Travel allowances and the policy of transfer policy - like some of the policies - depend on the general framework of direct correlation with the grade structure and financial management levels in the organizational structure found in the company, and as the travel department or to perform work assignments may be either to an internal Within the geographical boundaries of the Arab Republic of Egypt or abroad, as well as allowances include both domestic travel and foreign travel is what will be mentioned below and to be borne in mind that the main criterion and the crucial element in the application of this policy or not is the standard period of time In terms of long-term or limited in policy applies to travel for at least one working day and not more than four weeks of work, to be increased from this time period, they are not part of the year covered by this policy in effect: First: the definition of travel : Domestic travel within the geographical boundaries of the country of the headquarters company: According to this definition the travel is in this sense by which movements of staff from one town to another town where the office or branch of the company to complete the work and functions of certain functional and length of time a specific and agreed-upon, is achieved Which the company in favor of its staff. Travel outside the geographic boundaries of the country of the headquarters company: According to this definition the travel is in this sense by which movements of staff from one country to another country where the office or branch of the company to complete the work and functions of certain functional and length of time a specific and agreed, through which the benefit Work for the company of its employee, and had the purpose of travel is one of the company to send its experts or advisers to complete the functions of the specialized nature. Second: the various types of allowances: include allowances approved under this policy for the following types: living allowance: is the amount of cash received by the employee (directly linked mainly financial and functional level of the employees) to meet expenses and spending associated with the food and drink and favors and Other expenses for accommodation in the case of whether such expenses are not included in the hotel accommodations, the house was not fully entitled to receive a living allowance. The value of this amount (in the case of entitlement) and a ceiling so that it has been fully carried by the employee and will not be replaced or incorporated into other travel expenses, travel expenses: the nature shall be Astaadtha expenses for the official if he had borne out of his pocket Special when he traveled to and from the workplace. Meal allowance: Intalb it may be to hire people in some departments related to periods totaling more than the daily working hours due to the need for work or to meet conditions of operational emergency. And need to be here as a prerequisite for the disbursement of the allowance to be related to the actual working hours of not less than twelve hours and no staff member would be entitled to a subsistence allowance may not sense any combination of allowances at the same time. If all conditions Toefrat former staff member is entitled to a meal allowance and cash worth a specific amount of cash to be noted that this allowance does not represent the values and expenses shall therefore not be replaced for the cash value of the allowance over time. Third: the new policy (*) is launching this part of the reference manual to achieve a systematic framework to "activate the comprehensive quality and continued development of systems and policies through the entrance to (fill in the gaps in implementation), which in turn is as follows: 1. Provide alternatives documentary in the form of policies designed for application in the event of an expected or positions under unfavorable conditions with the launch of the concept in general .2. Fill in the gaps in policies and systems, procedures and which are not detected until after the application at all levels of administration and management and use by end-users .3. Provide alternatives documentary in the form of policies designed for the application or in the event of an expected economic recoveries reflected the aspirations of thought and look .4 future growth. Think investigation of the internal representations and internal models used as tools for the application of policies and systems of various kinds, to ensure that they achieve established for purposes as well as compatibility to the needs of end-users easily and concept and the facilitator of .5. The inclusion of any policies or procedures or Tzm new nature is not classified under any of the foregoing. And taking into account the fact that creative thinking and outlook that can not come in a vacuum and that there is not, like the article, but that advantage by extrapolation and the advantage of linkages between the dimensions of present and future under the cumulative experience of multiple areas, And to benefit from such experiences is proposed to those who actively take charge of human resources survey design list designed to achieve effective organizational communication and feedback with regard to the five items referred to efficiently thought to cope with change and flexibility. This list is proposed distribution to end-users (based on systematic random sampling), as covering all administrative and organizational levels within the company, and periodically examine possible content of the responses or the views of contributing to the achievement of one or more of the five items described above. The policy of reduction in the employment structure of this policy is not applied or resorted to, but based on a sovereign decision of the Supreme Administrative representative in the chairman of the organization. The general framework of policy: for granted that are thought to go to the senior management of the company is seeking to quickly and always thought of sponsorship and membership development for all workers in the company on the one hand, and the other to draw the planned expansion areas and volume of business in economic activities through which they work Activities of the company whole, with Ithii achieve stability environments career. However, it may sometimes unfavorable conditions are the result of external factors can not be controlled or repercussions in the form of changes that may occur in the labor market, technological progress, or internal factors may be imposed by the regulatory changes could not be disregarded calls introduced in the public interest may Lead to the inevitable resort to resolutions, including resolution of the current downsizing of employment. That the primary purpose of this policy is to minimize possible negative impacts that will occur will be the end of the contractual relationship with him as a direct result of this policy. 1. Scope of application: determined the scope of application of this policy in terms of their effect on the following definition: The employee is subject to this policy is the employee who is ending the current contractual relationship with the result of one or more of the following reasons: the purpose for which the employee has been appointed to serve the company or department Or some specific tasks to perform specific work so as to eliminate the purpose of the function the end of the purpose for which it was created. Some of the activities was the main areas of the company or one of its departments to adverse economic conditions resulting from or expected to result in the absence necessarily need to have the current issue of employment and therefore inevitable decision to dispense with any part of employment as a precautionary measure to be giving priority to the collective interest The individual interest. 2. How to identify individuals laid-off: When the decision is a turning point reduction strategy is inevitable resort to it, is to determine how to be constructive in selecting these individuals and must include the study of the following elements and Psychotropic which, in turn, and do not represent a complete list Of those elements and it is only as a guideline to help decision makers choose to identify (from) will be indispensable and functional. These elements and influences include the study and compare the following: professional abilities and functional skills and personal behavior required and they need or will need management or the company in the future who will be assigned tasks and responsibilities career. Education and the cumulative years of experience. Discipline and behavioral compliance with regulations and regulations and policy frameworks governing the procedure. Duration of service with the company (and often are used to this element is equally divided, if all the elements and the former Alwtherat and to ensure that the term of service is a crucial element of the resolution, which is likely Or not). 3. How the company assisted individuals laid-off: take the way of assistance here following one of the alternatives, the first alternative research and consultation with other departments within the company (which was staffed by an employee redundant) for alternative jobs commensurate with experience and skills possessed by the person If there were not opportunities for internal transport are used to the second alternative. The second alternative is to give this person the opportunity to be absent for periods of time not exceeding one hour a day or full day a week in order to search for another job to work with others and without the concomitant absence of any material damage is it (in the form of deductions) as a result of his research during this .4 Normal working hours. Re-employment for those already laid off: Ntbaiq required for the principle of re-employment of those who have already dispensed with the firm for their services available to them functional following conditions which can be clarified as follows: to be indispensable to have been one or more of the reasons set forth under "scope of application ". Not be dispensed have been a result of abnormal behavior by the staff member both in the right colleagues or superiors at work. Request to be re-employment application is justification enough of acceptance taking into account the interest of the work of the highest priorities and justifications Request for re-employment. Request for the adoption of individual employment authority of the Director of the company. The policy of general appearance and image is an integral element of this policy to be adopted by the Organization of thought and platforms based on the upgrading of expanding the concept to include system and performance standards as well as handling behaviors in the work environment as preserve the image at the highest levels .. The general framework of the policy: concern several aspects of this policy is mainly to provide a stimulating environment for the functions to work through the consistent behavior and thought leadership and excellence espoused by the company. General appearance: general appearance expand the concept to include the following: 1. 2 whole company. The workplace exercising official duties and responsibilities of its daily work: it is within the catalytic action of the salary and workplace clean and there are no papers scattered on the roofs of office and thus .3. General appearance of the same officer: In terms of clothing may be required to wear the commitment of the employee uniforms and in particular in cases of attending meetings within or outside the company or if the job is indefinite and is dealing directly with customers outside the company and so on. And in general, the main base here that the obligation to wear the uniforms during each day of the week except on Thursdays may attend the informal clothes (casual), unless the nature of the work requires otherwise. 4. Behavioral patterns pursued by both the employee in his dealings with others (colleagues - heads - Mrwsin) or with customers or visitors to the company, these behaviors - as a whole - are closely linked to the values of respect - whether for or with others - and of equality and loyalty and affiliation and the pursuit Elevating the status of the company.
Smoking prevention policy
Senior management pursues a policy of prevention of smoking and to minimize possible negative effects and damage caused by smoking. General framework: a ban on smoking at the following locations: 1. Joint offices and individuals that have non-smoking .2. Indoor and including spaces for meetings .3. Rise during the landing and stairs, elevators as well as within .4. Scarves training 5. Offices equipped with any hardware or equipment by the characteristic warning smoke or fire. The places where smoking may be allowed are as follows: 1. 2 private offices. Offices operated by individuals of all, smokers .3. Buffets
Source of the article: http://www.AHDAQ.com/
Smoking prevention policy
Senior management pursues a policy of prevention of smoking and to minimize possible negative effects and damage caused by smoking. General framework: a ban on smoking at the following locations: 1. Joint offices and individuals that have non-smoking .2. Indoor and including spaces for meetings .3. Rise during the landing and stairs, elevators as well as within .4. Scarves training 5. Offices equipped with any hardware or equipment by the characteristic warning smoke or fire. The places where smoking may be allowed are as follows: 1. 2 private offices. Offices operated by individuals of all, smokers .3. Buffets
Source of the article: http://www.AHDAQ.com/
