HR Policies

sajid_rasheed · 08-01-2009, 10:27 AM

Dear Mr. Iyer

Welcome to the Forum. We appreciate you trust this cite and the members for useful information.
Saudi Arabia has a mixed workforce from different nationalities, I am sure there wont be any standard Manual as such which can be implemented as a blanket rule for different verticals. I suggest you, email the detailed information such as strength of workforce, Nationalites, Grades or Bands, positions etc and I am sure me or someone will surely forward you relevant information to your specific requirement.

Regards

Sajid Rasheed

Quote:

Originally Posted by rbiyer

Hi, I am deputed from India to review the HR policies for a baking production unit in Saudi. Since the labour laws are different, i need to have a better insight into the policies in Saudi which will help me re-engineering the same (building block)

If you share the sample manual, it will be wonderful

Thanks in anticipation

Regards
Rajesh Balasubramanian (rajesh.kalpathy@gmail.com)

rbiyer · 11-01-2009, 12:15 PM

Dear Mr. Rasheed

It is wonderful that you are moderating this in a nice way. My primary interest is the statutory requirements in this land and leaves/holidays in general. This would provide my insight to work on the manual. At the end of the day, the policies are for strengthening the culture organization want to promote, hence cannot be the same.

So if you can guide me through the statutory obligations are organizations to follow (such as in India we have provident fund where the employer and employee pays a defined % of basic - fund managed by govt.- this is mandatory if you have more than 20 people in the organization)

what benefits generally employees enjoy? is there an agency which enforces this law and inspects/conducts audit?

thanks in anticipation

regards
Rajesh Iyer (rajesh.kalpathy@gmail.com)

sajid_rasheed · 14-01-2009, 06:04 PM

Dear Mr. Iyer

Yes, every Kingdom and State in GCC is governed and has proper systems and checks on Labour Relations and Benefits. I will try to forward you information pertaining to Saudi Employment Laws to your email I am sure it will help you build up your case

Regards

Sajid Rasheed

Quote:

Originally Posted by rbiyer

Dear Mr. Rasheed

It is wonderful that you are moderating this in a nice way. My primary interest is the statutory requirements in this land and leaves/holidays in general. This would provide my insight to work on the manual. At the end of the day, the policies are for strengthening the culture organization want to promote, hence cannot be the same.

So if you can guide me through the statutory obligations are organizations to follow (such as in India we have provident fund where the employer and employee pays a defined % of basic - fund managed by govt.- this is mandatory if you have more than 20 people in the organization)

what benefits generally employees enjoy? is there an agency which enforces this law and inspects/conducts audit?

thanks in anticipation

regards
Rajesh Iyer (rajesh.kalpathy@gmail.com)

talentsupply · 15-01-2009, 12:50 PM

Dear Rajesh,

Saudi Arabia is governed through the principles of Shari’ah which are set out in the Qur’an, the holy book of Islam. Anyone interested in taking employment in the Kingdom should take time to understand the basic principles of Islamic law and in particular how Asian, Western and all other foreign workers in the Kingdom of Saudi Arabia are expected to behave.

I wish I could share the information that I am aware of on the grounds of Saudi labor and Workmen law. Nevertheless, a detailed study on the new law amendments would be appreciated before you take a call on either rewriting polices or while mapping the process on HR.

Eligibility to avail leave and calculation of the same is purely reliant on various service conditions; the law enforced by the Saudi Labor Ministry stipulates everything in great deal in the documents attached.

For Example:
As stipulated in the “Article 53”: If the worker is subject to a probation period, the same shall be expressly stated and clearly indicated in the work contract. Such probation period shall not exceed ninety days, Excusevly of Eid-Al Fitr, and Eid al- Ahda holidays and sick leaves. Each party have right to terminate the contract to only one of them.
More information’s are stipulated in the subsequent “Articles”
As stipulated in the “Article 109”: A worker shall be entitled to a prepaid annual leave of not less than 21 days, to be increased to a period of not less than 30 days if the worker spends 5 consecutive years in service with the employer.

Þ However, a worker shall not enjoy his leave in the year it is due. He may not forgo it or receive cash in lieu during his period of service. The employer may set the dates of such leave according to work requirements or may grant them in rotation to ensure smooth progress of work. The employer shall notify the worker of date of his leave in sufficient time of not less than 30 days.

Article 152: During the maternity leave, an employer shall pay the female worker half her
wage if she has been in his service for one year or more, and a full wage if she has served for three years or more as of the date of commencement of such leave. A female worker shall not be paid any wages during her regular annual leave if she has enjoyed in the same year a maternity leave with full wage. She shall be paid half her wage during the annual leave if she has enjoyed in the same year a maternity leave at half wage

ESB
Article 84
Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half-month wage for each of the first five years and a one-month wage for each of the following years. The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.

Please note that there are many other supporting laws as well; a thorough understanding on the immigration and labor laws are necessary for crafting effective strategies. In the event of this, I would certainly appreciate if you could refer the following attached documents before you go ahead in reframing the policy structures. As the same could provide you with good insight on the recruitment, ESB, Work relations, Work Conditions & Circumstances, part time work etc

Note: Please check with the immigration department or any other service providers to identify more info on immigration procedures.

Please feel free to revert for any other support/assistance.

Regards
Sinjo

sajid_rasheed · 15-01-2009, 04:34 PM

Thanks Sinjo. Appreciate your efforts for giving such an elaborative perspective to Rajesh's query.

Mr. Iyer. I have forward some attachments to your email these have been provided by Sinjo.

Cheers

Sajid

sreeni · 16-01-2009, 10:49 AM

dear Shahid,

Can you send me a copy of "HR Policy documents to this ID."

Regards,

Sreenivas

sajid_rasheed · 18-01-2009, 04:56 PM

Sri

Shahid had a query on Policies. He aint giving Sample solution on Policies I guess.

Sajid

Quote:

Originally Posted by sreeni@soham4u.com

dear Shahid,

Can you send me a copy of "HR Policy documents to this ID."

Regards,

Sreenivas

rbiyer · 19-01-2009, 06:21 PM

Thanks Sinjo. Good to know few points to ponder

RB

rbiyer · 19-01-2009, 06:24 PM

Thanks Sajid. I am working on it. Thanks for the details and documents which could certainly help me managing the delivery

sajid_rasheed · 20-01-2009, 08:51 AM

You are WELCOME Mr. Iyer. Anytime ! Its our pleasure !!

Sajid