GIROT TRADING LLC

HAND BOOK
POLICIES & PROCEDURES
2018

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HAND BOOK
 TABLE OF CONTENTS

SR. DESCRIPTION PAGE NO.

1. INTRODUCTION 4

2. EMPLOYEE ACKNOWLEDGEMENT FORM 5

3. DEFINITIONS 6

4. ORGANISATION STRUCTURE 7

5. GENERAL CONDITIONS OF EMPLOYMENT 8

Public Holidays
Work Hours
Prayer Area
Smoking
Dress Code
Good Housekeeping
Health & Safety Policy
Problem Resolution
Punctuality
Procedure in the Event of Absence from Duty
Failure to Notify Absence

6. RECRUITMENT 12
Letter of Appointment
Probation Period
Performance Evaluation

7. RESIDENCE VISA 13
Process for New Residence Visa
Process for Employees with Cancelled Residence Visa
Labour Card for Employees on Husband or Father's sponsorship
Emirates ID Card

8. REMUNERATION 15
Monthly Salary
Additional Monthly Benefits
Annual Bonus or Ex-gratia Payments
Remuneration Payment Process
Salary Advances
Private Bank Loans
Private Housing Loans

9. EXPENSES CLAIMS AND REIMBURSEMENTS 17

Reimbursement of Business Travel Expenses
Reimbursement of Local Transportation Costs
Reimbursement of Other Expenses for Company Business

10. MEDICAL BENEFITS 19

Coverage of Family Members
Reimbursement in the Event of Non-coverage

11. LEAVE BENEFITS 20

Annual Leave
Bonus Leave
Sick Leave
Maternity Leave

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 Paternity Leave
Time in Lieu Leave
Compassionate Leave
Leave Without Pay
Crediting of Leave Days
Calculation of Leave Days
Payment of Salary While on Leave
Leave Approval Process

12. ANNUAL TICKET BENEFITS 23

13
TERMINATION & SEVERENCE PAY 24
Employment Termination
Notice Pay
Gratuity or Severance Pay Benefits
Period of Service for Gratuity Payment
Gratuity Calculation

14. REPATRIATION BENEFITS 26

Costs Reimbursed Upon Expiry of Contract

15. COMPANY VEHICLES 27

16. COMPANY ASSETS 28

Use of General Office Equipment
Use of Individual Company Given Assets
- Laptop, iPad, Blackberry or Mobile Phone

17. IT & IT SECURITY 29

Computer and Email Usage
Internet Usage

18. CODE OF CONDUCT 31

Employee Relations
Personal Relationships at the Workplace
Business Ethics and Conduct
Code of Ethics
Conflicts of Interest
Confidentiality and Non-disclosure
Personnel Data Changes
Personnel Files

19. USE OF EXTERNAL SUPPLIERS 35

20. Exhibit A - PERFORMANCE APPRAISAL FORM 37

21. Exhibit B - NOC FROM SPONSOR FOR LABOUR CARD PURPOSE 41

22. Exhibit C - REIMBURSEMENT OF EXPENSES 42

Exhibit D - TIME IN LIEU FORM 43

23.

24. Exhibit E - LEAVE REQUEST FORM 44

25. Exhibit F - COMPANY VEHICLE RATE CARD 45

26. Exhibit G - DRIVER DELIVERIES FORM 46

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 INTRODUCTION

Welcome to GIROT TRADING CO LLC.

We aim to be the employer of choice by providing first class terms & conditions of employment, by
creating a healthy working environment, and by creating opportunities for employee training and
development within the company.

This handbook is designed to acquaint you with GIROT TRADING CO LLC and provide you with
information about working conditions, employee benefits, and policies affecting your employment. Every
employee should read, understand, and comply with all provisions of the handbook. It describes many
of your responsibilities as an employee and outlines the programs developed by GIROT TRADING CO
LLC to benefit employees.

It is the company's policy to maintain conditions of employment which compare favorably with those of
other companies engaged in similar business activities. The provisions of this manual therefore are
subject to revision from time to time by Management as deemed necessary to keep pace with market
conditions. Employees will be notified of such changes to the handbook as they occur.

Registered Information

GIROT TRADING CO LLC, is incorporated in Dubai, UAE with company registration 238820 and
principal place of business at 2-4 Al Habtoor Showrooms, Nad Al Hammar road, Ras Al Khor Dubai

The mailing address for GIROT RADING CO is PO Box 29440, Dubai, UAE

The phone, fax and email contacts are:

Phone - 00971 4 3896001
Fax - 00971 4 3896002
Email - info@sportinlife.ae
Web - www.sportinlife.ae

COMPANY BACKGROUND
GIROT TRADING CO LLC was set up by Nicolas Girot in 1995 to provide premium sports products and
services to its customers across the Middle East.

GIROT TRADING CO LLC is a holding company for three different business divisions:

1. Bonjour Equestrian
Bonjour Equestrian first started business in 1995 and has now become the leading premium provider of
equestrian products in the region. Specialising in racing and endurance, the business provides some of
the world’s most established equestrian brands to private stables, professional racing yards and award-
winning racecourses. The commitment to outstanding levels of client servicing and quality international
products have ensured that the business retains excellent clientele and brand loyalty.

2. Sport In Life Distribution

Sport in Life Distribution is a leading specialist sports distribution company based out of Dubai.
Established in 2004, Sport in Life was created with the goal of driving the distribution of premium sports
brands across a network of retail partners operating in the GCC.

Representing some of the world’s leading performance sports brands including BMC, Polar, 2XU,
Nathan, GU and BBB, the team at Sport in Life Distribution is made up of dynamic and passionate
individuals with extensive expertise in marketing, sales, regional trade, logistics and customer service
disciplines, as well as personal passion for many of the sports we cater to. Customised sales and
marketing tailored for each brand forms the cornerstone of the business, coupled with expertise, ambition
and excellent customer satisfaction.

3. Grit + Tonic
TO BE INSERTED

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 EMPLOYEE ACKNOWLEDGEMENT FORM

The employee handbook provides important information about GIROT TRADING CO LLC.

I acknowledge receipt of the employee handbook and have read through and accept the terms described
herewith. I also understand that I should consult the COO regarding any concerns or questions not
answered in the handbook.

Since the information, policies, and benefits described here are necessarily subject to change, I
acknowledge that revisions to the handbook may occur. All such changes will be communicated through
email notices, and I understand that revised information may supersede, modify, or eliminate existing
policies. Only the COO of the Company has the ability to adopt any revisions to the policies in this
handbook.

I have entered into my employment relationship with GIROT TRADING CO LLC voluntarily and
acknowledge that there is no specified length of employment. Accordingly, either I or the company can
terminate the relationship at will, with or without cause, at any time, so long as there is no violation of
any applicable law.

Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal
document. I have received the handbook, and I understand that it is my responsibility to read and comply
with the policies contained in this handbook and any revisions made to it.

Employee's Name:

Employee's Signature

Date:

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 DEFINITIONS

For the purpose of this manual, the following terms and expressions shall have the meanings herein
assigned to them, unless the context requires otherwise:

1. "Employer" means GIROT TRADING CO LLC as we often refer to ourselves. GIROT TRADING
CO LLC is operating under the DED license as an Limited Liability Company registered in Dubai,
United Arab Emirates under License No. 238820.

2. "The Company" means GIROT TRADING CO LLC as we often refer to ourselves

3. "Employee" means any male or female worker employed by GIROT TRADING CO LLC under
the provisions of the UAE Labour Law.

4. "Employment Contract" means any agreement for a definite or indefinite term concluded
between an employer and an employee, whereby the latter undertakes to work in the employer's
service and under his management and control, in return for a certain wage that the employer
undertakes to pay.

5. "Work" means any human effort - intellectual, technical or physical - exerted in return for wage,
irrespective of whether such work is permanent or temporary.

6. "Continuous service" means an uninterrupted service with the same employer or his legal
successor, from the service commencement date.

7. "Wage" means any consideration, in cash or in kind, given to a worker, in return for his service
under an employment contract, whether on yearly, monthly, weekly, daily, hourly, piece meal,
output or commission basis.

8. "Regular Full Time Employees" - are those employees who are not in a temporary or probation
status and who are regularly scheduled to work GIROT TRADING CO LLC full time schedule.
Generally they are eligible for the full benefit package, subject to the terms, conditions and
limitation of each benefit program.

As per UAE Law it is illegal for a regular full time employee to hold more than one job. Any
regular full time employee taking on a part-time assignment with or without monetary gain does
so at his/her own risk.

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 ORGANISATION STRUCTURE

TO BE INSERTED

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 RECRUITMENT

LETTER OF APPOINTMENT
For the Company to issue a letter of appointment to a new recruit, the following basic information is
required:

1. CV of candidate
2. Position offered
3. Total salary proposed - break down of salary will be given
4. Job description
5. Any special allowances and benefits promised - phone, vehicle, transport, loans, etc.
6. Hometown of candidate - for annual flight reimbursement limit
7. All employment will be subject to the following:
- Reference check
- Medical test
- Legal residential status evaluation
- Signing of Employment Agreement
8. For residence visa process please refer to Page 13.

PROBATION PERIOD
The probation period is intended to give new employees the opportunity to demonstrate their ability to
achieve a satisfactory level of performance and to determine whether the new position meets their
expectations. GIROT TRADING CO LLC uses this period to evaluate employee capabilities, work habits,
and overall performance.

All new and rehired employees work on a probation basis for either the first 3-months, or the first 6-
months after their date of joining (dependent on seniority and role). Any significant absence will
automatically extend the probation period by the length of the absence. If GIROT TRADING CO LLC
determines that the designated probation period does not allow sufficient time to thoroughly evaluate
the employee's performance, the probation period may be extended for a further period of three months
at the discretion of the Company.

During the probation period, new employees are not eligible to any "regular" employment benefits unless
explicit exception is provided by management. This includes:

- paid annual leave

- paid sick leave
- company bonus
- company financial loans or assistance

Should any days off be required during the probation period, they will be treated as ‘unpaid leav e’ and
the pro-rata amount will be deducted from your monthly salary.

However, upon satisfactory completion of the probation period, employees enter the "regular"
employment classification and will be eligible to all benefits given to "regular" employees with effect from
their date of joining.

Formal evaluation will take place at the end of the given probation period with the assigned line
manager. If your performance during the Probation Period is found unsatisfactory and not up to the
Company’s expectations, your employment may be terminated by the Company without notice and
without any reason at any time during or at the end of this Probation Period.

PERFORMANCE EVALUATION
Supervisors and employees are strongly encouraged to discuss job performance and goals on an
informal, day-to-day basis. Additional formal performance evaluations are conducted to provide both
supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses,
encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals.

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The performance of all employees is generally evaluated according to an ongoing cycle, beginning from
their date of joining. The evaluation timeline of an employee will be conducted as follows:

1. New employee:

- 1 month informal catch up

- 3 month review
- 6 month review
- Annual review

2. Existing employee

- 6 monthly review
- Annual review

The employee review is an opportunity for all to be clear about what is expected of them, how their work is
progressing and how they will be supported in their job and their development.

The objective of the review is to discuss job function and responsibilities as well as performance management.
It is not a renumeration review. The employee renumeration will be reviewed at the discretion of management
on a case by case basis.

During these reviews, staff have opportunities to seek training and development for specific work requirements
or for overall professional development. Identify such training and development needs jointly with your staff.

Sample Performance Appraisal Form is at Exhibit A.

Performance Evaluation Guidelines is at Exhibit B

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 RESIDENCE VISA

PROCESS FOR RESIDENCE VISA OF NEW ARRIVALS TO DUBAI

To start the process of applying for a residence visa for a new employee who has never been
employed in the UAE before, the following documents are required from the employee:

1. Educational Certificates (University Degree, College Exams, etc.)

• First these need to be attested by the UAE Embassy in your home country (NOT in the UAE)
• Next they must be attested by Ministry of Education, Ministry of Foreign Affairs and Foreign
Affairs Department in the UAE
2. Clear copy of all relevant pages of passport
3. 12x Passport size colour photographs with white background

The complete process of applying and stamping the residence visa into the passport takes a minimum
of 20-30 working days.

It is essential for the employee to provide the company with the passport whenever requested and to
undergo a blood test and/or X-ray test at a government approved local hospital or clinic.

PROCESS FOR EMPLOYEES WITH CANCELLED RESIDENCE VISA

To start the process of applying for a residence visa for an employee who has been employed in the
UAE before, but who has cancelled previous sponsorship and is seeking a new employment visa, the
following documents are required from the employee:

1. Educational Certificates - duly attested by UAE Embassy in home country, Ministry of Education,
Ministry of Foreign Affairs and and Foreign Affairs Department in the UAE
2. Clear copy of all relevant pages of passport including previous visa cancellation page
3. 12x Passport size colour photographs with white background
4. Cancellation documents of previous visa issued by Immigration Office and Labour Office

It must be noted that Labour Office gives an automatic 6-month ban to anyone who has a labour card
and then cancels it. Under current UAE Labour Laws, the following is applicable when you cancel a
labour card:

• If you have worked with the previous sponsor for 2 years or more, your automatic 6-month labour
ban can be removed by GIROT TRADING CO LLC.

• If you have worked with previous sponsor for less than 2 years, your automatic 6-month labour
ban can be removed by GIROT TRADING CO LLC only if you have the relevant educational
degree as below:
Graduation Degree or above for any Managerial level position under the Ministry of Labour
Standard Classification for All Occupations Booklet
Higher Secondary School Certificate for any Supervisory level position under the Ministry of
Labour Standard Classification for All Occupations Booklet
Secondary School Certificate for any Clerical level position under the Ministry of Labour
Standard Classification for All Occupations Booklet

• If you have worked with a Free Zone company previously then GIROT TRADING CO LLC should
face no issues in processing your residence visa and labour card.

It must be noted that the 2-year period is calculated from the date of issue of the residence visa and
labour card.

LABOUR CARD
As per UAE Labour Law, all employees must have a labour card to work and earn a salary. The following
documents are required to start this process:

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1. Educational Certificates - duly attested by Ministry of Education, Ministry of Foreign Affairs and UAE
Embassy in home country and Foreign Affairs Department in the UAE
2. Clear copy of all relevant pages of passport
3. 6x Passport size colour photographs with white background

LABOUR CARD FOR EMPLOYEES ON HUSBAND OR FATHER'S SPONSORSHIP

For candidates on father’s or husband’s sponsorship who are employed by GIROT TRADING CO
LLC, the employee can choose to remain on the visa of their father or husband if desired.

However it is essential for the company to legalize the employment by applying for a Labour Card with
the Labour Office.

In addition to the delivery of the items listed above, you must also provide the following:

1. Passport copy of current sponsor (father/husband) along with residence visa page
2. Letter of "No Objection" from sponsor (father/husband) stating that he has no objection to you his
daughter/wife (full name as in passport, with passport number mentioned) working with GIROT
TRADING CO LLC. Letter must be written in Arabic - as per attached sample letter (Exhibit B).

The automatic 6-month ban is also applicable to candidates on father or husband sponsorship, who
cancel their labour card with previous sponsor and the process for removal of the ban will be the same
as in the previous paragraph.

EMIRATES ID CARD

As per UAE Law all residents require an Emirates ID Card. Employees will be required to comply with
requirements to complete the process which includes, typing of application form with personal details at
an authorized typing centre, presenting themselves for the mandatory finger-printing and photography
sessions at a Government registered centre and lastly collecting the issued Emirates ID Card sent
through courier or postal service.

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 GENERAL CONDITIONS OF EMPLOYMENT

PUBLIC HOLIDAYS
The company will adhere to all public holidays as declared under the UAE Labour Law. In addition to this the
offices of GIROT TRADING CO LLC will remain closed on 25 & 26 December on the occasion of Christmas and
Boxing Day.

In cases where a public holiday falls on a regular weekend, the declaration of compensatory off days will be
decided by the Management on a discretionary basis. The UAE currently celebrates the following public holidays
on an annual basis:

Hijri New Year - 1 day

Gregorian New Year - 1 day
Eid Al Fitr - 2 days
Waqfa day and Eid Al Adha - 3 days
Prophet Mohammed's birthday - 1 day
Isra and Miraj or the Ascension Day - 1 day
Martyr's Day - 1 day
National Day - 1 day

WORKING HOURS
The working week for employees is from Sunday to Thursday, however some employees may work more or
less days dependent on their contract and role.

Normal working hours are 8.30am to 5.30pm of which you will be required to work 8 hours per day with a 1 hour
for lunch. Time taken to commute from residence to work location is not included in the working hours.

If necessary for the proper and efficient performance of the role and duties, it is customary for employees to
work late to complete their tasks. However, any work conducted late during the weekdays is not entitled to any
overtime pay.

WORK OUTSIDE DUBAI

The Company may require you to travel to other Emirates outside Dubai or to travel overseas as part of the
requirements of the business and the role. Employees must get all travel plans approved by senior management
and should make overseas travel arrangements through GIROT TRADING CO LLC.

Work conducted anywhere outside Dubai is considered as a normal ‘working day’ and is not eligible for overtime.
Travel time taken to commute from residence to work location is also not considered as overtime.

Costs and expenses for work outside Dubai will be compensated as per the “XXXX SECTION’’

According to Article 72 of the UAE Labour Law, the following categories of employees are not eligible for
overtime:
• Senior managers or supervisors
• People holding authority over other employees

WEEKENDS
The annual sporting calendar in the UAE starts in September and finishes in June. The majority of sports events
take place on Fridays and Saturdays and the UAE hosts thousands of sporting events at weekends every year.

All employees at GIROT TRADING CO LLC are required to work from time to time on weekends during the busy
sports season and on the occasion of other important events. For such days employees will be compensated
with lieu time according to the lieu time company policy (see below).

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LIEU TIME POLICY
Time in Lieu (TIL) leave is applicable to all employees. TIL is time off in lieu for a day worked on a public holiday
and/or weekend.

Article 65 of the UAE Labour Law identifies the normal working hours for the private sector as 48 hours per
week. Therefore, lieu time will be provided to those who have exceeded 48 hours of work in any given week.

TIL should be taken as soon as possible. In all cases it must be taken within two months of the date incurred or
will thereafter be forfeited. In a time where business is seasonal, Management may introduce an exception to
this policy.

TIL leave may not be accrued nor added to an employee's annual vacation. However, TIL leave may be taken
in conjunction with annual leave, if approved by the Management.

Time in Lieu leave is not to be treated as compensation for encashment on resignation or termination of
employment.

Time in Lieu must be approved through the online HR system (Natural HR). The approved form must be handed
over to HR for recording of the same in the leave record chart of individual employee.

The procedure for applying for lieu time is as follows:

1. Administration of lieu time

• All employees must keep records of time worked at weekends
• Lieu time is provided on a half day basis or full day basis
• A half day is calculated as 4 hours and a full days is calculated as 8 hours
• Natural HR does not accept additional hours in lieu time applications, even if a full day is longer than 8
hours

2. Applying for lieu time

• All lieu time must be entered into Natural HR within the week following the event
• All lieu time must be approved by the line manager and cross-referenced with Event roster

3. Management of lieu time Approvals

• Refer to Events roster document for attendance at events
• Staff should not take advantage of lieu time for their personal benefit

4. Using lieu time

• The purpose of lieu time is to provide rest days for overtime
• Lieu time should be used as a holiday within 2 months after the event occurred
• Line managers must agree the dates for usage of lieu time
• Postponing lieu time until a later date must be approved by the line manager

5. Carryover
• In exceptional circumstances lieu time will be carried over to the following year with management
approval

PROCEDURE IN THE EVENT OF ABSENCE FROM DUTY

In the event that you are unable to come to work due to sickness or an emergency, the Company must be
informed in advance so that arrangements for cover can be made.

Employees may be granted excused absences for sickness/illness when the appropriate person is notified prior
to the start of work. Pre-scheduled medical or professional appointments (lawyers, counselors, etc.) or other
compelling reasons may also be considered as excused absences.

The procedure for alerting the company of any absence from work must be as follows:

- Pre-scheduled appointments: Inform senior management 7 days before

- Emergency/sickness: Inform senior management 1 day before /or minimum 1 hour in advance for an

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 emergency
- Message to be delivered via telephone call to obtain approval from either the COO or the CEO –
dependent on which person is your ultimate line manager
- In addition, a follow up message is to be sent via email to the Company secretary (Richelle) to ensure
the absence is filed on record

MULTIPLE DAYS ABSENCE

Should an employee be absent for work for more than two consecutive working days, the following actions are
required:

• 2 days or more, proof of sickness with a doctor’s note is required

• Message to be delivered via telephone call to obtain approval from either the COO or the CEO –
dependent on which person is your ultimate line manager
• In addition, a follow up message is to be sent via email to the Company secretary (Richelle) to ensure
the absence is filed on record

FAILURE TO NOTIFY ABSENCE

If you do not come to work and do not call in, at some point the company has the right to determine that you are
not returning to work. Thus, our rule is that unauthorized absences of three or more consecutive working days
without notifying the appropriate person will be considered as a voluntary termination, and you will be removed
from service.

If you are repeatedly absent without authorization, you could be subject to counseling, suspension and
termination.

PROBLEM RESOLUTION
GIROT TRADING CO LLC is committed to providing the best possible working conditions for its employees.
Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint,
suggestion, or question receives a timely response from supervisors and management.

The Company strives to ensure fair and honest treatment of all employees. Supervisors, managers, and
employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive
and constructive criticism.

If employees disagree with established rules of conduct, policies, or practices, they can express their concern
through the problem resolution procedure. No employee will be penalized, formally or informally, for voicing a
complaint with GIROT TRADING CO LLC in a reasonable, business-like manner, or for using the problem
resolution procedure.

If a situation occurs when employees believe that a condition of employment or a decision affecting them is
unjust or inequitable, they are encouraged to make use of the following steps. The employee may discontinue
the procedure at any step.

1. Employee presents problem to immediate supervisor after incident occurs. If supervisor is unavailable
or employee believes it would be inappropriate to contact that person, employee may present problem
to COO or any other member of management.

2. Supervisor responds to problem during discussion or after consulting with appropriate management,
when necessary. Supervisor documents discussion.

3. Employee presents problem to Divisional Head if problem is unresolved.

4. Divisional Head counsels and advises employee, assists in putting problem in writing and visits with
employee's manager(s), if necessary, and directs to COO for review of problem.

5. Employee presents problem to COO in writing.

6. COO reviews and considers problem. The COO informs employee of decision and forwards copy of
written response to HR Department for employee's file. The COO has full authority to make any
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 adjustment deemed appropriate to resolve the problem

Not every problem can be resolved to everyone's total satisfaction, but only through understanding and
discussion of mutual problems can employees and management develop confidence in each other. This
confidence is important to the operation of an efficient and harmonious work environment and helps to ensure
everyone's job security.

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 OFFICE CODE OF CONDUCT

DRESS CODE
Our primary objective is to have employees project a professional image. The following information is intended
to serve as a guide to help define appropriate business attire for all employees.

It is never appropriate to wear dirty, wrinkled, frayed, or revealing clothing to the workplace. If you are
considering wearing something and you are not sure if it is acceptable, choose something else or enquire first.

Representing some of the world’s leading sporting brands, it is mandatory to wear branded clothing to the office
and for meetings. Items will be provided by the company and additional items can be purchased on a staff
discount basis.

Listed below is a general overview of acceptable business-wear as well as a listing of some of the more common
items that are not appropriate for the office. Obviously, neither group is intended to be all inclusive. Rather, these
items should help set the general parameters for proper business-wear and allow you to make intelligent
judgments about items that are not specifically addressed.

The following would constitute attire for Business Meetings

- Shirts
- Slacks
- Dress jeans
- Casual dresses and skirts
- Polo shirts
- Sportswear
- Trainers

Examples of inappropriate clothing items that should not be worn at GIROT TRADING CO LLC include
- T-shirts
- Sweatpants
- Shorts/ short skirts
- Visible undergarments

During the Holy Month of Ramadan it is particularly important for all employees to dress modestly and respect
the local culture. Modest dress will be defined as clothing from shoulders to the knee for both men and women.
Women should wear capped sleeves as a minimum. It is better to cover more of your arm than just your
shoulders.

GOOD HOUSEKEEPING
How a workplace looks makes an impression on employees and visitors alike. A visitor's first impression of a
business is important because that image can affect whether or not business will be done. Good housekeeping
goes hand-in-hand with good public relations. It projects order, care and pride.

GIROT TRADING CO LLC office should be kept clean and orderly at all times. Work areas should be clean and
tidy. Walkways/access routes should be kept clear to allow safe egress and to eliminate tripping hazards. All
spills should be cleaned up immediately to prevent slipping injuries. Keeping storage areas uncluttered reduces
the chances of injury (or even disease) and fire. Keep machines and other objects (merchandise, boxes,
shopping, etc.) out of the center of aisles. Place trash in the proper receptacles.

KITCHEN APPLIANCES USAGE

GIROT TRADING CO LLC kitchenette is equipped with appliances like - water dispenser, refrigerator, coffee
machine, sandwich grill, toaster, electric kettle, microwave and dishwasher.

These appliances are a convenience for employees to use during the workday. Remember to be considerate of
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your co-workers as you share this benefit with them.

Below are a few guidelines on proper usage of office appliances:

- Do not eat or drink foods that do not belong to you.
- Do not leave food in the refrigerator to rot and smell. If you brought it and did not eat it, throw it away.
- Do not leave foods uncovered. This is especially important when the food has a strong odour. If your
container leaks or spills in the refrigerator, clean the spill.
- Do not rummage through your co-worker's food to see what they brought or make comments about
what they brought to eat.
- Do not be a space hog. Bring in enough food for a day or two, but don't pack the fridge or freezer with
so much food that no one else has room for their lunch.
- Do not leave your dishes in the sink. Rinse them out and place them in the dishwasher. Letting them
soak for a moment while you run to the restroom is acceptable. Leaving them there for hours is not.
- Do not forget to check for spills after using the microwave. Check not only the tray but also the walls
and the interior top. Messes are much easier to clean up when they are warm than when they are baked
on.
- Do not leave crumbs or spills on countertops or tables.
- Be responsible. Do not forget to pop into the kitchen before going on vacation. Do something with your
food, whether it is taking it home or giving it away.
- Do replace what you finish. Put a new bottle of water if you empty it, open a new box of tea bags if you
take the last one, put out a new roll of paper towels if you grab the last sheet, fill the electric kettle with
water if you have used the last cup.
- Do dispose of trash properly. Recycle when appropriate. And please, if the garbage can has a lid, close
it. No one wants to look at - and smell - the trash.

Last but extremely important - Prevent fire hazards and Save Electricity. Switch off electrical appliances after
you have finished using them. Some appliances like the sandwich grill, does not switch off automatically but
needs to be switched off after using.

HEALTH AND SAFETY POLICY

GIROT TRADING CO LLC is totally committed to the safe and efficient operation of its facilities, the goal being
to prevent all accidents, injuries and occupational illnesses of its personnel as well as its clients and visitors,
and to protect the environment.

Fire Drills with instructions on how to use firefighting equipment will be conducted from time to time. A First Aid
Kit is available on the premises and is located in the cabinet below the staircase. In case of emergency contact
the Operations Manager for assistance.

SMOKING
In keeping with GIROT TRADING CO LLC intent to provide a safe and healthy work environment, smoking is
prohibited throughout the workplace. This policy applies equally to all employees, customers and visitors.

Smoking is permitted only in the open air areas outside the office. This area must be kept clean and clear of
cigarette butts at all times.

PUNCTUALITY
Timely attendance at work is crucial to making the business run smoothly. We must meet production
requirements to satisfy our client's demands. You need to do your part in achieving this goal and one way is to
maintain a good attendance record. Any absence or tardiness becomes a part of your employment record.

Employees are expected to be at their work stations on time. Tardiness is defined as being at your work station
at least 15 minutes past your scheduled starting time. You should also notify the appropriate person when you
know you may be late for work. Being on time makes it easier for all of us because tardiness hinders teamwork
among employees. Being tardy for work or leaving the job station before quitting time will be considered cause
for corrective action.

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 REMUNERATION

MONTHLY SALARY:
Total monthly remuneration package offered will be broken down as below:
1. Basic Pay - 55% of total salary
2. House Rent Allowance - 30% of total salary
3. Transportation Allowance - 15% of total salary

Basic Pay - is 55% of the total pay package agreed between employee and employer. This is the base
pay for calculation of benefits as per UAE Labour Law.

House Rent Allowance - is 30% of total pay package agreed between employee and employer. This
allowance covers in full or part, costs towards rental of accommodation for the employee at his/her
discretion.

Transportation Allowance - is 15% of the total pay package agreed between employee and employer.
This allowance covers in full or part, costs towards transportation of the employee from residence to
place of work and back, plus any other transportation for the employee that may so be required by
nature of his/her work. It can be used towards running costs for own or hired vehicle or taxi service at
the discretion of the individual employee.

ADDITIONAL MONTHLY BENEFITS:

Standard monthly allowances include
1. Monthly Travel Expenses Contribution - AED 150

With effect from 01 January 2012 this allowance will be provided to client services team employees only
and will be provided towards their expenses for travel to client meetings within Dubai as may be required
by their nature of work.

No separate reimbursement claims for travel expenses will be made to Client Services Team
employees, with the exception of Events projects expenses that are billed directly to the client as part
of the supplier payment agreement.

2. Travel outside Dubai

In the event of travel for company business out of the Emirates of Dubai and Sharjah please refer to
Page 17.

ANNUAL BONUS OR EX-GRATIA PAYMENTS:

It is recognized that the Management may wish, from time to time, to reward employees for extraordinary
efforts made during the year.

In such cases, the management may prescribe an ex-gratia amount for individual employee or a bonus
package for the whole team as it considers appropriate. Such payment will be a "lump sum ad hoe one-
time payment" and does not constitute as an annual benefit.

REMUNERATION PAYMENT PROCESS

All Staff will receive their salaries by the end of the calendar month. Payment will be made under the
WPS (wages protection system) of Ministry of Labour and will be compulsorily transferred to the
employee's bank account.

Individual employee pay slips will be issued in the first week of every month and it will be the employee's
responsibility to check the pay slip and ensure correctness.

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Details of remuneration changes will be notified in writing once changes have been agreed.
Remuneration changes will occur due to following reasons:
1. By annual performance review
2. By promotion
3. By changing of role and/or increased responsibilities
4. By disciplinary action
5. By changing economic circumstances, force majeure

SALARY ADVANCES
In exceptional circumstances the company may consider a salary advance of up to 2 months salary of
the employee. Such salary advance would be limited to one within a 12 month period and would be
deducted from the employee's salary over an agreed period not exceeding 6 months. A 5%
management fee will be charged on each staff loan.

PRIVATE HOUSING LOANS

It is the company's general policy to discourage and minimize loans to employees. However, if there is
a proven emergency need which cannot be serviced through regular commercial lending sources, the
company may, subject to the Director's approval, grant an emergency loan or salary advance to the
employee. In all cases, no more than two month's salary is granted and this is re-payable within the
same month or in a maximum of three equal monthly installments.

PRIVATE BANK LOANS

During the course of employment, it is recognized that employees may wish to take a private bank loan,
for which they require a "Salary Statement". The company shall favourably review this, provided it is
directly associated with their living and working in the UAE and not for any matter in the home country
of the expatriate. Such statement shall be addressed to the end receiver (it is not acceptable to address
it to "Whom it may Concern") and the company shall not be held liable or responsible in any manner
whatsoever on the end use of such issued letter.

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 EXPENSES CLAIMS AND REIMBURSEMENTS

REIMBURSEMENT OF BUSINESS TRAVEL EXPENSES:

GIROT TRADING CO LLC will reimburse employees for reasonable business travel expenses incurred
while on assignments away from the normal work location. All business travel must be approved in
advance by the immediate Line Manager.

Employees whose travel plans have been approved should make all travel arrangements through
GIROT TRADING CO LLC Central Services Department. When approved, the actual costs of travel,
meals, lodging and other expenses directly related to accomplishing business travel objectives will be
reimbursed by GIROT TRADING CO LLC. Employees are expected to limit expenses to reasonable
amounts.

Expenses that generally will be reimbursed include the following:

• Airfare or train fare for travel in coach or economy class or the lowest available fare.
• Car rental fees, only for compact or mid-sized cars.
• Fares for shuttle or airport bus service, where available, costs for public transportation for other
ground travel.
• Taxi fares, only when there is no less expensive alternative.
• Cost of meals, no more lavish than would be eaten at the employee's own expense.
• Tips, not exceeding 15% of the total cost of a meal or 10% of a taxi fare.
• Charges for telephone calls, fax, internet and business center usage for business purposes.
• Charges for laundry and valet services, only on trips of five or more days. (Personal
entertainment and personal care items are not reimbursed.)

Employees are encouraged to use their cellular telephone or calling cards when travelling, as hotel
charges are excessive.

Employees who are involved in an accident while travelling on business must promptly report the
incident to their immediate Line Manager. Vehicles owned, leased, or rented by GIROT TRADING CO
LLC may not be used for personal use without prior approval.

Cash advances of AED 250/= per day to cover reasonable anticipated expenses may be made to
employees, after travel has been approved. When travel advances are needed, employees should
submit a written request to their Line Manager and forward to Accounts Department a minimum of two
working days in advance.

When travel is completed, employees should submit completed travel expense reports within 15 days.
Reports should be accompanied by receipts for all individual expenses. Expenses not supported by
receipts will not be reimbursed. Submitting a signed off credit payment slip is not valid proof of expenses
incurred and a receipt with details of costs must be submitted for proper reimbursement.

Employees should contact their Line Manager and/or the Finance Manager for guidance and assistance
on procedures related to travel arrangements, travel advances, expense reports, reimbursement for
specific expenses, or any other business travel issues.

Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not
incurred by the employee, can be grounds for disciplinary action, up to and including termination of
employment.

REIMBURSEMENT OF OTHER EXPENSES FOR COMPANY BUSINESS:

Members of the staff may be required from time to time to incur expenses on behalf of the company
during the course of their dealings with clients. Such expenses may include entertainment of clients,
travel with client to other Emirates, etc.

In the event that staff need to incur such expenses all such expenses must be approved in advance and
in writing by the Line Manager. When pre-approval is not obtained for whatever reason, post- approval
must be obtained and handed over with relevant reimbursement claim form (Exhibit C) and valid receipts
for all expenses, big or small. Submitting a signed off credit payment slip is not valid proof of expenses

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incurred and a Cash Receipt with details of costs must be submitted for proper reimbursement.

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 MEDICAL BENEFITS

Medical coverage is extended to all employees who are sponsored by the company or who have a
labour card from our company. All employees are automatically enrolled under the company Group
Medical Insurance Scheme from the month following the successful processing of their residence visa
or labour card. However, this is only possible with the cooperation of the employee to provide all
necessary information quickly for the visa processing.

The group medical insurance is renewed on an annual basis on 01 October every year. Brief information
of our current medical coverage is given below.

Our insurance agency (or brokers) is NASCO Karaoglan and DAMAN is our insurers. Salient features
of our current medical coverage are:

Insurers DAMAN
Coverage Benefits AED 250,000/=
Territorial Area UAE, GCC, Middle East, Indian Sub Continent, South East Asia
Basic Up to indemnity limit
Pre-existing conditions Up to AED 12,500/=
Chronic Up to indemnity limit (if not pre-existing)
Maternity Not covered
Dental Up to limit of AED 2,000/= per year
With 20% co-insurance + AED 50/= deductible
Deductibles AED 25/= per visit
OPD Coverage Network - Actuals 100%
Non-Network - AED 450/= for specialist
AED 350/= for GP
In-Patient Coverage Network - Actuals 100%
Non-Network- 80% on R&C (reasonable and customary charges)
Mortal Remains Lump sum AED 50,000/=

COVERAGE OF FAMILY MEMBERS

GIROT TRADING CO LLC medical insurance policy is extended to employees only and family members
of the employee are not covered by the company.

However, if employees wish to include their immediate family members - restricted to spouse and/or
children - to the company group medical insurance scheme, then they must advise their intent to do so
on or before 01 April every year to enable the company to generate separate quotes for their family
members.

In the event that employees accept the quotes for coverage of their family members, then the company
will so include the family member and arrange the payment of annual premium on their behalf. This
amount will subsequently be debited to the respective staff account and the amount will be recovered
in one or maximum two installments from the employee.

REIMBURSEMENT IN THE EVENT OF NON-COVERAGE:

Employees who have their own personal medical coverage and do not wish to be covered under the
company Group Medical Insurance Scheme will be entitled to reimbursement of the actual cost of
medical insurance under our Group Medical Coverage Policy.

Reimbursement of medical insurance costs will be made only upon successful completion of the
probationary period and upon request from the non-covered employee, subject to production of valid
medical card within 3 months of reimbursement.

In the event that the service of the employee is terminated, for whatever reason, pro rata recovery of
insurance amount paid will be made from the final settlement.

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 LEAVE BENEFITS

ANNUAL LEAVE:
All employees are entitled to 22 working days vacation leave for every year in service. For the purpose
of this manual, this type of leave will be referred to as "earned leave" or "annual leave" for all HR
purposes.

With effect from 01 January 2019, carry-over of vacation days earned during previous years will not be
allowed and will automatically lapse.

In exceptional cases, where vacation leave is not sanctioned due to work commitments, carry-over or
encashment of leave may be permitted at the discretion of the Management.

Leave availed in advance will be approved at the discretion of Management. However, in the event that
the employee leaves the company employment for whatever reason, pro rata leave for the period
actually employed will be calculated and any excess leave availed will be recovered from the final
settlement.

SICK LEAVE:
An employee is NOT entitled to any paid sick leave during the probationary period. Days of absence
during the probationary period will be treated as "leave without pay" and pro rata salary will be deducted
for such days of absence.

After successful completion of the probationary period, an employee is entitled to paid sick leave not
exceeding 90 days, successive or otherwise, in respect of each year of service, to be calculated as
follows:.
1. The first 15 days - with full pay
2. The next 30 days - with half pay
3. Any subsequent periods - without pay

An employee who avails of sick leave of minimum 2 consecutive days or more must submit to their Line
Manager and HR, a medical certificate for the purpose of verifying the illness.

Permission for sick leave must be obtained directly with the staff member's Line Manager via telephone
call before 8:30 am on the day of the illness. Should an employee demonstrate repeated absence in the
office due to sick leave, the management has the right to question the staff member on their commitment
and/or investigate the cause of illness.

MATERNITY LEAVE:
A female employee, who has completed more than one year of continuous service in the company, is
entitled to maternity leave with full pay for a period of 45 days, including both pre and post natal periods.

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A female employee who has not completed one year of continuous service in the company will be
entitled to maternity leave with half pay.

A female employee who has exhausted her maternity leave may be absent from work without pay for a
maximum period of 100 consecutive or non-consecutive days, if such absence is due to an illness
preventing her from resuming her work. A medical certificate issued by a duly authorized medical
institution or authenticated by a competent health authority confirming that the illness is a result of
pregnancy or delivery must document such illness.

The leave period provided for above will not be deducted from other leave periods.

During the 18 months following her delivery, a female employee nursing her child will be entitled to two
additional breaks each day for this purpose of nursing, neither of which shall exceed half an hour. These
two additional breaks shall be considered as part of the working hours and shall not entail any reduction
of wage.

PATERNITY LEAVE:
A male employee who has completed more than one year of continuous service in the company, is
entitled to "paternity leave" with full pay for a period of 3 days at the time of birth of his child.

TIME IN LIEU LEAVE:

Time in Lieu (TIL) leave is applicable to all employees. TIL is time off in lieu for a day worked on a public
holiday and/or day off.

TIL should be taken as soon as possible. In all cases it must be taken within two months of the
date incurred, or will thereafter be forfeited. In a time where business is seasonal, Management
may introduce an exception to this policy.

TIL leave may not be accrued nor added to an employee's annual vacation. However, TIL leave may
be taken in conjunction with annual leave, if approved by the Management.

Time in Lieu leave is not to be treated as compensation for encashment on resignation or termination
of employment.

Time in Lieu must be approved in writing by the Head of Department on a monthly basis in the "Time in
Lieu Form" (Exhibit D) of the company. The approved form must be handed over to HR for recording of
the same in the leave record chart of individual employee.

COMPASSIONATE LEAVE:
Compassionate leave is a courtesy extended by the company, it is not an employee right, and is subject
to satisfactory proof that is acceptable and approved by the company.

Compassionate leave is granted in the event of serious illness or death of the employee's immediate
family, (by definition the immediate family is defined as the spouse, parent, children or grand-children
or grand-parents of the employee).

The period of paid absence shall be a maximum of 5 working days.

LEAVE WITHOUT PAY:

In the event that an employee has exhausted all available leave, the Management may under special
circumstances and at its sole discretion grant "leave without pay" to any employee.

The period of "leave without pay" does not accrue any earned leave and proportionate reduction of
earned leave will be made either pre or post "leave without pay" period as the circumstance requires.

CREDITING OF LEAVE DAYS

All employees will be credited with annual leave of 22 days on the first day of January every year.

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For those employees who join between January and December, annual leave will be credited on a pro-
rata basis at 1.84 working days for every completed month of service until the next annual credit
becomes due.

CALCULATION OF LEAVE DAYS:

Earned Leave or Annual Leave is calculated as working days and intervening weekends and holidays
are not counted as "leave days".

"Sick Leave", "Leave with half pay" and "leave without pay" are all calculated as calendar days and
intervening weekends and holidays are included in the calculation of total days.

For example - if an employee has reported "sick" on Thursday and again on Sunday, then he/she would
have availed 4 sick days. If on the other hand he/she reports "sick" on Thursday and reports to duty the
following Sunday, then he/she would have availed 1 sick day only. It works the same way for "leave with
half pay" and "leave without pay".

Prior to this manual "sick leave" was being treated as working days only and weekends/holidays were
not included in the calculation of the number of sick days. However, as per UAE Labour Law, sick leave
calculation is based on calendar days and moving forward, GIROT TRADING CO LLC will now adhere
to this policy.

Sick Leave cannot be taken in conjunction with any other type of leave unless it is accompanied by a
doctor's certificate. For example, if an employee has taken leave on Sunday and then he/she reports in
sick on Monday and does not submit a doctor's certificate, then it will be calculated as 2 days leave and
deducted from annual leave balance.

PAYMENT OF SALARY WHILE ON LEAVE:

All employees are entitled to salary in full, inclusive of basic wage, housing allowance, transportation
allowance and salik allowance. Such salary shall be calculated on the basis of the last drawn salary.

Before an employee proceeds on annual leave, he/she shall be paid the full salary due for the period
worked by him/her plus the leave pay prescribed under UAE Law

With the introduction of the "Wages Protection System" or WPS by the Ministry of Labour in February
2010, the company is required by law to pay salaries directly into the bank accounts of individual
employees. In view of the Ministry of Labour requirements, salary prior to proceeding on leave will be
directly transferred to individual bank account three working days prior to date of leave, if so requested
by the employee. If no request has been made, salary will be transferred along with the monthly salaries
of all staff.

LEAVE APPROVAL PROCESS:

Annual vacation leave is mandatory according to UAE Labour Law. However, the time of annual
vacation is subject to the discretion of the management of the company after taking into account the
seasonal nature of our business. This discretion shall however be exercised reasonably.

All staff must apply for their leave through the online HR system (Natural HR) giving a minimum of 2
months notice to enable the company to make suitable arrangements for distribution of workload.

In cases where "emergency" leave is required by any employee, the applications may be approved at
short notice, subject to a maximum of 2 weeks leave.

Applications for Annual and Maternity leave must be first be sent to management for checking balance
availability and then forwarded to the Head of Department for formal approval of dates.

Information on Sick and Compassionate leave approved by the Head of Department must be duly
emailed to HR for recording of leave dates.

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 ANNUAL TICKET BENEFITS

For the purpose of this manual "hometown" is defined at the city in home country of the employee as
declared at the time of employment.

All expatriate staff will qualify for annual leave ticket to hometown after the completion of 1 year (12
months) continuous service.

In all cases, the ticket is for a direct flight to hometown and will be the "cheapest available economy
excursion fare by regular airlines" unless otherwise specified in letter of appointment. At the time of
ticketing, preference will be given for flights operated by the national carrier of Dubai or the home country
carrier.

No member of staff will be entitled to more than one ticket per year of continuous service.

With effect from the financial year starting 1st September 2011 the Company has discontinued the policy
of booking the annual ticket flights for employees. Instead, the value of annual ticket entitlement will be
reimbursed to each employee immediately upon completion of the 1-year (12 months) period.

This reimbursement will be an automatic process and will be paid by bank transfer along with salary in
the month following the completion of the 1-year period.

The amount of reimbursement will be based on the sector of travel and will be limited to fares as below:

ANNUAL TICKETS REIMBURSEMENT RATE

Continent Sectors Approved Amount (AED)
Europe Dubai - Amsterdam - Dubai 3,500.00
Dubai - Cork - Dubai 3,500.00
Dubai - Glasgow - Dubai 3,500.00
Dubai - Stockholm - Dubai 3,500.00
Dubai - London - Dubai 3,500.00
Australia & New Zealand Dubai - Melbourne - Dubai 4,500.00
Dubai - Auckland - Dubai 4,500.00
Canada & America Dubai - Toronto - Dubai 4,500.00
Dubai - New York- Dubai 4,500.00
Dubai - Buenos Aires - Dubai 4,500.00
Middle East Dubai - Tunis - Dubai 3,000.00
Dubai - Amman - Dubai 2,500.00
Dubai - Beirut - Dubai 2,500.00
Asia Dubai - Manila - Dubai 3,500.00
Dubai - Cochin - Dubai 2,500.00
Dubai - Goa - Dubai 2,500.00
Dubai - Mumbai - Dubai 2,000.00
Dubai - Karachi - Dubai 2,000.00

The rate of reimbursement will be reviewed from time to time by GIROT TRADING CO LLC
management, subject to prevailing global market and economic conditions.

Annual ticket fare is an additional company benefit provided to all employees and in the event of
termination or resignation from service, no employee will be entitled to pro-rata payment against annual
ticket.

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 TERMINATION & SEVERANCE PAY

EMPLOYMENT TERMINATION:
An employment contract may terminate in either of the following cases:
• Resignation - initiated by an employee
• Termination - initiated by the employer
• Layoffs - initiated by the employer for non-disciplinary reasons
• Retirement - initiated by an employee meeting age and/or length of service

Employment contracts are for an indefinite term and the employee may terminate a contract for any
valid reason by giving the employer due notice in writing as per signed Employment Agreement.

Likewise in the case of termination of services by the employer, the employee must be served with
due notice as per Employment Agreement.

Layoffs are workforce reductions caused by changing economic conditions or lack of available work.
Economic downturns may cause the need for large workforce reductions which may lead to mass
layoffs. Departmental job needs and budgets may lead to routine layoffs at management discretion. In
the event of layoffs, employees will be given due notice as per employment agreement and will be
entitled to all end-of-service benefits under UAE Law.

NOTICE PAY:
An employee shall be entitled in respect of the notice period, to full pay, calculated on the basis of his/her
last wage and shall continue to perform his/her duties during that period if the employer so requests.

Compensation in lieu of notice shall be calculated on the basis of the last wage received, in the case
of monthly, weekly and daily paid employees.

GRATUITY OR SEVERANCE PAY BENEFITS:

All GIROT TRADING CO LLC employees are on an indefinite term labour contract under the UAE Labour
Law.

An employee who has completed one or more years of continuous service shall be entitled to gratuity
(or severance pay under Article 132 of UAE Labour Law). The gratuity shall be calculated as follows:
1. 21 days wage for each of the first five years of service.
2. 30 days wage for each additional year of service provided always that the aggregate amount
of gratuity or severance pay should not exceed two years' wage.

When an employee under an indefinite term contract resigns after a continuous service of not less than
one year and not more than three years, he/she shall be entitled to one-third of the gratuity or severance
pay provided for - i.e. one-third of 21 days which is equivalent to 7 days pay for each completed year of
service.

In the event that his/her continuous service exceeds three years and is less than five years, he/she shall
be entitled to two-thirds of the said gratuity or severance pay provided for under this law - i.e. two-third
of 21 days which is equivalent to 14 days pay for each completed year of service.

PERIOD OF SERVICE FOR GRATUITY PAYMENT:

The period of service of an employee for the purpose of gratuity or severance pay calculation will be
the first day from which an employee starts work until the last day of service in the company.

An employee shall be entitled to gratuity for any fraction of a year he/she actually served, provided
that he/she has completed one year of continuous service.

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GRATUITY CALCULATION:
Gratuity or severance pay shall be calculated on the basis of the last wage due for monthly paid
employees.

The wage used as a basis for calculating gratuity or severance pay shall not include whatever is given
to an employee in kind, like housing allowance, transport allowance, travel allowance, overtime pay,
representation allowance, cashier's allowances, children education allowance, allowances for
recreational and social facilities and other bonuses or allowances.

The company will deduct any amounts owed by an employee from the latter's gratuity or severance pay.

In the event of the death of an employee, his/her gratuity or severance pay shall be paid to his/her legal
heirs.

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 REPATRIATION BENEFITS

COSTS REIMBURSED UPON EXPIRY OF CONTRACT:

Upon expiry of contract or termination of the contract, should the employee have no other
employment and be leaving the UAE permanently, the company will bear the cost of the employee's
repatriation to his/her point of hire or to any other point that was mutually agreed upon.

Where an employee joins another employer upon expiry of his contract or termination of contract, the
company is not liable to pay the employee any costs toward repatriation.

Where the reason for the termination of the contract is attributable to the employee, his/her
repatriation shall be at his own expense if he has the means to pay.

"Repatriation expenses" is limited to the value of the employee's travel ticket to the point of hire or any
other point as mutually agreed.

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 COMPANY VEHICLES

COMPANY VEHICLE USAGE

The company vehicle and driver is hired for the purpose of company work. This does NOT include the
use of vehicle and driver for employee's personal work.

COMPANY VEHICLE MAINTENANCE

The company vehicle and its flawless maintenance is the responsibility of the driver. These
responsibilities include but are not limited to the following:

- Careful management of petrol usage & costs

- Weekly vehicle cleaning
- Maintenance of vehicle branding
- Tire pressure / Air / Coolant etc.
- Annual servicing

DRIVER SCHEDULE
A log for the usage of driver and company vehicle is managed centrally by Reception.

For all requirements of the driver, an email must be sent to the Reception or other nominated staff
preferably a day in advance to ensure advance planning and avoid delays or double trips to the same
area.

The email must have the following information:

1. Delivery requirement
2. Level of urgency
3. Contact person name, company name and location if available
4. Contact phone number - landline and/or mobile
5. Time of collection/delivery, if specific time required.

To make collections and deliveries most cost-effective, trips to far-away areas like Jebel Ali, Media City
and Sharjah will be scheduled minimum of 2 days in advance, unless very urgent.

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 COMPANY ASSETS
USE OF GENERAL OFFICE EQUIPMENT
Equipment essential in accomplishing job duties is often expensive and may be difficult to replace.
When using property, employees are expected to exercise care, perform required maintenance and
follow all operating instructions, safety standards and guidelines.

If any equipment, machines, or tools appear to be damaged, defective, or in need of repair, the Line
Manager must be notified. Prompt reporting of damages, defects and the need for repairs could
prevent deterioration of equipment and possible injury to employees or others.

The improper, careless, negligent, destructive or unsafe use or operation of equipment can result in
disciplinary action, up to and including termination of employment.

USE OF INDIVIDUAL COMPANY GIVEN ASSETS

Office equipment that is classified as company assets are - laptop, iPad, mobile phone or blackberry.
An asset will be provided by the company to any employee for official business use only. It is very
important to understand that these assets are to be used for the company's business purposes only
and should be used carefully and prudently.

The employee will strictly adhere to the following conditions for use of company assets:
1. It is the responsibility of the employee to use and maintain the company assets carefully and
also be responsible for any damage or loss of the property. In case of damage the cost of damages
will have to be borne by the employee and in case of loss of property the employee will be liable to
pay the company the written down value of the property at the time of loss.

2. Data in the Asset is the property of the Company and under no circumstances shall the
employee copy it or destroy it for their own benefit or use it for non-business purposes.

3. The asset along with the password shall be returned to the IT Department before proceeding on
vacation - unless otherwise specified in writing by the Management.

4. Upon resignation or end of service, the employee shall return the Asset to the company with all
client data intact.

In the case of assets like mobile/blackberry phones, GIROT TRADING CO LLC will own the handset
and the sim card and will be responsible to pay the following costs only:
• The monthly rental charges
• The charges for all outgoing official calls upon receipt of bill and upon due identification by the
employee

It is the responsibility of each employee with company mobile/blackberry to identify outgoing calls
immediately upon receipt of bills. Personal call charges will be deducted from the respective
employee's salary, or it may be paid in cash to Accounts Department.

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