Human Resource Department: Subject: General Policy

Code:
ENHS – AP/HR – 001

Version: 1.0
Effective Date:
HUMAN RESOURCE DEPARTMENT 1/10/2016 – 1/10/2019
Type:
Subject: General Policy Administrative Clinical
Standard of Compliance:  UAE LAW  HAAD  CARF
APPLIES TO:  Emirates National Health Services
Table of Contents
1. Policy Statement .......................................................................... 2
1.1 Purpose ............................................................................................................................................ 2
1.2 Ownership ....................................................................................................................................... 2
1.3 Compliance And Scope............................................................................................................... 2
2. Terms of Employment & Working Conditions .................................... 2

3. Employee Letters .......................................................................... 3
4. Payroll......................................................................................... 4
5. Code of Conduct/Employee Ethics ................................................... 4
Company Assets ...............................................................................................5
Intellectual Property .........................................................................................5
Confidentiality ..................................................................................................5
Media Relations ................................................................................................6
Conflict of Interest ............................................................................................7
Relationships with Third Parties - Suppliers ..........................................................7
Customers .......................................................................................................8
Behavioral Conduct ...........................................................................................8
Dress Code ......................................................................................................8
6. Disciplinary .................................................................................. 9
7. Disputes, Grievances & Appeals .................................................... 11
8. Exit Interview ............................................................................ 13
9. End of Service ............................................................................ 13
ENHS - Human Resource Policy 1

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1. Policy Statement
1.1 Purpose
This General HR policy is applicable to all grades for terms of employment and
working conditions, code of conduct/employee ethics, disciplinary, and
disputes, grievances and appeals.
1.2 Ownership
This document is owned by OOEHS HR, changes to this document can be
recommended by any employee across the group which OOEHS HR will
consider and ensure that such changes are discussed with the management.
Changes to policies require the approval of the Managing Director or Chairman.
OOEHS HR Department will be the custodian of the policy and will be consulted
in case of any clarification required.
1.3 Compliance and Scope

All Emirates National Health Services staff must comply with the policy. Failure
to comply with the policy may result in disciplinary action which may include
termination of employment or appropriate legal action.
2. Terms of Employment & Working Conditions

2.1 The terms of employment and working conditions establish the core principles
of employment with OOEHS and key contractual definitions.
2.2 The normal preference of OOEHS is to issue unlimited contract, but employees
need to stay 2 years contracts for certain positions. Should the employee wish
to renew and continue his services at OOEHS, s/he will be issued an unlimited
employment offer from the HR Department.
2.3 All elements of employment and employee relations is governed by prevailing

UAE Federal Law and specifically the United Arab Emirates Federal Law No. 8
for 1980 on Regulation of Labor Relations and its subsequent related Executive
Decrees.

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2.4 The standard OOEHS office working hours, Sunday to Saturday from 9:00 am
to 6:00 pm with one hour lunch break (whereby employees can leave between
1:00 pm and return to work after one hour)
2.5 During the Holy Month of Ramadan, OOEHS office working hours are from 10:00
am to 4:00 pm without a break, 6 days per week from Saturday to Thursday
inclusive.
2.6 Working hours may need to be changed for commercial, operational or religious
reasons. OOEHS pledges to provide employees with a minimum of 24 hours’
notice when they are required to work hours which are different to those stated
above.
2.7 The nursing and therapy teams are eligible for overtime payments when they
are required to work hours which are greater than the standard working hours
stated above. In instances where eligible employees are required to work
additional hours, notice is required to be provided by the Department Manager
to the employee and to OOEHS HR.
2.8 Employee who leave the company cannot request to transfer the ownership of
the company GSM line that they used to their own names.
Employee entitled automatically to receive business cards:

2.9 The following employees will automatically receive business cards provided by
the HR department upon joining:
 Department Head and above
 Public Relations and Services Team
Employees not eligible to receive business cards:

2.10 The following employees will not receive business cards:
2.11 Employees whose job duties do not require interaction with third parties.
3. Employee Letters
3.1 OOEHS HR issues letters on behalf of employees to various agencies whenever
required to facilitate different administrative processes for employees.
3.2 Employees must submit a written request to the HR department for any letter
to be issued by OOEHS on the employee’s behalf a minimum of two working
days prior to the date at which the letter is required.

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3.3 In all cases the letter must be addressed to a specific recipient and must be
issued for a specific purpose. The letter will not be made out to “whoever it may
concern” for existing employees regardless of any reasons given.
3.4 In all cases, it must be mentioned in any letter that it has been issued at the
request of the employee and, as such, does not confer any obligation or liability
on OOEHS or its associated companies whatsoever.
3.5 Letters will not be issued to employees pledging their end of service or final
settlement payments in favor of any financial institution.
4. Payroll
4.1 OOEHS pledges that all employees will be in receipt of monthly salaries and
monthly-paid cash allowances in arrears by the 30th day of each calendar
month.
4.2 Payment is made by bank transfer into the employee’s nominated account or,
by exception, by cheque made out to the employee only. Cash payments are
not made.
4.3 If an employee wishes to change the nominated bank account into which their
salary is paid then the HR Department must be provided with a clearance
letter/certificate from the bank to which the last salary was credited before the
revised instruction is acted upon.
4.4 The payroll cut-off date for additions/deductions to be applied and for the
payment of newly joined employees is the 20th day of each calendar month.
5. Code of Conduct/Employee Ethics

5.1 OOEHS’s Code of Conduct sets out the minimum behavioral standards which
are required of all employees. This policy is designed to ensure that the
reputation of OOEHS is maintained at all times and that the distribution of
information which may have a material impact upon the organization is
regulated.
5.2 All employees are required to comply with all relevant policies and instructions.
They are made readily available to all employees and so ignorance of this
policy is not regarded as a defense should disciplinary action be taken in
instances where a breach of this policy occurs.

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5.3 If employees are in doubt as to whether a course of action that they are
proposing to take is in compliance with this Code of Conduct or not then they
should refer to their Department Manager or the HR Department for
clarification.
Company Assets
5.4 No company assets, including, but not limited to, office equipment, production
equipment and products, are intended to be used other than for the purpose
for which they were provided.
5.5 Company assets are not to be removed from company premises unless an
employee is mandated to do so after obtaining the approval of the Managing
Director/Head of Department.
5.6 Any monies (in the form of cash, cheques or goods-in-kind) paid to an employee
who is acting as a representative of OOEHS and which are the result of a
commercial transaction or for services rendered are regarded as OOEHS assets.
As such, any monies handed by a third party to an employee are transferred to
the Finance Department in a timely manner and are not transferred to the
employee’s custody under any circumstances. Such monies cannot be
transferred to an employee’s bank account even if there is a subsequent
intention to transfer said monies to OOEHS.
Intellectual Property
5.7 All confidential information with which an employee may be provided during the
course of performing his/her job is regarded as a property of OOEHS and as
such is not to be distributed to any external party under any circumstance unless
the disclosing of information is required in the pursuit of legitimate company
business In such cases, the prior written approval of Managing Director is
required.
5.8 No information about customers or suppliers is released to third parties without

the written consent of that customer/supplier.
Confidentiality
5.9 Any information concerning OOEHS, its shareholders, its customers, its suppliers
or its commercial/operational activities that is not in the public domain is
deemed to be confidential.

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5.10 All employees at the time of joining are required to sign a confidentiality
undertaking which sets out their obligations with respect to the sharing of
information within the organization and with external parties. The signing of this
undertaking is a pre-requisite to employment.
5.11 If the confidentiality undertaking is breached by an employee then OOEHS

reserves the right to pursue legal proceedings against the employee in addition
to any internal disciplinary action that may be appropriate in order to recover or
prevent any material loss to the organization as a result of the breach.
5.12 The confidentiality undertaking remains in force indefinitely after an employee

has left the service of OOEHS.
5.13 Confidential information is not to be shared in writing, by electronic means,

visually or orally.
5.14 Information which is regarded as being confidential includes, but is not limited
to, the following:
 Details of individuals, clients, customers or other organizations with whom
OOEHS is conducting business or has conducted business in the past;
 Strategic and operational plans;
 Any financial information including financial results and financial forecasts;
 Employee details including their remuneration and the terms of their
employment;
 Information relating to IT and telecommunications systems including, but not
limited to, software/hardware specifications/designs, systems configuration,
source codes, data storage locations and passwords;
 Any copyright materials or designs discovered or used by OOEHS or its
employees;
 Any information which has been communicated as being of a confidential or
secret nature.
However, information which exists in the public domain, even if included within the
above categories, is not regarded as being confidential.
5.15 At the point that employment ends, all employees are required to return all
materials and/or documents with which the employee has been furnished during
his/her tenure in an unaltered format and the employee is not at liberty to retain
any documents or soft-copy materials of any description whatsoever.
Media Relations
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5.16 Only those employees who are delegated by the Managing Director are
permitted to discuss any issues relating to OOEHS with media representatives.
In this context, media is taken to include, but not be limited to, newspapers,
radio stations, television stations, internet news channels, blogs, chatrooms or
other information sharing platforms.
Conflict of Interest
5.17 For the purpose of this policy, the term “Conflict of Interest” refers to any
activity, agreement, business investment, interest, role or other situation that
could be construed as being divergent to or in competition with the company’s
business or as interference with the employee’s primary duty of serving OOEHS’s
best interest at all times and to the best of an employee’s ability.
5.18 No employee will, for the gain of him/herself or the gain of others, deprive
OOEHS of any commercial opportunity or benefit in relation to any current
activity in which OOEHS is engaged or in any potential future venture.
5.19 Employees cannot affiliate themselves with any organization in a paid or non-
paid capacity which operates in markets or spheres of activity in which OOEHS
is currently active or has plans to be active in the future.
5.20 Employees cannot take advantage of any opportunities for personal gain due to
information acquired or relationships built as a result of performing their job
within OOEHS.
Relationships with Third Parties - Suppliers

5.21 Employees must declare to their Department Manager any monies, gifts or gifts-
in-kind received from any third party whom OOEHS may engage in the supply
of services or products.
5.22 Where offence would not be caused, the gift is returned to the donor where
practicable.
5.23 Where return of gifts to the donor may cause offence or damage to a business
relationship, any gifts or gifts-in-kind with a realizable financial value are, where
possible or appropriate, donated to charity.
5.24 If an employee is invited to an event or to dine with any third party whom
OOEHS may engage for the supply of services or products then the prior
approval of the Department Manager must first be obtained to ensure that the
attendance at such an event is appropriate and known to OOEHS.

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Customers
5.25 No gifts either as monies, physical gifts or gifts-in-kind are given to any party
to whom OOEHS currently, historically or prospectively provides services or
products without the prior approval of the Managing Director.
5.26 If an employee invites a customer to an event or to dine then the prior approval
of the Department Manager must first be obtained to ensure that such an event
is appropriate and known to OOEHS explained in details in the Travel &
Representation Policy.
Behavioral Conduct
5.27 OOEHS assumes that all employees comply with all relevant local, national and
international legislation and regulations. Employees must seek the advice of
their Department Manager or a member of the Legal Department if they are
unsure as to the legislation with which they need to comply. It is assumed that
employees are responsible for knowing the legislation and regulations which
affect or govern their jobs.
5.28 All OOEHS employees must comply with all relevant written and verbal policies,
procedures, and instructions which apply to them on an ongoing basis or which
are provided from time to time.
5.29 OOEHS is an equal value employer and so employees who are found to be
subjecting colleagues to any form of discrimination or harassment on the basis
of gender, race, age, ethnicity, religious belief or any other grounds will be
subject to disciplinary action.
5.30 Employees are not permitted under any circumstances to bring alcohol or any
substance banned under UAE law onto OOEHS premises. Employees must
ensure that they are not under the influence of alcohol or medicines when
reporting for work. Failure to adhere to this will result in disciplinary action.
5.31 Employees must follow all notices and instructions with respect to health and
safety. Failure to adhere to this will result in disciplinary action.
5.32 OOEHS employees are not permitted to lend money to or borrow money from
colleagues and are expected to manage their personal financial affairs in a
prudent manner.
Dress Code

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5.33 Male employees must abide by the following guidelines:

 Arab employees may wear UAE National dress comprising Thoub, Ghotra
and/or Aqal with well-maintained shoes or slippers;
 Other male employees are expected to wear a business suit or a collared shirt
with smart trousers and shoes or the work uniform with which they were
provided by OOEHS. Shirts are buttoned to the neck and a tie is worn when
hosting visitors;
 The wearing of brightly colored or novelty clothing is discouraged;
 Head coverings (caps, hats, and bandanas), denim material, sports shoes and
T-shirts/polo shirts, and jeans cloth are not permitted.
 Hair, beards and moustaches must be neatly groomed and body piercings or
tattoos must not be visible.
5.34 Female Employees must abide by the following guidelines:

 Arab employees may wear a wide Abaya with a simple design;
 Other female employees are expected to wear a business suit or skirt/trousers
with an appropriate shirt or blouse and smart shoes;
 Skirts must be tailored below the knee and shirts/blouses are to be buttoned
appropriately;
 Head coverings (caps, hats, bandanas), denim material, sports shoes, T-
shirts/polo shirts, tight clothing made of stretch fabric, and jeans cloth are not
permitted;
 Hair must be neatly groomed and body piercings or tattoos must not be
visible;
 Excessive makeup and cosmetics are not to be worn and jewelry, if worn,
should be discrete.
General Note: All employees are allowed to dress in casual on Saturday only.
6. Disciplinary
6.1 OOEHS’s Disciplinary Policy provides guidance to Line Managers, Department
Managers and Senior Executives within the organization as to the appropriate
action to take when the behavior or performance of employees deviates from
expected standards. However, entering into disciplinary procedures should
represent an action of last resort for a manager in that it is assumed that
exhaustive counseling of employees concerning the issue in question has taken
place and has been documented prior to initiating this process.

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6.2 OOEHS’ s Disciplinary Policy is intended to describe formal actions that a

manager may take with respect to, but not limited to, the following areas of
employee misconduct:
 Any act in contravention to the letter and spirit of the OOEHS’ s Code of
Conduct;
 Any act in contravention to any stated OOEHS policy or procedure;
 Any act in contravention to an instruction given to an employee by his/her
Line Manager or Department Manager;
 Any act in contravention to the United Arab Emirates Federal Law No. 8 for
1980 on Regulation of Labor Relations and its subsequent related Executive
Decrees;
 Any act perceived to be detrimental to the best interests of OOEHS and/or
its stakeholders (including being convicted by a Court of Law for committing
a criminal act);
 Any act not meeting expected standards of professional conduct or
contravening the values of the organization.
6.3 When a Line Manager or Department Manager becomes aware of an act of

employee misconduct, the first action is always to counsel the employee to
verify the act/misdemeanor and to understand the reason for it. If the Line
Manager/Department Manager is satisfied that the employee acted with good
intention then no further action is necessary.
6.4 If the Line Manager/Department Manager is not convinced that the reason for
the act/misdemeanor is well intentioned then he/she conducts an investigation
into the alleged incident in order to verify the facts of the issue. The
investigation must take place within 3 working days of the date of the alleged
incident.
6.5 Irrespective of whether disciplinary action ensues, a copy of the investigation

report is provided to the employee and is placed on the employee’s file
indefinitely. The employee is not required to sign the investigation report to
verify its accuracy.
6.6 If the Line Manager and the Department Manager agree that disciplinary action
is warranted then the following represents a schedule of action to be applied:
 A verbal warning for minor misdemeanors, a record of which, confirming
the conversation taking place as the warning is administered, is placed on
the employee’s file and is in force for a period of six months. The employee
is warned that further indiscretions on his/her behalf during the period for
which the warning is in force may result in further action being taken;
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 A first written warning for more serious misdemeanors or for repeated

indiscretions while a verbal warning is in force is placed on the employee’s
file and is in force for a period of six months. The employee is warned that
further indiscretions on his/her behalf during the period for which the warning
is in force may result in further action being taken;
 A final written warning for serious misdemeanors for which termination of
service is not appropriate or for repeated indiscretions while a first written
warning is in force is placed on the employee’s file and is in force for a period
of twelve months. The employee is warned that further indiscretions on
his/her behalf during the period for which the warning is in force may result
in termination of service;
6.7 Termination of service for acts constituting gross misconduct or for repeated
indiscretions while a final written warning is in force.
6.8 Verbal and first written warnings are administered by the Department Manager
without the need to gain the prior approval to proceed. The approval of the HR
Manager is required before a final written warning is applied and the approval
of the Managing Director is required before an employee’s service is terminated.
6.9 All actions are fully documented and signed by both the administering manager
and the employee as a sign that the written record is an accurate reflection of
the verbal conversation that has taken place.
6.10 While an investigation into the conduct of an employee is being performed, the
Department Manager may request that the employee does not attend work. In
such cases the employee remains in receipt of basic salary and all guaranteed
cash benefits, irrespective of the outcome of the investigation and whether any
disciplinary action is subsequently administered.
6.11 No employee can initiate a grievance procedure against his/her Line Manager
or Department Manager once a disciplinary investigation has been initiated
although the grievance procedure can be initiated once disciplinary action has
been applied if the employee believes that the severity of the disciplinary action
is not commensurate with the nature of the misdemeanor or if the employee
believes that there are material inaccuracies in the investigation report on
which the decision to administer the disciplinary action is based.
7. Disputes, Grievances & Appeals

7.1 OOEHS seeks to ensure that employees have a means by which any item of
their work environment with which they are not happy can be brought to the

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organization’s attention represented by HR Department and/or Department

Heads and can be dealt with appropriately.
7.2 This policy is intended to allow employees to bring to the organization’s

attention issues such as, but not confined to, the following:
 Unfair treatment from the employee’s Line Manager or Department Manager
which may include the selective application of policies and procedures or
favoritism of one or more employees over others or being asked to follow
unreasonable instructions;
 Perceived inequity pertaining to grading or remuneration;
 Policies, procedures or processes perceived as being inappropriate;
 Reporting instances of employee behavior which, while not directly
contravening the OOEHS Code of Conduct/Ethics, are not perceived as being
in the best interests of the organization;
 Perceived lack of consistency in the application of OOEHS Disciplinary Policy.
7.3 In any instance where an employee has a grievance, he/she is required to

write to the HR Manager, either in hard copy or electronically, clearly stating
the grounds of the grievance or providing as much factual evidence as possible
in order to corroborate the claim. The name and contact details of the
employee making the grievance claim must be clearly stated within the
letter/email.
7.4 The HR Manager considers the merits of each grievance and may contact the
employee making the claim in order to confirm the nature of the grievance and
to substantiate any claims made therein.
7.5 If the HR Manager believes that the grievance merits further investigation, a
Grievance Investigation Committee is called, comprising the following:
 Managing Director
 Head of Department/Line Manager
 HR Manager
7.6 The Grievance Investigation Committee orders an investigation to be conducted

to corroborate the grievance claim by questioning the individuals related to the
claim.
7.7 An investigation is carried out by the GIC and an investigation report is written
based on information gathered during the investigation. The Grievance
Investigation Committee then considers what appropriate action is to be
applied. This is forwarded to the Managing Director for approval and enactment.
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8. Exit Interview
8.1 The HR Manager contacts the employee in writing, inviting him/her to attend
an exit interview at a mutually convenient time. The exit interview should take
place as soon as possible after the employee-confirmed departure date has
been received. The employee will be asked a set of questions and he/she will
be given the chance to discuss any concerns he/she feels would be beneficial
for the company to improve. The employee has the full right to decline to
participate in the exit interview process. However those who choose to
participate in the exit interview process can opt that their responses not be
shared with their direct managers. They will also be encouraged to be honest
and constructive in their responses. The information received through exit
interviews will be confidential and will be kept in employee’s personal file.
9. End of Service
9.1 OOEHS pays eligible expatriate employees and Emirati National employees
who do not hold a Kholaset Al Qayd (and hence are not included within the
General Pension and Social Security Scheme) an end of service benefit which
is consistent with Chapter VII, Section II of UAE Federal Law No. 8 for 1980
on Regulation of Labor Relations.
9.2 Under this law:

 An employee employed under an indefinite term contract who has
completed more than one year of continuous service and who leaves
OOEHS at the company’s request (i.e. redundancy or performance-related
dismissal but not dismissal on the grounds of gross misconduct) or who
retires is entitled to an end of service benefit as follows:
 21 calendar days basic salary for each of the first five years of service;
 30 calendar days basic salary for each additional year of service up
to a total payment of two years’ basic salary.
 For an employee who resigns from service, the following applies:

 7 calendar days basic salary per year of service is applied for employees
having between one and three years’ continuous service;

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 14 calendar days basic salary per year of service is applied for

employees having between more than three and up to five years’
continuous service;
 21 calendar days basic salary per year of service is applied for the first
five years of continuous service;
 30 calendar days basic salary per year of service is applied to the sixth
and subsequent years of continuous service.
 End of service benefit is calculated based on fractions of years of service for

any employee who has completed more than one year of continuous service.
 An employee employed under a definite, fixed-term contract is not entitled

to any end of service benefit if he/she resigns before the completion of the
stated term of the contract.
 In all cases, the end of service benefit is calculated based upon the last basic
salary paid to the employee. This figure to be taken as the basis for
calculation does not include any cash allowances, allowances in kind or
bonuses (performance-based or commission).
 As per Article 120 of UAE Federal Law No. 8 on Regulation of Labor Relations,
an employee who is terminated by OOEHS due to conduct-related issues is
not entitled to receive any end of service benefit payment.
9.3 If an employee resigns from service then OOEHS may require the employee to
continue to work until the end of the notice period. Alternatively, OOEHS may
request the employee not to attend work during the notice period but full salary
(basic salary plus all monthly-paid cash allowances) continue to be paid during
this time and annual leave/end of service benefit continues to accrue during the
notice period.
9.4 When an employee leaves OOEHS, either at the company’s request or of his/her
own volition, any positive leave balance will be paid to the employee. The
payment is made on the basis of total salary to include basic salary plus all
monthly-paid cash allowances.
9.5 If OOEHS decides to terminate the services of an employee for any reason other
than those quoted within Article 120 of UAE Federal Law No. 8 on Regulation of
Labor Relations then OOEHS may require the employee to continue to work until
the end of the notice period. Alternatively, OOEHS may request the employee
not to attend work during the notice period but full salary (basic salary plus all
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monthly-paid cash allowances) continue to be paid during this time and annual
leave/end of service benefit continue to accrue during the notice period.
9.6 If an employee is in receipt of any housing loans from the company at the time
that employment ceases then all monies owed to OOEHS must be paid by the
employee before the employee’s final day of employment. Either the
outstanding amount can be subtracted from the final settlement amount or the
employee can provide a personal cheque in favor of OOEHS for the outstanding
housing loan amount. If the outstanding loan amount is greater than the final
settlement amount then the employee must provide OOEHS with a personal
cheque for the outstanding amount before the last day of employment.
9.7 As stated within Article 131 of UAE Federal Law No. 8 on Regulation of Labor
Relations, for employee who have left OOEHS at the request of the company
and who elect to return to their nominated point of origin after their employment
with OOEHS has come to an end, OOEHS provides flight tickets for the employee
and any dependent family members under the employee’s sponsorship (if
employee is on a family status and eligible for family tickets as per the
employment offer) to their designated point of origin. Provided that the
employee has not been dismissed under Article 120 of UAE Federal Law No. 8
on Regulation of Labor Relations, the class of flight tickets is as per the class of
travel to which the employee is entitled for annual leave tickets.
9.8 For employees who have left OOEHS at the request of the company and who
elect to return to their nominated point of origin after their employment with
OOEHS has come to an end, OOEHS requires that the employee be escorted to
the point of departure from the UAE by a company representative to gain a copy
of the exit visa so as to verify that the employee and, if applicable, his/her
spouse and dependent children have departed the country within the timescale
stated in UAE Labor Law.
9.9 If, subsequent to an employee leaving the company at the request of either the
company or the employee and if the employee subsequently remains in the UAE
without taking up employment with an alternative employer within the timescale
stated by UAE Labor Law then the company regards the employee to have
absconded and the PR department file a report with the Ministry of Labor and/or
Police Department accordingly.
9.10 If an employee dies while in service then his/her legal heirs will receive death
benefits as follows:
 Total salary (basic salary plus all monthly-paid cash allowances) up to the
date of death;

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 Total salary (basic salary plus all monthly-paid cash allowances) applied to
any positive leave balance;
 End of service benefit;
 All costs related to the transportation of mortal remains to the designated
point of origin (over and above any benefits provided for in extant corporate
insurance policies), including a return air ticket for one adult to accompany
the remains. This also applies if an immediate family member (i.e. spouse or
child) of an employee dies while the employee is in service;
 Repatriation of immediate family members and their belongings to their
designated point of origin as per Policy above.
 Leave fare entitlement calculated on a pro rata basis where there is a positive
balance.
Please note that under UAE Federal Law, for any employee who is not in possession
of a locally attested and notarized Will, any monies paid out under this policy may be
deemed by a UAE Court to form part of the deceased’s estate and therefore may be
distributed in a Sharia-compliant manner which is not in accordance with the wishes
of the deceased or his/her stated beneficiaries.
9.11 For employees leaving to join an organization operating within the same
activities as OOEHS or its operating entities a non-objection certificate will not
normally be issued.
9.12 OOEHS may issue a reference letter to departing employees to confirm their
employment details. This reference letter contains details of start date, leaving
date, job title at time of leaving and (if applicable) the fact that no disciplinary
action was taken against the employee during his/her tenure only. The decision
as to whether to issue a reference letter is decided by the Head of Department
and HR Manager based on the individual circumstances of each employee.
9.13 All employees leaving the service of OOEHS are required to complete a full
handover report prior to their departure which is discussed during a handover
meeting between the employee and the person nominated by the Department
Manager to assume responsibility for the employee’s duties. In the event that
the employee is not required to work the notice period then the handover
meeting takes place on a date nominated by the Department Manager prior to
the expiry of the notice period.
9.14 During the handover meeting, the employee is required to sign a declaration
stating that the handover report is complete and factual, to the best of the
employee’s knowledge.

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Code:
Version: 1.0
Effective Date:
Type:
10. Document Control

The Human Resource Department is the owner of this document and is responsible
for ensuring that this Policy is reviewed in line with the review requirements of the
HRGL.
A current version of this document is available to all employees handed upon their
joining.
This policy was approved by the Managing Director and is issued on a version
controlled basis.
11. References:
1. UAE Labour Law

2. Internal Policies and Procedures
3. Website

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12. REVIEW HISTORY
Date Of Policy And Refrence

Revision Number Change
Revision Procedure status Section
Prepared by: Name Signature Date
HR Manager Yusuf Pakalakunja
Approved by:
Managing Director Ahmad S. Al Suwaidi

Internal Use Only
Code:
Version: 1.0
Effective Date:
Type:

Internal Use Only

Human Resource Department: Subject: General Policy

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ENHS – AP/HR – 001

2. Terms of Employment & Working Conditions .................................... 2

ENHS - Human Resource Policy 1

1.3 Compliance and Scope

2. Terms of Employment & Working Conditions

2.3 All elements of employment and employee relations is governed by prevailing

ENHS - Human Resource Policy 2

Employee entitled automatically to receive business cards:

Employees not eligible to receive business cards:

ENHS - Human Resource Policy 3

5. Code of Conduct/Employee Ethics

ENHS - Human Resource Policy 4

5.8 No information about customers or suppliers is released to third parties without

ENHS - Human Resource Policy 5

5.11 If the confidentiality undertaking is breached by an employee then OOEHS

5.12 The confidentiality undertaking remains in force indefinitely after an employee

5.13 Confidential information is not to be shared in writing, by electronic means,

Relationships with Third Parties - Suppliers

ENHS - Human Resource Policy 7

ENHS - Human Resource Policy 8

5.33 Male employees must abide by the following guidelines:

5.34 Female Employees must abide by the following guidelines:

ENHS - Human Resource Policy 9

6.2 OOEHS’ s Disciplinary Policy is intended to describe formal actions that a

6.3 When a Line Manager or Department Manager becomes aware of an act of

6.5 Irrespective of whether disciplinary action ensues, a copy of the investigation

 A first written warning for more serious misdemeanors or for repeated

7. Disputes, Grievances & Appeals

ENHS - Human Resource Policy 11

organization’s attention represented by HR Department and/or Department

7.2 This policy is intended to allow employees to bring to the organization’s

7.3 In any instance where an employee has a grievance, he/she is required to

7.6 The Grievance Investigation Committee orders an investigation to be conducted

9.2 Under this law:

 For an employee who resigns from service, the following applies:

ENHS - Human Resource Policy 13

 14 calendar days basic salary per year of service is applied for

 End of service benefit is calculated based on fractions of years of service for

 An employee employed under a definite, fixed-term contract is not entitled

ENHS - Human Resource Policy 15

ENHS - Human Resource Policy 16

10. Document Control

1. UAE Labour Law

ENHS - Human Resource Policy 17

12. REVIEW HISTORY

Date Of Policy And Refrence

Prepared by: Name Signature Date

HR Manager Yusuf Pakalakunja

Managing Director Ahmad S. Al Suwaidi

ENHS - Human Resource Policy 18

ENHS - Human Resource Policy 19

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