Service Rules

These service rules are for the employees of Decision Management Consultants Pakistan and are
applicable on and after 1st January 2015 whereas all previous applicable rules are to be considered
null and void.

1) Hiring Procedure & Authority:

Associate partners/department heads will submit their human resource/personnel
requirements to the managing partner (they may also recommend specific individuals).
Relevant written tests/interviews will be conducted by the managing partner in conjunction
to the relevant department head/associate partner. The managing partner will issue an offer
letter to the prospective candidate after due consultation and approval of the senior
partner.
Upon acceptance of the offer within the stipulated time period, an employment contract will
be signed specifying the terms and conditions of employment.
2) Types of Employment:
Employees will be categorized into the following types:
• Permanent Employees
• Contractual Employees (Part-Time/Full-Time)
• Intern/Trainee
All of the above are subject to probation as well as confirmation.
3) Appointment, Probation, Confirmation, Resignation, Termination of Services:
• Employment will commence after the signing of an employment contract specifying
the terms and conditions of employment after acceptance of the offer by the
employee.
• Initial employment will be on probation, time period being 3 months. Probation
period can be extended under certain circumstances.
• During probation salary would be a lump sum amount which will be revised and
fixed upon confirmation as per the pay scale of DMC.
• After completion of probation, confirmation will be conveyed/communicated
through “Confirmation Letter”.
• DMC will have the right to terminate employment of any employee during probation
period with two week notice. Employee will also have the right to resign during
probation period by giving a two weeks’ notice.
• After probation DMC will have the right to terminate employment of any employee
with a one months’ notice or salary thereof. Employee will also have the right to
resign after probation period by giving a months’ notice or forgoing a salary thereof.
4) Permanent Employees Pay Scale:

Employees: Basic
 Support Staff 6,000
Office Staff 7,500
Officer 8,500
Supervisory 10,000
Managerial 12,500
Allowances: (Where Applicable)

Housing Utilities Medical Conveyance

50% 20% 15% 15%

The above will be reviewed annually and may be revised if the need arises.
Pay structure of part-time workers and internees/trainees will be decided on a case to case
basis.
5) Annual Increment:
Employee’s annual increment in the basic salary will be dependent on the following factors
and/or according to the following distribution:

Punctuality 5%
Leave Conduct 5%
Office Timings 5%
Interoffice Relationship 10%
Attitude 15%
Work Ethics 15%
Efficiency 15%
Initiative 20%
Islamic Bearings & Conduct 10%

100%
US SK O S
50% or Less Nill Nill Nill Nill Below Avg.

51% to 74% 150 200 250 300 Average

75% to 94% 200 250 300 350 Above Avg.

95% or More 250 300 350 400 Excellent

6) Timings:
Office timings would be 08:00 in the morning to 05:00 in the evening with one hour break
for lunch/prayers between 01:00 to 02:00, six days a week with Sunday as a weekly holiday.
7) Overtime:
 Overtime will be given to employees only in case of specific duty allocation for outside/client
work only. It will be calculated at an hourly rate of 1.5 times more than normal hourly rate.
The above will be subject to prior approval and authorization.
8) Holidays & Vacations:
In addition to the weekly and scheduled/gazetted/statutory holidays (the right to specify the
days will be reserved with DMC). The employees will be titled to 30 days per annum
additional days of leave after one year of service which can be availed during the year on a
pro rata basis not exceeding two days per month.
These will not be carried forward and would lapse after the end of the subsequent year. The
actual days being availed will be with the consent of DMC.
9) Residence & Food:
In case residential and/or mess facilities are provided to the employees, DMC will have the
right to deduct Housing and/or Utilities and/or Conveyance Allowance as payment for such
facilities.
10) End of Service Benefits:
Permanent employees will be entitled to an end of service gratuity after one year of service
and which will be calculated as one month’s basic salary for each year of service completed,
be paid at the end of employment after deducting any and all dues outstanding.
This will not be paid in case of termination of service for misconduct.
DMC will reserve the right to pay whole or partial gratuity prior to the end of service if it so
desires.
11) Confidentiality:
All employees will be required to conduct themselves keeping highest level of character and
ensure that DMC’s or client’s information obtained will not be shared and/or disclosed to
anyone.