Source: http://www.pesorepublic.com/db/pr-middle-east/salient-features-of-the-saudi-labor-law/
Timestamp: 2017-09-20 07:31:16
Document Index: 69020332

Matched Legal Cases: ['Art. 2', 'Art. 50', 'Art. 37', 'Art. 55', 'Art. 108', 'Art. 101', 'Art. 108', 'Art. 107', 'Art. 112', 'Art. 113', 'Art. 116', 'Art. 139', 'Art. 148', 'Art. 151', 'Art. 153', 'Art. 154', 'Art. 160', 'Art. 66', 'Art. 68', 'Art. 70', 'Art. 70', 'Art. 71', 'Art. 19', 'Art. 69', 'Art. 69', 'Art. 72', 'Art. 222', 'Art. 260', 'Art. 248', 'Art. 147', 'Art. 148', 'Art. 194', 'Art. 164']

Salient Features of the Saudi Labor Law - PR Middle East - PesoRepublic.com | Your smart guide to money matters and entrepreneurship. - Page 1
Author Topic: Salient Features of the Saudi Labor Law (Read 1236 times)
« on: July 24, 2012, 06:47:04 PM »
Republic Act No. 8042 And Other Laws Affecting OFWs
ATTY. CESAR L. CHAVEZ JR.
(Welfare Officer/POLO-OWWA/ Philippine Embassy, Riyadh, KSA)
ON SITE LABOR EDUCATION PROGRAM (OLEP)
KALIPUNANG KAAKABAY NG MANGGAGAWANG PILIPINO SA SAUDI ARABIA (KAKAMPI-KSA)
& GUARDIANS NEWHOPE BROTHERHOOD INTERNATIONAL, INC. (GNBII)
Community Leaders Training (OLEP)
- Constitution (Sec.18, Art. 2; Sec.3, Art. XIII)
– Overseas Filipinos – Section 3 (c)
II. Pre – Employment
2.1 - Illegal Recruitment – Section 6 (a to m)
Failure to deploy – Section 6 (1)
- Economic Sabotage – Committed by a Syndicate/Large Scale
3.1 - Resource Center (POLO) – Section 19
3.3 - Duty to Enforce Emp. Contract – Sec..23 (b2), Sec. 51 IRR
3.4 - Legal Assistance – Section 19 (a), Section 24 (b), Section 26
3.5 - Priority Concerns-Duty to Assist – Section 27
3.6 - Country Team Approach – Section 28
3.7 - Non-Increase of Fees – Sec. 35, RRI LOI 537 (Sec.5)
*NULL & VOID- condition that contradicts SLL including release & settlement of worker’s right unless more beneficial to the worker ( Art.
WORK CONTRACT- is a contract concluded between an employer and a worker, whereby the latter undertakes to work under the management or supervision of the former for a wage. (Art. 50, SLL)
Name of the employer, venue ¡Name & Nationality of the Worker, Identification ¡Wage agreed upon ¡Type and location of work ¡Date of employmentDuration of the contract if fixed, subject to the provisions of Art. 37 (and Art. 55)
A. Basic Wage - all that is given to the worker for his work by virtue of a written or unwritten work contract, regardless of the kind of wage or its method of payment, in addition to periodic increments.
- 8 hrs. per day or 48 hrs. per week (except managers, guards, intermittent works by necessity, janitors, etc. Art. 108)
– 6 hrs. during Ramadan
3. Rest Periods (Art. 101,102 & 103)
-30 mins. each for rest, prayer and meals but total working hours shall not exceed 11 hrs. (except those workers in Art. 108)
- not compensable, not under employer’s authority & not required at workplace.
4. Weekly Rest Days
– Friday or any day of the week
5. Overtime (Art. 107)
– hourly wage plus 50% of basic wage
– employer to notify worker at least 30 days
– worker may postpone leave to the following year with employer’s approval
7.1 Eids leave- full pay(Art. 112)
7.4 Death leave (spouse, or one of ascendants & descendants)- 3 days (Art. 113)
– over 20 days contract deemed suspended unless otherwise agreed (Art. 116)
10. Work Injuries & Occupational Disease
– refuses to be examined by a physician or refuses to accept treatment by company designated physician w/out valid reason. (Art. 139)
11. Medical & Social Benefits
- availability of first aid medicines
- provision of physician
- annual medical exam. Etc
(by law or by contract)
-Transportation (Art. 148)
- full wage for working at least 3 years. reg. annual leave will be without pay ( Art. 151 & 152)
- Medical care, nursery, etc. ( Art. 153, 159)
- 1 hour add’l rest period (Art. 154)
- Disciplinary action suspended
- Death of husband leave- 15 days (Art. 160)
- Right to discipline workers- (Art. 66)
- Penalty for repeated violations shall not be harsher if committed after 180 days from previous violation (Art. 68)
- No offense for not work-related acts committed outside the workplace (Art. 70)
- max. 5-day wage fine/month or suspension without pay may not exceed 5 days per month (Art. 70)
- Due process in disciplinary cases (Art. 71)
In case of bankruptcy or liquidation, amount due to worker is first rate privileged debts & worker paid an expedited 1 month wage prior to payment of any expenses (Art. 19)
Work contract is deemed terminated in the following cases:
Re: Salient Features of the Saudi Labor Law
« Reply #1 on: July 24, 2012, 06:47:42 PM »
1. Finished Contract or Pre-Termination With Cause by Worker
- 1/3 month wage for each of first 5 yrs. provided worker in service for at least 2 yrs.
- 2/3 month wage after 5 yrs. to 10 yrs.
- 1 month wage after 10 yrs.
Length of Service : 10 yrs. & 6 mos
Actual Wage ( LMAW ): SAR 2000
( basis for the computation of the ESA )
FORMULA: ( FC ) 10 yrs. & 6 mos. LS
1st five year : LMAW / 2 * LS = ESA
2000 / 2 = 1000 * 5 yrs. = 5000 ( ESA)
Above five years : LMAW * LS = ESA
2000 * 5 yrs. = 10,000 ( ESA )
ESA for one year / 12 * no of months
2000 / 12 * 6 = 1000
6 mos. 2000 / 12 = 166.66 * 6 = 1000
Total ESA for 10 yrs & 6 mos. 5000+10000+1000= SAR 16,000
ESA for one month / 30 * no. of days
166.66 / 30 * 15 = ESA
FORMULA: ( PT / WOC ) by the worker ( Resignation )
1- 1st five year : LMAW / 2 / 3 * LS = ESA
2000 / 2 / 3 * 5 = 1666.66
2- Above five years : LMAW / 3*2* LS = ESA
& below ten years 2000 / 3 * 2 * 4yrs. = 5333.33 ( ESA )
Internal (within the company)
PRESCRIPTION OF ACTION:
* Offense- After 30 days from discovery (Art. 69)
* Penalty- After 30 days after investigation & establishment of worker’s guilt (Art. 69)
Decision- within 15 days from receipt (Art. 72)
Saudi Labor Office, PCSD & HCSD
* Violations of SLL or Regulations & Decisions issued thereunder- After 12 mos. following the date of occurrence of the violation. (Art. 222p.3)
IV. Post Employment
* Repatriation Procedure – Section 54 IRR
* Action on Non-Compliance – Section 55 IRR
* Emergency Repatriation – Section 56 IRR
* Mandatory Repat. Of Underage OFW – Sec.16, Sec.57 IRR
* ERF – Section 59 IRR
4.2 – Prohibition on Bonds & Deposits – Section 60, IRR
- POEA, Section 28, IRR/ Illegal Recruitment – Section 14, IRR
- NLRC / Section 10, R.A. 8042
- NCMB, Art. 260, 261 & 262, Labor Code
- Appropriate court/tribunal of receiving country (for crimes committed thereat)
- Regional Trial Court
- Illegal Recruitment – Section 6 / ULP – Art. 248 & 249, LC
- Marriage (Effects of Nullity, Annulment and Legal separation)
- Property Relations (Conjugal; Absolute Community,
Marriage Settlement by Separation of Property, Live-in Relationship (Art. 147) & Bigamous Marriages (Art. 148)
- Obligation & Support ( Art. 194, 195, 196, 197, 198)
Necessities: Sustenance, Dwelling, Clothing, Medical Attendance, Education & Transportation
- Paternity & Filiation (Art. 164, 165, 167, 168 , 169)
Children born during marriage are legitimate even if the mother declares otherwise or guilty of adultery
- Legitimacy must be impugn during (1, 2, 3yrs) R.A. 9262 – Anti
- Violence Against Women & Their Children Act
Acts : Physical, Psychological, Emotional, ual & Economic
Coverage: married or not; living in or not; dating relationship; common law and even lesbian relationship
Employer to send financial support direct to beneficiaries
(1) Acts or Series of Acts
R.A. 7877 – Anti – ual Harassment
Committed by mere utterance or even w/ consent
R.A. 9225 – Citizenship Retention & Reacquisition Act (“Dual Citizenship”)
- By taking oath of allegiance
- Usually availed of for convenience
- Coverage: 18 yrs. up to vote for Pres, VP, Senators & Party List
- Registration: Period; Requirements; Appeals
R.A. 9160 (as amended by R.A. 9194)
- Anti – Money Laundering Act (AMLA)
- Creation of Anti-Money Laundering Council (AMLC)
Ceiling: P500k or equivalent in foreign currency
- Suspicious transaction or series of transactions
- covered even if less then P500k
Basis: Underlying predicate crime (proceeds of illegal gambling: graft & corruption; frauds, etc.)
Penalizes: Launderer; remittance facility (by participation, negligence or failure to report); others who have knowledge but failed to report & malicious reporting
May 27, 2012, 10:15:03 PM
SAUDI LAW : Iqama System Violations & Penalties
July 24, 2012, 06:43:55 PM
JOB OPENING SAUDI ARABIA CIVIL ENGINEER - HIMAWARI INT`L. PROMOTION INC.
Started by AdGeek PR Middle East
August 20, 2013, 11:59:20 PM
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