COMPENSATION AND BENEFITS

COMPENSATION
Policy Statement
• Zoom Alliance is committed to rewarding each employee based on his/her individual
contribution and performance and ensures that employees' total compensation is
competitive in the relevant market place.
Policy Requirement
• Competitive salaries are set by each Subsidiary. The Board of Directors
shall review and approve Employee Salary Structure.
• Merit Increase reviews shall be conducted annually which shall affect
the salaries of staff in accordance with performance appraisal. The major factor
that will affect the merit increase, if any, is the employee's individual
performance.
• As much as possible staff salaries shall be reviewed every two (2)
years subject to the approval of Management and the Board. Factors to aid
Management's/ Board's decision shall include market trends including inflation as
well as the ability to pay.
• Details of compensation to which an employee is entitled are normally
set out in the letter of employment. Any changes shall be communicated by letter or
notice as appropriate.
All notices of salary revision(s)/ change(s) shall indicate the following:
• Amount and/or Percentage of increase
⁃ New Salary and/or Salary Range(s)Effective date
⁃ Approvals from MD /GM or Board (where applicable)
(Refer to Subsidiary Human Resources Head for details on Compensation)
75.

BENEFITS
Policy Statement
Zoom Alliance seeks to ensure that the compensation arr. ugements for its employes
are fair and provide adequate protection for current and retiring employees.
Policy Requirements
• Employee benefits are determined based on individual level and
performance within defined salary bands for each employee grade. Individual
position and job responsibilities shall also be considered in determining employee
benefits.
• Employees shall be provided adequate medical benefits and insurance
protection against disability and other unforeseen situations.
• Employees shall be provided with benefits as approved by
Management/Board from time to time.
(Details of employee benefits are available with the respective Subsidiaries).
MEDICAL EXPENSES
Policy Statement
Zoom Alliance shall offer health programs through national and private agencies for
employees and their families.
Policy Requirement
• Zoom Alliance shall pay medical expenses of employees as approved by
Management under the Medical benefit in Zoom Alliance.
Such medical benefits to be approved by Management of the Subsidiary shall be
limited to the staff and the immediate family (spouse and two (2) registered
children under Eighteen (18) years).
(See the Human Resource handbook in the particular Subsidiary)
76

INTERNATIONA
TRAVELS/PER DIM
Policy Statement
Executives, Management staff, Officers and all Staff travelling on authorised
official business abroad shall receive appropriate travel allowance.
Policy Requirement
Executives, Management staff, Officers and Staff shall be entitled to receive
travel allowances to cover living, transport, official entertainment and related
expenses when travelling on official business. The limit of the per diem travel
expense payable to the staff shall depend on the level of the employee as well as
the country and purpose of the visit.
During official travel, employees shall make accommodation arrangements in hotels
that are commensurate with the level/amount paid. In the event that accommodation
and/or meals will be provided, the amount of per diem to be paid shall be abated as
stated in the detailed policy on international travels.
Where a staff member receives less than the allowable advance before undertaking a
travel, he shall be reimbursed up to a maximum of the sum authorised for his /her
level.
All other unforeseeable and reasonable expenses incurred in connection with
official duties shall be reimbursed subject to the presentation of satisfactory
receipts and documentary evidence and approval thereof.
CONTROL:
• All overseas trips shall be approved by the Chief Executive Officer or the Chief
Operating Officer through the MD's/GM's of the Subsidiaries.
* All travels shall be approved before per diem allowances are paid out to staff
undertaking the journey.
All staff who go on approved business trips shall present a post - trip report
which shall include but not limited to the following;
Key objectives why the trip was intended.
° New ideas acquired and its practical relevance to the job.
77

COMPANY IDENTITY
USE OF COMPANY PROPERTY
Policy Statement
The use of Zoom Alliance property shall be limited to official purposes of the
business only.
Policy Requirement
• Use of the Company's property shall be restricted to official purposes
of the business [Link] use of the Company's property for partisan political
activities, charity, for profit organisations and personal purposes is strictly
prohibited. Exception to this provision shall be in respect of the Company's
property assigned to and provided for employees as benefits in kind included in
their compensation packages such as official car, home telephone, etc.
• The Company's vehicles and telephones can however be used by
individuals in cases of personal emergency.
• The Company's funds shall not be converted to personal use on any
account unless authorised as a [Link] of the Company's property by individuals
for purposes other than those above shall require approval in writing by the MD.
• All Company property must be treated with absolute care. Company
properties means durable assets as well as consumables which includes but not
limited to funds, telephones, e-mail, voice mail, fax machines, photocopiers,
vehicles, and office supplies.
78

USE OF THE COMPANY'S PREMISES AND WORK ENVIRONMENT

Policy Statement
Zoom Alliance premises and work environment are for official purposes of the
institution only.
Policy Requirement
Use of the Company's premises and work environment shall be restricted to the
official purposes of the Company.
The use of the Company's premises and work environment by social, political, profit
or not-for-profit organisations shall be discouraged.
Use of Company's premises other than for the official purposes of shall require
approval in writing by the MD.
USE OF COMPANY'S
IDENTIFICATION CARDS
Policy Statement
All of Zoom Alliance's employees must carry an identification card at all times
during official working hours and when on the Company's premises.
Policy Requirements
• Each employee shall be issued with an identification card, which shall
be on the employee at all times during official working hours and whenever on the
Company's premises. This will help identify any of the Company's employees.
Employees shall report the loss of their identification cards to Human Resources in
writing as early as possible for a replacement. In the event of a loss, the
employee shall be required to sign an undertaking to return the identity card if
subsequently found.
• The Company's identification cards must not be copied, loaned or given
to other persons. Any such action shall be considered as misconduct under the terms
of the disciplinary procedure.
• Identification cards shall remain Zoom Alliance's property and must be
produced on demand or returned when an employee leaves the employment of the
Company.
79

USE OF COMPANY'S BUSINESS CARDS

Policy Statement
The Company's branded business cards shall be issued to employees for the primary
purpose of business relations.
Policy Requirements
• Zoom Alliance's Staff shall be issued with the Company's business cards
to facilitate effective business relationship between individuals and
organisations.
• Use of the Company's branded business cards shall be properly limited
to such as may be required for official business and are not expected to be used as
individual call cards.
• Employee shall not reproduce business cards on their own accord but
rather, should report the loss or exhaustion of branded cards to the Public
Relations person in the Company as the case may be for replacement.
• The Company's business cards remain the Company's property and must be
produced on demand or returned when an employee leaves the employment of the
Company.
GRIEVANCE AND DISCIPLINARY POLICIES
GRIEVANCE PROCEDURE
Policy Statement
• Zoom Alliance provides avenues for addressing employee problems/issues and/or
concerns.
• A Grievance under this policy shall be any work-related dispute arising out of
tine interpretation, application, administration and alleged violation of the terms
of the conditions of service or agreement.
80

Policy Requirements
• The Company recognises that there is no real substitute for a mutually
respectful Manager/employee relationship for the solution of individual work-
related problems. Nevertheless, if this relationship fails to resolve an issue,
there is a formal process whereby the problem can be aired and resolved quickly at
an appropriate level of Management.
• The main aim is to assist employees in raising a formal and informal
grievance with the appropriate person. Through this the grievance relating to work
can be aired and resolved.
The Company's Grievance Procedure is included in the Appendix 4
DISCIPLINARY PROCEDURE
DISCIPLINARY CODE AND PROCEDURE
Disciplinary code
Zoom Alliance's disciplinary code is designed to help and encourage employees to
achieve and maintain standards of performance, conduct and attitudes and job
performance. The application of these rules shall be governed by the key principles
of fairness and consistency.
Any disciplinary action taken by Zoom Alliance towards an employee shall be without
prejudice to any other action such as prosecution under the [Link] the country.
Infractions of the company rules are grouped into minor and major offences and the
applicable decisions shall be per the Board's approval.
Disciplinary Procedures
If at any time during the course of employment, an employee displays incompetence
orbehaviour which falls short of the standard acceptable for the position or any
reason ceases to be qualified to hold the position for which employed, disciplinary
measures may be taken against the employee as provided below;
Disciplinary Process
Verbal Warning
If the employee's behaviour or performance is unsatisfactory but falls short of
misconduct as defined herein, the employee will first receive an oral warning by
the manager. The oral warning must be documented by the employee's manager; the
employee shall be given a reasonable opportunity to improve.
Written Warning
An emplovee who has previously been given a verbal warning and commits another
Offence will be given a written warning. The warning will be filed in the employees
81

personal records.
For each disciplinary charge, the employee will be given the opportunity to offer
an explanation. Multiple incidents of unsatisfactory behaviour may result in the
employee's employment being terminated.
Minor Offences
These are offences which are less serious in nature. However, the frequency of its
occurrence shall also be a factor. A minor offence that is committed repeatedly
could result in serious sanctions because of its frequency.
Examples are:
Lateness to work
Improper dressing
Misuse of company's property
Misuse of company's telephone for personal calls
Major Offences
These are infractions that are of a serious nature and could result in summary
dismissal or termination of appointment.
Examples are:
• Stealing or engaging in acts of fraud or dishonestyProven incompetence
on assigned task
• Misuse of company's property in the lawful custody, care, control of an
employee
• Negligence of duty that leads to loss of property, resources or revenue
to the institution
• Insubordination to a Superior Officer
• Any harassment, including sexual harassment or any other conduct
including either verbal or physical aggression towards a fellow employee or any
person that brings the name of the organisation into disrepute
 • Absence from work for two (2) consecutive weeks without permission from
Head of Department/Unit Head
• Consumption of alcohol while on duty
• Keeping, peddling or use of illicit drugs on organisation premises
• Conviction and/or imprisonment by a court of competent jurisdiction for
an offence
• Unauthorised disclosure of any business sensitive information or
confidential company information to media, a competitor or any third party
• Any other lawful causes for summary dismissal, as may be specified
under Ghana's Labour Act 2003 (Act 651)
.
Disciplinary Committee
Where an employee is alleged to have committed a major offence, he/she will be
investigated by a Disciplinary Committee duly constituted.
The Disciplinary Committee shall gather and examine all the necessary information
that it considers necessary to its work. It shall have the right to invite persons
(both
82

a IF its a
marger
ofler
managed,
»I Wis
internal and external, if necessary) to offer information in handling of the issue.
The Disciplinary Committee shall submit a detail report stating its finding and
recommendations to the Board of Directors through the Managing Director.
An employee who is being investigated by a Disciplinary Committee may be
interdicted at any stage of the Disciplinary Procedure or at any time that is
considered appropriate by management, interdiction is to facilitate unhindered
investigation and shall be considered as disciplinary action.
Such an employee shall be interdicted on half salary pending the outcome of the
investigation or final disposal of the case. However, an employee will not receive
pay for any period of authorised absénce or if he fails to attend any investigative
interview or disciplinary interview hearing following the interdiction.
An interdicted employee shall continue to be subject to all company rules,
regulations and such orders as the company may from time to time issue.
In an employee is exonerated from the offence charged, he shall be reinstated and
paid all his outstanding salaries.
Appeal
If an employee considers that the disciplinary action taken against an employee is
unreasonable, the said employee may appeal in writing within five (5) working days
upon receipt of the disciplinary letter. The employee shall clearly state the
reasons for his appeal to the Disciplinary Committee through the Human Resource
Manager.
The appeal hearing will be arranged as soon as practicable and the employee may.
decide to come with a chosen witness who shall be a member of staff to act as an
observer and assist as appropriate.
The result of the Appeal will be notified to the employee in writing as soon as
practicable.
THIS DECISION WILL BE FINAL GRIEVANCE PROCEDURE
Introduction
It is ZLD policy to encourage time, candid and appropriate communication among
members of staff at all levels. ZLD will support processes and procedures to
promote timely and amicable settlement of employee's grievances within their
respective department units.
Stages
Whenever an employee is aggrieved, the following procedures shall apply:
StepI
The aggrieved employee should communicate the grievance orally to the unit manager.
The manager will be expected to provide a response within two (2) full working days
from the day the grievance was made known.
83

Step II
If the aggrieved employee is not satisfied with the way the matter was handled, the
employee may bring the grievance to the attention of the Human Resource Manager.
The form asks you to describe why you think the action taken by your manager is
inappropriate, why it should be modified or overturned and the resolution you are
seeking. Your manager, the Human Resource Manager and the Managing Director will
receive a copy of the form as notification that a request for review has been
filed.
Within five (5) working day of receiving the Grievance form a hearing will be
arranged between you and the Employee Grievance Review Panel which consists of the
Human Resource Manager and at least 2 Managers. At the hearing, you will have the
opportunity to explain why the action was taken and why the decision should be
upheld. Both parties may present a list of witnesses who have first-hand knowledge
about the events giving rise to the action and who may support your case. The panel
can decide whether it must interview a proposed witness.
Within three days following the completion of its hearing(s), the panel will
provide a decision to the employee with a copy to his manager and your manager.
Decisions rendered by the Grievance Review Panel are final. UNDER NO CIRCUMSTANCE
MUST THIS PROCEDURE BE ABUSED, IF GRIEVANCES ARE FOUND TO BE FALSE AND UNJUSTIFIED,
SUCH A FINDING WILL REFLECT UNFAVOURABLY ONTHE EMPLYEE
Policy Statement
The Company has a disciplinary procedure it follows in cases of employee
misconduct.
Policy Requirements
The purpose of the disciplinary policy is to ensure:
• Fair treatment of employees who become liable to disciplinary action.
• Undesirable/unacceptable behaviours are corrected according to
established procedures.
Disciplinary action shall be taken if an employee
• is unable to meet the responsibilities or requirements of his/her job
responsibilities satisfactorily;demonstrates unsatisfactory conduct that is
inconsistent with his/her responsibilities or position and is therefore disruptive
to the smooth working of the department or organisation unit puts the Company's
image or reputation at risk.
Employees may appeal formally fora review of' a disciplinary action.
84

EMPLOYMENT SEVARATION
RESIGNATION
Policy Statement
Resigning employees shall give adequate notice of intention to leave the employment
of the Company.
Policy Requirements
• When leaving the employment of the company, employees are required to
give one month notice of intention to leave.
• Executives shall be required to give a minimum of 2 months notice),
unless the employee's terms and conditions of employment require more or less. This
notice should be in writing through the employee's Supervisor to the Human
Resources Manager.
• Human Resources Head shall accept or decline resignation of appointment
in writing after discussion with the Managing Director.
• The Human Resources Head and the appropriate Supervisor shall conduct
and document exit interviews before the date of separation.
CONTROL:
• The Head of HR in the Subsidiary shall develop a checklist of all the
items/property in the care of the employee. These shall be documented and signed
off by both the HR Manager/Officer. These items shall always include the Business
• ID Card of the staff resigning.
• The staff shall also be required to submit a comprehensive handing over
notes indicating the amount of work outstanding in his/her portfolio. This is to
ensure continuity of work in the role of the resigning staff.
• Resignations shall be initiated from the Manager of the employee
through the Department Head before it shall be processed at the HR Department. This
is to afford the Department Head the opportunity to find out the reason and other
supports that can be given the staff to make a good decision.
.
All employees resigning from the services of any Subsidiary shall go through an
"Exit Interview" with their HR Managers/Officers. Where the staff is an Executive
member the exit interview shall be done by the MD or GM or a Senior Management
person nominated for the purpose.
85

RETIREMENT
Policy Statement
The Company's employees shall retire from active service with entitlements on
reaching the mandatory age of 60 years.
Policy Requirements
• The normal retirement age for employees is sixty years. Employment shall
terminate on the date the employee reaches the retirement age. Employee shallbe
given full information about his/her forthcoming retirement and the benefits tha
will be received prior to reaching the retirement age.
. If an employee wishes to voluntarily retire (i.e. from 55 years upwards), such an
employee should make a written request to Human Resources through his/her
Manager at least six months prior to the date the employee wishes to retire.
• The employee shall receive full holiday entitlement for the year of retirement,
irrespective of the time of the year.
TERMINATION OF EMPLOYMENT
Policy Statement
• Zoom Alliance reserves the right to terminate the employment of employees in
accordance with laid down procedures/law.
•
Policy Requirements
Terminations by the Company shall be in writing. Where applicable the stipulated
notice period shall be given to the employee or payment made in lieu of notice in
line with the terms and conditions of service applicable.
REDUNDANCY
Policy Statement
• The Company shall manage any redundancy process according to the provisions set
out in the Labour Law.
86

Policy Requirements:
• In cases of a redundancy exercise the Company shall manage it in order to avoid
disruption to the Company's operations.
In the event of a redundancy the Zoom Alliance shall:
Notify and communicate details of the redundancy to employees as appropriate.
• Set out the criteria and determine the number of staff to be affected
in line with the conditions of service for employees.
• Manage the communication/ exit process in a humane manner.
DISMISSAL
Policy Statement
1. Proper professional conduct at all times is demanded from all employees of the
Company. The Company reserves the right to dismiss employee(s) on grounds of
misconduct.
Policy Requirements
2. The Company may summarily dismiss, without any entitlement, employees who commit
any of the following offences:
• Theft, fraud, forgery, corruption and other irregular practices of
similar gravity
• Assault or battery committed on the Company's premises
• Wilful damage of the Company's property Removal of any records or forms
pertaining to the Company's business without appropriate authorisation
• Divulging of confidential information on the Company's activities,
coworker's private or personal matters.
• Illegal strike action
• Possession of dangerous weapons at work or on company sites.
• Signing of documentation committing the Company to a financial
obligation without authority or approval.
• Using company resources for private work.
• Making false statements on appointment or presenting false credentials
• Conviction of criminal offence by legal process other than a minor
misdemeanour
• Gross negligence
• Accepting bribes
87

• Major conflicts of interestRepeated non-compliance with the Zoom

Alliance's policies and guidelines
• All benefits cease on the date of dismissal
3. The Company may dismiss and employee with full benefits on the followinggrounds;
• Being under the influence of alcohol or narcotics during working hours.
• Regular absenteeism
• Failure to report to work for five (5) days
• Refusal to take alcohol, medical or proficiency test
• Unsatisfactory performance (based on performance appraisal)
• Malingering
• Wilful violation of health & safety precautions
• Gross Negligence/Gross insubordination
• Diverting Job orders
• Under invoicing of job orders.
• Refusal to proceed on transfer
• Engaging in any business that conflicts with the Company's interest
• Stealing of property of another employee.
• Commission of any other offence of similar gravity
In these cases, the affected employee may not receive any notice and/or may be paid
in lieu of notice, but will however be paid entitlements or benefits due to him/her
at the Company.
DEATH OF AN EMPLOYEE POLICY
Policy Statement
1. Employment with the Company shall be deemed terminated as at the date of death.
Policy Requirements
• Inevent of death while in the employment of the Company, employment shall be
deemed terminated as at the date of death.
Full salary is paid in the case of death of a staff member, for the month in which
the 88
death occurs.
All payments shall be made to the person(s) identified in the individual's
employment agreement as next of kin.
Repatriation
• Upon the death of an employee who is deployed outside Ghana, Zoom
Alliance shall pay the expenses of transporting the body from the place of death to
his /her hometown in Ghana.
• If the death occurs outside Ghana, the Company shall bear the travel
expenses incurred by a designated staff member or a family member of the deceased
person to go to the place of death to arrange for the repatriation of the body.
• (See details of procedure/benefits for a deceased staff of a Subsidiary
at HRDepartment)
1210 00
OTHER REOUIREMENTS
Policy Statement:
Zoom Alliance shall offer education/information to all employees on HIV/AIDS
awareness.
Policy Requirements
• The Subsidiaries shall provide information/ education on HIV/AIDS to
all employees and also implement non-discriminatory policy and procedures in
managing individuals who have HIV/AIDS through the HR department.
• The HR departments in the Subsidiaries shall make all relevant
information to all employees as regards HIV /AIDS.
• They shall also identify reputable local and international non-
governmental organizations (NGO's) and medical networks to contribute to. the in-
houseHIV/AIDS prevention and education programs; counselling, awareness education.
• The HR department shall collect and maintain personal data and
information, which can be used to assess the spread and magnitude of HIV /AIDs.
These data shall be maintained confidentially with HRD.
The Company does not consider HIV testing and screening of current employees
89

as necessary or desirable.
•
All employees, are under no obligation to notify it of FlY/AIDS infection. The
Company considers medical information including HIV/AIDS status confidential,
unless disclosure is required under the following circumstances:
The information is legally required
" The employees' health is affecting their own, and hence the Subsidiary's
performance.
© Long employee absence necessitates Management to obtain the employee's medical
status, with the employee's written permission.
• In all the above circumstance, disclosure on HIV /AIDS status should
only be made with the written approval of the Head HR and only after obtaining a
written authority from the individual concerned.
• Management shall ensure the absolute confidentiality of this
information and make every effort to protect that person from stigmatization and /
or discrimination.
• The Company shall encourage external counselling service for all HIV
/AIDS employees.
• Any form of discrimination or harassment, directly or indirectly
towards an HIV/AIDS infected employee is considered to be misconduct warranting a
disciplinary action. Harassment is any form of verbal or non-verbal behaviour that
is directed at the infected individual resulting in the individual feeling
threatened, insecure or distressed.(see details of policy on HIV / AIDS at the
Subsidiary HR department)
HEALTH & SAFETY
Policy Statement
The Company is committed to ensuring the safety, health and welfare of the working
environment for employees, customers and visitors. Therefore staff shall pay much
regard to accident prevention and working safely as a collective responsibility.
90

Policy Requirements
The Company shall create and maintain employee awareness of their responsibility
for their health and safety. The Company shall strive to provide and maintain
safety measures at the work place, in order to prevent work-related ill-health and
accidents.
The Company shall make all reasonable and practical steps to ensure that:
• Staff shall be regularly made aware of the Company's Health and Safety
• Programmes.
• Adequate people shall be trained in each Unit in order to provide First
Aid in cases of emergencies.
• Premises shall be kept in a clean and safe condition.
• Fire-fighting equipment of the required standard shall be provided,
tested and maintained at regular intervals.
• Facilities such as lavatories and kitchen shall be maintained in a
clean and hygienic state with adequate sanitary facilities.
• Staff handling tea-making or food shall undergo Medical Check-ups on
half yearly.
• First Aid facilities shall be provided in each Unit and are maintained
to the appropriate level
• The Company shall undertake to conduct thorough audits of accidents so
as to unearth all root causes to such accidents and put measures in place to solve
all the problems so that the accidents do not re-occur.
Staff shall be encouraged to take responsibility to prevent or correct unsafe
conditions or acts of work.
• Personal electrical appliances such as razors, iron boxes etc. shall
not be allowed to be used on the Company's premises.
• The Company shall undertake regular fire drills to sensitize staff on
emergencies.
• Each Unit shall have trained fire marshals to handle fire cases.
• The Company's equipment shall be regularly maintained and tested.
• The Company shall undertake steps to seek professional advice on the
safety implications of equipment purchased for use by staff and other guards in
place to protect staff.
• Staff shall be educated on safe operation of equipment as indicated by
manufacturers' instructions obtained from the step above.
91

TABLE OF CONTENT
Introduction---
1.
ZAP 101
ZAP 102
ZAP 103
ZAP 104
ZAP 105
ZAP 106
ZAP 107
ZAP 108
ZAP 109
ZAP 110
ZAP 111
ZAP 112
2.
ZAP 201
ZAP 202
ZAP 203
ZAP 204
ZAP 205
ZAP 206
ZAP 207
3.
ZAP 301
ZAP 302
ZAP 303
ZAP 304
ZAP 305
ZAP 306
3-10
EMPLOYMENT POLICIES
Meritocracy...
Categories of Staff in Zoom Alliance....
Recruitment-___........._..
Induction/Orientation-Job description-
Probation-…
Official Working Hours-Payment for Overtime Work-~
Payment of Salaries-Staff Records--...
Re-hiring of Staff-----------Confidentiality-
Page
⁃ ---==-=- 10
⁃ .. 12
⁃ …- 20
⁃ ..==22-2-23
⁃ -28
⁃ .....- 31
⁃ ------------ 32
-----33
PERSONAL CONDUCT/EMPLOYEE BEHAVIOUR
Dress Code----Professional Conduct/Personal Behaviour-
⁃ 34
⁃ 36
Use of Alcohol, Drugs or Other Behaviour Altering Substances- 36
Illegal Activities-Harassment at Work---Conflict of Interest-.--.
Involvement in Political Activities
... 38
38
39
VACATION, HOLIDAYS AND OTHER ALLOWED TIME OFF
Annual Vacation-
-…- 41
National Holidays-----
-- 44
Staff Development----------*
45
Maternity Leave-
-=-=------- 48
Sick Leave-.-
..------ 40
Other Leave of Absence-..
-=- 50
1

4.
ZAP 401
ZAP 402
ZAP 403
ZAP 404
ZAP 405
ZAP 406
5.
ZAP 501
ZAP 502
ZAP 503
ZAP 504
6.
ZAP 601
ZAP 602
ZAP 603
ZAP 604
7.
ZAP 701
ZAP 702
8.
ZAP 801
ZAP 802
ZAP 803
ZAP 804
ZAP 805
ZAP 806
9.
ZAP 901
ZAP 902
CAREER POLICIES
Employee Grade Structure-Performance Management-Salary Increases----Promotions-
Competency Profiling & Assessment---_
Learning and Development-
COMPENSATION AND BENEFITS
Compensation---Benefits----Medical Expenses-~-
International Travels and Per Diems-
COMPANY IDENTITY
Use of COMPANY Property...
Use of COMPANY Work Environment-
COMPANY Identification Cards-__...
COMPANY Business Cards-
⁃ ...…- 50
⁃ --51
⁃ … 57
⁃ 61
⁃ -=-===- 65
⁃ ---======-69
-----====- 75
-------...........==---76
--77
⁃ -------------=-79
⁃ -----79
....- 80
-----80
GRIEVANCE AND DISCIPLINARY POLICIES
Grievance Procedure...
Disciplinary Procedure-
EMPLOYMENT SEPARATION
Resignation-Retirement-
Termination of Employment
Redundancy-Dismissal-
..........
Death of Employee-
OTHER POLICIES
HIV/AIDS-------
Health & Safety…...
2
⁃ - 85
⁃ -------- 86
⁃ --------- 86
⁃ --- 86
⁃ - 87
⁃ ----- 88
- -89