The assignment policy, and the Employment Contract ,constitutes
the entire agreement between the employee and the Program and supercedes
all prior verbal or written agreements, understandings or representations
regarding such employment.
1.0 DEFINITIONS
1.1 "Contract Period" means a twelve or twenty
four month period commencing on the employee's Date of Hire and terminating
either twelve or twenty four months from such Date of Hire, unless a different
"Contract Period" is explicitly agreed upon in writing. The Contract Period
is specified in Item 13 of the Employment Contract.
1.2 "Term of Employment" means all the continuous
contract periods beginning January 17, 1992 or "Date of Hire" whichever
is later, to the end of the employment with the Program.
1.3 "Date of Hire" MEANS FIRST FULL DAY ON THE
JOB.
1.4 The "Program" means Al Hada Armed Forces Hospital
and Rehabilitation Center, Taif, its Management and related facilities.
1.5 MSD/MODA means Medical Services Department
on the Ministry of Defense and Aviation.
1.6 "Point of Hire" means that location designated
in Item 1 of the Employment Contract.
1.7 "Status" indicates the Employee's eligibility
for certain benefits and entitlement as described herein and in item 5
of the contract and are identified by an employment classification of "Single"
or "Family". The actual marital status of the employee is not synonymous
with the Employee's entitlement to that contract status as a condition
of employment.
1.8 "Contractor' refers to United Medical Group.
1.9 "Recognized Dependents" means a spouse and
up to two children under the age of 18 as specified in Items 6 of the Employment
Contract.
2.0 JOB TITLE AND INITIAL POST OF ASSIGNMENT
The Employee shall be assigned initially to the location
set forth in Item 9 of the Employment Contract. The Program reserves the
right to change the employee's job capacity and post of assignment to meet
the requirements of The Program. The employee shall devote his or her full
working time to performance of the duties assigned by The Program. The
employee shall not engage in any other employment while employed by the
Program. The employee agrees that he or she will not at any time (whether
during employment hereunder or thereafter) divulge either directly or indirectly
to any other person, firm or entity, any knowledge or information which
he or she may acquire during the course of, or incidental to, his or her
employment by The Program concerning any of the affairs or property of
The Program or any business or transaction in which The Program may be
or may have been interested.
3.0 COMPENSATION
3.1 Base Salary The employee's salary ("Base Salary")
shall commence on the employee's Date of Hire and shall be at the monthly
rate set forth in Item 3 of the Employment Contract during the Stated Term
of Employment. The term "month" shall mean a Gregorian month and shall
be the full compensation for the time worked and the weekly rest days.
If an employee works less than a full Gregorian month or works fewer hours
than are specified, the Salary will be pro-rated.
3.2 Hours All employees will work forty eight (48)
hours per week as specified in Item 11 of the Employment Contract.
An employee will not be entitled to receive his or her
full monthly salary unless he or she works or has approved benefit time
of at least forty eight (48) hours, on average, per week.
3.3 Overtime Based upon the employee's position
with The Program, Item 4 in the Employment Contract indicates whether or
not the employee is eligible for overtime compensation. If the employee
is not eligible for overtime compensation, the employee may nevertheless
be expected to work from time to time to satisfy the requirements of the
employee's position. This requirement has been taken into consideration
when establishing the Base Salary rate. Employees who are required to work
overtime will be designated as eligible in Item 4. Overtime must be approved
in advance and will be paid in accordance with the following formula: Scheduled
hours worked in a work week exceeding 48 are paid at 1-1/2 times the standard
hourly rate. Overtime hours should not exceed 25% of daily working hours.
The employee should not refuse to work the overtime if required by the
Program within this policy.
3.4 On call Employees ,who are eligible for overtime,
will receive compensation for the approved hours they are on call at the
rate of 15% of their standard hourly salary . Employees called back will
be paid in accordance with The Program overtime provisions. On call allowance
will cease at the time any employee becomes entitled to payment of call
back allowance, and recommence when call back duty is completed. This indicates
there will be no pyramiding of benefits.
3.5 Payroll Procedures - Employees will be paid
on a monthly basis in accordance with Program procedures.
3.6 Service Award - Upon completion of an Employee's
term of Employment with the Program, the Contractor will pay to the employee
a service award as set forth in Item 8 of the Employment Contract to be
computed on the basis of ½ month's pay for each year of service
for the first five consecutive continuous years of service and 1 month
pay for each year after five years. The computation will be based on the
period of service from January 17,1992 of Date of Hire (if later).
a) The calculation of the 'Service Award ' will be based
on the employee's monthly Base Salary in effect at the time of completion
of employment, and shall not include the value of housing or any other
pay or fringe benefits to which the employee is entitled hereunder.
b) Service award shall be paid at the conclusion of the
employee's final and satisfactory contractual obligation to the Program.
It should be noted that not completing the contract period will deprive
the employee of the 'Service Award' for that period (except as specified
in paragraph 16(b) and 17(b).
4.0 STATUS, DEPENDENTS AND CHANGE OF STATUS
4.1 The employee's status is indicated in Item 5 of the
Employment Contract. The actual marital status of the employee is not related
to the term "Single Status", or "Family Status" as used in the employee
Agreement.
4.2 For the purpose of this Assignment Policy, "Single
Status" means that whether or not the employee is now, has ever been, or
hereafter becomes married, neither the employee's spouse nor any other
dependents shall be entitled to Family status benefits
4.3 Employees who are designated "Family Status" shall
be permitted to be accompanied by a lawful spouse and dependent children
under the age of eighteen years. The liability of the Contractor shall
be limited to the provision of visa fees for the employee and mobilization
tickets for the employee, his/her spouse and two children from the Point
of Hire to the Post of Assignment. This relocation is fully explained in
paragraph 6.0. The contractor will assist in obtaining appropriate employment
visas and if applicable housing accommodation at the Program. Unless expressly
stated in writing and agreed by both parties, there shall exist no other
obligations by the Contractor to the Employee designated as "Family Status".
The Contractor makes no express or implied commitment as to the availability
or appropriateness of educational services for dependent children or of
other amenities and benefits for any employee's dependents
5.0 Medical Examination
5.1 A medical examination will be required for the employee
and recognized dependents, prior to departure from the Employees Point
of Hire to Saudi Arabia. These medical expenses will be at the Employee's
expense.
5.2 Upon arrival at the post , the Employee will be required
to take another medical examination. If it is determined that the Employee
carries a dangerous communicable disease, then the Program will have the
right to repatriate the Employee and any recognized dependents to the Point
of Hire at the Employee's own expense.
6.0 RELOCATION OF EMPLOYEE
6.1 Mobilization & Demobilization Ticketing
The Contractor will provide one-way economy class air travel ticketing
for the employee and his Recognized Dependents ( as referred to in Section
4.3.) These dependents, if any will, accompany the employee from his Point
of Hire (Closest major airport) to the employee's Post of Assignment (closest
major airport) in Saudi Arabia. Upon satisfactory completion of the Term
of Employment, and after obtaining exit visas, the employee with his/her
Recognized Dependents who are residents in Saudi Arabia will be entitled
to one-way economy air fare ticket to the employee's Point of Hire (closest
major airport.)
6.2 Accompanying Baggage The employee will be permitted
the standard economy class air fare allowance for accompanying baggage
in accordance with the policies of the airline being used.
Employee automobiles, boats, motorcycles or similar personal
belongings will not be shipped to Saudi Arabia on the account of the Contractor.
The employee will be expected to arrange for the disposition of such belongings
at his or her own expense and responsibility. The Contractor will not pay
for, reimburse costs associated with, or in any way assist in the shipment
of pets and understands that the pets are not permitted in any Program
facility.
6.3 Excess Baggage Single status employees are
authorized 20 Kg of unaccompanied excess baggage upon satisfactory completion
of their final contract. Family status employees are authorized 40 Kg of
unaccompanied excess baggage upon satisfactory completion of their final
contracts.
7.0 HOUSING AND MEALS
7.1 Housing
7.1.1 Assigned Housing - Housing at the employee's
post of assignment, including basic furnishings will be assigned to the
employee by the Program and provided without charge to the employee. However,
Employees may be required to pay for all normal utilities (electricity,
water, sewage and gas) and minor household repairs and maintenance. Employee's
on "Single Status" may be required to share a dwelling unit with one or
more employees of the same sex who are also on "Single Status". Only the
employee, his or her authorized dependents (if on Family Status contract)
and visitors approved by the Program will be permitted to utilize such
housing. Under no circumstance will the employee be permitted to sublease
such housing. The employee agrees to return such housing to the Program
upon completion of such employee's employment in the same condition as
assigned to the employee, reasonable wear and tear accepted. Other than
minor changes in the decor, no alterations may be made to the housing or
its contents without the prior written approval of the Program. The employee
agrees to afford the Program access to such housing at such times as the
Program may reasonably require upon reasonable notice to the employee.
Employees will be assessed charges for damage or missing items upon final
clearance from assigned housing.
7.1.2 Housing Allowance - The Program reserves the right
to pay a housing allowance to the Employee in lieu of assigned housing.
7.1.3 Marriage of Program Employees on Single Status -
In the event of the marriage of an Employee on "Single Status" the Program
will not assign married quarters for the couple, permit the Employee (and
any of their children) to live together in Program housing. If a couple
live together in housing which is not assigned by the Program, the Employee
must return the assigned housing to the Program. The Program will not be
obligated to pay an allowance in lieu of housing.
7.1.4 Divorce or Extended Separation - In the event of
the divorce, legal or extended separation of a program Employee and spouse,
the Employee shall be deemed to have released the Program from any obligation
to provide married housing quarters to the Employee. The Program reserves
the right to require the Employee to move to Single Status Housing or to
share a dwelling unit with another program employee as appropriate to the
Employee's job category. The term "extended separation" for the purposed
os this section, means that the spouse of the Program Employee shall have
remained outside Saudi Arabia for a continuous period of more than 6 months
during the term of employment.
7.2 Meal Allowance Meal allowances are provided
to all employees with a basic salary of less than SR 2,600 per month. Meal
allowance is equal to SR 275 per month.
8.0 CHILDREN's EDUCATION ALLOWANCE Family Status
Employees are entitled to reimbursement of the amount specified in Item
14 of the employment contract per contract year in respect of tuition fees
and text books for their recognized dependents children under 18 years
of age. Reimbursement for expenditures will be made upon the submission
of copy of the canceled check/payment order, official receipt and original
invoice. The invoice must give a breakdown between tuition fees, text books
and other charges. The Contractor reserves the right to obtain direct confirmation
from the institution/school in connection with an Employee's claim for
reimbursement. Claims for contract periods less than one year or for tuition
fees paid for a school term/year, during which the child reaches eighteen
years of age will be pro rated.
9.0 Leave & Ticketing
9.1 Annual Leave and Holidays
9.1.1 An Employee's Leave Entitlement depends on the Job
title and the position specified in item 2 of the Employee's Employment
Contract. Item 10 of the employment contract indicates the actual number
of calendar days of Leave the employee will earn per annum.
9.1.2 Holidays All employees f are entitled to
10 day Eid holidays per annum.
9.2 Leave Scheduling Leave shall be taken when
scheduled and approved by the Program Employee's must take their leave
during the Contract period in which earned. The Contractor shall not compensate
the employee for any unused leave after completion/termination of the Employee's
contract. Leave may be granted after 5 months of employment provided that
are for a minimum of 7 days and a maximum of the amount of accrued leave.
The cost of the ticket will be paid by the employee. The adding of holidays
to vacation days or the splitting of vacation days depends on the departmental
scheduling needs and Program management approval. However, vacation days
and holidays are normally permitted to be combined for an employee's annual
leave. Partial vacations and short term visits outside of the Kingdom of
Saudi Arabia will be at the expense of the employee.
9.3 Leave Ticketing
9.3.1 Ticketing entitlement depends on the Employee's
Job Title and Position as stated in Item 2 of the Employment Contract.
The entitlement may be annual or once every two years as stated in Item
12 of the Employment Contract,
9.3.2 a) Two Year Contract Upon satisfactory completion
of the first ten months of their 2 years contract, employee's in this group
will be eligible for a round trip economy excursion Annual Leave ticket,
from the employee Post of Assignment (closest major airport) to the employee's
Point of Hire (closest major airport).
b) One Year Contract - Upon satisfactory completion of
the first ten months of their one year contract and upon accepting a re-contract
for one year or more, the employee in this group will be eligible for a
round trip economy excursion Annual Leave ticket from the employee's Post
of Assignment (closest major airport) to the employee's Point of Hire (closest
major airport).
c) Family Status, One and Two year Contracts - Family
status contracts provide annual leave ticketing for a spouse and 2 lawful
children under the age of 18, from the employee's Post of Assignment (closest
major airport) to the employee's Point of Hire (closest major airport).
In order to be eligible for annual ticketing, the Employee's dependents
must be residents of Saudi Arabia.
9.3.3 Ticketing After Two Years Employment - Upon satisfactory
completion of the first twenty two months of their two-year contract and
upon accepting a re contract for two more years, employees in this group
will be eligible for a round trip economy excursion ticket from the Employee's
Post of Assignment ( closest major airport) to the Employee's Point of
Hire (closest major airport).
9.3.4 Special Ticketing Entitlement for Category 1000
Only Single Status - Round trip economy excursion ticket to London or Point
of Hire (closest Major Airport), whichever is closest to the Post of Assignment
(closest Major Airport), at the middle of each year of his/her contract.(mid
year ticket ). For Category 1000 who elect "Single Status" contract. Failure
to complete contract term will result in recovery of cost of the mid-year
ticket.
9.3.5 General Conditions
a) The Program and the Contractor may approve an early
leave ticket provided the cost of the ticket is guaranteed by another Program
Employee and the Employee has signed a new contract as stated in Section
9.3.2
b) Leave tickets not utilized by the Employee, by the
end of the Employee's contract, shall be forfeited with no liability on
the Contractor for compensation.
C)All employees are required to fly on Saudi (available
routes) for any travel paid by the Contractor.
9.4 Emergency Leave and Leave Without Pay
9.4.1 Emergency Leave - In the event of a substantial
life-threatening illness , injury or death of a spouse, child or parent
of an employee, or other extraordinary circumstances, the employee may
be granted by The Program at its sole discretion, up to a maximum of five
(5) calender days off work. The period allowed in this section must be
approved by The Program in writing in advance and will be taken with pay.
Days taken in excess of five (5) calendar days must be approved by The
Program and deducted from annual leave. Emergency related travel will be
at the employee's expense, unless annual leave ticket entitlement is used.
9.4.2 Leave without pay - Leave without pay may be granted
by the Program at its sole discretion, in extraordinary circumstances.
The Employee will not earn any contractual benefits during periods of leave
without pay e.g. annual leave, holidays, Service Awards and annual leave
ticketing.
9.7 Sick Leave - The employee will be permitted,
in any one contract year:
(a) up to 30 days sick leave with full pay; and
(b) up to an additional 60 days of sick leave at a rate
equal to seventy-five percent (75%) of the employee's Base Salary. The
Program requires the employee to obtain a certificate from the Employee
Health Physician substantiating the employee's illness. The employee will
not be paid for sick leave which is not used in any Contract Year, nor
will sick leave be cumulative from Contract to Contract. In case of serious
illness or injury of an employee resulting in prolonged absence (more than
ninety (90) consecutive calendar days, or incapacity to perform contracted
work,
i) the employee shall be entitled to sick leave pay for
the periods and in the amounts set forth in this Section 9.5 following
termination of the employee's employment until sick leave for the year
in which such termination occurs has been utilized in full by the employee,
and
ii) the terms of Section 6.3 hereof shall not apply to
such employee's termination. The Program reserves the right to terminate
the contract without compensation of any employee who exceeds 90 days continuous
sick leave per year, or who exceeds 120 days sick leave , in aggregate,
in a contract year.
9.6 Maternity Leave - Female employees who are on Family
Status will be eligible for six weeks post partum maternity leave, if the
employee has been under contract with the Program for one year or more.
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