Employee Termination
Policy Statement: 
This policy aims to outline the guidelines and procedures to be followed when conducting hearings for employees who have been invited for a hearing, as well as for handling employees whose contracts have been terminated. It intends to ensure fairness, clarity, and compliance with legal requirements throughout the process.
Scope: This policy applies to all employees of IsraTransfer who are subject to a hearing or contract termination. 
(In this policy, IsraTransfer shall be referred also as the “Company”). 
Policy Guidelines:
1.	in the event that a hearing letter has been issued, the following steps will be taken: 

-	Employees who are required to attend a hearing will receive a written invitation specifying the date, time, and location of the hearing. The purpose and nature of the hearing will be explained clearly, along with the allegations or concerns that prompted the invitation.
-	The hearing must always be done face to face at Isratransfer’s Ramat Gan office - not via telephone or email.
-	Employee will be asked to sign to confirm they received the hearing invitation.
-	The employee’s access to Isratransfer  Salesforce CRM, will be immediately suspended.
-	The Company will keep the employees Teams platform, work email active. Keys for the office and computer equipment will remain in the possession of the employee until further notice about the employee’s status. 
-	The employee will be given the option to refrain from working between the time the notification for a hearing has been tendered until the meeting, on full pay.
-	The notice period between handing an employee an invitation for a hearing and the hearing itself will be at least two business days in order for the employee to have enough time to prepare for the hearing.
-	Employees are entitled to be accompanied by a legal representative during the hearing. However, the employee is responsible for notifying the Company in advance regarding their intention to be accompanied.
-	The Company is obligated to provide the employee with the opportunity to have a hearing, even in cases where the employee does not explicitly request it. However, if the employee demonstrates disinterest in participating in the hearing process or fails to attend the scheduled hearing session, it will be deemed that the employee has voluntarily waived their right to a hearing. If the employee waives their right to a hearing, this decision must be appropriately documented either in the minutes of the meeting or through written confirmation provided by the employee.
-	The hearing will be conducted in a fair and impartial manner, providing the employee an opportunity to respond to any allegations or concerns, and present evidence or witnesses to support their defence. 
-	The employee's claims and statements must be heard with an open heart and a willing mind. 
-	During the hearing, only arguments relevant to the subject of the issued letter will be discussed.
-	The hearing panel, composed of the Company’s CEO, the Employee’s direct manager will carefully consider all relevant information before reaching a decision. This panel may be changed upon the Company’s sole discretion. 
-	All parties involved in the hearing process, including the employees, must maintain strict confidentiality. Sharing or disclosing any information discussed during the hearing is strictly prohibited.
-	At the end of the meeting, the employee must be informed that the final decision will be given to him at a later date, after the meeting consultation of the forum that heard the hearing.
-	A written detailed and accurate protocol of the hearing will be drawn up (the hearing may be recorded) which will fully reflect the claims of the parties as demonstrated in the meeting.
-	After the hearing has been held, the Company will consider the employees arguments.
-	The decision of the hearing forum must be given to the employee as close as possible to the date of the hearing. 
-	The employee will then be invited back to the Companies office in Ramat Gan after approximately two business day to receive the Company’s decision. This must always be done face to face - not via telephone or email.

2.	Upon decision of termination of employment.

-	The employee must be issued a written dismissal letter, which will specify the date of issuance of the letter, the effective date of the dismissal and the reasons for the dismissal, whether the employee is required to work during the notice period. The letter will be issued and signed by the CEO.

-	The employee will be asked to sign to confirm they have received the decision.

-	According to the law, the employee must be given advance notice of his dismissal, with the advance notice period starting from the day the employee receives the letter.

-	¬ Collection of Company-owned Electronic Devices: 

-	all Company-owned electronic devices, including but not limited to laptops, smartphones, tablets, or any other IT equipment issued to the employee, will be collected by the Company.

Disablement/Termination of User Accounts: 

The Company will promptly disable or terminate all user accounts and revoke access permissions, including but not limited to email accounts, databases, systems, and any other electronic resources.

Return of Confidential or Proprietary Information: 
The employee is required to return any confidential or proprietary information, documents, records, or other intellectual property that is in their possession.

The office key and chip will be returned as well. 

Facilitated Retrieval of Documents and Materials: The HR department and the employee’s direct manager will facilitate the process of retrieving any physical or electronic documents or materials classified as proprietary or confidential.

HR will sit with the Employee whose contract has been terminated to carry out the “off-boarding” process.

Accounting will ensure any legal forms relating to pay and pension will be sent out promptly.

A terminated employees pay will be calculated at the end of the month (End of Calculation), along with any other benefits, vacation days due.

Non-Compliance Consequences: Failure to comply with this policy may result in any legal consequences deemed appropriate by Isratransfer.


Any questions or concerns regarding this policy should be directed to HR department.

Please take note that this policy is subject to the terms and conditions stated in the employment agreement, along with any annexes signed by the employee. this policy does not alter or modify any of the terms and conditions outlined in the employment agreement. The employment agreement remains in full force and effect notwithstanding the implementation of this policy.