MACL Human Resources Policy PDF

SOP for Contract Management & Staff Detachment Contract Management Objective 1\. Ensure the contract management process is followed as per MACL HR Policy and Employment Act guidelines. With reference to the MACL Contract Management policy, all staff enter into a 2-year contract before becoming...

SOP for Contract Management & Staff Detachment Contract Management Objective 1\. Ensure the contract management process is followed as per MACL HR Policy and Employment Act guidelines. With reference to the MACL Contract Management policy, all staff enter into a 2-year contract before becoming permanent staff. During this period, all employees are evaluated based on their attendance and performance. An employee usually gets evaluated four times before they become a permanent employee. Evaluation period starts from probation, after an initial 1 year, followed by two 6-month evaluations. The duration of the contract may vary as the section can decide the duration of the contract in the two-year contract period. The timeline of permanence is as follows. Probation Period The probation period lasts for 3 months starting from the date an employee joins the company. Staff are to be evaluated each month based on their performance and attendance. It is advised to keep track with the help of performance evaluation forms and other related documents. Before the probation period expires, HR asks for the recommendation/comments of the staff from the section about 15-10 days (about 1 and a half weeks) prior expiry date. This would provide enough time to ensure a smooth transition of the confirmation/contract termination during probation. Probation Confirmation Upon confirmation of a staff\'s probation period, HR sends a probation confirmation letter to each staff\'s mail. If the staff does not have a mail, this letter is usually passed via Viber / physically. HRMS and Contract Management Master sheet is then updated with the confirmation date and recorded for evaluation on the next expiration date (usually at the end of 1 year). Filing documents required for probation completion: Probation confirmation letter \> performance evaluation form/recommendation from section \> mail attachment to staff. Process flow of Probation Review 1\. Send recommendation of staff expiring for the month (10-15 days prior) 2\. Receive recommendation from section before expiration date (preferably 10 days prior) 3\. Add monthly data of staff on probation 4\. Generate reference number (LNS) 5\. Print probation confirmation letter 6\. Check for errors 7\. Get signature from Section Head 8\. Scan and send to staff 9\. Update on HRMS 10\. Attach recommendation on confirmation letter along with mail attachment sent to staff 11\. File Contract end during Probation Period Before the probation period ends, if the section is unsatisfied with the performance/attendance of a staff, they must send supporting documents sufficient to release the staff from the company during their probation period. Documents needed for this action include performance evaluation form, documented communication carried out with the staff and any verbal/written cautions. When it is confirmed that the staff\'s contract is to be terminated after consultation from unit and section head of the relevant HR Section, HR informs the section to communicate this action to the staff. After communication is established, HR will issue the formal Probation End Letter notice to the staff 7-5 days before their expiration date. Staff are then released from the company as per the detachment process. HR is required to collect all belongings of MACL including access cards & keys. Filing documents required for probation end: Refer to probation end checklist. Process flow of probation end 1\. Send recommendation of staff expiring for the month (10-15 days prior) 2\. Receive recommendation from section before expiration date (preferably 10 days prior) 3\. Receive supporting documentation for probation end 4\. Discuss with unit and section head regarding probation end 5\. Once confirmed, inform section to communicate with the staff 6\. Prepare probation end letter 7\. Issue letter prior 7-5 days before probation ends 8\. Send No Objection Certificate to relevant departments 9\. Deactivate access of staff on the date of expiration or one day prior 10\. Inform staff of relieving process, complete exit form and handover of cards 11\. Remove staff from ZingHR 12\. Send probation end slip to relevant departments 13\. Handover relieving documents to Total Rewards for processing of final settlement 14\. Send relieving documents to staff 15\. If applicable, send recoverable details to finance 16\. Update on recoverable list 17\. Complete necessary documents for checklist 18\. File Document flow: Mail attachments from section \> Probation End Notice Letter \> Informed mail to staff \> NOC \> Asset and peripheral details from IT (if) \> Asset and peripheral handover note (if) \> Probation End slip \> Attendance sheet \> Final Settlement \> Payback letter (if) \> Recoverable details to Finance (if) \> Mail of relieving documents sent to staff \> Exit interview form \> Probation End Checklist Note: This sequence shall be followed for filing Contract Extension Contract extensions come to effect after the probation period, usually upon the expiry of the initial one- year contract. The process is then repeated as per the extended period. Duration for contract renewal (1 year contract) Contract renewal initially starts 1-2 months before the contract expiry date. Staff contracts to expire during the next month are filtered through the Master sheet and then sent for recommendation via mail. It is recommended to allow the section to revert within 1-2 weeks as this would allow time to initiate the contract end process. Duration for any contract after 1 year period The contracts of staff who expire after the 1st extension should have an earlier date than those of the staff who do not, this is because of the notice period policy. (refer to notice period policy). It is the responsibility of the staff who handle the contract management process to allocate time generously to ensure a timely and smooth transition of signed contracts and the end of the contract process. As the recommendations are received after about 2 weeks, it is advised to enter all data into the contract data sheet and print two copies of each contract. After informing the staff to sign, the batch should be signed at least 2-3 weeks before the contract is set to expire. If the staff is unreachable, digital signature can also be acquired from the staff via Viber/Mail. After signatures are obtained, the contracts are updated to the system and Master sheet and then moved on to filing. This process is required to be repeated until the staff becomes permanent after 2 years. However, if the staff is on a temporary (2 year) contract, the staff\'s contract should be ended as per the contract end process. Documents required for filing contracts: Signed copy of contract \> recommendation mail. Documents required for contract end: refer to contract end checklist. Process flow of contract extension 1\. Send for recommendation of staff expiring for the month (2 months prior) 2\. Receive recommendation from section before expiration date (1-2 weeks prior) 3\. Add monthly data of contract expiring staff 4\. Generate reference number (LNS) 5\. Print 2 copies of contract 6\. Attach recommendation with the contract 7\. Check for errors 8\. Get signature from Section Head 9\. Inform staff to report to HR to sign the contract (within a week) 10\. Scan and send to staff if they are unable to come 11\. Update on HRMS and Contract Expiry Datasheet 12\. File Contract end / Termination of Contract If the circumstance arises where the section decides to terminate a contract for temporary staff, they must send supporting documentation during the contract renewal process. Documents needed for this action include cautions issued during the evaluation period, performance evaluation forms/ other documents related to the case. Before deciding to end the contract, the case should be presented to the Section and unit head and thoroughly investigated. After it is decided to end the contract, HR informs the section to communicate this action to the staff. As the communication takes place, HR will issue the formal Contract End letter (2 weeks or 1 month prior) depending on the notice period. Staff are then released from the company as per the contract end process, after the notice period ends. HR must collect all belongings of MACL including access cards & keys. Document flow: Mail attachments from section \> Contract End Notice Letter \> Informed mail to staff \> NOC \> Asset and peripheral details from IT (if) \> Asset and peripheral handover note (if) \> Contract End slip \> Attendance sheet \> Final Settlement \> Payback letter (if) \> Recoverable details to Finance (if) \> Mail of relieving documents sent to staff \> Exit interview form \> Contract End Checklist Note: This sequence shall be followed for filing Process flow of Contract End 1\. Send for recommendation of staff expiring for the month (2 months prior) 2\. Receive recommendation from section before expiration date (1-2 weeks prior) 3\. Receive supporting documentation for contract end 4\. Discuss with unit and section head regarding contract end 5\. Once confirmed, inform section to communicate with the staff 6\. Prepare contract end letter 7\. Issue letter prior (2 weeks / 1 month) before contract expiration date 8\. Send No Objection Certificate to relevant departments 9\. Deactivate access of staff on the date of expiration or one day prior 10\. Inform staff of relieving process, complete exit form and handover of cards 11\. Remove staff from ZingHR 12\. Send contract end slip to relevant departments 13\. Handover relieving documents to Total Rewards for processing of final settlement 14\. Send relieving documents to staff 15\. If applicable, send recoverable details to finance 16\. Update on recoverable list 17\. Complete necessary documents for checklist 18\. File Staff Detachment Resignation Resignations may come to the relevant HR department in diverse ways. You may receive the resignation via mail, physical or from a third party. The first step of the resignation process begins with communicating with the staff, acknowledging their resignation, informing notice period details, handover of assets / peripherals and informing the duration of payments owed to and from the company. Refer to notice period policy for the details, if staff are unable to serve their notice period, they are required to pay for the notice period which depends on the service duration. If the staff does not pay for their notice period after they have agreed to pay, this amount is to be recovered from final settlement. \- Less than 6 months of service: Can resign effective immediately or on a preferred date mentioned by staff \- More than 6 months and less than 1 year of service: 2 weeks\' notice period / if staff wants to resign effective immediately, the staff must pay 2 weeks basic salary \- More than 1 year but less than 5 years of service: 1 month notice period / if staff wants to resign effective immediately, the staff must pay 1-month basic salary \- Continuous employment after 5 years of service: 2 months\' notice period / if staff want to resign effective immediately, the staff must pay 2-month basic salary Note: Staff are to be relieved on the date they pay for their notice period. Note 2: As the leave entitlement for notice period has not been updated in HR Policy, we may guide the staff to add annual leave to the notice period (if applicable) after they get approval from Section. Documents relevant to resignation \- Resignation acceptance letter / Notice period letter: Given to staff after their notice period details have been confirmed \- Notice Period payment: A payment document which gives the details of the notice period and payment details for a staff who wants to pay and resign on a specific date before the notice period \- Letter without notice: Letter given to staff where notice period does not apply \- Payback letter: Given to staff after final settlement has been generated, and if the staff owes any amount back to the company \- No objection certificate: Document checklist for any clearance from other relevant departments/section before a staff detaches \- Resignation checklist: To be attached with the resignation documents to confirm if all documents are included Document flow: Resignation from staff \> Informed mail to section \> Notice period letter \> Notice period payment details (if) \> Notice period payment slip from staff (if) \> NOC \> Asset and peripheral details from IT (if) \> Asset and peripheral handover note (if) \> Resignation slip \> Attendance sheet \> Final Settlement \> Payback letter (if) \> Recoverable details to Finance (if) \> Mail of relieving documents sent to staff \> Exit interview form \> Resignation Checklist Note: This sequence shall be followed for filing Process flow of resignation 1\. Upon receiving resignation, acknowledge the resignation and inform the staff of notice period details, handover of cards and other relevant documents 2\. 3. 4. 5. Print resignation document and resignation checklist Initiate resignation process through ZingHR Inform section of the resignation Draft, check, sign and send resignation acceptance / notice period letter to staff and notice period payment details if applicable 6\. 7. Inform staff that the letter has been sent to their mail/Viber (via message or call) Send details of the staff to relevant departments to clear any pending recoverable/payables (information required for NOC) 8\. On the date of relieving, send the same details to all relevant IT sections for access deactivation 9\. Inform the staff via Viber / call of the deactivation process on the date of relieving 10\. Ensure exit interview form has been filled 11\. Print and attach NOC document with the remaining resignation documents and sign relevant fields after departments have cleared it 12\. Take reference number for resignation 13\. Remove staff from HRMS 14\. Print resignation slip and obtain signatures 15\. Send the signed slip to section and other relevant sections 16\. Handover documents to total rewards for final settlement 17\. Upon receiving final settlement and other documents, check if the staff owes any amount back to the company 18\. Draft, check, sign and send payback letter to staff if applicable 19\. Update on Recoverable list 20\. Send payback letter, resignation slip and final settlement to ar\@macl.aero 21\. Send relieving documents to staff (Resignation slip, Service letter (if requested) 22\. Handover cards to staff who handles the card disposal process in HR (Registration) 23\. Complete all documents needed for the checklist and file Termination -- from Employee Relations Upon receiving a termination request from Employee Relations, the staff responsible for the staff detachment process must start the relieving process. Important points to remember: \- Staff is to be terminated on the date set from Employee Relations of the HR Department \- No communication should be initiated, unless there is a payback amount \- Cards shall be handed over by Employee Relations to the team \- If the request mentions any notice period payment details owed to the staff, this should be included in the notice period details of the No objection certificate Documents relevant to termination \- No objection certificate: Document checklist for any clearance from other relevant departments/section before a staff detaches \- Termination checklist: To be attached with the termination documents to confirm if all documents are included Document flow: Mail from ER \> NOC \> Asset and peripheral details from IT (if) \> Asset and peripheral handover note (if) \> Termination slip \> Attendance sheet \> Final Settlement \> Payback letter (if) \> Recoverable details to Finance (if) \> Mail of relieving documents sent to staff \> Termination Checklist Note: This sequence shall be followed for filing Process flow of termination 24\. Print termination document mailed from Employee Relations and termination checklist 25\. Send details of the staff to relevant departments to clear any pending recoverable/payables (information required for NOC) 26\. On the date of relieving, send the same details to all relevant IT sections for access deactivation 27\. Print and attach NOC document with the remaining termination documents and sign relevant fields after departments have cleared it 28\. Take reference number for termination 29\. Remove staff from HRMS 30\. Print termination slip and obtain signatures 31\. Send the signed slip to section and other relevant sections 32\. Handover documents to total rewards for final settlement 33\. Upon receiving final settlement and other documents, check if the staff owes any amount back to the company 34\. Draft, check, sign and send payback letter to staff if applicable 35\. Update on Recoverable list 36\. Send payback letter, termination slip and final settlement to ar\@macl.aero 37\. Handover cards to staff who handles the card disposal process in HR (Registration) 38\. Complete all documents required for the checklist and file Retirement Mandatory Retirement Staff reaching 65 (Mandatory Retirement Age) shall be relieved from the company under mandatory retirement process. The process starts with updating all staff on the Retirement Master sheet, which will then generate the staff reaching retirement age. This sheet must be checked weekly to avoid missing any due notices. The staff and section shall be informed of their retirement two months before retirement date. Documents required for Mandatory Retirement: \- Mandatory Retirement Notice Letter: To be given 2 months prior to retirement date \- Mandatory Retirement Package Details: To be acquired from Total rewards team \- Note for Approval for Mandatory Retirement: To acquire financial approval for retirement package \- Retirement Package Details letter: Includes information of retirement package \- Retirement Service Letter: Details of the service duration \- No Objection Certificate: Document checklist for any clearance from other relevant departments/section before a staff detaches \- Retirement Calculation: Final retirement compensation package \- Mandatory Retirement checklist: To be attached with the retirement documents to confirm if all documents are included Document flow: Retirement notice letter \> Retirement package details \> Note for Approval \> NOC \> Asset and peripheral details from IT (if) \> Asset and peripheral handover note (if) \> Attendance sheet \> Retirement slip \> Final Settlement \> Retirement Calculation \> Retirement package details letter \> Service Letter \> Mandatory Retirement Checklist Note: This sequence shall be followed for filing Mandatory Retirement Process Flow \- Inform the staff of Mandatory Retirement \- Acquire retirement package details from Total Rewards (a week prior to meeting with staff) \- Set meeting with Section head for the retirement and give notice period letter \- Prepare note for approval and acquire necessary signatures at least a month prior \- Send details of the staff to relevant departments to clear any pending recoverable/payables (information required for NOC) \- On the date of relieving, send the same details to all relevant IT sections for access deactivation \- Inform staff of relieving process \- Print and attach NOC document with the remaining retirement documents and sign relevant fields after departments have cleared it \- Take reference number for retirement \- Remove staff from HRMS \- Print retirement slip and obtain signatures \- Send the signed slip to section and other relevant sections \- Handover documents to total rewards for final settlement and retirement calculations \- Handover cards to staff who handles the card disposal process in HR (Registration) \- Get signatures from the staff for Retirement slip, retirement calculation, retirement package details, service letter \- Complete all documents required for the checklist and file Early / Voluntary Retirement Staff reaching 55 and 20 (Early Retirement) / have reached the age of 55 (Voluntary Retirement) shall be relieved from the company under the said retirement process. Refer to process flow for the details of staff retiring under early/voluntary retirement. Documents required for Mandatory Retirement: \- Early / Voluntary Retirement Notice Letter / Retirement acceptance letter: To be given after staff requests for retirement, each staff shall serve a 2 months\' notice period. \- Early / Voluntary Retirement Package Details: To be acquired from Total rewards team \- Note for Approval for Early / Voluntary Retirement: To acquire financial approval for retirement package \- Retirement Package Details letter: Includes information of retirement package \- Retirement Service Letter: Details of the service duration \- No Objection Certificate: Document checklist for any clearance from other relevant departments/section before a staff detaches \- Retirement Calculation: Final retirement compensation package \- Mandatory Retirement checklist: To be attached with the retirement documents to confirm if all documents are included Document flow: Retirement notice letter \> Retirement package details \> Note for Approval \> NOC \> Attendance sheet \> Retirement slip \> Final Settlement \> Retirement Calculation \> Retirement package details letter \> Service Letter \> Early/Voluntary Retirement Checklist Note: This sequence shall be followed for filing Early / Voluntary Retirement Process Flow \- Inform the staff of notice period details, handover of cards and compensation package details after receiving retirement request \- Inform section of retirement \- Acquire retirement package details from Total Rewards \- Set meeting with Section head for the retirement and give notice period letter \- Prepare note for approval and acquire necessary signatures at least a month prior \- Send details of the staff to relevant departments to clear any pending recoverable/payables (information required for NOC) \- On the date of relieving, send the same details to all relevant IT sections for access deactivation \- Inform staff of relieving process \- Print and attach NOC document with the remaining retirement documents and sign relevant fields after departments have cleared it \- Take reference number for retirement \- Remove staff from HRMS \- Print retirement slip and obtain signatures \- Send the signed slip to section and other relevant sections \- Handover documents to total rewards for final settlement and retirement calculations \- Handover cards to staff who handles the card disposal process in HR (Registration) \- Get signatures from the staff for Retirement slip, retirement calculation, retirement package details, service letter \- Complete all documents required for the checklist and file Additional Tasks \- Prepare service letter for detached staff \- Prepare reports for Finance \- Prepare exit interview report \- Prepare weekly reports of work progresMALDIVES AIRPORTSC HUMAN RESOURCES POLICY Chapter Page Edition Revision No Revision Date Effective Date 21 March 2022 0.2. INTRODUCTION 0.2.1. Purpose This Human Resources Policy outlines the framework for the management of human resources within Maldives Airports Company Limited (MACL). This Policy is contractual in nature and acts as a part of employee\'s contract of employment. This Policy will address the provisions of the Employment Act (Act No. 2/2008) and all other applicable laws. This policy together with the procedures or documents specified in it supersedes all other human resources related policies and procedures that may be in place at the time of implementation of this Policy. All previous MACL HR Policies are deemed null and void once this Policy comes into effect. 0.2.2. Scope This Policy will be applicable to all employees of Maldives Airports Company Limited (MACL). 0.2.3. Compliance Compliance with this Policy is a responsibility of each employee as per their Contract of Employment. Head of Division / Department is required to implement controls in their respective Departments and Sections to ensure compliance with this Policy. Employees who violate this Policy shall be subject to appropriate disciplinary action by the Company, including possible termination of employment. 0.2.4. Confidentiality This Policy is strictly an internal document and is intended for the use by MACL\'s employees only. It is only to be distributed to employees and, only with prior written approval of Head of HR, to any Third Party who has a vested interest in MACL 0.2.5. Responsibilities a\) Board of Directors This Policy has been approved by the Board of Directors of the Company and any future amendments are subject to the approval of the Board of Directors Human Resources Policy © MACL- This is a controlled document as long as it is cAReA A PARTeY ED on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MALDIVES AIRPORTSCo HUMAN RESOURCES POLICY Chapter 0 -- ---------------- --------------- Page Edition Revision No. 0 Revision Date Effective Date 21 March 2022 b\) Management Management (Executive Committee and all Line Managers / People Managers) shall be responsible for enforcing policies relevant to their employees. c\) Human Resources Department Human Resources Department shall be responsible for communicating any changes made to this Policy to all employees of the Company, in addition to communicating this Policy to new employees joining the Company. d\) Employees All employees shall be responsible for adhering to this Policy. 0.2.6. References The following law is referred to in this Policy: a\) The Employment Act (Act No. 2/2008) The following MACL policies are referred to in this Policy: a) Employee Financial Benefits Policy (Reference Number: K6-POL/2022/4) b\) Safety Policy (Reference Number: M3-POL/2021/04) e\) Security Policy (Reference Number: M1-POL/2021/5) d) Occupational Safety, Health and Environment Policy (Reference Number: M3-POL/2022/7) Information Management Policy (Reference Number: MACL-IT/PLC/2019/007) Whistleblower Polley (Reference Number: MACL-CORP/PLC/2018/02) The following MACL procedures are referred to in this Policy: a\) Organization Design Procedure (Reference Number: K6-SOP/2022/10) b) Talent Acquisition and Onboarding Procedure (Reference Number; K6-SOP/2022/11) c) Employment Contract and Redundancy Procedure (Reference Number: K6-SOP/2022/12) MA-BAYES Human Resources Policy © MACL - This is a controlled document as long as it Is BA\# As prated\" on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR. MALDIVES AIRPORTSC HUMAN RESOURCES POLICY Chapter -- ---------------- --------------- Page 6 Edition Revision No. Revision Date Effective Date 21 March 2022 d) Working Hours and Overtime Procedure (Reference Number: K6-SOP/2022/13) Employee Financial Benefits Procedure (Reference Number: K6-SOP/2022/14) f) Promotion and Pay Progression Procedure (Reference Number: K6-SOP/2022/15) 9) h) Leave Management Procedure (Reference Number: K6-SOP/2022/16) Staff Development Scheme Procedure (Reference Number: K6-SOP/2022/17) i) Employee Recognition Procedure (Reference Number: K6-SOP/2022/18) Uniform, Dress Code and Grooming Procedure (Reference Number: K6-SOP/2022/19) k\) Code of Conduct (Reference Number: K6-SOP/2022/20) Employee Disciplinary Procedure (Reference Number: K6-SOP/2022/21) 1. Employee Grievance Procedure (Reference Number: K6-SOP/2022/22) 2. Procedure on Prevention of Sexual Abuse and Harassment (Reference\ Number: K6-SOP/2022/23) 3. Anti-harassment and Non-discrimination Procedures (Reference\ Number: K6-SOP/2022/24) 0.2.7. Repealed Policies and Procedures The following MACL HR Policies and any subsequent HR Standard Operating Procedures under these polices shall be repealed once this Policy is effective: Policy Name Reference Number Date ---------------------------------------- ---------------------- ----------- Promotion Policy MACL-HR/PLC/2016/001 25/4/2019 Productivity Incentive Policy MACL-HR/PLC/2016/002 1/1/2016 Good Attendance Incentive Policy MACL-HR/PLC/2016/003 1/7/2018 Shift Allowance Policy MACL-HR/PLC/2016/004 1/3/2016 Extra Duties Coverage Allowance Policy MACL-HR/PLC/2016/005 1/3/2018 Human Resources Policy © MACL - This is a controlled document as long as it is online?& primled on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HBOARD APPROVED MALDIVES AIRPORTSe Chapter ----------------- ---------------- --------------- Page HUMAN RESOURCES Edition 1 POLICY Revision No. 0 Revision Date Effective Date 21 March 2022 Standby Allowance Policy MACL-HR/PLC/2016/006 1/3/2018 ---------------------------------------- ---------------------- ------------ Mobile Allowance Policy MACL-HR/PLC/2016/007 1/3/2016 Honesty Award Policy MACL-HR/PLC/2016/009 1/3/2016 Retirement Policy MACL-HR/PLC/2016/010 1/1/2018 Working Hours Policy MACL-HR/PLC/2016/011 1/8/2016 Disciplinary Policy MACL-HR/PLC/2016/012 1/1/2017 Overtime Policy MACL-HR/PLC/2016/013 18/2/2017 Recruitment Policy MACL-HR/PLC/2016/014 16/2/2017 Code of Ethics Policy PL/15 11/5/2011 Code of Conduct MACL-HR/SOP/2018/015 01/05/2018 Leave Policy MACL-HR/PLC/2016/016 15/8/2017 Employment Contract Policy MACL-HR/PLC/2016/017 15/8/2017 Uniform Policy MACL-HR/PLC/2018/018 1/1/2019 Dress Code & Grooming Policy MACL-HR/PLC/2018/019 1/1/2019 Anti-Harassment Policy MACL-HR/PLC/2019/020 15/10/2019 Grievance Policy PL/21 11/5/2011 Organizational Structure Change Policy MACL-HR/PLC/2020/024 10/9/2020 0.2.8. Abbreviations and Explanations +-----------------------------------+-----------------------------------+ | ABBREVATION | DESCRIPTION | +===================================+===================================+ | MACL | | | | | | Maldives Airports Company Limited | | +-----------------------------------+-----------------------------------+ | HR | Human Resources | +-----------------------------------+-----------------------------------+ | GNR | Governance Nomination | | | Remuneration | +-----------------------------------+-----------------------------------+ | TNA | Training Needs Analysis | +-----------------------------------+-----------------------------------+ | 0.2.9. Glossary | | +-----------------------------------+-----------------------------------+ | TERM | DEFINITION | +-----------------------------------+-----------------------------------+ | Head of Company | Chief Executive Officer and | | | Managing Director or any person | | | designated as Acting Head of | | | Company by the Board of | | | Directors. | +-----------------------------------+-----------------------------------+ MALBAYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR. DALL MALDIVES AIRPORTSca Chapter ----------------- ---------------- --------------- Page HUMAN RESOURCES Edition POLICY Revision No Revision Date Effective Date 21 March 2022 DISTRIBUTION COPY NUMBER TYPE OF COPY ------------------- ------------- -------------- ------ HARD SOFT Head of HR Master Copy Company Secretary Copy 01 Quality Manager Copy 02 MACL Intranet Copy 03 x 0.2.10. Distribution List The official version of this Policy can be found in the MACL Intranet and hard copies within MACL offices are for reference only, unless clearly marked as \'Controlled Copy - Printed hard copies are to be distributed as per the table below: 0.2.11. Record of Revision EDITION NO. REVISION NO. 0 ISSUE DATE 21s March 2022 EFFECTIVE DATE 21s March 2022 0.2.12. Record of Revision Highlight The following table describes changes contained in this Edition of \"Human Resources Policy of MACL\". All changes are described as they relate to the previous Edition. The Table highlight the Significant changes of this Edition. Any changes brought forward are marked with a bar di) AREA CHANGED DESCRIPTION OF CHANGES NIL NIL END OF CHAPTER MALBAYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR. DALL MALDIVES AIRPORTSe Chapter ----------------- ---------------- --------------- Page HUMAN RESOURCES Edition 1 POLICY Ravision No. Revision Date Effective Dato 21 March 2022 1\. ORGANIZATION STRUCTURE 1.1. ORGANIZATION DESIGN PRINCIPLES - 1.1.1. MACL\'s organization structure shall represent the organizational functions in order to achieve the stated vision, mission, goals and objectives of MACL. The structure represents communication and reporting channels through which authority and responsibility in MACL flows. - 1.1.2. The organization structure of MACL consists of divisions, departments, sections, units and functional processes within each division / department. - 1.1.3. The organization structure of MACL will be reviewed annually or as and when required. - 1.1.4. MACL may outsource certain functions and may utilize the services of appropriate consultants and experts rather than create permanent positions if deemed necessary or appropriate, 1.2. APPROVAL OF ORGANIZATION STRUCTURE CHANGES - 1.2.1. Any change (example: name, function, personnel change) to the organization structure within the approved staff budget of the Division / Department shall be approved by the manager\'s manager, the Head of HR and Head of Company.\ Any changes to direci reportees (Division / Department Head or Equivalent) of Head of Company shall be approved by Board of Directors. - 1.2.2. Additional cost to the approved staff budget of the Division / Department shall be approved by the Head of HR and Head of Company, provided no additional cost shall be added to the approved total Company staff budget. - 1.2.3. The Board of Directors shall approve any additional cost to the approved total\ Company staff budget. MALBAYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR DRELL MALDIVES AIRPORTSo HUMAN RESOURCES POLICY Chapter -- ---------------- --------------- Page 2 Edition 1 Revision No. Revision Date Effective Date 21 March 2022 1.3. DELEGATION OF AUTHORITY - 1.3.1. Unless otherwise determined by the Board of Directors, all authority of the Head of Company and Head of Division, Department, Section, Unit shall be delegated through written communication to all of MACL Management Team, in order to ensure the continuation of accountability and responsibility in decision making during their absence. - 1.3.2. Acting Rules:\ a) b) Head of Company shall temporarily delegate the authority to an employee at Division Head / Department Head level during their absence period. Division Head shall temporarily delegate the authority to an employee at Department / Section Head level within the Division or to an employee at another Division Head level within the Company during their absence period C) Department Head shall temporarily delegate the authority to an employee at Section Head level within the Department or to an employee at another Department Head level within the same Division or the Company during their absence period. d) Section Head shall temporarily delegate the authority to an employee at Unit Head level within the Department or to an employee at another Section Head level within the Department during their absence period. e) Unit Head shall temporarily delegate the authority to an employee at Process Head level within the Section or to an employee at another Unit Head level within the Section during their absence period. 1.3.3. The authorities delegated along with dates of cover shall be clearly stated in the written communication. END OF CHAPTER MALBAYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR LIL MALDIVES AIRPORTSCe HUMAN RESOURCES POLICY Chapter -- ---------------- --------------- Page 1 Edition Revision No. Revision Date Effoctive Date 21 March 2022 2\. COMPETENCY FRAMEWORK - 2.1. The Company\'s competency framework shall provide information on desired behaviors and characteristics to accomplish outstanding performance in the workplace. The framework shall support the strategic alignment to deliver the strategic goals and objectives of the Company. - 2.2. Competency framework is a key component of people management and will create clarity around performance expectations as well as establish a clear link between individual and organizational performance. END OF CHAPTER MALBAYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online, If it is printed MALDIVES AIRPORTSCo Chapter 3 ----------------- ---------------- --------------- Page HUMAN RESOURCES Edition POLICY Revision No. Revision Date Effective Date 21 March 2022 3\. TALENT ACQUISITION AND ONBOARDING 3.1. MANPOWER PLANNING - 3.1.1. Each Division / Department shall periodically, during any given year, assess its staffing requirements for the remainder of that year and/or the following year and communicate any new requirements to Head of HR - 3.1.2. Approval of new requirements shall be in line with the Chapter 1 (one)\ \"Organization Structure\" of this policy. - 3.1.3. Financial approval for the creation of a new position shall be obtained from Head of HR and Head of Company before recruitment commences. - 3.1.4. Each occurrence of a vacancy is an opportunity to review the necessity for the position and its duties, responsibilities and grade. Where the duties of a position have changed significantly, the Head of Division / Department shall seek confirmation from Head of HR on reevaluation of the job and the appropriate grade, before final approval is sought. 3.2. TALENT ACQUISITION - 3.2.1. The Company\'s policy ensures a talent acquisition process that demonstrate recruitment of the most suitable candidate with the right skills, knowledge, competencies and experience that meets the requirements of each position. - 3.2.2. All recruitments shall be based on appropriate criteria and merit, based upon the principles of equal opportunity and shall meet the requirements specified in the applicable laws. - 3.2.3. The Company will use different channels for sourcing of candidates. - 3.2.4. The Company will use different assessment tools to assess the candidates, to increase reliability and validity, including interviews, psychometric assessment, technical assessment, tests and checking of references. - 3.2.5. Proper records of the talent acquisition process and decision must be kept as per Talent Acquisition and Onboarding Procedure. MAL BAYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online, If it Is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MALDIVES AIRPORTSCa HUMAN RESOURCES POLICY Chapter Page Edition Revision No. 2 1 0 Revision Date Effective Date 21 March 2022 3.2.6. Selection process of individuals for Executive Management positions (Division / Department Head or Equivalent) reporting directly to Head of Company shall be the responsibility of Governance Nomination Remuneration (GNR) committee, while the Board of Directors shall be responsible for the final selection of the most suitable candidate for these positions. 3.3. RECRUITMENT METHODS - 3.3.1. Internal Recruitment\ The Company may advertise positions internally or by transfers or placements, In order to nurture high potential talent and to provide suitable career growth opportunities. The Company may reserve the right to advertise externally if capability does not exist within the Company. - 3.3.2. External Recruitment 1. At times, the Company may decide to recruit people directly from outside either by advertising, direct headhunting, referrals or through engagement of professional search firms. 2. For external advertisements, a range of mediums may be considered including online job advertisement, social media platforms or use of executive search firms where appropriate. 3.4. RECRUITMENT OF NEAR RELATIVES 3.4.1. The employment of near relatives in the same department or reporting to same Manager or in the same reporting line in the Company may cause conflict, problems, prejudice and may affect employee or team morale. Near relatives of current employees may not be hired into or occupy a position that will: 1. Require working for or reporting directly or indirectly to their relative, or 2. Reporting to same Manager, or C) Fall under the same reporting line, or d\) Entail working within the same work process or in same duty, 3.4.2. Near relatives are defined as spouse(s), parents, grandparents, children, siblings, stepparents, stepbrothers, stepsisters, stepchildren, aunts, uncles, nieces, nephew, cousins, mother-in-law, father-in-law, brother-in-law and sister-in-law. MARBAYES Human Resources Policy © MACL - This is a controlled document as long as it is gUiDER i iP PRIORED on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MALDIVES AIRPORTSC HUMAN RESOURCES POLICY Chapter Page Edition Revision No. Revision Date Effective Date 3 3 21 March 2022 - 3.4.3. If a near relative relationship exist at the adoption of this Policy or become relatives in the course of their employment, Head of Division / Department shall make a final decision on transferring one staff after consulting with both the individuals concerned, within 30 (thirty) calendar days and inform Human Resources Department. - 3.4.4. Only on an exceptional basis, hiring of near relatives within the business is allowed and shall be approved with prior written approval of both Head of HR and Head of Company. 3.5. JOB DESCRIPTION - 3.5.1. The job description is a key document in the talent acquisition and job evaluation process and must be finalized prior to taking any other steps in the selection\ process, - 3.5.2. It shall clearly and accurately set out the duties and responsibilities of the job and must also include any special conditions. - 3.5.3. A job description must be counter signed by the job holder, immediate supervisor and the Head of Division / Department. - 3.6. EMPLOYEE ONBOARDING\ The Company\'s employee onboarding program is a long-term process to provide new employees a well-rounded orientation to MACL. The aim of employee onboarding is to engage staff upon immediately joining MACL and to improve their work productivity and morale as well as increase retention of new employees. - 3.7. INDUCTION PROGRAM\ The Company shall enroll all new employees to an induction program during the probation period (as per clause 4.2 of this policy). The main aim of the induction program is to help new employees understand the rules and regulations, systems, policies, processes, procedures and culture of MACL and also familiarize them with their new working environment and teams. MALDE T BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR. MALDIVES AIRPORTSca Chapter ----------------- ---------------- --------------- Page HUMAN RESOURCES Edition POLICY Revision No. Revision Date Effective Date 21 March 2022 3.8. INTERNSHIP AND WORK EXPERIENCE PROGRAMS - 3.8.1. The Company may provide learning and growth opportunities through the Company\'s Internship Program, to students or graduates looking to expand their knowledge and understanding of the Company. - 3.8.2. The Company may provide opportunities within the Company to jobseekers to gain work experience, knowledge and confidence, while gaining essential skills to move forward in their career. - 3.8.3. Head of Company may decide the terms and conditions on which internships and work experience opportunities are awarded by the Company from time to time to students and employees. Any internship and work experience program shall be administered by Head of HR. END OF CHAPTER BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MALDIVES AIRPORTSe HUMAN RESOURCES POLICY Chapter Page Edition Revision No. Revision Date Effective Date 1 21 March 2022 4\. EMPLOYMENT CONTRACT 4.1. TYPES OF EMPLOYMENT CONTRACT 4.1.1. Fixed Term Contract (employment agreements of a definite term): 1. These are contracts with a fixed term employment period, and if not renewed, it shall be terminated at the end of the term specified in the employment contract without requirement of any further notice. 2. Fixed term contract of a definite term shall not exceed a maximum period of 2 (two) years. 3. Fixed term contract of a definite term shall be deemed as indefinite term contract, if renewed or if its term is extended such that the total duration of employment exceeds 2 (two) years. - 4.1.2. Indefinite Term Contract (employment agreements of an indefinite term):\ These are jobs with an indefinite term employment period. Employment agreements of a definite term or specific to certain types of work shall be deemed as employment agreements of an indefinite term, if the objective or effect of the employment agreement is such that the employee is required to continue carrying out employment of a kind which is usually carried out at the\ company on a permanent basis. - 4.1.3. Special Term Contract (employment agreements specific to special types of work):\ A Special Term Contract is made for specific tasks or projects. Special Term Contracts shall be terminated without prior notice, upon the completion, expiry or termination of the tasks or projects. 4.2. PROBATION The employment contract shall specify a term of no more than 3 (three) months as the period during which an employee is subject to probation. Either party may terminate the employment during such period without giving any notice. The employee\'s performance shall be assessed and the eligibility of continuation of employment will be considered before end of the probationary period. MARBAYES Human Resources Policy © MACL - This is a controlled document as long as it isBOlARD AM RiD PED on paper, it is an uncontrolled copy unless marked as controlled copy by Head otHR MALDIVES AIRPORTSco HUMAN RESOURCES POLICY Chapter -- ---------------- --------------- Page Edition Revision No. Revision Date Effective Date 21 March 2022 4.3. TERMINATION OF EMPLOYMENT CONTRACT - 4.3.1. Voluntary Termination of Contract (Resignation):\ Employee has the discretion to end the Employment Contract after probationary period by giving relevant notice as stated in the employment agreement.\ In the event employee falls to provide notice as specified in the Agreement, Company (at the discretion of the Head of HR and Head of Company) reserves the right to deduct an amount equivalent to the remuneration of the employee for the period of notice required and not given/served, from the remuneration due to the employee from the Company (if applicable), or alternatively, to claim such amounts and damages for breach of agreement in a competent Court of Law. - 4.3.2. Termination of Contract with Notice:\ Subject to clause 4.3.3 and 4,4, the Company shall terminate the employment of an employee only after giving the minimum notice period specified below: a\) 2 (two) weeks\' notice for any Employee in continuous employment for 6 (six months or more but does not exceed one year, b) 1 (one) month notice for any Employee in continuous employment for 1 (one) year or more but does not exceed 5 (five) years, C) 2 (two) months\' notice for any Employee in continuous employment for more than 5 (five) years, Final decision to terminate individuals in Executive Management positions (Division / Department Head or Equivalent) reporting directly to Head of Company lies with the Board of Directors. 4.3,3. Termination of Contract without Notice: Notwithstanding clause 4.3.2, the Company may terminate the employment of an employee without notice only when an employee\'s work ethic is deemed unacceptable by the Company and further continuation of employment is on reasonable grounds seen by the Company as unworkable. MALDIES Human Resources Policy © MACL - This is a controlled document as long as it is online.P./s printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of \"BOARD APPROVED MALDIVES AIRPORTSe HUMAN RESOURCES POLICY Chapter Page Edition Revision No. Revision Date Effective Date 4 3 21 March 2022 Such terminations shall be recommended by the Disciplinary Committee and endorsed by Head of Company. Head of Company may refer the case to Disciplinary Committee to review the decision stating reasons. If Head of Company decides to further review the case, Head of Company may refer the case for a Board of Director\'s decision. An employee\'s work ethic shall be deemed unacceptable if: 1. Any further continuation of employment is likely to be detrimental to the Company or to the workplace, or 2. The employee has committed fraud. Final decision to terminate individuals in Executive Management positions (Division / Department Head or Equivalent) reporting directly to Head of Company lies with the Board of Directors. 4.4. REDUNDANCY 4.4.1. \'Redundancy\' refers to a situation where a position is no longer needed by the Company due to: 1. ceasing or intending to cease the specific business activity / function for which the employee was employed, 2. the need to make budget / financial savings, 3. organizational restructuring and downsizing. 4.4.2, It is applicable to permanent employees whose employment is to be terminated prematurely by reason of redundancy, as per Employment Contract and Redundancy Procedure. 4.5. RETIREMENT 4.5.1. Unless and otherwise approved by the Board of Directors, all employees of the Company (except for employees on Special Term Contract as per clause 4.1.3 of this policy) are required to retire when they reach the age of 65 years (mandatory retirement age). All employees are eligible for retirement benefit when they reach mandatory retirement age, as per Employee Financial Benefits Procedure. MALBAYES Human Resources Policy © MACL - This is a controlled document as long as itis chitRe. i & prited ED on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MAPDRYES HUMAN RESOURCES POLICY Chapter Page Edition Revision No. Revision Date Effective Date 4 4 21 March 2022 - 4.5.2. All Maldivian employees may request for voluntary retirement at the age of 55 years and above as per Employee Financial Benefits Procedure. Decision for voluntary retirement at the age of 55 years will be at the discretion of the Head of HR and Head of Company. - 4.5.3. All Maldivian employees may request for early retirement before reaching the age of 55 years and have served the Company for a period of 20 years or more as per Employee Financial Benefits Procedure. Decision for early retirement with a service period of 20 years or more will be at the discretion of the Head of HR and Head of Company. - 4.5.4. Retirement benefit entitled at the age of 55 and above or after having served the Company for 20 years or more, shall be paid to the employee\'s bank account, in cases where the employee dies while on Company service, in addition to death compensation. END OF CHAPTER MANBAYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MALDIVES AIRPORTSca Chapter ----------------- ---------------- --------------- Page HUMAN RESOURCES Edition 1 POLICY Revision No. Revision Date Effective Date 21 March 2022 5\. WORKPLACE AND WORKING HOURS - 5.1. WORKPLACE\ Employees are required to work at the locations specified in their employment agreement. Where an employee is required to work at other locations, it shall be informed to the employee in a reasonable manner. - 5.2. WORKING HOURS - 5.2.1. The Company has the discretion to decide the normal working hours for the employees, - 5.2.2. The Company\'s official working hours is 8 (eight) hours per day from 8:00am to\ 4:00pm, Sunday through Thursday. This is the working hours for all employees who do not require to work on shift duty basis. - 5.2.3. Employees on shift duty are required to work 8 (eight) hours per day, 6 (six) days of the week, except for regulatory requirement. - 5.2.4. Official working hours during the month of Ramadan shall be determined by - Head of Company every year. - 5.2.5. Saturday shall be regarded as a working day when calculating overtime. 5.3. MEALTIME, BREAK TIME AND PRAYER TIME - 5.3.1. Employees shall be allowed a 1 (one) hour mealtime in an 8 (eight) hour working\ day. - 5.3.2. Employees shall be allowed a 15 (fifteen) minutes break time for every 4 (four)\ consecutive hours worked, - 5.3.3. Employee shall be allowed 15 (fifteen) minutes to pray during each prayer period in such a manner that it does not disrupt work. MALBAYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it is MALDIVES AIRPORTSco Chapter ----------------- ---------------- --------------- Page 2 HUMAN RESOURCES Edition 1 POLICY Revision No Revision Date Effeclive Date 21 March 2022 5.4. FLEXIBLE WORKING OPTIONS Flexible working is any type of working arrangement that gives some degree of flexibility on how long, where and when an employee works. These working arrangements are applicable to employees whose job duties allows flexible working Flexible working requests by employees shall be approved in writing by both the Head of Division / Department and Head of HR. - 5.4.1. Work from home or Teleworking:\ Arrangement in which employees work their normal working hours from home or remote locations. Approval of this option is subject to the requirements specified in the Company\'s Information Management Policy, - 5.4.2. Reduced working hours:\ A work schedule that encompasses fewer daily hours with a minimum of 4 hours per day, Salary and other incentives including daily attendance-based allowance shall be paid based on the number of hours worked - 5.4.3. Compressed work week: Alternate work arrangement where standard work week is reduced to fewer than the general work week (example: 3 or 4 days) of the Company, Employees shall reach the required hours by working longer than normal working hours per week. The additional hours an employee works on any given day, under this option will not be considered for overtime unless the total number of working hours exceeds the overtime requirement specified in the Employment Act. 5.4.4. Flexi time: An arrangement that allows a varlation in the employee\'s normal workday / shift by altering the work commencement or end time. Where the number of working hours is less than eight hours per day, salary and other incentives including daily attendance-based allowance shall be paid based on the number of hours worked. END OF CHAPTER MALBAYS BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it Is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MALDIVES AIRPORTS co HUMAN RESOURCES POLICY Chapter Page Edition Revision No, Revision Date Effective Date 6 21 March 2022 6\. COMPENSATION AND BENEFITS 6.1. SALARY SCALE AND GRADING STRUCTURE - 6.1.1. All jobs shall be classified under the Company\'s grade and salary structure. The salary scale is generally benchmarked against public, private and aviation sector for certain specialized jobs. - 6.1.2. The scale provides salary bands which recognize difference in job size as evaluated using job evaluation methodology and job responsibilities and will include basic salary and incentives based on job roles. - 6.1.3. The Company\'s pay structure shall be approved by the Board of Directors. - 6.1.4. Information relating to the Company\'s and an individual employee\'s grading and salary scale is highly confidential and shall not be discussed with external entities or any other employees. - 6.1.5. All employees are hired at an appropriate salary level within the relevant grade for the approved position. - 6.1.6. Salary scales and grades will be reviewed no less than every three years. 6.2. OVERTIME - 6.2.1. All employees will be entitled to overtime for the hours worked which exceeds\ 48 (forty-eight) hours weekly with the exception of employees in Assistant Manager and above positions, who are exempted from overtime pay. - 6.2.2. Overtime work must be pre-approved by the immediate supervisor and approved by the Department Head or Section Head. - 6.2.3. Overtime will be paid as per the rates provided in the Employment Act. It is paid as part of the salary payment scheduled at the end of each month. - 6.2.4. Employees who are required to work on a statutory Public Holiday as a normal working day will be entitled to an additional amount equivalent to half of the basic salary paid on a normal workday in addition to overtime pay. - 6.2.5. The maximum number of hours an employee shall be allowed to work overtime is 48 hours per month. Any overtime above this shall be preapproved in writing by both the Head of Division / Department and Head of HR. MABIYES Human Resources Policy © MACL - This is a controlled document as long as it is onling ARE APFPieSVED on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR. MIAPORYES HUMAN RESOURCES POLICY Chapter Page Edition Revision No Revision Date Effective Date 21 March 2022 - 6.3. RETIREMENT PENSION\ All Maldivian employees will be enrolled in the Retirement Pension Scheme from the date of appointment. The Company will deduct the applicable amount as defined in the Retirement Pension Scheme and will contribute a matching amount to the employee\'s Pension Fund as required by the law. - 6.4. BENEFITS\ MACL\'s benefits under total reward framework are designed to motivate and provide job satisfaction to employees. Details of allowances and other financial benefits offered to employees are included in \"Employee Financial Benefits Policy. All financial benefits included in the Company\'s total reward framework shall be approved by the Board of Directors. - 6.4.1. Productivity Incentive:\ Employees are eligible for Productivity Incentive as per Employment Contract.\ Productivity Incentive shall remain separate from employee\'s basic salary and shall be deducted for the number of days the employee is absent without leave from work. - 6.4.2. Allowances:\ Allowances are paid to cover specific / special situations, or the provision of services not normally required from all employees in a particular grade. - 6.4.3. Ramadan Allowance:\ A Ramadan Allowance will be payable as required by the Employment Act.\ Ramadan Allowance will be paid to all Muslim employees before the beginning of Ramadan. - 6.4.4. Health Insurance:\ All employees are enrolled in the Company\'s health insurance policy from the date of appointment. The Company will always consider in selecting an Insurance provider that offers maximum benefits at the most reasonable price.\ The specific details of the health insurance policy will be communicated to employees at the commencement of each policy period HALBAYEE BOARD APPROVED Human Resources Policy © MACL- This is a controlled document as long as it is online. Ifit is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MALDIVES AIRPORTSCo Chapter 6 ----------------- ---------------- --------------- Page 3 HUMAN RESOURCES Edition POLICY Revision No. Revision Date Effective Date 21 March 2022 - 6.4.5. Bonus Schemes:\ Annual Staff Bonus scheme shall be approved by the Board of Directors depending on the financial performance of the Company. Eligibility for annual bonus depends on the employee\'s performance. The annual staff bonus shall be paid according to the policy and guidelines set by Ministry of Finance. - 6.4.6. Travel Expense:\ The Company shall bear the cost or reimburse employees for necessary and reasonable expenses incurred in relation to their trips pre-approved by the Company. These expenses include airfare, accommodation and per-diem allowance. The travel expense shall be paid according to the policy and guidelines set by Ministry of Finance - 6.4.7. Accommodation:\ The Company shall provide accommodation to foreign employees working in the Company in accordance with the terms and conditions of their employment contract. - 6.4.8. Work Injury Compensation:\ The Company shall provide compensation to employees who sustain injuries as a result of an accident during work or to the benefit of children upon death of an employee as a result of an accident during work. Work injury compensation includes medical expenses not covered by Company acquired Health Insurance Policy, compensation for temporary and permanent disablement and compensation for death of an employee due to injury or occupational illness resulting from their work. - 6.4.9. Hajj Sponsorship:\ The Company is committed to assist all Maldivian employees to perform Hajj obligation by sponsoring qualified employees for Hajj every year. The decision for provision of Hajj sponsorship shall depend on financial performance and will be at the discretion of the Board of Directors. MALBAYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MALDIVES AIRPORTSCa HUMAN RESOURCES POLICY Chapter -- ---------------- --------------- Page 4 Edition Revision No. 0 Revision Date Effective Date 21 March 2022 - 6.4.10. Staff Loan:\ The Company is committed to assist all permanent employees to meet unforeseen personal expenditure such as medical, education, marriage, construction and renovation of employee\'s house or purchase of electronics and electrical items. The decision for provision of staff loan shall depend on financial performance and will be at the discretion of the Board of Directors. - 6.4.11. Study Loan for Employee\'s Children:\ The Company is committed to assist all Maldivian employees by providing financial assistance for the purpose of their children\'s tertiary education. The decision for provision of study loan scheme for employee\'s children shall depend on financial performance and will be at the discretion of the Board of Directors. - 6.4.12. Staff Development Scheme:\ The Company is committed to create a workforce capable of providing world class services to customers by providing tinancial assistance for the purpose of professional development. The decision for provision of staff development scheme for employees shall depend on financial performance and will be at the discretion of the Head of HR and Head of Company. - 6.4.13. Employee Perks:\ The Company is committed to offer employee perks to motivate and improve productivity of employees. Employee perks may include staff discount schemes, use of MACL facilities and services for discounted rates based on job levels, etc. MAL BAYE BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MALDIVES AIRPORTSc Chapter 6 ----------------- ---------------- --------------- Page HUMAN RESOURCES Edition POLICY Revision No. Revision Date Effoctive Date 21 March 2022 6.5. PROMOTION - 6.5.1. Promotions occur because of upward movement to a job with greater responsibility at a higher grade. Significant changes in responsibilities must have occurred for a promotion to be considered - 6.5.2. All promotions shall be funded from the approved staff budget. - 6.5.3. Promotions to Executive Management positions (Division / Department Head or\ Equivalent) reporting directly to Head of Company shall be approved by both Head of Company and Board of Directors. All other promotions shall be approved by both Head of HR and Head of Company. - 6.5.4. Unless there is a special requirement due to organizational restructuring or talent retention, following eligibility criteria for promotion shall be considered; 1. Employees with a minimum of one-year service with the Company, 2. Employee shall fulfil the criteria of the job to be promoted,\ Employee Performance Appraisal rating will be considered, d\) Availability of vacancies or new position. 6.5.5. Promotion is not applicable to below employees; a\) Employees with written cautions or warnings within the last 12 (twelve) months, Employees with poor attendance as per Promotion and Pay Progression Procedure. 6.5.6. The Company shall ensure that employees are promoted to positions which are predetermined and are available within the Company\'s Organizational Structure(s). MALBAYES BOARD APPROVED Human Resources Pollcy © MACL - This is a controlled document as long as it is online. If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MALDIVES AIRPORTSCa HUMAN RESOURCES POLICY Chapter Page Edition Revision No. Revision Date Effective Date 21 March 2022 6.6. PAY PROGRESSION 6.6.1. Pay progression is a salary increment within the job grade in the form of job level change. 6,6.2. All pay progressions shall be funded from the approved Company staff budget. 6.6.3. Unless there is a special requirement due to organizational restructuring or talent retention, all employees who meet the following stated eligibility criteria shall be considered for job level change; a\) Employees with permanent contract having a minimum of 3 (three) years\' service with the Company, b) Employee Performance Appraisal rating will be considered for 3 (three) consecutive years since the last job level change, 6.6.4. Job level change is not applicable to below employees; a) Employees with temporary or term contract, b\) Employees with written cautions or warnings, C) Employees with poor attendance as per Promotion and Pay Progression Procedure. END OF CHAPTER MAL BAYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR. MALDIVES AIRPORTSe Chapter ----------------- ---------------- --------------- Page HUMAN RESOURCES Edition POLICY Revision No. Revision Date Effective Date 21 March 2022 7\. LEAVE ENTITLEMENT 7.1. ANNUAL LEAVE - 7.1.1. All employees are entitled to a paid annual leave of 30 (thirty) days, on completion of 12 months of continuous service. - 7.1.2. Subject to clause 7.1.4 below, employees may utilize their annual leave as follows: a\) Subject to completion of the probation period for all new employees, 2.5 (two point five) days of leave per month worked, totaling 30 (thirty) days of annual leave per year; b) d) Subject to clause 7.1.2. (a) above, a minimum of 10 (ten) days of leave must be utilized within a period of 12 (twelve) months immediately following the continuous 12 months of service; Employees may carry forward a maximum of 20 (twenty) days of unused leave for a period of 6 (six months immediately following the 12 months period specified in clause 7.1.2. (b) for utilization of leave; Any days of leave unused by the expiration of the 6 (six) month period specified in clause 7.1.2. (c) will be cancelled, and not liable for compensation. - 7.1.3. Friday, Saturday and statutory public holidays shall not be counted for annual leave, - 7.1.4. Determination of the specific period for utilization of annual leave shall be subject to the work schedules and approval of line manager and their manager\'s\ manager. - 7.1.5. In case of termination of employment by the Company, any unused annual leave entitlement shall be pald to the employee prior to dismissal from employment. MALBAYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online, If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR. MALDIVES AIRPORTSce HUMAN RESOURCES POLICY Chapter Page Edition Revision No. Revision Date Effective Date 1 21 March 2022 7.2. SICK LEAVE 7.2.1. Employees are eligible for paid sick leave of 30 (thirty) days (15 days with medical certificate and 15 days without medical certificate) in accordance with the terms and conditions stipulated under the Employment Act and Leave Management Procedure. 7,2.2. Out of the permissible 30 (thirty) days paid sick leave, employees are eligible to take 15 (fifteen) days annually (up to 2 consecutive days at a time) without providing a medical certificate. However, for the rest of eligible 15 (fifteen) days of sick leave, employees shall provide medical certificate. - 7.3. FAMILY RESPONSIBILITY LEAVE\ All employees are eligible for paid family responsibility leave of 10 (ten) days annually to attend family matters in accordance with the terms and conditions stipulated under the Employment Act and Leave Management Procedure. - 7.4. MATERNITY LEAVE - 7.4.1. Female employees are eligible for paid maternity leave of 180 (one hundred and eighty) calendar days from the date of delivery in accordance with the terms and conditions stipulated under the Employment Act and Leave Management Procedure. - 7.4.2. Up to 30 (thirty) calendar days of maternity leave may be taken prior to the expected date of delivery based on a medical certificate specifying the estimated date of delivery Issued by a licensed medical practitioner. - 7.4.3. Female employees are eligible for a further unpaid leave of 28 (twenty-eight) calendar days in addition to the maternity leave specified above and shall be granted to an employee where a licensed medical practitioner certifies of the employee\'s inability to return to work either due to the ill-health of the mother or the baby. Such leave can be granted prior to the estimated date of delivery or after delivery. 7.5. PATERNITY LEAVE Male employees are eligible for paid leave of 30 (thirty) calendar days granted on the occasion of the birth of a child. Paternity leave shall commence from the date of the MAPPRYES Human Resources Policy © MAGL - This is a controlled document as long as it is solaRs Ade prigted, on paper, it is an uncontrolled copy unless marked as controlled copy by Head of AR MALDIVES AIRPORTSCA HUMAN RESOURCES POLICY Chapter -- ---------------- --------------- Page 3 Edition Revision No. Revision Date Effective Date 21 March 2022 birth of the child in accordance with the terms and conditions stipulated under the Employment Act and Leave Management Procedure. - 7.6. CIRCUMCISION LEAVE\ Employees are eligible for a paid leave of 5 (five) calendar days following the circumcision of a son. Circumcision leave shall commence from the date of the circumcision of the son in accordance with the terms and conditions stipulated under the Employment Act and Leave Management Procedure. - 7.7. ADDITIONAL LEAVES\ Employees are eligible for the following leaves as per the Leave Management Procedure. - 7.7.1. Leave for Hajj and Umrah Pilgrimage\ Employees who wish to perform their first Hajj (Obligatory Pilgrimage) or first Umrah shall be granted paid leave of 30 (thirty) calendar days for Hajj or paid leave of 30 (thirty) calendar days for Umrah irrespective of the term the employee has served the Company. - 7.7.2. Bereavement Leave\ A special leave with pay shall be granted upon the death of a family member (spouse(s), parents, grandparents, offspring, siblings) of the employee. Such leave shall be granted for a period of 3 (three) calendar days starting from the following day of the demise of a dependent family member. - 7.7.3. Release of Employee to represent Maldives abroad\ Should an employee of the Company need to participate in a national team or represent the nation in any other event out of the country, the Head of Company shall have the authority to release the employee in order to represent Maldives, provided that the concerned organization submits a written request for the release of the employee. - 7.7.4. Release of Employee for a state institution\ If a state institution requires services of an employee, the Head of Company shall have the authority to release the employee to that state institution for up to 10 (ten) days per year. Human Resourcos Policy © MACL - This is a controlled document as long as it is onlile iN as printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of ARD APPROVED MALDIVES AIRPORTSCo Chapter ----------------- ---------------- --------------- Page 4 HUMAN RESOURCES Edition 1 POLICY Revision No. Revision Date Effective Date 21 March 2022 - 7.7.5. Special No pay Leave\ An employee may apply for a no-pay leave for a period of 2 (two) months in the event other leaves allowed under this Policy are exhausted, and a leave is required because the employee is unable to attend work due to a critical medical illness or due to the illness of the employees\' spouse, parents, children or any other person under the employee\'s guardianship. Such leave shall be provided upon the submission of a document endorsed by a licensed medical practitioner. - 7.7.6. No Pay for Higher Studies\ An employee may apply for a no pay leave to go for higher studies abroad or in the Maldives. The leave shall be approved by Head of Division / Department and Head of HR on case-by-case basis after considerations as per Leave Management Procedure. - 7.7.7. Paid Leave for Higher Studies\ Employees who are awarded MACL CEO\'s Scholarship shall be granted paid leave for the duration of the scholarship. - 7.7.8. Extraordinary Leave\ An employee may apply for extraordinary leave for a maximum of 1 (one) year, due to a serious medical condition of the employee. The leave shall be approved by Head of Division / Department and Head of HR on case-by-case basis after considerations as per Leave Management Procedure. - 7.7.9. Administrative Loave\ Employees who are affected by an event of a natural disaster, local emergency or pandemic are eligible for administrative leave as per Leave Management Procedure. The leave shall be approved by Head of Division / Department and Head of HR and granted to the employee, until he/she is mentally and physically fit to return to work. END OF CHAPTER MALBAYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online, If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MALDIVES AIRPORTS ca Chapter ----------------- ---------------- --------------- Page HUMAN RESOURCES Edition POLICY Revision No. Revision Date Effective Date 21 March 2022 8\. TALENT MANAGEMENT AND DEVELOPMENT 8.1. EMPLOYEE PLACEMENT - 8.1.1. Placement is the process of internal allocations of employees by matching with the available positions and the selected candidates. - 8.1.2. Placement may be due to staff development, organizational restructuring. operational needs or as a temporary assignment. - 8.1.3. The Company reserves the right to place employees into another suitable role after due consideration. - 8.1.4. Placements to Executive Management positions (Division / Department Head or Equivalent) reporting directly to Head of Company shall be approved by both Head of Company and Board of Directors. All other placements shall be approved by the Head of Division / Department, Head of HR and Head of Company. - 8.1.5. The Company shall ensure that employees are placed into positions, which are predetermined and are available within the Company\'s Organizational Structure(s). 8.2. PERFORMANCE MANAGEMENT - 8.2.1. The Company is committed to embed a high-performance culture through alignment of individual employee\'s goals and objectives with the Company\'s strategic goals and objectives. - 8.2.2. Performance management is intended to be an on-going line of communication between the line manager / immediate supervisor and the employee, focused on helping the employee achieve their best workplace results. - 8.2.3. The Company shall set the performance objectives for all employees at the beginning of the year and effectively evaluate throughout the year. MALBAYE BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MALDIVES AIRPORTSco Chapter ----------------- ---------------- --------------- Page HUMAN RESOURCES Edition POLICY Revision No. Revision Date Effective Data 21 March 2022 8.3. TALENT DEVELOPMENT - 8.3.1. The Company is committed to develop a learning culture and encourage employees at all grades to upgrade their knowledge and skills on a continuous basis. - 8.3.2. Talent development function ensures that all employees acquire the skills, knowledge and qualifications needed to effectively carry out their duties and tasks. - 8.3.3. An essential component of the talent development strategy is to provide learning and development activities that balance the requirements of: 1. Regulatory training, 2. Minimum essential professional requirements, 3. Continuing professional development, 4. Role essential requirements to meet the strategic aims and operational targets, - 8.3.4. Talent development needs shall be identified from both the Company and Department Strategy and Training Needs Analysis (TNA) after performance evaluation of employees. - 8.3.5. A Training Plan / schedule shall be derived from the above annually. - 8.3.6. Talent development activities shall be continuously monitored and evaluated to assess their effectiveness in achieving the Company\'s objectives. - 8.3.7. Employees receiving sponsored development opportunities are required to serve the Company for an agreed period. The service bond and other terms will be specified in the agreement signed between the employee and the Company. 8.4. SUCCESSION PLANNING The Company shall have a succession plan for the Company\'s business critical positions and shall be updated continuously. Successors shall be identified and developed according to the Succession Plan. MALBAYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online, If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MALDIVES AIRPORTSco HUMAN RESOURCES Chapter -------- ---------------- --------------- Page 3 Edition 1 POLICY Revision No. Revision Date Effective Date 21 March 2022 8.5. TALENT RETENTION - 8.5.1. To further the Company\'s commitment to retain employees with unique skills, expertise and qualifications that would contribute to the success of the business, promotions and pay progressions within the salary scale / range can be offered to employees to retain them, upon approval from Head of HR and Head of Company. - 8.5.2. Any pay progression outside the salary scale / range shall be approved by the Board of Directors to retain employees. The Board of Directors and Management shall ensure that such pay progressions are equitable and fair. END OF CHAPTER MALBAYES BOARD APPROVED Human Resourcos Policy © MACL - This is a controlled document as long as it is online. If it is MALDIVES AIRPORTS ca HUMAN RESOURCES POLICY Chapter Page Edition Revision No. Revision Date Effective Date 1 21 March 2022 9\. EMPLOYEE EXPERIENCE 9.1. EMPLOYEE ENGAGEMENT - 9.1.1. The Company shall develop strategies to promote the Company\'s intention to actively support and improve employee engagement and, ultimately, the wellbeing of its community. - 9.1.2. To nurture this culture across the Company, the management and employees shall work to create and maintain positive relationships. - 9.1.3. To have a healthy and happy workplace the Company shall ensure availability of opportunities for employees to participate in sports, recreational and social activities, in order to boost employee morale and engagement. - 9.2. INTERNAL COMMUNICATIONS\ The Company shall have an internal communication function using secure platforms to ensure free flow of information to make employees aware of the Company\'s latest developments, activities and management decisions, and to improve employee engagement and promote positive culture across the Company. - 9.3. EMPLOYEE RECOGNITION - 9.3.1. The Company recognizes employees who are considered as valuable assets for their contributions to the Companys success, - 9.3.2. The Company shall have employee recognition schemes to motivate and foster a productive work culture to achieve organizational objectives, and to encourage employees to excel, take initiative, be creative and realize their potential, individually as well as part of a team. END OF CHAPTER 샷ABIYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online, If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR. MALDIVES AIRPORTSCo Chapter 10 ----------------- ---------------- --------------- Page 1 HUMAN RESOURCES Edition POLICY Revision No. Revision Date Effective Date 21 March 2022 10\. WORKPLACE RULES 10.1. DRESS CODE & GROOMING - 10.1.1. The Company recognizes that well-groomed employees in the workplace contributes to a professional environment and good public image that would contribute to the success of the Company. - 10.1.2. The Company expects employees to maintain proper hygiene and to be well-groomed and professional in appearance when representing company at work or whenever engaged with customers, clients, and colleagues. - 10.1.3. All uniformed staff are to maintain a high standard of professional presentation whilst in Company uniform. 10.2. WORKPLACE HEALTH, SAFETY AND SECURITY - 10.2.1. The Company is committed to provide and maintain a healthy, safe and secure work environment to all employees as per the terms and conditions stipulated under the Employment Act, Company Occupational Safety, Health, Environment and Security Policies. - 10.2.2. Maintaining a healthy and safe work environment and adherence to all Company Occupational Safety, Health, Environment and Security Policies are the responsibility of both the management and employees - 10.2.3. Any violation of Company Occupational Safety, Health, Environment and Security Policies may result in disciplinary action as per Employee Disciplinary Procedure. - 10.2.4. All employees are encouraged to be vaccinated as per Company\'s - Occupational Safety, Health, Environment and Security Policies and related procedures to protect themselves and everyone else at the workplace against various diseases for which vaccines are easily available and encouraged or made mandatory by government health agencies. BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online, If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR. MALDIVES AIRPORTSco HUMAN RESOURCES POLICY Chapter Page Edition Revision No Revision Date Effective Date 10 2 1 21 March 2022 10.3. EMPLOYEE CODE OF CONDUCT - 10.3.1. The Company\'s Employee Code of Conduct provides comprehensive guidelines for employees on how the Company expects them to conduct themselves in relation to their employment at the Company. It sets out the expectations and guiding principles for appropriate workplace behaviour and forms an integral part of the Employment Contract signed between the employee and the Company, All provisions of the Code of Conduct are binding on all employees. - 10.3.2. All employees of the Company shall sign the Code of Conduct as an acknowledgement of understanding the terms and conditions stated in it. 10.4. DISCIPLINARY - 10.4.1. The Company shall take necessary disciplinary action against employees\' misconduct as per the terms and conditions stipulated under the Employment Act and Employee Disciplinary Procedure, - 10.4.2. The Company shall ensure that employee disciplinary issues are dealt with promptly, fairly, and in compliance with the terms and conditions stipulated under the Employment Act and Employee Disciplinary Procedure. - 10.4.3. The Company shall treat all disciplinary matters as confidential between the employee and any individuals directly involved in the process and any witness statements and decisions will be kept confidential. - 10.4.4. The procedure to address disciplinary issues shall be specified in the Employee Disciplinary Procedure. 10.5. GRIEVANCE 10.5.1. The Company\'s grievance process is designed to provide a mechanism for individual employees to bring to the attention of the management, any dissatisfaction or feeling of injustice which may exist in respect of the workplace and pertains to any dissatisfaction with regards to matters which are directly or indirectly related to the employment relationship-between-the employee and the Company. AALBAYES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR MALDIVES AIRPORTS Co HUMAN RESOURCES POLICY Chapter Page Edition Revision No. Revision Date Effective Date 10 3 21 March 2022 - 10.5.2. The Company shall ensure that employee grievances are dealt with promptly, fairly, and in compliance with the terms and conditions stipulated under the Employment Act and Employee Grievance Procedure. - 10.5.3. The Company shall treat all grievance matters as confidential between the employee and any individuals directly involved in the process and any witness statements and decisions will be kept confidential. - 10.5.4. The procedure to address grievance issues shall be specified in the Employee\ Grievance Procedure. 10.6. PREVENTION OF SEXUAL ABUSE AND HARASSMENT - 10.6.1. The Company is strongly committed to ensure a congenial environment where employees can work without any inhibition and contribute their best without any fear or favour. - 10.6.2. All forms of sexual harassment are prohibited and will not be tolerated within the Company. - 10.6.3. The Company shall ensure that sexual harassment issues are dealt with promptly, fairly, and in compliance with the terms and conditions stipulated under applicable laws, regulations and Procedure on Prevention of Sexual Abuse and Harassment. 10.7. ANTI-HARASSMENT AND NON-DISCRIMINATION - 10.7.1. The Company is strongly committed to provide a safe and respectful work environment that is free from harassment for all employees, contractors and consultants. - 10.7.2. It is the Company\'s policy that no individual will be subject to harassment, bullying or discrimination on the basis of race, colour, social standing, religion, or political beliefs or affiliation with any political party, marital status, family obligations, physical appearance or manner, physical or mental disability, or any grounds prohibited by applicable laws, regulations and Anti-harassment and Non-discrimination Procedures. - 10.7.3. All forms of harassment which involves unwelcome disrespectful behaviour that is demeaning, or embarrassing is prohibited. MALDINEST Human Resources Policy © MACL - This is a controlled document as long as it is online, if itis printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of BBARD APPROVED MALDIVES AIRPORTSCA HUMAN RESOURCES POLICY Chapter 10 Page Edition Revision No. Revision Date Effective Date 21 March 2022 - 10.7.4. It is the Company\'s responsibility to establish gender equality within the workplace and in organizational practices, For this purpose, gender equality means equality of opportunity, equality in accessing opportunities, the opportunity to achieve results on equal terms and the fundamental equality of rights and freedom for both genders. - 10.7.5. The Company shall provide equal treatment in terms of rights, benefits, obligations and opportunities, subject to (or in accordance with) applicable laws and regulations. 10.8. DISABILITY INCLUSION - 10.8.1. The Company Is strongly committed to implement Disability Inclusion Strategy for sustainable and transformative change towards disability inclusion throughout all pillars of the Company\'s work. - 10.8.2. Disability inclusion is the meaningful participation of persons with disabilities in all their diversity, the promotion of their rights and the consideration of disability-related perspectives, In compliance with the Convention on the Rights of Persons with Disabilities. 10.9. WHISTLEBLOWING - 10.9.1. Whistleblowing means making a disclosure regarding any wrongdoings, suspected misconduct and fallure to act within the relevant laws, rules and regulations. - 10.9.2. The Company shall establish an internal procedure for employees to disclose information anonymously and to investigate allegations / complaints as per the terms and conditions stipulated under applicable law, regulation and Company\'s Whistleblower Policy. - 10.9.3. The Company encourages employees to come forward and voice their concerns through the established internal mechanism at the earliest. - 10.9.4. The Company will not tolerate retaliation against any whistleblower. HABAMES BOARD APPROVED Human Resources Policy © MACL - This is a controlled document as long as it is online. If it is printed on paper, it is an uncontrolled copy unless marked as controlled copy by Head of HR. MALDIVES AIRPORTSCA Chapter 10 ----------------- ---------------- --------------- Page 5 HUMAN RESOURCES Edition 1 POLICY Revision No. 0 Revision Date Effective Date 21 March 2022 10.10. USE OF SOCIAL MEDIA - 10.10.1. \"Social Media\" refer to a variety of online communities such as blogs, social networks (example: Facebook, Viber, Twitter, etc.), chat rooms and other online forums. - 10.10.2. Using personal social media: a\) All employees shall avold defamatory, offensive or derogatory content. It will be considered as violation of the Company\'s anti-harassment policy, if directed towards other employees, customers, clients or stakeholders. All employees shall avoid sharing intellectual property such as internal documents and trademarks on a personal account without approval. Information Management Policy of the Company always apply. All employees shall ensure that audiences know that content and statements published on personal account does not represent the views of the Company. - 10.10.3. Only the assigned personnel from the Company shall be permitted to post material on any social media platform on behalf of the Company. - 10.10.4. Representing the Company: Employees who represent the Company by handling corporate social media accounts or speak on the Company\'s behalf shall; 1. Be respectful, polite and patient, when engaging in conversations on the Company\'s behalf. Employee shall be extra careful when making declarations or promises towards customers and stakeholders. 2. Avoid speaking on matters outside the field of expertise when possible.\ Employee shall be careful not to answer questions or make statements that fall on another employee\'s responsibility. C) Follow the Company\'s confidentiality and data protection policy and observe laws on copyright, trademarks, plagiarism and fair use. d) Never post discriminatory, offensive or libelous content and commentary. e\) Correct or remove any misleading or false content as quickly as possible. ited BOARD APPROVED MALDIVES AIRPORTSC HUMAN RESOURCES POLICY Chapter 10 -- ---------------- --------------- Page Edition Re