[:en]Individual Work Contract[:ar]ﻋﻘﺪ اﻟﻌﻤﻞ اﻟﻔﺮﺩﻱ[:]

[:en]

Individual employment contract

27.
Chapter I: Composition of the employment contract

 

Article 27

Those who have reached the age of fifteen years are eligible to enter into a contract of employment.

 

Article 28

 

The contract of employment shall be fixed in writing and shall indicate in particular the date of the conclusion of the contract, the date of its entry into force, the value of the wage and the duration of the contract, if the term is fixed, the nature of the work, and three copies are copied and copied. Work in an editor The contract is deemed to exist and the worker may in this case prove his right in all ways of proof.

Whether the employment contract is fixed-term or indefinite, the wage of the worker may not be reduced during the validity of the contract. Any agreement prior to the validity of the contract or subsequent to its validity shall be deemed to be absolute nullity in relation to the public order.

The employer may not entrust the worker to perform work incompatible with the nature of the work set out in the contract or disproportionate to the qualifications and experience of the worker on which the contract was contracted.

 

Article 29

 

All contracts shall be written in the Arabic language and a translation may be added in one of the other languages, taking into account the Arabic text in case of any dispute. The provisions of this article shall apply to all correspondence, bulletins, regulations and regulations.

 

Article 30

 

If the contract of employment is of a fixed duration, the duration of the contract shall not be more than five years and not less than one year.

 

Article 31

 

If the contract of employment is of a fixed duration and the parties continue to implement it after the expiry of its term without renewal, it shall be deemed to be renewed for a similar period and under the conditions set forth therein, unless the parties agree to renew it under other conditions and in any case whatsoever.

 


Chapter 32 : Obligations of the Worker, the Employer and the Disciplinary Expertise

 

Article 32

 

The period of worker’s experience in the employment contract shall be determined provided that it shall not exceed one hundred working days and that either party to the contract shall terminate it during the trial period without notice. If the termination by the employer is obliged to pay the end of service indemnity to the employee for the period of his employment in accordance with the provisions of this law.

The worker shall not be employed under the experience of the employer more than once, and the Minister shall issue a decision regulating the conditions and controls of work during the trial period.

 

Article 33

 

If the employer entrusts another to perform any of his work or any part of the subcontract, and that is in one working condition, the person entrusted with the work must reconcile his workers with those of the original employer in all rights with us.

 

Article 34

 

The contracting employer is obliged to implement a government project or employ its workers in areas far from urbanization to provide suitable accommodation for workers as well as means of transportation to areas far from urbanization without charge and in the absence of providing them with suitable housing. Housing allowance.

In all other cases where the employer is obliged to provide housing for his workers, the provisions of the decision provided for in the preceding paragraph concerning the appropriate housing conditions and the determination of housing allowance shall apply.

 

Article 35

 

The employer shall place in a visible place at the workplace the list of penalties that may be imposed on the offending workers and the preparation of the sanctions regulations shall take into account the following:

 

A) Determine the violations that may occur from the workers and determine the penalty for each of them.
B) Include gradual penalties for violations.
C) No more than one penalty shall be inflicted for one violation.
(D) The worker shall not be punished for any act committed by him and has passed fifteen days from the date of his confirmation.
(E) The penalty shall not be imposed on the worker for an act committed outside the workplace unless he has a relationship with the work.

 

Article 36

 

The employer must approve the sanctions list before applying them from the Ministry. The Ministry may amend it according to the nature of the activity of the establishment or the working conditions in accordance with the provisions of this law.

The Ministry shall submit these regulations to the competent organization, if any. If the competent organization does not exist, the General Union shall have recourse to its observations and suggestions on these regulations.

 

Article 37

 

A penalty shall not be signed on the worker unless he has been informed in writing of what is attributed to him and his statements are heard and his defense has been proved.

 

Article 38

 

The deduction of the employee’s wage shall not be carried out for a period exceeding five days per month.

 

Article 39

 

The worker may be suspended for the benefit of the investigation conducted by the employer or his deputy for a period not exceeding ten days.

 

Article 40

 

The employer shall place the proceeds of the deduction from the wages of his workers in a fund to be used for the disbursement of social, economic and cultural aspects that benefit the workers and restrict the deductions of the deductions on the worker in a special record. In the case of liquidation of the enterprise, the proceeds of the discount in the Fund shall be distributed to the workers in the Fund at the time of liquidation at the rate of service of each of them.

The Minister shall issue a decision regulating the fund referred to and the method of distribution.

 

54 – 41
Chapter III: Termination of Employment Contract and End of Service Benefit

 

Article 41

 

Subject to the provisions of Article (37) of this Law

(A) An employer may dismiss a worker without notice, compensation or remuneration if the worker commits one of the following acts:

  1. If the worker commits an error that results in a serious loss to the employer.
  2. If the worker is found to have been employed as a result of fraud or fraud.
  3. If the worker divulges the secrets of the facility causing or would cause a loss.

B) The employer may dismiss the worker in one of the following cases:

  1. If he is finally convicted of a serious crime of honor, honesty or morality.
  2. If he commits a violation of public morals in the workplace.
  3. If there is an assault on one of his colleagues or the employer or his representative during or because of work.
  4. If it breaches or defaults in any of its obligations under the terms of the contract and the provisions of this law.
  5. If he / she is found to have repeatedly violated the employer’s instructions.

In such cases, the dismissal does not entail the denial of the end of service indemnity.

(C) A worker who is dismissed for one of the cases mentioned in this article shall have the right to appeal the dismissal decision before the competent labor department in accordance with the procedures stipulated in this law. If, by virtue of a final judgment, the employer is entitled to appeal to the competent employer. And literary.

In all cases, the employer must notify the Ministry of the dismissal decision and its reasons. The Ministry shall inform the restructuring apparatus of the workforce.

Article 42

 

If the employer entrusts another to perform any of his work or any part of the subcontract, and that is in one working condition, the person entrusted with the work must reconcile his workers with those of the original employer in all rights with us.

 

Article 43

 

If the worker is imprisoned for an indictment by the employer, or in execution of an infinite judicial judgment, he shall be considered suspended and the employer may not terminate his contract unless he is convicted by a final judgment.

If an acquittal is rendered on the charge or charges that the employer has assigned to him, the employer shall be obliged to disburse his wages for the duration of his stay, with just compensation provided by the court.

 

Article 44

 

If the contract of employment is of unlimited duration, both parties may terminate it after notifying the other party of the following:

(A) At least three months prior to the termination of the contract for workers on a monthly wage.
(B) At least one month before the termination of the contract with respect to other workers.
C) If the notice is given by the employer, the employee is entitled to a full day of absence per week or eight hours during the week in order to search for another work with entitlement to pay for the day or hours of absence.
The worker shall determine the day and hours of absence provided that the employer shall be notified at least on the day preceding the absence.

(D) The employer may relieve the worker from work during the notice period and calculate the period of service of the worker shall continue until the expiration of that period, with all the effects thereof, especially the entitlement of the worker to the notice period.

 

Article 45

 

The employer shall not use the right to terminate the contract entrusted to him under the preceding article while the worker is entitled to any of the leave stipulated in this law.

 

Article 46

 

A worker shall not be terminated unjustifiably or because of his trade union activity or because of his claim or enjoy his legitimate rights in accordance with the provisions of the law. Worker’s service may not be terminated on the basis of sex, origin or religion.

 

Article 47

 

If the contract of employment is of a fixed term and is terminated by one of the parties without the right to indemnify the other party for the damage suffered, the amount of compensation shall not exceed the equivalent of the wage of the worker for the remaining period of the contract and take into account the proportion of the work. Considerations that affect the damage in terms of its existence and extent, and deduct from the value of compensation any debt that may be owed to the other party.

 

Article 48

 

The Worker may terminate the employment contract without notice and shall be entitled to end of service benefits in any of the following cases: a
.
(B) If he is attacked by the employer or his representative or instigated by either of them.
(C) If his continued work threatens his safety or health by a decision of the Medical Arbitration Committee of the Ministry of Health.
(D) If the employer or his representative enters fraud or fraud at the time of contracting with respect to the working conditions.
If the employer accuses him of committing a punishable act and a final judgment of his innocence.
F- If the employer or his representative commits an order that violates the employee’s morals.

 

Article 49

 

The employment contract terminates when the worker dies or is unable to perform his work or because of a sickness that has exhausted his sick leave. This shall be attested by a certificate approved by the competent medical authorities.

 

Article 50

 

The employment contract expires in the following cases:

(A) A final judgment on the bankruptcy of the employer;
B) Final closure of the facility.

If the enterprise is sold, incorporated in others, transferred by inheritance, donation, or other legal acts, the employment contract shall apply in the face of the successor to the same conditions contained therein, and the obligations and rights of the employer shall be transferred to the employer.

 

Article 51

 

The employee shall be entitled to end of service benefits as follows:

(A) Ten days ‘salary for each of the first five years of service and fifteen days for each of the following years, so that the remuneration shall not exceed one year’ s salary for workers who are paid daily, weekly, or weekly.
(B) Fifteen days ‘wages for each of the first five years and one month’s wages for each of the following years so that the total remuneration shall not exceed one and a half years’ wages for the workers who receive their wages per month.

The worker shall be entitled to a fraction for the year in respect of the amount spent on work and shall be deducted from the end of service benefit due to the worker for any debts or loans that may be incurred.
This shall take into account the provisions of the Social Insurance Law, provided that the employer is obliged to pay the net difference between the amounts paid by the worker for social insurance contributions and the amounts payable for the end of service benefits.

 

Article 52

 

Subject to the provisions of Article (45) of this Law, the Worker shall be entitled to the end of service remuneration provided for in the preceding Article in the following circumstances:

If the contract is terminated by the employer.
(B) If the fixed-term contract expires without being renewed.
C) If the contract expires in accordance with the provisions of Articles (50,49,48) of this Law.
If the worker terminates the contract on her part because of her marriage within one year from the date of marriage.

 

Article 53

 

The employee shall be entitled to half of the end of service indemnity provided for in Article 51 if he terminates the contract of unlimited duration on his part, and his service period is not less than three years and has not reached five years if she reaches the age of five. His tenure of service is ten years and is payable in full.

 

Article 54

 

A worker who has completed his or her employment contract is entitled to obtain from the employer an end-of-service certificate that includes a statement of the duration of his / her service, his / her work and the last remuneration. This certificate may not include any statements that may offend the employee’s employment or any form of employment To return to the worker any documents, certificates or tools he has deposited with him.[:ar]

ﻋﻘﺪ اﻟﻌﻤﻞ اﻟﻔﺮﺩﻱ

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اﻟﻔﺼﻞ اﻷﻭﻝ : ﺗﻜﻮﻳﻦ ﻋﻘﺪ اﻟﻌﻤﻞ

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 27

ﻳﻜﻮﻥ ﻟﻤﻦ ﺑﻠﻎ ﺳﻦ اﻟﺨﺎﻣﺴﺔ ﻋﺸﺮﺓ ﻣﻦ اﻟﻌﻤﺮ ﺃﻫﻠﻴﺔ ﺇﺑﺮاﻡ ﻋﻘﺪ اﻟﻌﻤﻞ ﺇﺫا ﻛﺎﻥ ﻏﻴﺮ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﻓﺈﻥ ﻛﺎﻧﺖ ﻣﺪﺗﻪ ﻣﺤﺪﺩﺓ ﻓﻼ ﻳﺠﻮﺯ ﺃﻥ ﺗﺠﺎﻭﺯ اﻟﺴﻨﺔ ﻭﺫﻟﻚ ﺣﺘﻰ ﻳﺒﻠﻎ اﻟﺜﺎﻣﻨﺔ ﻋﺸﺮ ﻣﻦ اﻟﻌﻤﺮ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 28

ﻳﺠﺐ ﺃﻥ ﻳﻜﻮﻥ ﻋﻘﺪ اﻟﻌﻤﻞ ﺛﺎﺑﺘﺎً ﺑﺎﻟﻜﺘﺎﺑﺔ ﻭﻳﺒﻴﻦ ﻓﻴﻪ ﻋﻠﻰ ﻭﺟﻪ اﻟﺨﺼﻮﺹ ﺗﺎﺭﻳﺦ ﺇﺑﺮاﻡ اﻟﻌﻘﺪ، ﻭﺗﺎﺭﻳﺦ ﻧﻔﺎﺫﻩ، ﻭﻗﻴﻤﺔ اﻷﺟﺮ ﻭﻣﺪﺓ اﻟﻌﻘﺪ ﺇﺫا ﻛﺎﻥ ﻣﺤﺪﺩ اﻟﻤﺪﺓ، ﻭﻃﺒﻴﻌﺔ اﻟﻌﻤﻞ، ﻭﻳﺤﺮﺭ ﻣﻦ ﺛﻼﺙ ﻧﺴﺦ ﺗﻌﻄﻰ ﻭاﺣﺪﺓ ﻟﻜﻞ ﻣﻦ ﻃﺮﻓﻴﻪ ﻭﺗﻮﺩﻉ اﻟﻨﺴﺨﺔ اﻟﺜﺎﻟﺜﺔ ﺑﺎﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ ﺑﺎﻟﻮﺯاﺭﺓ ﻓﺈﻥ ﻟﻢ ﻳﻜﻦ ﻋﻘﺪ اﻟﻌﻤﻞ ﺛﺎﺑﺘﺎً ﻓﻲ ﻣﺤﺮﺭ اﻋﺘﺒﺮ اﻟﻌﻘﺪ ﻗﺎﺋﻤﺎ ﻭﻳﺠﻮﺯ ﻟﻠﻌﺎﻣﻞ ﻓﻲ ﻫﺬﻩ اﻟﺤﺎﻟﺔ ﺇﺛﺒﺎﺕ ﺣﻘﻪ ﺑﻜﺎﻓﺔ ﻃﺮﻕ اﻹﺛﺒﺎﺕ.

ﻭﺳﻮاء ﻛﺎﻥ ﻋﻘﺪ اﻟﻌﻤﻞ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﺃﻭ ﻏﻴﺮ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﻻ ﻳﺠﻮﺯ ﺗﺨﻔﻴﺾ ﺃﺟﺮ اﻟﻌﺎﻣﻞ ﺧﻼﻝ ﻓﺘﺮﺓ ﺳﺮﻳﺎﻥ اﻟﻌﻘﺪ. ﻭﻳﻌﺘﺒﺮ ﺑﺎﻃﻼً ﺑﻄﻼﻧﺎً ﻣﻄﻠﻘﺎ ﻟﺘﻌﻠﻘﻪ ﺑﺎﻟﻨﻈﺎﻡ اﻟﻌﺎﻡ ﻛﻞ اﺗﻔﺎﻕ ﺳﺎﺑﻖ ﻋﻠﻰ ﺳﺮﻳﺎﻥ اﻟﻌﻘﺪ ﺃﻭ ﻻﺣﻖ ﻟﺴﺮﻳﺎﻧﻪ ﻳﺨﺎﻟﻒ ﺫﻟﻚ.

ﻛﻤﺎ ﻻ ﻳﺠﻮﺯ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺗﻜﻠﻴﻒ اﻟﻌﺎﻣﻞ اﻟﻘﻴﺎﻡ ﺑﻌﻤﻞ ﻻ ﻳﺘﻔﻖ ﻣﻊ ﻃﺒﻴﻌﺔ اﻟﻌﻤﻞ اﻟﻤﺒﻴﻨﺔ ﻓﻲ اﻟﻌﻘﺪ ﺃﻭ ﻻ ﻳﺘﻨﺎﺳﺐ ﻣﻊ ﻣﺆﻫﻼﺕ ﻭﺧﺒﺮاﺕ اﻟﻌﺎﻣﻞ اﻟﺘﻲ ﺗﻢ اﻟﺘﻌﺎﻗﺪ ﻣﻌﻪ ﻋﻠﻰ ﺃﺳﺎﺳﻬﺎ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 29

ﺗﺤﺮﺭ ﺟﻤﻴﻊ اﻟﻌﻘﻮﺩ ﺑﺎﻟﻠﻐﺔ اﻟﻌﺮﺑﻴﺔ ﻭﻳﺠﻮﺯ ﺇﺿﺎﻓﺔ ﺗﺮﺟﻤﺔ ﻟﻬﺎ ﺑﺈﺣﺪﻯ اﻟﻠﻐﺎﺕ اﻷﺧﺮﻯ ﻣﻊ اﻻﻋﺘﺪاﺩ ﺑﺎﻟﻨﺺ اﻟﻌﺮﺑﻲ ﻋﻨﺪ ﻭﻗﻮﻉ ﺃﻱ ﺧﻼﻑ، ﻭﻳﺴﺮﻱ ﺣﻜﻢ ﻫﺬﻩ اﻟﻤﺎﺩﺓ ﻋﻠﻰ ﻛﺎﻓﺔ اﻟﻤﺮاﺳﻼﺕ ﻭاﻟﻨﺸﺮاﺕ ﻭاﻟﻠﻮاﺋﺢ ﻭاﻟﺘﻌﺎﻣﻴﻢ اﻟﺘﻲ ﻳﺼﺪﺭﻫﺎ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻟﻌﻤﺎﻟﻪ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 30

ﺇﺫا ﻛﺎﻥ ﻋﻘﺪ اﻟﻌﻤﻞ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﻭﺟﺐ ﺃﻻ ﺗﺰﻳﺪ ﻣﺪﺗﻪ ﻋﻠﻰ ﺧﻤﺲ ﺳﻨﻮاﺕ ﻭﻻ ﺗﻘﻞ ﻋﻦ ﺳﻨﺔ ﻭاﺣﺪﺓ ﻭﻳﺠﻮﺯ ﺗﺠﺪﻳﺪ اﻟﻌﻘﺪ ﻋﻨﺪ اﻧﺘﻬﺎء ﻣﺪﺗﻪ ﺑﻤﻮاﻓﻘﺔ اﻟﻄﺮﻓﻴﻦ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 31

ﺇﺫا ﻛﺎﻥ ﻋﻘﺪ اﻟﻌﻤﻞ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﻭاﺳﺘﻤﺮ اﻟﻄﺮﻓﺎﻥ ﻓﻲ ﺗﻨﻔﻴﺬﻩ ﺑﻌﺪ اﻧﻘﻀﺎء ﻣﺪﺗﻪ ﺩﻭﻥ ﺗﺠﺪﻳﺪ اﻋﺘﺒﺮ ﻣﺠﺪﺩاً ﻟﻤﺪﺩ ﻣﻤﺎﺛﻠﺔ ﻭﺑﺎﻟﺸﺮﻭﻁ اﻟﻮاﺭﺩﺓ ﻓﻴﻪ ﻣﺎ ﻟﻢ ﻳﺘﻔﻖ اﻟﻄﺮﻓﺎﻥ ﻋﻠﻰ ﺗﺠﺪﻳﺪﻩ ﺑﺸﺮﻭﻁ ﺃﺧﺮﻯ ﻭﻓﻲ ﻛﻞ اﻷﺣﻮاﻝ ﻳﺠﺐ ﺃﻻ ﻳﻤﺲ اﻟﺘﺠﺪﻳﺪ ﻣﺴﺘﺤﻘﺎﺕ اﻟﻌﺎﻣﻞ اﻟﻤﻜﺘﺴﺒﺔ اﻟﺘﻲ ﻧﺸﺄﺕ ﻋﻦ اﻟﻌﻘﺪ اﻟﺴﺎﺑﻖ.


40 – 32

اﻟﻔﺼﻞ اﻟﺜﺎﻧﻲ : ﻓﻲ اﻟﺘﺰاﻣﺎﺕ اﻟﻌﺎﻣﻞ ﻭ ﺻﺎﺣﺐ ﻭاﻟﺨﺒﺮاﺕ اﻟﺘﺄﺩﻳﺒﻴﺔ

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 32

ﺗﺤﺪﺩ ﻓﺘﺮﺓ ﺗﺠﺮﺑﺔ اﻟﻌﺎﻣﻞ ﻓﻲ ﻋﻘﺪ اﻟﻌﻤﻞ ﺑﺸﺮﻁ ﺃﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﻣﺎﺋﺔ ﻳﻮﻡ ﻋﻤﻞ ﻭﻳﻜﻮﻥ ﻷﻱ ﻣﻦ ﻃﺮﻓﻲ اﻟﻌﻘﺪ ﺇﻧﻬﺎﺅﻩ ﺧﻼﻝ ﻓﺘﺮﺓ اﻟﺘﺠﺮﺑﺔ ﺩﻭﻥ ﺇﺧﻄﺎﺭ. ﻓﺈﺫا ﻛﺎﻥ اﻹﻧﻬﺎء ﻣﻦ ﺟﺎﻧﺐ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺘﺰﻡ ﺑﺪﻓﻊ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ ﻟﻠﻌﺎﻣﻞ ﻋﻦ ﻓﺘﺮﺓ ﻋﻤﻠﻪ ﻃﺒﻘﺎ ﻷﺣﻜﺎﻡ ﻫﺬا اﻟﻘﺎﻧﻮﻥ.

ﻭﻻ ﻳﺠﻮﺯ اﺳﺘﺨﺪاﻡ اﻟﻌﺎﻣﻞ ﺗﺤﺖ اﻟﺘﺠﺮﺑﺔ ﻟﺪﻯ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻛﺜﺮ ﻣﻦ ﻣﺮﺓ، ﻭﻳﺼﺪﺭ اﻟﻮﺯﻳﺮ ﻗﺮاﺭا ﻳﻨﻈﻢ ﺷﺮﻭﻁ ﻭﺿﻮاﺑﻂ اﻟﻌﻤﻞ ﺃﺛﻨﺎء اﻟﻔﺘﺮﺓ اﻟﺘﺠﺮﻳﺒﻴﺔ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 33

ﺇﺫا ﻋﻬﺪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺇﻟﻰ ﺁﺧﺮ ﺑﺘﺄﺩﻳﺔ ﻋﻤﻞ ﻣﻦ ﺃﻋﻤﺎﻟﻪ ﺃﻭ ﺟﺰء ﻣﻨﻬﺎ ﻣﻦ اﻟﺒﺎﻃﻦ ﻭﻛﺎﻥ ﺫﻟﻚ ﻓﻲ ﻇﺮﻭﻑ ﻋﻤﻞ ﻭاﺣﺪﺓ ﻭﺟﺐ ﻋﻠﻰ ﻣﻦ ﻋﻬﺪ ﺇﻟﻴﻪ ﺑﺎﻟﻌﻤﻞ ﺃﻥ ﻳﺴﻮﻱ ﺑﻴﻦ ﻋﻤﺎﻟﻪ ﻭﻋﻤﺎﻝ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻷﺻﻠﻲ ﻓﻲ ﺟﻤﻴﻊ اﻟﺤﻘﻮﻕ ﻭﻳﻜﻮﻥ ﻛﻞ ﻣﻨﻬﻤﺎ ﻣﺘﻀﺎﻣﻨﺎ ﻣﻊ اﻵﺧﺮ ﻓﻲ ﺫﻟﻚ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 34

ﻳﻠﺘﺰﻡ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﻤﺘﻌﺎﻗﺪ ﻟﺘﻨﻔﻴﺬ ﻣﺸﺮﻭﻉ ﺣﻜﻮﻣﻲ ﺃﻭ ﻳﻘﻮﻡ ﺑﺎﺳﺘﺨﺪاﻡ ﻋﻤﺎﻟﻪ ﻓﻲ اﻟﻤﻨﺎﻃﻖ اﻟﺒﻌﻴﺪﺓ ﻋﻦ اﻟﻌﻤﺮاﻥ ﺑﺘﻮﻓﻴﺮ اﻟﺴﻜﻦ اﻟﻤﻨﺎﺳﺐ ﻟﻠﻌﻤﺎﻝ ﻭﻛﺬﻟﻚ ﻭﺳﺎﺋﻞ اﻻﻧﺘﻘﺎﻝ ﻟﻠﻤﻨﺎﻃﻖ اﻟﺒﻌﻴﺪﺓ ﻋﻦ اﻟﻌﻤﺮاﻥ ﺩﻭﻥ ﻣﻘﺎﺑﻞ ﻭﻓﻲ ﺣﺎﻟﺔ ﻋﺪﻡ ﺗﻮﻓﻴﺮ اﻟﺴﻜﻦ ﻳﻤﻨﺢ ﻟﻬﻢ ﺑﺪﻝ ﺳﻜﻦ ﻣﻨﺎﺳﺒﺎ ﻭﺗﺤﺪﺩ ﺑﻘﺮاﺭ ﻣﻦ اﻟﻮﺯﻳﺮ اﻟﻤﻨﺎﻃﻖ اﻟﺒﻌﻴﺪﺓ ﻋﻦ اﻟﻌﻤﺮاﻥ ﻭﺷﺮﻭﻁ اﻟﺴﻜﻦ اﻟﻤﻨﺎﺳﺐ ﻭﺑﺪﻝ اﻟﺴﻜﻦ.

ﻭﻓﻲ ﺟﻤﻴﻊ اﻷﺣﻮاﻝ اﻷﺧﺮﻯ اﻟﺘﻲ ﻳﻠﺘﺰﻡ ﻓﻴﻬﺎ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﺘﻮﻓﻴﺮ ﺳﻜﻦ ﻟﻌﻤﺎﻟﻪ ﺗﺴﺮﻱ ﻋﻠﻴﻪ ﺃﺣﻜﺎﻡ اﻟﻘﺮاﺭ اﻟﻤﻨﺼﻮﺹ ﻋﻠﻴﻪ ﻓﻲ اﻟﻔﻘﺮﺓ اﻟﺴﺎﺑﻘﺔ ﻓﻲ ﺷﺄﻥ ﺷﺮﻭﻁ اﻟﺴﻜﻦ اﻟﻤﻨﺎﺳﺐ ﻭﺗﺤﺪﻳﺪ ﺑﺪﻝ اﻟﺴﻜﻦ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 35

ﻳﺠﺐ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﻌﻠﻖ ﻓﻲ ﻣﻜﺎﻥ ﻇﺎﻫﺮ ﺑﻤﻘﺮ اﻟﻌﻤﻞ ﻻﺋﺤﺔ اﻟﺠﺰاءاﺕ اﻟﺘﻲ ﻳﺠﻮﺯ ﺗﻮﻗﻴﻌﻬﺎ ﻋﻠﻰ اﻟﻌﻤﺎﻝ اﻟﻤﺨﺎﻟﻔﻴﻦ ﻭﻳﺮاﻋﻲ ﻓﻲ ﺇﻋﺪاﺩ ﻟﻮاﺋﺢ اﻟﺠﺰاءاﺕ ﻣﺎ ﻳﻠﻲ:

ﺃ- ﺃﻥ ﺗﺤﺪﺩ اﻟﻤﺨﺎﻟﻔﺎﺕ اﻟﺘﻲ ﻗﺪ ﺗﻘﻊ ﻣﻦ اﻟﻌﻤﺎﻝ ﻭﻳﺤﺪﺩ اﻟﺠﺰاء ﻟﻜﻞ ﻣﻨﻬﺎ.

ﺏ- ﺃﻥ ﺗﺘﻀﻤﻦ ﺟﺰاءاﺕ ﻣﺘﺪﺭﺟﺔ ﻟﻠﻤﺨﺎﻟﻔﺎﺕ.

ﺝ- ﺃﻻ ﻳﻮﻗﻊ ﺃﻛﺜﺮ ﻣﻦ ﺟﺰاء ﻭاﺣﺪ ﻟﻠﻤﺨﺎﻟﻔﺔ اﻟﻮاﺣﺪﺓ.

ﺩ- ﺃﻻ ﻳﻌﺎﻗﺐ اﻟﻌﺎﻣﻞ ﻋﻦ ﺃﻱ ﻓﻌﻞ اﺭﺗﻜﺒﻪ ﻭﻣﺮ ﻋﻠﻰ ﺗﺎﺭﻳﺦ ﺛﺒﻮﺗﻪ ﺧﻤﺴﺔ ﻋﺸﺮ ﻳﻮﻣﺎ.

ﻫ- ﺃﻻ ﻳﻮﻗﻊ اﻟﺠﺰاء ﻋﻠﻰ اﻟﻌﺎﻣﻞ ﻷﻣﺮ اﺭﺗﻜﺒﻪ ﺧﺎﺭﺝ ﻣﻜﺎﻥ اﻟﻌﻤﻞ ﺇﻻ ﺇﺫا ﻛﺎﻥ ﻟﻪ ﻋﻼﻗﺔ ﺑﺎﻟﻌﻤﻞ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 36

ﻳﺠﺐ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﻌﺘﻤﺪ ﻻﺋﺤﺔ اﻟﺠﺰاءاﺕ ﻗﺒﻞ ﺗﻄﺒﻴﻘﻬﺎ ﻣﻦ اﻟﻮﺯاﺭﺓ. ﻭﻟﻠﻮﺯاﺭﺓ ﺃﻥ ﺗﻌﺪﻝ ﻓﻴﻬﺎ ﻃﺒﻘﺎ ﻟﻄﺒﻴﻌﺔ ﻧﺸﺎﻁ اﻟﻤﻨﺸﺄﺓ ﺃﻭ ﻇﺮﻭﻑ اﻟﻌﻤﻞ ﺑﻤﺎ ﻳﺘﻔﻖ ﻭﺃﺣﻜﺎﻡ ﻫﺬا اﻟﻘﺎﻧﻮﻥ.

ﻭﻋﻠﻰ اﻟﻮﺯاﺭﺓ ﻋﺮﺽ ﻫﺬﻩ اﻟﻠﻮاﺋﺢ ﻋﻠﻰ اﻟﻤﻨﻈﻤﺔ اﻟﻤﺨﺘﺼﺔ ﺇﻥ ﻭﺟﺪﺕ ﻭﺇﻥ ﻟﻢ ﺗﻮﺟﺪ اﻟﻤﻨﻈﻤﺔ اﻟﻤﺨﺘﺼﺔ ﻳﺘﻢ اﻟﻠﺠﻮء ﻟﻻﺗﺤﺎﺩ اﻟﻌﺎﻡ ﻟﻴﺒﺪﻱ ﻣﻼﺣﻈﺎﺗﻪ ﻭاﻗﺘﺮاﺣﺎﺗﻪ ﻋﻠﻰ ﻫﺬﻩ اﻟﻠﻮاﺋﺢ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 37

ﻻ ﻳﺠﻮﺯ ﺗﻮﻗﻴﻊ ﺟﺰاء ﻋﻠﻰ اﻟﻌﺎﻣﻞ ﺇﻻ ﺑﻌﺪ ﺇﺑﻼﻏﻪ ﻛﺘﺎﺑﺔ ﺑﻤﺎ ﻫﻮ ﻣﻨﺴﻮﺏ ﺇﻟﻴﻪ ﻭﺳﻤﺎﻉ ﺃﻗﻮاﻟﻪ ﻭﺗﺤﻘﻴﻖ ﺩﻓﺎﻋﻪ ﻭﺇﺛﺒﺎﺕ ﺫﻟﻚ ﻓﻲ ﻣﺤﻀﺮ ﻳﻮﺩﻉ ﺑﻤﻠﻔﻪ اﻟﺨﺎﺹ ﻭﻳﺠﺐ ﺇﺑﻼﻍ اﻟﻌﺎﻣﻞ ﻛﺘﺎﺑﺔ ﺑﻤﺎ ﻭﻗﻊ ﻋﻠﻴﻪ ﻣﻦ ﺟﺰاءاﺕ ﻭﻧﻮﻋﻬﺎ ﻭﻣﻘﺪاﺭﻫﺎ ﻭﺃﺳﺒﺎﺏ ﺗﻮﻗﻴﻌﻬﺎ ﻭاﻟﻌﻘﻮﺑﺔ اﻟﺘﻲ ﻳﺘﻌﺮﺽ ﻟﻬﺎ ﻓﻲ ﺣﺎﻟﺔ اﻟﻌﻮﺩ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 38

ﻻ ﻳﺠﻮﺯ ﺗﻨﻔﻴﺬ اﻟﺨﺼﻢ ﻣﻦ ﺃﺟﺮ اﻟﻌﺎﻣﻞ ﻟﻤﺪﺓ ﺗﺠﺎﻭﺯ ﺧﻤﺴﺔ ﺃﻳﺎﻡ ﺷﻬﺮﻳﺎ ﻓﺈﺫا ﺗﺠﺎﻭﺯﺕ اﻟﻌﻘﻮﺑﺔ ﺫﻟﻚ ﻳﺨﺼﻢ اﻟﻘﺪﺭ اﻟﺰاﺋﺪ ﻣﻦ ﺃﺟﺮ اﻟﺸﻬﺮ اﻟﻤﻘﺒﻞ ﺃﻭ اﻷﺷﻬﺮ اﻟﺘﺎﻟﻴﺔ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 39

ﻳﺠﻮﺯ ﻭﻗﻒ اﻟﻌﺎﻣﻞ ﻟﻤﺼﻠﺤﺔ اﻟﺘﺤﻘﻴﻖ اﻟﺬﻱ ﻳﺠﺮﻳﻪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻭ ﻣﻦ ﻳﻨﻮﺏ ﻋﻨﻪ ﻟﻤﺪﺓ ﻻ ﺗﺠﺎﻭﺯ ﻋﺸﺮﺓ ﺃﻳﺎﻡ ﻓﺈﺫا اﻧﺘﻬﻰ اﻟﺘﺤﻘﻴﻖ ﻣﻌﻪ ﺇﻟﻰ ﻋﺪﻡ ﻣﺴﺆﻭﻟﻴﺘﻪ ﺻﺮﻑ ﻟﻪ ﺃﺟﺮﻩ ﻋﻦ ﻣﺪﺓ اﻟﻮﻗﻒ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 40

ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﻀﻊ ﺣﺼﻴﻠﺔ اﻟﺨﺼﻢ ﻣﻦ ﺃﺟﻮﺭ ﻋﻤﺎﻟﻪ ﻓﻲ ﺻﻨﺪﻭﻕ ﻳﺨﺼﺺ ﻟﻠﺼﺮﻑ ﻣﻨﻪ ﻋﻠﻰ اﻟﻨﻮاﺣﻲ اﻻﺟﺘﻤﺎﻋﻴﺔ ﻭاﻻﻗﺘﺼﺎﺩﻳﺔ ﻭاﻟﺜﻘﺎﻓﻴﺔ اﻟﺘﻲ ﺗﻌﻮﺩ ﻋﻠﻰ اﻟﻌﻤﺎﻝ ﺑﺎﻟﻔﺎﺋﺪﺓ ﻭﺗﻘﻴﻴﺪ اﻟﺠﺰاءاﺕ ﺑﺎﻟﺨﺼﻢ اﻟﺘﻲ ﺗﻮﻗﻊ ﻋﻠﻰ اﻟﻌﺎﻣﻞ ﻓﻲ ﺳﺠﻞ ﺧﺎﺹ ﻳﺒﻴﻦ ﻓﻴﻪ ﺇﺳﻢ اﻟﻌﺎﻣﻞ ﻭﻣﻘﺪاﺭ اﻟﺨﺼﻢ ﻭﺳﺒﺐ ﺗﻮﻗﻴﻌﻪ. ﻭﻓﻲ ﺣﺎﻟﺔ ﺗﺼﻔﻴﺔ اﻟﻤﻨﺸﺄﺓ ﺗﻮﺯﻉ ﺣﺼﻴﻠﺔ اﻟﺨﺼﻢ اﻟﻤﻮﺟﻮﺩﺓ ﻓﻲ اﻟﺼﻨﺪﻭﻕ ﻋﻠﻰ اﻟﻌﻤﺎﻝ اﻟﻤﻮﺟﻮﺩﻳﻦ ﻓﻴﻬﺎ ﻭﻗﺖ اﻟﺘﺼﻔﻴﺔ ﺑﻨﺴﺒﺔ ﻣﺪﺓ ﺧﺪﻣﺔ ﻛﻞ ﻣﻨﻬﻢ.

ﻭﻳﺼﺪﺭ اﻟﻮﺯﻳﺮ ﻗﺮاﺭا ﺑﺎﻟﻀﻮاﺑﻂ اﻟﻤﻨﻈﻤﺔ ﻟﻠﺼﻨﺪﻭﻕ اﻟﻤﺸﺎﺭ ﺇﻟﻴﻪ ﻭﻃﺮﻳﻘﺔ اﻟﺘﻮﺯﻳﻊ.

54 – 41

اﻟﻔﺼﻞ اﻟﺜﺎﻟﺚ : ﻓﻲ ﺇﻧﺘﻬﺎء ﻋﻘﺪ اﻟﻌﻤﻞ ﻭﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 41

ﻣﻊ ﻣﺮاﻋﺎﺓ ﺃﺣﻜﺎﻡ اﻟﻤﺎﺩﺓ (37) ﻣﻦ ﻫﺬا اﻟﻘﺎﻧﻮﻥ

ﺃ- ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﻔﺼﻞ اﻟﻌﺎﻣﻞ ﺩﻭﻥ ﺇﺧﻄﺎﺭ ﺃﻭ ﺗﻌﻮﻳﺾ ﺃﻭ ﻣﻜﺎﻓﺄﺓ ﺇﺫا اﺭﺗﻜﺐ اﻟﻌﺎﻣﻞ ﺃﺣﺪ اﻷﻓﻌﺎﻝ اﻵﺗﻴﺔ:

  1. ﺇﺫا اﺭﺗﻜﺐ اﻟﻌﺎﻣﻞ ﺧﻄﺄ ﻧﺘﺠﺖ ﻋﻨﻪ ﺧﺴﺎﺭﺓ ﺟﺴﻴﻤﺔ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ.
  2. ﺇﺫا ﺛﺒﺖ ﺃﻥ اﻟﻌﺎﻣﻞ ﻗﺪ ﺣﺼﻞ ﻋﻠﻰ اﻟﻌﻤﻞ ﻧﺘﻴﺠﺔ ﻏﺶ ﺃﻭ ﺗﺪﻟﻴﺲ.
  3. ﺇﺫا ﺃﻓﺸﻰ اﻟﻌﺎﻣﻞ اﻷﺳﺮاﺭ اﻟﺨﺎﺻﺔ ﺑﺎﻟﻤﻨﺸﺄﺓ ﻣﻤﺎ ﺗﺴﺒﺐ ﺃﻭ ﻛﺎﻥ ﻣﻦ ﺷﺄﻧﻪ ﺃﻥ ﻳﺘﺴﺒﺐ ﺑﺨﺴﺎﺭﺓ ﻣﺤﻘﻘﺔ ﻟﻬﺎ.

ﺏ- ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﻓﺼﻞ اﻟﻌﺎﻣﻞ ﻓﻲ ﺇﺣﺪﻯ اﻟﺤﺎﻻﺕ اﻵﺗﻴﺔ:

  1. ﺇﺫا ﺣﻜﻢ ﻋﻠﻴﻪ ﻧﻬﺎﺋﻴﺎ ﺑﺠﺮﻳﻤﺔ ﻣﺎﺳﺔ ﺑﺎﻟﺸﺮﻑ ﺃﻭ اﻷﻣﺎﻧﺔ ﺃﻭ اﻷﺧﻼﻕ.
  2. ﺇﺫا اﺭﺗﻜﺐ ﻋﻤﻼ ﻣﺨﻼ ﺑﺎﻵﺩاﺏ اﻟﻌﺎﻣﺔ ﻓﻲ ﻣﻜﺎﻥ اﻟﻌﻤﻞ.
  3. ﺇﺫا ﻭﻗﻊ ﻣﻨﻪ اﻋﺘﺪاء ﻋﻠﻰ ﺃﺣﺪ ﺯﻣﻼﺋﻪ ﺃﻭ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻭ ﻣﻦ ﻳﻨﻮﺏ ﻋﻨﻪ ﺃﺛﻨﺎء اﻟﻌﻤﻞ ﺃﻭ ﺑﺴﺒﺒﻪ.
  4. ﺇﺫا ﺃﺧﻞ ﺃﻭ ﻗﺼﺮ ﻓﻲ ﺃﻱ ﻣﻦ اﻹﻟﺘﺰاﻣﺎﺕ اﻟﻤﻔﺮﻭﺿﺔ ﻋﻠﻴﻪ ﺑﻨﺼﻮﺹ اﻟﻌﻘﺪ ﻭﺃﺣﻜﺎﻡ ﻫﺬا اﻟﻘﺎﻧﻮﻥ.
  5. ﺇﺫا ﺛﺒﺘﺖ ﻣﺨﺎﻟﻔﺘﻪ اﻟﻤﺘﻜﺮﺭﺓ ﻟﺘﻌﻠﻴﻤﺎﺕ ﺻﺎﺣﺐ اﻟﻌﻤﻞ.

ﻭﻓﻲ ﻫﺬﻩ اﻟﺤﺎﻻﺕ ﻻ ﻳﺘﺮﺗﺐ ﻋﻠﻰ ﻗﺮاﺭ اﻟﻔﺼﻞ ﺣﺮﻣﺎﻥ اﻟﻌﺎﻣﻞ ﻣﻦ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ.

ﺝ- ﻟﻠﻌﺎﻣﻞ اﻟﻤﻔﺼﻮﻝ ﻹﺣﺪﻯ اﻟﺤﺎﻻﺕ اﻟﻤﺬﻛﻮﺭﺓ ﻓﻲ ﻫﺬﻩ اﻟﻤﺎﺩﺓ ﺣﻖ اﻟﻄﻌﻦ ﻓﻲ ﻗﺮاﺭ اﻟﻔﺼﻞ ﺃﻣﺎﻡ اﻟﺪاﺋﺮﺓ اﻟﻌﻤﺎﻟﻴﺔ اﻟﻤﺨﺘﺼﺔ ﻭﺫﻟﻚ ﻭﻓﻘﺎ ﻟﻹﺟﺮاءاﺕ اﻟﻤﻨﺼﻮﺹ ﻋﻠﻴﻬﺎ ﻓﻲ ﻫﺬا اﻟﻘﺎﻧﻮﻥ ﻭﺇﺫا ﺛﺒﺖ ﺑﻤﻮﺟﺐ ﺣﻜﻢ ﻧﻬﺎﺋﻲ ﺃﻥ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻗﺪ ﺗﻌﺴﻒ ﻓﻲ ﻓﺼﻠﻪ اﺳﺘﺤﻖ اﻷﺧﻴﺮ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ ﻭﺗﻌﻮﻳﻀﺎ ﻋﻤﺎ ﻟﺤﻘﻪ ﻣﻦ ﺃﺿﺮاﺭ ﻣﺎﺩﻳﺔ ﻭﺃﺩﺑﻴﺔ.

ﻭﻓﻲ ﺟﻤﻴﻊ اﻷﺣﻮاﻝ ﻳﺠﺐ ﺃﻥ ﻳﺒﻠﻎ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﻮﺯاﺭﺓ ﺑﻘﺮاﺭ اﻟﻔﺼﻞ ﻭﺃﺳﺒﺎﺑﻪ ﻭﺗﺘﻮﻟﻰ اﻟﻮﺯاﺭﺓ ﺇﺑﻼﻍ ﺟﻬﺎﺯ ﺇﻋﺎﺩﺓ ﻫﻴﻜﻠﺔ اﻟﻘﻮﻯ اﻟﻌﺎﻣﻠﺔ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 42

ﺇﺫا ﻋﻬﺪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺇﻟﻰ ﺁﺧﺮ ﺑﺘﺄﺩﻳﺔ ﻋﻤﻞ ﻣﻦ ﺃﻋﻤﺎﻟﻪ ﺃﻭ ﺟﺰء ﻣﻨﻬﺎ ﻣﻦ اﻟﺒﺎﻃﻦ ﻭﻛﺎﻥ ﺫﻟﻚ ﻓﻲ ﻇﺮﻭﻑ ﻋﻤﻞ ﻭاﺣﺪﺓ ﻭﺟﺐ ﻋﻠﻰ ﻣﻦ ﻋﻬﺪ ﺇﻟﻴﻪ ﺑﺎﻟﻌﻤﻞ ﺃﻥ ﻳﺴﻮﻱ ﺑﻴﻦ ﻋﻤﺎﻟﻪ ﻭﻋﻤﺎﻝ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻷﺻﻠﻲ ﻓﻲ ﺟﻤﻴﻊ اﻟﺤﻘﻮﻕ ﻭﻳﻜﻮﻥ ﻛﻞ ﻣﻨﻬﻤﺎ ﻣﺘﻀﺎﻣﻨﺎ ﻣﻊ اﻵﺧﺮ ﻓﻲ ﺫﻟﻚ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 43

ﺇﺫا ﺣﺒﺲ اﻟﻌﺎﻣﻞ ﺑﺴﺒﺐ اﺗﻬﺎﻡ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻟﻪ ﺣﺒﺴﺎ اﺣﺘﻴﺎﻃﻴﺎ ﺃﻭ ﺗﻨﻔﻴﺬا ﻟﺤﻜﻢ ﻗﻀﺎﺋﻲ ﻏﻴﺮ ﻧﻬﺎﺋﻲ، اﻋﺘﺒﺮ ﻣﻮﻗﻮﻓﺎ ﻋﻦ اﻟﻌﻤﻞ ﻭﻻ ﻳﺠﻮﺯ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺇﻧﻬﺎء ﻋﻘﺪﻩ ﺇﻻ ﺇﺫا ﺃﺩﻳﻦ ﺑﺤﻜﻢ ﻧﻬﺎﺋﻲ.

ﻭﺇﺫا ﺻﺪﺭ ﺣﻜﻢ ﺑﺒﺮاءﺗﻪ ﻣﻦ اﻟﺘﻬﻤﺔ ﺃﻭ اﻟﺘﻬﻢ اﻟﺘﻲ ﺃﺳﻨﺪﻫﺎ ﺇﻟﻴﻪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺘﺰﻡ ﻫﺬا اﻷﺧﻴﺮ ﺑﺼﺮﻑ ﺃﺟﺮﻩ ﻋﻦ ﻣﺪﺓ ﻭﻗﻔﻪ، ﻣﻊ ﺗﻌﻮﻳﻀﻪ ﺗﻌﻮﻳﻀﺎ ﻋﺎﺩﻻ ﺗﻘﺪﺭﻩ اﻟﻤﺤﻜﻤﺔ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 44

ﺇﺫا ﻛﺎﻥ ﻋﻘﺪ اﻟﻌﻤﻞ ﻏﻴﺮ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﺟﺎﺯ ﻟﻜﻞ ﻣﻦ ﻃﺮﻓﻴﻪ ﺇﻧﻬﺎﺅﻩ ﺑﻌﺪ ﺇﺧﻄﺎﺭ اﻟﻄﺮﻑ اﻵﺧﺮ ﻋﻠﻰ اﻟﻮﺟﻪ اﻵﺗﻲ:

ﺃ- ﻗﺒﻞ ﺇﻧﻬﺎء اﻟﻌﻘﺪ ﺑﺜﻼﺛﺔ ﺃﺷﻬﺮ ﻋﻠﻰ اﻷﻗﻞ ﺑﺎﻟﻨﺴﺒﺔ ﻟﻠﻌﻤﺎﻝ اﻟﻤﻌﻴﻨﻴﻦ ﺑﺄﺟﺮ ﺷﻬﺮﻱ.

ﺏ- ﻗﺒﻞ ﺇﻧﻬﺎء اﻟﻌﻘﺪ ﺑﺸﻬﺮ ﻋﻠﻰ اﻷﻗﻞ ﺑﺎﻟﻨﺴﺒﺔ ﻟﻠﻌﻤﺎﻝ اﻵﺧﺮﻳﻦ ﻓﺈﺫا ﻟﻢ ﻳﺮاﻉ اﻟﻄﺮﻑ اﻟﺬﻱ ﺃﻧﻬﻰ اﻟﻌﻘﺪ ﻣﺪﺓ اﻹﺧﻄﺎﺭ ﻓﺈﻧﻪ ﻳﻠﺘﺰﻡ ﺑﺄﻥ ﻳﺪﻓﻊ ﻟﻠﻄﺮﻑ اﻵﺧﺮ ﺑﺪﻝ ﻣﻬﻠﺔ اﻹﺧﻄﺎﺭ ﻣﺴﺎﻭﻳﺎ ﻷﺟﺮ اﻟﻌﺎﻣﻞ ﻋﻦ ﻧﻔﺲ اﻟﻤﺪﺓ.

ﺝ- ﺇﺫا ﻛﺎﻥ اﻹﺧﻄﺎﺭ ﻣﻦ ﺟﺎﻧﺐ ﺻﺎﺣﺐ اﻟﻌﻤﻞ، ﻳﺤﻖ ﻟﻠﻌﺎﻣﻞ ﺃﻥ ﻳﺘﻐﻴﺐ ﻳﻮﻣﺎ ﻛﺎﻣﻼ ﻓﻲ اﻷﺳﺒﻮﻉ ﺃﻭ ﺛﻤﺎﻧﻲ ﺳﺎﻋﺎﺕ ﺃﺛﻨﺎء اﻷﺳﺒﻮﻉ ﻭﺫﻟﻚ ﻟﻠﺒﺤﺚ ﻋﻦ ﻋﻤﻞ ﺁﺧﺮ ﻣﻊ اﺳﺘﺤﻘﺎﻗﻪ ﻷﺟﺮ ﻋﻦ ﻳﻮﻡ ﺃﻭ ﺳﺎﻋﺎﺕ اﻟﻐﻴﺎﺏ.

ﻭﻳﻜﻮﻥ ﻟﻠﻌﺎﻣﻞ ﺗﺤﺪﻳﺪ ﻳﻮﻡ اﻟﻐﻴﺎﺏ ﻭﺳﺎﻋﺎﺗﻪ ﺑﺸﺮﻁ ﺃﻥ ﻳﺨﻄﺮ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﺬﻟﻚ ﻓﻲ اﻟﻴﻮﻡ اﻟﺴﺎﺑﻖ ﻟﻠﻐﻴﺎﺏ ﻋﻠﻰ اﻷﻗﻞ.

ﺩ- ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﻌﻔﻲ اﻟﻌﺎﻣﻞ ﻋﻦ اﻟﻌﻤﻞ ﺃﺛﻨﺎء ﻣﻬﻠﺔ اﻹﺧﻄﺎﺭ ﻣﻊ اﺣﺘﺴﺎﺏ ﻣﺪﺓ ﺧﺪﻣﺔ اﻟﻌﺎﻣﻞ ﻣﺴﺘﻤﺮﺓ ﺇﻟﻰ ﺣﻴﻦ اﻧﺘﻬﺎء ﺗﻠﻚ اﻟﻤﻬﻠﺔ، ﻣﻊ ﻣﺎ ﻳﺘﺮﺗﺐ ﻋﻠﻰ ﺫﻟﻚ ﻣﻦ ﺁﺛﺎﺭﻭﺑﺨﺎﺻﺔ اﺳﺘﺤﻘﺎﻕ اﻟﻌﺎﻣﻞ ﺃﺟﺮﻩ ﻋﻦ ﻣﻬﻠﺔ اﻹﺧﻄﺎﺭ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 45

ﻻ ﻳﺠﻮﺯ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ اﺳﺘﻌﻤﺎﻝ ﺣﻖ ﺇﻧﻬﺎء اﻟﻌﻘﺪ اﻟﻤﺨﻮﻝ ﻟﻪ ﺑﻤﻘﺘﻀﻰ اﻟﻤﺎﺩﺓ اﻟﺴﺎﺑﻘﺔ ﺃﺛﻨﺎء ﺗﻤﺘﻊ اﻟﻌﺎﻣﻞ ﺑﺈﺟﺎﺯﺓ ﻣﻦ اﻹﺟﺎﺯاﺕ اﻟﻤﻨﺼﻮﺹ ﻋﻠﻴﻬﺎ ﻓﻲ ﻫﺬا اﻟﻘﺎﻧﻮﻥ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 46

ﻻ ﻳﺠﻮﺯ ﺇﻧﻬﺎء ﺧﺪﻣﺔ اﻟﻌﺎﻣﻞ ﻣﻦ ﺩﻭﻥ ﻣﺒﺮﺭ ﺃﻭ ﺑﺴﺒﺐ ﻧﺸﺎﻃﻪ اﻟﻨﻘﺎﺑﻲ ﺃﻭ ﺑﺴﺒﺐ اﻟﻤﻄﺎﻟﺒﺔ ﺃﻭ اﻟﺘﻤﺘﻊ ﺑﺤﻘﻮﻗﻪ اﻟﻤﺸﺮﻭﻋﺔ ﻭﻓﻘﺎ ﻷﺣﻜﺎﻡ اﻟﻘﺎﻧﻮﻥ، ﻛﻤﺎ ﻻ ﻳﺠﻮﺯ ﺇﻧﻬﺎء ﺧﺪﻣﺔ اﻟﻌﺎﻣﻞ ﺑﺴﺒﺐ اﻟﺠﻨﺲ ﺃﻭ اﻷﺻﻞ ﺃﻭ اﻟﺪﻳﻦ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 47

ﺇﺫا ﻛﺎﻥ ﻋﻘﺪ اﻟﻌﻤﻞ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﻭﻗﺎﻡ ﺃﺣﺪ ﻃﺮﻓﻴﻪ ﺑﺈﻧﻬﺎﺋﻪ ﺑﻐﻴﺮ ﺣﻖ اﻟﺘﺰﻡ ﺑﺘﻌﻮﻳﺾ اﻟﻄﺮﻑ اﻵﺧﺮ ﻋﻤﺎ ﺃﺻﺎﺑﻪ ﻣﻦ ﺿﺮﺭ ﻋﻠﻰ ﺃﻻ ﻳﺠﺎﻭﺯ ﻣﺒﻠﻎ اﻟﺘﻌﻮﻳﺾ ﻣﺎ ﻳﺴﺎﻭﻱ ﺃﺟﺮ اﻟﻌﺎﻣﻞ ﻋﻦ اﻟﻤﺪﺓ اﻟﻤﺘﺒﻘﻴﺔ ﻣﻦ اﻟﻌﻘﺪ ﻭﻳﺮاﻋﻰ ﻓﻲ ﺗﺤﺪﻳﺪ اﻟﻀﺮﺭ ﺑﺎﻟﻨﺴﺒﺔ ﺇﻟﻰ ﻃﺮﻓﻴﻪ اﻟﻌﺮﻑ اﻟﺠﺎﺭﻱ ﻭﻃﺒﻴﻌﺔ اﻟﻌﻤﻞ ﻭﻣﺪﺓ اﻟﻌﻘﺪ ﻭﺑﻮﺟﻪ ﻋﺎﻡ ﻛﺎﻓﺔ اﻻﻋﺘﺒﺎﺭاﺕ اﻟﺘﻲ ﺗﺆﺛﺮ ﻓﻲ اﻟﻀﺮﺭ ﻣﻦ ﺣﻴﺚ ﻭﺟﻮﺩﻩ ﻭﻣﺪاﻩ، ﻭﻳﺨﺼﻢ ﻣﻦ ﻗﻴﻤﺔ اﻟﺘﻌﻮﻳﺾ ﻣﺎ ﻗﺪ ﻳﻜﻮﻥ ﻣﺴﺘﺤﻘﺎ ﻟﻠﻄﺮﻑ اﻵﺧﺮ ﻣﻦ ﺩﻳﻮﻥ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 48

ﻟﻠﻌﺎﻣﻞ ﺃﻥ ﻳﻨﻬﻲ ﻋﻘﺪ اﻟﻌﻤﻞ ﺩﻭﻥ ﺇﺧﻄﺎﺭ ﻣﻊ اﺳﺘﺤﻘﺎﻗﻪ ﻟﻤﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ ﻓﻲ ﺃﻱ ﻣﻦ اﻷﺣﻮاﻝ اﻟﺘﺎﻟﻴﺔ:

ﺃ- ﺇﺫا ﻟﻢ ﻳﻠﺘﺰﻡ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﻨﺼﻮﺹ اﻟﻌﻘﺪ ﺃﻭ ﺃﺣﻜﺎﻡ اﻟﻘﺎﻧﻮﻥ.

ﺏ- ﺇﺫا ﻭﻗﻊ ﻋﻠﻴﻪ اﻋﺘﺪاء ﻣﻦ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻭ ﻣﻦ ﻳﻨﻮﺏ ﻋﻨﻪ ﺃﻭ ﺑﺘﺤﺮﻳﺾ ﻣﻦ ﺃﻱ ﻣﻨﻬﻤﺎ.

ﺝ- ﺇﺫا ﻛﺎﻥ اﺳﺘﻤﺮاﺭﻩ ﻓﻲ اﻟﻌﻤﻞ ﻳﻬﺪﺩ ﺳﻼﻣﺘﻪ ﺃﻭ ﺻﺤﺘﻪ ﺑﻤﻘﺘﻀﻰ ﻗﺮاﺭ ﻣﻦ ﻟﺠﻨﺔ اﻟﺘﺤﻜﻴﻢ اﻟﻄﺒﻲ ﺑﻮﺯاﺭﺓ اﻟﺼﺤﺔ.

ﺩ- ﺇﺫا ﺃﺩﺧﻞ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻭ ﻣﻦ ﻳﻨﻮﺏ ﻋﻨﻪ ﻏﺸﺎ ﺃﻭ ﺗﺪﻟﻴﺴﺎ ﻭﻗﺖ اﻟﺘﻌﺎﻗﺪ ﻓﻲ ﻣﺎ ﻳﺘﻌﻠﻖ ﺑﺸﺮﻭﻁ اﻟﻌﻤﻞ.

ﻫ- ﺇﺫا اﺗﻬﻤﻪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﺎﺭﺗﻜﺎﺏ ﻓﻌﻞ ﻣﻌﺎﻗﺐ ﻋﻠﻴﻪ ﺟﺰاﺋﻴﺎ ﻭﺣﻜﻢ ﻧﻬﺎﺋﻴﺎ ﺑﺒﺮاءﺗﻪ.

ﻭ- ﺇﺫا اﺭﺗﻜﺐ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻭ ﻣﻦ ﻳﻨﻮﺏ ﻋﻨﻪ ﺃﻣﺮا ﻣﺨﻼ ﺑﺎﻵﺩاﺏ ﻧﺤﻮ اﻟﻌﺎﻣﻞ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 49

ﻳﻨﺘﻬﻲ ﻋﻘﺪ اﻟﻌﻤﻞ ﺑﻮﻓﺎﺓ اﻟﻌﺎﻣﻞ ﺃﻭ ﺛﺒﻮﺕ ﻋﺠﺰﻩ ﻋﻦ ﺗﺄﺩﻳﺔ ﻋﻤﻠﻪ ﺃﻭ ﺑﺴﺒﺐ ﻣﺮﺽ اﺳﺘﻨﻔﺪ ﺇﺟﺎﺯﺗﻪ اﻟﻤﺮﺿﻴﺔ. ﻭﺫﻟﻚ ﺑﺸﻬﺎﺩﺓ ﻣﻌﺘﻤﺪﺓ ﻣﻦ اﻟﺠﻬﺎﺕ اﻟﻄﺒﻴﺔ اﻟﻤﺨﺘﺼﺔ اﻟﺮﺳﻤﻴﺔ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 50

ﻳﻨﺘﻬﻲ ﻋﻘﺪ اﻟﻌﻤﻞ ﻓﻲ اﻷﺣﻮاﻝ اﻟﺘﺎﻟﻴﺔ:

ﺃ- ﺻﺪﻭﺭ ﺣﻜﻢ ﻧﻬﺎﺋﻲ ﺑﺈﺷﻬﺎﺭ ﺇﻓﻼﺱ ﺻﺎﺣﺐ اﻟﻌﻤﻞ.

ﺏ- ﺇﻏﻼﻕ اﻟﻤﻨﺸﺄﺓ ﻧﻬﺎﺋﻴﺎ.

ﺃﻣﺎ ﻓﻲ ﺣﺎﻟﺔ ﺑﻴﻊ اﻟﻤﻨﺸﺄﺓ ﺃﻭ ﺇﺩﻣﺎﺟﻬﺎ ﻓﻲ ﻏﻴﺮﻫﺎ ﺃﻭ اﻧﺘﻘﺎﻟﻬﺎ ﺑﺎﻟﻤﻴﺮاﺙ ﺃﻭ اﻟﻬﺒﺔ ﺃﻭ ﻏﻴﺮ ﺫﻟﻚ ﻣﻦ اﻟﺘﺼﺮﻓﺎﺕ اﻟﻘﺎﻧﻮﻧﻴﺔ، ﻓﺈﻥ ﻋﻘﺪ اﻟﻌﻤﻞ ﻳﺴﺮﻱ ﻓﻲ ﻣﻮاﺟﻬﺔ اﻟﺨﻠﻒ ﺑﺎﻟﺸﺮﻭﻁ ﺫاﺗﻬﺎ اﻟﻮاﺭﺩﺓ ﻓﻴﻪ، ﻭﺗﻨﺘﻘﻞ اﻟﺘﺰاﻣﺎﺕ ﻭﺣﻘﻮﻕ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺴﺎﺑﻖ ﺗﺠﺎﻩ اﻟﻌﻤﺎﻝ ﺇﻟﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺬﻱ ﺣﻞ ﻣﺤﻠﻪ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 51

ﻳﺴﺘﺤﻖ اﻟﻌﺎﻣﻞ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ ﻋﻠﻰ اﻟﻮﺟﻪ اﻵﺗﻲ:

ﺃ- ﺃﺟﺮ ﻋﺸﺮﺓ ﺃﻳﺎﻡ ﻋﻦ ﻛﻞ ﺳﻨﺔ ﺧﺪﻣﺔ ﻣﻦ اﻟﺴﻨﻮاﺕ اﻟﺨﻤﺲ اﻷﻭﻟﻰ ﻭﺧﻤﺴﺔ ﻋﺸﺮ ﻳﻮﻣﺎ ﻋﻦ ﻛﻞ ﺳﻨﺔ ﻣﻦ اﻟﺴﻨﻮاﺕ اﻟﺘﺎﻟﻴﺔ ﺑﺤﻴﺚ ﻻ ﺗﺰﻳﺪ اﻟﻤﻜﺎﻓﺄﺓ ﻋﻠﻰ ﺃﺟﺮ ﺳﻨﺔ ﻭﺫﻟﻚ ﻟﻠﻌﻤﺎﻝ اﻟﺬﻳﻦ ﻳﺘﻘﺎﺿﻮﻥ ﺃﺟﻮﺭﻫﻢ ﺑﺎﻟﻴﻮﻣﻴﺔ ﺃﻭ ﺑﺎﻷﺳﺒﻮﻉ ﺃﻭ ﺑﺎﻟﺴﺎﻋﺔ ﺃﻭ ﺑﺎﻟﻘﻄﻌﺔ.

ﺏ- ﺃﺟﺮ ﺧﻤﺴﺔ ﻋﺸﺮ ﻳﻮﻣﺎ ﻋﻦ ﻛﻞ ﺳﻨﺔ ﻣﻦ اﻟﺴﻨﻮاﺕ اﻟﺨﻤﺲ اﻷﻭﻟﻰ ﻭﺃﺟﺮ ﺷﻬﺮ ﻋﻦ ﻛﻞ ﺳﻨﺔ ﻣﻦ اﻟﺴﻨﻮاﺕ اﻟﺘﺎﻟﻴﺔ ﺑﺤﻴﺚ ﻻ ﺗﺰﻳﺪ اﻟﻤﻜﺎﻓﺄﺓ ﻓﻲ ﻣﺠﻤﻮﻋﻬﺎ ﻋﻦ ﺃﺟﺮ ﺳﻨﺔ ﻭﻧﺼﻒ ﻭﺫﻟﻚ ﻟﻠﻌﻤﺎﻝ اﻟﺬﻳﻦ ﻳﺘﻘﺎﺿﻮﻥ ﺃﺟﻮﺭﻫﻢ ﺑﺎﻟﺸﻬﺮ.

ﻭﻳﺴﺘﺤﻖ اﻟﻌﺎﻣﻞ ﻣﻜﺎﻓﺄﺓ ﻋﻦ ﻛﺴﻮﺭ اﻟﺴﻨﺔ ﺑﻨﺴﺒﺔ ﻣﺎ ﻗﻀﺎﻩ ﻣﻨﻬﺎ ﻓﻲ اﻟﻌﻤﻞ ﻭﺗﺴﺘﻘﻄﻊ ﻣﻦ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ اﻟﻤﺴﺘﺤﻘﺔ ﻟﻠﻌﺎﻣﻞ ﻗﻴﻤﺔ ﻣﺎ ﻗﺪ ﻳﻜﻮﻥ ﻋﻠﻴﻪ ﻣﻦ ﺩﻳﻮﻥ ﺃﻭ ﻗﺮﻭﺽ.

ﻭﻳﺮاﻋﻰ ﻓﻲ ﺫﻟﻚ ﺃﺣﻜﺎﻡ ﻗﺎﻧﻮﻥ اﻟﺘﺄﻣﻴﻨﺎﺕ اﻻﺟﺘﻤﺎﻋﻴﺔ ﻋﻠﻰ ﺃﻥ ﻳﻠﺘﺰﻡ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﺪﻓﻊ ﺻﺎﻓﻲ اﻟﻔﺮﻕ ﺑﻴﻦ اﻟﻤﺒﺎﻟﻎ اﻟﺘﻲ ﺗﺤﻤﻠﻬﺎ ﻧﻈﻴﺮ اﺷﺘﺮاﻙ اﻟﻌﺎﻣﻞ ﻓﻲ اﻟﺘﺄﻣﻴﻨﺎﺕ اﻻﺟﺘﻤﺎﻋﻴﺔ ﻭاﻟﻤﺒﺎﻟﻎ اﻟﻤﺴﺘﺤﻘﺔ ﻋﻦ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 52

ﻣﻊ ﻣﺮاﻋﺎﺓ ﺃﺣﻜﺎﻡ اﻟﻤﺎﺩﺓ (45) ﻣﻦ ﻫﺬا اﻟﻘﺎﻧﻮﻥ ﻳﺴﺘﺤﻖ اﻟﻌﺎﻣﻞ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ اﻟﻤﻨﺼﻮﺹ ﻋﻠﻴﻬﺎ ﻓﻲ اﻟﻤﺎﺩﺓ اﻟﺴﺎﺑﻘﺔ ﻛﺎﻣﻠﺔ ﻓﻲ اﻷﺣﻮاﻝ اﻟﺘﺎﻟﻴﺔ:

ﺃ- ﺇﺫا اﻧﺘﻬﻰ اﻟﻌﻘﺪ ﻣﻦ ﺟﺎﻧﺐ ﺻﺎﺣﺐ اﻟﻌﻤﻞ.

ﺏ- ﺇﺫا اﻧﺘﻬﺖ ﻣﺪﺓ اﻟﻌﻘﺪ اﻟﻤﺤﺪﺩ اﻟﻤﺪﺓ ﺩﻭﻥ ﺃﻥ ﻳﺘﻢ ﺗﺠﺪﻳﺪﻩ.

ﺝ- ﺇﺫا اﻧﺘﻬﻰ اﻟﻌﻘﺪ ﻃﺒﻘﺎ ﻷﺣﻜﺎﻡ اﻟﻤﻮاﺩ (50،49،48) ﻣﻦ ﻫﺬا اﻟﻘﺎﻧﻮﻥ.

ﺩ- ﺇﺫا ﺃﻧﻬﺖ اﻟﻌﺎﻣﻠﺔ اﻟﻌﻘﺪ ﻣﻦ ﺟﺎﻧﺒﻬﺎ ﺑﺴﺒﺐ ﺯﻭاﺟﻬﺎ ﺧﻼﻝ ﺳﻨﺔ ﻣﻦ ﺗﺎﺭﻳﺦ اﻟﺰﻭاﺝ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 53

ﻳﺴﺘﺤﻖ اﻟﻌﺎﻣﻞ ﻧﺼﻒ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ اﻟﻤﻨﺼﻮﺹ ﻋﻠﻴﻬﺎ ﻓﻲ اﻟﻤﺎﺩﺓ (51) ﺇﺫا ﻗﺎﻡ ﺑﺈﻧﻬﺎء اﻟﻌﻘﺪ ﻏﻴﺮ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﻣﻦ ﺟﺎﻧﺒﻪ، ﻭﻛﺎﻧﺖ ﻣﺪﺓ ﺧﺪﻣﺘﻪ ﻻ ﺗﻘﻞ ﻋﻦ ﺛﻼﺙ ﺳﻨﻮاﺕ ﻭﻟﻢ ﺗﺒﻠﻎ ﺧﻤﺲ ﺳﻨﻮاﺕ ﻓﺈﺫا ﺑﻠﻐﺖ ﻣﺪﺓ ﺧﺪﻣﺘﻪ ﺧﻤﺲ ﺳﻨﻮاﺕ ﻭﻟﻢ ﺗﺒﻠﻎ ﻋﺸﺮ ﺳﻨﻮاﺕ اﺳﺘﺤﻖ ﺛﻠﺜﻲ اﻟﻤﻜﺎﻓﺄﺓ، ﻭﺇﺫا ﺑﻠﻐﺖ ﻣﺪﺓ ﺧﺪﻣﺘﻪ ﻋﺸﺮ ﺳﻨﻮاﺕ ﻳﺴﺘﺤﻖ اﻟﻤﻜﺎﻓﺄﺓ ﻛﺎﻣﻠﺔ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 54

ﻳﺤﻖ ﻟﻠﻌﺎﻣﻞ اﻟﺬﻱ اﻧﺘﻬﻰ ﻋﻘﺪ ﻋﻤﻠﻪ ﺃﻥ ﻳﺤﺼﻞ ﻣﻦ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻋﻠﻰ ﺷﻬﺎﺩﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ ﺗﺘﻀﻤﻦ ﺑﻴﺎﻧﺎ ﺑﻤﺪﺓ ﺧﺪﻣﺘﻪ ﻭﻋﻤﻠﻪ ﻭﺁﺧﺮ ﺃﺟﺮ ﺗﻘﺎﺿﺎﻩ ﻭﻻ ﻳﺠﻮﺯ ﺃﻥ ﺗﺘﻀﻤﻦ ﻫﺬﻩ اﻟﺸﻬﺎﺩﺓ ﺃﻱ ﻋﺒﺎﺭاﺕ ﻗﺪ ﺗﺴﻲء ﺇﻟﻰ اﻟﻌﺎﻣﻞ ﺃﻭ ﺗﺼﺪﺭ ﻓﻲ ﺷﻜﻞ ﻳﻘﻠﻞ ﻣﻦ ﻓﺮﺹ اﻟﻌﻤﻞ ﺃﻣﺎﻣﻪ ﺻﺮاﺣﺔ ﺃﻭ ﺩﻻﻟﺔ ﻭﻳﻠﺘﺰﻡ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﺄﻥ ﻳﺮﺩ ﻟﻠﻌﺎﻣﻞ ﻣﺎ ﻳﻜﻮﻥ ﻗﺪ ﺃﻭﺩﻋﻪ ﻟﺪﻳﻪ ﻣﻦ ﻣﺴﺘﻨﺪاﺕ ﺃﻭ ﺷﻬﺎﺩاﺕ ﺃﻭ ﺃﺩﻭاﺕ.

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