ALKIFAH CONTRACTING

HR EMPLOYEE HANDBOOK

Employee Handbook
Table of Contents
Welcome Note 04

Who we Are 08

Employment Contract & Contract Renewal 10

Probationary Period 10

Work Schedule 12

Leave Management 13

Processional and Personal Conduct 20

Disciplinary Actions 27

Grievance 28

Training & Development 31

Employment Separation Management 32

AlQuwa Company: 37

Our Team 40
Welcome Note
Welcome to Alkifah group We are happy to have you join us and trust that you will be valued addition to our
organization.
We hope that you find your association with us to be a challenging and rewarding experience. Your individual
effort is essential to our collective success.

This handbook has been prepared to provide you with information for common questions and concerns.
Employees should become familiar with the contents of the employee handbook. You are responsible for reading
the manual so that you understand the Company’s practices and procedures.

Handbook may be changed from time to time and they become effective on the date of their issue and re-issue.
A table of contents is located at the beginning of the guide. If you have questions or concerns about the outlined
Here you should contact to Human Resource Department.
 Introduction of the
company:

AlKifah Contracting was established in 1971 and not so far then became a well-known firm in fields of
infrastructure, civil and industrial works. With a network spreading across KSA, AlKifah Contracting Company has
successfully accomplished number of giant projects pertained to educational, housing and health sectors. Saudi
Aramco, the Royal Commission in Jubail and Yanbu, King Fahad University of Petroleum and Minerals, SABIC and
Ministries of Finance, Interior, Defense and Housing are KCC major clients.

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 Vision
One of the relevant players in construction sectors of KSA prioritizing synergies
with our sister companies.

Mission
Managing and executing construction projects in GCC for private and public
sectors though advanced technologies Project management tools, construction
equipment and following the highest standards of QHSE.

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 KCD Organization Chart

Division CEO

CEO Office Manager

Strategy & Business

Tendering Supply Chain HR Contract Admin
Performance Admin Manager Pmo Manager Development CFO
Manager Manager Manager Manager
Manager Manager

07
 Who we Are
Human resources team here to assist you in all matters related to your employment at ALKIFAH
company starting from when you begin your career, continuing through your employment journey.

HR Vision
To Be Recognized as a preferred employer and providing result oriented HR Services.

45 YEARS
HR Mission
Through strategic partnerships and collaboration, the Human Resources Department recruits, develops
and retains a high performing and diverse workforce and fosters a healthy, safe, and productive
work environment for employees, their families and departments in order to maximize individual and
organizational potential and position Kifah as an employer of choice.

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 Human Resources Department
Organization Chart

CEO

HR Manager

Assistant HR
Manager

Development HR Operation
Manager Supervisor

PMS Specialist OD Specialist

ER Specialist

Workforce Strategic Time International Local

PMS Training & Dev. On Boarding &
HRIS Planning Planning Management Recruitment Recruitment
Coordinator Coordinator ISO Coordinator
Coordinator Coordinator Officer Coordinator Coordinator

Time Keeper

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 A. Employment Contract & Contract Renewal
1. Employment Contracts

Effective Date of employment:

for locally hired employees, the effective date of employment is the date upon which the employee commences
work after completing the sponsorship transfer formalities. In the case of internationally hired employees, the
effective date of employment is the date the employee arrives in Kingdom.

B. Probationary Period
1. Initiation of Probationary Period: All employees will be subject to probationary period as specified in
the employment contract that begins with his/her first day of employment.

2. The length of probationary period: varies with employee type and class and is stated in the employment
contract and should not exceed one eighty (180) days commencing with the effective date of employment.

3. Notice Period: During this period of probation, only KCD may terminate the contract with seven (7) calendar
days’ notice.

4. Probation Extension: The KCD Department Head may recommend the extension of probation period for a
maximum of 90 days. However, the extension period should not exceed 180 days.

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 C. Work Schedule
1. KCD will establish work schedules which will permit it to carry out its operations
effectively and which conform with appropriate laws and regulations prevailing in
Saudi Arabia. Development of these schedules and keeping them consistent with
KCD Policy is the responsibility of each department heads.

2. Normal Work Schedule: for employees will be maximum forty-eight (48) hours
per week. The KCD core working hours are 08:00 to 17:30, Sunday through Thursday
where the prayer and lunch break is from 12:00 to 13:00.

3. Working hours will be regulated in schedules announced in prominent places,

specifying the start and finish of the Working day and shifts times. No employee
shall work for more than five (5) consecutive hours without a break, pray time, or
meal time for at least an hour.

4. Ramadan Work Schedule: during the Holy Month of Ramadan, hours of work
for Muslim employees will not exceed six (6) hours daily. For non-Muslims, work
schedules will be subject to KCD operational requirements and will be determined
through an administrative decision each year by the KCD CEO.

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D. Leave Management
1. General Provision:
• An employee will be entitled to different types of leaves or unpaid as prescribed in
this policy upon completion of probationary period except sick leave and emergency
leave which will be processed with high priority at all the time.
• Public holidays and all leaves will be paid according to the employee basic salary
and fixed allowances.
• Employee will not be entitled for encashment of any type of leave during the
employment. However, unused accrued annual leaves will be paid as cash in lieu of
accrued annual leave to the employee upon separation from employment.

2. Public Holidays:
• All employees will be entitled to have leave with full pay for the following holidays.
These holidays will be scheduled by the KCDCEO or his authorized designee.
• Four (4) days for Eid Al Fitr commencing on the day following the 29th of Ramadan
in accordance with Um Al Qura Calendar.
• Four (4) days for Eid Al Adha commencing on the day of Arafa Stand (the day
preceding the feast of Immolation on the 10th of Dulhijja) accordance with Um Al
Qura Calendar.
• One (1) day for Saudi National Day on 23 September each year.

3. Annual Leave:
• Entitlement: Annual Leave is an employee right which is specified by a number of
days as stated in the table below. However, the length of the leave is limited to the
amount of time accrued at the time that the leave is to be taken
• Annual Leave is set on calendar days for long leave, and working days for short
leave (one week Sunday to Thursday)

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 • Employee who has less than thirty (30) days of annual leave entitlement as per contract; upon completion of five
(5) years of continuous services, will be entitled to thirty (30) days annual leave.
• The annual leave request should not be less than fifteen (15) days for each request. However, employee may use
available annual leaves up to maximum five (5) days as a short leave on random basis throughout the year for
personal use.
• Annual leaves will include workdays and weekend(s) falling between the availed leaves. However, weekends
prefix and suffix to annual vacations days will not be counted within the annual vacation leaves.
• Carryover Limitations: The accrued and unused annual leave balance for any given year (1st of October of one
year to the 30th of September in the following year) may be carried forward to maximum Ten (10) days. If not
utilized by employee, the system will automatically forfeit any excess annual accrued leaves days.
• Notice of Return to Work: All employees who availed their vacation for ten (10) days or more inside or outside
Kingdom will apply through system to initiate “Notice of Return to Work” upon return from vacation. Failure
to Submit the “Notice of Return to Work” will cause delay on the processing of the employee’s salary, and
corresponding disciplinary action will be imposed.

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 Annual Leave:

1 Request by 3 Approval
5 Receiving
HUBDESK Settlement
Submit the annual leave Submit the request to the Receiving settlement 15th
request by HUBDESK system relevant manager and human day of each month until the
before beginning of vacation resources to get the settlement is transferred
45 days minimum required approval with the salaries of the
month
2 4
Receiving ticket
Required documents
(Expat Employees )
Attach copy of passport for
ticket reservation Receiving ticket and visa
through HUBDESK system

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 4. Sick Leave:
• Entitlement: An employee may be granted sick leave after presenting proof of illness with a medical certificate
issued or endorsed by authorized medical physician with full pay for a maximum period of thirty (30) calendar
days; an additional sixty (60) calendar days at seventy-five per cent (75%) salary; and an additional thirty (30)
calendar days at no salary.
• Medical Certificate: A medical certificate must be attached to the employee’s leave application form with required
authentication. However, employee’s manager may waive the requirement for a medical certificate where the
absence is for one (1) day. It is the employee’s responsibility to provide appropriate official documentation from
the attending physician, clinic or hospital to support their claim for sick leave.
• Implication of Excessive Sick Leave (Over limit): KCD has the right to terminate an employee contract after
completing the period designated for sick leave due to unfitness of health. Work related injuries will be covered
as per GOSI guidelines.

5. Examination Leave:
• Entitlement: A Saudi employee enrolling in an educational institute will be entitled to have a full paid leave
during his/her final examinations. The examination leave is determined by the actual dates of examination and
the employee will provide his/her academic record once he/she returns from his/her leave. However, for the
examinations of a repeated year or disapproval from management, the employee will Submit an annual leave or
LWOP (no leave balance) request to sit for the examinations.

6. Maternity Leave:
• Entitlement: An expectant female employee will be entitled to a Maternity Leave, consisting of Ten (10) weeks, according
to the flexibility of expectant employee; however, it will start with a maximum of four (4) weeks before the EDD which is
determined by the Employee Health physician.

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7. Marriage Leave:
• Entitlement: An employee will be entitled to have a leave of Five (5) fully paid days in the event of marriage to be taken
from the date of marriage or thereafter as feasible and will be granted only once during the employment with KCDSBU.

8. Paternity Leave:
• Entitlement: A male employee will be entitled to paternity leave of Three (3) fully paid days to be taken within two (2)
weeks from the date of the birth event only once per contract year.

9. Bereavement Leave:
• Entitlement: An employee will be entitled to have a leave fully paid of five (5) days in the event of death of wife, or
immediate family member (Father, Mother, Sister, Brother, Daughter or Son) to be taken from the date of the death even.

10. Hajj Leave:

• Entitlement: Muslim employees who have spent at least two (2) years with KCD and wish to perform Hajj will be entitled
to a leave for twelve (12) days with full pay in addition to Eid Al Adha Holiday to perform Hajj once throughout their period
of service.

11. Terminal Leave:

• Entitlement: Unused accrued leave that can only be utilized in lieu of contract completion as per the original end-of-
contract date, or in lieu of the notice period as per employee’s resignation.
• An employee may request to utilize his/her unused accrued leaves as Terminal leaves provided that terminal leave is
recommended and approved by KCD Department Head.
• Limitation: Terminal leave utilization will be restricted to maximum thirty (30) days.

12. Return to Work: An employee who is granted a maternity leave is expected to return by the end of her approved
leaves. Failure to return to work on time will subject the employee to the same disciplinary actions that apply with regard
to other types of leaves.

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 13. Leave Without Pay (LWOP) :
• General Provision: LWOP may be granted to employee at the complete discretion of KCD management based on the
operational needs after utilizing all accrued leaves.
• Entitlement: Employee may be granted minimum Ten (10) days as LWOP per year and maximum for two (2) months.

Leave
Without Pay

1 Request by 2 Approval
3 4
HUBDESK Pay required fees Receiving ticket
Submit the Emergency leave
Submit the request to the (Expat Employees) (Expat Employees)
relevant manager and human
request by HUBDESK system resources to get the The visa fees and ticket will Receiving ticket and visa
before beginning of required approval be paid by the employee through HUBDESK system
vacation.

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 E. Professional and Personal Conduct
1. General Provisions:
• All employees should adhere to the highest ethical standards of conduct in all activities.
Actions and decisions should be according to the policies of KCDSBU. Each employee is
expected to promote relationship based on mutual trust and respect.
• Violation of the code of conduct will lead to disciplinary action, and may even lead to
termination. The nature of disciplinary action will be decided by a committee formed by
KCDHR Manager or KCDCEO as per position level and severity of violations after due
investigations.

2. Compliance:
KCDSBU’s policies and procedures apply to all aspects of KCDSBU’s operations and all
employees, board members and other stakeholders, are obligated to and must conduct
themselves accordingly. Employee will comply with the laws, customs and traditions
of the Kingdom of Saudi Arabia.

3. Dress Code:
Employees will conduct themselves in a manner which will bring credit to KCDand their
country of origin and are expected to dress modestly on-premises and off-premises in
accordance with Saudi rules and traditions. Employee will maintain proper cleanliness
and neat personal appearances along with Dress in appropriate business attire and
identity card while working or representing KCDand use good judgment in selecting
wearing apparent in the community at large. Female employees are required to cover
their heads while and wear abaiah on duty and within KCDpremises at all times. Female
employees must not wear excessive jewelry, clothing made of see-through materials,
tight and form revealing dresses, blouses or pants and should not use excessive makeup
and strong perfumes.

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4. Honesty and Trustworthy:
Employee will always comply with terms of employment and be honest, cordial and transparent with colleagues,
customers and visitors and will act with integrity and trustworthiness. Employee will ensure that all working hours
are devoted to assigned responsibilities and duties and assigned duties in a careful and honest manner, giving the
best effort to KCDSBU. Act creatively, confidently and courageously to share the best values and ideas they bring
to every interaction, whether with employees or customers.

5. Customers Conduct:
Employees must treat customers as a Business Partner with respect, courtesy and dignity and conduct themselves
in a professional and cooperative manner that results in quality customer outcomes and a safe environment for
customers, staff, health professionals and visitors as well as improving and sustaining high customers’ satisfaction
with their experiences at KCDSBU. It should be noted that meeting customers is to be within normal working hours
and on the KCD premises. Customer’s needs should be anticipated by respecting customer’s personal preferences,
values, family situations, social status and lifestyles.

6. Conduct among Staff:

Employees should demonstrate appropriate professional, courteous and respectful behaviors among the team
that foster collegial, collaborative relationships and develop a work environment that promotes mutual respect,
participation, value creation for people, team growth and effective use of talents.

7. Confidential Information:
Employee will refrain from disclosure or dissemination of any confidential, proprietary or private information
concerning KCD and its business including information regarding employees, customers and operations without
prior authorization from the management; employees must take precautionary measures to prevent unauthorized
disclosure of confidential information, and take steps to ensure that it is handled in a manner that prevents
unauthorized access or destruction of such information.

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 8. Usage of KCD Resources:
Employee will use KCD resources for KCD business purposes only and may not be used for personal gain except in
a manner that is incidental and reasonable in light of the employee’s duties.

9. Disclosure of Ethical Issues:

If an employee becomes aware of actual or potential breaches of any laws, regulations or KCDSBU’s policies and
ethical standards, he/she should raise the concerns immediately to KCDHR Department. It is unethical for the
employee to remain silent when he/she is aware of any such breach.

10. Prohibited Harassment:

includes, but is not limited to, unwelcome conduct, whether verbal, nonverbal, or physical, that has the purpose or
effect of unreasonably interfering with an individual’s work performance or creating an intimidating, offensive, or
hostile environment as a result of the individual’s race, color, religion, sex, national origin, age, disability, marital
status, parental status, political affiliation or any other basis.

11. Sexual Harassment:

is a form of prohibited harassment which is sexual in nature. KCD forbids harassment based on gender regardless of
the offensive conduct is sexual in nature. Unwelcome sexual advances, requests for sexual favors, and other verbal,
nonverbal or physical conduct based on sex are considered sexual harassment. KCD prohibits harassment by or of
any employee, supervisor, manager, contractor, customer, vendor, applicant, or other individual with whom KCD
employees come into contact by virtue of their work for KCDSBU.

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12. E-Services:
The use of KCD systems, including email services, in a manner that is damaging to the reputation of KCDSBU;
including but not limited to transmitting or exchanging jokes, pictures, videos or other communications, demeaning
political nature or offensive is considered prohibited. Employees are prohibited from using KCDSBU’s systems to
initiate, download, send or exchange electronic images or text of sexual nature or containing ethnic or racial insults,
or any other material of a harassing, offensive or lewd nature. Employees are also prohibited from hacking activities,
representing KCD on web platforms and social media, unless is authorized and in line with the internal policies.

13. Safe and Clean Workplace:

KCD is committed to maintain a secure, safe, healthy and productive work environment across KCD offices and in
compliance with applicable laws, regulations and internal policies. Employee must comply with all applicable laws
and policies. Using controlled Substance’s and alcohol or being under the influence of illegal drugs in the workplace
or while performing work-related duties is prohibited and is against the local laws and our well preserved tradition
and values. Employee will maintain proper cleanliness and security of all office equipment, materials, working
space, vehicles and buildings.

14. Conflict of Interests:

occurs when personal interests of an employee interfere or appear to interfere in any way with the interests of
KCDSBU. Employees are advised to exercise sound judgment, to seek advice or guidance when in doubt, and to
adhere to the highest ethical standards.

15. Outside Activities:

Employees should not accept or engage in any activity, business or employment or political activities, either during
or after working hours, which would conflict with KCDSBU’s interest, or diminish his/her ability to render full and
undivided service to KCDSBU, or interfere with his/her job performance.

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 16. Corporate Opportunities:
Employees must not deprive KCD of a potential corporate opportunity that is discovered in the course of employment
by competing with KCD or using KCD property, information or his/her position for personal gain; or taking for himself
an opportunity that belongs to KCD or helping others do so if they are in a position to divert the opportunity for
their own benefit.

17. Business Relationships:

Employees are legally obliged to notify their direct line manager of any business relationship KCDmay have with
any company/firm/establishment in which the employee or his/her related party (spouse, child, parent, sibling and
a very close associate of the employee) has a direct or indirect interest or financial benefit with.

18. Accepting & Giving Gifts:

Employees are prohibited from soliciting or accepting of gift (items of value, entertainment or other benefits) from
Subordinates employees, guests, current or prospective KCD customers, clients, suppliers, vendors, contractors,
competitors or any other party, as such acceptance might compromise or create a perception that his/her
judgment or honest performance of his/her duties might be compromised. Even the act of offering gifts, in certain
circumstances, may be perceived as a conflict of interest or, in extreme cases, bribery. Employees should direct
the gift giver to authorized person/ HR. However, any gift under 500 can be accepted provided that the employee
discloses this information with HR.

19. Corruption & Bribery:

Employees should not give, promise or offer anything of value to any customer, government employee or any other
person for the purpose of improperly influencing a decision, securing an advantage, avoiding a disadvantage or
obtaining or retaining business, and are expected to comply with local laws and regulations regarding prohibition
of bribery and corruption.

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20. Media Interaction & Publications:
Employees are not authorized to issue press releases or public statements, or consent to or engage in any public
relations activity on behalf of KCD with customers, suppliers, or others without prior approval from KCDSBU.

21. Male and Female Conduct:

Employees should respect the guidelines of Islam, the customs and traditions of the Kingdom of Saudi Arabia, and
should at all times practice modesty, respectable interaction and proper behavior during activities, gatherings, and
whenever dealing with each other.

22. Open Door Communication-Speak up:

Employees are encouraged to talk to Line Managers, Senior Management or other appropriate personnel about
observed behavior, which they believe may be illegal or a violation of this Code of Conduct or KCD policy or when in
doubt about the best course of action in a particular situation.

23. Misconduct:
The following are examples of the kind of behavior which can constitute gross misconduct and which may lead to
summary dismissal:
• Physical violence towards anybody: this applies to your role as an employee but also outside of the work environment.
• Behavior that seriously jeopardizes health or safety.
• Serious misuse of the trust that exists between employees and anyone for whom KCD is responsible.
• Incapacity for work due to being under the influence of illegal drugs or alcohol.
• Gross insubordination.
• Deliberate damage to KCD property and equipment.

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 • Serious infringement of the rules of KCDSBU.
• Spreading false rumors or giving false information which may tend to bring in disrepute to KCD or its employee or spreading
panic among employees.
• Writing of anonymous letters criticizing KCD or employee.
• Refusal to accept charge sheet, suspension order or any other lawful order giving by approval authority.

24. Suspected Violation Reporting:

• Employees should report any suspected violations to their immediate line manager or to a higher level of management
as appropriate. Reporting such issues is seen as a benefit to KCD and all its employees since these types of issues reflect
poorly on the image and reputation of KCD and its employees. Any such report will be treated confidentially and will be
investigated carefully and thoroughly by a designated KCD representative.
• Where it is found that an employee has violated the KCD code of conduct or their behavior has been found to be
unprofessional, dishonest, inappropriate or unethical, KCD will take appropriate disciplinary action up to and including
termination of employment.

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F. Disciplinary Actions
1. Disciplinary Actions Types/ Steps:
The disciplinary penalties that may be inflicted on the employee whereby employee
performance or behavior has fallen, below the required standards steps will be taken:
• Verbal warning
• Written Warning.
• Deduction from payment
• Suspension from work and withholding of payments
• Withholding periodic allowance or promotion
• Dismissal from work without withholding payments
• Dismissal from work and withholding payments

2. Disciplinary Actions Communications:

All disciplinary decisions other than a verbal notice or warning will be communicated in
writing to the employee and a record will be placed in the employee file.

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 G. Grievance
1. General Provisions:
• KCD is committed to fair and consistent employment practices and procedures,
and is committed to providing procedures whereby employee issues are resolved
internally in a timely, efficient, and fair manner.
• Employee who feels aggrieved will have the right to bring forward his/her concerns
for discussion. The employee may choose to use an informal process and/or a formal
process.

2. Sensitive grievances :
are dealt with privately, and confidentiality of information is maintained. If required,
An employment investigation committee (consists of HR Manager, Legal and Admin
representative or formed by KCD CEO) to review or investigate the case. The chair of
the committee will make a finding on a balance of probabilities on the validity of the
grievance. The decision made by the chairperson or designated Committee will be
considered as final and be implemented.

3. False grievances :
will be strictly discouraged and should an employee be found to have knowingly and
intentionally brought forward a false charge, provided false witness or in any other
way knowingly and intentionally acts to thwart the grievance procedure process, they
could be subject to disciplinary action.

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4. vGeneral Provisions:
• All full-time employees will have their performances appraised on a yearly basis through
standard online or hard copy appraisal form by their line managers in conjunction with KCD
HR Department.
• An annual performance appraisal provides employees an early intervention in assessing
performance that may prove useful in the employees review exercise for contract renewal,
promotion or demotion.

5. Goals & Objective Setting:

It is the responsibility of the KCD Department Heads to ensure that all goals and
objectives for each year is prepared and communicated to all staff.

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 Individual Performance Form
Process Flow

Year-end
HR Admin Launch Forms
HR Review

Performance
Performance Performance
Management
Management Management
Admin
Admin Admin Review
Validation

Objective
Setting in
Objective
Management

Objective Quarter 1 Mid-year Quarter 3 Year-end

Manager
Setting Review Manager Review Review Manager Review

Mid-year Year-end
Objective Quarter 1 Quarter 3 Employee
Employee Manager Manager
Preparation Update Update Acknowledgment
Evaluation Evaluation

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H. Training & Development
1. General Provisions:
• The business planning process will be used to identify Training & Development needs that are aligned with the overall
business needs and future development of the company and the performance results, career path, goals.

2. Conditions to undertake Trainings:

to the employee with the following conditions:
• Based on the recommendation of Department Head considering benefits to KCD.
• Employee should successfully complete at least two (2) years of service and guarantee that he/she will not terminate his/
her employment contract for any reason after the completion of the education/training for at least the training period or
maximum two (2) years whichever is decided by management.
• Passes required educational qualification criteria for education and training required as defined by assessment committee.
• Train other staff from the knowledge and skill obtained from the training without any additional financial cost from KCD.
• KCD HR Department in coordination with the Department Head will assess the impact of the training in terms of the expected
results and investment made. A brief summary of trainings will be prepared for KCD CEO review every year.

3. Non-Compliance to Undertaking:
• The original certificate acquired during the external training financed by KCD will be kept in KCDHR Department
along with the Undertaking signed by the employee.
• In case the employee terminates his/her service with KCD before fulfillment of the agreed service duration, the
prorated training cost for the incomplete period will be recovered from the employee.
• In case of revocation of contract or termination for cause, the employee will pay the whole amount of the expenses
of education and training.

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 I. Employment Separation Management
1. Circumstances of employment separation:
Employee or employer (KCDSBU) may terminate the agreement and provide the notice period as specified in
employment agreement. Circumstances of employment separation can be triggered by one or more of the following
circumstances:
• End of fixed term contract
• Resignation
• Redundancy
• Localization
• Retirement
• Force Majeure
• Total Disability/ Death
• Dismissal due to gross negligence or misconduct
• Continued shortfall in professional competence over a period of time. The period of time will be reasonable depending
upon the job position and will be determined by the Department Head concerned in consultation with the HR Manager as
applicable
• Persistent inability to meet performance standards
• Acts of misdemeanor / Non-compliance with / Violation of established codes of conduct
• Lack of physical / mental fitness certified by a competent medical authority

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2. Resignation:
• An employee’s decision to resign from the KCD will always be taken in writing containing valid reasons for resignation. All
resignation letters should be endorsed by the immediate line manager prior to being forwarded to the KCDHR Department.
(Done online through Hubdesk)
• Notice period for fixed term contract as well as indefinite term contract employees will serve sixty (60) days’ notice period.
• Notice period will start from the date of Submitting of the resignation to the line manager and department head.
• Notice of separation issued during official holidays or during employee’s vacation, will come into effect from the first working
day following the leave or public holidays.
• Failure to provide the required notice will result in forfeiture of some separation benefits.

Resignation

Receiving
1 Request by 2 Approval
3 4 Settlement
Exit interview Receiving Settlement
HUBDESK after the process has been
Submit the request to the
Submit the resignation request The HR Team will contact completed and in the case
relevant manager and human
by HUBDESK system 60 days the employee to discuss the of sponsorship transfer the
resources to get the employee must produce the
before last working day. reasons of resignation.
required approval. new iqama under new
sponsor to receive
the settlement.

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 3. End of Contract:
• An employee may leave the KCD upon expiry of contract.
• Notice Period: Employees should inform KCDHR Department At least Three (3) months earlier before expiry of the contract,
if the employee chooses not to renew his/ her contract. Further details have been specified in KCDSBU-HR-003 Employment
Contract & Contract Renewal Policy.

4. End of Service Award (EOSA):

Monthly Basic Salary for the purpose of EOSA will be computed based on the employee’s latest Monthly Basic
Salary and will be paid accordingly:

• Contract Completion: Upon the successful completion of services with KCDSBU, employee will be eligible for an EOSA
as follow:
• Half-Month Salary for each of the first five (5) years and;
• One-month Salary for each of the following years.

• Resignation: An employee who resigns before completion of two (2) consecutive years will not be entitled for EOSA.
• Having served at least two (2) years but less than five (5) years, he/she will be entitled to one third of the EOSA calculated
as above.
• Having served at least five (5) years but less than ten (10) years, he or she will be entitled to two thirds of the EOSA
calculated as above.
• After completion of ten (10) consecutive years, employee will be entitled to the full EOSA calculated as per above.

• Employee will be entitled to the full EOSA if he/she leaves the work due to a force majeure beyond his/her control.

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AlQuwa Company:
AlQuwa was 2016 as a full-service manpower recruitment and personnel relations company.
The firm is a renowned service provider across the Kingdom with growing list of clientele
such as AlKifah Group itself.
The (HUBDESK) system will guide you to all services that you need for the function of human
resources at AlQuwa and the procedures followed internally and externally by defining the
framework of the relation with various companies in addition to the Authority Matrix
You can find the following link to raise the request you need related to:

• Email Services
• End of Services
• Government Services
• Iqama Renewal Service
• Letter service
• Medical insurance Service HUBDESK
• Re-entry visa service
• Vacation service

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 Meet Our Team

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 Our Team

Mr.Saud Almughirah Eng.Saleh Almutawa Ms.Mayan Almehmadi Eng.Hamza Nowilaty

HR Manager HR Manager Assistant HR Operation Supervisor Organizational Development
Specialist
saud.almugaira@alkifah.com saleh.almutawa@alkifah.com mayan.almahamdi@alkifah.com
Ext No.: 3698 Ext No.: 9572 Ext No.: 2916 hamza.nowilaty@alkifah.com
Ext No.: 2538

Ms.Eman Alghamdi Mr.Yousef Alojail Ms. Abeer Binhethlain Ms.Bashair aljabr

ER Specialist HR Coordinator PMS Specialist Recruitment Coordinator
eman.alghamdi@alkifah.com yousif.alajeel@alkifah.com abeer.binhethlain@alkifah.com bashair.aljaber@alkifah.com
Ext No.: 2514 Ext No.: 9533 Ext No.: 2510 Ext No.: 2918

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Ms.Nouf Alnasser Ms.Nouf Alsharif Ms.Hadeel Almutairi Ms.Zahraa AlQattan
HR Coordinator HRIS PMS Coordinator Strategic Planning Coordinator
Noof.alnasser@alkifah.com nouf.alsharif@alkifah.com Hadeel.almutairi@alkifah.com zahra.alqattan@alkifah.com
Ext No.: 2913 Ext No.: 3653 Ext No.: 5869 Ext No.: 2902

Ms.Alhanoof Alnamshan Time Management officer Recruitment Coordinator Workforce Planning

HR Coordinator Coordinator
alaa.ibrahim@alkifah.com yousef.salem@alkifah.com
alhanoof.alnamshan@alkifah.com Ext No.: 2949 Ext No.: 5839 Ahmad.gad@alkifah.com
Ext No.: 3626 Ext No.: 9578

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Thank You
 ALKIFAH CONTRACTING

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Alkifah Tower , P.O.Box: 7973 Dammam 31472

T. +966 13 845 9502

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