The document outlines the foundation and structure of the Leadership Public School, College & University System (LPSCUS). Key points:
- LPSCUS is established as a joint stock company under Companies Ordinance 1984 with the goal of providing quality education.
- It has a network of schools, colleges and universities across various disciplines and levels of education.
- Governance and operations are outlined, including employee classifications, appointment process, performance reviews, leave policies, and pay scales.
- The memorandum specifies the capital structure, with five partners making initial investments between Rs. 5-16 billion for a total capital of Rs. 40 billion and profit sharing ratios defined.
The document provides an overview of policies for employees at Sapid Sweets, a producer of high quality chocolate. It outlines policies regarding employment equity, pay equity, health and safety, job postings, orientations, descriptions, training, performance reviews, benefits including pension, workers compensation, dental/health plans, life insurance, vacations, holidays and more. The handbook aims to establish standards and inform employees of their rights and responsibilities.
The document outlines Philippine labor law regarding post-employment, including termination of employment, retirement from service, and related benefits. It details allowable reasons for termination by employers and employees. Employers must provide severance or separation pay depending on the reason for termination. The document also specifies retirement age and benefits, requiring half a month of salary for each year of service upon retirement.
Memo of Law - Should paralegals receive OT payMarisa Teel
Paula Peterson works as a paralegal for a law firm, earning $40,000 per year. She regularly works 12-13 hours per day, including weekends. The issue is whether she qualifies for overtime pay under the Fair Labor Standards Act. After analyzing Paula's job duties and salary, the document concludes that while she passes the salary test, she does not meet the requirements to be considered an exempt executive, professional, or administrative employee. As a non-exempt employee, Paula is entitled to overtime pay of one and one-half times her regular hourly rate for hours worked over 40 in a workweek.
Employment contract (w p management limited)Tanuj Poddar
WP Management Limited is a subsidiary of Wivenhoe Enterprises owned by the University of Essex. This document outlines the conditions of service for staff members, including:
- The normal working week is 36 hours spread over 5 days, with overtime paid at 1.5x normal rate and double time for Sundays/seventh day.
- Full-time staff receive 20 days of annual leave plus public holidays. Part-time staff receive a pro-rated amount.
- Staff can join the Universities Superannuation Scheme pension plan by default but can opt out and choose alternative plans like the State Earnings Related Pension Scheme.
Power Point Presentation Fair Work Act Aug 2009Themis1994
This document provides an overview of the key aspects of the Fair Work Act 2009 in Australia, including its objectives, structure and main provisions. It outlines the main parts and chapters of the Act that cover terms and conditions of employment, compliance and enforcement, and administration. Key points covered include minimum employment standards, modern awards, enterprise agreements, unfair dismissal protections, termination notice periods and redundancy pay.
The document discusses the meaning and types of employment contracts. It defines an employment contract as an agreement between an employer and employee that stipulates the conditions of employment. There are three main types of contracts: contracts for an unspecified period, contracts for a specified period, and contracts for a specified task. The document also examines instruments used to determine whether someone is an employee or contractor, including control tests, organization tests, economic reality tests, and mutuality of obligation tests. Key areas that should be covered in an employment contract are also outlined, such as parties, dates, remuneration, terms and conditions, leave, and job title.
The document provides an overview of policies for employees at Sapid Sweets, a producer of high quality chocolate. It outlines policies regarding employment equity, pay equity, health and safety, job postings, orientations, descriptions, training, performance reviews, benefits including pension, workers compensation, dental/health plans, life insurance, vacations, holidays and more. The handbook aims to establish standards and inform employees of their rights and responsibilities.
The document outlines Philippine labor law regarding post-employment, including termination of employment, retirement from service, and related benefits. It details allowable reasons for termination by employers and employees. Employers must provide severance or separation pay depending on the reason for termination. The document also specifies retirement age and benefits, requiring half a month of salary for each year of service upon retirement.
Memo of Law - Should paralegals receive OT payMarisa Teel
Paula Peterson works as a paralegal for a law firm, earning $40,000 per year. She regularly works 12-13 hours per day, including weekends. The issue is whether she qualifies for overtime pay under the Fair Labor Standards Act. After analyzing Paula's job duties and salary, the document concludes that while she passes the salary test, she does not meet the requirements to be considered an exempt executive, professional, or administrative employee. As a non-exempt employee, Paula is entitled to overtime pay of one and one-half times her regular hourly rate for hours worked over 40 in a workweek.
Employment contract (w p management limited)Tanuj Poddar
WP Management Limited is a subsidiary of Wivenhoe Enterprises owned by the University of Essex. This document outlines the conditions of service for staff members, including:
- The normal working week is 36 hours spread over 5 days, with overtime paid at 1.5x normal rate and double time for Sundays/seventh day.
- Full-time staff receive 20 days of annual leave plus public holidays. Part-time staff receive a pro-rated amount.
- Staff can join the Universities Superannuation Scheme pension plan by default but can opt out and choose alternative plans like the State Earnings Related Pension Scheme.
Power Point Presentation Fair Work Act Aug 2009Themis1994
This document provides an overview of the key aspects of the Fair Work Act 2009 in Australia, including its objectives, structure and main provisions. It outlines the main parts and chapters of the Act that cover terms and conditions of employment, compliance and enforcement, and administration. Key points covered include minimum employment standards, modern awards, enterprise agreements, unfair dismissal protections, termination notice periods and redundancy pay.
The document discusses the meaning and types of employment contracts. It defines an employment contract as an agreement between an employer and employee that stipulates the conditions of employment. There are three main types of contracts: contracts for an unspecified period, contracts for a specified period, and contracts for a specified task. The document also examines instruments used to determine whether someone is an employee or contractor, including control tests, organization tests, economic reality tests, and mutuality of obligation tests. Key areas that should be covered in an employment contract are also outlined, such as parties, dates, remuneration, terms and conditions, leave, and job title.
This document summarizes key aspects of Bangladesh's labor law, including definitions of terms like adolescent, adult, and child. It outlines classifications of workers such as apprentice, badli, casual, and permanent. It discusses regulations around working hours, leaves, maternity benefits, and termination of employment. Punishments for worker misconduct are also described. The document provides an overview of labor laws in Bangladesh governing various workplace issues.
The document is an employment contract that outlines the terms of a probationary employment position. It details a 6-month probationary period to determine fitness for regularization. The employee will be evaluated on various performance criteria. The company reserves the right to terminate employment during this period for any authorized cause. The contract also specifies compliance with company rules and policies, the confidential nature of work, requirements for work assignments and locations, and a 30-day notice period for resignation.
Employees in the Philippines have basic rights that are protected by law, including:
1) Equal work opportunities regardless of gender, race, or creed.
2) Security of tenure which prevents dismissal without just cause or due process.
3) Standard work hours of 8 hours per day and a weekly rest day of 24 consecutive hours after 6 days of work.
4) Minimum wage, wage-related benefits, and requirements for payment of wages within certain time periods.
This document outlines the terms of a contract of employment between a company and an employee. It details the employee's job title and duties, commencement date, probationary period, hours of work, place of work, pay and benefits, expenses, holiday entitlement, sick leave policy, confidentiality, property ownership, restrictions on other employment, grievance procedures, company rules, disciplinary procedures, and termination notice requirements.
This 6-page employment agreement is between Madison Men, a Wisconsin advertising agency, and Margaret Olson for her services as a copywriter. The agreement outlines Olson's duties, compensation including a salary of $50,000 per year and bonus structure, benefits such as health insurance and reimbursed expenses, confidentiality and non-solicitation clauses, grounds for termination, dress code, vacation and sick time policies, and dispute resolution through arbitration. Both parties sign to indicate agreement to the terms laid out in the contract.
This document provides an overview of implications of Fair Work Australia for managing staff performance. It discusses developing better people management practices through Fair Work Australia. It outlines key aspects of Fair Work Australia including national employment standards, modern awards, bargaining and industrial action processes. It provides information on compliance requirements for employers such as record keeping, payslips and agreements.
This document summarizes key provisions around termination of employment from the Labor Code of the Philippines. It discusses termination by the employee, including requirements for notice and just causes. Just causes include serious insults, inhumane treatment, and crimes committed against the employee. It also covers termination not deemed to have occurred, such as during a business suspension. The document outlines retirement provisions, including entitlement to retirement pay after 5 years of service at age 60 or 65. It exempts small establishments and allows Pag-IBIG membership as a substitute retirement plan.
Placement involves assigning accepted job candidates to suitable roles based on their abilities and job demands. Proper placement helps improve employee morale and performance while reducing turnover. Misplacement can be addressed through training or alternative roles. Induction welcomes new hires and acclimates them to their work, while socialization helps them learn organizational norms and values. Separation occurs when employment ends, either voluntarily like resignation or retirement, or involuntarily through dismissal. Exit interviews identify resignation causes to prevent avoidable losses.
The first of its kind, this seminar is held to provide participants with the knowledge and skills to effectively identify common workplace misconduct i.e. minor or major misconduct. It will also share the best approach in undertaking appropriate disciplinary actions, ensuring its compliance with the Employment Practices.
The document is a contract of employment between a corporation and an employee. It outlines the terms of employment, including compensation and benefits, duties and responsibilities, intellectual property rights, confidentiality obligations, and restrictions on post-employment activities. Key details include an initial 6-month probationary period, compensation package and leaves, transferability of the employee, ownership of intellectual property created by the employee, and a 1-year non-compete clause to take effect if the employee leaves the company. The contract protects the company's business interests through confidentiality of information and intellectual property assignments.
An overview on the implication of "Bangladesh labor code 2006" in the tanner...Sadman Prodhan
The document provides an overview of the implications of Bangladesh's Labor Code 2006 in the country's tannery industry. It analyzes how the labor code provisions on wages and payments, working hours and leaves, maternity benefits, and worker welfare are implemented or violated in tanneries. The analysis finds that while some large tanneries comply with many code aspects, most companies and workers have little awareness of labor rights. As a result, workers' rights are often denied.
The document is an offer letter from Thesis Scientist Pvt. Ltd to a new employee. It details the terms of employment including the job title and responsibilities, salary, benefits, probation period, confidentiality agreement, and other standard policies. Acceptance of the offer is subject to signing the letter and attached schedules which outline the job description, terms and conditions, and employee covenants regarding confidentiality and intellectual property.
This document provides an overview of the policies and procedures outlined in the employee handbook of the Health Authority - Abu Dhabi (HAAD). It begins with background information on HAAD, including its role and functions. It then covers various HR policies such as staff duties and conduct, recruitment, and the role of the HR section. Key points include prohibitions against accepting gifts, outside work or activities, and requirements for staff to maintain confidentiality and act in the best interests of HAAD. The document is intended to help new employees understand HAAD's main HR policies.
Security of Tenure and Kinds of EmploymentRuth Mocorro
This document discusses security of tenure and different types of employment under Philippine labor law. It defines regular employment as employment that is necessary for the employer's business, and casual employment as work that is not considered regular. Probationary employment cannot exceed 6 months, and employees must be given just cause or fail to meet performance standards to be terminated during this period. The document also provides a sample labor case where an employee was constructively dismissed without due process during her probationary period and was awarded reinstatement and back wages.
This document discusses the different types of employees under Philippine labor law. It defines regular, casual, seasonal, and probationary employees. It provides exceptions for regular employees. It also outlines authorized and unjust causes for termination of employment by employers and employees. Employees terminated under authorized causes are entitled to separation pay. The document notes that moral and exemplary damages may be awarded if dismissal is done in bad faith. It also discusses retirement benefits and security of tenure.
The document discusses the status and rights of probationary employees under Malaysian law. It notes that a probationer has no guaranteed right to their job beyond the probation period and can be terminated if found unsuitable. Suitability is determined by factors like performance, conduct, character and attitude. Employers have discretion to terminate probationers but must do so reasonably and in good faith. Probationers can challenge unfair terminations but generally only receive back wages, not reinstatement. Regular feedback, warnings where needed, and fair appraisals are expected from employers in handling probationary employees.
Please be informed that the Labour Code numbered 4857 (“Labour Code”) regulates the working conditions and also rights and obligations of the employees and employers. The Labour Code shall apply to all employers, employer representatives, employees and workplaces except those listed under Article 4 of the Labour Code. There are two types of termination of the employment contract stipulated under the Labour Code; 1) Termination with notice period and 2) Immediate Termination due to justified reasons.
Managing men and women in school corporationsJonard Amarilla
This document discusses personnel management in schools, including policies and procedures for hiring, evaluating, and managing different types of employees. It provides details on administration manuals, faculty and staff manuals, employment contracts, legal considerations in hiring, types of employees like managerial, non-managerial, probationary, regular, contractual, and casual. It also covers employee benefits, security of tenure, and the purpose of performance evaluations.
The document discusses various rights that employers have under labour laws in India. It outlines that an employment contract establishes the employee-employer relationship and defines the conditions of service. It also discusses employers' rights to select employees, pay wages, control work methods, and dismiss employees. The document elaborates on employees' obligations to work faithfully and comply with rules. It provides examples of misconduct by employees that can justify summary dismissal, such as negligence, absence, and insubordination.
Employment Laws Addressing Needs of EmployerslegalPadmin
Speech by YBhg Datuk Shamsuddin Bardan, Executive Director Malaysia Employers Federation, given in Labour Law Seminar held by Legal Plus Sdn. Bhd (www.legalplus.com.my) on Apr 9, 2015
This document outlines several human resource policies for an organization, including recruitment, leave, health and safety, termination, and expenses policies. The recruitment policy describes the purpose of hiring the most suitable candidates without discrimination and the hiring process, including reference checks and offering letters. The leave policy covers different types of leave such as sick, personal, maternity and educational leave. The termination policy provides guidelines for terminating employees, including required notice and final pay. The expenses policy specifies which work-related expenses employees can claim reimbursement for with receipts.
The document outlines the personnel policies and procedures for Loveworld Publishing. It discusses attracting and retaining qualified staff, equal opportunity, employee conduct, hiring of relatives, work schedules, terms of employment, benefits like sick leave and maternity leave, training, bonuses, redundancy, and exit procedures. The goal is to create a productive and satisfying work environment through fair policies and developing staff capabilities.
This document summarizes key aspects of Bangladesh's labor law, including definitions of terms like adolescent, adult, and child. It outlines classifications of workers such as apprentice, badli, casual, and permanent. It discusses regulations around working hours, leaves, maternity benefits, and termination of employment. Punishments for worker misconduct are also described. The document provides an overview of labor laws in Bangladesh governing various workplace issues.
The document is an employment contract that outlines the terms of a probationary employment position. It details a 6-month probationary period to determine fitness for regularization. The employee will be evaluated on various performance criteria. The company reserves the right to terminate employment during this period for any authorized cause. The contract also specifies compliance with company rules and policies, the confidential nature of work, requirements for work assignments and locations, and a 30-day notice period for resignation.
Employees in the Philippines have basic rights that are protected by law, including:
1) Equal work opportunities regardless of gender, race, or creed.
2) Security of tenure which prevents dismissal without just cause or due process.
3) Standard work hours of 8 hours per day and a weekly rest day of 24 consecutive hours after 6 days of work.
4) Minimum wage, wage-related benefits, and requirements for payment of wages within certain time periods.
This document outlines the terms of a contract of employment between a company and an employee. It details the employee's job title and duties, commencement date, probationary period, hours of work, place of work, pay and benefits, expenses, holiday entitlement, sick leave policy, confidentiality, property ownership, restrictions on other employment, grievance procedures, company rules, disciplinary procedures, and termination notice requirements.
This 6-page employment agreement is between Madison Men, a Wisconsin advertising agency, and Margaret Olson for her services as a copywriter. The agreement outlines Olson's duties, compensation including a salary of $50,000 per year and bonus structure, benefits such as health insurance and reimbursed expenses, confidentiality and non-solicitation clauses, grounds for termination, dress code, vacation and sick time policies, and dispute resolution through arbitration. Both parties sign to indicate agreement to the terms laid out in the contract.
This document provides an overview of implications of Fair Work Australia for managing staff performance. It discusses developing better people management practices through Fair Work Australia. It outlines key aspects of Fair Work Australia including national employment standards, modern awards, bargaining and industrial action processes. It provides information on compliance requirements for employers such as record keeping, payslips and agreements.
This document summarizes key provisions around termination of employment from the Labor Code of the Philippines. It discusses termination by the employee, including requirements for notice and just causes. Just causes include serious insults, inhumane treatment, and crimes committed against the employee. It also covers termination not deemed to have occurred, such as during a business suspension. The document outlines retirement provisions, including entitlement to retirement pay after 5 years of service at age 60 or 65. It exempts small establishments and allows Pag-IBIG membership as a substitute retirement plan.
Placement involves assigning accepted job candidates to suitable roles based on their abilities and job demands. Proper placement helps improve employee morale and performance while reducing turnover. Misplacement can be addressed through training or alternative roles. Induction welcomes new hires and acclimates them to their work, while socialization helps them learn organizational norms and values. Separation occurs when employment ends, either voluntarily like resignation or retirement, or involuntarily through dismissal. Exit interviews identify resignation causes to prevent avoidable losses.
The first of its kind, this seminar is held to provide participants with the knowledge and skills to effectively identify common workplace misconduct i.e. minor or major misconduct. It will also share the best approach in undertaking appropriate disciplinary actions, ensuring its compliance with the Employment Practices.
The document is a contract of employment between a corporation and an employee. It outlines the terms of employment, including compensation and benefits, duties and responsibilities, intellectual property rights, confidentiality obligations, and restrictions on post-employment activities. Key details include an initial 6-month probationary period, compensation package and leaves, transferability of the employee, ownership of intellectual property created by the employee, and a 1-year non-compete clause to take effect if the employee leaves the company. The contract protects the company's business interests through confidentiality of information and intellectual property assignments.
An overview on the implication of "Bangladesh labor code 2006" in the tanner...Sadman Prodhan
The document provides an overview of the implications of Bangladesh's Labor Code 2006 in the country's tannery industry. It analyzes how the labor code provisions on wages and payments, working hours and leaves, maternity benefits, and worker welfare are implemented or violated in tanneries. The analysis finds that while some large tanneries comply with many code aspects, most companies and workers have little awareness of labor rights. As a result, workers' rights are often denied.
The document is an offer letter from Thesis Scientist Pvt. Ltd to a new employee. It details the terms of employment including the job title and responsibilities, salary, benefits, probation period, confidentiality agreement, and other standard policies. Acceptance of the offer is subject to signing the letter and attached schedules which outline the job description, terms and conditions, and employee covenants regarding confidentiality and intellectual property.
This document provides an overview of the policies and procedures outlined in the employee handbook of the Health Authority - Abu Dhabi (HAAD). It begins with background information on HAAD, including its role and functions. It then covers various HR policies such as staff duties and conduct, recruitment, and the role of the HR section. Key points include prohibitions against accepting gifts, outside work or activities, and requirements for staff to maintain confidentiality and act in the best interests of HAAD. The document is intended to help new employees understand HAAD's main HR policies.
Security of Tenure and Kinds of EmploymentRuth Mocorro
This document discusses security of tenure and different types of employment under Philippine labor law. It defines regular employment as employment that is necessary for the employer's business, and casual employment as work that is not considered regular. Probationary employment cannot exceed 6 months, and employees must be given just cause or fail to meet performance standards to be terminated during this period. The document also provides a sample labor case where an employee was constructively dismissed without due process during her probationary period and was awarded reinstatement and back wages.
This document discusses the different types of employees under Philippine labor law. It defines regular, casual, seasonal, and probationary employees. It provides exceptions for regular employees. It also outlines authorized and unjust causes for termination of employment by employers and employees. Employees terminated under authorized causes are entitled to separation pay. The document notes that moral and exemplary damages may be awarded if dismissal is done in bad faith. It also discusses retirement benefits and security of tenure.
The document discusses the status and rights of probationary employees under Malaysian law. It notes that a probationer has no guaranteed right to their job beyond the probation period and can be terminated if found unsuitable. Suitability is determined by factors like performance, conduct, character and attitude. Employers have discretion to terminate probationers but must do so reasonably and in good faith. Probationers can challenge unfair terminations but generally only receive back wages, not reinstatement. Regular feedback, warnings where needed, and fair appraisals are expected from employers in handling probationary employees.
Please be informed that the Labour Code numbered 4857 (“Labour Code”) regulates the working conditions and also rights and obligations of the employees and employers. The Labour Code shall apply to all employers, employer representatives, employees and workplaces except those listed under Article 4 of the Labour Code. There are two types of termination of the employment contract stipulated under the Labour Code; 1) Termination with notice period and 2) Immediate Termination due to justified reasons.
Managing men and women in school corporationsJonard Amarilla
This document discusses personnel management in schools, including policies and procedures for hiring, evaluating, and managing different types of employees. It provides details on administration manuals, faculty and staff manuals, employment contracts, legal considerations in hiring, types of employees like managerial, non-managerial, probationary, regular, contractual, and casual. It also covers employee benefits, security of tenure, and the purpose of performance evaluations.
The document discusses various rights that employers have under labour laws in India. It outlines that an employment contract establishes the employee-employer relationship and defines the conditions of service. It also discusses employers' rights to select employees, pay wages, control work methods, and dismiss employees. The document elaborates on employees' obligations to work faithfully and comply with rules. It provides examples of misconduct by employees that can justify summary dismissal, such as negligence, absence, and insubordination.
Employment Laws Addressing Needs of EmployerslegalPadmin
Speech by YBhg Datuk Shamsuddin Bardan, Executive Director Malaysia Employers Federation, given in Labour Law Seminar held by Legal Plus Sdn. Bhd (www.legalplus.com.my) on Apr 9, 2015
This document outlines several human resource policies for an organization, including recruitment, leave, health and safety, termination, and expenses policies. The recruitment policy describes the purpose of hiring the most suitable candidates without discrimination and the hiring process, including reference checks and offering letters. The leave policy covers different types of leave such as sick, personal, maternity and educational leave. The termination policy provides guidelines for terminating employees, including required notice and final pay. The expenses policy specifies which work-related expenses employees can claim reimbursement for with receipts.
The document outlines the personnel policies and procedures for Loveworld Publishing. It discusses attracting and retaining qualified staff, equal opportunity, employee conduct, hiring of relatives, work schedules, terms of employment, benefits like sick leave and maternity leave, training, bonuses, redundancy, and exit procedures. The goal is to create a productive and satisfying work environment through fair policies and developing staff capabilities.
A change in an employee's employment status requires a personnel action by the human resources department based on a request from the employee's department. Such requests should include the old and new employment information and effective date. Employees may progress through a job hierarchy from entry-level positions requiring less skill to jobs requiring more knowledge and skill. Organizations also have career paths representing lines of advancement within occupational fields. Employment status types include full-time, part-time, probationary, permanent, and others. Promotions consider performance records, potential ability, recommendations, and sometimes seniority. Demotions and separations like resignations and terminations also affect employment status.
This document provides an employee handbook that outlines the personnel policies, rules, regulations, and code of conduct for a company. It discusses employment status and movement within the company. It details regular work hours, leaves, benefits, and compensation for employees. Finally, it establishes rules of conduct and potential disciplinary actions for violations. The handbook aims to introduce new employees to the company and its expectations while clarifying employment terms and conditions.
This document outlines a company's code of conduct policy. It defines ethical standards for employee behavior and conduct. Infractions are divided into minor, major and grave categories based on their severity and impact. Disciplinary actions range from verbal warnings for minor infractions to dismissal for grave offenses. An administrative investigation committee evaluates evidence and determines appropriate sanctions, which are implemented by HR. The policy aims to promote ethical work practices and deter unacceptable behavior.
The document outlines company policies for Fauji Fertilizer regarding staff apprentices. It discusses financial benefits including stipends, leaves including annual, casual, sick leave, medical coverage through the company clinic or approved doctors, and transport policies for pick up and drop off for duties and shopping. The goal is to regulate employee absence and maintain a healthy work-life balance while providing benefits and support to staff apprentices.
The document summarizes key information from the opening faculty meeting at North End school. It introduces new staff members and reviews important dates and procedures for completing forms, emergency drills, purchasing and budgeting, the teacher evaluation process, dress code, substitutes on early release days, appropriate student-staff relationships, familiarity with school policies, the professional development tracking system, organizing open house events, and reviewing the code of conduct. Budget allocations for the year are also provided.
RECRUITMENT PROCESS IN THE COMPANY DETAILSvijiva6357
The document outlines 19 human resources functions including recruitment and hiring, employee benefits, training and development, performance management, talent management, industrial relations, compliance, policies and procedures, payroll, workers compensation, contract employment, PF and ESI contributions, LIC gratuity and pension schemes, exit interviews, school related matters, liaising with government officials, and company vehicle allotment.
changesinpersonnelstatus-131030003302-phpapp01.pdfReneil Tan
The document discusses various types of changes in employee status within an organization. A change in employment status is initiated through a request from the department to the HR department. Key types of employee status changes discussed include promotions, demotions, separations due to resignation or termination, and turnover. Factors that are considered for changes in status include performance reviews, potential ability, recommendations, seniority, and organizational restructuring. The processes of approving promotions, demotions, and terminations are also outlined.
This document outlines the compensation plan for an Office Assistant position, including:
- An appointment starting January 27, 2018 for six months, pending a medical evaluation and background check.
- The employee will work 8-hour rotational shifts and be subject to changes in duties or transfers.
- A six-month probation period is required.
- Salary and benefits include a basic monthly salary of Rs 10,667 plus allowances totaling Rs 16,000, subject to taxes.
- Limited leaves are provided during the probation period and attendance policies are defined.
A change in an employee's employment status requires a personnel action by the Human Resources Department based on a request from the employee's department. Such requests should include the old and new employment information and the effective date of the change. The document then defines different types of employment statuses, such as full-time, part-time, probationary, and contract employees. It also discusses factors related to employee promotions, demotions, separations, and turnover. Mentoring, career counseling, and the administrative, operational and financial impacts of personnel changes are also covered.
The document outlines the salary policies and schedules for government employees in the Philippines according to relevant laws and guidelines. It discusses the classification system and pay scales, including fixed and variable compensation components as well as benefits. The salary schedule assigns government positions to salary grades and steps to determine pay rates in a manner that aims to attract and retain qualified public servants.
The document provides an overview of the human resource policy and procedures of 'Reach Vulnerable', an organization working in District Swat. It outlines various categories of personnel including employees, consultants, and volunteers. It describes the recruitment process and terms of employment such as salary, benefits, leave, and termination. Key points covered are classification of employees, hiring procedures, compensation package including bonuses and provident funds, various types of leaves for employees, and conditions for termination of employment.
This document discusses work immersion, work ethics, and workplace rights and responsibilities according to the Philippine Labor Code. It outlines the objectives of work immersion which include gaining practical skills, enhancing technical knowledge, and developing good work habits. It then defines work ethics as a belief in the moral benefit of hard work and discusses positive and negative types. Key components of good work ethics like goal orientation, dedication, reliability, and positivity are also outlined. The document concludes by discussing safety programs, pre-employment regulations like minimum age and wages, and post-employment considerations like termination and retirement policies according to the Labor Code of the Philippines.
On May 18, 2016, the Obama administration announced the publication of the U.S. Department of Labor’s final overtime rule under the Fair Labor Standards Act. The final rule, which will become effective December 1, 2016, is comprised of several key elements, outlined here by Tom Revnew.
HKP is your comprehensive workforce solution offering a menu of solutions from one provider. HKP’s total human capital management solution, iSolved, has all of your HR and benefits management needs covered. For More Details Visit: https://www.hkpayroll.com/
This document provides information about work immersion and work ethics. It defines work immersion as an 80 hour hands-on experience for senior high school students to expose them to the actual workplace. The objectives of work immersion are listed. Work ethics are then defined as moral principles that guide work behavior. Positive work ethics like goal orientation and dedication are described, as well as factors that contribute to a good work ethic. The importance of understanding work ethics is also discussed.
This document provides information about work immersion and work ethics. It defines work immersion as an 80 hour hands-on experience for senior high school students to expose them to the actual workplace. The objectives of work immersion are listed. Work ethics are then defined as moral principles that guide work behavior. Positive work ethics like goal orientation and dedication are described, as well as factors that contribute to a good work ethic. The importance of understanding work ethics is also discussed.
Recruitment Screening and Selection process in Philippine GovernmentMitch Herrera
This document discusses the recruitment and selection process. It begins by outlining the screening process, which involves checking applicants' qualifications and experience against job requirements. It then describes the different stages of selection including pre-interviews, testing, final interviews, background checks, and physical/mental examinations. The document provides details on different types of appointments, requirements/grounds for approval/disapproval, nepotism rules, and modes of separation. The overall process involves screening qualified candidates and selecting the most suitable applicant to fill a vacancy.
This document outlines organizational policies and procedures for a startup business. It discusses determining hiring requirements, classifying employees, writing employment contracts, developing work schedules, disciplinary policies, and important business milestones. It also defines policies, procedures, employment requirements, employee orientation and training processes, performance reviews, promotions, transfers, and separations from employment. Guidelines are provided for personnel records, timekeeping, attendance, ethics, hygiene, and disciplinary actions. Finally, it discusses developing a Gantt chart project schedule.
As 2023 proved, the next few years may be shaped by market volatility and artificial intelligence services such as OpenAI's ChatGPT and Perplexity.ai. Your brand will increasingly compete for attention with Google, Apple, OpenAI, and Amazon, and customers will expect a hyper-relevant and individualized experience from every business at any moment. New state-legislated data privacy laws and several FTC rules may challenge marketers to deliver contextually relevant customer experiences, much less reach unknown prospective buyers. Are you ready?Let's discuss the critical need for data governance and applied AI for your business rather than relying on public AI models. As AI permeates society and all industries, learn how to be future-ready, compliant, and confidentlyscaling growth.
Key Takeaways:
Primary Learning Objective
1: Grasp when artificial general intelligence (""AGI"") will arrive, and how your brand can navigate the consequences. Primary Learning Objective
2: Gain an accurate analysis of the continuously developing customer journey and business intelligence. Primary Learning Objective
3: Grow revenue at lower costs with more efficient marketing and business operations.
Build marketing products across the customer journey to grow your business and build a relationship with your customer. For example you can build graders, calculators, quizzes, recommendations, chatbots or AR apps. Things like Hubspot's free marketing grader, Moz's site analyzer, VenturePact's mobile app cost calculator, new york times's dialect quiz, Ikea's AR app, L'Oreal's AR app and Nike's fitness apps. All of these examples are free tools that help drive engagement with your brand, build an audience and generate leads for your core business by adding value to a customer during a micro-moment.
Key Takeaways:
Learn how to use specific GPTs to help you Learn how to build your own marketing tools
Generate marketing ideas for your business How to think through and use AI in marketing
How AI changes the marketing game
Boost Your Instagram Views Instantly Proven Free Strategies.InstBlast Marketing
Supercars use advanced materials and tech for top-speed performance. Join Performance Car Exclusive to experience driving excellence.
https://instblast.com/instagram/free-instagram-views
In the face of the news of Google beginning to remove cookies from Chrome (30m users at the time of writing), there’s no longer time for marketers to throw their hands up and say “I didn’t know” or “They won’t go through with it”. Reality check - it has already begun - the time to take action is now. The good news is that there are solutions available and ready for adoption… but for many the race to catch up to the modern internet risks being a messy, confusing scramble to get back to "normal"
The Strategic Impact of Storytelling in the Age of AI
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From Hope to Despair: The Top 10 Reasons Businesses Ditch SEO Tactics
Are you tired of seeing your business's online visibility plummet from hope to despair? When it comes to SEO tactics, many businesses find themselves grappling with challenges that lead them to abandon their strategies altogether. In a digital landscape that's constantly evolving, staying on top of SEO best practices is crucial to maintaining a competitive edge.
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Analytics: Failing to track and analyze data prevents businesses from optimizing their SEO efforts effectively.
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In this humorous and data-heavy Master Class, join us in a joyous celebration of life honoring the long list of SEO tactics and concepts we lost this year. Remember fondly the beautiful time you shared with defunct ideas like link building, keyword cannibalization, search volume as a value indicator, and even our most cherished of friends: the funnel. Make peace with their loss as you embrace a new paradigm for organic content: Pillar-Based Marketing. Along the way, discover that the results that old SEO and all its trappings brought you weren’t really very good at all, actually.
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In the current market landscape, establishing genuine connections with consumers is crucial. This presentation, "Empowering Influencers: The New Center of Brand-Consumer Dynamics," explores how influencers have become pivotal in shaping brand-consumer relationships. We will examine the strategic use of influencers to create authentic, engaging narratives that resonate deeply with target audiences, driving success in the evolved purchase funnel.
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9. To provide best quality of Education.
Scholarship, Teachers Training, Summer
Refreshment Programs (SRP).
Career Counseling.
To interface and facilitate private initiatives
with public ones for promotion of elementary,
technical, and IT programs.
To facilitate and undertake innovative
programs between public and private sectors
or otherwise and their replication.
10. To support programs for Teacher Education
(general and subject specific) education
management and planning.
To mobilize and manage resources and to act
as a conduit for promotion of education
through multiple sources.
To provide platform to our youth in fields like
Sports, Scientific Researches, Arts & etc.
Support & Encourage our whole family to
build their own imaginations in to reality.
11. Build National and International level
relationships in educational and
extracurricular activities level.
Getting and Staying Profitable
Maintaining profitability means making sure
that revenue stays ahead of the costs of
doing business. Focus on controlling costs.
Qualified and loyal Work force.
12.
13. LPSCUS Service Rules & Regulations (SOPs)
INDEX
Ser. Chapters Topic Remarks
1. Chap No 1 Commencement of Service Rules
2. Chap No 2 Definitions of key words
3. Chap No 3 HR Management & Policies
4. Chap No 4 Conduct & Discipline
5. Chap No 5 Leave Rules
6. Chap No 6 APRs & SRB
7. Chap No 7 Pay and Salary
Annex 1 Delegation of Powers
Annex 2 Designations/ Post
14. These Service Rules will be known as “LPSCUS Service
Rules”.
The Service Rules have been framed with the intention
of providing good facilities and congenial working
environment to the employees. All categories of the
“Employees” will be directly governed by these rules for
all HR functions including pay and allowances, all
types of leave, terms and conditions of service, benefits,
facilities, disciplinary matters etc.
The ‘Owners of LPSCUS, being the Chief Executives,
shall be the final authority for the interpretation of
rules contained herein and their decision shall be final
and binding on all employees
15. The ‘LPSCUS, with the approval of Owners, shall have
the powers to modify, add, delete or change all or any
of these rules as may be found necessary from time to
time which, as and when made, shall be binding on all
the employees, provided such modifications,
alterations, additions, deletions or changes do not
adversely affect the conditions of service of the
employees with retrospective effect. The Service Rules
will be revised after every three years by a board of
officers and approved by Owners.
NOTE: All the employees of LAPCUS would be considered having fully read and understood the
preamble and these Rules from Chapters I to VII and Annexes 1 & 2 for compliance before accepting
the service and during the service in the Authority.
16. ◦ ‘Owners’ means the All the 5 Partners (Asad Ali, Amir Khan,
Ahmed, M Meraj & Hira Khan).
◦ LPSCUS means Leadership Public School, College & University
System.
◦ ‘Competent Authority’ means Owners /an Officer to whom
relevant powers have been delegated by the Owners for the
purpose of these rules.
◦ ‘Employee’ means a person on the pay roll of ‘LSPCUS in Pay Scale.
◦ ‘Family’ means spouse(s) and dependent children.
◦ ‘Officer’ means an employee of “LAPCUS” appointed in Scale 17 to
20.
◦ Punishment’ means minor or major punishment as provided in
these rules.
◦ ‘Technical Cadres’ means a person with skilled expertise required
for the prescribed job for which he / she has been inducted.
17. General. The entire manpower establishment of this LPSCUS,
subject to its requirements / needs, can be increased or
decreased from time to time.
Classification of Service. Employees shall be classified in
various categories and separate Pay Scales as shown in
Annexes 2. These may be revised from time to time as and
when necessary.
Appointing Authority. The Owners or Officers on behalf of
Owner are the sole appointing/contracting authority for all
employees.
18. Conditions of Appointment
All appointments shall be subject to merit on the production of the prescribed
educational / other qualification certificates/ tests interviews/ demos
accompanied by good character certificate from officers of Scale 17 and above.
Minimum age for direct entry will be 20 years.
Employees will be inducted as under:-
Scale - 17 & above. Employment on contract for maximum 6 years which can be
extended for two years. Initial induction age upto 45 years.
Scale - 11 to 16. Employment for maximum 8 years, which can be extended for
two years based on the annual performance/recommendation of HoD.
Scale - 1 to 10. Employment for maximum of 10 years, which can be extended for
two years based on the annual performance/recommendation of HoD.
19. Teaching Staff. All teaching staff including Principals shall be inducted
on contract for a period of 6 years with subsequent two yearly
extensions.
Extension beyond 60 years of age shall not be allowed, however in
exceptional cases the individual may be re-employed on temporary
contact for one year only.
20. Reemployment
Terminated, retired & resigned employees will not be
entertained for re employment.
Confirmation
◦ Service of an employee will only be confirmed on
satisfactory completion of the probationary period, which
will be as follows:-
Non teaching staff – Six months
Teaching staff – Three Months
◦ If an employee fails to show satisfactory performance then his/her
service will be terminated with immediate effect.
21. ◦ .
Ser Categories Definitions
1. Regular
Employee
An employee is contracted for Six years or more.
2. Temporary /Part
time
An employee engaged essentially of a temporary
nature or who is employed temporarily in
connection with the temporary/ casual need
against work.
3. Daily Wagers Engagement of Persons on daily wages for a
limited period.
4. Visiting Faculty Engagement of Educational Personnel on the
basis of hourly/activity based payment.
5 Social internship Employed for social service experience with low
income /welfare schools. No pay/ the social
Internees.
22. Date of Birth. It will be maintained from Educational Documents.
Termination / Resignation / Dismissal from Service
Termination.
Termination of service of an employee under the clause of ‘Misconduct’ as
Chap 4.
Dismissal. In case an employee commits an offence of a serious nature.
Promotions. Promotions will be made on the basis of annual performance
reports, seniority, efficiency, discipline & test to next Scale.
Performance Appraisal / Annual Performance Report. Performance of an
employee will be recorded at the end of each calendar year on the Performa.
23. 1.Rules of Conduct
No employee shall promise to do or done any act, deed or thing except that which he is officially authorized.
No employee shall accept gifts.
No document shall be removed from the Authority’s office or premises.
Never leak information regarding internal matters.
An employee shall abide by all Standing Instructions and SOPs issued from time to time.
2. Misconduct.
Following acts of commissions / omissions shall be termed as ‘Misconduct’ and are further categorized as under:-
Major Offences
◦ Theft, fraud or dishonesty in connection with the Authority’s business or property.
◦ Willful damage to or loss of Authority’s goods or property.
◦ Taking or giving bribes or gratifications, gifts etc directly or indirectly.
◦ Use of abusive language with the employees / students parents/residents / visitors.
◦ Making false or misleading statement.
◦ Careless, wasteful working.
◦ Habitual late attendance.
◦ Leakage of information regarding working, record, files, an individual’s property to any other person inside / outside the Authority
who is not supposed to know it.
◦ Absence without leave / overstaying leave for more than 1 day.
◦ Participation in the following at the premises of duty or during duty hours:-
Ethnic, regional and sectarian.
Political activities.
Indulging in consumption of liquor / narcotics
Refusal to work over time.
24. Minor Offences
◦ Late arrival (habitual become major offence).
◦ Inefficiency / casual attitude (habitual become major offence).
◦ Non compliance (not with full disobedience) to order / instructions not resulting into
misappropriation / fraud or major offence.
◦ AWOL / overstaying leave for one day.
3. Punishment
In case of ‘misconduct’, an employee is liable to imposition of any of the following
minor and major punishments:-
(1) Minor Punishments
Internal Advice
Internal Warning
Recordable Warning
(2) Major Punishments
With-holding increments
Reduction to a lower post
Termination of Service
Owners of LPSCUS are only the authority to give major punishments and HODs are
empowered for minor punishments.
25. 4. Inquiry into Cases of Misconduct
First explanation letter will be given to the employee and an officer will
be detailed to hold the enquiry.
The Inquiry Officer, within 24 hours, shall supply, in writing to the
employee the allegations of misconduct through a Show Cause notice and
shall call upon the employee to submit his / her explanation.
Officer will compile all the findings and initiate the punishment for approval
of Owners but this whole process will be occur under 15 days.
After all process at the end owner’s will decide what to do with subj.
5 Appeal
a. An employee shall have a right of appeal through proper channel to the
Owner’s against punishment awarded by Director Additional/ Head of a
Department / Principal of an Institution
26. Following are the Types of leave and details.
Ser Type Authorized Duration
1. Casual Leave 20 per year 10 days, 15 day in special cases
2. Earned Leave 1 in 12 working days As per balance
3. Medical Leave 10 per year 10 days
4. Maternity leave 45 days As per doctor’s order
5. Hajj/ Umrah Leave 40 days 40 days
6. Ex Pakistan Leave Max 30 As per balance
7. Summer/ Winter
Vacation Leave
2 months summer/ 15
days winter
As per Govt order
8. Without Pay Leave If no leave in balance As per requirement
9. Special Leave Infinite As per uncertain Factors
27. Annual Performance Report
A detailed statement that measures the results of some activity in terms
of its success over a specific time frame. For example, an annual
performance report might be produced for each employee of a company,
or such a report might help management to know about employees
performances over the year.
Following are the categories of ACRs:-
Ser Marks out of 100Remarks
1. 100-90 Outstanding
2. 89-80 Well Above Average
3. 79-70 Above Average
4. 69-60 High Average
5. 59-50 Average
6. Below 49 Below Average
28. Service Review Board.
A board under the Owners will be convened
every year to recommend to Hods contract
renewal cases and also review the service of
the employees who have completed the initial
service limit and have been recommended
for weeding out due to their unsatisfactory
performance.
31. Ser Type of power For Scale
Between
HODs Directors Owners
1. Leave Sanctioned Authority
1-9
11-16
Above 17
(HODs)
Directors
2. APRs Grading
1-16 Finalize
17 & Above
Directors
3. Minor Punishment
1-16
17 & Above
4. Major Punishment
1-16 Rec Finalize
17 & Above Rec
5. Appointment
1-16
17 & Above
32.
33. WWW.LPSCUSKci.org
LPSCUS Network
LPSCUS Head Office
LPSCUS University
LPSCUS Virtual University
LAPCUS Women’s College
LPSCUS Men’s College
LPSCUS Business Campus
LPSCUS O&A Levels Campus
LPSCUS High School
LPSCUS Montessori & Diploma Centre (LMDC)
LPSCUS Islamic Campus
LPSCUS Library
34. Mission
Provide quality education of International Standard as to groom the youth with good
mentality / Positivity, to express their selves and unleashed their hidden talent to build
high reputation of country and transformed them for the better future.
Key Features
Competent and Trained Faculty
Playing Grounds
Auditorium
Cafeteria’s
CCTV Cameras
Swimming Pools
Cambridge, Federal Board & Karachi Board
Welfare Schools
Educational Trips
Transport
Hifz Schools
Sports Coaches
Safe and Secure Environment
Medical Doctors
35. Capital Amount - 40 Billion
Ser Partners Investment Percentage Profit Ratio
1. Asad Ali 16 Billion 40% 40
2. Amir Ali 8 Billion 20% 20
3. Ahmed 6 Billion 15% 15
4. M. Meraj 5 Billion 12.5% 12.5
5. Hira Khan 5 Billion 12.5% 12.5
36. 1. Total Profit will be distributed as per Ratio as per
total investment. 40:20:15:12.5:12.5 Asad Ali will
take 40% the total profit, Amir Ali has a right of 20%
profit, Ahmed has a right of 15 % and M Merej /Hira
khan has an equal rights of 12.5% each.
2. Promoters (Owners) will inform general public
that business is going to be started.
3. Debenture: HBL (Habib Bank Limited) will serve
loan of 10 Billion in LPSCUS account, which will be
returned back in partitions.
_ 20 million per year with 0.6% interest.