We are passionate in making our veterinary clinic, pet boarding, dog training, pet relocation, dog day care, pet grooming, pet taxi and other services excellent whilst affordable because we believe that ALL pets deserve equal care and love.

As a member of the Pet Station Team, you will be encouraged to contribute your talents and energies to further improve the environment and quality of the Company whilst displaying and living our core Company values.

Our values are very important to us and form the backbone of everything we do.

They are:

ü Animal welfare and transparency are the first two things we rely on to make any decision

ü We are a team of responsible pet parents and/or lovers who understand our pet guests needs

ü We appreciate the trust of our customers to take care of their fur baby and best friend and we believe that continuous learning of our team and our passion to deliver excellent service, is the way to earn that trust

ü We believe that the happier and the more educated we are, the happier and healthier our customers pet is

ü Simply, we are DOERS! and we deliver excellence

Let me extend to you my personal best wishes for your success and happiness as a member of the Pet Station team.

Dr Tuleen Jundi

Managing Partner

1. A few rules we all need to follow

The Pet Station has specific policies covering the conduct required of our team members whilst employed by us. It is your responsibility to familiarise yourself with these requirements and to comply with the spirit as well as the letter of each.

You can be assured that the Company will uphold its policies on required standards of behaviour in the workplace and in work-related environments. Any team member who violates these policies may be subject to discipline, up to and including termination of employment.

The policies that you are required to work within include those listed below:

1.1 Equal Opportunities

The Pet Station is an equal opportunity employer. We do not discriminate against any team member or job applicant based on gender, sex, race, colour, national origin, age, religion, creed, disability, or any other factor protected by law. Employment decisions are based on legitimate, non-discriminatory reasons.

This policy applies to all areas of employment, including recruitment, hiring, training and development, promotion, discipline, termination, compensation, benefits and all other conditions and privileges of employment in accordance with applicable local laws.

1.2 Anti-Harassment Policy

The Pet Station is committed to a work environment in which all individuals are treated with dignity and respect. Team members have a right to work in a professional atmosphere that promotes equal opportunities and prohibits discriminatory practices, including harassment.

The Pet Station expects that all relationships among persons in the workplace will be businesslike and free of bias, prejudice, and harassment. We prohibit any form of harassment based on gender, sex, race, color, national origin, age, religion, creed and disability. We also prohibit sexual harassment. The Pet Station will not tolerate any form of harassment of its team members, whether imposed by another team member, client, customer, independent contractor or visitor.

This policy also prohibits actions that while they may not be so severe as to constitute harassment in a legal sense, are nevertheless commonly understood to be abusive or disrespectful toward others.

All team members of the Company are required to comply with this policy. To that end, if you observe conduct that violates this policy or believe you have been subjected to harassment, it is your responsibility to report in writing such incidents or concerns immediately to our Managing Partner.

1.3 Standards of Conduct

We expect our team members to adhere to the highest possible standards of ethics and business conduct with customers, colleagues, vendors, investors and any other members of our business community. We all must comply with applicable laws, rules and regulations that govern our business and to act in the best interest of the company always.

We want to be certain that you understand what conduct is expected. You demonstrate your commitment to these standards by being knowledgeable about your job, conducting all aspects of business in an honest, ethical and legal manner and complying with policies and procedures. While no policy can provide rules to cover every circumstance, you are expected to demonstrate good judgment and common sense in your decision making and your dealings with others.

1.4 Professionalism and Communication

The Pet Station promotes a productive environment where both confidentiality and professionalism must coexist. We expect that all communication between team members and clients be professional and respectful.

1.5 Customer Relations

The success of the Pet Station depends upon the quality of the relationships between our team members, clients, suppliers and the public. In a sense, regardless of your position, you are Company ambassador. The more goodwill you promote, the more our customers will respect and appreciate you, the Company and the Company’s services.

Below are several things you can do to help give customers, clients, suppliers and visitors a good impression of the Pet Station. These are the building blocks for our continued success.

ü Act competently and deal with customers in a courteous and respectful manner

ü Communicate pleasantly and respectfully with other team members always

ü Take great pride in your work and enjoy doing your very best

1.6 Confidential Information

The Team member shall ensure that their standards of conduct are always in accordance with the highest ethical standards with respect to all business dealings involving the Company. Any breach by the team member of their obligations under this clause shall entitle the Company to immediately terminate the services of the team member. The team member agrees to complete confidentiality toward third parties regarding all matters concerning the Pet Station.

1.7 Intellectual Property

We respect our clients, and their owners, privacy. Any pet and owner details and documentation remain confidential and cannot be shared at any times. This includes photos and videos, which, even if promoted on Company social media, cannot be used on your own social media accounts.

1.8 Non-Competition

After termination of employment, the team member will in no way undertake to compete or participate in any Company competing with the Pet Station in the UAE for the period of at least 1 year. For clarification, a competing business is considered to be one that provides one or some of the following services:

o Veterinary Clinic

o Boarding Cattery and kennels

o Animal Transport (import/export) Business

o Animal Grooming Business

o Dog training

o Sales of pet foods and accessories

1.9 Health, Safety, Security and Environment

1.9.1 General Employee Safety

The Pet Station is committed to the safety and health of all team members and recognises the need to comply with regulations governing injury and accident prevention and team member safety. Maintaining a safe work environment, however, requires the continuous cooperation of all team members.

The Pet Station will maintain health and safety practices consistent with the needs of our industry. If you are ever in doubt about how to safely perform a job, it is your responsibility to ask the Managing Partner for assistance.

Any suspected unsafe conditions and all injuries that occur on the job must be reported immediately. Compliance with these safety rules is considered a condition of employment. Therefore, it is a requirement that each Manager make the safety of team members an integral part of their regular management functions. It is the responsibility of each team member to accept and follow established safety regulations and procedures.

1.9.2 Reporting Safety Issues, On-the-Job Injuries, or Occupational Illnesses

All on-the-job accidents, injuries, occupational illnesses, potential safety hazards, and safety issues must be reported immediately to the Managing Partner. If you or another team member are injured, you should contact outside emergency response agencies, if needed. If an injury does not require medical attention, you should still report the incident to the Managing Partner to ensure that any existing safety hazards are corrected.

1.9.3 Violence in the Workplace Policy

The Pet Station is committed to providing a safe and business-like work environment. We will not tolerate violence or threats of violence in any form. This policy reaffirms the Companies commitment that all team members and visitors (including customers, contractors, vendors, suppliers, visitors, or others conducting business with a Pet Station premises) should be able to enjoy a work environment free from all forms of violence. We also believe that workplace violence should be prevented to the extent reasonably possible.

You are required to report incidents of threats or acts of physical violence of which you are aware. The report should be made to your Managing Partner. A team member may also call 999 at any time they feel necessary.

1.9.4 Security Checks

The Pet Station may, at its discretion, exercise its right to inspect all packages and parcels entering and leaving its premises.

1.9.5 Personal Property

We accept no responsibility for theft or damage to personal property of team members. Never bring personal valuables onto Company premises and never leave mobiles, handbags, wallets, or other valuables unattended or unsecured.

1.9.6 Environment

The Pet Station aspires to minimise its impact upon the environment, and it is the duty of each of us to work within the policies that reflect this.

Key principles are to:

ü Reduce – minimise resource use wherever possible e.g. print double-sided or send electronically

ü Re-use – e.g. use old printed paper for note taking

ü Recycle – recycling waste wherever possible e.g. place all wastepaper and cardboard in the provided bins for recycling

1.10 Smoking

The Company operates a “No Smoking” policy inside our premises. You may smoke in a designated area outside of the building under the condition that this area is kept clean and tidy and free from cigarette ends or packaging.

As we work with customers and in an enclosed space, to be respectful of the residual smell of cigarettes, we ask that smokers take all due care and consideration to limit the residual smell and limit their smoking breaks to their unpaid break times.

2. Joining the team

Our Human Resources Principles are that everyone working for the Pet Station should:

ü Know what is expected of them in their job and how their job contributes to the success of the Company

ü Have open and constructive conversations about their performance with their Manager

ü Be helped to develop their capabilities and potential

ü Be recognised for their performance and competitively rewarded

ü Be listened to and involved in improving the Company’s performance

ü Be treated by and treat their fellow team members, customers and suppliers with dignity and respect and act in a fair and impartial way

ü Adhere to the highest standards of honesty and integrity

ü Play an active role in creating a safe and healthy workplace

3.1 Recruitment and selection

Our recruitment and selection process is of paramount importance to recruit team members with the necessary skills and attributes to enable the Company to fulfil its corporate aims and objectives.

We aim to achieve the following objectives:

ü Recruit staff with the appropriate skills, both technical and non-technical, to meet the Company’s current and future needs

ü To ensure that staff appointed are qualified to carry out such duties or are working towards an appropriate qualification

ü Work to a fair and effective recruitment procedure

ü Develop and enhance the public image of the Company as a quality employer

All offers of employment are made by the Managing Partner formally in writing. All offers are conditional upon the satisfactory completion of references, medical assessment, satisfactory evidence of eligibility to work in the UAE and other appropriate checks.

3.2 Onboarding

We recognise the value and importance of an in-depth onboarding programme. Taking time with you at the start of your employment can help eliminate or reduce problematic situations.

All new team members will undertake the Company Induction on their first week of employment. The purpose of the induction is to:

o Familiarise themselves with the Company products and services, and customers

o Meet with fellow team members

o Be made aware of the Company policies and procedures

In addition, you will receive a follow up meeting with your Manager at the end of your first week to ensure that you are settling into your new role and answer any queries that you may have.

3.3 Probationary Period

The first 6 months of your employment are considered a probationary period. During this time, your work performance is regularly monitored and formally assessed every 2 months.

Should you feel that this is not the role or Company for you, during your probationary period, you are able to resign without notice by putting your decision in writing.

A new team member who does not perform satisfactorily as per our standards, and/or does not conform to their terms and conditions of employment at the Pet Station during their probationary period, may be terminated without notice or severance pay by the Company.

During the probationary period, you are not entitled to paid sick or annual holiday. Our annual holiday year runs from 1^st January till 31^st December (see section 6.2) and we encourage all holiday entitlement should be taken within the holiday year.

We appreciate that team members joining late in the year will not be able to take their holiday entitlement, we therefore allow an exception in these cases only that allows them to carry forward their prorated holiday to the following year.

3. Our working environment

3.1 Personnel Records and Files

We maintain a personnel file for each team member, showing name, designation, age, nationality, place of residence, passport and visa details, marital status, date of recruitment, remuneration, disciplinary actions, appraisals and performance evaluation, any employment injuries and occupational diseases sustained and reasons for any termination of service.

Please let us know if you have any change in:

o Name

o Home telephone number

o Address

o Marital status

o Number of dependents

o Insurance beneficiaries

o Contact person in case of emergencies

3.2 Job Description

A job description will be provided at the outset of employment. You and your Line Manager will review this on your first day of employment. This description is important because it serves as the foundation for many other aspects of your work experience such as training and performance evaluation.

3.3 Dress Code and Appearance

All team members are provided with a Company uniform which they need to maintain, keep clean and maintain a neat appearance. All team members are asked to adhere to Health and Safety Regulations. All team members must wear flat, closed shoes for health and safety reasons.

All team members are asked to take into consideration the cultural and religious aspects of working in the Middle East.

Make up, jewelry and hair:

o Long hair should be neatly tied back

o Team members may wear one pair of ear studs

o For health and safety reasons, necklaces and bracelets should not be worn

o Wedding and engagement rings may be worn at your own risk

o Female team members may wear plain make up and clear or French nail polish

o No red or dark nail polish may be worn due to reasons of hygiene, health and safety and professionalism

o Tattoos should be covered where possible and piercings removed

3.4 Attendance and Punctuality

We are open for long hours and so therefore all team members are shifted to be present based on opening hours and client’s appointments. We ask that all team members arrive on time to start their shift.

The maximum normal working hours shall be 6 days per week, 9 hours per day, which are flexible to meet the Pet Station opening hours. You will be provided with your shift and will be required to work 6 days per week with 1 off day. Each shift will last for 9 hours, with 1 hour’s unpaid lunch break.

Each team member is entitled to an hour’s unpaid break during their working hours. Given the service we provide, it may not always be possible for our team members to take their breaks at a set time, we require everyone to be flexible and understand that sometimes they may need to take a break a bit later than planned.

As punctuality is extremely important to the Company, consistent lateness will result in disciplinary action and/or a deduction against your salary.

3.5 Personal Telephone Calls

Please do not use the Company landline phone for personal calls unless it is an emergency.

During working hours, all personal mobiles are to be kept in the office.

3.6 Absconding

Any team members who fails to report for work, return to work following holiday or leaves the Company without notifying them of their resignation, will be reported to the Ministry of Labour as having absconded if they fail to contact the Company within 7 consecutive days.

As this may result in your losing your right to End of Service Gratuity and refusal to re-enter the UAE. It is important that you let us know if there is any situation that means you cannot come into work.

4. How am I doing?

The Pet Station recognises that your job and career in the Company are of the greatest importance and we will help to develop your personal potential.

Your personal development and career will be influenced by your own efforts and abilities, your job performance, job related skills, knowledge, experience, demonstrated potential and of course, opportunity. As you develop and grow, so will your value to the Company.

4.1 Probationary Review

During the first 6 months of working with us, your progress and performance will be regularly monitored and a formal review will be undertaken every 2 months.

Reviews will be carried out by your Manager and you will be encouraged to discuss any problems or raise any queries you may have at this time. Your strengths and development needs will also be discussed and, if appropriate, training needs identified.

4.2 Performance Management Process / Appraisals

An annual review of performance is a summary of performance achieved for the previous 12 months. The purpose of the review is for you and the head of your department and, where possible, the Managing partner to discuss progress and contribution to the business in an open, honest manner.

The annual appraisal takes place annually in January.

In the annual appraisal you will be given feedback on your performance in reference to your job description. The review should contain no surprises for you as feedback on performance will have been given throughout the year. Any need for improvement can be identified and support given to build on strengths and work on weaknesses.

It is also an opportunity for you to voice possible problems, concerns and wishes, although we encourage all team members to do this at any time throughout the working year.

The aim of the annual reviews is to encourage communication and should be an opportunity for all team members to voice aims, requests and concerns and for both parties to seek out areas of further growth and development.

The review meeting has the following objectives:

· To record/summarise your job performance

· To review achievements and challenges

· To discuss actionable feedback to improve performance in current role

· To determine future training and development needs

· To identify any special skills you may have which could be put to better use within the organisation

· To obtain feedback, ideas and suggestions from you and information about your career aspirations

· To set future personal objectives

· To reinforce the working relationship between you and your Manager

· To provide performance data to be considered at the annual pay and bonus reviews

A copy of notes taken / completed appraisal forms will be kept in your personnel file.

5. Salary and Benefits

The Pet Station strives to maintain a compensation program that will attract and retain qualified team members. It applies to all team members of the Pet Station and aims to:

ü Maintain levels of pay and benefits that are competitive with the average compensation of employers offering employment and competing in the same market

ü Establish such pay levels based on regular surveys of pay rates, benefits and other components of compensation and benefits

5.1 Salary and Wages

Team members will receive a basic salary and any additional allowances as per their contract of employment. Wages are defined as the total of basic salary and allowances.

Salaries are paid monthly, by the 1^st day of the following month. Salaries are paid by direct transfer to a personal UAE bank account or by a transfer via UAE Exchange.

5.2 Overtime

Overtime will only be paid subject to prior agreement between team member and Managing Partner. Where possible, overtime hours will be given as time off in lieu.

5.3 Public Holiday Working

Team members required to work on a Public Holiday will be provided with an additional day off as compensation.

5.4 Salary Loan

It is not the policy of the Pet Station to provide loans to team members.

5.5 Medical Insurance

The Pet Station provides all team members with medical insurance as per the Company medical scheme. Enrolment will take place at the time of joining the Company. You will be required to comply with the provisions and instructions of the scheme. The Company reserves the right to review this scheme from time to time and make changes where it deems necessary.

6. Taking time off

6.1 Reporting procedure

· Holiday entitlement is NOT granted during our busy periods as we need the entire team to be available during these time - holiday cannot be taken during 15th June till 15th September and between 1st December and 15th January annually

· All team members must submit an approved leave application form, a minimum of 4 months ahead of the requested leave dates, to the Managing Partner

· The Managing Partner is responsible for managing the holiday schedule with their first priority being the coverage of the Pet Station premises

· The Managing Partner should ensure that authorisation of holiday is given if after due consideration of existing operational requirements and manning levels, the Company is satisfied that it will be adequately manned

· All holiday/absences from work are required to be reported and recorded in a timely manner

· The Company records all leave taken by team member’s and maintains a record of entitlements

6.2 Annual Holiday

The annual holiday year runs from 1^st January to 31^st December annually. You are entitled to a total of 30 calendar days paid annual holiday per annum, accrued on a pro-rata basis. Should you join part way through a year, your entitlement will be prorated and confirmed to you once employment date is confirmed.

To ensure coverage on all opening hours, we will limit those in the same roles taking the same time off. We therefore operate a “first come first served” basis for holiday requests.

We encourage our team members to take their full entitlement each holiday year. We expect you to take as much of your holiday entitlement within the holiday year. Should this not be possible, team members are able to carry forward into the next year a maximum of 7 calendar days of their entitlement, which must be taken within the first 3 months or lost. Any holiday days over 7 not taken in a holiday year are also lost.

Annual holiday requests must be made by completing a holiday request form and giving this to the Managing Partner. Only once it has been signed as approved should you make their holiday arrangements. Short notice requests will be considered at the discretion of the Managing Partner.

6.3 Flight Ticket allowance

A flight ticket allowance will be paid direct into your salary every 24 months. The ticket allowance amount is based on your country of origin as confirmed in your offer letter.

6.4 Sick leave

New team members are not entitled to any paid sick leave during their probationary period. A team member who contracts illness after completing their probationary period, will be entitled to a paid sick leave in accordance with the UAE Labour Law.

You are required to notify your Manager at least one hour before your shift starts on the first day of absence / inability to work. A doctor’s certificate needs to be provided for all periods of sickness. Unfortunately, sick leave will be unpaid if a doctor’s certificate is not presented. No wage will be payable for sick leave if the illness is the direct result of the team member’s misconduct (such as consumption of alcohol or narcotic drugs).

6.4.1 Returning to Work

The team member and their Line Manager should agree a mechanism for communication during the period of absence and ensure a planned return to work date is agreed.

Making a false statement or failure to co-operate with the above may render the team member liable for disciplinary action which could lead to dismissal (see Gross Misconduct rules under Disciplinary Policy).

6.4.2 Absence Reviews

Where a team member has a record of irregular absence either short term, repetitive or long term, the Company may arrange for an absence review meeting to be held between the team member and their Line Manager. The purpose of this meeting will be to review the team member’s attendance record and explore any underlying issues.

Outcomes of this meeting may include identifying further medical assistance or support or making changes which might assist them in improving their attendance record or setting targets for improvement. In the event that absence does not improve, disciplinary action may be taken.

6.4.3 Failure to make contact

The Company may terminate the employment of a team member if they fail to report sickness absence within 7 days of becoming absent.

There may be circumstances where the team member is unable to provide such notification of sickness absences in which case the Company will exercise reason. However, the Company is not obliged to remind team members of their responsibilities as per the UAE Labour Law should they fail to follow the required procedure.

6.4.4 Failure to return to work following absence

The Company may terminate the employment of a team member who fails to report back to work after exhausting all sick leave. In this case the team member shall be entitled to severance pay as stipulated in the UAE Law and the Company’s policy on termination.

You should not work for another Company whilst on sick leave, if it were determined that any team member had worked for another Company whilst on sick leave, the Company has the right to terminate their services without notice and deny sick leave pay for the period.

6.5 Maternity leave

6.5.1 Applying for Maternity Leave

A married female team member must notify the Company of her intention to take Maternity Leave as soon as they are aware that they are pregnant.

Due to the nature of the our industry and the physical demands it places, it is at the discretion of the Company to decide whether employment is continued during and after pregnancy, given the fact that the team member may not be able to carry out duties for which they were employed.

The notice must be in writing and should state:

· Confirmation of the pregnancy and expected date of childbirth

· The date on which the team member intends to start maternity leave

The Company will notify the team member within 2 weeks of receiving her request for maternity leave and notify her of the date she is due to return to work. If the team member wishes to vary the start date for maternity leave, she must give 28 days of notice before the revised date begins.

6.5.2 Maternity Leave Entitlement

As per UAE labour law.

6.5.3 Resumption of Work

As the return to work date approaches, the Company will re-confirm to the team member her agreed return to work date. The team member will be entitled to return to the position she held prior to the starting of leave or a comparable role in terms of job group and remuneration if the original position no longer exists.

6.5.4 Ending Employment

A team member on maternity leave may resign at any time during or following the end of her maternity leave by giving the required written notice as per the contract of employment without claw back of the paid leave awarded during maternity.

6.6 Medical, Dental and Optical Appointments

Where possible these appointments should be arranged for outside normal working hours. Where it is not possible, these appointments may be scheduled for the beginning or end of the day.

7. Things not going quite right

All team members are expected to behave in a responsible manner at all times and are expected to comply with the standards, practices and reasonable instructions that are essential for the efficient operation of the business and for the well-being and health and safety of all those employed.

The disciplinary procedure is designed to help and encourage all team members to achieve and maintain standards of conduct, attendance and job performance.

If disciplinary action must be taken it is Company policy to ensure that:

o There is good reason and clear evidence that Company rules and standards and/or UAE Laws have been violated

o You are always given the opportunity to state your case before any decision is made

o Disciplinary action will generally not be taken until a full investigation has taken place

o You will not be dismissed for a first breach of discipline except in the case of gross misconduct where the penalty may be dismissal without notice or payment in lieu of notice. The Company will exercise its right for your immediate dismissal if you committed the violations stipulated in Article 120 of UAE Law on Employment.

7.1 Disciplinary Procedures

Disciplinary procedures are designed to cover those few situations where a team member’s conduct or performance falls below the standard required by the Company or where a breach of rules, conditions of employment, or violations to normally accepted standards of behaviour occurs.

7.1.1 Investigation

Upon acknowledgement of any allegation or incident the team member’s Line Manager/Managing Partner should carry out a thorough investigation as quickly as possible to review any claims, allegations, errors or incidents in a non-discriminatory manner. When deciding disciplinary action, the Company will consider precedent, the extent to what standards have been breached and the general record of employment/length of service with the Company.

In some scenarios it may be necessary to suspend a team member from the workplace in order to carry out a thorough investigation, in this event the team member is still entitled to full pay for the duration of the suspension. However, the nature of the team member’s absence must be kept confidential in light of their reputation or honour potentially becoming damaged.

Following investigation, a decision will be taken on which of the following options is the most appropriate:

o Take no further action against the team member

o Recommend counselling, coaching or training

o Proceed to the next stage of the disciplinary process

7.1.2 Disciplinary Meeting

It is essential that this meeting takes place as soon as possible after the offence being detected.

The team member attends a meeting to discuss the details of the allegations and allows them the opportunity to state their case. This also allows the management representative an opportunity to consider the facts and draw conclusions on what if any action is required.

Following the initial meeting the Company will write to the team member with details of the actions it has decided to take. This written notification will be issued to the team member immediately following the meeting. Depending on the nature of the concern, actions may include:

o No further action or referral for further training/coaching and consequences of repeating the offence

o Verbal warning – confirmation of statements made at meeting and consequences of repeating the offence

o Written warning, details of the areas for improvement, the standard required and the time allowed for this to be achieved as well as the consequences of repeating the offence

o Sanctions, including suspension, demotion or summary dismissal where appropriate

7.1.3 Right of Appeal

The team member will have the right to appeal against the Company decision on the matter. Any appeal will be heard by a Senior Manager not involved in the original process. The final decision after the appeal will be conveyed to the team member in writing within 5 working days from receipt of request of appeal. The outcome of the appeal hearing is final.

7.1.4 Suspension without Pay

A team member may be suspended from work without pay if they are accused of committing a deliberate offence involving assault on person or property or crimes relating to honour and honesty or the offence of an unlawful strike. The period of suspension will run from the date on which the incident is reported to the authorities and until a decision is made regarding the case.

7.1.5 Summary Dismissal – Gross Misconduct

In certain exceptional circumstances, summary dismissal (dismissal without notice or pay in lieu of notice or any compensation) may occur, if after thorough investigation and examination of all evidence, it is established that an act of gross misconduct has taken place.

A team member can be dismissed without prior notice and without gratuity in any of the following cases (this list is not exhaustive; Labour Law will be followed):

o If they adopt a false identity or nationality or submits forged certificates and documents

o If they are engaged on probation and are dismissed during the probationary period or on its expiry

o If they make a mistake resulting in substantial material loss for the Company, on condition that the latter notifies the labour department of the incident within 48 hours of being aware of its occurrence

o If they disobey instructions respecting industrial safety or the safety of the workplace, on condition that such instructions are in writing and have been posted up at a conspicuous space and, in the case of an illiterate team members, that he has been acquainted with them orally

o If they do not perform their basic duties under the contract of employment and persists in violating them even though they have been the subject of a written investigation for this reason and that they have been warned that they will be dismissed if such behaviour continues

o If they reveal any secret of the establishment in which they are employed

o If they are finally sentenced by a competent court for an offence involving honour, honesty or public morals

o If they are found in a state of drunkenness or under the influence of a drug during working hours

o If, while working, they assault their employer, the responsible manager or any of their work mates

o If they are absent from their work without valid reason for more than 20 non-consecutive days or more than 7 consecutive days

7.1.6 Discipline Code, Penalties and Consequences

The following disciplinary actions are for the Company rules and regulations.

Penalties/Consequences

Reference

Verbal Warning

Valid for 6 months

In instances of continued poor performance (capability) or where minor breaches of conduct or continuous minor breaches of conduct take place (conduct) and it has been decided, after the investigation, that disciplinary action will be taken.

A letter recording the matter will be issued to the team member and saved on their personnel file.

Written warning

Valid for 12 months

If there is still a failure to improve, and conduct or performance is still unsatisfactory, or if the misconduct is sufficiently serious to warrant only one written warning but insufficiently serious to justify suspension or dismissal.

The copy of the written warning shall be issued by the Managing Partner and acknowledged copy of the letter will be saved on the team members’ personnel file.

Final written warning

Valid for 12 months

If conduct or performance is still unsatisfactory despite efforts to improve or maintain performance or capability (whether for reasons of health or ability to perform the work) and the team member still fails to reach the prescribed standards within the stated time and no reasonable alternative exists. Or if the misconduct is sufficiently serious to warrant immediately being issued with a final written warning but insufficiently serious to justify dismissal.

May include demotion or a move to a more suitable position. If a team member is demoted or moved to an alternative position, the Company will adjust their salary upward or downward to reflect the new role being performed by them.

The copy of the final written warning shall be issued by the Managing Partner and acknowledged copy of the letter will be saved on the team members’ personnel file.

Dismissal

If conduct or performance has not improved following previous warnings, or if the behaviour, action or performance violates the Company Disciplinary Code and/or the Article 120 of UAE Labour Law.

7.2 Grievance

If any area of your work is causing you concern, you have the responsibility to address your concern with your Line Manager. We encourage you to bring your questions, suggestions and complaints to our attention. We will carefully consider each of these in our continuing effort to improve operations. Your suggestions and comments on any subject are important, and we encourage you to take every opportunity to discuss them with us. Your job will not be adversely affected in any way because you choose to use this procedure.

The Pet Station encourages you to discuss any issue you may have with a co-worker directly. If a resolution is not reached or if such conversation is not possible, please arrange a meeting with your Line Manager to discuss the concern. If a resolution is not reached after meeting with your Line Manager, please arrange a meeting directly with the Managing Partner.

Any information discussed in a Grievance meeting will be kept confidential, if possible.

8. Saying goodbye

8.1 Termination of Employment

The Company seeks wherever possible to maintain employment for all its team members. If in certain circumstances it becomes necessary for the Company to terminate employment, the Company shall follow procedures designed to comply with contractual and legislative rights, which are relevant to particular circumstances.

Termination of employment by either party should be in writing, and in line with the team members’ Contract of Employment.

8.1.1 Resignation

Should you wish to resign, you must give 30 day’s contractual written notice of resignation to the Managing Partner.

Although there is no obligation to give reasons for resignation, you may wish to discuss the position with your Line Manager/Managing Partner before giving written notice. In any event, an exit interview, prior to a leaving date being agreed will be conducted.

Failure to give adequate notice or to work the whole or part of the notice period may result in deductions being made from any final payment due.

8.1.2 Company Terminating Employment

Where the Company terminates employment, team members will be entitled to their contractual notice period upon termination of employment and other terms as per the Contract of Employment. This applies in all cases, except for dismissal under article 120.

8.1.3 Termination by Mutual Consent

In certain circumstances your employment may be terminated by mutual consent rather than by your resignation or termination by the Company.

This may happen when:

o You submit a resignation request and obtain the Company’s approval to be released from your duties before working out the full notice period, or

o Where the Company decides for operational or commercial reasons to release you from duty before the end of the notice period.

In these cases, the revised end date is mutually agreed, and this is the date that is used for the final settlement calculation.

8.2 Returning of Company Property

If you have given notice of termination of employment, you should plan to ensure that you return any Company property, which you may have in your possession. This includes uniforms and keys to the Company property.

8.3 Experience Certificates and References

It is not the practice of the Company to provide any team member with a written reference when they leave. We can however provide an experience certificate which contains information of when you worked and what role you worked for the Company in.

8.4 End of Service Gratuity

This will be based on your final basic salary excluding allowances and is pro-rated for the last year worked and is calculated as per Labour Law.

Gratuity payments are calculated using the basic salary you have been paid at the end of your service. It is calculated as follows:

o For team members with less than 1 years’ service, no gratuity payment is owing

o 21 days basic salary for each year for a team members service between 1 year and under 5 years

o For all service over 5 years employment, 30 days basic salary is paid for each full year

o Gratuity is prorated based on part years over 1 years’ service

Should a team member resign from their position with less than 5 years’ service, their gratuity payment is reduced as follows:

o Service over 1 year and under 3 years in length, the gratuity payment is reduced by 2 thirds

o Service over 3 years and under 5 years in length, the gratuity payment is reduced by 1 third

No gratuity payment is made should the team member be terminated under grounds of gross misconduct.

Employee Handbook – acknowledgement form

You will be expected to follow the policies contained in this Employee Handbook. You have been issued with your own copy of this Handbook to give you the essential information you may need during your employment with us.

We believe that the principles set out in this Handbook provide fair, consistent and easy to interpret guidance relating to your employment with us. However, should you have any difficulties understanding or are unsure as to the interpretation of the contents, please discuss these with Line Manager who will be only too pleased to help.

All team members have an Employment Contract detailing their own specific terms and conditions of employment. This Handbook is designed to give you additional important and useful information about working at the Pet Station, our expectations of you and your colleagues and the Employee benefits we provide. This Handbook forms part of each team members’ conditions of employment.

At our discretion we may change, delete, suspend, or discontinue any part or parts of the policies at any time. This Handbook supersedes all other or previous Company Handbooks, or other Company policies, written or oral. This Handbook is not a contract for employment (expressed or implied) between you and the Company. If a written contract is inconsistent with the Handbook, the written contract is controlling

This Handbook aims to make your introduction to the Company easier, by detailing current working practices and the Company’s policies on certain matters. You are responsible for complying with the relevant parts of this Handbook.

By signing this acknowledgement form, you understand and agree that:

· You have read and understood the information contained within this Handbook

· It forms a part of your conditions of employment

· There are consequences for not adhering to the terms

Break Time
Important Notes

Staff take full responsibility including financial responsibility when acting against the company policy, UAE laws (including Animal welfare federal law no. 16), our company values and/or the terms and conditions of the service that Pet Station Provides.

Each team member should read the terms and conditions of all our services which are available on this website -www.petstationgroup.com - and comply with.

Break Time and personal mobile/device use:

Kennels 1- 2 PM During Pets' nap time

Clinics staff break to be advised based on appointments booked.

Should any animal welfare matter arise or in case of any health and safety emergency during your break time, you are expected to attend the situation. Pets First

If the break is going to be out of the facility, manager should be notified.

- Staff going on break must handover to another staff in the event of any pending task.

- Personal mobiles can be used during break time only

- Break can be split into 2 - Speak to your direct manager.

Electronic Devices:

- Personal and/or company mobile/device use is not allowed in private - staff onlt - pets areas (playing areas, kennels, grooming rooms, offices and cattery) or when handling pets anywhere unless taking photos for updating clients or recording training videos.

- Personal mobile use is not allowed at the reception area or when walking dogs outside the facility.

- Personal mobile phone should be handed over to the supervisor during duty time and may be used during break time.

- Taking personal photos in pets areas on Pet Station premises and/or with the pets of our customers is prohibited and posting such photos on personal/public social media results an immediate dismissal from duty.

- Company devices should not be used for personal purpose

- Company devices, tools and equipment remains in the company facilities out of duty hours.

Each team member should read the terms and conditions of all our services which are available on company website www.petstationgroup.com and comply with.

Working hours and attendance machine use:

DID YOU KNOW?

OWNED AND MANAGED BY VETS SINCE 2014

NOW OPEN IN SHARJAH.. PET STATION PET FURNITURE

WE ARE NAMED ON GULF NEWS LIST FOR "THE BEST PLACES TO BOARD YOUR PET IN DUBAI"

FIRST CAT FRIENDLY PET HOTEL IN UAE

FIRST 3*4 SQUARE METER CAGE FREE CAT SUITE

A SEPARATE CAT GROOMING ROOM FOR CATS ON OUR "CATS ONLY" FLOOR

YOU CAN BOOK YOUR VET APPOINTMENT ONLINE IN FEW SECONDS

WE ARE THE FIRST KENNEL IN UAE TO HAVE A 100% INSTANT ON-LINE BOOKING SYSTEM FOR ALL OUR SERVICE

WE HAVE GONE PAPERLESS IN 2018

WE ARE 5 MINUTES FROM MALL OF THE EMIRATES

WE GIVE BOTTLED DRINKING WATER TO OUR BOARDING PETS

DIFFERENT ONLINE PAYMENT OPTIONS ARE AVAILABLE

SAVE ON YOUR PETS BOARDING WITH OUR "DOUBLE TROUBLE" OFFER

PET STATION WAS ESTABLISHED IN 2014

WE HAVE 2 FULL TIME VETS ON BOARD

Internal Company Policy

Welcome to the Pet Station family!