HR Maunal PDF

PACKAGES LIMITED
HUMAN RESOURCE MANUAL

2015
Particulars
Date of Approval and Implementation
Next Review Date
Version Control
Description
1st May, 2015
30th April, 2016
1.1
Proposed by:______________________
Kaifee Siddiqui
Group Head of HR
Approved by: ______________________
Rizwan Ghani
General Manager
Approved by: ______________________
Syed Hyder Ali

Managing Director
Human Resource Manual - 2015
Packages Limited
Table of Contents
SUBJECT
PAGE NO
1.0 Introduction
1.1 Company Introduction

1.2 About This Document
1.3 Vision and Mission
1.4 Core Values
1.5 Business Units
5
8
8
9
11
2.0 Corporate Policies
13
2.1 Statement of Ethical Business Practices
13
2.2 Whistle Blowing Policy
13
2.3 Quality Policy
15
2.4 Integrated Management System
16
2.5 Total Productive Maintenance
16
2.6 Code of Conduct
17
2.6.1 Foreword
17
2.6.2 General Principles
18
2.6.3 Ethics, Transparency, Fairness and Professionalism
18
2.6.4 Company Information
19
2.6.5 Conflict of Interest
19
2.6.6 Confidentiality
20
2.6.7 Public Activities and Relationships or Dealings with Agents, Sales
21
Representatives, Consultants, Government Officials, Media, Suppliers,

Intermediaries and Other Parties
2.6.8 Environment
22
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Packages Limited
2.6.9 Workplace Harassment
22
2.6.10 Abuse of Alcohol or Drugs and Gambling
23
2.6.11 Equal Opportunity Employer
23
2.6.12 Protection of Company Assets and Proprietary Information
24
2.6.13 Email, Computers and Network Security
24
2.6.14 Dealings in Securities/Shares & Insider Trading
25
3.0 Employment Norms
27
3.1 Medical & Verification Check
27
3.2 Joining Report
27
3.3 Grade Structure
27
3.4 Orientation
27
3.5 Probation Period
28
3.6 Trainings
28
3.7 Dress Code
28
3.8 Registering Attendance
29
3.9 Resignation
30
4.0 Benefits and Facilitation Polices
31
5.0 Service Rules
36
5.2 Transfer Rules
36
5.3 Local Travel Rules
40
5.4 Overseas Travel Rules
44
5.5 Proprietary Personal and Confidential Information
49
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Packages Limited
5.6 Leave Rules
52
6.0 Annexure
54
Annex A- Local Tour Entitlement Chart
54
Annex B Travelling Order (Local/International)
57
Annex C- List of various locations visited by staff members
58
Annex D- Company Listed Hotels
60
Annex E Travelling Bill (Local/International)
62
Annex F- International Travel Requisition Form
63
Annex G- Overseas Tour Entitlement Chart
64
Annex H Leave Application Form
65
Annex I Miscellaneous Cash Voucher/ Bill
66
Annex J- Surety Bond Specimen
67
Polices not part of this book are Gratuity Fund, Provident Fund, Pension Fund and Contributory Welfare
Fund.
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Packages Limited
1.0 Introduction
1.1
COMPANY INTRODUCTION
Packages Limited was established in 1957 as a joint venture between the Ali Group of
Pakistan and Akerlund & Rausing of Sweden, to convert paper and paperboard into packaging
for consumer industry. Over the years, Packages has continued to enhance its facilities to
meet the growing demand of packaging products.
In 1968, with IFC participation, Packages integrated upstream by establishing a Pulp and
Paper Mill with a capacity of 24,000 tons per year based on waste paper and agricultural byproducts i.e. wheat straw and river grass. With growing demand the capacity was increased
periodically and in January 2003, total capacity was nearly 100,000 tons per year.
In 1982, Packages modified a paper machine to produce tissue paper in response to growing
awareness and demand for hygienic and disposable tissues. The Rose Petal brand name was
launched with facial tissues and was later expanded to include toilet paper, kitchen roll, and
table napkins.
In 1986, the Company established a flexible packaging unit to cater to the increasing demand
from consumers for sophisticated packaging used primarily in the food industry.
In 1993, a joint venture agreement was signed with Mitsubishi Corporation of Japan for the
manufacture of Polypropylene films at the Industrial Estate in Hattar, KPK. This project, TriPack Films Limited, commenced production in June 1995 with equity participation by
Packages Limited, Mitsubishi Corporation, Altawfeek Company for Investment Funds, Saudi
Arabia and general public.
Packages Limited owns 33% of Tri-Pack Films Limiteds equity. In July, 1994, Coates Lorilleux
Pakistan Li mited (currently DIC Pakistan Limited), in which Packages Limited has 55%
ownership, commenced production and sale of printing inks. During the same year, the
Company initiated the capacity expansion of its Paper and Board Mill to 65,000 tons per year
and conversion capacity to 56,000 tons per year. At the same time, the Company also
upgraded the quality of Packages products and substantially improved pollution control to
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Packages Limited
meet the World Bank environmental guidelines. The said expansion was completed in 1998 at
a cost of PKR 2.7 billion.
In 1996, Packages entered into a joint venture agreement with Printcare (Ceylon) Limited for
the production of flexible packaging materials in Sri Lanka. The project Packages Lanka
(Private) Limited, in which Packages Limited has 79% ownership, commenced production in
1998.
During 1999-2000, Packages successfully completed the expansion of the flexible packaging
line by installing a new rotogravure printing machine and enhancing the carton line by
putting up a new Lemanic rotogravure inline printing and cutting creasing machine. In
addition, a new 8 color Flexo graphic printing machine was also installed in the flexible
packaging line in 2001.
Packages commenced production of corrugated boxes from its plant in Karachi in 2002.
In 2005, the Company embarked upon its Paper & Board expansion plan at a new site Bulleh
Shah Paper Mills (curently Bulleh Shah Packaging (Private) Limited), almost tripling its
capacity from 100,000 tons per annum to 300,000 tons per annum. Capacity expansion at
Bulleh Shah Paper Mills was completed in two phases., In the first phase, Brown Board
Machine PM-6 along-with high yield straw pulping & OCC plants and its back processes such
as 11 MW Power House, Gas Turbine and Primary Effluent Treatment Plant were capitalized
and commercial operations were commenced during the year 2007. Second phase comprising
of Writing and Printing Paper Machine PM-7, De-inking Pulp Plant, 41MW Power House,
Steam Turbine and Secondary Effluent Treatment Plant was completed in the year 2009.
In 2008, the Company embarked upon capacity expansion in its tissue division through
installation of a new tissue paper manufacturing machine PM-9 with production capacity of
33,000 tons per annum. With this capacity expansion, the Company is now in a position to
take benefit from export potential of tissue products in the international market, particularly
the Middle East.
During 2011, a lamination machine was installed in the flexible department at a cost of PKR
96 million. This is Pakistans first high speed solvent-less automatic lamination machine. It
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Packages Limited
has turret winders for automatic reel and a capacity of 450 meters per minute. The rebuild
project of Paper Machine PM-6, installed at Bulleh Shah Paper Mills, was completed in the
second quarter of 2011 leading to capacity expansion of 30,000 tons. The machine started
commercial operations with enhanced capability of producing high value added liquid
packaging and bleached board. Moreover, the Corrugator Machine in Kasur Plant was
upgraded in 2011 to improve efficiency, reliability, enhance capacity and reduce waste. This
upgrade activity resulted in increased capacity of 14%.
In 2012, to enable continuous growth and technical development in the Paper & Paperboard
segment, Packages signed a 50/50 Joint Venture agreement with Stora Enso OYJ Group of
Finland in its 100% wholly owned subsidiary, Bulleh Shah Packaging (Private) Limited. The
Joint Venture included Paper & Paperboard and Corrugated business operations at Kasur and
Karachi and involved initial equity participation by Stora Enso OYJ Group of 35% by way of
subscription of right shares with a commitment to increase the shareholding to 50% at a later
stage.
In the same year, Packages also invested in a New Rotogravure Machine for its Flexible
Packaging Business with a total estimated project cost of PKR 326 million as part of the
Companys efforts to remain abreast of improved technological developments in the
Packaging business.
In the year 2013, The Joint Venture Agreement with Stora Enso OYJ Group, signed in 2012,
was implemented in 2013 and Packages completed the transfer of assets and related
obligations of Paper & Paperboard and Corrugated business operations to Bulleh Shah
Packaging (Private) Limited along with cash equity injection. Packages now holds 65% equity
in Bulleh Shah Packaging (Private) Limited. The joint venture partner, Stora Enso OYJ Group,
is actively involved in providing technical expertise to further enhance the Paper &
Paperboard and Corrugated business operations.
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1.2
Packages Limited
ABOUT THIS DOCUMENT
The aim in producing this document is to create a one-stop point where employees would be
able to read information they might require during their employment. This document
provides an overview of the company, corporate policies, employment norms and service
rules in addition to benefits and facilitation rules.
This employee handbook contains only general information and guidelines. It is not intended
to be comprehensive or to address all the possible applications of, or exceptions to, the
general policies and procedures described. If you have any question concerning eligibility for
a particular benefit or the applicability of a policy or practice, you should address the specific
questions to the Department Manager/Divisional Head or contact Human Resources
Department.
We hope you will find this text a useful guide during your employment period.
1.3
VISION, MISSION AND CORE VALUES
Vision
Position ourselves to be a regional player of quality packaging and consumer products.
Mission
At Packages Limited our mission is:
To be a leader in the markets we serve by providing quality products and superior

service to our customers, while learning from their feedback to set even higher
standards for our products.
To be a company that continuously enhances its superior technological competence to

provide innovative solutions to customer needs.
To be a company that attracts and retains outstanding people by creating a culture that
fosters openness and innovation, promotes individual growth and rewards initiative
and performance.
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Packages Limited
To be a company which combines its people, technology, management systems and

market opportunities to achieve profitable growth while providing fair returns to its
investors.
To be a company that endeavors to set the highest standards in corporate ethics in

serving the society.
Core Values
Underlying everything we do and everything we believe in is a set of core values. These guide
us to deal with every aspect of any issue we might encounter in our personal and professional
lives. These values help us grow inside & outside, personally and as an organization. They are
as follows:
Good Governance
We are committed to running our business successfully and efficiently, providing long-term
benefits to our employees and shareholders, and enriching the lives of those whom we serve
by fulfilling our corporate responsibility to the best of our ability. We expect excellence from
all processes, whether they relate to policy formation and accounting procedures or product
development and customer service.
Work Environment
Our policies and core values are aimed towards creating an informal yet stimulating teamoriented work environment with a culture of sharing and open communication. We cherish
the diversity of viewpoint of every individual; we realize this encourages innovation and
develops character. All employees have the right to a stress and injury free work
environment. We ensure our employees health and safety by providing various in-house
facilities such as gym and by making sure that all staff understands and upholds our safety
policy. All our employees are permitted and encouraged to afford time and attention to
personal concerns.
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Packages Limited
Our People
The success of any organization is largely dependent on the people working for it. Each
member of our team is considered equally important and is provided constant training,
motivation and guidance. We possess a dedicated staff of the highest caliber committed to
making our business a success. We ensure that every employee has the opportunity for
maximum professional development. To achieve this goal, we seek to provide challenging
work prospects for all employees. Each person is compensated and rewarded for his or her
performance and hard work on a strict merit basis.
Conservation
We expect and encourage our employees to actively participate in community service and to
take care of the environment entrusted to us as citizens sharing the earths resources.
Customer Satisfaction
We are customer-driven; we go the extra mile to make sure our clients expectations are met
and exceeded on every issue. We partner with leading companies to arm ourselves with the
latest technology and provide customers with innovative solutions in the most cost-effective
manner available.
Ethical Behavior
We make it clear that being a sincere, honest and decent human being takes precedence over
everything else. In the Packages family, there is an all-round respect for elders, tolerance for
equals and affection for youngsters. Managers are expected to lead from the front, train junior
colleagues through delegation, resolve conflicts quickly, be visible at all times and act as role
models for others.
We make sure that all our processes and methods conform to the highest ideals of
professional behavior. Our organizational structure is straight-forward and need-based;
accountability is transparent, consistent and both horizontal and vertical.
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1.4
Packages Limited
BUSINESS UNITS
Folding Cartons
With over 56 years of experience in providing reliable service and quality, Folding Cartons
business provides a wide range of packaging products to tobacco, pharmaceutical, Fast
Moving Consumer Goods, personal & home care and food industries.
Folding Cartons business is equipped with state of the art machinery and a dedicated and
qualified workforce that is supported by strong backward and lateral integration. These
factors contribute to provide high volumes and consistent quality at a competitive price for
our customers.
Flexible Line
To accommodate increasing demand for sophisticated packaging, Packages established a
Flexible Packaging business unit in 1986 at its Lahore Plant. Flexible Packaging business
provides a one stop packaging solution by providing high quality detailed graphics in
Flexographic and Rotogravure printing.
Flexible packaging business also provides lamination for plastic films, aluminum foil, paper,
multi-layer blown film extrusion for high speed technology in multi-lane slitting, standalone
spout inserted bags, poly-bags, zipper-bags, sleeves and ice cream-cones.
Consumer Products
Packages started commercial production of tissue and other consumer products in 1982 at
the Lahore Plant. We currently provide a complete range of tissue and personal hygiene
products that are convenient, quick and easy to use; ranging from facial tissues to tissue rolls,
table napkins, pocket packs, kitchen rolls, wet tissues, party packs, paper plates, cups and
adult diapers. We provide consumers complete convenience with tissue and paper products
for every occasion. With its high-quality tissue and consumer products, business unit makes
life more comfortable for consumers every day.
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Packages Limited
Roll Covers & Mechanical Fabrication

Formed in the year 1957, the department has been providing services to all the business units
in Packages. Starting from the Paper and Board mill to the Tissue line, this department has
been providing services for each of our top quality products, catering to the exceedingly
growing rubberizing need; an in-house fully equipped rubberizing facility came into being.
This business also provides design and manufacturing facility for base foundations, chutes,
silos, hoppers, plate rolling and bending, rollers, cylinders, gears, shafts, sole plates, base
plates and HVAC designing, fabrications and related installations for internal customers as
well as for the market.
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Packages Limited
2.0 Corporate Policies

2.1
STATEMENT OF ETHICAL BUSINESS PRACTICES
It is the basic principle of Packages to obey the law of the land and comply with its legal
system. Accordingly, every director and employee of the Company shall obey the law. Any
director or employee guilty of violation will be liable to disciplinary consequences because
of the violation of his/her duties. Employees must avoid conflicts of interest between their
private financial activities and conduct of the Companys business. All business transactions
on behalf of Packages must be reflected accordingly in the accounts of the Company. The
image and reputation of Packages is determined by the way each and every one of us acts
and conducts himself/herself at all times. Every manager and supervisor shall be
responsible to see that there is no violation of laws within his/her area of responsibility,
which proper supervision could have prevented. The manager and supervisor shall still be
responsible if he/she delegates particular tasks.
2.2
WHISTLE BLOWING POLICY
Purpose
Packages Limited is committed to high standards of ethical, moral and legal business
conduct. In line with this commitment, and Packages' commitment to open communication,
this policy aims to provide an avenue for employees to raise concerns and reassurance that
they will be protected from reprisals or victimization for whistle blowing.
This whistle blowing policy is intended to cover protections for the staff if they raise
concerns such as:
incorrect financial reporting;
unlawful activity;
activities that are not in line with Packages' policy, including the Code of Business
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Packages Limited
Conduct; or
Activities, which otherwise amount to serious improper conduct.
Safeguards
Harassment or Victimization Harassment or victimization for reporting concerns under
this policy will not be tolerated.
Confidentiality - Every effort will be made to treat the complainant's identity with
appropriate regard for confidentiality.
Anonymous Allegations - This policy encourages employees to put their names to
allegations because appropriate follow-up questions and investigation may not be possible
unless the source of the information is identified. Concerns expressed anonymously will be
explored appropriately, but consideration will be given to:
The seriousness of the issue raised;
The credibility of the concern; and
The likelihood of confirming the allegation from attributable sources.
Bad Faith Allegations - Allegations in bad faith may result in disciplinary action.
Procedure: 1. Process for Raising a Concern
Reporting - The Whistle blowing procedure is intended to be used for serious and sensitive
issues. Such concerns, including those relating to financial reporting, unethical or illegal
conduct, may be reported directly to the Chief Executive, General Manager or Industrial
Relations Manager as the case may be.
Employment-related concerns should be reported through normal channels such as the
concerned Divisional Head, Head of Human Resources or the General Manager.
Timing - The earlier a concern is expressed, the easier it is to take action.
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Packages Limited
Evidence - Although the employee is not expected to prove the truth of an allegation, the
employee should be able to demonstrate to the person contacted that the report is being
made in good faith.
Procedure: 2. How the Report of Concern will be Handled
The action taken by Packages in response to a report of concern under this policy will depend
on the nature of the concern. The Audit Committee shall receive information on each report
of concern and follow-up information on actions taken.
Initial Inquiries - Initial inquiries will be made to determine whether an investigation is
appropriate, and the form that it should take. Some concerns may be resolved without the
need for investigation.
Further Information - The amount of contact between the complainant and the person or
persons investigating the concern will depend on the nature of the issue and the clarity of
information provided. Further information may be sought from or provided to the person
reporting the concern.
2.3
QUALITY POLICY
Packages is strongly committed to produce quality products that conform to
consumers requirements at a competitive price.
We shall continually improve our Quality Management System (QMS) and quality
performance of all business processes.
We shall set quality objectives at all levels and allocate appropriate resources to
achieve them.
We shall ensure all employees are well aware of the Company Quality Policy and are
motivated to apply it in their areas of responsibility.
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2.4
Packages Limited
INTEGRATED MANAGEMENT SYSTEM
Packages intends to be a world class company that not only delivers quality goods and
services but also takes care of its human resources health, safety and environment as a whole.
We are committed to achieving this by:
Complying with all applicable laws and regulatory requirements.
Setting objectives and targets for reviewing and improving management systems.
Developing an effective IMS system to prevent incidents/accidents, ill health,

pollution, waste reduction, hazards and environmental impacts.
Ensuring that all food related packaging material is produced, stored and delivered in
safe and hygienic condition as per relevant requirements.
Continually improving our Environment, Health & Safety (EHS) and food safety
management systems effectiveness.
Creating a safe and work friendly environment for all stakeholders.
Implementing individual accountability to comply with IMS requirements.
Managing our social impacts, such as human rights impact and supply chain
sustainability throughout our product life cycle.
Working with our suppliers to mitigate potential risks for continuous improvement.
This policy is applicable to each individual whether employee, contractor/sub-contractor,

supplier, visitor and any other stake holder of the Company.
2.5
TOTAL PRODUCTIVE MAINTENANCE
We believe that TPM provides the life cycle approach of improving the overall performance of
the machine/equipment through:
Improving productivity by highly motivated staff/workers.
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Packages Limited
Satisfying the customer needs by delivering the right quantity at the right time with
desired quality.
We are committed to follow the TPM principles to enhance our competitive position in the
market and hence financial position in the market by achieving:
Zero accidents
Zero breakdowns
Zero defects
2.6
CODE OF CONDUCT
2.6.1 Foreword
Packages Limited has built a reputation for conducting its business with integrity, in
accordance with high standards of ethical behavior and in compliance with the laws and
regulations that govern our business. This reputation is among our most valuable assets and
ultimately depends upon the individual actions of each of our employees all over the country.
Packages Limited Code of Conduct has been prepared to assist each of us in our efforts to not
only maintain but enhance this reputation. It provides guidance for business conduct in a
number of areas and references to more detailed corporate policies for further direction.
The adherence of all employees to high standards of integrity and ethical behavior is
mandatory and benefits all stakeholders via our customers, our communities, our
shareholders and ourselves.
The Company carefully checks for compliance with the Code by providing suitable
information, prevention and control tools and ensuring transparency in all transactions and
behaviors by taking creative measures if and as required.
Packages Code of Conduct applies to all affiliates, employees and others who act for us
countrywide, within all sectors, regions, areas and functions.
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Packages Limited
2.6.2 General Principles

Compliance with the law, regulations, statutory provisions, ethical integrity and fairness is a
constant commitment and duty of all Packages employees and characterizes the conduct of
the organization.
The Companys business and activities have to be carried out in a transparent, honest and fair
way, in good faith and in full compliance. Any form of discrimination, corruption, forced or
voluntary child labor is rejected. Particular attention is paid to the acknowledgement and
safeguarding of the dignity, freedom and equality of human beings.
All employees, without any distinction or exception whatsoever, shall respect the principles
and contents of the Code in their actions and behaviors while performing their functions and
according to their responsibilities, because compliance with the Code is fundamental for the
quality of their working and professional performance. Relationships among employees, at all
levels, must be characterized by honesty, fairness, cooperation, loyalty and mutual respect.
The belief that one is acting in favor or for the advantage of the Company can never, in any
way, justify not even in part any behavior that conflict with the principles and contents of
the Code.
The Packages Code of Conduct aims at guiding the Packages team with respect to standards of
conduct expected in areas where improper activities could result in adverse consequences to the
Company, harm its reputation or diminish its competitive advantage.
Every employee is expected to adhere to, and firmly inculcate in his/her everyday conduct;
this mandatory framework; any contravention or deviation will be regarded as misconduct
and may attract disciplinary action in accordance with the Company service rules and
relevant laws.
2.6.3 Ethics, Transparency, Fairness and Professionalism
In conducting its business, the Company is inspired by and complies with the principles of
loyalty, fairness, transparency and efficiency.
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Packages Limited
Any action, transaction and negotiation performed and generally, the conduct of all employees
in the performance of their duties is inspired by the highest principles of fairness,
completeness and transparency of information, clarity and truthfulness of all accounting
documents, in compliance with the applicable laws in force and internal regulations.
Bribes, illegitimate favors, request for personal benefits of oneself or others, either directly or
through third parties, are prohibited without any exception.
It is prohibited to pay or offer, directly or indirectly, money and material benefits and other
advantages of any kind to third parties, whether representatives of governments, public
officers or private employees, in order to influence or remunerate the actions of their office.
Accepting gifts or any other form of hospitality is not allowed as commercial courtesy, as it
may compromise the integrity and reputations of either party and can be construed by an
impartial observer as aimed at obtaining undue advantages. Only company giveaways are
acceptable.
2.6.4 Company Information
Packages Limited ensures the correct management of Company information, by means of
suitable procedures for in-house management and communication to the outside.
2.6.5 Conflict of Interest
Packages Limited expects all employees to be free from actual or potential conflicts of
interest.
A conflict of interest occurs whenever the prospect of direct or indirect personal gain may
influence or appear to influence your judgment or actions while conducting the business.
Each employee has a prime responsibility towards the Company and is expected to avoid
activities or transactions that clash directly with the interest of the Company. Such situations
could arise in a number of ways.
Some of the specifically forbidden situations are outlined below. This list is, however, neither
exhaustive nor all inclusive. In case of doubt, the advice of the management should be sought.
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Packages Limited
Any employee or any dependent member of his/her family (for the purpose of this
policy, family included parents, spouse and children) having an interest in any
organization supplying goods or services to the Company.
Any employee participating in any external activity directly or indirectly that competes
with the Company in any manner.
Any employee serving as an officer or CEO of any other Company, or in any

management capacity for, or as a consultant to any individual, firm or Company
seeking to do business with the Company or any affiliate company, except with the
knowledge and prior consent of top management of the Company.
Any employee conducting personal business activities on the Companys premises or

using Company facilities for such purposes.
Any member of Packages Limited having direct, indirect interest or family connection,
with an external organization that has business dealings with Packages, without fully
disclosing to the management of the Company details of such connections and
interests.
Any employee having any relative working with Packages Limited and not disclosing
details of the same to the management of the Company.
Any employee working full time or part time with any other organization without prior
consent of the top management of the Company.
2.6.6 Confidentiality
Any employee shall not keep or make copies of correspondence, documents, paper and
records, list of clients or customers without prior approval of the Head of department.
All copies of correspondence, documents, paper and records, list of clients or customers, shall
be surrendered to the Company when an individual leaves the Company's employment or is
no longer affiliated or connected with the Company.
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Packages Limited
The Company information and records should be kept within the Company premises only.
Unpublished information may be disclosed to external organization or individual only on
need-to-know basis upon explicit management approval.
An employee shall not disclose or reveal any information on behalf of the Company to print /
electronic media as well as any other information medium. All information shall be released
through designated individual(s).
2.6.7
Public
Activities
and
Relationships
or
Dealings
with
Agents,
Sales
Representatives, Consultants, Government Officials, Media, Suppliers, Intermediaries

and Other Parties.
No employee shall support any political party or contribute to the funds of the groups whose
activities are calculated to promote party interests. The member shall not use any companys
entities, facilities, resources or finances to support either political parties or individual
politicians or any association directly or indirectly connected to a political party.
Agreements with agents, sales representatives or consultants shall clearly specify the services
to be performed for the Company, the amount to be paid and all other relevant terms and
conditions. All payments and transactions shall be supported by documents.
Relationships and dealings with Government officials, external agencies, parties and
individuals at all times should be such that the Companys integrity and its reputation shall
not be damaged if details of the relationships or dealings were to become public knowledge.
Furthermore, no employee shall have a representative role government bodies and trade
association unless duly authorized by the General Manager.
It is the responsibility of every employee to exercise good judgment so as to act in a manner
that will reflect favorably on the Company. The Company employees should make statements
to the media, speeches in public forums, or publish articles in the newspapers, etc, only with
prior authorization of the management in a personal capacity.
Due care should be taken while discussing the Company performances or plans with
outsiders. Any Company employee having questions on how to comply with this requirement
should seek guidance and advice from the management of the Company.
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Packages Limited
2.6.8 Environment
All employees should promote resource conservation and minimize waste of paper and
resources.
2.6.9 Workplace Harassment
Packages Limited supports any initiatives aimed at implementing working methods for the
achievement of a better organization.
Every employee has the right to work in an environment that is free from harassment and in
which issues of harassment will be resolved without fear of reprisal. Harassment will not be
permitted or condoned within the Company, whether it is based on a persons race, color,
ethnic or national origin, age, gender, real or suspected sexual orientation, religion or
perceived religious affiliation, disability or other personal characteristic.
Packages Limited demands that there shall be no harassment or mobbing behaviors in
personal working relationships either inside or outside the Company.
Such behaviors are strictly forbidden and are as follows:
Creation of an intimidating, hostile, isolating or in any case discriminatory

environment for individual employees or groups of employees.
Unjustified interference in the work performed by others.
Placing of obstacles in the way of work prospects and expectations of others merely for
reasons of personal competitiveness or because of other employees.
Any form of violence or harassment, either sexual harassment or harassment based on

personal and cultural diversity is forbidden. Such harassment is for instance:
Subordinating decisions on someones working life to the acceptance of sexual

attention or personal and cultural diversity.
Obtaining sexual attentions using the influence of ones role.
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Packages Limited
Proposing private interpersonal relations despite the recipients explicit or reasonably

clear distaste.
2.6.10 Abuse of Alcohol or Drugs and Gambling

All employees shall personally contribute to promoting and maintaining a climate of common
respect in the workplace, particular attention is paid to respect the feelings of others.
Packages Limited shall therefore consider individuals who work under the effect of alcohol or
drugs, or substances with similar effect, during the performance of their work activities and in
the work place, as being aware of the risk they cause. Chronic addiction to such substances,
when it affects work performance, shall be considered similar to the above mentioned events
in terms of contractual consequences.
It is forbidden to:
Hold, consume, offer or give for whatsoever reason, alcohol or drugs, at work and in
the workplace;
Smoke in areas where smoking is not allowed
Gable or bet within the workplace.
2.6.11 Equal Opportunity Employer

Packages Limited recognizes the value of striving for a balanced work force and is committed
to the principles of equal opportunity, equality of treatment and creating a dynamic climate
where diversity is valued as a source of enrichment and opportunity. All phases of the
employment relationship including recruitment, hiring, training, promotion, compensation,
benefits, transfers, layoffs and leaves of absence will be carried out by all managers without
regard to race, color, religion, gender, age, ethnic or national origin or disability.
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Packages Limited
2.6.12 Protection of Company Assets and Proprietary Information

Packages Limiteds physical and intangible assets, as well as its proprietary information are
the key to the Companys success. They should be used only to achieve business goals, and
they should be protected to preserve their value. Any use of Companys assets or proprietary
information by any employee in other business or personal activities is forbidden. All
Company assets and proprietary information must be returned to the Company on cessation
of employment.
Employees may know considerable amounts of proprietary or other information i.e.
confidential information as part of their job which may be in written, electronic, or any
other form. It should not be disclosed to anyone outside Packages Limited without the express
permission of his/her manager.
It is the duty of every employee to protect, use and operate all the corporate assets with
utmost care, due diligence and honesty. In case, it is observed by any employee that the
corporate assets are being misused/mishandled by some other members/individual, the
matter should be immediately reported to the Management of the Company. Please note that
corporate assets include all moveable and immovable property of the Company.
All Company employees are responsible for the security of authorized access to and proper
use of the Companys physical and intangible assets under their control and of third parties,
assets in their care.
2.6.13 E-Mail, Computers and Network Security
All employees must follow the Company policy to limit Internet access to official business.
However, employees are authorized to access the Internet for personal use after business
hours, in strict compliance with other terms of this policy.
All employees using Companys Internet connection and e-mail accounts are acting as
representatives of Packages and therefore should act accordingly in order to avoid damaging
the reputation of the Company.
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Packages Limited
The introduction of viruses, or malicious tampering with any computer system, is expressly
prohibited.
No employee shall visit illegal or pornographic sites, nor distribute illegal or pornographic
material. Sexually related, derogatory or racially intolerant websites and material is also
forbidden.
Activities that compromise network security are strictly forbidden, the disclosure of system
IDs, passwords or information allow the circumnavigation of security features. Employees
shall not place Company material (copyrighted software, internal correspondence, etc.) on
any publicly accessibly Internet computer without proper permission.
The Company reserves the right to inspect the computer system of any employee of Packages
Limited for violations of this policy.
2.6.14 Dealings in Securities/Shares & Insider Trading
Packages Limiteds employee shall not trade on or pass on inside information at any time to
any other person, inside or outside Packages Limited. Inside information refers to the
information about Packages Limited, its business, or other companies with which Packages
Limited is doing business or negotiating that is not generally known to the public, but would
likely, if known generally, affect the price of a companys shares or influence a persons
investment decisions.
Packages Limiteds employee must not deal in Packages Shares if he/she is in possession of
inside information about Packages or deal in Packages Shares on consideration of a short
term nature.
Packages Limiteds employee should not pass on inside information at any time to any other
person or encourage another person to deal in shares of Packages or any other company on
the basis of such information, even if the employee does not profit directly from the
arrangement.
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Packages Limited
Packages employee should not deal in the shares of another company with which Packages is
doing business or negotiating if in possession of inside information in relation to such
company.
Neither Packages employee nor a family member (spouse and children under 18 or anyone
living in his/her household on a permanent basis) may deal in Packages shares or another
companys shares if the employee or his/her family member is in possession of inside
information about Packages or another company.
Packages employee should be aware of and comply with any local laws and regulations
governing share dealings.
Some employees, because of their role and responsibilities, will be in regular possession of
inside information or may have access to such information in particular times of the year.
These individuals are referred to as Employee Insiders. The employee will be notified in
writing by the Company Secretary if he/she is in this category and hence may not deal in stock
until he/she obtains written notification that he/she may deal or has been taken off the
Insider List. The Company Secretary may be contacted for advice in this area.
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Packages Limited
3.0 Employment Norms

Packages aims to recruit, induct, train and employ the best candidates based on merit and
competence.
3.1 MEDICAL & VERIFICATION CHECK

The candidate is required to undergo a medical examination. The appointment to the job will
be subject to passing both the reference and fitness check.
3.2 JOINING REPORT

On the day of joining the Company, new employees shall submit a joining report in writing to
maintain a record of their joining date. This report will be addressed to the Human Resources
department along with a copy forwarded to the in charge/manager. It will state the
employees date of joining, name, designation, and the name and designation of the officer
whom the employee has reported to on the first working day.
The IR department will thereby issue an employee card which shall indicate the department,
designation and employee number of the new employee.
3.3 GRADE STRUCTURE

MANAGEMENT GRADES
JE, JE1, E3, E2, E1, E, M, M1, M2, M3, M4 & SM
TECHNICAL GRADES
TE, TE1, TE2, TE3, TE4, TE5, TE6 and TE7
PROCESS SPECIALIST GRADES

S1, S2 & S3
3.4
ORIENTATION
New employees will be provided an orientation schedule to familiarize with the Company.
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3.5
Packages Limited
PROBATION PERIOD
Probation period is the time for review and appraisal to make sure that both the Company
and the employee are satisfied that the role is as advertised and is being performed
adequately. Permanent employment is given once the employee successfully completes
his/her training period.
Training period for management trainees/trainee engineers will be of one year.
Probation period for new recruits at the executive level will be of three months, unless,
otherwise stated in the contract.
Any employee who is observed to be unfit, incompetent and does not meet the
performance criteria set by the management shall be terminated, or grace period maybe
granted to allow room for improvement.
On confirmation, the new employee shall be given a permanent employment card, which
he/she must carry while inside the factory perimeter.
3.6 TRAININGS
Packages has both local and international training programs for its employees. Employee
training needs are periodically reviewed, various in-house and customized training programs
are arranged for production, marketing, human resource, supply management and finance
personnel.
Packages is also recognized as a training organization as it is one of the platinum rated
training providers for Association of Chartered Accountants-UK. We also provide necessary
apprenticeships to industrial diploma holders in our production departments.
3.7
DRESS CODE
Employees are expected to be in business professional attire while in the office. Those
provided uniforms must wear it on duty.
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Packages Limited
3.8 REGISTERING ATTENDANCE

Each employee should follow the protocol of the attendance system. Upon arrival each
morning, the employee is required to follow the procedures of attendance. The attendance
system will automatically record the in/out time of each employee. A monthly attendance
report will then be generated accordingly.
Late Arrival
Employees are considered late when they fail to report to duty at the exact time they are
scheduled to. However, 10 minutes is the grace period allowed to employees. Late arrival at
workplace affects Company operations, as well as the work of fellow employees.
Short Leave
If it should be necessary for an employee up to executive level to leave work early for
whatever reasons, he/she first must ask his/her immediate in charge/manager for approval.
Leaving work early without prior approval from the in charge/manager is not encouraged
and the individual may be liable to disciplinary action.
Absence/Leave
For absence due to sickness and other unavoidable reasons, the management must be
informed through written application or the employee must make a telephone call as soon as
possible, stating the reason for absence and the expected number of days employee will
remains absent from duty. The leave application form is attached as Annex H.
For absence from duty due to sickness of more than one day, the employee must submit a
medical certificate from a Registered Medical Practitioner.
The absent employee must file a leave application form immediately on the day he/she
resumes the duty.
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Packages Limited
3.9 RESIGNATION
A trainee/ probationer may resign from the service of the Company by giving 24 hours notice
in writing.
A permanent employee may resign from the service of the Company by giving notice in
writing as per the terms of appointment or depositing salary in lieu of notice period.
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Packages Limited
4.0 Benefits & Facilitation Policies

The compensation and benefits program aims to balance your needs with the Companys
needs. That means responding to employee needs, controlling cost and maintaining a
competitive position. To balance these objectives, the details of the benefits and facilitation
program change from time to time.
Basic Pay
Basic salary is an amount which is paid to an employee in accordance with the grade in which
he/she is placed as per grade structure.
Conveyance Allowance
Conveyance allowance is allowed to all confirmed employees as per their respective grade.
House Rent Allowance
All employees are entitled to House Rent Allowance with respect to their respective grades
basic salary.
Cost of Living Allowance
All employees are entitled to Cost of Living Allowance as admissible to them according to law.
Grade Special Allowance
All employees from JE/TE and above are paid on a sliding scale, statutory special allowance(s)
as per practice.
Utility Allowance
All employees in JE/TE and above are entitled to Utility Allowance as per their respective
grade.
Special Allowance
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Packages Limited
All employees in JE/TE and above are entitled to Special Allowance as per their respective
grade.
Supervisory Allowance
Employees having supervisory nature of job and are designated as a supervisor in their
respective grade are entitled Supervisory Allowance as stipulated in the grade till such time
they continue to perform such duties.
Attendance Allowance
All employees in grades JE, JE1, TE, and TE1 are given attendance allowance as per rules
provided they have not:
a) Reported late for duty by 15 minutes for more than 3 days in a month;
b) Availed more than three casual leaves in a month;
c) Availed leave without pay or Social security leave; and
d) Absented for any day in a month
Recreation Allowance
All employees in grades JE1 and TE1 are allowed Transport Fair Assistance for recreational
trip every year.
Night Shift Allowance
All employees in grades JE1 and TE1 are allowed Night Shift Allowance while performing
night shift duty.
Telephone Allowance
All employees in grades E3/TE2 and above are given telephone allowance as per the company
service rules.
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Packages Limited
Emergency Medical Allowance

Emergency medical allowance is allowed to employees as admissible by the company service
rules.
Funeral Expenses
Employees are entitled to funeral expenses where admissible as per the company service
rules.
Disbursement of Pay
In order to have the companys designated salary transferred directly to a bank account; new
employees must open an a/c with NIB. Remuneration is paid to monthly staff on the last
working day of every month, unless that day is an intervening holiday or a Sunday, in which
case the salary is transferred earlier.
Annual Increment
Employees are entitled to an annual increment in the month of April in the agreement year
with CBA and in the month of January in the non-agreement year. For employees in grade M
and above, this happens in the month of January every year. This increase is subjected to the
performance of the individual during the preceding period. In case an employee improves
his/her qualification in line with his/her duties with prior approval of his/her
manager/supervisor, he/she is allowed an increment in his/her regular grade.
Promotion
Promotion in the Company is subject always to merit and sustainability of an employee to the
position for which he/she is being considered.
Bonus
The bonus is paid to all confirmed employees who are on the rolls of the Company on the 1st
of January immediately preceding financial year.
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Packages Limited
The bonus is paid, on pro-rata basis, on the basic salary, which is calculated on the basis of
average salary earned by an employee during the financial year. This payment is, however,
always subject to the terms and conditions stipulated in the Office Order announcing the
payment of bonus.
Ex-Gratia
Ex-Gratia is the amount, which is paid, as per the following schedule, at the time of retirement
or death of an employee. It becomes due as per the length of service given in the table below:
Length of service
Ex-gratia Amount
Less than 5 years of service
Nil
5 years to less than 7.5 years service
One month Gross Salary
7.5 years service to less than 10 years 1.5 months Gross Salary
service
10 years and above
3 months Gross Salary
In case of death
3 months Gross Salary
Employees Old-Age Benefit Scheme

All employees become member of the Employees Old-Age Benefit Scheme, which is set up by
the Government and shall be entitled to pension after attaining the age of 58 years. The
Company contributes 5% of an employees basic salary towards this scheme. An employee
also contributes 1% of the minimum salary and this amount is deducted from his/her salary.
Canteen
In order to ensure wholesome and quality food the Company is operating a canteen round the
clock. Not only lunch/dinner but also light snacks are served. The food is served at highly
subsidized rates and the employee has to pay a very nominal fixed price monthly. The main
meals are served on credit basis whereas breakfast, milk and afternoon tea is served against
coupons.
Sports Activities
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Packages Limited
Promotion of sports plays a vital role at Packages. To carry out sports activities, the Company
provides an in-house sports complex facility. Every year, inter departmental tournament
starts the sports year and ends with the annual sports day celebrations.
Fair Price Shop
Packages has established a Fair Price Shop for employees to assist them for the purchase of
Company products and the commodities given in the law.
Scholarships
Packages offers merit scholarships to the children of employees to appreciate their talent and
promote healthy competition in the form of monitory reimbursement that varies with the
level of education.
Hajj Facility
Each year, Packages has the opportunity to send a number of its permanent employees for
Hajj through draw. This includes employees from non-executive staff and from executive and
management staff. Packages bears all expenses pertaining to this religious offering.
Long Service Awards
Packages offers awards to its employees as a token of appreciation for their continued
association with the Company based on their services.
The details of the awards are:
1. 10 years
2. 20 years
3. 25 years
4. 30 years
5. 35 years
6. 40 years
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Packages Limited
5.0 Service Rules

MANAGEMENT MANUAL
PACKAGES LIMITED
LAHORE-PAKISTAN
TRANSFER RULES
SERVICE RULES
POLICY NO. 2
ISSUE. 2
LAST
AMENDMENT
DATE 15.04.2015
5.1
TRANSFER RULES
1.
PURPOSE
1.1
The purpose of this Policy is to lay down the Rules for transfer and assignments of
employees anywhere in Pakistan.
2.
DEFINITIONS
For the purpose of these Rules unless there is anything repugnant in the subject or
context:
2.1
Company means PACKAGES LIMITED.
2.2
Competent Authority means a person who is duly delegated the powers to issue
transfer order of an employee for and on behalf of the Company Management.
Normally the Division/Department Head shall recommend and the Competent
Authority shall issue the transfer order to employees duly approved by the GENERAL
MANAGER.
2.3
FAMILY means the wife and the dependent children of the employee.
2.4
PERMANENT TRANSFER means transfer of any employee for an indefinite period on

married/bachelor status as the case may be.
2.5
DAILY ALLOWANCE means the daily allowance to be paid to the employee for the
purpose of these Rules over and above the salary for the period of journey after
transfer from his/her present location to another within Pakistan.
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3.
Packages Limited
PERMANENT TRANSFER
All permanent employees are liable to be transferred in the interest of the Company,
anywhere in Pakistan for an indefinite period which may involve the move of the
employee with family, if applicable. On permanent transfer the entitlement of the
allowances and facilities to the employee shall be as under:-
3.1
Transfer letters shall be issued by the HR/IR Department on the recommendation of

the Division/Department Head concerned, with the prior approval of GENERAL
MANAGER.
3.2
TRAVELLING ALLOWANCE
Travelling Allowance for the employee and his/her family, if applicable for one way
journey from present location to the new location, shall be the same as laid down in
the Travel Rules. i.e., Ticket cost will be reimbursed to employee for his family (wife
and dependent children)
3.1.3 DAILY ALLOWANCE

The entitlement of Daily Allowance for this purpose shall be the same as laid down for
Local Travel Rules, for the employee and each dependant member of the family, if
applicable, during journey period.
3.1.4 JOINING LEAVE
All employees on transfer shall be allowed to avail one week joining leave including
intervening Sunday/Holiday but excluding travelling time. The joining leave shall not
be adjusted against any other type of leave entitlement.
4.
FAMILY LEAVE PASSAGE FARE
4.1
All permanent employees in grades J.E and above shall be entitled to

re-imbursement of fare for self, wife and dependent children once in twelve months
while on annual leave of at least two weeks from the place of posting to the place of
appointment and back, provided they have completed a minimum stay of twelve
months at the place of posting as under:Employees in Grade JE-M2
As per their entitlement laid down

in the Local Travel Rules.
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Packages Limited
5.
ACCOMMODATION
5.1
In case accommodation is not available to the individual at the place where he/she is
transferred he/she will be given fourteen days stay in a hotel (without family) or
lodging charges of self arranged accommodation and for the purpose of hotel
charges/lodging charges, he/she will be governed by the Travelling Entitlement chart
annexed with Travelling Rules. However, no such accommodation shall be provided
and no accommodation allowance shall be admissible if the transfer is to the home
town, i.e. permanent residence of the employee.
5.2
Immediately after the arrangement of the accommodation within the specified period
of fourteen days, the employee will be given passage back to the base for making
arrangements for taking his/her bag and baggage and family to the place of transfer.
For this purpose, the employee shall be entitled to Travelling Allowance only. No Daily
Allowance shall be admissible.
6.
EXTRA AMOUNT
6.1
The employee on transfer will be eligible to receive an amount equal to one months
salary (basic) at the time of his/her departure from the present location to the place of
transfer.
6.2
The employee on transfer on married status i.e. with family and having school going
children will be eligible to receive one months gross emoluments at the time of
departure from present location.
7.
EVK EXPENSES
The individual will be reimbursed with the actual EVK expenses for transporting
his/her car/scooter/motorcycle (if owned) to the place of transfer.
8.
FREIGHT CHARGES
For the shifting of household effects the following rules will be applicable:Where the employee under transfer is single, he/she will be entitled to receive freight
charges by rail/truck on a 20 ft container of his/her luggage from the Company.
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8.1
Packages Limited
The married employee will, however, have the entitlement to receive freight charges
by rail/truck on a 40 ft container.
8.2
The freight charges will be paid on the production of actual bills mentioning the size of
container from the Packers and Transporters approved by the Company.
9.
GENERAL
9.1
Company reserves the right to cancel, amend, alter, or modify any of the provisions of
these rules at any time at its sole discretion.
9.2
Companys interpretation of these rules shall be final and binding on the employees.
9.3
Any deviation in these rules can only be allowed by the General Manager.
9.4
These rules will come into force with immediate effect, and supersede all previous
transfer rules.
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MANAGEMENT MANUAL
PACKAGES LIMITED
LAHORE-PAKISTAN
LOCAL TRAVEL RULES
5.2
LOCAL TRAVEL RULES
1.
PURPOSE
Packages Limited
SERVICE RULES
POLICY NO. 3
ISSUE. 3
LAST
AMENDMENT
DATE 15.04.2015
The purpose of these rules is to lay down the regulations for travel by the Company
employees within Pakistan, on Companys business and determine their entitlement
for travel expenses, daily allowance and other travel compensations.
2.
DEFINITIONS
For the purpose of these rules the terms:-
2.1
Company means PACKAGES LIMITED.
2.2
TRAVEL ENTITLEMENT means the chart attached to these rules as Annex A

showing grade wise entitlement of employees in respect of mode of travel, daily
allowance, hotel room charges and accommodation allowance.
2.3
DAILY ALLOWANCE means a fixed amount payable to employee for the duration of
tour as per travel entitlement chart.
3.
AUTHORIZATION OF TRAVEL
The travel on Companys business must have prior approval in the following manner:-
3.1
All Division/Department employees from respective Division/Department Heads, as

the case may be.
3.2
All Division/Department Heads from General Manager.
3.3
Any travel, even on Companys business, without prior approval shall be considered as
unauthorized. T.A/D.A. claim for such unauthorized travel shall not be entertained
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Packages Limited
unless formally regularized by a post dated Written Travel Order, giving reasons for
not obtaining prior approval.
3.4
All travel authorization should be approved on Travel Order form attached as Annex
B to these rules, to be filled in by the employee in duplicate.
3.5
Purpose of travel should be clearly mentioned on the Travel Order e.g. Company
business, to attend training course/seminar etc.
4.
MODE OF TRAVEL
All employees shall travel in accordance with entitlement contained in the Travel
Entitlement Chart. Those who want to avail the facility of rented cars for official Inter
City travelling should get prior approval from the Competent Authority as per the
Travel Rules of the Company.
TRAVEL REQUISITION FORM
Travel Requisition Form for travel through air will be signed by:
In case of Local Travel:
General Manager;
Chief Financial Officer; or
Marketing Manager
But if the employee is not entitled to travel by air due to his grade entitlement,
travel co-coordinator or Departmental Head will get it signed by General Manager
mentioning the reason for special case.
In case of Foreign Travel
Only the General Manager will be authorized to sign the Travel Requisition form. Final
approval of MD/GM is required in all travel by air.
6.5.
TRAVEL EXPENSES
5.1
All employees shall be paid travel expenses in accordance with the Travel Entitlement
Chart.
5.2
Daily allowance shall be admissible as under:-
5.2.1 If travelling period is less than eight (8) hours, half rate of daily allowance.
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Packages Limited
5.2.2 If travelling period is eight (8) or more than eight (8) hours, full rate of daily allowance.
(Cut off time is 1200 hours midnight).
5.3
Travelling within a radius of 50 Km. from base station shall be treated as local
travelling and no daily allowance shall be admissible. Maximum distance one way to
each location, and amount of fare to be reimbursed per kilo meter, both for Rickshaw
and Taxi Cab, shall be as per Annex C. However, no Daily allowance will be
admissible for travel to Bulleh Shah Packaging (Pvt) Limited, Kasur.
5.4
Company shall reimburse telephone, postal, telegram, fax, toll tax, parking fee, and
local transport expenses provided they are incurred in connection with company
business.
5.5
No T.A/D.A. will be paid if the journey has not been undertaken/ completed.
5.6
Food charges, laundry charges, cooliage and tips to porters and waiters are included in
the daily allowance as admissible.
5.7
Car/Scooter/Motorcycle mileage allowance shall be payable by the company against a

claim by the user only for official business, as per Annex A (2: MILEAGE RATES).
5.8
Car/Scooter/Motorcycle mileage shall also be reimbursed by the Company against

claim by the user only for official business including:-
5.8.1 Visits to office on rest days and after office hours.

5.8.2 Travelling to attend a course or seminar, courts and government offices on actual
mileage less normal distance from residence to office & vice versa.
5.8
No travelling expense shall be reimbursed to an employee entitled to overtime.
5.9
No overtime will be paid/compensatory leave allowed to the employee claiming daily

allowance for period of travelling/tour.
CASH ADVANCE
6.1
The employee may draw a reasonable amount of cash advance to meet necessary
travel expenses, as approved by the competent authority on Travel Order attached as
Annex B.
6.2
All unutilized cash shall be returned to the Accounts Department immediately on

return from a tour but not later than seven days.
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6.3
Packages Limited
Further cash advances may not be allowed in case of non-submission of Travel Bill
attached as Annex E to Accounts Department for previous drawn for travel expense.
7.
ACCOMMODATION ALLOWANCE/ HOTEL CHARGES
7.1
Accommodation allowance and hotel room charges are only admissible in case of
overnight stay.
7.2
Accommodation allowance will only be admissible to the employee, if he/she does not
avail the facility of staying at a hotel.
7.2
Hotel room charges shall be paid against actual hotel bills, as per entitlement of the
employee.
8.
TRAVEL EXPENSE CLAIM
8.1
On completion of the tour, employee shall submit his/her Travel Bill within seven
days, duly verified by the approving authority to the Accounts Department.
8.2
Travel bill should be supported by memos, bills, receipt and other travel related
documents.
8.3
E-Tickets and Boarding passes in case of travel by air should also be attached with the
travel bill.
9.
GENERAL
9.1
These rules are applicable for a maximum out station stay of thirty (30) days.
9.2
The Company reserves the right to cancel, amend, alter or modify any of the provisions
of these rules at any time at its sole discretion.
9.3
9.4.1 Companys interpretation of these rules shall be final and binding on the
employees.
9.5
These rules shall take effect immediately and supersede all previous rules/office
orders issued, in this regard.
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Packages Limited
SERVICE RULES
MANAGEMENT MANUAL
POLICY NO. 4
PACKAGES LIMITED
ISSUE. 3
LAHORE-PAKISTAN
OVERSEAS TRAVEL RULES
5.3
OVERSEAS TRAVEL RULES
1.
PURPOSE
LAST AMENDMENT
DATE 15.04.2015
The purpose of these rules is to lay down the regulation relating to overseas travel on
companys
business,
including
attending
to
foreign
training
courses
and
Seminars/Conferences.
2.
DEFINITIONS
For the purpose of these rules, terms:-
2.1
COMPANY means PACKAGES LIMITED.
2.2
TOUR means foreign travel of an employee from-to-base station/a foreign country on

companys
business,
including
attending
training
courses,
Seminars
and
Conferences/Exhibitions, on bachelor status for a period not exceeding thirty (30)

days.
2.3
TRAVEL ENTITLEMENT means the Chart attached to these rules as Annex G,

showing grade-wise entitlement of employees in respect of mode of travel, per diem
allowance and hotel room charges.
3.
APPROVAL FOR OVERSEAS TRAVEL

An employee may proceed on a tour overseas on behalf of the Company only after
obtaining Overseas Travel Authority duly approved by the GENERAL MANAGER.
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Packages Limited
Purpose of the tour and the proposed itinerary will be submitted to GENERAL
MANAGER for approval through the Head of Division/Department.
4.
TRAVEL AUTHORITY
4.1
Overseas Travel authority attached as Annex B duly approved shall define the travel
program, purpose of visit abroad, expected duration etc. Special terms, if any, shall also
be specified therein. If the travel is for a company project other than that of Packages
Ltd, it should be specified on the Overseas Travel Authority so that expenses are
charged accordingly.
4.2
After the approval of overseas travel, the employee concerned shall fill in Request Slip
for Overseas Travel as per Annex F and attach a copy of the Overseas Travel
Authority duly approved for necessary action by Travel department.
4.3
Surety bond will be required in case if any employee has served less than 8 years and
has been sent abroad for Supplier Visits, trainings, exhibitions and conferences etc.
Only Head of Human Resource/GM will be authorized to waive-off the requirement of
Surety Bond. Specimen of Surety Bond is in Annex J.
5.
ENTITLEMENT OF EXPENSES INCURRED IN PAKISTAN

In relation to an approved overseas tour, the Company shall bear the following costs
incurred by or on behalf of the employee within Pakistan.
5.1
Cost of obtaining fresh passport or renewal of the expired one as well as endorsements
thereon.
5.2
Cost of obtaining visas to the countries the employee is required to visit.
5.3
Cost of all necessary medical tests, certificates, vaccinations etc. as applicable.
5.4
Cost of travel within Pakistan in respect of the employees journey from residence to
the Airport of departure/arrival in accordance with the Companys policy concerning
travel within Pakistan.
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5.5
Packages Limited
Cost of air fare (economy class) from Pakistan to those points overseas that the
Company requires the employee to visit subject to the following :-
5.5.1 The air route taken by the Employee to and from the various approved places of
work overseas shall be the most economical and direct available. All deviations shall
require prior approval of the GENERAL MANAGER.
5.5.2 The purchase of air tickets shall be arranged by the company. All amounts paid directly
by the Company under this clause will be debited to the employees travel account and
will be adjusted on receipt of his/her Overseas Travel Expense Report.
6.
ENTITLEMENT OF EXPENSES INCURRED OVERSEAS
6.1.
For all Overseas Travel as defined in this Policy, the Company shall pay the following
expenses incurred overseas by an employee.
6.1.1 HOTEL CHARGES AND PER DIEM ALLOWANCE

Maximum limits of hotel charges and per diem allowance are shown at Annex A to
this Policy which would normally be allowed by the company.
6.1.2 The per diem allowance besides hotel charges shall cover the following types of daily
expenses incurred by the employee, and these expenses will not be reimbursed
separately :6.1.2.1 Private Local Conveyance, however official expenses will be paid in addition to Daily
allowance.
6.1.2.2 Cost of own Meals.
6.1.2.3 Other petty expenses i.e. Laundry, Newspaper and Tips etc.
6.2
Actual local conveyance expenses for official travel at overseas shall be paid by the
Company without affecting the per diem allowance.
6.3
If any employee on overseas travel is provided free lodging/boarding by the person or

the Company he/she is visiting; he/she shall not be entitled to any hotel charges.
Page 46 of 68
Packages Limited
However, he/she will be entitled to 50% of per diem allowance according to his grade
as shown at Annex G.
6.4
The
cost
of
transportation
between
various
cities
etc.
where
the
employee is required to go officially for which provision does not already exist in
the tickets, purchased in Pakistan prior to the employees departure.
6.5
The actual cost of any other reimbursable expenditure in accordance with Company
Rules, i.e. the cost of official postage, faxes, telephones, books, manuals or equipment
considered essential for official use.
7.
TRAVELLING ADVANCE
7.1
To meet the employees cash expenses on an overseas tour, the Company shall provide
him/her with the necessary amount of rupees and also foreign exchange as allowed as
per grade entitlement. The amounts advanced will be adjusted on receipt of his/her
Travel Expense Report attached as Annex E.
7.2.
If the employees foreign expense entitlement exceeds the amounts advanced to

him/her, the difference shall be reimbursed in rupees on his/her return to Pakistan at
the current official rate of exchange.
7.3
However, if the amounts advanced exceed the amounts reimbursable, the amounts
held in excess will be returned to the Company immediately upon the employees
return to Pakistan, in the same currency, advance was allowed.
8.
TRAVEL EXPENSE REPORT
8.1
On his/her return to Pakistan, the employee shall submit one consolidated Travel
Expense Report within two weeks of return so that his/her advance Travel accounts
in local and foreign currency can be adjusted. The report shall be prepared on
Overseas Travel Expense Report Form attached as Annex E.
8.2
All expenses incurred in foreign currency shall be stated in respective currency.
Page 47 of 68

8.3
Packages Limited
The reimbursement claims against expenses incurred by the employee during his/her
overseas tour, including the cost of the ticket purchased by the company should be
supported by the used air ticket and other supporting documents.
8.4
The employee should inform Travel Coordinator about any unutilized sector and the
Travel Coordinator will apply for refund from the Travel Agency.
8.5
All invoices for local and foreign tickets will be verified by the Travel Coordinator and he
will send to them to the Accounts department for payment.
9.
GENERAL
9.1
The Company reserves the right to cancel, amend, alter or modify any of the provisions
of these rules at any time at its sole discretion.
9.2
9.3
Companys interpretation of these rules shall be final and binding on the employees.
9.4
These rules shall take effect immediately and supersede all previous rules/office
orders issued, in this regard.
Page 48 of 68
MANAGEMENT MANUAL
PACKAGES LIMITED
LAHORE-PAKISTAN
PROPRIETY PERSONAL AND
CONFIDENTIAL INFORMATION
5.4
PROPRIETY PERSONAL AND CONFIDENTIAL INFORMATION
1.
PURPOSE
Packages Limited
SERVICE RULES
POLICY NO. 5
ISSUE. 1
LAST AMENDMENT
DATE
This Policy lays down the basic regulations for controlling and protecting the
Companys information classified as propriety, personnel and confidential.
SCOPE
This Policy applies to all employees at Packages Limited.
DEFINITIONS
2.
For the purpose of these rules, terms:2.1
COMPANY means PACKAGES LIMITED.
2.2
EMPLOYEES means any person on the pay roll of the Company on permanent,
contract or temporary basis, whether at the Head Office/Factory or any of its area
offices.
PROPRIETY INFORMATION means information of a confidential nature over which
2.3
management exercises control and which if disclosed, without due discretion, would
be likely:
To have an adverse effect on the relationship between the Company and any one of the
following:
Client/Customer.
Page 49 of 68
Packages Limited
Other companies, suppliers, sub-contractors, or individuals providing material,

products, services, equipment or property to the Company.
Company employees.
General Public.
To result in other adverse circumstances through compromises of such information as:
Company rules, and administrative systems and procedures including management

policies, etc.
All types of financial information regarding cost, income, rates, profitability etc.
Designs and Design standards.
Contracts, Tenders, Guarantees, Sureties, Bonds, Agreements etc.
Technical principles, practices and techniques.
Studies, research work, feasibility reports.
2.4
PERSONAL AND CONFIDENTIAL INFORMATION

Personal and Confidential Information means information regarding the employment
relationship between the Company and an employee/contractor and Company
business correspondence between Key Personnel intended solely for the knowledge
and use of the addressees. Further, the information is such that its disclosure would be
likely to:
Result in undue embarrassment to an employee/contractor or Company.
Result in loss of opportunity, benefits or goodwill of an employee/contractor or the

Company.
Result in adverse circumstances or cause undue damage to the character or reputation

of the Company or employee/contractor.
3.
REGULATIONS
3.1.1 Documents carrying propriety as well as personal and confidential information will
be concealed during normal working hours in locked desks, or locked cabinets, when
not in actual use.
3.1.2 Such documents must be marked as Propriety, Personal or Confidential as the
Page 50 of 68
Packages Limited
case may be.

3.1.3 While mailing such documents, outside the Company, they must be sealed in unmarked
regular mailing envelope and dispatched through Registered A.D. cover or Courier
Service.
3.1.4 Such documents if received in absence of the addressee are opened by the
Division/Department Head. However Personal and Confidential envelope will be
opened by the addressee only.
3.1.5 Employees required to hand-carry propriety, personal and confidential documents
must protect the information at all times, against unauthorized disclosure.
3.1.6 Release of such classified information to unauthorized person or agency is strictly
forbidden. Any employee or contractee violating these regulations shall be liable to
severe disciplinary and/or legal action as applicable.
Page 51 of 68
MANAGEMENT MANUAL
PACKAGES LIMITED
LAHORE-PAKISTAN
LEAVE RULES
Packages Limited
SERVICE RULES
POLICY NO. 10
ISSUE. 3
LAST AMENDMENT
DATE 31.12.2011
5.5
LEAVE RULES
(a)
A permanent employee becomes entitled to Annual Leave after the completion of

twelve months continuous service with the Company.
(b)
Employees in Junior Executive Grade and above with less than 14 years of service are
entitled to 15 working days for each completed year of service with a maximum
accumulation limit of 110 days.
(c)
Employees in Junior Executive Grade and above having completed 14/21 years service
are entitled to 21 days for each completed year of service with a maximum
accumulation limit of 130/190 days respectively.
(d)
Employee intending to avail annual leave must obtain prior approval in writing from
their Divisional Manager.
(e)
Annual Leave shall only be availed for more than 3 days at a stretch.
(f)
Adjustment of Annual Leave against notice period, resignation, shall be permissible.
(g)
If an employee proceeded on Annual Leave desires to extend his/her leave, he/she

shall seek permission to do so from the Div/department head before extending his/her
stay.
CASUAL LEAVE
(a)
A permanent employee is entitled to 10 casual leaves or in proportion to his/her

length of service in a calendar year.
(b)
Casual Leave becomes due from the date of appointment and can only be allowed after
confirmation.
(c)
Casual Leave can be availed to a maximum of 3 days at a stretch.
Page 52 of 68

(d)
Packages Limited
In case of employees in Junior Executive Grade and above, un-availed casual leave is
converted into Annual Leave at the end of each calendar year subject, however, to the
limit of accumulation of Annual Leave.
(e)
An employee must give prior intimation to avail casual leave.
(f)
An intervening Sunday/Rest day or a Public Holiday shall be counted against casual

leave.
MEDICAL LEAVE
(a)
All the permanent employees are allowed 8 days medical leave with full pay or 16 days
medical leave with half pay in a calendar year.
(b)
Medical leave becomes due from the date of appointment and is allowed after
confirmation.
(c)
For more than one days medical leave, a medical certificate issued by a Registered
Medical Practitioner is mandatory.
(d)
Employees in Junior Executive Grade and above can accumulate up to 40 days medical
leave.
HAJ LEAVE
(a)
One months leave with pay is allowed to all permanent employees for performing Hajj.
COMPENSATORY LEAVE
(a)
In case, an Executive Grade III to Grade I employee works for full 8 hours on his/her
weekly day off or on a Gazette Holiday, he/she is entitled to one day compensatory
leave.
(b)
Compensatory leave is to be availed within the same calendar year in which it falls due.
GENERAL
(a)
During the notice period, on resignation or termination as the case may be, the
employee concerned shall cease to earn any type of leave.
(b)
During notice period, no Casual/Sick leave can be availed by the concerned employee.
Page 53 of 68
Packages Limited
6.0 Annexure
ANNEX A
MANAGEMENT MANUAL
SERVICE RULES
POLICY NO. 3
PACKAGES LIMITED
ISSUE. 22
LAHORE-PAKISTAN
DATE LAST
AMENDED
01.11.2013
LOCAL TRAVELING RULES

TOUR ENTITLEMENT CHART
1.
TRAVEL MODE/HOTEL STAY
Category of
Mode of travel
Hotel Entitlement lodging
Employees
By Air/By Rail/Bus
charges all inclusive
Up to Grade-V/P-III By Rail (Lower Class AC)
Actual reimbursement
AC COACH/BUS
to a maximum Rs.1500.00
JE, JE-1 & EIII
By Rail (1st Class AC)
Two Star Hotel
TE TE3
AC COACH/BUS
Maximum of Rs. 2000.00
EII, E1 & E
By Air - Economy
Three Star Hotel or actual as per Annex D
TE4 TE7
By Rail (1st Class AC)
Maximum Rs. 6000.00
S1 S3
AC COACH/BUS
M & M-I
By Air Economy
Four Star Hotel
AC COACH/BUS
Page 54 of 68
Packages Limited
M-II and above
By Air- Economy Plus
Five Star Hotel
Note:
the
for
Besides
maximum
rental
each
grade,
list
of
Hotels
in
Faisalabad/Multan/Sialkot/Mirpur/Lahore/Karachi/Islamabad/Gujranwala/Peshawa
r/Quetta/Rahimyar Khan/Bahawalpur with whom special rates are negotiated will
also be applicable: Grade-wise Daily Allowance and lodging charges for self arranged accommodation.
Grade
Daily Allowance
Lodging Charges
1. Grade-V/P-III
Rs. 600.00/day
DELETED
2. JE & E-III, T-T3
Rs. 800.00/day
3. E-II & E, T4-T7S3
Rs. 900.00/day
4. M & M-I
Rs 1,000/day
5. M-II and above
Rs. 1,200/day
Employees in grades E1 and above are encouraged to stay at Islamabad/Karachi Guest Houses. In
case of full occupancy in the Guest Houses, the employee will stay in the Hotel according to his/her
entitlement.
2.
MILEAGE RATES
2.1
For Car (Own/Companys Financed)
Rs.12.50/Km
2.2
For Motorcycle (Own/Company Loan)
Rs.04.50/Km
Above mentioned rates may be changed according to Petrol price changes by the
Government.
2.3
No mileage claim is admissible for Company maintained Cars, except in the case of
travel from home/office to the airport/inter-city bus terminal. However, we expect our
Page 55 of 68
Packages Limited
responsible staff not to incur this expense un-necessarily when the company maintained Car
can be utilized for this purpose.
2.4
Other by private M/Cycle
2.5
By Bus, Wagon, Rickshaw & Taxi Cab
Rs. 04.50/Km
As per the following entitlement:2.5.1 Up to Grade-IV
Bus/ Wagon at Actual
2.5.2 Grade V & JE
Rickshaw
2.5.3 Executive-III. EII, EI & E
Taxi Cab
3.
Full days D.A. may be paid for minimum duration of eight hours before mid night.
4.
Half days D.A may be paid if the stay is at least four hours.
5.
Travelling within a radius of 50 Km from the base station will not be treated as tour.
6.
Daily Allowance, where hotel accommodation and food have been paid/provided by
the Host Company, will be allowed at one-third of the admissible rates.
Page 56 of 68
Packages Limited
ANNEX B
TRAVELLING ORDER (LOCAL/INTERNATIONAL)
Page 57 of 68
Packages Limited
ANNEX C
MANAGEMENT MANUAL
PACKAGES LIMITED
LAHORE-PAKISTAN
SERVICE RULES
POLICY NO. 3
ISSUE. 1
PAGE 1 OF 1
DATE 10.06.1998
LIST SHOWING VARIOUS LOCATIONS

VISITED BY THE STAFF MEMBERS
DESTINATION
DISTANCE (ONE WAY)

FROM PACKAGES
KILOMETER
Dane Food
07
Dry Port
18
Excise Office
18
AEBL
17
ST. CH., GBL, NBP (MAIN)
19
ABN-AMRO
09
Air Port
08
P.C. Hotel
14
Nishter Road
23
Bilal Gunj
23
Lahore Cantt
20
Page 58 of 68
Packages Limited
308-Upper Mall
12
EBIL, BOA
17
Garden Town
07
Model Town
06
Samanabad
15
Iqbal Town
16
Canal View
20
Johar Town
15
Township
10
NICON, Faisal Town
08
Lahore Cantt (Girja Chowk)
08
FARE:
Rickshaw
Rs. 15.00/Km
Motor-Cab
Rs. 20.00/Km
(Rates are based on the average fare of actual bills claimed for the above
locations).
Page 59 of 68
Packages Limited
ANNEX D
MANAGEMENT MANUAL
POLICY NO. 3
PACKAGES LIMITED
ISSUE. 3
LAHORE-PAKISTAN
PAGE 1 OF 2
COMPANY LISTED HOTELS
Lahore
SERVICE RULES
DATE 01.05.2012
3 Star
4 Star
5 Star
Sunfort
Holiday Inn
Pearl Continental
Mel Rose
(Old Wing)
Best Western
Avari
The Residency
Ambassador
Nishat Suites
Karachi
Beach Luxury
Regent Plaza
Mehran
Marriott
Sheraton
Pearl Continental
Avari
Islamabad
Envoy Continental
Holiday Inn
Marriott
Pearl Continental
Multan
Sheza Inn
Ramada
Sindbad
Page 60 of 68
Faisalabad
Sandal Bar
Packages Limited
Sareena Grand Hotel
East Inn
Lords Inn
Sialkot
Taj Palace
Hotel One
Gujranwala
Shelton
Mirpur
Jabeer
Peshawar
Blue Palace
Defence Hotel
Rauf Tourism
Khan Club
Pearl Continental
Hotel Grand Cantt
Quetta
Lounds
Rahimyar Khan
While Palace
Victoria Garden
Bahawalpur
PTDC Motel
Page 61 of 68
Packages Limited
ANNEX E
TRAVELLING BILL (LOCAL/INTERNATIONAL)
Page 62 of 68
Packages Limited
ANNEX F
INTERNATIONAL TRAVEL REQUISITION FORM
Page 63 of 68
Packages Limited
ANNEX G
OVERSEAS TRAVELING RULES
TOUR ENTITLEMENT CHART
1. Scale of Daily
Daily
In case, Hotel
In case, Hotel
Allowance (Foreign)
Allowance
accommodation provided
accommodation and
by the host country
food provided by the

host country
Category of
Employees
E1- M2
$200
$100
$68
Upto E2
$175
$88
$60
2. Daily Allowance will cover board and lodging, and other out of pocket expenses such as
local telephones etc. but does not include cost of inter-city travelling and inter-city
business telephone calls.
3. The duration of travel time claimed by an applicant one way would not be more than
one day to Europe, East Asia except for America and Canada.
Page 64 of 68
Packages Limited
ANNEX H
LEAVE APPLICATION FORM
Page 65 of 68
Packages Limited
ANNEX I
MISCELLANEOUS CASH VOUCHER/ BILL
Page 66 of 68
Packages Limited
ANNEX J
SURETY BOND SPECIMEN
BOND FOR TRAINING UNDER PACKAGES STAFF TRAINING SCHEME
Known to all men by these presents that

s/o
(Employee No.)
Resident of House
(hereinafter called the SURITY BOND) held and
firmly bound unto Packages Limited, Sharah-e-Roomi, P/O. Amer Sidhu, Lahore, Pakistan (hereinafter called
the Company) for all money, charges costs and expenses as may be determined by the Company as
having been incurred on or in respect of the which amount I will not question, to be paid to the Company
for which payment well and truly to be made, I hereby bind myself and of my heir, executor and
administrator, signed and delivered this .
Signature__________________
(Employee)
Signature_______________________
(Surety)
Name _________________________
CNIC
_________________________
Whereas the Employee is being nominated by the Packages Limited for a

starting
from
to
, Now the conditions of the above written bond are that the Employee:
a)
b)
Will complete the above said training and return back to Pakistan.
Will serve the Company for a minimum period of Two years after the completion of the
training.
If the above conditions are being satisfied by the employee then the above written bond shall be void and
of not effect, otherwise it shall be and remain in full force and virtue.
Page 67 of 68
Packages Limited
Singed jointly and severally by each of us this SURETY BOND in presence of following witness:-
Signature _______________________
(Employee)
Signature _______________________
(Surety)
Name ___________________________
CNIC ____________________________
Witness 1
Name:
CNIC:
Address
Page 68 of 68

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PACKAGES LIMITED

HUMAN RESOURCE MANUAL

Approved by: ______________________

Approved by: ______________________

Syed Hyder Ali

Human Resource Manual - 2015

1.1 Company Introduction

2.0 Corporate Policies

2.1 Statement of Ethical Business Practices

2.2 Whistle Blowing Policy

2.3 Quality Policy

2.4 Integrated Management System

2.5 Total Productive Maintenance

2.6 Code of Conduct

2.6.2 General Principles

2.6.3 Ethics, Transparency, Fairness and Professionalism

2.6.4 Company Information

2.6.5 Conflict of Interest

2.6.7 Public Activities and Relationships or Dealings with Agents, Sales

Representatives, Consultants, Government Officials, Media, Suppliers,

Human Resource Manual - 2015

2.6.9 Workplace Harassment

2.6.10 Abuse of Alcohol or Drugs and Gambling

2.6.11 Equal Opportunity Employer

2.6.12 Protection of Company Assets and Proprietary Information

2.6.13 Email, Computers and Network Security

2.6.14 Dealings in Securities/Shares & Insider Trading

3.0 Employment Norms

3.1 Medical & Verification Check

3.2 Joining Report

3.3 Grade Structure

3.5 Probation Period

3.7 Dress Code

3.8 Registering Attendance

4.0 Benefits and Facilitation Polices

5.0 Service Rules

5.2 Transfer Rules

5.3 Local Travel Rules

5.4 Overseas Travel Rules

5.5 Proprietary Personal and Confidential Information

Human Resource Manual - 2015

5.6 Leave Rules

Annex A- Local Tour Entitlement Chart

Annex B Travelling Order (Local/International)

Annex C- List of various locations visited by staff members

Annex D- Company Listed Hotels

Annex E Travelling Bill (Local/International)

Annex F- International Travel Requisition Form

Annex G- Overseas Tour Entitlement Chart

Annex H Leave Application Form

Annex I Miscellaneous Cash Voucher/ Bill

Annex J- Surety Bond Specimen

Human Resource Manual - 2015

Human Resource Manual - 2015

Human Resource Manual - 2015

Human Resource Manual - 2015

ABOUT THIS DOCUMENT

VISION, MISSION AND CORE VALUES

To be a leader in the markets we serve by providing quality products and superior

To be a company that continuously enhances its superior technological competence to

Human Resource Manual - 2015

To be a company which combines its people, technology, management systems and