VODAFONE EGYPT’S (Version 22.4)

The CEO welcomes you 2

3 Mohamed Abdallah CEO – Vodafone Egypt elcome to Vodafone Egypt’s family where people are our most valuable asset and our customers are at the heart of everything we do. At Vodafone, we aim to provide our people - new and existing- with all the tools, answers and anything they may need to support their daily endeavors, empower innovation and spark creativity. In your hands lies a step-by-step guide to surviving your first day and every other day, with all the procedures, policies and guidelines you may need.

4 Nagla Kinawi HR Director – Vodafone Egypt Vodafoners, It gives me pleasure to tell you that this handbook is the outcome of great collaboration among your colleagues from different functions and departments. This guide is designed as your one-stop-shop to answer any question you may have in compliance with your journey at Vodafone. The index will show you the covered topics, starting from your very first day at Vodafone, issuing your employee ID, working conditions, different types of leaves, all learning tools and resources and more. The effectiveness of this handbook lies in your hands, make the best out of it by searching for your queries and going back to it whenever needed. I encourage you to read on and learn more about Vodafone; Egypt’s ideal employer. Make sure you start off by reading the index to familiarize yourself with the topics covered, the sections’ content and know where to find anything you may need. THE HR IS HERE FOR YOU

5 ACKNOWLEDGMENT FORM I hereby acknowledge, comply by and respect Vodafone’s Code of Conduct, policies, procedures and regulations stated in this handbook for the duration of my employment. I understand that the information, policies and benefits mentioned here are subject to change – which will be communicated through company channels- and revised and updated versions of this handbook will be issued in the future. I understand that this handbook is for internal use only and its content is not for circulation or sharing with external parties and I will be held liable for any disclosure in any form; screenshots, screen recordings, pictures..etc. I understand that if I have questions or concerns, I will consult my Line Manager, my Head of Department or the Human Resources Business Partner for clarification. Furthermore, I acknowledge that this handbook is neither a contract nor a legal document. Click here to confirm that you read and accept the above acknowledgment form (The link works on PC/Laptop only).

THIS HANDBOOK CONTAINS EVERYTHING YOU NEED TO KNOW THROUGHOUT YOUR JOURNEY HERE AT VODAFONE JOIN ENGAGE DEVELOP ATTRACT MOVE 6

7 Attract Section 1 20 22 23 24 26 27 Youth at Vodafone Resourcing Channels Recruitment Process Contract Types Employment of Relatives and marriage of employees Conflict of interest INDEX Welcome Message from the CEO 3457 Message from HRD Acknowledgment form Index Introduction Purpose 10 11 12 15 Strategy Spirit Our Brand

70 34 74 41 77 30 76 36 75 43 86 32 71 35 42 72 73 46 Recognition portal On campus/premises services: Transportation services Catering services Cashless environment Day Care GYM Internal Communications Communication Channels Mega events Benefits & Powner of ID 38 81 55 54 56 58 60 On boarding Process Induction sessions Starter’s kit Company ID and Medical Card Network Account and laptop usage Phone program & Line Activation Code of Conduct Dress Code Salary and payroll Flexible Working Conditions Public Holidays, Annual & Sick leaves and more National ID Renewal HR letter Business Travel Management Medical and Social Insurance Pension and Emergency Loan (Solfa) INDEX Join Engage Section 2 8 63 64 65 66 Manage your business finances Setting your Team’s Budget Finance Business Cases Travel & Expenses Purchasing Requests Non-PO Payments Section 3 67 *New

9 2 9 2 9 2 9 2 106 95 99 108 97 97 97 96 101 109 96 102 97 97 103 Digital off-boarding Certificate of Service Rehiring of ex-Vodafone employees 98 Grow with Vodafone Internal Vacancies Where and when are they posted Application eligibility and process Resourcing policy Learning and Capability Development Vodafone University Vodafone Certified Trainers Post-graduate education Learning cafes Learning week Golden learning hour & Online competitions V-Library Individuality and personalization is key Leadership Development Performance Development Top Talents Youth Programs Diversity and Inclusion Develop Section 4 Move Section 5 114 121 122 116 115 124 123 126 117 112 118 Health, Safety and Wellbeing Vodafone’s Absolute Rules Wellbeing Framework Acting responsibly and abiding by the laws Anti-bribery Anti-money laundering Competition law Business Resilience, Continuity and Crisis Management Economic Sanctions Cyber Security Information Security >[email protected] The ID is your responsibility and should not be shared with anyone for any reason. In case you forget the ID, request a Temporary ID from the reception. In case you lose the ID, submit a replacement request through the Security ID. Now, that you are on board & have learned how we do business.. You need your STARTER’S KIT; Company ID, Mobile rate plan & laptop to get started. COMPANY IDENTITY CARD AND MEDICAL CARD It is requested automatically by the HR Medical Operations’ Team (3 weeks from the start date) Once the card is available, you will receive an email from the company clinic offering you the option to pick it up from the Smart Village clinic or having it delivered to your location. Your ID is yours only and it is not allowed to share it with anyone for any reason.  IDENTITY CARD MEDICAL CARD

LAPTOP USAGE You are entitled to a laptop (depending on your work nature) and you receive it once joining. Laptops are requested automatically by the HR COEs Operation team, with no action required from your side. On your first day; you will receive an SMS from the IT Team with your Network username & password and laptop ticket number. Job Related Equipment, System/ Distribution Lists’ (DL) Access is requested by your Line Manager. Hardware Use: Request any of the below items online and include a business justification The request will go through an approval cycle once submitted • Laptop (On-Loan/Replace/New) • Desktop, Mouse or a keyboard • USB to serial cable • Screen, Screen cable, Power cable or Network cable • Laptop stand or Security lock • Data network switch Click here to request Equipment Damage or Loss: In the case of equipment loss or damage, submit an online notification form here Internet Access: Request online access – including business justification - whi e using Vodafone laptops/network to any of the below: • Online sharing access (for example WeTransfer) • S/W Token • Remote desktop access or Webmail access • Skype video conferencing & desktop sharing 35

36 Provide employees with communication tools that serve both business and reasonable personal needs. We are in an era where the market is innovating smart phones to make our life simpler and easier. Being employed at the best telecommunication leader in the market- it is important for us as employees to experience the latest and best devices and products. For more info check out the Mobile Allowance and Phone Program Policy PHONE PROGRAM AND HANDSETS’ INSTALLMENTS

37 MOBILE RATE PLANS Employees are entitled to Vodafone RED Plans depending on their work nature & band. With Vodafone RED, you will enjoy all the benefits that RED portfolio offers to our customers FREE of charge: Click here for Application’s Link Also, you will have the autonomy & control over your assigned rate plan through Ana Vodafone digital experience.

38 CODE OF CONDUCT Our purpose is to connect for a better future, to contribute to a progressive society. To do that, we have to act ethically and with real integrity. These are the guiding principles underlined by our Code of Conduct. In order to earn the trust of our customers, colleagues, and the communities in which we work, every single person at Vodafone needs to live these principles every day. The Code of Conduct is our central policy document, outlining the requirements that every single person working for and with Vodafone must comply with, regardless of their location. Read on Code of Conduct Here

If you come across any behavior that violates Vodafone's Code of Conduct or seems illegal or unethical, Speak Up!  Report whatever you believe is unlawful or criminal such as bribery, fraud, price manipulation or a breach of privacy.  You must also report abuse of our systems, processes or policies. This could be bullying or harassment, a conflict of interest, danger to the health and safety of employees or the public, potential abuses of human rights or serious environmental issues. Vodafone has a non-retaliation policy when a genuine concern is reported. No action will be taken against you if you report such concerns, even if there is no proven unlawful conduct or compliance breach. Speak up and report your concern to 0800-006-0171 -  (calls can be taken in all languages) or Submit a report online at:  Ethics Point - Vodafone 39 SPEAK UP

CONFLICTS OF INTEREST If you find yourself in a position where your personal and business interests potentially come into conflict, you are required to declare, obtain approval and register these potential conflicts of interests. Any actual conflicts must be avoided/ removed. To help you decide whether you are facing a potential conflict of interest, imagine you are explaining your actions to friends, a colleague or the media and consider whether you would feel comfortable. Your line manager will be able to assist you in determining whether a conflict exists, and whether it is an actual or potential case. In order to prevent any potential or perceived conflict additional rules apply when hiring Government or other Public sector employees. SOCIAL MEDIA We want to encourage our employees to become brand ambassadors for Vodafone. However, we don’t want you to say anything that could have unintended consequences. Ensure your internal and external communications are professional, timely and, when necessary, approved. Act professionally when representing Vodafone, particularly when wearing a Vodafone uniform, using one of our vehicles or attending events on our behalf. Keep confidential information confidential. Don’t Make statements that could have a negative impact on Vodafone’s reputation/Brand And don’t make personal comments that could be interpreted, even mistakenly, as a comment or endorsement made by Vodafone. Release financial information or information about new products or services without approval – leaked, incorrect or misleading messages can seriously affect the success of a product or service. 40

As Vodafone always empowers the youth by giving them the opportunity to become agents of change and shape the future of our workplace, the Youth Committee proudly introduced Vodafone's new look: The Revamped Dress Code Policy. After many researches, surveys and benchmarking with the top global telecom and digital organizations, Vodafone presented its employees with the new Dress Code policy to ensure employees’ comfort while maintaining a professional workplace. Females are free to wear: • Blouses/ t-shirts/sweatshirts • Medium length skirts and dresses • Non-ripped jeans • Classic footwear/sneakers/sandals “ You can have anything you want in life if you dress for it DRESS ” Edith Head CODE Males are free to wear: • Jackets/Shirts • Pants/ non- ripped jeans • Classic Footwear/sneakers • T-Shirts/sweatshirts/V neck shirts/ hoodies 41

Advanced Profit Share. 42 Are you new to Vodafone? Do you have plans for your first salary already? We are excited for you too but don’t forget to submit your bank details on Success Factors; only CIB and HSBC banks are applicable. If you were hired at the beginning of the month, then submit your bank details before the 15th, in order to receive your payroll within the same month. And if you were hired on the 20th then you will receive the payroll the following month.   Click here for a step by step guide on how to submit your bank details  How to Submit Bank details.pdf (sharepoint.com)

FLEXIBLE WORKING CONDITIONS Vodafone aims to provide flexible working conditions for its people in a way that maximizes productivity and minimizes interruption of business. The Flexible Working Conditions policy aims to provide the best way to: – Support employees to have better work life balance. – Strengthen the company’s brand to attain a wider talent pool. – Increase productivity and engagement. Types of flexible conditions: Remote Working Conditions We expect Vodafone employees, in scope for remote working and depending on their role to spend an average of 40% of their working time away from Vodafone office locations. Time spent working remotely is an average over a year, and office attendance is always based on the requirements of the role, business, and individual need The 60/40 working formula entails 60% working from the office and 40% working remotely out of the week which means 3 days physically at the office and 2 days working remotely. The new norm will be three days’ mandatory office attendance unless stated otherwise and based on the set guidelines for certain situation. 43

In certain circumstances, employees can apply for 100% remote working period of maximum 20 working days overseas, this can be approved within a certain framework. The policy applies equally to all levels in the organization 20 working days (4 weeks) applies to all eligible employees full and part time It applies to job roles where work can be carried out 100% remotely for a period of time . This is at Department Head & HRD discretion and although they should try to accommodate requests there might be times when office attendance is needed This does not change any individual pre-agreed contractual arrangement Vodafone provides flexible working conditions for its employees, with daily starting time from 8 to 10 AM (as agreed limits) and continuing for 8.5 hours; This includes ½ hour daily break. 44 Work from abroad Flexible Hours

The following are the different types of workplace flexible conditions: • Working hours during Ramadan Vodafone provides employees with special working hours during Ramadan from 8:00 am till 4:00 pm . • Part Time: Vodafone provides employees with an option of Part time work by working 50% of the full-time hours (working fewer days). 45 Workplace Flexible Conditions Flexible working Condition Policy Remote working Conditions myHR: Your one stop shot for policies, processes, Learning and Development & benefits. Tobi: Live chat with the HR Team you can ask about HR Related inquires. TSS: You can raise a ticket to the HR team to ask about payroll, medical, any type of leaves and Personnel inquires.

46 PUBLIC HOLIDAYS, ANNUAL AND SICK LEAVES Vodafone recognizes and respects employees’ needs for leave time away from work. The purpose is to inform employees of their entitlements and requirements regarding Leave & Public Holidays in line with the Egyptian Labor law and Vodafone Egypt’s internal policies. Public Holidays Vodafone provides employees with the Egyptian Public Holidays on specific dates and any additional holidays to be announced by the Government. All Employees shall be entitled to the below official holidays with base salary (dates may vary according to official announcement by government):

Coptic Christmas -Jan 7th (1 DAY) 25th of January (1 DAY) Sham el Nessim (1 DAY) Sinai Liberation Day (1 DAY) Labour Day (1 DAY) 30th of June (1 DAY) Revolution Day – July 23rd (1 DAY) Eid Al Fitr (2 DAYS) Eid Al Adha (3 DAYS) Islamic New Year (1 DAY) Armed Forces Day (1 DAY) The Prophet’s Mawlid • 30 working days for employees who have completed 10 years of employment service or have reached the age of 50. • 21 working days for employees who have spent less than 10 years of accumulated work experience (inside or outside Vodafone). Annual le ave Upon completion of 3 months (the probation period), employees become eligible for a paid annual leave as confined by the labor law, in addition to proof from social insurance, excluding any official public holidays: Vacation Request 47

Employees are entitled to sick leaves (up to 180 days per year) with the following conditions of payment: - Day 1 until Day 20 Full Salary - Day 21 until Day 90 75% Salary - Day 91 until Day 180 85% salary Sick Leave Read on to learn about our medical insurance and how you can benefit from it and check out the Employee Leave Policy outlining employees’ entitlements regarding Leaves and Public Holidays in line with the Egyptian Labor law. Work-Related Injury: It’s defined in both; Labour and Social insurance laws and employees receive full salaries during work- related injury leaves. 48

49 For strong personal reasons, employees might require a casual leave without prior notice or prior management approval. Casual leaves are permitted up to 6 days per calendar year and are deductible from the annual vacation balance. Casual leaves may also be 2 days/incident with a maximum of 3 incidents/year. Employee has to notify his/her manager before the start of the employee’s working hours on the day of the casual leave. Employee is to submit a leave form to HR department on the same day of their return to work Casual Leave

50 THERE ARE MORE TYPES OF LEAVES Maternity Leave Military leave As a Vodafone benefit, male employees called for Obligatory Military Service (Army Call), for 1-3 years during employment, will be entitled to have a position left available upon their return, no salary or social insurance are paid to the employee during this leave. Employees called for Reserve Military Service, for 1-2 months during their employment, will be entitled to have a position left available upon return; salary and social Insurance are paid during this period. Female employees, who have been employed for at least 10 months, are entitled to a fully paid leave of 16 weeks maternity leave. This leave may be divided into a pre delivery and post-delivery periods, provided that she gets at least 45 calendar days of post-delivery maternity leave. Female employee may exercise this right up to 3 times during her life. In addition, female employees are entitled to paid nursing hours for 24 months We have a unique and inclusive workplace where a diverse range of people are encouraged and individually empowered to be at their best, both at home and at work. The welfare of our people and their families is a top priority. For the sake of healthy and happy Vodafone families, we have unpaid, maternity and paternity leaves. Yes, you read it right! For the whole family’s sake, fathers need paternity leaves too. Studies show that a father’s involvement in childcare helps raise awareness and understanding of gender equality at home and work.