1. E ElgeneinaHR Policies Presentation1Understanding WellA

2. Job Description Performed Staff Has to read andunderstand thecontract, JD, HandBook, Oriented about thework Procedure andregulation system. Short training aboutactivities and places and allrelated institutes andstakeholders act on field.Full Salaries and Allowances All staff should be treatedequally and their wages andallowances so others mustbe paid on time. Every staff memberunderstood what requiredhow to do, with who.2

3. List of Contents1- Introduction2- General Employment Policies.3- Recruitment4- Condition Of employment.5- Performance Review.6- Travel Authorization.7- Office Operation.8- properties & Assets.9- Personnel Management.3

4. Introduction4

5. 1- Organization Statement WR is a humanitarian not-profit nongovernmental Organization working in thefield of emergency relief and development,WR required from employees highstandards of discipline, integrity andcommitment to duty, and as employer WR is required to abideby all of the terms listed in this documentas well as in the Sudan Labor Law act 1997.5

6. 2-General Employment Policy2.1- Equal Employment Opportunities.2.2- Employment Contract.2.3- World Relief Interests.2.4- Conflicts Of Interests.2.5- Maintenance of a Political Status.2.6- management and accountability.2.7- Security of personnel and Resources.2.8- Harassment.6

7. Recruitment of new employee: application by18y old. Except; immediate Family memberwith direct supervision, financial dealingswith Family member as contractor supplieretc Hiring procedure: Availability of PostAnnouncement Sorting of Applicants FileShort list for written test Oral interviewjob offering letter contract and on board. Internal recruitment:7

8. 4- Condition of recruitment4.1- local law and regulation bodies; WR follows theSudanese Labour law act1997 and HAC policies.4.2- Categories of employment;a- temporary employment; seasonally, not exceeding 3month and part time positions.B- Permanent employee; permanent contracts, regularemployee and qualified for all standard no renewal ofopen contractC- Part time or casual employee; less than one monthtemporary assignment specific positions. N E forBenefits.D - consultants; contractual assignment periodic.E - contract for services; employment contractual for shorttime to accomplish specific tasks. 8

9. 5- Performance ReviewThere are two types of performance review- By the end of probation period.- Regular performance review- performance review should be conducted twice a yearin June and December.- Supervisor and respective employee must discuss andcomplete the evaluation.- Must focus on Quality, Area of improvement, strategicof better performance, both supervisor andsubordinate must sign the form before send it to HR.- The result may be considered or affect salary, training,promotion, transfer, continue employment, probationperiod based on the review.9

10. Performance review 2- regular performance review;- Twice A year.- can lead to promotion; if employee assumeda greater job responsibility.- to demotion; if a current position isntrequired.- Below standard chance for improvement if not- to no change or termination.- termination must be approved by CD.10

11. 6- Travelis; Official travel with purpose of work.A- Field Visit; action plan must be approved by Managers,no expenses reimbursement if not authorized.B- Accommodation; employee should stay at WRresidences if it is full then WR will provide per diem.C-Miscellaneous expenses; other expenses connectedapprove such as Taxi, car rental, communication,Passport, fiscal, visa if travelling aboard paid uponsubmission of receipts.D- local transportations; if office vehicle is unusableexpenses of public transportation will be coveredbased in actual receipts.note: only authorized Driver/ persons can drive WRvehicle.( authority is only vested by Logistic PM, PM,or CD. 11

12. 7- General Office Operations1- Office appearance; enhance professional image ofWR, office tidy, neat personal appearance in place.2- Identification card; each staff member issued withwork ID to reflect Authorization to represent WR.3- Visitor; All visitors should be treated with courtesyand respect at all times.4- Office Keys; members were encouraged to safe andprotect WR properties and residences. All keys mustbe kept with logistic Manager (except personnel files&Saving). And all keys must be returned to WR whenContract ended by all means.12

13. 8- Property and Assets Security General Liability; each Property should be maintained andsafeguarded. Loss and Damage; if loss, Damage, theft or accident,immediate written describable report to supervisor and CDat minimum, with police report in addition to reasonablereport and employees idea to resolve or repair assets. Inventory Assets; all assets must be marked. No propertybought, sold, loaned, or rented without Approval of CD.And the inventory list must be updated twice a year. Safe and Proper use; safe manner must be done to protectthe assets, any unsafe use of Assets is ground forimmediate disciplinary action. Vehicles;13

14. 9- Warnings Violations; if breaches the WR Policies. Disciplinary Procedure:1- Verbal Warning2- Written Warning Automatic dismissal3- probation4- Grievance Procedure; open communication withall related colleagues is expected, and WR shouldrespond to a written Grievance in 7 days if not tohigher level then to CD& his Supervisor.141 to 2 & 3Returned/releasedafter evaluation

15. 10 Separation30 days notice should be in place. Resignation;- payment of salary to the last day of work.- Employee & line manager must set a list ofspecific tasks to be carried.- Unused vacation have to be accounted . Exit evaluation; relevant supervisor must toprovide. Entitlements; a form of clearness must be filledby separating employee to HR in the last day.15

16. 11- Terminations Medical discharge; if medical Doctors evaluatedstaff that he/she is unfit to fill job. Gross misconduct; 17 reasons to immediatetermination. Unavailability of funding/redundancy. Death. Poor performance. Court decision. Absence without notice.16

17. 12- Vacations Annual leave; 20 days/year for staff who is up to 3 years under services , 23 days for upper 4 up to 7 year and 25days for more than 8 year ones.- The leave must be requested two weeks in advance.- No cash instead of leave days only if terminated. Or more can deducted.- Vacation mustnt effect trips or work.- To keep staff leave for more than one year the supervisor must write an official letter to HR.- Last two years leave must forfeited if there is no consent of managers. Annual leave travel time; ones per year only back to defined home. Staff said two times. Leave travel expenses; a ticket from Office to defined home ones a year. No meals. Sick leave; an official Doctor prescription must be provided maximum by 10:00 am to supervisor orthe WR medical certificate must be filled otherwise deduction of leave days or wage shall be done. Staff who sick in deep field can be evacuated to Elgeneina for treatment or sick leave days by theDoctor. Long term illness;1- First 1-3 Months full wage pay.2- From 4-6 months half wage pay3- From 7-9 months no pay but can return to work .* WR has the right to have employee medical check any time.17

18. 12 Vacations Maternity leave; Female is entitled to Three months Maternity leave ( CalendarMonths) They will also be entitled to one hour breast feeding until the baby is two yearsold.- if she is continued absent after finished 3Months appropriate medical certificatemust be shown up. Paternity leave: the husband who his wife gave a new baby is entitled for 10 dayspaternity leave one time annually from the day of delivery, validated after 30 days. Bereavement/ compassionate leave; employee who worked for 3 months for WR,if one of family died must given bereavement as below:A- death of Spouse/ child maximum 5 working days.B- death of parents/ brother/sister/maximum 3 days.* The bereavement is up to 8 days per year. And no more even if unpaid. Mourning leave; four months and ten days for a female her husband passed awayfrom the days of his death. If pregnant maternity may given. Pilgrimage leave; employee who continued work for 3 years is entitled for fullpaid, not exceed 30 days ones per his services contract. Unpaid: exceptions can be considered in case by case basis after discussion withmanagement, THEN SEEK PM and CD approval. Public holidays: are 15 days in Sudan under the federal Government the Ministerscouncil is responsible to approve the list annually.18

19. Thank you very muchMany Thanks for your time and participationREADY TO LISTEN FROM YOU ALL19