cr, (5) iad ge aah fh ye Mie tt ale Gnpry PERC) es POLICIES AND PROCEDURE! EFFECTIVE 01.01.2018 NEXT REVIEW IUMAN RESOURCES HR-CB20: EMPLOYEE WELFARE POLICY CONTENTS: Itis the policy and procedure that establishes health and family care services for the employees and their family’s well-being, (1) DEFINITION OF TERMS: 1.1, Death meant here is any natural end of life, not caused by an intentional will of the employee himself/herself; suicide or using harmful substance (drugs etc.) which led to death, 1.2. Death meant here is any death occurred naturally as a result of job or non-job injury. 1.3. _ Disability is defined as a “condition caused by any work related injury or non-work related injury which prohibits the employee from performing his job partially or totally’. 1.4. Terminal disease ~ as define in the policy is a condition or disease which is fatal 1.5. Partial Disability ~ partial disable (might undergone through transplantation) thus cannot perform excellently, 1.6. Full Disability ~ equivalent to medical end of service based on inability to perform job's duties. 1.7. Employee Care Plan ~ is a medical service program given to the employee away from the insurance policy of the company. 1.8. Family Care Plan ~is a program aiding the authorized beneficiaries of the member. (2) Purposes: 2.1 This policy organizes rules and highlights the necessary actions to be taken in case of, God forbid, the death or disability of an employee. (3) POLICY STATEMENTS: 3.1 General Provisions: 3.1.1 _ Establishment of “Employee Welfare Fund”. With immediate effect, such fund will be established. All previous accumulated money under the compulsory “Health Plan” program will be shifted to the new established fund. 3.1.1.1 All future employee health plan deductions will be added to this fund, 3.1.1.2 Death and disability compensation should be paid by this fund. 3.1.1.3 Should the financial resources of this fund is exhausted, the company President will allocate a reasonable cash to re-fll the fund. 3.1.2 Establishment of “Employee Care Plan”. It is compulsory for an employee to contribute a certain amount to be deducted from the monthly salary. Deductions with the following salary brackets will be mandatory applied at the beginning of November 2008: Salary Bracket ‘Amount to be Deducted ‘SR 5,000 and below SRS | ‘SR 5,001 to SR 10,000 R10 i ‘Above SR 10,000 _ SR15 i MEAHCO HR Group Policy ~ 2018 Edition: EMPLOYEE WELFARE POLICY Page 1 of 6 EEwr, (69) imal ite Bah gyi ,t "tcp PE 3.1.3 Establishment of “Family Care Plan’, Employees are encouraged, however optional, to register in this program, 3.1.3.1 Each (employee) member of this plan will pay Ten Saudi Riyals (SR10) to be deducted from the monthly salary. This monthly deduction is applicable even to those (employees) on vacation 3.1.3.2 Interested employee shall accomplish the HRCB20 Family Care Plan Form specifying the beneficiaries of his/her fund. 3.1.3.3 This amount will be allocated in a separate account in SGH financial books. 3.1.3.4 Withdrawal from this account will only be through President or Vice President. | 3.2 — Specific Provisions: 3.2.1 Employee Care Plan. The employee shall be compensated for any incapabilty or harm that may befall them pursuant to the general regulation of the law (host country). The labor law specified “Protection Against Occupational Hazards, Major Industrial Accidents and Work Injuries, and Health and Social services” in Part Vill | in Saudi Labor Law is specified in several articles. 3.2.1.1 In case of the partial disability, due to the work or non-work injury, during the contract the employee will be compensated (as per the schedule given in clause 3.2.1.2.1 mentioned below) with percentage compensation as decided by Medical Board Committee according to the percentage of the disability with maximum of 50% of the total disability brackets. 3.2.1.2 In case of a terminal disease or full disability, the management will send home the staff, based on medically unfit end of service agreement including all his/her benefits and will be compensated with 100% welfare eligibility below. 3.2.1.2.1 In case of staff death, God forbid, MEAHCO ~ SGH shall compensate the registered beneficiaries with the following: a. 30% of the last salary of the deceased staff for three (3) ‘years with SR 50,000 minimum and SR 150,000 maximum. b. While staff with minimum of six (6) years’ service should be eligible for SR 75,000 as minimum amount of the welfare eligibility as per the set criteria. 3.2.1.2.2 Allother employee's financial dues e.g. accrued leave balance, pending salaries, overtime, bonuses, gratuity and working days or any other policy that the employee is optionally participating in, will be paid as well to the beneficiaries after deducting any employee personal accounts dues. 3.2.1.3 For the staff's first marriage, SR1000 shall be given to staff after marriage certificate is provided within three month from marriage date 3.2.1.4 For the child birth of two times, the staff will be provided with SR 500 provided that staff submits the birth certificate within three month from | the birth date. 3.2.1.5 For the staff's first of Kin’s (Parents, Siblings, Spouse, Children) death, SR = 1,000 shall be given to staff within three months from the date of death. HCO HR Group Policy ~ 2018 Edition: EMPLOYEE WELFARE POLICY Page 2 of 6 Re—> (so) pe Wag gyi ete Eas eater Conary PENI) wa 3.2.2 Family Care Plan. 3.2.2.1 In case of disability due to work or non-work related injury that prohibits the employee from performing his job partially or totally during the contract period or during the 3-year period, @ handicapped member of the | Family Plan shall be entitled to receive benefits accordingly, provided that a medical report or disc treatment duly signed and certified by the attending physician is submitted by the injured member, his/her beneficiary or a designated representative to the concerned SGH Group branch 3.2.2.1.1 Full Disability ~ a member of the Family Plan shall be entitled to SR 30,000 3.2.2.2 Partial Disability ~ a member of the Family Plan shall be entitled to 50-75% of the total proceeds, depending on the severity of the injury or disability as decided in the Medical Report or Disc Treatment. 3.2.2.2 In case of death, God forbid, an amount of SR 30,000 will paid to the family of the late staff as per the registered beneficiaries. if the amount in the account is less than SR 30,000, Mr. President will put the rest from his personal account. 3.2.2.2.1Thisis applicable whether the death happened within the SGH, | the KSA or even during his/her vacation in his/her own country ‘or whether the death is normal or by accident. 3.2.2.2. The amount of SR 30,000 has nothing to do with the late staff's final settlement or his/her account with the hospital or his/her contribution. 3.2.2.2.3 The amount is to be sent by a bank draft in the name of the beneficiary and to be paid only under the name of the 1% beneficiary. 3.2.2.2.4 The beneficiary name can be changed every year by the staff himself/herself under his/her signature; this form is to be kept inhi her file 3.2.2.3 In case of separation from service, the staff can get 50% of his or her contribution. 3.2.2.3. Any staff who leaves the hospital after completing 10 years in ‘the hospital can stil participate in the Family Plan for the next 3 years after his/her departure and an amount of SR360 is to be deducted from his/her final settlement and in case he/she died during these 3 years, his/her family will get the SR 30,000 provided that he/she did not withdraw his/her contribution for the whole period. 3.2.2.3.2 Upon the completion of the 3 years, after leaving SGH Group, the staff can withdraw the 50% of his contribution that can be wired to any bank account of his choice. MEAHCO HR Group Policy - 2018 Edition: EMPLOYEE WELFARE POLICY Page 3 of 6 PES (15) fade Haj 4d f2 Ratan pry EHR renin (4) SCOPE AND ENTITLEMENT: 4a 42 43 4a 45 46 47 48 49 This policy applies to the MEAHCO ~ SGH branches. This policy supersedes and overwrites any other “death related policy or program including but not limited to Employee Care Plan’. ‘Any employee who is in contractual status and under the sponsorship of MEAHCO ~ SGH branches is eligible to this policy. 4.3.1 For Employee Care Plan, an employee is an automatic member of the program from the first day of joining without any need to acknowledge that by himself/herself in writing. 4.3.2 For Family Care Plan, an employee needs to register as a member of the program through accomplishing a Family Care Plan Form, The policy covers employees during their vacations and their work related leaves within the country of operation or any other country, as long as the staff is an employee of MEAHCO ~ SGH branches. | The policy also covers the case of disability due to work related injury or non-work related injury. The policy also covers cases of terminal diseases the staff found out during their contract. As a form of motivator, staff first marriage and first two child births shall be covered on this policy with certain amounts as illustrated below clause 3.2.1.3 to 3.2.1.5. Organ transplant which is not covered by the Staff's Medical Insurance policy provider shall be covered in this policy provided that staff has completed three (3) years’ service within MEAHCO ~ SGH branches. Whereas transplant of organs taken from other person (eg, kidney, bone marrow, artificial limb etc.) replacing any organ in the body shall be covered after thorough review and approval is provided by Medical Board Committee on such cases of transplant and decided as indicated case shall be eligible to SR50,000 support from the fund The policy will not be applicable if any of the following is established (as stated in Saudi Labor Law's “Protection Against Occupational Hazards, Major Industrial Accidents and Work Injuries, and Health and Social services” in Part Vill Article 139) 4.9.1 ifaworker deliberately injures himself. 4.9.2 If an injury is caused by intentional misconduct on the part of the worker. 4.9.3 If a worker refuses to be examined by a physician or refuses to accept treatment by the physician designated by the employer without a valid reason. (5) RESPONSIBILITIES AND PROCEDURES: 5.1 Employee Care Plan. 5.1.1 Anemployee is a member as per the eligibility stated in clause 4.3.1 5.1.2 Awritten acknowledgment by each beneficiary has to be kept in the employee's file of “Receipt of final dues of the ceased employee” 5.1.3 The time frame from the death of the employee till the receipt of his/her | beneficiaries of the financial dues should not exceed “10 working days”. 5.14 Personnel Department at each branch is to let all existing employees fill the same forms highlighted previously 5.1.5 __ In case of death, God Forbid, the employer of the host country will pay the full MEAHCO HR Group Policy ~ 2018 Edition: EMPLOYEE WELFARE POLICY Page 4 of 6 Raeleche ee ere ers 5.2 53 54 funeral process from the fund shall this article is not covered by the staff | ‘medical insurance policy provider. 5.1.5.1 In case the employee prefers not to have the body buried in the host country, the fund will bear all the related costs of sending the body to the employee homeland, shall this article is not covered by the staff ‘medical insurance policy provider, if that wish of transferring the body is clearly expressed by the employee upon hiring in his file. 5.1.5.2 If the body of the employee to be sent to homeland as per the employee wish, it will be sent along with a direct relative (if available) or a representative of same nationality from our group will travel along with the body at the company cost. Family Care Plan. As part of the new employee orientation and induction process, and to complete his personnel file, Personnel Department in each branch will ask the new employee to fill a HRCB20 “Family Care Plan’ form, where the employee will ist the full names of the desired beneficiaries in case of his death and desired shares of distribution. These beneficiaries may or may not differ from the authorized dependents in case of employees enjoying family contract status. 5.2.1. The list should show the full contact numbers and addresses of each beneficiary. 5.2.2 Incase that any of the beneficiary is under age (below 14 years old), the employee should mention, who will be the underage custodian till the former reaches 21 of his/her age. 5.2.3. The employee will indicate as well whether he prefers that the body is to be transferred to homeland or to be buried in the city of death, The clause 5.1.4 also applies to this program, The release of money from the ‘Employee Welfare Fund! and ‘Family Care Plan’ will be based on the following approvals: 5.3.1 For Operational level, it will be: HR Manager, Personnel Director, Risk Officer and the CEO. 5.3.2 For Corporate Office, it will be: MEAHCO HR Director, MEAHCO CEO, Corporate Office Director and Mr. President. In case of separation from service, the accumulated ‘Employee Care Plan’ amounts of an employee will be added to the end of service award (final settlement). While, the ‘Family Care Plan’ amounts will be given to employee as the schedule illustrated in clause 3.2.2.3. 61 62 (6) SPECIAL CONSIDERATION: For staff benefits such as marriage support, birth support, & first of kin’s death support, if a couple is both working in the organization, both shall separately receive the support. if in case the staff shall abolish the fund under partial disability support and continued his/her service within MEAHCO - SGH and it happens that he has been deceased or fully disabled and he/she will be unable to continue his service within SGH, his/her family shall receive the eligible amount of death or full disability support less than the partial disability fund he/she had received previously. Tae (7) ATTACHMENTS HRCB20 Family Care Plan Form MEAHCO HR Group Policy ~ 2018 Edition: EMPLOYEE WELFARE POLICY Page 5 of 6 EEwr, (354) Maul ag fh AS ade tat Hear Conny HERO) apd geet ‘SIGNATORIES FOR THE PURPOSE OF POLICIES AND PROCEDURES Prepared by: Designation: MEAHCO HR Officer Date: Approved by: Name: Ms. Mariam Fatimah)Abinal — Camlian Signature: fH | Name: Mr. Bander Abudawood Signature: Designation: MEAHCO HR Director Date: Name: De’ Mamoun AT Najjar Signature: Designation: MEAHCO CEO Date: MEAHCO HR Group Policy - 2028 Edition: EMPLOYEE WELFARE POLICY Page 6 of 6 RE