- Conditions for appointment
All successful job applicants are informed and fill in Employment Application forms
and attach copies of certificates and other relevant documentation including pass of the
reference checks, pass of formal interviews arranged by the human capital department,
pass of medical examination conducted by the TTPL clinic, favourable security clear-
ance issued by the police and the letter of appointment. Unsuccessful candidates are to
be advised as soon as possible.
Induction
On arrival at the factory gate the employee‘s names are called using the list used for
advertising and then given pre-employment medical examination. When everybody has
been examined they are gathered in one place and given an induction talk that includes
hours of work, factory safety rules, disciplinary procedures, canteen procedures, medi-
cal procedures, use of toilets, IDs and protective clothing. The induction programme
covers the following:
- The organisation business policy and history.
- The organisation products and services.
- TTPL organisation and operations.
- Personnel policies and procedures.
- Employee benefits and services.
- The new employee working schedule.
- Safety.
- Foreign matters, housekeeping and job description.
Thereafter, they are given letters of appointment in duplicate and if they agree with the
terms and conditions they sign and return a copy to the human resource department for
retaining. Every candidate is allowed at least a day to read the letter before returning a
copy to human resource department.
Every employee is given an overall or an overcoat and a dust mask depending on
where he will be working. The human resource department then completes engagement
notifications, fills social scheme forms, opens an oral record card for each employee
which is used as a master file where his/her disciplinary particulars, service record,
qualifications, marital status, grade, and all correspondence are entered. The attendance
and overtime registers are distributed to all supervisors for recording attendance and
absenteeism.
Permanent employees have a six month probationary period and are confirmed and
get permanent staff status if their performance is found to be satisfactory by their head
of department. If their performance is found to be unsatisfactory their contracts are ter-
minated accordingly. The appointment of employees is done by the relevant TTPL ap-
pointing authority depending on the level or category of the employee.
Contracts of employment
There are two types of contracts of employment / service recognised under the employ-
ment ordinance CAP 366 which is the principle legislation that regulates the employer –
employee relationship.