Last update on 18/10/2015

Human Resources Department

Note for Language: Arabic is the official language of Saudi Arabia, and therefore, whenever contradicts is seen
then the Arabic version will prevail.

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INDEX
Chapter

Subject

1-

Introduction: HR, Mission & Objectives

2-

Joining work

3-

Probation Period

4-

Working Hours

5-

Hospitality gift and First Time Arrival Loan for new employees

6-

Attendance

7-

Performance Evaluation

8-

Family Status

9-

Salary Payment

10-

Allowances Policy
10-1

Housing Allowance Policy

10-2

Transportation Allowance Policy

10-3

Air Ticket Entitlement

10-4

Air Ticket Loan

10-5

Annual entitled leave payment

10-6

Telecommunication & Mobile Allowances

10-7

Petty Cash Allowances

11-

Issuing Iqama

12-

Passport Custody

13-

Registering Engineers & Accountants at Saudi Council

14-

Bank Account Opening

15-

Car Loan through Bank

16-

Personal Loan through Bank

17-

Transferring money Outside KSA

18-

Medical Insurance

19

General Social Insurance

20

Social Services

21

Leaves
21-1 Paid Leaves
21-2 Emergency Unpaid Leaves
21-3 Delay in returning from Vacation
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21-4 Employee discontinuity from the work / Not return from vacation
22

Issuing Exit Re-entry Visa

23

Issuing Multiple Exit Re-entry Visa

24

Family Residence Visa

25

Family Visit Visa

26

Family addition in Iqama

27

Baby addition in Iqama (Born in KSA)

28

Baby addition in Iqama (Born in Outside KSA)

29

Commercial Visa

30

Renewal of Iqama

31

Renewal of Passport

32

Transfer of information from old passport to new Passport

33

Correction of Information at Passport Office

34

Change of profession in Iqama

35

Damaged/Lost of Iqama

36

Damaged/Lost of Passport

37

Penalties/Fine applied from Government authorities

38

Transferring Employee's sponsorship to the company

39

Transfer of employees between companies

40

Termination of Services between employee and employer

41

Approval of Transferring Sponsorship From the company Issuing No-objection Letter

42

Experience Certificates

43

Procedure of Transfer sponsorship from the company

44

End of Service

45

Benefits of Manager with grade C0

45

Benefits of higher management (B4 and above)

46

HRA KPIS

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1-

Introduction

Human Resources Mission:

Deliver promote & efficient HRA services at competitive cost as enabler to develop and
sustain high quality Human Recourses

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2-

Joining Work and Probation period

The starting day of employees contract is considered from the date of commencement of
work at the work site and working hours are forty eight hours per week and Friday is a
weekly day-off.
During the month of Ramadan, working hours for Muslims shall be six hours. Working hours
for non-Muslim employees shall be eight hours daily with a break of one hour. A memo
from Executive Manager, HRA shall determine the Working hours of the Head Office and
working areas like projects and companies after coordination with the Division Managers.
When the employee arrives in the Kingdom, he should deliver his Passport and 12
photographs to the administrative in charge at the concerned divisions or to the person in
charge at the Personnel Dept and make the necessary medical test to be able to issue the
regular Residence Permit (Iqama) and the regular Work Permit.
The Iqama will be delivered to employee after issuing from the Passport Dept. and the
employee is required to carry the Iqama at all his moves as he is not allowed to travel to
any city without carrying his original Iqama.

3-

Probation Period
All new employees are subject to work a probation period not exceeding 90 days and its
allowed with written agreement between the employee and the company to extend the
probationary period, but not exceeding 180 days and employees will be assigned
permanently in case they successfully completed the probation period.
Eid Al-Fitr, Eid Al-Adha holiday and sick leaves are not included in the calculation of the
probationary period.

4-

Working Hours in Head office:

Working hours for Head Office from Sunday to Thursday is from 8:00 a.m. up to 5:30 p.m.
with 1 hours break from12:00 noon. up to 13:00 p.m. Friday and Saturday are weekly off
for HO and some branches and departments.

5-

Hospitality gift and First time arrivals loan for new employees:
5-1 The company shall provide an amount of SR 200 as a hospitality gift to all employees
who are arriving on the company visa and it shall be delivered to the employee at the
airport upon arrival, effective from 05/05/2015.
5-2 Expatriate who arrives on company visa are entitled to a first time arrival loan as
follows:
1. Manager & Staff
2. Technician & Labors

- SAR 1,000 shall be given

- SAR 500 shall be given

The employee shall be given the above mentioned arrival loan at his first working day
by administrator of the concerned division/project. This advance loan will be deducted
from the employees salary in first month or in first two subsequent months.

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6-

Attendance:
6-1 In the working places which the time attendance recording machines are available
Employee IDs shall be registered at Hand swipe machines after issuing file number from
Personnel Department to register their daily attendance at the start & end of working hours
and at lunch breaks and when he is leaving his work premises during the working hours for
any reason (In & out). The employee is responsible to monitor his attendance through ESS
(Employee Self Service) and if there is any discrepancy (delay or absence) in time
attendance data may justified within 24 hours and his managers may approve for the same,
as follows:
1. To change break time for staff to be one hours instead of half an hours without
increasing daily working hours according to the timings specified by the concerned
division management.
2. The staff members are allowed a total of 2 days (17 hours) per year to cover emergency
delays, so no need for justification regarding delay in arriving to the work place in the
morning or leaving early before the end of working hours.
3. Employees are responsible to report on their work place. In case any employee needs
to leave during the working, for emergency case he must boo in advance through
ESS/MSS the departure time and the actual return time. The employee manager will be
asked afterwards to approve the request.
4. In case the employee consumes the quota of the 17 hours then any extra delays or
absence shall be considered as unjustified absence.
5. If employees are engaged in meetings or other engagements outside the work place,
this will be justified by the employee and approved by the his immediate manager.
6. Alfanar would like to promote a higher level of discipline amongst its employees as part
of a professional and constructive work culture. As such, discipline will be one of the
factors affecting the staff assessment and will be taken into consideration upon yearly
bonus in line with the predefined guidelines which will be published.
6-2. All employees who attend the office premises during the weekends or after working hours,
they should register their attendance at Reception, whether they required to swipe
attendance or not.

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7-

Performance Evaluation

7-1

Employee performance evaluation system

The employee's performance will be evaluated by his immediate manager and the
employees shall access their evaluation reports, also, the system of self-evaluation is
available for the employees whereas the employee reviews his evaluation report,
discusses it with his immediate supervisor.

7-2

Employees evaluation reports are conducted in the following cases:

Probation Evaluation : Before the end of the probation period, the evaluation report will
be send to ER Dept. with the employee's immediate manager recommendations in two
week before the end of probation period.
Annual Evaluation: The Immediate manager is continuously monitoring the employee
performance during the year and sending the final evaluation to the ER department on
time.

7-3

The employees are grouped as per their position for the purpose of conducting their
performance evaluation. The performance evaluations of each position (e.g. Managers,
Engineers, Accountants, Admin Staff etc...) are conducted on one time defined by ER
department.

7-4

The increment will be active from the month that follows the end of evaluation process.

7-5

Any salary increment or grade change should be only as a result of the evaluation processes
that have a specific timetable. And not through employee request.

7-6

Employee relations department arranges a periodical meetings for discussing employees

evaluation results for each division and for final approval in participation of the concerned
Department Managers and Division Managers.

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8- Family Status:
-The Non-Saudi employee who is drawing a basic salary of SR 4000 or above and from Grade
(E1) is entitled for family status and he has the right to recruit his family provided that his
children must not exceed 18 years either by recruitment visa or visit visa after he
successfully completes the probation period (three months unless extended to another
three months).
- Saudi Employees are entitled family status regardless the category of his position.
9- Salary Payment
All employees salaries shall be paid on the last day of the Gregorian month as the salaries
transferred to employees personal bank accounts. As for the new employee, the salary is
paid by cheque temporary until his Iqama is issued and his bank account is opened.
10- Allowances Policy
10-1 Housing Allowance Policy: Non-Saudi staff:
-

Company provided comfortable housing for Labors and Technician.

Company provided comfortable housing for staff who interested and if possible.

A monthly housing allowance will be paid to the employees who live outside the
company housing which will be equivalent of an annual value of the actual rent paid in
accordance with the following:

10-1-1 A monthly housing allowance will be paid (maximum of three monthly basic salaries) in case
of providing the actual rent contract.
10-1-2 Three monthly basic salaries maximum of SAR 42,000 (Twenty Four thousand Riyals) per
year as a housing allowance is paid in case of not providing the actual rent contract.
10-1-3 Above mentioned system in items (10-1-1 and 10-1-2) is applied to the staffs who work in
the following cities: Mekkah, Medina, Riyadh, Jeddah, Taif, Dammam, Khobar, Jubail, and
Khamis Mushayt.
10-1-4 The employees who works outside the cities mentioned above in item (10-1-3) don't need
to provide a house rent contract and a housing allowance is paid to them up to three
months of basic salary per annum.
10-1-5 Housing allowance of three basic salaries annually will be paid for the employees working
in DAR, AT&C and IT without providing housing rent contract.
10-1-6 Housing allowance of three basic salaries for staff members (non-Saudis) who live with their
parents after submitting evidence documents.
10-1-7 In case of transferring of the employee from the place of work to another area (other city),
the value of the transfer of furniture is paid by land after approved by the Administrative
Manager.
Housing allowance loan
1-

The new staff are to be given housing allowance loan equivalent to six months in advance
one time in case of they would like to leave the company housing after approval from
Executive Manager, HRA as per the following cases:
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1-1 In case the employee wants to leave the company housing, provided its within one month
of the date of leaving.
1-2 If the employee is transferred to another branch outside the city he lives in within one
month from the actual date of transfer.
2-

The employees who are already living outside the company housing and the Housing Loan
System does not apply on them and their salaries are less than SAR.10,000, their requests
should be approved exceptionally for one time by the HRA Executive Manager and the
maximum amount of the total loans should not exceed SAR. 60,000

3-

No need to provide housing loan guarantor.

4-

In case the employee basic salary is SAR 6000 and above, staying in one of city which rental
contract is required then he will be paid a housing loan of 1.5 basic salary equivalent to six
month housing rent and he will provide original contract or undertake to provide actual
rent contract within one month from the date of loan payment.

5-

In case the employee took the housing loan and does not live the company housing then
he should return the loan to the company or employee rent a house with less amount of
the loan then he should return the difference amount to the company within month from
the date of receiving the loan.

Housing Bonus Conditions:

1-

The non-Saudi staff are to be given housing improvement bonus equivalent to one Basic
Salary Yearly as well as housing allowance (three months per year) on the following
conditions:

1-1 Submit the lease of own house which is not shared with any other party to the HRA
Specialist in the concerned division or to the payroll section in HO for scrutinizing. In case
of the contract renewal, the copy of contract and original receipt from the same Rental
Office should be provided to Payroll Section.
1-2 The actual rental value paid should not be less than 85% of the total four basic salaries
(three basic salary + one month's salary bonus).
1-3 If the value of the actual rent paid is less than 85% of the total four basic salaries (three
basic salary + one month's salary bonus), 115% of the actual rent will be reimbursed to the
employee.
1-4 The employees who own homes and live in it, the housing allowance will be equivalent to
three months of basic salary + one month's salary bonus per year with a maximum amount
of SR 120000 (one hundred and twenty thousand) Saudi Riyals.
1-5 Employees are given a monthly housing allowance equivalent to three months of basic
salary + one month's salary bonus per year with a maximum amount of SR 120000 (one
hundred and twenty thousand) Saudi Riyals.
1-6 If the total annual housing allowance (three basic salaries) exceeds SR 120000 (one hundred
and twenty thousand), a monthly housing allowance equivalent to three basic salaries per
year will be paid to the employee.
1-7 In case of not submitting the updated Housing Rental Contract then the Housing Allowance
will be changed to minimum as per the company policy.
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1-8 Housing bonus will be paid for actual paid amount, therefore in case of Renting Furnished
housing, this should be taken through authorized agency (which is a rental suits and units,
which is a subsidiary of an establishment or company having a relevant license of hotel or
commercial registration providing hotel services and building is fully furnished, which is being
rented out on a daily basis monthly annually).
Employee will be entitled to housing allowance in addition to the bonus improve housing
annually does not exceed the actual value of the lease and a maximum of (three basic salaries
housing allowance + one salary housing bonus), Therefore, in case of an employee submit
rental contract of furnished apartment, he should provide copy of license or commercial
registration related to the furnished apartment. The above condition (1-2 and 1-3) is not
applicable.
1-9 In case of transferring the employee from his place of work to another city, a compensation
for period of the actual lease and has not benefited from will be paid, under the condition
that the lease does not exceed (three basic salary + one month bonus) per year. In case of
the rent exceeded this limit, compensation will be paid on the basis of (three basic salary +
one month bonus) per year, In addition to paid the difference of tuition fees of their sons for
the current semester (which previously paid by the employee) after providing original
receipts.
2- Housing Allowance Policy for Saudi Employees:
2-1

The Saudi staffs are to be given housing allowance equivalent to three basic salaries months
per year without bringing the original lease contract.

2-2

As a contribution from the company to improve the level of staff's housing and because of
the high rents that happened recently, the employee is granted a reward equivalent to one
basic salary as well as the housing allowance mentioned in item (1) above and that is under
one condition that the total amount given doesn't exceed SR 120000 (one hundred and
twenty thousand).

2-3

If the total annual housing allowance (three basic salaries) exceeds SR 120000 (one hundred
and twenty thousand), a monthly housing allowance equivalent to three basic salaries per
year will be paid to the employee.

2-4

Employees working at ATS Jubail and their Basic salary is less than SAR 6250 will take Two
month Housing bonus not exceeding actual yearly housing SAR 25,000.

2-5

Housing allowance system will be applicable for Exceptional Tribes of KSA.

Note:
1.

Housing rent contract includes (Actual housing rent + Agent fees + Water) only.

2.

Housing Rental Contract should contain location of the house (City, District and street) and
employee declares that the documents provided by him to company (housing contract or
payment receipts voucher etc.,) are valid and correct, in case, it is proved that the above are
forged then it is a sufficient reason to terminate the contract with company.

3.

In case of the contract or receipt are not issued or not stamped from Rental Office then he
should provide a letter confirming the activity of establishment and a copy of the owners ID
and the ownership of the property signed by the owner of the property mentioning the
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amount, period and name of renting person in case he is renting directly from the house
owner.
4.

Housing allowance will be paid for actual availed entitled annual leave yearly at end of the
contract, according to the housing allowance paid on the last month of the contract.

10-2 Transportation Allowance Policy, Transportation Bonus and Company Cars:

A- Transportation Allowance
1-

The company gives SR 400 monthly transportation allowance to the employee regardless he is
residing in the company housing or not, for those who do not have company cars under their
custody and using company transportation to their working place except for the Non-Saudi workers
and technicians.

2-

The company gives SR 500 monthly to the employees working in second industrial zone (factories)
in Riyadh and don't have own cars and they are residing outside the company housing or whom
residing inside company housing without getting benefited of the company transportation except
for the workers and technicians.

3-

The company gives SR 800 monthly to the employee who own insured cars and they use it for work
when needed.

4-

The company gives SR. 800 monthly transportation allowance to the Saudi employees their position
is Guards.

5-

Considering the specific situation of women with regards to transportation, The company gives
monthly transportation allowance and transportation incentive for the female staff effective from
01/04/2015 as follow :
5-1 SR.1000 One thousand Riyadh (SR.800 monthly transportation allowance +SR.200 monthly
transportation incentive for the female staff working in the alfanar office other than alfanar
industrial city in Riyadh.
5-2 SR.2000 Two thousand Riyadh (SR.800 monthly transportation allowance +SR.1200 monthly
transportation incentive for the female staff working in alfanar industrial city in Riyadh.

In case the employee rents a car, the monthly transportation allowance will be paid as per the
Salary Scale of his category or the actual rent amount whichever is less.

In case of promote the technician to foreman with one year contract and 30 days vacation and
stopped the overtime allowance, the company gives SR 400 monthly as transportation allowance.

B- Car loans and car rent ending in ownership

1. Taking into consideration the managements desire to upgrade the transportation level of its
employees, the Company will finance the purchase of new cars and bear the financing charges.
However, the employee will deal directly with the bank for all loan administration aspects. For the above
scheme, our employees will get improving transportation bonus added to the transportation allowances
as per the following categories: -

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Basic Salary
(SR)

Car's Value
not less than

Car value/60
Months

Financing
Cost

Fuel
Charge

Total
Transportation
Allowance

Bonus

2500 < 4000

28,800

480

120

200

800

4,000 < 5,000

48,000

800

188

200

800

388

5,000 < 6,000

60,000

1000

230

200

800

630

6,000 < 8,000

72,000

1200

273

200

800

873

8,000 < 10,000

96,000

1600

358

200

800

1,358

10,000 < 16,000

120,000

2000

443

250

800

1,893

16,000 < 20,000

150,000

2500

549

300

800

2,549

20,000 < 30,000

180,000

3000

656

400

800

3,256

30,000 and more

240,000

4000

868

400

800

4,468

The above-mentioned transportation allowance and improving transportation bonus are

calculated as follows:
1-1 The Car Value (as per above categories) / 60 months + funding expenses + fuel expenses.
1-2 Since the car will be owned by the employee after five years, the sale value of the car after
this period will serve as compensation to the employee for maintenance and insurance
charges that he has shouldered during the said period. Thus the employee will own the car
at the end of 5 years for free.
1-3 First category in the above table (from 2500 <4000) for newly hired employees in condition
that car age is not exceeding 5 years including year of manufacturing and allow to accept
model of car with one year back of the current year.
1-4 In case of employee purchase a new car which is less than his salary category within a limit
of SAR 5000 or 5% whichever is more, will get entitlement to same salary category of
transportation allowance and transportation bonus after approval of Executive Manager,
HRA.
1-5 In case of employee purchase a new car with a value greater than his salary category and
later his salary is increased to the category of car value and his car value is less than the
new salary category within a limit of SAR 5000 or 5% whichever more, he shall be
exceptionally given the new salary category transportation allowance and transportation
bonus.
1-6 The new employee who owns a car before joining the work, will get a transportation
allowance and transportation bonus as per transportation scheme category for remaining
years of the car model regardless of the purchase date. The original value of the car will be
decided by the fleet Manager by checking through the agency based upon the car type,
model.
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2. Some of employees would like continue using their cars which exceeds five years (from the
manufacturing date) which covered above mentioned allowance system. The company
would like to give them the opportunity/facility to continue using it. And shall be provided
the under mentioned benefit system for transportation allowance after completing the
period of first 5 years with the car value as follows with corresponds to value of car and
above Transportation Allowance scheme:
Car Value after
five years
manufacturing
date should not
be less than

First year after

completion of
first 5 year
period

Second year
after completion
of first 5 year
period

Third year after

completion of
first 5 year
period

Fourth year
after completion
of 5 year period

Fifth year
after
completion of
5 year period

1 240, 000 SAR

120,000

96,000

72,000

60,000

Used

2 180,000 SAR

96,000

72,000

60,000

Used

Used

3 150,000 SAR

72,000

60,000

Used

Used

Used

4 120,000 SAR

60,000

Used

Used

Used

Used

5 96,000 SAR

48,000

Used

Used

Used

Used

3. If the employee continues to use the same car after completing above period, then he will
get SAR 800 as Transportation Allowance.
4. In case the employee purchased a new car on his own through some external agencies by
"rent ending in ownership" basis, he will get his transportation allowance in line with
the car value (excluding rental commissions etc.) and as per his basic salary category.
5. If the employee purchased a car outside this system, then he will get his transportation
allowance as per category based on the sale value of his car as determined by the
Corporate Admin Services Dept.
6. The transportation allowance and improving transportation bonus based on the basic
salary categories are considered as the maximum amount due to the employee as
follows: 6-1: In case the employee purchased a car with a value more than the category of his basic
salary, then he will get his transportation allowance as applicable to his basic salary
category.
6-2: In case the employee purchased a car with a value less than the category of his basic
salary, then he will get his transportation allowance and improving transportation bonus
as per the category of his car value.
6-3 : In case the employee purchased a car with higher price than his category scale and he
got a salary increment in any year of the five years of purchasing date then the
transportation allowance will be increased from the date of salary increment as per the
new salary scale category as mentioned in the above table.
7.

If the employee sold his car, then he has to inform the relevant admin services dept.
which in turn will inform the HR Dept, (payroll section) and he has to pay all remaining
installments fully to the bank. His transportation allowance, then, will be changed as
per the system. In case of violation, the employee will face all the legal penalties.
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8.

In case of canceling the car insurance or selling the car, the employee should inform the
concerned departments, otherwise the company has the right to take the necessary
measures against him.

9.

In case the employee was using the company car and he wanted to have his own car
and he insured on it, the transportation allowance will be modified starting from the
date of handing the company car and not from the date of purchasing or insuring on
the his own car.

10. The transportation allowance will be paid for the yearly vacation as per the above
mentioned category scale system, according to the Transportation allowance paid on
the last month of the contract.
11. In case the employee who is leaving the company sell his car during the notice period
due to issue final exit visa then the transportation allowance SAR 800 will be calculated
in the end of service.
12. In case the employee who is leaving the company using company car till the notice
period then the transportation allowance SAR 300 will be calculated in the end of
service and for the labors and technicians SAR. 100.
13. Vehicles should be insured as comprehensive insurance by the employee or by the
company.
14. Employees should provide renewal of comprehensive insurance documents for the car
at time of purchasing the car and renewing comprehensive insurance yearly, otherwise
it will be paid minimum transportation allowance SAR. 400 or SAR. 500 those employees
working in 2nd industrial city.
15. The company will issue letter of guarantee (for bringing the employee and paying any
penalty), those employee arrested by police or traffic police, in case of car accident in
condition that the employee is under the sponsorship of the company and car is insured
by the comprehensive policy. This will be applicable after the employee submits a
written request to HRA department by confirming and undertaking that he will shoulder
all the cost involved (whatever in its nature) in this guarantee and shall not ask for exit
re-entry. The employee will not be given any clearance unless he obtains official
documents from the government parties and case has been closed and not required by
the government.
16. In case of sale of his own car/car renting with ownership, employee should provide
documents to payroll department, date of sell of the car.
17. In case the car is total loss by the insurance company then transportation allowance will
be minimum from the date of issue of cheque in addition the employee will granted 15
days to purchase another car.
C- Special instructions
1. The employee commits to provide copy of purchasing the actual car invoice to Payroll
Department in HRA Dept which is not include additional features.
2. The employee bears all the car expenses as insurance, registration and transferring
ownership etc.
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3. In case the used car, it must not exceed five years age (including year of manufacturing)
in order to employee is entitled to transportation bonus according to market value as
per company policy.
4. The car must be registered with the employee name or rental ending in ownership.
5. Transportation allowance will be applicable as per the above mention categories from
the date of car comprehensive insurance.

10-3. Air Tickets Entitlement for Non-Saudi Employees:

1.
1-1

1-2

1-3

1-4
1234-

1-5

1-6

1-7

Employees are entitled an economy excursion ticket as follows:

Tickets will be issued (PTA) for first time arrival and also economy excursion tickets will be
entitled for him (from and to employees countrys capital city or as per the Employment
contract) after the renewal of the contract in the same year, if he travels.
The employee is entitled to an economy excursion round trip ticket after the renewal of his
contract and the Ticket Payment Order value will be determined with the value of the ticket
from Riyadh to the employee's country's capital city or pre-defined cities for his country
according to his employment contract at the due date in accordance with published rates
by the HRA, Travel Section regardless of vacation leave date. Contract will be fixed after the
renewal of first contract (Entitlement of air ticket shall be calculated proportionately).
If the employee is actually travelling on vacation, he shall be provided a round trip excursion
ticket from his place of work (not necessarily to be Riyadh) to his countrys capital city/
origin city as per Employment contract and as per the attached ticket value issued by the
travel section in HRA Dept.
The entitled ticket as per the Ticket Payment Order (upon entitlement) will be reimbursed
to the employee in the following cases:
After being entitled to another air ticket.
In case two tickets are entitled, the least value air ticket will be paid (i.e., at the end of the
fixing first fixed contract).
In case the employee travels by his own way (by Road).
In case employee travels on his own account and he did not use company ticket due to not
entitled, after completion of contract, he may reimburse the used ticked with actual in
condition that ticket value should not be more than the ticket fair published by Travel
Section.
If Travel Section could not provide the confirmed reservation then the employee may
arrange his reservation to the city mention in his Employment contract and purchase ticket
on his own way, then the price of the actual air ticket will be paid on condition that the
price should not exceed that which is published by the Travel Section.
In case of the availability of the reservation by the travel section and employee liked to use
his own reservation then the price of the actual air ticket will be paid on condition that the
price should not exceed that which is published by the Travel Section.
Labors and Technicians travels on six months exit re-entry deserves one way ticket, if
required his services company will pay the return ticket payment.
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1-8
2-

In case employee request within six months from the end of the contract, will not deduct
ticket value and it will be settled at the end of his contract with entitled ticket 100%.
Family Air tickets entitlement: The following conditions must be verified for tickets
entitlement for the family:
2-1.
A staff member must be entitled for family status.
2-2.

Company desire to renew the employee's contract.

2-3.

Family should come to the KSA by Residence Visa or Visit Visa.

2-4.

Air Ticket entitled for wife and 5 children their age should be less than 21 years.

2-5.

First time arrival Air Tickets will be issued PTA (economy excursion tickets will be
issued for family from employees countrys capital city. And entitled round trip
tickets after the renewal of employees contract for his family as per item 10-3 (1-2)
above.

2-6.

The child born in KSA is entitled for a round trip ticket from the employees capital city
(Excursion Ticket but no selective airline) at the renewal of his father's contract, in
case of his birth before the end of his father's contract.

2-7.

The child born outside KSA is entitled for first time arrival ticket from employees
countrys capital city and a round trip ticket at the end of his fathers contract in case
he was added before the end of the contract.

2-8.

The family will be entitled Air Ticket from employees countrys capital city, in case
they arrived on visit visa due to non-possibility of getting residence visa. In case they
returned back after getting family residence visa, they will be entitled first time air
ticket from employees countrys capital city and also they will be entitled round trip
ticket at the end of contact at same year after approval of executive manager.

2-9.

In case the family is arrived KSA by road or by any other means then the SAPTCO ticket
fare will be reimbursed.

3- Air Tickets entitlements for terminated employees / Non-renewal of contract:

3-1 Employees who are travelling on exit visa will be entitled for one way tickets for self and
his family and the tickets will be issued from the Travel Section. In case he arrange the
reservation by himself then the price of the actual air ticket will be paid on condition that
the price should not exceed that which is published by the Travel Section. In case he entitled
and un-availed tickets from his previous contract for him and his family will be entitled after
he finish three month of his new contract.
3-2 In case of approval of transfer of his sponsorship then he will not be entitled air ticket for
him and his family for the current contract but he will be entitled un-availed tickets from
his previous contract for him and his family will be entitled if he completes three months
of his new contract and it will be paid with his final settlement.
Page 16 of 50

4- Air Ticket Entitlement for Resigned employees:

4-1 In case employee desire to resign and travelling on final exit, then the ticket expenses will
borne by the employee for himself and his dependents. And in case he entitled and unavailed tickets from his previous contract for him and his family will be entitled after he
finish three month of his new contract and it will be paid with his final settlement.
4-2 In case of approval of transfer of his sponsorship then he will not be entitled air ticket for
him and his family for the current contract but he will be entitled un-availed tickets from
his previous contract for him and his family will be entitled if he completes three months
of his new contract and it will be paid with his final settlement.
5- Air Ticket Entitlement for Dismissed employees
If the employee is dismissed then he is not entitled for final exit ticket for him and his family
and also he is not entitled for yearly ticket.
10-4 Loan for partial entitled Air tickets:
If the employee is proceeding for vacation but not entitled for full air ticket and he desires
to get an air ticket (Exclusively in case of partial due according to the fixed contract), he may
apply an air ticket loan application form subject to the following conditions:
1. Employee get partial air ticket loan one time only during his contract period (one year
or two years)
2. The Partial Air ticket loan to be approved by the Personnel Manager.
3. Air Ticket loan guarantor is not required.
10-5 Annual Leaves Entitlement:
The Company gives 21 or 30 days annual paid leaves depending on the contract of the
employee. If Employees completes 5 years of service continuously in the company, his
annual paid leave will become 30 days from 21 days, irrespective of the actual travel date
and it will be paid at the end of contract.
10-6

Mobile Allowances, Mobile set expenses

Due to the work necessities, new policies of telecommunication allowances and mobile allowances
for alfanar employees have been put according to the actual needs, which is published in Admin
Memo No. 12-2013 dated 08/06/2013.

Page 17 of 50

Page 18 of 50

Page 19 of 50

Clarification for the admin memo

1- This will applied to all employees specified grades.
2- Employees granted Mobile allowance who needs to use mobile for specific period as per
specified allowance and it will be stopped when requirement is achieved.
3- Prepaid mobile card will not be paid for any reason.
4- Employees who are traveling on internal / external business trip and doesnt get mobile
allowance and used their mobile for business purpose, an actual amount of the used calls
will be reimburse to the employee in corresponds to their specified category through
payroll department.
5- Sales representative who are using their own mobile line will have two option: First,
transfer mobile line to be under name of alfanar Co., Second, cancel the line and get a new
line under company name.
6- Periodically Mobile Allowances will be discussed with Executive Managers through admin
services manager in the concerned division to find out whether its required to adjust or
cancel the current allowance system.
7- The specified amounts in the above table of mobile allowance is the maximum amount to
this allowance , and to be adjust the current allowances as per the admin memo through
payroll department as follows :
Employee who are getting mobile allowances less than the specified as per current work
requirement, there is no need to increase the amount of mobile allowance unless there is
need and that to be done through request of new mobile allowances as per agreed
form.
Employee who are getting mobile allowances more than the specified, these allowances will
change to match the specified mobile allowances.
8- Reference to the item No. 8 in the mobile allowance memo ,alfanar co. will not paid
invoices permanently , and that only will be done in case employee use the mobile for the
business purpose with an amount exceed the monthly mobile allowance, please review the
admin memo.
9- The company gives fix monthly mobile allowance as per specified mobile allowance to the
employees whom was paying for them their invoices in the past.
10- Factory and store guards the same will applied for them as per guards of admin offices
regarding the monthly mobile allowance.
11- alfanar IT employees will be given mobile allowances according to nature of work and it
corresponds to specified mobile allowance of Admin Sections Employees, Sales and
Marketing employees.

Page 20 of 50

12- Employees granted Mobile allowances according to actual nature of work not according to
division, it is possible some departments due to their nature of work is different (Projects,
Sales, Admin, and Production).
13- alfanar company make special agreement with Saudi Telecom Company to provide mobile
lines with contributions symbolic which enables user to communicate free and unlimited
within the group and provides call value for employees who use the mobile phone in
business purpose with alfanar employees , in addition , employee can get more than one
mobile line for communication also with the family
10-7 Petty cash Allowance
The petty cash allowance will be entitled for permanent petty cash holder, which is as follows:

Petty cash
From 5000 and less than 15000
From 15000 and less than 50000
From 50000 and more
11-

Allowance
200 Riyals
300 Riyals
500 Riyals

Issuing New Iqama:

For issuing new iqama, employee has to send the following papers to Personnel
Department
1- Employee Passport
2- Medical report after arrival immediately.
3- Number of 4 photographs with white background.
4- To give the employee a letter for moving until iqama is issued, and this letter is valid
only in the city he is staying in, and not to travel to another city with that letter, and in
case it is necessary to travel, then passport request form should be submitted to obtain
the passport.

Page 21 of 50

12- Employees passports custody:

1- To keep employee passport during his stay in Kingdom in personnel department, as any
application in passport office like iqama new \ renewal, iqama lost \ damaged, or
correction of information in computer. These applications will not be fulfilled by
passport office, if passport is not submitted along with other documents.
2- To send passport to the concerned administrator for the purpose of renewal one month
prior to its expiry, and administrator will deliver the passport to the employee on his
own responsibility.
3- If employee wants to renew his passport earlier, then he shall submit passport request
form to personnel manager for approval.
4- To take into consideration that any application in passport office will not be fulfilled if
the passport has validity less than six months, these applications like iqama renewal,
correct information in computer or exit reentry etc. So, the concerned employee will
be charged any penalty for the delay if he did not renew his passport on time.
5- After renewing the passport, it should be sent to make information transfer in passport
office.
6- After issuing new passport, it should be sent along with all old passports to make
information transfer in passport office and employee has to make sure that cancelled
stamp is on the last old passport.
7- After making information transfer, personnel department will keep the new passport
and they will send all old passports to the employee who shall keep it, and these old
passports might be requested in the future in the airport or at the border or if he has
an application in passport office. (So. All old passports must be kept by employee).
8- The passports should be renewed within one month from the date of receiving the
passport except in the cases where the embassy required more time.
9- If employee wants his passport for any purpose, he shall submit an approved passport
request form through the system. The employee shall return back the passport within
the specific period.
10- Passport will be delivered to the employee by the concerned administrator when he is
leaving on vacation in his last working day after receiving his clearance form signed by
all sides and the employee should handover his original iqama and medical insurance
card. The employee must deliver back his passport after returning from vacation,
maximum the next day of his return and receive the original iqama and medical card
from the administrators.
11- The employee must deliver back his passport to the concerned administrator after
returning from Business trip, maximum the next day of his return.
12- In case of final exit, passports and tickets will be delivered to the concerned division
administrator who will be responsible to facilitate the travelling.

Page 22 of 50

13-

Registration at Saudi Council:

13-1 Registration of Engineers at Saudi Engineering Council.
Scope: This applies to all Non-Saudi engineers who have profession as engineers in their
iqama. If iqama profession is not an engineer, it should be changed first and after that the
registration is done. Also, the engineers who arrived on a company visa as Engineer and
the iqama is not issued yet, the profession in the visa should be as engineer.
Goal: Registration at Saudi Engineering Council for renewal / issuance of Iqama.
Condition to registration:

Bachelor of Engineering.

Duration of study at least four years, if it is less, it must be a Diploma in

Engineering in addition to Bachelors and the duration of both courses should be
four years minimum.

Procedure:
1- Fill the form of Engineering Registration, make sure to fill the full information of
the first page and also the information of scientific qualifications in the second
page and the rest of the date/information is optional.
2- Authorization and undertaking with name, date and signature.
3- Send the singed original form with photos, undertaking and certificates with
copy of passport & iqama to personnel department.
a. Photos background must be white and their size should be 5*5 cm, which is
not used before and not modified by any photo processing program.
4- Scan colored clear copy of educational certificates both sides, mark sheet and
certificate of (CAV) and send it to personnel department VIA e-mail in PDF
format.
a. Mark sheet is required if the employee graduated from Non Arabic
universities.
b. CAV is required for Filipino Nationals.
5- If any employee registered at council in previous sponsor then it should provide
a copy of registration certificate, in case of non-availability the number of
membership should be provided.
6- The concerned administrators should provide the documents by E-mail on the
second day of the employees arrival and the documents should be scanned
colored, clear and readable.
Remarks:
In case the iqama profession is an engineer or employees who are arrived on company visa
as an engineer and the Education Certificates are not available then there is no possibility
to register their certificate at Council of Engineers. Therefore, there is no possibility to
renew/ issue of Iqama. Therefore, when any candidate get an engineer visa its a must to
check he has bachelor degree of engineering with minimum years of education should be 4
years.

Page 23 of 50

13-2 Registration of Accountant at Saudi Organization for Certified Pubic accountant.

123456-

As per regulation of Saudi Organization for Certified Public Accountants any employee with
profession of an accountant with bachelor degree in accountant to register at Saudi
Organization for Certified Public Accountants (SOCPA) in order to link their data electronic
to complete the residence visa application and all other government activities (renew
iqama , issuing iqama or profession change etc). will be linked in the near future .
Therefore all employees who have their profession in iqama (accountant , accountant
manager , financial analyst, economic analyst..etc.) to keep their original education
certificate attested with them inside KSA.
Requirement of registration as follow:
Original bachelor degree in accountancy or any other equivalent certificate as may be
deemed acceptable by the competent authority.
A copy of professional qualification (if any).
A clear copy of iqama
A clear copy of passport
Colored photograph 4*6
Fill out membership application online through the website of SOCPA which will be
provided later on.
Important Notice: Any employee his profession in iqama (accountant, accountant manager,
financial analyst, economic analyst, etc.), and not hold the qualification degree, must submit
a profession change request immediately.

14-

Bank Account Opening:

The main purpose of opening a bank account to employees is to pay all their dues, such as salaries,
wages, allowances and other benefits by transferring it directly to their bank accounts instead of
paying through checks or cash, as follows:
1.

Upon receiving the new iqama, the same employee will fill the bank form with
appropriate signatures on it.

2.

Attach a clear iqama copy with identical signature, as on the bank form.

3.

The concerned administrator has to check the correctness of form and the
signatures, and will send it to personnel department.

4.

The personnel specialist will check the form , approve it and submit it to the
bank.

5.

After receiving the bank account and ATM Card, the personnel specialist will
send the same to the concerned divisions to be distributed.

6.

After receiving the bank ATM card the employee should visit the nearest bank
branch to activate the ATM Card.

Page 24 of 50

15-

Car Loan from the Bank: -

To raise the level of transportation means of all the staff that are working in Saudi Arabia and who
wish to obtain a loan through the banks to finance the purchasing of a car as follows:
1- The employee must fill the undertaking prepared by the Bank which is stating his
approval to transfer of all salary and financial benefits of the employee to the financing
bank.
2- In case of existing a previous car loan, a written pledge must be written by the
employee to pay this previous loan within 7 days from the date of receiving the new
loan from the bank
3- The employee must be on the company sponsorship as for the non-Saudis.
4- The employee must complete the probation period successfully (three months).
5- Employee commits to provide a copy of the purchasing bill to the Department of
Human Resources.
6- Employee is committed to issue the car insurance either through the company or by
other insurance company and provide a copy of the insurance policy to the human
resources Dept.
7- Employee commits and signs undertaking that his salary and dues will be transferred
to the concerned bank.
8- The employee bears all the expenses of the car insurance, registration and the
ownership transfer, etc.
9- In case the car is a secondhand (used), the car age should not exceed five years
including the year of manufacturing.
10- The vehicle must be registered on behalf of the employee name only.
11- The monthly installments and installments numbers will be determined according to
the credit agreement signed between the Bank and the employee.
12- In case of the termination of employee's contract with the company in any of the
following methods: (resignation - termination dismissal - non-renewal of contract);
the loan value will be settled as per the agreement signed between the Bank and the
employee without any responsibility on the company.
13- In case of termination of the employee's contract with the company, the bank will be
informed directly by the payroll section, and the Bank will take the formal and
necessary procedures as per the agreement signed between the Bank and the
employee.
14- Employees should purchase the car as per the loan amount granted by the bank, if they
did not commit then the company has the right to take the necessary action.
16- Personal Loan From Banks
1. The following conditions must be applied on the employee to be entitled for personal loan:
1-1 He must complete one year at least at service
1-2 His basic salary is SR 3000 and above excluding non-skilled employees category.
Page 25 of 50

1-3 To be on company's sponsorship for non-saudis.

1-4 The employees salary should be transferred to the same bank he wants to take the loan
of.
1-5 The company is dealing with SABB, SHB, Inma Bank and Samba.
2. The Payroll specialist will prepare the transfer letter as per the authorized form of the bank
on the company formal letter without any responsibility on the company and sends the
letter to the HR executive manager for approval.
3. HR executive manager signs the company form and the bank undertaking that states that
all the salaries and dues of the employee will be transferred to his account in the financing
bank.
4. In case of termination of the employees contract (resignation termination dismissal
contract non-renewal), the loan must be settled as per the agreement between the bank
and employee without any responsibility on the company.
5. In case of employee contract termination; the payroll section informs the bank and the bank
takes his formal procedures as per the agreement with the employee.
6. The employee commits to sign the undertaking that he is approving to transfer his monthly
salary, end of service benefits, allowances and bonuses to the financing bank.
7. The employee can transfer his salary to other bank if he didnt take a loan from the current
one. In case of any loan, the employee should settle the full amount of loan first and bring
a clearance letter from the bank that the bank has no objection to transfer the salary to
another bank and submit this clearance to the payroll section.
8. Employee can take a new loan/refinance from banks except those employees which
guaranteed by company to Saudi British Bank, which they have to close the loan first and
provide the no-objection certificate to transfer their salary from Saudi British Bank to any
other bank, And regarding SHB employee can ask for refinance after paying 9 installments
of his current loan and 6 installment for SABB bank.
9. Bank Representative will receive the documents for loan from Payroll Section, HRA at Head
Office exclusively for the employees who are working in Riyadh, for outside Riyadh
employees the documents will be delivered to them and they will submit to the bank
personally.

17-

Transferring Money outside KSA

1- The employee submits a written request stating his desire to transfer a specific amount
of money through one of the authorized banks and to a specific authority outside the
KSA and delivers the request to HRA specialist in his division.

2- After making sure of the money source by Personnel Manager, the request will be
forwarded to Managing Director for approval.

Page 26 of 50

18-

Medical Insurance:

1. All the employees of alfanar Group are covered under Medical Insurance from the first
day of their work and they are classified into three types:
Class VIP : Includes Division Manager, GMs, and Executive managers and category who are
getting VIP benefits.
Class A : Includes employees whose basic salaries SR.3500 & above and their category
should be staff.
Class B :Includes Non-staff employees and staff their basic salary less than SR. 3500.
2. VIP class limit is SR 500,000 non-deductible.
3. Class A limit is SR 400,000 with 20 % deductible (Max. SR100) per visit
4. Class B limits is SR 250,000 with 20 % deductible (Max. SR20 ) per visit
5. Glasses (frame & lenses) is covered maximum SR 1000 for VIP non-deductible.
6. Glasses frame & lenses is covered maximum SR 500 for (class A) with 20% deductible (Max.
SR100).
7. Glasses frame & lenses is covered maximum SR 250 for (class B) with 20% deductible (Max.
SR20).
8. No prior approval for out-patient up to SR 3000 for Class VIP & SR 1500 for Class A
& SR.1000 for Class B.
9. As for In-Patient; no deductibility on employees end.
10. The medical insurance includes for Saudi Employees and their wives (one wife) and their
male children age should be less than 21 years and female children (not married, widows,
divorced) which are not working and depend on the employee.
11. The medical insurance includes the Non-Saudi Employees (family status) and their wives
(one wife) and their male children age should be less than 21 years and female children (not
married, widows, divorced) which are not working and depend on the employee and they
should be either on a residence visa/visit visa
12. If the salary of the employee is changed during the validity of the current Medical Insurance
policy, his class will not be changed unless it is time to renew the policy, except for the VIP
employees.
13. Medical treatment must be done at hospitals authorized by Medical Insurance Company as
per the attached list, so the sick leaves from these hospitals can be accepted.
14. No treatment outside the medical network is accepted unless it is an emergency and
according to a medical report and no reimbursement for the invoices of dental/optical
treatment outside the network.
15. If it is decided to make surgery for the employee or one of his family member and he wishes
to be held in his country, approval of medical insurance company must be taken by
providing detailed medical report to the medical insurance supervisor who will follow up to
Page 27 of 50

get the approval, and the employee applies for a leave without pay since the sick leave
covered within the KSA only.
16. In case the families are travelling outside Kingdom for maternity care and delivery purpose,
Employees should take a prior approval from Insurance Company (before incurring
maternity care and delivery treatment) by providing medical report with a copy of Medical
Insurance Card to the Medical Insurance Officer in HRA for follow up and get the approval.
17. After the completion of treatment, the employee brings the medical bills stamped to be
provided within 90 days from the date of treatment to sent to medical insurance Co.
18. Reimbursement cash claim is subject to network rating.
19. In case of conditions not covered by medical insurance, it's submitted to the company
doctor for recommendation, it will be sent to the HR Executive manager for discussion.
Adding staff and families to the medical insurance: (for non-saudi, the employee should be entitled for
family status).

1. The newly arrived employee on the company visa is added as soon as he arrives to the
Kingdom.
2. The locally recruited employee and his family is added after as soon as he joins the work.
3. The recruited family on a residence visa or visit visa is added as soon as they entered to the
KSA
4. Saudi employee and his family are added as soon as he joins the work
The cancellation of staff member and families from the medical insurance:
1. The medical insurance for the Saudi employee and his family is cancelled in the case of
termination of contract and the medical insurance cards are received for cancellation,
except in the case of absence from work or resignation without delivering the cards.
2.

The non-Saudi staff member and his family who are traveling on a final exit visa are
cancelled on the next day of travelling.

3.

The non- Saudi employee and his family who are approved to transfer their sponsorship
are cancelled at the end of the policy or when the sponsorship is transferred before the
end of the medical policy.

19- Social Insurance (GOSI)

1.

Non-Saudi employees are registered after joining work immediately or after transferring his
sponsorship (if joined locally) in the General Organization of Ssocial Insurance (GOSI) under
occupational hazards coverage.

2.

Saudi employee who is joined locally will be registered at (GOSI) to the company in GOSI under
occupational hazards coverage and Pensions.

3.

Social insurance contributions are paid monthly in Riyadh to all branches before the fifteenth
of each month, according to the monthly changes.

4.

Medical insurance card will not be used in the treatment of work injuries.

5.

The head office of (GOSI) in Riyadh specifies authorized hospital for the treatment of work
injuries to the staff of alfanar in different locations.
Page 28 of 50

6.

Work Injuries:

6-1 In case of injury, the injured employee inform his immediate manager and the personnel
specialist or his concerned division administrator and the information of the injury should be
entered in GOSI website same time of injury within maximum of 3 days, then the injured
employee shall be transferred to the accredited hospital by GOSI in the area for treatment and
follow the case until closing the case file at GOSI.
6-2 In case there were no accredited hospitals by GOSI in the area of work, the injured employee
should be transferred as an emergency to the nearest hospital or clinic for treatment, and the
original treatment invoices should be sent within three days of the date of injury to GOSI with
a proper letter from the company for re-imbursement and Personnel Specialist or concerned
administrator should follow the case until closing the case file at GOSI.
6-3 The employee informs his manager in case he received a sick leave before he takes the rest.
6-4 The sick leave salary should be paid to the employee, and the re-imbursement from GOSI
should be followed up.
6-5 After receiving the check from (GOSI) it should be sent to the concerned accountant who will
deposit it in the company bank account or the check should be sent to the injured employees
as compensation in case a partial or total disability is resulted from the injury.
6-6 The personnel specialist or the concerned administrator will be responsible of following up
the work injury cases with the social insurance and provide them with the supporting
documents and required information.
20- Social Services:
1.

The company hold social activities to promote friendship and brotherhood among the
employees which positively affects the job environment.

2.

Preparing annual journey for labors ( non-staff) to Makkah to do the Omrah ritual.

3.

Take the initiative to congratulate the employees in their personal occasions and presenting
some symbolic gifts to develop the belonging to the company.

4.

Breakfast gathering at the 1st day after returning from Eid holidays or Haj holidays to the
work.

5.

Sending greeting cards on holidays and special occasions to the Companies and the clients
who deal with the company.

6.

The company grants 10000 SAR as a marriage gift for Saudi employees who have completed
one year in the company and their salaries are less than 3750 SR according to their
performance.

7.

The company grant a marriage present to the newly married couple two nights at a hotel
with 450 SAR per night, it will paid based on an original invoices paid by employee, and
reimbursed by the company. This present is granted after the marriage immediately and in
the first week of the brides arrival to the kingdom (in case of visit and residence visa) and
not to be delayed more than one month maximum in case of work requirement.

Page 29 of 50

21- Leaves
Annual Leaves
1. The Company gives 21 or 30 days annual paid leaves depending on the contract of the
employee. If Employees completes 5 years of service continuously in the company, his
annual paid leave will become 30 days from 21 days.
2. All actual leaves will be automatically treated as unpaid leaves, and the annual entitled
leaves days shall be paid at the end of the contract yearly.
3. The Immediate manager has the right to recommend the excess leave unless it does not
contradict with the work. He can do so by mentioning the reason for this excess annual
leave, which should not exceed 6 weeks. Any vacation more than 6 weeks it should be
approved by the concerned Executive Manager and General Manager.
4. Employees shall submit their vacation/leave request through ESS it should be approved by
concerned authorized managers and employees may submit Business trips request through
ESS (Internal as well as external).
5. When an employee is proceeding for vacation, he shall be paid as per WPS system to his
departure, the salary will be paid till the date of commencing of his leave.
6. Employee should sign the start vacation note and resumption of work after return from the
vacation.
7. In case of employee request for a vacation during the first contract (one year or two year),
he should deposit recruitment fees, residence visa amount. Furthermore, he should
shoulder the round trip Air-Ticket and bear the exit re-entry fees
In case, if he travels un-entitled vacation after first contract (One year or two year) he
should shoulder the round trip Air-Ticket and bear the exit re-entry fees.
Submitting leave applications and booking air ticket reservations:
Employees have to submit their vacation requests and approve it by concerned managers
to take an air ticket reservation for himself and his family by the travel section, HRA three
months before the travel date. Air ticket fare pre-determined by Travel Agency on a
monthly basis and published on alfanar portal.
In case the employees request an air ticket reservation in a period less than the above
mentioned period and the fare is more than the pre-determined entitled fare then the
difference cost to be borne by the employees.

Page 30 of 50

21-1 Paid leaves:

In addition to the annual paid leave, the employee is entitled for the following paid leaves on
condition that he is not on a vacation for such leaves:
1.

Marriage: Five days paid leave maximum and for one time during his service in the
Company, incoordination of his Immediate Manager for submission of leave
application.

2.

When a new child is born: Three day in condition that spouse added to employee
residence iqama or family visit visa and availability of the parents in same country at
time of delivery.

3.

Death of wife or one of descends or one of descendants of the employee (Children,

parents, grandfather and grandmother): Five days paid leave shall be granted to the
employee. The Management has the right to ask for the relevant documents that assure
the cases.

4.

National Day: One day

5.

Holiday Leave: Eid Al Fitr holidays are 4 days starting from the next day of 29th Ramadan
as per Um-AlQura Calendar. Eid Al Adha holidays are 4 days starting from Arafa day. The
employee is paid full salary for holiday vacations if it comes during his annual leave on
condition that this leave does not exceeds 60 days and this happens one time only per
year.

6.

Weekends (Friday and Saturday), if it falls during/within Eid holidays: Weekends will
be entitled, if the employees took a vacation not exceeding one week only before start
of the Eid holidays and resumed the duty on first day after eid.

7.

Haj Vacation: The Employee is granted 10 days including the Eid Al Adha holidays for
the purpose of Haj for one time only during his service period with the company. The
Employee has to complete minimum two years continuous services and brings Haj
Declaration to be entitled for this vacation and Hajj vacation start from 07th Dhualhijja,
the management has the right to specify the number of employees that shall be granted
this vacation according to work requirements.
Note: Employee not allowed to perform the Hajj without obtaining TASREEH from the
concerned authority. In case of non-availability of TASREEH, employee will be deported
on final exit visa through passport office and not returning to the kingdom for ten years.

Page 31 of 50

8.

Vacation of Female employee:

1-8 Female employee have the right for maternity leave with full pay for a period of ten
weeks distributed by how she like; start with a maximum four weeks before the
expected date of delivery, and determines the expected date of the delivery by
medical certified report by the health authority.
2-8 Female employee - in case of deliver a patient baby or deliver baby with special needs
and require constant companion of his health - the right to avail leave with full pay
period of one month following the end of a period of maternity leave, and it has the
right to extend the leave for one month without pay
3-8 Muslim Female employee whose husband died, may avail death leave with full pay for
a period of not less than four months and ten days from the date of death, and it has
the right to extend this leave without pay if she is pregnant During this period - until
deliver the baby, and may not take advantage of the rest of leave period after
delivering the baby.
4-8 Non-Muslim Female employee whose husband died, avail leave with full pay for a
period of fifteen days.
5-8 The Management has the right to ask for the relevant documents that assure the
cases.

9.

Examination Leave: The Company allows the employees who are completing their
education until the Bachelor Degree (does not include the higher studies) inside KSA a
full paid leave for the duration of the Exam as follows:
1. Candidate should inform in written when he is hired about his study and take a prior
approval of the management.
2. If the employee decides to pursue his study after joining he should submit a request
for this.
3. The employee should submit the acceptance from the University.
4. The employee should submit the schedule of Exams.
5. The employee should submit the vacation 15 days before the exam and it should be
approved by concerned managers.
6. The employee is entitled paid vacation for unrepeated study year and unrepeated
exams and the vacation would be as per the actual date of exam.
7. The employee is entitled for unpaid vacation for repeated study year and repeated
exams after the submitting the necessary documents.
8. If it has been proved that the employee did not attend the exam, then the exam
vacation will be deducted with penalty.

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10. Sick Leave:

An employee whose sickness during work is proved (not because of work injury) by an
authorized medical providers of the Company is entitled for a full paid sick leave for the
first 30 days, 75 % of his wages for the following 60 days, and without wages for the
following 30 days during the same year (Intended per same Year: year starting from the
date of the first sick leave) and the sick leave is only covered inside KSA. General
Organization for Social Insurance rules are applied for work injuries.
The employee must Informed his sick leave to his immediate manager at the same day and
hand over his work. In case of emergency and the employee could not come to the company
he should inform to his immediate manager about his sick leave.
Sick leaves should be approved through concerned authorized Personnel Specialist in
concerned division and entered by the concerned administrators in the system.
Sick leaves not covered accompanied to patient (family members).
21-2 Emergency unpaid leaves:
15 days-unpaid emergency leave per year can be approved if it does not affect the work.
The applicant (employee) has to explain in writing the reason, which should be convincing
and should be approved by his immediate manager and department manager.
21-3 Special Instruction about delaying in returning from vacation:
- Concerned Administrator / Immediate Manager should be informed in case of any
emergency that may prevent the employee to return on time.
- the employee should submit the relevant documents / certificates for the cause of his
delay upon his arrival. In case, employee did not submit Justified relevant document or
he submitted an un-justified documents ,he will be consider as delay and following action
should be taken by the management:
1. In case of delay after the annual vacation:
From 1 to 5 absent days: A warning letter shall be issued to the employee for the
first time in order not to repeat such action in the future.
From 6 to 10 absent days: Besides the issuance of tough blaming letter, the
employee work evaluation will be affected, and no additional leave shall be given
during the next vacation.
From 11 to 15 absent days: A tough blaming letter shall be issued and he shall be
suspended from the work for two days and no extra leave shall be given in the
future.
15 and over absent days: The employee will not resume his duty unless company review
his work performance and make a decision either to terminate him or suspend him for five
unpaid days and no additional leave shall be given during the next vacation.
2. Delays in returning from vacation which is more than the annual vacation:
From 1 to 7 Absent days: A warning letter shall be issued to the employee for the first time,
and for the second time, he shall be suspended for two days from his duties and no extra
vacation days shall be given in the future.
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From 8 to 11 absent days: A warning letter shall be issued to the employee and he shall
be suspended for three days from his duties. No additional leave shall be given for the
next vacation.
11 and over Absent days: The employee will not resume his duty unless company review
his work performance and make a decision either to terminate him or suspend him for five
unpaid days and no additional leave shall be given during the next vacation.
The late employee at any of the above cases will not resume his work until the Personnel
Dept. Manager review his case.
21-4

Employee discontinuity from the work / didn't return from vacation:

In case of employee discontinue the work or didnt return from his approved vacation with
valid justification more than 15 days continuously, will be dismissed from work subject to
send him a written warning letter after 10 days of his absent .
N.B. the company has the right to ask for the supporting documents of the mentioned
vacations.

22. Exit Re-entry Visa

1- Exit re-entry visa is to be given in the following cases:
a. In case of travelling on vacation outside KSA
b. In case of travelling on business trip outside KSA
c. Passport of the employee and the family members must be valid for six
month at least.
2- All employees should register at Absher (Electronic Website Ministry of Interior) and
make sure all dependents are included and their data are correct and matched with
original documents (like, Name, Passport Number, DOB, expiry date of Passport etc.,)
also make sure of registering/availability of finger print for family members, before
issuing exit re-entry or renewing iqama.
3- In case the family of the employee will travel on an exit re-entry visa; he may issue exit
re-entry visa through Absher website (Electronic Website Ministry of Interior).
4- The passport validity must be more than the validity of the required visa with three
months, i.e. if the required visa is six months, passport validity must be more than nine
months. In case the validity is not enough, passports should be renewed before applying
for exit re-entry.
5- The iqama validity should be three months more than the validity of exit re-entry visa,
for example, if the required visa is for six months; the iqama validity must be nine
months, and incase that the time is not enough to renew the iqama, otherwise the Visa
will be issued according to the validity of Iqama.
6- As for the employee who travel to gulf countries on business trip or vacation and don't
need entry visa to these countries, the iqama period must be valid for six months at
least and the passport as well and they should keep the original iqama with them. In
case the validity is less than 6 months then employees should initiate to send their
original iqama/ family iqama with required documents to concerned administrators to
renew the iqama and then requesting exit- re-entry visa.
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7- The applications for exit re-entry of employee for vacation or business purpose should
be submitted at least one month before the date of travel.
8- Employees who are traveling to the Gulf Countries on business trips or vacations should
check whether their professions on the passport allow them to enter without Visa. Or
check with the concerned embassies to check the eligibility and get a visa.
9- In case the employee did not travel on business trip or vacation, they are kindly required
to return their unused air-tickets to Travels Section HRA for reimbursement.
10- The employee is entitled exit re-entry visa for him and his family maximum (wife + 5
children) for one time per end of contract in case they actually travelled.
11- Travel during eid holidays (Eid Al Fitr, Eid Al Adhah) Employees are would like to travel
during eid holidays, submit their approved vacation request before one month of date
of Eid holidays. Since, the passport office will be crowded during such days.
12- Validity of exit re-entry: is allowed to stay in the Kingdom maximum of 90 days starting
from date of issue of visa or until the date ( Departure before ) which mentioned in the
visa whichever comes first (this period will not be counted exit re-entry duration).
In case of employee or family member did not travel he should cancel exit re-entry visa
before two weeks from expiry date. If he did not cancel the exit re-entry visa, then the
penalty of SAR 1000 will be shoulder by the employee/administrator responsible of not
cancelling the visa.
13- No possibility to enter in the kingdom if iqama is expired or exit re-entry expire
(whichever is prior).
14- Exit re-entry is valid to the passport holder including all dependents in the same
passport.
15- In case of final exit, passport and tickets will deliver to concerned administrator in the
division to send him to his country.
23- Multiple Exit-Re-Entry Visa:
Multiple exit-re-entry visa will be issued only in case of three business trips minimum during 6
months and it will not be issued for vacations or any other reason.

24- Family Recruitment Visa and the Documents Required:

The employee who desires to call/recruit for his family (wife and children their age less than
18 years) to reside with him and his contractual status allows for this, he has to submit a
request through and attached the following:
1. Copy of appointment to issue family residence visa through Absher Website.
2. Family passport copy and copy of the employees entry visa.
3. Marriage Certificate attested by the Ministry of Foreign Affairs and Saudi Embassy in his
own country and translated into Arabic.
4. Children birth certificates (if any) attested by the Ministry of Foreign Affairs and Saudi
Embassy in his own country and translated in Arabic
5. His education certificates (Bachelor degree) attested by the ministry of foreign affairs
and Saudi Embassy in his own country and it should be translated into Arabic.
6. The profession in the employees iqama should allow to recruit his family as per the
recruitment system of the Kingdom.
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7. The profession in the passport to be identical with the educational certificate.

8. In case of the profession isn't entitled for family recruitment then the profession has to
be changed.
9. Iqama profession will be changed according to the employees education certificates.
(To be review by changing professions section)
10. Attached the receipt of recruitment fees SAR.2000.
11. Issuing the visa is subject to the recruitment office regulations.
12. The Company provides the employee with all necessary documents to apply for a family
visa, however, governmental approvals are still required / In case the company could
not issue the residence visa for his family, then it will provide him with the necessary
documents to issue the visa by him.
13. If the profession in the iqama of employee who deserve the family status is not
congruent with the actual profession then the company will change the iqama
profession on condition that the education certificate is attested by the ministry of
foreign affairs and the Saudi embassy in his own country.
14. The company will pay SR 2,000 (recruitment fees) to recruit the family or (spouse)
sponsorship transfer for one time only during his service and the company does not pay
the recruitment fees in case the employee recruits his family by himself or by agent.
15. The company deducts SR2000 in case the family does not come to KSA within 9 months
from the date of issue of recruitment visa.
25- Visit Visa:
The employee who deserves family status and wants to bring his wife and children or (Father,
Mother, Mother-in-Law, Father-in-Law) on visit visa, he has to submit request through portal and
attached following documents:
1- Employee attached copy of application which filled by him at Website of Ministry of
External Affairs.
2- Personnel Specialist will print family visit visa request, will get approval from
Executive manager HRA and will forward to attestation and will notify the employee.
3- Employee will follow up the approval of issuing of visa through website.
4- The employee extends the visits visa for his family before it ends to avoid any
penalty, the duration of the visit visa will be calculated as from the entry date to KSA
as per the rules and regulations of the Kingdom.
5- In case the employees family didnt travel before the end of the visit visa, 10000 SR
will be charged on the employee, then he will be arrested in the immigration office
and sent to his country on a final exit visa.
26 Wife/ children addition in iqama :
When family is coming for the first time to Kingdom, their passports with 3 photos should
be sent to personnel department.
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1- In case the family consists of wife only, her passport and 3 photographs in addition
to a medical report which is done inside the Kingdom after arrival are required.
2- In case the family consists of wife and children added to the same passport,
passport with 3 group photographs and medical reports for them all are required.
3- If family consists of wife and children in separate passports, their passports with 3
group photographs for each member of the family are required in addition to
medical reports for them all.
4- Vaccination card of the new born baby from inside the Kingdom or from the
employees country.
5- In case the baby was born in KSA, the original Saudi certificate should be sent.
27- Dependent (Baby born inside Kingdom) addition in Iqama:
1- The baby is added on the wife's passport or a separate passport is issued for him
from the embassy after issuing a birth certificate from the civil affairs.
2- Both the passports of the wife and the baby with the original birth certificate and 3
photographs of the baby are sent to personnel department.
28- Dependent (Baby born outside Kingdom) addition in Iqama :
1- Wifes passport and babys passport are sent with 3 photographs for baby.
2- Check that the entry visa is stamped by the entry border.
3- Personnel department shall pay S.R.2000 baby addition fees and it will be charged
on the employees concerned division.
4- The documents should be sent to personnel department immediately after entering
the kingdom in order to avoid paying 1000 SR penalty which is imposed by the
passport office in case the dependent was added after three month of the arrival
date.
5- Vaccination card of the new born baby from inside the Kingdom or from the
employees country.

29- Commercial Visa

1-

Apply Commercial visa request submit through Portal attached copy of passport and
getting necessary electronic approval.

2-

Personnel Specialist will enter the information at website of ministry of foreign affairs
and get approval of Executive Manager, HRA for attestation.

3-

Personnel Specialist will send a copy of attested request to the concerned units in the
divisions to the requestor.

4-

The requestor will print copy of the attested request and visit saudi embassy in the
concerned country to get the visa on passport.

5-

The validity of visa and Duration of stay:

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5-1 The validity of visa (starts from the date of issuance of the visa, its the duration
during which the visitor can enter the Kingdom).
5-2 The validity period of stay (length of residence specified with the visa and
calculated from the date of entry to the KSA and it's the time allowed to the visitor
to stay in the KSA.
5-3 Visa types:
-

Single: allows the visitor to enter the kingdom for one time only and it could be
extended inside the kingdom. In case the visitor needs to stay more than the period
specified in the visa, it must be extended 6 days prior to its expiry date.

Multiple: allows the visitor to do many travels during the validity period of the visa and
it can be extended one time only.in case the visitor needs to stay more than the
specified period, there will be two options:
1. The visitor can go out the kingdom ( more than once) before the end of the period
allowed for him to stay in the kingdom, this period will be renewed on each time he
enters the kingdom until the visa is expired. In the last entry before the visa ends,
the visa can be extended for one time only.
2. In case the visitor needs to stay more than the period specified in the visa without
travelling outside the kingdom, then the visa is extended for one time only and the
extension to be done before six days from the visa expiry date, the visitor should
travel before the end of the extension. He can come back to kingdom if the visa is
still valid but without any more extension.

30- Iqama Renewal

1- The iqamas are to be renewed 90 days prior to its expiry as per labor law.
2- All the family members should be inside Kingdom one month at least before the expiry
of iqama.
3- The age of male children should not exceed 21 years or a certificate should be
provided from the university that they are studying inside KSA.
4- In case the iqama expires within 2 months and it was not requested by the concerned
admin, the documents of iqama renewal and families iqamas should be sent to
personnel department for renewal.
The required documents as follows:
1. Original Iqama
2. Family original iqamas
3. Three personal photos for each member
4. The family original passports
5. In case the employee has a child more than 18 years old, he should bring a valid
certificate which proves that he is studying inside KSA.
6. Medical report for the following nationalities (Sudanese, Nepalese, Aritiri, Yemeni)
7. Medical report for the professions (Cook and Farmer).
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8. In case the profession of the employee in iqama is simple like (worker, carpenter,
mason and electrician, etc., ) and he has a family , then the committee form should be
filled and sent with all old passports of the employee.
31- Passport Renewal:
1. Personnel Specialist will send a list of employees whose passports will expire to the
concerned administrator in the divisions in order to communicate to concerned employees
for renewal.
2. The employees submit a Passport Release Request through Portal ESS for the purpose of
renewal.
3. After renewal of passport, the employee submits the old and new passports to the
concerned personnel specialist or administrator to send to Personnel Department, Head
office to transfer the information or update the information at Passport Office.

32- Transfer of Information from Old passport to New passport:

When the employee gets a new passport, he should submit it along with old passport to
concerned personnel specialist or division administrator to be send to the personnel
department to transfer the information (from old to new passport) in the passport office.
After the transfer of information, the old passport should be returned to employee and new
passport information should be updated in the ERP system.
33- Data correction in Passport Office Dept
In case of any mistake in the iqama information or in the passport office data bank following
documents should be attached for correction:
1. Original Iqama
2. Original all Passports
3. Two personal photos
34- Changing profession in Iqama:
In case the Employee wants to change his profession in the iqama to recruit his family, he
should fill the form and attached the following documents:
1. Original certificates attested by foreign ministry or Education Consulate and Saudi
Embassy in graduation country along with Arabic translation.
2. Original Iqama and three photos to be sent to personnel department.
3. Changing profession is according to Labor office rules and regulations (as some jobs
might be saudized)
Notes:
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1- Requested profession should match the qualifications certificate.

2- The profession in passport and iqama are not necessary to be the same.
Changing profession in passport:
In case the employee needs to change the profession in his passport, he should consult the
embassy of his country.
35- Lost iqama:
In case the iqama is lost, the employee should inform immediately the concerned
administrator and the iqama lost form should be filled with the fingerprint and signature of
the employee on it. He should mention in the forms the reasons, the place and the accurate
date of iqama being lost. And following documents should be attached.
1- Six personal photographs.
2- Copy of the lost iqama
3- The employee should pay SAR 1000 as penalty and attached the payment receipt.
4- All the original family passports along with personal photo for each family member in
case the family iqamas are lost.
Damaged iqama:
In case the iqama is damaged, the employee should inform the concerned administrator.
Special form should be filled with fingerprint and signature of the employee on it. He should
mention in the form the reasons, the place and exact date of iqama being damaged.
1) 4 personal photographs.
2) Original damaged along with a copy of it before damage.
3) In case the family iqamas are damaged, all family passports with personal photo for
each member should be sent.
4) The employee should pay SAR 1000 as penalty and attached the payment receipt.
36- Lost/Damaged Passport:
1. A special form is filled by the employee with his finger print and signature on it and is sent
to personnel department.
2. The personnel specialist prepares the necessary documents and hands them over to the
employee, who will consult his country embassy to issue a new passport.
And the documents are:
a. Print from the passport office
b. Passport office form
c. Certificate to issue a new passport
d. Letter from the company as he lost the passport.

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e. The employee will bring the new passport along with attested cheque to be
issued in the name of SAMA (Saudi Arabian Monetary Agency) and give it to
the personnel specialist who will do the information transfer.
-

Family Iqama Cancel from Passport office:

In case the employee wants to cancel any family member in the passport office, he should
submit a written request about that and the original iqama should be sent for deletion; in
case the family was outside the kingdom the deletion would be performed after one month
of the expiry date of exit re-entry visa and in case the family is inside the kingdom a final
exit will be issued.

37- Penalties & Sanctions applied by governmental authorities

1. In case of not adding the new born baby (born inside KSA) in the iqama within one year
from the date of birth, a penalty of 1000 SR should be paid by the employee to the passport
office department.
2. In case the new born baby (outside KSA) is not added in the iqama within 3 months of the
date of entering the Kingdom, a 500 SR should be paid by the employee to the passport
office.
3- In case of not canceling the exit re-entry visa before its expiry date (as the employee or
any family member didn't travel), a penalty of 1000 SR (for each visa) should be paid by
the employee to the passport office department.
4- In case of not extending the family visit visa before its expiry date, a penalty of 10000
SR should be paid and the employee will be imprisoned for a month and then will be
deported to his country.
5- In case of being late in adding the recruited family for more than 3 months, SR 500
penalty will be paid by the employee for every passport to the passport office
department.
6- In case of losing or damaging the Iqama, SR 500 will be paid by the employee to the
passports office for the first time and SR 1000 for the second time.
7- The employee Performed Hajj without official permit then he will suspended and will
be travel on final exit.

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38- Transferring Sponsorship to the company:

1.

Recruitment Department makes sure the correctness of documents which able to

transfer the sponsorship through labor office.

2.

The Candidate will not start the work unless complete the process of sponsorship or after
approval of labor office.

3. Release Letter validity should be for one month and the date of attestation by Chamber of
Commerce should not exceed one week, taking into consideration that sponsorship transfer
will not be done, if release letter is expired.
4. Personnel department will keep original passport, iqama and release letter and iqama will
be returned back to the employee after transferring his sponsorship.
5. Submit all old passports to concerned personnel specialist. And after sponsorship
transferred the old passport will be handover to the concerned employees.
6. The passport should be valid and visa information should be available in the current
passport.
7. The iqama should be valid.
8. The male children ages which are added in the iqama should not exceed 21 years.
9. Four personal photographs with white background.
10. A letter will be given to the employee to be able to move inside the city, and he will not be
able to travel outside the city by this letter, and if it was necessary to travel, then the iqama
will be delivered to him.
11. If profession is dependent, then it will be changed during sponsorship transfer to any other
profession. In this case employee shall submit certificates attested by Saudi consulate in
their country in order to change the profession according to the certificates. Otherwise, if
no certificate is available, then profession will be changed to labor.
12. In case the iqama profession is Engineer then the education certificate should be provided
with the attestation of Saudi consulate in their country and he should be registered at Saudi
Engineering Council.
13. Not to recruit those with housemaid professions like private driver, farmer or housemaid
labor etc, as these professions cant be changed and transferred to the co.
14. Not to recruit those whose their sponsor is a (prince), as it is not possible to transfer them
to company.
15. If employee submits a forged release letter, then he will be terminated immediately.
16. In case the forgery is traced by the passport office, they might request the employee in
person for investigation.

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39- Transfer of Employees among the companies:

1. Transferring employees within the division:
Employees are transferred within the same division as per an approved transfer note by the
departments managers and the division manager.
2. Transferring employees between divisions:
Employees are transferred between divisions as per a transfer order that is approved by both
divisions managers and the managing director and this transfer order is coordinated between
recruitment and systems departments. The employee should not start his new job unless all
the transfer documents are approved by the concerned parties.
40- Termination of contract between employee and employer.
1.

In case the employee completes successfully the probation period (3 months) the company
should avoid to terminate him before the end of his contract except for compelling reasons and
must, in this case, present the issue to HR dep.

2.

In case the manager wants to terminate the services of the employee, he must do the following:

2-1 Termination form should be filled and sent it to the ER Department, which will respond within
three working days maximum.
2-2 The letter of termination is delivered to the employee by his immediate manager personally.
3 In case the employee is terminated and then re-appointed in one of alfanar companies with
the same salary or more, and the period of unemployment did not exceed 6 months the
employee keeps the same file number to benefit from the continuous service with the same
file number as follows:
3-1 The end-of-service benefits are not paid and the contract is considered as continuous.
3-2 The period of unemployment is considered as a vacation and its not included in the end-ofservice benefits and annual leaves.
3-3 The employee is assigned with the same salary and in case the salary or the position was
higher, this should be approved by concerned division manager.
4 In case the employee is terminated and re-appointed in one of alfanar companies with lower
salary, a new contract should be signed. His end-of-service benefits should be settled and paid
(except sales and commissioned staff) after he completes three months in his new Job.
5 In case the contract of the employee who takes monthly sales incentives is terminated and they
were re-hired then the End of Service benefits should not settled. If they travel on final exit or
sponsorship transfer then the ESB will be prepared.
6 When the employee is terminated, his immediate manager has the right to exempt him from
attending to work.
7

In case the employee resigns during the first contract, all the recruiting expenses, visa fees and
governmental expenses, air tickets mentioned in item No. 8 of the Employment contract will
be deducted from him.

8 In case of issuing final exit visa to the employee, automatically a final exit visa will be issued to
the dependents in case they are available inside KSA and dependents iqama will be cancelled
in case they are available outside KSA.
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41-Approval of Sponsorship transfer and issuing no objection letter:

1- In case of termination or non-renewal of contract, no-objection letter is given to the
employee as per the following conditions:
a. The employee didnt cause any problem to the company because of his resignation
of contract or before that.
b. The employee should coordinate with his department to hand over his work in a
proper way and enough time and should not harm to the company.
2- HR department is responsible for determining the status of the terminated/resigned
employee, he will either travel on a final exit or transfer his sponsorship, the following
cases are not eligible for a non-objection letter :
2-1 Labors and Technician who are recruited on the company visa.
2-2 Recent graduate employee who leaves the company during the first three years of his
joining date. (the recent graduate employee is the one who has been graduated for one
year and he never worked before and his age is 26 years old or less).
2-3 The Managers, engineers and employees who works in the following companies:
-

Alfanar IT

Dar Engineering, AT&C, ATS,

Staff of tenders department of the construction division

Tender, Estimation and engineering in alfanar Precast.

42- Experience certificates

An experience certificate is granted to all employees at the end of their services.

43- Procedure of transferring Sponsorship From the company:

1In case of resignation or contract non-renewal by the employee and he wants to
transfer his sponsor to another company he should must tender three months at least as a
notice period starting from the date of resignation approval or contract non-renewal.
2In case of employee got an approval to transfer his sponsorship during a certain
period( one month on resignation and two month on termination) and he couldnt do that
he should refer back to HR department to get a final exit visa to his country or other
measures will be taken against him.
3The terminated employee who has been given approval to transfer his sponsorship
should sign the undertaking that he is committed to transfer his sponsorship within the
period mentioned in (item no. 2) and bring a demand letter for one time only.
4The employee should follow and complete the clearance before last working day or
before leaving the company.
5A copy of the demand letter should be sent to the concerned division manager just
to inform him.
6Projects workers which were terminated due to the completion of the project and
who are needed on other projects later they will issued exit re-entry visa for six months and
Page 44 of 50

they have to sign an undertaking to come to KSA only when the company needs them in
other projects.
7In case of emergency the terminated employee may be given exit re-entry for a
short period not exceeding one month, by the approval of Executive Manager, HRA for one
time only.
8Passport and release letter should not be handed over to the terminated employee
unless he brings an authorized letter from the company that he wants to transfer his
sponsorship to, and this letter must be certified by Chamber of Commerce.
9The personnel specialist should follow up the transferring by sending reminding
letters to the employee and the company that requested the employee transferring.
10When the sponsorship is transferred, employees are going to send iqama copy to
personnel specialist, will forwarded to concerned person in order to start final settlement
and cancel employee data from labor office, GOSI and Medical Insurance in addition to
close his file.

44- End of Service

1. End of services entitlements are paid for the terminated or resigned employee ,who is
traveling on a final exit visa, after the visa is issued and based on an approved clearance
form by the concerned departments.
2. The end-of-service entitlements are prepared and approved for the employee who got
an approval to transfer his sponsorship and recorded in their personal accounts and paid to
them after transferring the sponsorship within two weeks maximum from the date of
sending iqama copy to personnel specialist and according approved clearance by the
concerned departments.
3. The employee should sign the final settlement and the clearance form/documents
before he receives his dues from the Accounts department (For Filipino national, the
clearance from the Philippines embassy is required.)
4. End of services benefits are calculated on the basis of last salary as follows:
4-1
Half of lumpsum salary (Basic salary + Housing allowance + Transportation
allowance) for the first five years in the company.
4-2
One lumpsum salary(Basic salary + Housing allowance + Transportation allowance)
for every year after the first five years.
4-3
The last year will be calculated until the last working day and the differences in
days and months will be calculated proportionately.
5. After calculating the end-of-service benefits; the following conditions should be
followed :
5-1 In case of contract termination or non-renewal, employee deserves full end of services
dues, taking the following cases into account:
a. In case of termination during the probation period, the employee doesnt
deserve (EOS) benefits.
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b. In case of dismissal, the employee doesnt deserve the (EOS) benefits according
to Article No. 80 of the Labor Law.
5-2 In case of resignation; the EOS benefits will be calculated as follows:
a. the Employee does not deserve the benefits if his services in the company was
less than two years.
c.
The Employee deserves 1/3 of the benefits if his service was from two to
five years (the two years are included)
d.
The Employee deserves 2/3 of the benefits if of his services was from five
to ten years (the five years are included)
e.

The Employee deserves full benefits if his service was ten years or more.

Lump sum salary shall include the following:

a. Basic salary, housing allowance (three basic salaries per year), the actual
transportation allowance up to of 800 Riyals maximum, the fixed additional allowance (for
drivers, guards, cooks, cleaners).
The housing bonus and transportation bonus are not included in calculation.
b. In case the employee lives in the company housing, the housing allowance is
calculated as 1.5 basic salary per year for employees whom salaries are SR 2000 or less.
And 3 basic salary per year for employees whom salaries are more than SR 2000.
c. In case the employee has a company car; the transportation allowance is 300 Riyals.
And in case that the employee uses the company transportation to commute to and from
work; the transportation allowance is calculated as 100 Riyals.
6. If the employee is transferred to another country, his final settlement of the previous
service period shall be prepared according to item no. 5 above and ESB amount will be
saved in his personal account in the finance department.
His previous services period shall be in continuation for the final settlement calculation in
the new country to benefit for the one month. (For example, if an employee worked 5 years
in KSA and transferred to UAE, when he leaves the services, his first 3 years services in UAE
shall not be calculated as half salary as per UAE labor law and shall be calculated as full
salary taking into consideration of previous services of KSA.

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45- Benefits of Manager with grade C0 working in Saudi Arabia/UAE :

1. The annual school expenses for the children
1. Annual school expenses of SR 20,000 maximum per the child and SR 60,000 maximum for
all the children starting from academic year 2015/2016 on the following conditions:
- Payment shall be done according to original stamped invoice, which include annual
fees study, books, transportation and uniform.
- The study period covered by this scheme is for the basic school education (starting
from elementary till secondary stage only) should be inside KSA.
- The study must be regular and covers one full study year
2. In case the amount was disbursed for a whole year and the employee is terminated or
resigned, he will not be asked to refund the amount.
3. In case of appointing a manager with C0 grade or in case he was promoted during the study
semester, the school expenses are paid for the whole semester SAR 10,000 per child and
SAR 30,000 for all the children per the semester.
4. In case of termination or resignation during the first study semester and the company didn't
pay the second term expenses, it will not be disbursed.
5. In case the employee is recruited on the company visa and he has no money to pay for the
childrens school, he will be granted the school loan after the approval of the HR executive
manager and he should bring the actual invoices within one week.
2. Medical Insurance
Company will provide manager with C0 grade medical insurance for the employee and his
family members on VIP Class
In case the employee is promoted or granted the benefits of C0 then the medical insurance
will be upgraded to VIP for him and his family, effective from the date of promotion.

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46- Benefits of alfanar Group high management (B4 and above) working in Saudi Arabia
1. The annual school expenses for the children
1. Annual school expenses of SR 20,000 maximum per the child and SR 60,000 maximum for
all the children on the following conditions:
- Payment shall be done according to original stamped invoice, which include annual
fees study, books, transportation and uniform.
- The study period covered by this scheme is for the basic school education (starting
from elementary till secondary stage only) should be inside KSA.
- The study must be regular and covers one full study year
2. In case the amount was disbursed for a whole year and the employee is terminated or
resigned, he will not be asked to refund the amount.
3. In case of appointing higher management or in case he was promoted during the study
semester, the school expenses are paid for the whole semester 10,000 per child and 30,000
for all the children per the semester.
4. In case of termination or resignation during the first study semester and the company didn't
pay the second term expenses, it will not be disbursed.
5. In case the employee is recruited on the company visa and he has no money to pay for the
childrens school, he will be granted the school loan after the approval of the HR executive
manager and he should bring the actual invoices within one week.
6. The school expenses should be paid for the new study year at the beginning of the first
semester.
2. Air Tickets:
2-1 Business Class airline tickets for internal/external business trips and In case non-availability
of booking in business class then travel will be on economy class.
2-2 Business class tickets for annual vacations.
2-3 in case the employee didnt travel or he traveled by road, the ticket will be reimbursed as
per the economic class.
2-4 If the employee travels to a country other than his home country, the due tickets will be
reimbursed as per the value of the business class ticket to his home country and a copy of
the actual tickets should be provided to Payroll section.
2-5 Air tickets are provided for the whole family members of the higher management.
7-1 In case the employee is promoted to an Executive Manager or has been granted higher
management advantages during his current contract, he deserves business class tickets for
himself and his family at the end of the contract on condition that he had not already used
the tickets.
7-2 One additional travel ticket in Business class will be granted, in case the family is not
resided with him during the year (Admin Memo).
In this case it is not allowed extra ticket for encashment, but can be converted to their
equivalent of higher tickets in number and less in class (Excursion ticket instead of business
Page 48 of 50

class) within the limits of cost of Business Class to visit family as per their city mentioned in
the employment contract and it should approved by Executive Manager, HRA.
3.

Medical Insurance:
In case the employee is promoted or granted the benefits of higher management then the
medical insurance will be upgraded to VIP for him and his family; effective from the date of
promotion.
Company will provide alfanar High Management a category of medical insurance for the
employee and his family members on VIP Class which includes booking of a standard suite in
case of admission in hospital. Moreover, company will cover the medical insurance class B for
their domestic driver (one) and female housemaid (one).

4.

Annual Medical Checkup:

Company will cover full medical checkup for high management employee one time yearly in
one of the contracted medical providers.

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47- HRA Key Performance Indictors and required documents:

Key Performance Indictor shows the period required to complete the processes of the Human
Resources as follows:
Sn

Process description

Process
Duration
(Period in Days)
7

GM's approval the request

From the date of

Commercial visit visa

Passport Release Request

Submit of request

Family Exit-reentry application

Submit of request

Medical Insurance for Families Arriving on Visit

Visa (Wife & Children)

Submit of request

Lost or Damaged Iqama Reissue

Lost or Damaged Passport Note

30

Documents Receivable

Passport Information Transfer

21

Documents Receivable

Exit Re-entry Visa Cancellation

Submit of request

Family visa request (visit visa)

Submit of request

Personal Loan Request

approve date of request by Payroll

10

Family travel first time booking

Submit of request

11

Car Loan Request

approve date of request by Payroll

12

Family visa fees settlement

Submit of request

13

Final Settlement Clearance for employee

sponosrship transfer out of the company

14

Submit of request

14

Iqama Issue Information Correction

14

Submit of request

15

Addition of New Member

14

Documents Receivable

16

Transportation allowance payment

30

Submit of request

17

Correction or Update of Information

30

Documents Receivable

18

Travel tickets reimbursement

30

Submit of request

19

Request for iqama profession change

60

Submit of request

20

Refund request form to bring the family

30

Submit of request

21

Family permanent visa

* As per the recruiting office procedures

22

Transportation allowance reduction

30

Submit of request

23

Employees request for Official letters

Submit of request

24

Emergency exit-reentry

GM's approval of vacation

25

Exit-reentry

GM's approval of vacation

26

Electronic Exit-reentry

2 Hours

GM's approval of vacation

27

Iqama Renewal

15

Documents Receivable

28

New Iqama

21

Documents Receivable

29

Sponsorship Transfer

30 days

Receiving release letter & related docs.

30

Business Trip obtaining visa

(according to
embassy)

Submitting application to embassy

after GM's approval

31

Travel agencies invoices

30 days

Receiving invoice from agent

32

Medical reports for iqama renewal/new

3 days

Making the test

30 days

after issuing the new iqama

or after transferring sponsorship

33

Bank Account Opening

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