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Brief introduction on the employee welfare of Altratek
Based on the fundament of human, Altratek considers employees as her precious treasure and lifeline. Therefore, Altratek has provided her official employees with competitive payment and has carried out trainings to promote employees and has established perfect welfare system.
Allowance and consolation money
1． Allowance for making a business trip
Anyone who is away on official business can this allowance according to the corresponding hierarchy.
2． Allowance for communication
It is provided to the employees according to the corresponding job appointments.
3． Festival consolation money
Employees can gain this allowance on the New Year's Day, the Spring Festival, the Labor Day, the mid-autumn festival, the national day. In addition, woman employees can gain a special allowance on the Ladies' Day.
4． Congratulatory consolation money
It can be gained once such affairs as employee's wedding, birthday, child-borne or death of lineal relative happens.
Social insurances and other insurances
Social insurances are paid annually for every official employee by Altratek, including endowment insurance, employment injury insurance, medical insurance, birth insurance and unemployment insurance. Besides these, the accident insurance and the comprehensive medical insurance are paid for employees annually.
Housing policy
The public accumulation fund for housing construction is paid for every employee by Altratek according to national regulations.
Vacation policy
1. On legal holidays：
All employees can share such national legal holidays with salary as the New Year's Day (one day), the Spring Festival (three days), the Labor Day (three days) and the national day (three days). In addition, woman employees can have half a day of leave on the Ladies' Day. And those who have children younger that 13 can have half a day of leave on the Children's Day.
2. Annual vacation：
Employees serviced for a year long can share 7-workday's annual leave with payment. And the in the coming years, the annual vacation period can have one-workday of increment corresponding to the working age but with the maximum of 20 workdays.
3. According to the "labor law" and the national relevant regulations, employees can share such vacations with payment as weekends, wedding leave, funeral leave, woman's maternity leave and man's leave accompanied with the woman's maternity leave, and so on. What is more, two-day full-pay monthly sick leave can be shared by every employee.
Employee Welfare
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Industrial Relations Home » Employee Welfare
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Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families.
Labor welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries.
Labor welfare has the following objectives:
1. To provide better life and health to the workers
2. To make the workers happy and satisfied
3. To relieve workers from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers.
The basic features of labor welfare measures are as follows:
1. Labor welfare includes various facilities, services and amenities provided to workers for improving their health, efficiency, economic betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining
3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by any social or charitable agency.
5. The purpose of labor welfare is to bring about the development of the whole personality of the workers to make a better workforce.
The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization. The purpose of providing such facilities is to make their work life better and also to raise their standard of living. The important benefits of welfare measures can be summarized as follows:
· They provide better physical and mental health to workers and thus promote a healthy work environment
· Facilities like housing schemes, medical benefits, and education and recreation facilities for workers’ families help in raising their standards of living. This makes workers to pay more attention towards work and thus increases their productivity.
· Employers get stable labor force by providing welfare facilities. Workers take active interest in their jobs and work with a feeling of involvement and participation.
· Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace.
· The social evils prevalent among the labors such as substance abuse, etc are reduced to a greater extent by the welfare policies.
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Employee Welfare
We understand that staffs spend at least half of their time at work. They contribute to the success of the organization when they are free from worries and when they feel their welfare needs are considered. Our welfare program addresses ill health, bereavement, counseling, and work related stress, staff wellness and education assistance. Support structures have been put in place to oversee harmonious interventions in staff welfare.
HIV/AIDS Epidemic
Being in a labour intensive Industry we acknowledge the seriousness of the HIV/AIDS epidemic and seek to minimize the social, economic and developmental consequences posed by the scourge to the organization and its staff.
Our non -discriminatory HIV/AIDS policy defines our position and practices in preventing transmission of HIV and handling HIV/AIDs amongst employees.
Our vision in relation to HIV/AIDs is to protect the staff and their families against the epidemic and to support employees infected in remaining healthy and able to contribute to the business as long as possible.
National Hospital Insurance Fund
The Company has put in place systems to ensure that all employees are registered with NHIF. Like G4S, NHIF recognizes that good health is integral to the well being of any nation, and also understands that the cost of healthcare in Kenya has been rising against a dwindling share of resources.
It is on this basis that the mission for NHIF as a major health insurance provider was set, so as to enable as many Kenyans as possible have access to affordable healthcare. On our part, we ensure that NHIF remittances are made on time, so that our hospitalized employees or their dependants are not inconvenienced at the time of need.
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