Smark human resources policies, marketing solutions

Recruitment Policy
In smark we give the option to our workers who have not finished their studies who work in
our company and finish them so they will be able to be at the time of finishing their studies
a skilled and professional worker perfect to carry out our positions in the company All our
employees have the option to present themselves to internal calls to aspire to better
positions and better salaries as we believe in human and professional development

Staff induction policy

Every smark worker who succeeds in passing the recruitment filters and has everything up
to date must have an induction to the organization of 3 days in which the information of the
company will be given, as are the company's values and other information objectives he
will have the induction directly from the position to which he is aspiring where after that he
will be made an examination that determines the level of understanding that he acquired in
that training.

Performance evaluation
The employee will have 2 annual evaluations to determine if he is qualified for the position
or need to have any additional induction for it is done an examination every six months so
the company guarantees that he has the best team. Highly Qualified

Infringement policy
The infractions in the company are classified in serious minor and very serious
Mild
* Use expressions that disrespect the fellow executives or any worker of the company
* not reach the hours agreed according to your employment contract
* delays in work related to reports or work of the organization

Graves
* Disrespecting an immediate boss
* Get under the influence of alcohol or drugs to your job
* Missing their work for more than two days without a justification

Very serious

*Provide external information of vital importance to the company

*Carrying weapons inside the facility

*Missing his work repeatedly

*Recidivism of serious misconduct

Sanctions

Penalties for minor misconduct will be made with a feedback directly to the employee,
indicating that he should stop incurring these faults or can go on to disciplinary
proceedings

The serious faults will be made a written attention call with a copy to the resume where
they are exposed the cases of failure and a signed commitment where the worker agrees
not to incur a fault again.

Very serious faults will be taken directly to the board of directors where they will decide if
the worker remains in the company or is fired.