Does your university as a body recognise labour rights for all, including women & international staff?
Al Maarefa University is committed to upholding labor rights and fostering an equitable and inclusive working environment for all staff, including women and international employees. While formal unions are not part of Saudi Arabia’s labor structure, the university adheres to Saudi labor laws, such as Articles 12 and 74, which prohibit discrimination and ensure fair treatment in employment. These legal frameworks establish protections that safeguard the rights of all workers.
In addition to these legal requirements, Al Maarefa University has implemented internal policies that encourage transparency and open dialogue between staff and administration. This includes clear channels for addressing grievances and mechanisms to ensure employee concerns are heard and resolved effectively. These initiatives reflect the university’s proactive approach to maintaining a collaborative and respectful workplace culture.
For international staff, Al Maarefa ensures compliance with labor laws by offering fair contracts, visa sponsorships, and resources to support their integration into the local community. Women employees benefit from specific initiatives aimed at creating equitable opportunities and addressing unique challenges they may face. The university also promotes diversity and inclusivity through professional development programs and workshops.
By harmonizing its internal policies with Saudi labor laws, Al Maarefa University exemplifies its dedication to labor rights and employee well-being, creating a supportive and fair environment for all.
Recognizing unions and labor rights for all
Article 9:
https://www.saudiembassy.net/labor-and-workmen-law#Chapter%20VI:%20Protection%20of%20Wages
Both the employer and the workman shall know all the contents of the Labor Law so that each shall know where he stands and be aware of his rights and obligations. In addition, there shall be displayed at a conspicuous place in every establishment employing twenty or more workmen a set of rules, duly approved by the Ministry of Labor, for the purpose of regulating the work in the establishment, and containing the following:
- Classification of the workmen according to their occupational categories.
- Work periods and hours, official holidays, weekly day of rest, and pay days for the various categories of workmen.
- Work shifts.
- Rules governing attendance, tardiness, absence, entry into and exit from the places of work, and inspection.
- Vacations and eligibility therefor.
- Any other details required by the nature of work in the establishment.
- There shall also be displayed at a conspicuous place in the establishment a set of disciplinary rules listing the acts, offences, acts of insubordination and the workman’s obligations, and the corresponding cash penalties or disciplinary actions, in accordance with the standard disciplinary rules to be issued by the Minister of Labor. Such rules and any amendments thereto shall not become effective except after they have been approved by the Ministry of Labor.
Boost for workers’ rights in Saudi Arabia
https://www.ilo.org/global/about-the-ilo/newsroom/news/WCMS_007782/lang–en/index.htm
GENEVA (ILO News) – Workers in Saudi Arabia are now able to defend their rights through committees at the workplace, a move welcomed by ILO Director-General Juan Somavia as another step in promoting social and labour rights in the Middle East.
After a visit to Saudi Arabia earlier this year by a team of ILO experts, the Saudi Minister of Labour, Dr. Ali Al-Namlah, has now signed into law new labour rules that allow workers in Saudi Arabia – both national and foreign – to establish committees to guard their interests at workplaces where 100 or more are employed.
“This is a milestone in the labour history of Saudi Arabia and recognizes the valuable role that organized labour can play in the economic and social development of the country,” Mr. Somavia said. “It is gratifying for the ILO to be cooperating with a country which is making real efforts to promote social and labour rights.”
In Bahrain, the ILO has provided similar technical assistance in helping workers’ committees move to full Trade Union status.
The ILO hopes other States in the Gulf will follow these models to ensure conformity with fundamental standards and principles on trades union and collective bargaining rights, Mr. Somavia said.
Mr. Somavia visited Bahrain and Saudi Arabia in October 2001 and signed a cooperation agreement with the labour Ministers of the Gulf States, under which these countries will benefit from ILO technical programmes to promote core ILO standards in the fields of trade union rights, forced labour, child labour and equal opportunities.
Last week, another ILO expert team completed consultations with Saudi Ministry of Labour officials on a comprehensive new labour law which is expected to be submitted to the Consultative Assembly (Shora) in the near future.
Ministry of Human Resources
UM follows the Ministry of Human Resources system as a policy, and the labor court system, in order to preserve employee rights.
Article 210: Labor Disputes Settlement Bodies
The labor disputes settlement bodies consist of:
- The Primary Commission for Settlement of Disputes.
- The Higher Commission for Settlement of Disputes.
Article 211: Appointing Members of the Commissions
Members of the commissions are appointed by a decision of the Minister, with the approval of the Council of Ministers. These members must be qualified in legal or rights-related expertise.
Article 212: Assignments of the Primary Commission Members
The Minister determines the work assignments of each member of the Primary Commission, which can include one or more members. Each member specializes in specific cases assigned to their scope of work. If the scope involves multiple jurisdictions, it will be referred to as the “President’s Jurisdiction.” Additionally, the responsibilities include organizing and distributing cases among commission members and managing administrative tasks.
Article 213: Work Office Representation
If the Primary Commission has not been established in a specific work office, the Minister may assign the nearest commission to handle the work duties of the absent office, based on its geographical and functional relevance.
Article 214: Scope of the Primary Commission
The Primary Commission is responsible for the following:
- Settling disputes:
- 1/1 Disputes with a claim value not exceeding 10,000 Saudi Riyals.
- 1/2 Acknowledgment of violations that affect workers.
- 1/3 Imposing penalties for violations defined in the system, not exceeding 5,000 Riyals per penalty or a total of 10,000 Riyals.
- Addressing claims regarding compensation for damages or penalties, even if the damages exceed 10,000 Riyals.
Article 215:
The High Committee for Dispute Resolution is formed of multiple panels, each consisting of at least three members. Members are nominated by the Minister of Labor and approved by the Council of Ministers, including its chairman and members with expertise in labor disputes. These panels oversee dispute resolution, distribute cases, and supervise administrative operations under the guidance of the chairman.
Article 216:
Each panel within the High Committee issues final decisions in disputes. These decisions are binding and cannot be appealed, ensuring efficiency in resolving labor cases.
Article 217:
An appeal period of 30 days is granted from the date of notification of a decision by the Primary Panel. Failure to file within this period renders the decision enforceable and final.
Article 218:
Decisions by the High Committee must be implemented immediately after issuance unless an appeal is lodged within the stipulated period.
Article 219:
The High Committee holds the right to examine all labor disputes related to this regulation. It may request additional information or summon parties for clarification. It has access to records and documents as necessary for a thorough investigation.
Article 220:
Challenges against decisions are presented to the relevant Primary Panel located at the nearest labor office or panel’s designated office. The panel issues binding decisions to resolve disputes, ensuring adherence to labor regulations.
Article 221:
Disputes referred to the panel are resolved on an expedited basis as stipulated under this regulation, emphasizing fair and prompt justice.
Article 222:
Claims related to rights under this system or arising from a work contract are not accepted by the designated authorities if filed more than 12 months after the termination of the employment relationship.
Claims for rights under the previous labor system are not accepted if filed more than 12 months after the enforcement of this system.
Complaints about violations against this system, its regulations, or decisions must be filed within 12 months of the violation’s occurrence.
Article 223:
No authority mentioned in this chapter may refuse to issue a decision due to a lack of applicable provisions in this system. In such cases, Islamic principles, legal precedents, customs, and justice rules are to be applied.
Article 224:
Work contracts may include clauses requiring dispute resolution through arbitration. This agreement may also be made after the dispute arises. Arbitration is governed by the Kingdom’s Arbitration Law and its executive regulations.
Article 225:
Disputes that have been resolved by a final decision from the designated authorities cannot be re-raised before these or other judicial entities.
Article 226:
During reconciliation, arbitration, or proceedings before the designated authorities, the employer cannot alter employment conditions in ways that harm the worker.
Article 227:
The authority may require the losing party to pay all or part of the other party’s expenses.
Article 228:
The Council of Ministers issues procedural regulations for labor dispute settlement authorities.
UM Job behavior and Work Ethics
The university issued a policy of job behavior and work ethics, that explains the employee’s rights and duties for all employees, whether a woman or a man.
Employee Rights and Duties:
Rights of the Employee:
- To be treated with kindness, fairness, and equality, and to have their dignity and religious beliefs respected.
- Payment of salaries and financial entitlements on time.
- Provision of a suitable work environment with the necessary equipment, technology, and plans.
- Support and assistance throughout their educational and administrative processes to enhance their performance.
- Encouragement of personal initiatives, teamwork, and creativity.
- Maintenance of confidentiality regarding their personal information.
- Acknowledgment and encouragement of their notable achievements.
- The right to appeal any perceived injustice through the proper administrative channels.
Duties of the Employee:
- To adhere to work schedules and dedicate full attention to their tasks with professionalism and sincerity.
- To perform assigned duties outside official hours or during holidays with competence and integrity.
- To maintain dignity and avoid actions that could harm their honor or reputation.
- To follow work instructions and implement directives from superiors in accordance with approved regulations.
- When the new employee is hired, the job description is delivered to him with an employment contract explaining the duties and tasks of the employee, which is considered a document to preserve his rights.
Evidence: – copy of a contract and a job description.
https://docs.google.com/document/d/1co_rGUzZ487TSwxvl_r78mByuuym7JC4/edit
Flexibility in Work Environments
https://twitter.com/Mead_oct/status/1595844868609294337
With a group of fellow pharmacists
host us #كلية_الصيدلة #جامعة_المعرفة
I will meet the pharmacy students, God willing, next Monday and talk about flexibility in work environments
Almaarefa Talk
https://twitter.com/Mmsc_Students/status/1654862286056574976
The Academic Advising Committee of the Faculty of Medicine announces the “Almaarefa Talk” in cooperation with graduates of the Faculty of Medicine 👩🏻⚕️👨🏽⚕️
Date : Wednesday, May 10th
Timing ⏱️ : 11 am – 1 pm
Location : University Theatre
