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