1
 


Table
of
Contents



CONTENTS



USING
THIS
W ORKBOOK ...................................... Error!
Bookmark
not
defined.

INDUCTION
CHECKLIST ........................................ Error!
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not
defined.

1)
 ABOUT
YOUR
PLACE
OF
W ORK ................. Error!
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not
defined.

2)
 FINDING
YOUR
W AY
AROUND .................... Error!
Bookmark
not
defined.

Colleagues ......................................................... Error!
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not
defined.

Kitchen
facilities ............................................... Error!
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not
defined.

Toilet
facilities .................................................. Error!
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not
defined.

Fire
exits ............................................................. Error!
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not
defined.

Locker
facilities ................................................ Error!
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not
defined.

Parking
facilities ............................................... Error!
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not
defined.

Stores
and
production
areas ......................... Error!
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not
defined.

3)
 ARRANGEM ENTS
FOR
PAY .......................... Error!
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not
defined.

4)
 HOURS
OF
W ORK ............................................ Error!
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not
defined.

Additional
hours ................................................ Error!
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not
defined.

Breaks ................................................................. Error!
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not
defined.

Bank
holidays .................................................... Error!
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not
defined.

5)
 HOLIDAYS ........................................................... Error!
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not
defined.

6)
 ABSENCE ............................................................ Error!
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not
defined.

7)
 SICKNESS ........................................................... Error!
Bookmark
not
defined.

Sick
pay ........................................................... Error!
Bookmark
not
defined.

Long
term 
sickness ....................................... Error!
Bookmark
not
defined.

Sickness
and
food
handling ....................... Error!
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not
defined.

8)
 M ATERNITY
AND
PATERNITY
ENTITLEM ENTS Error!
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not
defined.

Antenatal
care ................................................ Error!
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not
defined.

Statutory
maternity
pay
(SM P) .................. Error!
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not
defined.

M aternity
leave .............................................. Error!
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not
defined.

Paternity
leave ............................................... Error!
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not
defined.

9)
 PROBATIONARY
PERIOD
AND
TRAINING Error!
Bookmark
not
defined.

10)
 HEALTH
AND
SAFETY ................................ Error!
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not
defined.

The
Health
and
Safety
at
W ork
Act .......... Error!
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not
defined.

Accident
prevention ...................................... Error!
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not
defined.

First-aid ........................................................... Error!
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not
defined.

11)
 M ANUAL
HANDLING .................................... Error!
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not
defined.



Guidance
on
moving
loads ......................... Error!
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not
defined.

Guidance
on
pushing
and
pulling
loads .. Error!
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not
defined.

Personal
protective
equipm ent .................. Error!
Bookmark
no t
defined.

12)
 FIRE
PRECAUTIONS ................................... Error!
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not
defined.


2
 If
you
discover
a
fire .................................... Error!
Bookmark
not
defined.

On
hearing
the
fire
alarm ............................ Error!
Bookmark
not
defined.

Fire
extinguishers ......................................... Error!
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not
defined.

13)
 HYGIENE
AT
W ORK ..................................... Error!
Bookmark
not
defined.

Personal
appearance ................................... Error!
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not
defined.

Basic
food
hygiene
guidelines ................... Error!
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not
defined.

Personal
hygiene ........................................... Error!
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not
defined.

Cleaning ........................................................... Error!
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not
de fined.

Operational
hygiene ..................................... Error!
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not
defined.

Contam ination ................................................ Error!
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not
defined.

14)
 W ORKING
IN
A
TEAM ................................. Error!
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not
defined.

15)
 W HO’S
W HO? ................................................ Error!
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not
defined.








































































3
 





























CHAIRMAN'S
STATEM ENT



Dear
ARASCO
Employee,



As
a
Chairman
of
the
Company,
I
would
like
to
welcome
you
as
a
member
of

our
team.
The
success
and
prestige
of
our
company
would
not
be
possible

without
the
dedication
and
hard
work
of
our
employees.

Whether
you
are
a

new
employee,
or
has
been
with
us
for
some
time,
you
are
our
most

important
and
valued
asset.
We
hope
you
feel
comfortable
with
our
work

environment
and
with
the
people
around
you.



We
wish
you
success
in
your
new
position
and
you
will
enjoy
a
long
and

rewarding
career
with
Arasco.








Sincerely,

Abdullah
Alrubaian

Chairm an,
Arasco




























4
 







USING
THIS
W ORKBOOK




Dear
Employee,




The
Human
Resources
Department
(HRD)
at
Arasco
is
pleased
to
welcome

you
to
our
family.
We
hope
that
your
career
here
will
be
a
prosperous
one.

Now
that
you
have
joined
a
team
of
over
18,
00
employees,
you
probably

have
lots
of
questions
to
ask
of
us,
your
new
employer.

We
hope
that
many
if

these
can
be
answered
from
this
workbook,
but
if
you
have
any
other
queries

–
you
only
have
to
ask!



Your
contribution
is
vital
to
the
continued
and
future
success
of
our
company

will.
In
order
to
have
a
successful
work
environment,
it
is
essential
for
you
to

have
a
clear
understanding
of
rights,
responsibilities,
policies
and
benefits

that
govern
the
workplace.
This
booklet
will
outline
all
the
areas
of
your
job

which
you
will
learn
about
during
your
initial
work
period
at
our
company.



The
booklet
is
yours
to
keep.
This
handbook
states
the
policies
of
Arasco
on
work

environment.
It
identifies
the
employee’s
rights,
obligations
and
criteria
required
to

maintain
a
professional
environment
of
work.
Therefore,
this
Handbook
is
applicable

to
all
employees
working
at
Arasco.




It
should
be
noted
that
Arasco
has
the
right
to
amend
and/or
change
policies
thereof

at
any
time
without
prior
notice.
Therefore,
this
Handbook
shall
be
used
as
guidance

and
shall
have
no
obligation
upon
the
Company.
The
only
governing
references
are

the
regulations
and
policies
available
at
the
HRD.
It
is
important
for
you
to
be
familiar

with
information
in
this
booklet,
so
please
review
it
carefully.






























5








ABOUT
SAUDI
ARABIA

The
Kingdom
of
Saudi
Arabia
(KSA)
is
a
Muslim
Arab
country.
The
capital

city
is
Riyadh.

Saudi
Arabia
consists
of
13
provinces
as
follows:


Central
Provinces
(Najd)


• 
Riyadh
Province



• Qassim
Province

• Hail
Province


Northern
Provinces


• Tabuk
Province

• Jouf
Province

• Northern
Borders
Province


W estern
Provinces
(Hejaz)


• Makkah
Province

• Madinah
Province


Eastern
Provinces
(Al
Hasa)


• Eastern
Province


Southern
Provinces
(Asir)


• Asir
Province

• Al-Baha
Province

• Najran
Province

• Jizan
Province


Population:
about
22.6
million
people.


National
Holiday:
23rd
of
September,
marking
the
unification
of
the

country
by
Saudi
Arabia’s
Founder,
King
Abdul
Aziz,
in
1932.


Currency:
1
Saudi
Riyal
(SR)
=
100
Halalah
(USD
1.00
equals
to
SR
3.75).


6



About
ARASCO 



Mission
Statement:



We
balance
food
and
water
security.



Arasco
was
founded
in
1983
as
a
pure
agricultural
services
company
and
has
been

expanding
aggressively
since
than.
Today,
ARASCO
portfolio
include
several

strategic
business
units
(SBU's)
that
include
feed
mining,
corn
refining,
dicalcium

phosphate
production,
poultry
processing,
logistics,
bulk
handling,
agrochemicals

and
analytic
services.
The
team
of
ARASCO
exceeds
1,800
employees
locates

through
the
kingdom
of
Saudi
Arabia.
The
company
has
always
been
on
the
top
100

Saudi
companies
list
since
the
first
time
it
was
published
(ranked
53rd
in
2006).











High Level Organization Structure

ARASCO
Strategic Strategic
Business Units Shared Units

ARASCO Feed Corporate Finance

ARASCO Foods Human Resources

ARASCO Logistics Information Technology

ARASCO Corn Products Office of Operations Management

Alemar International Office of Strategy Management

IDAC Labs Internal Auditing

Corporate Communication

Purchasing/Legal/Insurance








7
Joining
ARASCO:



We
believe
that
the
Company's
success
depends
on
having
the
right
people
in
the

right
jobs
within
the
organisation.
The
purpose
of
the
Arasco's
recruitment
policy
is
to

provide
a
framework
to
ensure
we
recruit,
retain
and
develop
the
best
person
for

each
job.



W hat
you
can
expect
from
ARASCO 



We
will
manage
any
recruitment
in
line
with
the
following
key
principles


• The
Company
hires
individuals
by
offering
them
an
official
job
offer.
Once
the

employee
passes
successfully
the
probationary
period
(3
months)
he/she
will

sign
bilingual
contracts
(in
Arabic
&
English)
with
a
date
of
hire
as
of
the

first
day
of
joining
the
company.
The
contract
will
be
in
two
copies:
the

employee
shall
have
one
and
the
other
one
shall
be
kept
at
the
HRD.

• The
policy
of
Arasco
states
that
the
contract
of
employment
becomes
null

and
void
if
he/she
does
not
report
to
work
within
ten
(10)
days
from
the

expected
date
of
reporting
to
work,
which
is
mentioned
in
the
job

offer/contract
if
the
contract
has
been
signed
within
the
Kingdom.

• The
policy
of
Arasco
states
that
the
contract
of
employment
signed
outside

the
Kingdom
becomes
null
and
void
in
the
following
cases:
(1)
if
he/she
does

not
report
to
work
within
30
days
from
the
date
of
obtaining
the
Saudi
visa;

or
(2)
if
he/she
does
not
report
to
work
from
the
date
of
his/her
arrival
in
the

Kingdom.



• The
contract
of
employment
shall
come
into
force
as
of
the
date
the

employee
reports
to
work.

• All
employees
shall
be
subject
to
a
probationary
period
that
shall
not
exceed

90
days.
If
the
employees
are
found
to
be
unfit
for
the
position
during
the

probationary
period,
Arasco
shall
have
the
right
to
extend
the
probationary

period
for
another
90
days
or
terminate
the
contract
without
any

remuneration,
prior
notice,
or
compensation.


• The
HR
will
issue
the
employee
the
work
permit
and
residence
permit

(Iqama).

• Arasco
shall
pay
the
governmental
charges
stated
in
the
contract
concluded

with
the
employee.

• Before
the
new
employee
joins
Arasco,
the
HR
department
will
request


him/her
to
proceed
with
the
following
in
order
to
complete
his/her
recruitment:

o Obtain
a
Medical
Report
from
a
qualified/registered
Medical

Practitioner
on
being
subjected
to
a
comprehensive
medical
check-
up.

o Forward
a
background
clearance
certificate
obtained
from
the
Ministry

of
Interior
(Criminal
Evidence
Department)
to
prove
the
absence
of

precedents
(for
residents)

o Open
a
regular
bank
account
with
the
assigned
bank.

o Obtain
and
forward
the
required
licenses
viz.
license
from
the
Saudi

Commission
for
Health
Specialties
(SCFHS)
if
he/she
is
applying
for
a


8
 health-related
job;
or
the
Municipality
Card
(Baladia
card)
if
he/she
is

applying
for
a
food-related
job.
If
the
candidate
fails
to
get
the

required
licenses,
the
company
will
cancel
his
job
offer/
contract
on

the
basis
that
he/she
could
not
fulfill
the
requirements
of
the

employment.

o Sign
the
required
forms
and
agreements
(such
as
the
Confidentiality

Agreement).

• Once
the
employee
fulfills
all
the
above-mentioned
steps,
the
HRD
shall

proceed
with
the
following:


o Issuing
him/her
a
job
number
and
a
work
card,
where
necessary.

o Providing
the
new
employee
with
a
letter
directing
him/her
to
the

department
where
he/she
shall
work.

o Issuing
him/her
a
medical
insurance
card.

o Registering
him/her
with
the
General
Organization
for
Social

Insurance
(GOSI).

o Creating
an
E-mail
for
the
new
employee
in
the
Intranet
of
Arasco

(where
applicable).



HOURS
OF
W ORK


Except
as
otherwise
advised,
the
typical
work
week
is
40
hrs
from
8.00am
to

4.30pm
Saturday
to
Wednesday
with
a
30
minutes
break.
Hours
of
operation

may
be
revised
by
Company
directors,
as
needed.
These
start
and
end
times

are
only
guidelines,
however,
and
employees
are
required
to
be
present
for

work
during
the
workday
established
for
them
by
their
supervisors
or
by
the

company
president.


PROBATION
GUIDELINES


All
newly
recruited
employees
will
be
subject
to
a
probation
period
where
their

performance
will
be
evaluated.
The
duration
of
this
will
be
defined
in
the
employee’s

contract.




During
your
probationary
period
you
can
expect
your
line
manager
to
do
as
follows.

• Make
you
aware
of
the
standards
require
of
you.

• Let
you
know
how
your
performance
will
be
measured.


• Provide
training
(if
required)
and
support
to
help
you
meet
the
required

standard.

• Review
your
progress


• Also
make
you
aware
of
the
consequences
of
not
meeting
the
standards.



If
there
are
any
problems
with
performance,
behaviour
or
attendance
during
the

probationary
period,
the
line
manager
will
talk
to
the
employee
and
provide
support
to

address
any
problems.



The
purpose
is
to
provide
a
framework
for
managing
probationary
periods
in
a
fair

and
consistent
way.



9


W hat
to
do
at
the
end
of
probationary
period: 



At
the
end
of
probationary
period
(stated
in
your
contract),
the
line
manager
needs
to

decide
whether:

• Your
employment
is
to
be
confirmed
as
you
have
met
the
required
standards.

• They
need
more
time
to
assess
your
performance.

• They
want
to
end
the
employment
as
you
have
not
met
the
required

standards.



PAY
PERIODS

Employees
are
paid
on
a
monthly
basis.



ATTENDANCE
&
PUNCTUALITY

Regular
and
prompt
attendance
is
a
regular
requirement
of
your
job.
All
planned

absences
must
be
requested
and
approved
in
advance.
If
illness
or
some
other

emergency
causes
and
unplanned
and
unforeseeable
absence,
you
must
notify
your

department
or
line
manager
as
soon
as
possible.




PERFORM ANCE
REVIEW 
PROGRAM 

It
is
our
company
policy
to
formally
review
and
evaluate
our
employee's
job

performance
on
regular
basis.
Merit
increases
are
directly
related
to
the
performance

levels
displayed
by
each
employee.
The
performance
review
is
an
objective
review
of

your
performance
based
upon
previously
agreed-to-standards
of
your
job.
You
will
be

notified
prior
to
scheduled
performance
review.
This
review
gives
an
opportunity
for

the
supervisor
to
acknowledge
employee's
achievements,
discuss
how
to
improve

and
maintain
his
performance,
and
for
the
supervisor
and
employee
to
establish

future
goals.
Both
the
supervisor
and
employee
should
keep
the
copy
of
the
review.




Your
performance
review/Appraisal
occurs
----------



ADVANCE
PAYMENT
OF
SALARY 

In
case
of
requirement
during
the
first
month
of
arrival,
the
employee
may
request
for

maximum
of
first
month
salary
to
be
paid
to
him
in
advance.
The
employee
must
give

a
written
request
for
the
same
to
respective
Location
HR.
The
same
can
be

authorized
by
Location
HR
Manager.




During
the
probation,
the
employee
shall
be
evaluated
by
the
concerned
business

managers.
In
case
employee
is
found
to
be
unsuitable
for
the
job,
the
company
may

terminate
the
employee’s
contracts
as
per
the
contract
terms.







OVERTIME
GUIDELINES


Only
employees
in
non-management
grade
are
eligible
for
overtime
pay
for
working

beyond
normal
working
hours.
This
will
need
to
be
approved
as
per
the
Authority

Matrix
(given
below)



10


Managers
can
only
claim
Compensatory
Off
in
lieu
of
full
day’s
work
on
weekends,

Eid
holidays
or
National
holidays
only.
This
will
need
to
be
approved.




The
overtime
sheet
should
be
filled
and
approved
by
a
manager
for
each
of
his

subordinates
and
sent
to
the
Location
HR
department
by
the
10th
of
the
following

month




Overtime
pay
is
fixed
at
1.5
times
of
hourly
basic
pay
of
the
employee
(In
case
of

overtime
during
Eid
Holidays,
2
times
of
hourly
basic
pay
shall
be
paid).




LEAVE
GUIDELINES


Employees
are
required
to
submit
duly
approved
leave
application
form
to
the

Location
HR
for
obtaining
leave
/
vacation.
This
application
should
be
approved
by

the
appropriate
authority
(as
per
the
authority
matrix
given
in
this
section)




Leave
availed
by
employees
can
be
of
the
following
types:


• Earned
Leave


• Sick
Leave


• Marriage
Leave


• Paternity
Leave


• Leave
in
case
of
death


• Exam
Leave


• Hajj
Leave



Vacation
Frequency
Period
(VFP):
 The
duration
of
employment
from
date
of

joining
work
to
the
date
after
which
his
next
 vacation
becomes
due
is
called

Vacation
Frequency
Period
(e.g.12
months
or
24
months).
This
will
be
defined
in

each
employee’s
contract.



(e.g.
An
employee
joins
the
company
on
January
1
’07,
and
he
is
entitled
to
30
days

leave
in
a
year.
Thus,
he
can
take
one
vacation
during
January
1
’07
–
December
31

’08
(based
on
his




Leave
balance
at
that
time),
and
his
next
vacation
becomes
due
after
January
1
’08.

Thus,
this
employee’s
Vacation
Frequency
Period
(VFP)
is
12
months)




Earned
Leave


Employees
are
entitled
to
30
(or
45)
days
of
earned
leave
per
VFP,
as
mentioned
in

their
contract
terms.
This
excludes
Eid
Holidays
&
National
Holidays
and
includes

weekends
if
clubbed
together.




Leave
will
be
credited
at
the
end
of
each
month
into
the
employee’s
leave
balance
on

a
pro-rata
basis.
Thus,
2.5
days
of
leave
will
be
added
each
month
in
case
of
a
VFP

of
12
months,
and
1.875
days
will
be
added
in
case
of
VFP
of
24
months.




Earned
leave
in
excess
of
30
days
will
automatically
lapse
at
the
end
of
an

employee’s
respective
VFP



11


(e.g.
An
employee
joins
the
company
on
January
1
’07,
and
his
VFP
is
12
months.

Thus,
in
case
this
employee
does
not
take
any
leave,
on
January
1
’09
(i.e.
after
2

VFPs)
he
will
have
30
+
30
=
60
days
in
his
leave
balance.
The
30
days
of
vacation

from
the
previous
year
(i.e.
those
earned
during
Jan
1
’07
–
Jan
1
’08)
will
lapse
and

only
30
days
shall
remain
in
the
employee’s
leave
balance.




Leave
without
Pay:

Leave
without
pay
will
be
allowed.
This
will
be
allowed
based
on
the
approval
given

by
the
appropriate
authority
(as
per
the
authority
matrix
given
in
this
section)



Earned
Leave
will
not
accrue
to
the
employee
during
the
period
when
the
employee

is
on
Leave
without
Pay.



Sick
Leave


All
employees
are
entitled
to
sick
leave
which
will
be
approved
on
submission
of

supporting
medical
documents.




In
case
an
employee
falls
ill
due
to
any
reason
unrelated
to
work,
payment
of
salary

during
period
of
sick
leave
will
be
as
follows:




Time
Period

 Payment
Terms


First
30
days
in
a
year

 100%
Payment
of
Salary
from
Company


Following
60
days
in
a
year

 75%
Payment
of
Salary
from
Company


Following
days
in
a
year

 Leave
without
Pay




In
case
an
employee
falls
ill
due
to
a
reason
related
to
work
(e.g.
work-related

accident),
the
payments
to
employee
will
be
as
per
GOSI
Regulations




Sick
leave
lapses
at
the
end
of
each
year.




M arriage
Leave 

Marriage
leave
can
be
taken
only
once
during
the
course
of
an
employee’s

association
with
the
company.
Appropriate
supporting
documents
will
have
to

submitted
to
avail
the
same
(e.g.
marriage
card
/
certificate,
etc)


A
maximum
of
three
days
of
marriage
leave
shall
be
permitted.



Paternity
Leave 

Paternity
leave
can
be
taken
after
submission
of
appropriate
supporting
documents

(e.g.
birth
certificate,
etc)


One
day
of
leave
shall
be
permitted
for
the
same.



Leave
in
case
of
Death
in
the
family


Leave
in
case
of
death
in
the
family
can
be
taken
after
submission
of
appropriate

supporting
documents
(e.g.
death
certificate,
etc).
This
leave
can
only
be
availed
in

case
of
death
of
immediate
family
members.

A
maximum
of
three
days
of
leave
can
be
taken
for
the
same.


12


Exam
Leave

Exam
leave
shall
be
permitted
for
Saudi
nationals
only.



The
day
of
exam
shall
be
permitted
as
a
leave.
However,
appropriate
exam
related

documents
shall
have
to
be
provided
at
least
15
days
prior
to
availing
such
leave



In
case
of
repeat
exam,
leave
shall
not
be
permitted.



Hajj
Leave


Hajj
leave
shall
be
permitted
for
Muslims
only.



Employees
can
avail
such
leave
only
once
during
the
course
of
an
employee’s

association
with
the
company.
Appropriate
supporting
documents
will
have
to

submitted
to
avail
the
same
(e.g.
travel
documents,
etc)

A
maximum
of
seven
days
of
such
leave
shall
be
allowed,
such
that
these
seven

days
fall
just
before
holidays
for
Eid-al-Adha.



Penalty
can
be
made
applicable
on
employees
who
remain
absent
from
work
without

prior
approval
from
appropriate
authority.




All
leave-related
applications
need
to
approve
by
appropriate
authority.


Special
leave



Arasco
shall
grant
the
employees
a
paid
leave
for
the
following
occasions:


• Three
days
in
Eid
Al-Fitr
starting
from
the
following
day
to
29th
of
Ramadan

(according
to
the
Islamic
calendar).


• Four
days
in
Eid
Al-Adha
starting
from
the
day
of
Arafah.

• One
day
in
the
National
Day
(23rd
of
September).


TRAVEL
GUIDELINES


Employees
must
submit
duly
approved
travel
advance
form
to
local
Finance

department
for
taking
advance
prior
to
a
tour.



After
completion
of
tour,
employees
must
submit
duly
approved
travel
expense

statement
form
to
local
Finance
department
for
settlement
of
travel
expenses.




Air
Tickets
for
Business
Tour:
In
case
an
employee
needs
the
Location

Administration
team
to
book
air
tickets
for
a
business
tour,
he
should
send
an

approved
request
for
tour
(as
per
Authority
Matrix
below)
to
Location
Administration

team
at
least
3
working
days
before
date
of
travel.



Reimbursem ent
of
Air
Tickets
for
Tour:
 The
cost
of
the
air
ticket
for
business

travel
shall
be
reimbursed
to
the
employee
in
case:

• The
employee
books
his
own
ticket



13
• The
employee
makes
alternate
travel
arrangements
(by
road
or
rail).



In
both
these
cases,
the
reimbursement
shall
be
as
per
the
employee
entitlement
and

approval
for
the
tour
shall
be
required
(as
per
the
Authority
Matrix
in
this
section)



CAR
RENTAL
GUIDELINES


(This
section
is
subject
to
changes
as
per
recommendations
of
the
Arasco
Car

Rental
Committee)




Only
employees
requiring
car
for
official
purposes
can
request
a
car
from
the

company.


All
employees
are
allowed
to
hire
only
one
car
at
a
time
for
official
use.




M OBILE
PHONE
GUIDELINES 

Only
employees
requiring
mobile
phone
for
official
purposes
can
request
a
phone

from
the
company.


All
employees
are
allowed
to
have
only
one
mobile
phone
at
a
time
for
official
use




Purchase
of
M obile
Phone:
Employees
are
entitled
to
allowance
of
10%
of

monthly
basic
salary
subject
to
a
minimum
of
SR
500
once
in
every
two
years
for
the

purchase
of
mobile
phone




Payment
of
M obile
Phone
Bill:
Mobile
phone
bills
shall
be
reimbursed
by
the

company
depending
upon
the
amount
of
the
bill.
The
reimbursement
shall
be
as
per

the
following
table:




Amount
of
Bill

 Method
of
Paym ent
of
Bill


Total
Bill
Less
than
300
SAR

 Payment
of
bill
by
company


Total
Bill
Greater
than
300
 (i)
Total
bill
sent
to
employee


SAR
Business
Calls
Less
than
 

300
SAR

 (ii)
Employee
marks
out
personal
calls,
the
cost
of

which
is
deducted
from
salary




(iii)
In
case
remaining
bill
(i.e.
due
to
business

calls)
is
less
than
300
SAR,
the
company
pays
for

the
remaining
bill




Total
Bill
Greater
than
300
 (i)
Total
bill
sent
to
employee


SAR
Business
Calls
Greater
 

than
300
SAR

 (ii)
Employee
marks
out
personal
calls,
the
cost
of

which
is
deducted
from
salary




(iii)
In
case
remaining
bill
(i.e.
due
to
business

calls)
is
greater
than
300
SAR,
the
company
pays

for
the
remaining
bill.






14


EMPLOYEE
BENEFITS
GUIDELINES


The
employee
benefits
will
depend
upon
assigned
employee
status
and
same
will
be

mentioned
in
his
contract.
The
default
status
at
the
time
of
joining
will
depend
upon

nationality
and
the
employee
band:






Nationality

 Grade

 Default
Status


Saudi

 All

 Family


Non-
Saudi

 Executive
grade
and
above

 Family


Non-executive
grade

 Single




In
case
of
change
of
status
(i.e.
single
to
family),
approval
of
respective
Business

Head
is
required.
The
Business
Head
can
approve
a
request
(for
new
employees

and
existing
employees)
based
on
the
employee’s
number
of
years
with
the

company,
designation,
salary,
any
other
relevant
factor,
etc.


The
following
benefits
will
be
available
for
each
status:




Benefit

 Single
Status

 Family
Status


Accommodation

 Single
Accommodation
or
 Family
Accommodation
or

Accommodation
Allowance1

 Accommodation
Allowance1


Transportation

 Depending
upon
 Depending
upon

accommodation2

 accommodation2


Medical
 Provided
only
for
employee

 Provided
for
employee
&

Insurance

 employee’s
immediate
family3


Iqama

 Provided
only
for
employee
 Provided
for
employee
&

(first
Iqama
&
renewal)

 employee’s
family4


Air
Tickets

 Return
ticket
from
Work
 Return
ticket
from
Work
Location

Location
to
Home
City
-
 to
Home
City
-
Provided
for

Provided
only
for
employee

 employee
&
employee’s
family5




Notes:


1.
Accommodation
will
be
provided
by
the
company
subject
to
availability.
In
case
not

available,
allowance
for
the
same
will
be
provided
as
per
the
employee’s
contract




2.
Transportation
allowance
can
be
taken
by
the
employee
in
case
employee
is
living

in
an
accommodation
that
is
away
from
the
office
and
has
not
been
provided
with
a

car.
This
needs
to
be
approved
by
Location
HR
Manager.
The
amount
of
allowance

shall
be
as
that
specified
in
the
employee’s
contract.




3.
For
Saudi
employees,
this
benefit
will
be
applicable
for
all
family
members
who
are

present
on
the
employee’s
ID.


For
Non-Saudi
employees,
this
benefit
will
be
provided
for
all
family
members
who

are
added
on
the
employee’s
Iqama
(i.e.
family
members
who
entered
the
kingdom

with
the
employee).
In
case
an
employee
has
a
son
who
has
his
own
Iqama
(on


15
attaining
the
age
of
18)
but
whose
sponsor
is
Arasco,
then
he
will
be
included
in
the

medical
insurance
scheme.




4.
Benefit
will
be
provided
for
all
family
members
who
are
added
on
the
employee’s

Iqama
(i.e.
family
members
who
entered
the
kingdom
with
the
employee).
In
case
of

employee’s
children:


• Son:
First
Iqama
(on
attaining
the
age
of
18
years)
cost
to
be
borne
by
company.

Renewal
cost
to
be
borne
by
employee


• Daughter:
First
Iqama
(on
attaining
the
age
of
18
years)
and
renewal
cost
to
be

borne
by
company,
until
marriage.




5.
Benefit
will
be
provided
for
all
family
members
who
are
added
on
the
employee’s

Iqama
(i.e.
family
members
who
entered
the
kingdom
with
the
employee),
subject
to

a
maximum
of
4
tickets
–
for
employee,
spouse
and
2
children.
For
employees
with

more
than
10
years
of
service
with
Arasco,
5
tickets
will
be
allowed
–
for
employee,

spouse
and
3
children.



Availing
Air
Tickets:
Air
tickets
can
be
availed
of
by
an
employee
after
completion

of
half
of
his
respective
Vacation
Frequency
Period
(VFP).
e.g.
For
an
employee
with

VFP
of12
months,
air
ticket
can
be
availed
after
completion
of
6
months.
For
an

employee
with
VFP
of24
months,
air
ticket
can
be
availed
after
completion
of
12

months.




GENERAL
DISCIPLINE
GUIDELINES
/
CONDUCT
POLICY

You
were
selected
for
your
job
because
you
possess
a
level
of
maturity,

responsibility
and
commitment
which
is
an
essential
ingredient
of
our
continued

success.
We
are
confident
that
while
you
work
with
us,
you
will
continue
to

demonstrate
these
qualities,
and
conduct
yourself
in
a
professional
manner
at
all

times.



It
is
Arasco's
policy
to
provide
a
work
environment
free
from
elements
that
would

deter
you
from
doing
your
best
work.
All
concerns
may
be
expressed
to
you
line

managers.
Feel
free
to
express
your
self
about
work
related
or
personal
matters.

Employees
are
expected
to
dress
in
clean
clothes
and
behave
well
with
others.




Penalty
may
be
applied
in
case
of
behaviour
found
to
be
non-compliant
with
office

rules
and
regulations.
Such
penalty
may
be
applied
in
the
following
cases:


• Arriving
late
to
work.


• Leaving
early
from
work.


• Being
within
company
premises
after
long
completion
of
working
hours.




EMPLOYEE
RESPONSIBILITIES
&
RIGHTS



Arasco
shall
guarantee
the
following
rights
for
the
employee :


• Good
treatment
in
word
and
deed.


16
• Payment
of
salaries
on
due
date.

• Providing
an
objective
and
fair
performance
evaluation.

• Providing
opportunities
for
training
and
career
development.


• Ensure
a
safe
work
environment
free
from
dangers
and
diseases.



The
Em ployee
shall
guarantee
the
following
obligations
for
Arasco: 


• Compliance
with
instructions
and
regulations
issued
by
the
Company.

• Punctuality,
not
to
be
absent
from
work
without
prior
permission
or
a

reasonable
excuse.



• The
accomplishment
of
work
according
to
the
criteria
and
instructions
of

the
managers/supervisors.

• The
preservation
of
Arasco's
funds
and
properties
(vehicles,
machinery
&

equipment,
tools,
appliances,
furniture,
and
office/work
premises
that
are

placed
at
the
disposal
of
the
employee)
and
not
using
them
for
personal

purposes.


• Commitment
to
good
conduct,
teamwork,
customer
satisfaction,
and

superior
guidance.



• Providing
assistance
in
case
of
emergency
or
danger
that
threatens
the

safety
of
the
workplace
or
staff.

• Maintaining
the
confidentiality
of
trade,
technical
and
industrial
/know-how

of
Arasco
or
any
other
confidential
information
disclosed/made
available

to
the
employee
with
regard
to
the
nature
of
his/her
job.

• Not
to
engage
in
any
other
work
outside
the
scope
of
his/her
work,

whether
remunerated
or
not,
to
any
other
entity.


• Avoiding
conflict
of
interest
and
refraining
from
misusing
his/her
work
in

Arasco
for
the
purpose
of
gaining
profit
or
personal
benefit
to
him/her
or

anyone
else
at
the
expense
of
the
interest
of
Arasco.

• Notifying
the
company
of
all
changes
to
his/her
marital
status
or
place
of

residence
within
a
week
from
the
date
of
change.


• Compliance
with
instructions
and
regulations,
customs
and
traditions

established
in
the
country.

• Refraining
from
receiving
visitors
at
the
workplace
or
the
company’s

accommodation
other
than
the
staff
of
company.

• Respecting
superiors
and
ensuring
no
verbal
abuse
or
action
against
the

heads
or
the
manager
in-charge.

• Compliance
with
instructions
to
health
and
occupational
safety.
No
claim

of
sickness
shall
be
allowed.

• Not
to
misuse
the
machinery
and
equipment
in
the
premises
of
the

company
or
the
work
sites.


• No
escape
from
the
place
of
work
except
in
emergency
situations.

• Commitment
to
return
to
work
after
the
end
of
the
period
of
annual
leave

or
other
holidays.

• Not
to
engage
in
personal
telephone/mobile
conversations
or
browse

Internet
or
read
newspapers
and
magazines
during
working/office
hours.


17
COMPENSATION
&
BENEFITS 


• The
employee
should
open
a
bank
account
at
the
assigned
bank
where
his/her

salary
will
be
deposited
at
the
end
of
each
calendar
month.

• The
employee
should
check
with
HRD
if
his/her
salary
has
been
deposited
at
the

end
of
the
calendar
month.

• The
Company
shall
issue,
or
pay
for,
a
ticket
for
the
employee
in
the
following

cases:

o At
the
commencement
of
the
contract
of
employment,
from

the
point
of
hire
to
the
city
of
work
whether
the
contract

was
signed
within
the
kingdom
or
outside
as
agreed
upon

in
the
work
contract.

o At
the
completion
of
contract
when
the
vacation
is
due.

o At
the
end
of
the
contract
of
employment
in
order
to
return

him/her
to
the
city
where
the
contract
was
signed.

• The
Company
shall
not
incur
the
costs
of
returning
the
employee
to
his/her


country
in
the
following
cases:


o When
the
Company
finds
the
employee
not
capable
of

performing
the
job.

o When
the
employee
wants
to
return
to
his/her
country

without
an
acceptable
reason.


o When
the
employee
commits
a
violation
that
leads
to

his/her
deportation
from
the
country.

• The
employee
who
persists
in
his/her
work
and
be
punctual
shall
receive
rewards

in
cash
and/or
in
kind
to
be
determined
by
the
HRD
and
the
employee’s

department.


M EDICAL
INSURANCE


The
company
provides
the
Medical
insurance
plan
to
its
employees
with
Medgulf—
The
Mediterranean
&
Gulf
Insurance
and
Reinsurance
company
(E.C.).
with

administrative
and
technical
assistance
from
Medi
Visa,
KSA.



Essentially,
the
medical
coverage
is
provided
for
all
staff
and
their
authorized

dependents
living
with
them
in
the
Kingdom.
Usually,
you
will
receive
your
Medical

insurance
card
within
the
first
two
weeks
of
the
employment.
Additional
information

available
on
www.medexksa.com
or
Tel:
01
403
8844
(Riyadh).




HEALTH
&
SAFETY:


• The
Company
to
protect
its
employees
from
occupational
hazards
and
diseases

arising
from
work.
To
achieve
this
purpose,
the
Company
maintains
high

standards
of
health
and
safety
by:

o Prohibiting
smoking
within
all
the
Company’s
properties.

o Providing
fire
extinguishers
in
all
the
Company’s
properties.


o Having
emergency
exits
in
case
of
emergency
situations.


o Providing
first
aid
box
in
the
workplace. 


18
 o Providing
tools
for
personal
protection
(such
as
gloves
and

goggles)
to
those
who
are
exposed
to
dange rs
and
train
them

how
to
use
such
tools.


o Maintaining
a
high
level
of
hygiene
at
the
workplace
and
accommodation.

o Increasing
the
awareness
of
the
employees
toward
health
and
safety.


• In
the
case
of
an
accident,
the
employee’s
supervisor
should
inform
HRD
which

in
turn
will
take
actions
in
order
to
help
the
sick/injured
employee
to
recover.


PERSOANAL
RECORDS

The
Company
maintains
personal
record
for
each
and
every
employee.
The

information
contained
in
your
personal
file
is
needed
to
send
you
email
letters
etc.
It

is
important
that
your
personal
record
is
kept
accurate
and
up
to
date.
Therefore
we

ask
that
you
immediately
notify
the
Company
in
writing,
if
there
are
any
changes
in

the
following
information:



1. Change
of
your
address
or
your
mobile/
Telephone
number.

2. Change
in
your
marital
status.

3. Change
in
your
name.

4. Any
other
related
circumstances.



All
such
information
will
be
treated
as
highly
confidential
and
will
only
be
available
to

the
employee
and
those
people
with
a
need
to
know
the
information.






CONFIDENTIALITY
OF
BUSINESS
INFORM ATION 

Employees,
during
the
course
of
their
employment,
may
have
access
to
documents,

data,
or
other
information
that
is
confidential
and/or
privileged
from
disclosure

whether
or
not
it
is
labeled
or
identified
as
'
confidential'
or
'privileged'.
Unless
they

have
their
department's
head
prior
approval,
employees
may
never
disclose
any

information
to
persons
who
do
not
have
a
business
need
for
such
information.





In
addition,
employees
are
expected
to
protect
the
integrity
of
business
information

as
it
might
be
transmitted
verbally,
through
written
or
electronic
means,
both
inside

the
office
and
outside
the
office.












SEPARATION
GUIDELINES


Employees
who
separate
from
the
service
of
the
company
are
expected
to
comply

with
the
following
procedures:


• Complete
all
pending
assignments


• Surrender
his
work
visa
issued
by
the
company.


• Surrender
all
company
assets
–
lap
tops,
data
cards,
office
equipment
and
all

other
things
that
were
given
to
the
employee
/
in
use
by
the
employee
–
to
the

relevant
departments




Respective
Location
HR
will
ask
concerned
departments
to
fill
out
clearance
form,

after
which
employee’s
final
settlement
(End
of
Service)
can
be
processed





19
Respective
Location
HR
will
also
conduct
exit
interview
with
employee
to
understand

reasons
for
separation
and
employee’s
perception
of
the
company.



RESIGNATION/
EXIT
INTERVIEW 

While
it
is
our
desire
and
goal
that
each
employee
succeeds
in
their
job
at
ARASCO,

an
employee
may
oftentimes
end
his
employment.
Those
employees
are
required
to

submit
resignation
letter
to
appropriate
authority.
You
will
be
expected
to
meet
your

line
manager
for
an
exit
interview.
During
that
meeting,
we
will
review
certain

information
with
you
including
your
final
compensation.
The
exit
interview
will
also

provide
us
an
opportunity
to
share
information
concerning
your
with
and
views
of
the

Company.
Your
suggestions
for
improvements
regarding
any
aspect
of
our
business

are
invited
at
this
time.



FINALLY

This
handbook
is
not
a
contract.
We
may
update,
modify
and
interpret
these
policies.

They
will
change
as
we
gain
experience,
usually
to
address
issues
that
have
already

occurred.
If
you
have
any
suggestion
about
how
to
make
these
guidelines
more

useful,
or
productive,
please
write
a
note
to
the
HRD
department
at
Arasco

(Corporate
Office).




CERTIFICATE
OF
RECEIPT



I
have
received
a
copy
of
the
ARASCO
EMPLOYEE
HANDBOOK ,
and
I

understand
it
is
solely
for
the
purpose
of
the
summarizing
Company's
current

policies,
benefits
and
rule
and
that
it
is
not
intended
to
be
a
contract
or
guarantee
of

employment
or
any
of
specific
terms
and
conditions
of
employment
or
procedural

rights,
and
that
certain
portion
of
this
Handbook
may
need
to
be
amended
or

eliminated
from
time
to
time
without
advance
notice.
I
agree
to
and
will
comply
with

the
policies,
procedures,
and
other
guidelines
set
forth
in
the
handbook.



I
further
understand
that
all
employees
of
the
company,
regardless
of
their

classification
or
position,
are
employed
on
an
at-will
basis,
and
their
employment
is

terminable
at
the
will
of
the
employee
or
the
company
at
any
time,
with
or
without

cause,
and
with
or
without
notice.



Dated:………………………………………………….






















Employees
Signature 







Dated:
………………………………………………..






















M anager/
HR 
Signature




20