UAE :10 Office Rules Every Employee Should Know..
While you work in the UAE, being
well-informed about labour laws certainly helps. It makes you aware about the
office decorum that you need to follow.
Awareness and understanding of the laws can
go a long way in ensuring that you can steer clear of any disciplinary action
at the workplace. What's more, if you are subjected to an unfair
treatment by the employer, knowing the rules can come to your aid.
DISCIPLINARY RULES
Article 102
The disciplinary rules that may be
inflicted by the employer or the representative shall be:
1 - Warning
2 - Fine
3 - Suspension with reduced pay for a
period not exceeding ten days
4 - Deprivation from or deferment of
periodic bonus in establishments containing a system for such bonuses
5 - Deprivation from promotion in
establishments applying a system for such promotion
6 - Dismissal from work without prejudice
to the end of service gratuity
7 -
Dismissal from work and deprivation from the total end of service gratuity or a
part thereof.
Article 103
The disciplinary rules shall determine the
cases where each disciplinary sanction set forth in the preceding Article shall
be inflicted.
The Minister of Labour and Social Affairs
shall issue, by means of a decision thereof, a model list of disciplinary rules
and rewards to guide the employers in setting their own rules in this regard.
Article 104
The fine may be a specific amount or an
amount equal to the wage of the worker for a specific period. The fine
prescribed with regards to one breach may not exceed the wage of five days.
Furthermore, for the settlement of the fines imposed on the worker, a maximum
amount equal to the wage of five days may be deducted from the wage of the
worker per month.
Article 105
Fines imposed on workers shall be recorded
in a special register along with the cause and circumstances of imposition
thereof as well as the name and wage of the worker. A special account shall be
allocated therefore and the monthly proceeds thereof shall be used for the social
welfare of the workers in accordance with the decisions issued by the Minister
of Labour and Social Affairs in this regard.
Article 106
The penalty of deprivation of the periodic
allowance may only be imposed once per year. Such allowance may not be deferred
for more than six months.
Article 107
The penalty of deprivation of the promotion
may not be imposed for more than one promotional cycle. The penalised worker
shall be then promoted during the following promotional cycle should he meet
the necessary conditions for such promotion.
Article 108
The financial differences from the
deprivation of the promotion or allowance or the deferment thereof, of which the
employer shall benefit, shall be registered in a special register along with
the cause and circumstances of the imposition as well as the name and wage of
the worker. A special account shall be allocated and the monthly proceeds
thereof shall be used for the social welfare of the workers in accordance with
the decisions issued by the Minister of Labour and Social Affairs in this
regard.
Article 109
No disciplinary sanction may be imposed on
the worker for an act perpetrated thereby outside the workplace, unless such
act is connected to the work, the employer or the responsible manager.
Furthermore, it shall not be permissible to impose more than one sanction or
combine any disciplinary sanction with the deduction of any part of the wage of
the worker in accordance with the provision of Article 61 hereof.
Article 110
It shall not be permissible to impose on
the worker any of the sanctions set forth in Article 102 unless after the
notification thereof in writing with regards to charges made against him, after
having heard the worker and the defence investigated, and after having recorded
the matter in a minutes deposited in his personal file. The sanction shall be
noted at the end of such minutes.
The worker shall be notified in writing of
the sanctions imposed thereupon, the type and amount thereof, the causes of
imposition and the sanction to be imposed in case of recidivism.
Article 111
The worker may not be accused of a
disciplinary offence after thirty days of the discovery thereof. Furthermore,
no disciplinary sanction may be imposed after sixty days from the date of the
end of the investigation in the offence of which the worker is found guilty.
Article 112
As amended by Federal Law no. 12 dated
29/10/1986:
The worker may be temporarily suspended
from work upon the charging thereof of a deliberate crime against life,
property, honour, honesty or of carrying out a strike.
The suspension period shall commence on the
date of the notification of the incident to the competent authorities and until
the issuance of a decision thereby in such regard. The worker shall not be
entitled to his wage during the said suspension period. Should a decision be
issued for the non-prosecution or the acquittal of the worker, the latter shall
be reinstated and paid the full wage for the suspension period, should such
suspension be arbitrary from the employer.
Courtesy ::Source And Credit : KhaleejTimes
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