Emp Hand Book 201701

Bank AL Habib Limited
EMPLOYEE HANDBOOK
January, 2017
TABLE OF CONTENTS
1. Introduction of the Bank ............................................................................................01

2. Vision and Mission of the Bank ................................................................................02
3. Service Regulations.....................................................................................................03
4. Code of Conduct……….............................................................................................06
5. Whistle Blowing Policy..............................................................................................13
6. Code of Communication ............................................................................................17
7. General Orientation ....................................................................................................20
8. Classification of Employee’s Grades .........................................................................23
9. Salary and Benefits .....................................................................................................24
10. Staff Insurances ..........................................................................................................28
11. Job Specific Allowances ............................................................................................30
12. Staff Finances Facility.................................................................................................31
13. Hajj Policy .................................................................................................................32
14. Incentives on Passing JAIBP Examinations ..............................................................32
15. Leaves Rules ..............................................................................................................33
16. Travel Policy ..............................................................................................................34
17. Promotions & Performance Appraisals .....................................................................33
18. Career Development & Training ...............................................................................35
Human Resource Division

INTRODUCTION OF THE BANK
Bank AL Habib was incorporated as a Public Limited Company in October 1991 and
started banking operations in January 1992.
DAWOOD HABIB GROUP, the sponsors of Bank AL Habib Limited have a very long
track record of banking which dates back to 1920s. They were among the founder
members of Habib Bank Limited. Under the privatization policy pursued by the
government in 1991, DAWOOD HABIB GROUP were the first to be granted permission
to set up a commercial bank.
The Bank foresees itself to be amongst the leading Private Sector Banks contributing to
the economic growth of the country and governed by prudent policies within a
conservative framework that have been the hallmark of the Habib’s banking tradition.
Chairman of the Board is Mr. Ali Raza D. Habib, who took over the position in May
2000, after the death of Mr. Hamid D. Habib, the founder Chairman. Mr. Hamid D.
Habib, who was the grandson of the founder of Habib Group, and was a Director in Habib
Bank Limited since 1954 and its Chairman from 1971 till nationalization,.
The Chief Executive is Mr. Abbas D. Habib, who took over the position in 1994, after the
demise of Mr. Rashid D. Habib, the first Chief Executive of the Bank. Mr. Rashid D.
Habib was the Managing Director of Habib Bank Limited from 1953 till its
nationalization.
The Bank has been rated as "AA+" for long-term rating and "A1 +" for short-term rating
by the Pakistan Credit Rating Agency (Private) Limited (PACRA).
Human Resource Division Page 1

OUR VISION
“TO BE OUR CUSTOMERS’ MOST CONVENIENT AND

TRUSTED BANK.”
OUR MISSION
“TO MAKE BANKING SAFE, SIMPLE AND PLEASANT.”

SERVICE REGULATIONS
1. Employees of AL Habib shall at all times safeguard the interest of the Bank and
serve AL Habib according to the best of their skill and ability and observe the rules
and regulations of and in all respects conform to and comply with the overall
directives and policies of AL Habib.
2. Employees shall conduct themselves with proper decorum, dignity and well
established norms and ethics generally relating to employment and service of
corporate organizations while dealing with AL Habib, its Board of Directors,
Management, senior executives as well as its other employees and the Customers,
both during active working hours and otherwise, so as to maintain and enhance the
prestige, regulation and commercial viability of AL Habib and maintain cordial
working relationship.
3. Employees shall devote their whole time diligently during office hours and use
their best endeavours to promote the business and the interest of AL Habib, and
shall not without the prior consent of AL Habib be employed in any way or for any
purpose whatsoever for any part of their time during office hours or outside office
hours by any person, firm or company other than AL Habib.
4. Employees must maintain complete confidentiality and shall not (except so far as it
is necessary and proper in the ordinary course of their employment) disclose to any
person any information as to the practices, dealings or affairs of AL Habib, or any
of its customers or as to any other matter which may come to their knowledge by
reason of their employment as aforesaid.
5. No employee of AL Habib shall:
a) Remain absent from duty without obtaining prior sanction of leave.
b) Leave the premises of AL Habib during office hours (excluding recess for
lunch) without the permission of his immediate Superior Officer.
c) Enter into any speculative transactions or dealings in shares, securities or

otherwise whatsoever.
d) Engage himself in gambling, racing, betting or wagering contracts.
e) Take any narcotics or similar intoxicants or engage into transactions

pertaining thereto.

f) Engage himself in any kind of business whatsoever.
g) Participate in any political or subversive activities.
h) Accept any gifts or presents from any customers or prospective customers

of AL Habib or their relatives.
6. Employees shall faithfully serve AL Habib to the best of their ability and carry out
at all times during the continuance of their employment with AL Habib all
instructions and directions given by its Board of Directors and senior Management
and must comply with the service rules and regulations as existing and/or as may
be amended and/or framed by AL Habib Board of Directors/Management.
7. Employees shall be bound and governed by all rules relating to leave, traveling,
overtime, and all other matters relating to employment as may be framed by the
Board of Directors/Management of AL Habib.
8. Employees shall be responsible and fully accountable to AL Habib or their

immediate Superior Officers in AL Habib for all monies, drafts, securities, account
books, registers, papers, vouchers, documents and goods and chattels or any other
property or assets which may be received by them as employees of AL Habib on
behalf of or on account of AL Habib. Upon leaving the services of the Bank, the
employee must deliver and give possession of all the aforementioned items to his
immediate superior at AL Habib.
9. Employees shall furnish to AL Habib such surety for the faithful discharge of their
duties, as AL Habib may require from time to time and in the event of the death,
insolvency, insanity, imprisonment or other legal disability of the surety, shall
promptly inform AL Habib in writing about it. Any guarantee provided by a surety
on behalf of any employee shall be returnable not less than six months after
determination of such employee’s service if there is no claim against the surety
thereunder.
10. Employees who have provided to AL Habib any cash security or any other tangible
form of security for the faithfully discharge of their duties shall be entitled for
return thereof not less than 6 months after their leaving service of AL Habib if there
is no claim against such security.
11. Employees shall observe the strictest secrecy and confidentiality as to the accounts
of all customers of AL Habib and as to all the transactions of AL Habib, of
whatsoever description, with its customers, correspondents, shareholders; the
employee shall not divulge any information nor the status of any of such accounts,
nor the number of shares held by any person or persons, nor the nature of any

interest that any person or customer may have in the affairs of AL Habib;
the employee shall not divulge any credit information of any person, firm or
corporation which he may acquire as an employee of AL Habib, or use any
information of whatsoever nature which he may receive as an employee of AL
Habib for any purpose other than for the advancement of the interest of AL Habib,
and he shall at no time divulge any such information to any person not entitled
thereto. Secrecy and confidentiality in relation to banking matters and operations
shall be maintained at all times.
12. The management of AL Habib may, at their discretion, transfer the services of an
employee from his present place of posting to any other place of posting within or
outside Pakistan, as the requirement may be.
13. If an employee wishes to resign from the services of AL Habib, he must submit his
resignation in writing and serve at least 30 days prior notice or make payment in
lieu thereof.
14. The Bank may terminate the services of any permanent employee by giving one
month’s notice in writing or make payment in lieu thereof.
15. The terms of the Contract/Letter of employment shall be treated and read as a part
of and in conjunction with these rules.

CODE OF CONDUCT
A. DAWOOD HABIB GROUP
Bank AL Habib Limited is a group company of Dawood Habib Group, who have a long
track record of banking. They were amongst the sponsors and founder members of Habib
Bank Limited, which was established in Bombay in 1941. Upon creation of Pakistan, the
bank shifted its Head Office to Karachi and played a vital role in meeting the banking and
financial needs of the country. Habib Bank was the leading private sector bank in
Pakistan, with a large network of branches in the country as well as abroad, when it was
nationalized by the Government of Pakistan along with all other Pakistani banks on
January 1, 1974.
In 1991, the Government of Pakistan decided to allow the private sector to establish
commercial banks in the country. It was under this privatization policy that Dawood
Habib Group was granted permission by the Government to set up a new commercial
bank in Pakistan. Accordingly, Bank AL Habib Limited was incorporated in October
1991 and commenced operations in January 1992. Although Bank AL Habib started
functioning in 1992, it embodies the same high standards of integrity, prudence, and trust
which has been the hallmark of the Habib’s banking tradition for over 70 years.
B. PURPOSE OF THE CODE
This Code of Conduct aims to ensure compliance with the highest ethical and professional
standards which have characterized the Habib’s banking operations over the years. The
Bank places the highest priority on its corporate values and its ethical and professional
standards, and requires compliance thereto by all directors and employees.
C. VISION AND MISSION STATEMENTS
1. Vision Statement:
“To be our customer’s most convenient and trusted bank.”
2. Mission Statement:
“To make banking safe, simple and pleasant.”

D. VALUES
3. Directors and employees of the Bank shall always be guided by the following values:
• Respect for people
• Relationships of Trust
• Service to Customers
• Simplicity in Everything
• Culture of Responsibility & Honesty
• Communication & Cooperation.
Brief description of each of the above-mentioned values is given below:
• Respect for People

We must treat our colleagues, customers, and all other persons who come into
contact with us with utmost respect, courtesy, and decency.
• Relationships of Trust
We must be worthy of the trust of people who work or do business with us. Trust
is earned by acting with integrity, fairness, and prudence in all dealings and in all
circumstances. Keeping promises is an essential element of trust.
• Service to Customers
We must provide the best possible service to customers. We should listen to them,
anticipate their needs, solve their problems, and make it easy and pleasant for
them to do business with us. We should aim for continuous improvement and
innovation in our products, services, and systems.
• Simplicity in Everything
We must aim for simplicity in everything we do. These include our products and
services, our policies and procedures, and our way of living and behaving.
Simplicity means eliminating all that is wasteful, complicated, or unnecessary, and
keeping paperwork to the minimum.
• Culture of Responsibility & Honesty
We must accept full responsibility for our own performance as well as the
performance of our teams. We should set challenging objectives and endeavour to
achieve them. We should look out for potential opportunities and problems and
take prompt action to deal with them. Honesty is an essential element of
responsibility.

• Communication & Cooperation
We must always stay directly "connected" with our colleagues and customers, and
maintain the best possible communication and cooperation with them. Most
effective communication is face-to-face. Direct communication with front-line
colleagues is of utmost importance.
E. GUIDING PRINCIPLES
• Treat depositors' money as a trust which must be protected.
• Achieve high level of productivity in business processes with maximum use of

Information technology.
• Strive for on-going innovation in products and services.
• Emphasize speed and simplicity in deployment of new products and services.
• Focus on customer service and customer satisfaction as the key measures of

performance.
• Recruit, develop, and retain high-potential people who have the same values and
beliefs as ours, and find it natural to communicate and cooperate with their
colleagues and customers.
• Always stay directly "connected" with colleagues and customers, and protect the
organization from proliferation of paperwork and bureaucracy.
F. BUSINESS DEALINGS
4. We fulfill our commitments towards our customers and shareholders as their

custodians so as to further strengthen their trust in us.
5. We conduct all business dealings with integrity, prudence, fairness, and courtesy.
6. We aim to ensure that the interests of the Bank, its customers, shareholders, and
employees are safeguarded and corporate objectives and strategies are implemented.
7. We must continually upgrade and expand our products and services to support the
Bank’s growth and to anticipate and meet the changing requirements of our
customers.

8. We shall avoid all such activities in which our personal interests conflict with the
interests of the Bank, its customers and shareholders, and shall ensure ethical handling
of any actual or apparent conflict of interest.
9. We shall always endeavor to contribute towards the betterment, development, and

growth of the Bank.
G. FINANCIAL REPORTING AND INTERNAL CONTROL
10. The Bank shall regularly prepare financial reports and accounts and present the same
to the Board for review and analysis.
11. The Bank shall maintain an effective Management Information System to monitor its
performance and to detect early warning signals in major risk areas, and to ensure that
the Bank’s records are accurate.
12. The Bank shall maintain an effective system of internal controls to mitigate risks and
to ensure that assets are safeguarded.
13. The Bank shall maintain an effective internal audit system in order to ensure integrity
of our operations and reliability of financial information.
H. DIRECTORS AND EMPLOYEES
14. We select and employ people based on the Bank’s recruitment policy and criteria,
without any bias or prejudice of race, caste, colour, creed, or religious belief.
15. We place qualified and efficient people in management positions, so that the Bank’s
functions are performed effectively and are of high quality.
16. We encourage/motivate employees to perform their duties diligently for achieving

optimum output and efficiency.
17. We evaluate employees’ performance and reward them on the basis of their
contributions.

18. We aim to ensure that all employees work towards achievement of corporate
objectives, individually and collectively as a team, and conduct themselves at work
and in the society as responsible employees and citizens.
19. We provide training to employees at all levels for improvement in their knowledge
and skills.
20. We work towards development of career paths of employees for planned betterment in
their professional life.
21. We aim to ensure that the employees possess necessary knowledge and skills and
maintain an understanding of relevant provisions of applicable banking laws and
regulations.
22. We aim to ensure that all employees exercise professionalism and dedication, and
utilize their experience and expertise to assist in the growth of the Bank.
23. We shall maintain complete confidentiality and (except if required by law) not
disclose to any person any information as to the dealings or affairs of the Bank, or any
of its customers or as to any other matter which may come to our knowledge by
reason of our directorship or employment in the Bank. It is strictly prohibited to
disclose to the customer or any other quarter that a suspicious transaction or related
information is being or has been reported to any authority, except if required by law.
24. We shall safeguard, at all times, the interests of the Bank and serve according to the
best of our skills and abilities and conform with the directives and policies of the Bank
in all respects.
25. Employees shall devote their time diligently during office hours and use their best
efforts to promote the business of the Bank.
26. No employee of the Bank shall:

• Undertake speculative transactions or dealings in shares, securities, or otherwise
whatsoever.
• Engage in gambling, racing, betting or wagering contracts.
• Take any narcotics or similar intoxicants or engage in transactions pertaining
thereto.
• Engage in any kind of personal business whatsoever.

• Participate in any political or subversive activities.
• Accept any gifts or presents from existing or prospective customers, vendors, or
suppliers of the Bank.
• Engage in any illegal activities whatsoever, including any act of corruption or
bribery.
• Use the premises of the Bank to engage in union activities or involve outsiders in
the Bank’s union activities.
• Bring weapons in the premises of the Bank.
• Conduct union activities during office hours.
• Engage in illegal activities of political cum criminal nature which is considered as
gross indiscipline and violation of legal and regulatory requirements
I. ADHERENCE TO LAW
27. The Bank shall at all times strictly adhere to the laws of the country and fulfill all
statutory requirements as laid down by the regulators and ensure timely, proper, and
full payment of all applicable taxes, rates, duties and/or any other levies as may be
imposed from time to time.
J. PLANNING
28. The Bank shall prepare an annual plan with clearly defined objectives, goals and
strategies and implement such plans to ensure achievement of objectives and
enhancement of corporate image.
K. REPORTING OF VIOLATIONS
29. Employees are required to report any violation of this Code, including any matters
arising from unethical practices, in accordance with our “Policy on Employees’ Duty
to Report”.
30. Customers and other persons dealing with the Bank should report any complaint they
may have, including any violation of this Code, to the immediate supervisor of the
Bank’s employee(s) with whom they have been dealing, or to the respective Zonal
Office or the respective Divisional/Departmental Head at the Principal Office of the
Bank. They can also visit the Bank’s website to report the complaint or the violation.

31. Employees, customers, and other persons dealing with the Bank, who report a
violation or lodge a complaint, will be protected against any harassment or retaliatory
action.
L. HARASSMENT AT WORK PLACE
32. Employees must avoid any behavior that may be termed as gender-related harassment
of female staff / customers. Offensive, threatening or disturbing behavior towards staff
and customers at the workplace or in any interaction or situation that is linked to
official activity outside the office would also be termed as harassment.
In this connection, reference may also be made to HR circulars, Reference No. HR-
008(A) and HR-008(B) dated October 29, 2010.

WHISTLE BLOWING POLICY
POLICY ON REPORTING OF VIOLATIONS
1.0 Scope
Bank AL Habib Limited requires all employees to observe high standards of

business and personal ethics in the conduct of their duties and responsibilities.
They must practice honesty and integrity in fulfilling their responsibilities and
comply with all applicable laws, regulations, policies, and instructions issued from
time to time.
This Policy outlines a process to enable employees and outside parties to report
their knowledge or suspicions about any unethical, illegal, fraudulent, improper, or
unauthorized activity within the Bank. This process is intended to be used for
serious and sensitive matters. It is not meant for employment-related grievances,
which should continue to be routed through normal channels. It is also not meant
for business-related complaints, which should continue to be routed to Customer
Complaint Unit at Principal Office, Karachi.
2.0 Fraud Investigation Unit
Fraud Investigation Unit (FIU) at Principal Office, Karachi, is responsible for

investigating the “Whistle Blowing” reports submitted in terms of this Policy by
staff members or outside parties. FIU is an independent unit, reporting directly to
the Chief Executive. FIU will submit a quarterly summary of the reports received
by it and action taken thereon to the Audit Committee of the Board.
3.0 Procedures/ Communication Channels for Lodgment of Complaints
(a) Duty to Report
If an employee knows, believes, or suspects that any unethical, illegal,

fraudulent, improper, or unauthorized activities (hereinafter called
“Violations”), including any violations of the Bank’s Code of Conduct, are
being carried out in any Sub-Branch, Branch, or Office of the Bank, it is their
duty to report such violations or suspected violations in accordance with this
Policy. Failure to report such violations will be viewed as a serious disciplinary
offense.

Outside parties, such as shareholders, vendors, customers, etc., should also
report, in accordance with this Policy, their concerns relating to any Violations
noted by them during the course of their dealings with the Bank.
(b) Where to Report
In line with the Bank’s commitment to open communication, the employees

may share their concerns and suspicions with their immediate supervisor.
However, if the employees is not comfortable speaking with the immediate
supervisor, or is not satisfied with the supervisor’s response, or suspects the
supervisor’s involvement in the Violation, he must report the matter
immediately to FIU at Principal Office, Karachi.
Names, telephone numbers, and email addresses of relevant officers at FIU will
be advised via Instruction Circulars issued from time to time. Employees may
report verbally in person or by telephone, or in writing by email or letter
Customers and other outside parties dealing with the Bank should report their
concerns or Violations, as defined above, to the immediate supervisor of the
Bank’s employee(s) with whom they have been dealing, or to the respective
Zonal Office or the respective Divisional/ Departmental Head at the Principal
Office of the Bank. However, if they are not satisfied with the response they
receive, they should report the matter to FIU at Principal Office, Karachi.
(c) What to Report
The report should contain sufficient information to permit adequate

investigation. At a minimum, the following information should be included:
• Name and contact number of the reporting employee/party.

• Description of nature of the Violation, with sufficient detail to permit an
investigation.
• Names of employees and other individuals involved or suspected to be
involved in the Violation.
4.0 Complaint Handling Procedure
All reports received pursuant to this Policy will be promptly investigated by

FIU and appropriate corrective action will be recommended by the Head of FIU
to the Chief Executive, if warranted by the investigation. In addition, action
taken may include a final meeting with the reporting employee/party for
complete closure of the matter.

5.0 Confidentiality
Reports of Violations or suspected Violations will be kept confidential,

consistent with the need to conduct an adequate investigation.
Identities of employees and outside parties reporting in good faith will also be
kept confidential, and any disclosure thereof will be viewed as a serious
disciplinary offense.
6.0 Protection of Reporting Employees/ Outside Parties
Employees and outside parties who, in good faith, report a Violation or

suspected Violation will be fully protected against any harassment, retaliation,
or adverse employment/business consequences. Moreover, any officer who
retaliates against or victimizes such employees will be subject to disciplinary
action.
Employees and outside parties whose reports result in early detection of a

Violation or prevention of potential losses will receive a letter of
thanks/appreciation from the Bank. Employees will also receive due
recognition at the time of annual performance review.
7.0 Acting in Good Faith/Action Against Deliberately False Reports
Employees and outside parties reporting a Violation must act in good faith,
without any malicious intent towards any individual or the Bank, and should
have reasonable grounds to believe or suspect that a Violation has occurred.
However, the reporting employee/ party will not have to prove the Violation.
Deliberately false reports will attract disciplinary or legal action against the
reporting employee/party.
8.0 Reporting Requirements
FIU will submit a quarterly summary of the reports received by it and action
taken thereon to the Audit Committee of the Board.
9.0 Communication
This Policy should be communicated to all employees individually and their

written acknowledgement obtained to confirm that they have read and
understood its contents. Provisions regarding Duty to Report, Acting in Good
Faith, Confidentiality, and Protection of Reporting Employees/Parties should be
emphasized to all employees. Supervising officers should be specially made

aware of prohibition against harassment and victimization of reporting
employees/parties.
An appropriate notice relating to this Policy will be placed on the Branch

Notice Boards for the information of outside parties such as shareholders,
vendors, customers, etc.
10.0 Review and Amendment/Updation of Policy
This Policy will be reviewed at least once every year. Suggestions for
amendment should be forwarded to the Head of FIU, who will present the
proposed amendments for updation in the Policy to the Audit Committee and
thereafter to the Board of Directors for approval.

CODE OF COMMUNICATION
INTRODUCTION
Effective communication always gives pleasant, long lasting and positive impression of a
person as well as the organization which he is representing. This document of Code of
Communication is prepared to;
a) Assist all staff members in adopting effective and pleasant ways while
communicating with the customers, other institutions and within the bank.
b) Ensure transparency in communication across the bank and that the

information is timely passed on with the knowledge of the respective zonal
and divisional heads.
c) Ensure that employees are exercising powers within their discretion.
The guideline covers the following types of communications;
1) In-Person / Telephonic or Verbal

2) Written communication with customers and other institutions.
3) Written communication within BAHL
4) Communication with public media, i.e., with TV, newspaper, etc.
1. IN-PERSON / TELEPHONIC OR VERBAL
Telephone courtesy is the essence of effective communication and customer service and
gives a positive impression to customers both internal and external.
Staff members are required to ensure the followings;
a) All telephone calls should be picked within the three bell rings (preferably
on the first ring) and responded promptly without allowing the caller to wait
for long.
b) If the staff whose telephone is ringing is not at his desk, it is the

responsibility of the nearest person to pick up the phone at his earliest and
try to assist the caller. Also, a message should be noted for information of
the person called.
c) Staff members are required to sincerely portray a pleasant personality while

interacting with the customers. They should speak in a low yet

professionally confident tone and avoid abrasive or loud expression that
irritates customers / callers.
d) Polite words and decent manners should be a standard norm of all

interactions. Conversation should always be conducted in a professional,
positive, polite, clear and effective manner that leaves no doubt in caller’s
mind. Conscious efforts should be made to conclude a conversation with a
positive note.
e) In case a staff member is not sure about the correctness of the information,
he should consult his seniors and then reply / provide information to the
customer. Staff communication should be of a quality that keeps the
customers comfortable and confident that their business is in safe, secure
and sincere hands.
f) If a delay is expected in responding to a query made on telephone, the

customer should not be asked to hold on the line for long. Staff member
should request the customer for a contact number and give an approximate
time to call back with the required information. The staff should ensure that
the call is responded within the given time.
2. WRITTEN COMMUNICATION WITH CUSTOMERS AND OTHER

INSTITUTIONS.
a) All staff must ensure that letters received from customers and other
institutions are promptly attended and responded within three working days.
If a delay is expected in responding to the letter or query due to valid
reasons, an interim reply should be sent. Thereafter, it should be ensured
that the reply is sent within a reasonable time.
b) Letters to customers and other institutions need to be courteous, concise,

neat and politely written in plain and simple English and should be printed
on bank’s letterhead with properly balanced margins and signed by either
the head of the unit or his deputy.
c) Bank’s letterhead should not be used for personal letters.
d) All staff members have to project an image of the bank that is eager to help
the customers, and then truly follow through by practicing it, in letter and
spirit, as a sincere facilitator for our customers.
e) All letters sent to other financial institutions must be signed by the Branch
Manager or departmental heads or their deputies in their absence.

f) Branch Managers, Zonal Heads and executives from Principal Office
should periodically review the outgoing correspondence to ensure the
quality.
3. WRITTEN COMMUNICATION WITHIN BAHL
a) In order to become cost effective and efficient most of the communication

within the bank should be through LONO.
b) All the branch staff should coordinate with their Branch Managers for all
official issues. Ideally they should communicate with the Area and Zonal
Heads after informing their Branch Managers. However, in the absence of
their Manager they may communicate with Area Managers for problem
resolution.
c) Branches may communicate directly with the divisional heads for resolution
of problems and where quick and timely decisions are required. However,
the respective Area Managers must be kept informed and updated about all
such communications.
d) Branch Managers must ensure the timely submission of reply / information

sought by Zone / Principal Office within required time frame. Branch
Managers should also review the information prior to the submission for its
accuracy, completeness and correctness.
e) All staff members are required to be active in replying to emails without

any unnecessary delays.
4. COMMUNICATION WITH PUBLIC MEDIA, i.e., TV, NEWSPAPER, etc.
No executive or officer is allowed to give any type of information, news, advertisement,

press release and photograph to any media agency in which the name of bank is directly or
indirectly involved or communicate / coordinate with their representatives on behalf of the
bank without the approval of Chief Executive. Only specifically authorized executives
shall communicate with any type of media agency for sharing of any type of information or
advertisement regarding the bank. All advertisements and information forwarded to media
shall be approved by Chief Executive.

GENERAL ORIENTATION
JOINING FORMALITIES
Before joining the bank, employee has to complete pre-employment formalities and
submit following documents to Human Resources Division of the bank.
• Satisfactory medical fitness reports

• All educational documents (also show original).
• Service bond / Indemnity (if applicable)
• Previous experience letters.
• Reference letters (if required).
• Two passport size photographs.
• Copy of CNIC.
• Release / Clearance letter from last employer.
LETTER OF APPOINTMENT
Appointment letter will be issued after joining of employee along with service
regulations, code of conduct, whistle blower policy, know your customer policy and anti
money laundering policy which employee has to read thoroughly and submit it back to
human resources division with his acknowledgment.
EMPLOYEE ID CARDS
Employee ID cards are issued to all employees of the bank. Employees are expected to
wear their ID cards all the time while on duty.
EMPLOYEE VISITING / BUSINESS CARD
Employees of officer grades and above are allowed to have their business card. For
printing of business card employees have to fill a request form and submit it to
administration division duly signed and approved by their respective branch manager or
divisional head. Employees are expected to use their business card only for the official
purpose.
ATTENDANCE ID / EMAIL ADDRESS
After submission of all joining documents, Computer Support Desk (CSD) of IT Division
will issue an ID of software named “Lotus Notes” to all employees. This software is
designed and maintained for the convenience of employees of the bank and enables them
to mark their attendance on their PCs, use email facility within the bank. Bank highly

discourages misuse of this facility and sharing of its passwords with any of their
colleague.
DRESS CODE
A well-dressed employee in the organization gives a pleasant impact on both external and
internal customers. All employees are expected to adopt a professional attitude and take
care of their personal appearance and be neatly dressed with a necktie on all working
days.
WORKING HOURS
Monday to Friday 8:30 am to 5:30 pm.

Saturday : 8:30 am to 2:00 pm. (Selected Branches Only)
Employees are expected to complete their assignment during normal working hours. The
management of the bank always discourages the habitual late sittings and late coming as
well. However, if there is a need to work beyond the normal timings in order to complete
the assignment or project employees may be required to put-in extra hours as advised by
the immediate supervisors.
TRANSFER & RELOCATION
The Bank at its absolute discretion may transfer the service of any staff member from one
location to another within the city, country or outside the country depending upon the
requirement of the job.
BANK ACCOUNT
For payment of salary and other payables to employees, each employee has to open bank
account in the branch they are posted. Principal Office staff opens bank account with the
main branch. All employees have to complete all account opening related formalities as
advised by the account opening officers.
CHANGE OF PERSONAL INFORMATION
Employee must notify the Bank as early as possible any change in their personal data e.g.
marital status, educational / professional qualification, change in name and address,
change of group life insurance, provident fund and gratuity fund nominee, birth and
marriage of children, CNIC etc.

PROBATION PERIOD
Employees up-to SCM level shall have to serve a probation period of 3 months during
which the bank has a right to terminate the services of an employee without giving any
notice. However Management Trainees shall only be confirmed upon the successful
completion of their respective training.
CONFIRMATION
After successful completion of probation period the services of an employee shall be

confirmed on recommendation of his zonal / divisional head. A formal letter of
confirmation will be issued by the Human Resources Division. After the confirmation,
employee shall become a member of provident fund and group insurance. He will be
entitled to take leave as per policy.
RETIREMENT AGE
The retirement age of a permanent employee is on attaining 60th Birthday. A retired

employee can be rehired on contractual basis at the sole discretion of the management.

CLASSIFICATION OF EMPLOYEE’S GRADES
CLASSIFICATION OF EMPLOYEE’S GRADES
The employees in Bank AL Habib are classified in following grades.
a) Chief Operating Officer

b) Group Head
c) General Manager
d) Deputy General Manager
e) Assistant General Manager
f) Senior Chief Manager
g) Chief Manager
h) Senior Manager
i) Manager
j) Assistant Manager
k) Officer Grade – I
l) Officer Grade – II
m) Officer Grade – III

SALARY AND BENEFITS
SALARY STRUCTURE
Gross salary of each staff member is fixed when a job offer is made. This gross salary
comprises of the following;
Basic Salary which is equivalents to 2/3rd of the gross salary after deducting medical
allowance.
House Rent Allowance is paid @ 40% of basic salary.
Utilities Allowance is paid @ 10% of basic salary.
Medical Allowance of PKR 3000.00 is paid to all staff members on account of OPD from
the date of their joining.
DISBURSEMENT
Monthly salaries are paid on 26th of each month. If 26th of the month is Saturday /
Sunday or public holiday, the salary will be paid a day earlier. Staff is provided salary
slips with details of salary break-up and deductions through LONO (email).
EX – GRATIA
Ex-Gratia is paid at the discretion of the management as and when announced.
INCOME TAX
Income tax is deducted from the salary and other payables to the employee as per the
Income Tax Laws in force. Employees are personally responsible for preparation and
submission of their income tax return or any other personal income tax report, bank only
issue income tax deduction certificates to the employees once in a year.
PROVIDENT FUND
All regular employees after confirmation of service, if wishes to become a member of

provident fund will start contributing in staff provident fund @ 10% of their basic salary
per month. The bank will contribute the same amount to the provident fund of employees.
Trustees of provident fund account invest this fund in different national and private

institutions in accordance with government laws for ensuring maximum returns on the
balances. At the end of each calendar year trustees of provident fund, send individual
Provident Fund account statement to all members of the fund showing their total
contribution and up-to-date mark-up credited to their accounts.
GRATUITY FUND
Bank AL Habib also provides gratuity facility to all its regular confirmed employees. The
minimum period of eligibility for gratuity is five years of service with the bank, but in
case of death of an employee in service, this condition is waived by the management and
one month’s last drawn basic salary for each completed year of service, shall be payable.
The entitlement of an employee for the gratuity is as follows:
SERVICE PERIOD GRATUITY PAYABLE

rd
5 years or more but less than 10 years 1/3 of last drawn basic salary for each
completed year of service
rd
10 years or more but less than 15 years 2/3 of last drawn basic salary for each
completed year of service
15 years or more One month’s last drawn basic salary for each
completed year of service.
MOBILE PHONE
Bank provide mobile phone facility to its executives of grade DGM and above, this
facility is also given to those whose nature of job requires staying connected to the office
and customers like Branch Managers and Seniors Executives . This facility includes both
the mobile set and monthly billing.
ENTITLEMENT OF BANK MAINTAINED CARS
All employees in grade Manager and above are entitled for bank maintained car. This car
facility is also provided to branch managers irrespective of their grades.

The details of car entitlements are as follows;
DESIGNATIONS ENTITLEMENTS
COO / Group Head / General Manager Honda Civic VTI & Toyota Corolla GLI
Deputy General Manager Toyota Corolla GLI & Suzuki Cultus VXR
Assistant General Manager Toyota Corolla GLI
Senior Chief Manager Honda City
Chief Manager Honda City
Senior Manager Suzuki Cultus VXR
Manager Suzuki Mehran VX
Branch Manager Honda City
Sub Branch Manager Suzuki Cultus VXR
REIMBURSEMENT OF FUEL EXPENSES
All employees in grade Assistant Manager and above are entitled for reimbursement of
fuel expenses on monthly basis. This reimbursement is made on the basis of fuel rate
(supreme type) for the month.
The entitlements of fuel reimbursement are as follows.
DESIGNATIONS LIMITS
COO / Group Head / General Manager At Actual
Deputy General Manager 300 liters p.m.
Assistant General Manager 275 liters p.m.
Senior Chief Manager 250 liters p.m.
Chief Manager 250 liters p.m.
Senior Manager 150 liters p.m.
Manager 100 liters p.m.
Assistant Manager 75 liters p.m.
Branch Manager (up-to SM level) 200 liters p.m.
Resident Manager 150 liters p.m.

REIMBURSEMENT OF PERSONAL DRIVER SALARY
The entitlements for reimbursement of personal driver salary are as follows
DESIGNATIONS DRIVER’S SALARY
COO / Group Head / General Manager Up-to PKR 9,000.00 p.m.

Deputy General Manager PKR 4,500.00 p.m.
Assistant General Manager PKR 4,500.00 p.m.
Senior Chief Manager PKR 4,500.00 p.m.
EMPLOYEES OLD-AGE BENEFITS INSTITUTION (EOBI)
Bank AL Habib Limited is a member of Employee Old-Age Benefit Institution (EOBI).

EOBI is a national institution which offers pension to employees after attaining the age of
superannuation. At present the total monthly contribution of EOBI is 6% of
minimum salary per employee (approved by the Govt. of Pakistan) out of which 5% is
contributed by the bank and 1% is being deducted from employee’s salary.

STAFF INSURANCES
HEALTH INSURANCE
Bank AL Habib arrange medical insurance for all regular confirmed and contractual staff
members their spouse and children (unmarried daughters & unemployed son up to the age
of 25).
The medical insurance coverage in different plans is as follows;
Plan A Plan B Plan C

Medical Coverage (AGM & (AM to (OG-III to
Above) SCM) OG-I)
Normal disease
(50% of the limit will be increased in 500,000/- 300,000/- 200,000/-
hospitalization due to accident)
11,970/- 4,900/- 3,550/-
Daily room & Board
Dreaded diseases 300,000/- 500,000/- 600,000/-
(upto the age of 65 for employee and his spouse)
30,000/- 20,000/- 15,000/-
Normal delivery
50,000/- 35,000/- 25,000/-
Cesarean delivery
15,000/- 10,000/- 7,500/-
Abortion / Miscarriage
GROUP LIFE INSURANCE
All permanent and contract employees up to the age of 60 years shall be provided with
group life insurance cover. The employees will be provided Insurance cover for death,
accidental death, permanent / partial and permanent / total disability. In case of accidental
death the sum assured will be doubled. Regular staff shall be given this insurance
coverage after their confirmation.

Life insurance coverage to employees in different designations is as follows:
DESIGNATIONS INSURANCE COVERAGE

COO / Group Head / General Manager 14 million
Deputy General Manager 11 million
Assistant General Manager 8 million
Senior Chief Manager 5 million
60 gross salaries or 2 million
Chief Manager and below whichever is lower
Contractual employees over the age of 60 shall be covered in case of accidental death
according to following details.
DESIGNATIONS INSURANCE COVERAGE
Senior Chief Manager & above 5 million

60 gross salaries or 2 million
Chief Manager and below whichever is lower

JOB SPECIFIC ALLOWANCES
In addition to monthly salary, the bank pays monthly job specific allowances to employees
in accordance with their nature of the job. These allowances are payable to employees as
long as they are performing the specific jobs.
TREASURY ALLOWANCE
Treasury Allowance is paid to employees who are performing duties at Treasury Division.
The amount of treasury allowance admissible to employees in each grade shall be decided
by the Chief Executive.
CASH HANDLING ALLOWANCE
Cash Handling Allowance of PKR 3,000.00 p.m. is paid to all employees who are
performing duties at branch cash counters. Cash handling allowance is payable to all
employees from the date of their joining.
SHIFT ALLOWANCE
An allowance of PKR. 3,000.00 p.m. is paid to all employees who are working in shifts at
Call Centre or Card Authorization department.
DISPLACEMENT ALLOWANCE
Staff members who are transferred to cities from their initial place of appointment other
than their home town for operational purpose by the management will be entitled to
payment / reimbursement of actual expenses incurred for transportation of personal and
household belongings and travel expenses for self and family.
Furthermore, such staff will be entitled to monthly Displacement Allowance in

accordance with the decision of the Chief Executive with effect from the date of transfer.
SATURDAY ALLOWANCE FOR FIELD STAFF
Field staff at designated Branches who are required to work on Saturdays will be entitled
to receive an allowance of Rs.500/- per Saturday.

STAFF FINANCES FACILITY
Staff House Finance
Bank AL Habib allows house finance to its permanent staff in order to provide them
assistance in purchasing their own house. This facility is given for the purpose of
construction or purchase of already constructed house and not for the booking of a house
or a flat under any scheme. An employee can avail this facility after completing five years
of service with Bank AL Habib. Employees who have minimum four years of banking
experience with any other bank can apply for house loan after completing one year of
service with the bank. Employees can avail house finance facility upto 100 basic salaries
or PKR 20,000,000.00 whichever is less.
Staff Motorcycle Finance
Bank AL Habib allow motorcycle finance to its regular staff who are not entitled for bank
maintained car (i.e. Asst. Manager and Below) to meet their transportation needs. Only
regular confirmed employees can avail this facility after completion of two years of
service with the bank. Maximum limit of motor cycle loan is PKR 65,000.00 and
repayable in maximum period of four years. Employees of designation OG – I and below
who avail the motorcycle finance facility will be reimbursed motorcycle maintenance
allowance of PKR 750.00 p.m.
Staff Personal Finance
Bank AL Habib allows staff personal finance to its employees to meet their urgent
financial needs after completion of one year of service with the bank. Employees are
entitled for personal finance upto three basic salaries with the maximum limit of PKR
100,000.00 upto the level of Manager and PKR 200,000.00 for Senior Manager and
above. The maximum period of repayment for staff personal finance is one year.
Employees can avail fresh staff personal loan after 6 months of adjustment of previous
loan.

HAJJ POLICY
Every year bank sponsors its employees to perform Hajj along with one of their family
member who may be his wife, mother or father. Chief Executive decides the number of
employees to be sponsored each year. Selection is made through balloting. All permanent
and contractual employees who meet the following criteria are eligible to participate in
this balloting;
• Employee has completed three years of service with the bank.

• The existing gross salary of the employee does not exceed PKR 75,000.00 p.m.
• He has not already performed Hajj.
INCENTIVES ON PASSING JAIBP EXAMINATION
Bank AL Habib encourages its employees to participate in competitive exams and

enhance their professional and academic skills. Bank gives cash award and incentives to
its employees who pass IBP examinations according to the following details
Examination Cash Awards On 1st Attempt
JAIBP Stage – I Rs. 40,000.00 Rs. 55,000.00

JAIBP Stage – II Rs, 50,000.00 Rs. 65,000.00
JAIBP Stage – III Rs. 70,000.00 Rs. 85,000.00
• Reimbursement of IBP examination fee for passed papers only.

• Two grade increment would be awarded on completion of JAIBP.
• Reimbursement of registration fee for enrollment with IBP shall be
reimbursed to Management Trainee Officers (MTO) on passing stage – I
in 1st attempt and for other staff members, two attempts will be allowed
for the purpose.
In addition to above bank also pay the IBP fellowship fees of those senior executives who
are awarded fellowship by IBP.

LEAVES RULES
Employees in Bank AL Habib Ltd. are entitled for four types of leaves:
CASUAL LEAVE
Casual Leave for not more than 10 working days in a calendar year may be granted to an
employee. Casual Leaves may be allowed subject to the followings;
a) Not more than three days leave is taken at a time.
b) Casual leave shall not be combined with any other kind of leave. However,
it may be pre-fixed or suffixed to a public holiday.
c) Any unutilized casual leave during a calendar year will lapse and the
balance shall not be carried forward to next year.
d) The casual leave on prorate basis shall be allowed on the first year to
employees who join the Bank during the year.
e) Where possible, the employee must give prior intimation to the Bank.
SICK LEAVES
Sick Leave for not more than 10 days in a calendar year may be granted to an employee.
Sick Leave may be allowed subject to the followings;
a) Medical certificate should be submitted along with sick leave of more than
2 days.
b) Any unutilized sick leave during a calendar year will lapse and the balance
shall not be carried forward to next year.
c) The sick leave on prorate basis shall be allowed on the first year to
employees who join the Bank during the year.
d) The employee must give intimation to the Bank and submit the
application on resuming the work.

EARNED LEAVES
On completion of one year of continuous service with the bank thirty days of earned leave
is credited to employee’s earned leave balance on the beginning of the next year. If an
employee joins the bank during the year then earned leave on pro-rata basis @ 2.5 leaves
per month is credited to his account. Earned leave is accumulated upto maximum of 60
days. Unutilized earned leave over and above 60 days will be automatically lapsed.
HAJJ LEAVES
Special 15 days of leave is allowed to employees to perform Hajj once in the service of
Bank AL Habib.
ENCASHMENT OF LEAVES
Encashment of any type of leave is not allowed during or after the service.
TRAVEL POLICY
Bank provides return air ticket, hotel accommodation with food and out-of-pocket
expenses to all employees on business visits within and outside the country.
ENTITLEMENTS
AIR TRAVEL HOTEL DAILY

DESIGNATION
CLASS ACCOMMODATION ALLOWANCE
COO / GH / GM Business Class 5 star 950.00

DGM / AGM / SCM Economy 4 star 750.00
AM to CM Economy 3 star 650.00
Below AM Level Economy 3 star 500.00
Daily allowance is inclusive of food, dry cleaning & out of pocket expenses. In case
employee does not use bank’s provided accommodation he will be reimbursed 1/30th of
his basic salary per day in lieu of hotel accommodation and daily allowance. On a day
trip, where an overnight stay is not involved only 50% of the above daily allowance is
admissible. However, taxi fares to & from airport and to & from branch are also
reimbursed at actual.

PROMOTIONS AND PERFORMANCE APPRAISALS
Performance of an employee is evaluated once in a calendar year to reward him

accordingly by giving an increase in the salary and or promotion to higher grade.
Employees who join the bank on and before 15th July are considered for annual
performance appraisals. Annual Performance review is purely based on merit.
For evaluating the employee’s performance Human Resource Division design the Annual
Performance Appraisal form which includes the areas for employee to narrate his
achievement and the appraiser evaluate the employee on the basis of predefined
performance traits.
CAREER DEVELOPMENT AND TRAINING
The Bank provides opportunities to all employees to develop and enhance their skills and
knowledge and grow their career within the bank. In-House and institutional training
opportunities are given to employees in accordance with the recommendation of their
supervisors and training need analysis. The bank has a separate Training and Management
Development Division with highly professional staff.
For career development of employees, existing employees are given first preference to fill
all new job vacancies if they match the required criteria of education, experience and
skills. Job rotations within the organization are also encouraged to enable the employees
to learn more and gain knowledge in other areas of the banking.

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Bank AL Habib Limited

1. Introduction of the Bank ............................................................................................01

Human Resource Division

Human Resource Division Page 1

“TO BE OUR CUSTOMERS’ MOST CONVENIENT AND

“TO MAKE BANKING SAFE, SIMPLE AND PLEASANT.”

Human Resource Division Page 2

5. No employee of AL Habib shall:

a) Remain absent from duty without obtaining prior sanction of leave.

c) Enter into any speculative transactions or dealings in shares, securities or

d) Engage himself in gambling, racing, betting or wagering contracts.

e) Take any narcotics or similar intoxicants or engage into transactions

Human Resource Division Page 3

g) Participate in any political or subversive activities.

h) Accept any gifts or presents from any customers or prospective customers

8. Employees shall be responsible and fully accountable to AL Habib or their

Human Resource Division Page 4

Human Resource Division Page 5

B. PURPOSE OF THE CODE

C. VISION AND MISSION STATEMENTS

“To be our customer’s most convenient and trusted bank.”

“To make banking safe, simple and pleasant.”

Human Resource Division Page 6

Brief description of each of the above-mentioned values is given below:

• Respect for People

Human Resource Division Page 7

• Treat depositors' money as a trust which must be protected.

• Achieve high level of productivity in business processes with maximum use of

• Strive for on-going innovation in products and services.

• Emphasize speed and simplicity in deployment of new products and services.

• Focus on customer service and customer satisfaction as the key measures of

4. We fulfill our commitments towards our customers and shareholders as their

Human Resource Division Page 8

9. We shall always endeavor to contribute towards the betterment, development, and

G. FINANCIAL REPORTING AND INTERNAL CONTROL

H. DIRECTORS AND EMPLOYEES

16. We encourage/motivate employees to perform their duties diligently for achieving

Human Resource Division Page 9

26. No employee of the Bank shall:

Human Resource Division Page 10

Human Resource Division Page 11

L. HARASSMENT AT WORK PLACE

Human Resource Division Page 12

POLICY ON REPORTING OF VIOLATIONS

Bank AL Habib Limited requires all employees to observe high standards of

2.0 Fraud Investigation Unit

Fraud Investigation Unit (FIU) at Principal Office, Karachi, is responsible for

3.0 Procedures/ Communication Channels for Lodgment of Complaints

(a) Duty to Report

If an employee knows, believes, or suspects that any unethical, illegal,

Human Resource Division Page 13

(b) Where to Report

In line with the Bank’s commitment to open communication, the employees

(c) What to Report

The report should contain sufficient information to permit adequate

• Name and contact number of the reporting employee/party.

4.0 Complaint Handling Procedure

All reports received pursuant to this Policy will be promptly investigated by

Human Resource Division Page 14

Reports of Violations or suspected Violations will be kept confidential,

6.0 Protection of Reporting Employees/ Outside Parties

Employees and outside parties who, in good faith, report a Violation or

Employees and outside parties whose reports result in early detection of a

7.0 Acting in Good Faith/Action Against Deliberately False Reports