Human Resource Management

All the relations between the organization “Woman and child concern association (DHO) and its employees are clarified in a staff/personnel management manual policy and in individual contracts. Based on the labor law
All the procedures are clearly implemented in the staff/personnel policy (recruitment, staff regulations, working time, medical care, holidays, termination of contract, salaries…).
All staffs must agree with a staff policy before starting employment with woman and child concern association (DHO).
The executive committee is the group of coordinators which decides as a collective
The general manager and deputy general manager have representative
Every project managers or coordinators are responsible for the individual budget of his/her own project and sub-offices.

Equal Opportunity Policy

This Equal Opportunities Policy Statement is designed to implement the commitment of G&G. to Equal Opportunities. The aim of this policy is to encourage harmony and respect amongst individuals so as to promote good working practices with a view to maximizing the performance and the return to G&G and the employees. It is the responsibility of every employee to ensure his or her own conduct conforms to the expected standards. We are an equal opportunity employer and our policy aims to ensure the following:

No job applicant or employee receives less favorable treatment than another on racial
No applicant or employee is placed at a disadvantage by requirements or conditions, which have disproportionately adverse effect on his or her racial group and which, cannot be shown to be justifiable on other than racial
Where appropriate and where permissible under the Race Relations Act 1976, employees if under represented racial groups are given training and encouragement to achieve equal opportunity within the organization.
Provide a working environment free from unlawful discrimination, harassment or victimization on the grounds of sex, pregnancy or maternity leave, age, marital status, civil partnership, disability, sexual orientation, gender reassignment, race, color, religion or belief, ethnic or national origin.
Whenever reasonably practicable to do so G&G will install in existing premises facilities for people with disabilities. Whenever G&G invests capital in new or refurbished premises every practicable effort will be made to provide for the needs of staff and customers with disabilities.
Any employee who believes that they may have been subjected to treatment which breaches this policy may raise the matter through the grievance procedure of G&G In order to ensure that this policy is effective, the following action is taken:-

Overall responsibility for the policy is allocated to a senior
The policy’s contents and implementation is discussed and agreed with employee
The policy is known to all employees and, if possible, to all job
All employees are treated with dignity and
Any necessary training and guidance to staff is
Existing procedures and criteria are examined and regularly reviewed and changed where they are actually or potentially
Reviewing periodically company selection criteria and procedures to maintain a system where individuals are selected, promoted and treated solely on the basis of their merits and abilities.
The policy is monitored, distributed and publicized to all employees and elsewhere as.