HR POLICY

1. INTRODUCTION

Recognizing the importance of its dedicated team in achieving its mission, Jouzour Loubnan is committed to fostering a fair, supportive, professional and ethical work environment for all employees. This Human Resources (HR) policy outlines the fundamental principles and procedures governing Jouzour Loubnan’s employment practices.

2. Recruitment and Selection:

Job Descriptions: Clear and accurate job descriptions will be developed for all positions, outlining responsibilities, qualifications, and experience requirements.

Recruitment Process: Open and transparent recruitment processes will be followed, ensuring equal opportunities for qualified candidates. This may include advertising vacancies internally and externally, utilizing relevant networks, and conducting interviews and assessments.

Selection Criteria: Selection decisions will be based solely on job-related qualifications and merit, without discrimination based on gender, age, religion or any other protected characteristic.

3. Employment Terms and Conditions:

Contracts: All employees will have written contracts outlining their roles, responsibilities, benefits, job description and terms of employment.

Compensation and Benefits: Jouzour Loubnan will strive to offer reasonable salaries and benefits packages, considering the organization's resources and sector benchmarks. This includes but is not limited to health insurance, paid time off and professional development opportunities.

Working Hours: Standard working hours will be established, with provisions for overtime compensation or compensatory time off as per Lebanese labour laws. Jouzour Loubnan recognizes the importance of work-life balance and encourages flexible work arrangements when feasible.

4. Performance Management:

Performance Evaluations: Annual performance evaluations will be conducted to provide feedback and opportunities for professional growth. Clear goals and objectives will be set for each employee, and progress will be reviewed and discussed collaboratively.

Training and Development: Jouzour Loubnan is committed to investing in its employees' professional development. Training opportunities will be provided to enhance skills and knowledge relevant to their roles and the organization's mission.

5. Employee Relations:

Open Communication: Jouzour Loubnan values open communication and transparency. Employees are encouraged to raise concerns or suggestions and participate in decision-making processes whenever possible.

Equal Opportunity and Non-Discrimination: Jouzour Loubnan is committed to providing a work environment free from discrimination and harassment based on any protected characteristic.

Health and Safety: Jouzour Loubnan prioritizes the safety and well-being of its employees. A safe work environment will be maintained through appropriate training, procedures, and equipment.

6. Termination of Employment:

Clear and fair termination procedures will be followed for termination of employment, as outlined in Lebanese labour laws. These shall include reasons for termination, notice periods, and severance packages when applicable.

7. Appeals process

Employees will have the right to appeal any decision or address any concern covered by this policy by reporting it in person or anonymously to one of the following focal contacts:

Mr. Farid Maalouf farid_maalouf@hotmail.com Mobile: 03 204 192

Address: Maalouf building Ground Floor, Chmiss Street, Achkout, Keserwan, Lebanon

Mrs. Maya Wakim mayawakim15@gmail.com Mobile: 03 677 279

Address: Imm Chawkat Khodr, 6e étage, Rue Khalil Ksseib, Sioufi, Achrafieh, Beirut, Lebanon

8. Policy Review and Updates:

This HR policy will be reviewed and updated periodically to ensure its alignment with Lebanese labor laws, best practices, and Jouzour Loubnan's evolving needs. Employees will be notified of any changes made to the policy.

Annex: Appeals Process

A. Purpose:

The appeals process for Jouzour Loubnan Association is designed to provide employees with a fair and transparent mechanism to challenge terminations of employment. This process upholds Jouzour Loubnan commitment to due process and protects employees' rights under Lebanese labor laws.

B. Initiating an Appeal:

- An employee who wishes to appeal a termination decision must submit a written appeal letter within 5 working days of receiving the notification.

- The appeal letter should clearly state the grounds for the appeal, providing any relevant evidence or documentation to support their claim.

C. Review Process:

· The appeal letter will be reviewed by the President and the Vice-President (The Appeals committee).

· The Appeals Committee will schedule a meeting with the appellant to discuss the appeal in detail and allow them to present their case.

· The Committee may also gather additional information from relevant parties.

D. Decision-Making and communication:

The Appeals Committee will deliberate and reach a decision based on the evidence and arguments presented. The decision will be communicated to the appellant and the involved parties in writing within 5 working days of the meeting. The decision may be:

· Appeal upheld: The termination decision is reversed, and the employee is reinstated.

· Appeal partially upheld: The termination decision is modified, such as changing the dismissal reason or offering severance pay.

· Appeal denied: The original termination decision stands.

The appeals process should be documented clearly and communicated to all employees.

E. Right to Further Action:

If the appellant is not satisfied with the Appeals Committee's decision, they have the right to pursue further legal action within the framework of Lebanese labor laws.

Jouzour Loubnan is committed to its mission of restoring Lebanese woodlands and agricultural lands, recognizes the importance of upholding the highest ethical standards in all its activities. This Anti-Corruption and Anti-Fraud Policy outlines Jouzour Loubnan's commitment to preventing, detecting, and addressing corruption and fraud within the organization.

Personnel can report any suspected fraud or corruption:

- Directly to the President or the Vice President;

- To one of the following focal points by email or by phone or anonymously by mail: