Organization Benefits and Services

ACKNOWLEDGEMENT
We would like to thank Allah Almighty who makes us much capable to complete
this project. We would like to thank my project advisor Prof. Saeed Waris at
University of Central Punjab. The door to Prof. Saeed Waris’s office was always
open whenever I ran into a trouble spot or had a question about my research or
writing. He consistently allowed this paper to be my own work, but steered me in
the right the direction whenever he thought I needed it.
Organization Benefits and Services

Abstract:
In this project we have discussed about the Organization Benefits and the benefits
of Araf Organization that they provide to their employees. Then, we select a job of
this organization in which job we can apply after MSC-IT degree. Furthermore, in
this document we will elaborate the specification and description of that job.
Moreover, we describe the quality of successful interviewee. At last, we make a
CV of that Particular job in which we can apply after MSC-IT.
Organization Benefits and Services

CONTENT

1. Introduction

2. Employee Benefits

3. Why Benefits Are Important

4. Policy Issue

5. Classification of Benefits

5.1. Pay for time not worked

5.2. Insurance benefits

5.3. Retirement benefits

5.4. Services

6. Organization we select and its benefits for Employee

7. Job Specification and Description

8. Labor Laws in Pakistan

9. Qualities of Successful Interviewee

Organization Benefits and Services

INTRODUCTION
Our topic is “what are Organization Benefits and their types?”. We choose
an Organization to see what types of benefits they provide to their employees.
Then, we select a job of Network Administrator of this organization that is relevant
to our degree that means in which job we can apply after MSC-IT degree.
Furthermore, in this document we will elaborate the specification and description
of this job. Moreover, we describe the quality of successful interviewee. At last, we
make a CV for this job in which we can apply after MSC-IT.

Employee Benefits:
Employee benefits are non-salary compensation that can vary from company
to company. Benefits are indirect and non-cash payments within a compensation
package. They are provided by organizations in addition to salary to create a
competitive package for the potential employee.

An employee benefits package includes all the non-wage benefits, like

insurance and paid time off, provided by an employer. There are some types of
employee benefits that are mandated by law, including minimum wage, overtime,
leave under the Family Medical Leave Act, unemployment, and workers
compensation and disability.

There are other types of employee benefits that companies are not required
to offer, but choose to provide to their employees. Employee benefits are non-
salary compensation that can vary from company to company. Benefits are indirect
and non-cash payments within a compensation package. They are provided by
organizations in addition to salary to create a competitive package for the potential
employee.

Employee benefit programs are expensive. Unfortunately, the cost of many

benefit package components continues to increase. For a small business owner, it
can be a huge expense. Small businesses must carefully evaluate cost versus value
of the major components of employee benefit programs to select those they can
Organization Benefits and Services

afford and their employees want. The key factor is to offer the most important
benefits the business can afford to attract and keep the most qualified staff.

In looking at all organizations, regardless of changes to the overall level of

benefits, about one-quarter increased wellness benefits and health-related benefits.
Employer-sponsored health and wellness benefits are currently affected by the
changing landscape of the health care industry, provisions of the Affordable Care
Act (ACA) and increasing health care costs. Most organizations will need to
address these challenges and offer competitive health benefits because they are an
important aspect of employee job satisfaction, with 91% of employees rating
health care benefits as important.

Why Benefits Are Important:

The purpose of employee benefits is to increase the economic security of
staff members, and in doing so, improve worker retention across the organization.

As HR professionals are well aware, employee benefits play an important

role in retaining employees. Although many employees (89%) are at least
somewhat satisfied with their jobs, 40% considered the possibility of seeking
employment elsewhere in the next 12 months. The leading reason for employees
looking for external positions was higher compensation/pay (56%), followed by
better overall benefits (29%). Other reasons for leaving that could be related to
benefits were career advancement opportunities (21%) and flexibility to balance
work and life issues (18%). In terms of motivation to stay with an organization,
compensation/pay (44%) topped the list, followed by flexibility to balance work
and life issues (34%) and the overall benefits package (32%). Thus, an attractive
benefits package that includes professional development support and flexible work
options that rival those of an organization’s competitors could help with employee
retention and recruitment. In 2017, 16% of organizations increased professional
and career development benefits, whereas 14% increased flexible working benefits.
Organization Benefits and Services

Policy Issues
Employers therefore need to design benefits packages carefully. The list of
policy issues includes what benefits to offer, who receives coverage, whether to
include retirees in the plan, whether to deny benefits to employees during initial
probationary periods, how to finance benefits, cost-containment procedures, and
how to communicate benefits options to employees.

Classification of Benefits
There are many benefits and various ways to classify them. We will classify
them
(1) pay for time not worked (such as vacations)
(2) Insurance benefits
(3) Retirement benefits
(4) Services
Organization Benefits and Services

PAY FOR TIME NOT WORKED

Unemployment Insurance benefits:

Unemployment insurance are payments made by back authorized bodies
to unemployed people. Benefits are funded by a compulsory governmental
insurance system, not taxes on individual citizens. Depending on the jurisdiction
and the status of the person, those sums may be small, covering only basic needs,
or may compensate the lost time proportionally to the previous earned salary.
Unemployment benefits are generally given only to those registering as
unemployed, and often on conditions ensuring that they seek work and do not
currently have a job, and are validated as being laid off and not fired for cause in
most states.

Parental leave:
Parental leave or family leave is an employee benefit available in almost all
countries. The term "parental leave" generally includes maternity, paternity,
and adoption leave. A distinction between "maternity leave" and "parental leave" is
sometimes made- maternity leave as the mother's leave time directly before and
after childbirth and parental leave being the time given to care for newborns. In
some countries and jurisdictions, "family leave" also includes leave provided to
care for ill family members. Often, the minimum benefits and eligibility
requirements are stipulated by law.

Unpaid parental or family leave is provided when an employer is required to

hold an employee's job while that employee is taking leave. Paid parental or family
leave provides paid time off work to care for or make arrangements for the
welfare of a child or dependent family member. The three most common models of
funding are social insurance/social security (where employees, employers, or
taxpayers in general contribute to a specific public fund), employer liability (where
Organization Benefits and Services

the employer must pay the employee for the length of leave), and mixed policies
that combine both social security and employer liability.

Benefits of Sick Leave:

Sick leave benefits both the employer and the sick employee. Employees use
sick leave when they're temporarily ill and coming to work would pose potential
contagion to other employees.

Sick leave also benefits an employee who will be unable to work effectively
because of illness. It allows the employee to take some downtime for self-care and
healing. Potentially, paid sick leave provides the time employees need to seek
medical care for their current illness when needed, too.

Some organizations allow the use of sick leave to take care of ill family
members, and the spate of current legislation requires this in most cases. In the
past, the amount of sick leave was often accrued by employees based on years of
service to the organization and the level of their position. Other companies chose
to keep sick leave simple: every employee received the same amount of sick leave.

Supplemental Unemployment Benefits:

In some industries such as auto making, shutdowns to reduce inventories or
change
machinery is common, and laid-off or furloughed employees must depend on
unemployment insurance. As the name implies, supplemental unemployment
benefits are cash payments that supplement the employee s unemployment
compensation, to help the person maintain his or her standard of living while out of
work. They generally cover three contingencies: layoffs, reduced workweeks, and
facility relocations.
Organization Benefits and Services

Vacation and Holiday Pay:

Paid leave is considered a very important aspect of overall job satisfaction
by employees, and the vast majority of HR professionals agree that taking vacation
is important for positive talent management outcomes like morale, wellness,
performance, retention and productivity. Providing adequate sick leave encourages
employees to stay home when they are sick, thereby reducing the spread of illness
in the workplace and presentism. The value of paid leave benefits is reflected by
the large majority of organizations (96%) that provided paid leave for the purpose
of vacation, although fewer organizations (81%) offered paid time off for sickness.
In addition to vacation and sick leave, one-third of organizations (33%) opted to
provide paid personal leave. Most organizations (91%) paid at least some portion
of unused paid vacation leave upon voluntary termination, and two-thirds (68%)
allowed employees to roll over at least some of their unused paid vacation leave.
This gives employees more flexibility in deciding when and how to use their leave,
while limiting the number of days that can be rolled over incentivizes employees to
take time off.
This option allows employees to cash out a portion of their balance either
upon request on an annual basis or once they have accrued a certain amount of
leave or met other criteria. Leave donation programs—wherein employees donate
vacation leave to a general pool that can then be used by other workers—were
slightly less common.
Organization Benefits and Services

INSURANCE BENEFITS

Health Insurance:
One of the most expensive components of a benefit package is health coverage.
The health care industry and the U.S. government are trying to create medical
plans that smaller businesses can afford and protect their employees sufficiently.
The small business Health Fairness Act is one of these efforts. One feature is the
birth of Association Health Plans (AHPs), which allows multiple small businesses
to band together, creating larger groups to purchase good health insurance plans at
reduced cost. Health savings accounts also permit employees to allocate pre-tax
compensation dollars for medical needs.
Providing health care benefits to employees’ spouses and domestic partners is a
strategy many organizations are using to help recruit and retain talent. Doing so
helps employees save on overall health care costs for the family by having spouses
or domestic partners covered under the same health plan. It also provides the
convenience of having access to the same doctors in the plan. If families have the
same primary care physician or family doctor, health-related behaviors and
treatments can be addressed for the entire family rather than on an individual basis.
From 2014 to 2016, there was a large increase in coverage of both opposite- and
same-sex spouses. Although more organizations offer coverage for opposite-sex
spouses than for same-sex spouses, this gap has narrowed since the legalization of
same gender marriage in 2015. A large increase was also seen for opposite- and
same-sex domestic partner coverage during the same period, resulting in more than
one-half of organizations offering health care coverage for domestic partners.
Compared with 2016, health care benefits for employees’ spouses and domestic
partners seem to have leveled off.
Organization Benefits and Services

Spousal and Domestic Partner Health Care Coverage:

Competitive analysis to see if other organizations are offering health care

benefits for spouses and domestic partners. Although many organizations have
been extending health care coverage to employees’ families, two-thirds of
organizations (66%) were very concerned about controlling health care costs and
another 31% were somewhat concerned. From 2016 to 2017, health care costs
increased for 79% of organizations, with an 11% increase on average. One strategy
that some organizations are using to mitigate the costs of health care is to
implement restrictions on coverage for spouses and domestic partners. Most
commonly, organizations added a surcharge or denied coverage if the employee’s
spouse was offered coverage by another employer. Other cost-saving measures
included providing only secondary coverage, charging higher premiums or cost-
sharing amounts, and not allowing employees to use pretax earnings to pay for
spousal premiums. Organizations were less likely to place restrictions or
surcharges on coverage for dependent children.
Although PPOs remain the most common type of health care plan and have
stayed steady over the past five years, more organizations are adding a health
saving account (HSA) component to their health care coverage. In 2016, adding an
HSA was the most common strategy organizations used for controlling health care
costs. HSAs were created by the Medicare bill in 2003 and are designed to help
individuals save on a tax-free basis for future qualified medical and retiree health
care costs. Contributions to the HSAs can be made by the employer, the employee
or both. More than one-half (55%) of organizations offered this benefit in 2017,
and more than one-third (36%) provided an employer contribution to the HSA, also
showing an upward trend.

Disability Insurance:
Short and long-term disability insurance is a valued benefit by both
employee and employer. Even if the business offers worker's compensation,
Organization Benefits and Services

disability insurance remains a major benefit for two important reasons. First,
disability (illness or injury) that occurs either at or away from the workplace is
covered. Second, disability claims typically are settled faster and easier than those
filed under worker’s compensation insurance programs. Disability insurance
usually offers around 60 to 65 percent of the employee’s regular monthly income
to the worker.
Life Insurance:
Life insurance coverage is both a valuable benefit from an employee
perspective and usually quite affordable for the small business. As the U.S.
workforce average age starts to decline, this benefit should remain reasonably
priced for most businesses. Most programs provide term life coverage (pure
protection with no cash savings account) with the opportunity for the employee to
purchase more insurance if they wish. Some plans also allow employees to convert
their protection to whole life coverage (cash buildup and tax deferred dividends)
and/or continue their coverage should they leave their employer.
Education Assistance:
A much-desired employee benefit, education assistance is more important
than ever. As the cost of on-campus post-secondary education increases, many
employees simply cannot afford to improve their skills in the classroom. However,
the many wonderful educational programs offered online at reasonable cost can
help small businesses improve their staff quality. Available at any time of day,
both formal degree programs and continuing education courses can be very
effective and economical.
Dental Care Plan Coverage:
Companies with dental care benefits offer insurance that helps pay a portion
of the cost for dental treatment and care. Depending on the company’s policy for
dental care benefits, dental coverage includes a range of treatments and procedures.
Most insurance plans cover the basic procedures such as routine teeth cleaning
every six months.
Organization Benefits and Services

Dental care plans can vary from company to company, but they typically
include three categories: Preventive, Basic, and Major services, which vary from
semi-annual cleanings to oral surgeries. Preventative dental benefits include
exams, x-rays, sealants, fluoride treatments, and children’s basic care.

Basic services would also include fillings, emergency pain relief, root
canals, and dental crowns. Finally, Major services can include bridgework, wisdom
teeth removal, dentures, and other complex procedures. Some plans cover all
practices, like orthodontic work in addition to basic dental care.

Retirement Plans:
Traditional pension plans, 401K programs and SEP IRAs (Simplified
Employee Pension Individual Retirement Accounts) are all popular with
employees and small businesses. 401K plans are often the most popular programs
because they permit employees to contribute to individual IRAs along with
participating in their employer’s retirement plan. SEP IRA programs are tailored
for small business as they have few administration expenses and operate like
individual IRA accounts.
Organization Benefits and Services

Services
Employee Assistance Programs:
Employee assistance programs provide counseling and advisory services,
such as personal legal and financial services, child and elder care referrals,
adoption assistance, mental health counseling, and life event planning.107 EAPs
are increasingly popular, with more than 60% of larger firms offering such
programs. One study found that personal mental health was the most common
problem addressed by employee assistance programs, followed by family
problems.

Family-Friendly (Work Life) Benefits:

These pressures have led many employers to bolster their family-friendly
benefits. (The number of Americans who have never married is rising, and the
newer work life benefits terminology recognizes the need to improve all employees
work life situations, not just those with families.)112 These benefits include child
care, elder care, fitness facilities, and flexible work schedules benefits that help
employees balance their family and work lives.

Subsidized Child Care:

Fulfilling work responsibilities while raising a family is a challenge,
particularly for single parents. Most working people make private provisions to
take care of their children. For example, relatives accounted for 48% of all child
care providers in one study.114 Organized day care centers accounted for another
30% of child care arrangements, and nonrelatives accounted for most of the
remaining arrangements.
Employers who want to reduce the distractions associated with finding
reliable child care can help in various ways. Some employers simply investigate
the day care facilities in their communities and recommend certain ones to
employees. Other employers set up company-sponsored and subsidized day care
facilities, both to attract employees and to reduce absenteeism.
Organization Benefits and Services

Sick Child Benefits:

One study found that unexpected absences climbed to about2.4% of payroll
hours recently, with a cost per absence to employers of about $700 per episode (for
temp employees and reduced productivity, for instance). More employers are thus
offering emergency child care benefits, for example, when a young child s regular
babysitter is a no-show. Texas Instruments built a Web database its employees use
to find last-minute child care providers. Others, like Canadian financial services
company CIBC, are expanding their on-site child care centers to handle last-minute
emergencies.

Elder Care:
The responsibility for caring for an aging relative can affect the employee s
performance.117 One study found that, to care for an older relative, 64% of
employees took sick days or vacation time, 33% decreased work hours, 22% took
leaves of absence, 20% changed their job status from full- to part-time, 16% quit
their jobs, and 13% retired early. One survey found that about 120 million
Americans are now caring for or in the past cared for an adult relative or friend.

Family-Friendly Benefits and the Bottom Line:

It’s not easy to evaluate the profitability of such programs. The costs are
clear. For example, a few years ago Aetna found it saved $400,000 just by making
employees at its Blue Bell, Pennsylvania, office buy their own coffee and tea.
Measuring the programs positive consequences isn’t so simple. Family-friendly
firms such as SAS routinely turn up on best companies to work for lists. This
almost undoubtedly makes it easier to recruit and retain good employees.
Organization Benefits and Services

Organization we select and its benefits for Employee

We select Araf Organization located in Sialkot at defense road. They

manufacture Garments goods like jackets, gloves, tracksuits etc. These some
benefits they provide to their Employees:

Pay for time not worked:

Sick leaves: They provide 14 sick leave in a year that are fully paid. Sick leaves
pay to employees when they are out of work because of illness.

 14 Sick Leaves (Paid)

Religious Allowance and Annual Bonus:

They provide 1 extra half-salary on every “Eid” in a Year. Furthermore, you
can also receive an extra salary every year as a Bonus.

Social Security:
5% salary of every Employee and 5% extra from Employer account are Paid
to Government Department for social Security. Employee and his/her family
member includes Parents, wife and Children can get free medical service from that
Hospital.

Pension:
5% contributed by employer and employee each till the maturity age (60
years) to the old age department of Government. Employee perceive this benefit
after the maturity age.
Organization Benefits and Services

Holiday and Vacations:

If you give overtime to company in a month, you receive 1.5 salary for that
particular month. It means you need to work 40 hours extra for that particular
Month.

Disability allowance:

If any Employee get damage from any wrong activity in Organization or any
disability because of Organization, then, Organization pay for damage according to
the situation or size of the damage.

Conveyance:

Organization also provide vehicle for Employees according to their posts.

They pick you form your home and also drop you after closing the Organization.
Organization Benefits and Services

Job Description and Specification

There are many jobs in the organization related to Information Technology

and Business Management. We choose Network Administrator because we are
interested to work as a network Administrator in future. This is one of the most
popular and high-paid jobs in all over the world. In this job, you need to work as
creative worker and help the organization to achieve its goal.

Job Title: Network Administrator

Job Description
Job Summary:
We are looking for a Network Administrator who can plan the future growth
and expansion of our computer network. The Network Administrator will be
responsible for maintaining our current systems and keeping our IT support staff
updated on the latest tools and processes. The ideal candidate for this position is
certified to work with Cisco networking equipment, and is well-versed in
Windows-based cloud computing solutions. The ideal candidate will be able to
deploy, configure, maintain and monitor all active network equipment in order to
ensure smooth network operation.

Troubleshoots problems and provides end-user assistance and training.

Determines user needs on the local level and recommends designs to meet those
needs. The position installs, configures, and supports a local area network, wide
area network, internet system, computers, desktops and/or mobile devices. The
Network Administrator performs necessary maintenance to support network
viability.
Organization Benefits and Services

The position offers a competitive fringe benefits package including health,

dental, and vision insurance. Employees also earn both sick and annual leave per
month, in addition to 12 paid holidays and 8 hours’ educational support leave per
year.

Primary office hours are 8:30 am to 5:00 pm, Monday through Friday.
However, occasional evening/night or weekend work is critical for planned
maintenance or unplanned outages.

Position does include some travel (5-20% depending on location and

situation needs) and travel related expenses are reimbursable.

Network Administrator Responsibilities

Include:

 Fully supporting, configuring, maintaining and upgrading corporate

customer’s networks and in house servers
 Installing and integrating new server hardware and applications
 Keeping an eye out for needed updates
 Fully support, configure, maintain and upgrade corporate customer’s
networks and in house servers
 Install and integrate new server hardware and applications
 Keep an eye out for needed updates
 Ensure network security and connectivity
 Monitor network performance (availability, utilization, throughput, goodput,
and latency) and test for weaknesses
 Set up user accounts, permissions and passwords
 Resolve problems reported by end user
 Define network policies and procedures
 Specify system requirements and design solutions

 Provide local site administration of IT infrastructure: Server, security,

networking, storage systems
 Installation and configuration of different network devices
Organization Benefits and Services

Facilities offer
 A stable and supportive work environment, competitive salary and generous
benefits.
 In house & outside training programs include technical and professional
skills as per the job and career requirements.
 Annual paid leaves.
 Medical allowance
 Payment for Overtime
 Strong learning ability and pace
 25 paid holidays yearly
 Lunch provided
 Flexible Working Hours
Organization Benefits and Services

Job Specification

Requirements:
 Hands on experience in networking, routing and switching
 Excellent knowledge of best practices around management, control, and
monitoring of server infrastructure
 Ability to set up and configure server hardware
 Familiarity with backup and recovery software and methodologies
 Great at organizing, prioritizing and multitasking
 Juniper, or Cisco training
 BSc degree in Computer Science or related field

Preferred Qualifications:

 Related Microsoft Certifications (MCSE and/or MCSA)

 CompTia Network + or equivalent
 CompTia Security + or equivalent
 Experience working with virtualization technologies, including VMware and
Citrix XenApp
 Experience with Cisco UCS, switches, routers and firewalls
 Experience with SAN and backup technologies

This position is responsible for maintaining network for 50 employees. The

Network Administrator will install, configure and support HRD’s LAN, WAN, and
network systems.

Essential Duties and Responsibilities: include the following. Other duties may be
assigned to meet business needs.
Organization Benefits and Services

Job Type: Full-time

Performance Standard

 Cisco Certified Network Associate or Professional

 Strong communication and documentation skills
 Must be a team player
 Must be a highly skilled Network Architecture
 Progressive thinking with the ambition to grow with the team
 BS degree in Computer Science, Software Engineering or a related subject
Organization Benefits and Services

Labor Court
A labor court is a governmental judiciary body which rules on labor or
employment-related matters and disputes. In a number of countries, labor cases are
often taken to separate national labor high courts. Other states, such as the United
States, possess general non-judiciary labor relations boards which govern union
certifications and elections. Labor law (also known as employment law) mediates
the relationship between workers, employing entities, trade unions and the
government. Collective labor law relates to the tripartite relationship between
employee, employer and union.

Labor Laws in Pakistan:

In the Islamic Republic Pakistan labor laws are implemented in the following
categories.

Labor Rights in the Constitution:

The Constitution of Pakistan contains a range of provisions with regards to labor
rights found in Part II: Fundamental Rights and Principles of Policy.

 Article 11 of the Constitution prohibits all forms of slavery, forced labor and
child labor;
 Article 17 provides for a fundamental right to exercise the freedom of
association and the right to form unions;
 Article 18 proscribes the right of its citizens to enter upon any lawful
profession or occupation and to conduct any lawful trade or business;
 Article 25 lays down the right to equality before the law and prohibition of
discrimination on the grounds of sex alone;
 Article 37(e) makes provision for securing just and humane conditions of
work, ensuring that children and women are not employed in vocations
unsuited to their age or sex, and for maternity benefits for women in
employment.
Organization Benefits and Services

Labor Legislation:
Pakistan’s labor laws trace their origination to legislation inherited from
India at the time of partition of the Indo-Pak subcontinent. The laws have evolved
through a continuous process of trial to meet the socio-economic conditions, state
of industrial development, population and labor force explosion, growth of trade
unions, level of literacy, Government’s commitment to development and social
welfare. To meet the above named objectives, the government of the Islamic
Republic of Pakistan has introduced a number of labor policies, since its
independence to mirror the shifts in governance from martial law to democratic
governance.

Under the Constitution labor is regarded as a ‘concurrent subject’, which

means that it is the responsibility of both the Federal and Provincial Governments.
However, for the sake of uniformity, laws are enacted by the Federal Government,
stipulating that Provincial Governments may make rules and regulations of their
own according to the conditions prevailing in or for the specific requirements of
the Provinces. The total labor force of Pakistan is comprised of approximately
37.15 million people, with 47% within the agriculture sector, 10.50% in the
manufacturing & mining sector and remaining 42.50% in various other
professions.

Contract of Employment:
While Article 18 of the Constitution affords every citizen with the right to
enter upon any lawful profession or occupation, and to conduct any lawful trade or
business, the Industrial and Commercial Employment (Standing Orders) Ordinance
was enacted in 1968 to address the relationship between employer and employee
and the contract of employment. The Ordinance applies to all industrial and
commercial establishments throughout the country employing 20 or more workers
and provides for security of employment. In the case of workers in other
establishments, domestic servants, farm workers or casual labor engaged by
contractors, their labor contracts are generally unwritten and can be enforced
through the courts on the basis of oral evidence or past practice.
Organization Benefits and Services

Every employer in an industrial or commercial establishment is required to

issue a formal appointment letter at the time of employment of each worker. The
obligatory contents of each labor contract, if written, are confined to the main
terms and conditions of employment, namely nature and tenure of appointment,
pay allowances and other fringe benefits admissible, terms and conditions of
appointment.

Termination of the Contract:

The services of a permanent worker cannot be terminated for any reason
other than misconduct unless one month’s notice or wages in lieu thereof has been
furnished by the employer or by the worker if he or she so chooses to leave his or
her service. One month’s wages are calculated on the basis of the average wage
earned during the last three months of service. Other categories of workers are not
entitled to notice or pay in lieu of notice.

All terminations of service in any form must be documented in writing

stating the reasons for such an act. If a worker is aggrieved by an order of
termination he or she may proceed under Section 46 of the Industrial Relations
Ordinance 2002, aimed at regulating the labor-management relations in the
country, and bring his or her grievance to the attention of his or her employer, in
writing, either him or herself, through the shop steward or through his or her trade
union within three months of the occurrence of the cause of action. Forms of
termination have been described as removed, retrenched, discharged or dismissed
from service. To safeguard against any colorful exercise of power, victimization or
unfair labor practices, the Labor Courts have been given powers to examine and
intervene to find out whether there has been a violation of the principles of natural
justice and whether any action by the employer was bona fide or unjust.
Organization Benefits and Services

Working hours:
Under the Factories Act, 1934 no adult employee, defined as a worker who
has completed his or her 18th year of age, can be required or permitted to work in
any establishment in excess of nine hours a day and 48 hours a week. Similarly, no
young person, under the age of 18, can be required or permitted to work in excess
of seven hours a day and 42 hours a week. The Factories Act, which governs the
conditions of work of industrial labor, applies to factories, employing ten or more
workers. The Provincial Governments are further empowered to extend the
provisions of the Act, to even five workers.

During Ramadan (fasting month), special reduced working hours are observed in
manufacturing, commercial and service organizations.

Maternity Leave and Maternity Protection:

While article 37 of the Constitution makes reference to maternity benefits
for women in employment, there are two central enactments, one federal and the
other provincial providing maternity benefits to women employed in certain
occupations. The Maternity Benefit Ordinance, 1958 stipulates that upon the
completion of four months’ employment or qualifying period, a worker may have
up to six weeks prenatal and postnatal leave during which she is paid a salary
drawn on the basis of her last pay. The Ordinance is applicable to all industrial and
commercial establishments employing women excluding the tribal areas. It also
places restrictions on the dismissal of the woman during her maternity leave.
Similarly, the Mines Maternity Benefit Act, 1941 is applicable to women
employed in the mines in Pakistan.
Organization Benefits and Services

Equality:
Article 38 of the Constitution imparts the State’s obligations aimed at
achieving equality in the form of securing the well-being of the people, irrespective
of sex, caste, creed or race, by raising their standard of living, by preventing the
concentration of wealth and means of production and distribution in the hands of a
few to the detriment of general interest and by ensuring equitable adjustment of
rights between employers and employees, and landlords and tenants. All citizens
are bestowed, within the available resources of the country, facilities for work and
adequate livelihood with reasonable rest and leisure and the basic necessities of
life, such as food, clothing, housing, education and medical relief, for all such
citizens, irrespective again of their sex, caste, creed or race, as are permanently or
temporarily unable to earn their livelihood on account of infirmity, sickness or
unemployment.

Proceedings of strikes and lock-outs:

If dispute settlement proceedings before the Conciliator fail and no
settlement is reached, and if the parties have not agreed to refer their dispute to an
arbitrator, the workers retain the right under section 31 of the Industrial Relations
Ordinance 2002, to go on strike providing due notice to their employer within
seven days, and the employer has the right declare a lock-out after the delay of
notice of conciliation has expired. The party raising a dispute retains the option, at
any time, either before or after the commencement of a strike or lockout, to make
an application to the Labor Court for adjudication of the dispute.

Where a strike or lock-out lasts for more than fifteen days, if it relates to a
dispute which the Commission is competent to adjudicate and determine, the
Federal and/or the Provincial Government may, by order in writing, prohibit the
strike or lock-out at any time before the expiry of thirty days, provided that the
continuance of such a strike or lock-out causes serious hardship to the community
or is prejudicial to the national interest. In such case the Federal Government or the
Provincial Government shall forthwith refer the dispute to the Commission or the
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Labor Court. After hearing both parties, the Commission, or the Labor Court shall
make such award as it deems fit, as expeditiously as possible but not exceeding
thirty days from the date on which the dispute was referred to it.

Settlement of Individual Labor Disputes:

Pursuant to Article 46 of the IRO 2002, a worker may bring his or her
grievance in respect of any right guaranteed or secured by or under any law or any
award or settlement to the notice of the employer in writing, either him or herself
or through the shop steward or Collective Bargaining Agent, within one month of
the day on which cause of such grievance arises. The IRO 2002 reduces the delay
from three months to one month. Where a worker brings his or her grievance to the
notice of the employer, the employer must within fifteen days of the grievance,
communicate his or her decision in writing to the worker.

If the employer fails to communicate a decision within the specified period

or if the worker is dissatisfied with such decision, the worker or shop steward may
take the matter to the Labor Court within a period of two months.
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Qualities of a successful Interviewee

In your job interview preparation, being early for the interview shows that
you are reliable and capable of getting to work when expected now and in the
future.

Knowledge about the job

A good interviewer is one who has sufficient knowledge about the job for which
he/she is taking the interview.

If the interviewer lacks adequate knowledge regarding job duties, responsibilities,

and qualifications required, it would not be possible for him to select the best
candidate.

Training and experience

Interviewers should have adequate experience and necessary training to conduct
interview effectively and efficiently.

Listening attentively
Good interviewers are attentive listeners. They listen more than they talk.

The listening tendency helps the interviewer to make a better evaluation. Many
interviews fail because the interviewer talks more than listening.

Emotional maturity
The interviewer should be free from biases and undue emotions. He should have
the ability to judge the situation based on logic and wisdom.

Control of anger and aggression

Control of anger, arrogance, or aggression is a very important trait of successful
interviewers. They should not be aggressive or intimidating.
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They should neither miss-guide the candidate nor should react to the applicant’s
comments. When the candidate strays from the track of inquiry, good interviewer
guides him back to the point.

Empathetic attitude
Empathy is the ability to understand or share feelings or attitudes of others.

The empathetic attitude of the interviewer helps to relieve the applicant’s anxiety
and nervousness. Good interviewers show empathy to the interviewee by means of
friendly and warm tone.

Ability to recognize the uniqueness

Every interviewee is unique in his/her qualities, character, traits, and experience.
The successful interviewer is one who can identify the best combination of
individual talents and qualities for a particular job.

Stable personality
Personality is the way through which one can create an impression in the minds of
others.

Good interviewer possesses such a stable personality so that he/she can treat all the
interviewees in the same general way. He should not show any inclination to any
particular interviewee.

Extrovert behavior
Extrovert behavior is another quality of a good interviewer. This quality helps the
interviewer to be conversational, frank, and friendly in nature.

Physical stamina
Sound mind goes with good health. The interviewer should possess good physical
and mental health so that he can work at a stress with a huge number of
interviewees.