HR Policy Statement (Property Express Group Ghana)

This document is intended to provide staffs with a general understanding of our basic Human Resource policies. You are encouraged to familiarize yourself with our policies, as they will answer many common questions concerning your employment with us.

Our HR Policies cannot anticipate every situation or answer every question about employment. They are not an employment contract and are not intended to create contractual obligations of any kind. Neither the employee nor the company is bound to continue the employment relationship if either chooses, at its will, to end the relationship at any time.

In order to retain necessary flexibility in the administration of policies and procedures, the company reserves the right to change, revise, or eliminate any of the policies and/or benefits described in this document at any time.

Company Overview

Property Express Group was incorporated with a focus on products and services aligned with the property industry. The company currently provides online and print news focused on the property industry in Ghana and beyond. The company also organizes the annual Ghana Property Awards, African Property Awards and Home Building Exhibitions. We also help property owners and house seekers find their right target market.

We boast of a great clientele base and we do our best to provide them the products and services they need at a competitive price. The name Property Express pays homage to the fundamental philosophy we have utilized in building our businesses. We believe in "mutual success." We build mutually beneficial professional alliances with our customers, suppliers, and our employees that help all to grow and prosper.

Our main business office is located at  Agyenkwa Memorial House , No.B  127  Behind Mount Mary School Ofankor Accra .and Property Express Building  No 1 Koteiman Street North Kaneshie , Accra  From all of our locations, we want to provide superior customer service, excellent products.

Probationary Period

The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. The company uses this period to evaluate employee capabilities, work habits, and overall performance. Either the employee or the company may end the employment relationship at will at any time during or after the probationary period, with or without cause or advance notice.

All new and rehired employees work on a probationary basis for the first 180 calendar days (6months) after their date of hire. A mid-review is done after 90 days (3 months). A second evaluation is done on the 180 calendar day (6months). Any significant absence will automatically extend a probationary period by the length of the absence. If the company determines that the designated probationary period does not allow sufficient time to thoroughly evaluate the employee's performance, the probationary period may be extended for a specified period.

An employee’s probation may be shortened after the mid-review (3months). If the line manager (supervisor) recognizes the staff’s immense display of the corporate values and excellent performance, the staff could be confirmed in the fourth month as a permanent staff instead of the seventh month.

Performance Evaluations and Compensation

Performance evaluations are conducted at the end of an employee's probationary period, to discuss job responsibilities, standards, and performance requirements. Additional formal performance reviews (mid-reviews) are conducted to provide both the company and employees the opportunity to discuss job tasks, identify and correct performance deficiencies, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals.

The performance of all employees is generally evaluated according to an ongoing 12-month cycle. Merit-based pay adjustments may be given to recognize truly superior performance and shall be at the sole discretion of the company.


Employees who have passed their probationary period and have been confirmed as permanent staff and have worked for a period of one year or more are provided the following benefits:

o   Social Security

o   Transportation Allowances

o   Housing Allowances

o   Merit Based Pay

o   Insurance

o   Holidays

o   Annual Leave

o   Sick Leave

o   Compassionate Leave

o   Training and Development

Annual Leave

Vacation (time-off with pay) is available to employees to provide opportunities for rest, relaxation, and personal pursuits. We are mandated to ensure our staffs go on annual leave. Property Express gives each employee a maximum thirty (30) working days of leave. Working days refer to the days the employee is obliged to work. For those who are contractually liable to work on weekends (Saturday and Sunday), such days are counted as being part of the working days.  The highest number of days a staff can take at a go is 15 working days.

Annual leave remuneration is paid at the employee's base pay rate at the time of vacation. It does not include overtime or any special forms of compensation. In the event that available vacation is not used by the end of the year, employees will forfeit the unused time as permitted by law.

Sick Leave

A reasonable amount of sick leave will be provided for; Sick time-off may be either paid or unpaid and will be granted solely at the discretion of the company. Sick leave is not automatic and will be granted only when absences are due to personal, legitimate illness or injury. Sick leave cannot be used for work related injuries--those are handled under Workers' Compensation state laws.

If an employee is absent for three or more consecutive days due to illness or injury, a physician's statement may be requested verifying the disability and its beginning and expected ending dates. Such verification may be requested for other sick leave absences as well and may be required as a condition to receiving sick leave benefits.


Unfortunately, termination of employment is an inevitable part of personnel activity within any company, and many of the reasons for termination are routine.

Since employment with the company is based on mutual consent, both the employee and the company have the right to terminate employment at will, with or without cause, at any time. Employees will receive their final pay in accordance with applicable state law.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:

Theft or inappropriate removal or possession of company property
Falsification of timekeeping records, the application form, or any other company records
Working under the influence of alcohol or illegal drugs
Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer leased or owned vehicles or equipment
Fighting or threatening violence in the workplace
Negligence or improper conduct leading to damage of employer leased or owned property or customer property
Insubordination or other disrespectful conduct
Sexual or other unlawful harassment
Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace
Excessive absenteeism or any absence without notice.
Continuous lateness to work
Unauthorized disclosure of business "secrets" or confidential information
Unsatisfactory performance or conduct
Gambling in the workplace or on company premises
Failure to immediately report a work-related injury
Misuse of company funds/money/equipment/property
Any employee found to be operating a company leased or owned motor vehicle while under the influence of alcohol or illegal drugs will be immediately terminated.

Progressive Discipline

The company has the right to discipline staffs who do not go according to the code of ethics or policies of the organization. Discipline may include Formal Caution, Written Warning, Final Written Warning and Dismissal. Depending on the gravity and mitigating factors, any of the above disciplinary action may be taken against the staff.


Staff who have been confirmed and are not performing shall be put under a performance improvement plan (PIP) to enable them do well before a dismissal is considered and that shall be the last option after all previous performance improvement procedures have failed.

Use of Company Computers

It is each employee's responsibility to safeguard proprietary company information. Never give your User ID or Password to anyone. Employees are expected to exit and log off all systems at the end of every business day or when a workstation is left unattended for an extended period of time. It is forbidden to copy or install any illegal software onto company computers.

The company provides access to Electronic Mail and the Internet as business tools. These facilities represent considerable commitment of company resources for telecommunications, networking, software, storage, etc. All existing company policies apply to your conduct when sending and receiving electronic mail and accessing websites through the Internet. The display of any kind of sexually explicit image or document on any company system is a violation of our policy on sexual harassment. In addition, sexually explicit material may not be archived, stored, or distributed using company-owned computing resources. If you receive an inappropriate electronic mail, you should delete it immediately and notify the sender of our policy.

The following list identifies each system that monitors activity and the type of information it monitors:

Computers - the network operating system records the following:

Date and time of login/logoff, and the location of the computer used to access network.
Date and time a software application is accessed, documents accessed, and how much is typed. In addition, the system allows network administrators to access all documents and to restore some deleted documents.
Date and time Internet is accessed, location of the computer used to access Internet, websites visited, searches performed, and search engines used.
Electronic mail (e-mail) - the system allows network administrators to access all e-mail files and messages composed, sent, or received by employees.
Online research - the system records date, time, and duration of access, user identification number, and searches performed.
Telephones - the telephone system records telephone numbers dialed from each telephone, and the system allows the company to access voicemail messages received by employees. The company reserves the right to retrieve, monitor, or review any information in its electronic or communications systems, including deleted messages or files as allowed by the state laws. If the company reasonably believes that employee(s) is/are engaged in illegal activity or misconduct, the company may use electronic monitoring to produce evidence of that activity, without prior notice to the employee(s)


The protection of confidential business information and trade secrets is vital to the interests and the success of the company. Such confidential information includes, but is not limited to, the following examples:

Customer lists
Financial information
Marketing strategies
New materials research
Proprietary product processes
Research and development strategies
Technological data
Technological prototypes
Employees who are exposed to confidential information may be required to sign a non-disclosure agreement as a condition of employment. Any employee who discloses trade secrets or confidential business information will be subject to disciplinary action, even if he or she does not actually benefit from the disclosed information.

Working Hours

Property Express opens its business office from 830am through 5pm on Mondays to Fridays and 9am through 2pm on Saturdays.

Lunch Break

Lunch break shall be for an hour. It commences 1pm and ends at 2pm. Under no circumstance shall all staff of a department leave at the same time for lunch. Staff must go in turns to avoid leaving the office empty.

Morning Devotion

The company shall embark on a compulsory devotion that equips the staff with the requisite spiritual readiness for the day’s work. The morning devotion shall be between 8:00am to 8:15am.

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