Human Resources Policy

1. Purpose

The Human Resources Policy of Samoon Foundation provides a framework for fair, transparent, and consistent management of employees and volunteers. It ensures recruitment, development, and retention of capable staff while upholding the Foundation’s values of integrity, equality, and respect.

2. Principles

- Equal Opportunity: Recruitment, training, and promotions will be based solely on merit, qualifications, and performance, without discrimination based on gender, caste, religion, disability, age, or socio-economic background.

- Diversity & Inclusion: The Foundation values diversity and aims to build an inclusive workplace where every individual feels respected and supported.

- Non-Discrimination & Respect: Harassment, bullying, or unfair treatment in any form will not be tolerated.

3. Recruitment & Selection

- All recruitment will follow a transparent process based on clearly defined job descriptions.

- Vacancies will be advertised appropriately to attract qualified candidates.

- Selection will be based on objective criteria such as skills, qualifications, and organizational fit.

- Nepotism or favouritism in recruitment is strictly prohibited.

4. Staff Welfare & Benefits

- Employees will receive fair remuneration in line with organizational standards and available resources.

- Where feasible, additional benefits such as health coverage, leave entitlements, and professional development opportunities will be provided.

- The Foundation will strive to maintain a healthy work-life balance for its employees.

5. Training & Development

- The Foundation is committed to building the capacity of its staff and volunteers through periodic training, workshops, and exposure visits.

- Training needs will be assessed regularly, and relevant programs will be implemented to enhance skills and knowledge.

6. Performance Appraisal

- Employees’ performance will be reviewed periodically (at least annually) through a structured appraisal process.

- Appraisals will be fair, transparent, and focused on performance, contribution to organizational goals, and professional growth.

- Constructive feedback will be provided, and outstanding performance will be recognized and rewarded where feasible.

7. Code of Conduct

- All staff and volunteers are expected to act with honesty, professionalism, and integrity.

- Employees must adhere to organizational policies including POSH, Whistleblower, Anti-Bribery & Anti-Corruption, and Conflict of Interest policies.

- Any violation of the Code of Conduct may lead to disciplinary action.

8. Grievance Redressal

- Employees and volunteers may raise concerns through the Grievance Redressal Policy or, in the case of sexual harassment, through the POSH Policy.

- All grievances will be handled confidentially, fairly, and promptly.

9. Termination of Employment

- Termination may occur due to resignation, completion of contract, non-performance, misconduct, or violation of organizational policies.

- In cases of misconduct or ethical violations, termination may be with immediate effect.

- Due process will be followed to ensure fairness.

10. Policy Review

This policy will be reviewed annually to ensure alignment with labor laws, best practices, and organizational needs. Amendments will be communicated to all staff in writing.