Employment contracts may be concluded either for a definite term or for an indefinite term.
And an employment contract is deemed to have been made for an indefinite period where the employment relationship is not based on a fixed term. On the other hand, the conclusion of a definite termed employment contract is exceptional in labor law which is possible only if the work or contract is subject to an objective condition such as the cases where the work has a specified term or will be completed in a specified term or where a certain event occurs.
And definitely termed contracts shall be made in written form as a legal obligation.
An employment contract for a definite period must not be concluded more than once, except for essential reasons which may necessitate repeated {chain} contracts. Otherwise, the employment contract is deemed to have been made for an indefinite period from the very beginning.
One of the major differences between definite termed and indefinite termed employment contracts is the rights each of which grants for the employee. For example, whereas indefinite termed contracts necessitate a notice to be made prior to termination, payment of severance if an employee had worked for more than one year, as the case may be, definite termed contracts expire automatically {without any notice} upon the lapse of definite term and employee will not have the right of severance pay, except for unjustified early termination.
Knowing the general provisions of the labor law.
Understand employment Contracts, Types, and Termination.
Apply system wages and salaries.
Organization of Work.
Knowledge of the occupational health and safety system.
Knowledge of the Employment Service.
Supervision and Inspection of Working Conditions.
Knowledge of the administrative Penal Provisions.
Understand Supplementary, Transitional, and Concluding Provisions.
Team leaders.
lawyers.
Advisors.
Human resource staff.
Contract administrations in state cases, government departments, companies, and various institutions.
Employees who want to gain great skills & knowledge to improve their careers
Purpose and scope.
Definitions.
Declaring the establishment.
Exceptions.
The principle of equal treatment.
Transfer of the establishment or no one of its sections.
Temporary employment relationship.
Definition and form.
The freedom to determine the type and conditions of the employment contract.
Employment contract for a definite and indefinite-termed labor contract.
Part-time and full-time employment contracts.
Employment contract with a trial clause.
Notice of termination
Justification of termination with valid reasons.
Procedure in termination.
The procedure of appeal against termination.
Consequences of termination without a valid reason.
Change in working conditions and termination of the contract.
Responsibility of new employer.
Employee’s right to terminate the contract for just cause.
Employee's right to terminate the contract for just cause.
The prescribed period within which the right to summary termination may be exercised.
Permission to seek new employment.
Certificate of employment.
Collective dismissals.
The obligation to employ a disabled person and ex-convicts
The wage and its remuneration.
Insolvency of the employer.
Non-payment of wages.
Protected portion of wages.
The obligation of public agencies and principal employers to deduct employees’ wage claims from contractors’ entitlements.
Wage account slip.
Deduction of fines from wages.
Minimum wage.
Half wage.
Overtime wage.
Compulsory overtime work.
Overtime work in emergencies
Work on national days and public holidays.
Protected rights.
Remuneration for a weekly rest day.
Remuneration for a holiday.
Temporary disability.
Holiday pay in respect of the remuneration method.
Payments are not included in holiday pay.
Percentages in wages.
Documenting percentages payments.
Annual leave with pay and leave periods.
Entitlement annual leave with pay and its application period.
Unworked periods are considered to have been worked to qualify for annual leave with pay.
Implementing annual leave with pay.
Remuneration during annual leave.
Restriction on working during annual leave.
Annual leave pay upon the termination of the contract.
Regulations concerning annual leave with pay.
Social insurance contributions.
Cases where a reduction in wages is not permissible.
The world is packed with information; and most organizations struggle to recognize what information they have, why they need it, how long they need it for, and if it has any value. Furthermore, changes in the law, such as the recent changes in the UAE employment law, often call for tighter controls on contract documentation, and lead to a need for enhanced management of human resource and contract records. In addition, electronic information is under threat from cyber-attack and personal information is at risk of exposure. As such, the development and implementation of a records management program that includes document control methods to identify, secure, and protect critical information, is necessary for every organization.
The world is packed with information; and most organizations struggle to recognize what information they have, why they need it, how long they need it for, and if it has any value. Furthermore, changes in the law, such as the recent changes in the UAE employment law, often call for tighter controls on contract documentation, and lead to a need for enhanced management of human resource and contract records. In addition, electronic information is under threat from cyber-attack and personal information is at risk of exposure. As such, the development and implementation of a records management program that includes document control methods to identify, secure, and protect critical information, is necessary for every organization.
Organizations typically start using electronic document management systems to transform paper-based operations after reaching an internal tipping point in which customer response times become too slow, departments don’t have enough bandwidth to solve recurring process bottlenecks, paper archiving becomes too costly or large-scale regulatory risks are exposed during a data breach or compliance fines.
For organizations that have defined but resource-intensive business processes, EDMS is an ideal fit. Document management helps organizations across industries sidestep this busy work entirely by eliminating manual document maintenance, reclaiming valuable staff time, and boosting the bottom-line.
It is universally recognized that for any company to succeed it must take a proactive approach to risk management. Over the last few years, Companies and several countries legislators have been focusing on Process Safety as a method to reduce the risks posed by hazardous industries. Process Hazard Analysis (PHA) is recognized as being a critical tool in the implementation of a successful risk management system
The level of competition in current business environments requires a focus on practices that assist in the management of personal and workgroup tasks, priorities, and projects. All types of organizations need to find more productive means to offer their products and/or services, so goals are established and tasks assigned to better meet customer and stakeholder needs. A focus on the use of productive practices allows for effective and efficient management of project work, establishing priorities and meeting deadlines, and is an important part of customer service.
Through training as a lead disaster recovery manager, you can gain the knowledge and skills required to assist a company in creating, administering, and executing a disaster recovery plan. You will learn about business continuity management's best practices for disaster recovery processes and ICT disaster recovery services throughout this training course.