Human Resources

Compensation & Benefits

Policy & Procedures

HR MANUAL EGYPT HR DEPARTMENT

Change in Policy
The policies in this Manual are subject to change at the sole discretion of the Company. We will notify all
employees through the HR department of these changes by appropriate means. However, changes in
Company policy may be made at any time without prior notice. Changes will be effective on dates
determined by the Company, and you may not rely on policies that have been superseded. No
supervisor or manager has any authority to alter the foregoing. If you are uncertain about any policy or
procedure, please check with your supervisor and a member of the Human Resource Department.
IMPORTANT NOTES
1:

The provisions set herein shall apply to all national employees at Capital Drilling Egypt. The term
Employee shall mean all staff, officials and others who have an employment contract with
Capital Drilling regardless of the name of position given to them. Capital Drilling hereinafter shall
be referred to as the Company.

2:

The provisions set herein, and any amendment which may be introduced shall be considered as an
integral part of the employment contract, to the extent that such amendment does not conflict
with the more favourable terms of the employment contract.

3:

These provisions shall not affect any acquired rights of the employee. (Rights granted to citizens
under the laws of the Egypt).

4:

The Egyptian Labour law shall govern all matters which have not been covered by these
provisions.

HR MANUAL EGYPT HR DEPARTMENT

COMPENSATION & BENEFITS

SALARIES
Definition
Compensation is a systematic approach to providing monetary value to employees in
exchange for work performed. Compensation may achieve several purposes assisting in
recruitment, job performance, and job satisfaction.
How is Compensation Used
Compensation is a tool used by Capital drilling management for a variety of purposes to
improve and excel the operations and position of the Company. Compensation will be
adjusted according to the business strategies, needs, and goals.

Compensation will be used to:

1. Recruit and retain qualified employees.
2. Increase or maintain morale/satisfaction.
3. Reward and encourage peak performance.
4. Reduce turnover and encourage Company loyalty.

Recruitment and retention of qualified employees is a common goal shared by many

employers. Capital Drilling strives to achieve maximum employee retention and minimize
employee turnover. This will be achieved by authorizing the HR manager to perform
regular market research, and based on the outcome of this research Capital Drilling will
adjust its salary to meet those offered in the market.

Morale and job satisfaction are affected by compensation. Often there is a balance that
must be reached between the monetary value Capital is willing to pay and the sentiments
of worth felt by the employee.

Bonuses, commissions and any other yearly plans distribution will be based upon the
Performance Appraisal System
Purpose
To set a policy determining an equitable wage and salary compensation through the
process of review, evaluation and classification of each title and class.

HR MANUAL EGYPT HR DEPARTMENT

Responsibility
The Senior Managers and the HR Manager are to ensure compliance with this policy. The
HR Manager administers the position classification plan approved by The HR Manager and
has the following responsibilities:
1. Requires that the approved class titles be used in all official records and
communications relating to personnel, including payrolls and budgets.
2. Classifies all new positions requested throughout the Company in coordination
with the Senior Managers, HR Manager.
3. Establishes a reclassification procedure to ensure that existing positions
throughout the Company are reclassified only after authorization from the HR
department.
Applicability
All National Employees
POLICY
The compensation policy of Capital Drilling is the basis of the schedule of salary ranges
and rates to which positions are assigned, and regulations for administering the pay plan.

The Compensation & Benefits Plan, as established and approved by the HR department, is
the official policy for compensating all staff members.

Each title and class is assigned a salary and other benefits which are binding to
Management and Staff unless the HR authorizes in writing the deviation from this policy.
Each full-time staff member shall be paid according to these rates in the compensation
schedule for the class in which they are currently employed.

In order to ensure satisfaction, if an employee reaches the maximum salary of a certain

grade and there is no chance for promotion, a monthly amount of cash is granted as
benefit and is calculated upon the result of the performance appraisal.
Components of Capital Drilling Compensation System
It is very important that the compensation policy is perceived by Capital Drilling
employees as fair and unbiased because it is based on systematic components including
job descriptions, salary ranges/structures, and written procedures.

HR MANUAL EGYPT HR DEPARTMENT

The components of a compensation system include:

1. Job Analysis
2. Job Descriptions
3. Job Evaluation
4. Pay Structures are useful for standardizing compensation practices. Capital
Drilling pay structures include several classes with each class containing a
salary/wage and step increments for each class.
5. Salary Surveys Collections of salary and market data. It should include average
salaries, inflation indicators, cost of living indicators, and salary budget averages

Levels & Pay Structure Scheme

Grade

Production

Maintenance

Purchasing

Exploration
Grade1
Grade2

Grade3

Blastin
g
Utility Worker

Stores

Driller

Driller
Assistant
Assistant
QA/QC
Inspector
Trainee Driller

HR &

Cairo Office

HSE

Dozer Operator

Cleaner
Builder

Maid- office
Assistant

Grade6

Grade7

Junior Mining Engineer

Builder

Boiler Maker

Electrician
Service Truck
Driver
Junior
Maintenance
Engineer

Exploration

Blasting

Driller

Driller

Exploration

Blasting

Fitter

Supervisor

Superviso
r

Planner

Mining Engineer

Housekeeper

65-88

Kitchen
Assistant

92-121

Chef
Assistant

125-163

Building
Technician

167-246

Assistant
HSE

Store
Keeper

Driver

Admin
Assistant

Trainee Fitter
Machinist

Grade5

Points

Admin

Assistant
Grade4

Hospitality

Senior boiler
Maker
Maintenance
Engineer

HSE
Represen
tative

Store

Purchasing

Admin

Officer

Officer

Officer

Logistics
Officer

HR
Specialist

Purchasing
Supervisor

Store
Supervi
sor

Grade8

HR
CoordinatorJunior
AccountantPRO
Senior
AccountantSenior Office
Administrator

Kitchen Chef

Hospitality

250-330

Officer

HSE
Officer

334-496

Assistant
HR
Manager

Assistant
HSE
Manager

500-663

HR
Manager

HSE
Manager

Hospitality
Manager

667-833

HR MANUAL EGYPT HR DEPARTMENT

Grade
1
2
3
4
5
6
7
8

Points
65-88
92-121
125-163
167-246
250-330
334-496
500-663
667-833

Starting
800
1100
1500
2000
3000
4000
6000
8000

Ceiling
1050
1450
1950
2950
3950
5950
7950
10222

Mid Point
925
1275
1725
2475
3475
4975
6975
02222

POLICY
All national employees are entitled to receive a monthly salary, paid on the 30th of each
month.
PROCEDURES
1.

Employees' starting gross salaries are stated in the letter of intent and
employment contract.

2.

According to labour law, all employees are subjected to monthly salary deduction
of the Income Tax and Social Insurance.

3.

Under no circumstances, the company will bear any deduction on behalf of any
employee.

4.

Employees will receive a detailed monthly pay slip showing how their salaries are
calculated.

5.

In case an employee has any question regarding his/her pay, he/she is asked to
contact the Human Resources Department directly.

6.

Employees' salaries are considered among company confidential information. Any

employee trying to get in hold of such information directly or indirectly will be
subjected to disciplinary action which may include termination of employment.

7.

A salary confirmation Letter may be issued by the Human Resources Department

and approved by Finance upon the employees request and his responsibility.

HR MANUAL EGYPT HR DEPARTMENT

OVERTIME
POLICY
The labour law defined a total number of 48 hours to be worked per week on which the
monthly salary is earned. Over time is defined as the number of hours worked beyond
those numbers of hours. Over time will be granted as a break for all employees.
Over time will only be granted to employees who works more than 12 hours after
justification of a business need and approval of proper channels
PROCEDURES
1.

Each Department is asked to prepare the monthly overtime form and forward it
to Department Heads for approval, pending the final approval of the Project
Manager.

2.

The sheets are then forwarded to the Human Resources Department before the
20th of the month for payroll processing.

3.

The management reserves the right to compensate overtime in the form of days
off in lieu, as work necessities.

LEAVE
Purpose
To provide employees with salary continuance during periods of absence from work for
Public Holidays, Annual, Sick, Pilgrimage, Bereavement, Military, Marriage, Lieu.
Responsibility
The employees immediate supervisor is to ensure compliance with this policy and the
Egyptian Labour law.
All requests for use of leave must be approved by the employees supervisor with a prior
written notice. A Leave request Form is available. The Company reserves the right to
require substantiation of the illness that resulted in the absence.
Applicability
All national employees.

HR MANUAL EGYPT HR DEPARTMENT

During the probation period the employee is not entitled for any leave days including
casual days. Any absence needs a pre-approved and is deducted from the monthly pay.
This applies for only 2 days with in the probation period. Any further absence will be
considered as an unapproved leave.
POLICY
All employees are entitled to the following full paid leaves:
Public Holidays
Annual
Pilgrimage
Military Leaves
Marriage
Lieu Days

PROCEDURES
Public Holiday:
According to labour law all employees are entitled to a total number of fourteen public
(fully paid) holidays per year, which are:
NO.

HOLIDAY NAME

NUMBER OF DAYS/YEAR

Islamic New Year

1 day

El Fetr Feast

2 days

El Adha Feast

3 days

Prophets Birthday

1 day

Sham El Nessim

1 day

Labour day (May 1st)

1 day

Revolution Day (July 23rd)

1 day

Armed Forces Day (October 6th)

1 day

Sinai Liberty Day (April 25th)

1 day

10

Coptic Orthodox Christmas (January 7th)

1 day

11

Police Day (25 Jan )

1 day

If work necessitates attendance on an official holiday, the employee has another

2 days off in lieu of that day

HR MANUAL EGYPT HR DEPARTMENT

Annual Leave:
To provide vacation leave for regular employees
The Company provides paid vacation so that employees can get away from the work
environment on a regular basis and return rested and productive.
According to labour law employees are entitled to full paid annual leaves as follows:

SERVICE PERIOD IN THE COMPANY

NUMBER OF Work DAYS /

YEAR

One months to Nine Years

28 days

Ten years of service & above, or to the employee

whose age is fifty or more

1.

37 days

Employees are asked to check their vacation balance with the HR Department
before submitting a leave request.

2.

If there is a balance, employees are asked to fill in and sign a leave request form
at least one month in advance and submit it to the Direct Supervisor for approval.

3.

After the approval the form is forwarded to the HR Department for balance check,
approval, and recording.

4.

The original form is kept in the employee's personnel file, and a copy may be sent
to the Department Head upon request.

5.

Employees are asked to take their leaves annually, since accumulation would not
be allowed from one year to another.

6.

No financial compensation would be granted on untaken leaves, except the

rejected by the operation Manager.

7.

Employees entitled to 28 or 37 days are asked to take at least one working weeks
of continuous leave.

HR MANUAL EGYPT HR DEPARTMENT

Sick Leave:
The Company recognizes that employees may become ill or injured, and unable to work.
Medical leave of absence must be confirmed by an acceptable written statement from a
Company designated physician or clinic/hospital. For illness reasons, employees may
require a casual sick leave without prior notice or pre approval from Direct Supervisor.
1.

Employees are asked to notify their Direct Supervisors immediately upon feeling
ill.

2.

If the sick leave duration is for one or more days, employees are asked to submit a
physician certificate to the Human Resources Department upon arrival.

3.

Upon arrival Employees are asked to fill in and sign a leave request form and
submit it to their Direct Supervisor for approval.

4.

After the approval the form is forwarded to the HR Department with the
physician certificate attached.

5.

This leave is 75 % paid by the company, and is not deducted from the annual
leave.

6.

The company reserves the right to send a physician for home visits.
Pilgrimage Leave:

1.

According to labour law all employees (Muslims & Christians) who have
completed 5 years of service in the company, are granted one month pilgrimage
leave, only once during service period.

2.

This leave is fully paid by the company, and is not deducted from the annual
leave.

3.

Employees are asked to fill in and sign a leave request form and submit it to their
Direct Supervisor for approval one month in advance.

4.

After the approval the form is forwarded to the HR Department with the
necessary documents attached a copy of visa out & in of the country etc.

Unpaid Leave
Unpaid leaves are not allowed.

10

HR MANUAL EGYPT HR DEPARTMENT

Bereavement Leave:
1.

In case of death of a direct family member (i.e. parents, siblings, and spouses) a
maximum of three days may be granted.

2.

This leave is fully paid by the company, and is not deducted from the annual
leave.

3.

Upon arrival employees are asked to fill in and sign a leave request form and
submit it to their Direct Supervisor for approval.

4.

After the approval the form is forwarded to the HR Department.

Military Leave:
1.

According to labour law male employees who are called for obligatory military
service during their employment, will be granted a military leave during their
absence.

2.

This leave is fully paid by the company, and is not deducted from the annual
leave.

3.

Before military submission, employees are asked to fill in and sign a leave request
form and submit it to their Direct Supervisor for notification.

4.

The form is then forwarded to the HR Department, attaching a copy of the

military call document.

Marriage:
The Company provides employees that have been working for more than three
months in the company, three days granted when the employee gets married.
This applies for the first marriage only.
Lieu Days:
1.

If any employee had to work during Breaks, he/she may be entitled for a lieu day
(half day off instead to be add to the annual balance) depending on the Direct
Supervisor approval.

2.

When planning to work in any breaks, the Direct Supervisor should fill in a leave
request form.

3.

After the approval from the Department Head the form is forwarded to the HR
Department.

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HR MANUAL EGYPT HR DEPARTMENT

Important Notice
All employees are obliged by company policy have to announce a delegate during their
leave for all types of vacation.

MEALS
POLICY
Site workers are provided three meals per day, of which 100% is covered by Capital
Drilling.
BANK TRANSFER
POLICY
The company provides all employees with an issued ATM debit card attached to their
respective bank accounts. The monthly salary of each employee is transferred to accounts
within the period of 28th-30th of each month. The ATM card enables employees to
withdraw their monthly salaries from any ATM machine. The Company will pay the issuing
fees. Annual administration fees issued by the bank will be deducted from the total
transferred amount.
TRANSPORTATION
POLICY
The company provides applicable transportation methods in order to facilitate work for
its employees. Transportation allowance paid for all employees except those who are
provided with company transport or company car.
PROCEDURES
1.

All employees are entitled to use the company transportation.

2.

Employees from grade 5 and above are entitled to use the air flights in addition of
the cost of transportation between residence and airport.

3.

Also, transportation allowances are paid to employees who are not eligible to
company cars (grade 1 to 4). This allowance is to contribute towards the cost of
travel between residence and work areas; it may be added to the monthly salaries
or paid as cash according to the management decision.

12

HR MANUAL EGYPT HR DEPARTMENT

Resident
Edfu- Aswan
Qena
Sohag
Menya
Suez
Ras Ghareb
Behara
Cairo
Alex
4.

L.E./monthly allowance
L.E 70
L.E 130
L.E 160
L.E 190
L.E 260
L.E 150
L.E 230
L.E 200
L.E 300

In case of any change in address, the employee is asked to fill in another marital
status form (specifying the new address) and send it to the Human Resources
Department.

5.

If the employee did not report the change of his/her address, the company is not
responsible of compensating him/her for the cost paid to arrive to work.

6.

Whenever a company car or bus is designated to carry employees to and from

place of work, no allowances will be paid.

HOUSING
POLICY
The company provides applicable Housing methods in order to facilitate work for its
employees.
PROCEDURES
1.

Employees from grade 5 and above are entitled to use to use the company camps
or granted for 32% of the employees monthly salary as a housing allowance. if
employee choose to take 30% instead living in accommodation, he is responsible
of all others living costs

2.

Employees from grade 1 to 4 are entitled to use the company camps.

WORKING CONDITIONS ALLOWANCE

The Company provide Working Conditions Allowance to their employees. If a camp or job
is deemed remote by management a remote site allowance may be paid.

13

HR MANUAL EGYPT HR DEPARTMENT

MEDICAL & DEATH AND ACCIDENT INSURANCE

POLICY
The company provides its employees with a complete and comprehensive accident and
medical insurance program.
PROCEDURES
1. Upon exceeding the probation period employees are asked to fill in and sign a
medical and life insurance enrolment form.
2. After exceeding the probation period the employees will receive their
insurance identification cards, schemes, and network.
3. Upon receiving the identification cards, employees are asked to fill in and sign
an ID card receiving form.
4. The ID cards are renewed on annual basis; employees are then asked to
deliver the old cards to the Administration Department and sign on receiving
the new ones.
5. In the event of losing the ID card employees are asked to notify the
Administration Department within 24 hours; and present a police statement
in order to receive a new card.
6. In case of termination, employees are asked to deliver their cards to the
Administration Department.
7. For more guidelines on how to use the medical and life insurance benefit,
please refer to the medical and life insurance schemes.
Medical Care Categories
GRADE
1-4
5,6
7,8

CATEGORY
ONE
CATEGORY

COVERAGE
100,000 EGP

Death and Accident Categories

GRADE
1-4
5,6
7,8

CATEGORY
ONE
CATEGORY

14

COVERAGE
100,000 EGP

HR MANUAL EGYPT HR DEPARTMENT

MISCELLANEOUS (OTHER BENEFITS)

POLICY
1. Feasts (Ramadan -Al Adha Al Fitr):
The company provides all contracted employees that have been working for more
than one year in the company, half salary bonus in Ramadan, Eid Al Adha and Eid
Al Fitr with minimum 500 EGP.
The company provides all contracted employees that have been working for less
than one year in the company, quarter salary bonus in Ramadan, Eid Al Adha and
Eid Al Fitr with minimum 500 EGP.
The company provides all casual employees that have been working, 250 EGP
bonuses in Ramadan, Eid Al Adha and Eid Al Fitr.
EMPLOYEE OF THE MONTH
POLICY
The company chooses one employee from each department each month for the
Employee of the Month award. The departments are formatted in the following way:
(Production Exploration Maintenance SCM-HR & Admin-Hospitality)
PROCEDURES
1.

A Voting Form is distributed by the HR Department, within the first 5 days of each
month to all Section Heads and Managers. Awards are given out within 10 days
after the distribution.

2.

Voters fill up the form with the employee information, and hand it back to the HR
Department.

3.

The HR Department checks for the following:

a. Employee has no warnings during the previous three months.
b. Employee has no late arrival records or attendance violations during the
previous three month.
c. Employee has over-achieved in his/her job.

4.

The HR Department calculates all the outcomes and presents it to the project
Manager

15

HR MANUAL EGYPT HR DEPARTMENT

5.

The Project Manager selects one employee, and sends the results back to the HR
Department for preparation of the certificate with a photo of the employee.

6.

Another copy of the results goes to the Finance Department to prepare the
financial reward that is awarded with the certificate (counts for 30% of the
employees monthly salary).

INCENTIVES SCHEME
POLICY
The company provides incentives based on productivity in the following format:
NET Salary X Project Performance X Rigs Availability
77 %

Project Performance based on the following Format:

Project Performance

Production

Other Departments

RC

Exploration

Supervisors

20%

25%

30%

10%

15%

18.75%

22.5%

7.5%

10%

12.5%

15%

5%

0%

0%

0%

0%

.
Kindly note that the incentive scheme for other departments is not applicable during
the probation period unless the manager request.

16

HR MANUAL EGYPT HR DEPARTMENT

Work Schedules and Days Off

1. Work Schedule: The number of working days per shift (21) days shall be Fourteen
(14) days with seven days of Break.
The work schedule shall specify the start and the end of the work day.

2. General Work Cycle: A work cycle based on any average of 184 hours of work per
Shift with Seven (7) days of rest. Department Managers and Senior Managers are
responsible for establishing the working hours schedule suitable for their
operations. They should clearly establish the daily starting time of reporting to
work, the break period, resumption of work after the break period and the end of
day work schedule.

3. Days of Rest: A specified seven days per shift is a designated break period with
full pay. The Company may substitute different rest days for certain group of its
employees or call on the employee during his/her day of rest.
4. Permissible Working Hours: Employees are granted three permissible working
hours per month for personal or exceptional cases.
5. Ramadan Working Hours: Working hours in Ramadan for employees is (70) hours
per week.
i.

From 12am to 12pm for the Day Shift

ii.

From 12pm to 10am for the Night Shift

Rules for Attendance

The work place is the place to which the employee reports regularly every work day in
order to perform his/her assigned duties and places him/herself under the direction of
the Company. The employee shall not be allowed to attend the place of work outside his
specified working hours, on weekends, on public holidays etc unless specifically
authorized by his immediate supervisor to perform work related duties and security has
to be notified prior to the arrival of employee.

17

HR MANUAL EGYPT HR DEPARTMENT

POLICY

The company expects the employees to respect its working hours; it reflects their
degree of discipline and commitment towards the company.

Working hours for

-

From 6am to 6pm for the Day Shift

From 6pm to 6am for the Night Shift

Employees working hours may vary according to the nature and conditions of
their work.

Division Heads are asked to set those working hours and notify their employees.
PROCEDURES
1.

Department Heads are asked to fill in and sign an attendance sheet, listing the
attendance situation of their departments through the past month. Department
Heads may delegate this task to a time keeper in the department.

2.

Attendance sheets are submitted to the HR Department on the 20th of each

month.

3.

The sheets are then forwarded to the Human Resources Department before the
22nd for payroll process.

18

HR MANUAL EGYPT HR DEPARTMENT

DISCIPLINE
POLICY
The company expects its employees to follow the rules and regulations of the company.
Any employee who acts against these rules and regulations will be subjected to a
disciplinary action according to the Egyptian labour law, but if an employee has a five
warning letters he will be terminated and the company will pay his compensation as per
the law:
Irregularities Description

1- Being late to work up to 15 minutes

without permission
A: In case of no other employees arrived
work late because of his lateness

Disciplinary level
1ST

2ND

3rd

4th

Written Warning

Day

Day

1 Days

Day

1 Day

2 Days

3 Days

Day

1 Day

2 Days

3 Days

1 Day

2 Days

3 Days

4 Days

B: In case of other employees arrived work

late because of his lateness
2- Being late for a period of time of more
than 15 minutes but not exceeding 60
minutes without permission or proper
excuse.
A: In case of no other employees arrived
work late because of his lateness
B: In case of other employees arrived work
late because of his lateness
3- Being late to work more than 60 minutes
without permission or proper excuse,
whether consequent or non consequent
other employees lateness
4- Absence from work without permission or
proper excuse.
5 - Not signing in attendance sheet records or
leave records or what replaces it which
indicates actual attendance time
6- Staying in the working place or coming
back to it after duty hours
without
permission or proper excuse
7- Deceiving in the way of proving attendance

Considered as absent and not permitted to enter to the site

Day

Day

1 Day

2 Days

Day

1 Day

2 Days

3 Days

Day

1 Day

2 Days

3 Days

1 Day

2 Days

3 Days

4 Days

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HR MANUAL EGYPT HR DEPARTMENT

or leave or both of them

8- Leaving the work place before the
predetermined leaving time without a
permission
A: For employees whose working nature is
not related to production, maintenance,
guards, safety, ambulance, fire fighting.
B: For employees whose working nature is
related to production, maintenance, guards,
safety, ambulance, fire fighting.

Day

1 Day

2 Days

4 Days

Merit Decrease

Terminati
on

9- Not having or showing the ID card when

entering the working places.
10- Not wearing
work uniform during
working hours.
11- Refusing inspection weather leaving or
entering the working place.

Day

1 Day

2 Days

3 Days

1 Day

2 Days

3 Days

5 Days

1 Day

3 Days

5 Days

12- Irregularity of announced

instructions in the work place.

1 Day

2 Days

3 Days

5 Days

13- Refrain to apply for medical check

according to the company policy.

Written
Warning

1 Day

3 Days

5 Days

14- Failure to notify change of marital status

or place of residence within a period not
exceeding a week from the date of change.
15- Non allocation of working time for
performing work duties as reading
newspaper or magazines or being existing out
of working place without permission.
16- Inviting visitors from outside the
company in the working areas without
permission.
17- Using companys telephones for making
personal phone calls without permission.
18- Writing information or pasting ads on
walls for announcing without prior
management permission.
A: If it doesnt cause damage to the
company or public interest.

Written
Warning

Day

1 Day

2 Days

1 Day

2 Days

4 Days

Merit
Decrease

Written
Warning

Day

1 Day

2 Days

Day

1 Day

2 Days

3 Days

1 Day

2 Days

3 Days

5 days

B: If it causes damage to the company or

public interest

4 Days

Demotion

Terminati
on

19- Disarmament or tearing publication

related to work needs
20- Having publication for distribution in
company without management permission
whatever the included written information is.
A: If it is not including harmful information
for the company or public interest.

2 Days

3 Days

4 Days

health

1 Day

20

2 Days

3 Days

3 Days

5 Days

5 Days

HR MANUAL EGYPT HR DEPARTMENT

B: If it is including harmful information for the

company or public interest.

4 Days

Merit Decrease

Demotion

Termination

21- To run any business transaction or

collecting money or aids for any person or
entity or voting without management
permission.

2 Days

3 Days

5 Days

Termination

22 -Organizing or participating meeting inside

the working places without previous
permission.

1 day

3 Days

4 days

5 Days

23- Bringing alcoholic drinks or any

unauthorized staffs without management
permission.

3 Days

5 Days

Terminati
on

A: In normal conditions

1 Day

2 Days

3 Days

B: In case of jobs that requires full attention.

3 Days

Merit Decrease

Terminati
on

Written
Warning
2 Days

Termination
3 Days

4 Days

5 Days

27- Not being careful in using working

materials, tools or using extravagant amounts
without being needed.

1 Day

2 Days

3 Days

4 Days

28- Using companys materials or resources

or tools or other owned any companys
property staffs for personal private usage.

4 Days

5 Days

Merit
Decrease

Termination

29- Carelessness in using the companys

money and property or what the company
has under disposal for its clients which may
expose it to damage and or being lost.

1 Day

Merit Decrease

Demotion

Termination

30- Violation of orders or not to execute

management orders or instructions or
managers related to work regulations.

1 Day

2 Days

3 Days

4 days

24- Sleeping during working hours.

5 Days

25- Smoking or make a fire in working places.

26- Not being careful in using working

materials, tools or using extravagant amounts
without being needed.

21

HR MANUAL EGYPT HR DEPARTMENT

31- Incitement to disobey orders or work

related instructions or to execute it.

2 Days

4 Days

5 Days

Termination

32- Violation or not to execute instructions

or orders related safety or working on
preventing it from being executed in case of
no consequent damage occurred caused
money or human loss.

3 Days

5 Days

Merit
Delaying
For three
Months

Termination

33 - Tempering with machines or instruments

in a good faith.

Written
Warning

Day

1 Day

2 Days

34Carelessness
about
machines,
instruments and tools maintenance or using
it in an improper way or make it work despite
of having a break down without reporting the
break down.

5 Days

Merit Delaying
For three
Months

Terminati
on

35- Tempering or falling into mistakes during

work
caused
Facilities,
machines,
instruments, or anything else like money loss
or to Incitement to do so.

Termination

36- Gross negligence in performing work

duties consequent gross destruction or
damage whether human or facilities.

Termination

37- To do work for others whether it is paid

or unpaid at work times without permission.

2 Days

4 Days

5 Days

38- Disclosure of the employee of the things

he had seen by virtue of their job if they were
secret in nature or under the instructions for
the Booze.
39- Doing business or that the employee has
any interest in a business or contracting or
bidding on acting job.

Termination

5 Days

Merit Decrease

Terminati
on

40- Retain the employee for himself the

merits of any document from business
documents or having to remove the files
from the original allocated even if he was
commissioned by the work personally if the
intent behind this was to cover himself up for
an offense or a crime.

2 Days

3 Days

5 Days

41- Retain the employee for himself the

22

Merit
Decrease

Merit
Decrease

HR MANUAL EGYPT HR DEPARTMENT

merits of any document from business

documents or having to remove the files
from the original allocated even if he was
commissioned by the work personally if the
intent behind this was to cover himself up for
an offense or a crime.
A: if the intent behind this was to cover him
up for an offense.

3 Days

5 Days

Merit
Decrease

Termination

5 Days

Merit Delaying
For three
Months

Merit
Decrease

Termination

2 Days

3 Days

4 Days

5 days

Written
Warning

Promotion
Delaying
For one Year
4 Days

Merit
Decrease

Demotion

5 days

Demotion

Merit
Delaying

Termination
B: if the intent behind this was to cover him
up for a crime.
42- If the employee transferred working
documents outside the working place
without permission.
43- If the employee violates the terms of use
of transport units owned by the company.
44- Managers abuse of delegated authority.

45- If the direct managers dont report

violations actions that happens in the
working places which related to their work.

3 Days

46- Employee violation of occupational health

and safety rules and instructions and all
related company related to this issue.
47- Non-supply of money collected on behalf
of the company in this regard.

Written
Warning

Termination

Written
Warning

Termination

48- The employee to intestinally prove

incorrect facts or untrue books of the
company and its documents, exclusion or
deletion of data in order to obtain a benefit
for himself or to others.

Termination

49- The employee to do a task that is out of

his area of responsibility and specialization or
without being previously assigned to him.

3 Days

4 Days

5 days

50- Uttered the employee that is not

appropriate due respect to religion or belief
of others at work.

3 Days

Merit Decrease

Terminati
on

51- Irregularity of good manners or systems

while being at the company clinic.
52- In case the employee accepted cash or
gifts regarding doing or undoing his work

1 Day

2 Days

3 Days

Termination

23

5 Days

HR MANUAL EGYPT HR DEPARTMENT

duties.
53- To refrain from attendance or refusal to
make the statement in the investigation, or
refusing to sign statements or to refrain from
providing the papers and documents that are
in the possession of the worker.

5 Days

Merit Delaying

Merit
Decrease

Termination

54- Assault by word or signal to colleagues or

subordinates or riots in the company.
55- Assault on managers.

3 Days

4 Days

5 Days

5 Days

Merit Delaying

56- Out the employee's dignity and

appropriate fitness function in the workplace

3 Days

5 days

Merit
Decrease
Merit
Decrease

Merit
Decrease
Termination

57- The presence of the employee in a state

of intoxication at work or under the influence
of a drug or committing indecent acts.
58-Pretending Sickness or injuries to get a
leave.
59-Striking or instigation to doing against the
company.

Termination

2 Days
Termination

24

3 Days

5 Days

Termination

Merit
Decrease