Regulations and Conditions of Employment: Electrical and Hydraulic Engineering

Electrical and hydraulic engineering
Regulations
And
Conditions of Employment
This contract of employment is made the 21th day of April 2015 between
Gabriel Galindo Bazalar
of Av. Caminos del Inca 2828 Santiago de Surco,
hereinafter known as the Employee, and Alejandra Cabrera of Urb. Los Topacios
Ate, hereinafter known as the Company.
The Regulations and Conditions of Employment as set out herein will be deemed
to constitute a Contract of Employment, in fulfilment of current employment
legislation. All Employees will be required to sign at the space provided at the end
of these conditions, agreeing to adhere to the Companys Conditions of
Employment.
1st day of May 2015.
(i)
Date of Commencement:
(ii)
Place of Work: The Employee shall be based for the time being at the
workshop of assembling in Vitarte Ate .
(iii)
Job Function: The Employee must make boards constant pressure and
variable speed and he/she shall also be required to carry out associated
functions as the Company may from time to time require.
(iv)
Probationary Period: A probationary period of two weeks will apply. A

letter, notifying the Employee of his/her appointment to permanent staff,
will be issued at the end of a successfully completed Probationary Period.
(v)
Hours of Work: The hours of work shall be 8:30 a.m. to 6:00 p.m., or a
total number of 48 hours per week, as shall be set out by the Company
from time to time but in any event shall at all times be in compliance with
the provisions of the Organisation of Working Time Act, 1997.
(vi)
Salary: The Employees annual salary shall be s/.12000.00. Salary will be

reviewed for the Administration. Payment shall be by direct debit into the
Employees bank account, the account details to be provided by the
Employee to the Company on the execution of the within contract.
(vii)
Annual Leave: In addition to the nine Public Holidays, twenty working

days holiday is allowed during a full calendar year, 1 st January to 31st
December in accordance with the provisions of the Organisation of Working
Time Act, 1997.
On termination of employment, the entitlement will be a proportion of the
appropriate annual holiday based on the number of calendar months
completed during the calendar year of departure, subject to a minimum
period of notice under the Minimum Notice and Terms of Employment Acts
1973-1991.
(viii)
Absence Through Illness: The Manager must be notified as soon as

possible after 9.00 am in all cases where a member of the staff is unable to
attend at the place of work. A medical certificate is required if absence
extends beyond three consecutive days and should cover the period until
the staff member is declared fit for work. Dental appointments, visits to
the doctors, etc, should, where possible, be arranged outside working
hours.
(ix)
Compassionate Leave: Compassionate leave will be at the discretion of

the management but, in the case of near relatives, will be such as to allow
full attendance at funeral services.
(x)
Leave of Absence: Approval and duration of unpaid personal leave shall

be at the discretion of the Company.
(xi)
Grievance Procedure: The Company is most anxious that legitimate

grievances raised by an Employee are expeditiously and fairly resolved.
Any member of staff who has a grievance relating to his/her employment
should discuss it with the Company.
(xii)
Dismissal: The Company hopes that it will not become necessary to

dismiss an Employee, however, it must be understood that there are
certain breaches of Company Rules for which, after the facts have been
ascertained, an Employee may be summarily dismissed or suspended,
without pay, pending further investigations. In such an event, an Employee
will be afforded a full right of representation of his/her case to the
Company before a final decision is made. Continued failure to adhere to
normal Company requirements, including timekeeping, attendance, job
performance, confidentiality in relation to all the Companys affairs and
general conduct will result in an Employee being subject the following
procedure:
The Employee will receive a verbal warning.
The Employee will receive a first formal written warning advising that
continued failure to improve on the specific aspect of performance will
lead to disciplinary action.
The Employee will receive a final formal written warning.
The Employee will be suspended for a fixed period, without pay.
The Employee will be dismissed in the event of it becoming absolutely
clear that no, or insufficient, improvement on the aspect of
performance is forthcoming.
At all times the Employer will abide by procedural fairness under current
employment legislation when dealing with dismissals from the Company.
(xiii)
Notice Periods: Staff who wish to terminate their employment with the
Company are expected to give the following notice:
All Employees on Probation 1 week
Employees appointed to Permanent Staff 1 month
Senior/Management Staff 2 months
or in times of conflict in accordance with Section 4 of the Minimum Notice
and Terms of Employment Act, 1973. Notwithstanding the foregoing, the
Company, may, at its discretion, waive its right to notice.
(xiv)
Standard of Dress: All Employees are expected to conform to an

acceptable standard of dress to ensure that the image as presented to
customers, colleagues and associates is in keeping with the proper
professional approach of the Company.
Where uniform is required dress, no personal additions will be made to the
uniform, and it shall be cleaned by the Employee for the duration of their
contract.
(xv)
Confidentiality: The Employee will not, during or at any time after the
termination of your employment, disclose to any person or persons (except
to senior Employees of the Company) nor use for your own benefit any
confidential information that you may receive or obtain in relation to the
affairs of the Company or its Clients.
(xvi)
Alteration to Terms of Employment: Any alterations in the Regulations

of Employment affecting staff individually will be notified by a letter or
memorandum, but any general alteration will be communicated in a
Circular to be seen by all members of staff.
I agree to be bound by the Regulations and Conditions of Employment as

contained in the Foregoing
Signed:
______________________________________
Engineer. Gabriel Galindo Bazalar
Date:
Ate, 21th day of April 2015
Signed for and on behalf of

The Company: Ferro Install SAC
RUC : 20537605201
Signed:
_____________________________________
Alejandra Cabrera
Gerente General
Date:
Ate, 21th day of April 2015

Regulations and Conditions of Employment: Electrical and Hydraulic Engineering

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Electrical and hydraulic engineering

Probationary Period: A probationary period of two weeks will apply. A

Salary: The Employees annual salary shall be s/.12000.00. Salary will be

Annual Leave: In addition to the nine Public Holidays, twenty working

Absence Through Illness: The Manager must be notified as soon as

Compassionate Leave: Compassionate leave will be at the discretion of

Leave of Absence: Approval and duration of unpaid personal leave shall

Grievance Procedure: The Company is most anxious that legitimate

Dismissal: The Company hopes that it will not become necessary to

Standard of Dress: All Employees are expected to conform to an

Alteration to Terms of Employment: Any alterations in the Regulations

I agree to be bound by the Regulations and Conditions of Employment as

Signed for and on behalf of

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