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ﻒﻇﻮﻤﻟا ﻞﻴﻟد Employee Handbook
ةﺄﺸﻨﻤﻟا ﻲﻓ ودوره عﺎﻄﻘﻟا ﺔﻟﺎﺳر Sector Mission and Its Role in the Organization 3 Our Mission and Vision ﺎﻨﺘﻳورؤ ﺎﻨﺘﻤﻬﻣ 4 Our Goals ﺎﻨﻓاﺪﻫأ 5 Organizational Structure ﻲﻤﻴﻈﻨﺘﻟا ﻞﻜﻴﻬﻟا 6 First Working Day ﻞﻤﻋ مﻮﻳ أول 7 ﻒﻇﻮﻤﻠﻟ ﺔﻳﺪﻨﺘﺴﻤﻟا ورةﺪﻟا Employee Documentation Workflow 8 اءاتﺮﺟﻹوا ﻞﻤﻌﻟا تﺎﻋﺎﺳ Work Policies and Procedures 9 ﻒﻇﻮﻤﻟا تﺎﺒﺟووا قﻮﻘﺣ Employees' Rights and Responsibilities 10 ﺔﻣاﺪﺘﺴﻣ ﺔﻘﺛو ﺔﻴﻗﺎﻔﺗا Agreement and Sustainable Trust 11 سﺮﻬﻔﻟا Index
ةﺄﺸﻨﻤﻟا ﻲﻓ ودوره عﺎﻄﻘﻟا ﺔﻟﺎﺳر Sector Mission and Its Role in the Organizationﺔﻳﻮﻬﻟا ﺰﻳﺰﻌﺗ ﻲﻓ ﺮﺷﺎﺒﻣ ﻞﻜﺸﺑ ﺔﻓﺎﻴﻀﻟوا ﻢﻋﺎﻄﻤﻟا عﺎﻄﻗ ﻢﻫﺎﺴﻳ ﺔﻴﻟﺎﻋ ﺔﻓﺎﻴﺿ تﺎﻣﺪﺧ ﺮﻴﻓﻮﺗ ﺮﺒﻋ ﺎﻫﻮﻤﻧ ﻢﻋود ة،ﺄﺸﻨﻤﻠﻟ ﺔﻴﺴﺳﺆﻤﻟا ﻞﻤﻋ ﺔﺌﻴﺑ ﺮﻳﻮﻄﺗو ءﻼﻤﻌﻟا ﺔﺑﺮﺠﺗ ﻦﻴﺴﺤﺗ ﻦﻴﺑ ازنﻮﺗ ﻖﻴﻘﺤﺗو دة،ﻮﺠﻟا ،ﺔﻠﻫﺆﻣ ﺔﻳﺮﺸﺑ ادرﻮﻛ ىلﻋ عﺎﻄﻘﻟا ﺪﻤﺘﻌﻳو .ﻦﻴﻔﻇﻮﻤﻠﻟ ﺔﻴﻓاﺮﺘﺣا ىلﻋأ ﻖﻴﻘﺤﺗ ﻦﻤﻀﺗ ﺔﻧﺮﻣ ﺔﻌﺑﺎﺘﻣ ﺔﻤﻈﻧوأ ،ﺔﻘﻴﻗد ﻞﻴﻐﺸﺗ تﺎﺳﺎﻴﺳو .داءﻷا تﺎﻳﻮﺘﺴﻣ The restaurant and hospitality sector directly contributes to strengthening the organization’s corporate identity and supporting its growth by providing high-quality hospitality services, while achieving a balance between enhancing the customer experience and developing a professional work environment for employees. The sector relies on qualified personnel, precise operational policies, and flexible monitoring systems that ensure the highest levels of performance.
Our Mission ﺎﻨﺘﻤﻬﻣﺮﻴﻳﺎﻌﻤﺑ امﺰﺘﻟﻻوا ،ﻢّﻈﻨﻣو لﺎّﻌﻓ ﻞﻴﻐﺸﺗ ﺮﺒﻋ دةﻮﺠﻟا ﺔﻴﻟﺎﻋ ﺔﻓﺎﻴﺿ تﺎﻣﺪﺧ ﻢﻳﺪﻘﺗ .فﻮﻴﻀﻠﻟ ﺔﻴﺋﺎﻨﺜﺘﺳا ﺔﺑﺮﺠﺗ ﻖﻠﺧ ﻦﻤﻀﻳ ﺎﻤﺑ ،ﻞﻣﺎﻌﺘﻟا ﻦﺴﺣو ،ﺔﻓﺎﻈﻨﻟوا ،ﺔﻣﻼﺴﻟا ﻞﻴﻐﺸﺘﻟا تﺎﻴﻠﻤﻋ ﻦﻴﺴﺤﺗو ،ﻖﻳﺮﻔﻟا روح ﺰﻳﺰﻌﺗو ،ﺔﻳﺮﺸﺒﻟا ﺎﻧادرﻮﻛ ﺮﻳﻮﻄﺗ ىلﻋ صﺮﺤﻧو .داءﻷا ﻦﻣ ىﻮﺘﺴﻣ ﻞﻀﻓأ ﻖﻴﻘﺤﺘﻟ ﺮﻤﺘﺴﻣ ﻞﻜﺸﺑ To provide high-quality hospitality services through efficient and well- organized operations, while adhering to safety, hygiene, and professional conduct standards to ensure an exceptional guest experience. We are committed to developing our human capital, fostering team spirit, and continuously improving operational processes to achieve the highest level of performance.ﺎﻨﺘﻤﻬﻣو ﺎﻨﺘﻳرؤ Our Vision & Our MissionOur Vision ﺎﻨﺘﻳرؤىلﻋ ﺰﻜﺗﺮﺗ ة،ﺮﻜﺘﺒﻣو ﺔﻠﻣﺎﻜﺘﻣ ربﺎﺠﺗ ﻢﻳﺪﻘﺗ ﻲﻓ ﺔﻳدﺎﻳﺮﻟا تﺎﻋﺎﻄﻘﻟا زﺮﺑأ ﻦﻣ نﻮﻜﻧ أن راتﺎﻬﻤﺑ ﻲﻘﺗﺮﺗ ةﺰﻴﻤﺘﻣ ﻞﻤﻋ ﺔﺌﻴﺑ ءﺎﻨﺑ ﻊﻣ ف،ﻮﻴﻀﻟا ﺎﺿر ﻖﻘﺤﺗو ،ﺔﻴﻓاﺮﺘﺣﻻوا دةﻮﺠﻟا .ﻮﻤﻨﻟا ﺔﻣاﺪﺘﺳا ﻢﻋﺪﺗو ﻦﻴﻔﻇﻮﻤﻟا To be one of the leading sectors in delivering integrated and innovative experiences rooted in quality and professionalism, achieving guest satisfaction while building an exceptional work environment that enhances employee skills and supports sustainable growth.
ﺎﻨﻓاﺪﻫأ Our GoalsGoal # 1 Enhancing service quality and guest experienceGoal # 2 Developing and advancing human resources1 # فﺪﻬﻟا ﻒﻴﻀﻟا ﺔﺑﺮﺠﺗو ﺔﻣﺪﺨﻟا دةﻮﺟ ﻊﻓر2 # فﺪﻬﻟا ﺔﻳﺮﺸﺒﻟا ادرﻮﻜﻟا ﺮﻳﻮﻄﺗو ﺔﻴﻤﻨﺗGoal # 3 Improving operational efficiency and sustainability3 # فﺪﻬﻟا ﺔﻣاﺪﺘﺳﻻوا ﺔﻴﻠﻴﻐﺸﺘﻟا ءةﺎﻔﻜﻟا ﻦﻴﺴﺤﺗ
ﻲﻤﻴﻈﻨﺘﻟا ﻞﻜﻴﻬﻟا Organizational Structure دارةﻹا Management ﻞﻴﻐﺸﺘﻟا Operations ﺔﻴﻟﺎﻤﻟا Finance اردﻮﻤﻟا ﺔﻳﺮﺸﺒﻟا HR ﻖﻳﻮﺴﺘﻟا Marketing تﺎﻌﻴﺒﻤﻟا Sales ﺔﻟﺎﺼﻟا Front ﻞﻴﺻﻮﺘﻟا Delivery ﺦﺒﻄﻤﻟا Kitchen لﺎﺒﻘﺘﺳﻻا Reception
ﻞﻤﻋ مﻮﻳ أول First Working Dayﺐﻴﺣﺮﺘﻟوا لﺎﺒﻘﺘﺳﻻا عﻼﻃﻻا ﻦﻜﻤﻳ ى،ﻮﻗ ﻲﻓ دهﺎﻤﺘﻋا ﺪﻌﺑ) ةﺮﺷﺎﺒﻤﻟا ﺦﻳرﺎﺗ ﺪﻳﺪﺤﺗو ﻞﻤﻌﻟا ﺪﻘﻋ ﻊﻴﻗﻮﺗ (ﻞﻤﻌﻟا ﺔﺤﺋﻻ ىلﻋ ﺪﺣﻮﻤﻟا يﺰﻟا مﻼﺘﺳا ﺔﻴﻔﻴﻇﻮﻟا مﺎﻬﻤﻟا ﻊﻴﻗﻮﺗ ﺮﺷﺎﺒﻤﻟا ﺮﻳﺪﻤﻟا ﻦﻣ ﺐﻳرﺪﺘﻟا ىلﻋ لﻮﺼﺤﻟاReception and welcome Sign the employment contract and confirm start date (once approved in Qiwa, the Employee Handbook will be accessible) Receive the uniform Acknowledge job responsibilities Receive training from the direct manager
ﻒﻇﻮﻤﻟا تﺎﻗﺎﻄﺑ Employee Cards :ﺔﻣﺎﻗﻹا / ﺔﻳﻮﻬﻟا ﺔﻗﺎﻄﺑ ىﺪﻟ ﺪﻤﺘﻌﻤﻟا ﻲﻤﺳﺮﻟا ﻪﻤﻗور ﺔﻴﺼﺨﺸﻟا ﻪﺗﺎﻧﺎﻴﺑ ﻦﻤﻀﺘﺗو ،ﺎًﻤﻴﻘﻣ أو ﺎًﻨﻃاﻮﻣ نﺎﻛ اءﻮﺳ ﻒﻇﻮﻤﻟا ﺔﻳﻮﻫ ﺖﺒﺜﺗ ﻲﺘﻟا ﺔﻴﻤﺳﺮﻟا ﺔﻘﻴﺛﻮﻟا ﻲﻫ .ﺔﻜﻠﻤﻤﻟا ﻞﺧدا ﺔﻴﻤﺳﺮﻟا تﻼﻣﺎﻌﺘﻟوا ةﺄﺸﻨﻤﻟا ﻲﻓ ﺔﻴﻣﺎﻈﻨﻟا اءاتﺮﺟﻹا لﺎﻤﻜﺘﺳﻻ ﺔﻴﺳﺎﺳأ ﺔﻗﺎﻄﺑ ﺪﻌُﺗو .ﺔﻴﻣﻮﻜﺤﻟا تﺎﻬﺠﻟا :ﺔﻈﺣﻼﻣ وزارة اءاتﺮﺟوإ ديﻮﻌﺴﻟا ﻞﻤﻌﻟا مﺎﻈﻧ ﻖﻓو ﺔﻴﻣﺎﻈﻨﻟا ﺮﻬﺷأ ﺔﺛﻼﺜﻟا مﺎﻤﺗإ ﺪﻌﺑ (ﺔﻣﺎﻗﻹا) ﺔﻳﻮﻬﻟا ﺔﻗﺎﻄﺑ ىلﻋ ﻢﻴﻘﻤﻟا ﻒﻇﻮﻤﻟا ﻞﺼﺤﻳ .ازاتﻮﺠﻟوا ﺔﻳﺮﺸﺒﻟا اردﻮﻤﻟا :ﻞﻤﻌﻟا ﺔﻗﺎﻄﺑ ﻊﻗاﻮﻣ ﻞﺧدا ﺔﻳﻮﻬﻟا تﺎﺒﺛﻹ مﺪﺨﺘﺴُﺗو ة،ﺄﺸﻨﻤﻟا رﺎﻌﺷو ﻪﺘﻔﻴﻇو ﻰﻤﺴﻣو ﻪﻤﺳا ﻦﻤﻀﺘﺗ ،ﻒﻇﻮﻤﻟا ﺎﻬﺑ دﱠوﺰُﻳ ﺔﻴﻤﺳر ﻒﻳﺮﻌﺗ ﺔﻗﺎﻄﺑ ﻲﻫ .وارﺰﻟوا ﻖﻳﺮﻔﻟا ادﺮﻓأ ﻦﻴﺑ ﻞﺻاﻮﺘﻟوا فﺮﻌﺘﻟا ﻞﻴﻬﺴﺗو ﻞﻤﻌﻟا :ﺔﻴﺤﺼﻟا ﺔﻗﺎﻄﺒﻟا ﻲﻓ ﻞﻤﻌﻠﻟ ﺎًﻴﺳﺎﺳأ ﺎًﻃﺮﺷ ﺪﻌُﺗو ة،ﺪﻤﺘﻌﻤﻟا تﺎﻃاﺮﺘﺷﻻا ﻖﻓو ﺔﻴﺤﺼﻟا ﻪﺘﻣﻼﺳو ﺔﻳﺪﻌﻤﻟا اضﺮﻣﻷا ﻦﻣ ﻒﻇﻮﻤﻟا ﻮﻠﺧ ﺖﺒﺜﺗ ﺔﻴﻤﺳر ﺔﻘﻴﺛو .ةﺄﺸﻨﻤﻟا ﻲﻓ ﺔﻴﺋاﺬﻐﻟا ﺔﺑﺎﻗﺮﻟوا ﺔﺤﺼﻟا ﺮﻴﻳﺎﻌﻤﺑ امﺰﺘﻟﻻوا ف،ﻮﻴﻀﻟوا ﻦﻴﻔﻇﻮﻤﻟا ﺔﻣﻼﺳ نﺎﻤﺿ ىلإ فﺪﻬﺗ .تﺎﺑوﺮﺸﻤﻟوا ﺔﻳﺬﻏﻷا عﺎﻄﻗ ID / Residency Card: The official document that verifies the employee’s identity, whether a citizen or a resident. It includes personal information and the official number registered with government authorities. It is essential for completing organizational procedures and official transactions within the Kingdom. Note: A resident employee receives the Residency ID (Iqama) after completing the mandatory three-month period in accordance with the Saudi Labor Law and the procedures of the Ministry of Human Resources and Passport Authority. Work Card: An official identification card issued to the employee, containing their name, job title, and the organization’s logo. It is used to verify identity within the workplace and to facilitate recognition and communication among team members and visitors. Health Card: An official document that confirms the employee is free from infectious diseases and medically fit according to approved health regulations. It is a mandatory requirement for working in the food and beverage sector and helps ensure the safety of employees and guests while maintaining compliance with health and food control standards.
ورةﺪﻟا ﺔﻳﺪﻨﺘﺴﻤﻟا ﻒﻇﻮﻤﻠﻟ Employee Documentation Workflow ﻒﻴﻇﻮﺘﻟا مﺎﻤﻀﻧﻻوا Recruitment & Onboarding ﺐﻳرﺪﺘﻟا ﺮﻳﻮﻄﺘﻟوا Training & Development ﻢﻴﻴﻘﺘﻟوا داءﻷا Performance & Evaluation ظﺎﻔﺘﺣﻻوا ﺰﻴﻔﺤﺘﻟا ﻒﻇﻮﻤﻟﺎﺑ Employee Engagement & Retention أو ﺔﻣﺪﺨﻟا ءﺎﻬﻧإ لﺎﻘﺘﻧﻻا Separation or Transition
:ﻞﻤﻌﻟا تﺎﻋﺎﺳ .ﻞﻤﻋ ةﺮﺘﻓ ﻞﻛ ﺐﺴﺣ ،ﻞﻤﻋ تﺎﻋﺎﺳ 8 :ﻲﻤﺳﺮﻟا وامﺪﻟا (ةﺪﺣوا ﺔﻋﺎﺳ) ﺮﺷﺎﺒﻤﻟا ﺮﻳﺪﻤﻟا ﻖﻴﺴﻨﺗو ﻞﻤﻋ ةﺮﺘﻓ ﻞﻛ ﺐﺴﺣ :ﺔﺣاﺮﻟا ةﺮﺘﻓ :زاتﺎﺟﻹا .ىلوﻷا ﺲﻤﺨﻟا اتﻮﻨﺴﻠﻟ ،ﺮﺟﻷا ﺔﻋﻮﻓﺪﻣ ﺎًﻣﻮﻳ 21 :ﺔﻳﻮﻨﺴﻟا زةﺎﺟﻹا .ةﺪﻤﺘﻌﻤﻟا ﺔﻴﻣﻮﻜﺤﻟا ﺢﺋاﻮﻠﻟا ﻖﻓو :ﺔﻴﺿﺮﻤﻟا زاتﺎﺟﻹا :ﺔﻳﺮﺸﺒﻟا اردﻮﻤﻠﻟ ﺪﻤﺘﻌﻤﻟا ﻞﻴﻤﻳﻹا ﺮﺒﻋ ﺮﻳرﺎﻘﺘﻟوا تﺎﺒﻠﻄﻟا مﺪﻘﺗ hr@goldenboxlogic.com hr@shazaaljbal.com .ﺔﻣﺎﻗﻹا / ﺔﻳﻮﻬﻟا ﻢﻗر -ﻒﻇﻮﻤﻟا ﻢﺳا -ﺔﻴﺿﺮﻣ زةﺎﺟإ :لﺎﺜﻣ ،ﺎًﺤﺿوا انﻮﻨﻌﻟا ﺔﺑﺎﺘﻛ ﻊﻣ :زةﺎﺟﻹا ﻢﻳﺪﻘﺗ اءاتﺮﺟإ .1.ﺔﻳﺮﺸﺒﻟا اردﻮﻤﻟا ﻢﺴﻗ ﻦﻣ أو ﺮﺷﺎﺒﻤﻟا ﺮﻳﺪﻤﻟا ﻦﻣ زةﺎﺟﻹا ذجﻮﻤﻧ ﺐﻠﻃ .2.هﻼﻋأ ﻞﻴﻤﻳﻹا ﺮﺒﻋ ﺎًﻣﻮﻳ15ـﺑ زةﺎﺟﻹا ﺦﻳرﺎﺗ ﻞﺒﻗ زةﺎﺟﻹا مﺪﻘﺗ .3.ﻞﻴﻤﻳﻹا لﺎﺳإر ﺪﻌﺑ ﻞﻤﻋ مﺎﻳأ 3 لﻼﺧ ﺾﻓﺮﻟا أو ﺔﻘﻓاﻮﻤﻟا رﺎﻈﺘﻧا :ىﺮﺧأ اءاتﺮﺟإ ﻖﺛﻮﻤﻟا ﻞﻴﻤﻳﻹا ﺮﺒﻋ احﺮﺘﻗا أو ﻢﻠﻈﺗ أو اضﺮﺘﻋا أو ﻒﻇﻮﻤﻟا ﺺﺨﺗ تﺎﺒﻠﻃ أي لﺎﺒﻘﺘﺳا .ﺔﻳﺮﺸﺒﻟا اردﻮﻤﻠﻟWork Policies and Proceduresاءاتﺮﺟﻹوا ﻞﻤﻌﻟا تﺎﻋﺎﺳ Working Hours: Official working hours: 8 hours per day, according to each shift. Break time: As per each shift and coordination with the direct manager (1 hour). Leaves: Annual leave: 21 paid days for the first five years. Sick leave: According to the approved government regulations. Requests and reports should be submitted via the official HR email: hr@goldenboxlogic.com hr@shazaaljbal.com Make sure to write a clear subject, for example: Sick Leave – Employee Name – ID/Iqama Number. Leave Submission Procedures: 1.Request the leave form from your direct manager or the HR department. 2.Submit the leave request at least 15 days before the leave date via the above email. 3.Wait for approval or rejection within 3 working days after sending the email. Other Procedures, Objections, and Grievances: Receive any employee-related requests, objections, grievances, or suggestions through the official HR email.
ﻒﻇﻮﻤﻟا تﺎﺒﺟووا قﻮﻘﺣ :ﻦﻴﻔﻇﻮﻤﻟا قﻮﻘﺣ .ﺔﻴﺤﺻو ﺔﻨﻣآ ﻞﻤﻋ ﺔﺌﻴﺑ ﻲﻓ ﻖﺤﻟا • .دﺪﺤﻤﻟا ﺖﻗﻮﻟا ﻲﻓ تﺂﻓﺎﻜﻤﻟوا ﺐﺗواﺮﻟا ىلﻋ لﻮﺼﺤﻟا • ﻲﺒﻄﻟا ﻦﻴﻣﺄﺘﻟا• .ﺮﻳﻮﻄﺘﻟوا ﺐﻳرﺪﺘﻟا ﺞﻣاﺮﺑ ﻲﻓ ﺔﻛرﺎﺸﻤﻟا • :ﻦﻴﻔﻇﻮﻤﻟا تﺎﺒﺟوا .دةﺪﺤﻤﻟا ﻞﻤﻌﻟا تﺎﻋﺎﺴﺑ امﺰﺘﻟﻻا • .ءةﺎﻔﻜﺑ ﺔﻠﻛﻮﻤﻟا مﺎﻬﻤﻟا ﺬﻴﻔﻨﺗ • .ﺔﻴﻠﺧاﺪﻟا تﺎﻣﻮﻠﻌﻤﻟا ﺔﻳﺮﺳ ىلﻋ ظﺎﻔﺤﻟا • .ﺎﻬﺗﺎﻤﻴﻠﻌﺗو ةﺄﺸﻨﻤﻟا ﺔﺳﺎﻴﺳ امﺮﺘﺣا • .ﺪﻬُﻌﻟا ﺪﻨﺑ ﺖﺤﺗ ةﺄﺸﻨﻤﻟا تﺎﻜﻠﺘﻤﻣ ىلﻋ ظﺎﻔﺤﻟا Employees' Rights and Responsibilities Employee Rights: The right to a safe and healthy work environment. Timely receipt of salaries and bonuses. Medical Insurance Participation in training and development programs. Employee Duties: Commitment to specified working hours. Efficient execution of assigned tasks. Maintaining the confidentiality of internal information. Respect for the company's policies and instructions. Safeguarding the facility's assets held under custody. Worker culture ﺔﻴﻟﺎﻤﻌﻟا ﺔﻓﺎﻘﺜﻟا
ﻒﻇﻮﻤﻟا تﺎﺒﺟووا قﻮﻘﺣ ﺢﻟﺎﺼﻤﻟا ربﺎﻀﺗ أو ةﺮﺷﺎﺒﻣ ﺔﻴﻟﺎﻣ ﺔﺤﻠﺼﻣ أو ريﺎﺠﺗ طﺎﺸﻧ أي ﻦﻋ عﺎﻨﺘﻣﻻا ﺔﻔﻇﻮﻤﻟا/ﻒﻇﻮﻤﻟا ىلﻋ ﺐﺠﻳ ﺪﻨﻋ .ةﺄﺸﻨﻤﻟا ﺔﺤﻠﺼﻣ ﻊﻣ رضﺎﻌﺘﺗ ﺪﻗ (ﻦﻳردﻮﻤﻟا ﻊﻣ ﻞﻣﺎﻌﺘﻟا ﻚﻟذ ﻲﻓ ﺎﻤﺑ) ةﺮﺷﺎﺒﻣ ﺮﻴﻏ ﻲﻀﻤﻟا ﻞﺒﻗ ﺔﻳﺮﺸﺒﻟا اردﻮﻤﻟا إدارة أو ﺮﺷﺎﺒﻤﻟا ﺮﻳﺪﻤﻟا ﻊﻣ ﺮﻣﻷا ﺶﻗﺎﻨُﻳ ،ﻚﺷ أي دﻮﺟو .ًﺎﻣﺪﻗ Employees' Rights and Responsibilities Conflict of Interest Employees must refrain from any business activity or direct/indirect financial interest (including dealings with suppliers) that may conflict with the organization's interests. When in doubt, discuss the matter with your line manager or HR before proceeding. تﺎﻔﻟﺎﺨﻤﻟا ﻦﻋ غﻼﺑﻹوا ﺔﻳﺮﺴﻟا زﻮﺠﻳ ﻻ ﺔﻳﺮﺳ تﺎﻣﻮﻠﻌﻣ ﻦﻳردﻮﻤﻟوا ﻞﻴﻐﺸﺘﻟا تﺎﻣﻮﻠﻌﻣو ءﻼﻤﻌﻟوا ءﻻﺰﻨﻟا تﺎﻧﺎﻴﺑ ﺪﻌُﺗ ﺔﻈﺣﻼﻣ ﺪﻨﻋ .ﻲﻋﺎﻤﺘﺟﻻا ﻞﺻاﻮﺘﻟا ﻞﺋﺎﺳو ﻚﻟذ ﻲﻓ ﺎﻤﺑ ،ﺔﻴﺟرﺎﺧ ﺔﻬﺟ يﻷ ﺎﻬﻨﻋ حﺎﺼﻓﻹا دارةﻹ ﻲﻤﺳﺮﻟا ﺪﻳﺮﺒﻟا ﺮﺒﻋ ً ارﻮﻓ غﻼﺑﻹا ﻢﺘﻳ ،ﻲﻧﻮﻧﺎﻗ ﺮﻴﻏ طﺎﺸﻧ أو لﺎﻴﺘﺣا أو ﺔﻔﻟﺎﺨﻣ أي مﺪﻘﻣ ﻖﺤﺑ ﻲﻣﺎﻘﺘﻧا اءﺮﺟإ أي دون ﺔﻣﺎﺗ ﺔﻳﺮﺴﺑ تﺎﻏﻼﺒﻟا ﻊﻴﻤﺟ ﻞﻣﺎﻌُﺗو ،ﺔﻳﺮﺸﺒﻟا اردﻮﻤﻟا .غﻼﺒﻟا Confidentiality & Reporting Misconduct Guest, customer, operational, and supplier data are confidential and must not be disclosed to any external party, including social media. Any suspected misconduct, fraud, or illegal activity must be reported immediately via the official HR email. All reports are handled in strict confidence, with no retaliatory action against the reporting employee.
ﻒﻇﻮﻤﻟا تﺎﺒﺟووا قﻮﻘﺣ ةﺄﺸﻨﻤﻟا تﺎﻜﻠﺘﻤﻣ امﺪﺨﺘﺳوا ﺮﻬﻈﻤﻟوا كﻮﻠﺴﻟا ﺮﻴﻳﺎﻌﻣ :ﺪﺣﻮﻤﻟا يﺰﻟﺎﺑ امﺰﺘﻟﻻا • .ديﻮﻌﺴﻟا ﺪﺣﻮﻤﻟا يﺰﻟا :ﺔﻴﻣﺎﻣﻷا ﺐﺗﺎﻜﻤﻟا ﻦﻴﻳدﻮﻌﺴﻟا رﻮﻛﺬﻟا دﻮﺳﻷا نﻮﻠﻟﺎﺑ بﺎﺠﺤﻟوا ءةﺎﺒﻌﻟا اءﺪﺗار :ﺔﻴﻣﺎﻣﻻا ﺐﺗﺎﻜﻤﻟا تﺎﻳدﻮﻌﺴﻟا ثﺎﻧﻹا .ةﺄﺸﻨﻤﻠﻟ ﺪﻤﺘﻌﻤﻟا ﺪﺣﻮﻤﻟا يﺰﻟا :تﺎﻔﻇﻮﻤﻟوا ﻦﻴﻔﻇﻮﻤﻟا .ﺔﻴﺼﺨﺸﻟا ﺔﻓﺎﻈﻨﻟوا وامﺪﻟا تﺎﻗأو الﻮﻃ ﻖﺋﻼﻟا ﺮﻬﻈﻤﻟﺎﺑ مﺎﻤﺘﻫﻻا .ﻂﻘﻓ ﻞﻤﻌﻟا اضﺮﻏﻷ ةﺄﺸﻨﻤﻟا ةﺰﻬﺟوأ ﻲﻧوﺮﺘﻜﻟﻹا ﺪﻳﺮﺒﻟوا ﻒﺗﺎﻬﻟا امﺪﺨﺘﺳا .ةﺄﺸﻨﻤﻟا لﻮﺣ ﺮﺘﻣ 100 ﺔﻓﺎﺴﻣ ﺎًﺗﺎﺘﺑ عﻮﻨﻤﻣ ﻦﻴﺧﺪﺘﻟا .ﺮﺷﺎﺒﻤﻟا ﺮﻳﺪﻤﻟا ﻦﻣ ﺔﻘﺒﺴﻣ ﺔﻘﻓاﻮﻣ دون ﺎﻫرﺎﻘﻣ رجﺎﺧ ةﺄﺸﻨﻤﻠﻟ تﺎﻜﻠﺘﻤﻣ أي اجﺮﺧإ مﺪﻋ Employees' Rights and Responsibilities Conduct, Appearance & Use of Company Property •Standards of Conduct, Appearance, and Use of Facility Property • Adherence to the Uniform: Saudi male front-office staff: Saudi uniform. Saudi female front-office staff: Black abaya and hijab. All staff: The facility’s approved uniform. Maintaining a professional appearance and personal hygiene throughout working hours. Use of telephones, email, and facility equipment for work purposes only. Smoking is strictly prohibited within a radius of at least 100 meters around the facility. Removal of any facility property from the premises is prohibited without prior approval from the direct supervisor.
ﻒﻇﻮﻤﻟا تﺎﺒﺟووا قﻮﻘﺣ Employees' Rights and Responsibilities ﺔﺻﺎﺨﻟا زاتﺎﺟﻹا .(ﺔﻣﺪﺨﻟا ةﺪﻣ لﻼﺧ ةﺪﺣوا ةﺮﻣ) مﺎﻳأ 3 :ﺔﻔﻇﻮﻤﻟا/ﻒﻇﻮﻤﻟا زواج • مﺎﻳأ 3 :دﻮﻟﻮﻣ دةﻻو • ةﺎﻓو لﺎﺣ ﻲﻓ ﺔﻔﻇﻮﻤﻠﻟ ً ﺎﻣﻮﻳ 15) مﺎﻳأ 3 :وعﺮﻔﻟا أو لﻮﺻﻷا ﺪﺣأ أو ﺔﺟوﺰﻟا/وجﺰﻟا ةﺎﻓو • .(ﺎﻬﺟزو اﻮﻀﻣأ ﻦﻤﻣ ﻦﻴﻤﻠﺴﻤﻠﻟ ،ﺔﻣﺪﺨﻟا لﻼﺧ ةﺪﺣوا ةﺮﻣ) ﺮﺟﻷا ﺔﻋﻮﻓﺪﻣ مﺎﻳأ 10 :ﺞﺤﻟا زةﺎﺟإ • .(ﻞﻗﻷا ىلﻋ ﺔﻣﺪﺧ ﺔﻨﺳ ﺔﻳﺮﺸﺒﻟا اردﻮﻤﻟا ﺔﺳﺎﻴﺳو ديﻮﻌﺴﻟا ﻞﻤﻌﻟا مﺎﻈﻧ ﻖﻓو :(ﺔﻣﻮﻣﻷا) ﻊﺿﻮﻟا زةﺎﺟإ • .ةﺪﻤﺘﻌﻤﻟا .ﺔﻴﺗﻮﺒﺜﻟا اتﺪﻨﺘﺴﻤﻟﺎﺑ ﺔﻘﻓﺮﻣ ﺔﻳﺮﺸﺒﻟا اردﻮﻤﻟا دارةﻹ ﻲﻤﺳﺮﻟا ﺪﻳﺮﺒﻟا ﺮﺒﻋ تﺎﺒﻠﻄﻟا مﱠﺪﻘُﺗ • Special Leave • Employee marriage: 3 days (once during service). • Birth of a child: 3 day. • Death of a spouse or ascendant/descendant: 3 days (15 days for a female employee upon her husband's death). • Hajj leave: 10 paid days (once during service, for Muslim employees with a minimum of one year of service). • Maternity leave: per Saudi Labor Law and approved HR policy. • Requests are submitted via the official HR email with supporting documents.
ﻒﻇﻮﻤﻟا تﺎﺒﺟووا قﻮﻘﺣ ﺔﺋرﺎﻄﻟا زةﺎﺟﻹوا ﺔﻴﺿﺮﻤﻟا زةﺎﺟﻹا ﺔﻣﺪﺧ ﺔﻨﺳ ﻞﻜﻟ ﺐﺴﺘﺤُﺗ — (ديﻮﻌﺴﻟا ﻞﻤﻌﻟا مﺎﻈﻧ ﻦﻣ 117 دةﺎﻤﻟا) ﺔﻴﺿﺮﻤﻟا زةﺎﺟﻹا • :ﺔﻳدﻼﻴﻤﻟا ﺔﻨﺴﻠﻟ ﺲﻴﻟو .ﻞﻣﺎﻛ ﺮﺟﺄﺑ :ىلوﻷا ً ﺎﻣﻮﻳ 30 • .ﺮﺟﻷا عﺎﺑأر ﺔﺛﻼﺜﺑ :ﺔﻴﻟﺎﺘﻟا ً ﺎﻣﻮﻳ 60ـﻟا • (ﺔﻌﻄﻘﺘﻣ أو ﺔﻠﺼﺘﻣ) ً ﺎﻣﻮﻳ 120 ﻲﻟﺎﻤﺟإ ﻰﺼﻗأ ﺪﺤﺑ — ﺮﺟأ ونﺪﺑ :ﺔﻴﻟﺎﺘﻟا ً ﺎﻣﻮﻳ 30ـﻟا • .ةﺪﺣاﻮﻟا ﺔﻣﺪﺨﻟا ﺔﻨﺳ لﻼﺧ .بﺎﻴﻐﻟا ﺔﻳاﺪﺑ ﻦﻣ ﻰﻧأد ﺪﺤﻛ ﺔﻋﺎﺳ 24 لﻼﺧ ﺮﺷﺎﺒﻤﻟا ﺮﻳﺪﻤﻟا غﻼﺑإ • .ﺔﺼّﺧﺮﻣ ﺔﻴﺒﻃ ﺔﻬﺟ ﻦﻣ ةﺪﻤﺘﻌﻣ نﻮﻜﺗ أن ﺐﺠﻳ ً اﺪﺣوا ً ﺎﻣﻮﻳ وزﺎﺠﺘﺗ ﺔﻴﺿﺮﻣ زةﺎﺟإ أي • .ضﺮﻤﻟا ﺦﻳرﺎﺗ ﻦﻣ ﻞﻤﻋ مﺎﻳأ 3 لﻼﺧ ﺔﻳﺮﺸﺒﻟا اردﻮﻤﻟا دارةﻹ ﺔﻴﺒﻄﻟا دةﺎﻬﺸﻟا ﻢﱠﻠﺴُﺗ • .ﻪﺑ حﺮﺼﻣ ﺮﻴﻏ بﺎﻴﻐﻛ ﻞﻣﺎﻌُﻳ ﻖّﺛﻮﻤﻟا ﺮﻴﻏ ﻲﺿﺮﻤﻟا بﺎﻴﻐﻟا • زةﺎﺟﻹا ﻦﻋ ﺔﻠﺼﻔﻨﻣ ﺔﻴﻣﺎﻈﻧ زةﺎﺟإ ﺖﺴﻴﻟو — ةﺄﺸﻨﻤﻠﻟ ﺔﻴﻠﺧدا ﺔﺳﺎﻴﺳ :ﺔﺋرﺎﻄﻟا زةﺎﺟﻹا • .دارةﻺﻟ تﺎﻘﻓاﻮﻤﻟا ﻊﻓﺮﺗو ﺮﺷﺎﺒﻤﻟا ﺮﻳﺪﻤﻟوا ﻒﻇﻮﻤﻟا ﻦﻴﺑ قﺎﻔﺗﻻا ﺐﺴﺣ ﻖﺴﻨﺗ Employees' Rights and Responsibilities Conduct, Appearance & Use of Company Property Sick Leave (Article 117 - Saudi Labor Law) Calculated per service year, not calendar year (Max 120 days, continuous or intermittent): First 30 days: Full pay. Next 60 days: 75% pay. Next 30 days: Unpaid. Rules & Procedures Notification: Inform the direct manager within 24 hours of absence. Medical Certificate: Required for any leave exceeding 1 day, from a licensed medical authority. Submission: Submit the medical certificate to HR within 3 working days from the start of illness. Undocumented Leave: Treated as unauthorized absence. Emergency Leave (Internal Policy) Not a statutory leave. It must be coordinated between the employee and the direct manager, then submitted for management approval.
ﻒﻇﻮﻤﻟا تﺎﺒﺟووا قﻮﻘﺣ ﺔﻣﺪﺨﻟا ﺔﻳﺎﻬﻧ ةﺄﻓﺎﻜﻣ ﺔﻳﺎﻬﻧ ةﺄﻓﺎﻜﻣ ﻒﻇﻮﻤﻟا ﻖﺤﺘﺴﻳ ،(ﻲﺒﻳدﺄﺘﻟا ﻞﺼﻔﻟا تﻻﺎﺣ ءﺎﻨﺜﺘﺳﺎﺑ) ﺔﻣﺪﺨﻟا ءﺎﻬﺘﻧا ﺪﻨﻋ ﻦﻣ ﺔﻨﺳ ﻞﻛ ﻦﻋ ﻲﻟﺎﻤﺟإ يﺮﻬﺷ ﺐﺗرا ﻒﺼﻧ :ديﻮﻌﺴﻟا ﻞﻤﻌﻟا مﺎﻈﻧ ﻖﻓو ﺔﻣﺪﺧ ىلﻋ ةﺄﻓﺎﻜﻤﻟا ﺐﺴﺤُﺗ .ﺔﻴﻟﺎﺗ ﺔﻨﺳ ﻞﻛ ﻦﻋ ﻞﻣﺎﻛ ﺮﻬﺷ ﺐﺗورا ،ىلوﻷا ﺲﻤﺨﻟا اتﻮﻨﺴﻟا .ﺔﻴﻣﺎﻈﻨﻟا دﺪﻤﻟا ﻖﻓو ﺔﻟﺎﻘﺘﺳﻻا لﺎﺣ ﻲﻓ ً ﺎﻴﺒﺴﻧ ﺾﱠﻔﺨُﺗو ،ﻲﻟﺎﻤﺟإ ﺐﺗرا ﺮﺧآ سﺎﺳأ Employees' Rights and Responsibilities End of Service Award Upon end of service (excluding disciplinary dismissal), employees are entitled to an end-of-service award per Saudi Labor Law: half a month's gross salary for each of the first five years, and one full month's salary for each subsequent year. The award is calculated on the last gross salary and is proportionally reduced for resignation per the statutory tiers. ﺔﻴﺼﺨﺸﻟا تﺎﻧﺎﻴﺒﻟا ﺚﻳﺪﺤﺗ ﺔﻴﺼﺨﺸﻟا ﻪﺗﺎﻧﺎﻴﺑ ﻲﻓ ﺮﻴﻴﻐﺗ يﺄﺑ ً ارﻮﻓ ﺔﻳﺮﺸﺒﻟا اردﻮﻤﻟا إدارة غﻼﺑﺈﺑ ﻒﻇﻮﻤﻟا مﺰﺘﻠﻳ ﻲﻤﺳﺮﻟا ﺪﻳﺮﺒﻟا ﺮﺒﻋ (ارئﻮﻄﻟا ﻲﻓ لﺎﺼﺗﻻا ﺔﻬﺟ ،ﻲﻜﻨﺒﻟا بﺎﺴﺤﻟا ال،ﻮﺠﻟا ﻢﻗر ان،ﻮﻨﻌﻟا) .ﻦﻴﻣﺄﺘﻟوا ﺐﺗواﺮﻟا اءاتﺮﺟإ ﺔﻋﺮﺳو تﻼﺠﺴﻟا ﺔﻗد نﺎﻤﻀﻟ Updating Personal Information Employees must promptly notify HR of any change in personal information (address, mobile number, bank account, emergency contact) via the official HR email to ensure accurate records and timely payroll/insurance processing.
We are delighted to welcome you to our team. We believe that every team member contributes to our success. Here, you will find a work environment that supports innovation and growth. Make the most of the available resources and opportunities, and do not hesitate to ask any questions you may have. We are here to support you in your career journey. Thank you for being part of our achievements. Together, we will achieve remarkable results!ﻲﻓ ﻢﻬﺴﻳ ﻖﻳﺮﻔﻟا ﻲﻓ ﻮﻀﻋ ﻞﻛ نﺄﺑ ﻦﻣﺆﻧ .ﺎﻨﻘﻳﺮﻓ ىلإ ﻚﻣﺎﻤﻀﻧﺎﺑ اءﺪﻌﺳ ﻦﺤﻧ .رﻮﻄﺘﻟوا رﺎﻜﺘﺑﻻا ﻢﻋﺪﺗ ﻞﻤﻋ ﺔﺌﻴﺑ ﺎﻨﻫ ﺪﺠﺘﺳ .ﺎﻨﺣﺎﺠﻧ جﺎﺘﺤﺗ راتﺎﺴﻔﺘﺳا أي حﺮﻃ ﻲﻓ ددﺮﺘﺗ ﻻو ،ﻚﻟ ﺔﺣﺎﺘﻤﻟا صﺮﻔﻟوا اردﻮﻤﻟا ﻦﻣ ﺪﻔﺘﺳا .ﺔﻴﻨﻬﻤﻟا ﻚﺗﺮﻴﺴﻣ ﻲﻓ ﻚﻤﻋﺪﻟ ﺎﻨﻫ ﻦﺤﻧ .ﺎﻬﺘﺑﺎﺟإ ىلإ !ةﺰﻴﻤﻣ ﺞﺋﺎﺘﻧ ﻖﻘﺤﻨﺳ ،ﺎًﻌﻣ .ﺎﻨﺗزاﺎﺠﻧإ ﻦﻣ اً ءﺰﺟ ﻚﻧﻮﻜﻟ اً ﺮﻜﺷﺔﻴﻗﺎﻔﺗا ﺔﻘﺛو ﺔﻣاﺪﺘﺴﻣ Agreement and Sustainable Trust
:ةﺪﻋﺎﺴﻤﻟوا ﻞﺻاﻮﺘﻟا اتﻮﻨﻗ Channels of Communication and Assistance00966507693341hr@goldenboxlogic.com hr@shazaaljbal.com
ﻒﻇﻮﻤﻟا ﻞﻴﻟد Employee Handbook