Part II Al Hada Armed Forces Hospital & Rehabilitation
Center, Taif
INTERNATIONAL ASSIGNMENT POLICY
Part I Letter of Offer
10.0 PROLONGED ABSENCE FROM WORK WITHOUT NOTICE Absence from work of more than
six calender days without notice will constitute "cause" for terminating the Employee pursuant to
paragraph 16 hereof.
11.0 MEDICAL CARE
11.1 The Program will provide medical care for Employees ,including recognized dependents of Employees
on Family Status contracts, on the account of the contractor. Dental care will be provided on an
emergency basis only.
11.2 In the event that any employee or his recognized dependent require specialized medical treatment at
facilities outside Post of Assignment, such treatment will be at the expense of the employee.
11.3 In the event of prescribed need for glasses or other compensatory equipment, such costs will be at the
employees expense.
11.4 Exclusions - The contractor will not pay for any chronic illness or medical condition which is proved
to have existed prior to the arrival of the employee or any of his authorized dependents to the site. The
Contractor will not be liable for any self inflicted injury, illness, harm or damage caused due to
negligence of rules, regulations and instructions of relevant authorities or the contractor. Such injuries
and costs will be the sole responsibility of the Employee.
12.0 LOCAL TRANSPORTATION - The Program will provide pool transportation for all employees,
as required, in the performance of their assigned work duties. Use of Program owned vehicles will be
permitted only on official business. Control and assignment of such vehicles will rest with the Program.
Eligible Employees, who take part in the Program's car pool scheme, will be required to pay a monthly
charge for routine vehicle maintenance.
13.0 WORK SCHEDULE - Work schedules will be established in accordance with Saudi Arabian customs,
practices and conditions and the operating needs of the Program on a 24-hour basis .
14.0 TAXES and Fees
14.1 The Kingdom of Saudi Arabia presently has not imposed a tax on income of employees. However,
should the Government implement a tax at some future date, The Contractor shall not be liable for the
payment of any taxes or claims made on personal incomes of the employee. Any taxes or imported
duties levied on vehicles or any goods purchased or imported by an employee for personal use will not
be paid by The Contractor.
14.2 The Contractor will pay for the Iqama (residence permit) for the first year of employment only.
Thereafter, The Employee is responsible to pay the Iqama renewal fees and the exit/re-entry fees.
15.0 CONDITIONS TO EXECUTION OF EMPLOYMENT CONTRACT
The execution of the employee's Employment Contract is contingent upon satisfaction of each of the
following conditions:
(a) Satisfactory confirmation by The Program of the employee's credentials and references as set forth
in the employee's resume or as otherwise supplied by the employee.
(b) Approval and acceptance of the employment by The Program.
(c) The employee satisfactorily passing the requirements of the medical examination referred to in
Section 5.0 hereof;
(d) Receipt by the employee of his/her visa to work in Saudi Arabia.
Approved Employees must bring all their original certificates and references to the Kingdom for
authentication.
16.0 TERMINATION OF EMPLOYMENT BY THE PROGRAM
(a) The Program reserves the right to terminate the employee's employment during the first ninety
days probation without prior notice and without liability to continue payment of the Base Salary
or any other direct or indirect compensation hereunder beyond the date of termination of the
employee's employment, except as otherwise specifically provided in this Assignment Policy.
Employees terminated within the probationary period will not be entitled to Service Awards or
accrued leave. The Employee will be entitled to ticketing to the Point of Hire unless termination
is for "cause" as described in paragraph 16(c).
(B)After completion of the probation period , the Program reserves the right to terminate the
employee's contract by giving 30 days notice (excluding accrued leave) or pay 30 days salary in lieu
of notice, with full terminal benefits.
(c) The Program reserves the right to terminate the employee's employment for "cause" without prior
notice and without any liability to continue payment of the Base Salary or any other direct or
indirect compensation hereunder beyond the date of termination of the employee's employment,
except as otherwise specifically provided in this Assignment Policy. Employees terminated for
"cause" are not entitled to payment of Service Award. In addition, the Employee will be
responsible for all cost of repatriation to his/her Point of Hire.
As used herein, the term "cause" includes, but is not limited to:
(1) dishonesty by the employee including any misrepresentations of any material facts provided by or on
behalf of the employee including but not limited to, prior education, training or experience and medical
history, treatment or condition;
(2) gross negligence;
(3) insubordination ;
(4) violations by the employee or any of his/her Program Recognized Dependents of any duty or loyalty
to The Program;
(5) Un-excused or prolonged absence by the employee from his or her position;
(6) violation of the laws, regulations, or customs of the Kingdom of Saudi Arabia by the employee or
any of his/her accompanying Dependents;
(7) misconduct by the employee or any of his/her accompanying dependents which The Program
reasonably determines is detrimental to its best interest; or
(8) the failure by the employee to satisfactorily perform the work required to be performed by the
employee in the capacity to which the employee is assigned hereunder.
If The Program terminates the employment of any employee for cause and the spouse of such employee
is also employed by The Program, The Program reserves the right to terminate the employment of such
for or spouse for cause. The employee represents and warrants to The Program that any material fact
previously provided including, but not limited to, facts relating to prior education, training or experience
and medical history, treatment or condition shall be true and correct as of the employee's effective first
day of work and agrees to notify The Program prior to such first day of work of any change in such
facts in order that The Program may determine whether or not to terminate the Employment Contract
under this Section 16.
The contractor reserves the right to recover full or partial cost of the leave ticket(s) issued for the
contract period immediately preceding the period in which the employee is terminated for cause.
(A ) The Program reserves the right to terminate for cause, any pregnant female Employee who is on
a Single Status contract.
(B) At the election of The Program, a medical examination (to The Program specifications) for the
employee then resident in the Kingdom of Saudi Arabia, may be required at The Contractor's
expense, prior to final departure from Saudi Arabia. If requested by The Program, the employee
must submit to such medical examination.
(C) An employee may terminate his employment prior to the expiration of the contract period by
giving written notice to The Program at least ninety (90) days prior to the effective date of his/her
resignation. In this case, the employee shall be responsible for all costs associated with such
resignation. The only benefit to which the employee will be entitled shall be accrued leave and
holidays. Service award will only apply if a full contract period has been completed prior to the
current contract without a break between the contracts.
(D) The Contractor/The Program reserves the right to terminate any pregnant female employee on
single status contract. Termination will normally be prior to the 5th month of pregnancy.
17.0 ARBITRATION/DISPUTES
The employee and The Contractor agree that the procedures established by this Section 17.0 shall
constitute the sole and exclusive procedures for resolving any and all controversies or claims which arise
out of employee's employment hereunder or out of the breach of any of the conditions set forth herein
or are in any other way related to or arise out of the employee's employment by The Contractor. If any
such controversy or claim arises during the term of the employee's employment, the matter shall be
resolved in accordance with The Contractor internal complaints and grievances procedures established
from time to time by The Contractor. If the employee or The Contractor desire to appeal any final
decision rendered pursuant to The Contractor's internal complaint and grievance procedures, the matter
shall be settled in accordance with the Kingdom of Saudi Arabian Labor & Workmen Law, Article 12
and in the Kingdom of Saudi Arabia.
17.1 Governing Law
This Contract and Assignment Policy shall be governed by and interpreted under the laws of the
Kingdom of Saudi Arabia and its court.
18.0 BUSINESS LEAVE
Employee required to perform hospital duties outside the Taif region will be entitled to deputation
allowance based on his basic salary as follows:-
Inside the Kingdom Deputation
Range of basic salary Allowance
a. Zero - 2,500 SR 200
b. 2,501 - 4,500 SR 300
c. 4,501 - 6,500 SR 400
d. 6,501 - above SR 500
Outside Kingdom Deputation
Range of basic salary Allowance
a. Zero - 2,500 SR 300
b. 2,501 - 4,500 SR 450
c. 4,501 - 6,500 SR 600
d. 6,501 - above SR 750
Employee will be responsible to pay for all expenses during his business leave such as accommodation,
food and local transportation, etc.
19.0 UNIFORMS Should The Program or the Government require that the employee wear an authorized
hospital uniform, such uniforms shall be provided by The Program. this entitlement shall not preclude
personal requirements that the employee in demeanor and attire shall conform to a professionally
acceptable appearance and the morals of the Kingdom.
20.0 MISCELLANEOUS PROVISIONS
20.1 The Program reserves the right to temporarily assign the employee to other organizations within
MODA/MSD Saudi Arabia.
20.2 The Program employees will only be entitled to those benefits which are assigned to their respective
categories and job titles.
20.3 If the employee's spouse is also hired by The Contractor, the benefits payable by The Contractor
pursuant to this Employment Policy will be determined on a family unit basis in accordance with policies
and procedures adopted by The Contractor from time to time so that the benefits payable under said
section to an employee and his/her spouse will not be duplicated or pyramided.
20.4 The Program hereby reserves the right to establish policies and procedures to control implementation
of the benefits provided in the Employment Policy.
20.5 The Employment Policy and the Employment Contract constitutes the entire agreement between the
employee and The Contractor and supersedes all prior and contemporaneous, verbal or written
agreements, understandings or representations regarding such employment.
20.6 The Contractor will indemnify all Program staff in the Kingdom from any monetary award arising from
performance of their duties in the Kingdom unless they have committed an intentional wrong act or have
been criminally negligent in the performance of their duties. The Program shall not be liable to the
employee or to any third party for any cost, expense, disbursement, loss or damage resulting from acts
of the employee not within the scope of employment within Saudi Arabia.
21.0 EDUCATIONAL LEAVE After the successful completion of six (6) months employment with the
Program, the Program Director has the privilege to grant seven (7) days educational leave for
employees in Category 1000 per annual contract period. This leave is intended to enable Category
1000 (usually Physicians) staff to attend medical conferences and symposia in their specialty for
educational purposes and also to present research papers or to train in new techniques. These
conferences must be held by MODA recognized National or International Institutions or Medical
Universities.
Evidence of registration or attendance will be required, i.e. letters of invitation, copy of the research
paper presented, letters of confirmation of attendance, production of registration fee receipts, abstracts
of the meeting or other evidence acceptable to the program. All expenses of such leave will be the
responsibility of the employee.
22.0 CONDUCT OF EMPLOYEE AND DEPENDENTS
The employee and his dependents shall ensure that the Saudi Arabian Islamic Laws and Customs
pertaining to the prohibition of access to Military and Religious areas and buildings are honored.
Furthermore, to observe strictly and take into consideration all Saudi Arabian Law, Regulations,
Traditions and Customs
|
|
