Habib Metropolion Bank

Submitted By:
➢Ameer Hussain Rajpar (53286)
➢Faizan Gul (59965)

Submitted To:
❖ Sir Zainuddin Sheikh

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 Habib Metropolion Bank

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 Habib Metropolion Bank

We would like to express my special thanks of gratitude to my teacher who gave

me the golden opportunity to do this wonderful report, which also helped
me in doing a lot of Research and we came to know about so many new things.
We are really thankful to them. Presentation inspiration and motivation have
always played a key role in the success of any venture. The report being
submitted is a result of collective effort.First of all, praises is to the Almighty
Allah for it was His favor upon us that we were able to manage this report.
Secondly. we are the student of lqra University (Main Campus), are extremely
grateful the Course Instructor Sir Zainuddin Sheikh for encouraging us to the
highest peak and to provide us the opportunity to prepare the report. We are
immensely obliged to our friends, teachers, and all those people who
enjoined their eftorts for their elevating spiration, encouraging guidance and
kind supervision in the completation of this presentation. Last, but not the least,
My parents are also an important inspiration for me. So with due regards, I
express my gratitude to them also.

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Executive Summary

The bank uses the Net Banking internet banking code, with security provided by Verisign.
Habib Metro Bank is Pakistan's third largest ATM service provide, with 196 ATMs Oher
commercial banks, such as Bank Al-Habib, UBL, Meezan Bank, and Askari Bank, are
direct competitors The Bank's goal is to increase revenue and profits. Each employee is
required to maintain the highest level of personal and professional integrity while adhering
to all laws, regulations, and organizational policies and procedures. The Bank will maintain
a sophisticated Management Information System to nonitor its presentation and detect early
warning signs in high-risk areas, as well as to ensure that the Bank's records are accurate.
There will be no Bank representative: Accept speculative exchanges or transactions in
offers, protections, or anything else. Participate in wagering, dashing, or betting contracts.
The Habib Metro Bank group has 18,202 personnel, divided into the following departments.
Tasks are divided into departments and sub-departments, and power is delegated for job
fulfillment. Habib Metro Bank is a non-discriminatory workplace. At the Bank, employees
are not discriminated against based on their age, ethnicity, color. gender. religion, or
handicap. Because it allows for swift judgments and a clear chain of command, the bank
employees an authoritarian leadership style. Every year, all employees get a copy of the
Bank's Code of Conduct- Ethics and Business Practices. Employees must sign and
acknowledge that they have read, understood, and agree to follow the policy. A reprimand,
suspension, demotion, termination, or dismissal could be issued for any evident
breach.Habib Metro Bank has centralized decision-making and policy-making. Because
numerous inexperienced workers will be accountable for critical decisions, no other
employee participates in key decision-making It could result in significant losses and
troubles for the bank, and no one will be held accountable. The Bank places a high value on
its corporate traits, as well as its moral and professional standards, and expects all of its
executives and representatives to be consistent. Employees must sign and acknowledge that
they have read, comprehended, and agree to follow the Bank's Code of Conduct. This Policy
establishes a framework for representatives and outside groups to report any fraudulent,
unlawful, deceitful, ill-advised, or unapproved action taking place within the Bank. It isn't
designed for work-related grievances, which should be handled through traditional methods.

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INDEX
PROFILE__________________________________Pg#4

ABOUT ___________________________________Pg#5
VISION & VALUES _________________________Pg#6

SUBSIDIARIES_____________________________Pg#7

CODE OF CONDUCT ______________________Pg#8-11

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Profile
Habib Metropolitan Bank was incorporated in Pakistan as a Public Listed Company in 1992.

HABIBMETRO is a leading trade finance bank that currently operates with 450+ branches (including
43 dedicated Islamic branches, 218 Islamic windows and 1 offshore banking unit in Karachi Export
Processing Zone) in 165+ cities across Pakistan.

The Bank serves its customers within retail, corporate, commercial and Islamic segments through a
dynamic suite of technology-led financial solutions, including round-the-clock banking facilities such
as mobile and internet banking, as well as a network of 470+ ATMs across the country.
HABIBMETRO was awarded as a ‘Leading Partner Bank In Pakistan’ by the Asian Development
Bank in 2015, 2016, 2020 and 2021. The Bank also received the Upcoming Islamic Banking Window
and the Best Islamic Banking Brand awards by the Global Islamic Finance Awards (GIFA) in 2016,
2020 and 2021 respectively. The Bank also received the Best Bank (Mid-Sized) award at the CFA
Excellence Awards 2021.

For 19 consecutive years, the Bank has been rated AA+ (Double, A Plus) for a long term and A1+ (A
one plus) for a short term by the Pakistan Credit Rating Agency Limited (PACRA). HABIBMETRO
is a subsidiary of Habib Bank AG Zurich, an international banking group that enjoys a presence in 10
countries across 4 continents.

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About Habib Metro Bank

Habib Bank AG Zurich’s legacy is founded upon a resolute
commitment to trust and completed 50 years of international service
in 2017. HBZ is an heir to a tradition of commerce and banking
dating back to 1841 – Habib Bank AG Zurich’s journey towards this
milestone has scripted a pursuit of excellence around the globe and
currently operates with an international outreach in 8 countries across
4 continents. HBZ’s global network comprises over 400 branches,
with total assets of over CHF 11,4 billion.

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Vision
"To be the most respected financial institution based on trust, service and commitment"

Values
HabibMetro Bank has a rich history which is infused with the corporate values that it endorses in its
employees. Our core values entail a set of fundamental and sound beliefs that are in alignment with
the way things are done at the organization on an everyday basis. These values shape our corporate
culture and are integrated into every employee and operations-related process within the Bank. It is
because of the high moral, ethical and behavioral standards maintained in its banking operations that
the Habib brand’s name is synonymous with unquestionable principles and unparalleled service. Trust

As a brand, an employer and among employees, we uphold this value by being honest, credible,
dependable, sincere and fair.

Integrity

We have consistent and clear intentions and strive to be ethical and just.

Respect

We are polite, courteous and empathetic.

Responsibility

We are outcome-oriented, accountable and committed to continuous development and sustainable

growth.

Commitment

We are passionate about delivering beyond your expectations with superior service. We are dedicated
to realising your financial aspirations and believe in going the extra mile while remaining within the
ambits of rules and regulations.

Teamwork

We believe in working towards sustainable growth as a unified and seamless team. At HabibMetro
Bank, cross-functional synergy and collaboration are attained through diversity and inclusion.

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Subsidiaries
Habib Metropolitan Financial Services (HMFS)

HMFS, a subsidiary of HabibMetro Bank, is an active member of the Karachi Stock Exchange and
offers high quality equity brokerage services to its clients. Since its inception in 2008, HMFS has
managed to develop a broad-based institutional clientele which includes Mutual Funds, Banks, DFIs,
Pension Funds, Modarabas and Foreign clients. HMFS also provides services to local individuals and
Non-Resident Pakistanis in different parts of the world.

First Habib Modaraba

First Habib Modaraba (FHM), a subsidiary of HabibMetro Bank and a pioneer in the Modaraba
sector, has the experience of over three decades of successful business operations. The Modaraba
offers various financing services and investment products to its customers. FHM has been securing
AA+ long-term rating from Pakistan Credit Rating Agency Ltd., (PACRA) for the last several years.
FHM has also received recognition on its performance, corporate disclosure and corporate excellence
from reputable bodies, such as NBFI and Modaraba Association, ICAP and ICMAP, Management
Association of Pakistan, and SAFA an apex body of SAARC.

Habib Metro Modaraba

Habib Metro Modaraba (HMM), is a subsidiary of HabibMetro Bank, a pioneer in the Modaraba
sector having experience of over three decades of successful business operations. HMM was floated
with a view to provide an opportunity to certificate holders to participate gainfully in Riba Free
economic development of Pakistan, earn maximum possible income for distribution to the certificate
holders so that attractive, sound and lawful Shariah compliant avenues of investment can be provided
to them, produce appreciation of capital through increase in value of certificates and generate
longterm growth.

HMM participate in various Islamic modes of financing approved by the Religious Board. In addition,
the Modaraba wishes to diversify its business by using other avenues of investment as already
approved by the Religious Board.

The scope of the Modaraba`s primary business activities is Residual Value (RV) Car Financing model
and provide finance for Solar Power solutions.

Habib Metropolitan Modaraba Management Company (Private) Limited

The Company is a wholly owned subsidiary of HabibMetro Bank. The principal activity of the
Company is to manage and float Modarabas and to invest in other Islamic mode of financing.

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Code of Conduct
Policy Statement
In line with our desire “to be highly respected for all that we do”, we want to be known as a Bank with
high standards of ethical conduct, up keeping the long tradition established under our name.
Conducting our business with high standard of ethics and integrity is essential to building our
reputation and reinforcing our values. This goes beyond compliance with applicable laws and
regulations and requires a regard for principles of morality, humility, humanity, good behavior and
justice. Our policies on Workplace Behavior (Violence, Sexual Harassment etc.) are clearly set out
and must be adhered to.
Our Code of Conduct/Ethics set out the guiding principles by which we conduct our daily business
with each other, our customers, vendors, shareholders and with other stakeholders.
1. Local Laws and Regulations
It is the responsibility of the staff to comply with local laws and regulations of the various authorities
of the Country. It is our responsibility to know the legal and regulatory framework of the country in
order to ensure that we abide by these in terms of our daily work and that our products and services
comply with the local regulations and laws.
Laws and regulations should also be understood in order to recognize any potential breach or
shortcoming in our work or policies. Staff must report any such potential risks and must alert
management where they are aware of convictions for offenses involving theft, fraud, dishonesty or
breach of trust involving themselves, colleagues or customers of the Group.
2. Confidentiality
Our clients and other parties with whom we do business entrust the Bank with important information
relating to their businesses. Confidential information concerning a customer or a supplier must never
be disclosed to a third party except where required to do so by a statute or regulation, or a court order
or other legal process or after the informed consent of the customer or supplier in writing. Likewise,
proprietary information (confidential information about the Bank’s business or business plans,
products and services, marketing
methods, technology or systems) must never be disclosed to a third party except pursuant to a statute
or regulation or a valid final court order.
For these purposes, "confidential information" is non-public information about the Group or a
customer or supplier that would be useful to a competitor or important to an investor in deciding
whether to purchase, hold or sell any shares of a customer or supplier.
If there is a question of whether certain information is considered confidential, the staff should first
check with their immediate supervisor(s). All inquiries from the media must be dealt with in context
of the Group’s media policy.
Moreover, staff is strictly prohibited from disclosing the fact to the customer or any other quarter that
a suspicious transaction or related information is being or has been reported to any authority, except if
required by law.
Staff pay and benefits details must not be shared with or communicated by staff who have access to
this information by virtue of their role. Moreover, Medical, personal and private information held on
file or compiled by any service provider must not be shared or discussed with any other staff member.
Access to staff salary accounts must be strictly restricted and any access to staff accounts by someone
other than those who operate them must seek permission from the account holder.
Breach of confidentiality by staff will be treated as misconduct.

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3. Conflict of Interest
A conflict of interest occurs when your interest in a competitor, customer or supplier is of such extent
or nature that it affects or it appears to affect your responsibility to the Bank. Examples of conflicts or
potential conflicts include, but are not limited to the following:
i. Substantial borrowing or lending of private funds between staff and customers, suppliers and other
staff
ii. Speculative business ventures with any customer or suppliers
iii. Borrowing from other financial institution at terms better than those provided to the general
public iv. Staff whose duties bring them in contact with an organization employing a family
member
v. Direct or indirect dealing with a customer or supplier with whom the staff have an actual or
prospective ownership, financial or other significant interest vi. An executive or officer:
The importance and sensitivity of customer identification cannot be understated. All efforts should be
made to determine the true identity of all customers requesting the Bank’s services. It is imperative to
know enough about them to identify transactions which are inconsistent with their business or
personal status, or which do not match the normal pattern of activity.
It is the duty of the staff to stay alert to the risk of money laundering and to assist the Bank’s efforts in
combating it. Any abnormality must be reported immediately to Compliance.
We have Bank’s anti-money laundering standards that should be followed beside the local anti-money
laundering rules and regulations.
4. Mis-declaration & Forgery
A mis-declaration constitutes, amongst other reasons, the following examples:
• Any staff issuing an incorrect account statement, salary certificate or any other information
for any customer, staff member or self
• Any staff issuing a fake claim for reimbursement of any expenses whereby either the
expenses are inflated and/or the expense is not incurred at all or submitting fake medical
certificate
• Any staff forging signature or any information on the certificate issued by the Bank
5. Money Laundering and Due Diligence
Money laundering is how banks/customers are used to disguise or “launder” the proceeds of criminal
activity.

• offers any advantage to anyone as an inducement or reward for or otherwise, or

• intendstodeceivetheBankbyusingany receipt, account or other document which is false or
erroneous or defective in any way and which to his knowledge is
intended to mislead the Bank

6. Fair Practice with Customers

Financial products and services are sophisticated tools and selling this product, calls for knowledge,
skill and judgment. The following points should be carefully followed when selling a product/service
to any client.
The staff must not sell an unsuitable product (i.e. a product that does not meet the needs) of a client.
Doing so is mis-selling and may expose the Bank to regulatory penalties, reputational damage and
legal action by customers.
The staff should know enough about the products they are selling and about the customer (e.g. risk,
appetite, objectives, finances and personal circumstances) to judge the effect, which those products
will have and whether they will meet the customers’ needs.
For all products, especially complex products, the staff must make every possible effort to assist the
client understand the product and its risks.

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7. Bribery
Any staff will be guilty of an offense, who, without lawful authority: solicits or accepts any
advantage as an inducement or reward for doing or intending to commit any
act in relation to the Bank's affairs or business, or
shows or intends to show favors or disfavor to any person in relation to the Bank's affairs or
business or

Who is a party to material contract with the Bank;

Is a director or officer of any entity that is a party to a material contract or proposed material contract
with the Bank; or
Has a material interest in any person who is a party to a material contract with the Bank.
Moreover, a Bank staff shall not accept directorship of another corporation without the approval of the
management. This includes charitable and non-profit organizations.
If circumstances exist in which staff feels that his or her responsibility to the Bank is compromised or
may appear to be compromised, those circumstances should be reported promptly to the management.
8. Gifts
Staff will not solicit or accept for personal benefit directly or indirectly any gift, loan or any item of
substantial monetary value from:
Any person or company that is seeking to conduct or currently is conducting business with the Bank
A subordinate staff of the Bank Candidates for employment at the Bank
However, accepting reasonable business entertainment (meals and accommodations) of normal value
provided to staff by clients on Company business may be accepted.
Accepting high value gifts, where refusing would cause offense, and where an apology and a return in
not possible can be an exception. If accepted, gifts must be declared to HR along with a filled ‘Gift
Declaration Form’. Local tax/laws apply 9. Computer, Email and Internet Usage
E- Mail and Internet usage is provided to those staff only, where their job assignment entails internet
research/ usage.
The Bank Internet and e-mail access may not be used for transmitting, retrieving or storing of any
communication of a defamatory, discriminatory or harassing nature or materials that are rated or
obscene. No messages with derogatory or inflammatory remarks about an individual's race, age,
disability, religion, national origin, physical attributes or sexual preference must be transmitted.
Harassment of any kind is prohibited.
Use of computer resources is strictly limited to business requirements. Staff should be aware that
emails are not confidential and may be accessed for monitoring purposes. Any breach of IT security
protocol that involves private business use or unsuitable material will be considered as a disciplinary
matter. Staff will be accountable for all activities created under their password in this case and treated
as gross misconduct; therefore, the passwords must not be shared with anyone. E-mail is not
guaranteed to be private or confidential. All electronic communications are Bank property.
Therefore, the Bank reserves the right to examine, monitor and regulate e-mail messages, directories
and files, as well as Internet usage.
Any staff who abuses the privilege of Bank facilitated access to e-mail or the Internet, may be denied
access to the Internet and, if appropriate, be subject to disciplinary action. Messages sent to all users
should be restricted and approved by divisional / zonal heads.
10. Drug and Alcohol
In order to keep the Bank’s reputation intact, the use, sale or possession of narcotics, drugs, alcohol or
controlled substances while on the job or on the Bank’s property is prohibited and is a dischargeable
offense.
Off-the-job drug use adversely affects staff’s job performance, can jeopardize the safety of others, the
public, or the Bank’s equipment, and also damages the Bank’s reputation as staff is representative of
their organization. In such situations disciplinary action up to and including termination of
employment is inevitable.
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Staff arrested for off-the-job drug activity may be considered to be in violation of this policy. In
deciding what action to take, management will take into consideration the nature of the charges, the
staff’s present job assignment, the staff record with the Bank and other factors relating to the impact
and circumstances of the staff arrest.

11. Borrowings
Staff should not indulge or engage in any financial matters including borrowings beyond their
financial capacity and above the debt service ratio (50% of gross) specified in our policy. Any
directly or indirectly reported cases of non- compliance will lead to an in depth management review
of the facts and may result in termination of services
12. Outside Employment
Employment with the Bank is and should be seen as a full-time occupation and for this reason other

employment or business association shall not be taken up without the written consent of the
Management.
For purpose of this section of the Code, “Outside employment of any kind” includes, but is not limited
to, acting as an officer, staff, proprietor, partner, agent, independent contractor or advisor or any
similar capacity.
13. Bank Property
No items of the Bank may be removed from the premises without the authorization. Any deliberate
damage or carelessness that results in Bank’s property being damaged, stolen or lost will be charged
to the applicable Staff.
14. Other Items Requiring Acknowledgment
Register of Relatives
As a general policy the Bank does not discourage appointment of close relatives of staff of the Bank.
Close relatives are defined as: husband, wife, child, parent, brother, sister, niece/nephew, p a r e n t s -
i n - l a w, b r o t h e r / s i s t e r - i n - l a w, s o n / daughter-in-law. However, to avoid conflict of
interest, the placements of related staff will be made in separate branch (es) / division(s) or to
positions where one relative may not have the opportunity to check, process, review, and/or audit or
otherwise influence or affect the work of another relative. Moreover, in order to maintain a record of
all related staff it will be mandatory for such staff to disclose the detail of all such relative(s) to HRD.
This will also be reinforced by our code of conduct and disclosure requirements. It is your
responsibility to inform the bank of such relationships.
Staff Loans with the Bank
Any staff loans that are not settled on departure from the bank for whatever reason(s) will be subject
to an agreed repayment schedule on departure and will be subject to commercial rates of interest. I
have read and understood the “Code of Conduct” alongwith “HR Rules & Policy Guidelines” and
“Service Regulations”, and I undertake and confirm adherence to the same. I also acknowledge
receipt of a copy of the aforesaid documents.

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