Our Policies


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0) Purpose & Scope

This policy sets out the standards for professional conduct, working conditions, health and safety, security, data protection, and employment practices at SIB. It applies to all forms of work (on‑site, client‑site, remote, and hybrid) and supplements local laws and individual employment contracts. If there is a conflict, the stricter rule or applicable law prevails.

1) Our Values

  • Integrity & respect — We treat colleagues, clients, and partners fairly and professionally.
  • Customer focus — We build long‑term trust by delivering quality work.
  • Teamwork — We collaborate, share knowledge, and support each other.
  • Accountability — We own outcomes, communicate early, and learn from mistakes.
  • Security & compliance — We protect client data, company assets, and follow the law.

2) Equal Opportunity & Non‑Discrimination

SIB provides equal opportunity in hiring, promotion, compensation, training, and all employment terms. Discrimination based on legally protected characteristics (e.g., sex, nationality, disability, age, or religion) is prohibited. Employment decisions are based on merit, qualifications, and business needs.

Reasonable accommodations

SIB considers reasonable accommodations for disability, pregnancy, and religious practices (e.g., prayer times) consistent with business needs and applicable law.

3) Dignity at Work (Anti‑Harassment & Anti‑Bullying)

Harassment, bullying, or any form of abuse is prohibited. This includes verbal, physical, visual, or online conduct that demeans, intimidates, or offends. Sexual harassment is strictly forbidden. Report concerns to HR or your manager immediately; SIB will investigate promptly and fairly. Retaliation for raising a concern in good faith is prohibited.

4) Working Time, Attendance & Remote Work

  • Standard schedule: Sunday–Thursday, 9:00–18:00 with a 60‑minute unpaid break (team leads may set alternative schedules to meet client needs).
  • Public holidays: As announced by Omani authorities (and local authorities in other jurisdictions).
  • Attendance & punctuality: Be on time and record time accurately in SIB systems.
  • Prayer and breaks: Employees may observe prayer breaks; coordinate with your team for coverage.
  • Overtime: Must be pre‑approved by your manager; compensation in line with employment contracts and applicable law.
  • Remote/hybrid work: Allowed when approved by the manager. Employees must ensure a safe, quiet, and secure workspace, reliable connectivity, and compliance with information‑security requirements.
  • Client‑site work: Follow client site rules in addition to this policy. If rules conflict, seek guidance from your manager.

Systems: Use Odoo for timekeeping/timesheets and leave requests; Slack/Email for coordination; Jira or project trackers as assigned.

5) Leave & Time Off

  • Annual leave: As per employment contract and applicable law. Plan in advance and submit via Odoo.
  • Sick leave: Notify your manager as soon as practical; provide medical certificates where required.
  • Maternity/Paternity & family leave: Provided in accordance with applicable law and contracts.
  • Compassionate/other special leaves: Granted per law and internal guidelines (e.g., bereavement, Hajj/Umrah, exams).
  • Unpaid leave: Requires prior written approval.

6) Compensation, Payroll & Benefits

  • Salary payment: Per employment contract and in line with applicable payroll regulations.
  • Benefits: Health insurance and other benefits as stated in your offer letter or benefit summaries.
  • Deductions: Only lawful and contractually agreed deductions will be made.
  • Expense reimbursement: Pre‑approve business expenses; submit original receipts within 15 days through Odoo Expenses.

7) Health, Safety & Environment (HSE)

SIB is committed to a healthy and safe workplace. Employees must:

  • Follow safety instructions and report hazards, incidents, or near‑misses immediately.
  • Use provided PPE where required.
  • Keep work areas tidy; avoid blocking exits or fire equipment.
  • Not work under the influence of alcohol or illegal drugs. (Alcohol is not permitted on SIB premises.)
  • Report work‑related injuries or illnesses to HR promptly.

Remote workers must also ensure safe ergonomics and a hazard‑free environment.

8) Information Security, Privacy & Data Protection

We handle client and company data with confidentiality and care.

Minimum standards:

  • Use strong, unique passwords and multi‑factor authentication (MFA) where available.
  • Store files in approved systems (e.g., Odoo/Drive/Git); avoid personal cloud or USB drives.
  • Lock screens when away; do not share credentials.
  • Encrypt laptops and portable media; report lost/stolen devices immediately.
  • Share data externally only with authorization and a valid business purpose (consider NDAs and data processing agreements).
  • Follow need‑to‑know and data minimization principles.

Personal data: SIB processes personal data in line with applicable privacy laws, including Oman’s Personal Data Protection Law (PDPL). Do not collect or share personal data beyond what is necessary; consult Legal/HR for cross‑border transfers or data subject requests.

Incidents: Report suspected data breaches or phishing immediately to IT/InfoSec and your manager.

9) Acceptable Use of Systems & Assets

  • Company assets (laptops, accounts, email, internet, software) are for legitimate business use. Limited personal use is tolerated if it does not interfere with work, violate law, or risk security.
  • Do not install unlicensed software or bypass security controls.
  • Use only approved tools for messaging and file‑sharing.
  • BYOD (personal devices) requires manager approval and compliance with security configuration (e.g., device lock, OS updates).
  • SIB may monitor use of its systems, consistent with law, to protect security and business interests.

10) Confidentiality & Intellectual Property

  • Confidential information (client data, source code, designs, financials, pricing, roadmaps) must not be disclosed without authorization.
  • Intellectual property created in the course of employment belongs to SIB unless otherwise agreed in writing.
  • Continue to protect confidentiality after employment ends.

11) Conflicts of Interest, Gifts & Anti‑Bribery

  • Avoid activities that conflict—or appear to conflict—with SIB’s interests (e.g., outside employment with a competitor, family interests in vendors). Disclose potential conflicts to HR/Legal.
  • Accepting or offering bribes, kickbacks, or improper payments is prohibited.
  • Gifts/Hospitality: Modest, customary gifts may be allowed if not intended to influence decisions. Cash or cash‑equivalents are not permitted. Record and disclose gifts per the Gifts Log if value exceeds the internal threshold (set by Finance/HR).
  • Follow all applicable anti‑corruption laws and client rules.

12) Social Media & External Communications

  • Be respectful and accurate online. Do not disclose confidential information.
  • Only designated spokespeople may speak to media, analysts, or publish official statements.
  • When identifying yourself as an SIB employee online, clarify that your views are personal, not the company’s.

13) Travel, Vehicles & Expenses

  • Obtain pre‑approval for travel; book through approved channels.
  • Choose economical options consistent with safety.
  • When driving for work, follow traffic laws and ensure valid license/insurance.
  • Submit expense claims promptly with receipts through Odoo Expenses.

14) Dress Code & Workplace Conduct

  • Client‑facing roles: Business or business‑casual attire, culturally appropriate for the client context.
  • Office days: Smart casual minimum.
  • Maintain professional behavior at all times; be courteous to colleagues, clients, and visitors.

15) Performance, Development & Probation

  • Probation: As per contract (e.g., 3–6 months). Performance is reviewed before confirmation.
  • Objectives & reviews: Set quarterly/annual goals; participate in reviews and feedback.
  • Training: SIB encourages continuous learning; training may be assigned to meet role requirements.

16) Grievances & Whistleblowing

  • Grievances: Raise concerns with your manager or HR. If unresolved, escalate to the department head or Managing Director.
  • Whistleblowing: Report suspected misconduct, fraud, safety risks, or legal violations. Reports made in good faith are protected from retaliation.

17) Disciplinary Procedure

SIB may take corrective action for policy violations or poor performance, considering the facts and applicable law. Typical steps may include:

  1. Informal counseling
  2. Written warning(s)
  3. Final warning
  4. Suspension (with/without pay, as lawful)
  5. Termination of employment

Depending on severity (e.g., theft, harassment, violence, willful breach of security), SIB may proceed directly to advanced steps.

18) Visitors, Premises & Physical Security

  • All visitors must sign in and be escorted.
  • Keep access cards/keys secure; report loss immediately.
  • Do not bypass building security rules.
  • Only authorized personnel may access server rooms or restricted areas.

19) Termination & Exit

  • Return all company property (devices, badges, documents) on or before your last working day.
  • HR/IT will revoke system access and schedule an exit interview.
  • Outstanding advances or company funds must be settled before the final payment.

20) Policy Governance & Exceptions

  • Interpretation: HR is responsible for policy interpretation.
  • Exceptions: Must be approved in writing by the policy Owner and Approver.
  • Related documents: Employee Handbook, IT/InfoSec Standards, Data Protection SOP, Travel & Expenses SOP, Disciplinary & Grievance SOP, Code of Conduct, Client‑site Rules.