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Human Resource Manual

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OVERVIEW

The general purpose of this Human Resource Operations Manual is to communicate

the basic personnel policies, practices and procedures to all HR personnel to do their

jobs more effectively and efficiently.

This manual covers summarized information of all the functions of the Human

Resource Department i.e. Recruitment & Selection, Training & Evaluation,

Attendance & Payroll.

This Operations Manual is designed as a reference tool based on the best practices

as they existed at the time this manual was produced.

Use of this Operations Manual is the responsibility of each and every staff of STO

Human Resources Department, having regard to its mandate, capacity and

circumstances.

Last but not the least, we, request all staffs to carry out their responsibilities in a

way that reflects the core values of STO and apply our policies equitably and fairly.

The processes and procedures laid down in this operation manual is just a guide for

staff to perform to their duties to the acceptable standards which the company has

laid down. However, staff are the ones who are to keep the integrity, equality and

punctuality in carrying out their duties keeping in mind where we work.

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ACKNOWLEDGEMENT

We are extremely pleased to present the Human Resources Operations Manual to

our staff as a guideline of the processes and procedures which are to be carried out

in our day to day operations of the HR Department.

First and most importantly we would like to thank our Managing Director, Mr. Ahmed

Shaheer and the Executive Team of STO for providing us with unending

encouragement and support in all aspects. We are thankful to our HOD, Mr. Ahmed

Shifan for the aspiring guidance, friendly advice provided and for being abundantly

helpful in offering invaluable assistance and guidance in the successful completion of

this Operations Manual

We are sincerely grateful to Corporate & Legal Affairs Department for sharing their

illuminating views on issues related to this manual, especially the legal views and

opinions that matters in making our processes more fair and equitable to all

personnel of the company.

On Behalf of Human Resources Team

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DECL R TION OF UNDERST NDING

This Operations Manual provides practical operational procedures

for

the day-to-day

operations of Human Resources Department of State Trading Organization PLC

This Operations Manual is to improve our operational efficiency provide greater

accountability and stability within the department. These written procedures should

increase understanding and help to assure uniform practices of the HR functions

throughout the organization.

In addition all staffs share responsibil ity for protecting the well-being of the company

and for adhering to norms of behavior th t make this·a better place to work.

We hereby declare

th t

the information given

on

this Operations Manual is to the

best of our knowledge true correct and complete

in

every aspect. This Operations

Manual is executed

on

t July 2015 and should be reviewed whenever changes are

affected .

HMED

SH HEER

Managing irector

General anager

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4.14 NON-PRACTICING ALLOWANCE ....................................................................................................... 23

4.15 MOBILE ALLOWANCE ................................................................................................................... 23

5. PERFORMANCE APPRAISAL ........................................................................... 24

6. BONUS .................................................................................................... 25

7. PROMOTIONS ........................................................................................... 26

8. STAFF TRANSFERS ...................................................................................... 27

9. TRAINING DEVELOPMENT .......................................................................... 28

9.1 LONG TERM COURSES (LOCAL) ......................................................................................................... 28

9.2 SHORT TERM TRAINING (LOCAL) ....................................................................................................... 28

9.3 WORKSHOP / SEMINARS ................................................................................................................. 29

9.4 IN-HOUSE TRAINING ....................................................................................................................... 29

9.5 LONG-TERM (OVERSEAS) ................................................................................................................ 29

9.6 SHORT-TERM TRAINING (OVERSEAS) ................................................................................................. 30

9.7 STO BOARD SCHOLARSHIP .............................................................................................................. 31

10. ATTENDANCE RELATED ............................................................................... 32

10.1 ABSENT NOTICE (SALAAM) ............................................................................................................ 32

10.2 ANNUAL LEAVE ........................................................................................................................... 32

10.3 FAMILY RESPONSIBILITY LEAVE ....................................................................................................... 33

10.4. NO PAY LEAVE ........................................................................................................................... 33

10.5. STUDY LEAVE (PAY LEAVE) ............................................................................................................ 34

10.6 MATERNITY LEAVE ....................................................................................................................... 34

10.7 PARENTAL LEAVE ......................................................................................................................... 35

10.8 PATERNAL LEAVE ......................................................................................................................... 35

10.9 CIRCUMCISION LEAVE ............................................................................................................ 35

10.10 PILGRIMAGE (HAJJ) LEAVE ........................................................................................................... 36

10.11 RELEASE .................................................................................................................................. 36

10.12 LATE ....................................................................................................................................... 36

10.13 TIME CORRECTION ..................................................................................................................... 36

10.14 ATTENDANCE RELATED REPORTS ................................................................................................... 36

10.15 ATTENDANCE APPRECIATION LETTER/CERTIFICATE ....................................................................... 37

11. STAFF IDENTIFICATION CARD ....................................................................... 38

11.1 NEW CARD. ................................................................................................................................ 38

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11.2 CARD RENEWAL .......................................................................................................................... 38

11.3 TERMINATED STAFF CARD ............................................................................................................. 38

12. CAUTIONS .............................................................................................. 39

12.1 VERBAL ..................................................................................................................................... 39

12.2 WRITTEN CAUTION / WARNING / FINAL WRITTEN WARNING. .............................................................. 39

12.3 SUSPEND ................................................................................................................................... 39

13. TERMINATION RESIGNATION ..................................................................... 41

14. FOREIGN STAFF ........................................................................................ 42

14.1 FOREIGN STAFF RECRUITMENT PROCEDURE ...................................................................................... 42

14.2 ONCE THE STAFF ARRIVE TO MALDIVES ............................................................................................ 43

14.3 RENEWAL ................................................................................................................................... 43

14.4 LOST WORK PERMIT CARD ............................................................................................................ 44

14.5 CANCELLATION OF WORK PERMIT ................................................................................................... 44

14.6 CONTRACT OF FOREIGN STAFF ........................................................................................................ 44

14.7 LEAVE TICKET OF FOREIGN STAFF .................................................................................................... 44

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INTRODUCTION

Human Resource is one of the most vital support service function

established to assist all the primary activities of STO.

Main activities of HR are manpower planning, recruitment, selection,appointment, induction, termination, performance appraisal, training &

development, payroll and benefits

Identifying ways to increase the organization citizenship behavior.

SAP is used to monitor staff records, attendance related information & to

process payroll.

Location Working Hours of Human Resources

HR Department is located in STO head office building 1st floor.

HRD staff ’s official working hours will be from 08:00hrs – 16:00hrs Sunday to

Thursday.

Objective of the Manual

To assist the management of STO in the effective management and

development of its human resources.

To facilitate all the department heads (HOD) on taking decisions, relating to

human resource.

To help the Human Resources department in taking decisions and to guide

them on rules and regulations governing the staffs and their employment.

Circulation

This manual should be made available on the company’s intranet for easy access for

those whom it is and maybe required. Furthermore, a hard copy of this manual to

be available in HRD at all times for staff to use.

Responsibility for Implementation Revision

It is the solely the responsibility of HR department to implement the

procedures, rules & regulations provided in the manual.

HR should make the necessary amendments in consultation with the

relevant committees and users from time to time.

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1. MANPOWER PLANNING BUDGETING

1.1 Manpower Planning

Reviewing and acquiring manpower resources, in a preplanned manner, on acontinuous basis according to the activities of State Trading Organization Plc. In

order to plan the following will be done.

Analyze the need of new positions required annually in consultation with the

departments.

Analysis of existing position in consultation with the departments.

Estimation of job vacancies based on the proposed budget and sales

turnover in consultation with the departments.

Analysis of existing position in consultation with the departments. Review

scope, purpose & job content of position to see if existing position

description is still suitable

1.2 Budgeting

Human Resources will mainly focus on major two areas when preparing the budget.

That is for staff training and development budget and staff wages and salary related

budget.

1. Before the training budget is been prepared HR will consult with other

departments & get their training requirements.

2. Once the data is received from the departments, HR will compile all the

data. Before a final budget is sent, all the executives will discuss the training

budget.

3. To prepare Human Resource recruitment budget, HR sends a specific format

to all departments to get the information about new staff requirements for

upcoming year(s).

4. HR will prepare the staff wages and salary budget based on the various

requirements from the departments.

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2. RECRUITMENT, SELECTION, APPOINTMENT INDUCTION

2.1 Recruitment Procedure

Based on State Trading Organizations Equal Opportunity Affirmative Action, therecruitment activities will be designated to coordinate compliance activities in line

with the commitment to the principle of equal employment opportunity. To this

regard the following procedures on recruitment will be followed;

1. Receiving the initial request from Requesting Department as Manpower

Indent Form and the position must be approved by HOD of the respective

department for any new or replacement position.

2. Manpower Indent Form should have the minimum information required (job

responsibility and necessary qualification, experience and skills required forthe specified post). If the required initials and information is not adequate,

HRD can reject the form or send back for revision.

3. Upon receiving the indent form to HR, the form will be checked and reviewed

by PA staffs & it will be sent for Head of Department of Human Resource and

Managing Director’s approval. A manpower indent number will be given for

each indent by the PA supervisor. (indent log sheet will be managed by PA

supervisor)

4.

When the indent is filled with all the necessary initials, the advertisement willbe prepared (Dhivehi / English) and will be checked by PA supervisor & signed

by Head of HR Department

5. Advertisement will be sent to HR Department / Admin Section to publish in

the gazette or newspapers and uploaded to STO website by PR & Media

6. The advertisement will be posted for at least five (5) working days. Based on

the urgency or nature of the job, some positions may require shorter/longer

posting periods.

7. Job applications forms will be available at the reception of STO Head office

and also can be downloaded from STO website. Where the advertisement is

for regional stores, job applications forms will be available at regional stores.

All the applicants must fill the Job Application form. All required documents

must be submitted along with the application forms. Any forms received after

deadline should be rejected.

8. Application forms should be submitted as per the instructions given in the

Advertisement and application form can be collected from any STO outlet /

Department.

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9. All the received applications must be entered to HR document register before

it is handed over to the respective PA staff.

10. Once the closing date has been reached, PA staff should check the received

application forms. If sufficient or potential candidates have not responded in

the time period given, this must be informed to the respective department.

Department may then request for re-advertisement.

11. The advertisement will be re-advertised without any change being made or

with changes required for five more days. If sufficient or potential candidates

have not applied again, the advertisement will be either reviewed, head

hunting for that position will be done or will be closed with the consultation

of the respective department.

12. STO has the right to hire staffs above 65 years although they are considered

as “RETIRED” with the approval of Managing Director. They are hired as a

“NEW HIRE” on contract basis.

2.2 Assessing Candidates

1. Based on the qualification and other requirements in the advertisement, PA

staff will review & log the applications.

2. A list of eligible candidates will be prepared. Screening applicants should be

based on the requirements stated in the advertisement.

3. Send the application forms & the list of eligible candidates to the respective

department. This process must be done within maximum 3 days after

deadline and the staff who handle this job must take the full responsibility to

deliver the proper documents timely.

4. In case shortlisting is required, shortlisting will be done by HRD in consultation

with the respective department.

5. PA staff will arrange a time, date and place for interview in consultation with

the person who deals with the recruitment process from the respective

department.

6. Once the date and time is finalized PA staff will call the candidates for the

interview. Interviewees are invited via telephone.

2.3 Appointment Induction

1. Interview should be conducted within 7 days of expiry of the

advertisement.

2.

Conduct interviews and assess candidates

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3. Main duty of HR PA staff is to facilitate and observe the interview process.

4. PA staff will be participating in the first interview to manage interview

process & facilitate the assessment of candidates to determine preferred

candidate and provide HR / HR related information to the candidates

(probation period, family members at STO etc.)

5. It is the responsibility of HR, PA staff to ensure that the interview

processes are done fairly and free of bias which is in line with STOs

commitment to the principle of equal employment opportunity and

Maldives Employment Law.

6. If a second interview is required, PA staff should contact suitable

candidates to inform that they have got through to the next step.

7.

If a second interview is required, it will be conducted by the respectivedepartment. PA staff will participate in this interview only if respective

department has that requirement. However, HR will be assisting to inform

the candidate for interview.

8. Accredited & attested certificates can be verified during the interview

process by HR personnel.

9. As soon as the interview process is completed, the selected candidate

should be informed to HR with Head of Department’s approval (Selected

candidate application with signature of HOD).

10. Before finalizing the selected candidate, the selected candidate

information must be passed to Managing Director for approval.

11. PA staff will inform the selected candidate through phone and inform the

candidate to submit the police report, bank account no (deposit slip) and

resignation letter (if currently working).

12. If the offer is declined, PA staff should liaise with respective department

to negotiate, offer to second choice candidate or start recruitmentprocess again.

13. Once the candidate / candidates are selected, PA Staff should inform by

phone to those unsuccessful applicants who participated in the interview.

This process must be completed within 07 days after interview process is

completed.

14. Acquire a completed Criminal Record form or police report for the

selected candidate which is issued within the past three months.

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15. Requested department has to send Food & Hardship Form & JD form to

further process with the employment documents.

16. Once the allowances are identified, it will be entered into the SAP system,

along with the personal details, and job details.

17. 2 employment slips will be issued, one for staff & the other one for

personal file.

18. Issue of identification card

19. Issue of Employment Contract & Job description ( Refer to STO Staff

Handbook, chapter 2)

20. Selected candidate to sign on disclosure statement, code of conduct, staff

personal detail form, education qualification form. (Refer to appendix)

21. Personal file for staff will be opened.

22. Candidate information will be sent to the necessary departments.

23. Conduct the induction programs to newcomer. (Organizations rules, HR

policies, etc.)

24. Respective Department to introduce the new staff to key people and

colleagues.

25.

Head of Department or immediate supervisor should inform the staff ofthe expectation of the job given to him/her.

2.4 Recruitment and Selection Process of Transport Vessel Staff

All staffs employed to State Trading Organization transport vessel will be recruited as

contract staffs.

1. Receiving the initial request from Department as Manpower Indent Form

and the position must be approved by Head of Department of the

respective department for any new or replacement position.

2. There is a general advertisement published, which applications are

received and are logged separately, from which candidates are interviewed

and recruited based on the requirement.

3. Depend on urgency, sometimes advertisement are prepared and sent to

administration department to publish and normal recruitment procedure

is being followed (2. Recruitment, Selection, and Appointment & Induction)

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in addition to this STO management has the right to headhunt & select

staff.

4. For the Senior posts such as master , Chief Officer , Chief Engineer , Second

engineer foreign officers may be employed considering the situation where

local qualified & experienced officers & crew are not available at the time

of need

5. During selection process following areas are being assessed:

Police report

Medical Certificate

Continuous discharge certificate (Maritime related course certificates

required for the specific post)

2.5 Recruitment and Selection Process For The Positions Specialized for People with

Disability.

1. When preparing the yearly new recruitment budget, identify the positions

within the company that maybe suitable for a candidate with disability.

2. Provide facilities to interested parties to register with STO for employment

opportunities.

3. STO can provide a trial period of 03 Days for the candidate whether he/she

has performed well or can be suitable candidate for the job.

4. Manpower Indent Form and the position must be approved by HOD of HR

& MD as in the normal recruitment process.

5. With the Manpower Indent form Job description form should be submitted

by the respective department.

6.

STO management has the right to select a staff to these positions without

a general job advertisement.

7. A non-competitive hiring process will be utilized to select the person for

the position, where person with disabilities can be hired without requiring

to compete for the job.

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8. When selecting the candidate for the position, skill set required for the

position will be compared with the available candidates skill set. Based on

the skill set most appropriate candidate will be selected.

9.

Induction process will be carried out same as in the normal recruitment

process.

2.6 Recruitment and Selection Process of Day Rate Staff

1. Receiving the initial request (email, Indent form) from Respective department

with a requirement of recruiting day rate staffs with HOD approval.

2. Following factors are considered for the day rate recruitment.

a.

Time constraint associated with selection (normal recruitment

procedure) of new staffs.

b. No application received for the particular advertisement.

3. Normal procedure for recruiting will be done through, but State Trading

Organization management has the right to headhunt or selected from the

information logs maintained in the worksites when & where it is necessary.

4. Pay detail – Day rate

a. The attendance details with relevant signatures will require to process

the salary. Salary will be processed by HR. Based on situation, urgency

or if staff has not provided a bank account respective worksites petty

cash can be used for the Day rate staff salary purpose, but this should

be done with consultation with HR & finance.

b. Id card copy, police report and other personal verification documents

c.

For foreign day rate staff he/she should hold a valid passport and workpermit card

2.7 Opening a Personal File

Personal file for each staff will be created. Following should be placed.

1. Manpower Indent Form

2. Advertisements

3.

Job application form & applied candidates list

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4. Food & Hardship Form & JD form

5. Staff identification card received sheet

6. Job description

7. Criminal Record form or police report

8. Employment Slip

9. Contract

10. Disclosure statement

11. Code of conduct

12. Personal detail Form

13. Education Qualification Sheet

14. Maslahath Iguraaru Form

2.8 Permanent Employment

1. All staffs are employed on a temporary basis and will be made permanent

after probation period.

2.

Before 3 months, the staff will be evaluated & before three months’ probation

completion date the staff must be made permanent or other necessary action

must be taken (termination & extending his probation on contract basis.)

3. If the department instructs to make the staff permanent, HR will issue the

confirmation slip from SAP.

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3. WAGE SALARY

Salary will be processed in the last week of every month. Fixed Allowances are given

from 01st to end of the month, hence variable allowance (such as overtime, extra

working day allowance, attendance allowance) are given from 21st of previous month

to 20th of following month. STO has the right to claim any overpayments paid to a

terminated staff during the payroll period.

1. The following documents are needed in order to prepare the salary sheets.

Tea allowance sheets.

Ferry Allowance Sheets

Cement staple allowance sheets.

Fuel handling & TRS Handling allowance sheets.

Tank Cleaning & TRS Cleaning Allowance Sheets

Int. / Territorial Waters allowance sheets.

Marine Overtime Sheet

Credit scheme list from FI Department

Staff Loan List from HRD

Attendance Sheet from TRS and Fuel Dhoani staffs

Course Pay Back Sheet

2. All the above mentioned documents should be submitted on or before the (Deadline

22nd of each month) with the approval from the HOD

3. Bank & Cash sheets will be prepared by HRD and sent to Finance Department &

Respective Banks.

4.

Salary Slips will be issued to those staffs who does not have Dhoadhi (Refer to

Appendix)

5. Salary will be processed by SAP system.

6. Salary structure revision should be conducted by HRD in consultation with the

Management under the guidance of the Salary Committee.

7. Salary is processed from 21st of the past month up to 20th of the current month.

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4. ALLOWANCES BENEFITS

4.1 Overtime Extra Working Day

4.1.1 Time Sheet (Dhoadhi) Overtime forms

1. Overtime is filled from 21st of the previous month to 20th of the current

month. Time Sheet should be filled & approved / rejected timely.

Overtime done for the day should be filled the same day or the next

reporting day to work. (Refer to STO Staff Handbook chapter 7)

2. Some staff are given access to manage overtime on behalf of specific staff.

3. On Supervisors request some technical staff and on call staffs are given

access to fill overtime manually from Dhoadhi.

4.1.2 Time Sheet (Manual)

1. Worksites which do not have access to Dhoadhi, will fill manual time sheet.

Time sheet template will be provided by HR.

2.

When the Time Sheets are received time entries are entered to SAP

system by the Time Admins.

4.2 Attendance Allowance.

Attendance allowance are given to below mentioned staffs range from 35 to 65

per day. (Refer to Appendix)

1.

Foreign staffs – 35 per day

2. Operational Staffs – 45 per day

3. Shift in charges – 55 per day

4. Supervisors, Assistant Managers, Technical Staffs – 65 per day

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4.3 Qualification Allowance.

1. Qualification allowance is classified into two, that is technical & professional

allowance (Refer to Handbook chapter 6 )

2.

Qualification allowance will be allocated from the date, the accredited

certificate is submitted to HRD.

3. For STO sponsored staff, this allowance can be allocated from the date, course

completion letter is submitted to HRD.

4. Temporary staff with the mentioned accredited certificates will be given

qualification allowance once they are made permanent.

5. STO management have the right to allocate qualification allowance to staff

certificates that are not accredited to the eligible MQA level

6. Once allowance is allocated HRD will issue a chit.

4.4 Ferry Allowances / Outstation Allowance

1. Ferry allowance is eligible for those who live in Villimale’ or Hulhumale’ &

come to work to Male’ or those who works at Male’ & live in Villimale’ or

Hulhumale’ (Refer to Appendix)

2. Staff who travel from Male’ to Thilafushi is also provided with Ferry

Allowance.

3. When requesting for ferry allowance staff should submit a written document

confirming that he/she is living in Hulhumale’ or Villingili. (Staff Handbook

Chapter 6 )

4. Once Ferry allowance is allocated a chit will be issued.

5. Outstation allowances are given to those living in Addu Atoll whose worksite

is different from the island they are living.

6. After receiving the request HR will issue an allowance chit.

7.

Once Outstation allowance is allocated a chit will be issued.

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4.5 Location, Time and Food and Hardship Allowance

1. Location allowance is eligible for those who are working in Funadhoo &

Thilafushi.

2.

Time allowance (Refer to Appendix) is based on the working hours of the

worksite. Food & Hardship will be allocated based on marks scored on Food

& Hardship evaluation form. For replacement staff food & hardship can be

allocated same as the replacing staff.

4.6 Staff Loan

4.6.1 Normal Loan Procedure

1. Loan is eligible for staffs who has served STO for 3 years, i.e. excluding off

service years. ( Ref to staff Handbook chapter 8)

2. When a loan form is received, personal records filled in the form will be

checked by HR. Also HR will fill caution records, attendance & will check

previous loan details of the applicant. (Refer to Appendix)

3.

If the staff is eligible for the loan, enter the loan form details to the loan

list. If the staff is not eligible for loan, form will be rejected (excluding

emergency cases). The reason for form rejection would be informed to the

staff.

4. Then the form will be sent to Finance department to check for credit

scheme balance.

5.

HR will arrange loan committee meeting in consultation with committee

members. Loan committee will be held once a month. Loan list, member’s

attendance sheet & committee agenda will be prepared by HR.

6. Loans granted in the previous month should be prepared as a list & should

be taken to the current month’s loan committee. A copy of the loan list

shall be forwarded to MD Bureau by 10th of each month.

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7. Loan committee will give the names of the selected staff for the particular

month.

8. After receiving the approved loan list, loan agreements will be prepared.

9. Loan agreement will be signed by HOD of HR & the staff.

10. Original loan agreement will be handed over to the staff. And a copy will

be filed in the staff personal file.

11. Give all the loan agreements to Payroll Administrator, to enter the loan

details to SAP system info type 45.

12.

Loan will be deposited to the staff bank account with current month salary.

4.6.2 Urgent Loan Request.

1. Emergency Loan forms received before or after the loan committee will be

handled as an urgent loan request.

2. Check the personal records, caution records, attendance & scheme

balance from Finance.

3. Forward the mail to loan committee members for approval.

4. After receiving approval from the members prepare the loan agreement.

5. Loan Agreement will be signed by HOD of HRD & staff

6. After getting the staff ’s signature, send copy of loan agreement to Finance

Department as an Off-Cycle Payment to deposit.

7.

If an off-Cycle loan deposit payment is done.

4.7 Long Service Allowance

1. Long service is eligible for those who continuously work for STO.

2. This allowance is given monthly along with the salary based on the number of

years served.

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3. Once a staff is eligible for long service allowance it will be informed through

“Long service Allowance Slip” to each staff. One copy will be filed in the

personal file once it is recorded for the salary sheet.

4.7.1 Normal Staff

Long service is eligible for STO staffs as follows:

10 years of service – 20 % of basic salary

15 years of service or more – 40 % of basic salary

4.7.2 Foreign Staff

Both Skilled & Unskilled foreign staffs of STO are eligible for Long service as

follows:





4.8 Aid

1. MVR 3000/- is given for the staff whose own child is to be circumcised.

2. MVR 2000/- is given for the staff whose immediate family member passed

away. If there are two staff from the same family, aid is given to only one

staff.

3.

Copy of the details will be filed in the personal file. Aid form will be availablefrom intranet. (Sample in appendix)

4.9 Staff Retirement

STO retirement scheme (Refer to STO Staff Handbook chapter 29) is

classified into two categories.

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4.9.1 Mandatory Retirement Scheme

When a staff turns 65 years, he/she will be terminated from STO as retiree.

(Refer to STO Staff Handbook chapter 29)

4.9.2 Voluntary Retirement Scheme

1. Staff who wants to resign from STO & have served minimum of 10 years

will be eligible for this scheme. In the resignation letter staff has to

request to resign under this package. (Refer to STO Staff Handbook

Chapter 29)

2. If an ex-staff who has retired under a retirement package is to be hired

again, their service period is to be counted as a newly hired staff.

4.10 Pension

To contribute Maldives retirement pension scheme, 07% of Basic salary will

be deducted in each month from all local staffs as Staff “Pension Deductions”

and STO will contribute the same amount. (7%) (Refer to STO Staff Handbook

Chapter 33)

4.11 Credit Scheme

1. Credit scheme will be provided as per the credit scheme policy.

2. HR will deduct the monthly deduction from salary as per the Scheme

deduction details received from Finance Department. Finance will be notified

via mail after the monthly payroll.

4.12 Ramadan Allowance

1. This allowance is given once every year before the month of Ramadan.

2. This allowance is eligible to all Muslim staffs of State Trading Organization.

3. Ramadan allowance will be given as per employment Act

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4.13 Insurance

1. Insurance will be provided to staff upon board approval for each year.

2. Insurance will be provided as per the approved policy.

4.14 Non-practicing Allowance

1. Non-practicing allowance is given to Executives, Managerial and Professional

level staffs. (Refer to Staff Handbook Chapter 6)

2. Executives are eligible for 15% of their basic salary while Managerial and

Professional level staffs are eligible for 35% of their basic salary as Non-

practicing allowance.

3.

Staffs eligible for non-practicing allowance are restricted from serving

another organization for a pay which conflicts with their job at STO. (Excluding

Lecturing, Social work, conducting awareness programs. Etc.)

4. Staffs should request for the permission from the respective HOD and Human

Resources Department before serving another organization.

4.15 Mobile Allowance

1. Mobile Allowances are given to those staffs whose job duties requires the

frequent use of their mobile phones, in order to fulfill their job responsibilities.

(Refer to Staff Handbook Chapter 6)

2. All Managerial level staffs are eligible for this allowance upon the successful

completion of their probation period.

3. All other staffs (excluding Executives and Managerial level staffs should

submit the completed “Mobile Allowance” application to HRD with the

approval of the respective department’s HOD. (Refer to Appendix)

4.16 Step Increment

1. Step increment is granted to staffs after the yearly evaluation.


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5. PERFORMANCE APPRAISAL

1. Performance Evaluation committee are to be held once every month.

2. All the staffs (normal, contract & foreign) should be appraised once a year of

their employment. (Refer to Staff Handbook chapter 22)

3. HR will send the forms to respective department after completing the

attendance related area.

4. Appraisal form consists of 2 major areas. ( attendance related & work related)

5. Performance appraisal to be filled in the presence of the appraiser.

6.

The appraisal forms are to be evaluated & relevant form is to be submitted to

the Appraisal committee, should be reviewed at the presence of the

respective HOD. (Time, date and place for evaluation will be informed to

members by HR)

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6. BONUS

1.

Bonus will be granted to all eligible staffs as per the approved bonus policy.

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7. PROMOTIONS

1. Promotions are based on performance of the staff or achievement of an

educational qualification and it will be approved by the evaluation committee

/ HOD.

2. Qualification related promotions also can be processed with HOD’s approval.

3. Managerial & professional level promotions should be approved by MD.

4. Before any promotion is done through the SAP system, PA staff must prepare

a pre-approval chit which the PA manager will approve before the process.

5. Once the promotion is maintained in SAP system, payroll staff has to unlock

the change & confirm the changes for the payroll data.

6. 2 copies of position change slip will be issued. (Refer to Appendix) One for the

staff and the other slip for staff personal file.

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8. STAFF TRANSFERS

1. Staff transfer could take place between inter-departments or to a subsidiary.

(Refer to Appendix for Staff Relocation form – Inter-departments)

2.

Reasons for staff transfer should be informed to HR.

3. Head of Department should approve of the transfer.

4. All the allowances should be checked from the system to verify if there is any

need to change the allowances.

5. Transfer Chit will be issued to the staff (Refer to Appendix)

6. Transfer details will be informed to all the concerned depts.

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9. TRAINING DEVELOPMENT

1. Training programs (short training) are conducted based on various

requirements of STO departments.

2.

Development programs are organized in consultation with relevant HOD andbased on the approved budget.

3. Every year a training & development budget will be prepared in consultation

with all the departments.

4. Service bond details are in staff handbook.

5. Courses are also awarded to individual staff once approved by Head of

Department and Managing Director.

6. All courses should be approved by Managing Director

9.1 Long Term Courses (Local)

All the long term courses will be announced throughout STO, if there is no

qualified candidate or interested candidate, then it will be announced to public.

1. Announce the courses.

2.

Reviewing the application forms.

3. Selecting candidates for the courses through scholarship committee.

4. Send selection letter.

5. Application form to the institute, together with relevant documents.

6. Send course fees and other fees to Institute through Finance department.

7. Signed service bond contract

8.

Issue study leave chit.

9. Record and maintain attendance records and results

9.2 Short Term Training (Local)

1. Short training programs are conducted based on various requirements of STO

departments.

2. Departments will select the staffs and inform HRD

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3. Application form to the institute, together with relevant documents will be

submitted.

4. Course related fees to the Institute will be paid through Finance department.

5.

Course agreement will be signed based on the duration.

9.3 Workshop / Seminars

1. Send the information about the seminar / workshop to the relevant

department / outlets.

2. Departments will select the staffs and inform HRD.

3. Application form to the institute, together with relevant documents will be

submitted.

4. Course related fees to the Institute will be paid through Finance department.

5. Course agreement will be signed based on the duration.

6. Feedback form from participants and the workshop organizers.

9.4 In-house Training

1.

Communicate and coordinate with the training centers based on therequirement of STO.

2. Arrange all the stationeries and other needed equipment’s for the training.

3. Pay the course related fees to Institute through Finance department.

4. Arrange refreshment for the participants in coordination with Admin.

5. Record and maintain attendance records.

6.

Feedback form from participants and the workshop organizers.

9.5 Long-term (Overseas)

1. Announce the courses.

2. Reviewing the application forms.

3. Selecting candidates for the courses through scholarship committee.

4.

Send selection letter.

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9.7 STO Board Scholarship

1. Announce the course to the public

2. Selection process through the Scholarship committee

3.

Interview

4. Application form to the Institute, together with relevant documents

5. Application / Registration fee to Institute from Finance department

6. Inform the respective department head of the staff departure dates, if the

staff is working in STO

7. Semester fee

8.

Reserve the seats/ purchase ticket

9. Arrange the transportation from Admin.

10. Allowance ( Stipend ), Departure allowance etc. from Finance department

11. Service bond. (Refer to Staff Handbook Chapter 13)

12. Issue study leave, if the staff is working in STO

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10. ATTENDANCE RELATED

10.1 Absent Notice (Salaam)

1.

For every service year, staff will be given a paid 30 days sick leave quota.(Refer to Staff Handbook Chapter 10)

2. If staff do not inform about sick leave 1 hour before the reporting time to

work, management has the right to mark that day as “No Show”.

3. Those who enter sick leave through Dhoadhi, it will be approved by HOD or

Time Management manager, HR.

4. Those who send sick leave form, it will be approved by their immediate

(Sample of sick leave form in Appendix) supervisor & will be entered in to SAP.

5. Sick leave forms sent will be filed in HR.

6. If a staff has 3 or more no show in a calendar year, management has the right

to terminate the staff.

7. If a staff is absent for 3 days & has not submitted medical documents before

payroll processing date, time admin should notify payroll staff to hold his/her

salary. When the staff submit the relevant documents, inform the payroll staff

to release payroll.

10.2 Annual Leave

1. For every serviced year staff will be issued a 30 day Annual leave Quota. In

case a staff wants a leave before a serviced year, staff can be issued an

advance leave of 5 days for every 60 days served. Yearly quota will be

generated after deducting the advance leave issued.

2.

Those who have access to Dhoadhi, can apply annual leave from Dhoadhi &

once its approved staff will able to see it from Dhoadhi.

3. Those who send annual leave form (Annual Leave form sample in appendix)

will be approved by immediate supervisor.

4. Staff will be able to view annual leave balance from Dhoadhi.

5. HR time admins will be able to view staff annual leave balance from SAP (info

type 2006).

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6. If leave application form is used, it will be approved by their immediate

supervisor & HOD. HR time admin will issue the leave from SAP (info type

2001).

7.

If the staff do not have access to Dhoadhi, Leave Chit will be issued.

8. If the staff taking the leave is a supervisor who approves OT/ Clock in / out

corrections, time admin should inform the received delegation details to

OM/PA manager, HR

9. If a staff returns from leave before the return date, time admins should be

notified by the staff or immediate supervisor & necessary changes from SAP

should be done by the time admin.

10.3 Family Responsibility Leave

1. Family Responsibility Leave can be given for a maximum of 10 days. This leave

can be issued if the staff submit medical document of the immediate family

(Refer to Staff Handbook chapter 9). If staff wants to take Family responsibility

for any other reason, by looking into the seriousness of the issue Management

has the right to approve the leave. All Family responsibility requests will be

approved by the immediate supervisor.

2.

HR time admin will issue the leave from SAP (info type 2001).

3. Once the leave is issued, those staff who have Dhoadhi access will be able to

view from Dhoadhi. A leave chit will be issued to those staff who do not have

Dhoadhi access.

4. If the staff taking the leave is a supervisor who approves OT / Clock in & out

corrections, time admin should inform the received delegation details to

OM/PA manager, HR.

5. If a staff returns from leave before the return date, time admins should be

notified by the staff or immediate supervisor & necessary changes from SAP

should be done by the time admin.

10.4. No Pay Leave

1. Condition for no pay leave is addressed on the staff handbook (Refer to Staff

Handbook Chapter 9)

2.

All No Pay leave requests should be approved by immediate supervisor.

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3. HR time admins will send a letter mentioning the consequences involved in

taking no pay leave.

4. Time Admin will issue the leave from SAP system (info type 2001)

5.

Leave chit will be issued to the staff.

6. PA admin have to delimit STORC allowance from the system affective from no

pay leave.

7. Before reporting to work, No pay staff has to request to return to work, PA

admins will check the position availability & if position is available time admin

will proceed with their request and if the position is occupied PA admin will

reply to the staff.

8.

If the staff returns back to work, PA admins have to maintain STORC allowance

from the return date.

9. When and where it’s necessary, staff back to work info will be mailed to

relevant departments. If a training related no pay, it will be informed by the

training Admin of HR, in other cases it will be informed by the Time Admin.

10.5. Study Leave (Pay Leave)

1.

Staff has to work in STO for 5 years to be eligible for pay leave (Refer to Staff

Handbook Chapter 13 )

2. Study leave request will be approved by executive committee or HRD or other

relevant committee.

3. Before finalizing the leave, it must be passed for MD’s approval.

4. Leave will be issued from SAP system (info type 2001)

5.

Leave chit will be issued to the staff

6. Study leave agreement will be signed by the staff & HOD of HR.

7. When the staff returns from leave it will be informed to the relevant parties

by the Training admin.

10.6 Maternity Leave

1. Maternity leave can be given for a maximum of 60 days. (Refer to Staff

Handbook Chapter 9)

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2. Leave will be issued from the SAP system (info type 2001)

3. Leave chit will be issued to the staff

10.6.1 Pre-Maternity Leave

Pre-Maternity Leave Pre-maternity leave can be given for a maximum of 28

days before child-birth. During this period staff will not be eligible for any kind

of pay from STO. This leave will not be included in the 60 days of Maternity

Leave.

10.6.2 Post-Maternity Leave

Post-maternity leave can be given for a maximum of 28 days after child-birth.

During this period staff will not be eligible for any kind of pay from STO. This

leave will not be included in the 60 days of Maternity Leave.

10.7 Parental Leave

1. Parental leave is eligible upon adoption of a child less than a year old. (Refer to

Staff Handbook Chapter 9)

2. A legal document related to adoption must be submitted when applying for leave.

3. Parental leave is provided for a maximum of 60 days. Staff must apply for this leave

before the child turns 01 year old.

4. Parental leave is provided for female staffs.

10.8 Paternal Leave

1. Paternal Leave can be given for a maximum of 3 days (Refer to Staff Handbook

Chapter 9)


3.

Leave Chit will be issued upon to the staff upon request.

10.9

Circumcision Leave

1. Circumcision Leave can be given for a maximum of 5 days (Refer to Staff Handbook

Chapter 9)


3. Leave Chit will be issued to the staff upon request.

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10.10 Pilgrimage (Hajj) leave

1. 40 days are eligible for those staff residing in islands, the rest of the staff 30 days.


2.

Pilgrimage leave will be eligible to staff in every 5 years.3. Leave will be issued from the SAP system (info type 2001)

4. Leave Chit will be issued to the staff upon request.

10.11 Release

1. A staff can be released only after the approval from the head of department. (Refer

to Staff Handbook Chapter 27)

2.

Release will be issued from SAP (info type 2002)

3. Release Chit will be issued the staff.

10.12 Late

1. If a staff is late, basic salary will be deducted as per Staff Hand Book. (Refer to Staff

Handbook Chapter 10)

2. Management has the right to mark the day as “No show” if a staff’s late duration

is more than 50% of his duty.

10.13 Time Correction

1. Staff who have access to Dhoadhi can do their time correction from Dhoadhi Time

Sheet within three days of the date.

2. Staff who do not have Dhoadhi access, should send their time correction request

manually with immediate supervisor approval. This will be manually entered to SAP

(info type 2011) by HR time admin.

3. Time Corrections will be approved by immediate supervisor.

10.14 Attendance Related Reports

Attendance reports will be sent for staff confirmation, monthly, in 6 months &

yearly.

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10.15

Attendance Appreciation Letter/Certificate

10.15.1 Attendance Letters.

Attendance Letters will be sent for the staff:-

a. Every three months of the calendar year

b. Every six months of the calendar year

c. Every nine months of the calendar year

10.15.2 Attendance Certificate

Attendance certificate is given to those who have 0 records attendance for

the calendar year

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11. STAFF IDENTIFICATION CARD

11.1 New Card.

1.

When new staff is employed a Staff Identification card will be issued.

2. After the card is issued, IT department will be notified by a mail for card activation.


3. Once the card is activated card number will be maintained in SAP (info type P50)

4. Staff cards dispatched will be documented by HR.

11.2 Card Renewal

1.

Card is renewed if a staff ’s post if changed or damaged, card is lost or the staffwants to change the photo.

2. New card details will be mailed to IT department for card activation & ICT will

de-activate the old card.

3. Once the card is activated card number will be maintained in SAP (info type

P50)

4. If the staff ID has been damaged by staff ’s irresponsibility or lost, he/she will

be fined.

11.3 Terminated Staff Card

Once staff termination detail is received, it will be mailed to ICT for de-activation.

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12. CAUTIONS

Before giving a caution to a staff, supervisor or HOD must consult with HRD or

email the case to HRD to check the staff caution history.

12.1 Verbal

1. First caution given to any staff will be verbal caution( depending on the

situation State Trading Organization has right to take other action)

2. The first caution given to any staff must be a verbal caution (depends on the

situation)

3. When a caution is given verbally, a form will be filled by supervisor and will be

send to HRD. (Refer to Appendix)

4. It will be entered to SAP (Grievance).

5. Copy of verbal caution will be filed in the personal file.

12.2 Written Caution / Warning / Final Written Warning.

1. Written caution or warning is given, based on information given from

department Head or Supervisor.

2.

All the information should be sent by an email or by a written document with

the approval of the head of department.

3. Written caution should be in a letter format or a caution form.

4. And will be entered to SAP (grievance) after staff signature.

5. After giving a written caution, a copy of caution will be send to Head of

department and the supervisor.

6. Copy will be filed in the personal file.

12.3 Suspend

1. Suspend the staff based on the information received from HRD, relevant

department or grievance committee or any other committee of STO.

2. To inform the staff about suspension, give a letter by mentioning suspension

period and details.

3.

De-Activate the staff card for the suspension period.

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4. Enter the suspension details to the SAP (grievance)

5. Send a copy of suspension letter to the staff ’s supervisor and Head of the

Department.

6.

Copy of suspension letter will be filled in personal file.

7. Monitor the suspension period and activate the staff card if the staff returns

from suspension.

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13. TERMINATION RESIGNATION

8. Staff should give one month notice if resigning from STO.

9. When a department wants to dismiss an staff, HRD will check whether all the

appropriate actions have been taken

10. Before termination HRD will do a clearance (STO clearance sheet) from

respective departments.

11. Before processing the Termination, details of the terminated staff will be sent

for MD’s approval.

12. Termination Slip will be issued

13. Full & final payment must be processed within 7 days of termination date.

14. Finance department will contact staff regarding the pending payments.

15. Once payment is processed PA staff must close the staff personal file.

16. An exit interview will be conducted for every outgoing staff, except in case of

dismissal.

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14. FOREIGN STAFF

14.1 Foreign Staff Recruitment Procedure

1.

Receiving the initial request from Department as Manpower Indent Form withHead of Department signature & Managing Director.

2. Manpower indent form will be received by the PA Supervisor/ Manager.

3. Manpower indent form number will be given by the PA Supervisor / Manager,

Indent numbers are issuing from Man Power Indent Log sheet, which will be

managed by PA supervisor.

4. STO will request the Recruiting Agency to get the candidate as specified in the

manpower indent form. (Job responsibility and necessary qualification,

experience and skills).

5. STO will provide the sponsor letter & forms with approved signature.

6. Agency will locate candidate.

7. Agency will provide the required documents (A copy of passport / if

professional copy of Educational Certificates are required.) to STO HRD.

8.

The documents (Copy of Passport, Letter of Appointment, and PassportArrival Stamp, Experience Letter) will be uploaded to immigration online

portal to attaint new employment approval.

9. The passport copy that is provided by the agency should have agency stamp

or shall be forwarded from an official email of the agency.

10. For Employment approval the following documents must be submitted

Copy of Passport

Letter of appointment Experience Letter

Passport size photo.

11. All the Documentation will be uploaded to Expat online through Expat User

account (this is endorsed by STO board resolution to STO staff)

12. Documents required for VISA includes Work Permit Copy and Insurance Copy.

13. Once the Employment approval is issued the expatriate can come to Maldives.

When the person arrives in Male’ he will be received by Agency and brought

to STO staff quarters.

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14. STO will do an induction within 1 week of his arrival and employment slip and

staff ID card will be issued. Also the staff will be introduced to the worksite.

15. Within 3 months staff will be evaluated & contract will be signed.

16.

If the staff fails to complete his probation period of three months, agency will

send back him without any charge to STO. This should be informed to the

agency within the first three months.

14.2 Once the Staff Arrive to Maldives

1. A medical checkup of the staff will be done.

2. Visa fee should be paid within 15 days of arrival. If not paid within 15 days a

fine of MVR 10 per day will be incurred. Visa fee of MVR 250 per month canbe paid up to the validity of work permit. It can only be paid for 3, 6, 9 or 12

months.

3. Insurance cover for the staff should be taken.

4. Apply for work visa card.

14.3 Renewal

1.

Work permit renewal – It can be applied for renewal within 3 months of

expiration.

2. Work visa fee can be paid once Work permit is renewed. Visa fee will incur

fine if not paid within the expiration time.

3. Work visa card renewal – Work visa card can be renewed up to the validity of

work permit. To renew the work visa card work visa fee should be paid for at

least one month period.

4.

Documents required for Work Permit Application Form includes Passport

Copy, Passport Size Photo and Contract of Employment.

5. To renew the passport, STO should inform the staff 2 months before the

expiry date.

6. All the expenses are borne by the staff.

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14.4 Lost Work Permit Card

1. All expenses to make the new card will be paid by the staff.

2. STO have to submit stamp size photo, work permit original, passport copy.

14.5 Cancellation of Work Permit

1. When the staff resigned or STO terminate a staff work permit cancellation

form has to be submitted together with termination slip, with

acknowledgement sheet from the staff, ticket copy, and work permit original.

2. Work permit cancellation form has to be submitted.

14.6 Contract of Foreign Staff

1. All the semi/ unskilled workers contract are signed for 2 years, from the day

of arrival to Male’.

2. Contract will be renewed for every 2 year.

3. Before the renewal of contract, HRD will consult with the relevant

departments whether to dismiss or to renew.

4. Retirement age of unskilled (odd jobbing) foreign laborers are 50 years of age.

14.7 Leave Ticket of Foreign Staff

1. After working for 2 years the staff is eligible for 30 days leave with return

ticket from STO.

2. After working for 1 year the staff is eligible for 30 days leave without return

ticket from STO.

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APPENDIX

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............................................. :

........................................................ :... ........ :..............................

:................................................... :..........................................

...................................... :......... :..............................................

...................................... :.... :...............................................

............................................................................................................ :

.....................................................: :..............................................

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...................................... :

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......................................... : ................................:.................

........................................... : ............................:...................

...................................... : ..........................:.....................

*

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................. :....................................

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HR Department

1. GCE O’ Level

Start Date ___/___/_____ End Date ___/___/_____ School / Institute _______________________

2. GCE A’ Level

Start Date ___/___/_____ End Date ___/___/_____ School / Institute _______________________

Name: __________________________________Applied Post: _______________________________

Other Qualifications: * If you need further space please use an extra page.

A. Certificate

Course Name: ____________________________________ Institute / College: ________________

Start Date: __/__/_____ End Date: __/__/_____ MQA Accredited Level : ____________________

B. Diploma



C. Advance Diploma



D. Degree



E. Masters



Previous employment at STO:

Post Held: _______________________________ _____ From: __/__/____ To: __/__/___

Please provide the previous employment records.

STATE TRADING ORGANIZATION PLC.

Education Qualification

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a

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ޝޭިަނ ނަޯ

ޑޭްިންގ

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ނާް: ނަސ ނަު ޮނ ންަާިްޓ ޑ ރާްެ އޭަެ ެެަުު ނެެް ަސ ުުަަް ދިނ

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150

300

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3 0002 3

3 00010 00010

0008 00050

0006 9997 00045

5004 9996 00040

5003 4994 00030

6202 4993 00020

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01 150 02 500 03 500 04 500 05 250 06 250 07 250 08 200 09 200 10 150

300

250

65

65

55

45

15

35

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........

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Remarks:

……………

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STATE TRADING ORGANIZATION PLC

MALE’, REPUBLIC OF MALDIVES

QUALIFICATION ALLOWANCE CHIT

Chit No. QUAL.ALLOWANCE SLIP-933/2015

Date 23.05.2015

Staff Code 0000XXXX

Name AAAAAAAA

Permanent Address -

XXXXXXX

GA.DHAANDHOO

Current Address -

MA.XXXXXXX

K.MALE'

Personnel Subarea Head Office

Org. Unit TRAINING AND EVALUATION

Job / P.S.G ASSISTANT MANAGER GR.1

Position ASST MGR- PAYROLL MGT-HR

Allowance Name Professional Allowance

Basic Salary 5,610.00

Allowance Percent 40

Allowance Amount 2,244.00

Effective Date 01.05.2015

Remarks Bachelor of Business Administration

Qualification allowance has been allocated as stated above.

AHMED SHIFAN

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EMPLOYMENT SLIP

Chit No. EMPLOYMENT SLIP-753/2015

Date 29.03.2015

Staff Code 0000XXXX

Name AAAAAAA

National ID No. AXXXXXX

Permanent Address - XXXXXX

B.XXXXXXX

Current Address -

.XXXXXXXX

B.XXXXXX

Employee Group Contract

Employee Subgroup Trainee

Personnel Subarea Pharmacy(SR76)Org. Unit BA.GOIDHOO PHARMACY(SR76)-MS

Job / P.S.G ASST. SALES REP. GR.1

Position ASST SALES REP-PHARMACY(SR76)-MS

Basic Salary 3,380.00

Allowances Food & Hardship Allowance 1,750.00

Time Allowance 200.00

Overtime Allowance 528.13STORC Deduction 10.00

Employee Pension Ded. 236.60

Employed Date 29.03.2015

Confirmation Date -

Remarks -

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RELOCATION SLIP

Chit No. RELOCATION SLIP-909/2015

Date 12.02.2015

Staff Code 0000XXXX

Name AAAAAAAAA

Permanent Address -

DHAFTHARU NO RS 8752

K.MALE'

Current Address -

M XXXXXXXXXX - 4TH FLOOR

K.MALE'

Present

PSA Fuel DC

Org. Unit TECHNICAL & SUPPORT-FDC-LGS

Job / P.S.G SECURITY OFFICER GR.2Position SECURITY-TECH&SPRT-FDC-LGS

New

PSA Thilafushi DC

Org. Unit TECHNICAL DIVISION 1- FL&S

Job / P.S.G SECURITY OFFICER GR.2

Position SECURITY-TECHNICAL DIVISION1-FL&S

Effective Date 03.02.2015

Reason for Relocation Reorganization

Remarks with ref no: C-7/2012

Please be advised of the changes as stated above.

AHMED SHIFAN

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State Trading Organization PLCMale', Maldives.

SALARYSLIP(Month), 2015

Page: 1

Staff Details

Staff Code

Name

Designation

Department

Worksite

Details

A.Payments

Basic Salary

Food & Hardship Allowance

Long Service Allowance

Time Allowance

Mobile Allowance

Dhonna Faisaa

Step Increment Step1

Step Increment Step 2

Professional Allowance

Technical Allowance

Non-Practicing Allowance

Overtime Allowance

Overtime Normal

Overtime Public Holiday

Extra Working Day Allowance

Attendance Allowance

Total xxxxxxxx

B.Retro Payments

Overtime Normal

Overtime Public Holiday

Extra Working Day Allowance

Attendance allowance

Total xxxxxxx

C.Deductions

STORC DeductionLate Deduction

Staff Loan Deduction

Credit Scheme Deduction

Fine

Employee Pension Ded.

Total xxxxxx

D.Retro Deductions

Total xxxx

Net Amount [(A+B)-(C+D)] xxxxxxxx

STO Pension Contribution xxxxx

Account Details

xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx

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State Trading Organization Plc.

ޗ ުއްޓީއަށްއެދ ޭ ފ މރޯްLeave Application form

Details of Applicant ީލު ޗ ުއްޓީއށަް އެދ ޭފ ަރ ާތ ގުެ ަފތ ްސ

ކޑޯް ސްޓާފ ް Staff Code

ތ ާރ ޚީްDate

ނ ަނ ްName

މަޤމާުDesignation

ތ ަނ ްމަސައްކަތ ްކުރ ާ Department / Worksite

އެޑްރ ސެްމިހާރ ގުެ Current Address

ތަ ޞްފީލ ް ޗ ުއްޓގީެ / Leave Details ޗ ުއޓްީ ނ ގަާކުރ ިނ ްވިހެއުމގުެ /Pre-Maternity ޗ ުއޓްީއަހަރ ީ /Annual Leave ޒިނ މްާއާއިލ ީ /Family responsibility

ޗ ުއޓްީވިހެއުމގުެއަނ ްހެނ ުނ ް /Paternity Leave

ޗ ުއޓްީހައޖްު /Pilgrim Leave

ޗ ުއޓްީވިހެއުމގުެ /Maternity Leave

ޗ ުއޓްީވިހެއުމގުެ ފ ަހުނ ް ނ ގަާ /Post- Maternity ދ ަތ ުރުއޮފ ސީް /Office Trip

ޗ ުއޓްީޚިތ ާނ ު /Circumcision Leave

ޓްީ ނ ުލ ބިޭމުސާރ ަ ޗ ުއ /No Pay Leave

ބު: ސބަައެދ ޭ ޗ ުއްޓީއށަް

ެންހަނ ުން ުއޗޓްީ ނ ަގާކުރ ިންވިއެުހގުެމ ުއޗޓްީިނޒ މްާ)އާއިލ ީ ާނތި ު ޗު ޓްީއ ަގާނވިހެއުމށަްހަުފ ޗު ޓްީއއެހިުވގުެމއ ހަށަޅާނ ީަށއެދއް ި ުއޗޓްީޚ ޓްކަރ ުހ ްފޓިެ ޓެްކޮޑ ގުަކވެއެ(ލ ިޔ ުން ކަތއާިއެވްނެހސެް ނ ުވަތ ަ ސ ެއ

ތ ާރ ޚީްފ ށެޭ Start Date

މުއްދ ަތ ުDuration

ސއޮިފ ަރ ާތ ގުެއެދ ޭ ޗ ުއްޓީއށަް

:......................ތ ާރ ޚީްApplicant/ Date

ސއޮި ސުޕ ަވައިޒގރަެއިމީޑިއޓެް

:.............ތ ާރ ޚީްImmediate Supervisor/ Date

.ދ ޫކުރ ުމުނ ްނ ވެެ ޗ ޓިް ޗ ުއޓްީދ ެވޭނ ީ ޗ ުއްޓީއށަްއަދ ި.ހުށަހަޅަނ ްވާނ ެއވެެމިފ މރޯްދ ުވަސްކުރ ިނ 41ްދ ުވަހގުެބޭނ ުނ ވްާ ޗ ުއޓްީTHIS FORM SHOULD BE SUBMITTED 14 DAYS PRIOR TO THE COMMENCEMENT OF LEAVE

STAFF MAY GO ON LEAVE ONCE THE LEAVE CHIT IS ISSUED

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