Onboarding presentation

EMPLOYEE HANDBOOK

Presentation

Index

7. Offices →

1. Welcome →

8. General Policies →

2. About →

9. Communication Policies →

3. Milestones →

10. Benefits →

4. Team →

11. Events →

5. Tools →

12. Contact →

6. Process →

Introduction

The right people don’t need a strict set of rules or to be tightly managed—you’ll do your best to do the right thing anyway—but having clearly written standards and expectations which you can refer to is helpful. Sustaining an open, honest, respectful culture is too important to disregard the need for such standards in the workplace. Please read this handbook in its entirety so you know what is expected of you and your peers.

to the team!

Welcome and congratulations on your employment with ACS. We are excited to have you as a part of the team and look forward to creating and exploring the wonderful world of art and education. This handbook contains a wealth of information you will need while working at ACS. Please take the time to go over each section and feel free to ask any questions or express any concerns that may come up as you read through the information.

to the team!

Welcome and congratulations on your employment with ACS. We are excited to have you as a part of the team and look forward to creating and exploring the wonderful world of art and education. This handbook contains a wealth of information you will need while working at ACS. Please take the time to go over each section and feel free to ask any questions or express any concerns that may come up as you read through the information.

to the team!

Welcome and congratulations on your employment with ACS.We are excited to have you as a part of the team and look forward to creating and exploring the wonderful world of art and education.

you are an essential part of a team effort. We hope that you will find your position with the Company rewarding, challenging and productive. Every Employee has an important role in our operations and we value the ability and experience you bring with you to the organization. You, and other Employees, are vital to the success of ACS. This handbook has been prepared to acquaint you with the employment policies and people practices a

This handbook has been prepared to acquaint you with the employment policies and people practices aT ACS .

Please take the time to go over each section and feel free to ask any questions or express any concerns that may come up as you read through the information.

PURPOSE OF THE HANDBOOK

The purpose of handbook is to acknowledge about the information about the company. For instance, regarding vision and mission, benefits and organization's policies and procedures. The purpose of handbook also can describe as a place of reference for the new employees to know about the information regarding the company. It also crucial for communication tools between the employees and company.

SCOPE OF THE BOOK

This Handbook includes personnel policies and procedures that are applicable to all permanent employees of the Group. However, the respective department might have a more detailed departmental instruction, which relate to a specific department or area that are not stated in this Handbook.

ACS

About us

ACS is a consulting, training, and research company specializing in productivity and quality improvement through people. Founded in 2022, ACS Consultants have been working together with our clients from various industries in aligning their people and processes to compete through high speed, excellent quality and low cost. We are committed to serve our clients with integrity, honesty and openness.

ACS

About us

ACS is a consulting, training, and research company specializing in productivity and quality improvement through people. Founded in 2022, ACS Consultants have been working together with our clients from various industries in aligning their people and processes to compete through high speed, excellent quality and low cost. We are committed to serve our clients with integrity, honesty and openness.

COMPANY OVERVIEW

VISION

MISSION

OBJECTIVES

• become a regional market leader who provides Data and Information Management improvement solutions and services to the clients while upholding core values, reliable services, sustainable relationships and support to the stakeholders and community

• strive to provide our clients with cost effective and the best in class solutions to enhance their competitive advantage.
• We understand and proactively respond to clients’ need by leveraging our years of experience and expertise in improving data and information management aiming to deliver optimum productivity and achieve greater return on investment.

• have an in depth understanding of our clients’ business and to ensure it is running smoothly.
• work with clients in an environment founded on respect and trust, providing them the absolute best financial and business information they need to create, enhance and preserve wealth.
• Enable our stakeholders to succeed through strong leadership of a cohesive and well-resourced company.
• Enable clients to cut expenses without sacrificing quality.

VALUES

We are passionate about our culture and determined to live our ACS inside and outside of the workplace. When you represent our company, your personal conduct must be in harmony with our mission, vision and ACS values. Employees who thrive at ACS embrace our values:

VALUES

We are passionate about our culture and determined to live our ACS inside and outside of the workplace. When you represent our company, your personal conduct must be in harmony with our mission, vision and ACS values. Employees who thrive at ACS embrace our values:

be respectful

problem solve

MIND Growth Mindset

be a team player

keep your promises

Find Joy, Have Passion

communicate well

make it right

Be Healthy

challenge

CULTURE

Our corporate culture has undoubtedly played a significant role in developing our brands strength and to encapsulate the sense of energy, inspiration and diversity of our customers, employees and other stakeholders.

we have developed a unique corporate culture that follows best of class practices where our employees, our customers and our social responsibility are the most important assets we have in building, maintaining and developing a positive culture that leads to corporate excellence, which is one of the main success enablers for ACS to achieve a market - leading position in the Middle East.

THE CONTRACT OF EMPLOYMENT

APPPOINTMENT

Each emplovee who applies for a position at ACS will be given a letter calling for an interview by the HR department. They are required to bring all the forms specified in the application instructions and all the forms will be evaluated by the HR department for verification purposes.

PRE EMPLOYEE MEDICAL CHECKUP

Employees must perform a health check-up, to ensure their health and identify if they have health problems that they are not aware of. This check-up is also one of the processes before the employee is given a job offer letter. ACS reserves the right to cancel the contract if found such have a problem of chronological illness that interferes with employee performance

EMPLOYEE PERSONAL INFORMAYION

Once the employee receives the employment contract, they are required to provide personal details for the purpose of recording for the employee's personal information. All data will be kept neatly by the HR department. Among the things, those new employees need to state are names, family members or heirs and mailing address

THE CONTRACT OF EMPLOYMENT

ORIENTATION PROGRAM

General Orientation - The general orientation will be conducted by the HR Department for all new employees to ensure that they: understand the Group’s policies and benefits understand the nature of business and structure of the Group Departmental Orientation -The departmental orientation will be conducted by the Head of SBU of the new employee.

PROBATION & CONFIRMATION

All permanent employees are required to serve on probation from the date of appointment to a period of 6 months. The probationary period will be extended for another period of not more than six (6) months if the employee’s performance does not meet with the Group’s expectations. The Group reserves the right to terminate an employee on performance ground if he does not fulfil the Group’s expectations during or at the end of the probationary period or extended probationary period.

General Policies

PROBATION POLICY: The first 120 days from the start of employment are considered as probationary period. During this period both the parties assess the suitability of the role and employment. At the completion of the probation period both the employer and the employee shall meet and review the progress till date. AFTER COMPLETION: Probation period will end. •It might be extended for an additional six months. •Employment will end. CONFIDENTIALITY, AGREEMENT AND PRIVACY POLICIES: All confidential information about company and employee are exposed depending upon your role. All employees are required to sign the standard confidentiality agreement and privacy policy which is to be completed at the time of onboarding.

Etiquette

All employees represent ACS, so it is expected from each employee to behave in a way that ensures efficient business operations and protects the safety and wellbeing of everyone including other employees, independent contractors, partners, colleagues, clients and visitors. Disciplinary actions are taken against inappropriate conduct. Actions including written or verbal warnings, suspensions with or without pay, and discharge. Each case will be dealt with on an individual basis. In all cases, documentation will be included in the employee's personnel file. Examples of behavior that can lead to disciplinary action, including possible termination: • Treating others in a discourteous manner. • Threatening or intimidating others. • Using abusive language. • Racist, sexist or homophobic behavior. • Sexual or any kind of harassment. • Reporting for work under influence of drugs/alcohol. • Violation of company policies or directives. • Failure to meet job performance standards. • Failing to report at work at assigned times or reporting to work ill-equipped or willfully unable to perform your duties as scheduled. • This list is not an exclusive list of inappropriate behavior. We retain complete discretion to administer disciplinary action for any behavior deemed appropriate.

HEALTH &SAFETY

ACS provides medical insurance to their employees and their family members. The employee will be covered under ........... insurance as per the company’s regulations. The sum insured in total for every employee and their dependents is1000000. Physical ecards are provided to employees as per the data provided.

ACS places the greatest importance on Health and Safety matters and undertakes to conduct its operations in such a way as to ensure the health and safety of all its employees, visitors and the general public.

Compensation &Benefits

ACS has a host of perquisite for its employees & their family, in addition to a compensation package comparable to industry standards. Here is a summary of employee benefits. Please read the HR Manual to learn about these in detail. GENERAL BENEFITS Group Medical Insurance: For hospitalization of employee & immediate family. Parents can be added, and overall coverage can be enhanced by paying additional premium Employee Provident Fund (EPF): Monthly contribution up to...... by employee & equal contribution by the employer or 12% of basic Voluntary . Amount is disbursed on resignation or retirement Employee Pension Scheme: Avail this benefit onattaining58yearsofage

WORKING ENVIRONMENT

ACS fosters a positive working environment where all employees are motivated to do their optimum performance to achieve business and professional goals. At the same time,ACS expects employees to embrace certain ethical and cultural values and project an image of integrity and professionalism.

ACS wIll maintain a working environment free from all forms of harassment or intimidation. Unwelcome verbal or physical conduct that may be construed as harassment or intimidation is a serious violation of our policy and will not be permitted. Any employee who is subjected to harassment or intimidation by a fellow employee, manager should contact the Human Resources Department.

Attendance &working hours

Attendance :All employees are expected to maintain their attendance. All employees are expected to monitor their attendance once a week. All employees are provided with access to their attendance through the Mena me it is your responsibility to ensure that your check-in/out are properly logged.

Working Hours - You are required to work on a shift basis, and you will be provided reasonable notice of such shifts in advance. The normal work hours (shift) Monday to Friday will be 08 hours (excluding intervals for meals) and 05 hours on Saturday (Weekly half-holiday) - Workdays and hours may be reviewed by the Management of the Company from time to time, depending on the business requirements, subject to governing laws of the Country.

EMPLOYEE RIGHTS

• To be treated considerately, respectfully and with dignity.
• To seek clarity of job to be performed and the roles responsibilities associated with the task to be performed.
• To be aware of the hospital policies.
• To avail benefits extended by the organization.
• To report any grievance (complaints) to HR department.
• To report any discrimination or harassment immediately to the HR department.
• To get fare remuneration.

• To work in a safe environment.
• To seek guidance from seniors.

WHAT IS EXPECTED OF YOU

we value employeess and their need for care as the most important part of our mission. Together we are one family and you are instrumental in transforming the Mission, Vision and Values of ACSRI into practice. Our core expectation is that OUR CLIENTS are delighted with our service and its results in a positive outcome. It is important to respect and cooperate with each other to improve your competency and strive to achieve excellence in the services offered. Respect the code of conduct expected of you. Observe all compliance required by your job.

TRAINING &DEVELOPMENT

At ACS we will foster your growth within the organization. Thus, we eagerly encourage internal promotions under the development strategy of ‘Emhance your Career’. Your career and learning journey in the company begins with a formal orientation programme during your first month in which participation is mandatory. This is followed by competency-based training along with on-the-job training periodically, to enhance your knowledge and skills, which would assist you to become more confident when performing your job role. We constantly identify and groom future leaders of ACS towards sustainable growth and expansion. For this, we focus on key leadership roles in the organization and develop potential successors by identifying and grooming internal talent. This way a large pool of leaders is developed within the organization. High performing employees with the potential to grow have the opportunity to get into Key Talent Pools and groom themselves to reach greater heights. Furthermore, Mentoring and Coaching are facilitated to enhance your abilities and help you perform to the best of your ability in your given role.

Company Milestones

Narrative beings

Digital beings

We tell thousands of stories.

We turn visual communication.

Contextualize your topic

Social beings

Creative beings

Although you shouldn’t overuse bullet points, icons and diagrams can be your best allies when telling stories.

We need to interact.

Innovation motivates us.

Visual beings

Explorers beings

We understand images.

We add interactivity.

PERFORMANCE MANAGEMENT

Performance Interview

Performance Appraisal

An employee’s performance evaluated via a performance appraisal and conducted at least once a year by the Head of SBU/Line Manager except on special request

All performance appraisals shall be based on merit, performance and achievement of the employee’s assigned KPIs

All employees shall be given KPIs which will detail the requirements and expectations of the position for which the employee was hired within one week of employment, job change or promotion

Performance appraisal system is to ensure that all employees perform their jobs to the best of their ability

stresses the importance of employees being recognized for good performance and receiving appropriate suggestions for improvement as necessary

The purpose of the performance evaluation meeting is to provide the Head of SBU/Line Managers and the employee an opportunity to discuss job performance during the previous performance cycle and to plan for future performance objectives.

The evaluation meeting requires careful planning and preparation part of the Head of SBU/Line Managers and employee.

Time Away

LEAVE ENTITLEMENT: Leave and holidays shall be in accordance with the Office Employees’ Regulation . Annual Leave: You will be entitled to the following leave allocation, depending on the time of joining in the first year: 01st January to 31st March – 14 Days 01st April to 30th June – 10 Days 01st July to 30th September – 07 Day 01st October to 31st December – 04 Days Casual Leave - During the first calendar year of employment, you will be entitled to only one (01) day for each completed two (02) months of service. During the second calendar year of employment, you will be entitled to 07 days of casual leave. Maternity Leave : According to the Maternity Benefits Ordinance , female workers are provided with maternity benefits of up to twelve weeks (84 Days) of paid leave.

MEDICAL LEAVESBased on the provisions of the Employment Act, 1955, an employee shall be entitled to paid medical leave as follows: - Less than two years service: 14 days Two to less than five years service: 18 days More than five years service : 22 days

All paid medical leave shall be granted upon recommendation by a Registered Medical Practitioner approved by the Group and supported by a medical certificate.

Leaving the company

Termination of Employment: Either party may terminate the contract of service by giving to the other party notice in writing .

Job Abandonment : Employee abandoned their job, the employee will be terminated with immediate effect, not eligible for rehire and not entitled to any recourse against the Group.

Retirement :On his/her birth date of Fifty Five (55) years, an employee will have reached the official age for retirement.

Exit Interview:When an employee’s employment with the Company ends, they may be required to attend an “exit interview” with the Head of HR Department

Executive Team

Name

Name

Name

To manage a team, you have to listen.

Involve them in the different objectives.

Help them to be better so that your team helps you.

Events & Team Building

Show enthusiasm! Breathe deeply and say what you came to say.

Contact list

Name Surname

Name Surname

User name / Email

User name / Email

Name Surname

Name Surname

User name / Email

User name / Email

Name Surname

Name Surname

User name / Email

User name / Email

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Got an idea?

Let the communication flow!

With Genially templates, you can include visual resources to wow your audience. You can also highlight a particular sentence or piece of information so that it sticks in your audience’s minds, or even embed external content to surprise them: Whatever you like! Do you need more reasons to create dynamic content? No problem! 90% of the information we assimilate is received through sight and, what’s more, we retain 42% more information when the content moves.

• Generate experiences with your content.
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