The New Article 80 (The Rights of the Employer to Terminate his Worker) of the Saudi Labor Law

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The New Article 80 (The Rights of the Employer to Terminate his Worker) of the Saudi Labor Law,

Article 80 is one of the 38 new amendments in the Saudi Labor Law. The Amendments were approved by HRH King Salman by Royal Decree no. D/46 dated 5/6/1436H., corresponding to 25/3/2015G. and came into force on 18 October 2015

Ano ang nabago sa Article 80?

Sagot: Ang nabago ay case #7 lamang

Sa Old Article 80, ito ang case #7

(7) If the worker is absent without valid reason for more than twenty(20) days in one year or for more than ten (10) consecutive days, provided that the dismissal be preceded by a written warning from the employer to the worker if the latter is absent for ten (10) days in the first case and for five (5) days in the second.

Sa New Article 80, ito ang case #7

(7) If the worker is absent without valid reason for more than thirty (30) days in one year or for more than fifteen (15) consecutive days, provided that the dismissal be preceded by a written warning from the employer to the worker if the latter is absent for twenty (20) days in the first case and for ten (10) days in the second.

Karagdagang paliwanag sa Article 80

Mahalagang malaman ng mga workers ang buong article 80 para makaiwas sa problema na maari syang materminate ng employer na walang matanggap na benefits at walang laban .

Nasa baba ang English translation ng Article 80 at ang translation ng Patnubay para mas lalo ninyong maiintindihan ito.

English Translation of Article (80):

An employer may not terminate the contract without an award, advance notice or indemnity except in the following cases, and provided that he gives the worker a chance to state his reasons for objecting to the termination:

(1) If, during or by reason of the work, the worker assaults the employer, the manager in-charge or any of his superiors. 
(2) If the worker fails to perform his essential obligations arising from the work contract, or to obey legitimate orders, or if, in spite of written warnings, he deliberately fails to observe the instructions related to the safety of work and workers as may be posted by the employer in a prominent place.
(3) If it is established that the worker has committed a misconduct or an act infringing on honesty or integrity.
(4) If the worker deliberately commits any act or default with the intent to cause material loss to the employer, provided that the latter shall report
the incident to the appropriate authorities within twenty-four hours from being aware of such occurrence.
(5) If the worker resorts to forgery in order to obtain the job.
(6) If the worker is hired on probation.
(7) If the worker is absent without valid reason for more than thirty (30) days in one year or for more than fifteen (15) consecutive days, provided that the dismissal be preceded by a written warning from the employer to the worker if the latter is absent for twenty (20) days in the first case and for ten (10) days in the second.
(8) If the worker unlawfully takes advantage of his position for personal gain.
(9) If the worker discloses work- related industrial or commercial secrets.

Patnubay Translation of Article (80):

ang employer ay hindi maaring magterminate ng contract na walang an award, walang advance notice o walang indemnity MALIBAN SA MGA SUMUSUNOD NA KASO, at dapat din pagbigyan ng employer ang worker ng pagkakataon na magpaliwanag kung hindi sya sang-ayon sa pagterminate ng contract.

(1) kung sa oras ng trabaho or dahil sa trabaho, ang worker ay nananakit sa kanyang employer, manager in charge o sino mang nakakataas sa kanya.
(2) kung ang worker ay hindi nagampanan ang mga mahahalagang obligasyon na nakasaad sa contract, hindi marunong sumunod ng utos, na kahit sa iilang written warnings ay sinasadya ng worker na hindi susundin ang mga PANUNTUNAN NG KALIGTASAN sa trabaho at mga katrabaho, NA NAKAPASKIL SA MGA LUGAR NA PAGTRABAHOAN.
(3) kung napatunayan na ang worker ay gumawa ng hindi magandang asal o kilos na may paglabag sa katapatan at integridad.
(4) kung ang worker ay sadyang gumawa ng anumang pananadya na maging sanhi ng pagkawala ng mga bagay na pagmamay-ari ng employer, at kung naireport ng employer sa awtoridad ang mga nawalang bagay sa loob ng 24 oras mula ng pagkawala nito.
(5) Kung ang worker ay napatunayan na namemeke ng dokumento para matanggap sa trabaho.
(6) Kung ang worker ay under probationary period.
(7) Kung ang worker ay absent nang walang dahilan sa loob ng mahigit tatlumpong (30) araw sa loob ng isang taon kahit ang employer ay nagbigay na ng warning letter nang umabot ng dalawampung (20) araw na absent ang worker. Kung ang worker ay nag-absent ng higit sa labin-limang (15) magkakasunod na araw kahit ang employer ay nagbigay ng warning letter nang umabot sa sampung (10) araw na magkakasunod ang absent ng worker.
(8) Kung ang worker ay nagsamantala sa kanyang posisyon para sa personal na pakinabang
(9) Kung ang worker ay nagbunyag ng mga sekreto tungkol sa trabaho at mga sekreto tungkol sa kanyang company.

Sa susunod na gagawin nating graphics ay tungkol sa Article 81, kahit hindi ito napasama sa amendment; Mahalagang mapag-aralan din ang ARticle 81 dahil yon naman ay para sa Rights ng Worker na Magterminate ng contract.

Drafted by Abu Bakr Espiritu 
for PATNUBAY.org

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