COMPANY RULES

1. Working Hours
Full-time employees at the company are required to work a 40-hour work week, not
including meal time. 
1.1 – Working Days
(a) Subject to paragraph (b), at Odrajaf Company, every Monday,
Tuesday, Wednesday, Thursday and Friday shall be a working day.
(b) The number of official holidays at each duty station shall be 10 days
in each
calendar year.
(c) Every staff member shall be present at work on every working day,
except when leave is authorized.

1.2 – Authorized Absences

Absence from the office premises shall be authorized in the following

cases, subject to conditions which shall be prescribed in HR:

(a) absence on official business or authorized training;

(b) absence for a medical appointment;

(c) absence for exceptional and important reasons;

(d) absence arising from a duly approved flexible working arrangement;

(e) when leave is authorized.

1.3 – Unauthorized Absences

(a) An unauthorized absence shall be any absence from work when

presence is required.

(b) An unauthorized absence may give rise to the initiation of a

disciplinary procedure and to the application of disciplinary measures.
2. Overtime

(a) Overtime shall be compensated only when it is expressly requested by the supervisor
of the staff member concerned.

2.1 – Overtime
(a) The following shall be regarded as overtime:
(1) time spent at work on a non-working day;
(2) time spent at work on a working day, provided that the total
time spent at work exceeds both eight hours on that day and 40 hours by
the end of the week (excluding the lunch breaks and subject to any
flexible working arrangement).

(b) Overtime shall be recognized only if the staff member is present at

work following an express request of the supervisor and only within the limits
fixed by the supervisor.

2.2 – Special Overtime and Ordinary Overtime

Overtime worked before 07:00 and after 20:00 on a working day, or on

Saturdays before 07:00 and after 13:00, or on Sundays or official holidays, shall
be regarded as special overtime. Other overtime shall be regarded as ordinary
overtime.

3. Promotion
(a) “Promotion” shall include the advancement of a staff member to a post at a higher
grade following a competition, or reclassification of the post to which he or she is
assigned.
(b) A staff member in the Human Resource, Sales Representative or Product Manager
shall be entitled to promotion as a result of the reclassification within his or her category
to the next higher grade of the post to which he or she is assigned, provided that:
(1) he or she fully meets the post requirements; and
(2) his or her performance ratings under the performance appraisal mechanism
are effective or better for the two years preceding promotion; and
 (3) the post he or she encumbers has not been reclassified more than once with
the same incumbent without the initiation of a competitive process.
(c) Without prejudice to the recruitment of fresh talent, fixed-term, permanent or
continuing staff members shall be given reasonable promotion opportunities.
(d) This Regulation shall not apply to temporary staff members.

4. Sick Leave
(a) Staff members who are unable to perform their duties owing to illness or injury or
whose attendance is prevented by public health measures shall be entitled to sick leave
in accordance with the following provisions:
(b) Maximum Entitlement to Sick Leave
(1) A staff member who has completed less than three years of continuous
service shall be entitled to sick leave up to six months, of which up to three months shall
be at full pay and up to three months at half pay in any period of 12 consecutive
months.
(2) In any period of four years, a staff member who has completed at least three
years of continuous service is entitled to up to 18 months of sick leave, of which up to
nine months shall be at full pay and up to nine months shall be at half pay.

(c) Uncertified Sick Leave

Within a calendar year, employees are authorized to give a total of seven

working days of uncertified sick leave and/or leave for family-related emergencies. Any
additional absences from duty during that year must be accompanied by a medical
certificate; otherwise, it will be deducted from the employee's annual leave entitlement
or, if annual leave has been exhausted, charged as special leave without pay. For sick
leave or family-related emergencies, no more than three days of uncertified absence
may be taken at a time.

(d) Certified Sick Leave

No employee shall be granted uncertified sick leave for more than three
consecutive working days without providing a certificate from a duly qualified medical
practitioner stating that he or she is unable to perform his or her duties and stating the
 likely duration of his or her absence, unless authorized by Human Resources. Except in
exceptional circumstances, such certificate must be submitted no later than the end of
the fourth working day following the initial absence from duty.

5. Notice of Resignation
A staff member with an ongoing or permanent position must give three months' written
notice of resignation, and a staff member with a fixed-term appointment must give 30 days'
written notice of resignation, unless otherwise indicated in his or her letter of appointment.
HR may, however, accept resignations with less notice if the Manager approves. The
subject matter of this Regulation and the rules thereunder shall not apply to temporary
staff members unless otherwise prescribed by Rule 5.1 entitled “Notice of Resignation of
Temporary Staff Members.”
5.1 – Notice of Resignation of Temporary Staff Members
A staff employee with a six-month or longer temporary contract should
provide 30 days' written notice of resignation. A staff member with a temporary
appointment of less than six months must submit written notice of ten working
days. However, the HR may accept resignations with less notice approved by
the Manager.
 COMPANY POLICIES

1. Dress Code
Odrajaf Company, has a business casual dress code policy in place. Employees
are not required to dress in what is typically considered formal business clothes, but
they must establish adequate professional standards.
Employees are intended to maintain a clean and tidy look at all times, dressing
appropriately for the job at hand and in accordance with all safety norms and
regulations. Workplace attire should not be distracting to other employees, customers,
or visitors, and should not cross the boundary between "business casual" and "casual."
Collared shirts, sweaters, and other similar clothes are permitted, as are jeans
that are not faded and free from stains or tears, as well as khaki or twill bottoms.
Personnel that prefer to dress in business suits may do so, but Odrajaf employees are
not obligated to do so.
Examples of items considered too casual and/or inappropriate include:
 Clothing that exhibits too much cleavage or exposes your back, chest,
stomach, navel, underpants (front or back).
 T-shirts which are intended to be worn as undershirts, such as those with
sayings or team logos printed or embroidered on them.
 Tops with spaghetti straps, halter tops or muscle shirts
 Tops that are transparent or see-through, or that give the appearance of
such
 Shorts, skorts, or very short skirts
 Excessively baggy pants or other clothing items
 Items adorned with language or images that can be considered foul,
vulgar or obscene
 Apparel with holes, rips or tears
 Workout attire, including sweat pants, sweat suits, sweat shirts, hoodies,
tennis attire or athletic shoes
 Beachwear, including swimwear, swimsuit cover-ups, or casual flip flops
 Hats, caps, sweatbands or bandanas
 Employees should follow the Company dress code policy at all times they are at
work or otherwise representing the Company, such as during professional association
meetings and business travel. Failure to follow this policy may result in disciplinary
action, which may include termination of employment.

2. Attendance Policy

Attendance is an essential job function. All employees are expected to report to

work as scheduled and on time and to work throughout their shifts as scheduled.

(a) Absence Defined

All time lost from the work schedule, whether avoidable or unavoidable,
voluntary or involuntary, is termed absence. Absences might range from a few hours to
several days.

An employee is absent from work when he or she:

 Fails to report for work as scheduled.
 Fails to remain at work as scheduled.
 Leaves work early, even with permission.
 Returns late from a meal break.
 Exhibits tardiness, which is a short absence at the beginning of
the workday.
(b) Absence Procedures

Notification

It is your responsibility to notify the company of your absence. Except in emergency

cases, notification from another employee or relative is not allowed.

 Except in cases of unanticipated illness or emergency, you must request time off
from work in writing and in advance, following company standards based on the
kind of absence (sick leave, vacation, etc.).
 If you are unexpectedly going to be absent due to illness or emergency:
If possible, notify your supervisor or the Manager at least one hour prior
to your standard monitoring time.
 Such notification may come in the form of a phone call, an email, or a
text message.
 If you need to leave work early due to an illness, an emergency, or another
circumstance, you must first inform your supervisor, human resources, or
another member of management.

(c) Continued Absences

If your absence will be longer than one day, you must contact your supervisor or
the human resources department each day to inform the company of your ongoing absence,
unless otherwise arranged.

(d) Acceptable Reasons

Unexpected personal or family illness or injury, jury duty, bereavement, leave

protected under applicable law, or other circumstances that might force you to miss all or part
of a regular workday without early notice are all acceptable grounds for unscheduled absences.

(e) Consequences

Failure to follow proper absence notice protocols or excessive absenteeism can

result in disciplinary action, including termination of employment.

Absence without sufficient contact and supervisory consent for three days may be considered a
voluntary resignation.