Our agency is committed to providing equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law.

Harassment and discrimination in the workplace will not be tolerated. This includes any unwelcome conduct based on race, color, religion, sex, national origin, age, disability, or other protected status. Employees are encouraged to report any incidents of harassment or discrimination.

Our hiring process is designed to attract and retain the best talent. We follow fair recruitment practices, including job postings, interviews, and background checks.

All employees will receive a written employment contract in accordance with Egyptian labor laws. The contract will outline the terms and conditions of employment, including job duties, salary, and benefits.

New employees may be subject to a probation period as specified in their employment contract, typically not exceeding three months, during which their performance will be evaluated.

Employees are expected to conduct themselves professionally at all times. This includes treating colleagues, clients, and partners with respect and integrity.

At Branding Bar, we value individuality and personal expression, so we do not enforce a strict dress code. However, we believe in maintaining a professional image, especially during client interactions.

The use of illegal drugs and the abuse of alcohol on company premises or during work hours is strictly prohibited. Employees found to be under the influence may face disciplinary action, up to and including termination.

Harassment of any kind, including sexual harassment, is not tolerated. Employees should report any incidents of harassment to their manager or HR. This policy complies with Egyptian laws on workplace harassment.

Employees are expected to work in a manner that respects the work environment and minimizes disturbances. 

Please refrain from engaging in loud conversations, communal meals, or phone calls in the open workspace

Salaries at Branding Bar are determined based on job responsibilities, experience, market standards, and the results of your yearly appraisal. Branding Bar operates with a structured salary scheme based on levels within the organization. Salary reviews are conducted annually by the Managing Director (MD) and Chief Executive Officer (CEO), in collaboration with your direct manager.

Overtime will be compensated in accordance with Egyptian labor laws, either through additional pay or time off in lieu

3.3.1 Health Insurance 

Employees are eligible for health insurance benefits as part of their employment package.

3.3.2 Paid Time Off (PTO)

Female employees are entitled to paid maternity leave for a period of four months. This leave can be utilized at the employee’s discretion but must commence no later than 45 days after delivery. Employees are eligible for paid maternity leave twice during their tenure with the company.

Upon returning to work after maternity leave, female employees are granted a daily nursing hour. This hour can be taken either in one go or divided into two segments, and will be accommodated within the working hours without any reduction in pay.

Female employees in establishments with more than 25 employees may opt for unpaid leave for child care for up to two years. This leave is granted up to three times during the employee’s service period

The company ensures that the employment of women on maternity leave will not be terminated, and they will not face dismissal due to their absence during this period.

Currently, there is no statutory paternity leave mandated by Egyptian law. However, our company recognizes the importance of paternity leave and is committed to providing 7 days of paid leave for fathers to support their partners and bond with their newborns.

3.3.1 Annual Leave Duration

Employees are entitled to 21 working days of paid annual leave per year after they have completed at least six consecutive months of employment. Requests for annual leave (of three days or more) should be submitted at least three months in advance. Employees are encouraged to plan their annual leave in coordination with their colleagues to ensure smooth operations. The exact dates for annual leave should be settled and confirmed at least two weeks in advance.

3.4.2 Extended Leave

The annual leave increases to 30 days for employees who have either completed ten years of service or are over the age of fifty.

3.4.3 Carry Over 

Unused vacation days can be carried over into the next year, but needs to be used before the 31. of March

3.4.4 Leave Scheduling

Employers have the right to determine the dates of the annual leave based on work requirements, and employees are expected to comply.

3.4.4 Leave Settlement:

Employees must take at least 15 days of leave annually, of which at least six days must be consecutive. Employers are obligated to settle the leave balance or the corresponding wage for it every three years at most.

3.4.5 End of Service 

If the employment relationship ends before the employee has taken all of their annual leave, they are entitled to a payment equivalent to the balance of their leave

Sick leave will be granted in accordance with Egyptian labor laws, with employees required to provide a medical certificate for absences longer than two days

Employees are entitled to up to five days of paid bereavement leave in the event of the death of an immediate family member (spouse, parent, child, sibling, or grandparent). Employees must inform their manager as soon as possible and provide appropriate documentation if requested. Additionally, employees are encouraged to coordinate with their colleagues to ensure smooth operations during their absence. This leave allows employees to grieve and handle necessary arrangements while ensuring minimal disruption to the workflow.

Our standard work hours are from 9:00 AM to 5:00 PM, Sunday to Thursday. Full-time Employees are expected to arrive at the office no later than 10:00 AM. Arriving after 10:00 AM will be considered a breach of company policy and may result in disciplinary action. Flexibility in work hours may be granted based on job requirements and with prior approval from your manager.

“Unauthorized absence is subject to the following deduction: One day of absence = deduction equivalent to three working days. An employee may be exempt from this deduction if they provide a valid and approved medical report or other documentation accepted by the company. The company reserves the right to review each case individually based on the circumstances and supporting documentation. “

Leaving the office in the middle of the day without notifying your manager is not allowed. Employees must inform their manager and get approval if they need to leave the office during work hours. Unauthorized absence from the office will be treated as a breach of company policy and may result in disciplinary action.

In accordance with Egyptian labor laws, employees will not work more than 8 hours per day or 48 hours per week. 

Employees are entitled to a 1-hour break, which should not start later than 3 hours into the workday

Working remotely may be authorized at the discretion of the Managing Director, with prior agreement. Exceptions may be outlined in individual employment contracts. Employees are required to inform their team members and update their calendar to reflect their remote work schedule.

New employees may be subject to a probation period as specified in their employment contract, typically not exceeding three months, during which their performance will be evaluated.

Employees are expected to arrive on time according to their official working schedule.

Grace Period

Employees are allowed a 30-minute grace period for lateness.

Any lateness within the first 30 minutes will not result in a deduction.

However, once the lateness exceeds 30 minutes, it will be calculated as a minimum of one full hour.

Deduction Formula

Late arrival deductions are calculated by multiplying the actual or applicable lateness time by two.

Lateness Time × 2 = Deduction Time

Examples:

In general:

• 1 hour of lateness = 1/4-day deduction

• 2 hours of lateness = 1/2-day deduction

• 4 hours of lateness = 3 full-day deduction

Lateness exceeding 30 minutes will be rounded and calculated according to the applicable deduction system.

• All deductions will be calculated based on the employee’s working hours and salary structure.
• Repeated lateness, absence, or failure to complete assigned tasks may result in additional administrative action.
• Employees are expected to communicate any expected absence, delay, or inability to complete a task as early as possible.
• Exceptions may be considered in cases of emergencies or circumstances supported by valid documentation and approved by management.
• The company reserves the right to review and update this policy when necessary.

By continuing employment with the company, employees acknowledge that they have read, understood, and agreed to comply with this Deductions Policy and its related attendance and performance requirements.

Performance reviews are conducted annually to assess employee performance, set goals, and identify development opportunities.

All employees have the right to appraisals. This process involves a fair and objective evaluation of their performance and contributions to the agency.

We encourage continuous learning and offer various training programs to support employee development and career advancement.

We maintain an open door policy to encourage open communication, feedback, and discussion about any matters of importance to an employee.

Employees are encouraged to report any complaints or concerns to their direct manager or HR. All complaints will be handled confidentially and investigated promptly. Prior to escalating a complaint or a concern, employees are advised to first attempt to resolve the issue discreetly with the involved parties.

Should the complaint remain unresolved by the direct manager in a timely manner, the employee may then escalate the matter to the next level of management, and subsequently as necessary, until a resolution is achieved.

Disciplinary actions will be taken in accordance with Egyptian labor laws for any violations of company policies or misconduct. This includes verbal warnings, written warnings, and termination if necessary.

Warnings for Underperformance

If an employee’s performance is deemed unsatisfactory, the following steps will be taken:

1. Verbal Warning: An initial discussion to address performance issues and set improvement goals.
2. Written Warning: If performance does not improve, a formal written warning will be issued, outlining specific areas needing improvement and a timeline for achieving these improvements.
3. Final Warning and Action Plan: Continued underperformance may lead to a final warning, accompanied by a detailed action plan for improvement.
4. Termination: If performance does not improve despite the warnings and action plan, the employee may face termination in accordance with Egyptian labor laws.

Employees must use company technology resources responsibly and for business purposes only. Unauthorized use of company resources is prohibited.

Email and internet access are provided for business use. Personal use should be limited and not interfere with work responsibilities.

General Guidelines

Company assets, including computers, software, telephones, and other equipment, are provided to employees for business use. Employees are expected to take care of these assets and use them responsibly.

Responsibility for Company Assets

Employees are responsible for the proper use and care of company assets assigned to them. This includes maintaining equipment in good working order and promptly reporting any damage or loss. In the event of damage or loss due to negligence, employees may be required to replace or reimburse the company for the cost of the asset..

Prohibited Uses

Employees must not use company assets for personal gain, illegal activities, or any purpose that could harm the company’s reputation or operations.

Employees wishing to resign should provide written notice as specified in their employment contract, typically 30 days

Termination of employment will be conducted in accordance with Egyptian labor laws. Employees will be provided with written notice and reasons for termination.

Exit interviews will be conducted to gather feedback and understand the reasons for an employee’s departure.

Final pay, including any accrued leave and severance, will be provided in accordance with Egyptian labor laws.

Employees must sign a confidentiality agreement to protect proprietary and sensitive information. This includes information about clients, company strategies, and other confidential matters.

Employees are required to sign an NDA to ensure that confidential information is not disclosed to unauthorized parties. Violation of this agreement may result in disciplinary action, up to and including termination.

Employees are prohibited from working privately for any of our clients or engaging in activities that pose a conflict of interest with their role at the agency. Employees must disclose any potential conflicts of interest to their manager or HR.

Employees are responsible for completing assigned tasks within the agreed deadline and required standards.

If a task is not completed without a valid and approved reason, the deduction will be calculated based on the estimated or allocated execution time for that task.

Deduction Formula:

Task Execution Time × 2 = Deduction Time

Example:

• A task estimated to require 1 hour of work and is not completed will result in a deduction equivalent to 2 working hours.
• A task estimated to require 2 hours of work and is not completed will result in a deduction equivalent to 4 working hours.

The employee’s direct manager will determine the applicable execution time based on the task requirements and agreed workload.