Section 2 - Recruitment and Selection

SECTION 2 – RECRUITMENT AND SELECTION 2.1 Equal Employment Opportunity 2.1.1 Purpose To establish an equal employment opportunity to ensure fairness, equality in hiring, promotion and other workplace practices. 2.1.2 Policy Any individual may apply for employment in FVH if he/she meet the qualifications and capable to perform the duties assigned to him/her applicable to the nature of work. 2.1.3 Procedure FVH shall not decline to hire or discharge any individual, or otherwise discriminate against any individual with respect to compensation, terms, conditions or privileges of employment because of the individual’s race, color, religion, sex, national origin, or disability. Nor shall the FVH limit, segregate or classify its employees or applicants for employment in any way that would deprive or tend to deprive an individual of employment opportunities or adversely affect the status as an employee because of the individual’s race, color, religion, sex, national origin or disability. /hrd HR Policies and Procedures Version 1.0 – 01/01/2017

SECTION 2 – RECRUITMENT AND SELECTION 2.2 Recruitment and Selection Process 2.2.1 Purpose FVH objective is to locate and encourage potential candidates to be part of FVH family. It emphasizes employing highly qualified and experienced people who fall into the set descriptions to meet the job objectives. 2.2.2 Policy All manpower requests are required to pass through Human Resources Department. Recruitment advertising/job posting, hiring procedure and the processing of work permits are all responsibilities of the Human Resources Department. 2.2.3 Recruitment Sources Human Resources Department locates and identifies a pool of qualified applicants through various sources including advertising, employee referrals, manpower pooling files, internal recruitment, employment agencies, professional associations and other businesses. a. Advertising Human Resources is responsible for placing of job advertisement and coordinates arrangement for advertising. The cost of job advertisement needs approval of the General Manager. Actual advertisement to be filed in Human Resources Department for record purposes and future reference. b. Employee Referrals The Human Resources Department will announce the job opening and disseminate to various branches of the company in order to get referrals from employees. Referrals for relatives shall comply with the Employment of Relatives of this policy, Section 7.16. c. Manpower Pooling Files Human Resources Department will keep all collected curriculum vitae sent by applicants through various sources. This pool of applicants will be kept for one year for future reference. d. Internal Recruitment Human Resources Department will announce the job opening and disseminate to various branches of the company. Incumbent employees may apply for the open position provided the application shall have prior approval of the Immediate Superior and Department Head. e. Employment Agencies /hrd HR Policies and Procedures Version 1.0 – 01/01/2017

SECTION 2 – RECRUITMENT AND SELECTION The Human Resources Department may opt to get applicants from various locations through coordination with local and international employment agencies. 2.2.4 Request to Fill Job Vacancies To request a new position, or to secure approval to fill a vacant position, a Request Approval to Hire (see Section 10 - HR Form 1) to be filled by the requesting manager prior to commencement of recruiting any open position. The requesting manager needs to obtain appropriate approvals on the manpower requisition to authorize the expenditure of time and money on the recruitment process. Open positions are defined as vacancies resulting from employee termination, transfer or promotion; vacancies created for addition to staffing budget or new positions/reorganization created without overall addition to staffing budget. Human Resources will verify the vacancy, salary ranges and other pertinent information and to be forwarded to the authorized signatory for approval. 2.2.5 Selection Process Applicants may submit curriculum vitae that summarize their job-related qualifications for the open position. Human Resources reviews curriculum vitae and applications. The information provided by the applicant is evaluated based on skills, knowledge, education, salary, requirements and experience. The selection process involves evaluating applicants and determining which applicants best meet the requirements of the position. The decision is based upon a set of objective criteria for the job to be performed satisfactorily. The chance of making a poor hiring decision is greatly reduced when appropriate method of evaluation and selection are utilized. 2.2.6 Criteria for Selection The criteria for selecting applicants shall be as follows: 1. Over 18 years of age 2. Nationality 3. Education 4. Skills 5. Experience 6. Work behavior 7. Others 2.2.7 Interviewing Committee The interviewing committee will act on behalf of the company to evaluate credentials, conduct employment interviews, and recommend candidates. Applicant need to pass the series of interviews. Interview shall be conducted by the following: /hrd HR Policies and Procedures Version 1.0 – 01/01/2017

SECTION 2 – RECRUITMENT AND SELECTION 1. Human Resources Check and ensures that each candidate sent forward for further interview with authorities is a viable applicant. Credentials and transcripts to be evaluated to ensure that the individual meets the minimum requirements of the target position. If questions come up in this regard, the concerned Manager need to be consulted 2. Department Head Clarifies information from the applicant based on the interview questions done by the HR representative. Evaluates applicant based on the knowledge, skills and experience. If the applicant is found capable for the position, the Department Head will forward the application to the General Manager for recommendation and final assessment. 3. General Manager Final assessment and decision in selecting the best candidate shall be done by the General Manager. If the candidate has been considered for the position hiring process will proceed. 2.2.8 Interview Procedure HR representative and the requesting managers select the potential candidates and a phone interview may be conducted. Invitations for a personal interview are made for local applicants and best qualified for the open position. Applications of individuals who have been interviewed, but not hired, are retained for at least one year. All questions asked in a personal interview are job-related and designed to help the interviewer identify the best-qualified candidate for the position. Entry level position may not be required to interview by the GM or higher management. HR representative is trusted to fill the vacancies for entry level positions ensures that it is according to the manpower budget. /hrd HR Policies and Procedures Version 1.0 – 01/01/2017

SECTION 2 – RECRUITMENT AND SELECTION 2.3 Offer Letter of Employment 2.3.1 Purpose To confirm that the selected candidate has accepted the employment offered by the company. An offer letter will be presented to the candidate. 2.3.2 Policy Offer letter to be presented to potential candidate by the Human Resources Department and duly signed by the General Manager or HR Manager. Upon acceptance HR Department will proceed with the processing of Employment Contract and necessary work permit. 2.3.3 Procedure 1. Ensure to have the accurate information as per the approved salary package prior making an Offer Letter. 2. Basic salary, allowances, incentive, accommodation, transportation and other benefits needs prior approval of the General Manager. 3. Prepare the Offer Letter on company letter format and obtain the signature of the General Manager on behalf of the FVH Company. 4. Human Resources is to ensure that appropriate approvals are obtained for any unusual aspects of the employment offer aside from those listed in no. 2. 5. Accepted offer letter to be returned by the candidate with the company requirements to Human Resources Department. 6. Human Resources will begin the visa process of related work permit/visa upon receiving of the pre-employment requirements. 2.3.4 Non-Acceptance of Offer Letter The Human Resources shall contact the selected candidate if he/she is still interested in the job offer. Non-acceptance of the offer letter will be construed as cancellation of application from the company. The Human Resources shall be responsible to discussed with the requesting manager the reason of refusal of candidate. In this case, negotiation between the candidate and the Human Resources may be taken. /hrd HR Policies and Procedures Version 1.0 – 01/01/2017

SECTION 2 – RECRUITMENT AND SELECTION 2.4 Pre-Employment Requirements 2.4.1 Purpose To ensure that all hired employees have complied with the company requirements and adherence to the government agencies in the Kingdom of Bahrain. 2.4.2 Policy In accordance with the Bahrain Labour Law, employee shall not be engaged in any employment without a valid work permit with the following conditions: 1. That the company has already been granted a valid Permit for such employment in Bahrain 2. That the foreign worker has entered the country lawfully 3. He/she is in possession of a valid passport 4. He/she has obtained a residence permit 5. He/she is a good repute and behavior 6. He/she is physically fit for such employment and free from infectious diseases; and such condition shall be regulated by an Order made by the Minister of Health in agreement with the Ministry for Labour and Social Affairs. 2.4.3 List of Pre-Employment Requirements The following company requirements to be complied upon acceptance of offer letter in order process the necessary work permit: 1. Curriculum Vitae 2. Copy of Passport 3. Copy of Residence Permit Cancellation 4. 2 pcs. passport size photograph white background 5. Passed the medical examination appointed by the company or Ministry of Health 6. Other necessary documents Failure to comply with the company requirements will lead to delay or cancellation of job application. 2.4.4 Employment Process Flow 1. Screening to final selection 2. Preparation and acceptance of offer letter 3. Submission of pre-employment requirements 4. Visa application to Labour Market Regulatory Authority 5. Arrange ticket and pick up of employee from the airport (if not locally hired) 6. Employee shall obtain residence permit stamp upon arrival in the immigration at the airport. 7. Apply for CPR card 8. Arrange the schedule of medical appointment 9. Employee need to open an account from the accredited bank of the company 10. Signing of employment contract and induction shall be conducted by Human Resources. /hrd HR Policies and Procedures Version 1.0 – 01/01/2017

SECTION 2 – RECRUITMENT AND SELECTION 2.5 Employment Contract 2.5.1 Purpose Contract of employment is an agreement between the company and employee by virtue of which the employee accept the terms and conditions of employment. 2.5.2 Policy In accordance with the Ministry of Labour and Social Affairs \"a contract of employment shall be in writing, recorded in duplicate, one copy of which shall be retained by each of the two parties thereto. FVH or the employee may terminate the employment contract anytime on the grounds not contrary to the Labour Law in the Kingdom of Bahrain and provided that both parties abide by the procedure of terminating the employment contract. 2.5.3 Contract Specification The contract shall include especially the following particulars: a. The name of the Employer and the address of the establishment; b. The name of the worker, his qualifications, nationality, occupation, residential address and personal particulars of identification; c. Date of appointment; d. The nature, type and place of employment agree to in the contract; e. The period of the contract if for a definite period; f. The wage agreed, method and time of payment, and all elements of the age received in cash or in kind in respect of the wage agree upon; g. Any special conditions agree to by the two parties. In the absence of a written contract the worker alone may establish rights of proof. /hrd HR Policies and Procedures Version 1.0 – 01/01/2017

SECTION 2 – RECRUITMENT AND SELECTION 2.6 Employment Status 2.6.1 Purpose The company establishes the types of employment to categorize and distinguish the regularity of work of each employee. 2.6.2 Policy Positions are categorized by hours worked, the regularity of the work schedule and the duration of employment. 2.6.3 Types of Employment Status a. Probationary These are newly hired employee working within three (3) months period from the date of employment. b. Full-time Full-time employee has satisfactorily completed the probationary period and continuously working in the company on fixed contract or open-ended contract. c. Part-time Part-time employee is working in the company less than the required normal working hours per day. Work schedule is depending on the agreement of both parties during employment. /hrd HR Policies and Procedures Version 1.0 – 01/01/2017

SECTION 2 – RECRUITMENT AND SELECTION 2.7 Employment Visa 2.7.1 Purpose It is mandatory for the company to provide an employment visa to all expatriate employees on their entry to Bahrain or prior to joining duty. 2.7.2 Policy Selected candidates hired from other countries shall be given a single visa. The employee to be hired will work solely for FVH. 2.7.3 Types of Employment Visa Single Visa An expatriate shall be entitled to single visa enable to work in the Kingdom of Bahrain which shall be paid by the company. Family Visa Expatriate whose salary is has reached the minimum required salary can apply for a family visa under company sponsorship as per the contract agreement between the employee and the company. Re-entry Visa Re-entry visa is applicable to Employee who will leave the country for vacation, training and/or business purposes at company expense. Visa under LMRA does not require re-entry but may be applied as governed by the law. 2.7.3 Responsibility The HR Department shall be responsible to process all visa applications and residence permit of all expatriate employees and ensure that employees are working legally. Employee shall be responsible to pay the re-entry visa in the event of emergency leave. /hrd HR Policies and Procedures Version 1.0 – 01/01/2017