EMPLOYEE

HANDBOOK
CEO’s Message
Dear new team member, CEO’s Message
A warm welcome to the Harel Mallac Group! We are very proud to
Purpose of the Employee Handbook
see new talents join our team and entrusting us with their career.

The present Handbook aims at providing you with the information Our Group at a Glance
and guidance you will need for your first steps in the Group, but I
would like to take this opportunity to give you an overview of “who Planet Goals
we are”.
Message from the Human Resources
Harel Mallac started operating in the middle of the 19th century as and Talent Team
a merchant company, conducting trade between Mauritius and
Europe. It has evolved into a well-established business Our Employee Journey
now present in key segments of the local economy:
Chemicals, Equipment & Systems and Technology, and based Our Employee Value Proposition
in seven countries in the African and Indian Ocean regions.
Terms and Conditions of Employment
Through these activities, Harel Mallac positions itself as a one-of-
a-kind business partner that accompanies and supports its
customers in their transformation and search for efficiency. Leaves
Although it is diverse in the nature of its products and solutions, its
customers and business models, our Group remains united in Attendance
one thing: our Purpose.
Policies and Procedures
In the following pages, you will learn about this Purpose, as well as
the principles that we uphold as company, and display in the way Ethics
we do business. You will also discover the four commitments we
took towards our people, our performance, our consumers and Employee Development
our planet. We look forward to exchanging with you about
these commitments and the actions taken to reach them.
Employee Engagement
On behalf of the Board of Directors and our Leadership Team,
I wish you all the best in your integration at Harel Mallac Employee Benefits
and encourage you to seize all opportunities to grow, share
and suggest, co-construct and succeed. Within Harel Mallac, you Health and Safety
will make a difference!
Useful Links
Kind regards,

Charles Harel
Chief Executive Officer
Purpose of the Employee Handbook

The Employee Handbook is a guideline to employees. Its purpose is to provide you with an insight on the group and CEO’s Message
policies and procedures. You are also encouraged to familiarize yourself with the comprehensive set of our policies and
procedures available on Let's LEARN, our e-knowledge platform. Purpose of the Employee Handbook

Shall you need any guidance or assistance, please liaise with your Business Unit's Human Resources (HR) and Talent Our Group at a Glance
department.
Planet Goals

Our Group at a Glance Message from the Human Resources

and Talent Team

Our Employee Journey

3 20+ Our Employee Value Proposition

Terms and Conditions of Employment

Leaves

900+ Attendance

Policies and Procedures

Ethics

Employee Development

Employee Engagement

Employee Benefits

Health and Safety

Useful Links
Our Purpose
Make a Difference for the Better
Our Commitments
For the better of our PEOPLE, we make it our business
to unlock their potential by stimulating individual
initiatives and promoting entrepreneurial spirit within the
Group.
For the better of our PERFORMANCE, we make it
our business to do the right thing, with commitment and
passion to achieve sustainable economic growth.
For the better of our CONSUMERS, we make it
our business to understand their needs and source
the very best products, brands and solutions to make a
difference in their operations and lives.
For the better of our PLANET, we make it our business
to improve quality of life and care for the world in
which we live and evolve. Together, we tackle today’s
issues to build a better tomorrow.
Our Guiding Principles
Because better begins with each one of us, our
commitment is fueled by fundamental guiding
principles that define how we do business. They
guide our actions and behaviour. They influence the
way we work with each other and the way we serve
our various stakeholders.
Agility and Determination in Achieving
Our agility enables us to seize and create the
opportunity. We believe in the power of ambition and it
is only by taking determined initiatives and by moving
quickly that we can serve our clients with excellence,
generate sustainable value for our people and our
shareholders, and contribute to our broader community.
Care and Engagement in What We Do CEO’s Message
We believe that one needs to care for what one does to
do it well, fueled by the passion and enthusiasm that is Purpose of the Employee Handbook
put in every action undertaken. We operate in a spirit
of cooperation and respect, by embracing each Our Group at a Glance
individual’s talents. We commit to creating a forward-
thinking environment which will improve and enhance the Planet Goals
lives of future generations.
Trust and Responsibility in our Relationships Message from the Human Resources
and Talent Team
We lead by example and take ownership of our
individual responsibility. This means doing the right
thing at all times and conducting our business with the Our Employee Journey
highest standards of professional behaviour and ethics,
by being transparent and honest in all our interactions Our Employee Value Proposition
with employees, consumers, partners and the public at
large. Terms and Conditions of Employment
Leaves
Attendance
Policies and Procedures
Ethics
Employee Development
Employee Engagement
Employee Benefits
Health and Safety
Useful Links
 Planet Goals

The Harel Mallac Planet Goals reflect our strong conviction that a greener and more inclusive planet is essential to the CEO’s Message
survival and prosperity of our businesses. They are aligned with the Sustainable Development Goals of the United
Nations and formalise our ambition to deliver superior shared value for all by 2025. Purpose of the Employee Handbook

Our Group at a Glance

Trade Ethically
Planet Goals
1.By 2025, we will integrate Environment / Social / Governance (ESG) criteria in our selection of suppliers.
2. In 2025, we will eliminate products that are proven destructive to biodiversity. Message from the Human Resources
3.By 2025, we will raise the weightage of environmentally-sound products by 10% in each BU's portfolio. and Talent Team
4.By 2025, we guide our consumers on the responsible and sustainable use of our products.
Our Employee Journey
5. By 2025, we will optimise our packagings, while maintaining compliance with international standards.
Our Employee Value Proposition
Rethink Energy

6. By 2025, we will reduce our energy consumption (excl. production) by 25%. Terms and Conditions of Employment
7. In 2025, 30% of our energy will come from renewable sources.
Leaves
8. By 2025, we will optimise our vehicle fleet both in numbers and fuel efficiency.
Attendance
Manage Waste

9. By 2025, we will stop purchasing single-use plastics and non-recyclable materials. Policies and Procedures
10. By 2025, we will reduce our paper consumption by 30%.
Ethics
11. By 2025, all our waste will be recycled or disposed of responsibly.

Save Water Employee Development

Employee Engagement
12. By 2025, we will reduce our usage of water for operations (excluding manufacturing facilities) by 25%.
Employee Benefits

Advance Diversity Health and Safety

13. By 2025, we will achieve gender equity in our staff. Useful Links

Our bi-annual progress on the Planet Goals is shared on www.harelmallac.com.

Message from the Human Resources & Talent Team

CEO’s Message

Purpose of the Employee Handbook

Our Group at a Glance

Dear team member, Planet Goals

We welcome you on board, and feel gratified that you have chosen Harel Mallac Message from the Human
to pursue your career. Resources and Talent Team

Guided by our Employee Value Proposition (EVP), we endeavour to provide Our Employee Journey
you with a great employee experience. In the same spirit and in line
with our commitment for the better of our people, we have Our Employee Value Proposition
developed a Talent Management Framework which shapes our way of
managing our people with respect to selection, performance, Terms and Conditions of Employment
engagement, learning and development and career growth.
Leaves
Indeed, we believe that anyone, in any role and at any level at Harel
Mallac is a ‘Talent’, contributing to our Group’s growth and success. Attendance
Being employed by Harel Mallac means that we believe you have
the right knowledge and skills to be successful and that you Policies and Procedures
demonstrate behavioural competencies, character and sensibilities which
align with the Group’s guiding principles. Ethics

While you settle in your new job role, please take the time to read Employee Development
the Employee Handbook and take cognizance of and familiarise yourself
with the different policies and procedures in place. Employee Engagement

Once again, we welcome you to the Harel Mallac family and wish you every Employee Benefits
success in your new career.
Health and Safety
The Human Resources & Talent Team
Useful Links
Our Employee Journey
The Employee Journey provides our group with consistent and harmonised HR policies, procedures, practices and CEO’s Message
processes that enable and support the business in effectively defining, attracting, selecting, developing, engaging and
(re)deploying talent within our Group. Purpose of the Employee Handbook

Our Group at a Glance

Planet Goals

Message from the Human Resources

and Talent Team

Our Employee Journey

Our Employee Value Proposition

Terms and Conditions of Employment

Leaves

Attendance

Policies and Procedures

DEFINE TALENT ATTRACT TALENT

Ethics

Employee Development

Why does it How are we going to What will it impact?

matter? do that?
Why does it How are we going to What will it impact? Employee Engagement
matter? do that?
- To know what kind - By identifying the - Recruitment and Selection
of talent we need behaviours, skills, Decisions - To attract the best - By walking the talk about - Recruitment and Selection Employee Benefits
to realise our capabilities and - On boarding Process talent to meet our our Employee Value Decisions
business strategy. competencies that we needs. Proposition (EVP)
need to achieve our - Learning and - Internal Mobility Process
business goals. Development plans. - By differentiating
- Choices for promotions ourselves from our - Total Reward Practices Health and Safety
competitors.

Useful Links
 CEO’s Message
SELECT TALENT DEVELOP TALENT Purpose of the Employee Handbook

Our Group at a Glance

Why does it How are we going to What will it impact? Why does it How are we going to What will it impact?
matter? do that?
Planet Goals
matter? do that?
- To choose the - To meet our current - By setting up individual - Talent Retention
- By identifying the best - Recruitment and Selection and future needs
right talent to fits with respect to Decisions development plans - Performance Management Message from the Human Resources
and enable our Practices
achieve our performance, potential, - Learning and employees to - By regularly giving
business goals. and attitude. Development plans. progress in their feedback and visibility - Learning and Development and Talent Team
- Choices for promotions career path. about the performance plans.
standards. - Choices for promotions
- By running Talent Review
Forum to identify the high
Our Employee Journey
performers and the high
potentials.
Our Employee Value Proposition

Terms and Conditions of Employment

Leaves

ENGAGE TALENT DEPLOY TALENT Attendance

Policies and Procedures

Ethics
Why does it How are we going to What will it impact?
Why does it How are we going What will it impact?
matter? do that?
matter? to do that?
- By putting in place a clear - Employer’s reputation
Employee Development
- Employer’s reputation and To rapidly mobilize
- To get our - By providing an enabling & the right people mechanism for internal mobility and attractiveness
employees to do conducive work environment. attractiveness across the Group and career pathing - Recruitment and
their best and to respond to our
enjoy working for
- By nurturing and maintaining a
culture where our employees
- Company’s Performance
needs and ensure
- By having in place a tracking
mechanism for our high
Selection Decisions Employee Engagement
Harel Mallac. feels valued and that their - Employees’ morale, leaving employees performers and the high - Performance
expectations and needs are productivity and level of become potentials Management Practices
addressed engagement ambassadors of - Internal Mobility Process
- By ensuring that employee’s Employee Benefits
- By striving to give direction and Harel Mallac. departure is handled in a - Choices for promotions
purpose to everyone’s work. respectful and cordial manner
and that feedback on exiting is - Exiting Policy
addressed
Health and Safety

Useful Links
Our Employee Value Proposition
Our EVP is: “Within Harel Mallac, you will Make a Difference.” CEO’s Message

Purpose of the Employee Handbook

Our Group at a Glance

Because we Strive to Do Right
Doing right is not only doing the right thing, but thinking ahead as to what our Planet Goals
business, our community and our country needs to progress. It involves innovating for
the benefit of our consumers and all our stakeholders and deserving the trust they put Message from the Human Resources
in us to deliver the right products and solutions. Our business conduct is governed by and Talent Team
universal principles of transparency, ethics and equity – they guide the way we engage
with our stakeholders. Since the creation of Harel Mallac, we are committed to making Our Employee Journey
a meaningful difference to the lives of all through the care and consideration we place
into our offerings. Our Employee Value Proposition

Because we Want you to Succeed Terms and Conditions of Employment

We strive to unlock our employees’ potential, so that they feel part of something
larger than themselves during their time at Harel Mallac. To do so, we provide Leaves
challenging work experiences and opportunities for learning and development as they
are key to supporting individuals in realising their personal aspirations. We recognise Attendance
employees’ progress and contributions through meaningful performance-related
reward mechanisms.
Policies and Procedures

Ethics

Employee Development
Because we Encourage a Diverse and Inclusive Workplace
We welcome employees with their background, perspectives and passions, and celebrate
the richness that derives from diversity. Together, we build an energising workplace Employee Engagement
where ideas can be shared openly, collaborative work is encouraged, and creativity
stimulated. Employee Benefits

Health and Safety

Useful Links
Competencies CEO’s Message

To ensure that decisions regarding talent management become more consistent and aligned to our Purpose of the Employee Handbook
Group’s performance expectations and desired culture, we have identified ten core Competencies, grouped
into three categories, that reflect the behavioural characteristics which we believe we will need as a Group if we are to Our Group at a Glance
succeed going forward.
Planet Goals

Competencies that contribute to a high Message from the Human Resources

and Talent Team

performing culture. Our Employee Journey

Our Employee Value Proposition

Terms and Conditions of Employment

Leaves
How we engage Inspirational Collaborative Accountable Daring
with others
Attendance

Policies and Procedures

How we show up Passionate Ambitious Ethics

Employee Development

Employee Engagement
How we tackle
challenges Entrepreneurial Agile Curious Innovative Employee Benefits

Health and Safety

Useful Links
Terms and Conditions of Employment
Based on our purpose and guiding principles that define
‘how we do business’, we endeavour to be an
organisation where our employees can make full use of
their talents, skills, experience and competence. At HM,
our employees receive equal treatment, feel respected,
recognised for their effort and commitment, and are
valued regardless of their status - including inter alia
their age, caste, colour, creed, ethnic origin, impairment,
marital status, political opinion, race, gender or sexual
orientation.
Contract of Employment
Your contract of employment encompasses your terms
and conditions of employment, including but not limited
to, reporting lines, place of work, hours of work,
remuneration, pay & benefits, probation period, leaves
entitlement and obligations.
New Employee Orientation and Onboarding
On joining us, you will be:
• Assigned a ‘buddy’ whose main mission will be to
facilitate your integration in your Company,
You may refer to the Onboarding Policy on Let's
CEO’s Message
LEARN for more details.
Probation Purpose of the Employee Handbook
You will be on a probation period between one and six
months (refer to terms and conditions stipulated in your Our Group at a Glance
contract of employment) as from the appointment date.
You will be confirmed in your position upon Planet Goals
satisfactory completion of your probation period.
For specific job positions within the group, your contract Message from the Human Resources
of employment may stipulate that successful probation and Talent Team
will be subject to the submission of a clean Certificate of
Character. Our Employee Journey
Duties and Responsibilities
Our Employee Value Proposition
You will receive a job description which highlights your
job purpose, main duties and accountabilities. It is
understood that your job description may be amended
on an ad-hoc basis, to reflect any evolution in your duties
Leaves
and responsibilities.
Attendance
Policies and Procedures

• Invited to attend the new employee orientation Ethics

programme facilitated by your Company's HR &
Talent department, Employee Development

• Expected to provide your feedback as a new team

Employee Engagement
member at regular intervals, to enable us to action
on areas of improvement.
Employee Benefits

Health and Safety

Useful Links
Harel Mallac Grading Structure – Jobs Profiles and Levels CEO’s Message
Our job grading structure forms an important foundation for better and more informed career paths, succession
planning decisions and fair and equitable remuneration management. The classification of jobs as per HM job grading Purpose of the Employee Handbook
structure are as follows:
Our Group at a Glance

Planet Goals

Message from the Human Resources

and Talent Team

Our Employee Journey

Our Employee Value Proposition

Leaves

Attendance

Policies and Procedures

Ethics

Employee Development

Employee Engagement

Employee Benefits

Notice Health and Safety

Employment may be terminated by either party by giving prior formal written notice, in accordance with the law,
unless otherwise specified in your contract of employment.
Useful Links
Leaves
Your leaves entitlement is based on both current
prevailing legislation and the Company's/Group’s
policy. Details on entitlement and eligibility are:
• Provided in your contract of employment and / or
• Subject to agreement reached (if applicable) with
the Trade Union as applicable for your BU and/or
• As per Group/Company Policies and Procedures,
• As per prevailing legislation.
It is understood that
• You shall comply with the Leaves Policy in place in
your Company, including but not limited to the
relevant leave notification procedure, log of leaves
application or of leaves taken on the Sicorax ESS
system.
• You will be informed in writing as and when there is
any amendment in the prevailing legislation which
would impact any leaves provisions in the Employee
Handbook.
Annual Leave
After completion of six months of continuous
employment and provided that you have been present
on all the working days during these six months, you
will be entitled during each subsequent month up to
the 12th month, to a one-day annual leave per month,
up to a maximum of six days of annual leaves.
Thereafter, you will be entitled to 22 working days
of annual leave upon completion of 12 months
of continuous service with the Company.
Annual Leave on pro-rata
After the first 12 months of continuous service and
for the rest of the first calendar year, your annual leave
will be calculated on a pro-rata basis.
Notice for Annual Leave Request CEO’s Message
You are required to give reasonable notice before you
take any annual leave and you shall, at all times, adhere Purpose of the Employee Handbook
to the following timelines as a minimum requirement:
Our Group at a Glance
• Two working-days' notice for 1 to 2 days leave.
• One week notice for 2 to 5 days leave.
Planet Goals
• One month notice for more than 5 days leave.
Such leave must be taken at a time mutually convenient Message from the Human Resources
to the Company and yourself and shall be subject to and Talent Team
approval from your direct manager.
Our Employee Journey
Depending on the work exigencies, including but not
limited to the number of employees already on leave, Our Employee Value Proposition
your BU reserves the right to reject your application
for leave. It also reserves the right to set 50% of your Terms and Conditions of Employment
leave entitlement, if circumstances so require.Moreover, if
the Company decides not to operate on certain days of Leaves
the year outside public holidays such as the beginning of
the New Year, Easter Monday, Boxing Day etc., those
Attendance
days of office closure will be deducted from your annual
leave entitlement.
Policies and Procedures
Outstanding Annual Leaves
Ethics
To promote a good work-life balance, you
are encouraged to plan and take your local leaves
annually. At the end of the calendar year, where you Employee Development
are a worker as defined by the prevailing legislation
and you have not taken or been granted all your leave Employee Engagement
entitlement for the year, you will be entitled to
a refund of your outstanding leaves. Employee Benefits
In case you are not a worker as defined by Health and Safety
prevailing legislation, you will, in no circumstances,
be granted any refund of leave.
Useful Links
Sick Leave
You are entitled to sick leave in case of sickness and
incapacity to attend work. Unless stipulated otherwise in a
Trade Union agreement, after completion of six months
of continuous service and provided that you have been
present on all the working days during those six months,
you will be entitled during each subsequent month up to
the 12th month, while you remain in continuous
employment with the Company, to one day’s sick leave up
to a maximum of six days’ sick leave.
Thereafter, you will be entitled to 15 working days’ sick
leave following completion of 12 months of continuous
employment with the Company. For the rest of the
calendar year the sick leave will be calculated on a pro-
rata basis. At the end of every period of 12 consecutive
months, any outstanding sick leave to which you were
entitled may be accumulated up to a maximum of 90
working days. You will be entitled to use these sick leaves
in cases where you have exhausted your annual sick leave
entitlement and for any period of sickness wholly spent in
hospital, or any other medical institution or for
convalescence purposes after discharge from hospital or
other medical institution.
Should you be absent on ground of sickness, you must
notify your Manager or Head of Department (HoD) at latest
by 7h30. If you remain sick for more than 3 consecutive
working days, you must send a medical certificate to that
effect to your Manager / HoD / HR Department at latest
on the 4th day of absence, unless specified otherwise in
your company policy. The original medical certificate
must be remitted to your HR Department on the day you
resume work. If you are a worker admitted to a hospital or
medical institution for a prolonged sickness of over one
week, the certificate should be remitted within 3 days of
your discharge from the said institution. Concerned by
your well-being, the Company may at its own expense,
nominate a medical practitioner to examine you in case of
absence due to sickness.
Corporate Social Responsibility (CSR) Leave CEO’s Message
You are expected to spend one day per year for a
CSR initiative. While you may opt to do community Purpose of the Employee Handbook
work with a registered association, the initiative must
receive prior approval from your Management and the Our Group at a Glance
Fondation Harel Mallac and should not be related to
political or religious activities. The activity could be led Planet Goals
individually or within a team of colleagues, and
could take place in your business unit’s vicinity. It is
Message from the Human Resources
understood that:
and Talent Team
• The initiative should be in line with the works of the
Fondation Harel Mallac. Our Employee Journey
• You shall give reasonable notice (as per the
Company's Leave Policy) for your CSR leave request Our Employee Value Proposition
and apply on Sicorax ESS.
• Such leave must be taken at a time mutually
Terms and Conditions of Employment
convenient and will be subject to approval from your
immediate superior.
Leaves
Wedding Leave
Attendance
Subject to business exigencies and management
approval, you may be entitled to ten working-days
wedding leave on full pay on the celebration of your Policies and Procedures
first civil or religious marriage.
Ethics
Maternity Leave
As an expecting mother, you will be entitled to 14 Employee Development
weeks of maternity leave on full pay on production of a
medical certificate. On resuming work, you will be Employee Engagement
entitled to breaks for nursing your unweaned child, as
per prevailing legislation.
Employee Benefits
Leave in case of miscarriage, stillbirth or adoption of a
child, will be as per prevailing legislation.
Health and Safety
Useful Links
Paternity Leave
Subject to business exigencies and to management
approval, you are eligible to ten days paternity leave on
full pay to begin within two weeks from the date of birth
of your child.
Your request for paternity leave should be accompanied
by a certificate issued by a medical practitioner certifying
that your spouse has given birth to a child and a written
statement signed by you to the effect that your are living
with your spouse under a common roof. Any approved
paternity leave will be unpaid in the first twelve months of
your employment.
Compassionate Leave
You are eligible to five days of compassionate leave on
full pay on the demise of an immediate relative i.e. your
spouse, child, father, mother, brother or sister, to be
taken within the month following the demise.
Study Leave CEO’s Message
With a view to encourage learning and development,
study leave will be granted for learning strictly linked to Purpose of the Employee Handbook
your work and with your learning and development plan,
as agreed with your immediate superior. Our Group at a Glance
You will be eligible to two days of study leave per Planet Goals
module to study (including revision) and/or to complete
assignments or to sit for examination. You shall give
Message from the Human Resources
reasonable notice for your request for study leave (to
and Talent Team
apply same provision as per notice for annual leave
request). It is understood that study leave application is
subject to approval from your immediate superior based Our Employee Journey
on business exigencies.
Our Employee Value Proposition
Permission
If circumstances so warrant, you may be given of 1-2 Terms and Conditions of Employment
hours of time-off, provided you have received prior
approval from your immediate superior/HoD/Manager. Leaves
Other Leaves Attendance
For other leaves, e.g. to participate in an international
sports competition or to attend Court, as per prevailing Policies and Procedures
legislation, you should:
Ethics
• Submit documentary evidence, including but not
limited to, a nomination letter or summons requiring your
Employee Development
attendance in Court, together with your leave request.
You may also be requested to produce a certificate of
attendance. Employee Engagement
• Give reasonable notice for your request (to apply Employee Benefits
same provision as per annual leave request), as far as
practicably possible. Health and Safety
Useful Links
Vacation Leave
As per prevailing legislation.
Attendance

Hours of work CEO’s Message

Your working hours are stipulated in your contract of
employment. Purpose of the Employee Handbook
Depending on the exigencies of your work, you may
be called upon to work beyond your current working Our Group at a Glance
hours. Any overtime beyond your normal working
hours shall be addressed as per applicable legislation Planet Goals
as amended from time to time and/or your contract of
employment.
Message from the Human Resources
and Talent Team
Punctuality
You must arrive on time at work, as per your contract
of employment. In case you are late, it is your Our Employee Journey
responsibility to inform your direct manager of your
lateness and your expected time of arrival. Repeated Our Employee Value Proposition
lateness will be subject to disciplinary action.
Terms and Conditions of Employment
Absence
Should you be absent from work, you must notify Leaves
your Manager / HoD / HR Department at latest by 7h30
on the same day. Attendance
Lunch Time Policies and Procedures
As per your Company policy.
Ethics

Employee Development

Employee Engagement

Employee Benefits

Health and Safety

Useful Links
Policies & Procedures
It is your responsibility to familiarise yourself and follow
policies and procedures in place. It is understood that
company policies and procedures may be subject to
change at any time with or without notice at the sole
discretion of the business unit or the group.
You will abide by the rules, policies, procedures and regu-
lations - including but not limited to the Code of Ethics,
Data Protection Policy, Conflict of Interest Policy, the bag
search policy (where applicable), Alcohol and Drugs Policy
etc. - of the Company or any amended version(s) thereon.
Any non-compliance will be subject to disciplinary
proceedings.
Attitude at work
You shall conduct yourself in an impeccable manner
and, at all times, be a credit to yourself, to your
Company and the Group. You are expected to behave
respectfully and professionally towards our internal and
external stakeholders to portray a professional image
of the Group.
Dress Code
You are expected to abide to your Company’s dress
code.
Information and Communication Technology
All employees shall abide to the Group’s IT Policy.
Social Media
Regarding the use of social media at the offfice and the
online conduct that is expected from you as a Harel
Mallac team-member, please refer to Harel Mallac's
Corporate Communications Framework on Let’s LEARN.
Equal Opportunity CEO’s Message
As an Equal Opportunity Employer, Harel Mallac
endeavours to be an organisation where employees Purpose of the Employee Handbook
make full use of their talents, skills, experience and
competence and where they receive equal treatment,
Our Group at a Glance
feel respected, recognised for their effort and
commitment, and valued regardless of their status,
including inter alia their age, caste, colour, creed, ethnic Planet Goals
origin, impairment, marital status, political opinion, race,
gender or sexual orientation. Message from the Human Resources
and Talent Team
Any employee who feels he/she has been the subject of,
or witness to, an act of discrimination or harassment by Our Employee Journey
any employee of Harel Mallac, during his or her work,
should immediately report the incident to either his/her Our Employee Value Proposition
Head of Department or the Human Resources Deparment.
Terms and Conditions of Employment
The person is responsible for reporting the instance in
good faith. Should an employee feel that he/she cannot
report any act of discrimination or harassment to the HoD Leaves
or the HR Department, he/she may contact the Group
Ethics Officer in accordance with Harel Mallac's Code Attendance
of Ethics.
Policies and Procedures
All complaints will be treated in strict confidentiality. Any
employee found guilty of non-compliance with the policy Ethics
will be subject to disciplinary actions which may lead to
termination of employment. More details on Harel Mallac Employee Development
Equal Opportunity principles are available in its Equal
Opportunity Policy.
Employee Engagement
Employee Benefits
Health and Safety
Useful Links
Data Protection
Employees at Harel Mallac Group are protected
under the Data Protection Act 2017 (Act No.20 of
2017) and where applicable, the European General
Data Protection Regulation through Harel Mallac
Group Data Protection Policy. Employees may contact
the Data Protection Officer of their respective Business
Unit for more details on Data Protection.
As an employee:
• You give your consent for collection and processing
of your personal data, as per the applicable data
privacy laws and regulations in force for the
purposes of your employment.
• You authorise the Company to publish any
photo/video taken of you for use in its
marketing and communication materials.
It is understood that you agree that the publication of
the said photos confers no rights of ownership
and/or royalties whatsoever. Moreover, you will not
hold the Company responsible for any distortion and/or
modifications brought to the images; nor will you hold it
responsible for any and all unauthorised use whatsoever
of such images by any third party, through no fault or
outside the control of the Company. You also recognise
that you will not be entitled to any form of compensation
for the use of your facial images during or after your
employment with the Group.
Company Assets and Property CEO’s Message
You shall use the Company’s assets entrusted to you,
including company vehicles, with care and solely for Purpose of the Employee Handbook
work-related assignments. You are expected to protect
Company assets entrusted to you from loss, damage, Our Group at a Glance
misuse or theft. It is your duty to promptly report any
loss, damage, misuse or theft of any Company asset in Planet Goals
your possession.
Whenever requested to do so or upon termination of Message from the Human Resources
this Contract of Employment, you shall immediately and Talent Team
return to the Company, in accordance with your
instructions, tangible proprietary information, assets Our Employee Journey
(including but not limited to laptop, mobile phone,
vehicle, office keys), documents, records, notes, Our Employee Value Proposition
contracts and computer-generated materials which may
be in your possession or control and which relate in any Terms and Conditions of Employment
way to the business or affairs of the Company and any
Group Company, and no copies, notes or abridgments
Leaves
of any of the above shall be retained by you.
Attendance
Policies and Procedures
Ethics
Employee Development
Employee Engagement
Employee Benefits
Health and Safety
Useful Links
Ethics
Harel Mallac's Code of Ethics sets out the principles
and values which it expects its employees to uphold.
It serves as a reminder that belonging to Harel Mallac
involves more than just strict compliance with our
national laws and regulations. Together with the
specific Group policies which prevail in our different
divisions, it guides us to do the right thing to Make a
Difference for the Better. Refer to our Code of Ethics
for more details, and information on :
• Whistleblowing
• Conflict of interest and secondary employment
• Commercial ethics
• Political involvement
• Confidentiality.
Violence at work
As per prevailing legislation.
Intellectual Property
• You acknowledge that all intellectual property rights
subsisting and/or attaching to all intellectual property
(creations, designs, derivatives, etc.) made, originated
or developed by you at any time in the course of your
employment and/or directorship with the Company
and/or any entity in the Harel Mallac Group shall
belong to and vest in the Company (or any other entity
of the Harel Mallac Group as may be required by the
Company) absolutely to the fullest extent permitted by
law.
• You undertake, at the request and expense of the CEO’s Message
Company, to execute and deliver all such documents
and give all such assistance as in the opinion of the
Purpose of the Employee Handbook
Management may be necessary or desirable to vest
any such intellectual property rights in the Company
absolutely, and you agree to assign, free of charge, Our Group at a Glance
absolutely with full title guarantee by way of the
present assignment of past, present and future rights Planet Goals
all intellectual property rights in any intellectual
property made, originated or developed by you in the Message from the Human Resources
course of your employment and/or directorship within and Talent Team
the Harel Mallac Group.
Our Employee Journey
Without prejudice, you irrevocably appoint any Director or
the Company Secretary of the Company to be your agent in Our Employee Value Proposition
your name and on your behalf to execute and/or sign all
such instruments, and/or do all such things and generally to
Terms and Conditions of Employment
use your name for the purpose of giving to the Company (or
any other entity in the Harel Mallac Group as the Chief
Executive Officer may decide) the full benefit of the provi- Leaves
sions of this section. With respect to any third party, a certif-
icate in writing signed by any Director of the Company or Attendance
the Company Secretary that any instrument or act falls
within the authority conferred by this section shall be Policies and Procedures
conclusive evidence that such is the case.
Ethics
All the above rights and obligations shall continue in full
force and effect after the termination of your employment.
Employee Development
Employee Engagement
Confidentiality
During and after your employment, you shall not:
Employee Benefits
• use any Company confidential information or data
for your own purposes, for commercial gain or for Health and Safety
the benefit of any person, company, association or
other organisation whatsoever; or Useful Links
• other than in the proper course of your employment
with the Company, disclose to any person, firm,
company, association, institution and/or other
organisation whatsoever any confidential information
and/or any personal data processed by any Group
Company and/or belonging to any Group Company
which has been disclosed to you, and/or which you
came to learn about and/or which entered into your
possession of during your employment with the
Company.
Electronic Communication CEO’s Message
You shall use electronic communication systems entrusted
to you primarily to further the business of the Company Purpose of the Employee Handbook
and/or any Group Company. The company may, if it deems
appropriate, intercept, monitor, view and record your elec-
Our Group at a Glance
tronic communications. Any misuse including inappropri-
ate, unauthorised, unethical and/or unlawful use such as
(without limitation) accessing or circulating material Planet Goals
containing nudity, pornography, racist terminology and/or
other offensive material, shall constitute a misconduct for Message from the Human Resources
which disciplinary action will be taken against you. and Talent Team

Non-Competition (Prevention of Unfair Obligations Our Employee Journey

Competition) Employees who are not duly authorised to do so shall not
During your employment and for a period after communicate to the press and/or any third party any com- Our Employee Value Proposition
the termination of your employment as determined by ment, matter, opinion and/or information whatsoever
your contract of employment, you shall not: regarding the Group and any of its subsidiaries. Terms and Conditions of Employment

• solicit for termporary or permanent employment and/or Leaves

consultancy, whether directly and/or indirectly, for your
benefit or that of any other person, any employee of the Attendance
Harel Mallac Group;
Policies and Procedures
• enter into any partnership or business (whether directly
and/or indirectly) with any person who is or was during your
employment within Harel Mallac Group, an employee, client
Ethics
(including prospective client) or supplier of the Company
and/or any Group Company, for which the you were or are Employee Development
working
Employee Engagement
• undertake (whether directly and/or indirectly) any activity,
employment and/or investment (where such investment, Employee Benefits
whether directly and/ or indirectly, does not constitute a
minority shareholding held for investment purposes only), Health and Safety
which is or is likely to be in competition with the business of
the Group or any Group Company, for which you were/are Useful Links
working.
Employee Development
Performance Management
To support current and future success, it is crucial for
Harel Mallac to clarify performance expectations and
behaviours for outstanding performance.
Appraisals
You will be expected to discuss and agree on
performance objectives (SMART objectives) at the start
of each financial year (January).
While your work performance will be regularly
reviewed through performance conversations, formal
appraisal will be scheduled twice a year namely for
mid-year review in July and for final appraisal in
January, in line with the Group's financial year.
Development/Improvement Plan
As part of your performance appraisal, you will discuss
and agree on a development / improvement plan with
your immediate superior. While development plans are
for future personal development in line with the Compa-
ny's work exigencies, the improvement plan caters for
any improvement required to meet current and future
business needs.
Talent Review
A Talent Review linked to the development of employees
is done on a yearly basis. Its objective is to assess
employees’ performance and potential with a view to
promote or (re)deploy employees within the group, in line
with career progression and succession planning.
Career Path (including promotion)
Expectations and development needs, as regards each
employee’s career path is discussed in yearly appraisals.
Several criteria are also taken into consideration for
promotion and appointment.
CEO’s Message
Promotions and appointments are discussed and
finalised at both the Company's and the Group's talent Purpose of the Employee Handbook
reviews as applicable.
Our Group at a Glance
Learning and Development
At Harel Mallac, we aim at being a high-
performing organization. In line with our EVP, we Planet Goals
encourage our employees to learn, improve, develop
their own skills and grow with the Group. Your learning Message from the Human Resources
journey starts right on your commencement with us with and Talent Team
your onboarding and induction programmes, which will
be communicated to you by your immediate superior and Our Employee Journey
the Human Resources and Talent department.
Our Employee Value Proposition
Learning Needs
Each year, a training plan in line with the business Terms and Conditions of Employment
unit strategic objectives and learning priorities is
prepared. The feedback collected during individual
appraisals, talent reviews, coupled to the department's Leaves
and the Company's priorities, will shape the learning
needs analyses. Attendance
Policies and Procedures
e-Knowledge Platform
The Harel Mallac Group also has an e-knowledge Ethics
platform: Let's LEARN, where modules are posted on
regular basis. All employees are expected to complete Employee Development
their modules by year-end (31 December). Failure to
complete the said modules results in a ‘Below Employee Engagement
Expectations’ rating for Performance Appraisal.
Employee Benefits
Health and Safety
Useful Links
Internal Mobility CEO’s Message
Internal mobility within the Group is based on
business requirements such as a vacancy to be filled or Purpose of the Employee Handbook
a need to provide an employee with the necessary
developmental experience/exposure to fulfill the
requirements of a future role. Our Group at a Glance

Planet Goals
Four main scenarios may lead to an internal mobility
opportunity across business units within the Group as
Message from the Human Resources
illustrated below:
and Talent Team
• A BU has a vacant position.
Our Employee Journey
• A BU identifies an employee working in another BU,
through talent review or cross collaboration assignment, Our Employee Value Proposition
who can potentially add value to their team.
Terms and Conditions of Employment
• An employee expresses willingness to be exposed to
areas outside of their current BU.
Leaves
• The BU identifies the need for an employee to gain
exposure outside of their current BU. Attendance

Policies and Procedures

Ethics

Employee Development

Employee Engagement

Employee Benefits

Health and Safety

Useful Links
Employee Engagement

Employee Engagement Survey CEO’s Message

As part of its Talent Management Framework, so as to
provide employees with a better Employee Journey, Purpose of the Employee Handbook
Harel Mallac conducts engagement surveys on a regular
basis. The survey enables employees to share their
Our Group at a Glance
feedback and express their views on their employee’s
experience within the Group. All employees are requested
to participate in this survey. Planet Goals

Employee Engagement Committee Message from the Human Resources

Each BU has an Employee Engagement Committee and Talent Team
comprising of employees from different departments
who volunteer to work on employee engagement Our Employee Journey
initiatives. The committee works in close collaboration with
the HR & Talent Department as well as the business unit Our Employee Value Proposition
management team. The committee is usually renewed
every two years. Terms and Conditions of Employment

Leaves

Attendance

Policies and Procedures

Ethics

Employee Development

Employee Engagement

Employee Benefits

Health and Safety

Useful Links
Employee Benefits

In line with our commitment for the better of our people,
you will be entitled to various benefits as follows:
Medical Insurance
You are eligible to a medical insurance scheme, which is
partly sponsored by the company for all permanent
employees. Please contact your HR & Talent Department
for more details.
Pension Scheme
Since January 2020, it is compulsory for all new
permanent employees aged 18 years and above, to join
the Company’s defined contribution pension scheme.
The pension scheme is on a contributory basis. For more
details, please get in touch with your HR & Talent Depart-
ment.
CEO’s Message
Agile Working Conditions
As per your business unit policy and depending on the Purpose of the Employee Handbook
work exigencies, you may be provided with the opportunity
to benefit from agile working conditions (flexi time, hybrid Our Group at a Glance
place of work, work from home or work close to home).
However, depending on the exigencies of the BU, the agile Planet Goals
working conditions will not be applicable to employees
whose job duties do not permit them to do so.
Message from the Human Resources
Harel Mallac Employee Privilege Card (EPC) and Talent Team
On successful completion of your probationary period, you
will receive your EPC which offers privileges and special Our Employee Journey
discounts with various service providers and partners. The
list of EPC privileges is accessible on Let's LEARN and the Our Employee Value Proposition
intranet.
Terms and Conditions of Employment

Personal Accident Cover

Leaves
On assumption of duty with us, you will be entitled to a
contributory 24-hour Personal Accident Insurance Cover
which provides benefits in case of accident, death and Attendance
permanent disablement.
Policies and Procedures

Advance on Salary Ethics

Based on our guiding principle, ‘Care and Engagement’,
we acknowledge that our employees may face financial Employee Development
difficulties in their personal lives. With a view to support
them, all employees, reckoning more than 12 months of
Employee Engagement
continuous service are eligible to an advance on salary
subject to the Company/Group policy.
Employee Benefits

Health and Safety

Useful Links
Health & Safety
Provisions Smoking CEO’s Message
Harel Mallac is committed to providing and maintaining a Our premises are designated as non-smoking areas.
working environment that is safe and without risks to health. Specific smoking areas have been earmarked to the
Purpose of the Employee Handbook
Regular risk assessments are also done to identify and extent possible.
address any health and safety risks/hazards.
Our Group at a Glance
Alcohol and Drugs
It is worth noting that health and safety conditions and prac- The use of alcohol and drugs is prohibited on the
tices are recognised as a mutual obligation and responsibili- Company’s premises. Planet Goals
ty of the Company and its employees. You shall, while at
work, observe and take reasonable care for your own safety Reporting of Accidents Message from the Human Resources
and health as well as for other persons who may be affected If you are involved in any work-related accident or and Talent Team
by your acts or omissions at work. In so doing, you are sustain an injury at your workplace, you must seek first
expected to respect policy and procedures in place includ- aid and immediately report the accident to your direct Our Employee Journey
ing rules/instructions, warning signs and wearing of protec- superior. Moreover, if you become aware of any health
tive equipment (as applicable). or safety hazard, you must immediately report it to your Our Employee Value Proposition
immediate superior.
You may also be requested to undergo a medical examina-
Terms and Conditions of Employment
tion at the Company’s expense by a medical practitioner Adverse Weather Conditions (Heavy/Torrential
nominated by the Company, at any point in time, for the Rain, Cyclone)
purposes of ascertaining your fitness to work and/or for Leaves
In case a cyclone warning class III or IV is decreased
health and safety purposes. to warning class I or II or is cancelled before noon,
employees shall report for duty as soon as possible on Attendance
First Aid the same day.
Provision was made for immediate care to an ill or Policies and Procedures
injured employee until more advanced care is provided or If the decrease/cancellation is announced after noon,
the person recovers. Each BU has first-aid trained employees are expected to call at work the next Ethics
employees who act as first-aid representatives for their working day, except for specific categories
department/section. (e.g. Maintenance/Property teams) as defined within Employee Development
each BU, who shall call at work at their earliest
Fire Safety possible, to assess the premises and ensure they Employee Engagement
Provision is made to ensure that the work environment is are fully operational.
safe from any fire hazards. Each BU has employees who
Employee Benefits
have been trained to act at Fire Wardens. In case of heavy/torrential rainfall, you will be
expected to follow instructions from the
Health and Safety
government (National Crisis Committee).

Useful Links
Internal Communication, Intranet & Useful Links

Internal Communication CEO’s Message

Depending on your BU internal communication plan, you
will receive regular updates and communication through Purpose of the Employee Handbook
channels such as emails, memos, posters, newsletters,
the intranet and/or meetings. It is your responsibility to
Our Group at a Glance
ensure that you read and remain up-to-date with internal
communications sent to you.
Planet Goals

Intranet Message from the Human Resources

To stay in touch with the news of Harel Mallac, you are and Talent Team
invited to join Edith, the Group intranet : https://
www.facebook.com/groups/Edith.HM/ Our Employee Journey

Our Employee Value Proposition

Performance Management Systems

Terms and Conditions of Employment

Employee Self Service

Leaves
Let’s LEARN
Attendance
Harel Mallac Intranet_Edith
Policies and Procedures

Ethics

Employee Development

Employee Engagement

Employee Benefits

Health and Safety

Useful Links
a: 18 Edith Cavell Street Port Louis
t: 207 3000 f: 207 3200 e:
communication@harelmallac.com w: harelmallac.com