Sundus HR Policy
Welcome to Sundus Recruitment and Outsourcing Services!
Sundus welcomes you onboard to our team and thank you for signing up with our ERP System. Kindly make note of your Username and Password as sent across to your registered Email ID and please change it frequently to protect your personal information from any unauthorized access. We hope you will find this System user friendly and easy to navigate. If you have any issues with regards to the use of the System, please feel free to contact your Account Manager with Sundus. Hope you will have a pleasant experience using our online ERP System!
We request you to please review acknowledge and accept the generic HR Policy & Procedures information as outlined from the UAE Labor Law and accept it as an understanding and agreement to comply with information as agreed and signed on your Employment Contract which is at par with the UAE Labor Law Rules & Regulations.
HR Policy & Procedures
- Working Hours
Article 65 of the UAE Labor Law identifies the normal working hours for the private sector as 8 hours per day or 48 hours per week. Normal working hours are reduced by 2 hours daily during the holy month of Ramadan. Kindly follow the working hours as agreed with Sundus and maintain a disciplined time and attendance management system.
- Probationary Period
As per the UAE Labor Law, the probationary period for all Companies is usually six (6) or three (3) months. In some exceptional cases, this probationary period is extended based on Sundus or its client’s decision to further evaluate employee’s performance before confirmation.
- Annual Leave
As per the UAE Labor Law an Employee is entitled to Annual Leave of 2 Calendar days per month, if they have completed 6 months of service and 30 Calendar days if they have completed 1 year of service. Some client’s follow a Calendar (30) or Working (22) days system for the annual leave entitlement. Kindly follow the Annual Leave policy as agreed on your Contract with Sundus and refrain from taking any type of leaves during the probationary period as signed on your Agreement. Annual leave will be calculated on pro rata basis – depending on duration of the contract.
- Weekend and Public Holidays
The official weekend for all employees in UAE is Friday, except for employees deployed on shifts or daily wage it depends upon agreed rules with Sundus. As per the UAE Labor Law, employees are entitled for paid leave on the following public holidays, provided these are declared by the Ministry of Human Resources and Emiratization in each instance:
- Hijri New Year - 1 day
- Gregorian New Year - 1 day
- Eid Al Fitr - 2 days
- Waqfa day and Eid Al Adha - 3 days
- Prophet Mohammed's birthday - 1 day
- Isra and Miraj or the Ascension Day - 1 day
- Martyr's Day - 1 day
- National Day - 1 day
- Sick Leave
As per the UAE Labor Law, employees are not entitled for any paid sick leave during the probationary period. After completion of probationary period as per Employment contract, employees are entitled to a sick leave of not more than 90 days per year subject to conditions stipulated in the law. They will receive full pay for the first 15 days; half pay for the next 30 days and no pay for the rest 45 days. As per the policy, employees have to submit an approved Sick Leave certificate for any day of Sick leave availed.
- Other Leaves
All other leave types including Unpaid, Emergency, Hajj, Maternity, etc. should be followed in compliance with Sundus and its client’s policy and upon agreement with authorized persons for leave approval.
- Medical Insurance
As per Department of Health, all employers and sponsors are responsible for the procurement of health insurance coverage and possession of valid health insurance at all times for their employees and their families. Obtaining or renewing sponsorship of any resident expatriate will not be permitted without submitting evidence of a valid health insurance policy for the sponsored person to the relevant governmental organizations.
The insurance policies will be valid for 1 year after the date of issuance or prorated and should be renewed annually. The policies usually contain basic health care services, excluded services, additional services, maximum coverage, procedure of complaints guidelines and a co-payment to be paid by the insured. The Medical Insurance coverage and scope for each employee will be as agreed on Employment Contract with the Sundus and will be mapped against your profile in this system.
- Air Tickets
As per the UAE Labor Law, providing Air Ticket is not mandatory. Air Ticket or Allowance is an added facility over and above salary and other allowances that Sundus provides to employees. As per Article 131, when an employee completes the Employment Contract or it is terminated and Employer has no intention to renew the contract then Air ticket will be provided to employee as part of the repatriation expenses.
- Time Sheets
The time sheets are needed for recording an employee’s actual working days / hours / leave against the stipulated working hours by Sundus and its Clients. Time sheets have to be submitted for those employees for timely payment of monthly Salary. Time sheets are available on the ERP System and need to be filled out for all employees upon agreed terms and dates with the client or as agreed.
- Wages Protection System (WPS) / Payment of Salaries
The Wages Protection System (WPS) is an important step to ensure and protect the rights of employees, and to establish trust between organizations and their employees. Under this system, salaries of employees will be transferred to their accounts in banks or financial institutions, which are authorized by Central Bank of the UAE to provide the service.
Employees’ salaries are paid in UAE Dirham and are credited into bank accounts of their choice. The employee receives advice of the salary in a pay slip as requested, in which details of all payments are itemized i.e. basic salary, other allowances, deductions etc. The Salary is usually paid by last week of each month and before the 15th of the following month. Any additions or deductions arising after that date will be taken into account the following month. Overtime is paid the following month of earnings for those employees who work beyond their normal working hours only.
- End of Service Benefits (EOSB) / Gratuity
As per the UAE Labor Law, if the employee resigns of his or her own free will before completing one year, then they will not be entitled to any gratuity pay. The employee is entitled to a gratuity for the served fraction of a year, provided that he completes one year of continuous service. The end of service gratuity is calculated on the Basic salary and the calculation depends on the type of contract of the employee as agreed with Sundus. If the employee owes any money to the employer or there are any deductions from Salary, the Employer may deduct the amount from the employee's final gratuity payment.
- Termination of Employment Contract
As per the UAE Labor Law, during the probationary period agreed with Sundus, both the Employer and the Employee may terminate the Employment Contract with immediate effect without providing a valid reason or notice. Once the probationary period has been completed termination of the contract can be initiated by either party by giving one (1) month’s written notice. Depending on the type of Contract signed with the Company, the rules of termination will differ for each employee.
- Confidentiality / Non-Disclosure Agreement Clause
The Employee will consider all information (oral or written),documents and reports obtained in conducting Company/Client business as strictly confidential and will not disclose such information to any other parties unless previously authorized or required in the performance of his/her duties.
The Employee will not during the term of employment disclose, divulge, publish or make use of any information concerning the business, practice, activities and affairs of Sundus /Client or its employees or clients. This prohibition will extend beyond the Employee’s end of employment with Sundus /Client. Any breach of this prohibition by the Employee during the term of employment will constitute grounds for immediate dismissal and will be legally prosecuted.
- Ethics, Anti-Corruption and Anti-Bribery
The UAE has taken many steps towards tackling corruption. There are comprehensive legislative provisions on the subject from the UAE Penal Code to various codes of conduct. It is important to note that any violation by employees may result in serious consequences, including substantial fines and imprisonment.
Sundus commitment to integrity and ethical conduct is particularly important in the area of corruption, bribery prevention and detection. Management’s attitude to corruption is clear: we apply a Policy of zero tolerance. It is critical that we ensure that our staff and those who work on our behalf understand their responsibilities and behave in accordance with our values.
- Quality, Health, Safety and Environment
The UAE Federal Labor Law specifies certain provisions for employee safety and health care, stipulated under Article 91 to Article 101. Every employer should provide his employees with suitable means of protection against injuries, occupational diseases which may be contacted during work, fire and hazards which may result from the use of machinery and other work equipment. The employee however, has to use the safety equipment and clothes given to him for this purpose. He shall also follow his employer's instructions which aim to protect him from danger.
- Grievance Handling / Disciplinary Actions
Article 102 of the UAE Labor Law states that disciplinary rules may be imposed by the employer or their representative in the following forms:
- Suspension with reduced pay for a period not exceeding 10 days
- Deprivation from or deferment of periodic bonus (if such bonuses are applicable in your company)
- Deprivation from promotion
- Dismissal from work, without affecting end-of-service gratuity
- Dismissal from work, with total loss of end-of-service gratuity or a part of it
The law includes safeguards to protect the employee's cause and welfare as well.
Disciplinary procedures usually start with a verbal warning, followed by written warning and then dismissal / termination. The following are lawful reasons for disciplinary action:
- Inadequate performance (e.g. when an employee is unable to consistently contribute to the inherent requirements of the work assigned).
- Misconduct (e.g. when an employee uses inappropriate language or behavior that may be offensive to others in a discriminatory manner or neglect of duty).
- Gross misconduct (e.g. actions involving theft, fraud, physical violence, sexual harassment, drug or alcohol intoxication during working hours or any other serious actions that violate the normal functions of the workplace).
- Ramadan Observations in UAE
Ramadan is the ninth month of the Hijri calendar. During Ramadan, capable adult Muslims are required to abstain from eating and drinking from dawn to dusk. It is the month of piety, charity and blessings. One can experience Emirati hospitality and traditions during this month as Iftars are hosted throughout the UAE and residents of different nationalities come together to share the spirit of Ramadan.
Ramadan lasts for one complete moon cycle, which will be 29 or 30 days. People greet each other by saying 'Ramadan Kareem', which means 'Happy Ramadan'. Fasting is usually broken just after sunset by a call for prayers. Most restaurants adhere to the hours of fasting. They close business during the day and open after the evening prayers. Some places might offer food within enclosures. Few restaurants and cafes are open during the day and people are free to order food or take it away to consume in private.
According to UAE Labor Law, working hours are reduce by two(2) hours during Ramadan, and an internal memo is usually circulated by Sundus or Its client stating the revised working hours. Non-Muslims do not have to fast in Ramadan. However, they are prohibited from eating, drinking and smoking in public during the fasting hours as a sign of respect to the Muslim culture and observations. Non-Muslims are free to eat and drink in the privacy of their own home, as well as in designated areas.
- ESS and Employee Requests
We request and encourage all Employees to use ESS for upload of personal documents and information and to keep it updated at all times. Furthermore, please note that all requests for Leave and any Employee Letters, Payslips, etc. have to be send through the ESS.
These are generic policy, procedures and guidelines and will be updated on an ongoing basis to reflect the business needs, changes to the terms agreed with the clients and at all times shall be in compliance with the UAE Labor Laws.