Source: http://ofwempowerment.com/category/saudi-labor-law/
Timestamp: 2014-04-21 00:34:06
Document Index: 338403620

Matched Legal Cases: ['Art. 110', 'Art. 75', 'Art. 75', 'Art. 143', 'Art. 142', 'Art. 87', 'Art. 87', 'Art. 87', 'Art. 88']

Saudi Labor Law | Overseas Filipino Workers (OFW) Empowerment
Category Saudi Labor Law
A L L A B O U T E X I T
Many OFW commenters on our blog working in KSA are asking me what to do when their Saudi employers postponed their leave or final exit (visa) on certain grounds such as: waiting for the arrival of replacement or the worker position should not be vacant or the worker’s presence is necessary pending completion of a current project.
In usual practice, the sponsor can postpone the vacation or exit visa application of their employees taking consideration of work requirements or shall we say “with justifiable reason of the postponement.” However, if the employer asks for more extension after the period of ninety days, the workers’ consent must be obtained in writing (Art. 110 par. 2 SLL) and the worker have the right to say “NO”. In this particular situation the employer has no right to postpone again the leave of the employee. If the employer continues to insist and fails to obey the agreement or ignoring the worker’s plea, the only way for the worker to leave Saudi Arabia is to file a case in Saudi labor courts against the employer, which of course may take several days or perhaps months but surely the worker can leave after the verdict is handed which is clearly favorable to the worker. Exit Re-entry Visa
Let’s talk about vacation leave. Since a large number of employees do not return to Saudi Arabia after availing leave, most employers big or small, establishment or companies retain one month salary of their foreign worker or sometimes the worker will shoulder the half cost of airline ticket to compensate visa cost, resident/iqama permit, medical insurance and other expenses incurred in recruiting the worker “as a security precaution” before allowing the worker to go on leave. However, most of the employers will give back to the worker the amount held for that purpose when the worker’s return from leave or vacation. The blogger experienced this kind of internal company policy where you don’t have any choice but to follow the rules. GCC countries, not just Saudi Arabia experiencing this kind of dilemma where expatriates with Exit Re-Entry visa choose not to return to finish their contract.At present the GCC member countries are looking for a concrete solution to implement a measure to ensure that workers, who are returning home to their country on leave or with exit re-entry visas, return to complete their contract terms.
In KSA the following are the usual move of the employer.
1) When the sponsored expatriate traveled outside the Kingdom carrying exit and re-entry visa, the sponsor must revoke the Residence Permit of his sponsored and (secure) a page copy of his passport on which the exit and re-entry visa stamped on.
2) When the foreign worker failed to return back to KSA after two months or depending on the number of days the visa expires; the sponsor must follow-up the Office of Jawazat (Saudi Passport Office) on which the visa was issued to receive the Iqama and to get a receipt from there containing retrieval of Iqama to deposit it on the Iqama file of the worker.
3) The office of the Jawasat or Saudi Passport Office will update the file status of the foreign worker, such as fingerprints and other personal information and forward the detailed information to the Naturalization and Residency Division of the Ministry of interior and Saudi Immigration authorities data base.
4) And if the sponsor got any information that his foreigner sponsored worker who he gave an Exit and Re-Entry Visa returned to the Kingdom with another employer, then the employer will report it to the Office of Investigation and Tracking Foreigners for necessary legal action. Upon apprehension and proven otherwise that a foreign worker violates certain directive from the office of the Jawasat or Saudi Passport Office, then the worker will be subject for deportation to the worker’s home country. Worst the worker will be subjected for jail term until deportation requirement proceedings is complete.
In today’s high-tech Information Technology, it is possible that GCC countries agreed to have common shared database information system where they can exchange names and whereabouts of their nationals and expatriates with criminal offenses or having pending legal action against their nationals and or expatriates.
Surrender Work Permit prior Exit
Last month an announcement made by the Ministry of Interior through the Division of Naturalization and Residency that expatriates residency permit (iqama or work permit) should be surrendered to the regional passport department at least three months or 90 days prior processing of expatriate final exit application visas. A residence permit is a government document issued to Non Saudis and National ID’s for their nationals. The question is WHY? The Answer is of course very simple, an expatriate can leave the country only if he/she is cleared of any monetary obligations like bank loans, unpaid credit cards, unpaid landline telephone bills, traffic fines, electricity bills, transfer of car ownership and other financial obligations. If you have bank accounts, be sure to close it and ask for certification from the bank that the account is already closed. In such circumstances the worker should request to the employer a photo-copy of iqama with company stamp on it and signature of employer or manager of the company’s Personnel Department. This is very important document to show to the authorities or police checkpoint that can substantiate the worker’s work permit is really in the custody of the Naturalization and Residency office as required for Exit visa application.
If you’re done with all your outstanding monetary obligations, always ask for an official receipt or certification as proof of payment. The worker must not forget to bring in the airport copies of sale documents such as Deed of Sale, Sale Agreement or Transfer of Ownership of any property that the worker previously owned. (BongA)
 Posted in Announcements, Articles, OFW Issues & Concerns, Saudi Labor Law	Apr
Steps to rectify status during the three-month grace period
Steps to rectify status during the three-month grace period in view of implementation of Saudi Labor Law amendments The grace period instituted by the Saudi government is meant for violations of the Saudization policy (nitaqat) – specifically those foreign workers who work for employers who are not their sponsors, and those employers who do not employ enough Saudi nationals. Those who fall under this category have violated Saudi labor law. The Saudi government will go after the erring original sponsor, the current employer and the illegal worker if they do not correct their papers once the grace period is over.
PHL Ambassador to Saudi Arabia H.E. Amba. Ezzedin Tago w/ Labor Minister H.E. Adel Faqieh (Mar. 25, 2013)
The Filipino community is strongly urged to read the FAQ prepared by the Embassy with regard to this grace period.
Those who have long run away from their original sponsors and no longer have valid residency permits (iqamas) or passports are a different category altogether. Theirs is an immigration problem. There are existing procedures – under Saudi law – for addressing their issues.
The Embassy is always ready to provide appropriate advice and assistance in any case. However, their respective solutions – for those violating the labor law and for those violating immigration law – are different.
For example, for workers affected by the Saudization policy, they need to either return to their original sponsor or to transfer sponsors to their actual current employer by following existing regulations. Those working as “freelancers” or under a dependent’s visa should keep in mind that it is a violation to work with a freelance or dependent visa. They should take steps to transfer their iqama immediately before the end of the grace period.
On the other hand, for workers falling under the immigration problem category, they will need to be ready with their last valid residency card (iqama) and valid passport or a copy of the last passport. If they do not have a copy of their iqama, they can obtain a print out of the information from the Jawazat.
They will also need to get in touch with their original sponsors when they first arrived in Saudi Arabia and request from them a No-Objection Certificate. And they will need to go to the General Directorate for Passports (Jawazat) for the payment of fines and penalties, and the airfare for the flight to the Philippines.
Lastly, as of this time there is no amnesty for foreign nationals illegally staying in Saudi Arabia. It was only a proposal made by Labor Minister Adel Fakieh, which is still under study by various concerned Saudi agencies.
The Embassy has previously advised the Filipino community in Saudi Arabia not to believe in rumors that there is an amnesty. The Embassy will advise the Filipino community once it receives official notification from Saudi government authorities of any development with regard to immigration law. There is also no truth to the rumor that the Philippine Government will shoulder all expenses (fines and airfare) for the repatriation of overstayers.
The Embassy will soon disseminate the translation of procedures for various transactions with the General Directorate of Passports, and will also disseminate any official notices it receives from the host government.(END)
PhilEmb Press Release 054-2013 Share this:EmailFacebookTwitterPrintRedditDiggStumbleUponLike this:Like Loading...	By ofwempowerment
 Posted in Announcements, Articles, Philippine Embassy Advisory, Press Release, Saudi Labor Law	Apr
(ARAB News/OPINION) By: ABDULLAH AL ALAMI
 Posted in Articles, OFW Issues & Concerns, Saudi Labor Law	2	Nov
 Posted in Announcements, OFW Issues & Concerns, Philippine Embassy Advisory, Press Release, Saudi Labor Law	20	Oct
Huroob is a common phenomenal in Kingdom of Saudi Arabia now. All categories of employees included in Huroob menace irrespective of profession, status, wealth. Surprisingly, among Huroob victims, 10 % belong to the high profile job category. Only 1 % fights against illegal Huroob and rest of the 99 % leave the Kingdom to their home country through Tharheels with frustrated mind and empty savings.
Huroob is not defined in Saudi labor law. It is an Arabic term which means Absconder/Escapee. It is a kind of termination of work contract in a special situation. It is true that, as per Saudi labor law a Sponsor/ employee has to report his expatriate employee’s absence in employment site for a specified period of time to the passport authorities to declare him as Huroob (Absconder / Escapee), in order to escape liability of illegal activities of the employee during his absence. It is mandatory in Saudi labor law. Otherwise the sponsor will be penalized. Unfortunately now a day’s many sponsors misuse this protective provision of law for ulterior motives. If one becomes Huroob, his residency permit in Saudi Arabia will be cancelled and his stay in the kingdom will be illegal. In this circumstance, his all rights and benefits as a legal employee will be cancelled and he can leave the country only through Deportation (Tharheels) centers.
In Saudi Arabia, the Sponsor (Kafeel) has immense controls over his foreign worker. The Sponsor can only take work permit, Resident permit (Iqama) and Exit / Re-Entry visa of the employees legally. Even though Saudi labor law has given many rights to worker, but many of them cannot avail directly by the worker because of these controls. So if a person wants to return to his mother country, he has to depend Sponsor or Labor Court. Even though Saudi authorities prohibit taking possession of Passport of the worker by their Sponsor/employer, around 99 % of the employers possess the passport of their employees and give only Iqama with them. This is to prevents the worker run away from his employer, even if in the worst cases and he has to depend his employer in case of Exit.
Misuse of Huroob provision: Sometimes the issue of Huroob may be very complicated. The authorities cannot identify the real victims and problem makers in many cases. Some employers misuse this provision in a very cleaver manner. Somebody use this legal provision as an opportunity. If an employee is going to approach labor court against his employer for nonpayment of salary, mistreatment or any other causes, the employer may make a complaint against the worker stating that the worker did not report to him for the last few days consequently worker shall be declared Huroob and consequently the sponsor will be escaped from the allegations and payments and the Huroob employee will be deported to his home country at the State expense also.
Many allegations have come out in regard to the mediators/agents also in between sponsors and worker. Many occasions the mediators/agents mislead sponsors for their own profit motive. Sometimes some sponsors procure work visas from the Saudi Ministry of Interior to recruit expatriate workers to Saudi Arabia. They sell these visas to local agents in Asian countries etc, and make a high profit. When employee reach in Saudi Arabia, the mediator / agent will mislead and Saudi sponsor submit application to declare him as a Huroob, so that the Saudi sponsor can approach the authorities and ask for the same number of visas again that he made Huroob. Some Saudi sponsors themselves doing like this for getting new visa’s.
Legal provisions in Saudi Labor Law: Articles’ 74 to 83 deal with termination of work contract. It is stated that there should be a valid reason behind all terminations and other stringent conditions in favor of the employees as well as protect the rights of employees as well as employers. Saudi labor law does not discriminate rights of employee/ expatriate/ employer etc. it is a fair law. Some clever persons are behind the sabotage of these noble provisions.
Thanks to Expat Corner: Please click to read more >>>> Share this:EmailFacebookTwitterPrintRedditDiggStumbleUponLike this:Like Loading...	By ofwempowerment
 Posted in Articles, OFW Issues & Concerns, Saudi Labor Law	8	Dec
Novel way of misusing labor law
Exit Re-entry Visa Stamped in the Passport
Legal experts will be watching closely a case in Jubail in which a expatriate worker leaving the Kingdom for good discovered his former employer had skirted a new Saudi labor law by giving him an exit/re-entry visa instead of a final exit visa. The difference may, to the untrained eye, seem inconsequential. However, according to the new Saudi law, an exit/re-entry visa instead of the required final exit visa will block an expatriate worker from returning to the Kingdom on a new employment visa.
Under the revised law, the no-objection certificate previously required of companies for departing employees was eliminated, if they had a proper final exit visa on their passports. By cleverly substituting an exit/re-entry visa for the final exit, companies make it appear as if the employee has not left in good standing. This can preclude the worker from returning to the Kingdom for years in some cases. The final exit visa on one’s passport is seen by Saudi missions abroad as proof that the person has left the company with a clean slate.
Some hapless employees only discover this as their passports are often delivered to them at the airport as they depart; some might not even notice the misuse until reaching their home countries.
Electronic Exit Re-Entry Visa
The reason this deceit has come to light is because a 33-year-old Indian pipe technician who had been with the same company for 13 years discovered the wrong visa at the airport’s immigration counter and went back to his former employers to correct the “mistake” and then return to India with his wife and two children. It was only after speaking to his employer that he learned this was not a mistake but an underhanded way to keep him from coming back to the Kingdom for future employment.
“I never had any complaints against the company,” said the disgruntled pipe technician who has been stranded since October in Jubail with his family, unable to work and unable to leave. read more>>>>>
By SIRAJ WAHAB | ARAB NEWS Published: Dec 27, 2010 23:58 Updated: Dec 27, 2010 23:58 DAMMAM:
 Posted in Articles, OFW Complaints, OFW Issues & Concerns, Saudi Labor Law	32	Jul
New Labor law in the offing…..
 Posted in Announcements, Articles, OFW Issues & Concerns, Saudi Labor Law	66	Jan
The Minutes of the Meeting- OFW Forum
 Posted in Government, OFW Issues & Concerns, Saudi Labor Law	1	Jan
 Posted in Announcements, Articles, Government, OFW Advocacy, OFW Complaints, ofw empowerment forum, OFW Issues & Concerns, Press Release, Saudi Labor Law	81	Oct
 Posted in OFW Complaints, OFW Issues & Concerns, Saudi Labor Law	188	Aug
Ofwempowerment blog reader sent me a notes through comment portion of our blog asking clarification re: air ticket.
He said: I started my work here in KSA Nov. 29 2003 and I get already 2 vacation and this is my fifth year and I file my resignation. I didn’t sign any contract except for the first contract 2yrs that I already fulfilled last 2003 end of 2005 Nov. and I just extend until now and I plan to go to Nov. 29 2008 the exact finish of my eqama and exactly 1 yr me already here since vacation last December. I inform already our personnel not renew my iqama. Then I call labor law of Al khobar then they told me that the company will pay my ticket for one way to Philippines. Just I need a big help to have a copy of that article that mention the company will shoulder of that ticket. Please can you email me as soon as possible.
There are 2 types of contract a) Specified Contract and 2) Unspecified Contract.
A labor contract concluded for a specified period shall terminate upon the expiry of its term. If both parties continue to enforce the contract thereafter (in the absence of new contract) it shall be considered renewed for an unspecified period. (Art. 75-76, NSLL).
If the contract is for an unspecified period, either party may cancel it for a valid reason, subject to giving the other party a (30) thirty day prior notice in respect of workman employed at a monthly rate. (Art. 75-76, NSLL).
With regards to your air ticket, please note that you signed a contract for 2 Years based on your letter above. I just want to make a correction, it seems that you arrived in the Kingdom Year 2001, considering that you spent 2 vacations for the past 5 Years. Am I correct?
If I am correct, your employment with the company is in unspecified period, meaning an automatic renewal of contract.
Now, Al Khobar Labor office is right, the company will provide you an air ticket back to your country of origin, only if they accept your resignation and willing to shoulder your air ticket. Please note that you are employed in unspecified contract in which you are oblige to finish the remaining year(s) of your employment with your employer to complete the 2 Years contract.
However, if your employer accept your resignation but refuse to shoulder your air ticket, then they have the right not to provide you an air ticket. The law is silent with respect to air tickets, therefore we must be aware of the condition written about the air ticket in our contract. What the law requires is that the employer should bear the cost of air ticket on final leave at the end of the worker’s contract (exit visa).
However, it seems that you have a 2 year contract (unspecified) so it means you have still remaining 1 year to finish your contract. In this case, you must bear the cost of your ticket, if they refuse to provide it. However if you have good record with the company, maybe the company will bear the cost of your air ticket upon your request. Remember, for unspecified period of contract, either party may cancel it for a valid reason. (Chapter IV-Leaves, NSLL).
For more information please (click link ) or visit: Patnubay sa mga Mangagawang Pilipino sa Saudi Arabia and related provisions about Leaves, (click link) “New Saudi Labor Law“.
 Posted in OFW Complaints, OFW Issues & Concerns, Saudi Labor Law	 Tagged Air Ticket, Saudi Labor Law, Unspecified Contract	59	Aug
OLEP4CL Part IV (Termination of Contract)
OLEP4CL Part IV - Termination of Contract (By Employer and By Worker) 1St Batch
Q: When is a contract of employment deemed terminated?
A: An employment contract is deemed terminated in the following events:
a) Expiration of the term or period of contract and the worker express his intention not to renew it. b) Force majeure; c) Death of the worker; d) Death of employer in certain cases; e) When the workers attain the age of retirement; f) Total disability of worker to perform work; and g) Pre-termination of contract by either party.
1. If both parties agree to terminate the contract, provided that the worker’s consent be in writing.
2. Upon the request of one of the two parties in case of contract of unspecified term.
3. Termination by the employer or worker for authorized causes;
4. Resignation by worker;
5. Serious illness of worker resulting in long absence from work;
6. Bankruptcy, dissolution and authorized shutdown of employer’s business, and other cases. (Arts. 74,77, 79 , 80, 81, 82, , 84, ).
I. VALID GROUNDS FOR TERMINATION BY EMPLOYER
 Posted in OFW Community Volunteer, OFW Issues & Concerns, Saudi Labor Law	109	Aug
Next: OLEP4CL Part III (Computation-End of Service Benefits) Share this:EmailFacebookTwitterPrintRedditDiggStumbleUponLike this:Like Loading...	By ofwempowerment
 Posted in OFW Issues & Concerns, Saudi Labor Law	16	Jan
Contract Official Version
I received an email this morning from my reader about his present employment problem. He signed a contract in the Philippines with a job position as a Secretary. But when he arrived in the Kingdom 8 months ago he was assigned as an office assistant where his work includes janitorial job. He went directly to Saudi Labor office upon advise of friends to file a complaint. However, the SLO refused to acknowledged the English contract he signed in the Philippines. To enlighten my readers who wish to work in Saudi Arabia, please note that Saudi courts do not recognize contracts signed by recruiting agents or other parties. In cases of bilingual contracts, the Arabic copy is the official one. I advise fellow OFWs that before they sign a new contract upon arrival in the Kingdom, it is very important to obtain an independent English translation of the contract. Usually a contract is written in an A4 size of paper (letter head of the company) where there are 2 columns on it, one for the English and the other is in Arabic language. Be sure that what is written in the English is the same as specified in the Arabic. The official and binding version of the contract that you sign is the Arabic text. Many OFWs have signed contracts that in fact did not include all of the benefits they believed they were acquiring, worst if the job promised to the worker do not exist. This is a case of contract substitution where a worker is forced to accept alternative work that does not match their skills. It means that job description was substituted of what was originally specified in their initial employment contract signed in the Philippines.
Moreover, an OFW should seek advise first to our Philippine Overseas Labor Office for proper guidance. Share this:EmailFacebookTwitterPrintRedditDiggStumbleUponLike this:Like Loading...	By ofwempowerment
 Posted in Saudi Labor Law	18	Oct
SLL Art. 143, Medical and Social Services
I received an email (e-group) awareness on how to identify signs of stroke and I am so thankful to share this to everyone, especially to OFWs in the Kingdom where our routine life is work, eat and sleep without exercise and in the absence of medical examination, we don’t know how in good physical shape we are. My Co-worker last week stumbled and fall in his flat. But prior to that we didn’t notice any signs that he was suffering from an abnormal high blood pressure or worst even him. Due to the distance of travel from our flat which is 35 kilometers away from the city proper, immediate medical attention were not given to him at the time when he needed it most. He is in coma right now with a tube attached in his throat and according to the doctors he have slim chance to live and only miracle could save his life. He is 45 years old, single and from Bacolod. Medical Report from Dr. Abdul Rahman Al Mishari Hospital dated 14 Oct. 2006 says that the patient is deeply comatose, decerebrating movement in the limbs GSC: 4/15, pupils constricted not reactive to light, no signs of injury on the body with a BP: 170/100 mmHg, RR: 88, Temp: 39 deg.C, the patient did not present any clinical improvement in the cerebral conditions. Update: At exactly 1:16 PM today 15 Oct. 2006, OFW Alex Aurelio, my co-employee, a friend and an OAV advocate, passed away. May the Lord God Almighthy blessed his soul.
A neurologist says that if he can get to a stroke victim within 3 hours he can totally reverse the effects of a stroke, totally. He said the trick was getting a stroke recognized, diagnosed, and then getting the patient medically cared for within 3 hours, which is tough. Remember the “3″ steps, STR. Read and Learn! Sometimes symptoms of a stroke are difficult to identify. Unfortunately, the lack of awareness spells disaster. The stroke victim may suffer severe brain damage when people nearby fail to recognize the symptoms of a stroke. Now doctors say a bystander can recognize a stroke by asking three simple questions: S - Ask the individual to SMILE T - Ask the person to TALK to SPEAK A SIMPLE SENTENCE R - Ask him or her to RAISE BOTH ARMS. NOTE: Another “sign” of a stroke is this: Ask the person to “stick” out their tong
 Posted in Saudi Labor Law	Sep
New Saudi Labor & Workmen Law
The NEW SAUDI LABOR & WORKMEN LAW
This law shall supersede the Labor and Workmen Law promulgated by Royal Decree No.M/21, dated 6 Ramadan 1389 (15 November 1969) and shall repeal all provisions that are inconsistent with it. The rules and laws issued prior to the effective date hereof shall continue in effect until they are amended.
**** We convey our heartfelt gratitude to TRANSLATION SERVICES DIVISION, DHAHRAN, Saudi Aramco for their laudable effort in the translation of the New Saudi Labor Law to English language.
Also our thanks to my long time colleague and friend Mr. Francis Oca in providing me the copy of the above New Saudi Labor Law (English Translation) in PDF File, in which the undersigned converted it to a Word File for easy reference to all our fellow OFWs in the Kingdom. - Bong Amora Share this:EmailFacebookTwitterPrintRedditDiggStumbleUponLike this:Like Loading...	By ofwempowerment
 Posted in Saudi Labor Law	59	May
SLL Art. 142
Another member of OFW Saudi E-group emailed me a personal clarification on his employment status. Again, to my comrades in Saudi Arabia, please permit me to share it with you.
He says: I am getting a basic salary of SR2,500 along with housing and transportation allowances. I am entitled to a 30-day vacation every year. My questions are: 1) Is there any specific provision in the law regarding the transportation allowance? If so, what does it say? Reply: First, you are lucky for having a 30 day vacation every year, because the new Saudi Labor Law stipulates that employees have the right to 21 days annual vacation instead of only 14-15 days under the old law. It seems that you signed a 1 year contract with your employer compared to a standard 2 year contract. Yes, there is a provision particularly under Article 142 of Saudi Labor Law, that if the place of work is located away from its original place of work, the employer must provide it. Though only agreement between the employer and employee can establish them according to the circumstances.
2)When am I entitled to take my vacation? Is it after completion of 11 months or 12 months?
Reply: You can avail vacation after 12 months of service. When your employer provides you a one-month vacation after 12 months of service, you are considered to have served 13 months.
3)Is a vacation period part of an employees service? Reply: It is considered part of employees service, It means you are paid a month salary when you are on vacation. 4)Is the employer duty bound to provide for air ticket availing annual vacation leave.
Reply: The laws is silent with respect to the provision of air ticket going on annual vacation. What the law requires is that the employer should bear the cost of air ticket on final leave at the end of his contract. However in your case, it seems that you have a 1 year contract so it means that if you have a re-entry visa the employer oblige to pay the cost of your ticket, vice-versa. For those with a 2 year contract and the employer grants your request for a vacation prior to the completion of your 2 year contract, then the employee or the worker must bear the cost of his ticket. Further, a sort of advice to everyone, you must be aware of the condition written about the air ticket in your contract.
 Posted in Saudi Labor Law	2	May
SLL Art. 87 & 88
A member of OFW-Saudi E-group wrote me a personal e-mail asking clarification about his employment status with his employer. Allow me to share it with others (OFWs in KSA) who happens to visit this blog. He wrote: I finished two years of my two-year contract, which did not have an automatic renewal clause, but I continued to work. I understand this makes my old contract, which was a specified period contract (SPC), turn into an unspecified period contract (USPC). I understand that under this rule my end-of-service benefits (ESB) have been reduced to one-sixth of a month of my last monthly wage (LMW), which is my basic salary plus all other allowances for each of the next three years completing the first five years. I also understand that my ESB for each of my first two years of my first contract will not change and will remain half my LMW for each of my two first years. But my employer says this is not the case. He thinks that although my contract has become a USPC, I am still bound to work for two years and cannot terminate before that, and that if I did terminate this would constitute a breach of contract for which I stand to lose all rights and have to pay my own ticket back to my country. At the same time, he says that my ESB has now dropped to one-sixth of my LMW for the entire period since I started work. Is my employer right? My reply:
It seems that you are well aware of the Saudi Labor Law (SLL) and on the other hand, I think your employer contradicts Art. 87 and 88 of SLL that states: SLL Art. 87 -If the contract of specified period shall come to an end, or if cancelled by the employer in the unspecified contract, the employer shall pay to the worker a service award calculated as follows: a) Half month pay for each year for the service of the first five consecutive years; b) Full month pay for each of the following years. The last monthly pay shall be the basis of calculations ….. SLL Art. 88 – In the contract of unspecified periods, the worker shall be entitled to receive one third of the service award provided in the previous article when he resigns after a period of service not less than two consecutive years and not more than five years, two thirds if the period is more than five consecutive years and less than ten years, and to a full award if he resigns after ten years in service provided that he shall in all cases notify and in writing his employer about his intention to resign thirty days before he leaves the work prior. Therefore, you have the right to resign at any time by serving a one-month notice. For more information, please click (Patnubay sa mga Manggagawang Pilipino sa Saudi Arabia). Share this:EmailFacebookTwitterPrintRedditDiggStumbleUponLike this:Like Loading...	By ofwempowerment
 Posted in Saudi Labor Law	23	Post navigation
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