TABLE OF

CONTENTS
1. ALI BIN ALI (ABA) HOLDING 4
1.1 Vision, Mission & Values 4
1.2 Business Ethics 6
1.3 ABA’s “People Power” Philosophy 6
1.4 Group Human Resources Department 7

2. JOINING ALI BIN ALI 8

2.1 Employment 8
2.2 Grading Structure 8
2.3 Working Hours 8
2.4 Probationary Period 8
2.5 Relocation Expenses 8
2.6 Induction Program 8

3. ON BOARDING PROCESS 9
Key elements of the program entail ABA’s history, policies and procedures. 9
3.1 Qatar Residence Permit (QID) 9
3.2 Family Visit Visa 10
3.3 Visa for New Born Babies 10
3.4 Family Residency Visa 10
3.5 Opening a Bank Account 11
3.6 Obtaining a Driving License 11

4. SALARY, BENEFITS & DEDUCTIONS 13

4.1 Payment of Salary 13
4.2 Loans and Advances 13
4.2.1 New Employee Salary Advance 13
4.2.2 New Employee Housing Advance 14
4.3 Transportation 14
4.4 Variable Pay 14
4.5 Medical Benefits 15
4.5.1. Employee/Dependent Coverage 15
4.5.2 Validity of Medical Insurance Benefit 15
4.6 Group Life and Personal Accident Insurance Scheme 15
4.6.1 Life benefit 16
4.6.2 Ancillary Benefits 16
4.6.3 Application process 16
4.6 Staff Discounts 16
4.7 Leave Air Travel Tickets 17
4.8 Business Travel Allowances 18
4.9 Deductions from Salary 18

5. LEAVE ENTITLEMENTS 19
5.1 Annual Leave 19
5.2 Sick Leave & Reporting Procedure 20
5.4 Emergency Leave 20
5.4 Leave without pay 21
5.5 Maternity Leave 21
5.6 Haj Leave 21

2 WELCOME BOOKLET - ALI BIN ALI HOLDING

6. PERFORMANCE REVIEWS 22
6.1. Probationary Review 22
6.2. Performance management process 22

7. PERFORMANCE IMPROVEMENT MANAGEMENT 23

7.2. Gross misconduct or Indiscipline & Personal Code of Conduct Guidelines 24
7.2.1 Breach of Security/Confidentiality 24
7.2.2 Alcohol and Drugs 24
7.2.3 Conflict of Interest 24
7.2.4 Damage to property 24
7.2.5 Gambling 24
7.2.6 Gifts & Gratuities 24
7.2.7 Harassment/ Bullying 24
7.2.8 Misuse of Email and computer systems 24
7.2.9 Cash Shortage 24
7.2.10 Unlawful activities 24
7.3 Disciplinary Process 25
7.4 Grievance Procedure 26

8. PROMOTION 28

9. RECRUITMENT POLICY 29
9.1 Declaration of Relationship 29
9.2 Re-employment of Former Employees 29
9.3 Internal Recruitment 30

10. TRAINING AND DEVELOPMENT 31

10.1 Training Needs Analysis (TNA) 31
10.2 Nomination Criteria 31

11. RESIGNATION & TERMINATION 32

11.1 Voluntary Resignation 32
11.2 Involuntary Resignation 32
11.3 Retirement 32
11.4 Death or Disability 32
11.5 End of Service Benefits & Final Settlement 33
11.6 Exit Interview 33
11.7 Employment Certificate 33

12. GENERAL INFORMATION 34

12.1 Dress Code & Uniforms 34
13.2 Health & Safety 34
13.3 Common Language 34
13.5 Employee Data Privacy 34
13.6 Employee handbook usage 34

APPENDIX 1. EMPLOYEE DECLARATION 35

WELCOME BOOKLET - ALI BIN ALI HOLDING 3

 1. Ali Bin Ali Holding
1.1 Vision, Mission & Values

Vision
“To be the Partner of Choice”

Mission
• To be the Partner of Choice to our Suppliers,
Customers & People
• To deliver sustained Growth
• To live the Values of the organization

Core Values

Principals and customers, both internal & external, will

S Service all be treated to consistently high standards of service

excellence. Total Customer satisfaction is only achieved
through continuous focus on quality.

These three words govern the approach we take to

H Honest, Integrity & Trust everything we do, in how we deal with people, how
we take decisions and how we run our businesses.

As achievers we are goal and result oriented and we

A Achievement are passionate about success. We constantly Challenge

the status quo by being innovative and creative.

We will always treat others as we

R Respect would wish to be treated ourselves.

Happy and motivated people deliver results. We will create an

P People environment where individuals and teams can flourish. We

will appreciate effort and reward results. We will create a
learning organization which encourages people development.

4 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

1.2 Business Ethics 1.3 ABA’s “People Power”
To pride ourselves on our reputation for Philosophy
integrity and high ethical standards. It is the role of the HR function to help
managers achieve their business objectives
To all our customers, the employee through engaging their people into winning
represents the company and is expected teams. The motto therefore is “Excellence
not only to comply with the law, but also through People”.
The company has the responsibility to
to conduct him/herself in a manner that
establish a positive employee climate and to
upholds our reputation and high standards.
this end, hereby commits to:
As a Holding • Avoid discrimination on the basis of
• ABA will observe all laws and regulations nationality, age, religion or gender. All
applicable to the business in Qatar. positions are open to suitably qualified
candidates.
• As an employee, you should not place
yourself in a position liable to criticism that • Provide all employees with an equal
you have acted in any way for your personal opportunity to the company’s appraisal,
benefit. development, training and career
development systems.
• Confidential or proprietary information,
which you obtain in the course of your • To promote a positive working
employment, must not be disclosed to any environment, with mechanisms in place to
person outside the company nor used for encourage a consistent and open dialogue
between staff at all levels in the
your own benefit or for the benefit of
organization. All supervisors therefore have
others.
an obligation to provide honest and
constructive feedback to their staff at
• All communications with the public must regular intervals with a view to enhancing
be truthful and accurate and in accordance their performance.
with regulatory policies and rules governing
such communications. • To provide training and development
activities designed to complement the
appraisal process in developing the
knowledge, skills and behaviours of our
employees.

• Invest into employees, who foster their

career development and seek feedback on
their performance whilst embracing all
development opportunities offered to them.

6 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

1.4 Group Human Resources ABA is an equal opportunity employer
Department abiding by the Qatar Labor Laws and all its
The Human Resources Department’s Mission divisions reflect these policies. We do not
is to support the company’s mission by discriminate on the basis of race, gender,
providing services and programs to attract, religion, or any factor other than
develop and retain a highly qualified and performance and competencies.
diverse workforce.
Ali Bin Ali Holding employs over 4,000
This employee hand book explains the first people. What holds us together is our strategy
steps ABA employees will take as part of to make ABA stand out as a Partner of choice.
the ABA Holding, and provides the
employee with relevant information about ABA would like to take this opportunity to
their entitlements and benefits. stress its commitment to providing a quality
service to ABA employees. The company is
Whether it’s working with other people’s continually reviewing its processes, systems
products or providing specialized services, and documentation in order to improve the
ABA relies considerably, on the employee’s response to ABA staff’s requests and address
skills and dedication. The company will them in the shortest time possible.
preferably invest in people who invest in
themselves first. Employee opinion matters to us. If the
employee has suggestions for improvement,
ABA invites him/her to share them.

Ali Bin Ali Holding

Group Human Resource Department

9th floor, Right wing, Ali Bin Ali Tower
P.O. Box 75, Doha, State of Qatar.
T: +974 44469888
F: +974 44469798
E: hr@alibinali.com
W: www.alibinali.com

EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING 7

 2. Joining Ali Bin Ali
2.1 Employment 2.4 Probationary Period
a. Employment is governed by the Qatar a. The probationary period is a minimum of
Labor Law, and the specific conditions 3 months, extendable up to 6 months,
mentioned in the letter of appointment. which can be viewed as a trial period for
b. At the same time, the employment is both the organization and our self.
subjected to completion of Immigration b. At the end of the period, a decision must
procedures and receipt of satisfactory be taken regarding the employee’s
continued employment which is based on
references.
their performance and integration with the
c. During the employee’s tenure with ABA,
company.
any change to the terms and conditions of
c. Subsequently the employee’s
the employment contract will be confirmed appointment will be confirmed as a
in writing, in the form of an addendum permanent employee, unless the employee
contract (e.g.: Personnel Action Form), is on a fixed/limited term contract.
which will require the employee’s written
acknowledgement. 2.5 Relocation Expenses
If the employee is recruited from overseas,
2.2 Grading Structure she/he will be provided with a flight ticket
a. ABA operates a structure that facilitates from the closest International airport of their
management decision-making and home town to Doha. However, local travel
employee empowerment. expenses such as taxi fares will not be paid
b. All job positions are evaluated and at any location unless a company
transportation may be provided if available.
attributed a grade level. Our grading starts
from 6 and goes up to 20, above which the
If recruited locally, the employee’s family is
grading structure is reserved for Senior/
entitled for a one way ticket from the
Executive management team. organization.
c. Job grade is based on the evaluation of
the job we are performing, clearly described 2.6 Induction Program
in a job description document and To assist the new employee in familiarizing
Management discretion. themselves with the company’s activities
she/he will go through a New Employee
2.3 Working Hours Orientation program no later than 40 days
a. As per the Qatari labour laws ABA upon joining.
employees will be required to work a 48
hour week or 36 hours during Ramadan; The employee’s orientation about their job,
however this is subject to the nature of their will be conducted by their direct Line
Manager/ Supervisor, who will outline the
job and the department they are working
job requirement and objectives to be
for. The Division Head will inform them of
achieved .The on boarding process will vary
the timings they need to observe.
from department to department.

8 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

 3. On Boarding Process
The purpose of the on boarding • Step 1: Blood-type certificate: This can be
process is to enable new employees to obtained from any local hospitals/clinics in
settle into their roles as quickly and Doha for both adults and children. Submit
smoothly as possible. your blood type certificate to your Division
Coordinator along with a passport-sized
Key elements of the program entail
photograph with blue background.
ABA’s history, policies and procedures.
• Step 2: Medical test: All expatriates except
3.1 Qatar Residence Permit (QID) for children up to age 16 are required to
Once you have entered Qatar using your undergo a medical test conducted by the
work visa, you will have to go through the Ministry of Public Health - Medical Commission
within seven days of arrival in Doha.
following formalities to process your
residence permit: For expatriates who are on managerial visa
profession, the blood type certificate as well
A residency permit is allowing visitors from as medical test could be undergone at any
abroad to stay and work in Qatar. of the below accredited hospitals in Doha.
The charges are maximum of QAR750 and is
borne by the employee.
Obtaining a Qatari Identity Card
- Al Emadi Hospital – D Ring Road Al
For certain countries steps one to five
Hilal West Doha, Qatar
outlined below are completed in the home - Al Ahli Hospital – Ahmad Bin Ali St.
country through the approved Qatar Visa 232 Building 142 Zone 20 Doha, Qatar
Centre and the recruiter or division The result of the medical test will be
coordinator will guide you through this checked online by the Admin Department.
process. Once the result is out, finger printing will be
followed.
For other countries once you have entered • Step 3: Fingerprinting: All expatriates
Qatar using your work visa, you will have to except for children up to age 16 are subject
go through the following formalities in the for registering their fingerprint by the
below sequence to process your residency Ministry of Interior – CID.
permit/QID.
• Step 4: Labor Contract: your labor contract
Your respective Recruiter/Division
will be sent to your division for your
Coordinator will guide you through the signature. Once signed, it will be submitted
process. to the Ministry of Labor for attestation.
• Step 5: Qatar ID: proof of completion for all
the above as well as your attested degree
certificate (depends on the visa designation),
work visa, and passport, and other relevant
forms will be submitted by the Admin
Department to Ministry of Interior online for
approval. Subsequently, the Residency
Permit/Qatar ID will be issued.

EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING 9

3.2 Family Visit Visa 3.4 Family Residency Visa
The visa is granted for one month and can Family residence permits/QID may be
be extended for another five months for the obtained, subject to rules laid down by the
first, second degree relatives (parents, Immigration department, which get updated
siblings, and children) and in-laws and three from time to time. Please check with your
months for other relatives and this is subject recruiter or the division coordinator for the
to the medical test. prevalent regulations on obtaining the family
visa. Below are the generic list of
Requirements:
requirements in order to obtain the family visa.
Online via Metrash application:
•• Passport copy of the relatives Requirements:
•• Proof of relationship •• Valid Qatar Tenancy Contract under
the employee’s name attested by Baladiya
Manual application: •• NOC letter from sponsor/employer
•• Application form to be filled by the citing profession and salary
employee in Arabic. Forms can be •• Company ID
downloaded from www.moi.gov.qa •• Marriage Certificate attested by the
•• Copy of employee’s QID or passport issuing country’s Embassy in Doha and
•• NOC letter from sponsor/employer Ministry of Foreign Affairs Qatar
citing profession and salary •• Birth Certificates of the children
•• Company ID attested by the issuing country’s Embassy in
•• Copy of attested Doha and Ministry of Foreign Affairs Qatar
education/marriage/birth certificates •• Degree Certificate attested by the
translated to Arabic issuing country’s Embassy in Doha and
•• Copy of attested labor contact Ministry of Foreign Affairs Qatar
•• Copy of tenancy contract under the •• Copy of passport and QID
name of the employee ••Copy of attested labor contract
•• Passport copy of •• Local bank statement of last 6 months
spouse/children/relative •• Passport copies for the family
members for whom you are applying, and 2
3.3 Visa for New Born Babies passport-sized photograph
This visa is provided for new born babies •• Water & Electricity bill under the
who are less than 6 months old upon their employee’s name
arrival along with his/her mother at the •• Degree Certificate attested by the
entry border. issuing country’s Embassy in Doha and
Requirements: Ministry of Foreign Affairs Qatar
•• The baby should have a passport or Once again ensure you double check the
his/her name should be added in the minimum salary requirements in order to be
passport of mother or father able to sponsor your family.
•• The parents should have an
original birth certificate of the baby As per the new Immigration regulations,
•• The parents should have a valid ladies under company sponsor can only
residence permit in Qatar. sponsor their children provided they meet
the rules set by the immigration.

10 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

3.5 Opening a Bank Account 3.6 Obtaining a Driving License
All employees are required to have his/her The steps outlined below refer to those
bank account opened in Qatar to ensure applying for a driving license for the first
compliance with Qatar’s Wage Protection time, as well as those who have to re-take
System (WPS) their test. (Or exchanging a recognized
Driving License for a Qatari License):
In the first month of employment, the new
hire/ employee will be provided with a cash Documents required:
card with a limited bank facility, to be 1. Three Passport Size Photographs
organized by the Division Coordinator. 2. Copy & Original Passport
Employees may opt to receive their salary 3. Qatari ID
into a regular, current or savings bank 4. Company Computer Card Copy OR
account which requires the following Sponsor’s ID copy (If on Family sponsorship)
company attested documents: 5. NOC to obtain a driving License
approved on Metrash
1. Salary letter– has to be requested from 6. Eye Test report at the Traffic
the company through the existing HCM Department OR Private
system by the employee or by the Division hospital/clinic/licensed professional
Coordinator in case an employee
number/HCM access is not yet available. The
letter template varies from bank to bank. New License
2. Copy of Qatar Identity Card or QID – •• First time applicants can approach
front and back any of the driving schools with the above
mentioned documents to attend classes and
Some banks have different requirements proceed with the tests
and may require additional documents such •• If you want to exchange your
as: foreign Driving License, you will additionally
1. Copy of Tenancy Contract to establish have to produce your original foreign driving
your residential address license – this option is applicable only to
2. Valid passport copy drivers licenses issued in approved countries
3. Passport size photographs by the Qatar Traffic department.

Once the employee has obtained a bank

account, the account confirmation letter Temporary License
issued by the bank, containing the account For a temporary driving license, you will
details, including IBAN need to be uploaded additionally have to produce your original
onto HCM by the employee: international driving license – temporary
Qatari driving licenses are valid for 3 months
Employee on transfer of sponsorship may but can be extended on application.
utilize their own and existing bank details
locally available and will simply require to
share the IBAN details to the Head Office
Personnel Department.

EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING 11

03 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING
 4. Salary, Benefits & Deductions
4.1 Payment of Salary 4.2.1 New Employee Salary Advance
a. Salaries will be paid no later than a. Permanent full time employee(s)
the 5th working day of the following month, may apply for a “New Employee Salary
however as a principle the Last working day Advance” within 45 days of joining. The
of each month is Payday at Ali Bin Ali. amount is based on your grade and
Employee’s salary will be transferred to eligibility as mentioned in the table below:
her/his bank account and the employee will
receive the pay slip from the division. Grade Range Advance
Amount QR
b. Please contact your Finance Grades 6 to 8 500
Department for any queries that one may
have on their monthly pay. Grades 9 to 12 1000

Grades 13 to 15 2000
4.2 Loans and Advances
a. We do not encourage Grades 16 to 18 4000
indebtedness, and hence the company does
not grant loans. Grades 19 and above 8000

b. If one wishes to apply for a bank

loan, the company will assist them with a b. The employee can request a salary
salary certificate and an undertaking to advance only once upon joining and within
transfer their salary and end of service the probationary period. The advance will be
benefits to the bank. deducted from the employee’s salary in
three equal monthly instalments, subject
c. Please note that while ABA does to compliance with Qatar’s Wage
not guarantee the loan with the bank, upon Protection System (WPS) requirements.
resignation or termination the company is
obligated by law to transfer all final
settlement dues to the employee’s salary
account.

d. To provide assistance to new

employees, the company offers the
following advances:

EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING 13

4.2.2 New Employee Housing b. Employees who are not provided
Advance with company transportation or vehicle will
a. Permanent full time employees be getting a Transportation Allowance to
getting housing allowance may apply for cover cost of daily commute between
Housing Allowance Advance within the first employee’s residence and work location.
three months of joining the company. Transportation Allowance amount is based
b. The maximum housing allowance on their grade and will be provided as part
advance that can be availed by the of their monthly salary.
employee is equivalent to 3 months of
housing allowance and special housing c. Employees who are required to
allowance (if applicable). travel extensively within Qatar will be
c. The housing allowance advance is provided with Car Operation Allowance to
granted only once upon joining and will be cover vehicle expenses including repair,
deducted from the employee’s salary in maintenance, insurance, petrol, etc. Car
three equal monthly installments, in Operation allowance amount is based on the
compliance with Qatar’s WPS requirements. grade and will be provided as part of the
d. Once approved, the housing monthly salary.
allowance advance is processed under the
name of the landlord by cross cheque, 4.4 Variable Pay
payable to first beneficiary Employees will be eligible for only one of
the following variable pay category– Bonus,
4.3 Transportation Commission or Overtime, at the discretion of
a. Employees may be provided with a the company.
suitable transportation/vehicle or an
allowance by the company, based on job Details of your entitlement is contained
role and grade eligibility. Details of the within your offer letter and further details
eligibility will be shown in the letter of may be obtained from your line manager,
appointment. division coordinator or Human Resources
Business partner

14 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

4.5 Medical Benefits 4.6 Group Life and Personal
Accident Insurance Scheme
4.5.1. Employee/Dependent Coverage a. This is an optional & voluntary
a) Employees in grades 6 to 8 will be scheme managed by the Group HR and
covered under the Hamad Medical Scheme provided by a designated private insurance
company.
b) Employees who are in grades 9
and above are covered under Private b. Should one decide to participate,
Medical Insurance Scheme they will be required their request via the
••Employees in Grade 20 and above HCM self-service, completing the Group Life
are covered under Category A Insurance Plan Form and Beneficiary
•• Employees in Grades 9 to 19 are Designation Form. If required, they may be
covered under Category B asked to provide a medical report at their
•• Benefits pertaining to specific expense.
categories will be communicated to the
concerned employees on annual basis c. Employee’s enrolment is subject to
confirmation of the insurance provider.
c) Dependents (Spouse and Children)
are covered only for employees, provided d. The insurance premium will be
the following criteria are met: borne by the employee, through monthly
•• Employee should be in Grade 13 or salary deduction, based on defined policy
above rates.
•• Employee should be on ABA e. The Group Life Insurance Policy is
sponsorship or a GCC National renewed on an annual rolling basis: e.g.
•• Family must have valid Qatar ID. 28th August, 2020.
•• Relevant documentation such as
Marriage Certificate and dependents’ Qatar f. Further details of the scheme are
IDs are submitted to the HR Administration available with Group HR.
function.

4.5.2 Validity of Medical Insurance

Benefit
ABA Employees and dependents coverage
up to last working day of the employee in
the company. For any queries, please
approach your HR Business Partner or the
Admin Department.

EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING 15

4.6.1 Life Benefit 4.6.3 Application Process
The benefit will be paid in the event of New Employees
death due to any cause. The benefit amount a. New employees can submit their
will be equal to equivalent to 36 months application through Oracle HCM Self-service,
basic salary, up to the maximum of QAR 1 attaching the completed “DIC life insurance
million. Hence the Monthly Insurance application form” and “Life insurance
Premium, accounts for the (Total Sum declaration form”
Insured x 0.1617%) / 12 months
b. Employee will be notified of the
Sample Calculation for an Employee with feedback on their application and other
QAR 2,000 monthly basic: details/requirements (if needed) through
•• Insurance Coverage: the Division Coordinator
QAR 2,000 x 36 = QAR 72,000
•• Annual Premium: c. Monthly premium and one time
QAR 72,000 x 0.1617% = QAR 116.42 deduction will start only once your
•• Monthly Premium Deduction: enrolment is confirmed by the insurance
QAR 116.42 / 12 = QAR 9.70 provider
•• Endorsement Fee:
QAR 25/- (one-time payment) 4.6 Staff Discounts
All Ali Bin Ali employees are eligible for the
4.6.2 Ancillary Benefits following staff discounts*:
•• 100% coverage of sum insured following
Permanent Total Disability due to accident or Division Discount
sickness Printing Press 5% discount or less than the
normal retail price depending on
the work (no fixed percentage)
•• 100% coverage of sum insured following
Death due to any cause Luxury Products 10% to 25%
Depending on the brand
•• Percentage of Disability as per Continental
Scale for Permanent Partial disability due to ABA Restaurants 20%
accident

Galeries Lafayette 20% (Subject to total annual

•• Repatriation due to accident/ sickness/
amount spent and direct brand)
death accounts up to Qr. 7,500/- per person
Monoprix 5% cash back discount
•• Pandemic and Epidemic is included.
*Offers & Discounts are subject to change without notice.

16 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

4.7 Leave Air Travel Tickets •• If as an example your family is
a. Employees are entitled for paid air brought to Qatar (on family visa) after two
passage to their country of residence to years of service then, at that point in time
enjoy their annual leave. Details of you will be eligible for the first one way
employee’s entitlement will be spelt out in ticket into Qatar. Subsequent to this first
the offer letter and can further be validated entry, your family ticket eligibility kicks in
through their Division HR Coordinator, and the annual family ticket entitlement
Division Finance or Group Human Resources may be availed after one year of arrival.
Please note that in a case as such the family
b. Please note the class of travel for ticket for the first two years cannot be retro
all grades is Economy. claimed
g. All air tickets purchased by the
c. Employees below one year of Holding will be non-transferable and non-
employment service, shall not be entitled refundable by parties other than the
for annual leave air tickets. Holding.

d. All annual leave tickets for h. Employee may change their tickets
employees will be issued to the airport and get an upgrade or an extension to the
destination nearest to their home town as trip or a different number of tickets as long
mentioned in the employment contract. as the charge is within the maximum
amount of the ticket entitlement
e. Employees first annual leave air
tickets shall be due after the completion of i. Where no additional cost to the
one or two years of service as stipulated in Holding is involved, the employee may use
the contract. of stopovers and/or diversions on their
annual tickets. Should an additional cost be
f. If employees are entitled for family involved, this will be borne by the
annual tickets, their eligibility for family employee.
tickets takes effect the “first” arrival of their
family and if being brought in on family j. Encashment of leave ticket is not
visa. Examples: allowed.

•• If the family joins (on family visa or k. Unutilized ticket entitlement of one
family visit visa) in employee’s first year of year may be carry forward to be utilized
service then, the first one way ticket is within the course of the next year. Tickets
provided for their family member/s and not utilized in the next year will
employee will be eligible for family tickets automatically lapse and no compensation
for every subsequent year. will be made for this, except for the first
joining ticket.

EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING 17

 l. In case the employee resigns or is 4.8 Business Travel Allowances
being terminated in the course of the year, a. All reasonable expenses
the leave ticket entitlement will be incurred by employee on business trips will
calculated on a pro-rata basis for the part of be reimbursed by the company upon
the year worked. submission of actual receipts, which have to
be recorded via the HCM I-expense form.
•• If the ticket has been utilized, the
pro-rata amount will be recovered from the b. The business travel advance details
employee’s final settlement. are available in the Business Travel policy
with the General Manager/Divisional
•• If the ticket has not been utilized, Manager and Administration department
the pro-rata amount will be paid as part of
the employee’s final settlement, which is
subject to a 15% administrative charge. 4.9 Deductions from Salary
Deductions will be made from salary for the
m. Should one be on their annual following:
leave outside of Qatar) and are called back
by management of the Holding to attend to a. New Employee Advance payments
urgent business, the employee is entitled to made.
receive an additional annual leave ticket. b. Losses caused by employee’s
negligence.
Further details regarding leave air ticket c. Unauthorized absence, taking leave
entitlements are available with the Group before the due date and / or over staying
Personnel Manager, and Administration specified leave.
Dept. Head Office. d. Sick leave taken, not in accordance
to the Qatar Labor Law.

18 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

 5. Leave Entitlements
5.1 Annual Leave given by the authorized person. Whilst
a. All ABA employees are entitled to annual leave is an entitlement, the actual
take leave in accordance to the grade timing of such leave is at the discretion of
entitlement which is stated in the offer letter the General Manager.

b. The new employee may take leave j. Annual leave may be split up and
after completion of 6 months of service on a taken on separate occasions however the air
prorated basis for the first year. Employees ticket entitlements will remain the same.
completing 3 months may take pro-rated k. Annual leaves may not be cashed in
leave, subject to obtaining exceptional or carried forward. If employee is unable to
approval of Division GM and Group HR. take leave in a given year, any accrued leave
c. Leave entitlements of new will carry forward for a maximum period of 3
employees will be calculated at the end of months into the following year. Any unutilized
the first calendar year of their services leave will be forfeited at the end of the 3-
(31/12). Subsequently, all future leave month grace period. For employees with ‘once
entitlements for all employees shall be every two years’ ticket entitlement, their
based on the calendar year starting 1st leaves can be utilized within a two-year
January of each year. periods and can be carried forward for a
further 3 months into the next year.
d. Annual leave is calculated on a
calendar day basis, accounting for all l. The leaves accrued by an employee
weekends in between as annual leave. during his/her first calendar year in the
company may be utilized up to 31st March of
e. If proceeding on leave at the start his/her third year in the company. In the
of the weekend i.e. on Thursday evening, case of employees with ‘once every two
you must complete the full working day, if years’ ticket entitlement, hi/her first
not leave will be considered as starting on calendar year leaves may be utilized up to
the Thursday itself. 31st March of his/her fourth calendar year in
f. Upon return from leave, employee the company.
must report to duty upon start of working m. If employees, that are on annual
hours on that day and file a re-joining leave outside of Qatar and are called back by
report on HCM. management to attend to urgent business,
g. Public holidays that fall during the they shall be compensated with two leave
annual leave will be considered and will be days and an additional leave air ticket.
added to employee’s leave balance for that year. n. Prolongation, delay, cancellation,
h. Employee must fill in the leave shortening and cessation of the annual leave
request and submit it via HCM. Leave must all be approved by the authorized
requests should be initiated by employee in person
accordance with the predetermined Annual o. Should one extend their leave
leave plan without due authorization and with
i. Although one may request for leave insufficient reason to do so, they shall be
at any time, approval for the same must be subject to disciplinary action as per clause 7.3

EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING 19

5.2 Sick Leave & Reporting h. Should one wish to claim sick leave
Procedure whilst on annual leave, they must obtain a
a. All employees are entitled to take properly authorized medical certificate upon
sick leave, provided that the medical reports resumption of duties. ABA retains its rights
from Hamad Hospital or ABA’s approved to refer the submitted medical certificate to
clinic/hospital* are produced. a selected physician for cross verification.

b. Sick leave can be availed only upon i. Should one be unable to report to
completion of the three month probationary work due to an illness they must ensure that
period. their reporting supervisor is informed no
later than one hour after their scheduled
c. For normal sickness, a total sick reporting time so as to avoid being marked
leave of two full paid weeks per anniversary as absent/leave without pay.
year may be claimed. An additional four
weeks may also be claimed on half pay. HRA
will be paid in full. This may be followed, if 5.4 Emergency Leave
necessary and with prior approval by a final a. Emergency leave of maximum up
six weeks of unpaid leave with no HRA. to 7 working days inclusive of traveling time
shall be granted in the event of death or
d. If all sick leave entitlements as serious illness of a parent, spouse, child,
defined above are claimed and employee is grandchild, brother or sister, with the
still unable to resume duties, the Holding at approval of the authorized person(e.g.:
its discretion may choose to terminate the death certificate, medical certificate/ report)
employment contract
b. All emergency leaves should be
e. All official holidays and week rest documented and submitted via the HCM by
days, falling within the employee’s sick the employee upon resuming duty
leave shall be considered as part of sick
leave c. There is no specific ticket
f. Any claim for sick leave which is entitlement for an emergency leave
not accompanied by the appropriate medical however one may choose to use their
certificate as described in 4.3.a. shall be annual ticket entitlement should they be
treated as leave without pay. eligible for the same

g. ABA reserves rights to refer sick leave

medical reports to a selected physician for
cross verification

20 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

5.4 Leave Witout Pay 5.6 Haj Leave
a) Leave without pay may be granted Muslim employees can avail, once in the
to employees by the authorized person in course of their employment with ABA, a
accordance with the list of authorities and leave without pay of up to 28 days for the
the concerned Department Manager on a performance of Haj.
discretionary basis and after the
demonstration of due cause. The leave dates should be agreed between
the employee and his/her direct supervisor;
b) The same procedures governing however, the 10 days of official haj must fall
annual leave shall be applicable in within the period.
requesting, approving and recording leave
without pay. Further details about leave entitlements are
available with the, Group Personnel
Manager - Administration Department.
5.5 Maternity Leave
a) Married female employees, who
have completed one year of service with
ABA, shall be entitled for 50 paid calendar
days of maternity leave (inclusive of pre and
post delivery period).

b) Married female employees who

have less than 6 months of service are
entitled to 40 days of unpaid leave and
those who have between 6 to 12 months of
service are entitled to 40 days of half-paid
leaves.

c) As per labor law, nursing female

employees are entitled to a rest interval of
one hour per day for a period of one year
post delivery. Exact timing of such rest
interval should be agreed between the
employee and her line supervisor. This
interval will be calculated as a part of the
normal working hours and no deduction will
be made on the same.

EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING 21

 6. Performance Reviews
6.1. Probationary Review d. Employee objectives must be
a. Employee’s probationary period is SMART – Specific, Measurable, Attainable,
as per Section 2.4 Relevant and Time bound and agreed jointly
by them and their reporting supervisor
b. Based on employee’s performance, e. These agreed objectives need to be
their reporting supervisor will at the end of submitted in the ERP system for Line
the probationary period review and discuss Management review and approval
areas of strength, areas of development and
areas of concern f. During the first business quarter/ At
the beginning of the year, all employees
c. Employees are encouraged to have to undergo an annual performance
request for feedback at any moment during appraisal with their Line Manager to discuss
their probationary period and evaluate their performance of the
previous year and set the objectives for the
next/current business year
6.2. Performance management
process g. A subsequent mid-year review will
a. All employees will participate in be set by the line manager to track your
the Performance management process, progress. Any updates must be recorded in
therefore undergo an annual Performance the ERP system, providing comments or %
review and appraisal of accomplishments

b. The performance management h. Subject to an employee’s

process is the employee’s and line performance and behaviour, a Performance
manager’s conjoint responsibility Improvement Procedure (PIP) and Corrective
Action Guidelines (CAG) may be pursued as
c. The annual performance objectives per Section 7.
and competencies are aligned to the
company’s strategy, division/department
objectives/goals/targets and are set after
the probationary review (for new
employees) or as per the annual
performance management cycle

22 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

 7. Performance Improvement Management
If the employee is deemed to be unable to Stage 3:
meet his/her role requirement, the a. Final Performance Directive
following company procedure process is (Written letter) highlighting area of
followed in order to improve performance.
improvement with a directive to improve
Stage 1: within a period of one month
a. A Written Warning is issued
detailing the areas of improvement b. No further Coaching, mentoring or
Training support is provided
b. First Performance discussion to
highlight area of improvement c. At this stage an employee’s
Performance will be monitored for a max
c. Coaching, Mentoring or Training
needs are assessed and provided duration of 1 month

d. Performance monitoring is set for a d. Review on performance after

period of one month max set period

e. Performance review after agreed

time period If by stage three and by the end of six
months employee’s performance is still
If in the event employee’s performance has considered as poor, they may be subject to
still not improved the second stage in the
any of the following:
PPIP is
1) Suspension from work with loss of pay
Stage 2: 2) Not considered for annual increment
and/or any due promotions
(Corrective Action Plan)
a. Second Performance discussion to 3) Termination on grounds of incapacity to
create Corrective Action Plan fulfil role requirements

b. Further Coaching, Mentoring or For PPIP all three stages will be applied to
Training needs are assessed and provided ensure that employees are given adequate
support to improve themselves, however
c. Performance monitoring is set for a please be advised that if found that one is
period of max. three months intentionally not fulfilling their role
requirement at any point in the three
d. Performance review after set period stages, they will be liable to disciplinary
action as per section 9.4
In the event of the employee’s performance
not improving a third stage is pursued

EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING 23

7.2. Gross misconduct or 7.2.5 Gambling
Indiscipline & Personal Code of Gambling in the office premises is strictly
Conduct Guidelines prohibited.
a. Gross misconduct or indiscipline is
not related to employee’s incapacity to fulfill 7.2.6 Gifts & Gratuities
role requirement, but rather their behavior You may not receive any gifts or gratuity of
and attitude towards the role and any kind from suppliers or customers
requirement. (Please refer to the Code of Conduct policy
for further details)
b. This will be governed by the
Personal Code of Conduct Guidelines as 7.2.7 Harassment/ Bullying
detailed below Any form of harassment, bullying or
discrimination based on colors, race, gender,
7.2.1 Breach of nationality, age, disability, or any other
Security/Confidentiality category prohibited by law will not
No breach of set security measures or tolerated.
leakage of confidential information to any
third party will be tolerated 7.2.8 Misuse of Email and
computer systems
7.2.2 Alcohol and Drugs You are governed by the IT usage policy of
Usage of Alcohol or drugs in the office the ABA Holding. No deviations from the set
premises or company vehicles is strictly guidelines will be permitted. The policy is
prohibited and employees are also available on the company’s intranet and the
prohibited from showing up for duty in a IT department.
state of intoxication
7.2.9 Cash Shortage
7.2.3 Conflict of Interest All employees who handle cash as a part of
Indulging in any transactions of business their job responsibilities will be accountable
that competes with ABA will be considered for any shortages unless so specified. If
as conflict of interest and will not be employees handle cash, they will be liable
tolerated. to pay for the cash shortages and severe
disciplinary action may be pursued in cases
7.2.4 Damage to property of fraud or dishonesty.
Intentional damage of property will not be
tolerated and if found guilty ABA may report 7.2.10 Unlawful activities
at its discretion such damage to the law Employees are to abide by the laws and
enforcement agencies. rules of the country.

24 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

7.3 Disciplinary Process 5. Suspension
Following is the corrective action procedure a. If all previous steps fail employees
(CAP) for all disciplinary issues: may be suspended from work without pay
and any benefits (Annual Leave, PRP, etc.).
1. Verbal Counselling Employees may be liable to directly be
a. This relates to minor problems suspended based on the severity of the
where in the reporting supervisor will hold issue. All suspensions will be followed by an
informal discussions with employee investigation and if found that an error was
regarding the issue. made during the suspension then all
privileges will be restored and an apology
2. Verbal Warning letter will be issued
a. This step is normally to be taken if
counseling and coaching does not change 6. Termination
the situation. Employees may be liable to a. If all previous steps fail, employees
directly receive a verbal warning if the may be terminated from work (with or
severity of the issue is high without final benefits). They may be liable
to directly be terminated based on the
3. Written Warning severity of the issue. A termination will be
a. This step is normally to be taken if issued following an investigation and the
Verbal counseling and Verbal warning does issue warrants the same
not change the situation. Employees may be
liable to directly receive a written warning
based on the severity of the issue.

4. Final written Warning

a. This step is normally to be taken if
Verbal after step 1, 2, 3 is done and there is
no change. Employees may be liable to
directly receive a written warning based on
the severity of the issue

EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING 25

7.4 Grievance Procedure •• The response may be a request for
In the unlikely event, that an employee additional investigation time and therefore
feels that an occasion or event has occurred not represent a resolution to the grievance
and the decision affecting his/her is unjust, raised.
they are encouraged to make use of the •• Upon concluding the investigation,
following grievance procedure: the grievance should be addressed in
writing/ verbally within a period of two
1. Informal Stage with Line Manager weeks
•• Employees are to raise their
grievance verbally to their line manager,
who will raise the issue with the Divisional
3. Written Appeal to Group Human
Manager/ General Manager.
•• Employees are entitled to receive a Resources
verbal response no later than 3 days post •• In the event the employees
raising the issue perceives the obtained response to be
•• The response may be a request for unjust, she/he may proceed to send a
additional investigation time and therefore written appeal to the Group Human
not represent a resolution to the grievance Resources Manager.
raised. •• Employee may choose not to give a
•• The grievance should be addressed copy to Line Manager, however a copy must
and resolved within a period of one week. be sent to the Divisional Manager and/or
General Manager.
•• Employees are entitled for a reply
2. Formal Stage with General no later than one week from the letter
Manager/Divisional Manager being received by the concerned parties.
•• If in the event employee feel the
•• The response may be a request for
answer is still unjust or if after several
additional investigation time and therefore
informal discussions they do not receive an
answer from their line manager they may not represent a resolution to the grievance
formally write a letter to the Divisional raised.
manager/General Manager with a copy to •• Upon concluding the investigation,
the Line Manager, detailing the issue and the grievance should be addressed in
the date and time the informal discussions writing/ verbally within a period of two
have been held. weeks
•• A Copy of this letter must be sent
to Human Resources department for record If the matter is still not resolved then
keeping purposes. employee will be advised of their rights to
•• Employees are entitled to receive a pursue the matter with the Legal
response no later than one week from the Department, the final authority to resolve
letter being received by the concerned the issue.
parties.

26 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

 8. Promotion
A promotion is a reassignment to a job with •• A maximum of 1 Grade increase is
higher responsibilities, with or without a allowed during Promotion.
change in grade; shall be based on the
following: •• If the Job Grade is two grade or
higher than the Employee’s current grade,
•• Promotions shall be considered The employee will be promoted to the next
either due to availability of vacancies or due higher grade and will be required to
to increase in content, scope or level of undergo a 12 month evaluation period
responsibility of existing job that is re- before being considered for the next higher
evaluated grade.
•• The results of upgrading test or
•• Merit and consistency in assessment, where applicable.
performance.
•• No disciplinary penalties or
•• The employee’s potential (skills warning letters issued in to the employee in
and competencies) to assume higher the past 6 months prior requesting for
responsibilities with an ability to maintain a promotion.
reasonably high level of performance.

•• The tenure of an employee in the

current role which should be a minimum of
24 months.

28 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

 9. Recruitment Policy
Our recruitment process is fundamental to 9.1 Declaration of Relationship
us delivering our business goals and Relationships for the purpose of this policy
objectives. It involves us firstly identifying are defined to include those people who are
the manpower requirements for each related by blood or marriage.
division and then the identification of the
right people to fill vacant roles in the All candidates shall declare relationships on
business. the company application form at the time of
joining. If an employee enters into
On the basis of the approved manpower matrimony with another employee of ABA
plan and organization structure, an annual during the course of employment, HR needs
recruitment plan will be developed. to be informed.
Recruitment of new employees is restricted
to fill: Recruitment of direct relatives require
approval of the EVP. In all cases, relatives
•• Vacancies of existing positions can’t work in the same Division.
•• New positions according to the
manpower plan
•• Replacement vacancies
9.2 Re-employment of Former
Our recruitment and selection practices Employees
are guided by the below principles: •• Former employees may be
•• We will only select high quality considered for re-employment, provided
staff who meet the requirements of the job that they have resigned or their services
as outlined in the role profile. were terminated due to issues other than
•• Recruitment and selection is performance or disciplinary causes.
conducted on the basis of merit and without •• As a general principle no
bias or discrimination. employees may be rehired within 2 years of
•• Recruitment and selection will be their resignation.
conducted in a manner that is respectful of •• In all cases the recruitment will be
local culture and in accordance with based on the standard screening and
immigration and labour laws. selection processes.
•• All standard recruitment activities
will be within the approved manpower plan.
•• ABA will adopt fair and consistent
methods of recruitment and selection so as
to select the most suitable candidate.

EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING 29

9.3 Internal Recruitment If the internal candidate is selected for a
ABA Holding prefers to select employees position which is a grade higher than his
from within the organization wherever existing grade, the rules mentioned in the
possible, if they meet the job specifications promotion policy apply.
of the vacant role, with the intent to
encourage and motivate employees to The following steps will be involved in
achieve their career objectives. the Internal Recruitment process:
1) All vacancies in Grade 11 to Grade 19 will
The Recruitment department/HRBP/Division be published at the end of each week.
Coordinator shall advise employees of open 2) Employees interested in applying for the
positions by posting them monthly on each job should seek approval from their direct
division’s Notice Board. Open positions will line manager before applying.
also be available on ABA’s intranet. A 3) Post seeking the Line Manager’s
periodic e-mail alerts will be sent out to approval, the employee should send the
inform employees that new jobs have been intent of applying for the job to Recruitment
posted. through an email (attaching a scanned copy
of the completed internal Job Application
After consultation with their direct Form).
manager, employees may inform Human
Resources of their interest in the open This e-mail should be sent to
position, subject to the following: internal.recruitment@alibinali.com with a
•• Employees in the same grade as copy to the employee’s Direct Line
the job or a maximum of 1 grade below can Manager.
apply to the open vacancy
4) The job application will be reviewed by
•• Employees must have completed
the designated recruiter to make sure that
12 months in their current grade (in case of the applicant has the experience and
a similar grade vacancy) or 24 months (in qualification required for the job.
case of a higher grade vacancy) 5) The designated Recruiter will send the
•• The Employee should not have internal applications to the Hiring manager
received any disciplinary warnings within for review and evaluation. The Hiring
the previous 6 months. Manager along with the HRBP/Recruiter will
decide which applicants should be
All candidates will be required to complete a shortlisted. There is no obligation for the
selection procedure, which will assess them hiring manager to interview all interview all
against a range of specified criteria. The internal applicants.
selection process is based primarily on 6) Once the selection is made the selected
several carefully considered factors such as: candidate as well as all the internal
•• Individual performance applicants will be informed of the outcome.
•• Line manager’s evaluation
•• Experience and related qualifications

30 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

 10. Training and Development
Consistent with our belief that employees function. The following intervention to
are our key asset, we are committed to train address the need shall be considered within
and develop their skills, so that they may the scope of this policy:
perform better in their current position and
are considered for future development. •• In-house training
•• Public program
The objectives of our Training and •• One on One coaching
Development plans are: •• Self-learning initiatives
•• To increase the quality of our •• On the Job training
existing employees.
•• To develop core Whilst employees are encouraged to
skills/competencies and enhance individual consider their own training and
performance. development needs and to discuss them
•• To communicate ABA’s goals and with supervisor, it is the supervisor who
values and align attitudes and behaviours. makes final recommendations on
•• To lead change initiatives and employee’s actual training.
maintain changes through setting targets. Employee may nominate themselves for a
10.1 Training Needs Analysis (TNA) program that they were not selected for on
condition that they bear the expenses and
We identify the training needs through the
secure approval from their respective
Training Need Analysis Process and formal
General Manager.
meetings with divisions. Career
development is the joint responsibility of Depending on the training session and
employee and ABA and we believe that nature of the program employee may be
they play the most significant role in their required to complete training related pre
development. training and post training activities. All these
activities are designed to maximize the
Company’s training needs are identified by
learning during the training session
the L&D function in cooperation with the
General Managers at the beginning of the year. 10.2 Nomination Criteria
Divisional Level Training Needs are identified Employees shall attend an overseas training
by the divisional management, following program not more often than once in two years
the policies and the guidelines of the L&D

Event Category Minimum Tenure Grade

In-House Training In-House3Training
months All
Local Public Courses 3 months
Local Public Courses 13 and above
Overseas Technical Training Overseas Technical
1 year Training 13 and above
Leadership/Management 1 year
Leadership/Management 15 and above
Executive Program Executive Program
1 year GMs, COO

EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING 31

 11. Resignation & Termination
11.1 Voluntary Resignation reasons (sufficient proof of Indiscipline is
A Resignation shall be defined as Voluntary available in alignment to Article 61 of the
termination or exit of an employee from Qatar Labour Law)
ABA Holding.
11.3 Retirement
Employee shall submit in advanced to a. The statutory age for retirement for
his/her Line Manager a written notice of all employees shall be 60 years
her/his resignation, with the effective date
and the last working day, and the b. Employees reaching the age of
underlying reasons of the resignation. retirement will be notified, in writing of the
initiation of end of service procedures at
Employee is required to serve his/her notice least 60 days in advance
period as per the employment contract
unless the resigning employee receives c. Employee may be retained in the
special exemption, approved by the EVP, Holding’s service beyond the legal age of
Group GM HR, etc. retirement for a period not exceeding two
years with special approval of the EVP.
Whenever there is a delay in processing the
travel documents and this exceeds the 11.4 Death or Disability
notice period, the company is obliged to pay a. In the event of death, the
the concerned employee a food and housing Employment contract shall be deemed
allowance to cover the basic living terminated on date of death
requirements for the additional period of
stay in Qatar. b. All rights and benefits of the
deceased employee shall go to the Court as
11.2 Involuntary Resignation stated in the Labour Law
a. Dismissal is defined as the
termination of the employee’s service by the c. If in the unlikely event, an
Holding for legal or other reasons employee becomes permanently disabled
while in the company’s employment and is
b. Dismissed employees shall perform unable to perform duties as a result of the
their duties during their notice period unless disability the employment contract shall be
they receive special exemption. A notice terminated in accordance with the Qatari
period must be observed as per Qatar Labour law
Labour Law.
d. An employee’s disability must be
c. The company reserves the right to certified by the competent medical authority
exercise an immediate termination of an outlines in the Qatari Labour Law
employee without notice period and without
end of service gratuity for disciplinary

32 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

11.5 End of Service Benefits & Final 11.6 Exit Interview
Settlement Upon leaving the Company, all employees
a. Upon completion of a minimum of are asked to complete an exit interview
one year with ABA Holding, employees are survey, which will be shared with them by
entitled for gratuity as per Qatar Labor Law. email and discussed either face-to-face or by
This is equal to three weeks of basic salary phone.
per year of service
All exit interview data gathered will be
b. No gratuity payment will be made treated strictly private and confidential,
before completing the relevant procedures whereas the results are evaluated solely for
of termination or respective divisional exit statistical purposes and not to be shared
clearance process. with any other employees or third party
agents.
c. If employees have accrued annual
leave and their services have ended, they
shall be entitled to receive cash payment for 11.7 Employment Certificate
the number of days accrued on the basis of Employees shall be given an employment
the basic monthly salary certificate upon request and after
completing the procedures of termination
d. final settlement should be paid and signing the Release and Waiver.
the day after the last working day of the
employee

EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING 33

 12. General Information
12.1 Dress Code & Uniforms b. Human Resource Department takes
a. If employees are in a division or job reasonable steps to ensure that all personal
role that requires them to wear the uniform and job-related information regarding
they will be provided with the same and employees is accurate, complete, and
must adhere to the uniform policy in place. relevant for its intended purpose.

b. For all others the dress code is c. Wherever possible, HR notifies ABA
business formal on all days of the week. employees if it needs additional personal
Casual dressing is not permitted unless information and gives them an opportunity
specified by the Division Head. to supply the requested data.
d. Documents/Files relating to their
12.2 Health & Safety record system are kept in securely locked
a. Each member of staff is responsible files within the concerned department
for ensuring that they respond positively to e. These files are accessible only to
the need to promote health and safety in authorized Administration staff, Human
the workplace. Resource Department staff and executives,
b. We request employees to managers, and supervisors who have a
familiarize themselves with the emergency valid, demonstrable need to obtain specific
exits, Fire extinguishers and all other safety information from their Employee file.
related instruments within your department
and area of work. 12.5 Employee handbook usage
a. This handbook is intended solely
c. Any observed health or safety for the employees of Ali Bin Ali Holding and
related risk must be immediately reported to is not meant for circulation outside the
employee’s Supervisor for immediate action company. Any copying or use of this
handbook other than its intended purpose
12.3 Common Language will be classified as breach of ABA’s ethics
and may warrant disciplinary action
To ensure uniformity and avoid any form of
discrimination it is advised that English be b. This handbook is for employees’
the medium of communication whilst guidance only and does not automatically
conversing in a mixed culture. entitle the employee to any of the benefits
listed.
13.4 Employee Data Privacy c. Any information in this handbook
a. The Group Human Resource should be read in conjunction with related
Department collects and retains Employee company policies found on the intranet
Information, as it needs to effectively and/or Qatar Labor Law.
conduct business and administer its d. Please contact relevant department
employment and benefits policies. as specified in each section if one requires
assistance or clarification.

34 EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING

 Appendix1. Employee Declaration
Please print this page and submit it to your HR team.

I, hereby agree that I have read and understood the contents of the Ali Bin Ali Holding
Employee Handbook and have been provided with a separate copy about the company’s
Information Security Awareness and IT policies.
I, herewith confirm to conduct myself in-line with ABA’s Values & Ethics and assure all
concerned that I will partner with the company’s Vision of being the ‘Partner of Choice”
through successful implementation of its mission.
I commit to conduct myself within the set code of conduct guidelines and understand that
deviating from these set guidelines may result in me being subject to the company’s
disciplinary process which may lead to the termination of my employment.
I hereby acknowledge that the employee handbook describes important information about
Ali Bin Ali Holding, however does not substitute my employment contract and I agree to
consult the Human Resources Department for further queries or information.

Name:

Date of Joining:

Division & Department:

Signature: Date:

EMPLOYEE HANDBOOK - ALI BIN ALI HOLDING 35