During the monthly meeting Tuesday in the Qatif Governorate
Al-Marzouq: "Labor Culture" is a useful mechanism to overcome differences and guarantee rights
Ibrahim Al-Marzouq, Director of Public Relations and Information at the Labor and Social Development Bureau in the Qatif Governorate, stressed the importance of the worker and the employer enjoying the labor culture, which each party knows of its duties, and the rights it entails, especially with regard to the subject of the labor contract and the mechanisms of its continuation or termination, which limits Of labor disputes.
Al-Marzouq said during the monthly Tuesday meeting at the Asharqia Chamber branch in Qatif Governorate (Tuesday 17/12/2019) that between the worker and the employer is a contract concluded to complete a work, in exchange for an agreed fee between them, that contains all personal information about the worker and the employer, including the name and address The date of enrollment and type of work, as well as the duration of the contract, stressing that the contract must be documented on the Ministry’s platform to limit any labor disputes in this area.
He pointed out that the contract can come for a specified period, renewed automatically by agreement of the parties, but if it is renewed for three consecutive times, or the original contract period with the renewal reaches 4 years, and the parties continue to implement it, then the system acknowledges its transformation into an indefinite period contract.
In this context, Al-Marzouq explained that the contract continues with the agreement of the two parties, and also ends with their agreement that the agreement to terminate in writing, and that the contract loses its mandatory feature in several cases, including the expiration of the period specified for the contract, or the worker reaches the age of retirement according to the requirements and provisions of the social insurance system, Or in the event of the final closure of the facility, or the end of the activity.
In this regard, he pointed out that there is a financial compensation (or compensation) that the aggrieved party obtains from terminating the contract, in case the termination took place without a legitimate reason, and that is to pay a 15-day wage for each year of the worker’s service if the contract is for an indefinite period, Or the remuneration of the remaining period of the contract if the contract is specified, provided that the compensation referred to here is less than the worker’s wage for two months .. indicating that the contract can be canceled without any reward in certain cases mentioned by the regulations of the Ministry of Labor and Social Development, including If the worker is under experience, Or in the event of absence without legitimate cause for more than 30 separate days during one decade or more Raise from 15 consecutive days, provided that the chapter is preceded by a written warning from the employer after his absence 20 days in the first case, or his interruption of 10 days in the second current, in addition to proving violations of the position exploitation, breach of trust, resort to forgery, or disclosure of work secrets Or, to perform acts intended to cause damage to the facility.
He stated that the worker has the right to leave the job without notice while retaining his statutory rights, if the employer has not fulfilled his fundamental contractual or statutory obligations to the worker, and if it is proven that the employer or whoever represents has cheated on him at the time of the contract, in relation to the terms and conditions of the work, and if he assigns him In an act that differs substantially from the work agreed upon, or if the employer, a member of his family, or the responsible manager has committed a violent assault or immoral behavior towards the worker or a member of his family, or if the treatment of the employer or the responsible manager is characterized by cruelty, injustice and insult and more.
He stressed that the regulations confirm that the other party must inform the desire to terminate the contract in accordance with a notice as defined in the contract, provided that it does not exceed 60 days if the worker’s wages are paid monthly, and not less than 30 days in relation to others .. explaining that this notice if It was from the employer and the worker was entitled to be absent from the notice period for a full day of the week, or eight hours (paid in both cases), to search for another job.
