Escolar Documentos
Profissional Documentos
Cultura Documentos
Mission Statement
To be a premier Islamic bank, offering a one-stop shop for innovative value added
products and services to our customers within the bounds of Shariah, while optimizing
stakeholders value through an organizational culture based on learning, fairness, respect
for individual enterprise and performance.
PROCESS FLOW
Human Resource Department will forward the Appraisal Form and guidelines on the
appraisal process to all Branches / Departments for the annual appraisal exercise.
6)
Meezan Bank will promote certain number of people to recognize their professional
achievements and provide them career progression in-line with their performance.
Decision in this regard will be taken in consultation with respective Manager, Regional
Manager and Department Head. Requirements are received from operating units for staff
of higher seniority to suit their operational needs.
7)
COMPENSATION POLICY
Employee compensation may be the single most vital aspect of business. Compensation
is the payment a business gives to its employees in exchange for their services.
While the most common forms of cash compensation is monthly salary, compensation
also may include commissions, performance linked incentives, bonuses based on the
performance of the business, equity in the business in the form of stock options, and/or
fringe benefits. In addition to cash compensation, businesses often provide their
employees with group benefits such as group insurance (medical, dental, term life, etc.),
the availability of flexible healthcare spending accounts, disability insurance, retirement
benefits, sick days, vacation time, and/or other benefits.
Businesses succeed or fail based on the quality of employees work, and compensation
generally is considered the most important factor in attracting and retaining quality
employees.
MONTHLY SALARY PAYROLL
Branches will ensure that all salary amendments (Joining, transfers, salary account
numbers, salary stoppage request etc.) must reach the Human Resource Department
latest by 15th of every month via e-mail. Staff monthly salary will be disbursed before the
end of that month.
ADVANCES AGAINST SALARY
Employees in need of funds for an emergency may be allowed advance against salary
for the particular month to be adjusted in full at the time of monthly payroll. Since this
facility is only meant for emergencies, no staff member is allowed to avail this facility more
than two times a year.
An employee wishing to avail this facility should make a request through HRMS for salary
advance duly recommended by the Line Manager/ Department Head. In case of
emergency, the employee could use email facility to inform his/her Line Manager/
Department Head but will have to later incorporate that request in HRMS.
The request is approved by the Head of Human Resource and forwarded to the Finance
Department for disbursement.
Sub-Payroll (for some specific employees) is executed on 5th, 10th and 15th of each
month for advances against salaries. In case the date falls on a holiday, the sub-payroll
execution is forwarded to the next working day.
PAY SCALE
The pay scale has been developed incorporating feedback from a banking industry salary
survey. The bank will follow its pay scales in vogue at the time when offering salaries.
The pay scale is a confidential document and Head of HR is custodian of the same.
The pay scale may be amended based on recommendation of HR and approval of the
HR Committee.
SALARY STRUCTURE
Basic
House
Basic Salary
Rent
Utilities
Medical
Other
Allowance
Gross
45% of
basic
10% of
basic
10% of
basic
16.67% of
Gross
Salary
salary
salary
salary
basic salary
MEDICAL POLICY
The Bank recognizes the importance of medical assistance benefits that give the peace
of mind to an individual to focus on job functions without having to worry about financial
risks in the event of hospitalization.
The following Guideline & Procedure are to be read in conjunction with the policy on the
same.
The medical benefit is of two types;
OUT-PATIENT
The out-patient coverage is as per the following;
A)
ELIGIBILITY:
Employees in grade of SEVP I & above are entitled to claim outpatient medical
reimbursement (administered by the bank) on actual basis for medical treatment in
Pakistan in addition to the hospitalization and maternity Takaful coverage.
B)
SCOPE:
ELIGIBILITY:
All regular and contract employees up to the age of sixty five (65) years and their
immediate family members (spouse and dependent children) are eligible to benefits under
this policy.
At the time of joining MBL, each employee will be required to provide particulars of their
immediate family members (spouse and children) to the Human Resources Department,
and should update the personal details of any changes that may occur over time.
Dependents whose details are not updated in HRMS will not be considered eligible under
this policy.
B)
LIMITS:
LEAVE POLICY
The objective of this guidelines & procedure is to provide and regulate leave facility to
employees for certain incidents i.e. sickness, emergency, bereavement in immediate
family etc.), certain occasions/eventualities (Hajj, maternity, prolonged illness etc.) that
necessitate their temporary absence from duty and paid leave for leisure and recreation
of employees for physical & mental rejuvenation.
APPLICATION FOR LEAVE
An employee who wishes to proceed on leave will submit an application on the Banks
standard leave application system (i.e. HRMS), sufficiently in advance of the date of
intended leave. The employee may proceed on leave only if it has been approved by the
sanctioning authority as per Leave Approval Matrix. All leave requests entitled (annual,
casual, hajj & maternity) or non-entitled (official visit & training) follow the aforementioned
procedure.
APPLICATION FOR LEAVE WITHOUT PAY
An employee who wishes to proceed on leave without pay will submit a written
application approved as per the leave approval matrix mentioned below (Clause # 27.3).
The application is then submitted to the Human Resource Department for further
processing (i.e. scrutinizing of relevant documents and reason for availing leave).
Final approval is given by the President & CEO.
AVAILING ANNUAL LEAVE
A leave roster for the entire staff strength of each branch/ office must be drawn, signed
by all concerned against their names, approved as per Leave Approval Matrix. A copy will
be forwarded to Human Resource Department for record.
AVAILING CASUAL / SICK LEAVE
C/L is only allowed up to three days at one time. Any absence of four days or more will
be treated as Annual Leave.
ADVANCE LEAVE
Annual Leave is an earned leave. An employee also may be granted annual leave equal
to his/her projected earned leave balance as would accrued at the end of the current year.
Employees will not be granted advance leave against leave to be earned in following
years.