E&S OVERVIEW
Strategic Environmental & Social (E&S) Objectives
GIECO maintains a structured and compliant management system covering key workforce procedures, including a clear worker grievance process that enables employees to voice concerns safely in line with Egyptian Labor Law and IFC PS2. Administrative Affairs Procedures govern bonuses, incentives, overtime, missions, and penalties in accordance with ISO 9001, ISO 45001, and ISO 14001. Recruitment follows a transparent, needs-based process led by HR to ensure fair and conflict-free hiring. Wage Payment Procedures define accurate salary documentation, deductions, additions, and timely reporting handled by the Wages Department. Additionally, the Training Competence and Awareness Procedure outlines how training needs are identified, approved, planned, and communicated, ensuring continuous employee development across the company.
Workers Grievance Instructions
GIECO is committed to fostering a responsible business model that upholds fair labor conditions, equal opportunities, and non-discriminatory practices for all workers. To facilitate this, the Workers Grievance Procedure (WGP) has been established, allowing direct workers—both permanent and temporary—to voice their grievances without fear of retaliation. This procedure is applicable to labor-related issues arising from site-level project activities. Direct managers are tasked with the initial collection, evaluation, and resolution of grievances. The WGP aligns with Egyptian labor law and international standards, including the IFC Performance Standard 2 on Labor and Working Conditions. The process emphasizes simplicity, accessibility, and fairness, ensuring that all grievances are documented and monitored until resolution, thereby promoting a supportive work environment.
ALL DETAILS IN THIS LINK: Workers Grievance Instructions
Administrative Affairs Procedures, Overtime and Missions
The management of periodic bonuses, incentives, overtime systems, mission assignments, and penalties. It aims to clarify the workflow from the initial request—such as vacation or additional work—to the completion of the required assignments. The Administration Affairs department, under Human Resource Management, is responsible for implementing these procedures.
The procedures are in compliance with Egyptian labor law and various international standards (ISO 9001, ISO 45001, ISO 14001). Key definitions regarding internal and external missions are provided to ensure clarity. The procedures detail the processes for managing bonuses and incentives, handling additional work and mission assignments, and addressing employee leaves and penalties for violations, ensuring a structured and fair approach to administrative operations
ALL DETAILS IN THIS LINK: Administrative Affairs Procedures, Overtime and Mission
Selection and Recruitment Procedure
The process begins with a request from senior management for new hires, leading to the identification of qualified human resources to meet the company’s operational needs.
The Human Resources Manager oversees job quotations and contract preparations, while the Employment Division implements the recruitment process. Department managers are responsible for assessing their staffing needs, conducting applicant evaluations, and facilitating employee development.
This recruitment procedure adheres to Egyptian labor law and relevant international standards (ISO 9001, ISO 45001, ISO 14001). It includes annual recruitment planning, specific hiring processes for new projects, and guidelines to avoid conflicts of interest, ensuring a fair and effective approach to workforce management.
ALL DETAILS IN THIS LINK: Selection and Recruitment Procedure
Wages Payment Procedures
The human resources manager is responsible for overseeing and approving these procedures, while the wages department implements them. The procedures are aligned with international standards (ISO 9001, ISO 45001, and ISO 14001) and include steps for documenting salaries, managing deductions and additions (such as taxes, bonuses, and overtime), and finalizing the payment report.
Key steps include the preparation of a detailed salary breakdown, monthly reporting to senior management, and the integration of employee data into the accounting system. The Wages Department also manages communication with employees regarding their salary details and conducts job analysis as required. This structured approach ensures accuracy, compliance, and timely wage payments to all workers.
ALL DETAILS IN THIS LINK: Wages Payment Procedures
Training Competence and Awareness Procedure
The process for reviewing, approving, and planning employee training. The Head of Administrative Affairs consolidates departmental training needs, reviews them for company-wide relevance, and secures final approval from top management within the allocated budget. Once approved, an annual training plan is created detailing the courses, participants, and schedule. The plan is communicated to departments, and for internal training, specific programs and materials are developed. Finally, trainees are formally notified of their scheduled programs.
ALL DETAILS IN THIS LINK: Training Competence and Awareness Procedure
Code of Conduct
GIECO aims to be a leading international construction firm, renowned as the primary choice for clients due to its excellence, quality, and use of modern technology. Our mission is to deliver exceptional, value-added turnkey/EPC projects on time and within budget, while ensuring the highest standards of service, safety, and environmental responsibility.
These goals are supported by our core behaviors: We are a challenging, collaborative, and accountable team, driven by customer satisfaction and an unwavering commitment to safety, health, and the well-being of our entire workforce. We operate with the utmost ethics and a focus on continuous improvement and competency.
ALL DETAILS IN THIS LINK: Code of Conduct
