EMPLOYEE HANDBOOK EMPLOYEE HANDBOOK

CABIN CREW HANDBOOK Chapter: 5 - A3 Page: 1 of 7 CABIN CREW HANDBOOK Chapter: 5 - A3 Page: 2 of 7

MARRIAGE Effect: 01/07/12 Issued: 12/07/12 MARRIAGE Effect: 01/05/08 Issued: 12/06/11

III. MARRIAGE b. After 1 year service

The following employee entitlements vary depending upon whether Cabin
Crew are single or married. Please note that you are required to provide
documentary evidence of all such dependants prior to being able to avail of
these entitlements.
 Unlimited Cat A and Cat C tickets per annum for spouse and children
under 23 years.
 2 Cat A subload and unlimited Cat C firm tickets per annum for parents,
children aged 23 and above, brothers, sisters and parents-in-law

1. Company Accommodation/ Accommodation Allowance 2.2 On Other Airlines (OAL)

After 6 months of service Cabin Crew are entitled to tickets on OAL for self
1.1 Married Cabin Crew are provided with Accommodation Allowance (AA) in
and dependants provided the Cabin Crew is registered in HRMS as ‘married’
lieu of company accommodation.
and their spouse and children are also registered in HRMS.
1.2 Single Cabin Crew on marriage must vacate company accommodation and
2.3 On completion of the 3 year contract
will be provided with Accommodation Allowance subject to policy. Failure to
inform the company of marital status may result in disciplinary action. Expatriate staff will be entitled to one Annual Leave Ticket (ALT) per annum
for spouse and up to 3 dependent children up to their 19th birthday (who are
1.3 If the spouse is either a non-UAE resident, or lives and works more than 100 resident in Dubai). UAE Nationals will be entitled to one Annual Leave
km away from Dubai, Fujeirah, Ras Al Khaimah or Um Al Quwain, the Ticket (ALT) per annum for spouse and up to 5 dependent children up to
‘married’ Cabin Crew may be permitted to live in company accommodation their 19th birthday.
on a single status basis only.
Please note that an ALT will only be provided for spouse and children if the
spouse does not receive ALTs through their employer. Please refer to the
Employment Regulations Manual, ER No. C3-10 on ‘Annual Leave Ticket’
2. Staff Travel Benefits for details.

2.1 Concessional Travel facilities are non-contractual benefits which are subject
to suspension, general amendment or withdrawal from groups or individuals 3.
at any time as circumstances may require. ‘Married’ Cabin Crew will be
entitled to the following Travel benefits on Emirates Services: 3.1
a. Upon Joining
1 Cat A subload ticket and 1 Cat C firm ticket per annum for spouse,
children, parents, brothers, sisters and parents-in-law. Note, Cat A 3.2
subload tickets can only be availed of on completion of 6 months of
service.
Annual Leave Destination (ALD)
Where a Cabin Crew is married to an Emirates/Dnata staff, each will have
the option to retain their contractual entitlement or choose that of their
spouse, with corresponding class of travel. Cargo repatriation destination
will be adapted accordingly.
Where a Cabin Crew is married to a non Emirates/Dnata staff, there will be
no change in the ALD.
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MARRIAGE Effect: 05/01/12 Issued: 05/01/12
4. Medical Benefits (Please refer to the Insurance Cover – Category C
under Chapter 3-C of the Emirates Group Employee Handbook)
5. Pregnancy
The GCAA will automatically suspend the licence of the Cabin Crew as soon
as pregnancy is confirmed, thus preventing the Cabin Crew from continuing
employment in her current role. In such a situation, Cabin Crew in grade
CC.00 will be required to submit their resignation immediately. Cabin Crew
in grades CC.01 to CC.07 will have the option either to resign, or if there is
an intention of returning to their role after the birth of the child/ren, to request
for unpaid leave (if eligible) from the date on which the licence is suspended
until a date within 145 days from the date of birth of the child/ren.
6. Unpaid Leave During And After Pregnancy
6.1 Requests for unpaid leave must be made in writing to the Cabin Crew
Manager (CCM) and will be authorised (in writing) provided all of the
following conditions are met:
 completion of a minimum of 3 years continuous service as Cabin Crew
with the company by the date of commencement of the unpaid leave
 registration as ‘married’ in HRMS, and
 written confirmation from the Emirates Clinic confirming pregnancy.
 Cabin Crew must have returned to work for a minimum of 12 months
before they can apply for unpaid leave for a subsequent pregnancy.
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MARRIAGE Effect: 01/05/08 Issued: 20/10/11
6.2 During the period of unpaid leave the Cabin Crew:
 will continue to remain on company sponsorship,
 will continue to retain the company Identity Card and FOB, will be
provided with a Government Health Card,
 will be able to utilize any ALT issued prior to commencement of unpaid
leave. Note, ALT accrued but not issued prior to commencement of
unpaid leave will be available for use only on resumption of work.
 may continue to avail of concessional travel tickets (including
accumulated SRC tickets) which will be issued on a ‘cash only’ basis.
 may request the opportunity for temporary employment in a ground
based role (details are provided in paragraph 6.12 below).
6.3 On resumption of duty within 145 days from the date of birth of the
child/ren, the Cabin Crew will be entitled to:
 retain her old staff number, and prior continuous service will be
recognized,
 resume medical, life and personal accident insurance coverage as per
the insurance category for her grade, and pre-existing conditions (i.e.
conditions that were covered by the company prior to the Cabin Crew
going on unpaid leave) will be covered. However, any new conditions
developed whilst on unpaid leave will be excluded.
6.4 The Cabin Crew will receive a re-joiner payment equivalent to 45 days
basic salary on completion of 3 months service after resumption of duty in
any capacity irrespective of the role to which they return.
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MARRIAGE Effect: 01/05/08 Issued: 12/06/11
6.5 Unpaid leave is granted on the following conditions, which will take effect
from the date that unpaid leave commences:
 salary and all other allowances and benefits (with the exception of
concessional travel facilities) will cease,
 no accrual of annual leave,
 no credit for, or recognition of, public/religious holidays or days off
declared for official mourning,
 no accrual of ALT/SRC unless at least 6 months of service is completed
in that cycle (note that a maximum of one ALT/SRC accrual during the
unpaid leave period may be lost).
 no paid sick leave (howsoever occasioned),
 no accrual of EOSB,
 medical insurance coverage for self and dependants (where applicable)
will be terminated,
 life and personal accident insurance coverage will cease
 monthly deductions towards payment of company loans/advances will
accrue and will be recovered on resumption of work when salary
becomes payable,
 company property (with the exception of your company ID card, and
FOB) must be returned to the company on or before commencement of
unpaid leave. Please also return your 'base uniform' items which
includes 2 jackets, 4 skirts/trousers and 5 blouses. Other uniform items
will remain with you and will be reused on your return to work. You will be
provided with a new ‘base uniform' on resumption of duty. Should you not
return to duty you will need to make arrangements to return all company
property retained.
 if the Cabin Crew is residing in company assisted accommodation and
opts to retain the accommodation during the period of unpaid leave, she
is required to issue post dated cheques towards payment of rent, on or
before commencement of unpaid leave.
 bank loan guarantee letters will not be issued. Cabin Crew who are in
the process of re-paying a bank loan must advise the bank of how the
loan installments will continue to be paid.
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MARRIAGE Effect: 01/05/08 Issued: 12/06/11
6.6 Resumption of duty is subject to the Cabin Crew:
 passing the necessary aviation medical examination, which must be
taken during the unpaid leave period after delivery, in order to be able to
resume duty within the 145 day period.
 informing the CCM in writing/via email of her intention to return to work at
least 8 weeks prior to the expected date of resumption.
 adhering to grooming standards as per the current EK Uniform Standards
Manual including attaining a healthy BMI prior to resumption of duty.
6.7 The Cabin Crew must inform the CCM in writing/via email of the date of birth
of the child/ren within 2 months of the birth. The birth certificate of the
child/ren may be submitted on resumption of work.
6.8 Where the Cabin Crew resumes duty within 6 months of unpaid leave
(due to unforeseen circumstances), there will be no loss of ALT and SRC
(i.e. ALT and SRC will be credited) and subsequently there will be no ‘re-
joiner payment’.
6.9 If the Cabin Crew chooses to resign whilst on unpaid leave, the one month
contractual notice period required for termination of contract of employment
will be waived i.e. the cabin crew is not required to work the notice period,
nor is the company obliged to pay the Cabin Crew in lieu of the notice period.
6.10 Should the Cabin Crew not resume duty (for whatever reason) within 145
days from the date of birth of the child/ren:
 the Cabin Crew’s contract of employment will be treated as having been
terminated as of the last day of service (prior to commencement of
unpaid leave). However, the company’s continued sponsorship and the
Cabin Crew’s right to concessional travel will terminate on the day on
which it becomes apparent that the Cabin Crew will not be returning to
work within the 145 day period.
 any loans/advances outstanding to the company will be deducted from
the accrued End of Service Benefit.
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MARRIAGE Effect: 01/05/08 Issued: 12/06/11

6.11 Cabin Crew who intend to stay outside the UAE for more than 6 months
during the period of unpaid leave, must contact HR Superintendent Visa
Services (prior to leaving the UAE) for the latest update on Immigration rules
which may affect their return to the UAE.

6.12 Application for Temporary Employment

 Cabin Crew who are eligible for ‘unpaid leave during pregnancy’ may
request the opportunity for temporary employment in a ground based role
during the period of unpaid leave.
 Availability of temporary employment will be dependant upon business
requirements and will only be offered according to individual suitability.
Note, there is no automatic entitlement to temporary employment.
 Cabin Crew interested in temporary employment should submit their CVs
to the Recruitment Supervisor (Administration).
 Where temporary employment is offered, the Cabin Crew will not revert
back to the terms and conditions of their Cabin Crew role, and this period
will not count towards the total service for any other benefits (i.e. EOSB,
profit share, etc).
 During the period of temporary employment, the terms and conditions of
employment will be in accordance with prevailing company policies for
temporary employees (i.e. hourly gross salary with no additional
benefits).
 Employment in the temporary position will end prior to the expected week
of confinement or delivery (which ever is sooner).