[:en]Employment, apprenticeship and vocational training 26.7[:ar]اﻻﺳﺘﺨﺪاﻡ ﻭاﻟﺘﻠﻤﺬﺓ ﻭاﻟﺘﺪﺭﻳﺐ اﻟﻤﻬﻨﻲ[:]

[:en]

Employment, apprenticeship and vocational training

7.
In employment, apprenticeship and vocational training

 


11.7
In use: Chapter 1

 

Article 7

 

The Minister shall issue decisions regulating the conditions of employment in the private sector, in particular:

 

  1. Conditions for the transfer of labor from one employer to another.
  2. Conditions of authorization to work part-time from an employer with another employer.
  3. Data that employers must notify the Ministry of State employees authorized to work with employers outside government working hours.
  4. Jobs, occupations and jobs that may not be filled until after passing the professional tests in accordance with the regulations set by the Ministry in coordination with the concerned authorities.

 

Article 8

Each employer shall notify the competent authority of his employment needs. He shall inform the competent authority annually of the number of workers employed by him on the forms prepared for this in accordance with the conditions and conditions prescribed by the competent authorities.

 

Article 9

A public body with legal personality and an independent budget shall be established, called the General Authority for Manpower, supervised by the Minister of Social Affairs and Labor, which shall assume the competencies prescribed for the Ministry in this law, as well as the recruitment of foreign laborers, as required by the applicant’s labor.

 

Article 10

An employer is prohibited from employing foreign workers unless authorized by his competent authority. The Minister shall issue a decision on the procedures, documents and fees to be collected from the employer.

 

In the case of rejection, the rejection decision must be reasoned.

 

The reason for rejection shall not be the amount of capital, otherwise the decision shall be null and void.

 

The employer shall not recruit workers from outside the country or employ workers from within the country and then refuse to hand them over to him or prove that he does not really need them, and the employer shall pay the laborer’s expenses for the return of the worker. The latter shall cover the expenses of returning the worker to his country after submitting a report of absence from the original sponsor.

 

Article 11

The Ministry and the competent authority are prohibited from exercising any discrimination or preference in the treatment of employers in granting or transferring work permits by granting them to some of them and stopping them under any pretext or justification. However, some employers may not be excluded from this suspension exclusively during this period. It shall be deemed null and void as if not all conduct took place in violation of this article.

 


Chapter II:
18-12
in apprenticeship and vocational training

 

Article 12

 

A professional student shall be deemed to be a person who has completed the age of fifteen years contracted with the establishment with the intent to learn a profession within a specified period in accordance with the conditions and rules agreed upon and where no special provision is made in this employer.

 

Article 13

 

Must be an apprenticeship contract in writing and editor of three copies, one for each of the parties hereto and placed third to the competent authority of the ministry during the week for ratification and determined in the contract, the profession, the duration of learning stages in a row and reward progressively at every stage of education is not less than in the last stage Minimum wage for similar work.

 

In no case shall the remuneration be determined on the basis of production or piece.

 

Article 14

 

An employer may terminate the apprenticeship contract if the pupil breaches his or her obligations under the contract or proves that he / she is not ready for education.

 

The student may also terminate the contract and wish to terminate the contract to notify the other party of his wish to do so at least seven days in advance.

 

Article 15

 

Vocational training means the means and theoretical and practical programs that provide workers with the opportunity to develop their information or skills, gain practical training to refine their abilities and raise their productive competencies and prepare them for a career in the profession.

 

Article 16

 

The Minister shall, in cooperation and coordination with the academic and professional bodies concerned, determine the conditions and conditions required for the holding of vocational training programs, the limits of the duration of training, theoretical programs, theoretical programs and theoretical frameworks.

 

Such decision may include the obligation of one or more enterprises to train workers in centers or institutes of another enterprise if the first establishment does not have a training center or institute.

 

Article 17

 

The establishment subject to the provisions of this section shall be obliged to pay the worker full wages for the period of his training whether inside or outside the establishment.

 

Article 18

 

The apprentice and apprentice shall be obliged to work after the end of his / her education or training with the employer for a similar period of apprenticeship or training and up to a maximum of five years. If this obligation is breached, the employer will have to reimburse the expenses incurred in the education or training thereof for the remainder of the period to be spent at work.

 


 


Chapter 19 : Running Events

 

Article 19

 

The employment of persons under the age of fifteen calendar years is prohibited.

 

Article 20

 

The Ministry may, with the permission of the Ministry, employ juveniles who have attained the age of fifteen years but who have not attained the age of eighteen under the following conditions:

 

(A) Their employment shall be in industries other than hazardous occupations or occupations that are harmful to health, as issued by a decision of the Minister.

(B) Signing a medical examination before joining them thereafter at periodic intervals not exceeding six months. The Minister shall issue a decision specifying these industries, occupations, procedures and scheduling of medical examination.

 

Article 21

 

The maximum number of working hours for juveniles is six hours per day provided that they do not work more than four consecutive hours followed by a rest period of at least one hour.

They are prohibited from working overtime, on weekends and on public holidays, or from seven in the evening until six in the morning.

 


26-22
Chapter 4: Employment of women

 

Article 22

 

Women shall not be employed at night between 10 pm and 7 am, except for hospitals, sanatoriums, private homes and other institutions, which shall be issued by the Minister of Labor Affairs in the Ministry of Social Affairs. With transportation to and from the workplace.

The working hours during the month of Ramadan are excluded from the provisions of this Article.

 

Article 23

 

It is prohibited to employ women in hazardous, hard work or harmful work, and they are prohibited from engaging in work that is harmful to morality, which is based on the exploitation of their femininity that is inconsistent with public morals, as well as the employment of those who do not.

Such actions and bodies shall be determined by a decision of the Minister of Social Affairs and Labor after consultation with the Advisory Committee on Labor Affairs and the competent organization.

 

Article 24

 

Pregnant women are entitled to a paid leave that is not counted from their other leave for a period of seventy days for delivery, provided that the status is given during that period.

Upon the end of the maternity leave, the employer may grant working women upon their request leave without pay for a period not exceeding four months to care for children.

An employer shall not terminate the service of the worker while she is entitled to such leave or interruption from work due to a medical certificate proving that it is the result of pregnancy or childbirth.

 

Article 25

 

Working women must be given two hours of breastfeeding at work in accordance with the conditions and conditions prescribed by the Ministry’s decision, and the employer must establish nurseries for children under 4 years of age in more than 50 workplaces.

 

Article 26

 

Working women are entitled to the same pay as men if they do the same work.[:ar]

اﻻﺳﺘﺨﺪاﻡ ﻭاﻟﺘﻠﻤﺬﺓ ﻭاﻟﺘﺪﺭﻳﺐ اﻟﻤﻬﻨﻲ

– 7

ﻓﻲ اﻻﺳﺘﺨﺪاﻡ ﻭاﻟﺘﻠﻤﺬﺓ ﻭاﻟﺘﺪﺭﻳﺐ اﻟﻤﻬﻨﻲ


11 – 7

ﻓﻲ اﻻﺳﺘﺨﺪاﻡ: اﻟﻔﺼﻞ اﻷﻭﻝ

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 7

ﻳﺼﺪﺭ اﻟﻮﺯﻳﺮ اﻟﻘﺮاﺭاﺕ اﻟﻤﻨﻈﻤﺔ ﻟﺸﺮﻭﻁ اﺳﺘﺨﺪاﻡ اﻟﻌﻤﺎﻟﺔ ﻓﻲ اﻟﻘﻄﺎﻉ اﻷﻫﻠﻲ ﻭﻋﻠﻰ ﻭﺟﻪ اﻟﺨﺼﻮﺹ ﻣﺎ ﻳﻠﻲ:

  1. ﺷﺮﻭﻁ اﻧﺘﻘﺎﻝ اﻷﻳﺪﻱ اﻟﻌﺎﻣﻠﺔ ﻣﻦ ﺻﺎﺣﺐ ﻋﻤﻞ ﺇﻟﻰ ﺁﺧﺮ.
  2. ﺷﺮﻭﻁ اﻹﺫﻥ ﺑﺎﻟﻌﻤﻞ ﺑﻌﺾ اﻟﻮﻗﺖ ﻟﻠﻌﻤﺎﻟﺔ ﻣﻦ ﺻﺎﺣﺐ ﻋﻤﻞ ﻟﺪﻯ ﺻﺎﺣﺐ ﻋﻤﻞ ﺁﺧﺮ..
  3. اﻟﺒﻴﺎﻧﺎﺕ اﻟﺘﻲ ﻳﺘﻌﻴﻦ ﻋﻠﻰ ﺃﺻﺤﺎﺏ اﻷﻋﻤﺎﻝ ﺃﻥ ﻳﺨﻄﺮﻭا ﺑﻬﺎ اﻟﻮﺯاﺭﺓ ﻭاﻟﺘﻲ ﺗﺘﻌﻠﻖ ﺑﻤﻮﻇﻔﻲ اﻟﺪﻭﻟﺔ اﻟﻤﺮﺧﺺ ﻟﻬﻢ ﺑﺎﻟﻌﻤﻞ ﻟﺪﻯ ﺃﺻﺤﺎﺏ اﻷﻋﻤﺎﻝ ﻓﻲ ﻏﻴﺮ ﺃﻭﻗﺎﺕ اﻟﻌﻤﻞ اﻟﺤﻜﻮﻣﻲ.
  4. اﻟﻮﻇﺎﺋﻒ ﻭاﻟﻤﻬﻦ ﻭاﻷﻋﻤﺎﻝ اﻟﺘﻲ ﻻ ﻳﺠﻮﺯ ﺷﻐﻠﻬﺎ ﺇﻻ ﺑﻌﺪ اﺟﺘﻴﺎﺯ اﻻﺧﺘﺒﺎﺭاﺕ اﻟﻤﻬﻨﻴﺔ ﻭﻓﻘﺎ ﻟﻠﻀﻮاﺑﻂ اﻟﺘﻲ ﺗﻀﻌﻬﺎ اﻟﻮﺯاﺭﺓ ﺑﺎﻟﺘﻨﺴﻴﻖ ﻣﻊ اﻟﺠﻬﺎﺕ اﻟﻤﻌﻨﻴﺔ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 8

ﻋﻠﻰ ﻛﻞ ﺻﺎﺣﺐ ﻋﻤﻞ ﺃﻥ ﻳﻘﻮﻡ ﺑﺈﺧﻄﺎﺭ اﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ ﺑﺎﺣﺘﻴﺎﺟﺎﺗﻪ ﻣﻦ اﻟﻌﻤﺎﻟﺔ ﻭﻋﻠﻴﻪ ﺃﻥ ﻳﺨﻄﺮ اﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ ﺳﻨﻮﻳﺎ ﺑﻌﺪﺩ اﻟﻌﻤﺎﻟﺔ اﻟﺬﻳﻦ ﻳﻌﻤﻠﻮﻥ ﻟﺪﻳﻪ ﻭﺫﻟﻚ ﻋﻠﻰ اﻟﻨﻤﺎﺫﺝ اﻟﻤﻌﺪﺓ ﻟﺬﻟﻚ ﻭﻓﻘﺎ ﻟﻠﻀﻮاﺑﻂ ﻭاﻟﺸﺮﻭﻁ اﻟﺘﻲ ﻳﺼﺪﺭ ﺑﻬﺎ ﻗﺮاﺭا ﻣﻦ اﻟﻮﺯﻳﺮ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 9

ﺗﻨﺸﺄ ﻫﻴﺌﺔ ﻋﺎﻣﺔ ﺫاﺕ ﺷﺨﺼﻴﺔ اﻋﺘﺒﺎﺭﻳﺔ ﻭﻣﻴﺰاﻧﻴﺔ ﻣﺴﺘﻘﻠﺔ ﺗﺴﻤﻰ اﻟﻬﻴﺌﺔ اﻟﻌﺎﻣﺔ ﻟﻠﻘﻮﻯ اﻟﻌﺎﻣﻠﺔ ﻳﺸﺮﻑ ﻋﻠﻴﻬﺎ ﻭﺯﻳﺮ اﻟﺸﺆﻭﻥ اﻻﺟﺘﻤﺎﻋﻴﺔ ﻭاﻟﻌﻤﻞ ﺗﺘﻮﻟﻰ اﻹﺧﺘﺼﺎﺻﺎﺕ اﻟﻤﻘﺮﺭﺓ ﻟﻠﻮﺯاﺭﺓ ﻓﻲ ﻫﺬا اﻟﻘﺎﻧﻮﻥ ﻭﻛﺬﻟﻚ اﺳﺘﻘﺪاﻡ اﻟﻌﻤﺎﻟﺔ اﻟﻮاﻓﺪﺓ ﺑﻨﺎء ﻋﻠﻰ ﻃﻠﺒﺎﺕ ﺃﺻﺤﺎﺏ اﻟﻌﻤﻞ ﻭﻳﺼﺪﺭ ﺑﺘﻨﻈﻴﻤﻬﺎ ﻗﺎﻧﻮﻥ ﺧﻼﻝ ﺳﻨﺔ ﻣﻦ ﺗﺎﺭﻳﺦ اﻟﻌﻤﻞ ﺑﻬﺬا اﻟﻘﺎﻧﻮﻥ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 10

ﻳﺤﻈﺮ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺗﺸﻐﻴﻞ ﻋﻤﺎﻟﺔ ﺃﺟﻨﺒﻴﺔ ﻣﺎ ﻟﻢ ﺗﺄﺫﻥ ﻟﻬﻢ اﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ ﺑﺎﻟﻌﻤﻞ ﻟﺪﻳﻪ ﻭﻳﺼﺪﺭ اﻟﻮﺯﻳﺮ ﻗﺮاﺭا ﺑﺎﻹﺟﺮاءاﺕ ﻭاﻟﻤﺴﺘﻨﺪاﺕ ﻭاﻟﺮﺳﻮﻡ اﻟﺘﻲ ﻳﺘﻌﻴﻦ اﺳﺘﻴﻔﺎﺅﻫﺎ ﻣﻦ ﺻﺎﺣﺐ اﻟﻌﻤﻞ.

ﻭﻓﻲ ﺣﺎﻟﺔ اﻟﺮﻓﺾ ﻳﺠﺐ ﺃﻥ ﻳﻜﻮﻥ ﻗﺮاﺭ اﻟﺮﻓﺾ ﻣﺴﺒﺒﺎ.

ﻭﻻ ﻳﺠﻮﺯ ﺃﻥ ﻳﻜﻮﻥ ﺳﺒﺐ اﻟﺮﻓﺾ ﻣﻘﺪاﺭ ﺭﺃﺱ اﻟﻤﺎﻝ ﻭﺇﻻ ﻛﺎﻥ اﻟﻘﺮاﺭ ﺑﺎﻃﻼ ﺑﻄﻼﻧﺎ ﻣﻄﻠﻘﺎ ﻭﻛﺄﻥ ﻟﻢ ﻳﻜﻦ.

ﻭﻻ ﻳﺠﻮﺯ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﺴﺘﻘﺪﻡ ﻋﻤﺎﻻ ﻣﻦ ﺧﺎﺭﺝ اﻟﺒﻼﺩ ﺃﻭ ﺃﻥ ﻳﺴﺘﺨﺪﻡ ﻋﻤﺎﻻ ﻣﻦ ﺩاﺧﻞ اﻟﺒﻼﺩ ﺛﻢ ﻳﻌﻤﺪ ﺇﻟﻰ ﻋﺪﻡ ﺗﺴﻠﻴﻤﻬﻢ اﻟﻌﻤﻞ ﻟﺪﻳﻪ ﺃﻭ ﻳﺜﺒﺖ ﻋﺪﻡ ﺣﺎﺟﺘﻪ اﻟﻔﻌﻠﻴﺔ ﻟﻬﻢ، ﻭﻳﺘﻜﻔﻞ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﻤﺼﺎﺭﻳﻒ ﻋﻮﺩﺓ اﻟﻌﺎﻣﻞ ﺇﻟﻰ ﺑﻠﺪﻩ، ﻭﻓﻲ ﺣﺎﻟﺔ اﻧﻘﻄﺎﻉ اﻟﻌﺎﻣﻞ ﻋﻦ اﻟﻌﻤﻞ ﻭاﻟﺘﺤﺎﻗﻪ ﺑﺎﻟﻌﻤﻞ ﻟﺪﻯ اﻟﻐﻴﺮ ﻳﺘﻜﻔﻞ اﻷﺧﻴﺮ ﺑﻤﺼﺎﺭﻳﻒ ﻋﻮﺩﺓ اﻟﻌﺎﻣﻞ ﺇﻟﻰ ﺑﻠﺪﻩ، ﺑﻌﺪ ﺗﻘﺪﻳﻢ ﺑﻼﻍ ﺗﻐﻴﺐ ﺑﺤﻖ اﻟﻌﺎﻣﻞ ﻣﻦ اﻟﻜﻔﻴﻞ اﻷﺻﻠﻲ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 11

ﻳﺤﻈﺮ ﻋﻠﻰ اﻟﻮﺯاﺭﺓ ﻭاﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ ﺃﻥ ﺗﻤﺎﺭﺱ ﺃﻱ ﺗﻤﻴﻴﺰ ﺃﻭ ﺗﻔﻀﻴﻞ ﻓﻲ اﻟﻤﻌﺎﻣﻠﺔ ﺑﻴﻦ ﺃﺻﺤﺎﺏ اﻟﻌﻤﻞ ﻓﻲ ﻣﻨﺢ ﺃﺫﻭﻧﺎﺕ اﻟﻌﻤﻞ ﺃﻭ اﻟﺘﺤﻮﻳﻞ ﻭﺫﻟﻚ ﺑﻤﻨﺤﻬﺎ ﻟﺒﻌﻀﻬﻢ ﻭﺇﻳﻘﺎﻓﻬﺎ ﻟﻠﺒﻌﺾ اﻵﺧﺮ ﺗﺤﺖ ﺃﻱ ﺫﺭﻳﻌﺔ ﺃﻭ ﻣﺒﺮﺭ، ﻭﻳﺠﻮﺯ ﻟﻠﻮﺯاﺭﺓ ﻷﺳﺒﺎﺏ ﺗﻨﻈﻴﻤﻴﺔ ﺃﻥ ﺗﻮﻗﻒ ﺇﺻﺪاﺭ ﺃﺫﻭﻧﺎﺕ اﻟﻌﻤﻞ ﻭاﻟﺘﺤﻮﻳﻞ ﻟﻤﺪﺓ ﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﺃﺳﺒﻮﻋﻴﻦ ﻓﻲ اﻟﺴﻨﺔ، ﻋﻠﻰ ﺃﻧﻪ ﻻ ﻳﺠﻮﺯ اﺳﺘﺜﻨﺎء ﺑﻌﺾ ﺃﺻﺤﺎﺏ اﻷﻋﻤﺎﻝ ﻣﻦ ﻫﺬا اﻹﻳﻘﺎﻑ ﺩﻭﻥ ﻏﻴﺮﻫﻢ ﺧﻼﻝ ﻫﺬﻩ اﻟﻤﺪﺓ. ﻭﻳﻌﺘﺒﺮ ﺑﺎﻃﻼ ﺑﻄﻼﻧﺎ ﻣﻄﻠﻘﺎ ﻭﻛﺄﻥ ﻟﻢ ﻳﻜﻦ ﻛﻞ ﺗﺼﺮﻑ ﻳﺠﺮﻱ ﻋﻠﻰ ﺧﻼﻑ ﻫﺬﻩ اﻟﻤﺎﺩﺓ.


اﻟﻔﺼﻞ اﻟﺜﺎﻧﻲ :

18 – 12

ﻓﻲ اﻟﺘﻠﻤﺬﺓ ﻭاﻟﺘﺪﺭﻳﺐ اﻟﻤﻬﻨﻲ

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 12

ﻳﻌﺘﺒﺮ ﺗﻠﻤﻴﺬا ﻣﻬﻨﻴﺎ ﻛﻞ ﺷﺨﺺ ﺃﺗﻢ اﻟﺨﺎﻣﺴﺔ ﻋﺸﺮﺓ ﻣﻦ ﻋﻤﺮﻩ ﻣﺘﻌﺎﻗﺪ ﻣﻊ اﻟﻤﻨﺸﺄﺓ ﺑﻘﺼﺪ ﺗﻌﻠﻢ ﻣﻬﻨﺔ ﺧﻼﻝ ﻣﺪﺓ ﻣﺤﺪﺩﺓ ﻭﻓﻘﺎ ﻟﻠﺸﺮﻭﻁ ﻭاﻟﻘﻮاﻋﺪ اﻟﺘﻲ ﻳﺘﻔﻖ ﻋﻠﻴﻬﺎ ﻭﻓﻴﻤﺎ ﻟﻢ ﻳﺮﺩ ﻓﻴﻪ ﻧﺺ ﺧﺎﺹ ﻓﻲ ﻫﺬا اﻟﺒﺎﺏ ﺗﺴﺮﻱ ﻋﻠﻰ اﻟﺘﻠﻤﺬﺓ اﻷﺣﻜﺎﻡ اﻟﺨﺎﺻﺔ ﺑﺘﺸﻐﻴﻞ اﻷﺣﺪاﺙ اﻟﻮاﺭﺩﺓ ﻓﻲ ﻫﺬا اﻟﻘﺎﻧﻮﻥ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 13

ﻳﺠﺐ ﺃﻥ ﻳﻜﻮﻥ ﻋﻘﺪ اﻟﺘﻠﻤﺬﺓ اﻟﻤﻬﻨﻴﺔ ﻣﻜﺘﻮﺑﺎ ﻭﻣﺤﺮﺭا ﻣﻦ ﺛﻼﺙ ﻧﺴﺦ، ﻭاﺣﺪﺓ ﻟﻜﻞ ﻣﻦ ﻃﺮﻓﻴﻪ ﻭﺗﻮﺿﻊ اﻟﺜﺎﻟﺜﺔ ﺑﺎﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ ﺑﺎﻟﻮﺯاﺭﺓ ﺧﻼﻝ ﺃﺳﺒﻮﻉ ﻟﻠﺘﺼﺪﻳﻖ ﻋﻠﻴﻬﺎ ﻭﻳﺤﺪﺩ ﻓﻲ اﻟﻌﻘﺪ، اﻟﻤﻬﻨﺔ، ﻣﺪﺓ ﺗﻌﻠﻤﻬﺎ ﻭﻣﺮاﺣﻠﻬﺎ اﻟﻤﺘﺘﺎﺑﻌﺔ ﻭاﻟﻤﻜﺎﻓﺄﺓ ﺑﺼﻮﺭﺓ ﻣﺘﺪﺭﺟﺔ ﻓﻲ ﻛﻞ ﻣﺮﺣﻠﺔ ﻣﻦ ﻣﺮاﺣﻞ اﻟﺘﻌﻠﻴﻢ ﻋﻠﻰ ﺃﻻ ﺗﻘﻞ ﻓﻲ اﻟﻤﺮﺣﻠﺔ اﻷﺧﻴﺮﺓ ﻋﻦ اﻟﺤﺪ اﻷﺩﻧﻰ اﻟﻤﻘﺮﺭ ﻷﺟﺮ اﻟﻌﻤﻞ اﻟﻤﻤﺎﺛﻞ.

ﻭﻻ ﻳﺠﻮﺯ ﺑﺄﻱ ﺣﺎﻝ ﻣﻦ اﻷﺣﻮاﻝ ﺗﺤﺪﻳﺪ اﻟﻤﻜﺎﻓﺄﺓ ﻋﻠﻰ ﺃﺳﺎﺱ اﻹﻧﺘﺎﺝ ﺃﻭ اﻟﻘﻄﻌﺔ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 14

ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﻨﻬﻲ ﻋﻘﺪ اﻟﺘﻠﻤﺬﺓ ﺇﺫا ﺃﺧﻞ اﻟﺘﻠﻤﻴﺬ ﺑﻮاﺟﺒﺎﺗﻪ اﻟﻤﺘﺮﺗﺒﺔ ﻋﻠﻰ اﻟﻌﻘﺪ ﺃﻭ ﺛﺒﺖ ﻣﻦ اﻟﺘﻘﺎﺭﻳﺮ اﻟﺪﻭﺭﻳﺔ ﻋﻨﻪ ﻋﺪﻡ اﺳﺘﻌﺪاﺩﻩ ﻟﻠﺘﻌﻠﻴﻢ.

ﻛﻤﺎ ﻳﺠﻮﺯ ﻟﻠﺘﻠﻤﻴﺬ ﺇﻧﻬﺎء اﻟﻌﻘﺪ ﻭﻋﻠﻰ اﻟﺮاﻏﺐ ﻓﻲ ﺇﻧﻬﺎء اﻟﻌﻘﺪ ﺇﺧﻄﺎﺭ اﻟﻄﺮﻑ اﻷﺧﺮ ﺑﺮﻏﺒﺘﻪ ﻓﻲ ﺫﻟﻚ ﻗﺒﻞ ﺳﺒﻌﺔ ﺃﻳﺎﻡ ﻋﻠﻰ اﻷﻗﻞ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 15

ﻳﻘﺼﺪ ﺑﺎﻟﺘﺪﺭﻳﺐ اﻟﻤﻬﻨﻲ اﻟﻮﺳﺎﺋﻞ ﻭاﻟﺒﺮاﻣﺞ اﻟﻨﻈﺮﻳﺔ ﻭاﻟﻌﻤﻠﻴﺔ اﻟﺘﻲ ﺗﻬﻴﺊ ﻟﻠﻌﻤﺎﻝ ﻓﺮﺻﺔ ﺗﻄﻮﻳﺮ ﻣﻌﻠﻮﻣﺎﺗﻬﻢ ﻭﻣﻬﺎﺭاﺗﻬﻢ ﻭﻛﺴﺐ ﻣﺮاﻥ ﻋﻤﻠﻲ ﻟﺼﻘﻞ ﻗﺪﺭاﺗﻬﻢ ﻭﺭﻓﻊ ﻛﻔﺎءﺗﻬﻢ اﻹﻧﺘﺎﺟﻴﺔ ﻭﺇﻋﺪاﺩﻫﻢ ﻟﻤﻬﻨﺔ ﻣﻌﻴﻨﺔ ﺃﻭ ﺗﺤﻮﻳﻠﻬﻢ ﻟﻤﻬﻨﺔ ﺃﺧﺮﻯ ﻭﻳﺘﻢ اﻟﺘﺪﺭﻳﺐ ﻓﻲ ﻣﻌﺎﻫﺪ ﺃﻭ ﻣﺮاﻛﺰ ﺃﻭ ﻣﻨﺸﺂﺕ ﺗﺤﻘﻖ ﻫﺬا اﻟﻐﺮﺽ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 16

ﻳﺤﺪﺩ اﻟﻮﺯﻳﺮ ﺑﺎﻟﺘﻌﺎﻭﻥ ﻭاﻟﺘﻨﺴﻴﻖ ﻣﻊ اﻟﺠﻬﺎﺕ اﻷﻛﺎﺩﻳﻤﻴﺔ ﻭاﻟﻤﻬﻨﻴﺔ اﻟﻤﺨﺘﺼﺔ اﻟﺸﺮﻭﻁ ﻭاﻷﻭﺿﺎﻉ اﻟﻻﺯﻡ ﺗﻮاﻓﺮﻫﺎ ﻟﻌﻘﺪ ﺑﺮاﻣﺞ اﻟﺘﺪﺭﻳﺐ اﻟﻤﻬﻨﻲ ﻭاﻟﺤﺪﻭﺩ اﻟﻤﻘﺮﺭﺓ ﻟﻤﺪﺓ اﻟﺘﺪﺭﻳﺐ ﻭاﻟﺒﺮاﻣﺞ اﻟﻨﻈﺮﻳﺔ ﻭاﻟﻌﻤﻠﻴﺔ ﻭﻧﻈﺎﻡ اﻻﺧﺘﺒﺎﺭاﺕ ﻭاﻟﺸﻬﺎﺩاﺕ اﻟﺘﻲ ﺗﻌﻄﻰ ﻓﻲ ﻫﺬا اﻟﺸﺄﻥ ﻭاﻟﺒﻴﺎﻧﺎﺕ اﻟﺘﻲ ﺗﺪﻭﻥ ﻓﻴﻬﺎ.

ﻭﻳﺠﻮﺯ ﺃﻥ ﻳﺘﻀﻤﻦ ﻫﺬا اﻟﻘﺮاﺭ ﺇﻟﺰاﻡ ﻣﻨﺸﺄﺓ ﺃﻭ ﺃﻛﺜﺮ ﺑﺄﻥ ﺗﻘﻮﻡ ﺑﺘﺪﺭﻳﺐ اﻟﻌﻤﺎﻝ ﻓﻲ ﻣﺮاﻛﺰ ﺃﻭ ﻣﻌﺎﻫﺪ ﻣﻨﺸﺄﺓ ﺃﺧﺮﻯ ﺇﺫا ﻟﻢ ﻳﻜﻦ ﻟﻠﻤﻨﺸﺄﺓ اﻷﻭﻟﻰ ﻣﺮﻛﺰ ﺃﻭ ﻣﻌﻬﺪ ﺗﺪﺭﻳﺐ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 17

ﺗﻠﺘﺰﻡ اﻟﻤﻨﺸﺄﺓ اﻟﺨﺎﺿﻌﺔ ﻷﺣﻜﺎﻡ ﻫﺬا اﻟﺒﺎﺏ ﺑﺄﻥ ﺗﺆﺩﻱ ﺇﻟﻰ اﻟﻌﺎﻣﻞ ﺃﺟﺮﻩ ﻛﺎﻣﻼ ﻋﻦ ﻓﺘﺮﺓ ﺗﺪﺭﻳﺒﻪ ﺳﻮاء ﺩاﺧﻞ اﻟﻤﻨﺸﺄﺓ ﺃﻭ ﺧﺎﺭﺟﻬﺎ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 18

ﻳﻠﺘﺰﻡ اﻟﺘﻠﻤﻴﺬ اﻟﻤﻬﻨﻲ ﻭاﻟﻌﺎﻣﻞ اﻟﻤﺘﺪﺭﺏ ﺑﺄﻥ ﻳﻌﻤﻞ ﺑﻌﺪ ﺇﻧﺘﻬﺎء ﻣﺪﺓ ﺗﻌﻠﻴﻤﻪ ﺃﻭ ﺗﺪﺭﻳﺒﻪ ﻟﺪﻯ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻟﻤﺪﺓ ﻣﻤﺎﺛﻠﺔ ﻟﻤﺪﺓ اﻟﺘﻠﻤﺬﺓ ﺃﻭ اﻟﺘﺪﺭﻳﺐ ﻭﺑﺤﺪ ﺃﻗﺼﻰ ﺧﻤﺲ ﺳﻨﻮاﺕ. ﻓﺈﺫا ﺃﺧﻞ ﺑﻬﺬا اﻹﻟﺘﺰاﻡ ﻛﺎﻥ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﺴﺘﺮﺩ ﻣﻨﻪ اﻟﻤﺼﺮﻭﻓﺎﺕ اﻟﺘﻲ ﺗﺤﻤﻠﻬﺎ ﻓﻲ ﺳﺒﻴﻞ ﺗﻌﻠﻴﻤﻪ ﺃﻭ ﺗﺪﺭﻳﺒﻪ ﺑﻨﺴﺒﻪ ﻣﺎ ﺗﺒﻘﻰ ﻣﻦ اﻟﻤﺪﺓ اﻟﻮاﺟﺐ ﻗﻀﺎﺅﻫﺎ ﻓﻲ اﻟﻌﻤﻞ.



21 – 19

اﻟﻔﺼﻞ اﻟﺜﺎﻟﺚ : ﻓﻲ ﺗﺸﻐﻴﻞ اﻷﺣﺪاﺙ

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 19

ﻳﺤﻈﺮ ﺗﺸﻐﻴﻞ ﻣﻦ ﻳﻘﻞ ﺳﻨﻬﻢ ﻋﻦ ﺧﻤﺲ ﻋﺸﺮﺓ ﺳﻨﺔ ﻣﻴﻼﺩﻳﺔ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 20

ﻳﺠﻮﺯ ﺑﺈﺫﻥ ﻣﻦ اﻟﻮﺯاﺭﺓ ﺗﺸﻐﻴﻞ اﻷﺣﺪاﺙ ﻣﻤﻦ ﺑﻠﻐﻮا اﻟﺨﺎﻣﺴﺔ ﻋﺸﺮﺓ ﻭﻟﻢ ﻳﺒﻠﻐﻮا اﻟﺜﺎﻣﻨﺔ ﻋﺸﺮﺓ ﺑﺎﻟﺸﺮﻭﻁ اﻟﺘﺎﻟﻴﺔ:

ﺃ- ﺃﻥ ﻳﻜﻮﻥ ﺗﺸﻐﻠﻴﻬﻢ ﻓﻲ ﻏﻴﺮ اﻟﺼﻨﺎﻋﺎﺕ ﻭاﻟﻤﻬﻦ اﻟﺨﻄﺮﺓ ﺃﻭ اﻟﻤﻀﺮﺓ ﺑﺎﻟﺼﺤﺔ اﻟﺘﻲ ﻳﺼﺪﺭ ﺑﻬﺎ ﻗﺮاﺭ ﻣﻦ اﻟﻮﺯﻳﺮ.

ﺏ- ﺗﻮﻗﻴﻊ اﻟﻜﺸﻒ اﻟﻄﺒﻲ ﻋﻠﻴﻬﻢ ﻗﺒﻞ ﺇﻟﺤﺎﻗﻬﻢ ﺑﺎﻟﻌﻤﻞ ﺑﻌﺪ ﺫﻟﻚ ﻓﻲ ﻓﺘﺮاﺕ ﺩﻭﺭﻳﺔ ﻻ ﺗﺠﺎﻭﺯ ﺳﺘﺔ ﺃﺷﻬﺮ. ﻭﻳﺼﺪﺭ اﻟﻮﺯﻳﺮ ﻗﺮاﺭا ﺑﺘﺤﺪﻳﺪ ﻫﺬﻩ اﻟﺼﻨﺎﻋﺎﺕ ﻭاﻟﻤﻬﻦ ﻭاﻹﺟﺮاءاﺕ ﻭاﻟﻤﻮاﻋﻴﺪ اﻟﻤﻨﻈﻤﺔ ﻟﻠﻜﺸﻒ اﻟﻄﺒﻲ اﻟﺪﻭﺭﻱ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 21

اﻟﺤﺪ اﻷﻗﺼﻰ ﻟﺴﺎﻋﺎﺕ اﻟﻌﻤﻞ ﻟﻷﺣﺪاﺙ ﺳﺖ ﺳﺎﻋﺎﺕ ﻳﻮﻣﻴﺎ ﺑﺸﺮﻁ ﻋﺪﻡ ﺗﺸﻐﻴﻠﻬﻢ ﺃﻛﺜﺮ ﻣﻦ ﺃﺭﺑﻊ ﺳﺎﻋﺎﺕ ﻣﺘﻮاﻟﻴﺔ ﺗﺘﻠﻮﻫﺎ ﻓﺘﺮﺓ ﺭاﺣﺔ ﻻ ﺗﻘﻞ ﻋﻦ ﺳﺎﻋﺔ.

ﻭﻳﺤﻈﺮ ﺗﺸﻐﻴﻠﻬﻢ ﺳﺎﻋﺎﺕ ﻋﻤﻞ ﺇﺿﺎﻓﻴﺔ ﺃﻭ ﻓﻲ ﺃﻳﺎﻡ اﻟﺮاﺣﺔ اﻷﺳﺒﻮﻋﻴﺔ ﻭﺃﻳﺎﻡ اﻟﻌﻄﻞ اﻟﺮﺳﻤﻴﺔ ﺃﻭ ﻣﻦ اﻟﺴﺎﻋﺔ اﻟﺴﺎﺑﻌﺔ ﻣﺴﺎء ﺣﺘﻰ اﻟﺴﺎﻋﺔ اﻟﺴﺎﺩﺳﺔ ﺻﺒﺎﺣﺎ.


26 – 22

اﻟﻔﺼﻞ اﻟﺮاﺑﻊ : ﻓﻲ ﺗﺸﻐﻴﻞ اﻟﻨﺴﺎء

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 22

ﻻ ﻳﺠﻮﺯ ﺗﺸﻐﻴﻞ اﻟﻨﺴﺎء ﻟﻴﻼ ﻓﻲ اﻟﻔﺘﺮﺓ ﻣﺎﺑﻴﻦ اﻟﻌﺎﺷﺮﺓ ﻣﺴﺎءا ﻭاﻟﺴﺎﺑﻌﺔ ﺻﺒﺎﺣﺎ، ﻭﺗﺴﺘﺜﻨﻰ ﻣﻦ ﺫﻟﻚ اﻟﻤﺴﺘﺸﻔﻴﺎﺕ ﻭاﻟﻤﺼﺤﺎﺕ ﻭﺩﻭﺭ اﻟﻌﻼﺝ اﻷﻫﻠﻴﺔ ﻭاﻟﻤﺆﺳﺴﺎﺕ اﻷﺧﺮﻯ اﻟﺘﻲ ﻳﺼﺪﺭ ﺑﻬﺎ ﻗﺮاﺭ ﻣﻦ ﻭﺯﻳﺮ اﻟﺸﺌﻮﻥ اﻻﺟﺘﻤﺎﻋﻴﺔ ﻭاﻟﻌﻤﻞ، ﻋﻠﻰ ﺃﻥ ﺗﻠﺘﺰﻡ ﺟﻬﺔ اﻟﻌﻤﻞ ﻓﻲ ﺟﻤﻴﻊ اﻟﺤﺎﻻﺕ اﻟﻤﺸﺎﺭ ﺇﻟﻴﻬﺎ ﻓﻲ ﻫﺬﻩ اﻟﻤﺎﺩﺓ ﺑﺘﻮﻓﻴﺮ ﻣﺘﻄﻠﺒﺎﺕ اﻷﻣﻦ ﻟﻬﻦ ﻣﻊ ﺗﻮﻓﻴﺮ ﻭﺳﺎﺋﻞ اﻧﺘﻘﺎﻟﻬﻦ ﻣﻦ ﺟﻬﺔ اﻟﻌﻤﻞ ﻭﺇﻟﻴﻪ.

ﻛﻤﺎ ﺗﺴﺘﺜﻨﻰ ﻣﻦ ﺃﺣﻜﺎﻡ ﻫﺬﻩ اﻟﻤﺎﺩﺓ ﺳﺎﻋﺎﺕ اﻟﻌﻤﻞ ﺧﻼﻝ ﺷﻬﺮ ﺭﻣﻀﺎﻥ اﻟﻤﺒﺎﺭﻙ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 23

ﻳﺤﻈﺮ ﺗﺸﻐﻴﻞ اﻟﻤﺮﺃﺓ ﻓﻲ اﻷﻋﻤﺎﻝ اﻟﺨﻄﺮﺓ ﺃﻭ اﻟﺸﺎﻗﺔ ﺃﻭ اﻟﻀﺎﺭﺓ ﺻﺤﻴًﺎ، ﻛﻤﺎ ﻳﺤﻈﺮ ﺗﺸﻐﻴﻠﻬﺎ ﻓﻲ اﻷﻋﻤﺎﻝ اﻟﻀﺎﺭﺓ ﺑﺎﻷﺧﻼﻕ ﻭاﻟﺘﻲ ﺗﻘﻮﻡ ﻋﻠﻰ اﺳﺘﻐﻼﻝ ﺃﻧﻮﺛﺘﻬﺎ ﺑﻤﺎ ﻻ ﻳﺘﻔﻖ ﻣﻊ اﻵﺩاﺏ اﻟﻌﺎﻣﺔ، ﻭﻛﺬﻟﻚ ﻳﺤﻈﺮ ﺗﺸﻐﻴﻠﻬﺎ ﻓﻲ اﻟﺠﻬﺎﺕ اﻟﺘﻲ ﺗﻘﺪﻡ ﺧﺪﻣﺎﺗﻬﺎ ﻟﻠﺮﺟﺎﻝ ﻓﻘﻂ.

ﻭﻳﺼﺪﺭ ﺑﺘﺤﺪﻳﺪ ﺗﻠﻚ اﻷﻋﻤﺎﻝ ﻭاﻟﺠﻬﺎﺕ ﻗﺮاﺭ ﻣﻦ ﻭﺯﻳﺮ اﻟﺸﺆﻭﻥ اﻻﺟﺘﻤﺎﻋﻴﺔ ﻭاﻟﻌﻤﻞ ﺑﻌﺪ اﻟﺘﺸﺎﻭﺭ ﻣﻊ اﻟﻠﺠﻨﺔ اﻻﺳﺘﺸﺎﺭﻳﺔ ﻟﺸﺆﻭﻥ اﻟﻌﻤﻞ ﻭاﻟﻤﻨﻈﻤﺔ اﻟﻤﺨﺘﺼﺔ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 24

ﺗﺴﺘﺤﻖ اﻟﻤﺮﺃﺓ اﻟﻌﺎﻣﻠﺔ اﻟﺤﺎﻣﻞ ﺇﺟﺎﺯﺓ ﻣﺪﻓﻮﻋﺔ اﻷﺟﺮ ﻻ ﺗﺤﺴﺐ ﻣﻦ ﺇﺟﺎﺯاﺗﻬﺎ اﻷﺧﺮﻯ ﻟﻤﺪﺓ ﺳﺒﻌﻴﻦ ﻳﻮﻣﺎ ﻟﻠﻮﺿﻊ ﺑﺸﺮﻁ ﺃﻥ ﻳﺘﻢ اﻟﻮﺿﻊ ﺧﻼﻟﻬﺎ.

ﻭﻳﺠﻮﺯ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﻋﻘﺐ اﻧﺘﻬﺎء ﺇﺟﺎﺯﺓ اﻟﻮﺿﻊ ﻣﻨﺢ اﻟﻤﺮﺃﺓ اﻟﻌﺎﻣﻠﺔ ﺑﻨﺎء ﻋﻠﻰ ﻃﻠﺒﻬﺎ ﺇﺟﺎﺯﺓ ﻣﻦ ﺩﻭﻥ ﺃﺟﺮ ﻻ ﺗﺰﻳﺪ ﻣﺪﺗﻬﺎ ﻋﻠﻰ ﺃﺭﺑﻌﺔ ﺃﺷﻬﺮ ﻟﺮﻋﺎﻳﺔ اﻟﻄﻔﻮﻟﺔ.

ﻭﻻ ﻳﺠﻮﺯ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺇﻧﻬﺎء ﺧﺪﻣﺔ اﻟﻌﺎﻣﻠﺔ ﺃﺛﻨﺎء ﺗﻤﺘﻌﻬﺎ ﺑﺘﻠﻚ اﻹﺟﺎﺯﺓ ﺃﻭ اﻧﻘﻄﺎﻋﻬﺎ ﻋﻦ اﻟﻌﻤﻞ ﺑﺴﺒﺐ ﻣﺮﺽ ﻳﺜﺒﺖ ﺑﺸﻬﺎﺩﺓ ﻃﺒﻴﺔ ﺃﻧﻪ ﻧﺘﻴﺠﺔ ﻟﻠﺤﻤﻞ ﺃﻭ اﻟﻮﺿﻊ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 25

ﻳﺠﺐ ﻣﻨﺢ اﻟﻤﺮﺃﺓ اﻟﻌﺎﻣﻠﺔ ﺳﺎﻋﺘﻴﻦ ﻟﻠﺮﺿﺎﻋﺔ ﺃﺛﻨﺎء اﻟﻌﻤﻞ ﻭﻓﻘﺎ ﻟﻠﺸﺮﻭﻁ ﻭاﻷﻭﺿﺎﻉ اﻟﺘﻲ ﻳﺤﺪﺩﻫﺎ ﻗﺮاﺭ اﻟﻮﺯاﺭﺓ، ﻭﻳﺠﺐ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺇﻧﺸﺎء ﺩﻭﺭ ﺣﻀﺎﻧﺔ ﻟﻷﻃﻔﺎﻝ ﺃﻗﻞ ﻣﻦ 4 ﺳﻨﻮاﺕ ﻓﻲ ﻣﺮاﻛﺰ اﻟﻌﻤﻞ اﻟﺘﻲ ﻳﺰﻳﺪ ﻋﺪﺩ اﻟﻌﺎﻣﻼﺕ ﺑﻬﺎ ﻋﻠﻰ 50 ﻋﺎﻣﻠﺔ ﺃﻭ ﻳﺘﺠﺎﻭﺯ ﻋﺪﺩ اﻟﻌﺎﻣﻠﻴﻦ ﺑﻬﺎ 200 ﻋﺎﻣﻞ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 26

ﺗﺴﺘﺤﻖ اﻟﻤﺮﺃﺓ اﻟﻌﺎﻣﻠﺔ اﻷﺟﺮ اﻟﻤﻤﺎﺛﻞ ﻷﺟﺮ اﻟﺮﺟﻞ ﺇﺫا ﻛﺎﻧﺖ ﺗﻘﻮﻡ ﺑﻨﻔﺲ اﻟﻌﻤﻞ.

[:]

اترك تعليقاً

لن يتم نشر عنوان بريدك الإلكتروني. الحقول الإلزامية مشار إليها بـ *

إتصل بنا: 94444897
× whatsapp