Contract staff
Staff on contract are all staff engaged on a written contract/agreement of between 24
and 36 months. The appointment is restricted to expatriates in rare cases. Local officers
who are over 55 years of age are entitled to engagement on such terms but not awarded
expatriation allowances and other conditions applicable to expatriates.
Daily rated staff
This is staff engaged on daily basis whose wages are calculated and paid weekly/fort-
nightly for days worked only. If employed for a period of not less than 280 days con-
tinuously in the year they are deemed to have been employed for 12 months on a
monthly basis and so deserve permanent contract termination benefits. That is 30 days’
notice and seven 7 days leave pay for every 3 months of continuous service as well as
pensions.
Casual staff
A casual worker is any employee who works on daily basis and whose payment of wag-
es is due and paid at the end of each day’s work. The staff are normally engaged on an
emergency or short time period of less than a week.
Temporary staff
This is staff employed on a specific short period of less than 12 months for a specific
job. This category includes students on vocation employment and who are employed by
negotiations of an oral agreement summarised in a letter setting out the main terms and
conditions of service. Seasonal employees can also be categorised as temporary em-
ployees whose engagement is dependent on the duration of the season.
Recruitment and selection
Recruitment and selection at TTPL is guided by policies of Universal Leaf, which is an
equal opportunities employer. Employment decisions are based on merit and not on
race, colour, ancestry, gender, age, religion, creed, ethnic or social origin, disability,
marital status, mental status, political or any other factor protected by law. Whenever
possible, priorities to fill vacant posts are given to the most qualified and effective peo-
ple within the organisation before advertising to the general public. Where there is no
suitable person within the organisation, the vacancy is advertised in the print media or
any professional journals relevant to the position concerned. The services of reputable
employment agencies are also used.
Job specific requirements such as educational qualifications, length of experience
etc. are drawn up to guide the recruitment process. Each country, dependant on the cir-
cumstances in each country, decides on these requirements. Recruitment and selection
depend on the staff category. However, the processes are systematic and guided by la-
bour laws and company recruitment policy.
Recruitment of permanent employees
Permanent employees are employed according to the employment ordinance cap. 366 of
- Essential rules to be followed include:
- Advertising of vacancies and receiving applications for employment. For TTPL,
advertisement of a vacant post has to come from the requesting department head.