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Cuba Incentives, your DMC for Cuba! Cuba Incentives, your DMC for Cuba!

Cuba Incentives, your DMC for Cuba! Cuba Incentives, your DMC for Cuba!

Cuba Incentives, your DMC for Cuba! Cuba Incentives, your DMC for Cuba!

Cuba Incentives, your DMC for Cuba! Cuba Incentives, your DMC for Cuba!

Cuba Incentives, your DMC for Cuba! Cuba Incentives, your DMC for Cuba!

Cuba Incentives, your DMC for Cuba! Cuba Incentives, your DMC for Cuba!
Developed by JoomVision.com
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HR Policy

CUBA INCENTIVES HUMAN RESOURCE POLICY

 

1. Employment

1.0  General Employment Policy

1.1       The company reserves the right not to employ any person under the age of 18 years. The company understands that certain restrictions apply to the employment of individuals under the age of 18 with regards the places they can work, the hours they can work and the type of work they can undertake.

1.2       The selected applicant must submit the following credentials to The company, who will check the items on the Employee File Index:

  • Resume / CV of applicant
  • A copy of ID
  • Certificates of education (certified copies)
  • Other documents required by The company for further consideration, including previous employer references as requested.

2.0  Type of Employment

2.1       Temporary or Part-time Employment

2.1.1        In case The company needs more manpower for projects, busy times, seasonal fluctuations or otherwise, it may hire employees for a specific period of time or during specific times during the day.

2.1.2        Employees hired for a specific period of time are not entitled to other benefits except those stated in the contract and according to applicable labour laws.

2.1.3        Temporary or Part-time employees will be expected to adhere to the company rules, but do not receive the same rights, payments, leaves or benefits as full time employees.

3.0  Termination of Employment Contract

3.1       Resignation by giving appropriate notice – a minimum of 30 days notice is required for full time staff (although this may be longer if outlined in the Employee’s Contract, but does not need to be more than 90 days), and resignation must be via written notice or email. Resignation by telephone or SMS will not be considered formal resignation.

3.2       Dismissal for misconduct / negligence resulting in damage to The company.

3.3       Death.

3.4       Termination as per the terms and conditions outlined in the employment contract, specific to each employee and position.

3.5       Retirement at the age of sixty five, subject to a review by at the sole discretion of The company.

3.6       Provision of false or misleading information on the employee application or in any document / form submitted by the employee to The company.

3.7       Termination due to organisation re-structure.

3.8       Long-term Imprisonment of the employee.

3.9       Any other reason as defined by law.

4.0  Severance Pay

Employees will receive severance pay in accordance with the Basic Conditions of Employment Act, 1997 as amended:

4.1  Payment of Severance Pay

Upon termination of an employee who is owed severance, the severance must be paid within 31 days of the date of termination.

5.0  Termination of Employment without Severance Pay

5.1       Resignation.

5.2       Death.

5.3       Termination as a result of internal disciplinary procedures undertaken in accordance with the Disciplinary Codes and Procedures of The company and the applicable Labour Laws.

6.0  Working Hours, Break Time, Work Schedules and Weekly Days-off

6.1       Working Hours.

6.1.1        As defined in the Contract of Employment, normaly 40 hours a week or 8 hours per day.

6.2       Break Time

Break time will be granted to an employee for half an hour per day. The arrangement of an employee’s break time can be made at The company‘s discretion and must be followed closely by employees. Should The company require an employee to work through their break time (work is urgent or work stoppage will damage The company). The employee must consent to this first.

 

2. Pay Administration.

1.0 Salary Increase and Promotion

1.1        Salary increases and position adjustment can be done throughout the year at the discretion of The company. Salary increase must be commensurate with performance and other facts.  Salary increase and promotion is also allowed during the year if there is a change of position to replace an employee who has left or to fill a newly created position in higher grade.

1.2        Annual increments and salary will be calculated by The company based on the employee’s contribution to The companys successes and team/personal goals – the Employee Appraisal Form will be used as the primary tool for measuring performance.

1.3        Any changes/increases are at the sole discretion of The company.

1.4        The company has no obligation to increase an employee’s salary.

1.5        Upon an increase in salary of changing of position, The company will provide written notice to the employee outlining the changes and the date from which they will become valid. For position changes, this may also require a new Employee Contract, along with roles and responsibilities.

2.0 Basic Salary and Overtime Pay

2.1        All employees are paid basic salary at the end of the month. If the payday falls on Saturday, Sunday or customary holiday, the payment will be made one day earlier.

2.2        The company will pay the amounts directly to employee’s bank accounts, unless stated otherwise in the Employee Contract.

2.3        If an employee is terminated or resigns from The company before payday, The company will pay the employee at the end of the month of termination on a pro-rata basis.

2.4        Should The company be unable to satisfy employee salary on a given month, proper notice shall be given to employees.

3.0 Additional pay

3.1        In general, there is no overtime policy for longer hours for all employees. It is understood that in high season, in isolated cases, longer working hours are necessary to complete the work at hand.

3.2        Additional payments may include overtime, expenses, commissions, petrol allowances, or otherwise. The company will pay these in accordance with the terms of each Employee Contract.

3.3        If an employee is required to work overtime, the employee will receive compensation as agreed with The company in accordance with the nature of the overtime work, the day of overtime and other factors.

3.4        Overtime regulations do not apply to management or those entrusted with management responsibility in the absence of the senior manager.

 

3. Employee Benefits

1.0 Leaves and Holidays

1.1        An employee is entitled to annual leave in accordance with their employee contract with a minimum of 20 days/year being granted.

1.2        Upon resignation of an employee, The company will calculate outstanding annual leave that has been earned and provide payment of this at the end of the month or within 31 days after the final day worked by the employee.

2.0 Public Holidays

2.1        An employee is entitled to all public holidays as prescribed by legislation.

2.2        Public holidays are fixed (subject to official changes by the Government).

2.3        If an employee works on a public holiday at the request of The company, overtime payment will be made in accordance with the employee contract.

3.0 Sick Leave

3.1        An employee is entitled to sick leave with full pay of up to 30 working days in a three year period.

3.2        Discipline for abusing sick leave can be administered by The company – and the day/s in question will be regarded as unpaid leave and accompanied by an official warning.

3.3        Should an employee become sick, they are expected to recover from their illness at home, rather than potentially spread the illness to other employees in the office.

3.4        The days an employee is absent from work because of a job related injury or maternity leave are not counted as sick leave.

3.5        As soon as an Employee realizes that they will require a sick day, and if they are still at home, then the Employee must contact a manager personally to update The company before 09h00.

4.0 Maternity Leave

4.1        Maternity leave is granted to female employees in accordance with the Basic Conditions of Employment Act of 1997.

5.0 Other conditions

5.1        The consent to leaves and holidays other than those mentioned before are at the discretion of The company. The request for leave must be made via the Employee Self Service system. Management’s decision to authorize or not authorize is final.

5.2        If an employee will be absent due to leave, sick leave, business leave or other leave in emergency situation they must contact their manager and arrange verbally the continuance of their work. The manager should inform effected staff of the employee’s absence.

6.0 Year end Bonus

Bonus means money or other benefits that The company pays to an employee as a reward. The company takes into account the yearly net profit together with the business situation of the year. The qualification of each employee who is entitled to a bonus will also be considered in accordance with The company’s private review system. The decision of management is final.

7.0 Injury on Duty

7.1        If an employee is injured or gets into an accident while working, an employee must:

7.1.1        Immediately notify The company and manager whether the injury, the danger or the accident is serious or not; using common sense and judgement.

7.1.2        Organise for the injured employee to receive immediate first-aid treatment at the nearest hospital or by the closest qualified individual.

7.2        Other conditions

7.2.1        An employee is not eligible for any benefits if it is found that the injury, the danger or the accident happened is caused by his/her consumption of intoxicants beyond the limit of self control, or his/her intentionally inflicting injury to him/herself, or not reasonable care to protect themselves from accident.


4.Organisational Culture & Systems

1.0 IT Systems

The company utilises an IT system that must be maintained under all circumstances and all use of the various IT systems is in accordance with The company‘s IT Policies.

2.0 Employee growth and development

The company is committed to encouraging employees to develop their skills and experiences at all times.

2.1  Appraisal

Employees will undergo an appraisal at regular intervals throughout their employment, approximately every 6 months. The goal of appraisal is to discover concerns, problems, attitudes and desires and then to act accordingly to improve work processes and employee motivation / performance. Appraisal will be conducted in a 360 degree manner, asking the employee to review themselves, their team, The company and management.

Action taken following appraisal is at the discretion of The company, but employees are expected to be completely honest with their participation.

2.2  Management guidance

Management will endeavour to involve employees in certain management tasks to further their experience and abilities – providing ‘on the job’ training where possible.

3.0 Rules and regulations

Rules and regulations within The company must be adhered to at all times. Any employee unsure of the rules and regulations must make this known prior to signing their employee contract. Infractions of rules and regulations will result in discipline being administered by Management.

 

 

 

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Cuba Incentives
Burgemeester Elsenlaan 325 | 2282MZ Rijswijk ZH | The Netherlands
E-mail: misha[at]cubaincentives[dot]com