Work Plan

Northern line action plan, Kurdistan Region, monthly. 120 transports of cigarettes ,honey, medicine, chilled chicken + frozen transport and clearance from Hebron portand Bashmakh port I the distance traveled per month from the Kurdistan region to Baghdad is approximately 96000 km, and then it is distributed to all the governorates of Iraq through our company . The volume of tons per month for the northern Line is 2000 tons per month for all governorates, bearing in mind that the number of truck drivers is 90 drivers affiliated with our company. Southern Line Includes: Basra port. Al Khor Port. Safwan port Where 400 different transports - dry + chilled + frozen include transport and clearance from the above-mentioned ports, where the volume of tons per month is approximately 10,000 different tons.The distance traveled from the above-mentioned ports to Baghdad and then distributed through our company to all Iraqi governorates is approximately 40,000km.

Employee Behavior Policy:

Employee conduct policy defines the duties and responsibilities that each employee must abide by as a condition of employment and conduct policies are established as guidelines for appropriate employee behavior. It defines things like appropriate dress codes and workplace safety procedures, and sexual harassment policies and policies related to the use of computers and the internet. These policies also specify procedures that employers may use to discipline inappropriate behavior, including warnings or employee termination.

Equal Opportunity Policy:

Equal opportunity rules are that promote fair treatment in the workplace. Most Organizations implement equal opportunity policies, anti-discrimination policies and affirmative action policies, for example to encourage unbiased behavior in the workplace. These policies discourage inappropriate behavior from employees, supervisors, and independent retirees regarding the race, gender, sexual orientation, or religious and cultural beliefs of another person within the organization.

Attendance and Departure Policy:

Attendance policies establish the rules and guidelines surrounding employeeadherence to work schedules. Attendance policies define how employees canschedule their vacations or notify superiors of absences or late arrivals. This policyalso outlines the consequences of not sticking to the schedule, for example, employers may only allow a certain number of absences in a specified time frame. An attendance policy discusses the disciplinary actions the employees face, if theymiss more days than the company allows.

Drug and Alcohol Policy:

Many companies have substance abuse policies that prohibit the use of drugs,alcohol, and tobacco products during working hours, or in the company's propertywhile carrying out the company's functions. These policies often specify smokingprocedures that employees must follow if they are allowed to smoke in commercialpremises. Substance abuse policies also discuss procedures for testing for suspected drug and alcohol abuse.

Policy of Preserving the Company's Money and Property

Maintaining company funds and property, maintaining trucks and their equipment, returning them to their designated places after the employee's officjal working hours, and conducting vehicle inspections from time to time. AANSL.

Policy for Reporying Deviations, Violations and Errors

The employee must inform the concerned manager as soon as he works or discovers any deviation or any violation related to the company s business or the work system.

Personal Data Change Policy

The employee must inform the company in writing of every change in his marital status, his residence address or his phone number, as well as when he changes his nationality or acquires an additional nationality, within one month at most from the occurrence of the change.

Cases of Dismissal from Service

Without prejudice to what is stipulated in the law of applying the penalty ofsuspension or dismissal from work, and other than the violations that result in thedismissal of the employee in accordance with the penalties list, the following casesshall lead to the dismissal of the employee and the termination of his work contractwithout warning, compensation or reward.
1- If the employee impersonates a person other than his identity or submitsforged certificates to join the work.
2- If the employee was appointed under probation and proved to be incompetent.
3- If the employee commits a mistake that results in a bodily material loss to the company, provided that the company informs the competent authoritieswithin 24 hours from the time of its awareness of the occurrence of the accident.
4- If the employee does not observe the written instructions, which he must follow to ensure the safety of the employees and the company despite hiswritten warning.
5- If work is interrupted without permission or an acceptable excuse.
6- If the employee breaches his essential obligations under the work contract.
7- If the employee was caught drunk or under the influence of a drug during working hours.
8- If the employee assaults or insults one of the managers, s uperiors or emplovees during work.