Employee rights and duties in the chemical manufacturing industry in Saudi Arabia?

Hello dear executives,

I have a question in my mind, please do solve it. Here it goes - who is a Sales Coordinator and who is a Sales Consultant? Who is superior among these two, and what are their rights and duties in the chemical manufacturing industry in Saudi Arabia? I hope my doubt will be cleared. I will be grateful to you.

Major difference between the two positions is: Sales Coordinator is an employee and ethically eligible to make decisions within the area of his authority/responsibility. The Sales Consultant, on the other hand, is an advisory position providing consultative and advisory services and support in making decisions but does not make decisions independently.

I am currently working in Saudi Arabia, where organizations do not have a well-developed organizational structure. Therefore, it can be challenging to determine hierarchy within the company. The hierarchy can be understood based on the organizational structure adopted by your company.

I hope this response is helpful. If you provide more information or share job descriptions, I can offer more insight.

You can contact me in Saudi Arabia; I reside in Riyadh city. You can reach me at 00966531534882, send me an email at khaiser@khaiser.com, or visit my website www.khaiser.com.

Boss,

You need to be clear about their job descriptions. If you have the job descriptions with gradings and internal relationships, it will be much easier for you to understand the differences between them. Additionally, the organizational structure would help you out.

Regards,
Zahir Ahmed

Hello friend,

Regarding employee rights and duties, the general terms and conditions will be outlined in the appointment letter. The duties and responsibilities will be explained by the boss, and rights will be clarified by the law of the land. In private organizations, it can be difficult to define the hierarchy, which will be determined by the CEO.

Before considering rights and duties, it is important to acknowledge that the boss is in charge. Money is a motivating factor in the world.

Dear Friend,

In a country like Saudi Arabia, employees do not have any rights, although duties are extensive. Whatever work is asked by the employer becomes the duty of the employee. Anyway, in any organization, an employee has rights such as sanctioning leave for junior team members, approving their bills, or sanctioning expenses up to a certain limit. This varies from company to company. In my career, I have seen companies where the VP had the power to sign vouchers up to an amount of Rs. 500.00 and approve discounts up to 10%. In contrast, the Area Head reporting to the same VP had the authority to approve discounts up to 12% and expenditures up to Rs. 10,000 per bill. Therefore, it depends on the trust the management places in a particular person. In the private sector, there are no standard powers, and it varies from person to person.

On the other hand, the difference between a Sales Consultant and a Sales Coordinator is clear. Both are employees, but the consultant's job is primarily to procure orders and satisfy clients. In contrast, a sales coordinator compiles orders from a group of Sales Consultants and processes them. The sales coordinator functions as a backend sales supervisor, though this is not a legally defined role. It depends on the management which designation they assign to the employee.

I hope this clarifies some of your doubts.

Best wishes,

Navneet Sarin

By definition and legal terminology applicable to a country like India, a consultant should not be on the payroll of the employer, and he/she cannot be considered as an 'employee' of the company. There is no employee-employer relationship in the case of a consultant. Services provided by the consultant shall be as per a mutually signed agreement between the parties.

In the case of a sales coordinator, it is expected that there should be an appointment letter issued to the coordinator, whereas in the case of a consultant, it should be in the form of an agreement. In both cases, the contents of the documents signed/received by the parties should be checked against the legal framework applicable to the country.