PURPOSE:
To assure that Mubeen Maqbool Industries:

• Provides a work environment free of harassment, abuse (physical, moral, sexual), or any sort of corporal punishment in its form.
• To provide a means for employees to resolve their workplace concerns with management. This procedure represents intent to offer a dispute resolution mechanism to the employees

SCOPE:
The description of applicable laws & regulations is as under The Constitution of Pakistan 1973
Pakistan Penal Code
Industrial Relation of Ordinance
RESPONSIBILITIES:
Primary: Social Councilor(s) / Committee i.e. comprised of HR, Manager Operation & an Advocate.
Secondary: Supervisor to arrange the acknowledged fulfillment of Social Feedback Form irrespective of its negative or positive.

Tertiary: HR to monitor and analyze the data of the Social Feedback Form.

PROCEDURE:
Supervisor obtains, dully signed Social Feedback Form from all employees of every cadre for the supervision of the workers affirming their understanding of anti-harassment/abuse.
HR provides effective training to all concerned individuals on purposeful policies & procedural manuals that prohibit harassment/abuse (physical, moral, sexual). He maintains INTER (Training Need Identification & Records, SIF-01) to keep the records of training sessions & training. HR assures the implementation of Suggestions Boxes and the matter suggested is thoroughly investigated & resolved by CE under the guidance of the social committee.

Following events can initiate disciplinary actions against any employee

Unlawful disobedience

Sabotage to company property or product or both

Failure to comply with company rules & regulations/code of conduct.

Misbehave with Top Hierarchy at any vertical level.

Harassing colleagues/peers, especially the female gender.

Disclosure of trade & corporate sector

Supervisor raises Improvement Action Report, in case of any misconduct, gets it to acknowledge by the accused worker and sends it to Mgr. Admin for posting it into the concerned personal file. If the offence is repeatedly committed, Mgr. Admin calls a documented explanation, following which CE may decide the actions given below:

Termination

Demotions

Retention with warning
Stopping the increment

Workers can report grievances of harassment and abuse and/or discrimination either as a result of their own victimization or the observations of others as victims to department heads /company representatives. The factory promises to investigate each occurrence/complaint as per

the grievance procedure. If found to be with merit, shall apply disciplinary action up to and including termination of the offending person. The company assures confidentiality of the complaint and the complainant as well as non-reprisal. These complaints can be raised through

1.suggestion/complain boxes without mentioning his / her identity

2.Directly report it to their immediate supervisor.

3.If the complaint is against the supervisor then the worker will report the incident to the HR who will inform the CE if necessary.

4.In case any manager is involved in such instances the worker can directly approach the director.

*The Investigating Officer will have 10 regular working days in which to respond to the relief requested.

*Should the Investigating officer fail to respond within the 10-day time limit or if the employee finds the response unsatisfactory, the employee may present a written appeal to the Manager Admin, clearly specifying the grievance and the relief requested. The Manager Admin should respond in writing

within 10 days of receipt.

• Where it is found that an incident of misconduct has taken place, investigating officer records his observations and
• respective section supervisor will do the counselling with the worker
• if any in-charge or supervisor is found to be involved in harassing or abusing the worker’s HR will do the counselling ^–
  min case of any manager being involved in such instances the director will do the counselling and try to identify the reasons which cause any

grievance or un-disciplinary action by the offender

• Where it is found that a severe incident of misconduct has taken place, investigating officer records his observations and immediately forwards to CE who

decides due action.

• Based on the objective evidence available and from the feedback of other workers as well as on the past behaviour, investigating officer may decide the following.

1.Terminate the worker through legally provided means.

2.Demote him/her

3.Retain him/her with the last warning.

4.Issue legal notice to the offender, a copy of which is kept in his / her personal file. In case of repetition of such act further legal procedure is followed which may result in termination of services.

5.1n In case that the incident is deemed to be of a serious nature by the investigating officer then it can result in immediate termination following the appropriate legal procedure.

Results of investigation and actions decided will be filed in the personal file of the particular employee.

RECORDS

PURPOSE

To assure that Mubeen Maqbool Industries:

• Pays the minimum total compensation declared by local law including mandated wages, benefits & additional payments in accordance with agreed terms as per employment contract (PERSON). The payment is categorized as “Salary” & “Piece Rate”
•  It is assumed that wages are paid in cash & overtime is worked at a compensation rate of double the per hour gross salary.
• The methodology of calculation is (gross salary / 26 / 8) x 2.
• lf an employee (whose employment must not be less than 360 days) expires during the job, the Company is bound to pay Rs. 200,000/a to widow / or dependant of employee (male/ female)
• if the company is in profit then every year on Eid ul Fitr (for Muslims) and 25 Dec (for Non-Muslims) it has to pay bonus equal to gross salary to each employee.

1: SCOPE

The description of applicable laws & regulations is as under:
Workers Compensation Act 1923
Employee Social Security Ordinance 1965
Factories Act 1934
Employees Old-Age Benefits Act 1976
Standing Ordinance 1968
Pakistan Minimum Wages for Unskilled Workers (amended) Ordinance 2001.

2: RESPONSIBILITIES

Primary: Mgr. Admin to implement the laws & regulations.

Secondary: Accounts Officer to ensure the code & mode of payments

 Tertiary: HR to monitor the procedure.

Procedure:

Accounts Officer ensures that all the salaries of permanent employees are in accordance with National Law through an adequate procedural manual. And if a Piece Rated Worker’s earning is less than the minimum wage limit per month, the remaining amount is paid through a voucher and keeps the record of salary sheets.

He also ensures the distribution of detailed salary slips with the help of Manager Admin

HR displays the legal minimum wage rate/piece rate / over-time rate in the native language.

Manager. Admin keeps the record of attendance & over-time

The company pays Social Security funds for all employees.

The company pays for EOB and Health insurance of all employees.

The company pays a bonus (sized equal to 1-month salary) to its all employees on Eid-ul-Fitr to Muslims and on Christmas to Christians if the company makes a profit.

4RECORDS

PURPOSE

To assure that Mubeen Maqbool Industries:

• Observes the hour works each day, the days worked each week and don’t exceed the maximum legal limit i.e. 8hours/day, 48hours/week.
• Provide 1 day off every week except as required to meet urgent business needs.
• Defines regular overtime requirement as 2 hours each day.
• Declares gazette holidays by the government of the Islamic Republic of Pakistan.
• Provides paid vacations as declared in SIM-6, Convention 3.

SCOPE

The description of applicable laws & regulations is as under Factories Act 1934 (section 34 to 39, subsection 2/45)

RESPONSIBILITIES

Primary: CE to approve circulation of gazette holidays other than a regular off-day

Secondary: Mgr. Admin to implement the laws & regulations

Tertiary: HR to monitor the procedure.

DURE:

The normal and shift working hour information is circulated by Mgr. Admin after approval from CE with respect to any change (on account of climate, a religious month like Ramadan, and other ceremonial occasions.

The company doesn’t force the employees to work without 1 day off period of more than 16 weeks a year.

RECORDS

PURPOSE:

To assure that Mubeen Maqbool Industries:

Employs pays, promotes and terminates (if necessary) workers on the basis of proficiency rather than any sort of discrimination like gender, race, religion, nationality, political, social, or ethnic origin.

Assures that no discrimination policy will be established or practiced against those women applicants who conceive pregnancy and applies for a job

• No medical test applied to check pregnancy before employing any lady/woman.
• No discrimination will be practised or established on the marital status of a woman.

SCOPE:

The description of applicable laws & regulations is as under Industrial Relation Ordinance 1968

RESPONSIBILITIES:

Primary: Social Councilor(s) / Committee i.e. comprised of HR, Mgr. Admin & an Advocate.

Secondary: Supervisor to arrange the acknowledged fulfilment of Social Feedback Form irrespective of its negative or positive

Tertiary: HR to monitor and analyze the data of the Social Feedback Form.

Procedure:

Mgr. Admin assures that a statement applicants/nominee understand the anti-discrimination policy and the statement is duly signed by the employee.

HR communicates an anti-discrimination policy and gets the Social Feedback Forms signed by all employees. The workers are independent to suggest without mentioning their identity.