Princie

Employee’s Handbook

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Table of content

Introduction, Mission and vision

Organization Chart

Section 1: Employment

New hire check in procedure

Personnel Files

Employee Duties

Probation period

Hours of work and break period and Rest days

Sanction statute sample

Section 2: Payments

Payment dates and procedures and Income tax and social insurance

Annual increase

Overtime

Section 3: Time Away From Work

Annual leave

Public holiday

Maternity leave

Sick leaves

Other leaves

Disability statues

Section 4: Communication

Employee notice boards

Briefing

External communication

Internal communication.

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Section 4: Termination of Employment

Termination for cause

Termination without cause

Resignation

Return of employer’s property

Acknowledgment

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Introduction

Princie travel has started its work in the Egyptian market 5 years ago

offering only domestics trips.

Princie travel aspires to become a leading service provider to the global

travel industry and to grow significantly faster than the travel market as a

whole. We aim to have our own hotels and cruises so we can provide our

customers an excellent Experience.

Mission

To be the preeminent travel agency in the Middle East – The first choice of

Individuals Travelers, and Government’s Travelers alike.

Vision

We will be an innovative leader in the travelling industry and will continually

improve our products and services.

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General manager

Marketing/sales Department

Finance Department

Operation Department

Reservation and ticketing

Transportation

Tour consultant

Tour guides

Receptionist / Admin assistant

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Section 1: Employment

1-A: New hire check in procedure

On the first day of employment, a newly hired employee should first report to the

Human Resources Department and will attend an orientation program for 2 days.

This is conducted for all newly hired employees to ensure that the employee is

introduced to our company in a consistent way. During Orientation, the employee is

provided with clear information about the company, the requirements of the job,

company regulations and their employee benefits. This information will enable new

employee to settle into their new working environment as quickly and effectively as

possible.

1-B: Personnel File

Your file in the HR department shall contain your up-to-date personal information such

as:

Pre-employment document that should be brought to the HR department within 15 days

from 1st day of work, such as:

4 personal pictures

Birth certificate

Graduation certificate

Army certificate

Copy of National ID

Administrative register )كعب العمل(

Criminal Record )صحيفة الحالة الجنائية(

Governmental medical check up with form 1111

This information will exist also in the employee file in the HR Department.

Contract

Name

Profession

Skill level on joining the work

Home address

Social status

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The date of starting work

Salary

A statement of progress and professional development

The date of end of service

Annual leave application form

Sick leave form

Sanctions form

Investigation record

Manager reports

Only HR department and direct manger and the employee himself who had the right to

access this document.

This file is valid a year after end of service.

1-C: Employee duties

1. The employee has to perform by himself the duties assigned to him with

accuracy and honesty and accomplish them at the determined time.

2. Carry out his manager’s orders and instructions concerning the execution of the

duties lying within the context of the work assigned to him, if nothing exists in

these orders and instructions contradicting the contract and violating the law, the

regulations, or public morals and in their implementation nothing will expose to

danger.

3. Observe the times of work and follow the procedures determined in case of

absence from work or contravention of his duty hours

4. Maintain the tools, equipment, documents or any other objects delivered to him.

5. Well treat the customers

6. Respect his managers and colleagues and cooperate with them towards realizing

the best interest of the company

7. Maintain the prestige and dignity of business.

8. Observe the systems set for maintaining the safety and security of the company.

9. Maintain the secrets of work

11. Notify the company with the true data connected with his home address, his

social status, his military service situation and the other data required by the

laws.

11. Follow the systems set by the company for enhancing and developing his skills

and experiences.

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The employee is prohibited to do by himself, or through a third party,

the following works:

1. Keep for himself the original copy of any paper or document concerning the

work

2. Work for a third party whether with or without pay if in carrying out that work,

the good performance of his work will be affected adversely, or such work

does not agree with the dignity of his work, or it will enable or assist the third

party in recognizing the secrets or competing with the company.

3. Exercise an activity similar to that being exercised by the company, during the

validity period of the contract, or participate in an activity of that sort, whether

in his quality as partner or employee.

4. Borrow from the customers.

5. Accept gifts, compensations, commissions, amounts, or other objects in any

quality.

6. Collect moneys or donations, distribute pamphlets, solicit signatures or

organize meetings within the company premises without the consent of the

HR manager and the general manger.

1-D: Probation period

The employee is entitled to 3 months’ probation period paid according to his contract

During the probation period both, the company and employee, may choose not to

continue the employment offering no reasons at any time offering only one day notice.

1-E: Hours of Work and break period and Rest days

The working hours are from 9011 AM to 6011 PM separated by 1 hour break distributed

as follow:

¼ hour at 12 am coffee break

½ hour at 1031 for lunch in the break area

¼ hour at 4 pm coffee break

.

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Working days from Sunday to Thursday with Friday and Saturday as weekend

fully paid.

For a female employee nursing, in addition to the break hour, after the birth and for 24

months, she is entitled to 2 other periods for breast feeding, each one not less than ½

hour. She can take them both in the early morning or at the end of the day, fully paid.

1-F: sanction statute sample

The employee must attend an investigation to state his mistake and sign it.

Sanction First

time

Second time Third time Forth time

Lateness for 11 to

06 minutes without

valid excuse

Warning ¼ day

deduction

½ day

deduction

Day deduction

Not following

orders issued from

direct manager or

the management to

organize work

Day

deduction

2 days

deduction

3 days

deduction

4 days

deduction

The employee keep for himself the original copy of the documents or cutting it off

3 days deduction

5 days deduction

Reducing the salary with an increment amount

Termination

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Section 2: Payments

2-A: Payments dates and procedures, income tax and social insurance

share

Salaries will be available in the bank by the 28th of each month and a pay slip including

all salary details will be sent by email to each employee individually.

For the employees who did not create their bank account, go directly to the HR

department to fill in the bank form. For that time they can get their salaries from the

accounting department at the 28th of each month at noon and sign the receipt of their

salary and pay slip.

The company will deduct on monthly basis the income tax and the social insurance

according to the law.

2-B: Annual increase

At July every year, the employees are eligible to 77 increase from the basic salary

according to the present law. If any changes occurred later one, the company is

obligated to apply it.

2-C: Overtime

Night: It is the period between sunset and sunrise.

According to this definition, if the employee stayed after working hours during the day

he has the right for 15357 overtime. If he stayed at night, he will get 15717 overtime.

If he worked during Friday and Saturday, he is entitled to the equivalent of his wage for

that day and another day in lieu of that day during the following week.

If he worked during public holiday (will be mentioned later), he is entitled in addition to

his wage, a double of this day.

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Section 3: Time Away from work

3-A: Annual leave

The employee is entitled to 21 days as fully paid annual leave if he spent a complete

year in service.

If he spent 11 years or over 51 years he is eligible to 31 days fully paid.

If he spent less than a year in the company, he is entitled to a leave in proportion to the

period he spent in the company.

The vacation is valid when the manager approve it and sign it.

The manager has the right to determine the dates of the leaves according to the

work exigencies and conditions.

The employee shall obtain 15 days containing 6 continuous annual leave.

3-B: National and Religious holidays

The employee shall have the right to a leave with full pay on the holidays to be

determined by a decree of the concerned minister, with a maximum limit of fourteen

days per year (subject to changed with prior notification from the minister of manpower)

National holidays

- January the 25th Police Day

- April the 25th Sinai Liberation Day

- May the 1st Labor Day

- July the 23rd Revolution Day

- October the 6th Armed Forces Day

- Sham Al Nessim (one day)

Religious holidays

- January the 7th Coptic Christmas

- Hijri New Year (one day)

- Al Mawlid Al Nabawi (one day)

- Eid Al Fitr (two days)

- Waqfat Araafat (one day)

- Eid Al Adhat (two days)

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** Christians only are entitled to 3 extra days as public holiday as follow

- 18th of January the Epiphany Day

- Palm Sunday

- Maundy Thursday

- Sunday of Resurrection

3-C: Maternity leave

A female employee is entitled to 91 days maternity leave if spent 11 months for this

company or in total.

The 91 days can be divided before and after the delivery in case she provides a medical

certificate indicating the delivery date. Compensated from the social insurance with a

percentage of 757 of her salary.

She can’t come back to work during the 45 days after delivering her baby.

She is eligible to two times of maternity leave during her service.

3-D: sick leave

The employee is eligible to 181 days as sick leave to be compensated from the social

insurance as follow:

1- First 91 days for 757 of his salary

2- Second 91 days for 857 of his salary

3-E: Other leaves

1- Pilgrimage leave

If the employee spent five years or more, he has the right for one month vacation

fully paid to perform the pilgrimage duty or visiting Jerusalem.

2- Study leave

Student employee is eligible to annual leave to perform his exam, but he shall

notify his manager 15 days before he goes on leave.

3- Casual leave

The employee can go for an unplanned leave (casual leave) for 6 days during the

year with a maximum of 2 days each time.

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4- Military service

If the employee did not attend the military service, he is titled for year vacation

unpaid

If the army called the employee, he can have 25 days vacation fully paid.

3-F: Disability status

The contract terminates with the employee’s total disability to perform his work whatever

the cause of that incapacity.

If the incapacity is partial, the company has to help the employee to find a satisfactory job

within the company.

Section 4: communication

For Princie Travel, effective communication is critical between our team members and

with our guests. We all have the responsibility to communicate effectively and in a timely

manner. Assisting our colleagues when needed to convey and receive critical pieces of

information enables us to function better as a team, and to provide a complete and

professional service to our guests and colleagues.

4-A: Employee notice boards

Notice boards are located at several points around the company in the various

departments. Important notices and general interests are always published and you are

encouraged to read the notices period.

4-B: Briefing

Briefing is held for the top management on weekly basis, each manager is responsible to

deliver important message to their team.

4-C: External communication

Smile whenever is possible. Always warmly greet guests. Use our guests’ name

whenever possible.

When talking directly with a guest, provide them with your undivided attention. Do not

permit unnecessary interruptions. Always try to demonstrate our sincerity in satisfying our

guest’s need. Maintain eye contact and appropriate posture.

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Whenever dealing with guest feedback, we take ownership of every guest

request and complaint. We resolve them courteously and promptly, only saying no when

absolutely necessary. Always thank the guest for comments received and assure them

that their complaint will be promptly dealt with.

4-D: Internal communication

Smile whenever possible, use your colleagues name, always show respect and

consideration for their challenges and concerns.

We share our resources, knowledge and experiences with colleagues. We always offer

assistance to a colleague in need especially when this provides a better service to our

guests.

Work related issues when discussed, are discussed in a professional manner and tone.

We never shout, use abusive language.

Section 1: Termination

Limited contract Unlimited contract

Termination notices Employer - No need to give notice as it shall be terminated with the expiry of its period The employee shall give notice three months before its termination, if the contract is more than five years.

The company shall notice the employee three months earlier. The employee shall notify the company, if years of service less than 11 years = two months before, and years of service more than 11 years = three months before

Compensation Employer shall pay to the employee the remaining service period if he terminates the contract before its end date.

If the company dismisses the employee without the three months’ notice, the employee is entitled to the three months’ notice in cash/money

The employee has the right for one day absent or 8 hours during the week to look for a new job, just to inform his manager a day bedore. This vacation is fully paid

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4-A: Termination for cause

An employee shall not be fired unless he commits a serious error. The following cases

shall be considered as a serious error:

1- If it is established that the employee has assumed a false identity or submitted

false documents.

2- If it is established that the employee has committed an error resulting in serious

damages to the company

3- If the employee's repeated failure to observe the necessary instructions to follow

for the safety of employees and the company

4- If the employee is absent without justification for more than twenty intermittent

days during one year or more than ten consecutive days

5- If it is proven that the employee divulges the secrets of the company led to the

creation of serious damage to the company.

6- If the employee is trying to compete with the company in the same activity.

7- If an employee is found during work hours in the drunk or under the influence of a

narcotic substance.

Termination for sick leave

The company shall not terminate the contract due to the employee’s sickness unless

the employee finished his sick leaves in addition to his frozen annual leaves.

The company has to notify the employee of his wish to terminate the contract before

the lapse of 15 days from the date the employee will finish his leaves. If the

employee recovers before the notification is made, the company shall disallowed to

terminate the contract

4-B: Termination without cause

Due to serious financial situation, the company may terminate the contract without

notification, it shall pay to the employee an amount equivalent to his salary for that

period or the part remaining of it.

4-C: Resignation

The resignation is valid once it is submitted written and approved by his manager. The

employee can return in his resignation within a week from the acceptance of his

resignation

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4-D: Return of company’s property

By the End of his service, the employee must return all properties to the management,

but if the employee has caused by his mistake or on the occasion of his work in the loss

or destruction of missions or machines or raw materials or products owned by the

company or were in his custody, committed to pay the value of what was lost or

damaged.

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ACKNOWLEDGEMENT

I hereby acknowledge receipt of the Princie Travel Employee Handbook. I inderstand that it is my continuing responsibility to read and know its content.I also understand and agree that the Princie Travel Employee Handbook is not a contract, but is a set of guidelines. I understand the company may modify any of the provisions of this manual at any time. ______________________________________________________ Employee Signature ______________________________________________________ Employee Name (printed)

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Date