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Employee Handbook
FERTIL | EMPLOYEE HANDBOOK
Contents
Introduction
7
Core Values
8
Vision and Mission
11
General Competency Framework
12
Section I - Employment
22
Employment Policy
25
Employment Status
27
Employee Status
29
Work Schedules and Overtime
32
Work Regulations
35
Leaves
38
Section II - Compensation and Benefits
44
Salary and Administration
47
Allowances
49
Benefits
61
5
INTRODUCTION
Section III - Housing
70
Ruwais Housing
72
Abu Dhabi Housing
75
Section IV - Employees Relations Practices
80
Employee Relations
82
Termination of Services
83
Section V - General Information
86
Ruwais fertilizer industry (FERTIL), a member of the ADNOC Group of Companies, was established in
October 1980 as joint venture between Abu Dhabi National Oil Company (ADNOC) and TOTAL, with a
shareholding ratio of 2:1 respectively. Construction of a processing plant bean in 1980 and production
started in December 1983.
The prime objective behind establishing the company was to utilize the lean gas supplied from the
onshore fields to manufacture fertilizers and to market them locally and internationally. The plant is
located in the Ruwais Industrial Zone, about 235 km from the city of Abu Dhabi and comprises of an
ammonia and urea processing plants.
The market for FERTIL’s products has expanded considerably since its first shipment. Today, 7% of its
annual production is marketed locally within the United Arab Emirates and Oman, 93% is being exported
to the Indian sub-continent, South East Asia, East Africa, USA and Latin America.
Although FERTIL is a profit-driven company, we never lost sight of our bigger role in the world.
Constantly growing populations are striving to increase food production and ward off the
prospect of hunger and famine. FERTIL is totally committed to working towards this global
target and is also fully conscious about conducting its operations in an environmentally
responsible manner.
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7
CORE VALUES
The company’s strategy and activities are guided by FERTIL’s core values. These values are set at corporate
level and help shape all strategic and operational planning, organisational development, leadership and
control across the organisation - including Performance Management.
4. Morale
FERTIL always strives to build trust and credibility through its employees’ actions and words.
Trust is built between the Management and employees as well as amongst employees.
The core values are listed under the following 6 headings as follows:
Transparent communication at all levels is encouraged.
1. Customer Service
Confidential information is closely guarded where the benefit of the organisation is at stake.
The customers’ needs are set before any other decisions, without prejudice to either customers or
other stakeholders.
Customers’ needs are to be met with flexibility and understanding.
Customers’ queries are answered promptly.
2. Respect
All employees are treated equally and fairly in FERTIL.
3. Value Addition
FERTIL creates effective ways of meeting customer needs and business requirements.
The company’s image reflects the morale and work ethics of management and employees.
5. Community and Environment Commitment
FERTIL helps the local community through scholarships, work placements etc.
FERTIL protects the environment through its HSE systems and safe working environment.
6. HSE Values
Demonstrating innovative and competent HSE management is a prime tool for gaining and retaining
employee, community, public and customer reference.
Proper HSE management will protect our employees, operations, facilities and neighbours.
The organisation’s employees seek to achieve excellence in all spheres of business activity.
Problems are solved innovatively.
Business goals are achieved through a culture of team work.
Employees support each other to achieve organisational objectives at all levels.
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VISION AND MISSION
FERTIL is Committed to
Conducting our business with full concern for protecting the environment, health and well being of
our employees, contractors, customers and the communities in which we operate.
Working with customers, suppliers, contractors, trade associations and government; to address HSE
concerns and participate in the development of the practice standards and codes.
Vision
To be the “First Choice Company” producing and supplying environmentally friendly industry fertilizers.
Mission
To:
Ensure the productivity and integrity of the Company, Staff and Assets with emphasis on UAE
National development.
Manufacture and market Urea in accordance with the International HSE Standards and Quality
Management Systems (OHSAS 18001, ISO 14001 and ISO 19001).
Strengthen cooperation with other Stakeholders.
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11
GENERAL COMPETENCY FRAMEWORK
All employees at FERTIL should be aware of the general competencies and effectively demonstrate them
in performing their work duties.
Communication
To demonstrate clear and effective two-way communication with a wide range of people and in all
situations, in order to explain, persuade, convince and influence others.
Behavioural examples that bring success:
Plans key messages before communicating or writing.
Speaks and writes clearly and concisely.
Uses questions and clarifying techniques summarising and paraphrasing to confirm understanding.
Adapts style to suit audience.
Listens carefully to understand the message and other’s views.
Uses persuasive arguments to influence others.
Acknowledges views of others.
Customer Focus
To identify the needs of both internal and external customers; to meet their expectations in a high quality
and efficient way.
Is friendly, patient and polite; uses positive language.
Proactively takes account of personal and cultural differences.
Listens carefully to customer requirements, demonstrates commitment to the resolution of their
requests.
Is responsive and informative towards customers.
Takes personal responsibility to ensure that customer needs are delivered in a timely way.
Meets FERTIL standards for customer service.
Is receptive to feedback to minimise/eliminate errors and produce high quality service and product.
Behaves ethically when interacting with customers.
Maintains composure and professional communication style, even when under pressure.
Uses examples to clarify points for others.
Acknowledges written correspondence.
Remains constructive when receiving feedback.
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Drive for Results
Flexibility and Adaptability
To set targets, identify priorities and obtain resources. To focus on results, demonstrate energy, commitment
and drive.
To be flexible and adjust rapidly to new situations.
Adapts to new situations and work requirements positively and flexibly.
Plans and prioritises for the achievement of daily tasks and monitors progress made.
Embraces the pace of change.
Identifies and works to priorities.
Is focused during times of change or when a lack of clarity exists.
Uses a systematic, structured approach to getting work done on time and to required standards.
Handles frustration constructively.
Shows willingness to learn new methods, procedures, and technology to support change in the
section/department.
Persists in achieving a task, despite resistance and setbacks, displays resilience.
Reviews processes and output of own job, looks for opportunities to make improvements.
Achieves established expectations.
Encourages others in the team to accept and implement new ideas and approaches.
Highlights issues that may impact on delivery of timely and high quality results.
Understands FERTIL’s vision and values and ensures that day to day activities and tasks contribute
to achievement of these.
Thinks beyond own role when driving for results, to the broader performance of the department on
FERTIL.
Reviews shortfalls and recommends corrective action.
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HSE Awareness
Innovation
To adhere to the FERTIL HSE rules to prevent or correct unsafe acts and conditions in the workplace and
implements HSEMS.
To generate, identify and implement creative and innovative ideas to drive business objectives and
differentiate FERTIL.
Carefully follows procedures, standards and other specifications to prevent or correct unsafe
conditions in the workplace.
Approaches challenges and problems with a fresh perspective.
Avoids risks and is cautious.
Demonstrates a willingness to experiment with new ideas and approaches, under supervision.
Pays close attention to safety issues and to detail at all times.
Evaluates established methods, procedures and systems, looks for inefficiencies.
Understands the hazards and risks associated with relevant processes, machinery and equipment.
Embraces innovative and creative ideas, despite reluctance and resistance from others.
Never compromises the safety of self and colleagues.
With support, implements innovative ideas, monitors results to ensure that outcomes are achieved.
Contributes actively to idea generating techniques such as brainstorming etc.
Demonstrates an awareness of safety considerations inside and outside working hours.
Proactively addresses safety issues and hazards.
Is not complacent with regard to HSE.
Attends relevant HSE training and drills.
Reports unsafe acts and unsafe conditions.
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Planning and Organising
Problem Solving
To establish a systematic course of action for self or others to ensure accomplishment of objectives. To
set priorities, goals and manages time to achieve maximum productivity and outcomes.
To determine the facts, evaluate information, generate alternatives and propose an appropriate course of
action.
Manages time and adopts a methodical approach.
Explores issues to fully understand them before taking action.
Sets appropriate priorities to ensure deadlines, key performance indicators and targets are met.
Generates a range of alternative solutions before final selection.
Effectively manages own time including good punctuality and attendance.
Makes clear proposals, although seeks assurance from others when uncertain.
Completes relevant documentation in line with company processes.
Makes recommendations based on facts rather than assumptions.
Ensures a professional presentation of the immediate work area at all times.
Learns from mistakes and does not repeat them.
Ability to effectively manage multiple customer requirements.
Within scope of own role, proactively trouble shoots to reduce the impact of potential problems.
Completes work within schedules.
Solves problems and addresses issues in an ethical way.
Ensures that a number of sequential actions take place in the correct and most effective order.
Knows the status of own work and updates appropriate others when deadlines are at risk.
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Self Development
Team Spirit
To acquire new knowledge, skills and competencies necessary to perform effectively at work and enables
and encourages others to do the same.
To deal effectively with people and build
relationships to facilitate beneficial
outcomes.
Takes personal responsibility for own personal and professional development.
Keeps up to date with the latest knowledge of technology, products and procedures.
Has a realistic understanding of own strengths and limitations and aims for improvement.
Works to develop skills and knowledge gaps, relevant to the role.
Takes advantage of learning opportunities.
Shares knowledge with colleagues to help them become more effective.
Adheres to proposed development plans.
Shows respect for individual and
cultural differences.
Establishes and maintains constructive
working relationships with others.
Willing to compromise to enable
progress to be made.
Responds promptly and consistently
to colleague and customer requests.
Participates fully in team activities.
Supports agreed decisions.
Is ethical in interaction with others.
Maintains team cohesion.
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21
Section I : E m p l o y m e n t
22
Employment Policy
25
Employment Contracts
Date of Employment
Probation Period
Point of Origin
Date of Birth
Personal Files
25
25
25
26
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26
Employment Status
27
Direct Hires
Secondees
Developees
Special Contract
Contracted
27
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27
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28
Employee Status
29
Single/Married Employees
Ruwais/Abu Dhabi Based Employees
Job versus Personal Grade
Eligible Dependants Definition
29
30
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30
Work Schedules and Overtime
32
Normal Work Schedule
Official Holidays
32
33
23
EMPLOYMENT POLICY
24
Overtime
Ramadan Working Hours
33
34
Work Regulations
35
Dress Code and Personal Appearance
Working Relations and Communications
Confidential Information
Property and Asset Protection
Smoking
Occupational Safety
35
35
36
36
36
37
Leaves
38
Annual Leave
Sick Leave
Maternity Leave
Pilgrimage (Hajj) Leave
Examination Leave (UAE Nationals)
Leave of Absence Without Pay
Compassionate Leave
Leave for “Al-Addah” Observance
Study Leave (UAE Nationals)
Escort Leave
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42
Employment Contracts
The duration of the standard open-ended Employment contract will be for an unlimited period, starting
from the effective date of employment. However, Special contracts can be tailored for certain positions,
with special conditions, as determined and concurred by the management. The duration of a special
contract will depend on management discretion.
Date of Employment
Effective date of employment for all personnel hired locally shall be the date on which they commence
duty. For employees recruited abroad, the effective date of employment shall be the date of their arrival
in Abu Dhabi to commence duty.
Probationary Period
Every new direct hire employee shall be subject to a maximum probationary period of six months,
commencing with the effective date of employment. During such period, the employee’s services may be
terminated without notice period or indemnity in accordance with the Federal Labor Law and Company
Regulations in force.
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EMPLOYMENT STATUS
Point of Origin
Each expatriate employee shall have his/her point of origin established in the Employment Contract. This
is to be designated by agreement of the Company and the employee at the time of recruitment. The point
of origin will normally be the city or town in the country of citizenship based on the employee’s passport.
Once established, the employee’s point of origin will not be changed except with the approval of the VP,
HC & A normally when the employee’s citizenship or location is changed.
The personal or job status impacts the application of most of Company HR policies. Therefore, the
employment status may be described by one of the factors from each of the following main groupings:
Direct Hire
These are the employees who are directly hired with an open ended contract and sponsored by the
Company. The conditions of their employment are governed by the Company’s policies and procedures.
Date of Birth
Secondees
The age given by an employee as evidenced by a birth certificate or any other official document shall be
recorded in the Company records. If such certificate or document indicates only the year of birth, then
the 31st of December of that year will be considered as the birth date.
Individual employed by one of the two Owners: ADNOC or TOTAL and assigned to the Company for varying
periods. Such individuals’ employment is administrated by their parent Company policy.
Personal Files
Fresh (non experienced) UAE Nationals graduates who are directly hired with an open ended contract,
and follow career development plans for an average period of 2 years. Upon successful completion of the
program; they are transferred to targeted established position on the organization structure.
The Employee Relations Section (ER) maintains personnel files of each employee. Such file will be
the official reference and will include all documents related to the individual’s employment with the
Company.
Developees
Employees or their Line Managers can request to review their personnel files in presence of a member
from the ER Section.
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EMPLOYEE STATUS
Special Contract
Single/Married Employees
These employees are hired on a special contract directly with FERTIL for a specific period of time to
meet some operational requirement. The conditions of their employment are governed by the terms and
conditions of the contract.
Some benefits, such as housing, transportation and medical care are administrated based on the
employee’s marital status.
Contracted
Employees in any of the following categories:
They are usually contracted through manpower agencies to meet specific Company operational
requirements. Their conditions of employment are not governed by Company human resources policies
and procedures; however, their employment is ruled by the agreement between FERTIL and the concerned
manpower agencies.
Married Status Employees are
Grade 7 and above married, widower or divorced male employees, who are Head of Families with
responsibility for wife and/or children, who are recognized by the Company and normally reside in
Abu Dhabi.
Female employees who are head of families, as recognized by the Company, i.e., either:
Married with responsibility for disabled husband; or,
Divorced or widowed with responsibility for children.
Single Status Employees are
Employees in any of the following categories:
Married male employees in Grades 1-6.
Married male employees in Grade 7 and above whose families are not resident with them in
Abu Dhabi.
Unmarried male/female employees.
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Widow(er) or divorced female or male employees with no responsibility for children.
Married female employees with no responsibility for disabled husbands, irrespective of their grades.
When the employee’s personal or family status changes, he/she should promptly notify ER Section of
such changes, supported with necessary official documents.
Ruwais/Abu Dhabi Based Employees
Site based employees are those who are permanently assigned to Ruwais. While the Abu Dhabi based
employees are those who are assigned in Abu Dhabi city or its adjacent vicinity.
Job versus Personal Grade
in determining age 5 and 18; provided such an Education Assistance if for 12 years of schooling,
whichever is earlier.
b) Age for benefits associated with Company accommodation, Leisure Allowance, Furniture Purchase
Allowance, and medical care:
For a male child until the completion of age 24 years, that is, 23 years + 11 months + 29 days on
1st of January in any calendar year, or when he finishes full time education or assumes employment,
whichever comes first.
No maximum age for unmarried, divorced, widowed female children and disabled male/female
children.
Medical Insurance.
Should there be a discrepancy between the personal grade of an employee and the grade of the position
he/she is holding, whether on a permanent, temporary or acting-basis, the employee’s personal grade
shall determine his/her entitlement in connection with the administration of all allowances and benefits
thereof, as applicable. The employee’s salary will also be administered based on the personal grade.
Eligible Dependants Definition
Eligible dependants are defined as an Employee’s wife and dependant children. Age brackets of eligible
dependant children, applicable to various benefits, are as follows:
a) For benefits associated with Education Assistance, up to the completion of 18 years of age, that
is 17 years + 11 months + 29 days on 1st of January in any calendar year. This principle applies
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WORK SCHEDULES AND OVERTIME
Normal Work Schedule
Shift Employees:
The basic work schedule established for employees assigned to the normal day duty work 40 hours per
week, five days a week and shift employees assigned to the shift duty work 48 hours or 12 hours basis
(4 working and 4 rest days).
06:00 hrs to 18:00 hrs (Morning Shift)
Flexible Working Time in Abu Dhabi
All employees shall abide by the above working hours. Abu Dhabi and Ruwais based employees should
properly use their ID card whenever entering or exiting the office building. Employees’ attendance will
continuously be monitored, to ensure compliance with agreed work schedules.
The working week starts on Sunday and ends on Thursday. Morning attendance is between 7:00 to
8:00 am and leaving from work after completing 8 consecutive working hours is between 3:00 to
4:00 pm respectively. Both extensions are with no grace time. The scheme is managed by time recording
as follows:
Morning: 07:00 - 08:00 and Afternoon: 15:00 - 16:00
The minimum daily working hours are eight (8). Reporting to work any time after 08:00 is considered
late. Time prior to 07:00 or after 16:00 is not considered as part of the normal working hours.
Ruwais Working Hours
Hours of Work
Days of Week
Non Shift Employees (Day Duty):
32
07:00 hrs to 16:00 hrs
Sunday to Wednesday
07:00 hrs to 15:00 hrs
Thursday (alternative Thursday off)
18:00 hrs to 06:00 hrs (Night Shift)
Attendance Control
Official Holidays
FERTIL recognizes certain public holidays and grants such holidays with full pay to eligible employees in
accordance with the applicable laws in the United Arab Emirates. In a calendar year, the number of such
holidays is normally 15.
Overtime
Overtime is defined as the time beyond established limit as working hours in addition to those of a
regular schedule authorized by the management. In compliance with the Federal Labor Law, overtime is
limited to 50 hours per month to a normal and shift work schedules and 25 hours per month for rest days
and official holidays. All employees in Grades 10 and below shall be eligible for cash compensation for
authorized overtime worked at the following rates:
33
WORK REGULATIONS
I.
Overtime hours worked between
04:00 and 21:00 on normal work days
125% of basic hourly rate
II.
Overtime hours worked between
21:00 and 04:00 on normal work days
III.
All worked on rest days and
official holidays
Basic Hourly Rate:
Dress Code and Personal Appearance
Personal appearance, proper hygiene and appropriate attire are important to our work environment.
The basic hourly rate for overtime compensation shall be computed
as follows:
Employees are expected to report to work dressed up properly and appropriate to their job.
Employees should wear Arab National dress, or for males business shirt and tie, trousers, socks and
shoes - jacket is optional, or for females blouses and skirt/trousers or business suit. Personal Protective
Equipment must be worn as per job requirements. All clothing must be duly modest.
Working Relations and Communications
Basic monthly salary x 12 months
48 hours per week x 52 weeks
Employees in Grades 11 and above are not entitled to overtime compensation, even if they may work
extra hours. They normally fill supervisory positions, which by the jobs nature require them to work all
time necessary to fully accomplish their duties. This has been taken into consideration when determining
their compensation package.
Ramadan Working Hours
FERTIL believes that effective work practices and relationships are achieved through transparent
communication and mutual respect and trust between all employees and stakeholders. Tools such as the
monthly FERTIL Intranet, Website, Newsletter, Annual Employee Opinion Survey, frequent employees
gatherings with the leadership team and regular team meetings help to ensure that our employees are
well informed, engaged and that there is a 'two-way' flow of communication throughout the organisation.
In business communication with other employees, contractors, suppliers, vendors and customer, FERTIL
expects employees to respect the rights of others, treat others as they expect to be treated themselves
and promote an environment characterised by dignity and mutual respect.
The company’s normal work schedule for all employees during the holy month of Ramadan shall be
reduced by two hours daily as required by the Federal Labor Law.
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Confidential Information
Occupational Safety
Employees are expected not to disclose any information relating to current or future business strategy,
plans or activities. Some examples of confidential information may be planned marketing activities,
pricing, tenders received, customer or supplier information, employee data, etc.
FERTIL is committed to provide a safe and healthy work environment. All FERTIL employees are
responsible for understanding and complying with the company health, safety and environment policies
and procedures which apply to their job or work area. Every employee shall use the protective equipment
and clothing (PPE) supplied to them and shall comply with all instructions given by FERTIL to protect
themselves against hazards and shall not take any action liable to hamper compliance with such
instructions. All employees, when travelling on company business or to and from the workplace will
observe traffic rules and wear seat belts at all times.
If an employee is faced with a request which causes them confidentiality concerns they should seek
guidance from their direct supervisor or the HR department. Employees shall not respond to inquiries
from the media or the public regarding FERTIL and should direct all inquiries to the Media and Public
Relations Representative.
Property and Asset Protection
The company's properties and assets such as office and plant equipments, stationary, interior finishings
and consumables must not leave the company's premises for personal usage, except as may be authorised
by corporate policy. Personal, non-company related usage of such properties and assets will result in
disciplinary action.
FERTIL has a continuous improvement approach to all HSE issues and therefore encourages our employees
to conscientiously identify and report 'near misses' or potential unhealthy or unsafe conditions. Reports
shall be made to the HSE Department.
Smoking
FERTIL discourages employees from smoking in public areas and has therefore designated certain areas
where smokers can smoke.
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LEAVES
Annual Leave
Sick Leave
Employees are entitled to full paid annual leave per calendar year and the number of days is based on
the grade level as follows:
Non - Industrial Sick Leave:
Within a Calendar Year
Grades 01 - 10:
35 calendar days
First 60 days
Full pay
Grades 11 - 13:
38 calendar days
Second 60 days
Half pay
Grades 14 - 20:
42 calendar days
60 days thereafter*
No pay
Grades E1 - E4: 48 calendar days
Industrial Sick Leave:
Annual leave cannot be taken before the successful completion of the probationary period.
Within a Calendar Year
Public holidays during annual leave: If public holidays fall within annual leave, either the leave
period will be extended, or the employee’s leave balance will be credited with corresponding number
of days.
First 6 months
Full pay
Second 6 months*
Half pay
Sickness during annual leave: Period of hospitalization will be considered as sick leave and the
corresponding number of days will be credited to the employee’s annual leave balance subject to
sick leave approval.
*Note: Employees shall receive no pay after the expiry of the six months and shall be referred to the
Medical Board for review and decision of either possible recuperation or termination on medical grounds.
Maternity Leave
A female employee, who completed at least 12 months of service, is entitled to 45 calendar days maternity
leave with full pay. In the event of a shorter period of service, such leave will be half paid.
Wet Nursing: A female employee who wet nurses her baby shall be entitled to 1 hour per day during the
18 months following her official duty resumption.
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Pilgrimage (Hajj) Leave
Compassionate Leave
Muslim employees with a minimum of one year of continuous service may take one Hajj leave up to 21
calendar days, with full pay, once during the services with the Company.
To meet compassionate circumstances, such as death or serious illness of immediate family members,
leave of absence with pay may be granted, up to a maximum of 7 calendar days per year. Immediate
Family members are: Spouse, child, parent, brother, sister, father-in-law and mother-in-law.
Examination Leave (UAE Nationals)
UAE Nationals enrolled in a recognized educational, vocational or professional examination shall be
granted a leave of absence with pay for the required examination period with a maximum of 15 calendar
days per calendar year.
For expats, they can avail such leave as a leave of absence without pay.
Leave of Absence Without Pay
Leave of absence without pay may be granted for personal circumstances or other compelling reasons
acceptable to the Company.
Leave for "Al-Addah" Observance
Company grants a leave of absence of 4 months and 10 days with full payment for "Al-Addah" leave.
Study Leave (UAE Nationals)
Company recognizes the need to encourage UAE National employees in the pursuit of graduate
qualifications, particularly in technical disciplines and to have specialization. The selected candidates
will be released for study leave depending on operational requirements and employee’s development
goals, as per policy guidelines set up by the Company.
It is Company’s intent not to grant leave of absence without pay in excess of one month. However,
at management discretion in exceptional situations, such leave may be extended for a further period,
provided that it does not exceed two months in any calendar year.
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Escort Leave
The Company grants leave of absence with pay up to 30 days to the employee who is recommended to
accompany his/her relative who is referred for treatment abroad.
Such leave request shall be supported by satisfactory evidence and official documents from the hospital
and/or UAE Health Authority.
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Section II : C o m p e n s a t i o n
an d B e n e f i t s
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Salary and Administration
47
Grade Structure
47
Salary Composition
47
Salary Advance for New Employees
47
Job Description
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Performance Management
47
Performance Appraisal
48
Allowances
49
Supplemental Allowance
49
General Allowance
49
Housing Allowance
49
Shift Allowance
50
Disturbance Allowance
51
Car Allowance
51
Duty Travel Allowance
52
Remote Area Allowance
54
Leisure Allowance
55
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SALARY AND ADMINISTRATION
46
Social Allowance (UAE Nationals)
56
Grade Structure
Child Allowance (UAE Nationals)
56
Meal and Laundry Allowance (Ruwais Based UAE Nationals)
57
All jobs, except Senior Management, in FERTIL are classified under a single integrated grading structure,
comprising 20 grades starting at Grade 1 to 20.
Transportation Allowance (Ruwais Based UAE Nationals)
57
Furniture Purchase Allowance
57
Furniture Maintenance Allowance (Ruwais Based UAE Nationals)
59
Ruwais Hardship Allowance (Ruwais Based UAE Nationals)
59
Car Maintenance Allowance (Ruwais Based UAE Nationals)
60
Mobile Phone Charges/Mobile Phone Purchase Allowance 60
Newly engaged employees can request up to 50% of the monthly salary. This amount is deductible, in
full, from the first due salary.
Benefits
61
Job Descriptions
Educational Assistance
61
Medical Benefits
62
Employees are advised to obtain a copy of the job description in order to get acquainted with the job
duties and responsibilities and to ensure the efficient performance.
Housing
63
Car Purchase Loan
67
Pension Scheme for UAE Nationals
68
Residential Visas for Expatriates
68
Travel Arrangements
69
Salary Composition
The current scale is composed of Basic Salary and Supplemental Allowance.
Salary Advance for New Employees
Performance Management System
The performance management system is based on corporate, division and Individual Key Performance
Indicators (KPI). The direct manager is responsible for establishing the mutually agreed performance
goals as well as measuring its progress as per the Performance Management System procedures.
47
ALLOWANCES
Performance Appraisal
Supplemental Allowance
Employee's performance is monitored through the Annual Performance Appraisal which forms part of the
Performance Management System. It takes into account the performance of the employee for the whole
year and rates the employee on objectives set at the beginning of the year and performance according to
set competency profiles.
All employees are eligible to receive the monthly Supplemental Allowance which is directly linked with
the personal grade and nationality group (UAE Nationals/Expatriates).
Results of the performance appraisal will, in most cases form the basis for decisions related to
Rewards, Incentives, Promotion, Salary Adjustment, Career Development, Succession Planning & Talent
Management.
General Allowance
The general allowance is a monthly allowance introduced to cover the water and electricity
allowance in addition to Annual leave benefits for expatriates and Annual Vacation allowance for
UAE Nationals.
This allowance also covers the annual furniture maintenance, car purchase (every 2 years), Annual Car
Fuel and Car Maintenance allowances for UAE Nationals in Grade 16 and above.
The amount of allowance is linked to the personal grade of the employee. Conditions apply for the female
employees.
Housing Allowance
Housing Allowance for Expatriate Employees:
The amount of the Housing Allowance for male expatriate employees in Grade 7 and above is paid based
on the employee’s marital status at 60% and 40% of monthly Basic Salary for married - and single status employees respectively up to the following maximum:
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Grade
Married
(Maximum AED/Month)
Single
(Maximum AED/Month)
3,000
2,000
7+
All male expatriate employees in Grade 1-6 who are not provided with Company accommodation and
all female expatriate employees in Grade 1-20 who are not provided with Company accommodation are
eligible for Housing Allowance at the rate of 40% of the Basic Salary, up to the set maximum, irrespective
of the marital status.
Grade
Maximum AED/Month
1-6 (male expatriate employees)
2,000
1-20 (female expatriate employees)
2,000
Shift Allowance
Shift Allowance is paid for employees covering a 24-hours per day operation in recognition of the
disruption caused in their normal daily life by working during irregular hours.
Amount of Allowance:
50
Nationality
Grade
AED/Month
Expatriates
10 and below
600
Expatriates
11 and above
1,500
UAE Nationals
All Grades
1,500
Disturbance Allowance
Disturbance Allowance is applied to the following categories:
Employees assigned to a 2 cycle shift work schedule which requires less than 24 hours/day coverage
but which involves a rotating rest day.
Employees who are regularly assigned to a rotating morning and afternoon shift.
Nationality
Grade
AED/Month
Expatriates
10 and below
420
Expatriates
11 and above
1,050
UAE Nationals
All Grades
1,050
Car Allowance
Employees whose jobs are identified as requiring the regular use of their personal car in conducting
Company business are entitled to a car allowance of AED 500 per month.
51
Duty Travel Allowance
The Company pays a daily allowance to FERTIL employees who are authorized to travel on Company
business or training, both within the United Arab Emirates and abroad, to cover expenses incurred
during such trips. Official related business expenses incurred during business travel of employees will be
reimbursed on actual basis.
Duty Travel Allowance within UAE: For a day trip that does not require an accommodation, and where
food is not provided*, the employee is entitled to AED 100 per day. If hotel accommodation is necessary,
the Company will shoulder the expense.
*Note: Abu Dhabi Based employees while going to Ruwais can request for meal through plant Admin.
Duty Travel Allowance outside UAE or trips that require more than 1 day overnight stay:
Grade
52
Basic Per diem
(AED/Night)
Per diem + 50%
supplement
Grade
Basic Per diem
(AED/Night)
Per diem + 50%
supplement
18 + 19 (Expats)
1,000
1,500
15 - 17
1,000
1,500
11 - 14
850
1,275
10 and below
700
1,050
*Note: A 50% Supplement of Duty Travel Allowance is applicable for mission or training courses in such
countries, as: USA, Canada, Europe, Taiwan, Japan, South Korea and Hong Kong.
Transportation within UAE
For duty trips within the United Arab Emirates, the employee may opt to use his/her own means of
transport rather than have the Company arranged transportation.
In such cases, the Company will pay the employee a Duty Transportation Allowance of AED 250 for the
round trip from Abu Dhabi to Ruwais, and for the round trip from Abu Dhabi to other cities.
E2/E1 (UAE National Employees)
2,800
Not Applicable
E3 (UAE National Employees)
2,500
Not Applicable
E4 (UAE National Employees)
2,200
Not Applicable
Transportation outside UAE
20 (UAE National Employees)
2,000
Not Applicable
1,800
Not Applicable
Employees who are required to travel on duty outside the United Arab Emirates are entitled to air
transportation as follows:
1,500
Not Applicable
53
Grade
Business Missions
17 + *
and Div. Managers
in Grade 16
First Class
Training Missions
First Class
Grade
(AED/Month)
UAE Nationals
(AED/Month)
Expatriates
11+
5,000
1,500
14 - 16
Business Class
Business (10 + Flying hours)
Economy (10 - Flying hours)
7 - 10
3,000
1,000
5 and 6
1,500
750
11 and 13
1 - 4
1,000
500
*Note: FERTIL Policy will be applied to TOTAL secondees.
Leisure Allowance
All Ruwais based employees are eligible for the Leisure Allowance.
Remote Area Allowance
The Company pays a Remote Area Allowance to all UAE National employees and to expatriate employees
in Grade 7 and above who are assigned to site jobs. This is to compensate them for lack of environmental
or social conveniences. The Remote Area Allowance (RAA) is also payable to Abu Dhabi-based employees
who are temporarily assigned to work in remote areas.
54
Marital Status
AED/Month
Single, M+0, M+1
933
M+2 and above
1,866
55
Social Allowance (UAE Nationals)
Meal and Laundry Allowance (Ruwais Based UAE Nationals)
Social Allowance is paid to UAE National employees in accordance with the Federal Labor as given below:
In order to attract and encourage UAE Nationals to work and settle in Ruwais, the Company pays a Meal
and Laundry Allowance of AED 1,500 per month towards meals, laundry and room cleaning services.
Grade
AED/Month
16 and above
700
11 to 15
800
10 and below
1,000
Child Allowance (UAE Nationals)
AED 600 per eligible child, with no limit to the number of children, is paid.
Eligibility for Child Allowance:
a. Male Employees with dependant children.
b. Widowed or divorced female employees with dependant children, subject to submittal of an
authenticated certificate of responsibility for their children.
c. Married female employees whose husbands are disabled and who support their dependant children.
d. Payment of the allowance will continue for dependant male children (who do not support themselves)
up to age 24, dependant female children who are unmarried, divorced or widowed until they are
married or remarried, and disabled children of any age, provided that the disability is confirmed by
the medical board.
56
The Meal and Laundry Allowance is payable to site-based single UAE National employees who are regularly
working and residing in Company bachelor accommodation at Ruwais regardless of their grade.
The Allowance will be ceased in the following circumstances:
When an employee marries
When the employee’s posting to Ruwais ends.
When the Company provide meals, laundry and cleaning services.
Transportation Allowance (Ruwais Based UAE Nationals)
UAE National employees assigned to Ruwais who are not provided with Company vehicle are paid
AED 500 per month regardless of employee’s grade.
Furniture Purchase Allowance
A one-off payment is paid by the Company as furniture purchase allowance to the following:
Direct hire employees in Grades 7 and above who are entitled and allocated a Company
accommodation.
Eligible UAE National employees in Grades 7 and above who are entitled to housing allowance.
57
The number of eligible children is determined by age limit as follows:
Grade
(AED)
Male children, until the completion of age 24 years or when the child finishes full time education
or assumes employment whichever comes first.
20
150,000
19
130,000
Unmarried, divorced or widowed female children, with no age limit.
18
110,000
Disabled male or female children with no age limit.
17
90,000
16
80,000
The allowance is paid as follows:
Grade
Bachelor
M+0
M+1
M+2
17 - 20 (Expats)
43,000
46,000
49,000
52,000
56,000
14 - 16 (Expats)
14 - 15 (UAE Nationals)
38,000
41,000
44,000
47,000
51,000
11 - 13
25,000
28,000
30,000
33,000
7 - 10
18,000
20,000
23,000
26,000
UAE National Employees in Grades 16+:
58
M+3 or /*
more
Grade
(AED)
E1
220,000
E2
220,000
E3
200,000
E4
180,000
Furniture Maintenance Allowance (Ruwais Based UAE Nationals)
UAE Nationals in Ruwais in Grades 15 and below are eligible for furniture maintenance allowance every
2 years as follows:
Grade
AED/Two Years
36,000
11 - 15
10,000
29,000
1 - 10
5,000
Ruwais Hardship Allowance (Ruwais Based UAE Nationals)
Ruwais based UAE Nationals are entitled to Ruwais Hardship allowance equivalent to 20% of the Basic
Salary with a maximum of AED 4,000 on monthly basis.
59
BENEFITS
Car Maintenance Allowance (Ruwais Based UAE Nationals)
Educational Assistance
Ruwais based UAE National employees in Grade 15 and below who are not provided with the Company
vehicle are entitled to a Car maintenance Allowance of AED 4,000 per annum.
Eligibility:
All male employees in Grade 7 and above, on family-status, shall be eligible for Educational
Assistance.
Mobile Phone Charges/Mobile Phone Purchase Allowance
Divorced or widowed female employees in Grades 7 and above with dependant children under their
care, shall be eligible for Educational Assistance.
Employees whose job duties require using mobile phone for business purpose are eligible for mobile
purchase allowance and mobile call charge monthly allowance as per company policy.
Married female employees on ADNOC’s sponsorship are eligible for obtaining Educational Assistance
if their spouses do not obtain this benefit from their organization (both are not allowed to receive
simultaneously).
The allowance is payable upon successful completion of the probationary period.
The Company shall not provide educational assistance for education beyond secondary level or in
specialized technical schools or colleges or in the kindergartens (for UAE National employees it will
cover kindergarten).
60
Category
Number of Children
UAE National Employees
Unlimited
Expatriate Employees
Limited to 4
61
The Company will reimburse the eligible employees for the actual cost of registration, tuition, text books
and boarding charges (the latter only for overseas students) at fee-paying schools in and outside the UAE
subject to the following maximum amounts:
3. Unmarried, divorced or widowed female dependents irrespective of the age.
4. Disabled male or female children irrespective of the age.
5. Children of female employees, whose husband is handicapped and who is considered "Head of the
family", and children of widowed or divorced female employee under her care, shall be accepted as
eligible dependents (as per above criteria) for the purpose of medical treatment.
Grade
Amount (AED) Per Child/Annum
18 - 20
45,000
16 - 17
40,000
*The number of eligible children for Expatriate employees is limited to four children.
11 - 15
35,000
*No maximum age is to be set for disabled male or female children.
7 - 10
30,000
1 - 6*
15,000
*For Ruwais-based UAE National employees only.
For employee in Grade E1 to E4 actual fees are paid.
Medical Benefits
FERTIL provides high standards medical care with nominal fees as per the Insurance Policy.
Dependents eligible for medical services are as follows:
1. The resident wife
Housing
Company provides unfurnished accommodation to its eligible employees as follows:
All employees in Grades 7 and above, except married female expatriate employees whose husbands
are receiving accommodation or Housing Allowance from their employers. However, divorced,
widowed and certain married female employees may be entitled to Company accommodation, or
may opt for Housing Allowance - where applicable.
Instead of having Company accommodation, eligible employees, other than Special Contract
Employees, may opt to receive the Housing Allowance. However, employees in Grade 6 and below
will receive the applicable Housing Allowance in lieu of accommodation.
2. The resident male children of male or eligible female employees until completion of age 24 years or
when the child finishes full time education or assumes employment, whichever comes first.
62
63
Initial Accommodation
Category
Grade
AED/Annum
Until a new employee finds a suitable accommodation, he/she shall be hosted at a guest house or a hotel
with full board and laundry on FERTIL account.
A
19 - 20
336,000
17 - 18
312,000
16
264,000
15
242,000
13 - 14
187,000
11 - 12
176,000
9 - 10
132,000
7 - 8
110,000
Any further extension for genuine reasons will be subject to approval of VP, HC & A.
Housing Rental Entitlement
Company accommodation will be provided, as per the Corporate Housing Ceiling Matrix below:
i. UAE National Employees' Housing Annual Rental Entitlements
B
C
Executive Jobs
AED/Annum
E1
585,000
ii. Expatriate Employees’ Housing Annual Rental Entitlements
E2
546,000
Category
Grade
AED/Annum
E3
442,000
A
19 - 20
280,000
E4
429,000
18
250,000
17
225,000
15 - 16
200,000
13 - 14
150,000
11 - 12
130,000
7 - 10
110,000
B
64
C
65
Car Purchase Loan
Housing Rental Encashment
UAE National employees (Including Married Female) are entitled to receive Monthly Housing Rental
Encashment in case they are not provided with the company accommodation. The amounts of allowance
are as follows:
All employees in Grade 7 and above shall be eligible for interest-free loans to purchase a car for
their personal use.
The loan shall be approved only after an employee has successfully completed the probationary
period.
Grade
Amount
20
28,000
19
28,000
18
26,000
17
26,000
16
22,000
15
20,166
Newly recruited and in-service employees, whose End of Service Benefits and Repatriation benefits
are less than the loan amount should mortgage the car in the name of the Company, in addition to
comprehensive insurance.
13 - 14
15,583
UAE Nationals in Grades 16 and above are not entitled to car loan.
11 - 12
14,666
9 - 10
11,000
Eligible Employees are at liberty to buy either a new or a used car, provided the car value is equal
to the Car Loan amount.
7 - 8
9,166
The loan shall be re-paid to the Company in equal installment over 24/48 months.
A second Car Loan can be granted to an employee once every four years and as long as the first car
loan is settled.
Ruwais based UAE Nationals may be granted the Car Loan every two or four years as per the request.
Executive Staff
66
E1
E2
E3
E4
48,750
45,500
36,833
35,750
67
Travel Arrangements
Amount of Loan:
Grade
Amount AED
14 and above
AED 100,000
11 to 13
AED 70,000
7 to 10
AED 50,000
Pension Scheme for UAE Nationals
UAE National employees contribute 5% of their pensionable salary while the Company contributes a
further 15% to the scheme. The pensionable salary includes basic salary, supplemental allowance, social
allowance, child allowance and housing allowance as applicable. Employees’ contributes are deducted
monthly from their salaries.
Residence Visas for Expatriates
Company will arrange and bear the cost of residence visas of expatriate employees and their eligible
dependants, i.e., wife and maximum 4 children until 24 years of age.
68
The Administration Services in the Head
Office provide the following services:
Issuance of air tickets for employees
travelling on overseas business or
training missions.
Local Hotel reservation, at competitive
rates, both for business or training
missions within Abu Dhabi Emirate.
Transportation between Head Office
and Ruwais is arranged on availability
and request. Employees using their own
cars to travel on business or job related
purposes between Head Office and
Ruwais Plant, AED 250 is paid per
round trip.
69
Section III : H o u s i n g
70
Ruwais Housing
72
Ruwais Housing Complex
72
Conditions of Occupancy
72
Change of Accommodation
72
Maintenance of Accommodation
73
Vacating Accommodation
73
Protection of Accommodation
73
Abu Dhabi Housing
75
Search for Accommodation
75
Allocation and Change of Accommodation
75
Initial Commissioning Items
77
Handling Over of Accommodation to Opt for Housing Allowance
77
Requesting Maintenance
78
71
RUWAIS HOUSING
Ruwais Housing Complex
The Ruwais Housing Complex is a modern housing complex which comprises of:
Family Residential villas of various sizes and categories
Apartments for both families and bachelor employees
A guest house to accommodate single visitors for short period
A child above 9 years old.
Bringing parents along in the Company accommodation provided they have a valid residence
visa that is under the employees’ sponsorship (Ruwais Housing Committee approval is required).
Maintenance of Accommodation
In addition to the accommodation facilities, Ruwais city is well equipped with other social and recreational
facilities, such as schools, playgrounds, banks, hospitals, clinics, recreational clubs, police station, etc.
Upon allocating a Housing Unit to the employee, maintenance will be arranged through the ADNOC
Ruwais Housing Division including Civil, Air Conditioning, Electrical and Landscaping (for Ruwais
base employees).
Conditions of Occupancy
Before handling over the house to the concerned employee, initial commissioning includes certain
fixtures and fittings, such as Water Filter, Fire Extinguisher, Metal Curtains, etc.
Condition of occupancy enforce will apply upon allocation of a housing unit in Ruwais and an undertaking
will be signed by the employee.
Upon request, outdoor plants will be provided free-of-charge.
Change of Accommodation
Vacating Accommodation
Subject to availability of the required house type, change of accommodation will be authorized in the
following instances:
Company accommodation should be returned in case of end of service or transfer to another work location.
Acute maintenance problems or damage.
Protection of Accommodation
Status change as a result of promotion and/or marital status/family size change.
Fire Precautions
Proven critical health cases dictated by essential medical reasons, subject to Company approval.
72
On family/marital-status change in case of having:
A fire extinguisher is available at the allocated Company accommodation. It is advisable to familiarize
yourself on how to use it.
73
ABU DHABI HOUSING
If you occupy a villa and a fire breaks out, you should contact the Civil Defense Fire Services
(See Tel. List for No.)
Immediate fire fighting action and evacuation of employees’ villa will then be at their own discretion.
If the fire is beyond your ability to control, if possible, ensure that you close all doors upon exiting
the villa in order to help prevent the spread of fire.
Safety
Search for Accommodation
The employee is at liberty to search for and choose a suitable accommodation unit, within his/her housing
annual rental entitlement. The Administration Services staff will assist by providing necessary details
about the market.
Allocation and Change of Accommodation
Use garbage chute correctly and use plastic sacks only. Oversized garbage should be left in areas
designated for that purpose.
Allocation and change of accommodation are authorized by FERTIL Administration Services according to
the prevailing rules and regulations.
Do not allow your children to play nearby collection areas.
i. Involuntary Moves
If you need to supplement the Company’s pest control service, use only prescribed insecticides and
pest control chemicals. Use them strictly in accordance with the instructions.
Company accommodation will be authorized, without time restriction, in the following instances:
Do not interfere with or alter any electrical wiring or fittings, pumps, cookers, water storage, plumbing
or sewerage systems.
2. Forced moves due to:
1. Upon initial engagement of eligible employees in Grade 7 and above.
Lease termination by landlord/Company.
Acute maintenance problems/damage.
Transfer from/to site.
Critical health cases dictated by essential medical reasons, subject to Medical Coordinator’s
endorsement.
74
75
Status change as a result of promotion from one grade to another grade band and/or marital-status/
family size changes, provided 3 years should lapse since date of previous housing allocation and a
3-month notice is given by the employee prior to lease expiry.
N.B. In such cases Company will bear the shifting cost and will also cover telephone installation fees.
When an accommodation unit is leased by the Company, certain items and services will be provided by
the Company. Items 1 to 3 will be arranged automatically, while the remaining items will be arranged
upon employee’s request, as applicable:
ii. Voluntary Moves
1. General cleaning and pest control.
In case the move is initiated by the employee, the Company may authorize such move, provided 3 years
have lapsed since date of previous housing allocation and a 3-months notice should be given by the
employee prior to lease expiry. Reopting for Company accommodation instead of Housing Allowance may
be authorized, provided 3 years have lapsed from the date of receiving Housing Allowance.
2. Water tank cleaning (Villas individual tanks only).
iii. Notice Period and Actual Move
In case an eligible employee is required to provide 3 months notice prior to the expiry of Lease Contract,
actual move will normally take place at the end of the respective Lease Contract.
76
Initial Commissioning Items
3. Installation of drinking water filter.
4. Connection of appliances.
5. Change of main door key cylinders.
6. Installation of safety locks to windows.
7. Installation of safety gates (baby door) on stairs.
8. Installation of shower curtain rods.
iv. Prerequisite
Handling Over of Accommodation to Opt for Housing Allowance
Other than force major moves, in all cases, no authorized move will be entertained prior to the respective
Lease Contract or contractual year, whichever is applicable.
Three months prior to the expiry of the Lease Contract, employees can opt for a Housing Allowance/
Housing Encashment, in lieu of Company accommodation. In such a case, you will not be able to revert
to Company leased accommodation before the lapse of three years.
77
Requesting Maintenance
For emergency maintenance for Abu Dhabi based employees, Administration Services Department can be
contacted at Tel. 6026820 and during non-working hours Tel. 050-4447088.
For Ruwais based employees, emergencies after working hours are confined to:
Electrical power supply.
Major water leakage.
Gas connection leakage.
Flooding due to major drain blockage.
No water supply.
A/C Supply.
Employees should not arrange for service providers themselves without prior authorization of
Admin. Services.
78
Section IV: Employee
Relations Practices
80
Employee Relations
82
Employee’s Inquiries and Complaints
82
Disciplinary Code
82
Termination of Services
83
Notice Period
83
Termination Benefits
83
Service Certificate
84
Termination Transportation
84
Additional Death Ex-gratia
85
81
EMPLOYEE RELATIONS
TERMINATION OF SERVICES
Employee’s Inquiries and Complaints
Notice Period
When a problem of performance or conduct occurs, the supervisor concerned should initiate an open
discussion with the employee, giving the employee a clear explanation of the problem and a fair chance to
respond. The supervisor and the employee should make every effort to determine the cause of the problem
and what is best to correct it. The employee is expected to make necessary changes in behavior within a
reasonable time span. This responsible dialogue should resolve most problems between supervisors and
employees. For more serious problems or infractions that cannot be resolved, a more formal procedure is
necessary which is described in more details in the HR policy manual.
It is the Company’s policy neither to end the services nor to accept the resignation of any employee
except after careful consideration of all the circumstances of the case to ensure full compliance with the
provisions of employment agreements and the Federal Labor Law.
Disciplinary Code
Disciplinary rules and regulations have been established for the safety and efficiency of operations. It
is therefore essential that such rules and regulations be observed by all, to protect the interests of the
Company and its personnel. FERTIL also expects all employees to conduct themselves with decorum at
the workplace and to treat all employees with respect.
When employees contravene the Company’s established rules and regulations, or when he/she breaches
his/her authority in exercising the functions of his/her position, or when he/she displays dishonorable
conduct, he/she will be subject to disciplinary action under the Company’s disciplinary code
82
The applicable notice periods for end of an employee’s services by the Company, or resignation by an
employee, shall be as follows:
Employees in Grades 10 and below: 1 month
Employees in Grades 11-13: 2 months
Employees in Grade 14 and above: 3 months
Termination Benefits
Employees who have completed one year of continuous service shall be eligible for the Company’s End
of Service Benefits as follows:
Expatriate Employees:
1 month’s basic salary plus supplemental allowance for each of the first 3 years of service.
1 1/2 months basic salary plus supplemental allowance for subsequent years of service.
83
UAE National Employees:
UAE National employees’ end of service benefits shall be calculated from; basic salary, supplemental,
social, child and housing allowances; as follows:
1 1/2 months for each of the first 5 years.
2 months for each of the next 5 years.
3 months for each year beyond 10 years of service.
Service Certificate
Company will provide the employee with service certificate indicating dates of employment, end of
service, job title, final basic salary and allowances, if any.
Termination Transportation
Upon end of service, expatriate employees in Grade 7 and above, and their dependents who are under
Company sponsorship, will be provided with air transportation to the point of origin, or pay to them
necessary expenses in lieu thereof, in accordance with the Company policy in this respect.
On the other hand, expatriate employees in Grade 6 and below; the company shall handle the cost of an
economy air class ticket for the employee him/herself to his/her point of origin.
84
Additional Death Ex-gratia
In the event of an employee’s death, two
months basic salary plus supplemental
allowance will be paid to the dependants
of a deceased employee (e.g. widow or next
kin) as appropriate.
This amount is in addition to the respective
death compensation stated in the HR
Policy Manual.
Section V: General Information
86
Useful Contacts - Ruwais Housing Complex
Banks
Abu Dhabi Commercial Bank
02-8775015
National Bank of Abu Dhabi
02-8776271
Abu Dhabi Islamic Bank
02-8776997
Al Fardan Exchange Center
02-8774877
Al Ansari Exchange Center
02-8778822
UAE Exchange
02-8775493
Other Services
Ruwais Hospital Emergency
02-6022344/02-6022474
Ruwais Hospital Reception
02-6022481
Admin Office
02-6020577
Ruwais Pharmacy
02-8764867
Civil Defence
02-6027755
Occupational Health
02-8764918
Medical Records
02-8764163
RHD Complaints
02-6027842/02-6027871
RHD Security
02-6027753
87
88
Other Useful Numbers and Websites:
Fire Brigade
997
Police
999
Ambulance
998
Central Hospital
02-6214666
UAE Government
www.uae.gov.ae
Abu Dhabi Chamber of Commerce
www.adcci-uae.com
General Information Authority
www.gia.gov.ae
UAE Interact
www.uaeinteract.com
Emirates Center for Strategic Studies and Research
www.ecssr.ae
Al Ittihad
www.alittihad.ae
Gulf News
www.gulfnews.com
Khaleej Times
www.khaleejtimes.ae
www.fertil.com

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