بِسمِ اللہِ الرَّحمٰنِ الرَّحِيم شُروع اَللہ کے پاک نام سے جو بڑا مہر بان نہايت رحم والا ہے ۔

Employee Appointment Process

Section I

Section II

Forms to be filled

Applicant Consent - Form Filling
I/We hereby confirm that the information provided herein is accurate, correct, and complete and that the documents submitted along with this application form are genuine. I undertake to inform KOT Enterprises (Private) Limited in writing of any changes to the information already provided and to update the information on this form whenever requested to do so by the Company.
EMPLOYEE NON-DISCLOSURE AGREEMENT
Please read all the policy statement carefully. digitally signing it will be equivalent to signing it. for the period of time, its applicable.
This EMPLOYEE NON-DISCLOSURE AGREEMENT, hereinafter known as the “Agreement”, is entered into between Employee and KOT Enterprises (Private) Limited (“Company”), collectively known as the “Parties” as of the (the “Effective Date”).

Article I: Scope of Agreement

This Agreement acknowledges that certain confidential information, trade secrets, and proprietary data (hereinafter defined and referred to as “Confidential Information”) of or regarding the Company may be discussed between Employee and the Company (hereinafter known collectively as the “Parties”). The provisions set forth in this Agreement define the circumstances in which the Employee can and cannot disclose Confidential Information, and include the remedies, penalties and lawful action the Company may take should such information be used or disclosed by Employee. Both Parties agree that it is in their best interests to protect the Company’s Confidential Information, and that the terms of this Agreement create a bond of trust and confidentiality between them. In consideration of Employee’s commencement of employment, or continued employment with the Company, the Parties agree as follows:

Article II: Confidential Information

A. Definitions.

Confidential Information is any material, knowledge, information and data (verbal, electronic, written or any other form) concerning the Company or its businesses not generally known to the public consisting of, but not limited to, inventions, discoveries, plans, concepts, designs, blueprints, drawings, models, devices, equipment, apparatus, products, prototypes, formulae, algorithms, techniques, research projects, computer programs, software, firmware, hardware, business, development and marketing plans, merchandising systems, financial and pricing data, information concerning investors, customers, suppliers, consultants and employees, and any other concepts, ideas or information involving or related to the business which, if misused or disclosed, could adversely affect the Company’s business.

B. Exclusions.

For the purposes of this Agreement, information shall not be deemed Confidential Information and the Employee shall have no obligation to keep it confidential if: (i) the information was publicly known; (ii) the information was received from a third party not subject to the restrictions of this Agreement and becomes available to Employee through no wrongful act or breach of Agreement on their part; or (iii) the information was approved for release by Employer through written authorization.

C. Period of Confidentiality. (Check One)

D. Limitations.

Employee shall limit access to Confidential Information to individuals on a strictly need-to-know basis, involving only those who are carrying out duties related to the Company and its business. Individuals under the Employee’s command (affiliates, agents, consultants, representatives and other employees) are bound by and shall comply with the terms of this Agreement.

E. Ownership.

All repositories of information containing or in any way relating to Confidential Information is considered property of the Employer. The removal of Confidential Information from the Company’s premises is prohibited unless prior written consent is provided by the Company. All such items made, compiled or used by the Employee shall be delivered to the Employer by Employee upon termination of employment or at any other time as per the Employer’s request.

Article III: Inventions

A. Prior inventions.

Any inventions created or conceptualized by the Employee prior to signing the Agreement are excluded from the provisions herein.

B. Ownership of Inventions.

Inventions constructed while under the Company’s employment are the sole property of the Company except those described under subsection (C.) of this section.

C. Personal Inventions.

Inventions developed by Employee on their own personal time not constructed on Company property, and that were not created using any Company materials, equipment, technology or information, are exempt from the provisions of the Agreement.

Article IV: Entire Agreement

A. Previous Agreements.

This Agreement constitutes the entire agreement and the signing thereof by both Parties nullifies any and all previous agreements made between Employer and Employee.

B. Modifications and Amendments.

No modifications, amendments, changes or alterations can be made to the Agreement unless in writing and signed by authorized representatives of both Parties.

C. Successors and Assigns.

This Agreement shall be binding upon the successors, subsidiaries, assigns and corporations controlling or controlled by the Parties. The Company may assign this Agreement to any party at any time, whereas Employee is prohibited from assigning any of their rights or obligations in the Agreement without prior written consent from Company.

Article V: Nature of Relationship

A. Non-contract

The Agreement does not constitute a contract of employment, nor does it guarantee continuing employment for the Employee.

B. Non-partner.

The Agreement does not create a partnership or joint venture between Company and Employee. Any financial arrangements made between both Parties shall not be included in this Agreement but must be disclosed in a separate document.

Article VI: Severability

Any provision within the Agreement (or any portion thereof) deemed invalid, unlawful or otherwise unusable by a court of law shall be dissolved from the Agreement and the remainder of the Agreement shall continue to be enforceable. A severed provision shall not alter the integrity of the Agreement, and the terms set forth in any severed provision shall be construed in such a way as to interpret the purpose for which it was drafted.

Article VII: Governing Law

This Agreement shall be governed in accordance with the laws of the State of Pakistan & US.

Article VIII: Immunity

Disclosing Confidential Information to an attorney, government representative or court official in confidence while assisting or taking part in a case involving a suspected violation of law is not considered a breach of this Agreement. Should the Employee be required to disclose Confidential Information by law, the Employee shall provide Employer with prompt notice of such request.

Article IX: Breach of agreement

A. Cause for Action

Employee understands that the use or disclosure of any Confidential Information may be cause for an action at law in an appropriate court of the any State of the United States & Pakistan, or in any federal court, and that the Employer shall be entitled to an injunction prohibiting the use or disclosure of the Confidential Information.

B. Indemnification.

Employee understands and agrees that if the use or disclosure of Confidential Information by them or any affiliate, employee or representative of the Employee causes damage, loss, cost or expense to the Company, the Employee shall be held responsible and shall indemnify the Company.

C. Injunctive Relief.

The Employee understands and agrees that the use or disclosure of Confidential Information could cause the Company irreparable harm and the Company has the right to pursue legal action beyond remedies of a monetary nature in the form of injunctive or equitable relief. This may be in addition to any other remedy, penalty or claim the law can provide.

D. Notice of Unauthorized Use or Disclosure.

Employee is bound by this Agreement to notify the Company in the event of a breach of agreement involving the dissemination of Confidential Information, either by the Employee or a third party, and will do everything possible to help the Company regain possession of the Confidential Information.

Article X: Prevailing party

In a dispute arising out of or in relation to this Agreement, the prevailing party shall have the right to collect from the other party its reasonable attorney fees, costs and necessary expenditures. IN WITNESS WHEREOF, the Parties hereto agree to the terms of this Agreement and signed on the dates written below.
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Equal Opportunity Employer Statement
Please read all the policy statement carefully. digitally signing it will be equivalent to signing it. for the period of time, its applicable.

Agreement Policy:

KOT Enterprises (Private) Limited is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, training, and apprenticeship. KOT Enterprises (Private) Limited makes hiring decisions based solely on qualifications, merit, and business needs at the time.
Approved by Noor Ahsan, Program Manager.
Approved by Meeran Nasir, Chief Executive Officer.
Sign here. (Applicant)
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Personal Information Form

Personal Information

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Office Information

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Emergency Contact

Background Check Authorization Form
Please read all the policy statement carefully. digitally signing it will be equivalent to signing it. for the period of time, its applicable.

Agreement policy :

I understand that by affixing my signature to this form, I am giving KOT Enterprises (Private) Limited full consent to conduct a background check to confirm my identity, current address, and previous employment. I also understand that this is necessary if I wish to meet all of the criteria for any job position at KOT Enterprises (Private) Limited, and that a successful background check is not a guarantee of employment. I agree that KOT Enterprises (Private) Limited may contact my references, previous employers, and any applicable third party to confirm all of the details that have been included in my application.
Signature
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Request form for the employment card
Please read all the policy statement carefully. digitally signing it will be equivalent to signing it. for the period of time, its applicable.
To, Ms. Noor Ahsan Program Manager, KSP KOT Enterprises (Private) Limited Lahore Pakistan

Subject: Request for Issuing New Employee ID Card

Dear Program Manager I, [Employee Name], have newly joined KOT Enterprises (Private) Limited and I am writing this letter to request you to please issue me the employee identity card. My employee ID is [Employee ID] and I have joined as [Employee Designation] Kindly issue me my employee ID card as soon as possible.
Thanking in anticipation. Regards

Global Policies to be signed

Applicant Consent - Global Policies
I/We hereby confirm that the information provided herein is accurate, correct, and complete and that the documents submitted along with this application form are genuine. I undertake to inform KOT Enterprises (Private) Limited in writing of any changes to the information already provided and to update the information on this form whenever requested to do so by the Company.
At-Will Statement Policy



At-Will Statement Policy

Nothing contained in this Procedure is intended to nor does it create a contract of employment for any specific duration. I understand and agree that my student partner status can be terminated with or without cause and with or without notice at any time at the option of either me or the company. I understand that no employee of the company has the authority to enter into any agreement for employment for any specified period of time or to make any agreement contrary to the foregoing.


Approved by Noor Ahsan, Program Manager.
Approved by Meeran Nasir, Chief Executive Officer.

Approved by Noor Ahsan, Program Manager.
Approved by Meeran Nasir, Chief Executive Officer.




I understand all the terms and conditions that are stated above, I assure to work under the guidelines that are subjected above. I accept the Policy Terms & Conditions

Antiharassment Policy and Complaint Procedure includes Dating Consensual Relationship Policy Provision

2-Antiharassment Policy and Complaint Procedure includes Dating Consensual Relationship Policy Provision


Objective

KOT Enterprises (Private) Limited strives to create and maintain a work environment in which people are treated with dignity, decency and respect. The environment of the company should be characterized by mutual trust and the absence of intimidation, oppression and exploitation. KOT Enterprises (Private) Limited will not tolerate unlawful discrimination or harassment of any kind. Through enforcement of this policy and by education of employees, KOT Enterprises (Private) Limited will seek to prevent, correct and discipline behavior that violates this policy.


All employees, regardless of their positions, are covered by and are expected to comply with this policy and to take appropriate measures to ensure that prohibited conduct does not occur. Appropriate disciplinary action will be taken against any employee who violates this policy. Based on the seriousness of the offense, disciplinary action may include verbal or written reprimand, suspension, or termination of employment.


Managers and supervisors who knowingly allow or tolerate discrimination, harassment or retaliation, including the failure to immediately report such misconduct to human resources (HR), are in violation of this policy and subject to discipline.


Prohibited Conduct Under This Policy

KOT Enterprises (Private) Limited, in compliance with all applicable federal, state and local anti-discrimination and harassment laws and regulations, enforces this policy in accordance with the following definitions and guidelines:


Discrimination


It is a violation of KOT Enterprises (Private) Limited's policy to discriminate in the provision of employment opportunities, benefits or privileges; to create discriminatory work conditions; or to use discriminatory evaluative standards in employment if the basis of that discriminatory treatment is, in whole or in part, the person's race, color, national origin, age, religion, disability status, sex, sexual orientation, gender identity or expression, genetic information or marital status. Discrimination of this kind may also be strictly prohibited by a variety of federal, state and local laws, including Title VII of the Civil Rights Act of 1964, the Age Discrimination Act of 1967 and the Americans with Disabilities Act of 1990. This policy is intended to comply with the prohibitions stated in these anti-discrimination laws. All the policies of the states, Agencies that comply to the rules and regulation acts being formulated by Government of Pakistan are in compliance to the policy. Discrimination in violation of this policy will be subject to disciplinary measures up to and including termination.


Harassment


KOT Enterprises (Private) Limited prohibits harassment of any kind, including sexual harassment, and will take appropriate and immediate action in response to complaints or knowledge of violations of this policy. For purposes of this policy, harassment is any verbal or physical conduct designed to threaten, intimidate or force an employee, co-worker, or any person working for or on behalf of KOT Enterprises (Private) Limited.


The following examples of harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:

  • ⦁ Verbal harassment includes comments that are offensive or unwelcome regarding a person's national origin, race, color, religion, age, sex, sexual orientation, pregnancy, appearance, disability, gender identity or expression, marital status or other protected status, including epithets, slurs and negative stereotyping.
  • ⦁ Nonverbal harassment includes distribution, display or discussion of any written or graphic material that ridicules, denigrates, insults, belittles or shows hostility, aversion or disrespect toward an individual or group because of national origin, race, color, religion, age, gender, sexual orientation, pregnancy, appearance, disability, sexual identity, marital status or other protected status.

Sexual harassment

Sexual harassment is a form of unlawful employment discrimination under Title VII of the Civil Rights Act of 1964 and is prohibited under KOT Enterprises (Private) Limited's anti-harassment policy. According to the Equal Employment Opportunity Commission (EEOC), sexual harassment is defined as "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to or rejection of such conduct is used as the basis for employment decisions or such conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment." Sexual harassment occurs when unsolicited and unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature:

  • ⦁Is made explicitly or implicitly a term or condition of employment.
  • Is used as a basis for an employment decision.
  • Unreasonably interferes with an employee's work performance or creates an intimidating, hostile or otherwise offensive environment.

Sexual harassment may take different forms. The following examples of sexual harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:

  • ⦁ Verbal sexual harassment includes innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions, lewd remarks and threats; requests for any type of sexual favor (this includes repeated, unwelcome requests for dates); and verbal abuse or "kidding" that is oriented toward a prohibitive form of harassment, including that which is sexual in nature and unwelcome.
  • Nonverbal sexual harassment includes the distribution, display or discussion of any written or graphic material, including calendars, posters and cartoons that are sexually suggestive or show hostility toward an individual or group because of sex; suggestive or insulting sounds; leering; staring; whistling; obscene gestures; content in letters, notes, facsimiles, e-mails, photos, text messages, tweets and Internet postings; or other forms of communication that are sexual in nature and offensive.

Sexual harassment


Sexual harassment is a form of unlawful employment discrimination under Title VII of the Civil Rights Act of 1964 and is prohibited under KOT Enterprises (Private) Limited's anti-harassment policy. According to the Equal Employment Opportunity Commission (EEOC), sexual harassment is defined as "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to or rejection of such conduct is used as the basis for employment decisions or such conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment."


Sexual harassment occurs when unsolicited and unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature:


  • Is made explicitly or implicitly a term or condition of employment.
  • Is used as a basis for an employment decision.
  • Unreasonably interferes with an employee's work performance or creates an intimidating, hostile or otherwise offensive environment.

Sexual harassment may take different forms. The following examples of sexual harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:

  • Verbal sexual harassment includes innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions, lewd remarks and threats; requests for any type of sexual favor (this includes repeated, unwelcome requests for dates); and verbal abuse or "kidding" that is oriented toward a prohibitive form of harassment, including that which is sexual in nature and unwelcome.
  • Nonverbal sexual harassment includes the distribution, display or discussion of any written or graphic material, including calendars, posters and cartoons that are sexually suggestive or show hostility toward an individual or group because of sex; suggestive or insulting sounds; leering; staring; whistling; obscene gestures; content in letters, notes, facsimiles, e-mails, photos, text messages, tweets and Internet postings; or other forms of communication that are sexual in nature and offensive.
  • Physical sexual harassment includes unwelcome, unwanted physical contact, including touching, tickling, pinching, patting, brushing up against, hugging, cornering, kissing, fondling, and forced sexual intercourse or assault.

Courteous, mutually respectful, pleasant, noncoercive interactions between employees that are appropriate in the workplace and acceptable to and welcomed by both parties are not considered to be harassment, including sexual harassment.

Consensual Romantic or Sexual Relationships


KOT Enterprises (Private) Limited strongly discourages romantic or sexual relationships between a manager or other supervisory employee and an employee who reports directly or indirectly to that person, because such relationships tend to create compromising conflicts of interest or the appearance of such conflicts. In addition, such a relationship may give rise to the perception by others that there is favoritism or bias in employment decisions affecting the staff employee. Moreover, given the uneven balance of power within such relationships, consent by the staff member is suspect and may be viewed by others, or at a later date by the staff member, as having been given as the result of coercion or intimidation. The atmosphere created by such appearances of bias, favoritism, intimidation, coercion or exploitation undermines the spirit of trust and mutual respect that is essential to a healthy work environment. If there is such a relationship, the parties need to be aware that one or both may be moved to a different department or other actions may be taken.


If any employee of KOT Enterprises (Private) Limited enters into a consensual relationship that is romantic or sexual in nature with an employee who reports directly or indirectly to that employee, or if one of the parties is in a supervisory capacity in the same department in which the other party works, the parties must notify the HR director or other appropriate corporate officer. Because of potential issues regarding quid pro quo harassment, KOT Enterprises (Private) Limited has made reporting mandatory. This requirement does not apply to employees who do not work in the same department or to parties where neither one supervises or otherwise manages responsibilities over the other.


Once the relationship is made known to KOT Enterprises (Private) Limited, the company will review the situation with human resources in light of all the facts (reporting relationship between the parties, effect on co-workers, job titles of the parties, etc.) and will determine whether one or both parties need to be moved to another job or department. If it is determined that one party must be moved, and there are jobs in other departments available for both, the parties may decide who will be the one to apply for a new position. If the parties cannot amicably come to a decision, or the party is not chosen for the position to which he or she applied, the HR director and senior management will decide which party will be moved. That decision will be based on which move will be least disruptive to the organization as a whole. If no other jobs are available for either party, the parties will be given the option of terminating their relationship or resigning. If they party is not willing to resign then program manager will be the authority to terminate both the parties without any consent.


Retaliation


No hardship, loss, benefit or penalty may be imposed on an employee in response to:

  • Filing or responding to a bona fide complaint of discrimination or harassment.
  • Appearing as a witness in the investigation of a complaint.
  • Serving as an investigator of a complaint

Lodging a bona fide complaint will in no way be used against the employee or have an adverse impact on the individual's employment status. However, filing groundless or malicious complaints is an abuse of this policy and will be treated as a violation.
Any person who is found to have violated this aspect of the policy will be subject to discipline up to and including termination of employment.

Confidentiality


All complaints and investigations are treated confidentially to the extent possible, and information is disclosed strictly on a need-to-know basis. The identity of the complainant is usually revealed to the parties involved during the investigation, and the HR director will take adequate steps to ensure that the complainant is protected from retaliation during and after the investigation. All information pertaining to a complaint or investigation under this policy will be maintained in secure files within the HR department.

Complaint procedure


KOT Enterprises (Private) Limited has established the following procedure for lodging a complaint of harassment, discrimination or retaliation. The company will treat all aspects of the procedure confidentially to the extent reasonably possible.

  • Complaints should be submitted as soon as possible after an incident has occurred, preferably in writing. The HR director may assist the complainant in completing a written statement or, in the event an employee refuses to provide information in writing, the HR director will dictate the verbal complaint. Written complaint is to be submitted at hr@kotstudentpartner.com
  • Upon receiving a complaint or being advised by a supervisor or manager that violation of this policy may be occurring, the HR director will notify senior management referring the case to the city lead which will carry the case to the table of program manager and program manager will be chairing all the committee and discipline cell with CEO and review the complaint with the company's legal counsel.
  • The HR director will initiate an investigation to determine whether there is a reasonable basis for believing that the alleged violation of this policy occurred.
  • If necessary, the complainant and the respondent will be separated during the course of the investigation, either through internal transfer or administrative leave.
  • During the investigation, the HR director, together with higher management legal counsel or other management employees, will interview the complainant, the respondent and any witnesses to determine whether the alleged conduct occurred.
  • Upon conclusion of an investigation, the report summary will be noted by the Human Resource department the HR director or other person conducting the investigation will submit a written report of his or her findings to the company higher management to the program manager office. If it is determined that a violation of this policy has occurred, the HR director will recommend appropriate disciplinary action. The appropriate action will depend on the following factors:

a) the severity, frequency and pervasiveness of the conduct;
b) prior complaints made by the complainant;
c) prior complaints made against the respondent; and
d) the quality of the evidence (e.g., firsthand knowledge, credible corroboration).

If the investigation is inconclusive or if it is determined that there has been no violation of policy but potentially problematic conduct may have occurred, the HR director may recommend appropriate preventive action.


  • Senior management will review the investigative report and any statements submitted by the complainant or respondent, discuss results of the investigation with the HR director and other management staff as appropriate, and decide what action, if any, will be taken.
  • Once a final decision is made by senior management, the HR director will meet with the complainant and the respondent separately and notify them of the findings of the investigation. If disciplinary action is to be taken, the respondent will be informed of the nature of the discipline and how it will be executed.

Alternative legal remedies

Nothing in this policy may prevent the complainant or the respondent from pursuing formal legal remedies or resolution through local, state or federal agencies or the courts.




Approved by Noor Ahsan, Program Manager.
Approved by Meeran Nasir, Chief Executive Officer.




I have read and understood all the points above, hereby I am accepting to comply for the policy within the company, for all the programs and department.



Employee Classification Policy

3-Employee Classification Policy



Purpose


It is the intent of KOT Enterprises (Private) Limited to clarify the definitions of employment classifications so that employees understand their employment status and benefits eligibility. These classifications do not guarantee employment for any specified period of time. The right to terminate the employment relationship at will at any time is retained by both the employee and KOT Enterprises (Private) Limited


Fair Labor Standards Act Job Classifications


All employees are designated as either nonexempt or exempt under state and federal wage and hour laws:


  • Nonexempt employees 

    are employees whose work is covered by the Fair Labor Standards Act (FLSA). They are not exempt from the law's requirements concerning minimum wage and overtime.
  • Exempt employees

     are generally executives, managers, professional, administrative or outside sales staff who are exempt from the minimum wage and overtime provisions of the FLSA. Exempt employees hold jobs that meet the standards and criteria established under the FLSA by the U.S. Department of Labor Along with the Rules and Laws Governed by the Government of Pakistan.

Company Job Classifications


KOT Enterprises (Private) Limited has established the following categories for both nonexempt and exempt employees:


  • Regular full-time employees 

    are not in a temporary status and are regularly scheduled to work the company's full-time schedule. Generally, they are eligible for the full benefits package, subject to the terms, conditions and limitations of each benefit program.
  • Regular part-time employees

     are not in a temporary status and are regularly scheduled to work less than the full-time schedule but at least 25 hours each week. Regular part-time employees are eligible for some of the benefits offered by the company, subject to the terms, conditions and limitations of each benefit program.
  • Temporary full-time employees 

    are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and are temporarily scheduled to work the company's full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.
  • Temporary part-time employees 

    are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and are temporarily scheduled to work less than the company's full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.
  • Special Cases

    remain the employees for the company, these calss are explicitly defined with customized contracts OCE, Interns, KSP’s, Consultants, Business Requisition Holders all fall other the category. For further more details are defined and explained below.
    • On Call Employee’s (OCE)

      This applies to people hired on an as-needed basis for an unspecified period. Employers can extend OCE employment for a maximum of 180 days, after which the head of the employee’s unit must make a formal request for an extension. OCEs cannot take part in a company benefit plan and cannot work for over 600 hours during a 180-day period
    • Interns (I)

      This applies to people working for a specific period for academic or training purposes. Interns cannot take part in company benefit programs.
    • KOT Student Partner (KSP)

      This applies to the people coming with us to enhance the exposure of the industry we will put the effort to bridge the industrial gap. KSP cannot take part in company benefit programs directly, inventions and software project that are developed by them can open their business grounds with us on the projected item.
    • Business Requisition Holders

      This applies to the people that are willing to turns their efforts with us, into business, they are applicable streamline their business efforts with us.


    Approved by Noor Ahsan, Program Manager.
    Approved by Meeran Nasir, Chief Executive Officer.



    I understand all the terms and conditions that are stated above, I assure to work under the guidelines that are subjected above. I accept the Policy Terms & Conditions


Leave/ Vacation Policy

4- Leave and Vacation Policy


Holiday/Vacation Policy


The following sample company policy statements are for holiday leave. Generally, holidays are paid leave with no loss of credit for the employee’s length of service with the company. The policy below mentions Floating Holidays, which are a couple of days you designate each year just to give your employees a little more time off. If you don’t want to offer Floating Holidays, you should remove the reference. If you want your policy to differ in other ways from the policy set out below, you should change this policy to reflect those differences. If you make substantive changes to this policy, however, you should have your attorney look over the changes. A list of holidays typically provided by employers is also included.


KOT Enterprises (Private) Limited observes the following holidays:


  • New Year's Day
  • Kashmir Solidarity Day
  • Pakistan Day
  • Labor Day
  • Eid al-Fitr
  • Eid al-Adha
  • Independence Day of Pakistan
  • Prophet's Birthday
  • Ashura
  • Quaid-e-Azam's Birthday
  • Charismas Holiday

Paid Holidays


All full-time employees will receive holiday pay of eight straight time hours at their regular rate, provided the following conditions are satisfied:


Work a full shift on the employee's last scheduled work shift prior to the paid holiday.
  • Work a full shift on the employee's first scheduled work shift following the holiday.
  • Should the employee be unable to work either of these two days because of illness, proof of illness will be required in order to qualify for the paid holiday.
  • The shift differential for second and third shift employees will not be included in holiday pay.
    Holiday pay will not be paid if:

    1. The employee has been on the payroll for less than 180 days.
    2. The employee is on lay-off status.
    3. The employee is a temporary or seasonal or special case employee.
    4. The employee is on leave of absence when the holiday occurs.
    5. The employee is requested to work during a paid holiday and the employee refuse to do so.

    Employees who are requested to work during a paid holiday will receive holiday pay plus regular pay.


    Paid Holidays During Vacations and Weekends


    If a holiday occurs during the employee's vacation, the employee's vacation will be extended by the number of holidays falling during the vacation period or an equal number of vacation days will be carried forward for future use.


    Overtime


    In addition to scheduled paid holidays, eligible employees are given four floating holidays annually to be used as personal time off. Before scheduling a personal holiday, the employee must obtain approval. Requests for personal holidays must be made in writing not less than 15 days in advance of the requested date.

    Personal Holidays


    KOT Enterprises (Private) Limited recognizes that there may be religious holidays (other than those already designated at holidays) that employees would like to observe. It may be possible to arrange these holidays as scheduled days off, authorized absences without pay or personal time off. Requests for time off to observe religious holidays must be approved.


    Vacation Time


    At the end of the employee's first year as a full-time employee of KOT Enterprises (Private) Limited, an employee is entitled to 4 days of paid vacation. The employee's vacation days increase to 13 days after five years of continuous employment with KOT Enterprises (Private) Limited, 17 days after 15 years of continuous employment with KOT Enterprises (Private) Limited, and 30 days after 30 years of continuous employment with KOT Enterprises (Private) Limited.
    Vacation time may be taken in increments of one full day but in all cases must be prescheduled and preapproved. One day of vacation for every five days that an employee is entitled to may be carried over to the following year, but must be used before a year finishes to the entitled job.
    KOT Enterprises (Private) Limited does not provide paid vacation time for part-time employees.


    Vacation Pay


    Vacation pay is the employee's regular rate of pay, excluding overtime or holiday premiums. If the employee's regular rate of pay varies from week to week, the employee's vacation pay will equal the employee's average weekly hours or scheduled hours in the previous calendar quarter not to exceed 40 hours.
    Pay will not be granted in lieu of vacation time not taken.


    Scheduling Vacations


    KOT Enterprises (Private) Limited will attempt to grant all employees vacation at the time they desire to take it. However, KOT Enterprises (Private) must maintain adequate staffing at all times. Therefore, vacations must be scheduled in advance and with prior written approval. This may not guarantee assurance of the time and days in which the vacation is requested. It may not be approved if the company thinks that the employee should be available for this certain time period, for this circumstance the employee will reschedule the dates as per ease.
    Where conflicts develop, they will be resolved as fairly as possible. Preference will be given to the more senior employee, the employee who can demonstrate the greater need for vacation at the conflicting time or the employee who makes the earliest request.


    Holiday or Illness During Vacation


    When a holiday occurs during the employee's vacation time, the employee will still receive pay for the holiday in addition to the employee's vacation pay or the employee may select another day off.
    If the employee is hospitalized while on vacation, the time from the date of the employee's hospitalization until the employee's doctor releases the employee may, at the employee's option, be charged against the employee's short term disability benefits, rather than the employee's vacation time. If this happens, the employee must notify KOT Enterprises (Private) Limited. If the employee becomes ill while on vacation, but the employee is not hospitalized, the employee's absence is charged against vacation time.


    Termination and Vacation Pay


    When employment ends for any reason, vacation time earned but not taken by the employee will be included in the employee's final paycheck. At the same time, vacation time taken in advance will be deducted from the final paycheck. The time period in consideration will the current employment year.


    Basic seniority Accrual Method


    Employees who have completed one year of service and who work a 5-day, 40-hour week, are entitled to vacation as follows:


    Service Vacation entitlement in week/hours
    After 1 year 4 days/ 20 Hours
    After 2 years 13 days/ 65 Hours
    After 3 years 17 days/ 85 Hours
    After 4 years 21 days/105 Hours
    After 5 years 25 days/125 Hours

    Vacation must be taken during the calendar year at times convenient to you and your administration.


    Vacation Accrual for New Employees


    Vacation accrual based on years of service do not address new employees who are hired after the beginning of the year. One way provide vacation to new employees during the year of hire is assign a schedule of vacation days based on month of hire.
    The schedule could be set up as follows:



    Month of Employment Vacation Days/th>
    January 5 Days February 4 days
    March 4 days
    April 3 days
    MAY 3 days
    June 3 days
    July 2 days
    August 1 days
    September-December 0 days


    Funeral Leave Policy.


    Salaried Employees


    The purpose of funeral leave is to provide you with time to attend the funeral of a member of your family and to handle personal affairs without disrupting your income. Only permanent full-time employees are eligible for funeral leave benefits, and the benefits become effective after you complete your training and adjustment period.


    Time allowed:

    You may be granted up to a three-day leave (three consecutive working days) with pay in the event of the death of an immediate family member.


    Definition of immediate family member:

    The term immediate family member is defined as:


    • Brother
    • Child
    • Father
    • Father-in-law
    • Husband
    • Mother
    • Mother-in-law
    • Sister
    • Stepbrother
    • Stepchild
    • Stepfather
    • Stepmother
    • Stepsister
    • Wife

    Funeral pay:

    Your funeral leave pay will be figured at your regular rate of pay.


    Leave without pay:

    If you are not eligible for funeral leave with pay, you may be given time off without pay in case of a death in the family. Time off without pay may be arranged to attend the funeral of a close friend. Each day off will be counted as an absence without pay.


    Forfeiture:

    You forfeit your rights to funeral leave benefits if you terminate employment before returning to your assigned position to work at least one workday after you have used funeral leave benefits.
    When you are granted funeral leave benefits, it is mandatory that you attend the funeral of the relative for whom such funeral leave was requested. We reserve the right to ask you to supply the name and relationship of the deceased and the name of the funeral home that handled the arrangements. You have to submit the evidence on demand to make sure the validity of benefits.


    Sick Leave Policy


    Pay for Illness


    Employees will become eligible to participate in the paid time for illness program as follows:


    • if employed prior to July 1, employees will be allowed up to 10 days in the following year
    • if employed between July 1 and December 31, employees will be allowed up to five days in the following year, and up to five days in the succeeding years.

    In addition to illness, sick leave may also be granted for medical, dental, or optical examinations or when a member of your household requires your personal care and attention due to illness.


    Pay and benefits during sick leave.

    Illness pay will be based on a regular eight-hour day at straight time and at the employee’s base rate. Illness absence of less than three hours in a day will not be considered for payment. Saturdays, Sundays, daily overtime hours, paid holidays, and paid vacation time are excluded as time for which payment will be made under this program.
    Weekly insurance benefits will continue to be paid commencing with the first day of certified disability due to accidents and the fourth day due to illness. Thus, in accident and illness cases, the insurance benefit will be paid rather than the paid illness allowance, and any unused illness allowance will be available for use later in the year as needed.


    Certification of illness.

    Certification of illness by a physician will not normally be required to qualify for payment under this program.


    Effect on performance. While the company pays you for authorized sick days, we expect you to be honest with us in taking days off only when you are actually ill. Any abuse of this benefit will be taken into account in evaluations of your performance. The company reserves the right to require a statement from your doctor. Its mandatory to show up the doctor prescribed doses for the time period.


    At termination.

    When termination of employment occurs, no payment for sick leave will be made.


    Personal Leave Policy


    A personal leave of absence without pay may be granted to employee at the discretion of the company. A personal leave of absence is defined as an absence of two weeks or longer. It is not our general policy to grant personal leaves of absence and such leaves will be granted only under unusual circumstances. A personal leave of absence is not available instead of medical leave.
    Granting of such a leave depends on the review of the merits of each case, including the effect the employee’s absence will have on the workload of the other employees. Probationary employees are not generally eligible for leaves of absence. An employee must have one year of continuous employment before such a leave will be considered.
    Applications for leaves of absence may be granted or rejected as dictated by the judgment of Noor Ahsan, Program Manager.
    Salary and benefits are not payable to an employee while the employee is on a personal leave of absence, with the exception of company-paid term life insurance that is continued for eligible employees for one year of a leave of absence. Health insurance may be continued if the employee pays the full premium at the group rate. Although employees do not increase benefits while on leave, those benefits accumulated up to the time the employee started the leave will be retained.
    The employee’s exact position, tour of duty, or work area may not be guaranteed upon return from a personal leave of absence; however, all efforts will be made to place the employee in the first available similar job with similar pay. The employee’s date of initial employment will be adjusted to reflect the time spent on personal leave.
    It is the employee’s responsibility to return to work on the date the leave of absence expires. Should the employee fail to return and fail to notify Noor Ahsan, Program Manager of a request for an extension, we will assume that the employee does not intend to rejoin the company and will consider the employee to have resigned from employment with immediate effect. request for extension of a leave of absence must be in writing and must be received at least five working days prior to the expiration of a leave.


    Pregnancy/Maternity Leave Policy


    To be eligible for a pregnancy leave of absence, the employee must be a contemporary, full-time female employee.


    Maximum Length of Leave


    The maximum length of pregnancy leave allowed is 45 weeks. If the employee needs a longer leave due to medical complications, the employee should notify KOT Enterprises (Private) Limited as soon as possible. The additional leave will be treated the same as any other medical or disability leave.


    Written Requests


    A written request for pregnancy leave must be submitted within a reasonable time. The employee must submit a written doctor's statement, indicating the anticipated delivery date. The employee should inform KOT Enterprises (Private) Limited of the expected duration of her pregnancy leave so that KOT Enterprises (Private) Limited may plan around the absence efficiently until her return.


    Transfers


    An employee requesting pregnancy leave may also ask for a transfer to another less strenuous or less hazardous position if so desired. The request must be in writing and must state the reason for the transfer.


    Paid Leave


    KOT Enterprises (Private) Limited provides for paid pregnancy leave for the period of [time limit—e.g., 45 weeks and plus one month bonus. The employee may use any accumulated paid sick days and/or paid vacation days to extend her pregnancy leave beyond the paid leave period. The employee will be paid for those designated days.


    Medical Incapacity


    At her option, the employee may continue to work up to the delivery date, depending upon the employee's medical circumstances and the nature of the employee's job. In the event the employee is physically incapable of performing her regular job duties at any time during her pregnancy, the employee may request that the employee be placed on pregnancy leave. An advance notice of a minimum of one (1) week should be given, accompanied by a statement from the employee's physician attesting to the employee's incapacitation.


    Benefits


    While an employee is away from work on an approved pregnancy leave of absence, she continues to participate in KOT Enterprises (Private) Limited's company employee benefit programs. KOT Enterprises (Private) Limited will endeavor to return the employee to the same or equal job she had before taking pregnancy leave. Although KOT Enterprises (Private) Limited does not guarantee a return to the identical job, the employee will suffer no loss in seniority.


    Time Off to Vote


    It is the policy of KOT Enterprises (Private) Limited to give employees time off to vote.


    Advance Request


    Before taking time off to vote, the employee must make a written request for time off maximum 2 days leave, please notify 7 days before voting day.


    Paid Absence


    Time off to vote will be treated as a paid absence.


    Voting Hours


    The employee is allowed 13 hours of time off to vote.


    Covered Elections


    This time off to vote policy applies to [types of elections—e.g., federal, state, local] elections.


    Approved by Noor Ahsan, Program Manager.
    Approved by Meeran Nasir, Chief Executive Officer.


    I understand all the terms and conditions that are stated above, I assure to work under the guidelines that are subjected above. I accept the Policy Terms & Conditions