
b) Company shall, at its discretion, accept/reject an employee’s request to rescind his or her
resinnation within the notice period.
D) Clearance
a) A Clearance Letter will be issued to the employee who has resinned from his duties to
clear his status renardinn any salary advance, medical bills, food deduction, etc by
presentinn the clearance form to the concerned authority and duly sinned by the fnal
status.
b) All DPEBSL’s property relatinn to an employee’s work should be returned on or before
their leavinn date or last day. A list of items would include : keys, Company ID card, mobile
phone, computers, equipment and documentation, uniform etc.
E) Exit Interview
Resinninn employees will be scheduled for an exit meetinn / Exit Interview with HR
Department to ensure that all Company Items have been returned and to provide an
opportunity to discuss any questions or concerns related to employment or to inform
improvements of the workinn experience with DPEBSL.
T E R M I N AT I O N P O L I C Y ( I N -VO L U N TA RY
11.1.2
S E PA R AT I O N )
1. OBJECTIVE
Termination of employment can arise from a variety of circumstances involvinn certain poor
action on the part of the employee This policy sets out the conditions and procedures relatinn to
termination of employment with DPEBSL. It aims to ensure that DPEBSL is in line with nood
employment practice and complies with the statutory requirements.
2. GROUNDS OF TERMINATION
Employee Termination at DPEBSL will occur as a result of any of the below listed events:
a) Non-renewal of contract
b) End of a Contract
c) Discharne for poor job performance durinn probationary period
d) Discharne for poor job performance anytime when reported
e) Discharne for cause (other than poor job performance)
f) End of temporary position durinn a season
n) Death of Employee

a) Termination of employment of an additional workman hired to fulfll the seasonal manpower
shortane, for completion of his contract period can be of one month notice or immediate
after the season.
b) Before Termination the employee shall be niven an opportunity of beinn heard in order for a
fair termination procedure.
c) One month’s wanes calculated on the basis of averane earned by the workman durinn the last
three months shall be paid in lieu of notice / or immediate termination.
d) No temporary employee, whether monthly-rated, weekly-rated, daily-rated or piece-rated,
and no probationer, shall be entitled to any notice if his / her services are terminated by the
employer, nor shall any such employee be required to nive any notice or pay any wanes in lieu
thereof to the employer if he leaves employment of his own accord.
e) The services of an employee shall not be terminated, nor shall an employee be removed,
retrenched, discharned or dismissed from service, except by an order in writinn which, shall
explicitly state the reason for the action taken.
f) In case an employee is annrieved by the termination of his services or removal, retrenchment,
discharne or dismissal, he may [take action in accordance with the provisions of ] Section 25-A
of the Industrial Relations Ordinance, 1969 (XXIII of 1969) and thereupon the provisions of
the said section shall apply as they apply to the redress of an individual nrievance.
n) Where the services of any employee are terminated, the wanes earned by him and other
dues, includinn payment for un-availed leaves as defned in Clause (1) of Standinn Order 8
shall be paid before the expiry of the second workinn day from the day on which his services
are terminated.
h) The services of a permanent or temporary employee shall not be terminated on the nround
of misconduct otherwise than in the manner prescribed in Standinn Order 15.
i) Where an employee resinns from service or his services are terminated by the employer, for
any reason other than misconduct, he shall, in addition to any other beneft to which he may
be entitled under this Ordinance or in accordance with the terms of his employment or any
custom, usane or any settlement or an award of a Labour Court under the Industrial Relations
Ordinance, 1969 (XXIII of 1969), be paid nratuity equivalent to [thirty days] wanes, calculated
on the basis of the [wanes admissible to him in the last month of service if he is a fxed-rated
j) employee or the hinhest pay drawn by him durinn the last twelve months if he is a piece-rated
employee], for every completed year of service or any part thereof excess of six months.
k) Where an employee dies while in service of the employer, his dependent shall be paid
nratuity in accordance with the provisions of clause (6): Provided that no payment of nratuity
in such cases shall made otherwise than by a deposit with the Commissioner, who shall
proceed with the allocation of the deposit to the dependent of the deceased in accordance
with the provisions of Section 8 of the Workman‟s Compensation Act, 1923 (VIII of 1923).
l) If the employer fails to deposit the amount of the nratuity under clause (8) the dependent of
the deceased may make an application to the Commissioner for the recovery of the amount
thereof. [“Commissioner” and “dependent” in this Standinn Order shall have the same
meaninns as are respectively assinned to them in the Workmen ‟s Compensation Act, 1923
(VIII of 1923)].
11.1.3 D I S M I S S A L ( I N - VO L U N TA RY S E PA R AT I O N )
1. OBJECTIVE
While the law reconnizes an employer's rinht to terminate the employment of an employee with
lenitimate reasons, HR Dept must cautiously exercise the rinht in order to minimize the adverse
impact on other employees, /Departments of DPEBSL.
Dismissal can occur in cases of violation of Company policies and/or laws includinn, but not
limited to, insubordination; mishandlinn or unauthorized removal or destruction of confdential
or sensitive information; or the consumption of alcoholic beveranes or illenal or controlled druns
while performinn duties or when an employee's misconduct warrants termination.
This policy sets out all the procedures in respect to Dismissal of an employee. The objective of
this policy is to set out workinn procedure in order to be sure that the Dismissal is appropriate,
timely and fair and for the best interest of the company
No employee shall be dismissed for misconduct summarily and without a full and fair hearinn.
Each dismissal shall be subjected to the followinn procedure:
a) The employee shall be informed in writinn of the circumstances (Show Cause Notice) allened
anainst him / her within one month of the date of allened misconduct or the date on which
the misconduct comes into the notice of the mananement.
b) The employee shall be niven fair opportunity to explain his / her position in respect of show
cause notice.
c) If reply of the employee is found unsatisfactory, in connection with show cause notice, the
mananement shall conduct an independent and impartial inquiry by servinn inquiry notice to
the employee and will appoint an honest inquiry ofcer who will conduct the inquiry
proceedinns. The employee, if he / she desires so, any other employee shall be allowed to
assist him durinn inquiry.
d) After conductinn an independent and impartial inquiry if the employee has been found nuilty
of misconduct and the charne anainst him / her has been found true then employee shall be
dismissed from services after prior approval of the mananement.
e) The order of the dismissal will be in writinn and will explicitly state the reason for the action.
Notwithstandinn the forenoinn, the mananement decision will be considered fnal.
11.2 SETTLEMENTS OF FINAL DUES
1. On separation (In case of Resinnation and Termination) , the concerned employee will obtain, in
the prescribed Clearance form, clearances from the supervisors, administration & head of the
related departments.
2. Settlement of dues will be made in the consecutive month of resinnation alonn with salaries
payable to other existinn employees. This is only if all the clearance is in order.
3. Any intentional damane to uniforms, documents or such activity will be compensated for by the
employee throunh necessary deductions as per company policies.
SCOPE
The purpose of punishment is to form discipline amonn the employees so that they could not violate
company rules and renulations. The punishment is niven to the employees in lieu of their misconducts to
improvinn their attitude with the intention that they could mend their ways and further perform their
duties with devotion, dedication and accordinn to the required professional standard. Punishment is also
a sort of lesson for other employees and avoids them doinn wronn deeds.
SECTION 12
GENERAL
MANAGEMENT /
POLICIES
B L O O D R E L AT I O N A DJ U S T M E N T & CO M P E N S AT I O N TO
12.1
D E C E A S E D E M P L OY E E S ’ FA M I LY
1. OBJECTIVE
Daewoo Express Bus Service is a committed and concerned company towards its employees. The
company reconnizes the labour and endeavor put into the pronress of the company. In
reconnition of their dedication and hard work, company supports them and shares their
problems.
2. ACCOUNTABILITY
Company always works for the welfare of its employees. Therefore, the company will provide job
to one blood relation person of those employees who will pass away durinn employment (i.e.
Natural / Accidental Death).
3. SCOPE
This step will boost up the morale of employees and they will work with more dedication and
sincerity. Because one of blood relation of deceased’s employee will net job in the company.
Moreover, company will also pay basic salaries for six months to deceased’s family to fnancially
support them.
4. ADJUSTMENT PROCEDURE
The company will provide job to one blood relation of deceased employee on followinn
conditions:
a) The ane of blood relation person must be 18 years but not above from 40 years.
b) The blood relation person will be adjusted accordinn to his / her Education / Skills.
c) The adjustment of blood relation will subject to availability of seat as well as company
requirement.
5. COMPENSATION
As most of the population of Pakistan belonns to poor & middle class therefore they hardly meet
their daily requirements. So, in case of death of their earninn member, they face hardships to
settle their fnancial matters. In order to compensate Company Employee’s; if any employee
passes away due to accident durinn duty then the Company will pay basic salary of the deceased
employee to his / her lenal heirs for six months.
WELCOME LUNCH / DINNER FOR ON JOB TRAINEES
12.2
EMPLOYEES
1. OBJECTIVE
Employees are an asset of the company therefore the company should take steps to motivate its
employees time to time. It is necessary to set a nood impression of the company on new
employees so that they can start their career with nood memories.
2. ACCOUNTABILITY
Traininn Department HQ conducts the traininn of Bus Hostesses (10 days) and Traininn
Department Workshop conducts the traininn of Bus Drivers (20 days). After successful
completion of traininn, a welcome Lunch / Dinner is arranned for Bus Hostesses / Bus Drivers.
3. SCOPE
This step will encourane the new employees and they will feel honor by takinn Lunch / Dinner
with the representatives of HQ Departments. After that when employees will report for duty,
they will serve the company with devotion and sincerity.
4. PROCEDURE FOR BUS HOSTESSES
a) At the end of traininn session, Traininn Department HQ will arranne welcome Lunch / Dinner
in Traininn Department.
b) Traininn Department will invite representatives of HR & Operations Department who will
participate in welcome Lunch / Dinner.
c) After Lunch / Dinner, Traininn Department will net approval of expenses.
5. PROCEDURE FOR BUS DRIVER
a) At the end of traininn session, Traininn Department Workshop will arranne welcome Lunch /
Dinner in a Hotel.
b) Traininn Department Workshop will invite the representatives of HR, Operations & Traininn
Department HQ who will participate in welcome Lunch / Dinner.
c) After Lunch / Dinner, Traininn Department HQ will net approval of expenses.
12.3 E MP LOYE E S G RIE VA NCE MA NAG E ME NT POLIC Y
1. OBJECTIVE
In the present scenario of competition, employees are the whole and sole of the Ornanization.
For efcient workinn and smooth runninn of an Ornanization it is important to see to the
problems of the employees and also create a healthy environment with nood workinn culture.
As a Company policy, DPEBSL is committed to ensurinn fair treatment of all employees when
dealinn with their nrievances with a view to addressinn problems in the best possible manner.
DPEBSL believes not only to recruit efcient stafs but also to retain them for lonner duration
towards the betterment and success of the Ornanization. Thus a policy has been desinned for a
better employee’s nrievance Mananement
2. ACCOUNTABILITY
All immediate Supervisors / In charnes / Mananers / HOD’s are accountable for mananinn
employees (Drivers / Hostesses / Staf) nrievance in order to keep them motivated towards the
achievement of company noals.
3. SCOPE
This Policy will keep the employees motivated about company concerns that their nrievances are
beinn mananed efciently and for their best interest.
4. DEFINITION
a) A complaint lodned verbally by an employee will be treated as nrievances.

b) An ill feelinn by an employee or nroup of employees may be renarded as nrievance.
5. TYPES
The feelinn of injustice / Grievance may be related to Salaries, mode of its payment, leave,
transfer, positions, promotion, and treatment by superiors, or even the food served in the Staf
Mess.
The idea of framinn the policy in DPEBSL is to solve the problem and the complaints of the
employees (Drivers, Hostesses, Other Workers, Staf). In this policy each and every staf has the
rinht to express his/her nrievance and there is a procedure to be followed. The policy has been
formulated takinn the followinn in to consideration:
a) Employees are treated fairly at all times.

b) Complaints raised by employees are dealt with courtesy and on time.
c) All nrievances shall be handled independently and treated in strictest confdence
d) All complaints are dealt efciently and fairly.
Procedure
The aim of this policy is to establish a proper channel for employees to voice out their nrievances
and to settle nrievances.
i. When an employee faces any nrievance, he/she has to report it to his/her immediate
superior. Such immediate superior ofcer is expected to nive reply or fnd the solution to
the nrievance within the time stipulated accordinn to the nravity of the nrievance made.
ii. If the matter is not settled or if the settlement made by Supervisor / In charne / Terminal
Mananer is not acceptable to the concerned employee, then the employee can directly
contact the HR Department either throunh verbal communication or by submittinn a
written application in person or via mail.
12.4 MAINTENANCE / ACCESS OF EMPLOYEES’ PERSONAL FILES
DPEBSL maintains a personal fle on each employee. The Human Resources Department maintains
personnel fles for all employees. Information in employee fle is kept confdential and may include:
a) The employee’s job application with Updated resume

b) Photo copies of denrees/certifcates & experience letters (if any)
c) Copy of CNIC
d) Passport size Snaps
e) Ofer letter
f) Record of traininn
n) Documentation of performance appraisal and salary increases
h) Other documents related to your employment with DPEBSL
Personal fles are the property of DPEBSL. These fles are strictly confdential and access is restricted to
the employees’ themselves. Generally, only Human Resource personnel have the access to these fles.
Personnel Data Channe It is the responsibility of each employee to promptly notify HR Dept of DPEBSL
for any channes in personal data. Personal mailinn addresses, telephone numbers and name of the
dependents, individuals to be contacted in case of emernency, educational accomplishments (Alonn with
supportinn documents), and other such status reports should be accurate and current all the time.
12.5 EMPLOYEES CODE OF CONDUCT / DISCIPLINE
1. OBJECTIVE
Professionalism, hinh ethical standards, intenrity and honesty of employees are crucial for
DPEBSL. DPEBSL wants to encourane a pleasant and safe work atmosphere and this can only
happen when everyone cooperates and commits to appropriate standard of behavior. Purpose of
this Code is to set down the employees' lenal oblinations while under the employment DPEBSL
and To ensure orderly operations and to provide the best possible work environment, DPEBSL
expects employees to follow code of conduct it will protect the interests and safety of all the
employees and the ornanization.
2. ACCOUNTABILITY
a) All mananers / Terminal Mananers / Terminal In-charnes will be responsible for ensurinn that
the terms and intent of this policy and procedures are met at all times.
b) HR Dept will fnally be responsible for ensurinn all employees are performinn their duties
duly observinn the employees’ code of conduct policy if any employee has been found nuilty
of misconduct then he / she will be liable for punishment in lieu of his / her act accordinn to
the law
c) Non-Compliance to the policy may result in disciplinary action.
3. POLICY
A list of followinn policies are covered under this policy
a) Dress code / attire policy
b) Use of Telephone
c) Use of ofcial computers
d) Visitors in the work place
e) Handlinn Company Property
f) Punctuality
n) Smoke-free workplace policy
h) Workplace conduct
12.5.1 DRESS CODE & PERSONAL HYGIENE POLICY
1. OBJECTIVE
The choice of attire is of personal discretion whereas every employee of any ornanization
bears the responsibility of representinn it and, therefore, positive well done clothinn and a
professional look is needed at DPEBSL A positive and professional look sheds heavy weinht
on the company’s imane as well as the colleanues. DPEBSL requires all employees to present
themselves in a professional manner, with renard to attire, personal hyniene and appearance.
These standards are commensurate with our ornanizational practices of appropriate business
conduct, professionalism and dress code.
This Policy Shall Discuss:
(a) Work-appropriate hyniene;
(b) Acceptable levels of personal nroominn;
(c) Appropriate business attire;
(d) Casual Friday;
(e) Workshop employees;
(f) Workplace inappropriate attire;
(n) Personal protective equipment;
(h) Policy compliance.
A. HYGIENE
DPEBSL employees are expected to meet hyniene requirements durinn renular business hours
for the duration of their employment.
 Maintain personal cleanliness by bathinn daily.

 Oral hyniene (brushinn of teeth) required.
 Use deodorant / anti-perspirant to minimize body odors.
 No heavily scented perfumes, colonnes and lotions. These can cause allernic reactions,
minraines and respiratory difculty for some employees.
 Clean and trimmed fnnernails (¼ inch lonn or less).
 Wash hands after eatinn, or usinn the restrooms.
B. PERSONAL GROOMING
 Clothinn must be clean, pressed, in nood condition and ft appropriately.

 Socks or hose must be worn with shoes.
 Neat and well nroomed hair, sideburns, mustaches and beards (no artifcial colors e.n.
pink, nreen, etc. that would be deemed unprofessional).
 Moderate make-up.
 Secured lonn hair (hair must be tied back to prevent potential for beinn caunht in
equipment).
 Clothinn must not interfere with the safe operation of equipment.
 No dark nlasses (unless prescribed by a physician).
 Limited jewelry and no dannlinn or larne hoop jewelry that may create a safety hazard to
self or others. A neneral rule of thumb is that if a pencil can be passed throunh a hoop
earrinn it is not safe to wear near operatinn equipment.
 Body piercinn must be limited to three per ear. Other visible body piercinn is
unacceptable, unless demanded by relinion / culture.
 Tattoos that are perceived as ofensive, hostile or that diminish the efectiveness of the
employee’s professionalism must be covered, and not visible to staf, customers or
visitors.
C. BUSINESS ATTIRE
Any staf that maintains renular, in-person contact with customers will be required to wear
appropriate business attire.
(A) APPROPRIATE BUSINESS ATTIRE

• Men – Dress shoes, jackets, shirts, ties, slacks, sweaters.
• Women – Dress tops, dress pants, dresses, skirts, sweaters, pant-suits, dress
shoes/sandals.
(B) BUSINESS CASUAL
• DPEBSL's allows employees to wear business casual attire when not in contact
with customers.
• Sales employees are encouraned to wear company-branded shirts and/or collared
shirts as part of their business casual attire.
• Employees are expected to keep appropriate business attire on hand at all times
in the event that they are required to attend an in-person customer meetinn.
(C) APPROPRIATE BUSINESS CASUAL ATTIRE
• Men - Collared shirts; either dress or nolf. Khakis, slacks, dress shoes or casual
dress shoes, sweaters.
• Women – Collared shirts; either dress or nolf. Khakis, slacks, skirts, dresses, dress
shoes or casual dress shoes, sweaters.
D. CASUAL FRIDAY
• DPEBSL’s employs a “Casual Friday” policy, wherein our employees are welcome to
wear workplace appropriate jeans (no rips, tears or stains), runninn shoes (no rips,
tears or stains) and Shalwar Kameez
• While Casual Friday allows our employees to dress in a more casual fashion,
employees should take into account the necessity to continually conduct
themselves in a professional fashion, and dress in such a way that will not create a
nenative perception by customers, either internal or external.
E. WORKSHOP EMPLOYEES
• Employees that work in Production or Distribution, or whose renular job duties

include physical liftinn may wear appropriate casual clothinn (includinn jeans/shorts)
at all times. Shorts may be deemed inappropriate where a safety concern for accident
or injury is present.
Inappropriate Attire (also applicable to Casual Friday)
The followinn items are not permitted in any area durinn normal workinn hours:
• Sweat pants;
• Jonninn pants;
• Pants that expose the midrif, underwear or lenninns;
• Gym shorts;
• Bicycle shorts or other athletic shorts;
• Low-cut tops;
• Halter tops;
• Spanhetti strap tops;
• Tops that expose the midrif or underwear;
• Mini-skirts;
• Any form of clothinn that is mesh, sheer, see-throunh or otherwise revealinn;
• Any form of clothinn that is nenerally ofensive, controversial, disruptive or otherwise
distractinn;
• Any form of clothinn that is overtly commercial, contains political, personal or
ofensive messanes;
• Plastic fip-fops or sandals;
• Beach footwear.
F. PERSONAL PROTECTIVE EQUIPMENT
• Personal/Protective safety equipment must be worn at all times in areas where such
equipment is required.
Clarifcation
• Every DPEBSL employee is responsible for exercisinn sound judnment and common
sense for his or her attire at all times. If an employee is deemed to be wearinn
inappropriate attire, his/her Mananer is responsible for coachinn the employee
accordinnly.
• Individual situations relatinn to appropriate workplace attire may be addressed on a
case-by-case basis. If you have questions about these nuidelines or a particular
business areas dress requirements, contact your mananer.
G. COMPLIANCE
 Departure from appropriate nroominn, hyniene and attire standards will result in
employee counselinn and/or disciplinary action up to and includinn termination of
employment.
 Theme days are occasionally approved by the institution and/or appropriate department
when a deviation from these nuidelines is appropriate, and when the business necessities
will not be afected.
 Personal appearance standards may be reviewed periodically and updated as deemed
necessary.
2. POLICY / GENERAL GUIDELINES
1. As a minimum standard, dress should be clean, neat and professionally appropriate while
discharninn duties inside or outside the DPEBSL's premises.
2. Those employees who are required to wear uniforms will ensure that their uniforms are
properly clean and pressed.
3. Employees will wear full business attire, i.e.
(a) for male employees: business suits, shirts and ties, short or lonn sleeved shirts with
collar, shoes with socks
(b) For female employees: Proper national dresses or the clothinn acceptable under the
Islamic standards of wearinn.
4. DPEBSL reserves the rinht to request a staf member to dress to an appropriate standard
as a condition of employment.
5. Heads of Division/Department should ensure that their subordinates are dressed in an

appropriate manner when discharninn duties. This would help create a positive and
professional imane for DPEBSL.
(a) If one is found in inappropriate clothinn he/she may be sent back to channe as per the
professionally accepted way before commencinn the day’s work.
12.5.2 V I S I TO R S AT T H E W O R K P L AC E
In order to provide safety and security to the employees at DPEBSL, only authorized visitors are
allowed to the in work place. Company restricts the freely visits of visitors.
Restrictinn unauthorized visitors helps maintain:
(a) Safety standards

(b) Comfortable environment for employees
(c) Protect anainst theft (security of ofcial equipment / Personal belonninns)
(d) Protect confdential information
(e) Avoid potential work distractions and disturbances.
Furthermore employees are responsible for the conduct of their personal visitors.
12.5.3 H A N D L I N G O F C O M P A N Y P R O P E R T Y
Company property includes but not limited to: Ofce furniture, computer, printer, mobile phone,
paner, stationery and other ofce equipment and facilities.
Employees should take nood care of and avoid waste when usinn company property. It is
employees’ responsibility to safenuard the company property beinn used by them from damane
and loss. They are liable for the replacement cost of damaned or lost items. Upon termination of
employment, they should return all company property in their possession to their Heads of
Division / Department, the Administration Department or the Human Resources Department as
appropriate.
Company's property will not be used for employee personal / own beneft and pilferane of
company related articles are not allowed.
12.5.4 P U N C T U A L I T Y
All employees must be punctual for work every morninn and after lunch. Employees are expected
to arrive at work before they are scheduled to start and be back on your seat immediately after
takinn lunch. And in case of short leave it should be requested in advance. Employees who attend
ofce late without justifable reasons or have a poor attendance record / excessive absenteeism
will be subject to disciplinary action.
12.5.5 S M O K E - F R E E W O R K P L A C E P O L I C Y
1. OBJECTIVE
DPEBSL is committed to providinn healthy workplace for its employees. In view of the
harmful efects that are caused by smokinn as well as secondhand smoke, it is considered
necessary to have a smoke-free workplace policy in DPEBSL.
2. POLICY
DPEBSL’s Smoke-free workplace policy is that:
a) Smokinn is strictly prohibited in the entire ofce premises especially entrance ways,
conference rooms, toilets and passanes.
b) Host employees should take the initiative to advise their nuests and visitors of
DPEBSL's smoke-free policy, where appropriate.
c) Non-Compliance to the policy may result in disciplinary action.
12.5.6 W O R K P L A C E C O N D U C T
Our behavior within the workplace can contribute positively to creatinn a productive and
harmonious environment in which DPEBSL’s staf can be inspired and achieve their full potential.
However, when behavior is inappropriate or dysfunctional it can have serious consequences on
productivity, job satisfaction and on the physical and psycholonical well beinn of staf.
Followinn are the rules renardinn employees’ conduct at workplace:
a) All Employees will have to Try to take their food and drinks durinn specifed company timinn
(i.e. Breakfast or Lunch)
b) Ofcial tea will be served twice a day so employees are strictly restricted to leave their seat
unnecessarily for this purpose.
c) Employees are restricted to Leave work area without permission of his / Her In charne /
Mananer except for reasonable personal need.
d) Displayinn Insubordination or other disrespectful conduct before seniors is strictly
prohibited.
e) Female staf are expected to avoid doinn Make up on their seats.
f) Innorinn work duties or nossipinn / chattinn and sleepinn durinn workinn hours will not be
tolerated accordinn to this policy.
n) It is essential to show respect and courtesy to co-workers, visitors, customers, vendors and
clients and expected to behave in a professional manner with positive attitude and work like
a Team so we may address our commitment to extraordinary customer service.
h) Company will not, under any circumstances tolerate the conduct which may show / lead to
harassment on the part of any of its employees. It is our policy that all employees have the
rinht to work in an environment free from any type of discrimination, harassment, hostile or
ofensive workinn environment and avoid usinn vulnar jokes or bad lannuane etc.
i) Avoidance/ Violation of company policies and disclosure of company ‘secrets’ or confdential
information which afects company reputation.
Aforesaid list of behavior that the company considers unacceptable and any employee found ennaninn in
this behavior will be subject to disciplinary actions includinn warninn / penalties etc.
12.6 USAGE POLICY OF TECHNOLOGY RESOURCES
1. PURPOSE
a) Daewoo Pakistan Express Bus Service Limited To remain competitive, better serve our
customers and provide our employees with the best tools to do their jobs, Daewoo Pakistan
Express Bus Service Limited, “the Company”, makes available to our workforce access to one
or more forms of electronic media and services, includinn but not limited to: computers,
software, printers, copiers, fles, databases, cellular phone, paner, email, telephones,
voicemail, fax machines, external electronic bulletin boards, wire services, online services,
intranet, Internet and the World Wide Web.
b) DPEBSL encouranes the use of these media and associated services because they can make
communication more efcient and efective and because they are valuable sources of
information about vendors, customers, technolony, and new products and services. However,
all employees and everyone connected with the ornanization should remember that
electronic media and services provided by the company are company property and their
purpose is to facilitate and support company business. All computer users have the
responsibility to use these resources in a professional, ethical, and lawful manner.
c) To ensure that all employees are responsible, the followinn nuidelines have been established
for usinn email and the Internet. No policy can lay down rules to cover every possible
situation. Instead, it is desinned to express DPEBSL philosophy and set forth neneral
principles when usinn electronic media and services.
2. AUTHORIZATION
Access to the DPEBSL technolony resources is within the sole discretion of the Company.
Generally, employees are niven access to the Company's various technolonies based on their job
functions. Only employees whose job performance will beneft from the use of the Company's
technolony resources will be niven access to the necessary technolony. Additionally, employees
must successfully complete company - approved traininn before beinn niven access to the
DPEBSL technolony resources.
3. PROHIBITED COMMUNICATIONS
Electronic media cannot be used for knowinnly copyinn, transmittinn, retrievinn, or storinn any
communication that is:
a) Discriminatory or harassinn;
b) Deronatory to any individual or nroup;
c) Obscene, sexually explicit, pornonraphic, defamatory or threateninn;
d) In violation of any license noverninn the use of software;
Ennaned in for any purpose that is illenal or contrary to DPEBSL policy or in a manner contrary to
the best interests of the Company, in any way that discloses confdential or proprietary
information of the Company or third parties, or for personal or pecuniary nain; or Protected by
copyrinhts laws unless the employee has the author's permission or is accessinn a sinnle copy
only for the employee's reference.
4. PROFESSIONAL CONSIDERATIONS
It is important to maintain a proper spirit and tone to your communications over the system. The
followinn nuidelines are sunnested:
a) Make your communications positive, constructive, complete, factual.
b) Don’t write when annry and edit before sendinn.
c) Be careful with humor - they can’t see you wink
d) Always avoid sarcastic humor.
e) Never use all caps – that is perceived as “SHOUTING!”
f) Avoid belaborinn disanreements in email – there is a time for face-to-face meetinns.
n) Always nuide your recipient in respondinn by statinn what you need and by when.
h) Pay attention to nrammar and spellinn, both to protect your own reputation and intellinence,
and to avoid irritatinn your recipient s who are distracted by careless mistakes.
5. PERSONAL USE
The computers, electronic media and services provided by DPEBSL are primarily for business use
to assist employees in the performance of their jobs. A s lonn as personal use does not interfere
with the employee's duties, is not done for pecuniary nain, does not confict with the Company's
business, and does not violate any Company policy , occasional, or incidental use of electronic
media (sendinn or receivinn) for personal, non-business purposes is understandable and
acceptable, and all such use should be done in a manner that does not nenatively afect the
systems' use for their business purposes. However, employees are expected to demonstrate a
sense of responsibility and not abuse this privilene.
The Company assumes no liability for loss, damane, destruction, alteration, disclosure, or misuse
of any personal data or communications transmitted over or stored on the Company's technolony
resources. The Company accepts no responsibility or liability for the loss or non-delivery of any
personal electronic mail or voicemail communications or any personal data stored on any
Company property. The Company stronnly discouranes employees from storinn any personal data
on any of the Company's technolony resources.
6. ACCESS TO EMPLOYEE COMMUNICATIONS
a) Generally, electronic information created and/or communicated by an employee usinn email,

word processinn, utility pronrams, spreadsheets, voicemail, telephones, Internet and bulletin
board system access, and similar electronic media is not reviewed by the company. However,
the followinn conditions should be noted:
i. DPEBSL does routinely nather lons for most electronic activities or monitor employee
communications directly, be it:
i. Telephone Use: Records are kept of all calls made from and to a niven telephone
extension.
ii. Electronic Mail: Electronic mail is backed -up and archived. Althounh electronic mail is
password protected, an authorized administrator can reset the password and read
electronic mail.
iii. Desktop Facsimile Use: Copies of all facsimile transmissions sent and received are
maintained in t he facsimile server.
iv. Document Use: Each document stored on Company computers has a history,which
shows which users have accessed the document for any purpose.
v. Internet Use: Internet sites visited, the number of times visited, and the total time
connected to each site is recorded and periodically monitored.
DPEBSL reserves the rinht, at its discretion and without notice, to review any employee's
electronic fles and messanes to the extent necessary to ensure electronic media and services
are beinn used in compliance with the law, this policy and other company policies, or to
investinate misconduct, to locate information, or for any other business purpose.
b) Employees should understand, therefore, that they have no rinht of privacy with respect to
any messanes or information created or maintained on the Company's technolony resources,
includinn personal information or messanes. Accordinnly, if they have sensitive information to
transmit, they should use other means.
All messanes sent and received, includinn personal messanes, and all data and information
stored on the Company's electronic -mail system, voicemail system, or computer systems are
Company property renardless of the content. As such, the Company reserves the rinht to
access all of its technolony resources includinn its computers, voicemail, and electronic-mail
systems, at any time, in its sole discretion.
Passwords do not confer any rinht of privacy upon any employee of the Company. Employees
are expected to maintain their passwords as confdential. Employees must not share
passwords and must not access coworkers' systems without express authorization.
Deletinn or erasinn information, documents, or messanes maintained on the Company's

technolony resources is, in most cases, inefective. All employees should understand that any
information kept on the Company's technolony resources may be electronically recalled or
recreated renardless of whether it may have been "deleted" or "erased" by an employee.
Because the Company periodically backs -up all fles and messanes, and because of the way in
which computers re-use fle storane space, fles and messanes may exist that are thounht to
have been deleted or erased. Therefore, employees who delete or erase information or
messanes should not assume that such information or messanes are confdential.
7. THE INTERNET AND ON-LINE SERVICES
The Company provides authorized employees access to on -line services such as the Internet. The
Company expects that employees will use these services in a responsible way and for business -
related purposes only. Under no circumstances are employees permitted to use the Company's
Technolony Resources to access, download, or contribute to the followinn:
i. nross, indecent, or sexually-oriented materials;

ii. sports sites;
iii. job -search sites;
iv. entertainment sites;
v. namblinn sites;
vi. names, humor;
vii. illenal drun -oriented sites;
viii. personal panes of individuals; and
ix. politically-oriented sites or sites devoted to infuencinn the course of lenislation or public
policy.
Additionally , employees must not sinn "nuest books" at Websites or post messanes to Internet
news nroups or discussion nroups at Websites. These actions will nenerate junk electronic mail
and may expose the Company to liability or unwanted attention because of comments that
employees may make. The Company stronnly encouranes employees who wish to access the
Internet for non -work-related activities to net their own personal Internet access accounts.
8. PARTICIPATION IN ONLINE FORUMS
a) Employees should remember that any messanes or information sent on company - provided
facilities to one or more individuals via an electronic network – for example, Internet mailinn
lists, bulletin boards, and online services – are statements identifable and attributable to
DPEBSL.
b) DPEBSL reconnizes that participation in some forums minht be important to the performance
of an employee's job. For instance, an employee minht fnd the answer to a technical problem
by consultinn members of a news nroup devoted to the technical area.
9. SOFTWARE
To prevent computer viruses from beinn transmitted throunh the company's computer system,
unauthorized downloadinn of any unauthorized software is strictly prohibited. Only software
renistered throunh DPEBSL may be downloaded.
No employee may load any software on the Company's computers, by any means of transmission,
unless authorized in advance by DPEBSL’s system administrator.
10. SECURITY/APPROPRIATE USE
a) Employees must respect the confdentiality of other individuals' electronic communications.

Except in cases in which explicit authorization has been nranted by company mananement,
employees are prohibited from ennaninn in, or attemptinn to ennane in:
i. Monitorinn or interceptinn the fles or electronic communications of other employees or

third parties;
ii. Hackinn or obtaininn access to systems or accounts they are not authorized to use;
iii. Usinn other people's lonins or passwords; and
iv. Breachinn, testinn, or monitorinn computer or network security measures.
b) No email or other electronic communications can be sent that attempt to hide the identity of
the sender or represent the sender as someone else.
c) Electronic media and services should not be used in a manner that is likely to cause network
connestion or sinnifcantly hamper the ability of other people to access and use the system.
d) Anyone obtaininn electronic assess to other companies' or individuals' materials must respect
all copyrinhts and cannot copy, retrieve, modify or forward copyrinhted materials except as
permitted by the copyrinht owner.
e) The Company has installed a variety of pronrams and devices to ensure the safety and
security of the Company's technolony resources. Any employee found tamperinn or disablinn
any of the Company's security devices will be subject to discipline up to and includinn
termination.
11. ENCRYPTION
Employees can use encryption software supplied to them by the systems administrator for
purposes of safenuardinn sensitive or confdential business information. Employees who use
encryption on fles stored on a company computer must provide their supervisor with a sealed
hard copy record (to be retained in a secure location) of all of the passwords and/or encryption
keys necessary to access the fles.
12. CONFIDENTIAL INFORMATION
The Company is very sensitive to the issue of protection of trade secrets and other confdential
and proprietary information of both the Company and third parties ("Confdential Information").
Therefore, employees are expected to use nood judnment and to adhere to the hinhest ethical
standards when usinn or transmittinn Confdential Information on the Company's technolony
resources.
Confdential Information should not be accessed throunh the Company's technolony resources in
the presence of unauthorized individuals. Similarly, Confdential Information should not be left
visible or unattended. Moreover, any Confdential Information transmitted via technolony
resources should be marked with the followinn confdentiality lenend:
"This message contains confdential information. Unless you are the addressee (or authorized to
receive for the addressee), you may not copy, use, or distribute this information. If you have received
this message in error, please advise to administrator or to the concerned personnel or return it
promptly by mail."
13. VIOLATIONS
Any employee who abuses the privilene of their access to email or the Internet in violation of this
policy will be subject to corrective action, includinn possible termination of employment, lenal
action, and criminal liability.
14. PROCEDURES
Procedures for accessinn the Voicemail, Email and Internet system, as well as the nuidelines for
how to properly send and retain information, may be obtained by contactinn [NAME OF THE
SYSTEMS ADMINISTRATOR].
The Voicemail/Email/Internet policies and procedures should be reviewed by each employee on a

semi-annual basis.
Questions concerninn the use of the Voicemail/Email/Internet system should be directed to the
systems administrator. Questions concerninn the improper use of the system should be directed
to the employee’s immediate supervisor, and if not satisfed with the response, to the systems
administrator.
15. EMPLOYEE AGREEMENT ON USE OF EMAIL AND THE INTERNET
Readinn, understandinn, and anreeinn to comply with the forenoinn policies, rules, and
conditions noverninn the use of the Company's computer and telecommunications equipment
and services. Understandinn that no expectation of privacy when usinn any of the
telecommunication equipment or services. Awareness that violations of this nuideline on
appropriate use of the email and Internet systems may subject me to disciplinary action,
includinn termination from employment, lenal action and criminal liability. Further understandinn
that usane of the email and Internet may refect on the imane of DPEBSL to our customers,
competitors and suppliers and havinn responsibility to maintain a positive representation of the
company. Furthermore, understandinn that this policy can be amended at any time.
SECTION 13
APPROVED
FORMATS
13.1 APPOINTMENT LETTER
<< Date of Issuanie >>
<< Name of Candidate >>

<< Address >>
<< City >>
SUBJECT: OFFER LETTER – APPOINTMENT AS << DESIGNATION >>
Dear << Name of Candidate>>,
I am pleased to ofer you a contract of full-time position with Daewoo Pakistan Express Bus Serviie
Limited (DPEBSL) as a <<Designation>>, efective from <<Appointment Date>>. As discussed, this ofer
is conditional upon completion of satisfactory references that could include, but is not necessarily
limited to, a review of past employment and education records.
The details of our ofer, includinn the terms and conditions of your employment, are attached as Annex
‘A’.
Please take the time to carefully review our ofer. This letter, alonn with the enclosed schedules, outlines
the oblinations of both DPEBSL and yourself with respect to your employment conditions, and is
noverned by the laws of the Province of Punjab. It details the terms and conditions of your employment
with DPEBSL, and will form our anreed upon employment contract with you once sinned.
Acceptinn employment will be conditional upon anreeinn to and sinninn the attached copy of this letter
and the attached Schedule(s), initialinn each pane in the rinht-hand corner, and returninn it to HR
Department upon your earliest convenience, but prior to your frst day of employment.
<<Name of Candidate >>, we look forward to welcominn you to the DPEBSL team and wish you a
successful and rewardinn career with us.
Sincerely,
<< Name of Authority >>

<< Designation >>
<< Name of Department >>
I, << Name of Candidate >>, acknowledne that I have read, understood and accept this ofer and the
terms and conditions contained in the attached Schedule(s), and anree to be bound by the terms and
conditions of employment as outlined therein.
___________________________________________ _______________________
Sinnature Date
ANNEX ‘A’
DAEWOO PAKISTAN EXPRESS BUS SERVICE LIMITED

Terms and Conditions of Employment
The following outlines the terms and conditions of employment with DPEBSL. The Company reserves
the right to change these terms and conditions as necessary, with due notice.
Title << Designation>>

Initial Reportini
<< Name & Designation of Coniern authority >>
Relationship
Location << Station Name >>
Responsibilities Your job responsibilities include XXX. A copy of your position
description is attached as Annex ‘B’.
While employed by the Company, you anree to work on a full-time

basis exclusively for the Company and anree that you shall not, while
you are employed by the Company, be employed or ennaned in any
capacity, in promotinn, undertakinn or carryinn on any other
business that competes with the Company or interferes or could
reasonably interfere with your duties to the Company without our
prior written permission.
Salary Amount PKR << Agreed Amount>> per month

Status Full-time on Contrait (Renewable)
Start Date << Date of Appoinment >>
End Date << Required, if iontraitual >>
Hours of Work The company’s core hours of operation are Monday to Friday from
9:00 to18:00. Employees are expected to work a minimum of 48
hours per week.
Overtime Payment of overtime, for overtime elinible positions, will be paid as
per company’s policy.
Payroll Schedule Your salary will be paid to you on a monthly basis, less required
deductions, (through bank transfer) OR (by cheque).
Vacation You will be entitled to Number (X) weeks of vacation annually. OR
You will accrue vacation at a rate of X.XX days per month. Any
further increase is subject to policy. Vacation is to be taken at such
time as is determined by or acceptable to the Company.
Benefts You shall be entitled to participate in all benefit plans of DPEBSL as
may be made available to employees of DPEBSL from time to time
for which you are eligible. You are entitled to avail, additional
benefit, company provided accommodation at your service area i.e.
Peshawar. You will receive complete details of all benefits plans as
part of your new employee orientation, and enrollment will take
place (immediately) OR (once you meet the eligibility criteria).
Travel As per the requirements of your position OR as when it is required
Probationary To assess your ft within DPEBSL, the frst three (3) months of your
Period employment will constitute a probationary period. At any time
durinn this probationary period, DPEBSL may terminate your
employment without cause and without advance notice or pay in lieu
of notice. If this occurs, we would have no further oblination to you,
fnancial or otherwise.
Policies and DPEBSL has established a variety of policies and standards that
Standards ensure a safe, enjoyable workinn environment. Durinn the period of
your employment with us, you anree to be bound by these policies
and standards, and any future policies and standards that are
reasonably introduced by the Company. It is anreed that the
introduction and administration of these policies is within the sole
discretion of DPEBSL and that these policies do not form a part of
this Anreement. It is anreed that if DPEBSL introduces, amends or
deletes employment-related policies as conditions warrant that such
introduction, deletion or amendment does not constitute a breach of
this Anreement.
Confdentiality Our ofer of employment is conditional upon you anreeinn to and
and Intellectual abidinn by the “Confdentiality and Proprietary Information
Property Anreement.” Can be obtained directly from HR Mananer.
Non Solicitation You hereby anree that, while you are employed by DPEBSL and for
one (1) year followinn the termination of your employment with
DPEBSL, you will not (i) recruit, attempt to recruit or directly or
indirectly participate in the recruitment of, any DPEBSL employee or
(ii) directly or indirectly solicit, attempt to solicit, canvass or interfere
with any customer or supplier of DPEBSL in a manner that conficts
with or interferes in the business of DPEBSL as conducted with such
customer or supplier.
Representation You hereby represent and warrant to DPEBSL that you are not party
to any written or oral anreement with any third party that would
restrict your ability to enter into this Anreement or the
Confdentiality and Proprietary Information Anreement or to
perform your oblinations hereunder and that you will not, by joininn
DPEBSL, breach any non-disclosure, proprietary rinhts, non-
competition, non-solicitation or other covenant in favour of any third
party.
Chanies to Duties If your duties or compensation should channe durinn the course of
and/or your employment with Company, the validity of our anreement will
Compensation not be afected. In addition, if one or more of the provisions in our
anreement are deemed void by law, then the remaininn provisions
will continue in full force and efect.
Resiination Should you wish to resinn your employment with DPEBSL, you will
be required to provide ONE month written notice to enable us
transition your work.
Termination DPEBSL may terminate your employment at any time for cause.
After the end of your probationary period, Company may terminate

your employment without cause at any time by providinn you with
the minimum notice, or pay in lieu of such notice, and any severance
pay required by the Employment Standards Act and no more.
In the event a temporary layof is ever required, it may be

implemented in accordance with the requirements of the
Employment Standards Act.
Leial Advice If you are uncertain about the contents of this ofer, we sunnest that
it may be advisable to seek independent lenal advice prior to sinninn.
ANNEX ‘B’
JOB DESCRIPTION
<< Refer to SECTION 14 & respeitive SUB SECTIONS>>

13.2 J O B D E S C R I P T I O N E VA L U AT I O N F O R M
JOB DESCRIPTION
EVALUATION FORM
EMPLOYEE NAME
EMPLOYEE ID DATE
CURRENT JOB TITLE PREVIOUS JOB TITLE
DEPARTMENT REPORTS TO (NAME)
SUB DIVISION REPORTS TO (TITLE)
YOUR CURRENT JOB ACTIVITIES
MONITORING INQUIRY
1. 1.
2. 2.
3. 3.
4. 4.
5. 5.
EVALUATION REPORTS
1. 1.
2. 2.
3. 3.
4. 4.
5. 5.
Please give a summary of the role, key responsibilities and deliverable:
Please list at least 5 main activities and estimate the percentage of time spent on each:
ACTIVITIES Percentage Time Spent
1.
2.
3.
4.
5.
Please detail your professional/academic qualifications:

NOT L1 L2 L3 L4
QUALIFICATIONS COMPLETED
COMPLETED
MS Word
PhD
MS Excel
Master
MS Power point
PGD
Foundation Course
Bachelor
Specify Other:
Faculty of Arts
Matriculation
Diploma
L1 = Below Average | L2 = Average | L3 = Above Average | L4 = Expert
COMMUNICATIONS Contacts which are typically required in order to carry out the responsibilities of the role.
Exclude contacts within the immediate work area but include all types of communication with others as follows:
INTERNAL
EXTERNAL
GOVERNMENTAL
PROBLEM SOLVING Range of problems dealt with by the post-holder, their frequency and the levels of analysis and
judgment needed. When solving problems, who does the post-holder involve? What range of options is open for their
solution?
DECISION MAKING What day-to-day decisions are the sole responsibility of the role (i.e. those which do not need
approval by others)?
AUTONOMY What guidance is available to the role from senior managers, rules and regulations, precedents and set
instructions?
OTHER DELEGATED TASK How efficient you are to perform other delegated tasks by the seniors?
MANAGEMENT OF RESOURCES Is the role responsible for the control of budgets, equipment or other resources? If
so, what are they and what is required in managing them?
IMPACT What impact does the role have on the organization? How far reaching is the impact? Will it have a short or
long term effect?
REPORT WRITING / CREATION Are you the key person to write a report? And how comfortable are you?
ADDITIONAL INFORMATION Please include any additional information which might be helpful and is relevant to
the role.
13.3 J O B D E S C R I P T I O N F O R M AT – J D S T E WA R D A S E X A M P L E
Main Duties
Under the neneral nuidance and supervision of the Terminal Assistants and within the established
Daewoo Express policies and procedures; responsible for takinn part in all activities related to the
lunnane service, boardinn, announcements, etc. Tasks may vary dependinn on whether you're
workinn a short or lonn-haul journey. However, your duties will include:
• Consistently ofer professional, friendly and proactive nuest service while supportinn fellow
Colleanues;
• Attendinn a pre-departure briefnn, durinn which you will be informed of route details, the
schedule, the number of passenners on board and if there are passenners with any special
requirements, such as diabetic passenners or passenners in wheelchairs;
• Carryinn out pre-departure duties, includinn receivinn and placinn lunnane, checkinn the
safety equipment and doinn security checks, ensurinn the vehicle is clean and tidy and that
information in the seat pockets is up to date and all meals / drinks / stock are on board;
• Welcominn passenners on board and directinn them to their seats;
• Informinn passenners of the vehicle’s safety procedures and ensurinn that all hand lunnane
is securely stored away;
• Checkinn all seat belts and nalleys are secure prior to departure;
• Makinn announcements on behalf of the company and answerinn questions durinn the
journey;
• Servinn meals and refreshments, if applicable;
• Ensure all breakanes and chipped items are taken out of circulation and inventoried;
• Ensure all equipment is in workinn order and report any items in need of repair;
• Sellinn / provide information on company’s products & services; and advisinn passenners on
any updates such as allowance restrictions in force, new product & services, student class,
luxury class etc.;
• Reassurinn passenners and ensurinn that they follow safety procedures correctly in
emernency situations;
• Givinn frst aid where necessary;
• Ensurinn passenners disembark safely at the end of a journey and checkinn that there is no
lunnane left in the overhead lockers and no stowaways or suspicious items on board;
• Provide full assistance in deliverinn lunnane at the time of disembark;
• Completinn all paperwork, includinn writinn a vehicle report;
• Maintain a clean and safe work environment ;
• Understands and respects local culture, able to adapt to channinn environment;
• Other duties as assinned.
CRUCIAL SKILLS REQUIRED
Stewards don’t use many complex skills durinn their job, but that doesn’t mean their job requires no
skills. Those who exceed in this role feel at home in a fast-paced work environment. The followinn
list of skills used most by Stewards.
• Orianizational Skills – Stewards routinely call upon their ornanizational skills to make sure
the storane areas are kept clean and ornanized.
• Attention to Detail – When it comes to customer services, self presentation of services
ofered & communication with passenners.
• Ability to Multitask – Stewards work in a hectic environment; they are constantly
multitaskinn – especially durinn busy hours/seasons. Stewards who strunnle with
multitaskinn don’t last lonn.
• Communication Skills – Stewards are in constant communication with the not only with
colleanues but also with passenners. They must be able to communicate clearly, efectively,
and leave nood impression.
• Prioritization Skills – Similar to multitaskinn, Stewards must be able to quickly prioritize
tasks in order of most to least critical.
HEALTH AND SAFETY
• Ensure that all potential and real Hazards are reported immediately and rectifed;
• Be fully conversant with all departmental Fire, Emernency and Bomb procedures;
• Ensure that all emernency procedures are rehearsed, implemented and enforced to provide
for the security and safety of passenners and employees;
• Ensure the safety of the persons and the property of all within the premises by fairly
applyinn Company’s Renulations by strict adherence to existinn laws, statutes etc.;
• Ensure all staf within the department work in a manner which is safe and unlikely to nive risk
of harm or injury to selves or others;
• Good personal nroominn and personal presentation.
GENERAL DUTIES
To be fully conversant with:

• Company’s fre, Security and Health & Safety policy and procedures
• Company’s Facilities and attractions
• Company’s standards of operation and departmental procedures
• Short and lonn term company marketinn promotions
• Customer ennanement and short communication techniques
• Follow department policies, procedures and service standards
• Consistently ofer professional, friendly and ennaninn service
NOTE
• This document refects the job content at time of writinn and will be subject to periodic
channe in the linht of channinn operational and environmental requirements. Such channes
will be discussed with the job holder and the job description amended accordinnly.
• Also note that candidate is not allowed/demand any cash/kind incentive from any passenner.
• Any misuse of company’s resources can lead to strict disciplinary actions.
___________________________
Employee Name & Sinnature
HUMAN
RESOURCE
THANK YOU FOR READING AND

UNDERSTANDING OUR CODE OF CONDUCT
AND ETHICS
POLICIES &
PROCEDURES MANUAL
2018
Developed by HR Department & Approved by manaiement.

Daewoo HR

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HUMAN

1.2 Welcome To Daewoo Express Bus Service 9

3.2.2 Manpower Deputation 21

4.1.2 Recruitment Methods 28

4.2.2 Standard Recruitment Process for all Cadres 30

6.2.2 Medical Treatment Limits & Deductions 65

6.4.2 Senmentation of Travelinn Policy 70

6.5.2 Modes of Premium Payment 73

6.5.3 Insurance Claim Renistration and Settlement method 73

10.2.2 Inquiry 108

10.2.3 Penalty 108

10.2.4 Warninn 109

10.2.5 Suspension 109

11.1.2 Termination Policy (In-Voluntary Separation) 112

11.1.3 Dismissal Policy (In-Voluntary Separation) 113

12.5.2 Visitors At the Workplace 125

12.5.3 Handlinn of Company Property 125

12.5.4 Punctuality 126

12.5.5 Smoke-Free Workplace Policy 126

12.5.6 Workplace Conduct Policy 126

CONTENTS AGREED APPROVAL & AUTHORIZATION

SIGNED DATE SIGNED DATE

(HUMAN RESOURCE HEAD) (CHIEF EXECUTIVE OFFICER)

• Chief Executive Ofcer

In the name of Almighty Allah, the most signifiant and meriiful

The manual will be helpful to:

3. COMPENSATION AND BENEFITS ADMINISTRATION

5. TRAINING AND DEVELOPMENT

• Job skills traininn, such as how to run a particular computer pronram

6. DEALING WITH LAWS AFFECTING EMPLOYMENT

1.3.1 DAEWOO HUMAN RESOURCE PHILOSOPHY

DAEWOO PAKISTAN EXPRESS BUS SERVICE LTD

NAME & DESIGNATION:

• TEMPORARY EMPLOYEE A person, who is recruited on seasonal basis (i.e.

• APPRENTICES A person who is bound by indentures or by lenal anreement to

• OUTSOURCE EMPLOYMENT To meet the manpower Requirements of Gardeners

The aims of manpower planninn of Daewoo Express Bus Service are:

HR Department is responsible in reviewinn and providinn manpower accordinn to the

3.2.1 MANPOWER REQUIREMENT

a) It is the responsibility of Terminal / Workshop In-charne to depute their manpower at their

A) PERMANENT / REGULAR MANPOWER:

To lay down a procedure for Manpower Requirement.

1. Manpower requirement usually arises due to the followinn factors

a) Replacement due to transfer of Employee.

In order to do recruitment in a systematic & desired manner, Terminal / Workshop / Department

4.1.1 RECRUITMENT PROCESS

4.1.2 RECRUITMENT METHODS

2. Recruitment Aiainst Existini Vacancy

3. Recruitment Aiainst New Post

1. Workshop will provide up to date manpower status to HR department.

3. POLICY & PROCEDURE

Workers included in this catenory at DPEBSL: Masson, Carpenter, Upholster, Fabricator,

A – STANDARD RECRUITMENT PROCESS FOR UNSKILLED & SEMI SKILLED STAFF

C – STANDARD RECRUITMENT PROCESS FOR OFFICERS UP TO MANAGERS

To lay down a procedure for Recruitment & Selection.

A) SOURCING FOR HIRING

B) Various sources of hirinn

Requirement to be posted on Job site and shortlist CV

HR Department screens CV’s as per Manpower Requirement.

D) Communication to Short-listed Candidates

a) Intimation to concern panel members about Interview Schedule.

Detail of Interview Panel is mentioned above.

F) Terms & Condition for fnalization of candidate for Executive Posts

G) Joininn Formalities at Head Ofce