Welcome to Saudi Arabia

New Employee Handbook

Version: 03-Apr-2011

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Table of Contents

1. Welcome by the CEO 3

2. Vision & Values of the Company 4

3. The Company 5

4. Developing Human Capital 5

5. Saudi Arabia: The Country 6

6. Company Policies & Procedures 9-21

a. Joining documents, family, etc. 9 b. Residence / Work Permit 10 c. On arrival procedure 11 d. Probation period 12 e. Labour practice 12 f. Non-sponsored employment 12 g. Working hours 13 h. Applying for a driving license 13 i. Purchasing a car 13 j. Opening a bank account 13 k. Business Visit Visa 14 l. Exit-Reentry visa 14 m. Leaves 14 n. Medical Insurance 15 o. GOSI 15 p. Head office Access Card 15 q. Attendance & Payment of Salary 15 r. Internet & Email usage 16 s. Emergency Contact card 16 t. Confidentiality 16 u. Company Property 16 v. Invention, Patent etc. 16 w. Death 16 x. Anti-Violence & Anti-Harassment 17 y. Work Environment & Ethics 17

Employee Support Services 19

Information Updates 20

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Congratulations on your new appointment!

Welcome to one of the fastest growing companies in Saudi Arabia, engaged in linear and vertical construction, operations and maintenance and other businesses and joint ventures with well known international names.

We hope your time with us will be both stimulating and rewarding, and we look forward to your participation for greater success. Your contribution, however small, can make a difference and will be rewarded.

The following pages have a range of information meant to help you understand the business and social customs and practices in Saudi Arabia. These include some of our policies and practices as well as certain facilities and benefits that you and your family may enjoy. For those arriving new to the Kingdom of Saudi Arabia, we’ve also included practical advice and information to help you settle quickly and comfortably.

Should you require any further clarifications do not hesitate to contact the Human Resources Department, who will be glad to assist.

Thank you once again and welcome to what I trust will be a mutually beneficial association with the fraternity at Abdullah A. M. Al Khodari Sons Company.

Fawwaz Al-Khodari President

Welcome by the CHIEF EXECUTIVE OFFICER

Fawwaz AlKhodari Chief Executive Officer

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OUR VISION

Our aim is to be the world’s premier engineering, construction and project management Company

OUR MISION

Providing value-added construction expertise and solutions with exceptional performance; and a mutually rewarding working environment for our employees and suppliers based on respect, trust and ethics; as well as sound corporate social responsibility initiatives involving economic and social support for our community and the preservation of our natural resources.

OUR VALUES

Building on a heritage that spans over five decades we will continue to be guided by firmly held values.

Ethics: Uncompromising integrity, honesty and fairness

Excellence: We set high standards; apply advanced technology, continually innovate and improve; and thrive on challenge and accomplishment

Mutual Respect: We work by our leadership covenants that encourage openness, teamwork and trust. We value an inclusive culture based on diverse backgrounds, experience and views.

Safety: Zero accidents is our goal – people’s lives depend on it.

Sustainability: We plan and act for future – for the long term good of our company, customers and our world.

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THE COMPANY Al-Khodari was founded in 1966, and has since grown into one of the largest, respected and diversified company in Saudi Arabia ranking among the top 100. The Company is engaged in linear and vertical construction in addition to operations and maintenance and waste management. Over the past 40+ years, the Company has played a vital role in the development of Saudi Arabia and continues to aggressively invest in establishing itself as a formidable business leader. The Company has its Head Office in the Eastern Province with projects throughout Saudi Arabia and presence in the GCC, Middle East and Africa. A major partner in its stride to success is its invaluable human resources consisting of an ever expanding employee base that exceeds 11,000 from several countries, lending it a multi-cultural composition. Main activities: 1. Roads and Bridges: Construction, maintenance and upgrading of Roads and Bridges. 2. Building & Infrastructure: Construction of Office Complex, Universities, Commercial and Public

Buildings. 3. Oil, Gas & Water Pipelines: Procurement & construction of Pipeline Projects, De-Bottlenecking

facilities, Operation & maintenance of water / waste-water projects. 4. Environmental: Waste management, city cleaning and pest control.

Developing Human Capital

Corporate Human Resources positions itself as the business partner to attract, develop, and sustain the company’s ever increasing need for talented human capital. We provide CAREERS and not merely jobs and seek those who align themselves with this aspiration. We select well qualified and progressive professionals locally and internationally because talent sustains our competitive edge. We also endeavour to create an environment that makes for a rich blend of nationalities and cultures to achieve our corporate objectives. Our compensation policy is designed to incentivise outstanding performance and continuous improvement. To complement knowledge value addition we encourage training and development to strengthen employee skills and competency. We welcome employee suggestions and reward innovative thought and creativity. Finally, we value not only the employee but his family too and endeavour to the extent possible to recognize the family’s input into the employee’s well being and performance. HR is always available to provide assistance and advice within its corporate framework of policies and procedures to help settle you and your family. We wish you a highly rewarding, enjoyable and beneficial tenure with us.

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Saudi Arabia: The Country

Saudi Arabia is a land of approximately 26 million (July 2010) of whom around 5.6 million (July 2010) are expatriates. It is the largest member of the six Gulf Cooperative Council countries and its main source of income is oil apart from having the largest industrial infrastructure among the GCC countries. Riyadh is the capital city. The country is an Islamic state and is also custodian of the two holiest mosques in the world situated at Mecca and Medina to which millions of Muslims converge each year from all over the world for pilgrimage. Non-Muslims are not permitted to enter the two holy cities of Mecca and Medina. Those doing so risk prosecution. The native and official language is Arabic although English is also widely used as the business language.

The Kingdom is the largest country in the Middle East occupying four fifths of the Arabian Peninsula. Its land area is estimated at 2,331,000 sq km. The Kingdom is situated in southwest Asia in a location where three continents meet: Europe, Asia and Africa. It is bordered by: the Red Sea is to the West; the Arabian Gulf to the East; Yemen and the Sultanate of Oman to the south; the United Arab Emirates, Qatar and the island of Bahrain to the east; Kuwait, Iraq and Jordan in the North. The landmarks of the Kingdom vary from fertile plains to huge deserts, rocky hills, high mountains and deep valleys.

Currency

The Saudi currency is known as the Riyal which is divided into 100 Halalahs. Currency notes are in 1, 5, 10, 20, 50, 100, 200 and 500 Riyal denominations. Coins are in 5, 10, 25 & 50 Halalah denominations. The Saudi Riyal is currently pegged to the US Dollar with an exchange rate of USD1=SR3.75.

Climate

The country experiences very hot summers and cold winters with some rainfall in the winter months (Nov to March). Sand and dust storms occur frequently. During hot climates extra precautions need to be taken to avoid sunburn, heat exhaustion or heatstroke.

Time

The Kingdom is within one time zone which is 3 hours ahead of GMT. Islamic Calendar

The official calendar is the Hijra, which marks the year the Prophet Muhammed (PBUH) migrated from Makkah to Madinah and is based on the lunar year. The Hijra year is shorter that the Gregorian year by about eleven days (10 days in a leap year). Business is generally conducted in both calendars. The two major religious holidays in the year are based on the Hijra and depends on the sighting of the moon due to which it does not occur on fixed dates each year.

All government references to dates such as for example dates on driving license, work and residence permits, exit re-entry visas, etc., are based on the Hijri Calendar.

Saudi Law

The legal system in Saudi Arabia is mainly based on Islamic law, the Holy Qur’an (Shari’a Law). Both Muslims and non-Muslims alike are subject to the provisions prescribed by Shari’a Law. The consequences of violating the law may be severe and there is little a foreign consulate can do to assist offenders. Crime rate in the Kingdom is relatively low.

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Banking The opening of a bank account is restricted to residents holding a valid residence (Iqama) and work permit. Banks require a ‘Letter of introduction’ to open an account, which is issued by the Company’s Personnel department. Upon opening an account the bank will issue an ATM card to enable the account-holder conveniently withdraw money from any ATM machine in the Kingdom. ATM machines are widely available throughout the Kingdom at various prominent and convenient locations. Daily withdrawal limit is Saudi Riyals 5000. Work timings of banks are from 8:30 am – 4:00 pm, Saturday to Wednesday (Closed during Prayer timing and Lunch). Some banks also have designated branches that are open on Thursdays.

Preferred dress code Saudi Arabia is a Muslim country. Foreigners have to respect the country’s customs and culture. Individuals are expected to dress modestly in public places. Indecent physical exposure such as wearing shorts or public display of affection or co-mingling between unrelated members of the opposite sex is not encouraged. Women are expected to wear a cloak called the Abaya in public places such as shopping Mall(s), restaurants, etc. Please contact your HR department for further information or advise in this regard.

Prayers There are 5 daily prayer times observed by Muslims during which business offices and establishments are temporarily suspended. A schedule of prayer times are listed in local newspapers.

Ramadan

Ramadan is the holiest month for all Muslims during which Muslims fast from dawn to sunset. Eating, smoking or drinking in public is strictly prohibited for both Muslims and non-Muslims. Violators will be prosecuted. Working hours during this month for Muslim employees is six hours.

Prohibited items

Following items are strictly prohibited in the Kingdom of Saudi Arabia: Visual, audio or written items of a political or pornographic nature Religiously blasphemous materials including charms and amulets Alcohol and spirits (even chocolates with such content) Drugs (possession of which can invite death penalty) Arms and ammunition

Educating your children There are a number of private schools for foreign nationals accredited by the Ministry of Education; in addition to schools managed by foreign consulates or embassies in the Kingdom such as: Indians The International Indian School Pakistanis The Pakistani School Bangladeshis The Bangladeshi School Filipinos The Philippines Embassy UK, US and others Jeddah Preparatory, The Continental, Dhahran Academy, etc. Fees range from SR150 to more than SR5000 per month depending on the curriculum of education chosen.

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Income Tax Saudi Arabia currently does not levy individual income tax on its citizens or foreigners.

International Airports

The country has three international airports and several domestic ones providing excellent connections to various parts of the country. The international airports are: King Khaled International Airport, Riyadh King Abdul-Aziz International Airports, Jeddah King Fahd International Airport, Dammam There are currently two airlines (Saudi Arabian Airlines and NAS) that operate local routes and a large number of international airlines flying foreign destinations. Taxis and buses ply to and from airport to city centers.

Buses

Saudi Arabian Public Transport Co. (SAPTCO) provides modern and efficient bus services, both within the Kingdom and across the borders to Bahrain, Egypt, Jordan, Syria and Turkey. Fares are very reasonable with a 50 kilometer round trip typically costing SR15 and a one way trip costing as little as SR1 onward (prevailing 2010/11).

Rail

A rail services with first class air-conditioned coaches plies daily between Riyadh and Dammam. Plans are underway to connect other parts of the Kingdom too.

Taxis

Taxis are widely available in all major cities. The minimum fare is between SR5 to SR15 (prevailing 2010) depending on the city.

Medical Services There is a wide range of public and private hospitals and clinics in the Kingdom. However, except in emergencies, non-Saudi nationals are expected to receive treatment in private hospitals designated by their employers. The Company offers comprehensive medical insurance coverage for its employees through a wide network of hospitals around the Kingdom. Common “over-the-counter (OTC)” medicines are readily available at pharmacies. Non- OTC drugs will only be dispensed at pharmacies on producing a valid prescription.

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Company Policies and Procedures

A. Documents required on your arrival in Saudi Arabia

1. You will require to submit to HR department the following documents immediately on arrival:

a. Detail CV (if not already in your file) b. Copies of academic certificates duly attested by the Saudi Embassy in your country of origin. c. Copies of work experience certificates.

d. Two professional references (for professional categories upward) e. Medical fitness certificate from your country of origin f. 12 passport size colour photographs with white background. These should be submitted

along with their negatives.

Local Recruits: Expatriates joining locally from within Saudi Arabia will additionally

g. Release Letter from your current employer which will enable an immediate transfer of sponsorship to Al-Khodari.

require to submit the following:

h. Three letters from your current employer addressed to: i) The Labor Ministry (stamped by Chamber of Commerce) ii) The Passport department (stamped by Chamber of Commerce) iii) Abdullah Al-Khodari Sons Company (not to be stamped by Chamber of Commerce)

Formats of these letters are normally available with the Administration department of every company. All three documents will have to be submitted to the HR department along with your passport and Iqama. Iqama must be valid for at least three months. Prior to going through the transfer process it would be advisable to check: (i) if there are any pending traffic penalties which must first be cleared and (b) if the profession stated on the current iqama is a transferable category. If not, then it is the employee’s responsibility to ensure that he changes the profession prior to submitting his documents. Expenses relating to transfer of sponsorship will be borne by the Company.

i. In case your current employer does not agree to issue a Release then you will require a No Objection Certificate to enable you go back to your country of origin and return to Saudi Arabia under the visa / sponsorship of Al-Khodari. IMPORTANT: Prior to doing the above please verify that the employment status on your Iqama does not belong to a category for which transfer is restricted by the government on account of certain positions being reserved only for Saudi nationals. Example of such professions are: Sales jobs, Administration, etc.

2. Documents Required for Family Visa Processing: Those eligible for family status as per their contract will require to submit the following:

Before arriving in Saudi Arabia: a. Children’s birth certificates must be attested by the Saudi Embassy in your country. b. Marriage certificate must be attested by the Saudi Embassy in your country.

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After arrival in Saudi Arabia: A letter from the company attested by Chamber of Commerce (From Personnel dept.) Visa Application Form (From Personnel dept.) Your certificate of education, or college degree (Refer A1.b) Your children’s birth certificates (Refer A2.a above) Your marriage certificate (Refer A2.b above) Vaccination Certificate (if your child is below 10 years) Copies of your wife and children’s passport(s). Copies of your Iqama and passport including visa page Cash voucher of SR2000/- (Visa Fees) which to be deposited at Riyadh Bank. Those on official

family status can claim reimbursement of this amount by submitting it to HR for approval and then to Finance department for encashment. The Company will only pay for this once during the employee’s tenure with the Company.

4 passport size pictures of yourself and each member of your family with a white background (after arrival in Saudi Arabia)

2 group pictures of your family after their arrival in Saudi Arabia to be endorsed as your dependents in your Iqama.

Note: As per Company policy eligible dependants for inclusion on a family residence visa are your spouse and 2 children upto the age of 18. Note: All documents need to be original; translated into Arabic and authenticated by the Saudi Embassy/Consulate in your country of origin.

B. Residence / Work Permit (Iqama)

Every person resident in Saudi Arabia for work is required to have a valid residence / work permit document called the IQAMA. The individual MUST carry this with him at all times as this can be checked by authorities at any time as proof of his legal residence within the country. It also serves as an identification document for all commercial transactions such as banking, renting accommodation, applying for a telephone connection, obtaining medical treatment at a hospital, at airports, inter-city bus terminals or railway stations, etc. The Iqama is valid for one year and will be renewed throughout your employment, by the company. Family members resident in Saudi Arabia must carry their Iqama with them whenever they travel locally unaccompanied by you. The process of obtaining an Iqama normally takes around one to two working weeks and requires a prior medical examination and original passport. Note: Foreign nationals are advised to register with their respective embassy upon arrival. This is normally mandatory for Western nationals.

Enrolling family members in the Iqama (Residence Permit)

Upon arrival of your family in the Kingdom, following documents should be submitted to the Passport department for inclusion of family members in your Iqama:

A medical certificate for each family member Original passport of each family member 2 color group Your original Iqama

photographs with white background of your spouse and children

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Enrolling family members in the Medical Insurance program Those employees contractually entitled to family status, must contact the Medical Insurance Coordinator in the HR department to enroll your family members in the medical insurance program as soon as they arrive in the Kingdom. Following information will be required: Names of family members, their gender and their relationship to you Date of birth of each family member Nationality Your Employee number Your Iqama number Your location of work and designation

C. On arrival procedure: 1. Upon arrival in the Kingdom you will normally be met at the airport by a representative from the

Company and taken to your temporary or permanent accommodation. 2. On your first visit to the Head Office you will visit the Human Resource department to:

a. Submit your documents specified in A.1 above; and b. Sign a Contract based on the Letter of Offer accepted by you prior to joining. Contracts may

be single or family status and of varied durations such as 1, 2 or 3 years based on the grade. c. Be assigned an Employee Number which must be quoted for all administrative

correspondences, forms and processes as long as you will be in the Company. d. Fill up the Employee Information Form which MUST

3. Undergo a medical examination at a government certified clinic to obtain a fitness certificate which is a pre-requisite to obtaining your Iqama (residence / work permit).

contain details of emergency contact addresses and phone numbers. Please ensure that this is updated in case of any changes. This is extremely vital in the event of any emergency occurring for the company to be able to contact your family members.

4. Finger printing has been made mandatory for all the new arrivals in the Kingdom on employment visa which is normally done on arrival at the airport. If not done then Passport section will help you through the process.

5. The next step will be to process your Iqama (see B above) for which the following documents will be required: a. Your original passport; b. Medical clearance certificate (obtained in 3 above)

c. 6 passport size photographs with white background Upon obtaining your Iqama – your passport will be retained by the Passport department and you will be given your original Iqama in lieu thereof. Your passport will be given to you whenever you are required to travel out of the Kingdom either for vacations, business or on final exit.

6. HR will process your medical insurance card which should normally take around 2 to 3 days to obtain. Please contact the Medical Insurance Coordinator for this.

7. After obtaining the Iqama employees can commence various formalities such as renting accommodation, opening a bank account, obtaining telephone connection, driving license, purchase of car, family visa, etc.

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8. Housing: Upon obtaining the Iqama, employees who are on family or single status and eligible for housing allowance can immediately commence search for accommodation. An employee cannot avail of the facility of living in the company accommodation as well as

Those living in the Company accommodation must adhere to the following guidelines:

receive housing allowance. Those on remote project sites will have to compulsorily use company accommodation. Housing allowance is paid in two six monthly instalments. Any unaccrued part of the allowance will be recovered from the employee if he leaves prior to completion of his contract either by resignation or termination.

• Take good care of the assigned accommodation and its furniture and fixture keeping them in good and usable condition during his / her occupancy, until he leaves the accommodation. Damages if any will be charged to the Employee.

• Exercise a high standard of hygiene inside the accommodation. If on inspection, the accommodation is found below the acceptable standard of cleanliness he can be asked to leave and seek accommodation at his own expense.

• Respect the privacy of his roommates and neighbours. This includes courteous use of personal TVs, music systems, etc. Curfew time for switching off TVs, Music systems, lights, etc., is 10pm unless the room-mates agree to bypass the time limit without causing disturbance to neighbours. Individuals are also advised to respect each other’s religious sentiments. Inflammatory discussions on religions, politics or topics of divisive nature are strictly prohibited.

• Illegal substances are prohibited, and if found will be dealt as per Kingdom’s legal system. This includes alcohol, drugs, banned substances, pornographic materials, anti-religious or political materials.

The company does not provide furnishing assistance or settlement loans. Family status employees must therefore ensure that they have sufficient financial resources for furnishing, transportation, schooling, etc., prior to brining their families. A reasonable time period for such settlement would be three months to six months.

D. Probation Period:

All employees are subject to a probation period of three months (90 days) starting from your date of joining the company or reporting for duty. This probation may be extended to a further three month period as per the Saudi Labor Law. During this period either party has the right to terminate the employment contract without notice or amend the position and contractual terms if found unfit to perform the jobs originally contracted for or if it is found that there were material misrepresentations with regard to his qualifications, experience, expertise, etc., which formed the basis for the appointment.

E. Labor Practices:

Labor practices in the Kingdom of Saudi Arabia are governed by the Saudi Labor Law. As a corporate citizen AlKhodari is committed to adhere to the requirements of the applicable laws, rules and regulations of the Kingdom. Employees facing any manner of discrimination or practices that are contrary to applicable laws are welcome to bring this to the attention of the Human Resource department.

F. Non-sponsored employment Foreign employees are prohibited from taking any job other than that provided by their sponsor.

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G. Working Hours Friday is the weekly day of rest in the Kingdom. Government offices and schools however are closed on Thursdays too. The Company’s current working hours are:

Head Office: 07:30am – 5:30pm (Sat – Wed) 11:45pm – 1:00pm (lunch break) 07:30am – 1:15pm (Thursday) Project staff: As per project schedule.

H. Applying for a Driving License

Obtaining a driving license in Saudi Arabia is relatively simple. You will need to visit the Traffic Department Office for an eye test and driving test. Documents required are 4 color photographs, letter from the company (provided by the Personnel department) and preferably your existing driving license from your home country if you have one.

Holders of Australian, European, GCC and US licenses will be given a local driving license immediately across the counter on producing any of the above licenses.

I. Purchasing a Car You will require the following documentation to purchase a car: Letter from the company authorizing you to purchase a car (Provided by the Personnel

department). Photocopy of your Iqama Photocopy of your Passport Vehicle inspection permit issued by Traffic Authority inspection center. If you are buying a used car,

this permit is normally provided by the previous owner. Purchase contract (drawn up at any authorized car dealer) A valid car ownership permit Banks and a number of private financing companies provide easy loans for purchase of car based on certain minimum requirements. The Company however does not stand guarantee or assume any liability for these issues.

J. Opening a Bank Account

You will require the following documents. Letter from the Company authorizing you to open an account

(Provided by the Personnel department on request). Photocopy of Iqama Photocopy of your Passport including visa page Bank Application form Upon opening of the bank account you may communicate its details to the Payroll department if you wish your salary to be credited directly to your account. Information required is the bank name, branch, account number, your name as registered in the bank, and your employee number. Salary transfer however will only be done to a bank in which the Company has a corporate account. Please ask for the list of such banks from HR or Payroll department prior to opening your personal bank account.

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K. Business Visit Visa to other countries If you are planning to visit foreign countries on a business trip (other than to your home country), following documents will be required to be submitted to the General Services department or the Recruitment department (in case of recruitment trips): Invitation letter from the business associate in the visiting country, to be faxed to its Embassy or

Consulate in Saudi Arabia Letter from the Company to the Embassy or Consulate. Duly filled Visa Application Form Original Passport Round trip air ticket 4 Color Photographs

Note: Prior to applying for the visit visa you will need to have a single or multiple exit re-entry visa with minimum three months validity. This is done by the Passport department.

L. Exit Re-entry Visa: To leave the country either on leave, business trip or any other reason except at termination of service, the employee requires to have an “exit re-entry visa” issued to him by the Immigration department that permits him to leave and re-enter the country within a specific duration. If the employee does not return to the country before such date he will be banned from entering the Kingdom for a period of two years. Employees are therefore cautioned to note the re-entry date prior to departure. If they anticipate a delay in their return to the Kingdom prior to expiry of the visa, they must seek approval of their department head for such extension which will be communicated to the Government Relations department for extension of the visa. Important Note: Dates in all visas are according to the Hijri calendar

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M. LEAVES: Emergency leaves: 1. In the event of death: 3 days paid leave following the death of: A spouse A parent or grandparent A child or grandchild Brother or Sister (including in-laws)

2. Birth of child in the Kingdom: 1 day 3. Marriage of Employee: 3 days 4. Performance of Hajj: Not less than 10 days and not more than 15 days after completion of 2 years of service with the company, once National Holidays

during his employment tenure

All employees will be granted the following holidays:

Eid Al Fitr: 4 days starting 1st

Eid Al Adha: 4 days starting on the 9 day of Shawwal.

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Saudi National Day: September 23 day of Dhul-Hujja.

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Unpaid Leaves: A worker subject to the Employer’s approval may avail leave without pay for duration to be agreed by the two parties. Any unpaid leave will impact the employee’s end-of-service benefits and bonuses which will be pro-rata scaled down. Similarly unpaid leave beyond 20 days in a year will impact an employee's housing allowance if he is entitled to it. Unauthorized leave for a continuous 10 days or a total of intermittent 20 days during the year can be grounds for termination of service.

Sick Leave (Per year taken at once or intermittently):

First 30 days: with full pay Next 60 days: with 75% of pay

Next 30 days: without pay

N. Group Medical Insurance Upon joining the company you will be insured under the Group’s medical insurance program which includes basic medical, limited dental and optical. For those on official family status, their spouse will also be covered for maternity. You will be provided with a medical insurance card for yourself and each family member as well as a list of Hospitals/Dispensary/clinics you can use across the Kingdom. This does not cover work-related injuries or illnesses.

O. GOSI Employees are insured for work related injuries or illnesses with the Government Organization for Social insurance (GOSI). Each employee has a GOSI number which will be required in case of admission to a hospital for treatment of a work related injury or illness. Such injuries / illnesses are not covered by the medical insurance. Saudi Nationals will be covered for work related injuries and illnesses as well as retirement pension and are required by the Government to pay 9% of their monthly income as GOSI contribution. An equal percentage will be contributed by the company taking the total contribution to 18%. These payments are made by the company in advance and the employee’s contribution of 9% is deducted from his monthly salary.

P. Head Office Access Card

Employees working in Head office will be provided Access Card to enter the office premises and must submit one photograph, his name, computer number and designation to Facilities department to prepare the card. Access is restricted only during office hours. Any exception requires the Department Manager’s approval and prior intimation to the Facilities department.

Q. Attendance & Payment of Salaries: Payment of salaries is based on filling of a time-card manually for those employees working on projects or through the time & attendance system for those working at the Head Office. Employees joining the head office must ensure that they immediately get themselves fingerprinted at IT department on the time & attendance system in order to get their salaries at end of the month. Salaries can be paid either in cash or by direct bank transfer at option of the employee provided the company has a corporate account with the employee’s preferred bank. If not, then the payment will be made in cash. The company may also require the employee to open an account in one of its corporate banks from which it intends to pay its salaries.

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R. Internet Access and email Access to the Internet and company Intranet is provided to employees for the benefit of the organisation and its clients. Employees must ensure that they use this facility responsibly and productively for the job and protect the company’s public image. Any violation will be severely penalised. The Internet/Intranet may not be used for knowingly transmitting, receiving or storing any communication of a harmful nature or which is obscene or pornographic, anti-religious or political or for any other purpose which is illegal or against company policy or contrary to the company interests.

S. Emergency Contact Card: Upon arrival HR department will give every employee an Emergency Contact Card which contains contact numbers of key Company officials. The employee’s personal details must be filled in this card and kept on his person at all times so that in the event of any untoward incident occurring he or any other member of the public can easily call the appropriate company officials listed on it.

T. CONFIDENTIALITY: The Employee binds himself to observe the work ethics of the Company relating to diligently performing his job; respect for co-workers and authorities; and to treat as confidential during or after employment any information he obtains in the course of employment and to refrain from disclosing this to any third party or keep for himself such work related information in any form such as documents, forms, formats, electronic media or emails. He shall not unauthorizedly represent the company or use his position for personal gain without prior approval of the Management. Breach of this can result in termination of employment without notice and / or legal action for damage suffered by the Company either during or after his service.

U. COMPANY PROPERTY:

The Employee shall exercise due caution and care in the use of Company property assigned to him and shall use this only for official work and surrender it in good working order on termination of his employment. Damage if any to such property due to negligence or loss shall be recovered from him at the prevailing market replacement value in addition to any other disciplinary action for negligence.

V. INVENTIONS, PATENTS, ETC.

Inventions or patents developed by the Employee in the course of his employment using the Company’s resources in the form of time, intellectual property, resources, information, experience or otherwise; shall be considered the property of the Company for which the Employee may not have any right, compensation or ownership and shall refrain from disclosing it even after end of service.

W. DEATH In the unfortunate event of the death of the employee, his legal heirs shall be entitled to any unpaid salaries, allowances and accrued termination benefits and compensation under the Saudi Labor Law and Social Insurance. If the employee is a non-Saudi the Company shall also bear the expenses of shipping his mortal remains to his home town along with the cost of an accompanying person. If for any reason this becomes impossible, then the Company shall bear reasonable funeral expenses locally upon receiving consent from his next of kin duly endorsed by his Embassy in Saudi Arabia.

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X. Anti-Violence & Anti-Harassment Policy: It is expected of every employee to treat his colleagues, subordinates, superiors, contractors and clients with courtesy and respect. It also acknowledges the particular vulnerability of certain staff whose occupation or interface with the public places them at a greater risk of being subject to violence.

For the purposes of this policy the term violence includes: 1. Any incident in which an employee is abused, threatened or assaulted by another employee or

by the public (including clients, contractors, internal staff, etc), in circumstances arising out of the course of his employment.

2. Physical violence, aggression, verbal or written abuse, sexual or racial abuse and intentional damage to personal property. Racial slurs directed to the employee’s religion, race, caste, color or creed also constitutes workplace harassment.

3. Incidents of violence occurring between Management and employees, or between employees or between employees and other parties; or if the employer or a member of his family or the director in charge commits an act that is characterized by violence or conduct that breaches the norms of decency towards the laborer or a member of his family or vice versa. (Saudi Labor Law Definition/article 81(4):

The Company will: Terminate (without notice) the service of any employee involved in an act of violence or harassment against other employees, contractors and clients in accordance with Article 80(1) of the Saudi Labor Law and such accompanying disciplinary action as is sanctioned by the Law including referring the offenders to the Law Enforcement department. Termination will be applied immediately as first resort in extreme behavioural pattern which severely restricts the working and mental disposition or threatens the physical well-being of the person affected by this. In less severe cases one or more of the following disciplinary measures will be taken in accordance with the Saudi Labor Law: warning, fine, deprivation of allowances, and deferring of promotion.

Y. WORK ENVIRONMENT & ETHICS:

1. Dress code: Employees are expected to be appropriately attired as they officially represent the company. Dress code for Head Office based Managers upward, is business suits (not casual sports jackets etc), plain or striped shirts with suitable ties (no bright checked shirts etc), black or dark brown leather shoes (no casual footwear). All other Head Office staff to be appropriately dressed in business dress consisting of formal trouser, shirt, tie (if required), leather shoes. Saudi Nationals can wear their national dress. Project based employees should be appropriately dressed ensuring that Personal Protective Equipment is used when on the Project Site.

2. Communication:

The medium of correspondence and communication in the company is English. Whenever required however either by law or in order to ensure proper understanding by the intended readers such as for example in case of contracts, circulars, legal notices, etc., both English and Arabic may be used. Verbal communication must at all times be courteous and decent. Inappropriate communication at any level, if reported, will attract disciplinary action.

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3. Dealings with employees: We are an equal opportunity employer and respect every nationality without bias. The basis of evaluating an individual in the work environment is his character and competence – both of which are of equal importance.

4. Employee discipline:

Tardiness and lack of discipline will not be tolerated. Various forms of disciplinary measures as defined by the Saudi Labor Law will be used to address such issues.

5. Health, Hygiene & Environment:

The Company has a strict policy of NO SMOKING within the office facility as this is not only injurious to personal health but also to others within the vicinity. Good personal hygiene must be practiced within the work and residential environment (for those living in the company accommodation) including the use of facilities. In addition, as a social responsibility, employees are expected to use resources such as water, electricity, paper, etc., economically and responsibly.

6. Corporate Role Model: Employees at all levels are expected to be role models in behaviour, work ethic and performance in their respective sphere of influence and responsibility.

7. Safety is a core value within the Company. We are committed to an injury and incident free

workplace and believe that all injuries are preventable and the health and safety of our employees is critical to the long term success of our company. Based on established processes and procedures, our health and safety programs aim to a safe working environment through training, communication and execution. Our safety professionals continuously support the training and assessment activities that help us identify and eliminate health and safety risks. We believe that safety requires open communication, accountability, ownership, and a personal commitment by every member of the organization.

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Employee Support Services Contacts

Corporate Development / Recruitment / Employee Welfare: For all your queries relating to your employment, contract, update of personal information or any information / clarification / advice. Director: Mr Abraham Samuel / Head of Recruitment: Mr Iqbal Parvez, 521 / Recruitment Officers: Mr Sarfaraz Alam, 526; Mr Najam, 558 / HR Officer: Mr Syed Hameed, 527 Hospitality: For all your queries relating to transportation, hospitality, staff accommodation. HR Coordinator: Mr Mohan Das, 526 Government Relations: (Passport & Iqama Section): Services relating to your Passport, Iqama, Exit re-entry visa, change of profession. Senior Supervisor: Mr Sayed Saif, 570 Personnel Section: For Company letter to open a Bank account, purchase a new/used car, obtain letter for renting accommodation, family visa, vacations, exits, etc. Administration Manager: Mr Hussain AlJaais, 540, Mr Khalid Ibrahim, 561 Settlements, Vacations, Exits, Tickets: Mr Sharique, 558 / Mr Shahul Hameed, 559 / Mr Shaikh Akhtar, 560 Payroll Section: Payroll Supervisor: Mr Abdul Bari, 557 or 556 General Services Department: - Sending letters through courier, internal company mail, visit visas to foreign countries for company business, renting of cars for company business, flight bookings for business trips, hotel bookings, etc. - To obtain HO access card, registration in the time & attendance system (for Head Office employees), company assigned mobile phones, etc. Manager: Mr Jamal Jabr, 580 Telephone services (Mobile, Zain, etc.): Mr Abdul Moneim, 586 Facilities Department: Office hygiene, office furniture, repairs & maintenance, janitors & waiters, and any other issues relating to use of the facilities. Supervisor: Mr Carlito, 512 IT Department: For IT requirements, internet / intranet access, emails, list of the company telephone and fax numbers and internal extensions. IT Manager: Mr Chinmaya Nayak, 400 ERP Department: Mr Mohamed Athar, 419

Suggestions We welcome ideas and constructive suggestions to improve the Company’s performance. Your contribution, however small, can make a difference and we will reward any suggestion that makes a positive difference to our overall efficiency. Please address your suggestions to the Director, Corporate Development.

Note: 1. All references to the male gender in this Handbook equally applies to the female gender where relevant. 2. Numbers given alongside names above refer to telephone extension numbers at the Head Office.

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INFORMATION UPDATES: 1. Requirements for visa processing of Indian candidates: (Update: 01 Feb 2010)

A. Medical (Effective in both Mumbai & Delhi)

Effective 1st

January 2010, the Candidate’s finger print is recorded at the GAMCA office and his passport verified for authenticity. Candidate is then allotted a GAMCA medical centre where he undergoes the medical check. (Previously, the Recruitment Agency used to recommend the panel doctor’s name to the candidate and accordingly the candidates were doing the medical test through GAMCA approved panel doctor.)

B. Exit proof Candidates returning to India on exit visa from Saudi Arabia can return to Saudi Arabia. To do so however the Consulate requires the Original printout of Exit from the Jawazat office in Saudi Arabia. However if he returned on re-entry visa he has to complete his stay in India for a period of 2 years then only his visa could be stamped.

C. Attestation of Degree / Diploma Certificate (In both Mumbai & Delhi Consulates) Degree has to be attested by: 1. Respective university from where the certificate has been issued. 2. Concerned HRD department in the state from where candidate has completed his graduation or professional

studies. (e.g. if the candidate is working in Mumbai & holding a degree certificate from Delhi, Calcutta, Bangalore, Chennai etc then he has to travel to respective state to attest his degree certificate)

3. Ministry of External Affairs at New Delhi 4. Further, the Cultural Attaché at New Delhi provides their attestation on the degree certificate. (Requires original offer letter from the sponsor duly attested by Saudi Chamber of Commerce & Ministry of External Affair) 5. After the above attestations, the Saudi Embassy will attest the degree certificate. In case of diploma certificate, the same needs attestation through the Notary/Government Administration department (GAD)

Time required for above process: 25 to 30 days 2. Registration of all Engineering Professionals with the Saudi Council of Engineers:

Effective 2011, all Engineering professionals are required to register themselves with the Saudi Council of Engineers as a pre-requisite to renewal of their Iqamas or issue of new Iqamas. Registration fee of SR1250/- (for a period of three years) will be reimbursed by the Company but will be proportionately deducted from the employee in case he resigns within a period of three years from date of such registration. Further details of this can be obtained from the HR Department Mr Syed Hameed, extension 527 or Email: syed.hameed@alkhodari.com