78
Tomaintaina competitiveedgewithin
the employment market, DolphinEnergy
implements an annual compensationand
benefits survey. This survey supports
efforts in competing in the topmarket
bracket in terms of salary and benefits.
Regarding the latter, DolphinEnergy has
prepared a comprehensive benefit plan for
full-time employees covering the following:
•
Medical and dental care
•
Life insurance
•
Workmen’s compensation
•
Educationassistance
•
Car andpersonal loans
EmployeeBenefits and
Compensation
•
Various leave policies (annual, sick,
maternity, compassionate, escort, Hajj,
Al Uddah, leavewithout pay, marriage
and study)
•
Pension fund or end of service
compensation.
For ourmost junior staff, DolphinEnergy’s
minimumwage is in linewithmarket
rates for the energy sector. There is no
minimumwage legislation in either the
Kuwaitor Qatar. The company’s overtime
policy provides for supplementary
remuneration for applicable staff, while
service contract employees ondailywages
are compensated for theadditional days
worked in a timelymanner.
DolphinEnergy implements an extensive
employeeengagement strategy, ensuring
that the company keeps clear and open
channels of communicationwith all
employees. DolphinEnergy conducts
meetingswithemployees on a regular
basis to discuss issues of importance to
them. In both theKuwaitandQatar, quarterly
staff meetings takeplacewithGMand
seniormanagement, where employees are
encouraged to voice opinions andmake
suggestions to improve theworkplace and
efficiency of the organization.
Issues raised by employees in these
meetings and in general staff meetings are
investigated for possibleactions. Status
onactions is updated to employees in
the next meeting. Thesemeetings are
supplementedannually by a staff meeting
with theCEO. Inaddition, theGM and
leaders of DolphinEnergy practice an
open door policywhereby employees
canapproach themat any time regarding
issues or concerns. Thesemeetings are
supplementedannually by a staff meeting
with theCEO.
Communicationand
Engagement
%Turnover byAge
2007
2008
2009
18-30
13
7
6
31-40
12
10
9
41-50
16
9
10
51-60
30
44
24
%Turnover byGender
2007
2008
2009
Females
24
14
7
Males
16
13
11
Absenteeism
2007
2008
2009
% of total scheduledworkdays
0
0
0
