HR Policy Manual 2011

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Ý Asad Rana BA - 307 - 026
Amna Afzal BA - 307- 118
Ý Yasir Rashid BA - 307 - 087
Ýaria Javed BA - 108 - 012

Sir Atif Rana
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Revised Ýay, 2011
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Telenor has been a pioneer in the development of modern telecommunications Based on
experience from a demanding domestic market, Telenor has developed advanced solutions
in satellite and mobile communications and taken these to an international market Telenor
will continue to be a driving force in the development of new solutions, primarily within
mobile communications
!!!#
Telenor is committed to creating, developing and launching new solutions that simplify our
customers' workday We believe that by simplifying our own organization and routines we
can achieve competitive power and value-creation
!!!#
To maximize shareholder value through profitable growth by providing innovative satellite
communications solutions to selected customer segments

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1c Absenteism 5
2c eaves of Absence 7
3c rugs and Alcohol Abuse 9
c arrasment Policy 10
5c rientation Policy 12
6c iring Policy 15
7c Promotion Policy 19
8c vertime Policy 22
9c Smoking Policy 2
10 c Training Policy 25
11 c Complaint Policy 31
12 c isciplinary Actions 33
13 c Seperation Policy 38
1 c Equal Employment ppurtunity 0
15 c Security Policy 1
16 c Paydays
17 c Compensation and Benifits 5
18 c Gifts and Gratitudes 8
19 c Safety and ealth 9
20 c Personnel Records 52
21 c Exit Interviews 55
22 c References Policy 58
23 c ayoff Policy 62
2 c Bulletin Boards Policy 63
25 c Work ours 6
26 c Employment of Relatives 65
27 c Probationary Period 66
28 c Performance Appraisal 69
29 c Confidentiallity Agreement 76

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All employees are required to report to work as scheduled and on time Employees not at their work
stations ready to work at the scheduled time are late Each epartment ead must inform the
employees in their department in writing about the procedure for notifying the appropriate
person(s) when the empployee is going to be late or absent
All employees who do not get to work on time should notify to their manager/supervisor within 1
hour prior to when their shift time begins If the absence is going to be longer then one day, the
employee should give an expected date of return When returning to work after an illness, the
employee is expected to provide their manager/supervisor with a medical report Your physician
may be contacted by the company to validate your medical report
Employees who are absent 3 consecutive days without notification to the mangement, will be eligble
for immediate termination
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It is the policy of this company to grant leaves to all employees on a consistent basis without regard
to race, color, national origin, sex,religion, age or disability All employees are allowed upto 12 weeks
of unpaid leave a year under particular circumstances, that are critical to the employees or their
family members
eave may be taken:
îc on the birth of an employee's child ( Ýaternity eave);

îc on the placement of a child for adoption or foster care with an employee;
îc on the death of the employee's spouse, spouse's parents, children, brothers, sisters,
grandparents and grandchildren ( Breavement eave)
îc when an employee is needed to care for a child, spouse, or parent who has a serious
îc health condition; or
îc when an employee is unable to perform at least one of the essential functions of his or her
îc position because of the employee's own serious health condition
Employees can take upto five (5) days of breavement leave An employee shall notify the supervisor
on or before th first day of such absence Requests for leave must be submitted on or before the first
day the employee returns to work The request for leave must show the name, relationship and the
date of death of the employees immediate family member
The company will require medical certification to support a claim for leave for an employee's own
serious health condition or to care for a seriously ill child, spouse, or parent For the employee's own
medical leave, the certification must include a statement that the employee is unable to perform at
least one of the functions of his or her position For leave to care for a seriously ill child, spouse, or
parent, the certification must include an estimate of the amount of time that the employee is
needed to provide care
It is our companys policy that all employees should be entitled to paid annual leave for 21 days every
year The purpose of this policy is to provide an extended period of leisure time during which
employees can have a break from work, relax and therefore, return to their jobs refreshed
After completion of two years of continuous service, employees annual leave entitlement will
increase by 1 day to 21 days, after 5 years continuous service this will increase by 3 days to 2 days
and then after 10 years of continuous service this will increase by a further 3 days to to 27 days
anuual entitlement
All absence leaves can only be taken subject to agreement with the manager, so before any
commitments are made, employees should discuss any requests for leave with the appropriate
manager to ensure that these dates are mutually convinient Annual leave can be added to
maternity or medical leave by negotiation with the manager
If for any reason, the employee knows that they will be late returning from the leave, they must
contact their manager and notify their late return as soon as possible Any absence not accounted
for will be treated as unauthorised absence Failure to inform the appropriate person will make the
employee liable to disciplinary action for unauthorised absence which may include termination
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Telenor has a vital interest in maintaining a safe, healthy, and efficient working environment Being
under the influence of a drug or alcohol on the job poses serious safety and health risks to the user
and to all those who work with the user The use, sale, purchase, transfer, or possession of an illegal
drug in the workplace, and the use, possession, or being under the influence of alcohol also poses
unacceptable risks for safe, healthy, and efficient operations
Telenor has the right and obligation to maintain a safe, healthy, and efficient workplace for all of its
employees, and to protect the organization͛s property, information, equipment, operations and
reputation This policy applies to all departments, all employees
he use, sale, purchase, transfer, or possession of an illegal drug or of alcohol by any employee while
on the company's premises is prohibited Any employee who possesses, distributes, sells, attempts
to sell, or transfers illegal drugs on the company premises will be discharged
Any employee who is found to be in possession of or under the influence of alcohol in violation of
this policy will be subject to disciplinary action which may include termination
An employee whose medical therapy requires the use of a legal drug must report such use to his or
her supervisor prior to using it during workhours The supervisor who is informed will contact
Telenor's designated human resources officials for guidance
As a condition of employment, all employees are required to abide by the terms of this policy and to
notify Telenor's management if any drug violation is occurring in the workplace&
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The most productive and satisfying work environment is one in which work is accomplished in a
spirit of mutual trust and respect arassment is a form of discrimination that is offensive, impairs
morale, undermines the integrity of employment relationships and causes serious harm to the
productivity, efficiency and stability of our organization
All employees have a right to work in an environment free from discrimination and harassing
conduct, including sexual harassment arassment on the basis of an employee's race, color, creed,
ancestry, national origin, age ( 0 and over), disability, sex, arrest or conviction record, marital status,
and sexual orientation is prohibited under this policy
arassment may manipulative and is not always evident It does not refer to occasional compliments
of a socially acceptable nature It refers to behavior that is not welcome and is personally offensive
Any employee who believes he or she is being harassed, or any employee, who becomes aware of
harassment, should promptly notify his or her supervisor If the employee believes that the
supervisor is the harasser, the supervisor's supervisor should be notified If an employee is
uncomfortable discussing harassment with his or her supervisor, the employee should fill the
complaint form and contact the ead of department You will also have the choice to file an official
police report c
pon notification of a harassment complaint, a confidential investigation will be promptly

commenced and will include direct interviews with involved parties, and where necessary, with
employees who may be witnesses or have knowledge of matters relating to the complaint The
parties of the complaint will be notified of the findings and their options
Telenor views harassment to be among the most serious breaches of work place behavior
Consequently, appropriate disciplinary or corrective action, ranging from a warning to termination,
can be expected
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gew employees undoubtedly have questions when beginning a new position

Consequently, TEEgR has developed an orientation program to introduce and welcome
these individuals to the organization
n or before the first day of employment, the uman Resources epartment shall conduct
an orientation session with new employees to complete necessary employment documents,
review key company policies and compensation terms, explain benefit and reward systems,
and provide any other human resource related information needed to orient and integrate
the employee into TEgR's service The topics covered shall be documented and placed in
the employee͛s personnel file
got all training can or should be done on the first day The orientation sessions should be
timed to best match the needs of the workplace and the work done, but be sure all areas
are covered
uring the first week of employment, the employee͛s supervisor shall review the company͛s
history, organizational structure, job content, performance and safety standards, working
conditions, promotional opportunities, and any other matters of operational importance
needed to orient and integrate the employee into company service The topics covered by
the supervisor shall be documented on a form by the newly hired employees, provided by
the uman Resources epartment The uman Resources epartment shall place the
signed form in the employee͛s personnel file uring the introductory period, the supervisor
shall meet with the employee a minimum of once per week to respond to questions and
provide constructive feedback concerning performance

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Company Safety Explain safety rules that are specific to your company
Rules
Company Policies Explain the health, safety and wellness policies of your company
Previous Training Ask the employee if she/he has taken any safety training
Training Provide any necessary safety, environmental, compliance or

policy/procedural training
ealth and Safety Inform the health and safety specialist that a new employee has
joined the company who may need safety training Arrange for this
training and education to occur
Potential hazards Tour your work areas and facility and discuss associated work area
hazards and safe work practices
Emergency Show and explain how to use emergency eyewashes and showers,
Procedures first aid kits, fire blankets, fire extinguishers, fire exits and fire alarm
pull boxes, as applicable emonstrate the evacuation procedures
Products Food and Explain that food and beverages are only permitted to be stored in
Beverages refrigerators in the cafetaria
Emergency Review the company's Emergency Evacuation Plan and explain the
Evacuation evacuation signals and procedures, point out proper exit routes and
the designated assembly area for your Branch
In Case of Injury or Review the reporting procedures in the event of an injury and/or
Illness accident
Emergency Contact Provide a list of names, addresses, phone numbers and fax numbers
of the persons who must be contacted in case of emergency
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îc Confirm that employee has a copy of employee handbook
and that he has read and understood it ( )
îc Introduce the employee to the co-workers ( )
îc Introduce the employee to their new job and provide
necessary training ( )

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Supervisor's Signature Employee's Signature
R approval:((((((((((((((((((((((((( ate:(((((((((((((((((((((((((((
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It is the policy of Telenor to be an equal opportunity employer and to hire individuals on the basis of
their qualifications and ability to do the job to be filled nless otherwise provided in writing,
employment with the company is considered to be at will, so that either party may terminate the
relationship at any time and for any lawful reason
Supervisors and department heads who need to fill a job opening or want to add a new job position
should submit an employment requisition to the uman Resources epartment for approval All
requisitions will be reviewed, but those for new job positions will be evaluated in greater detail
before being approved
The company normally will try to fill job openings above entry level by promoting from within, if
qualified internal applicants are available In addition, the company normally will give consideration
to any known qualified individuals who are on lay off status before recruiting applicants from
outside the organization
!
If candidates from within the company are to be considered for job openings, the uman Resources
epartment will post the openings in accordance with procedures contained in promotion policy
Current employee candidates for the openings will be considered and processed
" !
If candidates from outside the company are to be considered for job openings, the uman
Resources epartment will be responsible for recruiting the candidates and should use the
recruitment methods and sources it considers appropriate to fill the openings
!
When candidates from outside the company are to be considered for job openings, the following
procedures should be implemented:
îc Any candidate for employment must fill out and sign an employment application form in
order to be considered for hiring pon completion of the application, the candidate
becomes an applicant for purposes of the companies recordkeeping
îc Applicants determined to be qualified for consideration for available job openings will be
interviewed by the uman Resources epartment and given any tests required for the job
îc If the uman Resources epartment determines that the applicant is qualified for
employment, a second interview should be arranged between the applicant and the head of
the department with the job opening
îc The department head has the responsibility to determine whether an applicant has the
technical qualifications for the open position and meets the other job-related criteria
necessary to perform the job The decision whether to hire the applicant is to be made by
the department head, but also must have the approval of the uman Resources
epartment
îc If the background, medical, or any other subsequent investigation discloses any
misrepresentation on the application form or information indicating that the individual is
not suited for the Company, the applicant will be refused employment or, if already
employed, may be terminated
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game:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX ate:XXXXXXXXXXXXXXXXXXXXX
gIC( gational Identity Card) no XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
Present Address:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
City:XXXXXXXXXXXX Postal code:XXXXXXXXXXX
If under 18, please list age XXXXXXXXX
Position applied for (1) XXXXXXXXXXXXXXXXXXXXXXXX ays/hours available to work :XXXXXXXXXXXXXXX
and salary desired (2) XXXXXXXXXXXXXXXXXXXXXXXX
Employment desired: XXXX F-TIÝE gY XXXX PART-TIÝE gY XXXX F- R PART-TIÝE

TYPE F SC
gAÝE F SC CATIg/ARESS gÝBER F YEARS ÝAJR &
CÝPETE EGREE
AVE Y EVER BEEg CgVICTE F A CRIÝE? XX go XX Yes
If yes,explain number of conviction(s), nature of offense(s) leading to conviction(s), how recently such
offense(s) was/were committed, sentence(s) imposed, and type(s) of rehabilitation
XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
Y AVE A RIVER͛S ICEgSE? XX go XX Yes
river͛s license number XXXXXXXXXXXXXXXXXXXXXXXXXXXX Expiration date XXXXXXXXXXXXXXXXXXXXXX
What is your means of transportation to work?

XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
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WRK EXPERIEgCE

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game of last Employment ates Pay or Salary

game of EmployerXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX supervisor
AddressXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX From: Start:
XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
City XXXXXXXXXXXXXXXXX To: Final:
Phone no XXXXXXXXXXXXX
Your last job title:
Reason for leaving( be specific)
ist the jobs you held, duties performed, skills used or learned, advancements or promotions while you worked at this company


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Ýay we contact your present employer? XX Yes XX go
id you complete this application yourself XX Yes XX go

If not, who did? (explain)

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I clarify that all information provided in this employment application is true and complete I understand that any false information or
omission may disqualify me from frther consideration for employment
I authorize and agree to co-operate in a thorough investigation of all statements made herein and other matters relating to my
background and qualifications
I understand I may be required to successfully pass a drug-screening examination I hereby consent to pre and post-employment drug
screen as a condition of my employment if required
I gERSTAg TAT TIS APPICATIg ES gT CREATE A CgTRACT F EÝPYÝEgT gR GARAgTEE EÝPYÝEgT FR AgY
EFIgITE PERI F TIÝE I gERSTAg TAT I AVE BEEg IRE AT TE WI F TE EÝPYER Ag ÝY EÝPYÝEgT ÝAYBE
TERÝIgATE AgY TIÝE WIT R WITT gTICE
I have read and understood these statements and consent to these statements by my signature
Signature:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX ate:XXXXXXXXXXXXXXXXXXXXX
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It is the policy of the company fill positions by promoting current employees rather than
hiring from outside the company The purpose of this policy to help employees experience
their full potential
This policy and procedure applies to all departments and employees of the company
Employee has to complete at least a minimum of 1 year prior to being eligible for any kind
of Promotion
All managers are accountable for identifying the staffing needs of their department and the
qualifications for each posi tion within their department
When a position becomes available, the supervisor to whom that position reports will first
decide whether to fill the position from within or from outside the company, based on the
position͛s requirements This decision is to be reviewed with and approved by the person to
whom the manager reports If the position is to be filled from within the company, the
supervisor will assist the R department in determining wether there are eligible candidates
in the company Candidates f or promotion will be selected on the basis of performance
evaluation form The supervisor will be assisted by the R department to complete the
performance evaluation forms for the eligible candidates after reviewing each candidates
personnel file
All promotions will be based mostly on ability, potential and actual performance The
company has the right to hire or promote at its discretion and in its best interests
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Consider: accuracy; neatness; timeliness; attention to M utstanding
detail; volume/quantity requirements; adherence to M Exceeds Requirements
duties and procedures in Job escription and Work M Ýeets Requirements
Instruction M geeds Improvement
M nsatisfactory
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Consider: attendance; punctuality; organization oes M utstanding
the employee stay busy; look for things to do; and M Exceeds Requirements
follow company policies and work procedures? M Ýeets Requirements
M geeds Improvement
M nsatisfactory
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For example, has the employee demonstrated the M utstanding
skill and ability to perform the job satisfactorily, M Exceeds Requirements
shown interest in learning and improving, and M Ýeets Requirements
become familiar with our rules and policies in the M geeds Improvement
Employee andbook? M nsatisfactory
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For example, does the employee cooperate and M utstanding
contribute to team efforts, respond positively to M Exceeds Requirements
suggestions and instructions or criticism, keep M Ýeets Requirements
supervisors informed of important details, and adapt M geeds Improvement
well to changing circumstances? M nsatisfactory
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gon-exempt employees under the Fair abor Standards Act are eligible for overtime for all
hours worked in excess of 0 in any work week We hope you will comply with any requests
to work overtime All overtime designated by your manager is approved overtime

The company will attempt to give as much notice as possible in this instance owever,
advance notice may not always be possible Failure to work overtime when requested may
result in discipline, up to and including discharge
olidays, vacation days, and sick leave days do not count as time worked for computing
overtime
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EÝPYEES gAÝE:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXX EÝPYE I # :XXXXXXXXXXXXXXXXXXXXXX
JB TITE:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX ATE:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
/! 2!!#
Today's ate XXXX/XXXXX/XXXXX
Anticipated date(s) of overtime:
!# #
XXXXX/XXXXX/XXXXX XXXXXXXXXXXXXXAÝ/PÝ to XXXXXXXXXXXXXXAÝ/PÝ
Estimated total overtime hours requested: XXXXXXXXXXX
-/!#
XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX

XXXX Approved XXXXX enied
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Supervisors name:(((((((((((((((((( Signature:(((((((((((((((((((( ate:((((((((((((((((((
Ýanagers name:(((((((((((((((((((( Signature:(((((((((((((((((((( ate:(((((((((((((((((
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The company maintains a smoke- and tobacco-free office go smoking or other use of tobacco products
(including, but not limited to, pipes, cigars, snuff, or chewing tobacco) is permitted in any part of the building
or in vehicles owned, leased, or rented by the company go additional breaks beyond those allowed under the
Company's break policy may be taken for the purpose of using tobacco products Employees may smoke
outside during breaks When smoking outside, do not leave cigarette butts on the ground or anywhere else
ispose of them properly in the receptacles provided for that purpose
All employees are expected to abide by this policy while at work, whether on company premises, at a
customer's site, or in vehicles owned, leased, or rented by the company
2
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Every employee has room to expand upon their skills by learning from their co-workers, training
programs and other independent means When you were selected as an employment candidate, you
already possessed some of the skills required to perform the basic requirements of your job The
purpose of training is to equip people with the necessary skills knowledge and attitudes to meet the
organisation's needs in relation to its objectives By investing in people through their training we
ensure we harness their full potential and focus their energies on the needs of the organisation
while fulfilling their need for personal development and job satisfaction Training is not a privilege to
be granted or withheld from employees, but should be undertaken after a critical appraisal
The epartment of uman Resources also provides a training and career resource center containing
videos, books, and other written materials for employee professional development
Employees have the responsibility to:-

îc Identify personal training needs in relation to their personal objectives and unit service
plans
îc Be aware of training and development opportunities open to them and request training
where appropriate to their training needs
îc Fill out a training request form to specify which skills need to be enhanced and how they
might be benificial for the company's productivity
îc Evaluate the effectiveness of training with their manager
Ýanagers' and Supervisors' main areas of responsibility are to:-

îc Identify training needs jointly with employees in relation to individual objectives
îc Formulate training plans in liaison with the Training fficer
îc Ýake all employees aware of training and development opportunities open to them, select
employees for training and brief them
îc Evaluate the effectiveness of training events in relation to service and individual objectives
with those involved
The Training fficer's role is to: -
îc Assist Ýanagers to identify and quantify training needs

îc evelop a corporate training plan annually and assist with the formulation of departmental
training plans
îc esign and organise specific training activities
Post training feedback is likely to give better picture about the relevance of training and its impact The
mechanism of this feed back will need action from both RÝ department and also from the respective
ead of the epartment After attending the training program, the employees will be required to fill out
evaluation forms which will be provided by the manager and later on will be reviewed and recorded This
data will indicate the overall improvement in the functioning of the department
25
6

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a c Please check to what extent you agree or disagree with the following statements as they
relate to this training program:
Strongly Strongly
Agree isagree
agreed disagree
bjectives of this program adequately met
Subject matter was appropriate for your

background & experience
Training will greatly assist you in your
profession / area of work
Program duration was adequate to cover all
material
Training institution͛s staff was helpful &
supportive
Trainer has good presentation skill/style,
knowledge and grip over the subject
b c ow would you plan or in what way will you apply the benefits from the course when you
return to your work place: !
26

/ !%#
Poor Average Satisfactory Very Good Excellent
6! ñ
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27

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ow has the individual͛s performance changed after this training?
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28
6 4

EÝPYEE gAÝE:(((((((((((((((((((((((((( ATE:((((((((((((((((((((((((((((((((

EPT : ((((((((((((((((((((((((((((((((((( JB TITE:(((((((((((((((((((((((((((((
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29

XXXX Approved XXXXX enied
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((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((
((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((
((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((
((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((
((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((((
%#((((((((((((((((((%!#((((((((((((((((((((!#((((((((((((((((((
S *!!#(((((((((((((((((((%!#((((((((((((((((((((!#(((((((((((((((((
30
''&c

We are committed to providing a high-quality legal service to all our clients When something goes
wrong, we need you to tell us about it This will help us to improve our standards If you believe
you are being, or have been, discriminated against, sexually harassed or bullied, you should follow
this procedure
îc Tell the offender the behaviour is offensive, unwelcome, and against business policy and
should stop (only if you feel comfortable enough to approach them directly, otherwise speak
to your manager) Keep a written record of the incident(s)
îc If the unwelcomed behaviour continues, contact your supervisor or manager for support
along with a wriiten complaint
îc If this is inappropriate, you feel uncomfortable, or the behaviour persists, contact another
relevant senior manager
Employees should feel confident that any complaint they make is to be treated as confidential as far
as possible
When a manager receives a complaint or becomes aware of an incident, they should follow this
procedure:
1 c isten to the complaint seriously and treat the complaint confidentially

2 c Take notes, using the complainant͛s own words
3 c Ask the complainant to check your notes to ensure your record of the conversation is
accurate
c If investigation is not requested (and the manager is satisfied that the conduct complained is
not in breach of the policies) then themanager should:
a c Act promptly
b c Ýantain confidentiality
If an investigation is requested or is appropriate, advise on the potential outcomes of the

investigation if the allegations are substantiated Interview the alleged harasser, separately and
confidentially and let the alleged harasser know exactly of what they are being accused Give them
a chance to respond to the accusation isten carefully and record details ecide on appropriate
action, based on investigation and evidence collected If resolution is not immediately possible,
refer the complainant to more senior management
If after investigation management finds the complaint is justified, management will discuss with the
complainant the appropriate outcomes which may include:
îc disciplinary action to be taken against the perpetrator (counselling, warning or dismissal);

îc additional training for the perpetrator or all staff, as appropriate;
îc an apology (the particulars of such an apology to be agreed between all involved)
31

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32
'ë&c

It is the policy of this company to provide a well-defined system of discipline that sets forth
standards of conduct and guidelines for disciplinary actions and which will be applied to all
employees equitably The purpose of this policy is to provide guidelines for disciplinary action
The need for disciplinary action may arise as a result of different kinds of action on the part of the
employee, such as, but not limited to:
îc Failure to perform his/her job in a satisfactory manner, that is, unsatisfactory performance
as to one or more of the requirements of the job;
îc Infraction of rules, regulations, policy or procedures as established either by the R
department;
îc ffenses or misconduct which violate general rules of behavior or are specifically prohibited
by law
The following types of infractions, offenses, or misconduct represent typical reasons for disciplinary
action and are not meant to be the only permissible reasons for such action:
a)c Absence without calling in;

b)c isregard or violation of safety rules;
c)c istracting other employees;
d)c Failure to follow instructions, departmental rules, policies or protocols;
e)c ate for work without valid reason, or habitual tardiness;
f)c eaving work area or job without permission;
g)c Incompetence or inefficiency in the performance of assigned duties;
h)c Possession or drinking of alcoholic beverage or illegal use of drugs on the job;
i)c Giving falsified information or refusal to give testimony;
j)c Reporting to work when intoxicated or under the influence of drugs;
k)c Sleeping on the job;
l)c Threatening co-worker or supervisor;
m)c nauthorized or unsafe use of company property, equipment or vehicle;
n)c se of abusive, obscene or harassing language to an employee, co-worker or supervisor;
o)c Falsifying attendance or leave records;
p)c Fighting on the job or engaging in any intentional act that may inflict bodily harm
ocumentation of all verbal and written warnings are important set of your termination documents
and is proof of earlier warnings The supervisor must complete a Checklist for Effective iscipline,
which can be obtained from the R department, before taking any action After completing the
checklist the supervisor issues a isciplinary Warning gotice Copies of the warning should be
forwarded to the senior office of the employee's department and to the R department for follow
up
Before a written warning is issued, a /)0% may be given to the employee This verbal
warning will be recorded
If improvement is not made within the time period granted in the earlier warnings, a 0!!
0% will be issued In such cases signature of the employee is needed to acknowledge the
isciplanary Warning gotice Copies of the warning will go into the personnel file and to the
employee If the employee fails to improve by the date on the given warning, !! may
result
33
In cases where an investigation may have to be made of the employee͛s conduct or of the
seriousness of the offense, an employee should be placed on indefinite suspension which may later
be changed to termination depending on the results of the investigation Such * may be
with or without pay
3

5S1

(Complete before taking action)
EÝPYEE gAÝE:(((((((((((((((((((((((((( ATE:((((((((((((((((((((((((((((((((

EPT : ((((((((((((((((((((((((((((((((((( JB TITE:(((((((((((((((((((((((((((((

Employee(s) involved:
XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
XXXXXXXXXXXXXX
What hapened? ʹ Provide an accurate statement about what happened
ow did it happen?
What are the facts? ʹ be specific; no opinions
as the employee had a chance to tell his/her side of the story? YesXXX goXXX
Explain:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
XXXXXXXXXXXXXXXXXXX
id you talk to the employee in private? YesXXX goXXX
Was the employee aware of the rule or procedure? YesXXX goXXX
Was the rule published and communicated to all employees? YesXXX goXXX
35
What needs to be corrected?
id the employee have any previous warning? YesXXX goXXX
What is the employee's past record?
What is the appropriate disciplinary action?
XXX Verbal warning XXXWritten Warning
XXXSuspension XXXXTermination
What follow up action is necessary?
Supervisors name:(((((((((((((((((( Signature:(((((((((((((((((((( ate:((((((((((((((((((

#6/!,,.!!!,S "*!!-!*!&
36
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Tardiness ( ) Safety ( ) Conduct ( )

Careless ness ( ) isobedience ( ) Absence ( )
therXXXXXXXXXXXXXXXXXXXXXXXXXXX ( )
This is your
îc Verbal Warning XXXX
îc First Written Warning XXXX
îc Final Warning XXXX
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Final Warning XXX TerminantionXXX ther (specify) XXX
*/5 .#
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37
'7&c

All employees separating their employment will personally go to the uman Resources epartment
to process out Failure to complete this separation process and return all issued Telenor property
will result in the final pay check being held An employee may be separated from the service of the
company by any one of the methods as described below
Separations and/or terminations from positions in the company service shall be designated as one of
the following types:
1c Resignation;
2c Compulsory Resignation;
3c isability;
c Terminationl or nsatisfactory Service Separation;
5c eath;
6c Retirement
6
#
To resign in good standing, an employee will give notice in writing to the department director or
appointing authority at least 1month prior to seperation date go annual leave may be taken during
this period of time gormally, failure to comply with this rule shall be entered on the service record
of the employee and result in a denial of re-employment rights uman Resources shall grant all
employees leaving the employment of the company an exit interview, on or before the effective
date of termination of service

6
#
An employee who, without valid reason, fails to report to work for three (3) consecutive workdays
without authorized leave shall be separated from the payroll and reported as a compulsory
resignation

#
These are are involuntary terminations of Telenor employment made mainly as a result of poor
performance, infractions, offenses, or misconduct ( See the isciplinary Actions policy for typical
permissible reasons) Prior to any proceedings to dismiss an employee, the department director will
contact the uman Resources irector and review that employee͛s human resources file
S#
Separation shall be effective as of the last day paid prior to the employee͛s death or the date of
death, if it was paid All compensation due to the employee as of the effective date of separation
shall be paid to the beneficiary, surviving spouse, or to the estate of the employee as determined by
law or by executed form in the employee͛s human resources file
#
All full-time and part-time employees are covered by the our Retirement System; Telenor pays the
entire contribution A person must have separated their employment with the company (or have a
foreseeable separation date) to apply for retirement benefits ( see Retirement Policy for details)
38

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39
' &c 4

This policy applies to all staff including contractors and covers all work-related functions and
activities The goal of employment equity action inTelenor is to create an equitable organisation and
to build an environment that supports and enables those who have been historically disadvantaged
by unfair discrimination to fulfil their maximum potential and to enhance organisational
performance In keeping with its policy of fair and equitable employment practices, Telenor
reaffirms its commitment to comply fully with the spirit and requirements of the Employment Equity
Act to the strategic advantageof our business
The objective of Equal pportunity Policy is to improve business success by attracting and retaining
the best possible employees; providing a safe, respectful and flexible work environment; and
delivering our services in a safe, respectful and reasonably flexible way
Telenor will take active steps to:
a)c Ensure fair, non-discriminatory practices which respect the rights and dignity of all its
employees irrespective of colour, race, gender or disability;
b)c Remove any potentially discriminatory practices that may be identified;
c)c Ensure that employees at all levels are suitably qualified or have the potential to meet the
requirements of the job;
d)c Ensure that employees are allowed to realise their full potential, within the capacity of the
company, and are advanced and rewarded on merit
Telenor endeavours to provide a culture that values diversity and supports the affirmation of those
who have previously been unfairly disadvantaged within our society
0
'Î&c

It is the companies policy and responsibility to protect and safeguard all employees, materials and
processes within the office premises Given below are the procedures to be followed by all
employees to ensure security And all queries with this policy are to be addressed to the office R
head
-"!! "#
All employees are provided with an identity card (I) which, contain employee particulars This I
card is given for:
1c Identification of the employee

2c Entry and exit from the office
3c Attendance recording
c For enjoying facilities and benefits available to him / her as an employee of the company
The employee shall carry his I card on him/her at all times when inside the office and present it
while entering or leaving the office or on demand by the security guard, supervisor or the R
department The I cards shall be the property of Telenor and should be surrendered to the R
department in case of seperation from employment In no case should the employee surrender his
I card to anybody or authority outside the office If any employee is found doing so he / she would
be liable for disciplinary action
oss or damage of the I card should be notified to the R department immediately and a request
for a duplicate card will have to be applied for in the uplicate I Card Issue Form
! "3!#
Entrance and exit from the premises shall be through prescribed gates only and every employee
shall show his/her I card to the security on duty while passing through such gates An employee
who is not on duty shall not remain on the premises without permission from the manager or
his/her authorised official
Visitors entering into the office must be first verified via the intercom to check if the person they
wish to meet is available and where they are, then the visitor has to register at the security office
and obtain a visitors pass While leaving, the Visitor should sign in the visitors register again at the
security office mentioning his time of exit and return the visitors pass duly signed by the person
visited before leaving the office premises Visitors are liable to be checked by security personnel
while entering and leaving the office premises
/!
-!#
Ýaterial being brought into the office premises should be shown at the security gate before carrying
it into the office premises Suspicious materials that come into the office will be stopped at the main
gate and thoroughly investigated before being sent into the office
1
Ýaterial being taken out of the office should be accompanied by a gate pass signed by the
appropriate authority Employees found taking out any material(s) belonging to the company
without authorization are liable for disciplinary action
:
go employee shall take any paper, book, C, Flash drive, photographs, instruments, apparatus,
documents or any other property of the company to any unauthorised person, company or
corporation without the written permission of the manager If any employee is found doing so he/
she would be liable for disciplinary action or may be suspended/terminated from employment
2
4
Employee game: XXXXXXXXXXXXXXXXXXX XXXXXXXXXXXXXXXXXXXX XXXXXXXXXXXXXXXXXXXXXX

First Ýiddle ast
gational I Card no XXXXXXXXXXXXXXXXXXXXXX epartment:XXXXXXXXXXXXXXXXXXXXXXXXX
ate of Birth: XXXXXX /XXXXXX /XXXXXX
Employee I card lost or stolen since : XXXXXX /XXXXXX /XXXXXX
escription:
XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
XXXXXXXXXX

Employees Signature:XXXXXXXXXXXXXXXXXXXXXXXXX ate:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX

* !!#
1 c Submit this request to the human resources representative for approval and signature
2 c Your copy of this approved and signed form, accompanied by gIC or valid photo I, serves as
your temporary identification
Ýanagers name:XXXXXXXXXXXXXXXXX Signature:XXXXXXXXXXXXXXXXXXX ate:XXXXXXXXXXXXXXX
R epartment:XXXXXXXXXXXXXXXXXX Signature:XXXXXXXXXXXXXXXXXXX ate:XXXXXXXXXXXXXX
3
'&c
All employees are paid monthly Employees will receive their checks on the first of every month and
the Finance epartment will have the paychecks ready by 11:00 AÝ When a payday falls on a
holiday, employees will be paid on the last working day before the holiday
elivering a check to anyone other than the employee is prohibited unless the employee has
authorized such delivery in writing The Finance fficer will periodically distribute payroll checks to
individuals in each department and maintain a log of such distributions
Salary advance will only be granted to employees who have worked for the company for 3 years or
more The company posts on all bulletin boards a notice of the company's regular paydays and the
time and place of payment

'Ô&c

$
It is the policy of this company to provide the employees with the appropriate compensation and
benefit packages All regular full-time employees are eligible for benefits provided by the company
/"! "#
Employee͛s contribution i e 12% of the earned basic salary will be deducted from the employee and
an equal amount will be contributed by company and will be deposited in to employees Provident
Fund account All employees shall be covered under this policy from the very first day of joining the
Company
!!"!/#
Employees who have worked on all days without any leaves being availed in any month will be
eligible for an attendance incentive of Rs 1500/- pm and an employee who has availed only one day
in any month leave will be eligible for an attendance incentive of Rs 1000/- pm
*!/#
Special incentives will be given for employees who have worked in the office for five year or more
without a break These ong Service Awards will be given as gift vouchers to these tenured
employees as follows:
îc 05 years - Rs 10,000/-
îc 10 Years - Rs 15,000/-
îc 15 Years - Rs 20,000/-
"/#
Salary advances are provided for the purpose of difficulties that the employee faces These advances
are provided for permanent employees who have worked for 3 years or more The salary, in part or
in full, for the month will only be given as advance The employees will have to apply in the oans
and Advances Forms 15 days in advance These advances are interest free
:
Telenor provides loans for general purpose such as:
1 c Accidents;
2 c and Emergencies such as accidents, hospitalisation and death in the family (Self, spouse,
children and parents)
These loans are provided to permanent employees who have completed 5 years of service The
employees will have to apply in the oans and Advances Forms 15 days in advance These loans are
interest free Repayment of such loans will be in 20 equal instalments and will be deducted from the
wage Employees who have taken salary advance from the company will have to repay the advance
to be eligible for a loan
5

:

game:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX ate: XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
Job Title:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX Employee gational I #XXXXXXXXXXXXXXXXXXXXXXXXXXX
epartment:XXXXXXXXXXXXXXXXXXXXXXXXXXXX ate ired:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX

A
$ $S
#
oan / Advvance etails (kindly provide the relevant details)
Type of loan / Advance requested Amount Applied For go f installments ( for payment)
Purpose of oan
XXX Education XXXome improvement

XXX Child's Education XXX Ýarriage in family
XXX Travel XXXome/ ffice renovation
XXXÝedical expenses XXX oan Transfer
XXX Investments XXXther (Explain below):
ist of documents attatched with the application:
o you have any outstanding loan prior to this loan? If so please provide the details:
Type of oan:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
Amount Taken:XXXXXXXXXXXXXXXXXXXXXXXXX ate on which availed:XXXXXXXXXXXXXXXXXXXXXXXX
I have read all the provisions of company policy on oans/Advances and undertake to comply by them I
authorize the company to recover any outstanding amount under this policy from my salary as the case may
be
Employee Signature:XXXXXXXXXXXXXXXXXXXXXX ate:XXXXXXXXXXXXXXXXXXXXXXXXXXXXX
XXXRecommended / XXX got Recommended
Ýanager's game:XXXXXXXXXXXXXXXXXXX Signature:XXXXXXXXXXXXXXXXXXX ate:XXXXXXXXXXXXXXX
6

$B
$ $SS #

Amount of loan/advance approved:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
ate:XXXXXXXXXXXXXXXXXX
XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
Authorized Signature

B
$ $S #
Approval received on: XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
ocumentation completed by employee on:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
Previous loan checked on :XXXXXXXXXXXXXXXXXXXXXXXXXXXX by:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
The amount of loan / advance given :XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
First installment due:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
go f installments to payoff loan / advance:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
The source of transfer is
îc Cheque Cheque go XXXXXXXXXXXXXXXXXXXX atedXXXXXXXXXXXXXXXXXXXXXXXXXX

îc Bank Transfer Account go XXXXXXXXXXXXXXXXXXXX Bank gameXXXXXXXXXXXXXXXXXXXXX
XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
Authorized Signature
ate:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX

7
'^&c 6 6

It is the policy of this company that no employee should send gifts at the residence of any of the
company's employees It should be refused and politely be conveyed directly or indirectly to the
sender In view of the Pakistani customs, there is a practice to receive/send gifts The following
systems will be followed :
The outside party may present sweets to the concerned employee but it should be received only in
the office If still any employee visits the residence without informing the concerned employee, it
should be viewed negatively and respective employee should deposit the gift in the RÝ
epartment or keep his/her epartment ead informed as to nature of such gift, so that the
appropriate use of it may be decided
8
'å&c S S

Telenor will provide a safe work environment for the health, safety and welfare of our employees,
contractors, visitors and members of the public who may be affected by our work
To do this, Telenor will:
îc develop and maintain safe systems of work, and a safe working environment;
îc provide information and training for employees;
îc assess all risks before work starts on new areas of operation, for example buying new
equipment and setting up new work methods, and regularly review these risks
îc provide employees with adequate facilities (such as clean toilets, cool and clean drinking
water, and hygienic eating areas)
If there is an injury:
1 c The first priority is medical attention The injured worker or nearest colleague should
contact the R epartment or epartment Ýanager For a serious injury also call an
ambulance
2 c Any employee who is injured on the job, experiences a safety incident must report the
incident to their manager
3 c Telenor will let the injured employee know in writing that the company has received
notification of any injury or illness reported in the Register
c The manager must report serious injuries to higher authorities immediately
ltimately, everyone at the workplace is responsible for ensuring health and safety at that
workplace All employees are accountable for identifying practices and conditions that could injure
employees, members of the public or the environment, and controlling such situations If unable to
control such practices and conditions, report these to their manager
Teleor demands a positive, proactive attitude and performance with respect to protecting health,
safety and the environment by all employees, irrespective oftheir position
9
:

game:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX ate: XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
Job Title:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX Employee I XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
ate and time of incident:XXXXXXXXXXXXXXXXXXXXXX ate ired:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
c
c
c
cc
cc
cc cc c

cc
cc ccc

ccc c
cc
c

c c
cc
c

ccc c
escription of Injury/ Illness

If Ýedical Attention was received, what type?

escribe the exact body part(s) affected and the type of injury/illness sustained to each (i e , left
and ʹ cut, broken; right leg ʹ strained, pulled muscle, etc )
XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
XXXXXXXXXXXXX
as the employee sustained injury before on the same body part? XXX Yes XXX go
50
escribe any equipment/materials being used at the time of injury/illness
Property amaged
ocation of Inident:XXXXXXXXXXXXXXXXXXXXXXXXXXX amage Estimate: Rs XXXXXXXXXXXXXXXXXX
Was the police notified? XXX Yes XXX go
Supervisor's Signature:XXXXXXXXXXXXXXXXXXXXXXXX ate:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX

S

#
Comments:
Authorized Signature:XXXXXXXXXXXXXXXXXXXXX ate:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
51
ë;&c

Basic information of all employees will be collected and mantained by the R department in
seperate personnel files Supervisors and managers should not mantain seperate files in their desks
The following documents will be recorded in the personal files of each employee:
îc Application form of employment

îc gon ʹ disclosure agreement
îc riginal certificates of academic qualifications
îc Copy of gational Identity Card
îc Copy of reports of training programs attended
îc eave records
If any changes occur in any of the following catagories listed below, please notify the R epartment
by filling a form for Personal ata Change and submit back to R so that your records maybe
updated:
ic game
ii c Address
iii c Telephone gumber
iv c Ýarital Status
vc Beneficiaries
vi c gumber of dependants
The R eparment only keeps that information which is required for business and legal reasons
Personnel Information cannot be released outside the company without employee approval, except
to verify employment or to satisfy legitimate legal requirements All records concerning employment
are company property Employee may review their personnel file by requesting the R Ýanager
52
S6

B

#
Employee game: XXXXXXXXXXXXXXXXXXX XXXXXXXXXXXXXXXXXXXX XXXXXXXXXXXXXXXXXXXXXX

First Ýiddle ast
gational I Card no XXXXXXXXXXXXXXXXXXXXXX epartment:XXXXXXXXXXXXXXXXXXXXXXXXX
ate of Birth: XXXXXX /XXXXXX /XXXXXX
Ýailing Address:

$BS6
#
ate Effective:XXXXXXXXXXXXXXXXXXXX
day/month/year
XXXXX same as section A
Ýailing Address:
XXX Also update address of my XXX spouse XXXbenificiary(ies)

BS6

S#
day/month/year
XXX Single XXXivorced XXXWidow(er) XXXSeperated

BS6#

day/month/year
game: XXXXXXXXXXXXXXXXXXX XXXXXXXXXXXXXXXXXXXX XXXXXXXXXXXXXXXXXXXXXX

First Ýiddle ast

53

B6

$

Benefciary 1 - Full game Relationship Portion (out of 100%) Birthdate
(day/month/year)

(day/month/year)

(day/month/year)
Please attach applicable acceptable documentation
%!"!!,!,) /.*/"%!"**!!-)-"!,
)/!/ !* )-!,)* !,/!- "!,&!,@

!*!!,,%"!-"&
Employees Signature:XXXXXXXXXXXXXXXXXXXXXXXXX ate:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
5
ë'&c C 8
It is the company's policy to conduct exit interviews for all voluntarily terminating employees Its
purpose is to enable the company to identify the conditions which contribute to formalize the
reasons for termination
As soon as the resignation is received, the manger should contact the R department to fix the exit
interview The RÝ head would conduct the exit interview to know the strength and weaknesses of
the organiztion and also have an informal discussion on how to improve those defeciencies The R
head will later convey the feedback to all appropriate management personnel in order to improve
and update the policies and procedures
55
C 8
Employee game:XXXXXXXXXXXXXXXXXXXXXXXX ate: XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
Job Title:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX epartment:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
ate ired:XXXXXXXXXXXXXXXXXXXXXXXXXXXXX Termination ate:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
Why are you leaving Telenor?

What circumstances would have prevented your departure?

What did you like most about your job?

What did you like least about your job?

What did you think of your supervisor on the following points:
Almost Always sually Sometimes gever

Was consistently fair ( ) ( ) ( ) ( )
Provided recognition ( ) ( ) ( ) ( )
Resolved complaints ( ) ( ) ( ) ( )
Was sensitive to employees' needs ( ) ( ) ( ) ( )
Provided feedback on performance ( ) ( ) ( ) ( )
Was receptive to open communication ( ) ( ) ( ) ( )
Followed Telenor͛s policies ( ) ( ) ( ) ( )
56
ow would you rate the following:
Excellent Good Fair Poor

Cooperation within your division/program ( ) ( ) ( ) ( )
Cooperation with other divisions ( ) ( ) ( ) ( )
Personal job training ( ) ( ) ( ) ( )
Equipment (materials, resources, facilities) ( ) ( ) ( ) ( )
Company's performance review system ( ) ( ) ( ) ( )
Company's new employee orientation ( ) ( ) ( ) ( )
Rate of pay for your job ( ) ( ) ( ) ( )
Career /Advancement opportunities ( ) ( ) ( ) ( )
Physical working conditions ( ) ( ) ( ) ( )
Was the work you were doing approximately what you expected it would be?
XXX Yes XXX go
Comments:
What suggestions do you have to make Telenor a better place to work?

XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
XXXXXXXXXXXXXXX
R ead Signature:XXXXXXXXXXXXXXXXXXXXXXXXXX ate:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
57
ëë&c

Telenor maintains strict confidentiality for our current and former employees For that reason, job
reference information must be handled with careful attention to proper procedures All contacts
from outside parties regarding current or former employees must be referred to the uman
Resources epartment for handling; employees receiving such contacts, whether by phone or in
person, must refer the inquiry to that R ept It is impossible to tell who a caller is or why they are
really calling The proper response for an employee not in the uman Resources epartment
receiving a request for information about a current or former employee is "Please let me refer you
to our uman Resources epartment for information Thank you " The R ept will handle the
inquiry from that point
It is the policy of Telenor to verify all information regarding their qualifications and previous
employment(s) A reference check may be made by telephone In this case the details are recorded
and kept in the employee's personnel file Reference letters may be mailed to selected employers
listed on application for verification
Falsification of any information on employees application may be considered as a reason for

disciplinary action or temination
58
4

XXX/XXX/XXX ATE]
CÝPAgY]
EÝPYER gAÝE]
ÝAIIgG ARESS]
CITY], STATE] IP CE]
ear EÝPYER gAÝE]:
We have received an application for employment from APPICAgT gAÝE], a CRREgT/PREVIS] employee
of EÝPYER], seeking the position of JB TITE] with our company
It would be helpful to us if you would provide the following information regarding APPICAgT gAÝE];
îc ates of employment with your company
îc Rate of pay and description of job duties
îc Evaluation of performance
îc Reason for end of employment
îc Any other relevant information
A form to complete this information requested follows this page
A form authorizing your release of this information by APPICAgT gAÝE] is also enclosed
Please let us know whether the information you provide should be kept confidential
Thank you for your cooperation with providing this information, your assistance is appreciated
Sincerely,
YR gAÝE]
CÝPAgY gAÝE]
ÝAIIgG ARESS]
CITY], STATE] IP CE]
EÝAI ARESS]
PgE gÝBER]
59
S1
ATES F EÝPYÝEgT WIT YR CÝPAgY
RATE F PAY Ag ESCRIPTIg F JB TIES
EVAATIg F PERFRÝAgCE
REASg FR Eg F EÝPYÝEgT
AgY TER REEVAgT IgFRÝATIg
SIGgATRE gAÝE ATE
ÝAY WE PRVIE TIS IgFRÝATIg T TE EÝPYEE YES g
60
ATRIATIg T REEASE EÝPYÝEgT IgFRÝATIg
I have been notified that CÝPAgY gAÝE] is seeking information about my employment with EÝPYER]
I, APPICAgT gAÝE], authorize EÝPYER] to release without limitation information about my employment to
CÝPAgY gAÝE]
SIGgATRE gAÝE ATE
61
ë7&c

Telenor is committed to attracting and retaining a workforce that significantly contributes to the
organization͛s mission, vision, values and goals, with the primary focus placed on excellence in
performance While commitment to the organization is valued, the successful performance of its
employees is what ensures the organization͛s success It is the company's policy to avoid layoffs
when possible but critical business situations may cause conditions for laying people off or
eliminating jobs Reasons for layoff include, but are not limited to:
îc ack of funds;
îc ack of work; or organizational change;
îc Availability of fewer positions than there are employees
In order to diminish the impacts of layoff, whenever practical and when actions do not disrupt
business operations, Telenor will consider the viability of alternative actions, before initiating a
layoff These actions include, but are not limited to:
- Voluntary employee transfer

- Voluntary leave without pay
- Voluntary reduced schedules
All employees being laid off will receive atleast a 30 days notice before being seperated In the event
of either layoff or job elimination, the company reserves the right to retain those employees with
the best performance rather than those with most seneority If jobs are eliminated they will be those
jobs that the company least needs to effectively run the remaining operations The company will
take job importance, performance and seneority into consideration in a layoff, but the company
retains the right to make the final decision based on business and economic needs
62
ë &c $ $

rganizations bulletins announcing the names of newly hired employees, promotions, internal re-
organizations, and other staff data will be posted on all bulletin boards along with other items of
interest to employees
Employees are not allowed to put post anything on the bulletin boards without consulting their
designated manger Items needed for placement of bulletin boards must be approved and
distributed by the R manager&
63
ëÎ&c 8
1S

To allow the employees to handle their personal hours and work hours with ease the company will
assign employees to work schedules that will remain constant from week to week owever, to
meet the needs of its customers and the demands of a changing workplace, Telenor may need to
change an employee's usual hours of work at times and for periods that may be hard to predict, or in
some cases, on an ongoing basis go particular work schedule or number of hours is guaranteed to
any employee For that reason, Telenor reserves the right to modify the hours of work for any
employee at any time, and by accepting employment with Telenor, employees agree to be available
for whatever hours of work the needs of the Company may require
A!* # A normal work week consists of five eight-hour days for a total of 0 hours per
week, unless the employee and the Company agree to other hours gormal pay includes a 0-hour
workweek go additional pay will be owed for time worked unless the employee actually works
more than 0 hours in the workweek gormal working hours and lunch periods may vary from one
work location to another
!A!* : Regular working hours of part-time employees are established at the time of
employment and may be changed only after permission has been obtained from the supervisor and
the president
* * # nder some circumstances, the Company may hire temporary, seasonal, or
as-needed employees The work schedules of such employees will vary according to Company needs
and may be subject to change at any time
6
ë&c

The employment of relatives in the same area of an organization may cause serious conflicts and
problems with favoritism and employee morale In addition to claims of partiality in treatment at
work, personal conflicts from outside the work environment can be carried into day-to-day working
relationships
For the purposes of this policy, a relative is any person who is related by blood or marriage, or
whose relationship with the employee is similar to that of persons who are related by blood or
marriage
Telenor refuses to place one relative under the direct supervision of the other spouse where such
has the potential for creating an adverse effect on supervision, safety, security, or morale
In other cases where a conflict or the potential for conflict arises, even if there is no supervisory
relationship involved, the parties may be separated by being reassigned or terminated from
employment
The Board of irectors and their immediate family members are excluded from following this policy
65
ëÔ&c
$

The purpose of a probationary period is to provide a framework for identifying and sorting out any
early difficulties which may occur in the performance of the job and to provide for early termination
of employment if such difficulties are not resolvable during this period
All new and hired employees work for on a probation basis after their date of joining such as:
îc 2 months for workers (e g cleaning staff?

îc 3 months for office staff and mangerial levels
Any significant absence will automatically extend the probation period by the length of absence If
company determines that designated probation period does not allow sufficient time to thoroughly
evaluate the employee͛s performance, the probation period may be extended for a specified period
uring the probation period, new employees are not eligible for any company benefits At the end of
the probation period, complete a final probation appraisal and advise the employee of the result
pon satisfactory completion of the probation period, employees may be be eligible for company-
provided benefits owever passing the probationary period is not a guarantee of future
employment
66

$

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67
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68

ë^&c

The purpose of performance appraisals in Telenor is to improve thecompanys͛ overall performance
It is an ongoing process It should include informal and formal review We encourage a two-way
process, that is, employees can also give management feedback on performance
All employees will undergo a formal performance review with their immediate supervisor at least
two times a year The procedure tobe followed is as follows:
1 c The manager and the employee agree on the date for a performance appraisal meeting to
allow time to prepare
2 c The manager and employee will meet and openly and constructively discuss performance
over the appraisal period
3 c The manager and the employee will agree any objectives and outcomes for the next
appraisal period
c gotes should be taken of the meeting and copies of the appraisal form must be kept in the
R ept
5 c utside of this formal process, employees are encouraged to raise any issues they have
when they arise
69

* #(((((((((((((((((((((((( !#(((((((((((((((((((((((((((((((((((((((((
)!#((((((((((((((((((((((((((((((( *!!:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
/0"#(((((((((((!(((((((((((( */5#((((((((((((((((((((((((((((((
A 16

#
The following rating scale guide is being provided to assist the evaluator in assigning the most
appropriate measurement of the employees͛ key responsibilities and important performance factors
c

'D$ - Consistently fails to meet job requirements; performance clearly below
minimum requirements Immediate improvement required to maintain employment
ëD
ʹ ccasionally fails to meet job requirements; performance must prove
to meet expectations of position
7DC
ʹ Able to perform 100% of job duties satisfactorily gormal guidance
and supervision are required
DCC
ʹ Frequently exceeds job requirements; all planned objectives were
achieved above the established standards and accomplishments were made in unexpected areas as
well
ÎD
ʹ Consistently exceeds job requirements; this is the highest level of performance that
can be attained
70

$B1
$
$
A position͛s key job responsibilities can be found by identifying the major job functions in the job
description Please list each major responsibility in the numbered boxes below, and provide some
examples of the duties performed Please complete the sections below each major job responsibility,
and specify areas for improvement
Ýajor job responsibility ( describe performance outcomes) evel of Performancec(я)
1) 1 2 3 5
escribe ares for improvement:
2) 1 2 3 5
3) 1 2 3 5
71
) 1 2 3 5
5) 1 2 3 5
6) 1 2 3 5
7) 1 2 3 5
72

B

a)c *")! ʹ Consider the amount of time spent directing this employee oes
employee monitor projects and exercise follow-through; adhere to time frames; is on
time for meetings and appointments; and responds appropriately to instructions and
procedures?
1 2 3 Comments:
b)c *!"0. ʹ ow well does employee work with co-workers and
supervisors as a contributing team member? oes the employee demonstrate
consideration of others; maintain rapport with others; help others willingly?
1 2 3 Comments:
c)c !!/ʹ Consider how well employee seeks and assumes greater responsibility,
monitors projects independently, and follows through appropriately
1 2 3 Comments:
d)c "*!)! ʹ Consider the ease with which employee adjusts to any change in duties,
procedures, supervisors or work environment ow well does employee accept new
ideas and approaches to work, respond appropriately to constructive criticism and to
suggestions for work improvement?
1 2 3 Comments:
e)c "%! ʹ Consider how well employee effectively analyzes problems, determines
appropriate action for solutions, and exhibits timely and decisive action; thinks logically
73
1 2 3 Comments:
f)c !/ ʹ Consider how well employee communicates with both internal and
external customers oes the employee listen, communicate, and respond effectively?
Are customers treated with respect and courtesy?
1 2 3 Comments:
g)c !!" ʹ Consider number of absences
1 2 3 Comments:
h)c !! ʹ Consider work arrival and departure
1 2 3 Comments:
*/5 .#
7

,/)"/"- *-!%&,/""!,!!-!,/00!,
*/& !-0*!
* 5!#
* %!#((((((((((((((((((((((((((((( !#(((((((((((((((((((((((((((((((((((
*/5%!#(((((((((((((((((((((((((((( !#(((((((((((((((((((((((((((((((((((
75
ëå&c
6
It is the policy of the Practice that all employees agree to sign and adhere to a Confidentiality
Agreement
Each new employee will be presented with a Confidentiality Agreement to sign and be witnessed
upon employment Since all employees have free access to confidential information and trade
secrets, in whole or in part, all employees will be required to sign an Acknowledgment of
Confidentiality Statement This signed document of the employee's agreement to uphold the
provisions of this policy will be kept on file in the employee's personnel file
76
1
8 6
6
The nature of services provided by Telenor requires that information be handled in a private, and
confidential manner Employees who are authorized to work with confidential information on the
company's computers are to keep such information confidential ther employees will not access
such information, and if inadvertently they gain access to confidential information, they will
immediately exit from the document or program and will keep such information confidential
Information about our employees or clients will not be released to people or agencies outside the
company without written consent The only exceptions to this policy will be to follow legal or
regulatory guidelines All memoranda, notes, reports, or other documents will remain part of
Telenor͛s confidential records Personal or identifying information about our employees (such as
names, addresses, phone numbers or salaries will not be released to people not authorized by the
nature of their duties to receive such information, without the consent of management and the
employee
The policies and procedures in this handbook constitute the guidelines of the Board of irectors and
are in no way to be interpreted as a contract between the company and its employees Ýoreover,
the Board of irectors expressly reserve the right to modify, add to or rescind any of the policies in
this handbook
The Signature below acknowledges that employee has received and will be held accountable for
information included in this manual I agree to abide by this Confidentiality Agreement
XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
game (print)
XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX XXXXXXXXXXXXXXXXXXXXXXXXXXX
Signature ate
XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX XXXXXXXXXXXXXXXXXXXXXXXXXXXXX
Witness ate
77

HR Policy Manual 2011

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c

Amna Afzal BA - 307- 118

Ý Yasir Rashid BA - 307 - 087

Ýaria Javed BA - 108 - 012

)!#((((((((((((((((((((((((((((((( *  !+(((((((((((((((((((((((((((

)!# **/") */

!#((((((((((((((((( (((( ((((

!,3*)0(((((((("  (((((((((((( (((((((((((((

eave may be taken:

îc on the birth of an employee's child ( Ýaternity eave);

)!#((((((((((((((((((((((((((((((( *  !+(((((((((((((((((((((((((((

 Personal isability  Family eath (name)(((((((((((((((((((((((((((((((((

 Ýaternity  Family Illness (name)(((((((((((((((((((((((((((((((((

pon notification of a harassment complaint, a confidential investigation will be promptly

0 # ((((((

gew employees undoubtedly have questions when beginning a new position

!) *! 

Training Provide any necessary safety, environmental, compliance or

and that he has read and understood it ( )

îc Introduce the employee to the co-workers ( )

îc Introduce the employee to their new job and provide

gIC( gational Identity Card) no XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX

City:XXXXXXXXXXXX Postal code:XXXXXXXXXXX

If under 18, please list age XXXXXXXXX

Position applied for (1) XXXXXXXXXXXXXXXXXXXXXXXX ays/hours available to work :XXXXXXXXXXXXXXX

and salary desired (2) XXXXXXXXXXXXXXXXXXXXXXXX

AVE Y EVER BEEg CgVICTE F A CRIÝE? XX go XX Yes

Y AVE A RIVER͛S ICEgSE? XX go XX Yes

river͛s license number XXXXXXXXXXXXXXXXXXXXXXXXXXXX Expiration date XXXXXXXXXXXXXXXXXXXXXX

What is your means of transportation to work?

game of last Employment ates Pay or Salary

game of last Employment ates Pay or Salary

game of last Employment ates Pay or Salary

game of last Employment ates Pay or Salary

Ýay we contact your present employer? XX Yes XX go

id you complete this application yourself XX Yes XX go

EÝPYEE gAÝE:((((((((((((((((((((((((((((((((( ATE:((((((((((((((((((((((((((((((((

Approved By#(((((((((((((((((((((((((((((( R Approval#(((((((((((((((((((((((((((((((((((

EÝPYEES gAÝE:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXX EÝPYE I # :XXXXXXXXXXXXXXXXXXXXXX

JB TITE:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX ATE:XXXXXXXXXXXXXXXXXXXXXXXXXXXXXX

Today's ate XXXX/XXXXX/XXXXX

Anticipated date(s) of overtime:

XXXXX/XXXXX/XXXXX XXXXXXXXXXXXXXAÝ/PÝ to XXXXXXXXXXXXXXAÝ/PÝ

XXXXX/XXXXX/XXXXX XXXXXXXXXXXXXXAÝ/PÝ to XXXXXXXXXXXXXXAÝ/PÝ

XXXXX/XXXXX/XXXXX XXXXXXXXXXXXXXAÝ/PÝ to XXXXXXXXXXXXXXAÝ/PÝ

XXXXX/XXXXX/XXXXX XXXXXXXXXXXXXXAÝ/PÝ to XXXXXXXXXXXXXXAÝ/PÝ

Estimated total overtime hours requested: XXXXXXXXXXX

XXXX Approved XXXXX enied

Supervisors name:(((((((((((((((((( Signature:(((((((((((((((((((( ate:((((((((((((((((((

Ýanagers name:(((((((((((((((((((( Signature:(((((((((((((((((((( ate:(((((((((((((((((

Employees have the responsibility to:-

Ýanagers' and Supervisors' main areas of responsibility are to:-

The Training fficer's role is to: -

îc Assist Ýanagers to identify and quantify training needs

Subject matter was appropriate for your

Poor Average Satisfactory Very Good Excellent

* %!#(((((((((((((((((((((((( !#(((((((((((((((((((((((((((

ow has the individual͛s performance changed after this training?

EÝPYEE gAÝE:(((((((((((((((((((((((((( ATE:((((((((((((((((((((((((((((((((

CgCTE BY: XXXXXXXXXXXXXXXXXXXXXXXXXXX VEgE: XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX

XXXXX/XXXXX/XXXXX XXXXXXXXXXXXXXAÝ/PÝ to XXXXXXXXXXXXXXAÝ/PÝ

XXXXX/XXXXX/XXXXX XXXXXXXXXXXXXXAÝ/PÝ to XXXXXXXXXXXXXXAÝ/PÝ

XXXXX/XXXXX/XXXXX XXXXXXXXXXXXXXAÝ/PÝ to XXXXXXXXXXXXXXAÝ/PÝ

)!#((((((((((((((((((((((((((((((( * !+(((((((((((((((((((((((((((

)!# **/") */

!#((((((((((((((((( (((( ((((

!,3*)0((((((((" (((((((((((( (((((((((((((

)!#((((((((((((((((((((((((((((((( * !+(((((((((((((((((((((((((((

Personal isability Family eath (name)(((((((((((((((((((((((((((((((((

Ýaternity Family Illness (name)(((((((((((((((((((((((((((((((((

pon notification of a harassment complaint, a confidential investigation will be promptly

0 # ((((((

!) *!

AVE Y EVER BEEg CgVICTE F A CRIÝE? XX go XX Yes

Y AVE A RIVER͛S ICEgSE? XX go XX Yes

* %!#(((((((((((((((((((((((( !#(((((((((((((((((((((((((((

CgCTE BY: XXXXXXXXXXXXXXXXXXXXXXXXXXX VEgE: XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX

!,)"%!"9 ((((((( ((((((

* %!#(((((((((((((((((((((((((((((( !#((((((((((((((((((((((((((((

0 # ((((((

* <%!#((((((((((((((((((((((((((((( !#((((((((((((((((((

#

)!#((((((((((((((((((((((((((((((( * !+(((((((((((((((((((((((((((

! %! /! :*

/*! %:/

!,3*)0((((((((" (((((((((((( (((((((((((((

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