Huawei Pakistan BD. No. (2022) 025 - Detailed Rules For Attendance Management of Huawei Pakistan

Detailed Rules for Attendance Management of Huawei Technologies Pakistan
(Pvt) Ltd. INTERNAL
Huawei Technologies Pakistan (Pvt) Ltd.
Company Document
Huawei Pakistan BD. No. [2022] 025 Approved by: Meng Qiang
Detailed Rules for Attendance Management of

Huawei Technologies Pakistan (Pvt) Ltd.
Chapter 1 General Provisions
I. Purpose
This Attendance Management document is established to regulate the attendance management

of Huawei Technologies Pakistan (Pvt) Ltd and to ensure the effective implementation of the
attendance system of the company, according to local requirements and laws; and to
Encourage effective employee engagement and commitment regarding good work results, and
support and drive business development.
II. Applicability
This document is applicable to Huawei's attendance management. Huawei refers to Huawei

Technologies Pakistan (Pvt.) Ltd.
Chapter 2 Working Hour Management
III. Working Days / Hour
1. Working hours
Weekly workdays are from Monday to Friday, while Saturday and Sunday are off days.
Work hours are from 09:00 – 18:00 with lunch / prayer break from 13:00 to 14:30.
For employee under Common Shift, the stipulated daily start time for work is 09:00 AM,
and the stipulated leave time is 06:00 PM.
The working time may be changed by the Company, taking into account the Islamic
month of Ramadhan and/ or any other circumstances/ events.
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2. Work calendar
Principle for setting the work calendar: Subsidiaries must set their work calendar for the
following year in advance and in accordance with local laws and regulations as well as work
arrangements and industry conventions.
2.1 Approval management: The work calendar must be approved by the HR director of
Pakistan subsidiary.
2.2 Release cycle: The work calendar for the following year is generally released by the
end of the current year. If the work calendar needs adjusting due to unexpected arrangements
by Pakistani government agencies or Huawei's management requirements, all adjustments must
be approved before their release. Such adjustments must be approved by the HR director of
Pakistan subsidiary.
2.3 Work calendar maintenance: The approved work calendar for the following year or
adjusted work calendar must be submitted to the Global HR Shared Service Center for
maintenance.
3. Shift Management
3.1 Shifts are set by considering the nature of employees' positions and customers'
working hours. The company reserves the right to set or adjust employees' shifts based on
business development needs. Change in shift and holiday calendar needs to be approved by the
line manager/director.
3.2 To ensure effective work collaboration, in principle the shifts of employees in the
same lowest-level department should be the same. Currently these shifts are applicable.
Countr Shift Shift Nature Description

y (Fixed/Not)
Pakistan PKDAY N Pakistan/Normal, Work: 09:00 -18:00, Rest: 13:00 –
14:30,
5 workday, Card begin 05:00
Pakistan PKDAYD N Pakistan Normal Shift D, Work: 11:00 – 20:00,
Rest: 15:00 – 16:30, Card begin: 05:00
Pakistan PKDAYE N Pakistan Normal Shift E, Work: 10:00 – 19:00, Rest:
14:00 – 15:30, Card begin: 05:00
3.3 Night Activity Management：In case of night activity, next day work arrangements
is arranged by the department manager and employee through mutual understanding and upon
(Pvt) Ltd. INTERNAL
manager’s approval. In principles, if employee work till 6:00 am then in such case the
employee shall apply leave (Business Trip) for whole day and shall take rest; however from
4:00pm to 6:00pm shall be available online / accessible and shall work from home. In case if
employee work earlier than 6:00am, then shall apply half day leave (Business Trip) and shall
join the office/work station after lunch break.
3.4 Shift approval management

3.4.1 Organizational shift: In principle, the shift must be the same as that of the level-1
organization or country. If it is necessary to add or change the organization shift, it shall be
decided by the management team of the first level organization. In principle the shifts of
employees in the same lowest-level department should be the same, for business needs,
multiple shifts can also be set.
3.4.2 Personal shift: due to business needs, an individual need to change his/her shift and
selects a shift which within the smallest entity organization, the application should be
approved by the direct supervisor; When an employee is transferred, the shift is the shift of the
smallest entity organization by default. If there are more than one shift under the smallest
entity organization, it should be confirmed by the direct supervisor.
IV. Attendance Record Management
1. Setting clock-in/out points: The Company sets mobile clocking points (the locations are
defined where attendance is marked). If clocking points (attendance locations) or fixed
clocking terminals need to be added or changed due to business needs, approval from the
HRBP director or HR director of employees' departments is required.
2. Attendance recording: For day shift employees, an arrival or departure time before 05:00
a.m. is included in the attendance records for the previous day, and an arrival or departure
time after 05:00 a.m. will be included in the attendance records for the same day.
3. Forgetting to clock in/out: Employees who forget to clock in or out must promptly
submit an attendance exception application in the attendance e-flow specifying the reason,
and CC the application to their immediate supervisor. The total number of times of failing
to clock in or out in a year will be considered as part of appraisal of employees' work
attitude in that year.
4. Clocking in/out methods
4.1 Clocking in and out at fixed locations: This method is applicable to employees who
work at fixed locations of the company. They must clock in at their work location

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when arriving for work and clock out at the same location when leaving work. If
employees go on business trips or are on leave during working hours, they must clock
out when leaving the company and clock in again when returning.
4.2 Routine management: Employees who need to take a leave of absence from work,
they must obtain approval in advance, and also submit a leave application in the
attendance system.
4.3 Clocking in, not out（Punch one time management\sing-in）: This includes those
who work in a fixed location outside of the office, and those who work in non-fixed
locations outside of the office. They must punch card at least once in the working day
at work location.
4.3.1 Target employee groups
 Fixed sign-in：Employees who often need to work in a relatively fixed location
outside of the office, such as employees in sales, marketing, and technical service
positions.
 Sign-in: Employees who often need to work in non-fixed locations outside of the
office, such as employees in sales, marketing, and technical service positions.
4.3.2 Approval management:
The list of positions that require only clocking in must be approved by the HRBP
director or HR director of employees' departments.
4.4 Exemption from clocking in and out
The following employee groups can be exempt from clocking in and out due to
Business purposes:
 Senior managers with a personal grade of 21 and above who frequently
go on business trips
 High-end technical experts with a personal grade of 20 and above whose
work involves a lot of engagement with external parties
 Employees in other specific positions (e.g., rep office general managers
and subsidiary board directors)
4.4.1 Routine management: Employees who are exempt from clocking in and out
must work in accordance with the time requirements of their shifts. To take a leave of
absence from work or business trip, they must submit an application and obtain
approval in advance, and also submit an application in the attendance system. The
company reserves the right to conduct irregular audits. Employees who have

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transferred to another position or whose job responsibilities have changed must take the
initiative and apply to cancel their exemption status. They must handle the attendance
recording methods.
4.4.2 Approval management: Eligible employees can submit an application to their
immediate supervisor and the HR director and president of their level-1 department for
review, which will then be submitted to the president of the Human Resource Mgmt
Dept for approval.
4.4.3 Review management: The Attendance Management COE arranges for
departments to review the list of employees who are exempt from clocking in and out
every year. The review results must be approved by the HR director of each level-1
department and then submitted to the Attendance Management COE for archiving.
Chapter 3 Work Location Management
V. Work Location Management
1. Employees must arrive for and leave work at the locations designated by the company.
Such locations refer to the fixed or temporary work locations of the company,
departments, customers, or suppliers. In principle, employees are not permitted to work in
a location other than their base location for personal reasons.
2. Except for business trips, training, or other business purposes, employees must work at the
work location of their base location.
3. When taking business trips or receiving training, or due to other business purposes,
employees must work at the designated work location, and submit a business trip
application for approval in advance.
4. Due to work reason or business requirements, for more than 3 months business trip, the
work location is changed after business director and HRD approval.
Chapter 4 Business Trip Management
VI. Business Trip Management
1. Employees must apply for business trips in advance and have the application approved by
their manager when they need to work in a location other than their base location due to
business purposes. If possible, they must clock in and out based on the local shift.

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2. If an employee asks for leave during a business trip or ends the business trip ahead of
schedule, they must promptly cancel or change the original business trip application.
3. The duration of a business trip applied for in an application cannot exceed one month. The
approver must review the authenticity and reasonableness of the business trip applied for.
Chapter 5 Remote Working Management
VII. Remote Working Management
1. Definition: Remote working means employees work in a location other than the work
locations of the company, customers, or suppliers in their base location for reasons that are
not business trips, training, or other business purposes. This includes two scenarios:
1.1 Employees work at a location in their base location that is not the work location of the
company, customers, or suppliers.
1.2 Employees work in a location that is not their base location. In principle, whenever
possible, employees should arrive for and leave work at a company work location in
the non-base location arranged by their department or lead department.
2. Scenarios: Employees need to be evacuated to a safe location and work remotely when
their health and safety face serious or major threats due to a level-3 or higher-level
emergency (e.g., epidemics, coups, earthquakes, tsunamis, riots, conflicts, floods, and
fires).
3. Remote working arrangements must comply with the company's management
requirements.
4. Application for and management of remote working
4.1 Regional remote working policy for emergencies: Approval from the regional presidents
is required or the President of 2012 Laboratories (overseas research institutes).
4.2 Management: Employees submit remote working applications, which are approved by
their manager based on facts. During the remote working period, employees must work based
on their shifts and work calendar, and ensure good work results. Managers must make effective
work arrangements and effectively manage remote working.
5. After the scenario where remote working applies ends, employees must return to their base
location as soon as possible. In principle, employees are not permitted to continue staying
in their current location and applying for remote working.

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Chapter 6 Attendance Exception Management
VIII. Attendance Exception Management
1. If attendance exceptions are caused by personal reasons, salaries will be deducted

based on the duration of absence.
1.1 Late arrivals: Employees are not at work or at their work location after the stipulated
work start time without submitting a leave or business trip application.
1.2 Early departures: Employees leave their job or work location before the stipulated
time without submitting a leave or business trip application.
1.3 Being absent from work for an extended period after clocking in: Employees
leave their job or work location for more than 30 minutes without justification after
clocking in and before clocking out. Employees are required to ask for leave and
apply in system in case of such requirements.
1.4 Unapproved absence: Employees fail to come to work on a workday or leave their
job or work location without submitting a leave application or before their leave or
business trip application is approved.
1.5 Forgetting to clock in/out: Employees should clock in and out based on the time
requirements of their shifts. If employees forget to clock in or out four times or less
within one month due to personal reasons (excluding system malfunctions) and their
clock-in/out time is not recorded, this will not be regarded as absence from work
(upon exception approval). If they do this five times or more, every time they forget to
clock in/out will be regarded as being absent from work for half a day.
1.6 Later Arrival / Early Leaving: In case of being late for work from 1 to 5 minutes, no
money shall be deducted from employee salary, and exception shall not be generated.
It shall be considered as employee grace period for being late after office start time
09:00 AM.
In case of being late for work from 6 minutes, or early leaving, per minute salary shall
be deducted accordingly.
Being late for work or
early leaving one's Salary deduction amount
attendance time
09:01 – 09:05 No deduction
09:06 6 minutes salary deduction
….. And so on
17:59 1 minute salary deduction
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….. And so on
Note: Four times approved exceptions shall be considered in clause 1.5 only.
In case if being late arrival after 11:00, then half day salary shall be deducted.
In case if being leaving prior to 2 hours from 6pm half day salary shall be deducted.
2. New hires: New hires must strictly comply with the company's attendance management
requirements.
New employees in Pakistan do not have an ID card, resulting in abnormal attendance.
They can choose “New employee without ID card”. The system will trigger an exception.
Chapter 7 Overtime Management
IX. Principles and Requirements for Overtime Management
1. Management principles: Huawei encourages employees to complete work tasks

effectively and to a high standard during normal working hours. The performance of goal-
driven and task-oriented employees is appraised based on their work results. Employees
who study in the office, voluntarily participate in capability improvement training, or
handle personal affairs at night, on weekends, or during public holidays are not considered
as overtime.
2. Requirements for managers: Managers must monitor employees' physical and mental
health, make proper work arrangements for their department, effectively manage
employees' working hours and overtime, and avoid excessive and unnecessary overtime.
Any departments with a fluctuating business volume should adopt a flexible staffing
model and rotating shift system.
3. Requirements for employees: Employees must sharpen their skills, continuously improve
work efficiency, and strive to finish work within normal working hours. Employees also need
to take care of their own health. They should tell their manager, take a rest, or see a doctor if
they do not feel well.
X. Calculation of Overtime Hours
1. Valid overtime hours

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 Employees who clock in and out at fixed locations: Valid overtime hours are the value
where approved overtime hours and the clocking in and out times or actual time of
business trips overlap.
 In both cases, the clock-in/out times will not be directly used as overtime hours.
Overtime hours exclude dining and break times.
2. Overtime compensation
For employees whose overtime applications are approved, the company will provide overtime
pay will be provided to employees for their extra working hours on workdays and overtime
during public holidays. If employees work overtime on public holidays/Eid festivals etc, the
same number of working hours / days shall be accommodated in the “Compensated Leave”
category.
3. Overtime requirements
3.1 Overtime work done after working hours on workdays shall not exceed 4 hours per
day, and overtime work done on non-workdays shall not exceed 8 hours per day. All the
overtime hours shall be approved in the system.
3.2 Overtime shall be applied after approval from the line manager, and supporting
approval/email must be attached in overtime e-flow.
3.3 In all cases whether overtime is planned in advance or not (sudden overtime), the
employee must send email about overtime details (such as date, expected time of overtime,
details of work/activity) to his/her manager in advance; also must send email after
overtime has done. Later shall attach the approval email of the manager while applying
overtime in attendance system.
3.4 Overtime can only be done with the consent of employee; No one shall force the
employee to perform work overtime. However it shall be the responsibility of the
employee to finish his/her tasks as per business requirements within the deadlines. The
performance of goal-driven and task-oriented employees is appraised based on their work
results.
3.5 In principles, overtime cannot be applied working from home.
3.6 Overtime starts after the official business hours. For example in normal work shift,
which ends on 18:00; overtime shall be started accordingly.

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3.7 To claim work overtime, there must be at least one hour; less than one hour cannot be
claimed as overtime.
3.8 Overtime Formula
Overtime amount = Salary / (26 days * 8 hours) / * Effective Overtime hours * 2
Chapter 8 Leave Management
XI. Types of Leave
1. Public holidays: Huawei Technologies Pakistan (Pvt) Ltd. follows the public holidays as
announced by the Government of Pakistan, for each calendar year.
2. Employee leave as benefits: The Company manages employee leave as benefits pursuant
to the laws and regulations of the land.
2.1 Casual Leave: The Employee shall be entitled to casual leave with full pay for ten (10)
days in a calendar year but no more than three (3) days at a time upon completion of
probation period. Unused casual leave stands cancelled at the end of each calendar year
and shall not be carried forward to the next year.
2.2 Sick Leave: The Employee shall be entitled to medical / sick leave with full pay for a
total period of eight (8) days every calendar year.
For any period of absence of not less than three (3) days, on return to work the Employee is
required to submit a self-certification letter detailing the reason for his/her absence. If the
Employee is absent for more than three (3) days the Employee will produce if the
Company so requests a medical certificate from an authorized medical practitioner to cover
the duration of such absence and the Employee must also produce medical certificates to
cover any further periods of absence. The Company reserves the right to deduct from the
Employee’s annual leave entitlement each day of medical leave taken without medical
certificates being provided.
In the event that an Employee is hospitalized, his/her medical leave with full pay shall be
extended up to thirty (30) days in each calendar year, less any medical leave already taken.
Medical leave taken during the hospitalization period shall include all rest days and public
holidays that fall during that time.
Medical certificates for leave exceeding three (3) days must be submitted to the Company
immediately upon the Employee’s return to work, failing which the Company shall deduct
from the Employee’s annual leave entitlement for each day of medical leave (without
medical certificates).
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The Company reserves the right not to pay the Employee any sick pay if the Employee
fails to comply with the applicable Employment Handbook / Service Rules regarding
provision of evidence of illness or the absence and reporting procedure.
2.3 Annual Leave: The Employee, after successfully completing the probation period and
working for a continuous period of one (1) year with the Company, shall be entitled to
fourteen (14) days of annual leave with full pay. Additional days of leave will be added to
the total annual leaves if a public or company holiday falls in between the duration of the
annual leave taken. In case an Employee does not avail the whole or any part of the leave
in any period of twelve (12) months, any such leave shall be carried forward to the next
year. However, the Employee shall not be entitled to avail such carried forward leave(s)
except with an interval of at least six (6) months from the regular annual leave(s).
2.4 Maternity Leave: Female employee can have her maternity leave, if she is pregnant
and gives birth to an infant, when she has been working in the company for four months. A
female employee can have her maternity leave twice at most during her service in the
company. Maternity leave each time will last 84 days; public holidays and legal holidays
during a female employee's maternity leave shall be counted as her days of maternity
leave; public holidays and legal holidays during her maternity leave shall be counted as her
days of annual leave; no money shall be deducted from a female employee's salary because
of her maternity leave. Maternity leave will not be granted until a female employee is
pregnant for 7 months.
2.5 Special Leave: In case the husband of a female employee dies, she can ask for special
leave for 130 days (including public holidays and legal holidays); no money shall be
deducted from a female employee's salary because of her special leave.
2.6 Unpaid Leave: If an employee does not have a quota for annual leave, casual leave or
sick leave, he/she can ask for unpaid leave. Public holidays and legal holidays during one's
unpaid leave shall not be counted as one's days of leave; no salary will be given during
one's unpaid leave; an employee can ask for unpaid leave of accumulated 30 days at the
maximum per year.
2.7 Industrial Injury Leave: In case an employee is ill, injured or disabled at work or on
business, a Report on Industrial Injury shall be filled out. With the report reviewed and
confirmed by the HR Dept., the employee may have an industrial injury leave; during the
industrial injury leave, he/she shall have 100% of his/her standard salary; his/her industrial

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injury leave shall be considered as effective work time.

2.8 Compensated Leave: If employees work overtime in office/customer premises on
public holidays/Eid festivals etc, the same number of working hours / days shall be
accommodated in the “Compensated Leave” category; and can be utilized by the employee
within same calendar year.
2.9 International Women’s Day: Female employees are entitled to take the afternoon of
March 8 off upon the approval of HR Director.
XII. Process Management for Leave
1. In principle, employees must submit an application and obtain approval before taking a
leave of absence from work. Employees who leave work without obtaining prior approval
will be considered to be violating work rules, and the company has the right to take
disciplinary action against such employees.
2. For maternity leave employees must provide authentic and valid proof documents, and the
applications will be approved by their immediate supervisor/director and HR Department
based on facts.
XIII. Leave Policy Approval
1. In principle, leave that is not stipulated by laws or regulations and does not conform to
industry conventions is not provided to employees.
2. Rules for approving new leave types in subsidiaries outside China
2.1 Leave that complies with mandatory legal and regulatory requirements and is
consistent with legal and regulatory standards is approved by subsidiary CEOs.
2.2 Leave that is not required by laws or regulations but is available in no less than 90%
industry companies is approved by regional presidents.
2.3 Leave that complies with mandatory legal and regulatory requirements, but exceeds
legal and regulatory standards, and is available in no less than 90% industry companies is
reviewed by regional presidents and approved by the president of the Human Resource
Mgmt Dept.
Chapter 9 Application of Attendance Records
XIV. Application Principles and Scenarios

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Financial or non-financial penalties will be used to encourage employees to effectively manage

themselves. Appropriate measures will be taken against employees who have taken too much
leave to ensure effective employee engagement.
1. Employees who are repeatedly absent from work without justification (e.g., late arrivals,
early departures, unapproved absence, and working for less than 7.5 hours per day on
average) will see a reduction in compensation and incentives or receive lower grades
during performance appraisals and work attitude appraisals. Such violations may even
result in disciplinary action, no-renewal of a labor contract, or termination of an
employment relationship.
2. Being Late / Early:
Being Late / Early will impact on employee’s performance evaluation.
Disciplinary action will be taken against employees who engage in the following behavior
based on the accountability rules for HR business violations:
 Adopt various methods to fake attendance records and cover up absence, including
but not limited to the following: asking someone to clock in/out for oneself or
clocking in/out for others; failing to work at the designated location after clocking
in; providing fake proof for attendance purposes; submitting business trip or
remote working applications without actually taking business trips or working
remotely.
 Fail to work at the location stipulated by the company or their department, leave
their work location or position without approval, and be absent from work without
justification.
 All employees must pay attention to their attendance locations. For employees
whose permanent work station is office based; must mark their attendance at office
location. For employees dealing with customers must mark their attendance at their
designated customer location. In case of abnormal situation of attendance
locations, the company has the right to handle it as per BCG regulations and
standards.
3. The company has the right to terminate the labor contract (upon serving show cause
notice) with an employee who has been absent without official leave for more than ten
days in a year, shall be treated as misconduct. or who has claimed false overtime totaling
six days (45 hours) within a year.

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4. Managers who approve a business trip, remote working, overtime, or leave application or
application for working in a different location in violation of regulations or beyond the
scope of their authority, fail to effectively manage overtime, or fake overtime records will
be disciplined based on the accountability rules for HR business violations.
XV. Attendance Coefficient
Attendance coefficient = Days worked/Days must work; Days worked = Days must work –
Days off
The attendance coefficient is only affected by the following types of leave:
Leave without pay.
Chapter 10 Leave Entitlement Pay Accrual
XVI. Accrual Owner
The owner for accruing leave entitlement is the Country HR.
XVII. Review of Accrual Rules
Before performing accruals, the Attendance Management Country HR must review whether
the business rules for leave entitlement have changed. If there are any changes, it must review
and modify the accrual rules, including the element names, element descriptions, accrual
frequency, and accrual methods, and specify the key accrual points. The modified rules must
be approved by the L2 attendance owner before implementation.
XVIII. Approval and Review of Accrual Data
The accrual data is approved by the HRD, and then reviewed by the CFO before being
integrated into financial systems.
Chapter 11 Attendance Data Management
XIX. Management Requirements
Where the data such as leave, overtime, business trips, leave quotas, etc., involve the personal
information of employees, Subsidiaries shall comply with local laws and regulations, and
Huawei's privacy protection requirements to process personal data in compliance.
1. Application: When applying for data, applicants must specify the purpose, method, and
scope of the use of the data.

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2. Approval:
2.1 Applications for employees' working hour, clocking in/out, and overtime data must be
approved by the HRBP management director or HR director of their department.
2.2 Applications for employees' leave, business trip, and attendance exception data must
be approved by their immediate supervisor.
2.3 Applications for the working hour, clocking in/out, leave, business trip, and
attendance exception data of employees in multiple or all departments within a level-1
department must be submitted to the HR director of the level-1 department for
approval.
2.4 If the attendance data is required for audit purposes, the approved audit project
initiation list or the released audit notice must be provided. Such applications must be
reviewed by the director of the level-2 or higher-level department of the data applicant
and approved by the director of attendance COE.
2.5 The owners for the data about working hours that exceed the standard working hours
are the HR directors and employee relationship managers of level-1 departments. In
principle, the scope of data accessed is limited to the level-1 department. If a
department requires the data about its employees' working hours that exceed the
standard working hours, approval from the HR director of level-1 department is
required.
2.6 For the above data extraction requirements, if it involves the processing of employees'
sensitive personal information or data processing for non-attendance purposes, privacy
assessment needs to be conducted separately, and it can be extracted only after the
approval of attendance COE.
3. Use of attendance data: The data user is responsible for information security during data
use. The data user must use the data based on the requirements for HR data security and
employee personal data protection, and assume corresponding management
responsibilities, without disclosing, forwarding, or transferring the data to others. After the
business purpose is achieved, the data user must promptly delete the original data.
4. Changes to attendance data: Generally, any changes to attendance data should be made
within two months after it is generated. Exceptions include leave applications that require
a long approval procedure such as work injury leave. If the leave, overtime, or attendance
exception is inconsistent with the actual situation (e.g., an employee asks for leave orally
from their manager and obtains approval, but does not promptly submit an application),
changes should be made or applications should be submitted within two months. Any
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losses incurred by delays in modifying attendance data will be borne by applicants.

Management of the attendance data about employees during the period when they are
under investigation must comply with relevant corporate requirements for handling
investigations.
Chapter 12 Delegation of Authority Regarding Attendance Management
1. The number of approval levels should be minimized. In principle, approval must be

completed at one level. Approval of applications for sick leave and casual leave that
exceed a certain number of days must be completed at a maximum of three levels.
2. The approval authority regarding attendance management is delegated to positions. Such
authority will take effect immediately after a person assumes the relevant position, and
will become invalid after they transfer to another position or leave the company.
XX. Owner and Interpreter
The Human Resource Department reserves the right to interpret and manage this document.
XXI. Validity Period
This document takes effect as of the date of issuance and remains valid for five years. Other
documents or clauses that conflict with this document are voided upon the date of this
document's issuance.
Report to: None

Send to: All staffs of Huawei Technologies Pakistan (Pvt) Ltd.
Copy to: None
Huawei Technologies Pakistan (Pvt) Ltd 3rd, Oct , 2022 (1 copy printed)

Huawei Pakistan BD. No. (2022) 025 - Detailed Rules For Attendance Management of Huawei Pakistan

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Detailed Rules for Attendance Management of Huawei Technologies Pakistan

(Pvt) Ltd. INTERNAL

Huawei Technologies Pakistan (Pvt) Ltd.

Detailed Rules for Attendance Management of

Chapter 1 General Provisions

This Attendance Management document is established to regulate the attendance management

This document is applicable to Huawei's attendance management. Huawei refers to Huawei

Chapter 2 Working Hour Management

III. Working Days / Hour

Huawei Confidential Page 1 of 16

Countr Shift Shift Nature Description

3.4 Shift approval management

IV. Attendance Record Management

Huawei Confidential Page 3 of 16

Huawei Confidential Page 4 of 16

Chapter 3 Work Location Management

V. Work Location Management

Chapter 4 Business Trip Management

VI. Business Trip Management

Huawei Confidential Page 5 of 16

Chapter 5 Remote Working Management

VII. Remote Working Management

4. Application for and management of remote working

Huawei Confidential Page 6 of 16

Chapter 6 Attendance Exception Management

VIII. Attendance Exception Management

1. If attendance exceptions are caused by personal reasons, salaries will be deducted

17:58 2 minutes salary deduction

Chapter 7 Overtime Management

IX. Principles and Requirements for Overtime Management

1. Management principles: Huawei encourages employees to complete work tasks

X. Calculation of Overtime Hours

1. Valid overtime hours

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3.5 In principles, overtime cannot be applied working from home.

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3.8 Overtime Formula

Overtime amount = Salary / (26 days * 8 hours) / * Effective Overtime hours * 2

Chapter 8 Leave Management

XI. Types of Leave

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injury leave shall be considered as effective work time.

XII. Process Management for Leave

XIII. Leave Policy Approval

Chapter 9 Application of Attendance Records

XIV. Application Principles and Scenarios

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Financial or non-financial penalties will be used to encourage employees to effectively manage

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XV. Attendance Coefficient

Chapter 10 Leave Entitlement Pay Accrual

XVI. Accrual Owner

The owner for accruing leave entitlement is the Country HR.

XVII. Review of Accrual Rules

XVIII. Approval and Review of Accrual Data

Chapter 11 Attendance Data Management

XIX. Management Requirements

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losses incurred by delays in modifying attendance data will be borne by applicants.

Chapter 12 Delegation of Authority Regarding Attendance Management

1. The number of approval levels should be minimized. In principle, approval must be

XX. Owner and Interpreter

XXI. Validity Period