Employee Hand Book

Travel
Section 3
1. OBJECTIVE
To establish a uniform and consistent basis for approval of expenses
incurred on all
authorized travel necessitated by company needs.
2. POLICY
The company shall provide appropriate transportation to employees required to travel on
company business, transfer and/or training/orientation assignment, within or outside the
country in accordance with, and to the extent of the limits laid down by this policy.
3. Eligiblty
All regular employees.
4. TRAVEL ON COMPANY BUSINESS
4.1 AIR TRAVEL- Domestic
The following will be entitled for traveling by air within the country:
CL 25 & above CL 20-24
Economy plus Economy
by direct route. class by direct
route
However, class of travel may be substituted with a higher traveling class under the
following circumstances.
(a) When traveling on joint business with representatives of other companies or of

Government, or with own company officials who may be traveling in higher class.
(b) When lower class ticket is not available or will involve under delay, or when
business schedules will be hampered.
All such exception will need to be pre-approved on RTB by respective line manager and
specific reasons for substitution of lower class with higher class under the
circumstances outline in Clause 4.1(a) and (b) above to be document on the DES forms.
4.2 AIR TRAVEL international (Business & Training)

CL 28 + CL 20-27
Business Class by direct Economy class by direct route. Excursion fares, where
route available, should be availed provided the business schedule
is not hampered
a) The class of travel may be substituted with a higher class when traveling
together on joint business with representative of other Government or with own
company officials entitled to a higher class of travel.
However, reason for the upgrade will be document on the DES forms.
b) Employees family members when travel on companys account and

accompanying the employee will be eligible to the same class of travel as the
employee.
c) Travel on account of conference/ team meeting will be on economy class, unless
approved by the CEO.
4.3 TRAVELS BY RAIL/ROAD

The following is entitlement for traveling by rail and public transport by road:
Class of Travel CL 20 & Above CL 12-19
Train- day traveling First Class ACC Seater Lower ACC Seater
Train-night traveling
Public Transport* - A First Class ACC Seater Lower ACC Sleeper
Conditioned Bus & Actual Fare
Coach
* in lieu of field car
Female employees who are not entitled to air travel due to their CLs will utilize the travel
policy as applicable to CL 21.
4.4 TRAVELS BY PERSONAL CAR/MOTOR CYCLE ON COMPANY BUSINESS

(i) When company car is not available or where is considered economical and expedient
for an employee to use his/her personal car/motor cycle for official travel, he shall
be reimbursed car/motor cycle mileage allowance at the prevailing applicable rates. This
allowance includes all running costs, including gasoline, oil servicing repair and
maintenance. Prior approval from the concerned Unit Manger must be obtained for the
use of personal transport on the Company business. Within city limit Company
Compensation car should be used for official business and no reimbursement will be
made in lieu thereof. In case of traveling alternative Company transport approval must
be taken from the line manager.
4.5 HOTEL EXPENSES or PER DIEM ALLOWNCE for Domestic Travel
(I) Hotel Expenses: All employees traveling on business requirement will stay in
Company guest house. In case guest house is not available employees are
entitled to stay in hotel, however; the booking request will be given to Admin
Department who will decide about the stay as per entitlement and Company
interest.
(a) Employees in CL 25 and above are entitled to stay in the hotels as listed below or
any other 5-star hotel:
-Marriot
-Pearl Continental
-Sheraton
-Avari Towers
(b) Employees in CL 20 to 24 will stay in the following hotels or any other than a 5-star
hotel:
-Karachi: Regent Plaza Carlton Hotel
-Lahore : Sunfort, Holiday Inn
-Rawalpindi/
Islamabad Holiday Inn, Best Western, Envoy Continental,
Shalimar
(c) Employees in CL 12 to 19 and other Town/ Location hotel expenses will be

reimbursed at actual (supported by hotel bills) maximum up to the following amounts:
Location CL 20 and CL 18-19 CL 12-17

Khi, LHR, R/Pindi, above Rs. 2,000 per night Rs. 1,000 per night
Islamabad Hotel entitlement Rs. 1,250 per night Rs. 750 per night
Other Towns/Locations Rs. 2,500 per night Rs. 250 per day Rs. 250 per day
Meal Allowance (fixed) Rs. 500 per day
However, if an employee is traveling on joint business assignment with a person who is

eligible to stay in 5 star hotel, he will be allowed to stay in the same hotel. Reimbursement
of hotel expenses will be allowed for actual room (which as far as possible should be the
lowest cost of a single room) plus actual cost of meals, taxis, laundry and tips.
Female employees who are entitled to hotel stay due to their will utilize guest house facility.
Admin will ensure that the room is made available. In case the room is unavailable, the
female employee will be entitled to travel policy as applicable to CL 21.
(ll) Per Diem Allowance: When not staying in a hotel the rates of Per Diem Allowance
in lieu of hotel expenses on business trips are as follow:
Employee Level Entitlement
CL 30 above Rs. 3,500 per day
CL 28 & 29 Rs. 3,500 per day
CL 25 to 27 Rs. 3,500 per day
CL 12 to 17 Rs. 500 per day
The per diem rate cover all costs such as boarding, lodging, laundry, tips and porterage.
Only business related travel expenses shall be reimbursed when an individual is on per
diem allowance.
(lll) Daily Tour Allowance (same day return) is applicable to towns/location at the
distance of 25 km (one way) and reimbursable to the field employees as follows:
-CL 20 to 24 Rs. 150 per day tour

(lV) Incidental Expenses on Overseas Visits: it is recognized that employees traveling

overseas on business or training visits need some foreign exchange for incidental
expenses. A daily allowance of $35 will be paid to employees on international travel to cater
for incidental expenses such as porterage, tips and any other miscellaneous expenses.
(V) Travel Bookings: All official travel bookings shall be made through Admin Department.
The employee will fill out a Request for Travel Booking form (RTB), have it approved by
the Division Head/Manager in case of local travel, and by Division Head in case of
international travel and send the approved form (RTB) to the Admin Department as far in
advance as is possible.
(VI) Repatriation
(a) In the event of retirement from Company service or death while in the Company
Service, the employee/family shall be entitled to the following, provided the relocation
takes within three months.
(i) Transportation for the employee, spouse, and unmarried dependent

children up to age 21, from the place of last assignment to the home town
in Pakistan (where he will settle in case of retirement), as per his/her
entitlement to the class of travel.
(ii) Packing, shipment and transit insurance of personal and household
effects, including one automobile owned by employee as per employee
entitlement to the volume of shipment.
(b) For separation due to resignation or dismissal, the employee will not be entitle to
any transportation and shipment of personal & household effective.
HR FORM/ATTACHMENTS
None
MEDICAL BENEFITS
SECTION 4
1. OBJECTIVE:
To assist employees and their immediate families in maintaining a high standard of health
and physical fitness.
2. POLICY DESCRIPTION:
This policy covers OPD (Out patient), hospitalization and life insurance benefits.
(A) OPD POLICY:
(I) ELIGIBITY
Policy is applicable to the following employees:
Locations Eligibility
H.O in Karachi All regular employees
Field locations All employees in CL 20 and above
Plants site Sukkur/Sahiwal All employees in CL 20 and above
Exclusion:
This policy is not applicable to the following employees as they are eligible to revive
monthly Medical Allowance in lieu of the Companys sponsored benefits as per Section 7
of this manual:
Locations Eligibility
Field locations Employees in CL 12 to 19
Plants site Sukkur/Sahiwal Employees in CL 12 to 19
(II) MEDICAL BENEFIT
(A) CONSULTATION
(i) Employees: All eligible employees as per clause 2 above will be entitled for free
consultation.
(ii) Families: Employees spouse and dependent children will be entitled for 75%
reimbursement of consultation fee.
(iii) Prescribed Medicines: The Company will reimburse 100% cost of prescribed
medicines in respect of all eligible employees, their spouses and dependent children under
age 21 at all locations.
(iv) Pathological/Clinical Tests & x-ray: The Company will reimburse 100% cost of
prescribed medicines in respect of all and x-rays in respect of employees, their wives and
dependent children under age 21.
(b) PREVENTIVE MEASURES:
All employees and their eligible family members will be entitled for free inoculation as
specified in this policy.
(i) Vaccination for Employees & Families:
The Company will arrange to provide free of cost the following inoculation and vaccinations
for employees and their families through Company approved doctors in Karachi and
qualified/registered doctors at Field Locations.
Small pox Once every 3 years

Cholera Once every 6 months
Polio One booster two years after original series of 3.
For those individuals (children and adults) who have
never had any polio vaccine, 3 doses of oral subbing
vaccine are required, with an interval of 4/8 weeks
between doses.
Typhoid Once every year
Tetanus Once every 10 years or whenever there is an
injury.
Whooping cough 2 injections of cc each at an interval of 4/6
weeks, booster after 2 years (infants & children)
B.C.G Immunization against tuberculosis soon after birth.
Only mantis negative for school going children (for
children only)
Diphtheria As advised by doctor
Gamma Globulin As advised by doctor
Hepatitis A & B
HIB For new born
Rabies
Flu (only if advised by doctor)
(ii) In Case of Epidemic:
The Company Medical Advisor/approved doctors may recommend

additional shots that may be given upon the approval of, in the case of plant site, the
Director and in the case of Head office, the General Manager HR.
(C) PERIODIC CHECKUP
(i) All employees will be periodically examined by a company designed doctor to ensure
that their health meets the required standard. These checkups will be held:
Once a year for those 45 years of age. (Executive Check-up from AKU)
Once every two years for those under 45 years of age.
The medical checkups mentioned above will consist of the following.

Under 45 years
- General medical examination
- Cholesterol
- Blood (CBC, LFT, Creatinum)
- Urine D/R
- Chest x-ray
- Stool examination D/R
(b) Over 45 years
- All of the above plus ECG.

- If in the opinion of the Company the nature of work requires, a special
examination will be made of the employees concerned.
(d) MEDICAL EXPENSES OVERSEAS:
While it is not the intent of the policy to reimburse of overseas medical expenses,
consideration may be given to assist in reimbursement of certain medical expenses
incurred overseas. Employee/eligible family members while overseas and having incurred
medical expenses may be given reimbursement for medicines, doctors consultations and
tests on the following basis.
(i) The cost of medicines will be reimbursed at 80% of actual cost up to a maximum of
Rs.3,000 per family in a calendar year.
(ii) The maximum amount of reimbursement for consultation and tests will be based
on charges for similar items at the Agha Khan Hospital in Karachi. It is not the intent of this
policy to reimburse for test which would not be conducted in Pakistan.
(e) EXCLUSIONS:
Facilities for medical attendance for which the cost is to be borne by the Company will not
be available for the following:
(i) Benefits covered under the Group Medical Insurance Plan.

(ii) Testing of eyes and supply of spectacles.
(iii) Sickness due to an employees own negligence or misconduct.
(iv) Sickness on account of addiction to alcohol and/or drugs, venereal diseases,
injuries due to quarrels, fights and/or taking part in riots or civil commotion,
congenital defects or condition which originated prior to employment with the
Company.
(v) Skin treatment which comes under cosmetic category.
(III) DENTAL BENEFITS
(a) Reimbursement Limits:

75% reimbursement of actual expenses subject to maximum Rs.30,000 per family per
calendar year. Family includes spouse and dependent children under age 21.
(b) Dental Plan Coverage: The plan covers the following services.
(i) Diagnostic:
Routine Examinations
X-rays and Laboratory Tests
Emergency Treatment
(ii) Preventive:
Cleaning and Scaling
Fluoride treatment
(iii) Restorative:
Extraction
Filings other than gold
Oral Surgery
Periodontics
Endodontics, including root canal therapy.
Crown
Dentures
(d) Dental Plan Exclusions:
Cosmetic services, such as orthodontics, braces and changing appearance of teeth.

Detal appliances
Travel, accommodation and hospitalization expenses associated with dental
treatment.
Treatment/consultation outside Pakistan
(B) GROUP MEDICAL INSURANCE:
The Group Medical Insurance will be compulsory for all employees and optional for
employees family. 50% of the insurance premium payable in respect of employees, their
spouses and dependent children will be contributed by the Company.
(I) ELIGIBLITY:
All Company employees (compulsory participation)

Employees family Spouse & dependent children under 25 years of age (optional
participation)
(II) PLAN COVERAGE
(a) Room rent charges up to a maximum Rs.5,800 per day
(b) Coverage:
Schedule of Benefits
Benefits Details
Maximum Hospitalization Benefits (due to sickness only) Rs. 125,000
Maximum Accidental Hospitalization (due to accident only) Rs. 250,000
Daily Room and Board Limit Rs. 5,800
Pre-Hospitalization Diagnostic Tests Covered up to 30 days
Post-Hospitalization Expenses Covered up to 30 days
Day Care Surgery Available
Maternity Benefits
(For Deliveries/Treatment in Karachi, Lahore & Islamabad only)
Normal Delivery Rs. 51,100
Cesarean/Entopic/Extra-Uterine Pregnancy/Multiple Births/Forceps Delivery Rs. 89,400
Miscarriage Legal Abortion Rs. 38,325
(For Deliveries/Treatment in cities other than Karachi, Lahore & Islamabad)

Normal Delivery Rs. 35,000
Cesarean/Entopic/Extra-Uterine Pregnancy/Multiple Births/Forceps Delivery Rs. 52,500
Miscarriage Legal Abortion
Rs. 26,250
Hepatitis B & C Treatment Interferon Therapy (for employees & spouse only) Rs. 100,000
Second Opinion Hospitalization Program Available
* Maternity coverage is over and above Hospitalization Plan.
(c) Other Benefits

(i) Complete coverage for all pre-existing conditions
(ii) Life Insurance Coverage of Rs.100k for each employee
(iii) Maternity limits in case of deliveries/treatment in Karachi, Lahore and Islamabad
hedged to AKUH rates (to be adjusted with any increase in Aga Khan rates during the year)
(iv) Discounts provided at Panel Hospitals (included in the annexure)
(d) Day Care Coverage
Lithotripsy
Endoscopy
Gastroscopy
Dilation and Curettage (D&C)
Partial Mastectomy
Tonsillectomy/Adenoidectomy
Veins/Varicose (cutting operation only)
Non-Malignant tumors / Abscess
Cholecystectomy
Herniorraphy
Appendectomy
Cataract Surgeries
MRI
Angiography
CT Scan
Chemotherapy (for malignant cancer only)
Radiotherapy (for malignant cancer only)
Dialysis
Interferon Therapy for Hepatitis B & C. Diagnosis must be supported by a positive
blood serology and elevated liver function test.
(III) PREMIUM RATES PAYABLE BY THE EMPLOYEES (Rupees/ per month)
EMPLOYEES:
Employees Cont. Company Cont. TOTAL

Employee 63 63 126
Spouse 256 256 512
Each Child 63 63 126
% Share 50 % 50 % 100 %
The above premium rates are subject to change from time to time depending on the
plans coverage and/or experience ratings.
(IV) PLAN INCLUSIONS
The GMI is administered by the designated Insurance Company as a Group Health

Insurance Policy and is designed to help the employee pay hospitalization related medical
bills for self and family.
The plan includes payment of the following;

(i) Charges by the hospital for required services e.g. surgery, anesthesia, etc.
(ii) Services of licensed physician or surgeon.
(iii) Services of a registered nurse who is not a relative by blood of the insured or
spouse and who does not normally reside in the insured house (only when
necessitated by a disease).
(iv) Drugs and medicines requiring a written prescription and dispensed by a
pharmacist.
(v) Licensed ambulance services to or from a local hospital.
(vi) X-ray examination and laboratory tests.
(vii) Radioactive isotope therapy.
(viii) Blood or blood derivatives and their administration
(ix) Casts, splints, braces, trusses, crutches and surgical dressings.
(x) Anesthetics, oxygen and their administration.
(xi) Artificial limbs and eyes when necessitated by accidental bodily injuries or a
disease occurring while an insured is covered under the plan.
(xii) Treatment by a Physiotherapist other than a close relative and which has been
ordered by an orthopedic Surgeon.
(xiii) Hospitalization expenses incurred on the treatment of Congenital Birth Defects
(those carried from the mothers womb).
(V) PRE-ADMISSION TESTING
Pre-Admission Testing means necessary diagnostic x-rays or laboratory tests as an

outpatient under a pre-admission testing program administered by a hospital under such a
program, the test must be:
(i) Ordered by the physician who directs confinements;

(ii) Made within 30 days immediately before treatment and at the same hospital where
treatment will be rendered; and
(iii) Accepted by the hospital in place of the same tests that would normally be
made after confinement.
(V) POST HOSPITALIZATION EXPENSES
Post Hospitalization Expenses means the actual medical expenses which are reasonable
and customary for necessary medical care ordered by attending Physician incurred by
insured within thirty (30) days of hospital discharge and related to the same condition are
payable at 100%.
(VI) MATERNITY BENEFIT
Maternity benefits are available for insured wives of male employees and for female
employees whose husbands are enrolled as dependents.
The maternity Benefit is applicable to expenses incurred for room, board and general
nursing care, special hospital services, ordinary nursing care of the baby and neonatal
circumcision performed on the new born baby while the mother is confined in the hospital
during the delivery period and for charges made by the physician, or registered midwife.
However, post hospitalization circumcision expenses will not be reimbursed unless
medically justified. This benefit is payable once for any one pregnancy.
Pregnancy shall include childbirth, miscarriage or legal abortion, including any and all
complications arising there from in connection with any one pregnancy.
(VII) MEDICAL/SURGICAL TREATMENT RELATED TRAVEL
In case an employee and/or eligible members of his/her family, who have been advised
special treatment by a Company doctor have to stay at a location other than the employees
place of assignment for pre-operative / postoperative hospitalization/medical consultation,
they will be entitled to 100% reimbursement of cost of actual return train fare/air fare plus
reasonable charges for taxi as per employees entitlement for business travel.
(VIII) EXCLUSIONS
Under the scope of this Group Medical Insurance Plan charges for the following are not
reimbursable.
(i) Self-inflicted injury while sane or insane; treatment of chronic alcoholism, drug
addiction, desensitization and allergen tests or nervous or mental disorders;
(ii) Injury or illness resulting from insurrection or war, declared or underclared, or as
a result of a riot, strike or civil commotion;
(iii) Rest cures, sanitaria or custodial care or periods of quarantine or isolation;
(iv) Cosmetic or plastic surgery including related medicines and products unless
medical treatment necessitated by an accidental injury occurring while the insured is
covered under his Agreement;
(v) Correction of refraction errors, vision tests which are not related to specific
symptoms or disease, general health examinations; examinations for check-up purposes
not incident to, or necessary to, diagnosis of a sickness or accidental bodily injury;
expenses incurred on account of the following items which include but not limited to:
- Durable medical appliances (e.g. nebuliser)

- Anorexia, obesity, insomnia, baldness
- Contraceptive measures
- Ovulation induction, invitro-fertilization (IVF)
- Preventive treatment and vaccinations, acupuncture
(vi) Transportation other than local licensed ambulance service;
(vii) Injury or illness covered under workmens Compensation or similar laws arising
out of the insureds occupation;
(viii) AIDS or AIDS related disabilities;
(ix) Food supplements, Vitamins, Antidepressants, Shampoos, Hair tonics, Soaps,
Medical appliances, Slimming drugs, Non-Medical items (such as milk, sustagen,
Rhinomer, etc);
(x) Treatment for sexual disorders;
(xi) Supply or fitting of eye glasses, lenses or hearing aids;
(xii) Orthodontics, Dental Braces, Polishing etc, dental products (such as toothpaste,
zymaflour, dental floss etc), cosmetic dental treatment, aesthetic treatment and gold filling;
(xiii) General health examinations, examination for check-up purposes not incident to,
or necessary to, diagnosis of a sickness or accidental bodily injury;
(xiv) Any treatment in relation to Anorexia, Obesity, Insomnia, Baldness and Hirsutism;
(xv) Psychiatric disorders
In order to protect the interest of the member of the plan the insurance Company
reserves the right to refuse payment of bills for hospitalization, surgical, or medical
services performed by specified doctors or institution who are suspected of issuing
fraudulent and excessively high bills. Should it become necessary to restrict the
members choice of doctors or hospitals in line with this reservation, all members
will be informed.
(IX) HR FORMS
HRD/F/4-1L Membership Application for GMI
UTILITY ALLOWANCE
Section 6
1. OBJECTIVE
To define the Company policy on Utilities Allowance paid as part of compensation.
2. POLICY
(I) The Company will pay along with the basic salary Utilities Allowance
equivalent to 10% of basic salary to all employee
HR FORMS/ATTACHMENT
None
MEDICAL ALLOWANCE
Section 7
1. OBJECTIVE
The purpose of payment of monthly fixed Medical Allowance is to assist employees in

meeting medical expanses.
2. ELIGIBILITY
- Field locations: Employees in CL 12 to 19

- Plant site Sukkur/Sahiwal: Employees in CL 12 to 19
3. POLICY
In lieu of the Company sponsored OPD medical benefits, the Company will pay along with
basic salary, fixed monthly Medical Allowance
Employees in CL 12 to 19 will be paid monthly Medical Allowance as follows:

- Employees in CL 18 to 19: Rs. 1,000 per month
- Employees in CL 12 to 17: Rs. 800 per month
HR FORMS/ATTACHMENTS
None
SHIFT PREMIUM
Section 8
1. OBJECTIVE
The purpose of payment of Shift Premium is to give an incentive to those management

employees who are working in shifts at the plan site.
2. POLICY
The Company will pay Shift premium to those management employees who will be
required to work in shifts at the plant site on the Companys defined positions as per the
following percentages:
(a) CL 12 to 19: 8% of compensation basic salary

(b) CL 20 and above: 5% of compensation basic salary
3. This policy confers no right, title, interest or entitlement in favor of the employees and
does not form a term of contract of employment between the employee and the Company.
HR FORMS/ATTACHMENT
None
SPECIAL ALLOWANCE
Section 9
1. OBJECTIVE
To define the Company policy on Special Allowance paid as part of compensation.
2. ELIGIBILITY
The Company will pay Special Allowance to employee in CL 27 and below (i.e., from
CL 12 to 27) excluding defined positions in Sales and Supply Chain in CL 24 and
below (i.e., from CL 12 to 24), who will be paid Target incentive Allowance as per Section
10 of this policy manual.
3. POLICY
The Company will pay Special Allowance at the following rates:
(a) Employee in CL 24 to 27: Rs. 12,000 per month

(b) Employee in CL 20 to 23: Rs. 8,000 per month
(a) Employee in CL 12 to 19: Rs. 3,000 per month
4. This policy confers no right, title, interest or entitlement in favor of the employee and
does not form a term of contract of employment between the employee and the Company.
None
TARGET INCENTIVE ALLOWANCE

Section 10
1. OBJECTIVE
The purpose of payment of monthly variable Targets Incentive Allowance is to establish

and recognize employees performance in achieving business targets assigned position in
Sales and Supply Chain.
2. ELIGIBILITY
The Company will distribute Target Incentive Allowance to defined positions in Sales
and Supply Chain in CL 24 and below (i.e., from CL 12 to 24).
3. POLICY
The Company will pay Targets Allowance at the following rates:
(a) Employees in CL 24 Average Rs. 12,000 per month

(b) Employees in CL 20 to 23 Average Rs. 8,000 per month
(b) Employees in CL 12 to 19 Average Rs. 3,000 per month
2.1 The Target Incentive Allowance will be variable and computed and distributed as
follows:
(a) For Sales Position: 75% of the incentive will be distributed based on achieving monthly
targets and the balance 25% will be accumulated and will be distributed on a quarterly
basis on achieving quarterly targets.
(b) For Supply Chain Position: 100% of the incentive amount will be distributed every
month based on targets achieving.
(c) Formula for distribution of Target Incentive Allowance is as follows:
Target Incentive Achieved Distribution of Target Incentive Allowance

<80% 0
Payout will vary from 50% to 100% of Target Incentive as per
80% < 100% Clause 2.1 above. For every 1% target achieved over 80%,
payout will increase by 2.5% of incentive Allowance.
Payout will vary from 100% to 130% of Target Incentive as per
Clause 2.1 above. For every 1% target achieved over 101%
101% and above payout will increase by 1.5% of average incentive Allowance.
Payout will be a maximum of 130% of the average Target
Incentive Allowance.
4. This policy confers no right, title, interest or entitlement in favor of the employee and
does not form a tem of contract of employment between the employee and the Company.
None
VARIABLE PAY PLAN
Section 11
1. OBJECTIVE
To establish a variable compensation system that recognize employee performance in

achieving specific targets and business objectives.
2. ELIGIBILITY
All management employees are entitled for VPP policy.
3. PLAN BASIS
The Variable Pay Plan (VPP) will be a function of two factors; the achievement of
cooperate targets and individual job performance against business objectives.
Corporate Targets is a combination of an after tax operating profit excluding extra ordinary
items set in relation to financial and operating objectives of the Company, Sales and any
other items as approved by the Board of Compensation Committee at the start of the
respective year and as shared with the employees.
The degree to which the targets are achieved determines the Plan Level. The plan is
triggered only when the threshold minimum is realized. There are five plan levels, each
corresponding to a specific level of corporate achievement and a Variable Pay
Opportunity (VPO) expressed as percent of annual basic salary.
Employee Performance Levels are designed to create impact on the size of the employee
would receive based on contribution. There are five levels of individual performances, each
expressed as percent of VPO. The percentage assigned to participants of the plan will be
approved by the COED for management employees.
4. ADMINISTRATION
(a) Funding level of the plan is determined by applying the relevant VPO percent to the
annualized comp basis salary of management employees as of July of the year for which
objectives are set, since this is the maximum amount that can be distributed amongst the
VPP participants for the year, any surplus amount undistributed on account of employees
separations should be restored to Companys net income.
(b) The Plan is not applicable in the event of employee resignation. Minimum participation
of six months in a plan year is necessary for eligibility. COED will determine the VPP
amount for new hires and employees separating on account of death, disability and
retirement.
(c) VPP amount will be paid in the first quarter following the year corresponding to the
objectives and subject to tax. The disbursement will be an equivalent amount in current
compensation basic salary.
Table I: Threshold & Maximum

VPP Percent of CL 12 19 CL 20 23 CL 24 27 CL 28 & 29 CL 30 +
Level Corporate VPO Percent VPO Percent VPO Percent VPO Percent VPO Percent
Target of Annual of Annual of Annual of Annual of Annual
Achieved Comp Basic Comp Basic Comp Basic Comp Basic Comp Basic
VPP=10% VPP=15% VPP=20% VPP=25% VPP=30%
1 <95% 0 0 0 0 0
2 95% < 100% 5% 7.5% 10% 12.5% 15%
3 100% < 105% 10% 15% 20% 25% 30%
4 105% < 110% 15% 22.5% 30% 37.5% 45%
5 110% < above 25% 30% 40% 50% 60%
Table II: Employee Performance Level

Per- Level of Corporate Target Achieved Percentage of MPT
formance Variable Pay Population
Level Opportunity Spread
A Exceed all critical and less critical objectives 120 150 20% max
B Fully meet all critical and less critical objectives 80 120 55% max
C Missed one or more of the critical and less critical 50 80 20% max
objectives
D Generally failed to meet objectives 0 5%
None
HOUSE RENT ADVANCE

1. OBJECTIVE
To defined Companys policy for house rent advance.

2. POLICY
Intent of the policy is to facilitate management employees in renting residence and to

ensure a smooth transfer process.
3. ELIGIBILITY
Employees in CL 20 and above.
4. ADVANCE PAYMENT OF RENT TO EMPLOYEES ON LEASED HOUSING
(a) Employees will be eligible to request for advance payment of rent:

i. When entering into a leasing agreement with third-party
ii. On a house belonging to himself
iii. When entering into a leasing agreement with spouse
(b) In case of the property belonging to self or spouse, this facility will be granted by the
Company on one-time basis only.
(c) In case of third party agreements, subsequent lease renewals are allowed only after
completion of the duration and repayment of all installments of the earlier agreement.
(d) HRA will be extended at the start of a lease agreement and will not be available in
case of existing lease agreement.
(e) The security deposit is not admissible for payment as part of the house rent
advance.
(f) The facility is available once a year and subsequent request for house rent advance
can only be made after the payment of all the installments.
(g) The amount of advance will be restricted to employees four months

compensation basic salary and repayable in maximum 12 equal monthly
installments.
(h) Request for advance should be made as per Attachment I and must be accompanied
by an Attachment II (Promissory Note). The Company will also require for house rent
advance can only be made after the payment of all the installments.
5. HR FORMS
HRD/F/12-1: Application for loan
HRD/F/12-2: Promissory Note
COMPANY COMPENSATION CAR
Section 13
The Company Compensation Car is a perk offered to managers as a major component of

the total compensation package. Through this policy it is our intent to align the employee
benefits competitively to those offered in the market with an objective of attracting and
retaining talent and keeping our in house talent highly motivated.
1. Eligibility
This policy applies to all regular employees of Engro Foods Limited in CL 25 and above. It
does not apply to employees who are provided a Company Field Car as a job requirement.
2. Car Entitlement
2.1 The Car entitlement are as follows. The employees will be expected to take the car
within the stated entitlement.
Level in Company Entitlement Car

Tier I (CL 30 & above) Rs. 2,500k
Tier I (CL 28 & 29) Honda Civic VTi Oriel Prosmatic
Tier I (CL 25 27) Toyota Corolla XLi
2.2 The ownership of the car will be in the Companys name.
2.3 The COED shall determine/designate the standard car for Tier II and III levels as and
when required.
3. Delivery of the Car
3.1 New car delivery may be delayed if the car is not readily available with the
dealer/manufacturer.
3.2 Upon first entitlement to the Company Compensation Car, HR will at its discretion pay
an allowance in lieu of Car or arrange for a rental car till the employee gets delivery of the
new car. The allowance will be equivalent to the monthly depreciation value of the said car
and may be revised with fluctuation in car prices.
Example: If the price of a Toyota Corolla Xli is Rs. 1,200,000/- then the monthly allowance
would be as follows:
(1,200,000 x 0.75)/48 = Rs. 18,750/-
3.3 In case of successive entitlements or promotion, the employee will continue to use
the existing car until the delivery of the new car. Upon delivery of the new car the employee
may exercise his/her buy back option within a one month timeframe.
4. Assignment of Used Car
4.1 Company may at its discretion offer a used car (not older than two years), available
in its pool, to the employee:
(a) Employee will have the discretion to opt for a new car accept an old car from the
pool
(b) Incase its an upgrading version; difference of the date should be paid by employee.
(c) The buyback option schedule will be applicable as below from the date of purchase
of the car.
5. Schedule for Buy Back option
5.1 After four 04 years all eligible employees will have the option to buy back the
Company Compensation Car at 25% of the purchase price of the car. The depreciation will
be calculated as follows:
Year Depreciation Rate

1 18.75%
2 18.75%
3 18.75%
4 18.75%
Total 75%
Buy back Option as a %age of purchase Price of the Car 25%
5.2 The employee will be given the option to purchase the car from the Company upon
completion of the Company upon completion of four (04) years from the date of purchase of
the car and after payment of the following:
(a) Purchase price (i.e. Companys equity) less depreciation at the rates as given above.
(b) The estimated tax liability based on the market value of the car which the Company
will be required to pay to the tax authorities (final account will be settled with the employee
after Companys assessment is completed). Any further income tax, capital gain or other tax
liability arising from the purchase of the car by the employee will be to his/her account.
5.3 Upon payment of the said amount transfer letter will be issued directly by the
Administration Department. No open transfer letter will government rules.
5.4 Employee will bear all costs related to the transfer of ownership to his/her name
including any taxes that may be applicable as per the government rules.
6. Returning the Car
6.1 In case an employee choose not to avail the buyback option or resigns before the
retention period of four (04) years he/she will return the car in good order with all necessary
repairs work undertaking.
6.2 The car must be returned complete with all the equipment originally supplied in the
vehicle.
6.3 All manufacturers handbook, keys and service manuals must be returned with the
vehicle.
7. Replacement of the Car
7.1 Another car will be provided to the employee upon completion of four (04) years from
date of entitlement of the car on the same terms/conditions as specified in this policy.
7.2 In case of theft or total loss of the car, another car will be provided to the employee
on the same terms/conditions, as specified in this policy, on settlement of the insurance
claim of the stolen/lost car.
7.3 In the event of an accident which renders the car as a total loss or where the vehicle is
stolen, the Admin Department will arrange a replacement vehicle from the pool or provide a
rental car if the Company Compensation Car is likely to be unavailable for more than two
weeks. The replacement car may not be of the same standard as the entitlement.
7.4 As soon as the Company Compensation Car is made available to the driver again, the
replacement car should be returned without delay.
8. In case of theft or total loss of the car
8.1 In case of theft or total loss of the car, the Company will recover the book value of the
car from the insurance claim received from the insurance company and the balance, if any,
or the value of depreciation allowance as per Clause 5 above, whichever will be lower, shall
be paid to the employee only on completion of the retention period of four years of the
stolen/lost car. The employee shall forgo his/her entitlement if he/she resign before
completion of said retention period of 4 years.
Example: In case Toyota Corolla Xli costing Rs. 1,200k is stolen after two (02) years from
the date of purchase of the car. The employee will be paid as follows:
Purchase price of the car Rs. 1,200k

Less: Accumulated Dep. for 2 years @ 37.5% p.a. 450k
Book Value of the Car Rs. 750k
Amount of Insurance claim received 1,000k
Excess of ins. Claim over book value Rs. 250k (A)
Allowable Depreciation as per Clause 5 above
@ 37.5% for two years Rs. 750k (B)
The employee will be paid Rs. 250k (A) as it is lower than the allowable depreciation (B) on
completion of the retention period of four (04) years of the stolen/lost car.
9. Criminal Proceedings
9.1 If you or the Company become involved in criminal proceedings in connection with your
use of the Company Compensation Car or any use by the named driver or any other person
to whom you have expressly or impliedly given permission to use the car, you will be
responsible for all fines, charges, costs, criminal compensation and any other financial
liability connected with or arising from such criminal proceedings. If the Company initially
pays some of the above liabilities, you will reimburse such sum to the Company as soon as
possible.
10. Fuel
10.1 All employees will get fuel on Corporate Card as per the below monthly entitlement.
The excess limit remaining at the end of the year will be encashed and paid through
January payroll of the subsequent year.
Employee Level Fuel Entitlement (liters / month)

CL 25 150
CL 26 & 27 200
CL 28 & 29 250
CL 30 & above 300
10.2 If the employee is separated during the year, the entitlement will be prorated and the
unutilized limit will be encashed.
10.3 Fuel cards are to be provided by Administration Department to the employee within
two weeks of his/her eligibility.
10.4 Eligible employees based at Sukkur and Sahiwal Plants will get the benefits in the
form of monthly allowance in salary equivalent to their respective entitlement.
11. Equipment in the Car
11.1 Additions of accessories in Company Compensation Car are discouraged. However,

following accessories are permitted in consultation with Administration Department:
(a) Security system
(b) Seat cushioning
(c) Central Locking
(d) Rims/Tyres
(e) CD Player
12. Insurance & Taxes
12.1 The Company will bear the cost of comprehensive automobile insurance, road tax and
radio license associated with the standard car.
12.2 Without prior written consent from the company, the car may not be taken out of the
country to which the insurance cover is limited.
12.3 All removable/detachable audio equipment, laptops and mobile phones must be
removed and out of sight when leaving the car unattended.
12.4 All cases of damage, even in cases where the damage in solely to the third party, must
be reported immediately by the employee to Administration Department.
13. Maintenance
13.1 All running and maintenance expenses in the Company Compensation Car will be the
employees responsibility. He must arrange for the car to be serviced as per the
manufacturers guidelines. These guidelines can be found in the drivers handbook supplied
with the vehicle.
13.2 The driver should ensure that servicing is carried out at the prescribed intervals and
that a replacement car does not need to be made available during such servicing.
13.3 In the event of breakdown or mechanical failure, the driver must use the services of
the manufacturers emergency service organization (details are supplied with the vehicle).
14. Promotion
14.1 If the employee is promoted to a CL where his/her entitlement changes, he will have
the option to purchase the car on payment of the purchase price less depreciation at the
rates given in Clause 5 above.
15. Transfer
15.1 In case of transfer to a location where the entitlement is a field car instead of
compensation car the employee will carry his/her existing car to the new place of
assignment.
15.2 The depreciation schedule (on a prorate basis) from the time of announcement of
transfer will be as per the Company Field Car policy subject to a total of four (04) year
holding period in order to avail the car buy back option.
16. Long Leave
16.1 Where the employee (with a minimum car holding period of two years) decides to go
on an approved long leave (exceeding 3 months) without pay, it will be Companys
discretion to offer the buyback option as per the rates applicable under Clause 5.
17. Resignation
17.1 In case as employee resigns before the four (04) year holding period of the car, the car
will continue to remain the property of the Company.
18. Retirement
18.1 Upon retirement an employee will have the right to purchase the car on payment of the
purchase price less depreciation at the rates given above in Clause 5.
19. Death
19.1 In the event of employees death while in Companys service, the Company will
transfer the car to the deceaseds family as per the nomination form/ succession certificate.
The buyback value of the car will be booked as a loss to the Company.
20. Sale of Car
20.1 Company Cars will be disposed of in the same way as all other assets of the
Company.
20.2 Cars will be sold at market value, which will be determined by a transparent bidding
and tendering process. The bidding and tendering process will be led by the Administration
Department. Any such sale will be first communicated internally and if need be externally.
All permanent employees will be invited to participate in the bidding process. The
successful party will buy the car on cash-on-delivery basis.
None
COMPANY ASSIGNED CAR/MOTOR CYCLE

FOR FIELD
Section 14
It is the intent of this policy to provide efficient means of transport to employees whose
nature of job/assignments requires extension outdoor duties for carrying out Companys
business.
1. Eligibility
1.1 All regular employees of Engro Food Limited based in field locations who have a
need to travel extensively for Company business.
2. Vehicle Entitlement
2.1 The size and type of the vehicle designated as standard will be as follows:
Level in Company Entitlement Car / Motorcycle

CL 25 27 Corolla 1300cc (with CNG)
CL 20 24 Cultus 1000cc (with CNG)
CL 18 19 Alto 800cc (CNG)
CL 12 17 Motorcycle (Honda CD 70 or Yamaha 100)
2.2 COED shall determine the Company Field Car entitlement for each level.
2.3 Each department at the time of budgeting for the upcoming year will provide the
Compensation & Benefits Team approved list of positions entitled for the Company
Field Car/Motorcycle. This list is including as an annexure to this policy.
2.4 The ownership of the car/motor cycle will be in the Companys name.
3. Delivery of the Vehicle
3.1 New car/motorcycle delivery may be delayed if it is not readily available with the dealer /
manufacturer.
3.2 In case of a delay longer than one month the Company will provide:
(a) A car, either from own pool or rental, all the time the employee gets delivery of the new
car. The cost of rental will be borne by the Company.
(b) For employees entitled to a motorcycle a monthly allowance of Rs. 2,000 will be provide
till such time that the motorcycle is delivered.
4. Assignment of Used Car
4.1 Company may at its discretion offer a used car (not older than two years), available in
its pool, to the employee.
4.2 The buyback option schedule will be applicable as below (Clause 16.2) from the date of
purchase of the car.
5. Schedule for Buyback Option
5.1 All eligible employees will have the option to buy back the field car motor cycle as per
the below schedule:
Car / Motorcycle Buyback Rate Buyback period

Car 20% of purchase price 4 years
Motorcycle 20% of purchase price 4 years
5.2 The employee will be given the option to purchase the field car / motorcycle from the
Company upon completion of four (04) years from the date of purchase of the car and after
payment of the following:
(a) Purchase price (i.e. Companys equity) less depreciation at the rates as given above.
(b) The established tax liability based on the market value of the car which the company will
be required to pay to the tax authorities (final account will be settled with the employee after
Companys assessment is completed). Any further income tax, capital gain or other tax
liability arising from the purchase of the car by the employee will be to his/her account.
5.3 Upon payment of the said amount transfer letter will be issued directly by the
Administration Department. No open transfer letter will be issued.
5.4 Employee will bear all costs related to the transfer of ownership to his/her name
including any taxes that may be applicable as per the government rules.
6. Returning the Car
6.1 In case an employee choose not to avail the buyback option or resigns before the
retention period of four (04) years he/she will return the car in good order with all necessary
repairs work undertaken.
6.2 The car must be returned complete with all the equipment originally supplied in the
vehicle.
6.3 All manufacturers handbooks, keys and service manuals must be returned with the
vehicle.
7. Replacement of the Vehicle
7.1 Another car / motorcycle will be provide to the employee upon completion four (04)
years from date of the vehicle shall be initiated by the concerned manager and shall be
incorporated in the Capital Budget, subject to the approval of the Director concerned.
7.2 In case where the car / motorcycle due to excessive running needs to be replaced
before the standard period of four (04) years, the concerned manager will initiate the
request for the replacement vehicle subject to the approval of the Director concerned.
7.3 In case of theft or total loss of the car, another car will be provide to the employee on
the same terms/conditions, as specified in this policy, on settlement of the insurance claim
of the stolen / lost car.
7.4 In the event of an accident which renders the car / motorcycle as a total loss or where
the vehicle is stolen, the concerned department will arrange a replacement vehicle or
provide a rental car if the car is likely to be unavailable for more than two weeks. The
replacement car may not be of the same size as the Field Car. In case of motorcycles
employees during such time will be given allowance as per Clause 3.2 above.
7.5 As soon as the Field Car is made available to the driver again, the replacement car
should be returned without delay. Similarly for motorcycle, the allowance will be stopped as
soon as the repaired motorcycle is handed over to the employee.
8. In case of theft or total loss of the Vehicle
8.1 In case of theft or total loss of the car, the Company will recover the book value of the
car from the insurance claim received from the insurance Company and the balance, it any,
or the value of depreciation allowance as per Clause 5 above, whichever will be lower, shall
be paid to the employee only on completion of the retention period of four years of the
stolen/lost car. The employee shall forgo his/her entitlement if he/she resign before
completion of the said retention period of 4 years.
Example: In case Toyota Corolla Xli costing Rs. 1,200k is stolen after two (02) years from
the date of purchase of the car. The employee will be paid as follows:
Purchase price of the car Rs. 1,200k

Less: Accumulated Dep. for 2 years @ 37.5% p.a. 450k
Book Value of the Car Rs. 750k
Amount of Insurance claim received 1,000k
Excess of ins. Claim over book value Rs. 250k (A)
Allowable Depreciation as per Clause 5 above
@ 37.5% for two years Rs. 750k (B)
8.2 The employee will be paid Rs. 280k (A) as it is lower than the allowable depreciation (B)
on completion of the retention period of four (04) years of the stolen/lost car.
8.3 If you expressly or impliedly give permission to use the Company Field Car to any
person other than the named driver, and the Company Field Car / Motorcycle is involved in
an accident while being used by that person, you shall at the Companys sole discretion,
pay for the cost of replacing the car. Further, you will indemnify the Company for liability to
any third party who suffers loss or damage.
9. Criminal Proceeding
9.1 If you or the Company become involved in criminal proceeding in connection with your
use of the Company Car or any use by the named driver or any other person to whom you
have expressly or impliedly given permission to use the car, you will be responsible for all
fines, charges, costs, criminal compensation and any other financial liability concerned with
or arising from such criminal proceedings. If the company initially pays some of the above
liabilities, you will reimburse such sums to the company as soon as possible.
10. Provision of Drivers
10.1 The following are entitled to keep personal drivers for their field cars and shall be
reimbursed on actual cost up to a limit of Rs. 6,000 per month
- Regional Sales Manager (RSM)
- Food Services Manager (FSM)
- Field Operations Manager (FOM)
- Zonal Sales Manager (ZSM)
- Agri Services Manager
10.2 The personal driver kept as per above shall be the sole responsibility of the employee.
11. Equipment in the Vehicle
11.1 Additions of accessories in Company Compensation Car are discouraged. However,

following accessories are permitted in consultation with Administration Department.
(a) Security system

(b) Seat Cushioning
(c) Central Locking
(d) Rims/Tyres
(e) CD Player
11.2 The above mentioned extras once added by the user can not be removed from the car.
12. Insurance & Taxes
12.1 Employee assigned Company Field Car / Motorcycle will pay all taxes levied on
vehicle from time to time including radio license cost and claim reimbursement be
submitting a DES.
12.2 The Company will bear the cost of resignation and comprehensive automobile
insurance associated with the car.
12.3 Without prior written consent from the concerned director, the car may not be taken out
of the company to which the insurance cover is limit.
12.4 All removable/detachable audio equipment, laptops and mobile phones must be
removed and out of sight when leaving the car unattended.
12.5 All cases of damage, even in case where the damage is solely to the third party, must
be reported immediately by the employee to the supervisor/manager. Any accident or loss
to the car must also be promptly reported to local police authorities.
13. Maintenance & Repairs
13.1 The Company will bear all maintenance & repair expense. However, employees with
the Company Field Cars/ Motorcycle will be responsible for proper maintenance and repairs
of the vehicle assigned to them. These will be charged to the Company at actual.
13.2 The employees must arrange for the vehicle to be serviced as per the manufacturers
guidelines. These guidelines can be found in the drivers handbook supplied with the
vehicle.
13.3 The driver should ensure that servicing is carried out at the prescribed intervals and
that a replacement car does not need to be made available during such servicing.
13.4 Costs of repairs due to neglect by the employee, such as costs of repairing engine
damage caused by continuing to drive with insufficient or no engine oil or coolant will be
borne by the employee himself/herself.
13.5 In the event of breakdown or mechanical failure, the driver where possible must use
the services of the manufacturers emergency service organization (details are supplied
with the vehicle).
14. Mileage
14.1 The employee will claim cost of official mileage at actual on a DES giving details of
official travel or attach copy of the log sheet with the DES, both having the CNG slips also
attached to it.
14.2 The employee shall be entitled to claim actual reimbursement for a maximum limit of
1000km per month for personal use with in the beyond the city limit. In case of car used for
personal use outside the city limit, the employee shall be required to obtain prior written
approval from his/her respective manager(s).
14.3 Transportation from residence to office and from office to residence will be treated as
on private account.
14.4 Employees assigned a company field car / motorcycle will be required to maintain a
daily trip log book showing daily amount of all trips (official as well as personal made,
details of locations visited and actual miles traveled.
14.5 In the transition phase all employees in scale department with cars older than one year
(as in February 01, 2009) will continue to claim mileage as per the established
reimbursement rates. The intent is to move away from mileage rates over a period of time.
The mileage reimbursement rule will continue for all company assigned motorcycles in
sales department.
15. Driving license
15.1 Employees driving a Company Field Car / Motorcycle must be in possession of a valid
driving license.
15.2 If, for whatever reason, you cease to hold a valid current driving license and in
consequence are unable to either attend to work normally or (in the Companys reasonable
opinion) carry out your duties properly and effectively, then unless suitable alternative
employment is available, the company any terminate your employment.
16. Promotion
16.1 If an employee within the field is promoted to a CL where his/her entitlement charges,
he will have the option to purchase the car on payment of the purchase price less
depreciation at the rates given below.
16.2 In case an employee is promoted to a position where he is not entitled to a Company

Field Car/Motorcycle the employee will be given the option to buy back the car at the
depreciated value as per the below schedule.
Year Depreciation Rate

1 18.75%
2 18.75%
3 18.75%
4 18.75%
Total 75%
Buy back Option as a %age of purchase Price of the Car 25%
17. Transfer
17.1 In case of transfer to a location where the entitlement is a company compensation car
instead of company field car the employee will carry his/her existing car to the new place of
assignment.
17,2 The depreciation schedule (on a prorate basis) from the time of announcement of
transfer will be as per the company compensation car policy subject to a total of four (4)
year holding period in order to avail the car buy back option.
17,3 In case an employee is transferred from one assignment to another where he is still
eligible for a Company Field Car, for the same vehicle will be transferd with him to the new
position.
17,4 In case an employee with a minimum car holding period of two (02) years is
transferred to a position where he is not entitled to a company field car/motorcycles the
employee will be given the option to buy back the car at the depreciation value as per the
rates given in clause 16.2 above.
18. Vocation & Long Leave
18.1 In case of annual vocation, the employee concerned will hand over the car to his/her
concerned manager before leaving for vocation.
18.2 Where the employee (with a minimum car holding period of two years) decides to go
on an approved long leave (exceeding 3 months) without pay, it will be companys
discretion of offer the buyback option as per the rates application under clause 16.2.
19. Resignation
19.1 In case an employee resigns before the four (04) year holding period of the car, the car
will continue to remain the property of the company.
20. Retirement
20.1 Upon retirement an employee will have the right to purchase the car on payment of the
purchase price less depreciation at the rates given above in clause 16.2
21. Death
21.1 In the event of employees death while in companys service, the company will transfer
the car to the deceaseds family as per the nomination form/succession certificate. The
buyback value of the car will be booked as a loss to the company.
HRD/F/14-1: Buy Back Form
Annexure 1
Annexure 2
ANNEXURE 1
POSITION FOR COMPANY FIELD CAR
Note: - Will be circulated later
ANNEXURE 2
MILEAGE REIMBURSEMENT RATES
Effective June 01, 2008 following mileage reimbursement rates will apply:
For official use of company assigned cars in sales function:
Corolla Xli/Baleno CNG 1300 cc Rs. 10.50 / km

Cultus CNG 1000 cc Rs. 8.30 / km
Mehran/Alto CNG 800 cc Rs. 6.50 / km
Honda CD 70 or Yamaha 100 Petrol Rs. 3.00 / km
Following rates will apply for use of company compensation car for official business.
(These rates do not will apply for local within city limits and will only apply to pre-approved
official travel outside city):
Petrol 1300 cc Rs. 9.40 / km
CAR EARN OUT

Section 15
1. OBJECTIVE
To motivation and retain quality human resource for a sustainable career with EFL.
2. ELIGIBILITY
Management employees with 3 months service with EFL in classification levels 23 and 24.
3. EXCLUSION
All field employees availing company assigned cars.
4. POLICY
Eligible employees will be disbursed Rs. 400,000/- as a lump-sum payment to facilitate car
purchase or finance in lieu (see (iii) below) subject to the following terms and conditions:
i) Vehicle to be in the name of the employee or leasing company.
ii) Amount to be used for purchase of new or used car. Value of the car to be at least Rs.
500,000.
iii) On existing car if leased of purchased; car should not be older than three years and
original purchase price should be equal to or above Rs. 500,000.
It will be a one- time assistance to be self liquidated over a period of four years. In case the
employee resigns prior to completion of four years, balance amount will be due from the
employee and can be recovered from his/her final settlement. Remaining balance at the
time of promotion to CL 25 will be due from the employee and loan will not be carried
forward. In that case employee will be required to settle the balance booking the
compensation car.
Any tax liability arising out of the above transaction will be to the employees account.
5. ADMINISTRATION
Eligible employees are required to submit the application form as per attachment
(HRD/F/15-1) and the demand promissory mote to HRD duly endorsed by the department
manager. Following documents are to be attached with the form:
(a) In case car is already leased, copy of lease agreement including repayment schedule.
(b) In case car is already purchased, copy of registration certificate and sales invoice.
(c) In case the employee plans to buy/lease the car, copy of registration certificate, sales
invoice or lease agreement will have to be submitted within one month of amount
disbursement.
6. HR FORMS
HRD/F/15-1: Application for Car Earn Out Assistance
HRD/F/15-2: Demand Promissory Note
CLUB MEMBERSHIP
Section 16
1. OBJECTIVE
It is objective of the company to encourage incumbents of certain designated position to

become members of approved clubs.
2. ELIGIBILITY
The eligibility criterion for club benefits is as follows:

Two Clubs combined membership entrance fee maximum up to Rs. 2m &
CL 30 +
monthly
One Clubs corporate membership (designated by Engro Foods Ltd) and
CL 28 & 29
monthly subscription
3. POLICY
In order to assist in the promotion of good company image and better public relations, and
in recognition of the fact that membership in certain clubs and civic organizations is an
essential job requisite for certain position; the company underwrites employee club
membership and entrance fees.
3.1 Admission fee
On becoming a member, the company will reimburse to the eligible employee the initial
admission fee of the club maximum up to Rs. 2m for employees in CL 30 & above. The
payment will be claimed on Expense Statement duly supported by an official receipt and
reviewed by HRD prior to payment. The advantages/disadvantages in CL 28 & 29 who are
posted in karachi & Lahore, company will arrange corporate club membership with
company approved club.
3.2 Monthly Subscription
For employees in CL 30 and above, the company will reimburse to the wmployee the
monthly subscription fee. The payment will e claimed on Expense Statement duly
supported by official receipt. For employee in CL 28 & 29, the company will directly pay the
monthly subscription fee to the designated club.
3.3 Special levy
The company will also reimburse such social subscription which may be levied by a club for
payment from time to time. The same may be claimed along with monthly subscription fee.
3.4 Clubs
For employee in CL 30 and above, the following clubs have been nominated for
membership
(i) Karachi
(a) Sundh Club
(b) Boat Club
(c) Defence Club/ Defence Creek Club
(d) Karachi Gymkhana
(e) Karachi Golf Club
(f) DHA Golf Club
(g) DHA Beach View Club
(h) Shapes
(i) Any other club approved by the company
(ii) Upcountry
(a) Lahore Gymkhana
(b) Punjab Club, Lahore
(c) Sukkur Club
(d) Hyderabad Club
(e) Royal Palm Country Club
A Karachi based employee is not eligible to acquire membership of any upcountry clubs.
4. AUTHORITY
The club membership policy and the designed position will be reviewed from time to time by
the COED. The recommendation for any change in the approved list of positions will be
made by the Director to HRD.
None
RETIREMENT / SEPARATION BENEFITS

Section 17
1. OBJECTIVE
The company endeavors to maintain a well balanced program of employee benefits that is
financially sound and will confer benefits principally in recognition of long service. The
program offers financial security for employee and his/her family and protection at each
stage of his/her career. In case of employees separation by death, certain benefits will be
extended to their designated beneficiaries. The company recognizes that these objectives
will be achieved by means of a well defined program. The program comprises of:
(a) Contributory Provident Fund

(b) Non Contributory Gratuity Fund
(c) Death Benefits
The principal features of these benefits are briefly mentioned hereunder.
2. CONTRIBUTORY PROVIDENT FUND
2.1 Eligibility
All employees in regular employment will be eligible will be to become members of the
contributory provident fund called Engro Foods Limited Provident Fund from the date
upon which the employee executes and files with the company an application from
membership on the prescribed form.
2.2 Subscription
Each member will subscribe to the fund up to ten percent (10%) of his/her basic salary
every month through payroll deduction. The company will make a matching contributory
every to the credit members account in the fund.
2.3 Management
The management and control of the fund shall be vested in Trustee appointed by the
company in accordance with the provides of the law and trust deed of the fund.
2.4 Beneficiaries
A member must nomination a person or person who shall in the event of his/her death be
entitled to receive payment of the amount standing to his/her credit in the Fund, subject
always to the laws of inheritance application to such member. The Trustee will require an
indemnity Bond signed by all the legal heirs of the deceased employee before payment is
made. The Trustee may, in their discretion however requires a succession certificate or
letters of administration before payment is made.
3. GRATUITY FUND
3.1 Eligibility
All eligible employees retiring/ separating from companys service will be eligible for non-
contributory retirement gratuity from the Engro Foods Limited Employees Gratuity
Fund. Employees are required to fill and sign a prescribed nomination form.
3.2 Normal Retirement
Employees will quality for Normal Retirement on completing 58 years of age and 10 years
of continuous service.
3.3 Rate of Retirement Gratuity

The gratuity will be paid immediately after retirement date at the rate of 100% of the last
monthly compensation.
4. SEPARATION GRATUITY
This benefit is application only to those management employees who do not retire or die
whilst in company service.
4.1 On Voluntary Resignation / Termination of Employment:
Upon voluntary resignation / termination of employment by the company, the company will
pay to the employee gratuity at the following rates:
Years of Service Separation Gratuity

< 1 Year Nil
1 year but less than 3 years 50% of last monthly Compensation Basic x years of service
3 years but less than 5 years 75% of last monthly Compensation Basic x years of service
5 years and above 100% of last monthly Compensation Basic x years of service
4.2 On Termination due to Misconduct
On termination due to Misconduct no gratuity shall be payable.
5. DEATH BENEFITS
In the event of death of a regular employee, the company will pay the following as a death
benefit to the employees designated beneficiaries.
It is an essential feature of the scheme to requires an employee to designated a primary
and a contingent beneficiary(ies), who should be a legal heir, to receive the death benefits.
The Trustee and the company will requires as a vary minimum an indemnity Bond signed
by the beneficiaries and all the heirs of the decease employee before payment is made.
The Trustee/Company may, in their discretion; however; require a Succession Certificate or
Letter of Administration before payment is made.
5.1 Contributory Term Life Insurance
(a) This is a 50/50 shared Group Term Life Insurance Plan under which there is an
insurance coverage up to an amount equivalent to 20 months last compensation basic
salary plus 12 months Gross salary.
(b) In the event of accidental death the amount payable would be double the coverage
shown above.
5.2 Gratuity Benefit
In case of death of an employee during his/her service with the company, the Gratuity Fund
will pay an amount calculated as per Clause 4.1 above at the last drawn actual monthly
compensation basic salary of the deceased employee and counting the actual company
service at the time of his/her death.
6. Benefits Non-Assignable and Non-Contractual
All benefits mentioned above are non-contractual and non-assignable. The company,
reserve the right to amend or modify the policies from time to time. The benefits provided
for under this policy are voluntary and shall not be construed to have ant relation
whatsoever to the determination of the amount of compensation to be paid to an employee,
or to any of the terms of employment, but are to be deemed as voluntary regards for, and in
appreciation of, faithful and efficient service. The company may terminate the employment
of any employee as freely and with the same effect as if this policy shall not be construed
as giving any employee the right to be retained in the service of the company.
The gratuity policies described above summarize points about these funded plans. These
benefits will be paid in terms of the Trust Deed and Rules of the Respective Funds as
amended with or without notice from time to time at the companys sole discretion.
7. HR FORMS
HRD/F/17-1: Declaration for Gratuity Fund
HRD/F/17-2: PF Application for Membership
HRD/F/17-3: PF Nomination
HRD/F/17-4: PF Nomination - Minor
HRD/F/17-5: GTLI
LONG SERVICE AWARD

Section 18
1. Objective
The purpose of the Long Service Award is to recognize the long service and
contribution of ten, twenty and thirty years made by the Employees to the Company.
2. ELIGIBILITY
The employee who has worked for ten, twenty, thirty years with the company will be eligible
to receive the Long Service Award.
3. POLICY
The eligible employee will be entitled to receive the following award:

YEARS OF SERVICE SERVICE AWARD
On completing 10 years service Gold Coin of 10 grams
Eligible employees will have the choice to opt for a wrist watch of equivalent value of the
applicable gold coin. In case of option for wrist watch of higher value, the price differential
will be to the employees account.
HR FORMS/ATTACHMENT
None
MOBILE PHONE
Section 19
1. OBJECTIVE
To defined Companys policy for mobile phone.
2. ELIGIBILITY CRITERIA
2.1 All employees in classification level 28 and above are entitled for black Berry. Eligibility
for other employees at the discretion of COED based on business needs.
2.2 All employees in classification level 27 and below are eligible for mobile phone only at
the discretion of Department Manager based on business needs.
3. ENTITLEMENT HAND SET VALUE
3.1 Head Office

(a) Up to Rs. 10,000/-
(b) In case employee wants to purchase set of higher value he will have to pay the price
differential.
3.2 EFL Plants/Milk Collection Staff

As per annexure A
4. MONTHLY BILLING LIMIT
4.1 HEAD OFFICE
Fixed charges (excl. GPRS) plus cost of official calls is on companys account. Cost of all
personal calls is on employees account.
4.2 EFL PLANTS /MILK COLLECTION STAFF

As per annexure A
5. POLICY
Administration Department will be responsible for:

a) i) Black Berry to be purchases nu admin Services, Karachi and no up gradation is
allowed
ii) Handsets of sales staff will be purchased by themselves.
iii) Mobile sets for plant based employees and milk collection department will be
arranged by respective Admin service, however; mobile connection will be purchased by
Administration Department Karachi.
b) Administration Department will inform General Accounting for all sets purchased so that
their records are kept under low value Asset policy.
c) Handset replacement will only be allowed after 2 years of purchase of set (subject to the
condition of set).
d) International Roaming facility connections will be allowed for CL 28 and above. However
it will be provided for others on approval by the Departmental Head.
e) Handset should be returned to the admin function at the time of leaving the Company or
at the time of replacement.
f) Employee will have an option to retain the mobile number while leaving the Company.
Administration department will issue No Objection Certificate (NOC) to facilitate transfer of
number at the time of employee leaving the Company. All billing to be settled by the
employee at the time of leaving.
6. USER RESPONSIBILITIES
The assigned user will be responsible for:
Proper use and the maintenance of the mobile phone & connection.
Minimizing call charges
Payment of private calls / SMS charges
7. In case of theft or lost of mobile, immediately call to mobilink of SIM block & inform to
concerned manager, so he can intimate to Administration for their further action.
8. HR FORMS/ATTACHMENTS
Annexure A
EFL PLANT / MILK COLLECTION STAFF
S. # Designation Mobile Set Monthly Bill

1 G. M Plant Rs. 10,000 Max Rs. 7,000 Max
2 G.M Milk Procurement Rs. 10,000 Max Rs. 10,000 Max
3 Quality Assurance Manager Rs. 7,000 Max Rs. 10,000 Max
4 Production Manager Rs. 7,000 Max Rs. 3,500 Max
5 Engineering Services Manager Rs. 7,000 Max Rs. 5,000 Max
6 Mechanical Manager Rs. 7,000 Max Rs. 5,000 Max
7 Agri. Ser / Diary form Manager Rs. 7,000 Max Rs. 5,000 Max
8 Administration Manager Rs. 7,000 Max Rs. 3,500 Max
9 Field Operations Manager Rs. 7,000 Max Rs. 5,000 Max
10 A.Q.A Manager (Field) Rs. 5,000 Max Rs. 7,000 Max
11 A.Q.A Manager (Line control) Rs. 5,000 Max Rs. 2,500 Max
12 A. Admin. Manager Rs. 5,000 Max Rs. 1,500 Max
13 Distribution Manager Rs. 7,000 Max Rs. 5,000 Max
14 HSE Manager Rs. 7,000 Max Rs. 2,500 Max
15 Area manager Rs. 4,000 Max Rs. 2,500 Max
16 Asst. Engineering Manager Rs. 4,000 Max Rs. 3,500 Max
17 Accounts / HR. Officer Rs. 4,000 Max Rs. 1,500 Max
18 Purchase Officer Rs. 4,000 Max Rs. 2,500 Max
19 Logistics Officer Rs. 4,000 Max Rs. 3,500 Max
20 Services Assistants (Admin) Rs. 4,000 Max Rs. 1,000 Max
21 Area in charges No set Rs. 500
ADMINISTRATION
a) all QA staff in field:
Above mentioned QA staff i.e. QA Technician at Area Centers is allowed to use personal
mobile phone sets using mobilink prepaid calling cards only, and can claim maximum of
Rs.500 for business purposes on monthly basis.
b) Cost of all personal calls is on employees account.

c) Staff is required to obtain Post Paid Connection at their own expenses, if they want to
avail official call payment policy on actual.
EXPATRIATE
Section 20
1. OBJECTIVES:
A well-defined process to induct and orient employees hired on Expatriate Terms.

Expatriate: Expatriate term is used for the employees with foreign nationality. Pakistani
nationals with foreign nationality and residing permanently outside Pakistan may also be
termed as Expatriate.
2. HIRING PROCEDURE:
Expatriate employees will be hired on Contract basis and the compensation & benefits will
be followed as per their terms and conditions as laid down in respective agreements. All
expatriate contracts will be governed under the Laws of Pakistan.
Expatriate Employees will be hired under the following conditions:
a. The requisition of expatriate request for recruitment will be raised by the respective
Divisional Head with the approval of COED.
b. The selection processes will be managed by the Human Resources Division.
c. After the assessment will be managed by the Human Resources Division.
d. Once the candidate has been selected a contract will be prepared and a copy will be
dispatched to the Expatriate to his/her destination of acceptance.
e. Once all documentation has been obtained the expat will intimate the Company about
his/her joining date.
f. All visa request letters will be issued by Admin only to ensure that the process is in line
with government.
g. Work permit (if required) for working in Pakistan will be obtained by the Administration
Department upon intimation from the Human Resources Department. For this the candidate
would have to provide the necessary documents for issuance of the above. (Passport Copy,
Pictures etc). See Annexure 1 for details.
h. The process to induct an Expatriate needs to be initiated at least with 40 days notice in
order for the HR & Administration Department to obtain the required Visa/business visa
from the government authorities. Administration Department will recommend the most
feasible way route for the work permit/visa acquisition (through Missions or Convert
Provisional work visa, Once traveled on business visa).
i. The expatriate needs to supply the following information & documents:
a. Valid Visa (EFL will assist in obtaining the visa i.e. Company letter etc.)
b. Passport Copy
c. 4 x Photographs
d. CV
e. Residence Address of Home Country
f. Contact Number Local
g. Contact Number (In case of emergence)
h. Current Address
i. Permanent Address
j. Relevant experience certificates.
3. Expatiate Contract Type (ECT) Hiring Levels
The role will be strategic with extensive leadership responsibility.

The expatriate will be in a position of Departmental Manager and reporting
ECT 1
into the Divisional Head.
Company, at its discretion, may allow family at this level.
The role will be operational in nature and requires considerable degree of
expertise. Some level of leadership required.
ECT 2 The expatriate will be working within the function and reporting into the
Departmental Manager/Init Heads
Company, at its discretion, may allow family at this level.
The role requires high degree of expatriate and may involve physical labor
also.
ECT 3
The expatriate will be lower in the organogram.
No family is allowed in case of ECT 3.
4. Contract Duration
a. Long Term Contract: A Contract signed by an Expatriate Employee for a period of 2

years or more will be considered as a Long Term Contract. Usually the Long Term Contract
will be awarded to expatriates falling in ECT 1 & 2.
b. Short Term Contract: A Contract signed by an Expatriate Employee for a period of 2

years will be considered as a short term Contract.
5. Compensation and Benefits
The Compensation and Benefits of expatriates will be governed under the terms and
conditions as laid down in the employment contract and under the laws of Pakistan.
a. Payment
Payment of the compensation will be made once Provisional Work Permit is issued (See
Annexure I for the Work Visa Policy of Pakistan). Payment will be made through local banks
in Pakistan in PKR. The Company will assist in opening bank account.
b. Taxation & Exchange Rates

Te taxation of the employees will be managed under the laws of Pakistan. An Annexure II
is attached which serves as a guideline in this regard. Company will not be responsible for
any change cost incurred due to the abrupt change in the taxation laws of Pakistan.
However, it is expected that the expatriate income is not affected adversely and Company
may consider compensation at its discretion. Services of tax consultant will be hired for
filling tax returns.
c. Family
(i) In case of Long Term contract, the Company may at discretion allow the expatriate to
bring his/her family, as per terms and conditions of the contract. The family will be defined
as spouse and children upto eighteen years of age.
(ii) In case of Short Term contract, the expatriate will not be allowed to bring the family at
the expense of the company. However, in case he/she wants to bring his/her family on
visit/residence, Administration Department will facilitate the process at the expense of the
respective expatriate.
d. Housing for Expatriate on Long Term Contract
(i) Temporary Accommodation to expatriate on Long Term Contract

From the date of arrival in Pakistan, the Company will pay for the cost of boarding and
lodging for the expatriate, his/her spouse and children up to 18 years for a limited period
whilst seeking permanent accommodation. This duration is limited for a period of 30 days.
The duration may be extended for reasonable duration on the approval of CEO.
(ii) Permanent Accommodation

The expatriate will be given a monthly budget as per terms and conditions of the respective
contracts for the rental of payment unfurnished accommodation. This budget will be all
inclusive and the company will not be responsible for any other costs related to the housing
for the duration of assignment in Pakistan. For administration convenience and facilities the
expatriate, the company will enter into a corporate lease agreement for the rented property
as Tenant, with the expatriate and his/her family as Occupant.
The Company will undertake
(a) Prompt payment of the monthly rent

(b) Payment of the security deposit at the start of the tenancy and recovery of the same at
the end of the lease.
(c) Security arrangement including twenty-four hours security guards surveillance (where
required)
As the occupant, Expatriate will be responsible for the payment, maintenance and upkeep
of the rented premises in good order including minor repairs and end-of-lease repair works
and all other terms and conditions under the Tenancy Agreement, whether implicit and
explicitly expressed.
(iii) Servants and Utility Allowance
The Company may also provide, at its discretion, a lump-sum allowance for home servants,
viz. for hiring services of a cook, driver, gardener, janitor and utilities such as electricity, sui-
gas and water etc. The allowance will e as per the terms and conditions of the contract.
e. Housing for Expatriate on Short Term Contract

(i) Temporary Accommodation to expatriate on Short Term Contract
From the date of arrival in Pakistan, the Company will pay for the cost of boarding
and lodging for the expatriate, whilst the permanent residence arrangements are
made. This duration is limited for a period of 15 days. The duration may be extended
for reasonable duration on the approval of GM Human Resource.
(ii) Permanent Accommodation

The Company will arrange for the company maintained accommodation free of
charge for the individual. The accommodation will be a bachelor accommodation and
may be in the shared basis, depending on the availability of the accommodation. The
cost of the normal daily meals will be borne be the company.
f. Healthcare
(i) The Company shall provide and pay for the cost of premiums for hospitalization
insurance coverage, for the expatriate. The coverage is limited to Pakistan only.
(ii) Outpatient medical costs for the expatriate shall be reimbursed by the Company on the
approval of the Company doctor. The facility is limited to Pakistan only.
(iii) In case where company has allowed the expats to bring their families to Pakistan (ECT
1 & ECT 2), healthcare facilities as specified in Clause (i) & (ii) above will be extended to
them also.
g. Group Term Life Insurance
The Company may also provide, at its discretion Group Term Life Insurance as per the
Company policy.
h. Education Allowance
(i) Education Allowance will only be admissible for those Expatriates in ECT 1 who as part
of their terms and condition have been allowed to bring their families to Pakistan.
(ii) The Education allowance, as per terms of contract, will be admissible for the children of
expatriate being educated at local fee paying schools, including early-primary institutions
that are an integral part of the normal education system.
(iii) Education allowance will be paid until the end of the term in which the childs eighteenth
birthday falls.
(iv) Subject to the school being approved by the company, the allowance will be based on
the actual monthly fee and one time admission fee on the reimbursement basis.
(v) Child minding centers or like organizations are excluded in the policy.
6. Annual Leave
a. Long Term Contract
In case of long term contract, during each fifty-two week period from the start of the
appointment, expatriate you will be entitled to fifteen (15) working days holiday (exclusive of
statutory and other holidays observed by the Company), the timing of which should be
agreed with the respective Divisional Heads.
All leave entitlement should be taken within the fifty-two week period. If the timing of moves
and / or business needs makes this impossible then leave may be carried over for a further
three months, after which it will be forfeited.
b. Short Term Contract
At the completion of fifty two weeks of period, fifteen days (15) of leave will be allowed and
which needs to be taken within three months of accrual.
In case of registration or termination, all pending leaves will lapse immediately.
7. Home Leave Assistance
a. Long Term Contract

Expatriate on long term contract will be entitled to visit to their home country once during
the year. Usually this visit is planned at the end of each fifty two weeks period. The class of
travel will be as per their travel entitlement. Where families are allowed as per the policy,
they will have the same facility available to them.
In the final fifty-two week period of appointment, home leave will normally taken at the end
of the year. However, in certain circumstances flexibility will be used in interpreting this rule.
This clause is admissible as per the terms of the contract.
b. Short Term Contract

In case of short term contract, home leave is not admissible for the first year. However, at
the completion of fifty two week of period, an expatriate may avail this facility.
8. Moving and Relocating Expense
a. Expatriate in ECT 1 & 2 moving with the family will be entitled to the actual cost of
removal by sea from the country of residence of household equipment and personal effects,
including insurance in transit and Customs Duty on personal belongings which expatriate
will require in Pakistan etc.
b. The maximum capacity for which the Company will pay is a 20-foot container.
c. Costs incurred in moving personal effects out of Pakistan at the end of the employment
up to a maximum of a 20-foot container will also be paid by the Company. Any excess must
be shipped at personal expense.
d. Expatriate who is not entitled to bring his/her family will be entitled to 100 Kg of
unaccompanied air freight from the home country of the expatriate and same will be entitled
at the completion of the contract.
9. Business Travels
The travel of the experience as various contract types will be governed under the Engro
Foods policies for business travel. Following is the guidelines in this regards:
ECT 1 The police on business travel for CL 28 29

Annexure i
Work visa policy
Ministry of interior
Work Visa Through Pakistan Missions Abroad

Pakistan Missions abroad are authorized to grant entry Work Visa to foreign expatriates on
the recommendations of Board of Investment for one year (Multiple) validity, extendable on
yearly basis in Pakistan. Board on Investment will process work visa applications
expeditiously within four weeks and recommended to the Ministry of Interior for
authorization of visa to concerned Mission. Visa advice is however issued by Ministry of
Interior to Pakistan Mission abroad as per recommendation of BOI, in case of fresh entry
visa and to Regional Passport Offices (RPOs) in case of visa extension. Extension of three
months provisional work visa, on application, recommended by BOI would be endorsed by
the RPOs instead of Ministry of Interior.
Work Visa in Pakistan
In the event, the employee travels on a business visa to Pakistan and opts to convert the
said visa into a work visa an application will have to be made to the Board of Investment for
conversion thereof. Prior to expiry, in accordance with work visa policy an extension of
three months provisional work visa, on an application, recommended by BOI would be
endorsed by the RPOs instead of Ministry of Interior.
Accordingly, upon receipt of provisional work visa, the Employee is entitled to receive
compensation in accordance with the term of his employment Agreement.
Note: This work visa policy is as per the rule and guidance issued by the government and
may change at their discretion.
Annexure II
Repatriation of Earnings
Foreign Exchange Regulation Act, 1947
The expatriate who is granted a work visa to legally work in Pakistan. Such person is
allowed, under para 4 of chapter XVI of the Foreign Exchange Manual, to cause remittance
to the country of their domicile out of his current savings, to cover their commitments for
family maintenance, insurance premia, educational expenses of their children, legal
charges, mortgage payments, loan, interest etc.
There is no upper and lower limit of remittance out of his saving viz. being the difference
between the net income of the application and his estimated expenses in Pakistan.
The transaction of remittance is without any prior approval of the State Bank. The expatriate
will have to apply, on a prescribed form, to a local banker for a yearly permission to effect
monthly remittance to the country of his domicile. The permission, as stated above, is valid
for a period of one year, during the period of validity the remittance are practically hassle
free.
Note: This Work visa policy is as per the rule and guidelines issued by the government and
may change at their discretion.
Modification to the Policies
The Company reserves the right to modify or terminate the policies in whole or in
part at any time. The policies will be administered and interpreted by GM Human
Resource.

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Travel

(a) When traveling on joint business with representatives of other companies or of

4.2 AIR TRAVEL international (Business & Training)

b) Employees family members when travel on companys account and

4.3 TRAVELS BY RAIL/ROAD

4.4 TRAVELS BY PERSONAL CAR/MOTOR CYCLE ON COMPANY BUSINESS

4.5 HOTEL EXPENSES or PER DIEM ALLOWNCE for Domestic Travel

(c) Employees in CL 12 to 19 and other Town/ Location hotel expenses will be

Location CL 20 and CL 18-19 CL 12-17

However, if an employee is traveling on joint business assignment with a person who is

-CL 20 to 24 Rs. 150 per day tour

(lV) Incidental Expenses on Overseas Visits: it is recognized that employees traveling

(i) Transportation for the employee, spouse, and unmarried dependent

(A) OPD POLICY:

Policy is applicable to the following employees:

(b) PREVENTIVE MEASURES:

(i) Vaccination for Employees & Families:

Small pox Once every 3 years

(ii) In Case of Epidemic:

The Company Medical Advisor/approved doctors may recommend

(C) PERIODIC CHECKUP

The medical checkups mentioned above will consist of the following.

(b) Over 45 years

- All of the above plus ECG.

(d) MEDICAL EXPENSES OVERSEAS:

(i) Benefits covered under the Group Medical Insurance Plan.

(III) DENTAL BENEFITS

(a) Reimbursement Limits:

(d) Dental Plan Exclusions:

Cosmetic services, such as orthodontics, braces and changing appearance of teeth.

(B) GROUP MEDICAL INSURANCE:

All Company employees (compulsory participation)

(II) PLAN COVERAGE

(a) Room rent charges up to a maximum Rs.5,800 per day

(For Deliveries/Treatment in cities other than Karachi, Lahore & Islamabad)

* Maternity coverage is over and above Hospitalization Plan.

(c) Other Benefits

(d) Day Care Coverage

(III) PREMIUM RATES PAYABLE BY THE EMPLOYEES (Rupees/ per month)

Employees Cont. Company Cont. TOTAL

(IV) PLAN INCLUSIONS

The GMI is administered by the designated Insurance Company as a Group Health

The plan includes payment of the following;

(V) PRE-ADMISSION TESTING

Pre-Admission Testing means necessary diagnostic x-rays or laboratory tests as an

(i) Ordered by the physician who directs confinements;

(V) POST HOSPITALIZATION EXPENSES

(VI) MATERNITY BENEFIT

(VII) MEDICAL/SURGICAL TREATMENT RELATED TRAVEL

- Durable medical appliances (e.g. nebuliser)

To define the Company policy on Utilities Allowance paid as part of compensation.

The purpose of payment of monthly fixed Medical Allowance is to assist employees in

- Field locations: Employees in CL 12 to 19

Employees in CL 12 to 19 will be paid monthly Medical Allowance as follows:

The purpose of payment of Shift Premium is to give an incentive to those management

(a) CL 12 to 19: 8% of compensation basic salary

To define the Company policy on Special Allowance paid as part of compensation.

The Company will pay Special Allowance at the following rates:

(a) Employee in CL 24 to 27: Rs. 12,000 per month

TARGET INCENTIVE ALLOWANCE

The purpose of payment of monthly variable Targets Incentive Allowance is to establish

The Company will pay Targets Allowance at the following rates:

(a) Employees in CL 24 Average Rs. 12,000 per month