fertil employee handbook final (entranet) 080212

8/13/2019 Fertil Employee Handbook Final (Entranet) 080212

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Employee Handbook



5

FERTIL | EMPLOYEE HANDBOOK

Introduction 7

Core Values 8

Vision and Mission 11

General Competency Framework 12

Section I - Employment 22

Employment Policy 25

Employment Status 27

Employee Status 29

Work Schedules and Overtime 32

Work Regulations 35

Leaves 38

Section II - Compensation and Benefits 44

Salary and Administration 47

Allowances 49

Benefits 61

C o n t e n t s



6 7


Ruwais fertilizer industry (FERTIL), a member of the ADNOC Group of Companies, was established in

October 1980 as joint venture between Abu Dhabi National Oil Company (ADNOC) and TOTAL, with a

shareholding ratio of 2:1 respectively. Construction of a processing plant bean in 1980 and production

started in December 1983.

The prime objective behind establishing the company was to utilize the lean gas supplied from the

onshore fields to manufacture fertilizers and to market them locally and internationally. The plant is

located in the Ruwais Industrial Zone, about 235 km from the city of Abu Dhabi and comprises of an

ammonia and urea processing plants.

The market for FERTIL’s products has expanded considerably since its first shipment. Today, 7% of itsannual production is marketed locally within the United Arab Emirates and Oman, 93% is being exported

to the Indian sub-continent, South East Asia, East Africa, USA and Latin America.

Although FERTIL is a profit-driven company, we never lost sight of our bigger role in the world.

Constantly growing populations are striving to increase food production and ward off the

prospect of hunger and famine. FERTIL is totally committed to working towards this global

target and is also fully conscious about conducting its operations in an environmentally

responsible manner.

INTRODUCTION

Section III - Housing 70

Ruwais Housing 72

Abu Dhabi Housing 75

Section IV - Employees Relations Practices 80

Employee Relations 82

Termination of Services 83

Section V - General Information 86



8 9


4. Morale

FERTIL always strives to build trust and credibility through its employees’ actions and words.

Trust is built between the Management and employees as well as amongst employees.

Transparent communication at all levels is encouraged.

Confidential information is closely guarded where the benefit of the organisation is at stake.

The company’s image reflects the morale and work ethics of management and employees.

5. Community and Environment Commitment

FERTIL helps the local community through scholarships, work placements etc.FERTIL protects the environment through its HSE systems and safe working environment.

6. HSE Values

Demonstrating innovative and competent HSE management is a prime tool for gaining and retaining

employee, community, public and customer reference.

Proper HSE management will protect our employees, operations, facilities and neighbours.

The company’s strategy and activities are guided by FERTIL’s core values. These values are set at corporate

level and help shape all strategic and operational planning, organisational development, leadership and

control across the organisation - including Performance Management.

The core values are listed under the following 6 headings as follows:

1. Customer Service

The customers’ needs are set before any other decisions, without prejudice to either customers or

other stakeholders.

Customers’ needs are to be met with flexibility and understanding.

Customers’ queries are answered promptly.

2. Respect

All employees are treated equally and fairly in FERTIL.

3. Value Addition

FERTIL creates effective ways of meeting customer needs and business requirements.

The organisation’s employees seek to achieve excellence in all spheres of business activity.

Problems are solved innovatively.

Business goals are achieved through a culture of team work.

Employees support each other to achieve organisational objectives at all levels.

CORE VALUES



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Vision

To be the “First Choice Company” producing and supplying environmentally friendly industry fertilizers.

Mission

To:

Ensure the productivity and integrity of the Company, Staff and Assets with emphasis on UAE

National development.

Manufacture and market Urea in accordance with the International HSE Standards and Quality

Management Systems (OHSAS 18001, ISO 14001 and ISO 19001).

Strengthen cooperation with other Stakeholders.

VISION AND MISSION

FERTIL is Committed to

Conducting our business with full concern for protecting the environment, health and well being of

our employees, contractors, customers and the communities in which we operate.

Working with customers, suppliers, contractors, trade associations and government; to address HSE

concerns and participate in the development of the practice standards and codes.



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Customer Focus

To identify the needs of both internal and external customers; to meet their expectations in a high quality

and efficient way.

Behavioural examples that bring success:

Is friendly, patient and polite; uses positive language.

Proactively takes account of personal and cultural differences.

Listens carefully to customer requirements, demonstrates commitment to the resolution of their

requests.

Is responsive and informative towards customers.

Takes personal responsibility to ensure that customer needs are delivered in a timely way.

Meets FERTIL standards for customer service.

Is receptive to feedback to minimise/eliminate errors and produce high quality service and product.

Behaves ethically when interacting with customers.

All employees at FERTIL should be aware of the general competencies and effectively demonstrate them

in performing their work duties.

Communication

To demonstrate clear and effective two-way communication with a wide range of people and in all

situations, in order to explain, persuade, convince and influence others.


Plans key messages before communicating or writing.

Speaks and writes clearly and concisely.

Uses questions and clarifying techniques summarising and paraphrasing to confirm understanding.

Adapts style to suit audience.

Listens carefully to understand the message and other’s views.

Uses persuasive arguments to influence others.

Acknowledges views of others.

Maintains composure and professional communication style, even when under pressure.

Uses examples to clarify points for others.

Acknowledges written correspondence.

Remains constructive when receiving feedback.

GENERAL COMPETENCY FRAMEWORK



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Flexibility and Adaptability

To be flexible and adjust rapidly to new situations.


Adapts to new situations and work requirements positively and flexibly.

Embraces the pace of change.

Is focused during times of change or when a lack of clarity exists.

Shows willingness to learn new methods, procedures, and technology to support change in the

section/department.

Reviews processes and output of own job, looks for opportunities to make improvements.

Encourages others in the team to accept and implement new ideas and approaches.

Drive for Results

To set targets, identify priorities and obtain resources. To focus on results, demonstrate energy, commitment

and drive.


Plans and prioritises for the achievement of daily tasks and monitors progress made.

Identifies and works to priorities.

Uses a systematic, structured approach to getting work done on time and to required standards.

Handles frustration constructively.

Persists in achieving a task, despite resistance and setbacks, displays resilience.

Achieves established expectations.

Highlights issues that may impact on delivery of timely and high quality results.

Understands FERTIL’s vision and values and ensures that day to day activities and tasks contribute

to achievement of these.

Thinks beyond own role when driving for results, to the broader performance of the department on

FERTIL.

Reviews shortfalls and recommends corrective action.



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Innovation

To generate, identify and implement creative and innovative ideas to drive business objectives and

differentiate FERTIL.


Approaches challenges and problems with a fresh perspective.

Contributes actively to idea generating techniques such as brainstorming etc.

Demonstrates a willingness to experiment with new ideas and approaches, under supervision.

Evaluates established methods, procedures and systems, looks for inefficiencies.

Embraces innovative and creative ideas, despite reluctance and resistance from others.

With support, implements innovative ideas, monitors results to ensure that outcomes are achieved.

HSE Awareness

To adhere to the FERTIL HSE rules to prevent or correct unsafe acts and conditions in the workplace and

implements HSEMS.


Carefully follows procedures, standards and other specifications to prevent or correct unsafe

conditions in the workplace.

Avoids risks and is cautious.

Pays close attention to safety issues and to detail at all times.

Understands the hazards and risks associated with relevant processes, machinery and equipment.

Never compromises the safety of self and colleagues.

Demonstrates an awareness of safety considerations inside and outside working hours.

Proactively addresses safety issues and hazards.

Is not complacent with regard to HSE.

Attends relevant HSE training and drills.

Reports unsafe acts and unsafe conditions.



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Problem Solving

To determine the facts, evaluate information, generate alternatives and propose an appropriate course of

action.


Explores issues to fully understand them before taking action.

Generates a range of alternative solutions before final selection.

Makes clear proposals, although seeks assurance from others when uncertain.

Makes recommendations based on facts rather than assumptions.

Learns from mistakes and does not repeat them.

Within scope of own role, proactively trouble shoots to reduce the impact of potential problems.

Solves problems and addresses issues in an ethical way.

Planning and Organising

To establish a systematic course of action for self or others to ensure accomplishment of objectives. To

set priorities, goals and manages time to achieve maximum productivity and outcomes.


Manages time and adopts a methodical approach.

Sets appropriate priorities to ensure deadlines, key performance indicators and targets are met.

Effectively manages own time including good punctuality and attendance.

Completes relevant documentation in line with company processes.

Ensures a professional presentation of the immediate work area at all times.

Ability to effectively manage multiple customer requirements.

Completes work within schedules.

Ensures that a number of sequential actions take place in the correct and most effective order.

Knows the status of own work and updates appropriate others when deadlines are at risk.



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Team Spirit

To deal effectively with people and build

relationships to facilitate beneficial

outcomes.


Shows respect for individual and

cultural differences.

Establishes and maintains constructive

working relationships with others.Willing to compromise to enable

progress to be made.

Responds promptly and consistently

to colleague and customer requests.

Participates fully in team activities.

Supports agreed decisions.

Is ethical in interaction with others.

Maintains team cohesion.

Self Development

To acquire new knowledge, skills and competencies necessary to perform effectively at work and enables

and encourages others to do the same.


Takes personal responsibility for own personal and professional development.

Keeps up to date with the latest knowledge of technology, products and procedures.

Has a realistic understanding of own strengths and limitations and aims for improvement.

Works to develop skills and knowledge gaps, relevant to the role.

Takes advantage of learning opportunities.

Shares knowledge with colleagues to help them become more effective.

Adheres to proposed development plans.



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Employment Policy 25

Employment Contracts 25

Date of Employment 25

Probation Period 25

Point of Origin 26

Date of Birth 26

Personal Files 26

Employment Status 27

Direct Hires 27

Secondees 27

Developees 27

Special Contract 28

Contracted 28

Employee Status 29

Single/Married Employees 29

Ruwais/Abu Dhabi Based Employees 30

Job versus Personal Grade 30

Eligible Dependants Definition 30

Work Schedules and Overtime 32

Normal Work Schedule 32

Official Holidays 33

Sect ion I : Employment



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Employment Contracts

The duration of the standard open-ended Employment contract will be for an unlimited period, starting

from the effective date of employment. However, Special contracts can be tailored for certain positions,

with special conditions, as determined and concurred by the management. The duration of a special

contract will depend on management discretion.

Date of Employment

Effective date of employment for all personnel hired locally shall be the date on which they commence

duty. For employees recruited abroad, the effective date of employment shall be the date of their arrival

in Abu Dhabi to commence duty.

Probationary Period

Every new direct hire employee shall be subject to a maximum probationary period of six months,

commencing with the effective date of employment. During such period, the employee’s services may be

terminated without notice period or indemnity in accordance with the Federal Labor Law and Company

Regulations in force.

EMPLOYMENT POLICY

Overtime 33

Ramadan Working Hours 34

Work Regulations 35

Dress Code and Personal Appearance 35

Working Relations and Communications 35

Confidential Information 36

Property and Asset Protection 36

Smoking 36

Occupational Safety 37

Leaves 38

Annual Leave 38

Sick Leave 39

Maternity Leave 39

Pilgrimage (Hajj) Leave 40

Examination Leave (UAE Nationals) 40

Leave of Absence Without Pay 40

Compassionate Leave 41

Leave for “Al-Addah” Observance 41

Study Leave (UAE Nationals) 41

Escort Leave 42




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The personal or job status impacts the application of most of Company HR policies. Therefore, the

employment status may be described by one of the factors from each of the following main groupings:

Direct Hire

These are the employees who are directly hired with an open ended contract and sponsored by the

Company. The conditions of their employment are governed by the Company’s policies and procedures.

Secondees

Individual employed by one of the two Owners: ADNOC or TOTAL and assigned to the Company for varying

periods. Such individuals’ employment is administrated by their parent Company policy.

Developees

Fresh (non experienced) UAE Nationals graduates who are directly hired with an open ended contract,

and follow career development plans for an average period of 2 years. Upon successful completion of the

program; they are transferred to targeted established position on the organization structure.

EMPLOYMENT STATUS

Point of Origin

Each expatriate employee shall have his/her point of origin established in the Employment Contract. This

is to be designated by agreement of the Company and the employee at the time of recruitment. The point

of origin will normally be the city or town in the country of citizenship based on the employee’s passport.

Once established, the employee’s point of origin will not be changed except with the approval of the VP,

HC & A normally when the employee’s citizenship or location is changed.

Date of Birth

The age given by an employee as evidenced by a birth certificate or any other official document shall be

recorded in the Company records. If such certificate or document indicates only the year of birth, thenthe 31st of December of that year will be considered as the birth date.

Personal Files

The Employee Relations Section (ER) maintains personnel files of each employee. Such file will be

the official reference and will include all documents related to the individual’s employment with the

Company.

Employees or their Line Managers can request to review their personnel files in presence of a member

from the ER Section.




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Single/Married Employees

Some benefits, such as housing, transportation and medical care are administrated based on the

employee’s marital status.

Married Status Employees are

Employees in any of the following categories:

Grade 7 and above married, widower or divorced male employees, who are Head of Families with

responsibility for wife and/or children, who are recognized by the Company and normally reside in

Abu Dhabi.

Female employees who are head of families, as recognized by the Company, i.e., either:Married with responsibility for disabled husband; or,

Divorced or widowed with responsibility for children.

Single Status Employees are

Employees in any of the following categories:

Married male employees in Grades 1-6.

Married male employees in Grade 7 and above whose families are not resident with them in

Abu Dhabi.

Unmarried male/female employees.

EMPLOYEE STATUS

Special Contract

These employees are hired on a special contract directly with FERTIL for a specific period of time to

meet some operational requirement. The conditions of their employment are governed by the terms and

conditions of the contract.

Contracted

They are usually contracted through manpower agencies to meet specific Company operational

requirements. Their conditions of employment are not governed by Company human resources policies

and procedures; however, their employment is ruled by the agreement between FERTIL and the concerned

manpower agencies.




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in determining age 5 and 18; provided such an Education Assistance if for 12 years of schooling,

whichever is earlier.

b) Age for benefits associated with Company accommodation, Leisure Allowance, Furniture Purchase

Allowance, and medical care:

For a male child until the completion of age 24 years, that is, 23 years + 11 months + 29 days on

1st of January in any calendar year, or when he finishes full time education or assumes employment,

whichever comes first.

No maximum age for unmarried, divorced, widowed female children and disabled male/female

children.

Medical Insurance.

Widow(er) or divorced female or male employees with no responsibility for children.

Married female employees with no responsibility for disabled husbands, irrespective of their grades.

When the employee’s personal or family status changes, he/she should promptly notify ER Section of

such changes, supported with necessary official documents.

Ruwais/Abu Dhabi Based Employees

Site based employees are those who are permanently assigned to Ruwais. While the Abu Dhabi based

employees are those who are assigned in Abu Dhabi city or its adjacent vicinity.

Job versus Personal GradeShould there be a discrepancy between the personal grade of an employee and the grade of the position

he/she is holding, whether on a permanent, temporary or acting-basis, the employee’s personal grade

shall determine his/her entitlement in connection with the administration of all allowances and benefits

thereof, as applicable. The employee’s salary will also be administered based on the personal grade.

Eligible Dependants Definition

Eligible dependants are defined as an Employee’s wife and dependant children. Age brackets of eligible

dependant children, applicable to various benefits, are as follows:

a) For benefits associated with Education Assistance, up to the completion of 18 years of age, that

is 17 years + 11 months + 29 days on 1st of January in any calendar year. This principle applies




32 33

Shift Employees:

06:00 hrs to 18:00 hrs (Morning Shift)

18:00 hrs to 06:00 hrs (Night Shift)

Attendance Control

All employees shall abide by the above working hours. Abu Dhabi and Ruwais based employees should

properly use their ID card whenever entering or exiting the office building. Employees’ attendance will

continuously be monitored, to ensure compliance with agreed work schedules.

Official Holidays

FERTIL recognizes certain public holidays and grants such holidays with full pay to eligible employees in

accordance with the applicable laws in the United Arab Emirates. In a calendar year, the number of such

holidays is normally 15.

Overtime

Overtime is defined as the time beyond established limit as working hours in addition to those of a

regular schedule authorized by the management. In compliance with the Federal Labor Law, overtime is

limited to 50 hours per month to a normal and shift work schedules and 25 hours per month for rest days

and official holidays. All employees in Grades 10 and below shall be eligible for cash compensation for

authorized overtime worked at the following rates:

Normal Work Schedule

The basic work schedule established for employees assigned to the normal day duty work 40 hours per

week, five days a week and shift employees assigned to the shift duty work 48 hours or 12 hours basis

(4 working and 4 rest days).

Flexible Working Time in Abu Dhabi

The working week starts on Sunday and ends on Thursday. Morning attendance is between 7:00 to

8:00 am and leaving from work after completing 8 consecutive working hours is between 3:00 to

4:00 pm respectively. Both extensions are with no grace time. The scheme is managed by time recording

as follows:

Morning: 07:00 - 08:00 and Afternoon: 15:00 - 16:00

The minimum daily working hours are eight (8). Reporting to work any time after 08:00 is considered

late. Time prior to 07:00 or after 16:00 is not considered as part of the normal working hours.

Ruwais Working Hours

Hours of Work Days of Week

Non Shift Employees (Day Duty):

07:00 hrs to 16:00 hrs Sunday to Wednesday

07:00 hrs to 15:00 hrs Thursday (alternat ive Thursday off)

WORK SCHEDULES AND OVERTIME




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Dress Code and Personal Appearance

Personal appearance, proper hygiene and appropriate attire are important to our work environment.

Employees are expected to report to work dressed up properly and appropriate to their job.

Employees should wear Arab National dress, or for males business shirt and tie, trousers, socks and

shoes - jacket is optional, or for females blouses and skirt/trousers or business suit. Personal Protective

Equipment must be worn as per job requirements. All clothing must be duly modest.

Working Relations and Communications

FERTIL believes that effective work practices and relationships are achieved through transparentcommunication and mutual respect and trust between all employees and stakeholders. Tools such as the

monthly FERTIL Intranet, Website, Newsletter, Annual Employee Opinion Survey, frequent employees

gatherings with the leadership team and regular team meetings help to ensure that our employees are

well informed, engaged and that there is a 'two-way' flow of communication throughout the organisation.

In business communication with other employees, contractors, suppliers, vendors and customer, FERTIL

expects employees to respect the rights of others, treat others as they expect to be treated themselves

and promote an environment characterised by dignity and mutual respect.

WORK REGULATIONS

I. Overtime hours worked between 125% of basic hourly rate

04:00 and 21:00 on normal work days

II. Overtime hours worked between 150% of basic hourly rate

21:00 and 04:00 on normal work days

III. All worked on rest days and 150% of basic hourly rate

official holidays

Basic Hourly Rate: The basic hourly rate for overtime compensation shall be computed

as follows:

Basic monthly salary x 12 months

48 hours per week x 52 weeks

Employees in Grades 11 and above are not entitled to overtime compensation, even if they may work

extra hours. They normally fill supervisory positions, which by the jobs nature require them to work all

time necessary to fully accomplish their duties. This has been taken into consideration when determining

their compensation package.

Ramadan Working Hours

The company’s normal work schedule for all employees during the holy month of Ramadan shall be

reduced by two hours daily as required by the Federal Labor Law.




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Occupational Safety

FERTIL is committed to provide a safe and healthy work environment. All FERTIL employees are

responsible for understanding and complying with the company health, safety and environment policies

and procedures which apply to their job or work area. Every employee shall use the protective equipment

and clothing (PPE) supplied to them and shall comply with all instructions given by FERTIL to protect

themselves against hazards and shall not take any action liable to hamper compliance with such

instructions. All employees, when travelling on company business or to and from the workplace will

observe traffic rules and wear seat belts at all times.

FERTIL has a continuous improvement approach to all HSE issues and therefore encourages our employees

to conscientiously identify and report 'near misses' or potential unhealthy or unsafe conditions. Reportsshall be made to the HSE Department.

Confidential Information

Employees are expected not to disclose any information relating to current or future business strategy,

plans or activities. Some examples of confidential information may be planned marketing activities,

pricing, tenders received, customer or supplier information, employee data, etc.

If an employee is faced with a request which causes them confidentiality concerns they should seek

guidance from their direct supervisor or the HR department. Employees shall not respond to inquiries

from the media or the public regarding FERTIL and should direct all inquiries to the Media and Public

Relations Representative.

Property and Asset ProtectionThe company's properties and assets such as office and plant equipments, stationary, interior finishings

and consumables must not leave the company's premises for personal usage, except as may be authorised

by corporate policy. Personal, non-company related usage of such properties and assets will result in

disciplinary action.

Smoking

FERTIL discourages employees from smoking in public areas and has therefore designated certain areas

where smokers can smoke.




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Sick Leave

Non - Industrial Sick Leave:

Within a Calendar Year

First 60 days Full pay

Second 60 days Half pay

60 days thereafter* No pay

Industrial Sick Leave:

Within a Calendar Year

First 6 months Full pay

Second 6 months* Half pay

*Note: Employees shall receive no pay after the expiry of the six months and shall be referred to the

Medical Board for review and decision of either possible recuperation or termination on medical grounds.

Maternity Leave

A female employee, who completed at least 12 months of service, is entitled to 45 calendar days maternity

leave with full pay. In the event of a shorter period of service, such leave will be half paid.

Wet Nursing: A female employee who wet nurses her baby shall be entitled to 1 hour per day during the

18 months following her official duty resumption.

Annual Leave

Employees are entitled to full paid annual leave per calendar year and the number of days is based on

the grade level as follows:

Grades 01 - 10: 35 calendar days



Grades E1 - E4: 48 calendar days

Annual leave cannot be taken before the successful completion of the probationary period.

Public holidays during annual leave: If public holidays fall within annual leave, either the leaveperiod will be extended, or the employee’s leave balance will be credited with corresponding number

of days.

Sickness during annual leave: Period of hospitalization will be considered as sick leave and the

corresponding number of days will be credited to the employee’s annual leave balance subject to

sick leave approval.

LEAVES




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Compassionate Leave

To meet compassionate circumstances, such as death or serious illness of immediate family members,

leave of absence with pay may be granted, up to a maximum of 7 calendar days per year. Immediate

Family members are: Spouse, child, parent, brother, sister, father-in-law and mother-in-law.

Leave for "Al-Addah" Observance

Company grants a leave of absence of 4 months and 10 days with full payment for "Al-Addah" leave.

Study Leave (UAE Nationals)

Company recognizes the need to encourage UAE National employees in the pursuit of graduatequalifications, particularly in technical disciplines and to have specialization. The selected candidates

will be released for study leave depending on operational requirements and employee’s development

goals, as per policy guidelines set up by the Company.

Pilgrimage (Hajj) Leave

Muslim employees with a minimum of one year of continuous service may take one Hajj leave up to 21

calendar days, with full pay, once during the services with the Company.

Examination Leave (UAE Nationals)

UAE Nationals enrolled in a recognized educational, vocational or professional examination shall be

granted a leave of absence with pay for the required examination period with a maximum of 15 calendar

days per calendar year.

For expats, they can avail such leave as a leave of absence without pay.

Leave of Absence Without Pay

Leave of absence without pay may be granted for personal circumstances or other compelling reasons

acceptable to the Company.

It is Company’s intent not to grant leave of absence without pay in excess of one month. However,

at management discretion in exceptional situations, such leave may be extended for a further period,

provided that it does not exceed two months in any calendar year.




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Escort Leave

The Company grants leave of absence with pay up to 30 days to the employee who is recommended to

accompany his/her relative who is referred for treatment abroad.

Such leave request shall be supported by satisfactory evidence and official documents from the hospital

and/or UAE Health Authority.




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Salary and Administration 47

Grade Structure 47

Salary Composition 47

Salary Advance for New Employees 47

Job Description 47

Performance Management 47

Performance Appraisal 48

Allowances 49

Supplemental Allowance 49

General Allowance 49

Housing Allowance 49

Shift Allowance 50

Disturbance Allowance 51

Car Allowance 51

Duty Travel Allowance 52

Remote Area Allowance 54

Leisure Allowance 55

Sect ion I I : Compensat ion and Bene f i t s


SALARY AND ADMINISTRATION



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Grade Structure

All jobs, except Senior Management, in FERTIL are classified under a single integrated grading structure,

comprising 20 grades starting at Grade 1 to 20.

Salary Composition

The current scale is composed of Basic Salary and Supplemental Allowance.

Salary Advance for New Employees

Newly engaged employees can request up to 50% of the monthly salary. This amount is deductible, in

full, from the first due salary.

Job Descriptions

Employees are advised to obtain a copy of the job description in order to get acquainted with the job

duties and responsibilities and to ensure the efficient performance.

Performance Management System

The performance management system is based on corporate, division and Individual Key Performance

Indicators (KPI). The direct manager is responsible for establishing the mutually agreed performance

goals as well as measuring its progress as per the Performance Management System procedures.

SALARY AND ADMINISTRATION

Social Allowance (UAE Nationals) 56

Child Allowance (UAE Nationals) 56

Meal and Laundry Allowance (Ruwais Based UAE Nationals) 57

Transportation Allowance (Ruwais Based UAE Nationals ) 57

Furniture Purchase Allowance 57

Furniture Maintenance Allowance (Ruwais Based UAE Nationals) 59

Ruwais Hardship Allowance (Ruwais Based UAE Nationals) 59

Car Maintenance Allowance (Ruwais Based UAE Nationals) 60

Mobile Phone Charges/Mobile Phone Purchase Allowance 60

Benefits 61

Educational Assistance 61

Medical Benefits 62

Housing 63

Car Purchase Loan 67

Pension Scheme for UAE Nationals 68

Residential Visas for Expatriates 68

Travel Arrangements 69


ALLOWANCES



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Performance Appraisal

Employee's performance is monitored through the Annual Performance Appraisal which forms part of the

Performance Management System. It takes into account the performance of the employee for the whole

year and rates the employee on objectives set at the beginning of the year and performance according to

set competency profiles.

Results of the performance appraisal will, in most cases form the basis for decisions related to

Rewards, Incentives, Promotion, Salary Adjustment, Career Development, Succession Planning & Talent

Management.

ALLOWANCES

Supplemental Allowance

All employees are eligible to receive the monthly Supplemental Allowance which is directly linked with

the personal grade and nationality group (UAE Nationals/Expatriates).

General Allowance

The general allowance is a monthly allowance introduced to cover the water and electricity

allowance in addition to Annual leave benefits for expatriates and Annual Vacation allowance for

UAE Nationals.

This allowance also covers the annual furniture maintenance, car purchase (every 2 years), Annual Car

Fuel and Car Maintenance allowances for UAE Nationals in Grade 16 and above.

The amount of allowance is linked to the personal grade of the employee. Conditions apply for the female

employees.

Housing Allowance

Housing Allowance for Expatriate Employees:

The amount of the Housing Allowance for male expatriate employees in Grade 7 and above is paid based

on the employee’s marital status at 60% and 40% of monthly Basic Salary for married - and single -

status employees respectively up to the following maximum:




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Grade Married Single

(Maximum AED/Month) (Maximum AED/Month)

7+ 3,000 2,000

All male expatriate employees in Grade 1-6 who are not provided with Company accommodation and

all female expatriate employees in Grade 1-20 who are not provided with Company accommodation are

eligible for Housing Allowance at the rate of 40% of the Basic Salary, up to the set maximum, irrespective

of the marital status.

Grade Maximum AED/Month

1-6 (male expatriate employees) 2,000

1-20 (female expatriate employees) 2,000

Shift Allowance

Shift Allowance is paid for employees covering a 24-hours per day operation in recognition of the

disruption caused in their normal daily life by working during irregular hours.

Amount of Allowance:

Nationality Grade AED/Month

Expatriates 10 and below 600

Expatriates 11 and above 1,500

UAE Nationals All Grades 1,500

Disturbance Allowance

Disturbance Allowance is applied to the following categories:

Employees assigned to a 2 cycle shift work schedule which requires less than 24 hours/day coverage

but which involves a rotating rest day.

Employees who are regularly assigned to a rotating morning and afternoon shift.


Nationality Grade AED/Month

Expatriates 10 and below 420

Expatriates 11 and above 1,050 UAE Nationals All Grades 1,050

Car Allowance

Employees whose jobs are identified as requiring the regular use of their personal car in conducting

Company business are entitled to a car allowance of AED 500 per month.




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Duty Travel Allowance

The Company pays a daily allowance to FERTIL employees who are authorized to travel on Company

business or training, both within the United Arab Emirates and abroad, to cover expenses incurred

during such trips. Official related business expenses incurred during business travel of employees will be

reimbursed on actual basis.

Duty Travel Allowance within UAE: For a day trip that does not require an accommodation, and where

food is not provided*, the employee is entitled to AED 100 per day. If hotel accommodation is necessary,

the Company will shoulder the expense.

*Note: Abu Dhabi Based employees while going to Ruwais can request for meal through plant Admin.

Duty Travel Allowance outside UAE or trips that require more than 1 day overnight stay:

Grade Basic Per diem Per diem + 50%

(AED/Night) supplement

E2/E1 (UAE National Employees ) 2,800 Not Applicable

E3 (UAE National Employees) 2,500 Not Applicable

E4 (UAE National Employees) 2,200 Not Applicable

20 (UAE National Employees) 2,000 Not Applicable



Grade Basic Per diem Per diem + 50%

(AED/Night) supplement

18 + 19 (Expats) 1,000 1,500

15 - 17 1,000 1,500

11 - 14 850 1,275

10 and below 700 1,050

*Note: A 50% Supplement of Duty Travel Allowance is applicable for mission or training courses in such

countries, as: USA, Canada, Europe, Taiwan, Japan, South Korea and Hong Kong.

Transportation within UAEFor duty trips within the United Arab Emirates, the employee may opt to use his/her own means of

transport rather than have the Company arranged transportation.

In such cases, the Company will pay the employee a Duty Transportation Allowance of AED 250 for the

round trip from Abu Dhabi to Ruwais, and for the round trip from Abu Dhabi to other cities.

Transportation outside UAE

Employees who are required to travel on duty outside the United Arab Emirates are entitled to air

transportation as follows:




54 55

Grade Business Missions Training Missions

17 + *

and Div. Managers First Class First Class

in Grade 16

14 - 16 Business Class Business (10 + Flying hours)

Economy (10 - Flying hours)

11 and 13 Business (10 + Flying hours) Business (10 + Flying hours)

Economy (10 - Flying hours) Economy (10 - Flying hours)

*Note: FERTIL Policy will be applied to TOTAL secondees.

Remote Area Allowance

The Company pays a Remote Area Allowance to all UAE National employees and to expatriate employees

in Grade 7 and above who are assigned to site jobs. This is to compensate them for lack of environmental

or social conveniences. The Remote Area Allowance (RAA) is also payable to Abu Dhabi-based employees

who are temporarily assigned to work in remote areas.


Grade (AED/Month) (AED/Month)

UAE Nationals Expatriates

11+ 5,000 1,500

7 - 10 3,000 1,000

5 and 6 1,500 750

1 - 4 1,000 500

Leisure Allowance

All Ruwais based employees are eligible for the Leisure Allowance.


Marital Status AED/Month

Single, M+0, M+1 933

M+2 and above 1,866




56 57

Social Allowance (UAE Nationals)

Social Allowance is paid to UAE National employees in accordance with the Federal Labor as given below:

Grade AED/Month

16 and above 700

11 to 15 800

10 and below 1,000

Child Allowance (UAE Nationals)

AED 600 per eligible child, with no limit to the number of children, is paid.

Eligibility for Child Allowance:

a. Male Employees with dependant children.

b. Widowed or divorced female employees with dependant children, subject to submittal of an

authenticated certificate of responsibility for their children.

c. Married female employees whose husbands are disabled and who support their dependant children.

d. Payment of the allowance will continue for dependant male children (who do not support themselves)

up to age 24, dependant female children who are unmarried, divorced or widowed until they are

married or remarried, and disabled children of any age, provided that the disability is confirmed by

the medical board.

Meal and Laundry Allowance (Ruwais Based UAE Nationals)

In order to attract and encourage UAE Nationals to work and settle in Ruwais, the Company pays a Meal

and Laundry Allowance of AED 1,500 per month towards meals, laundry and room cleaning services.

The Meal and Laundry Allowance is payable to site-based single UAE National employees who are regularly

working and residing in Company bachelor accommodation at Ruwais regardless of their grade.

The Allowance will be ceased in the following circumstances:

When an employee marries

When the employee’s posting to Ruwais ends.

When the Company provide meals, laundry and cleaning services.

Transportation Allowance (Ruwais Based UAE Nationals)

UAE National employees assigned to Ruwais who are not provided with Company vehicle are paid

AED 500 per month regardless of employee’s grade.

Furniture Purchase Allowance

A one-off payment is paid by the Company as furniture purchase allowance to the following:

Direct hire employees in Grades 7 and above who are entitled and allocated a Company

accommodation.

Eligible UAE National employees in Grades 7 and above who are entitled to housing allowance.




58 59

The number of eligible children is determined by age limit as follows:

Male children, until the completion of age 24 years or when the child finishes full time education

or assumes employment whichever comes first.

Unmarried, divorced or widowed female children, with no age limit.

Disabled male or female children with no age limit.

The allowance is paid as follows:

Grade Bachelor M+0 M+1 M+2 M+3 or /*

more

17 - 20 (Expats) 43,000 46,000 49,000 52,000 56,000

14 - 16 (Expats) 38,000 41,000 44,000 47,000 51,000

14 - 15 (UAE Nationals)

11 - 13 25,000 28,000 30,000 33,000 36,000

7 - 10 18,000 20,000 23,000 26,000 29,000

UAE National Employees in Grades 16+:

Grade (AED)

E1 220,000

E2 220,000

E3 200,000

E4 180,000

Grade (AED)

20 150,000

19 130,000

18 110,000

17 90,000

16 80,000

Furniture Maintenance Allowance (Ruwais Based UAE Nationals)

UAE Nationals in Ruwais in Grades 15 and below are eligible for furniture maintenance allowance every

2 years as follows:

Grade AED/Two Years

11 - 15 10,000

1 - 10 5,000

Ruwais Hardship Allowance (Ruwais Based UAE Nationals)

Ruwais based UAE Nationals are entitled to Ruwais Hardship allowance equivalent to 20% of the Basic

Salary with a maximum of AED 4,000 on monthly basis.


BENEFITS



60 61

Car Maintenance Allowance (Ruwais Based UAE Nationals)

Ruwais based UAE National employees in Grade 15 and below who are not provided with the Company

vehicle are entitled to a Car maintenance Allowance of AED 4,000 per annum.

Mobile Phone Charges/Mobile Phone Purchase Allowance

Employees whose job duties require using mobile phone for business purpose are eligible for mobile

purchase allowance and mobile call charge monthly allowance as per company policy.

Educational Assistance

Eligibility:

All male employees in Grade 7 and above, on family-status, shall be eligible for Educational

Assistance.

Divorced or widowed female employees in Grades 7 and above with dependant children under their

care, shall be eligible for Educational Assistance.

Married female employees on ADNOC’s sponsorship are eligible for obtaining Educational Assistance

if their spouses do not obtain this benefit from their organization (both are not allowed to receive

simultaneously).

The allowance is payable upon successful completion of the probationary period.The Company shall not provide educational assistance for education beyond secondary level or in

specialized technical schools or colleges or in the kindergartens (for UAE National employees it will

cover kindergarten).

Category Number of Children

UAE National Employees Unlimited

Expatriate Employees Limited to 4




62 63

The Company will reimburse the eligible employees for the actual cost of registration, tuition, text books

and boarding charges (the latter only for overseas students) at fee-paying schools in and outside the UAE

subject to the following maximum amounts:

Grade Amount (AED) Per Child/Annum

18 - 20 45,000

16 - 17 40,000

11 - 15 35,000

7 - 10 30,000

1 - 6* 15,000

* For Ruwais-based UAE National employees only.

For employee in Grade E1 to E4 actual fees are paid.

Medical Benefits

FERTIL provides high standards medical care with nominal fees as per the Insurance Policy.

Dependents eligible for medical services are as follows:

1. The resident wife

2. The resident male children of male or eligible female employees until completion of age 24 years or

when the child finishes full time education or assumes employment, whichever comes first.

3. Unmarried, divorced or widowed female dependents irrespective of the age.

4. Disabled male or female children irrespective of the age.

5. Children of female employees, whose husband is handicapped and who is considered "Head of the

family", and children of widowed or divorced female employee under her care, shall be accepted as

eligible dependents (as per above criteria) for the purpose of medical treatment.

*The number of eligible children for Expatriate employees is limited to four children.

*No maximum age is to be set for disabled male or female children.

Housing

Company provides unfurnished accommodation to its eligible employees as follows:All employees in Grades 7 and above, except married female expatriate employees whose husbands

are receiving accommodation or Housing Allowance from their employers. However, divorced,

widowed and certain married female employees may be entitled to Company accommodation, or

may opt for Housing Allowance - where applicable.

Instead of having Company accommodation, eligible employees, other than Special Contract

Employees, may opt to receive the Housing Allowance. However, employees in Grade 6 and below

will receive the applicable Housing Allowance in lieu of accommodation.




64 65

Initial Accommodation

Until a new employee finds a suitable accommodation, he/she shall be hosted at a guest house or a hotel

with full board and laundry on FERTIL account.

Any further extension for genuine reasons will be subject to approval of VP, HC & A.

Housing Rental Entitlement

Company accommodation will be provided, as per the Corporate Housing Ceiling Matrix below:

i. UAE National Employees' Housing Ann ual Rental Entitlements

Executive Jobs AED/Annum

E1 585,000

E2 546,000

E3 442,000

E4 429,000

Category Grade AED/Annum

A 19 - 20 336,000

17 - 18 312,000

16 264,000

15 242,000

B 13 - 14 187,000

11 - 12 176,000

C 9 - 10 132,000

7 - 8 110,000

ii. Expatriate Employees’ Housing Annual Rental Entitlements

Category Grade AED/Annum

A 19 - 20 280,000

18 250,000

17 225,000

15 - 16 200,000

B 13 - 14 150,000

11 - 12 130,000

C 7 - 10 110,000




66 67

Housing Rental Encashment

UAE National employees (Including Married Female) are entitled to receive Monthly Housing Rental

Encashment in case they are not provided with the company accommodation. The amounts of allowance

are as follows:

Grade Amount

20 28,000

19 28,000

18 26,000

17 26,000

16 22,000

15 20,166

13 - 14 15,583

11 - 12 14,666

9 - 10 11,000

7 - 8 9,166

Executive Staff

E1 E2 E3 E4

48,750 45,500 36,833 35,750

Car Purchase Loan

All employees in Grade 7 and above shall be eligible for interest-free loans to purchase a car for

their personal use.

The loan shall be approved only after an employee has successfully completed the probationary

period.

The loan shall be re-paid to the Company in equal installment over 24/48 months.

A second Car Loan can be granted to an employee once every four years and as long as the first car

loan is settled.

Ruwais based UAE Nationals may be granted the Car Loan every two or four years as per the request.

Newly recruited and in-service employees, whose End of Service Benefits and Repatriation benefitsare less than the loan amount should mortgage the car in the name of the Company, in addition to

comprehensive insurance.

UAE Nationals in Grades 16 and above are not entitled to car loan.

Eligible Employees are at liberty to buy either a new or a used car, provided the car value is equal

to the Car Loan amount.




68 69

Amount of Loan:

Grade Amount AED

14 and above AED 100,000

11 to 13 AED 70,000

7 to 10 AED 50,000

Pension Scheme for UAE Nationals

UAE National employees contribute 5% of their pensionable salary while the Company contributes a

further 15% to the scheme. The pensionable salary includes basic salary, supplemental allowance, social

allowance, child allowance and housing allowance as applicable. Employees’ contributes are deducted

monthly from their salaries.

Residence Visas for Expatriates

Company will arrange and bear the cost of residence visas of expatriate employees and their eligible

dependants, i.e., wife and maximum 4 children until 24 years of age.

Travel Arrangements

The Administration Services in the Head

Office provide the following services:

Issuance of air tickets for employees

travelling on overseas business or

training missions.

Local Hotel reservation, at competitive

rates, both for business or training

missions within Abu Dhabi Emirate.

Transportation between Head Office

and Ruwais is arranged on availability

and request. Employees using their own

cars to travel on business or job related

purposes between Head Office and

Ruwais Plant, AED 250 is paid per

round trip.


Sect ion III : Hous ing



70 71

Sect ion I I I : Hous ing Ruwais Housing 72

Ruwais Housing Complex 72

Conditions of Occupancy 72

Change of Accommodation 72

Maintenance of Accommodation 73

Vacating Accommodation 73

Protection of Accommodation 73

Abu Dhabi Housing 75

Search for Accommodation 75

Allocation and Change of Accommodation 75

Initial Commissioning Items 77

Handling Over of Accommodation to Opt for Housing Allowance 77

Requesting Maintenance 78


R i H i C l

RUWAIS HOUSING

O f il / it l t t h i f h i



72 73

Ruwais Housing Complex

The Ruwais Housing Complex is a modern housing complex which comprises of:

Family Residential villas of various sizes and categories

Apartments for both families and bachelor employees

A guest house to accommodate single visitors for short period

In addition to the accommodation facilities, Ruwais city is well equipped with other social and recreational

facilities, such as schools, playgrounds, banks, hospitals, clinics, recreational clubs, police station, etc.

Conditions of Occupancy

Condition of occupancy enforce will apply upon allocation of a housing unit in Ruwais and an undertakingwill be signed by the employee.

Change of Accommodation

Subject to availability of the required house type, change of accommodation will be authorized in the

following instances:

Acute maintenance problems or damage.

Status change as a result of promotion and/or marital status/family size change.

Proven critical health cases dictated by essential medical reasons, subject to Company approval.

On family/marital-status change in case of having:

A child above 9 years old.

Bringing parents along in the Company accommodation provided they have a valid residence

visa that is under the employees’ sponsorship (Ruwais Housing Committee approval is required).

Maintenance of Accommodation

Upon allocating a Housing Unit to the employee, maintenance will be arranged through the ADNOC

Ruwais Housing Division including Civil, Air Conditioning, Electrical and Landscaping (for Ruwais

base employees).

Before handling over the house to the concerned employee, initial commissioning includes certain

fixtures and fittings, such as Water Filter, Fire Extinguisher, Metal Curtains, etc.Upon request, outdoor plants will be provided free-of-charge.

Vacating Accommodation

Company accommodation should be returned in case of end of service or transfer to another work location.

Protection of Accommodation

Fire Precautions

A fire extinguisher is available at the allocated Company accommodation. It is advisable to familiarize

yourself on how to use it.


If you occupy a villa and a fire breaks out you should contact the Civil Defense Fire Services S h f A d ti

ABU DHABI HOUSING



74 75

If you occupy a villa and a fire breaks out, you should contact the Civil Defense Fire Services

(See Tel. List for No.)

Immediate fire fighting action and evacuation of employees’ villa will then be at their own discretion.

If the fire is beyond your ability to control, if possible, ensure that you close all doors upon exiting

the villa in order to help prevent the spread of fire.

Safety

Use garbage chute correctly and use plastic sacks only. Oversized garbage should be left in areas

designated for that purpose.

Do not allow your children to play nearby collection areas.

If you need to supplement the Company’s pest control service, use only prescribed insecticides and

pest control chemicals. Use them strictly in accordance with the instructions.

Do not interfere with or alter any electrical wiring or fittings, pumps, cookers, water storage, plumbing

or sewerage systems.

Search for Accommodation

The employee is at liberty to search for and choose a suitable accommodation unit, within his/her housing

annual rental entitlement. The Administration Services staff will assist by providing necessary details

about the market.

Allocation and Change of Accommodation

Allocation and change of accommodation are authorized by FERTIL Administration Services according to

the prevailing rules and regulations.

i. Involuntary Moves

Company accommodation will be authorized, without time restriction, in the following instances:1. Upon initial engagement of eligible employees in Grade 7 and above.

2. Forced moves due to:

Lease termination by landlord/Company.

Acute maintenance problems/damage.

Transfer from/to site.

Critical health cases dictated by essential medical reasons, subject to Medical Coordinator’s

endorsement.


Status change as a result of promotion from one grade to another grade band and/or marital-status/ Initial Commissioning Items



76 77

Status change as a result of promotion from one grade to another grade band and/or marital status/

family size changes, provided 3 years should lapse since date of previous housing allocation and a

3-month notice is given by the employee prior to lease expiry.

N.B. In such cases Company will bear the shifting cost and will also cover telephone installation fees.

ii. Voluntary Moves

In case the move is initiated by the employee, the Company may authorize such move, provided 3 years

have lapsed since date of previous housing allocation and a 3-months notice should be given by the

employee prior to lease expiry. Reopting for Company accommodation instead of Housing Allowance may

be authorized, provided 3 years have lapsed from the date of receiving Housing Allowance.

iii. Notice Period and Actual Move

In case an eligible employee is required to provide 3 months notice prior to the expiry of Lease Contract,

actual move will normally take place at the end of the respective Lease Contract.

iv. Prerequisite

Other than force major moves, in all cases, no authorized move will be entertained prior to the respective

Lease Contract or contractual year, whichever is applicable.

Initial Commissioning Items

When an accommodation unit is leased by the Company, certain items and services will be provided by

the Company. Items 1 to 3 will be arranged automatically, while the remaining items will be arranged

upon employee’s request, as applicable:

1. General cleaning and pest control.

2. Water tank cleaning (Villas individual tanks only).

3. Installation of drinking water filter.

4. Connection of appliances.

5. Change of main door key cylinders.

6. Installation of safety locks to windows.

7. Installation of safety gates (baby door) on stairs.

8. Installation of shower curtain rods.

Handling Over of Accommodation to Opt for Housing Allowance

Three months prior to the expiry of the Lease Contract, employees can opt for a Housing Allowance/

Housing Encashment, in lieu of Company accommodation. In such a case, you will not be able to revert

to Company leased accommodation before the lapse of three years.

RequestingMaintenance



78

Requesting Maintenance

For emergency maintenance for Abu Dhabi based employees, Administration Services Department can be

contacted at Tel. 6026820 and during non-working hours Tel. 050-4447088.

For Ruwais based employees, emergencies after working hours are confined to:

Electrical power supply.

Major water leakage.

Gas connection leakage.

Flooding due to major drain blockage.

No water supply.

A/C Supply.

Employees should not arrange for service providers themselves without prior authorization of

Admin. Services.


Section IV : Employee Employee Relations 82



80 81

p y Relations Practices

p y

Employee’s Inquiries and Complaints 82

Disciplinary Code 82

Termination of Services 83

Notice Period 83

Termination Benefits 83

Service Certificate 84

Termination Transportation 84

Additional Death Ex-gratia 85


Employee’s Inquiries and Complaints

EMPLOYEE RELATIONS

Notice Period

TERMINATION OF SERVICES



82 83

p y q p

When a problem of performance or conduct occurs, the supervisor concerned should initiate an open

discussion with the employee, giving the employee a clear explanation of the problem and a fair chance to

respond. The supervisor and the employee should make every effort to determine the cause of the problem

and what is best to correct it. The employee is expected to make necessary changes in behavior within a

reasonable time span. This responsible dialogue should resolve most problems between supervisors and

employees. For more serious problems or infractions that cannot be resolved, a more formal procedure is

necessary which is described in more details in the HR policy manual.

Disciplinary Code

Disciplinary rules and regulations have been established for the safety and efficiency of operations. Itis therefore essential that such rules and regulations be observed by all, to protect the interests of the

Company and its personnel. FERTIL also expects all employees to conduct themselves with decorum at

the workplace and to treat all employees with respect.

When employees contravene the Company’s established rules and regulations, or when he/she breaches

his/her authority in exercising the functions of his/her position, or when he/she displays dishonorable

conduct, he/she will be subject to disciplinary action under the Company’s disciplinary code

It is the Company’s policy neither to end the services nor to accept the resignation of any employee

except after careful consideration of all the circumstances of the case to ensure full compliance with the

provisions of employment agreements and the Federal Labor Law.

The applicable notice periods for end of an employee’s services by the Company, or resignation by an

employee, shall be as follows:

Employees in Grades 10 and below: 1 month

Employees in Grades 11-13: 2 months

Employees in Grade 14 and above: 3 months

Termination Benefits

Employees who have completed one year of continuous service shall be eligible for the Company’s End

of Service Benefits as follows:

Expatriate Employees:

1 month’s basic salary plus supplemental allowance for each of the first 3 years of service.

1 1 / 2 months basic salary plus supplemental allowance for subsequent years of service.

UAE National Employees: Additional Death Ex-gratia



84

UAE National employees’ end of service benefits shall be calculated from; basic salary, supplemental,

social, child and housing allowances; as follows:

1 1 / 2 months for each of the first 5 years.

2 months for each of the next 5 years.

3 months for each year beyond 10 years of service.

Service Certificate

Company will provide the employee with service certificate indicating dates of employment, end of

service, job title, final basic salary and allowances, if any.

Termination Transportation

Upon end of service, expatriate employees in Grade 7 and above, and their dependents who are under

Company sponsorship, will be provided with air transportation to the point of origin, or pay to them

necessary expenses in lieu thereof, in accordance with the Company policy in this respect.

On the other hand, expatriate employees in Grade 6 and below; the company shall handle the cost of an

economy air class ticket for the employee him/herself to his/her point of origin.

In the event of an employee’s death, two

months basic salary plus supplemental

allowance will be paid to the dependants

of a deceased employee (e.g. widow or next

kin) as appropriate.

This amount is in addition to the respective

death compensation stated in the HR

Policy Manual.



Other Useful Numbers and Websites:

i i 997



88

Fire Brigade 997

Police 999

Ambulance 998

Central Hospital 02-6214666

UAE Government www.uae.gov.ae

Abu Dhabi Chamber of Commerce www.adcci-uae.com

General Information Authority www.gia.gov.ae

UAE Interact www.uaeinteract.com

Emirates Center for Strategic Studies and Research www.ecssr.ae Al Ittihad www.alittihad.ae

Gulf News www.gulfnews.com

Khaleej Times www.khaleejtimes.ae



www.fertil.com

fertil employee handbook final (entranet) 080212

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