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UAE Labor Law

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   UAE Labor Law 

 

 

UAE Labor Law English Version  

https://www.mol.gov.ae/MOLWebsite/en/labour-law/labour-law.aspx

UAE Labor Law : Arabic Version

https://www.mol.gov.ae/MOLWebsite/ar/labour-law/labour-law.aspx

Ministry of Human Resources and Emiratisation website

 https://www.mol.gov.ae/MOLWebsite/en/home.aspx

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Qatar Labor Law

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 Qatar Labor Law 

 

Useful Links

Qatar Labor Law English Version 

Ministry of Labour and Social Affairs - Hukoomi

 

 

قانون العمل

خدمات متعلقة

هل أنت مستعداً للبدء؟اذهب إلى هذه الخدمات

يتضمن قانون العمل في قطر مجموعة من الأحكام واللوائح التي تُحدد الحقوق والإلتزامات القانونية للعمال وأصحاب العمل واللجان العمالية. ويجب على جميع الأطراف المعنية الإلتزام بأحكام قانون العمل.

توظيف القطريين

تُعطى الأولوية في فرص العمل للمواطنين القطريين، حيث تقدم وزارة العمل خدمات مختلفة تتناسب مع قدرات ومواهب المواطنين القطريين. لذا، يجب أن يبادر المواطنون الذين يبحثون عن فرص عمل بتسجيل أنفسهم لدى الوزارة، بهدف الحصول على فرص عمل مناسبة. ويجب على أصحاب الأعمال الراغبين في إستقدام عمال أجانب من الخارج، الحصول على تصريح من وزارة العمل.

الكفالة

يجوز للأجانب العمل في دولة قطر من خلال نظام الكفيل. ولا يجوز للشخص المكفول العمل لدى غير من صدر له الترخيص بالعمل لديه، من دون الحصول على إذن خاص يسمح له بذلك. ويمكن السماح بنقل الكفالة الممنوحة في حالة موافقة كلٌ من صاحب العمل الأصلي وصاحب العمل الجديد. إلا أنه وبدون الحصول على خطاب إخلاء طرف، فإنه يجب على الشخص مغادرة البلاد لمدة لا تقل عن سنتين قبل أن يعود إلى العمل لدى صاحب عمل آخر. ولا يجوز للكفلاء حجز جوازات سفر موظفيهم إلا بغرض إتمام إجراءات إستخراج التأشيرات. كما يجوز للعمال الأجانب إستقدام أُسرهم للإقامة معهم في قطر على كفالتهم الشخصية.

ساعات العمل

الحد الأقصى لعدد ساعات العمل اليومية المسموح به دون أجر إضافي هو 48 ساعة في الأسبوع، ويتم تخفيضها إلى 36 ساعة في الأسبوع خلال شهر رمضان. ويعتبر يوم الجمعة هو يوم الراحة الإسبوعية  لجميع العُمال فيما عدا عُمال المناوبة. ولا يجوز تشغيل العامل أكثر من يومي جمعة متتاليين فيما عدا عُمال المناوبة.

اللجان العمالية

يجوز للعمال الذين يعملون في منشأة لا يقل عدد العمال القطريين فيها عن مائة عامل، تكوين لجنة عمالية يكون لها الحق في الانضمام لاتحادات عمالية أكبر. كما يجوز للعمال الإضراب عن العمل وفقًا للشروط والضوابط والأحكام المنصوص عليها في قانون العمل.

لمزيد من المعلومات حول قانون العمل، يرجى تنزيل قانون العمل القطري

 

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  Jordanian Labor Law

 
 
Jordan

Labour Code, Law No. 8 of 1996. Dated 2nd March, 1996.


 

Index

Chapter I: Preliminary

Chapter II: Labour Inspection

Chapter III: Recruitment and Careers Guidance

Chapter IV: Contracts of Employment

Chapter V: Vocational Training Contracts

Chapter VI: Collective Agreements

Chapter VII: Protection of Remuneration

Chapter VIII: Organization of Work and Leave Time

Chapter IX: Occupational Safety and Health

Chapter X: Work Injuries and Occupational Diseases

Chapter XI: Trade Unions and Employers' Associations

Chapter XII: Settlement of Collective Labour Disputes


 

Chapter I: Preliminary

Section 1

This Law shall be called the Labour Code of 1996 and shall come into force on the expiry of sixty days from the date of its publication in the Official Gazette.

Section 2

For the purposes of this Code, the following words and expressions shall, unless there is ground to presume otherwise, have the meanings assigned to them below:

  • the Ministry : the Ministry of Labour;
  • the Minister : the Minister of Labour;
  • the Secretary General : the Secretary General of the Ministry;
  • employer : any natural or legal person employing, in any capacity, one or more persons against remuneration;
  • association : an organization representing employers;
  • worker : any person, male or female, performing work against remuneration for an employer and under his direction, including minors, trainees and persons on a trial period;
  • work : any intellectual or manual effort made by a worker for remuneration, be it for an indefinite period, or on a casual, temporary or seasonal basis;
  • casual work : work necessitated by unforeseen contingencies the completion of which does not require more than three months;
  • temporary work : work that requires, in view of its nature, a limited period of time to be completed;
  • seasonal work : work carried out in specific seasons of the year and the completion of which does not require more than six months;
  • collective agreement: a written agreement regulating terms of employment between an employer or an association on the one hand, and a group of workers or a trade union on the other;
  • contract of employment : an agreement, verbal or written, explicit or implicit, whereby a worker undertakes to work for an employer, under his supervision or direction, in return for remuneration; contracts of employment may be for a specified period or of indefinite duration, or for specified or unspecified work;
  • remuneration : any compensation a worker is entitled to for his work, in cash or in kind, in addition to any other payments due to him by virtue of law, a contract of employment, internal regulations or common practice, except payments for overtime;
  • young person : any person, male or female, who has attained the age of seven but is less than eighteen years old;
  • establishment : an entity that provides services, or produces or distributes goods;
  • medical authority : a medical practitioner or medical commission approved by the Minister;
  • occupational disease : an industrial disease or occupational injury listed in Tables I or II of this Code;
  • industrial injury : an injury sustained by a worker due to an accident that occurs during the performance of his work or as a result thereof, including commuting accidents;
  • dependent : the worker's family member or members stipulated as beneficiaries by the Social Security Law in force;
  • trade union : an organization of workers in a trade, formed in accordance with the provisions of this Code;
  • administrative board : the administrative board of a trade union;
  • collective labour dispute : any dispute occurring between a group of workers or a trade union on the one hand, and an employer or association on the other, concerning the application or interpretation of a collective agreement or terms and conditions of employment.

Section 3

The provisions of this Code shall apply to all workers and employers, except:

  • (1) government and municipal officials;
  • (2) an employer's family members working without remuneration in his undertakings;
  • (3) domestic servants, gardeners, cooks and the like;
  • (4) agricultural workers excluding those who shall be covered by this Code pursuant to a decision taken by the Council of Ministers on the basis of a recommendation by the Minister.

Section 4

  • (1) The provisions of this Code shall be without prejudice to any rights that a worker may have under any other law, or any contract of employment, agreement or award, provided that such rights are more favorable than those granted to him by this Code.
  • (2) Any contract or agreement made before or after the commencement of this Code, whereby a worker relinquishes any right conferred on him by this Code, shall be deemed null and void.

 

Chapter II: Labour Inspection

Section 5

The Ministry shall be in charge of inspection tasks in application of this Code.

Section 6

Any person undertaking inspection activities shall sign a statement whereby he takes an oath to discharge his duties in all honesty and good faith and to abstain from revealing secrets brought to his knowledge through his work.

Section 7

Qualifications, duties, powers and emoluments of labour inspectors as well as obligations of employers towards the latter shall be governed by regulations issued for that purpose.

Section 8

Every employer or person acting on his behalf shall:

  • (1) on the first month of every year, send to the Ministry or to the inspectorate in the work area a statement specifying the number of workers in his employment, as well as the place and type of work, date of entry into employment and remuneration of every worker;
  • (2) keep in his establishment the records that he is required to hold, including records of workers and trainees.

Section 9

  • (1) In the discharge of their duties, labour inspectors shall be vested with the powers of criminal investigators as prescribed by the Criminal Procedures Code in force. Their reports, drafted within the limits of their mandate, shall be enforceable, until otherwise established.
  • (2) An inspector may demand that an employer ceases a violation within a period not exceeding seven days from the date on which the latter receives written notice to that effect. If the employer fails to do so, the Minister, or his duly mandated representative, may decide to close down the establishment until the violation ceases or until a court rules on the matter.
  • (3) The offender shall be ordered by court to cease the violation and shall be fined no less than fifty and no more than five hundred Dinars. The minimum fine shall not be reduced on the grounds of any mitigating circumstances.

 

Chapter III: Recruitment and Careers Guidance

Section 10

  • (1) The Ministry shall be in charge of the organization of the labour market and of careers guidance, and shall draw up the necessary guidelines for the promotion of jobs and recruitment opportunities for Jordanians within the Kingdom and abroad, in cooperation with the appropriate bodies.
  • (2) Private employment offices may be established upon authorization by the Minister. Their conditions of establishment, objectives, functions and methods of management, as well as their supervision by the Ministry shall be set out in regulations that shall be issued for that purpose. The Minister may determine the fees charged by such offices for their services.

Section 11

Public and authorized private employment offices shall be the sole intermediaries empowered to recruit or facilitate the recruitment of workers within the Kingdom or abroad. The Minister may close down offices violating the provisions of this section and bring judicial proceedings against them. Convicted violators shall be fined no less than two hundred and no more than one thousand Dinars and/or shall be sentenced to a minimum of thirty days in prison; offices found to be acting in violation of the provisions of this section shall be closed down, and all their assets relating to employment activities shall be confiscated.

Section 12

  • (1) Non-Jordanian workers shall only be employed upon authorization by the Minister, or his duly mandated representative, provided that the work they undertake requires expertise and skills unavailable or insufficient within the Jordanian workforce. In such cases, priority shall be given to Arab experts, technical specialists and workers.
  • (2) Non-Jordanian workers shall obtain a work permit from the Minister, or his duly mandated representative, before being brought into the country or entering employment. Such work permits shall be valid for a maximum of one year and may be renewable on an annual basis.
  • (3) The Ministry shall collect a fee from the employer for the issuance or renewal of the work permit of a non-Jordanian worker. Such a fee shall be received as public revenue, and its amount shall be fixed by statute.
  • (4) Upon recommendation by the Ministry of Social Development, a severely handicapped person, or his guardian or trustee, may be exempted from the payment of the work permit fee for one non-Jordanian worker, if the disabled is in constant acute need of assistance in his day-to-day life, and if the functions of the non-Jordanian worker are limited to assisting the disabled.
  • (5) An employer or manager of an establishment, as the case may be, shall be fined no less than fifty and no more than one hundred Dinars for every month or fraction of a month during which a non-Jordanian worker is employed in violation of the provisions of this Code. The fixed minimum fine shall not be reduced in any circumstances and for any reasons whatsoever.
  • (6) The Minister shall order the deportation of a worker violating the provisions of this section, at the expense of the employer or manager of the establishment. Such orders shall be executed by the competent authorities.

Section 13

An employer having fifty or more workers in his employment, and undertaking a type of work that allows for the employment of disabled workers who have received vocational training through specialized programs, arrangements or institutes approved by the Ministry, or established by it in cooperation with public or private institutions, shall employ such disabled workers so that they represent no less than 2% (two percent) of his total workforce, and shall send the Ministry a statement specifying the type of work and the remuneration of each trained disabled worker.

Section 14

If a worker sustains an industrial injury leading to permanent partial disability not preventing him from performing a different type of work, his employer shall employ him in such type of work as is compatible with his condition, if such work is available, and pay him the remuneration set for that work. The worker's financial entitlements for the period preceding the injury shall be calculated on the basis of the last remuneration he received, before the injury was sustained.


 

Chapter IV: Contracts of Employment

Section 15

  • (1) Contracts of employment shall be drawn up in Arabic and in two copies at least; each party shall keep a copy. If no such contract is made, the worker may establish his rights by all legal means of evidence.
  • (2) A worker employed for an indefinite duration shall be considered in service until his employment is terminated in accordance with the provisions of this Code. If a worker is employed for a specified period, he shall be considered in service throughout that period.
  • (3) Where the contract of employment is for a specified period, it is automatically terminated at the end of that period. If both parties to the contract continue implementing it after that period has expired, the contract shall be considered to have been renewed as a contract for an indefinite duration, and shall be deemed as such from its commencement.
  • (4) A worker who is regularly employed for piece-work in the workplace, or performs a series of tasks by piece-work, shall be considered as a worker employed for an indefinite duration.
  • (5)
    • (a) Workers employed by a contractor for the execution of a project may take direct legal action against the project owner, to claim the entitlements due to them from the contractor. Such claims shall not exceed the amount of payments due to the contractor from the owner at the time when action is taken.
    • (b) Workers employed by a subcontractor may take direct legal action against the principal contractor and the project owner. The amounts claimed in such action may not exceed payments that are due, at the time when action is taken, to the principal contractor from the owner and to the subcontractor from the principal contractor.
    • (c) Workers mentioned in subparagraphs (5)(a) and (b) of this section shall have a preferential claim to the payments due to the principal contractor and the subcontractor, and their claims shall be settled proportionately, each according to his share.

Section 16

A contract of employment shall remain in force notwithstanding a change of employer, whether such a change is due to the sale of the undertaking or its transfer by inheritance, the merger of the establishment or any other reason. The original employer and the new employer shall, for a period of six months, be jointly liable in the discharge of any obligations arising out of the contract of employment and maturing before the date of change. After the expiry of that period the new employer shall have sole liability.

Section 17

No worker shall be under the obligation to perform work that is markedly different from the type of work agreed in the contract of employment, except where such work is required to prevent an accident or carry out repairs necessitated thereby, in cases of force majeure or under other circumstances stipulated by this Code. Such work shall, in any case, remain within the limits of the capacities of the worker and the circumstances necessitating it.

Section 18

No worker shall be under the obligation to work in a place other than his assigned workplace if that were to lead to a change of residence and where that is not expressly stipulated in the contract of employment.

Section 19

Every worker shall:

  • (1) perform his own work himself, exerting reasonable diligence, and follow the instructions of his employer concerning the performance of the agreed work, within the limits of the worker's safety, provisions of laws in force and general rules of moral conduct.
  • (2) keep the industrial and commercial secrets of his employer and refrain from disclosing them in any way, even after the expiry of the contract of employment, as stipulated in an agreement thereon or in accordance with common practice;
  • (3) take adequate care of all items he receives to perform his work such as his working tools, materials or utensils;
  • (4) undergo, before or after commencing work, the medical check-up required by his type of work to ascertain that he does not have any occupational or contagious diseases.

Section 20

  • (1) Subject to the provisions of paragraph (2) of this section, an employer shall have no claim over a new invention made by a worker even where the worker has developed it in the course of his work. Priority in the sale of the invention shall, however, be given to the employer.
  • (2) Where the nature of the tasks assigned to a worker require him to put effort into the development of an invention, he may be entitled to a share in the interests arising out of the invention. That share shall not exceed 50% (fifty percent) and shall be assessed taking into consideration the mental and physical effort made by the worker, and the materials, tools, installations and other facilities provided by the employer.

Section 21

A contract of employment shall be considered terminated if:

  • (1) both parties agree to terminate it;
  • (2) the duration of the contract has expired or the work itself has been completed;
  • (3) the worker dies or is no longer capable of working due to a disease or disability certified by the medical authority.

Section 22

The death of an employer shall not bring about the termination of the contract of employment unless the contract took into consideration the personality of the employer.

Section 23

  • (1) If one of the two parties to a contract of employment of indefinite duration wishes to terminate it, such party shall give the other party written notice to that effect at least one month in advance. Notice can then only be withdrawn with the approval of both parties.
  • (2) Such contract of employment shall remain in force throughout the notice period which shall be considered as part of the period of service.
  • (3) If notice is given by the employer, he may release the worker from work for the duration of the notice period, or he may not do so except for the last seven days of that period. In any case, the worker shall be entitled to his remuneration for the notice period.
  • (4) If it is the worker who gives notice, and he leaves work before the end of the notice period, he shall not be entitled to any remuneration for the period of absence and shall compensate the employer by paying him the equivalent of his own remuneration for that period.

Section 24

Subject to the provisions of section 31 of this Code, no worker may be dismissed and no disciplinary measures may be taken against him for reasons related to complaints or claims submitted by him to the appropriate bodies, in relation to the non-application of the provisions of this Code with regard to him.

Section 25

If a worker institutes judicial proceedings within sixty days of his dismissal, and a competent court finds the dismissal arbitrary and in violation of the provisions of this Code, the employer may be ordered to reinstate the worker or pay him damages, in addition to compensation in lieu of notice and all other entitlements stipulated in sections 32 and 33 of this Code, provided that the total amount awarded shall not be less than the worker's remuneration for three months and not more than his remuneration for six months, and shall be calculated on the basis of the last remuneration he received.

Section 26

  • (1) If a contract of employment for a specified period is terminated before its expiry date by either the employer or the worker for any of the reasons set forth in section 29 of this Code, the worker shall have the right to receive all his entitlements and benefits as stipulated by the contract. He shall also be entitled to receive any remuneration payable to him throughout the remaining period, unless the termination of the contract is considered as a dismissal, in accordance with the provisions of section 28 of this Code.
  • (2) If a contract of employment for a specified period is terminated by a worker for none of the reasons set forth in section 29 of this Code, the employer may claim damages from the worker. Such damages shall be assessed by a competent court. The worker shall not be ordered to pay more than the equivalent of half his remuneration for every month remaining in the contract period.

Section 27

  • (1) Subject to the provisions of paragraph (2) of this section, an employer may not terminate the employment of a worker or give the latter notice, if the worker is:
    • (a) a pregnant woman who has reached at least her sixth month of pregnancy, or a woman on maternity leave;
    • (b) performing military or reserve service;
    • (c) on annual or sick leave, on leave granted for worker education or pilgrimage or on leave agreed by both parties to take up trade union office or studies in a recognized institute, college or university.
  • (2) An employer shall be freed from the obligation stipulated in paragraph (1) of this section if the worker is employed by another employer during any of the periods mentioned therein.

Section 28

An employer may dismiss a worker without notice, if:

  • (1) the worker assumes false identity or submits false certificates or documents with the purpose of acquiring a benefit or causing prejudice to others;
  • (2) the worker fails to fulfill the obligations stipulated in the contract of employment;
  • (3) the worker commits a fault causing the employer considerable material damage, provided that the employer notifies the appropriate bodies of the accident within five days from the date on which he learns of its occurrence;
  • (4) the worker, in spite of receiving two written warnings, fails to observe the internal regulations of the establishment, including safety regulations;
  • (5) the worker is absent from work without good cause for more than twenty days intermittently, during any one year, or for more than ten consecutive days, provided that, prior to the dismissal, written notice is sent to his address by registered mail and published, at least once, in a daily local newspaper;
  • (6) the worker discloses work secrets;
  • (7) a court, in a final judgment, finds the worker guilty of a criminal offense or a misdemeanor involving dishonorable or immoral conduct;
  • (h) the worker is found at work in a manifest state of intoxication or under the influence of any drugs or psycho-tropic substances, or if he has committed, at the workplace, an act violating principles of moral conduct;
  • (a) the worker strikes or insults the employer, the manager in charge, a superior, a fellow worker or any other person in the course or on account of work.

Section 29

A worker shall be entitled to leave his employment without giving notice while preserving his legal rights to end of service indemnities and entitlements to damages, if:

  • (1) he is employed in work markedly different in nature from that agreed in the contract of employment, unless it is for reasons stipulated in section 17 of this Code;
  • (2) he is employed in conditions necessitating a change of residence, unless such a change is stipulated in the contract;
  • (3) he is downgraded from the agreed level of employment;
  • (4) his remuneration is lowered, unless it is for reasons stipulated in section 14 of this Code;
  • (5) a medical report issued by a medical authority, proves that his work, if continued, could be hazardous to his health;
  • (6) the employer, or the person acting on his behalf, strikes or insults the worker in the course or on account of his work;
  • (7) the employer fails to comply with any provisions in this Code or any regulations issued thereunder, provided that he has received notification from the appropriate body in the Ministry calling for compliance with such provisions.

Section 30

An employer shall, if a worker so requests, give the latter, upon termination of his employment, a certificate of employment specifying the worker's name, his type of work and the dates on which he entered and left employment. The employer shall also be under the obligation to return to the worker any papers, certificates or tools deposited with him by the worker.

Section 31

  • (1) An employer may terminate or suspend all or some contracts of employment of indefinite duration, if economic or technical conditions were to require it, such as a reduction of the workload, the replacement of the old production system by a new one or the total stoppage of work, provided that the Ministry is duly notified.
  • (2) The Minister of Labour may set up a tripartite commission to examine the validity of such measures.
  • (3) Workers whose employment has been terminated in accordance with paragraphs (1) and (2) of this section shall be entitled to return to work within one year, if work resumes its normal course and it is possible for the employer to reemploy them.
  • (4) A worker whose contract of employment is suspended in accordance with paragraph (1) of this section shall be entitled to leave work without notice while retaining his legal rights with respect to the end of service.

Section 32

Subject to the provisions of section 28 of this Code, a worker employed for an indefinite duration and not covered by the Social Security Law, shall, if his employment is terminated for any reason whatsoever, be entitled to receive his end of service indemnity which shall be calculated on the basis of the last remuneration the worker received and at the rate of one month's remuneration for every year of effective service and a proportionate indemnity for any fraction of a year of such service. If the worker is paid wholly or partly by piece-rate or commission, his indemnity shall be calculated on the basis of the average monthly remuneration he effectively received over the last twelve months of his employment, or, if his service did not extend over such a period, the average monthly remuneration he received for the duration of his service. In the calculation of the end of service indemnity, any intermittent periods of work, not separated by more than one month, shall be considered as a continuous period of employment.

Section 33

  • (1) In addition to his end of service indemnity, a worker covered by a special scheme of savings, pension or other such funds in his establishment shall, at the end of his service, receive any allowances he is entitled to under such a scheme.
  • (2) The regulations governing funds mentioned in paragraph (1) shall be subject to approval by the Minister.

Section 34

In case of a worker's death, all his end of service entitlements stipulated in this Code shall revert to his legal heirs, as if his employment had been terminated by the employer, as well as all allowances from funds mentioned in section 33 of this Code.

Section 35

  • (1) An employer may employ any worker on a trial basis to verify his competence and capacities for the work that is required of him, provided that the trial period shall not, in any case, exceed three months and that the above-mentioned worker shall not be paid less than the fixed minimum remuneration.
  • (2) The employer shall have the right to terminate the employment of a worker under probation without notice or indemnity during the trial period.
  • (3) If a worker continues work after the end of his trial period, his contract of employment shall be considered of indefinite duration and the trial period shall be considered as part of the service period of the worker with the employer.

 

Chapter V: Vocational Training Contracts

Section 36

  • (1) A vocational training contract entered into by a worker and an employer shall be concluded in writing. The trainer shall have sufficient qualifications and experience in the profession or craft in which the trainee is intended to be trained and the establishment shall fulfill the required conditions for training.
  • (2) Vocational training contracts shall be drawn up in accordance with the format and terms prescribed by the Vocational Training Institution in instructions issued for that purpose and published in the Official Gazette. Such contracts shall be free from stamp duty.
  • (3) Trainees having attained eighteen years of age shall enter into the contract directly. Minors shall be represented by their guardian or trustee.

Section 37

Vocational training contracts shall specify the duration and stages of training as well as the level of remuneration at each training stage. Remuneration in the last stage shall not be less than the minimum remuneration granted for similar work, and shall in no case be calculated on a piece-rate or productivity basis. Training shall be dispensed in accordance with the Vocational Training Institution programs as found in instructions issued for that purpose and published in the Official Gazette.

Section 38

A vocational training contract may be terminated by either party, if:

  • (1) one of the two parties violates the provisions of this Code or the regulations issued thereunder;
  • (2) one of the two parties fails to discharge its duties in accordance with the terms of the contract;
  • (3) it is impossible to execute the terms of the contract due to reasons beyond the control of one of the parties;
  • (4) the employer transfers the training place specified in the contract, and such a transfer raises difficulties for the trainee or is prejudicial to his interests; the trainee may not invoke such a reason if one month has already elapsed from the date of his transfer to the new training place;
  • (5) the continuation of the work of the trainee is hazardous to his safety or health, as certified by the report of a labour inspector or by a medical report issued by an approved medical commission.

 

Chapter VI: Collective Agreements

Section 39

Collective agreements shall be drawn up in at least three original copies. Each party shall retain one copy and the third shall be deposited with the Ministry, to be kept in a special register. Such agreements shall be binding from the date specified therein or, in the absence of such a date, from the date on which they are registered in the Ministry.

Section 40

Collective agreements may be for a specified period or of indefinite duration. In the first case, the specified period shall not exceed two years. In the second, either party shall have the right to terminate the agreement after it has been implemented for at least two years, by giving the other party notice to that effect at least one month before the termination date. The Ministry shall be notified accordingly by a copy of the above-mentioned notice.

Section 41

  • (1) If, in accordance with the provisions of section 40 of this Code, a collective agreement expires or is terminated by one of the two parties, and negotiations are being conducted to renew, extend or amend the agreement, it shall remain in force throughout the duration of the negotiations, but not for more than six months. If negotiations are not completed during such a period, the agreement shall be considered to have expired.
  • (2) The expiry of a collective agreement shall not entitle the employer to undermine, in any way, the rights acquired by workers who had been covered by the agreement.

Section 42

  • (1) A collective agreement shall be binding on:
    • (a) employers and their successors, including their heirs and the persons to whom the establishment has been transferred in any way, including by way of merger;
    • (b) workers covered by the agreement, even after they withdraw from their trade union, or their trade union withdraws from the federation party to the collective agreement, if they had been members of the trade union or the trade union had been a member of the federation at the time when the agreement was entered into;
    • (c) workers in any establishment that is covered by the provisions of the agreement even if they are not members of any trade union;
    • (e) workers in any establishment that is covered by the provisions of the agreement, having entered into less favorable individual contracts of employment with the establishment.
  • (2) Any clause in an individual contract of employment, entered into by persons covered by a collective agreement, shall be null and void if it runs counter to the collective agreement, unless it is more favorable to the workers.

Section 43

Upon the request of any employer or worker and after due examination of such a request, including the consideration of recommendations of a commission set up by the Minister with the participation of the employers and workers concerned, the Minister may decide to expand the scope of application of any collective agreement that has been executed for at least two months, so as to render it, with all its clauses, binding on all employers and workers in a specific sector or a group of employers and workers, in all regions or in a specific region. Decisions taken pursuant to this section shall be published in the Official Gazette.

Section 44

The Minister shall issue instructions specifying the manner in which collective agreements shall be registered and joined and in which copies shall be made thereof as well as any other relevant organizational matters. An announcement indicating the existence of a collective agreement, the parties to it and the date and place at which it was concluded, shall be posted inside the establishment and at all working places.


 

Chapter VII: Protection of Remuneration

Section 45

Remuneration shall be specified in the contract. In the absence of such provision, the worker shall be paid the remuneration that would be assessed for work of the same type, if such type of work exists. Otherwise, remuneration shall be assessed in accordance with common practice. In the absence of such practice, payable remuneration shall be assessed by court in accordance with the provisions of this Code, considering the case as a labour dispute over remuneration.

Section 46

(1) Remuneration shall be paid within a period not exceeding seven days from the date on which it becomes payable. An employer may not make any deductions therefrom other than those authorized by this Code.

(2) the presence of a worker's signature on any statement or record of remuneration, or any receipt for a specified amount, shall not extinguish his right to any sum additional to the payment made, by virtue of law, regulations or contract.

Section 47

No deductions shall be made from a worker's remuneration, except:

  • (1) for the recovery of advances, provided that no single deduction shall exceed 10% of the worker's remuneration;
  • (2) for the adjustment of overpayments;
  • (3) in respect of social security contributions payable by the worker, or other deductions prescribed by other laws;
  • (4) in respect of the worker's contributions to a savings fund;
  • (5) in respect of housing accommodation and other amenities and services provided by the employer, at such rates or percentages as agreed upon by the two parties;
  • (6) to pay a debt in execution of a court decision;
  • (7) for payments imposed on the worker, in accordance with the provisions of this Code, for a breach of the internal regulations of the establishment or the contract of employment, or as compensation for damage caused by his negligence or fault on any materials or tools.

Section 48

No disciplinary measures shall be taken and no fines shall be imposed by an employer on a worker for an offense that is not stipulated in the regulation of disciplinary penalties approved by the Minister, while taking account of the following:

  • (1) no worker shall, in any one month, be fined more than three days' remuneration or suspended without remuneration for more than three days; in any case, he shall first be given an opportunity to show cause against the penalty and shall be entitled to make opposition to it before the labour inspector within one week of notification;
  • (2) no disciplinary measures shall be taken and no fines shall be imposed on a worker for any offense stipulated in the approved regulation of disciplinary penalties if fifteen days have elapsed since the offense was committed;
  • (3) fines imposed in accordance with this section shall be entered in a special record stating the name of the worker, his remuneration and the reasons for which he was fined. Such fines shall be used to provide social services to workers in the establishment as prescribed by the Minister.

Section 49

If it is established that a worker was responsible for misplacing or damaging tools, machines or products in the ownership or possession of the employer or under the care of the worker, and if such loss or damage was caused by the worker's fault or violation of the employer's instructions, the employer may deduct from the worker's remuneration the value of the loss or damage or the cost of repairs, provided that such a deduction does not exceed five days' remuneration in any one month. The employer shall have the right to seek remedy for damage caused by the worker in an ordinary competent court.

Section 50

If an employer is forced to stop work temporarily for reasons that cannot be attributed to him and which are beyond his control, workers shall be entitled to full remuneration for no more than the first ten days from the date on which work stopped in any one year and half their remuneration for the remaining period. The total remunerated period with full work stoppage shall not exceed sixty days in any one year.

Section 51

  • (1) Notwithstanding the provisions of any other law, remuneration and payments due under this Code to a worker or, after his death, to his heirs or dependents, shall be deemed first-class privileged debts preferred over all other debts, including taxes, duties and any other government dues as well as debts guaranteed by mortgage or security.
  • (2) In case of the liquidation of an establishment or bankruptcy of an employer, the liquidator or bankruptcy administrator shall immediately, upon taking possession of the employer's estate, pay the worker, or his heirs, the equivalent of one month's remuneration out of the amounts due to him, before settling any other payments, including court, bankruptcy or liquidation costs.

Section 52

  • (1) The Council of Ministers shall, upon the recommendation of the Minister, set up a committee consisting of representatives of the Ministry, workers and employers in equal numbers and appoint a committee chairman from the committee's members. The committee shall be in charge of fixing minimum remuneration in Jordanian currency either generally or for a particular area or trade. Members of the committee shall hold a two-year renewable mandate.
  • (2) The committee shall hold session as necessary upon invitation by its chairman, and shall submit decisions not adopted by unanimity to the Minister, to be referred to the Council of Ministers which shall adopt its decision taking into consideration the cost of living estimated by the appropriate bodies. Final decisions adopted under this Code and their date of entry into force shall be published in the Official Gazette.

Section 53

An employer, or person acting on his behalf, who has paid a worker less than the minimum rate of remuneration shall be punishable by a fine of no less than twenty five and no more than one hundred Dinars in respect of each offense, and shall also be ordered to pay the worker the difference. The penalty shall be doubled every time the offense is repeated.

Section 54

  • (1) Upon recommendation by the Minister, the Council of Ministers may set up a body called the Remuneration Authority, consisting of one or more labour experts and specialists to hear claims in respect of remuneration in a particular region, including claims regarding underpayment, unlawful deductions, delayed payment or overtime. Such claims shall be settled by summary process and shall only be receivable, if the worker has remained in the same employment or no more than six months have elapsed since the termination of his employment. If that condition is not fulfilled, the worker shall have the right to take his case to an ordinary competent court.
  • (2) The Remuneration Authority shall not be bound to adopt the proceedings and procedures of ordinary courts, but shall have the competence of the ordinary courts to:
    • (a) summon any person, to hear his testimony under oath, and to have him brought by the competent security forces if he fails to appear before it;
    • (b) order the parties concerned, to submit any documents or information it deems necessary to settle the case.
  • (3) Action shall be brought in writing by the worker himself or by a trade union on his behalf. A single action may be brought by a number of workers employed in the same establishment and having the same cause for action. Each of the two parties to the dispute shall have the right to authorize a representative to act on its behalf before the competent remuneration authority.
  • (4) The Remuneration Authority may demand that the employer pay the worker, within a specified time-limit, any unlawful deductions, unpaid remuneration or remuneration which has fallen due for payment or in arrears. It may also award the worker damages that it shall assess, provided that the amount of damages shall not exceed the amounts deducted or unpaid in the claim period, and that the employer shall not be required to pay damages in respect of underpaid or delayed remuneration if the Authority is satisfied that the delay was due to a bona fide error, a dispute as to the payable amount, an emergency or the failure of the worker to request or accept payment of his remuneration.
  • (5) Cases shall be heard by the Remuneration Authority in the presence of the parties or persons acting on their behalf. If the worker who brought the action fails to appear, the case shall be extinct. If the employer against whom action has been brought fails to appear, but the worker is present, then the case shall be heard. The decision of the Authority shall in that case be taken in absentia and fall in favor of the worker. An appeal may be filed against the Authority's decision before the Appeal's Court within ten days of notification, provided that the amount awarded to the worker exceeds one hundred Dinars.
  • (6) Decisions of the Remuneration Authority shall be executed by the enforcing authorities in the same manner as those issued by ordinary courts, provided that the amounts awarded are not payable by installments.
  • (7) Actions brought before the Remuneration Authority by workers and decisions referred to the enforcing authorities by the Remuneration Authority for execution, shall be exempt from legal fees and stamp duty.
  • (h) The Authority and its staff shall receive payment as decided by the Minister, taking into consideration the number of cases submitted to and settled by the Authority, provided that it did not discharge its functions during official working hours.

 

Chapter VIII: Organization of Work and Leave Time

Section 55

Any employer having ten or more workers in his employment shall, to organize work in his establishment, draw up internal regulations stating daily and weekly work and rest periods, work offenses, and penalties and measures taken to that effect including dismissal, as well as the manner in which such measures are implemented and any other details relevant to the nature of the work of the establishment. Such internal regulations shall be submitted to the Minister for ratification and shall be in force from the date of ratification.

Section 56

Normal working hours shall be eight hours a day and shall not exceed in any one week forty eight hours over a maximum of six days, excluding meal breaks and rest periods. Working hours shall not exceed that limit except in cases stipulated by this Code.

Section 57

A worker may be employed by an employer in excess of normal working hours, provided that he is paid overtime in accordance with this Code, in any of the following cases:

  • (1) to perform the annual inventory, finalize the budget or close the accounts of the establishment, or to prepare for a sales period, provided that such work shall not account for more than thirty days a year and that maximum effective hours of work on any such day shall not exceed ten hours.
  • (2) to avoid losses in goods or any perishable material, for the prevention of any technical hazards related to a technical type of work or to receive, deliver or transport specific material.

Section 58

The provisions of sections in this Code relating to working hours shall not apply to persons occupying supervisory or managerial positions in any establishment, persons who work, in some cases, outside the establishment or those whose duties involve travel within the Kingdom or abroad.

Section 59

  • (1) A worker may be employed, with his consent, in excess of normal working hours, provided that he is paid overtime at a minimum rate of 125% of his regular remuneration.
  • (2) If a worker works on his weekly rest day or on religious or official holidays, he shall be paid overtime at a minimum rate of 150% of his regular remuneration.

Section 60

  • (1) Friday shall be observed as the day of weekly rest unless the nature of work requires otherwise.
  • (2) A worker may, with the approval of his employer, accumulate his weekly rest days to use them all together as leave, for a period not exceeding one month.
  • (3) Weekly rest days shall be paid in full unless a worker is employed on a daily or weekly basis. In such cases, he shall be entitled to receive full remuneration for the weekly rest day if he worked for six consecutive days before the specified rest day, and partial remuneration proportionate to the number of days worked, if he worked for three or more days.

Section 61

  • (1) Every worker shall be entitled to annual leave with full pay for a period of fourteen days for every year of employment, unless a longer period is agreed. Annual leave shall be extended to twenty one days where the worker has been in the employment of the same employer for five consecutive years. Official and religious holidays and weekly rest days shall not be counted as part of a worker's annual leave unless they fall in its course.
  • (2) If the period of service of a worker is less than one year, he shall be entitled to paid leave, calculated proportionately to the duration of his employment in that year.
  • (3) Upon agreement between a worker and employer, a worker's leave for any year may be carried over to the following year. A worker's right to take such delayed leave shall be extinct if he does not request to take it during the year to which it was carried over. An employer may not refuse the request of a worker to take his delayed leave.
  • (4) An employer may, on the first month of the year, set the date of annual leave for every worker, as well as the manner in which it shall be taken, in accordance with work requirements, while taking into consideration the interests of the worker.

Section 62

If a worker's annual leave is not taken all at once, no part taken thereof shall be less than six days long.

Section 63

If a worker's employment is terminated for any reason before he uses up his annual leave, he shall be entitled to receive his remuneration for all remaining leave days.

Section 64

Any agreement by which a worker relinquishes his right to annual leave in full or in part shall be null and void.

Section 65

Every worker shall be entitled to fourteen days a year of sick leave with full pay on the basis of a report by the medical practitioner approved by the establishment. Sick leave may be extended to a further fourteen days with full pay if the worker is hospitalized and with half pay if the worker is not hospitalized but provides a report from a medical commission approved by the establishment.

Section 66

  • (1) Every worker shall be entitled to fourteen days a year of paid leave on any of the following grounds:
    • (a) to follow a Ministry approved workers' education course, upon his nomination by the employer or manager of the establishment in coordination with the trade union concerned;
    • (b) to go on pilgrimage, provided that he has been in the employer's service for at least five consecutive years. Such leave shall only be granted once during the worker's period of service.
  • (2) Every worker shall be entitled to four months of unpaid leave if he wishes to study in an officially recognized university, institute or college.

Section 67

Every woman worker in an establishment employing ten or more workers shall be entitled to a maximum of one year unpaid leave to bring up her children. She shall have the right to be reinstated at the end of her leave, but shall lose that right if she was engaged in gainful employment during that period.

Section 68

Every worker, male or female, shall have the right to take unpaid leave once for a maximum period of two years to accompany his or her spouse if the latter is moved to a work place in a province other than the one in which he or she normally works or abroad.

Section 69

Upon consultation with the competent official bodies, the Minister shall adopt a decision specifying:

  • (1) industries and trades where women's work shall be prohibited;
  • (2) hours in which women may not be employed and exceptions thereto.

Section 70

Women workers shall be entitled to maternity leave with full pay for ten weeks including rest before and after delivery. Leave after delivery shall be no less than six weeks long and employment before the expiry of such a period shall be prohibited.

Section 71

After expiry of the maternity leave period prescribed in section 70 of this Code, every woman worker shall have the right, within one year of delivery, to take time off with pay for the purpose of nursing her newborn baby, provided that total time off does not exceed one hour a day.

Section 72

Employers with at least twenty married women workers in their employment shall provide an adequate facility under the care of a trained nurse for the women workers' children under four years of age, if at least ten of them are in such an age group.

Section 73

Subject to the provisions relating to vocational training, no minor under sixteen shall be employed in any form.

Section 74

No minor under seventeen shall be employed for work involving danger, hardship or health hazards. Such types of work shall be defined by decisions issued by the Minister upon consultation with the competent official bodies.

Section 75

The employment of minors shall be prohibited:

  • (1) in excess of six hours a day, and minors shall be granted a rest period of at least one hour after four consecutive working hours;
  • (2) between eight in the evening and six in the morning;
  • (3) on religious and official holidays and on weekly rest days.

Section 76

Before employing a minor, an employer shall request him or his guardian to submit the following documents:

  • (1) a certified copy of his birth certificate;
  • (2) a report of physical fitness for the proposed work, issued by a specialized physician and certified by the Ministry of Health;
  • (3) the guardian's written consent to the work to be undertaken by the minor in the establishment. All such documents shall be kept in a special file together with adequate data about the minor's place of residence, date of employment, occupation, remuneration and leave periods.

Section 77

Any employer or manager of an establishment who violates any provisions of this chapter or any regulations or decisions adopted thereunder, shall be liable to a fine of no less than one hundred and no more than five hundred Dinars. The fine shall be doubled every time the offense is repeated and may not be reduced beneath the minimum rate on any mitigating grounds.


 

Chapter IX: Occupational Safety and Health

Section 78

  • (1) Every employer shall:
    • (a) take the necessary precautions and measures to protect workers against hazards and diseases that may result from work or machines used therein;
    • (b) provide workers with the necessary personal material, such as special clothes, glasses, gloves or shoes, to protect them from work hazards and occupational diseases, and shall instruct them in the use, maintenance, keeping and cleaning of such material;
    • (c) inform workers, before they take up work, of any occupational hazards and precautionary measures to be taken, and shall post up, in clear view, instructions and guidelines about occupational hazards and protection methods, in accordance with the relevant regulations and decisions;
    • (e) provide workers with first-aid material and equipment in the establishment in accordance with standards prescribed by a decision to be adopted by the Minister after consultation with the competent official bodies.
  • (2) Workers shall not be liable for any costs resulting from the implementation of paragraph (1) of this section.

Section 79

Upon consultation with the competent official bodies, the Minister shall issue instructions prescribing:

  • (1) precautions or measures to be taken in all or any establishments to protect workers and establishments against work hazards and occupational diseases;
  • (2) equipment and material to be provided in all or any establishments for the protection of workers from work hazards and occupational diseases and the prevention thereof;
  • (3) conditions and standards that shall be met in industrial establishments to provide an environment free of any form of pollution, excessive noise and vibration or any potential health hazard for workers, in accordance with adopted international standards. The above-mentioned instructions shall also specify standard testing and verification methods.

Section 80

Employers shall take the necessary precautions to protect establishments and workers against fire and explosion hazards as well as dangers resulting from the storage, transportation and handling of highly inflammable products. They shall also provide adequate technical material and equipment in accordance with the instructions of the competent authorities.

Section 81

No employer or worker shall authorize any kind of alcohol, illegal or dangerous drugs or psycho-tropic substances to be brought into the work-place, or display any such substances therein, and no person under the influence of alcohol or drugs shall enter or stay on work premises for any reason whatsoever.

Section 82

Workers in an establishment shall abide by the rules, regulations and decisions pertaining to accident prevention, occupational safety and health and the use and maintenance of relevant equipment. They shall also refrain from any act that may undermine the implementation of such rules, decisions or regulations and shall not misuse, damage or spoil such equipment. They shall, otherwise, be liable to disciplinary measures prescribed by the establishment's internal regulations.

Section 83

After consultation with the relevant bodies, the Minister may issue instructions specifying types of work where a person cannot be employed without a medical check-up to certify his physical fitness for such work. Any instructions issued pursuant to this section shall be published in two local daily newspapers and the Official Gazette.

Section 84

  • (1) If an employer violates any provisions in this chapter, endangering the workers, establishment or machinery, the Minister may close down the establishment or place of work, totally or partially, or suspend the operation of any machinery therein, until the violation is ceased by the employer.
  • (2) The Minister shall not adopt any decision in application of paragraph (1) of this section before notifying the employer to cease the violation within a time limit identified in the notice, taking into consideration the gravity of the violation and the danger involved.
  • (3) Where an establishment or work-place is closed down or the operation of machinery therein is suspended, the workers' right to receive full remuneration throughout the closure or suspension shall not be undermined.
  • (4) The Minister may institute judicial proceedings before a competent court against the violator who, in such a case, shall be fined no less than one hundred and no more than five hundred Dinars. The fine shall be doubled if the offense is repeated and may not be reduced below the fixed minimum rate for any reason whatsoever.

Section 85

Upon the recommendation of the Minister, the Council of Ministers shall issue the necessary regulations:

  • (1) to set up occupational safety and health committees, appoint supervisors for public and private establishments and determine the committees' and supervisors' terms of reference and functions;
  • (2) to prescribe appropriate preventive and therapeutic medical care for workers, and the employers' obligations in providing such care, describe the manner in which joint medical units can be created and financed by two or more establishments, specify technical equipment to be found in such units and fix regular medical check-ups for workers.
  • (3) to regulate prevention and safety measures in the operation of industrial machinery and at the work-place.

 

Chapter X: Work Injuries and Occupational Diseases

Section 86

The provisions of this chapter pertaining to work injuries and occupational diseases shall apply to workers not covered by the Social Security Law in force.

Section 87

  • (1) If a worker sustains a work injury that results in his death or involves a bodily injury that prevents him from continuing work, the employer shall transport him to a hospital or medical center, notify the competent security authorities of the accident and send notice of the accident to the Ministry within a time limit of 48 hours. The employer shall bear the costs of the worker's transportation to the hospital or medical center for treatment.
  • (2) An employer, or manager or representative of an establishment, who violates the provisions of paragraph (1) of this section shall be liable to a fine of no less than one hundred and no more than five hundred Dinars for each offense. The fine shall be doubled if the violation is repeated.

Section 88

Employers shall be responsible for the payment of compensation prescribed by this Code in the case where a worker develops an occupational disease resulting from his work, as certified by a report from the Medical Authority.

Section 89

Subject to the provisions of any other law or statute, the injured worker or his dependents shall not have the right to claim from the employer compensation not prescribed by this Code for a work injury unless it was caused by the employer's fault.

Section 90

  • (1) Where a work injury results in the death or total disability of a worker, the employer shall be liable to pay compensation equal to the remuneration payable to the worker for one thousand and two hundred working days, provided that such compensation shall be no more than five thousand and no less than two thousand Dinars.
  • (2) Where a work injury results in the temporary disability of a worker, he shall be entitled to a daily allowance equivalent to 75% of his average daily remuneration, as of the day on which the injury was sustained and throughout the period of treatment, as certified by a report from the Medical Authority, if he is treated by a hospital as an out-patient. His allowance shall be reduced to 65% if he is treated with an approved medical facility.
  • (3) Where the work injury results in permanent but partial disability, certified by a report from the Medical Authority, the worker shall be paid compensation in proportion to the degree of disability as compared to compensation for total disability prescribed in Table II of this Code.
  • (4) Where a single work injury involves more than one bodily injury, the injured worker shall be entitled to compensation for each bodily injury in accordance with the provisions of this Code, provided that the aggregate amount payable does not exceed the amount payable in the case of total disability.

Section 91

Compensation prescribed by this Code shall be calculated on the basis of the last remuneration received by the worker. Where the worker is paid at a piece-rate, compensation shall be calculated on the basis of his average remuneration over the last six months of work.

Section 92

  • (1) Compensation due under this Code shall be assessed upon the request of the employer or the worker or his dependents. In case of failure to reach agreement on compensation due, the Secretary General, in his capacity as workers' compensation commissioner, shall assess the compensation due and shall be deemed a party to any legal action brought thereon. The Minister may appoint other Ministry officials to perform the functions of the workers' compensation commissioner in any region within the Kingdom. Compensation shall be payable as a lump-sum within thirty days from the date on which the parties concerned are notified of the commissioner's assessment decision.
  • (2) Payment of compensation under this Code shall not deprive workers or their dependents of their entitlements to end of service indemnities.
  • (3) No legal action pertaining to compensation prescribed by this Code shall be heard in court if a claim on the matter is pending before a compensation commissioner.

Section 93

No claim for compensation in respect of any work injury shall be receivable unless it is submitted to a commissioner within two years of the date on which it was sustained or the injured worker died. A commissioner may, however, deem a claim receivable after the expiry of two years from the date on which the injury or death occurred, if there was good cause for the delay in submission, including the fact that the final consequences of the injury were not definitively determined within that period.

Section 94

  • (1) Subject to paragraph (2) of this section, the injured worker's rights to daily allowances and financial compensation shall be extinct in the following cases but may be reconfirmed by the findings of an investigation undertaken by the appropriate bodies after hearing the employer or his representative and the worker once he is fit to be heard:
    • (a) where a worker has been injured as a result of his own willful act or gross fault or negligence;
    • (b) where the injury has been caused by the influence of alcohol, drugs or psycho-tropic substances;
    • (c) where the injured worker has violated posted instructions prescribing the treatment of his injury or industrial prevention and security measures to be observed, and where that violation had a bearing on the occurrence of the injury.
  • (2) the provisions of paragraph (1) shall not apply in any work injury cases, including the cases mentioned in that paragraph, if the injury results in the death or at least 30% permanent disability of the injured worker. The latter or his dependents shall, in such cases, be paid daily allowances or financial compensation as appropriate.

Section 95

Compensation payable under this Code may in no case be charged or attached except for payment of alimony, in which case only a third of the amount of compensation may be charged or attached. Compensation payable under this Code may further not be assigned to any person other than the worker himself or his dependents and no claim may be set off against it after the death of the worker.

Section 96

Subject to the provisions of section 95 of this Code, compensation payable on the death of a worker shall be apportioned among his dependents in the manner specified in Table III of this Code.


 

Chapter XI: Trade Unions and Employers' Associations

Section 97

  • (1) Workers in any trade may organize themselves in a trade union in accordance with the provisions of this Code. Any worker in such trade shall have the right to join the trade union if he fulfills membership conditions.
  • (2) No employer shall make the employment of a worker subject to the condition that he does not join a trade union or withdraws from membership of a trade union, attempt to bring about the expulsion of a worker from a trade union or cause prejudice to a worker's rights by reason of his membership in a trade union or participation in its activities outside working hours.

Section 98

  • (1) Subject to the provisions of paragraph (2) of this section, a trade union may be established by at least fifty founding members working in the same trade or engaged in similar or interdependent occupations within one field of production.
  • (2) The Minister may, in agreement with the General Confederation of Trade Unions, issue a decision classifying trades and industries where workers are entitled to organize themselves in a trade union and specifying groups of trades and industries where no more than one general trade union may be established, covering all workers in such groups, in view of their similarity, interdependence or participation in a single or integrated field of production. Such a decision may be applicable to already existing trade unions.

Section 99

  • (1) Trade unions shall work for the following objectives:
    • (a) protect the interests of workers in the trade and defend their rights within the framework of this Code;
    • (b) provide health and social services to members and set up clinics, social welfare organizations and consumer associations for their benefit;
    • (c) raise the professional, economic and cultural level of workers.
  • (2) A trade union may set up subsidiary branches within the Kingdom. Rules and procedures governing the relationship between the trade union and its branches shall be determined in its statutes.

Section 100

Upon consultation with the Ministry, the General Confederation of Trade Unions shall draw up its statutes and those of the trade unions. Trade union statutes shall include:

  • (1) the name of the trade union and the address of its head office;
  • (2) the objectives for which the trade union is founded;
  • (3) admission and expulsion procedures;
  • (4) the manner in which union branches shall be established in various regions of the Kingdom and conditions for the creation of their committees as well as the procedures of the latter;
  • (5) the number of members on the administrative board and their term of office, board election procedures, frequency of board meetings, the manner in which board vacancies are filled and the board's terms of reference;
  • (6) members' rights and obligations and cases where disciplinary measures may be taken, including fines and expulsion;
  • (7) services and financial assistance provided to members on an ad hoc basis, including participation in covering costs of medical treatment and legal representation;
  • (8) conditions and procedures subject to which officers and employees of the union may be appointed and dismissed;
  • (9) procedures regarding the trade union's assets, accounting books and financial statements;
  • (10) procedures to convene the trade union's general assembly in regular and extraordinary session.

Section 101

  • (1) Trade unions registered before the entry into force of this Code shall be deemed to be registered thereunder.
  • (2) Employers' organizations registered before the entry into force of this Code shall be considered as associations registered thereunder.
  • (3) The above-mentioned trade unions and employers' associations shall adjust their functioning, statutes and official names to comply with the provisions of this Code within a period not exceeding six months from the date of its entry into force.

Section 102

  • (1) Applications to set up a trade union or an employers' association shall be submitted to the Registrar of Trade Unions and Associations in the Ministry, signed by the founding members and accompanied by the following:
    • (a) the union's or association's statutes, including name, head office and address;
    • (b) the composition of the administrative board after the first elections held by the founding members.
  • (2) The Registrar may demand from the administrative board any additional information he deems necessary to examine the union's or association's application and finalize the registration procedures.
  • (3) The Registrar shall issue his decision in respect of the registration application of any trade union or association within a period not exceeding thirty days from the date of submission. If an application is approved, the Registrar shall issue a certificate of registration for the trade union or association and his decision shall be published in the Official Gazette. If the Registrar decides to reject an application, the founding members may appeal to the Supreme Court within thirty days from the date on which they are notified of the decision.
  • (4) Any person who has suffered damage as a result of the registration of a trade union or association may lodge an appeal with the Supreme Court against the registration decision within thirty days from the date of publication of the decision in the Official Gazette.

Section 103

  • (1) A trade union or association shall carry the name it is registered under and shall be considered a corporate body, in which capacity it shall carry out all activities authorized under this Code and any regulations issued thereunder, in accordance with its statutes, from the date of:
    • (a) publication of the Registrar's decision to register the trade union or association in the Official Gazette;
    • (b) the Supreme Court ruling to recall the Registrar's decision refusing registration of the trade union or association; or
    • (c) expiry of the appeal period stipulated in section 102 of this Code.
  • (2) Trade unions and associations shall notify the Registrar of any changes or amendments to their statutes within fifteen days of their adoption.

Section 104

All communications and notifications addressed to a trade union or association shall be sent to its registered address. The Registrar shall be notified of any change of such address within seven days and such changes shall be recorded in the trade union and association register. Otherwise, the original registered address shall remain valid.

Section 105

The Registrar shall cancel the certificate of registration of a trade union or association if he has sufficient grounds to believe that it has ceased to exist either by reason of voluntary dissolution or by reason of dissolution by virtue of the provisions of this Code or a court decision.

Section 106

A trade union or association may, with the consent of two-thirds of the members whose contributions have been duly paid, be voluntarily dissolved, in an extraordinary session of the general assembly, convened for that sole purpose. In such a case, all its assets and claims shall be liquidated and disposed of in accordance with its statutes, and both the Minister and the General Confederation of Trade Unions shall be notified of the dissolution decision within fifteen days of its adoption. The decision shall further be published in the Official Gazette.

Section 107

  • (1) If a trade union or association fails to submit to the Ministry any notification, statement or regular budget or any accounts or documents it is bound to submit under this Code or regulations issued thereunder, the trade union or association or its legal representative shall be liable to a fine of no less than fifty and no more than one hundred Dinars. The fine imposed may not be reduced for any reason.
  • (2) If a trade union or association violates the provisions of its statutes, it shall cease such a violation within a period not exceeding three months, either of its own accord or upon the demand of the Ministry or General Confederation of Trade Unions. If the violation is not ceased within that period, the Minister or a person acting on his behalf shall institute judicial proceedings before a competent court of first instance against the trade union or association in respect of the above-mentioned violation. The functioning of the trade union or association may be suspended by court until its decision is issued.

Section 108

  • (1) Employers in any trade may organize themselves in an association to promote their professional interests in respect of the application of this Code.
  • (2) To be established, an employers' association shall have, as founding members, at least thirty employers engaged in the same trade or in similar or interdependent trades or in a single field of production. Such occupational groups shall be defined by a decision of the Minister, in agreement with the representatives of the association. Any employer shall be entitled to join or not join the association representing his trade.
  • (3) To be a founding member of or apply for membership in an employers' association or a trade union, the following conditions shall be met:
    • (a) to be of Jordanian nationality;
    • (b) to be no less than twenty-five years of age;
    • (c) not to have been convicted of a criminal offense or a misdemeanor involving dishonorable or immoral conduct.

Section 109

Funds of a trade union may only be spent for lawful purposes relating to the interests of the trade union, including:

  • (1) payment of salaries, allowances and expenses to union employees and officers;
  • (2) administrative costs, including auditing fees;
  • (3) fees and expenses incurred in judicial proceedings instituted by or against the union or any member thereof, where such proceedings are concerned with the securing or protection of any union rights or rights rising out of the relations of any member with his employer;
  • (4) expenses in respect of any labour dispute relating to the union or any member thereof;
  • (5) compensation of members for any loss arising out of a labour dispute;
  • (6) payment of grants to members of a trade union or their family members in cases of death, old age, sickness, unemployment or accidents;
  • (7) costs of educational and social services provided by the union to its members.

Section 110

  • (1) Trade unions shall set up the General Confederation of Trade Unions which shall be a corporate body, each trade union preserving its own rights.
  • (2) The Confederation shall consist of the members of trade unions affiliated thereto and shall have the same rights as a trade union.
  • (3) In agreement with the General Confederation of Trade Unions, two or more trade unions may set up a federation, provided that each union obtains approval from its general assembly by a simple majority and that the Registrar is informed accordingly in writing.
  • (4) The General Confederation of Trade Unions and registered federations of trade unions shall have the right to affiliate with any Arab or international workers' organization having lawful objectives and means.
  • (5) The functioning of the General Confederation and trade union federations shall be regulated by special rules issued for that purpose.

Section 111

No officer or member in a trade union may be punishable or liable to any legal or judicial proceedings by reason of an agreement concluded by members of the trade union in respect of any lawful purposes of the union, provided that such an agreement is not in violation of laws and regulations in force.

Section 112

No trade union shall be deemed an unlawful organization on the sole ground that any of its objectives are alleged to aim at restricting freedom of trade.

Section 113

  • (1) Every trade union shall hold registers and books in accordance with standards and conditions prescribed by the Minister.
  • (2) Labour inspectors may examine accounting books as well as other records, registers and lists of members kept by a trade union, and any union officer or member shall be entitled to examine such books, records and registers and lists at such times as are specified in the statutes of the union, provided that such inspection take place on union premises.

Section 114

No person shall be elected to the membership of the administrative board of a trade union if he is not a registered worker or full-time employee therein, or if he has been convicted of a felony or of an offense involving dishonorable or immoral conduct.

Section 115

A trade union may establish regional branches anywhere within the Kingdom. Relations between a trade union and its branches and between a trade union and the General Confederation of Trade Unions shall be governed by the union's statutes.

Section 116

  • (1) The Minister may institute judicial proceedings before the court of first instance for the dissolution of any trade union, if it:
    • (a) violates any provision of this Code, provided that the Minister had already sent the union, before instituting the proceedings, written notice to cease the violation within a determined time-limit and that the trade union did not respond to such notice;
    • (b) instigates walkouts, work stoppage, stay-in strikes or demonstrations in cases where such actions are prohibited under this Code or any other legislation in force;
    • (c) resorts to the use of force, violence, threats or any other unlawful measures in infringing or attempting to infringe upon a third party's right to work, or any other right.
  • (2) An appeal may be lodged with the Court of Appeals against an order of the court of first instance to dissolve the trade union, within thirty days from the date of its issue, if made in the presence of the parties, or thirty days from the date of notification of such an order if it was issued in a situation tantamount to the presence of the parties. The decision of the Court of Appeals shall be final.

Section 117

If a trade union is dissolved involuntarily for any reason, its funds shall be deposited with a bank appointed by the General Confederation of Trade Unions until such time as a new union is established for the same trade or group of trades. If no such trade union is established within one year from the date of dissolution of the original union, the latter's moveable and non-moveable property shall revert to the General Confederation of Trade Unions.

Section 118

  • (1) Every trade union shall submit to the Registrar before the first of April of every year a copy of its regular budget, drafted following an approved format and audited according to the rules by a chartered accountant. The budget shall include a statement of revenues, expenditures, assets and liabilities for the past year until the thirty-first of December. The Registrar may request from the union additional data or clarification regarding the budget.
  • (2) The copy of the budget sent by the union to the Registrar shall have attached a statement including names of employees and all persons working in the union, as well as changes involving them or their status during the budget year.

Section 119

  • (1) If a trade union fails to submit any notification, statement or budget or any other document required by this Code or demanded by the Minister or Registrar, the employee or person in charge of submitting or sending such documents shall, under the statutes of the union, be liable to a fine of no less than fifty and no more than one hundred Dinars. The fine shall be doubled, with reference to its maximum rate, if the offense is repeated.
  • (2) Any person who willfully enters inaccurate data into the regular budget of a trade union or takes part in such an act, misrepresents any provisions or amendments in the union's statutes or takes part in such an act or omits any language in such statutes shall be liable to a fine of no less than five hundred and no more than one thousand Dinars or a prison sentence of no less than three months and no more than one year. The penalty shall be doubled with reference to its maximum limit if the offense is repeated.

 

Chapter XII: Settlement of Collective Labour Disputes

Section 120

The Minister may appoint one or more Ministry officials as conciliation officers to carry out mediation in the settlement of collective labour disputes for the region that he specifies and duration that he deems appropriate.

Section 121

  • (1) If a collective labour dispute arises, the conciliation officer shall initiate mediation proceedings between the two parties to settle the dispute. If the dispute is settled by means of a collective or other agreement, the conciliation officer shall keep a copy of the agreement ratified by both parties.
  • (2) If, for any reason, it is not possible to conduct negotiations between the two parties or if negotiations that have been initiated are not likely to lead to the settlement of the dispute, the conciliation officer shall, within a period not exceeding twenty-one days from the date on which the dispute was brought before him, submit a report to the Minister describing the reasons of the dispute, negotiations that have taken place between the two parties and his own conclusions.
  • (3) If the Minister also fails to settle the dispute, he shall refer it to a conciliation board that he shall set up, consisting of:
    • (a) a chairman who shall be appointed by the Minister, and who shall have no connection with the dispute or with trade unions or employers' associations;
    • (b) two or more members representing employers and workers in equal numbers, each party appointing its own representatives on the board.

Section 122

  • (1) Where a labour dispute has been referred to a conciliation board, the latter shall endeavor to bring about a settlement in such manner as it deems fit. If it does reach such a settlement, be it fully or partially, it shall send a report thereon to the Minister, together with a memorandum of the settlement signed by both parties.
  • (2) If the conciliation board fails to bring about a settlement to the dispute, it shall send the Minister a report on the reasons of the dispute, steps taken for its settlement, causes of the failure to reach a settlement and the recommendations that the board deems appropriate on the matter.
  • (3) In any case, the board shall complete conciliation procedures and submit a report with its conclusions within a period not exceeding twenty-one days from the date on which the dispute was referred to it.

Section 123

Neither party to a labour dispute brought before a conciliation officer or board may be represented by a lawyer.

Section 124

  • (1) If the conciliation board fails to put an end to a collective labour dispute, the Minister shall refer the dispute to an industrial tribunal that shall be set up consisting of three ordinary judges commissioned by the judicial council for that purpose, upon the request of the Minister. The tribunal shall be chaired by the most senior judge. It may hold session in presence of only two of its members. If they fail to agree, the third judge shall be invited to take part in hearing the case and issuing the award.
  • (2) Where a labour dispute has been referred to an industrial tribunal, the tribunal shall conduct its proceedings expeditiously, commencing consideration of the case within a period not exceeding seven days from the date on which the dispute is referred to it. Its award shall be issued and notified to the Minister within thirty days from that date, and shall be final. No appeal may be lodged against such a decision before any judicial or administrative body.
  • (3) An industrial tribunal shall consider and settle a labour dispute referred to it following such procedures as it deems fit to do justice to both parties, while abiding by any special procedures prescribed by this Code. Both parties may be represented in the tribunal by one or more lawyers.

Section 125

An industrial tribunal or conciliation board examining a labour dispute shall be vested with the following powers:

  • (1) to hear the testimony of any person and seek the opinion of any expert on the dispute, under oath;
  • (2) to order any party to the dispute to produce any documents or data at its disposal if the tribunal or board deems them necessary for the consideration or settlement of the dispute.

Section 126

An industrial tribunal may, upon the request of the Minister or any party to the dispute, interpret any award it has issued with a view to dissipating any ambiguity, provided that the interpretation does not move the award away from the conclusions reached initially. The tribunal may also, of its own accord or upon the request of the Minister or of one of the parties to the dispute and at any time, correct mistakes or drafting or calculation errors that it may have inadvertently overlooked in its decisions or awards.

Section 127

Industrial tribunals and conciliation boards shall hold session in the Ministry which shall provide all administrative and logistic facilities required by their work.

Section 128

  • (1) Reports of conciliation boards and awards of industrial tribunals shall be in writing and shall be signed by all members of the board or tribunal as the case may be. Awards of tribunals shall be issued either unanimously or by majority. Every dissenting member of a board or tribunal shall record his opinion in writing in the report or award.
  • (2) Reports of conciliation boards and awards of industrial tribunals shall be published in one or more local newspapers at the expense of the parties to the dispute within thirty days from the date on which the Minister receives the report or award.

Section 129

The chairman and members of an industrial tribunal and the chairman of a conciliation board, as well as the clerks servicing the meetings shall be paid as decided by the Council of Ministers, upon the recommendation of the Minister.

Section 130

Settlements reached as a result of conciliation proceedings conducted in accordance with this Code and industrial tribunal awards shall be binding on:

  • (1) the parties to the labour dispute;
  • (2) the successors of the employer, including heirs to whom the establishment concerned in the dispute has been transferred;
  • (3) all persons who were working in the establishment concerned with the dispute or in any part thereof, as the case may be, on the date on which the dispute arose, and all persons subsequently employed in the establishment or any part thereof, if the settlement report or industrial tribunal award decides so, on the condition that no provisions in this Code or any regulations issued thereunder stipulate otherwise.

Section 131

  • (1) The award of an industrial tribunal shall be in force as of the date determined by the tribunal itself.
  • (2) The settlement reached as a result of conciliation proceedings shall come into operation as of the date agreed upon by the parties to the labour dispute. If no such date is agreed upon, the settlement shall come into operation as of the date on which the settlement report was signed. The settlement shall be binding on all parties to it, in the terms it prescribes.

Section 132

While proceedings of a conciliation officer or board or an industrial tribunal concerning a labour dispute are pending, no employer shall:

  • (1) alter the terms of employment in force:
  • (2) dismiss any worker without written authorization from the conciliation officer or board or the industrial tribunal, as the case may be.

Section 133

  • (1) If a worker violates any provisions of a settlement or award by which he is bound under this Code, he shall be liable to a fine of no less than fifty and no more than two hundred Dinars, the first time he commits such a violation. The fine shall be doubled if the offense is repeated and may not be reduced beneath the fixed minimum rate on the basis of any mitigating grounds.
  • (2) If an employer violates any provisions of a settlement or award by which he is bound under this Code, he shall be liable to a fine of no less than two hundred and no more than four hundred Dinars, the first time he commits such a violation. The fine shall be doubled if the offense is repeated and may not be reduced beneath the fixed minimum rate on the basis of any mitigating grounds.

Section 134

No worker may go on strike and no employer may proceed to a lock-out:

  • (1) while proceedings concerning a dispute are pending before a conciliation officer or board or an industrial tribunal;
  • (2) during a period in which a settlement or award is in force and where the strike or lock-out is in connection with any matters covered by such a settlement or award.

Section 135

  • (1) No worker shall go on strike without giving the employer notice thereof at least fourteen days before the date set for the strike. Where work is related to a public service, the notice period shall be double.
  • (2) No employer shall proceed to a lock-out without giving workers notice thereof at least fourteen days before the date set for the lock-out. Where work is related to a public service, the notice period shall be double.
  • (3) Other conditions and procedures relating to strikes and lock-outs shall be determined in rules issued for that purpose.

Section 136

  • (1) If a worker goes on strike in a manner prohibited under this Code, he shall be liable to a fine of no less than fifty Dinars the first day and five Dinars for every subsequent day on which he continues the strike, and shall be deprived of his remuneration for days during which he is on strike.
  • (2) If an employer proceeds to a lock-out in a manner prohibited under this Code, he shall be liable to a fine of five hundred Dinars the first day and fifty Dinars for every subsequent day on which he continues the lock-out, and shall be bound to pay workers their remuneration for days during which the lock-out is maintained.

Section 137

  • (1) The conciliation court shall be the competent court for individual labour disputes, except for cases concerning remuneration, where, in accordance with this Code, competence shall lie with the Remuneration Authority. Such disputes shall be treated expeditiously and each case shall be settled within three months from the date on which it is brought to court.
  • (2) Appeal may be lodged against a court decision issued pursuant to paragraph (1) of this section within ten days from the date of issue, if made in the presence of the parties concerned, and from the date of notification if the situation was tantamount to their presence. The appeal shall be ruled on within thirty days of its receipt.
  • (3) Cases brought before a conciliation court shall be exempt from all duties, including those concerning the execution of its decisions.
  • (4) Courts of first instance shall continue the examination of labour related cases brought before them prior to the entry into force of this Code.

Section 138

  • (1) No court shall take cognizance of any judicial proceedings concerning any violation of this Code, or of regulations or instructions issued thereunder, unless such proceedings are instituted within one month from the date on which the violation is committed.
  • (2) No court shall take cognizance of any judicial proceedings concerning claims over rights granted by this Code, including payments of overtime, whatever their source or origin may be, if two years have already elapsed from the date on which the grounds for claiming such rights or remuneration arose.

Section 139

Any violation of this Code or any regulations issued thereunder, for which no fine has been set, shall give rise to a fine of no less than fifty and no more than one hundred Dinars, provided that the person who committed the violation shall be liable to the penalty prescribed by the penal code in force for such an offense, if such a penalty is more severe than the one provided for in this Code.

Section 140

The Council of Ministers may, upon the recommendation of the Minister, issue such regulations as may be necessary for the implementation of this Code.

Section 141

The Labour Code (Law no.21) of 1960 and all amendments made thereon shall hereby be repealed while regulations, instructions and decisions issued thereunder shall, if they do not run counter to the provisions of this Code, remain in force for a maximum period of two years, until such time as they are repealed or replaced by other provisions, in accordance with this Code.

Section 142

The Prime Minister and ministers shall be in charge of the administration of this Code. 


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KSA Labor Law 

 

 

ﻧﻈﺎم اﻟﻌﻤﻞ واﻟﻌﻤﺎل اﻟﺴﻌﻮدي اﻟﺠﺪﻳﺪ​  
 82 أم اﻟﻘﺮى اﻟﺴﻨﺔ 4068 : اﻟﻌﺪد 25 اﻟﺠﻤﻌﺔ 1426 رﻣﻀﺎن أآﺘﻮﺑﺮ 28 هـ اﻟﻤﻮاﻓﻖ م 2005  ﻧﻈﺎم اﻟﻌﻤﻞ  51/ ﺻﺪر اﻟﻤﺮﺳﻮم اﻟﻤﻠﻜﻲ رﻗﻢ م ﺑﺎﻟﻤﻮاﻓﻘﺔ 1426/8/23 وﺗﺎرﻳﺦ هـ  ﻋﻠﻰ   (219) ﻗﺮار ﻣﺠﻠﺲ اﻟﻮزراء رﻗﻢ هـ1426/8/22وﺗﺎرﻳﺦ اﻟﺘﻌﺮﻳﻔﺎت واﻷﺣﻜﺎم اﻟ اﻟﺘﻮﻇﻴﻒ ﻌﺎﻣﺔ ﺗﻨﻈﻴﻢ ﻋﻤﻠﻴﺎت   ﺗﻮﻇﻴﻒ ﻏﻴﺮ اﻟﺴﻌﻮدﻳﻴﻦ اﻟﺘﺪرﻳﺐ واﻟﺘﺄهﻴﻞ  ﻋﻼﻗﺎت وﻇﺮوﻓﻪ اﻟﻌﻤﻞ ﺷﺮوط اﻟﻌﻤﻞ   اﻟﻌﻤﻞ ﻟﺒﻌﺾ اﻟﻮﻗﺖ اﻟﻮﻗﺎﻳﺔ ﻣﻦ ﻣﺨﺎﻃﺮ اﻟﻌﻤﻞ واﻟﻮﻗﺎﻳﺔ ﻣﻦ اﻟﺤﻮادث اﻟﺼﻨﺎﻋﻴﺔ اﻟﻜﺒﺮى وإﺻﺎﺑﺎت اﻟﻌﻤﻞ واﻟﺨﺪﻣﺎت اﻟﺼﺤﻴﺔ واﻻﺟﺘﻤﺎﻋﻴﺔ  ﺗﺸﻐﻴﻞ اﻟﻨﺴﺎء ﺗﺸﻐﻴﻞ اﻷﺣﺪاث  ﻋﻘﺪ اﻟﻌﻤﻞ اﻟ واﻟﻤﺤﺎﺟﺮ ﺒﺤﺮي اﻟﻌﻤﻞ ﻓﻲ اﻟﻤﻨﺎﺟﻢ   ﺗﻔﺘﻴﺶ اﻟﻌﻤﻞ هﻴﺌﺎت ﺗﺴﻮﻳﺔ اﻟﺨﻼﻓﺎت اﻟﻌﻤﺎﻟﻴﺔ  اﻟﻌﻘﻮﺑﺎت أﺣﻜﺎم ﺧﺘﺎﻣﻴﺔ  اﻟﺒﺎب اﻷول اﻟﺘﻌﺮﻳﻔﺎت واﻷﺣﻜﺎم اﻟﻌﺎﻣﺔ اﻟﻔﺼﻞ اﻷول اﻟﺘﻌﺮﻳﻔﺎت اﻟﻤﺎدة اﻷوﻟﻰ :  ﻳﺴﻤﻰ هﺬا اﻟﻨﻈﺎم ﻧﻈﺎم اﻟﻌﻤﻞ . اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ : ﻳﻘﺼﺪ ﺑﺎﻷﻟﻔﺎظ واﻟﻌﺒﺎرات واﻵﺗﻴﺔ -أ اﻟﻨﻈﺎم ﻳﻨﻤﺎ وردت ﻓﻲ هﺬا -اﻟﻤﻌﺎﻧﻲ  ذﻟﻚ اﻟﻤﺒﻴﻨﺔ أﻣﺎﻣﻬﺎ ﻣﺎ ﻟﻢ ﻳﻘﺘﺾ اﻟﺴﻴﺎق ﺧﻼف  :  اﻟﻮزارة  :اﻟﻌﻤﻞ وزارة  .  اﻟﻮزﻳﺮ  :اﻟﻌﻤﻞ وزﻳﺮ  .  ﻣﻜﺘﺐ اﻟﻌﻤﻞ  :اﻟﻌﻤﻞ اﻟﺠﻬﺔ اﻹدارﻳﺔ اﻟﻤﻨﻮط ﺑﻬﺎ ﺷﺆون  اﻟﻮزﻳﺮ ﻓﻲ اﻟﻨﻄﺎق اﻟﻤﻜﺎﻧﻲ اﻟﺬي ﻳﺤﺪد ﺑﻘﺮار ﻣﻦ . ﺻﺎﺣﺐ اﻟﻌﻤﻞ  :أو آﻞ ﺷﺨﺺ ﻃﺒﻴﻌﻲ  اﻋﺘﺒﺎر أﺟﺮ ي ﻳﺸّﻐﻞ ﻋﺎﻣًﻼ أو أآﺜﺮ ﻣﻘﺎﺑﻞ  .  اﻟﻌﺎﻣﻞ  :ﻟﻤﺼﻠﺤﺔ آﻞ ﺷﺨﺺ ﻃﺒﻴﻌﻲ ﻳﻌﻤﻞ  ﻧﻈﺎرﺗﻪ .   وﻟﻮ آﺎن ﺑﻌﻴﺪًا ﻋﻦ ، ﺻﺎﺣﺐ ﻋﻤﻞ وﺗﺤﺖ إدارﺗﻪ أو إﺷﺮاﻓﻪ ﻣﻘﺎﺑﻞ أﺟﺮ اﻟﺤﺪث : ﻋﺸﺮة اﻟﺸﺨﺺ اﻟﺬي أﺗﻢ اﻟﺨﺎﻣﺴﺔ ﻋﺸﺮة ﻣﻦ ﻋﻤﺮﻩ وﻟﻢ ﻳﺒﻠﻎ اﻟﺜﺎﻣﻨﺔ  .  اﻟﻌﻤﻞ  :اﻟﺠﻬﺪ آﺎﻓ اﻟﻤﺒﺬول ﻓﻲ اﻟﻨﺸﺎﻃﺎت اﻹﻧﺴﺎﻧﻴﺔ   ﺗﻨﻔﻴﺬًا ﻟﻌﻘﺪ ﻋﻤﻞ)ﻣﻜﺘﻮب ، ﺔ ﻣﻜﺘﻮب أو ﻏﻴﺮ  (ﺑﺼﺮف  اﻟﻨﻈﺮ ﻋﻦ أو ذهﻨﻴﺔ ،  أو ﻓﻨﻴﺔ ،  أو زراﻋﻴﺔ ،  ﺻﻨﺎﻋﻴﺔ آﺎﻧﺖ أو ﺗﺠﺎرﻳﺔ ، ﻃﺒﻴﻌﺘﻬﺎ أو ﻧﻮﻋﻬﺎ  .   ﻋﻀﻠﻴﺔ آﺎﻧﺖ أو ، ﻏﻴﺮهﺎ اﻟﻌﻤﻞ اﻷﺻﻠﻲ  : ﺑﺎﻟﻨﺴﺒﺔ ﻟﻸﻓﺮاد :ﻧﺸﺎﻃﻬﻢ ﻣﻮﺿﻮع  ﻟﻠﻤﻨﺸﺂت  :  وﺑﺎﻟﻨﺴﺒﺔ، اﻟﻤﻌﺘﺎد اﻷﻋﻤﺎل اﻟﺘﻲ أﻧﺸﺌﺖ اﻟﻤﻨﺸﺄة ﻣﻦ أﺟﻞ اﻟﻘﻴﺎم ﺑﻬﺎ  واﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ ﻋﻘﺪ ﺗﺄﺳﻴﺴﻬﺎ أو ﻓﻲ ﻋﻘﺪ اﻻﻣﺘﻴﺎز-اﻻﻣﺘﻴﺎز إن آﺎﻧﺖ ﻣﻦ ﺷﺮآﺎت  -  أو ﻓﻲ اﻟﺴﺠﻞ اﻟﺘﺠﺎري .  اﻟﻌﻤﻞ اﻟﻤﺆﻗﺖ  :ﻳﺰاوﻟﻪ اﻟﻌﻤﻞ اﻟﺬي ﻳﺪﺧﻞ ﺑﻄﺒﻴﻌﺘﻪ ﻓﻴﻤﺎ    أو، ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻣﻦ ﻧﺸﺎط وﺗﻘﺘﻀﻲ ﻃﺒﻴﻌﺔ إﻧﺠﺎزﻩ ﻣﺪة ﻣﺤﺪدة ﻳﻨﺼﺐ ﻋﻠﻰ ﻋﻤﻞ ﺑﺬاﺗﻪ وﻳﻨﺘﻬﻲ ﺑﺎﻧﺘﻬ ﻳﻮﻣًﺎ  .   وﻻ ﻳﺘﺠﺎوز ﻓﻲ اﻟﺤﺎﻟﺘﻴﻦ ﺗﺴﻌﻴﻦ ، ﺎﺋﻪ اﻟﻌﻤﻞ اﻟﻌﺮﺿﻲ  :ﻻ اﻟﻌﻤﻞ اﻟﺬي  ﻣﻦ   وﻻ ﻳﺴﺘﻐﺮق ﺗﻨﻔﻴﺬﻩ أآﺜﺮ ، ﻳﺪﺧﻞ ﺑﻄﺒﻴﻌﺘﻪ ﻓﻴﻤﺎ ﻳﺰاوﻟﻪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻓﻲ ﻧﺸﺎﻃﻪ اﻟﻤﻌﺘﺎد ﺗﺴﻌﻴﻦ ﻳﻮﻣًﺎ . اﻟﻌﻤﻞ اﻟﻤﻮﺳﻤﻲ  :ﻋﻠﻴﻬﺎ اﻟﻌﻤﻞ اﻟﺬي ﻳﺘﻢ ﻓﻲ ﻣﻮاﺳﻢ دورﻳﺔ ﻣﺘﻌﺎرف  .  اﻟﻌﻤﻞ ﻟﺒﻌﺾ اﻟﻮﻗﺖ  :ا اﻟﻌﻤﻞ ﻋﻤﻞ ﻟﺬي ﻳﺆدﻳﻪ ﻋﺎﻣﻞ ﻏﻴﺮ ﻣﺘﻔﺮغ ﻟﺪى ﺻﺎﺣﺐ ﻋﻤﻞ وﻟﺴﺎﻋﺎت   ﺗﻘﻞ ﻋﻦ ﻧﺼﻒ ﺳﺎﻋﺎت اﻟﻌﻤﻞ ﺳﻮاء آﺎن هﺬا اﻟﻌﺎﻣﻞ ﻳﺆدي اﻷﺳﺒﻮع ، اﻟﻴﻮﻣﻴﺔ اﻟﻤﻌﺘﺎدة ﻟﺪى اﻟﻤﻨﺸﺄة ﺳﺎﻋﺎت ﻋﻤﻠﻪ ﻳﻮﻣﻴًﺎ أو ﺑﻌﺾ أﻳﺎم .  اﻟﺨﺪﻣﺔ اﻟﻤﺴﺘﻤﺮة  :ﻏﻴﺮ ﺧﺪﻣﺔ اﻟﻌﺎﻣﻞ  ﺗﺎرﻳ   ﻣﻦ، اﻟﻤﻨﻘﻄﻌﺔ ﻣﻊ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻧﻔﺴﻪ أو ﺧﻠﻔﻪ اﻟﻨﻈﺎﻣﻲ ﺦ اﺑﺘﺪاء اﻟﺨﺪﻣﺔ . وﺗﻌﺪ اﻵﺗﻴﺔ اﻟﺨﺪﻣﺔ ﻣﺴﺘﻤﺮة ﻓﻲ اﻟﺤﺎﻻت  : ﻧﻈﺎﻣًﺎ 1- اﻹﺟﺎزات واﻟﻌﻄﻞ اﻟﻤﻘﺮرة  .  اﻟﻨﻈﺎم 2- ﻓﺘﺮة اﻻﻧﻘﻄﺎع ﻷداء اﻻﻣﺘﺤﺎﻧﺎت وﻓﻘًﺎ ﻟﻤﺎ هﻮ ﻣﻨﺼﻮص ﻋﻠﻴﻪ ﻓﻲ هﺬا  .  ﻣﺘﻘﻄﻌﺔ 3- ﺣﺎﻻت ﻏﻴﺎب اﻟﻌﺎﻣﻞ ﻋﻦ ﻋﻤﻠﻪ ﺑﺪون أﺟﺮ اﻟﺘﻲ ﻻ ﺗﺰﻳﺪ ﻣﺪﺗﻬﺎ ﻋﻠﻰ ﻋﺸﺮﻳﻦ ﻳﻮﻣًﺎ  ﺳﻨ ﺧﻼل اﻟﻌﻤﻞ ﺔ .  اﻷﺟﺮ اﻷﺳﺎﺳﻲ  :ﻋﻤﻞ    ﺑﻤﻮﺟﺐ ﻋﻘﺪ ، آﻞ ﻣﺎ ﻳﻌﻄﻰ ﻟﻠﻌﺎﻣﻞ ﻣﻘﺎﺑﻞ ﻋﻤﻠﻪ ﻣﻬﻤﺎ آﺎن ﻧﻮع اﻷﺟﺮ أو ، ﻣﻜﺘﻮب أو ﻏﻴﺮ ﻣﻜﺘﻮب .  ﻣﻀﺎﻓًﺎ إﻟﻴﻪ اﻟﻌﻼوات اﻟﺪورﻳﺔ ، ﻃﺮﻳﻘﺔ أداﺋﻪ اﻷﺟﺮ اﻟﻔﻌﻠﻲ  :اﻟﻤﺴﺘﺤﻘﺔ اﻷﺟﺮ اﻷﺳﺎﺳﻲ ﻣﻀﺎﻓًﺎ إﻟﻴﻪ ﺳﺎﺋﺮ اﻟﺰﻳﺎدات  ﺟﻬ اﻷﺧﺮى اﻟﺘﻲ ﺗﺘﻘﺮر ﻟﻠﻌﺎﻣﻞ ﻣﻘﺎﺑﻞ  ﺪ ﺑﺬﻟﻪ ﻓﻲ اﻟﻌﻤﻞ أو ﻣﺨﺎﻃﺮ ﻳﺘﻌﺮض ﻟﻬﺎ ﻓﻲ أداء اﻟﻌﻤﻞ ،  أو اﻟﺘﻲ ﺗﺘﻘﺮر ﻟﻠﻌﺎﻣﻞ ﻟﻘﺎء اﻟﻌﻤﻞ ﺑﻤﻮﺟﺐ ﻋﻘﺪ اﻟﻌﻤﻞ أو ﻻﺋﺤﺔ ﺗﻨﻈﻴﻢ  .وﻣﻦ ، ﻋﻤﻠﻪ ذﻟﻚ : ﻣﻦ 1-     أو اﻟﻨﺴﺒﺔ اﻟﻤﺌﻮﻳﺔ ،  أو اﻟﻨﺴﺒﺔ اﻟﻤﺌﻮﻳﺔ ﻣﻦ اﻟﻤﺒﻴﻌﺎت ، اﻟﻌﻤﻮﻟﺔ أو، اﻷرﺑﺎح، اﻟﺘﻲ ﺗﺪﻓﻊ ﻣﻘﺎﺑﻞ ﻣﺎ ﻳﻘﻮم ﺑﺘﺴﻮﻳﻘﻪ
 أو ﻳﺤﻘﻘﻪ ، إﻧﺘﺎﺟﻪ أو ﻣﺎ  ﺗﺤﺴﻴﻨﻪ ، ﺗﺤﺼﻴﻠﻪ ﻣﻦ زﻳﺎدة اﻹﻧﺘﺎج أو  .  ﻳﺒﺬﻟﻬﺎ 2- اﻟﺒﺪﻻت اﻟﺘﻲ ﻳﺴﺘﺤﻘﻬﺎ اﻟﻌﺎﻣﻞ ﻟﻘﺎء ﻃﺎﻗﺔ  ﻋﻤﻠﻪ  .   أو ﻣﺨﺎﻃﺮ ﻳﺘﻌﺮض ﻟﻬﺎ ﻓﻲ أداء ، ﻟﻤﺴﺘﻮى 3- اﻟﺰﻳﺎدات اﻟﺘﻲ ﻗﺪ ﺗﻤﻨﺢ وﻓﻘًﺎ  اﻟﻌﺎﺋﻠﺔ .  أو ﻟﻤﻮاﺟﻬﺔ أﻋﺒﺎء ، اﻟﻤﻌﻴﺸﺔ 4-  اﻟﻤﻨﺤﺔ أو اﻟﻤﻜﺎﻓﺄة :ﻳﻌﻄﻴﻬﺎ هﻲ اﻟﺘﻲ  اﻟ ﺻﺎﺣﺐ   وﻣﺎ ﺷﺎﺑﻪ ذﻟﻚ ،  أو آﻔﺎﻳﺘﻪ ،  وﻣﺎ ﻳﺼﺮف ﻟﻪ ﺟﺰاء أﻣﺎﻧﺘﻪ ، ﻌﻤﻞ ﻟﻠﻌﺎﻣﻞ ،  إذا،    أو ﻻﺋﺤﺔ ﺗﻨﻈﻴﻢ اﻟﻌﻤﻞ ﻟﻠﻤﻨﺸﺄة ، آﺎﻧﺖ هﺬﻩ اﻟﻤﻨﺤﺔ أو اﻟﻤﻜﺎﻓﺄة ﻣﻘﺮرة ﻓﻲ ﻋﻘﺪ اﻟﻌﻤﻞ ﺣﺘﻰ، أو ﺟﺮت اﻟﻌﺎدة ﺑﻤﻨﺤﻬﺎ أﺻﺒﺢ اﻟﻌﻤﺎل ﻳﻌﺪوﻧﻬﺎ ﺟﺰًءا ﻣﻦ اﻷﺟﺮ ﻻ ﺗﺒﺮﻋًﺎ.  5-  اﻟﻤﻴﺰات اﻟﻌﻴﻨﻴﺔ :ﻳﻠﺘ هﻲ اﻟﺘﻲ ﺑﺎﻟﻨﺺ   ، ﺰم ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﺘﻮﻓﻴﺮهﺎ ﻟﻠﻌﺎﻣﻞ ﻣﻘﺎﺑﻞ ﻋﻤﻠﻪ ﻋﻠﻴﻬﺎ ﻓﻲ ﻋﻘﺪ اﻟﻌﻤﻞ أو ﻓﻲ ﻻﺋﺤﺔ ﺗﻨﻈﻴﻢ اﻟﻌﻤﻞ  .اﻷﺳﺎﺳﻲ وﺗﻘﺪر ﺑﺤﺪ أﻗﺼﻰ ﻳﻌﺎدل اﻷﺟﺮ   ﻟﻤﺪة ﺷﻬﺮﻳﻦ ﻋﻦ آﻞ ﺳﻨﺔ ﻣﺎ ﻟﻢ ﺗﻘﺪر ﻓﻲ ﻋﻘﺪ اﻟﻌﻤﻞ أو ﻻﺋﺤﺔ ﺗﻨﻈﻴﻢ اﻟﻌﻤﻞ ﺑﻤﺎ ﻳﺰﻳﺪ ﻋﻠﻰ ذﻟﻚ.  اﻷﺟﺮ  :اﻟﻔﻌﻠﻲ اﻷﺟﺮ  .  اﻟﻤﻨﺸﺄة  :ﻣﺸﺮوع آﻞ أو  ﻧﻮﻋﻪ ،  ﻳﺪﻳﺮﻩ ﺷﺨﺺ ﻃﺒﻴﻌﻲ  .   ﻟﻘﺎء أﺟﺮ أﻳًﺎ آﺎن ،  ﻳﺸّﻐﻞ ﻋﺎﻣًﻼ أو أآﺜﺮ ، اﻋﺘﺒﺎري اﻟﺸﻬﺮ  :ﺛﻼﺛﻮن اﻟﻌﻤﻞ ﻳﻮﻣًﺎ ﻣﺎ ﻟﻢ ﻳﻨﺺ ﻋﻠﻰ ﺧﻼف ذﻟﻚ ﻓﻲ ﻋﻘﺪ اﻟﻌﻤﻞ أو ﻓﻲ ﻻﺋﺤﺔ ﺗﻨﻈﻴﻢ  .  اﻟﻼﺋﺤﺔ: اﻟﻨﻈﺎم اﻟﻼﺋﺤﺔ اﻟﺘﻨﻔﻴﺬﻳﺔ ﻟﻬﺬا  .  اﻟﻔﺼﻞ اﻟﺜﺎﻧﻲ اﻷﺣﻜﺎم اﻟﻌﺎﻣﺔ اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ :  اﻟﻌ اﻟﺸﺮوط    ﻻ ﻳﺠﻮز ﻟﻐﻴﺮﻩ ﻣﻤﺎرﺳﺘﻪ إﻻ ﺑﻌﺪ ﺗﻮاﻓﺮ ، ﻤﻞ ﺣﻖ ﻟﻠﻤﻮاﻃﻦ واﻟﻤﻮاﻃﻨﻮن، اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا اﻟﻨﻈﺎم ﻣﺘﺴﺎوون ﻓﻲ ﺣﻖ اﻟﻌﻤﻞ .  اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ :  ﻳﺠﺐ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ واﻟﻌﺎﻣﻞ ﻋﻨﺪ ﺗﻄﺒﻴﻖ أﺣﻜﺎم هﺬا اﻟﻨﻈﺎم اﻻﻟﺘﺰام اﻹﺳﻼﻣﻴﺔ ﺑﻤﻘﺘﻀﻴﺎت أﺣﻜﺎم اﻟﺸﺮﻳﻌﺔ  .  اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ :  ﺗﺴﺮي أﺣﻜﺎم هﺬا ﻋﻠﻰ اﻟﻨﻈﺎم  :  وﺗﺤﺖ 1- آﻞ ﻋﻘﺪ ﻳﻠﺘﺰم ﺑﻤﻘﺘﻀﺎﻩ أي ﺷﺨﺺ ﺑﺎﻟﻌﻤﻞ ﻟﻤﺼﻠﺤﺔ ﺻﺎﺣﺐ ﻋﻤﻞ  أﺟﺮ إدارﺗﻪ أو إﺷﺮاﻓﻪ ﻣﻘﺎﺑﻞ  .  ﺑﻤﻦ 2- ﻋﻤﺎل اﻟﺤﻜﻮﻣﺔ واﻟﻬﻴﺌﺎت واﻟﻤﺆﺳﺴﺎت اﻟﻌﺎﻣﺔ  اﻟﺰراﻋﺔ ﻓﻲ ذﻟﻚ اﻟﺬﻳﻦ ﻳﺸﺘﻐﻠﻮن ﻓﻲ اﻟﻤﺮاﻋﻲ أو  .  اﻟﺨﻴﺮﻳﺔ 3- ﻋﻤﺎل اﻟﻤﺆﺳﺴﺎت  .  اﻟﻤ 4- اﻟﻌﻤﺎل ﻓﻲ ﻓﺄآﺜﺮ ﻨﺸﺂت اﻟﺰراﻋﻴﺔ واﻟﺮﻋﻮﻳﺔ اﻟﺘﻲ ﺗﺸّﻐﻞ ﻋﺸﺮة ﻋﻤﺎل .  ﻣﻨﺘﺠﺎﺗﻬﺎ 5- اﻟﻌﻤﺎل ﻓﻲ اﻟﻤﻨﺸﺂت اﻟﺰراﻋﻴﺔ اﻟﺘﻲ ﺗﻘﻮم ﺑﺘﺼﻨﻴﻊ  .  اﻟﺬﻳﻦ 6- اﻟﻌﻤﺎل  إﺻﻼﺣﻬﺎ ﻳﻘﻮﻣﻮن ﺑﺼﻔﺔ داﺋﻤﺔ ﺑﺘﺸﻐﻴﻞ اﻵﻻت اﻟﻤﻴﻜﺎﻧﻴﻜﻴﺔ اﻟﻼزﻣﺔ ﻟﻠﺰراﻋﺔ أو .  7-  ﻋﻘﻮد اﻟﺘﺄهﻴﻞ واﻟﺘﺪرﻳﺐ ﻣﻊ ﻏﻴﺮ اﻟﻌﺎﻣﻠﻴﻦ ﻟﺪى ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺨﺎﺻﺔ ﻓﻲ ﺣﺪود اﻷﺣﻜﺎم   اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا اﻟﻨﻈﺎم .  ﻳﺘﻌﻠﻖ 8- اﻟﻌﺎﻣﻠﻴﻦ ﺑﻌﺾ اﻟﻮﻗﺖ ﻓﻲ ﺣﺪود ﻣﺎ  اﻟﻮزﻳﺮ ﺑﺎﻟﺴﻼﻣﺔ واﻟﺼﺤﺔ اﻟﻤﻬﻨﻴﺔ وإﺻﺎﺑﺎت اﻟﻌﻤﻞ وﻣﺎ ﻳﻘﺮرﻩ  .  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ : ﺗﺴﺮي ﻋﻠﻰ اﻟﻌﺎﻣﻞ اﻟﻌﺮﺿﻲ واﻟﻤﻮﺳﻤﻲ واﻟﻤﺆﻗﺖ اﻷﺣﻜﺎم اﻟﺨﺎﺻﺔ ﺑﺎﻟﻮاﺟﺒﺎت وﻗﻮاﻋﺪ    واﻟﺤﺪ، اﻟﺘﺄدﻳﺐ اﻷﻗﺼﻰ ﻟﺴﺎﻋﺎت  ،  وﻓﺘﺮات اﻟﺮاﺣﺔ اﻟﻴﻮﻣﻴﺔ واﻟﺮاﺣﺔ اﻷﺳﺒﻮﻋﻴﺔ ، اﻟﻌﻤﻞ ،  وﻗﻮاﻋﺪ اﻟﺴﻼﻣﺔ ،  واﻟﻌﻄﻼت اﻟﺮﺳﻤﻴﺔ ، واﻟﺸﺘﻐﻴﻞ اﻹﺿﺎﻓﻲ وإﺻﺎﺑﺎت اﻟﻮزﻳﺮ ، واﻟﺼﺤﺔ اﻟﻤﻬﻨﻴﺔ  .   وﻣﺎ ﻳﻘﺮرﻩ ، اﻟﻌﻤﻞ واﻟﺘﻌﻮﻳﺾ ﻋﻨﻬﺎ اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ :  ﻳﺴﺘﺜﻨﻰ ﻣﻦ اﻟﻨﻈﺎم ﺗﻄﺒﻴﻖ أﺣﻜﺎم هﺬا  :  ﺻﺎ 1- أﻓﺮاد أﺳﺮة وﻓﺮوﻋﻪ وهﻢ زوﺟﻪ وأﺻﻮﻟﻪ  ﺳﻮاهﻢ ، ﺣﺐ اﻟﻌﻤﻞ اﻟﺬﻳﻦ ﻳﻌﻤﻠﻮن ﻓﻲ اﻟﻤﻨﺸﺄة اﻟﺘﻲ ﻻ ﺗﻀﻢ  .  ﺣﻜﻤﻬﻢ 2- ﺧﺪم اﻟﻤﻨﺎزل وﻣﻦ ﻓﻲ  . ﻃﻦ 3- ﻋﻤﺎل اﻟﺒﺤﺮ اﻟﺬﻳﻦ ﻳﻌﻤﻠﻮن ﻓﻲ ﺳﻔﻦ ﺗﻘﻞ ﺣﻤﻮﻟﺘﻬﺎ ﻋﻦ ﺧﻤﺴﻤﺎﺋﺔ  .  ﻋﻤﺎل اﻟﻨﻈﺎم 4- اﻟﺰراﻋﺔ ﻣﻦ ﻏﻴﺮ اﻟﻔﺌﺎت اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ ﻣﻦ هﺬا .  اﻟﻌ ﺷﻬﺮﻳﻦ 5- ﺎﻣﻠﻮن ﻏﻴﺮ اﻟﺴﻌﻮدﻳﻴﻦ اﻟﻘﺎدﻣﻮن ﻷداء ﻣﻬﻤﺔ ﻣﺤﺪدة وﻟﻤﺪة ﻻ ﺗﺰﻳﺪ ﻋﻠﻰ .  وﻣﺪرﺑﻮهﺎ 6- ﻻﻋﺒﻮ اﻷﻧﺪﻳﺔ واﻻﺗﺤﺎدات اﻟﺮﻳﺎﺿﻴﺔ  .  وﺗﻘﻮم اﻟﻮزارة ﺑﺎﻟﺘﻨﺴﻴﻖ ﻣﻊ ﻣﻊ اﻟﺠﻬﺎت اﻟﻤﺨﺘﺼﺔ ﺑﻮﺿﻊ ﻻﺋﺤﺔ ﺧﺎﺻﺔ ﻟﺨﺪم اﻟﻤﻨﺎزل وﻣﻦ ﻓﻲ ﺣﻜﻤﻬﻢ ﺗﺤﻜﻢ ﻋﻼﻗﺘﻬﻢ   وﺗﺤﺪد ﺣﻘﻮق وواﺟﺒﺎت آﻞ ﻃﺮ اﻟﻮزراء ، ﻣﺴﺘﺨﺪﻣﻴﻬﻢ  .   وﺗﺮﻓﻌﻬﺎ ﻟﻤﺠﻠﺲ ، ف ﻣﻨﻬﻢ اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ :     أو ﻣﺼﺎﻟﺤﺔ ﻋﻦ ،  وﻳﺒﻄﻞ آﻞ إﺑﺮاء ، ﻳﺒﻄﻞ آﻞ ﺷﺮط ﻳﺨﺎﻟﻒ أﺣﻜﺎم هﺬا اﻟﻨﻈﺎم ، اﻟﺤﻘﻮق اﻟﻨﺎﺷﺌﺔ ﻟﻠﻌﺎﻣﻞ ﺑﻤﻮﺟﺐ هﺬا اﻟﻨﻈﺎم ﻣﺎ ﻟﻢ ﻳﻜﻦ أآﺜﺮ ﻟﻠﻌﺎﻣﻞ ، أﺛﻨﺎء ﺳﺮﻳﺎن ﻋﻘﺪ اﻟﻌﻤﻞ ﻓﺎﺋﺪة  .  اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ : اﻟﻠﻐﺔ اﻟﻌﺮﺑﻴﺔ هﻲ اﻟﻮاﺟﺒﺔ ﻓﻲ اﻻﺳﺘﻌﻤﺎل   اﻟﺒﻴﺎﻧﺎت واﻟﺴﺠﻼت واﻟﻤﻠﻔﺎت وﻋﻘﻮد اﻟﻌﻤﻞ وﻏﻴﺮهﺎ ﻣﻤﺎ هﻮ ﻣﻨﺼﻮص ﻋﻠﻴﻪ ﻓﻲ اﻟﻌﻤﻞ ، هﺬا اﻟﻨﻈﺎم  .  وآﺬﻟﻚ اﻟﺘﻌﻠﻴﻤﺎت اﻟﺘﻲ ﻳﺼﺪرهﺎ ﺻﺎﺣﺐ  ﻟﻌﻤﺎﻟﻪ ، أو ﻓﻲ أي ﻗﺮار ﺻﺎدر ﺗﻄﺒﻴﻘًﺎ ﻷﺣﻜﺎﻣﻪ وإذا اﺳﺘﻌﻤﻞ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻟﻐﺔ أﺟﻨﺒﻴﺔ إﻟﻰ ﺟﺎﻧﺐ اﻟﻠﻐﺔ اﻟﻌﺮﺑﻴﺔ ﻓﻲ أي ﻣﻦ اﻟ اﻟﺤﺎﻻت   ﻓﺈن اﻟﻨﺺ اﻟﻌﺮﺑﻲ هﻮ ، ﻤﺬآﻮرة
اﻟﻤﻌﺘﻤﺪ دون ﻏﻴﺮﻩ .  اﻟﻤﺎدة اﻟﻌﺎﺷﺮة :     ﻣﺎ، ﺗﺤﺴﺐ ﺟﻤﻴﻊ اﻟﻤﺪد واﻟﻤﻮاﻋﻴﺪ اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا اﻟﻨﻈﺎم ﺑﺎﻟﺘﻘﻮﻳﻢ اﻟﻬﺠﺮي ﻟﻢ ﻳﻨﺺ ﻓﻲ ﻋﻘﺪ اﻟﻌﻤﻞ أو ﻻﺋﺤﺔ ﺗﻨﻈﻴﻢ اﻟﻌﻤﻞ ﻋﻠﻰ ﺧﻼف ذﻟﻚ .  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ ﻋﺸﺮة : 1-  إذا ﻋﻬﺪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻷي ﺷﺨﺺ ﻃﺒﻴﻌﻲ اﻷﺻﻠﻴﺔ أو ﻣﻌﻨﻮي اﻟﻘﻴﺎم ﺑﻌﻤﻞ ﻣﻦ أﻋﻤﺎﻟﻪ    أو ﺟﺰء ﻣﻨﻬﺎ وﺟﺐ ﻋﻠﻰ ، اﻷﺧﻴﺮ أن ﻳﻌﻄﻲ ﻋﻤﺎﻟﻪ آﺎﻓﺔ اﻟﺤﻘﻮق واﻟﻤﺰاﻳﺎ اﻟﺘﻲ ﻳﻌﻄﻴﻬﺎ ﺻﺎﺣﺐ  اﻟﻌﻤﻞ اﻷﺻﻠﻲ ﻟﻌﻤﺎﻟﻪ وﻳﻜﻮﻧﺎن ﻣﺴﺆوﻟﻴﻦ ﻋﻨﻬﺎ ﺑﺎﻟﺘﻀﺎﻣﻦ ﻓﻴﻤﺎ ﺑﻴﻨﻬﻤﺎ . ﺗﻌﺪد 2- إذا  ﺑﺎﻻ أﺻﺤﺎب اﻟﻌﻤﻞ آﺎﻧﻮا ﻣﺴﺆوﻟﻴﻦ ﺑﺎﻟﺘﻀﺎﻣﻦ ﻓﻴﻤﺎ ﺑﻴﻨﻬﻢ ﻋﻦ اﻟﻮﻓﺎء ﻋﻦ ﻟﺘﺰاﻣﺎت اﻟﻨﺎﺷﺌﺔ   هﺬا اﻟﻨﻈﺎم وﻋﻘﻮد اﻟﻌﻤﻞ .  اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ ﻋﺸﺮة : ﻳﺠﺐ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ واﻟﻌﺎﻣﻞ وﻋﺎﻟﻤًﺎ ﻣﻌﺮﻓﺔ أﺣﻜﺎم ﻧﻈﺎم اﻟﻌﻤﻞ ﺑﺠﻤﻴﻊ ﻣﺤﺘﻮﻳﺎﺗﻪ ﻟﻴﻜﻮن آّﻞ ﻣﻨﻬﻤﺎ ﻋﻠﻰ ﺑﻴﻨﺔ ﻣﻦ أﻣﺮﻩ  ﺑﻤﺎ ﻟﻪ وﻣﺎ ﻋﻠﻴﻪ  .ﻟﻠﻮزارة وﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺬي ﻳﺸّﻐﻞ ﻋﺸﺮة ﻋﻤﺎل ﻓﺄآﺜﺮ أن ﻳﻘﺪم  ﺳ ﺧﻼل  ﻨﺔ ﻣﻦ ﺗﺎرﻳﺦ ﺳﺮﻳﺎن هﺬا اﻟﻨﻈﺎم أو ﺗﺎرﻳﺦ ﺑﻠﻮغ اﻟﻨﺼﺎب  -اﻟﻌﻤﻞ ﻻﺋﺤﺔ ﻟﺘﻨﻈﻴﻢ    وﻳﺠﺐ أن ﺗﻜﻮن هﺬﻩ اﻟﻼﺋﺤﺔ ﺷﺎﻣﻠﺔ ، ﺗﺘﻀﻤﻦ اﻷﺣﻜﺎم اﻟﺪاﺧﻠﻴﺔ ﻟﻠﻌﻤﻞ ﻟﻘﻮاﻋﺪ ﺗﻨﻈﻴﻢ اﻟﻌﻤﻞ اﻟﺨﺎﺻﺔ    ﺑﻤﺎ ﻓﻲ ذﻟﻚ اﻷﺣﻜﺎم اﻟﻤﺘﻌﻠﻘﺔ ﺑﺎﻟﻤﻴﺰات واﻷﺣﻜﺎم ، وﻣﺎ ﻳﺘﺼﻞ ﺑﻪ ﻣﻦ أﺣﻜﺎم ﺑﺎﻟﻤﺨﺎﻟﻔﺎت واﻟﺠﺰاءات اﻟﺘﺄدﻳﺒ اﻟﻨﻈﺎم ﻴﺔ ﺑﻤﺎ ﻻ ﻳﺘﻌﺎرض ﻣﻊ أﺣﻜﺎم هﺬا  .  اﻟﻤﺎدة ﻋﺸﺮة اﻟﺜﺎﻟﺜﺔ  :   اﻟﻮزارة ،  وﻣﺎ ﻳﻄﺮأ ﻋﻠﻴﻬﺎ ﻣﻦ ﺗﻌﺪﻳﻞ ، ﺗﻌﺘﻤﺪ اﻟﻮزارة ﻻﺋﺤﺔ ﺗﻨﻈﻴﻢ اﻟﻌﻤﻞ ﺧﻼل ﺳﺘﻴﻦ ﻳﻮﻣًﺎ ﻣﻦ ﺗﺎرﻳﺦ ﺗﻘﺪﻳﻤﻬﺎ إﻟﻰ  . ﻓﺈذا اﻧﻘﻀﺖ ﺗﻠﻚ اﻟﻤﺪة دون ﺻﺪور  اﻟﻤﻮاﻓﻘﺔ أو اﻻﻋﺘﺮاض ﻋﻠﻴﻬﺎ أﺻﺒﺤﺖ اﻟﻼﺋﺤﺔ ﻧﺎﻓﺬة اﻋﺘﺒﺎرًا اﻟﻤﺪة ﻣﻦ اﻧﻘﻀﺎء ﺗﻠﻚ  .  وﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﻌﻠﻦ اﻟﻼﺋﺤﺔ ﺑﻌﺪ اﻋﺘﻤﺎدهﺎ ﻓﻲ ﻣﻜﺎن ﻇﺎهﺮ ﻓﻲ اﻟﻤﻨﺸﺄة أو ﺑﺄي  وﺳﻴﻠﺔ أﺧﺮى ﺗﻜﻔﻞ ﻣﻌﺮﻓﺔ اﻟﻌﺎﻣﻠﻴﻦ ﺑﻬﺎ .  اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ ﻋﺸﺮة : ﻳﺼﺪر اﻟﻮزﻳﺮ اﻟﻌﻤﻞ ﺑﻘﺮار ﻣﻨﻪ ﻧﻤﻮذﺟًﺎ أو ﻧﻤﺎذج ﻟﻠﻮاﺋﺢ ﺗﻨﻈﻴﻢ اﻟﻌﻤﻞ ﻟﻴﺴﺘﺮﺷﺪ ﺑﻬﺎ أﺻﺤﺎب  . اﻟﻤﺎدة اﻟﺨﺎﻣﺴ ﻋﺸﺮة ﺔ  : ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻋﻨﺪ ﺑﺪء اﻟﻌﻤﻞ ﻓﻲ أي ﻣﻨﺸﺄة أن ﻳﺒﻠﻎ اﻵﺗﻴﺔ ﻣﻜﺘﺐ اﻟﻌﻤﻞ اﻟﻤﺨﺘﺺ آﺘﺎﺑﺔ ﺑﺎﻟﺒﻴﺎﻧﺎت  : 1- ، اﺳﻢ اﻟﻤﻨﺸﺄة وﻧﻮﻋﻬﺎ وﻣﺮآﺰهﺎ    وأي ﻣﻌﻠﻮﻣﺔ ﻳﻜﻮن ﻣﻦ ﺷﺄﻧﻬﺎ ﺳﻬﻮﻟﺔ ، واﻟﻌﻨﻮان اﻟﺬي ﺗﻮﺟﻪ إﻟﻴﻪ اﻟﻤﺮاﺳﻼت اﻻﺗﺼﺎل ﺑﺎﻟﻤﻨﺸﺄة.  ﺑﻤﺰاوﻟﺘ 2- اﻟﻨﺸﺎط اﻻﻗﺘﺼﺎدي اﻟﻤﺮﺧﺺ ﻟﻪ أو ﻪ ﻣﻊ ذآﺮ رﻗﻢ اﻟﺴﺠﻞ اﻟﺘﺠﺎري   ،  وﺟﻬﺔ إﺻﺪارﻩ ، اﻟﺘﺮﺧﻴﺺ وﺗﺎرﻳﺨﻪ وإرﻓﺎق ﺻﻮرة ﻣﻨﻪ .  اﻟﻤﺮاد 3- ﻋﺪد اﻟﻌﻤﺎل  اﻟﻤﻨﺸﺄة ﺗﺸﻐﻴﻠﻬﻢ ﻓﻲ  .  اﻟﻤﺴﺆول 4- اﺳﻢ ﻣﺪﻳﺮ اﻟﻤﻨﺸﺄة  . أﺧﺮى 5- أي ﺑﻴﺎﻧﺎت  اﻟﻮزارة ﺗﻄﻠﺒﻬﺎ .  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ ﻋﺸﺮة :  ﻣﻦ 1- إذا ﻟﻢ ﻳﺘﻤﻜﻦ ﺻﺎﺣﺐ اﻟﻌﻤﻞ  ﺑ ﻣﻤﺎرﺳﺔ اﻟﻌﻤﻞ   ﻓﻌﻠﻴﻪ أن ﻳﻌﻴﻦ ﻣﺴﺆوًﻻ ﻳﻤﺜﻠﻪ ﻓﻲ ﻣﻜﺎن اﻟﻌﻤﻞ .ﺗﻌﺪد ، ﻨﻔﺴﻪ وﻓﻲ ﺣﺎﻟﺔ     ﻳﻤﺜﻞ ﺻﺎﺣﺐ ، اﻟﺸﺮآﺎء أو اﻟﻤﺪﻳﺮﻳﻦ ﻓﻲ اﻟﻤﻨﺸﺄة ﻳﺴﻤﻰ أﺣﺪهﻢ ﻣﻦ اﻟﻤﻘﻴﻤﻴﻦ ﻓﻲ ﻣﻜﺎن اﻟﻌﻤﻞ اﻟﻌﻤﻞ وﻳﻜﻮن ﻣﺴﺆوًﻻ ﻋﻦ أي ﻣﺨﺎﻟﻔﺔ ﻷﺣﻜﺎم هﺬا اﻟﻨﻈﺎم .  أن 2- ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ  اﻟ ﻳﺒﻠﻎ ﻣﻜﺘﺐ اﻟﻌﻤﻞ اﻟﻤﺨﺘﺺ آﺘﺎﺑﺔ ﺑﺎﺳﻢ أن    وﻋﻠﻴﻪ ﻓﻲ ﺣﺎﻟﺔ ﺗﻐﻴﻴﺮﻩ ، ﺸﺮﻳﻚ أو اﻟﻤﺪﻳﺮ ﻳﺒﻠﻎ اﻟﻤﻜﺘﺐ ﺑﺎﺳﻢ اﻟﺸﺮﻳﻚ أو اﻟﻤﺪﻳﺮ اﻟﺠﺪﻳﺪ ﺧﻼل ﺳﺒﻌﺔ أﻳﺎم ﻋﻠﻰ اﻷآﺜﺮ ﻣﻦ ﺗﻮﻟﻲ هﺬا ﻋﻤﻠﻪ اﻷﺧﻴﺮ .  ﻟﻢ 3-     أو إذا ، إذا ﻟﻢ ﻳﻮﺟﺪ ﺷﺨﺺ ﻣﻌﻴﻦ ﺑﺼﻔﺔ ﻣﺪﻳﺮ ﻣﺴﺆول ﻟﻠﻤﻨﺸﺄة ﻳﺒﺎﺷﺮ اﻟﺸﺨﺺ اﻟﻤﻌﻴﻦ ﻋﻤﻠﻪ-  ﻓﺈن ﻣﻦ ﻳﻘﻮم ﻓﻌًﻼ ﺑﺄﻋﻤﺎل اﻟﻤﺪﻳﺮ أو ﺻ ﻳﻌﺪ ﺎﺣﺐ اﻟﻌﻤﻞ ﻧﻔﺴﻪ  اﻟﻤﻨﺸﺄة ﻣﺪﻳﺮًا ﻣﺴﺆوًﻻ ﻋﻦ  .  وﻓﻲ آﻞ اﻷﺣﻮال ﺗﺒﻘﻰ ﻣﺴﺆوﻟﻴﺔ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻗﺎﺋﻤﺔ أﺻﻠﻴﺔ ﺑﺼﻔﺔ  .  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ ﻋﺸﺮة :  ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﺤﺘﻔﻆ ﻓﻲ ﻣﻜﺎن اﻟﻌﻤﻞ   واﻟﺒﻴﺎﻧﺎت اﻟﺘﻲ ﻳﺠﺐ أن ، ﺑﺎﻟﺴﺠﻼت واﻟﻜﺸﻮف واﻟﻤﻠﻔﺎت اﻟﺘﻲ ﺗﺤﺪد ﻣﺎهﻴﺘﻬﺎ ﺗﺘﻀﻤﻨﻬﺎ اﻟﻼﺋﺤﺔ .  و وﻓﺘﺮات ﻋﻠﻴﻪ أن ﻳﻀﻊ ﻓﻲ ﻣﻜﺎن ﻇﺎهﺮ ﺑﻤﻮﻗﻊ اﻟﻌﻤﻞ ﺟﺪوًﻻ ﺑﻤﻮاﻋﻴﺪ اﻟﻌﻤﻞ،   اﻟﺮاﺣﺔ، وﻳﻮم اﻟﺮاﺣﺔ اﻷﺳﺒﻮﻋﻲ، وﻣﻮاﻋﻴﺪ ﺑﺪء آﻞ ﻧﻮﺑﺔ واﻧﺘﻬﺎﺋﻬﺎ ﻓﻲ ﺣﺎﻟﺔ اﻟﻌﻤﻞ ﺑﺄﺳﻠﻮب اﻟﻤﻨﺎوﺑﺔ.  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ ﻋﺸﺮة :    أو، إذا اﻧﺘﻘﻠﺖ ﻣﻠﻜﻴﺔ اﻟﻤﻨﺸﺄة ﻟﻤﺎﻟﻚ ﺟﺪﻳﺪ ﻃﺮأ ﺗﻐﻴﻴﺮ ﻋﻠﻰ ﺷﻜﻠﻬﺎ اﻟﻨﻈﺎﻣﻲ ﺑﺎﻟﺪﻣﺞ  ﺗﺒﻘﻰ ﻋﻘﻮد ، أو اﻟﺘﺠﺰﺋﺔ أو ﻏﻴﺮ ذﻟﻚ اﻟﻌﻤﻞ ﻧﺎﻓﺬة ﻣﺴﺘﻤﺮة ﻓﻲ اﻟﺤﺎﻟﻴﻦ، وﺗﻌﺪ اﻟﺨﺪﻣﺔ  .  أﻣﺎ ﺑﺎﻟﻨﺴﺒﺔ ﻟﺤﻘﻮق اﻟﻌﻤﺎل اﻟﻨﺎﺷﺌﺔ ﻋﻦ اﻟﻤﺪة   أو ﻣﻜﺎﻓﺄة ﻧﻬﺎﻳﺔ ﺧﺪﻣﺔ ﻣﻔﺘﺮﺿﺔ اﻻﺳﺘﺤﻘﺎق ، اﻟﺴﺎﺑﻘﺔ ﻟﻬﺬا اﻟﺘﻐﻴﻴﺮ ﻣﻦ أﺟﻮر ﺑﺘﺎرﻳﺦ ﻣ أو ﻏﻴﺮ ذﻟﻚ ﻣﻦ ﺣﻘﻮق ؛ ﻓﻴﻜﻮن اﻟﺨﻠﻒ واﻟﺴﻠﻒ ﺑﺎﻟﺘﻀﺎﻣﻦ ، اﻧﺘﻘﺎل اﻟﻤﻠﻜﻴﺔ ﺴﺆوﻟﻴﻦ ﻋﻨﻬﺎ .  وﻳﺠﻮز ﻓﻲ ﺣﺎل اﻧﺘﻘﺎل   اﺗﻔﺎق اﻟﺴﻠﻒ واﻟﺨﻠﻒ ﻋﻠﻰ اﻧﺘﻘﺎل ﺟﻤﻴﻊ ، اﻟﻤﻨﺸﺂت اﻟﻔﺮدﻳﺔ ﻷي ﺳﺒﺐ ﺣﻘﻮق اﻟﻌﻤﺎل اﻟﺴﺎﺑﻘﺔ إﻟﻰ اﻟﻤﺎﻟﻚ اﻟﺠﺪﻳﺪ ﺑﻤﻮاﻓﻘﺔ
اﻟﻌﺎﻣﻞ اﻟﺨﻄﻴﺔ  .ﻋﺪم وﻟﻠﻌﺎﻣﻞ ﻓﻲ ﺣﺎل  اﻟﺴﻠﻒ ﻣﻮاﻓﻘﺘﻪ ﻃﻠﺐ إﻧﻬﺎء ﻋﻘﺪﻩ وﺗﺴّﻠﻢ ﻣﺴﺘﺤﻘﺎﺗﻪ ﻣﻦ  .  اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ ﻋﺸﺮة :  ﺗﻌﺪ اﻟﻤﺒﺎﻟﻎ اﻟﻤﺴﺘﺤﻘﺔ ﻟﻠﻌﺎﻣﻞ أو ورﺛﺘﻪ ﺑﻤﻘﺘﻀﻰ هﺬا اﻟﻨﻈﺎم دﻳﻮﻧًﺎ ﻣﻤﺘﺎزة ﻣﻦ  اﻟﺪرﺟﺔ اﻷوﻟﻰ . وﻟﻠﻌﺎﻣﻞ وورﺛﺘﻪ ﻓﻲ ﺳﺒﻴﻞ اﺳﺘﻴﻔﺎﺋﻬﺎ اﻣﺘﻴﺎز ﻋﻠﻰ ﺟﻤﻴﻊ أﻣﻮال ﺻﺎﺣﺐ اﻟﻌﻤﻞ . وﻓﻲ ﺣﺎﻟﺔ إﻓﻼس ﺻﺎﺣﺐ اﻟﻌﻤﻞ أو ﺗﺼﻔﻴﺔ ﻣﻨﺸﺄﺗﻪ ﺗﺴﺠﻞ اﻟﻤﺒﺎﻟﻎ اﻟﻤﺬآﻮرة دﻳﻮﻧًﺎ ﻣ وﻳﺪﻓﻊ ﻟﻠﻌﺎﻣﻞ ﻣﺒﻠﻎ ﺁﺧﺮ ، ﻣﻤﺘﺎزة    وذﻟﻚ ﻗﺒﻞ ﺳﺪاد أي ﻣﺼﺮوف ، ﻌﺠﻞ ﻳﻌﺎدل أﺟﺮ ﺷﻬﺮ واﺣﺪ ﺑﻤﺎ ﻓﻲ ، ذﻟﻚ اﻟﻤﺼﺮوﻓﺎت اﻟﻘﻀﺎﺋﻴﺔ وﻣﺼﺮوﻓﺎت اﻹﻓﻼس أو اﻟﺘﺼﻔﻴﺔ.  اﻟﻤﺎدة اﻟﻌﺸﺮون :  ﻻ ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ أو اﻟﻌﺎﻣﻞ أن ﻳﻘﻮم ﺑﻌﻤﻞ ﻣﻦ ﺷﺄﻧﻪ إﺳﺎءة اﺳﺘﻌﻤﺎل أﺣﻜﺎم هﺬا  اﻟﻨﻈﺎم أو اﻟﻘﺮارات واﻟﻠﻮاﺋﺢ اﻟﺼﺎدرة ﺗﻨﻔﻴﺬًا ﻷﺣﻜﺎﻣﻪ .ﻣﻨﻬﻤﺎ آﻤﺎ ﻻ ﻳﺠﻮز ﻷي   اﻟﻘﻴﺎم ﺑﻌﻤﻞ ﻣﻦ ﺷﺄﻧﻪ اﻟﻀﻐﻂ ﻋﻠﻰ ﺣﺮﻳﺔ اﻵﺧﺮ أو ﺣﺮﻳﺔ ﻋﻤﺎل أو أﺻﺤﺎب ﻋﻤﻞ ﺁﺧﺮﻳﻦ ﻟﺘﺤﻘﻴﻖ اﻟﻤﺨﺘﺼﺔ أي ﻣﺼﻠﺤﺔ أو وﺟﻬﺔ ﻧﻈﺮ ﻳﺘﺒﻨﺎهﺎ ﻣﻤﺎ ﻳﺘﻨﺎﻓﻰ ﻣﻊ ﺣﺮﻳﺔ اﻟﻌﻤﻞ أو اﺧﺘﺼﺎص اﻟﺠﻬﺔ   ﺑﺘﺴﻮﻳﺔ اﻟﺨﻼﻓﺎت .  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﻌﺸﺮون :  ﻋﻠﻰ اﻟﻮزﻳﺮ-ﺗﻨﻔﻴﺬ ﻓﻲ ﺳﺒﻴﻞ   أﺣﻜﺎم هﺬا اﻟﻨﻈﺎم -ذﻟﻚ اﻟﺘﻨﺴﻴﻖ ﻣﻊ اﻟﺠﻬﺎت ذات اﻟﻌﻼﻗﺔ آﻠﻤﺎ اﻗﺘﻀﻰ اﻷﻣﺮ .  اﻟﺒﺎب اﻟﺜﺎﻧﻲ ﺗﻨﻈﻴﻢ ﻋﻤﻠﻴﺎت اﻟﺘﻮﻇﻴﻒ اﻟﻔﺼﻞ اﻷول وﺣﺪات اﻟﺘﻮﻇﻴﻒ اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ واﻟﻌﺸﺮون :  ﺗﻮﻓﺮ اﻟﻮزارة وﺣﺪات ﻟﻠﺘﻮﻇﻴﻒ دون ﻣﻘﺎﺑﻞ ﻓﻲ اﻷﻣﺎآﻦ اﻟﻤﻨﺎﺳﺒﺔ ﻷﺻﺤﺎب ﻳﺄﺗﻲ  :   ﺗﻘﻮم ﺑﻤﺎ ، اﻟﻌﻤﻞ واﻟﻌﻤﺎل اﻷﻋﻤﺎل 1- ﻣﺴﺎﻋﺪة اﻟﻌﻤﺎل ﻓﻲ اﻟﺤﺼﻮل ﻋﻠﻰ  اﻟﻤﻨﺎﺳﺒﻴﻦ  .  وﻣﺴﺎﻋﺪة أﺻﺤﺎب اﻷﻋﻤﺎل ﻓﻲ إﻳﺠﺎد اﻟﻌﻤﺎل ، اﻟﻤﻨﺎﺳﺒﺔ اﻟﻤﻌﻠﻮﻣﺎت 2- ﺟﻤﻊ  اﻟﻌﺎﻣﺔ اﻟﻀﺮورﻳﺔ ﻋﻦ ﺳﻮق اﻟﻌﻤﻞ وﺗﻄﻮرﻩ وﺗﺤﻠﻴﻠﻬﺎ؛ ﻟﻜﻲ ﺗﻜﻮن ﻓﻲ ﻣﺘﻨﺎول ﻣﺨﺘﻠﻒ اﻟﻬﻴﺌﺎت  واﻟﺨﺎﺻﺔ اﻟﻤﻌﻨﻴﺔ ﺑﺸﺆون اﻟﺘﺨﻄﻴﻂ اﻻﻗﺘﺼﺎدي واﻻﺟﺘﻤﺎﻋﻲ .  ﺗﻨﻔ اﻟﻮاﺟﺒﺎت 3- ﻴﺬ  اﻵﺗﻴﺔ :  اﻟﻌﻤﻞ 3/1- ﺗﺴﺠﻴﻞ ﻃﺎﻟﺒﻲ  . اﻟﺸﺎﻏﺮة 3/2- اﻟﺤﺼﻮل ﻋﻠﻰ ﺑﻴﺎﻧﺎت ﺑﺎﻷﻋﻤﺎل  اﻷﻋﻤﺎل ﻣﻦ أﺻﺤﺎب .  اﻟﻤﻼﺋﻤﺔ 3/3- إﺣﺎﻟﺔ ﻃﻠﺒﺎت اﻟﻌﻤﺎل ﻟﻸﻋﻤﺎل اﻟﺸﺎﻏﺮة .  أو 3/4-   اﻟ ، ﺗﻘﺪﻳﻢ اﻟﻨﺼﺢ واﻟﻤﻌﻮﻧﺔ إﻟﻰ ﻃﺎﻟﺒﻲ اﻟﻌﻤﻞ ﻓﻴﻤﺎ ﻳﺨﺘﺺ ﺑﺎﻟﺘﺄهﻴﻞ واﻟﺘﺪرﻳﺐ اﻟﻤﻬﻨﻲ ﺑﺈﻋﺎدة اﻟﺘﺪرﻳﺐ  ﻼزم ﻟﻠﺤﺼﻮل ﻋﻠﻰ اﻷﻋﻤﺎل اﻟﺸﺎﻏﺮة.  اﻷﻣﻮر 3/5- ﻏﻴﺮ ذﻟﻚ ﻣﻦ  اﻟﻮزارة اﻟﺘﻲ ﺗﻘﺮرهﺎ .  اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻟﻌﺸﺮون :  ﻟﻜﻞ ﻣﻮاﻃﻦ ﻓﻲ ﺳﻦ اﻟﻌﻤﻞ ﻣﻮﻟﺪﻩ   ﻣﻊ ﺑﻴﺎن ﺗﺎرﻳﺦ ، ﻗﺎدر ﻋﻠﻰ اﻟﻌﻤﻞ وراﻏﺐ ﻓﻴﻪ أن ﻳﻄﻠﺐ ﻗﻴﺪ اﺳﻤﻪ ﻓﻲ وﺣﺪة اﻟﺘﻮﻇﻴﻒ وﻣﺆهﻼﺗﻪ وأﻋﻤﺎﻟﻪ اﻟﺴﺎﺑﻘﺔ ورﻏﺒﺎﺗﻪ وﻋﻨﻮاﻧﻪ .  اﻟﻤﺎ واﻟﻌﺸﺮون دة اﻟﺮاﺑﻌﺔ  :     وﻧﻤﺎذج اﻟﺴﺠﻼت ، ﺗﺤﺪد اﻟﻼﺋﺤﺔ ﻗﻮاﻋﺪ ﺳﻴﺮ اﻟﻌﻤﻞ وإﺟﺮاءاﺗﻪ ﻓﻲ وﺣﺪات اﻟﺘﻮﻇﻴﻒ واﻹﺷﻌﺎرات واﻷوراق اﻟﻤﺴﺘﺨﺪﻣﺔ ﻓﻲ وآﺬﻟﻚ ﺟﺪاول ﺗﺼﻨﻴﻒ اﻟﻤﻬﻦ وﻓﻘًﺎ ﻟﻠﺘﺼﻨﻴﻒ اﻟﺘﻮﻇﻴﻒ ، أﻋﻤﺎﻟﻬﺎ  .   وﺗﻜﻮن أﺳﺎﺳًﺎ ﻓﻲ ﺗﻨﻈﻴﻢ ﻋﻤﻠﻴﺎت ، اﻟﻤﻬﻨﻲ اﻟﻤﻌﺘﻤﺪ اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻟﻌﺸﺮون : ﻋﻠﻰ آﻞ ﺻﺎﺣﺐ ﻋﻤﻞ أن ﻳﺮﺳﻞ إﻟﻰ ﻣﻜﺘﺐ اﻟﻌﻤﻞ اﻟﻤﺨﺘﺺ ﻣﺎ ﻳﺄﺗﻲ: ﻟﻬﺎ، 1-     واﻷﺟﺮ اﻟﻤﺨﺼﺺ ،  وﻣﻜﺎﻧﻬﺎ،  وأﻧﻮاﻋﻬﺎ، ﺑﻴﺎﻧًﺎ ﺑﺎﻷﻋﻤﺎل اﻟﺸﺎﻏﺮة واﻟﻤﺴﺘﺤﺪﺛﺔ واﻟﺸﺮوط اﻟﻼزم ﺗﻮاﻓﺮهﺎ ﻟﺸﻐﻠﻬﺎ وذﻟﻚ ﻓﻲ ﻣﺪة ﻻ ﺗﺘﺠﺎوز ﺧﻤﺴﺔ ﻋﺸﺮ ﻳﻮﻣًﺎ ﻣﻦ ﺗﺎرﻳﺦ اﺳﺘﺤﺪاﺛﻬﺎ ، ﺷﻐﻮرهﺎ أو  .  ا 2- إﺷﻌﺎرًا ﺑﻤﺎ رﺷﺤﺘﻪ ﺗﺨﺬﻩ ﺑﺸﺄن ﺗﻮﻇﻴﻒ اﻟﻤﻮاﻃﻦ اﻟﺬي   وﺣﺪة اﻟﺘﻮﻇﻴﻒ ﺧﻼل ﺳﺒﻌﺔ أﻳﺎم ﻣﻦ ﺗﺎرﻳﺦ ﺗﺴّﻠﻢ ﺧﻄﺎب اﻟﺘﺮﺷﻴﺢ .  ﺑﺄﺳﻤﺎء 3- ﺑﻴﺎﻧًﺎ  اﻟﻌﻤﻞ    وأرﻗﺎم رﺧﺺ ،  وﺟﻨﺴﻴﺎﺗﻬﻢ،  وأﻋﻤﺎرهﻢ،  وأﺟﻮرهﻢ،  وﻣﻬﻨﻬﻢ،  ووﻇﺎﺋﻔﻬﻢ، ﻋﻤﺎﻟﻪ ﻟﻐﻴﺮ اﻟﺴﻌﻮدﻳﻴﻦ وﺗﻮارﻳﺨﻬﺎ وﻏﻴﺮ ذﻟﻚ ﻣﻦ اﻟﺒﻴﺎﻧﺎت اﻟﺘﻲ ﺗﺤﺪدهﺎ اﻟﻼﺋﺤﺔ.  ﺧﻼل 4- ﺗﻘﺮﻳﺮًا ﻋﻦ ﺣﺎﻟﺔ اﻟﻌﻤﻞ وﻇﺮوﻓﻪ وﻃﺒﻴﻌﺘﻪ، واﻟﻨﻘﺺ واﻟﺰﻳﺎدة ﻓﻲ اﻷﻋﻤﺎل اﻟﻤﺘﻮﻗﻌﺔ  اﻟﺘﻘﺮﻳﺮ اﻟﺴﻨﺔ اﻟﺘﺎﻟﻴﺔ ﻟﺘﺎرﻳﺦ . 5-   3 ﺗﺮﺳﻞ اﻟﺒﻴﺎﻧﺎت اﻟﻤﺸﺎر إﻟﻴﻬﺎ ﻓﻲ اﻟﻔﻘﺮﺗﻴﻦ ﻋﺎم 4 ، ﻣﻦ هﺬﻩ اﻟﻤﺎدة ﺧﻼل ﺷﻬﺮ ﻣﺤﺮم ﻣﻦ آﻞ  .  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻟﻌﺸﺮون : ﻋﻠﻰ ﻣﺨﺘﻠﻒ 1- ﺟﻤﻴﻊ اﻟﻤﻨﺸﺂت ﻓﻲ اﺳﺘﻘﻄﺎب    اﻟﻌﻤﻞ ﻋﻠﻰ ،  وأﻳًﺎ آﺎن ﻋﺪد اﻟﻌﺎﻣﻠﻴﻦ ﻓﻴﻬﺎ ،  أﻧﺸﻄﺘﻬﺎ اﻟﺴﻌﻮدﻳﻴﻦ وﺗﻮﻇﻴﻔﻬﻢ   وإﺗﺎﺣﺔ اﻟﻔﺮﺻﺔ اﻟﻤﻨﺎﺳﺒﺔ ،  وﺗﻮﻓﻴﺮ وﺳﺎﺋﻞ اﺳﺘﻤﺮارهﻢ ﻓﻲ اﻟﻌﻤﻞ ، ﻋﻦ ﻃﺮﻳﻖ ﺗﻮﺟﻴﻬﻬﻢ ، ﻟﻬﻢ ﻹﺛﺒﺎت ﺻﻼﺣﻴﺘﻬﻢ ﻟﻠﻌﻤﻞ وﺗﺪرﻳﺒﻬﻢ وﺗﺄهﻴﻠﻬﻢ ﻟﻸﻋﻤﺎل اﻟﻤﻮآﻮﻟﺔ إﻟﻴﻬﻢ.  اﻟﺴﻌﻮ 2- ﻳﺠﺐ أﻻ ﺗﻘﻞ ﻧﺴﺒﺔ اﻟﻌﻤﺎل   % 75 دﻳﻴﻦ اﻟﺬﻳﻦ ﻳﺴﺘﺨﺪﻣﻬﻢ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻋﻦ ﻣﻦ ﻣﺠﻤﻮع ﻋﻤﺎﻟﻪ . وﻟﻠﻮزﻳﺮ ﻓﻲ ﺣﺎﻟﺔ ﻋﺪم ﺗﻮاﻓﺮ اﻟﻜﻔﺎﻳﺎت اﻟﻔﻨﻴﺔ أو اﻟﻤﺆهﻼت اﻟﺪراﺳﻴﺔ،  أو ﺗﻌﺬر إﺷﻐﺎل اﻟﻮﻇﺎﺋﻒ ﺑﺎﻟﻤﻮاﻃﻨﻴﻦ أن ﻳﺨﻔﺾ هﺬﻩ اﻟﻨﺴﺒﺔ ﻣﺆﻗﺘًﺎ.  
اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻟﻌﺸﺮون :  ﻟﻠﻮزﻳﺮ ﻋﻨﺪ اﻻﻗﺘﻀﺎء أن ﻳﻠﺰم أﺻﺤﺎب اﻟﻌﻤﻞ -  ﻓﻲ ﺑﻌﺾ واﻟﻤﻬﻦ اﻟﻨﺸﺎﻃﺎت   وﻓﻲ ﺑﻌﺾ اﻟﻤﻨﺎﻃﻖ واﻟﻤﺤﺎﻓﻈﺎت-  ﺑﻌﺪم ﺗﻮﻇﻴﻒ اﻟﻌﻤﺎل إﻻ ﺑﻌﺪ ﺗﺴﺠﻴﻠﻬﻢ ﻓﻲ وﺣﺪات اﻟﺘﻮﻇﻴﻒ ﻣﻨﻪ ﺑﺎﻟﺸﺮوط واﻷوﺿﺎع اﻟﺘﻲ ﻳﺤﺪدهﺎ ﺑﻘﺮار  .  اﻟﻔﺼﻞ اﻟﺜﺎﻧﻲ ﺗﻮﻇﻴﻒ اﻟﻤﻌﻮﻗﻴﻦ اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻟﻌﺸﺮون :  ﻋﻠﻰ آﻞ ﺻﺎﺣﺐ ﻋﻤﻞ ﻳﺴﺘﺨﺪم ﺧﻤﺴﺔ وﻋﺸﺮﻳﻦ ا   وآﺎﻧﺖ ﻃﺒﻴﻌﺔ ، ﻋﺎﻣًﻼ ﻓﺄآﺜﺮ ﻟﻌﻤﻞ ﻟﺪﻳﻪ ﺗﻤﻜﻨﻪ ﻣﻦ ﺗﺸﻐﻴﻞ اﻟﻤﻌﻮﻗﻴﻦ اﻟﺬﻳﻦ ﺗﻢ ﺗﺄهﻴﻠﻬﻢ  ، %4 ﻣﻬﻨﻴًﺎ أن ﻳﺸﻐﻞ ﻋﻠﻰ اﻷﻗﻞ ﻣﻦ ﻣﺠﻤﻮع ﻋﺪد ﻋﻤﺎﻟﻪ ﻣﻦ اﻟﻤﻌﻮﻗﻴﻦ اﻟﻤﺆهﻠﻴﻦ ﻣﻬﻨﻴًﺎ   ﺳﻮاء أآﺎن ذﻟﻚ ﻋﻦ ﻃﺮﻳﻖ ﺗﺮﺷﻴﺢ وﺣﺪات اﻟﺘﻮﻇﻴﻒ أو ﻏﻴﺮهﺎ.  وﻋﻠﻴﻪ أن ﻳﺮﺳﻞ إﻟﻰ ﻣﻜﺘﺐ ﻳﺸﻐﻠﻬ اﻟﻌﻤﻞ اﻟﻤﺨﺘﺺ ﺑﻴﺎﻧًﺎ ﺑﻌﺪد اﻟﻮﻇﺎﺋﻒ واﻷﻋﻤﺎل اﻟﺘﻲ ﺗﺄهﻴﻠﻬﻢ ﺎ اﻟﻤﻌﻮﻗﻮن اﻟﺬﻳﻦ ﺗﻢ   ، ﻣﻬﻨﻴًﺎ وأﺟﺮ آﻞ ﻣﻨﻬﻢ.  اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﻌﺸﺮون :  ، إذا أﺻﻴﺐ أي ﻋﺎﻣﻞ إﺻﺎﺑﺔ ﻋﻤﻞ ﻧﺘﺞ ﻋﻨﻬﺎ ﻧﻘﺺ ﻓﻲ ﻗﺪراﺗﻪ اﻟﻤﻌﺘﺎدة ﻻ ﻳﻤﻨﻌﻪ ﻣﻦ أداء ﻋﻤﻞ ﺁﺧﺮ ﻏﻴﺮ ﻋﻤﻠﻪ اﻟﺴﺎﺑﻖ   ﻓﺈن ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺬي وﻗﻌﺖ إﺻﺎﺑﺔ اﻟﻌﺎﻣﻞ ﺑﺴﺒﺐ اﻟﻌﻤﻞ ﻟﺪﻳﻪ ﺗﻮﻇﻴﻔﻪ ﻓﻲ اﻟﻌﻤﻞ ا ﻟﻤﻨﺎﺳﺐ ﺑﺎﻷﺟﺮ اﻟﻤﺤﺪد ﻟﻬﺬا اﻟﻌﻤﻞ . وﻻ ﻳﺨﻞ هﺬا ﺑﻤﺎ ﻳﺴﺘﺤﻘﻪ ﻣﻦ ﺗﻌﻮﻳﺾ ﻋﻦ إﺻﺎﺑﺘﻪ .  اﻟﻔﺼﻞ اﻟﺜﺎﻟﺚ   ، اﻟﻤﻜﺎﺗﺐ اﻷهﻠﻴﺔ ﻟﺘﻮﻇﻴﻒ اﻟﻤﻮاﻃﻨﻴﻦ وﻣﻜﺎﺗﺐ اﻻﺳﺘﻘﺪام اﻷهﻠﻴﺔ اﻟﻤﺎدة اﻟﺜﻼﺛﻮن :  ﻻ ﻳﺠﻮز ﻷي ﺷﺨﺺ ﻃﺒﻴﻌﻲ أو اﻋﺘﺒﺎري أن ﻳﻤﺎرس ﻧﺸﺎط اﻟﻌﻤﺎ ﺗﻮﻇﻴﻒ اﻟﺴﻌﻮدﻳﻴﻦ أو ﻧﺸﺎط اﺳﺘﻘﺪام  ل ﻣﺎ ﻟﻢ ﻳﻜﻦ ﻣﺮﺧﺼًﺎ ﻟﻪ ﺑﺬﻟﻚ ﻣﻦ اﻟﻮزارة .  وﺗﺤﺪد اﻟﻼﺋﺤﺔ ﻣﻬﻤﺎت آﻞ ﻣﻦ هﺬﻳﻦ اﻟﻨﺸﺎﻃﻴﻦ، وﺷﺮوط ﻣﻨﺢ اﻟﺘﺮﺧﻴﺺ ﻟﻜﻞ ﻣﻨﻬﻤﺎ وﺗﺠﺪﻳﺪﻩ  ،  واﻟﻮاﺟﺒﺎت واﻟﻤﺤﻈﻮرات ،   واﻵﺛﺎر اﻟﻤﺘﺮﺗﺒﺔ ، وﻗﻮاﻋﺪ ﻋﺪم ﺗﺠﺪﻳﺪ اﻟﺘﺮﺧﻴﺺ أو إﻟﻐﺎﺋﻪ وﻏﻴﺮ ذﻟﻚ ﻣﻤﺎ ﻳﻜﻮن ﺿﺮورﻳًﺎ ﻣﻦ اﻟﺸﺮوط ، ﻋﻠﻰ ذﻟﻚ واﻟﻀﻮاﺑﻂ ﻟﻀﻤﺎ ﺑﻬﺎ ن ﺣﺴﻦ ﺳﻴﺮ اﻟﻌﻤﻞ  .  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﺜﻼﺛﻮن : ُﻳﻌّﺪ اﻟﻌﻤﺎل اﻟﺴﻌﻮدﻳﻮن اﻟﺬﻳﻦ أﺳﻬﻤﺖ اﻟﻤﻜﺎﺗﺐ ﻓﻲ   واﻟﻌﻤﺎل اﻟﺬﻳﻦ اﺳﺘﻘﺪﻣﺘﻬﻢ ﻧﻴﺎﺑﺔ ﻋﻦ أﺻﺤﺎب اﻟﻌﻤﻞ ؛ ﻋﻤﺎًﻻ ، ﺗﻮﻇﻴﻔﻬﻢ ﻟﺪى ﺻﺎﺣﺐ اﻟﻌﻤﻞ، ﻣﺒﺎﺷﺮة وﻳﺮﺗﺒﻄﻮن ﺑﻪ ﺑﻌﻼﻗﺔ ﻋﻘﺪﻳﺔ  .  اﻟﺒﺎب اﻟﺜﺎﻟﺚ ﺗﻮﻇﻴﻒ ﻏﻴﺮ اﻟﺴﻌﻮدﻳﻴﻦ اﻟﻤﺎدة اﻟﺜﺎﻧ واﻟﺜﻼﺛﻮن ﻴﺔ  :  ﻻ ﻳﺠﻮز اﻻﺳﺘﻘﺪام ﺑﻘﺼﺪ اﻟﻌﻤﻞ إﻻ ﺑﻌﺪ اﻟﻮزارة ﻣﻮاﻓﻘﺔ  .  اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻟﺜﻼﺛﻮن :  ﻻ ﻳﺠﻮز ﻟﻐﻴﺮ اﻟﺴﻌﻮدي أن ﻣﻦ   إﻻ ﺑﻌﺪ اﻟﺤﺼﻮل ﻋﻠﻰ رﺧﺼﺔ ﻋﻤﻞ ،  وﻻ ﻳﺠﻮز أن ﻳﺴﻤﺢ ﻟﻪ ﺑﻤﺰاوﻟﺘﻪ ، ﻳﻤﺎرس ﻋﻤًﻼ اﻟﻮزارة وﻓﻖ اﻟﻨﻤﻮذج اﻟﺬي ﺗﻌﺪﻩ ﻟﻬﺬا اﻟﻐﺮض .  وﻳﺸﺘﺮط ﻟﻤﻨﺢ ا ﻳﺄﺗﻲ ﻟﺮﺧﺼﺔ ﻣﺎ :  ﺑﺎﻟﻌﻤﻞ 1- أن ﻳﻜﻮن اﻟﻌﺎﻣﻞ ﻗﺪ دﺧﻞ اﻟﺒﻼد ﺑﻄﺮﻳﻘﺔ ﻣﺸﺮوﻋﺔ وﻣﺼﺮﺣﺎ ﻟﻪ  .  أن وﻻ 2-    ، ﻳﻜﻮن ﻣﻦ ذوي اﻟﻜﻔﺎﻳﺎت اﻟﻤﻬﻨﻴﺔ أو اﻟﻤﺆهﻼت اﻟﺪراﺳﻴﺔ اﻟﺘﻲ ﺗﺤﺘﺎج إﻟﻴﻬﺎ اﻟﺒﻼد ﻳﻮﺟﺪ ﻣﻦ أﺑﻨﺎء اﻟﺒﻼد ﻣﻦ أو ﻓﺌﺔ ، ﻳﺤﻤﻠﻬﺎ أو آﺎن اﻟﻌﺪد اﻟﻤﻮﺟﻮد ﻣﻨﻬﻢ ﻻ ﻳﻔﻲ ﺑﺎﻟﺤﺎﺟﺔ ﻳﻜﻮن ﻣﻦ اﻟﺒﻼد اﻟﻌﻤﺎل اﻟﻌﺎدﻳﻴﻦ اﻟﺘﻲ ﺗﺤﺘﺎج إﻟﻴﻬﺎ  .  ﻣﻊ 3- أن ﻳﻜﻮن ﻣﺘﻌﺎﻗﺪًا  ﻣﺴﺆوﻟﻴﺘﻪ ﺻﺎﺣﺐ ﻋﻤﻞ وﺗﺤﺖ  .  وﻳﻘﺼﺪ ﺑﻜﻠﻤﺔ  ) اﻟﻌﻤﻞ (أو ﻓﻲ هﺬﻩ اﻟﻤﺎدة آﻞ ﻋﻤﻞ ﺻﻨﺎﻋﻲ   ﺗﺠﺎري أو زراﻋﻲ أو ﻣﺎﻟﻲ أو ﻏﻴﺮﻩ وأي ﺧﺪﻣﺔ ﺑﻤﺎ ﻓﻲ ذﻟﻚ اﻟﺨﺪﻣﺔ اﻟﻤﻨﺰﻟﻴﺔ .  اﻟﻤﺎدة واﻟﺜﻼﺛﻮن اﻟﺮاﺑﻌﺔ  :  ﻻ ﻳﻐﻨﻲ ﻋﻦ رﺧ ﺗﺮﺧﻴﺺ ﺼﺔ اﻟﻌﻤﻞ اﻟﻤﺸﺎر إﻟﻴﻬﺎ أي ﺗﺼﺮﻳﺢ أو  اﻟﻤﻬﻨﺔ ﻳﻜﻮن ﻣﻄﻠﻮﺑًﺎ ﻣﻦ ﺟﻬﺔ أﺧﺮى ﻟﻤﻤﺎرﺳﺔ اﻟﻌﻤﻞ أو .  اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻟﺜﻼﺛﻮن : ﻳﺠﺐ اﻟﺘﺄآﺪ ﻗﺒﻞ ﺗﺠﺪﻳﺪ رﺧﺼﺔ اﻟﻌﻤﻞ ﻣﻦ أﻧﻪ ﻟﻴﺲ ﺑﻴﻦ ﻃﺎﻟﺒﻲ اﻟﻌﻤﻞ ﻣﻦ اﻟﺴﻌﻮدﻳﻴﻦ ﻣﻦ  ﺗﺘﻮاﻓﺮ ﻟﺪﻳﻪ اﻟﺸﺮوط اﻟﻤﻄﻠﻮﺑﺔ وﻳﺮﻏﺐ ﻓﻲ اﻟﻘﻴﺎم ﺑﺎﻟﻌﻤﻞ ﻧﻔﺴﻪ .  اﻟﻤﺎ اﻟﺴﺎدﺳﺔ دة  واﻟﺜﻼﺛﻮن :  ﻋﻠﻰ اﻟﻮزﻳﺮ أن ﻳﺤﺪد ﺑﻘﺮار ﻣﻨﻪ اﻟﻤﻬﻦ واﻷﻋﻤﺎل اﻟﺘﻲ ﻳﺤﻈﺮ ﻋﻠﻰ ﻏﻴﺮ ﺑﻬﺎ اﻟﺴﻌﻮدي اﻻﺷﺘﻐﺎل  .  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻟﺜﻼﺛﻮن :  ﻳﺠﺐ أن ﻳﻜﻮن ﻋﻘﺪ ﻋﻤﻞ  ﻏﻴﺮ اﻟﺴﻌﻮدي ﻣﻜﺘﻮﺑًﺎ وﻣﺤﺪد اﻟﻤﺪة .اﻟﻌﻤﻞ وإذا ﺧﻼ اﻟﻌﻘﺪ ﻣﻦ ﺑﻴﺎن ﻣﺪﺗﻪ ﺗﻌﺪ ﻣﺪة رﺧﺼﺔ   هﻲ ﻣﺪة اﻟﻌﻘﺪ .  ا واﻟﺜﻼﺛﻮن ﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ  :  ﻻ ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺗﻮﻇﻴﻒ ﻓﻲ   وﻳﺤﻈﺮ ﻋﻠﻰ اﻟﻌﺎﻣﻞ اﻻﺷﺘﻐﺎل ، اﻟﻌﺎﻣﻞ ﻓﻲ ﻣﻬﻨﺔ ﻏﻴﺮ اﻟﻤﻬﻨﺔ اﻟﻤﺪوﻧﺔ ﻓﻲ رﺧﺼﺔ ﻋﻤﻠﻪ
ﻏﻴﺮ ﻣﻬﻨﺘﻪ ﻗﺒﻞ اﺗﺨﺎذ اﻹﺟﺮاءات اﻟﻨﻈﺎﻣﻴﺔ ﻟﺘﻐﻴﻴﺮ اﻟﻤﻬﻨﺔ.  اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﺜﻼﺛﻮن : ﻳﺠﻮز 1- ﻻ  -  ﺑﻐﻴﺮ اﺗﺒﺎع اﻟﻘﻮاﻋﺪ واﻹﺟﺮاءات اﻟﻨﻈﺎﻣﻴﺔ اﻟﻤﻘﺮرة-أن    وﻻ، ﻳﺘﺮك ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻋﺎﻣﻠﻪ ﻳﻌﻤﻞ ﻟﺪى ﻏﻴﺮﻩ ﻏﻴﺮﻩ ، ﻳﺠﻮز ﻟﻠﻌﺎﻣﻞ أن ﻳﻌﻤﻞ ﻟﺪى ﺻﺎﺣﺐ ﻋﻤﻞ ﺁﺧﺮ آﻤﺎ ﻻ ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺗﻮﻇﻴﻒ ﻋﺎﻣﻞ . ﻋﺎﻣﻠﻪ 2- ﻻ ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﺘﺮك  اﻟﺨﺎص .   آﻤﺎ ﻻ ﻳﺠﻮز ﻟﻠﻌﺎﻣﻞ أن ﻳﻌﻤﻞ ﻟﺤﺴﺎﺑﻪ ، ﻳﻌﻤﻞ ﻟﺤﺴﺎﺑﻪ اﻟﺨﺎص اﻟﻤﺎدة اﻷرﺑﻌﻮن :  ورﺧﺼﺔ 1-     ورﺳﻮم اﻹﻗﺎﻣﺔ ، ﻳﺘﺤﻤﻞ ﺻﺎﺣﺐ اﻟﻌﻤﻞ رﺳﻮم اﺳﺘﻘﺪام اﻟﻌﺎﻣﻞ ﻏﻴﺮ اﻟﺴﻌﻮدي اﻟﻌﻤﻞ وﺗﺠﺪﻳﺪهﻤﺎ وﻣﺎ ﻳﺘﺮﺗﺐ   واﻟﺨﺮوج، ﻋﻠﻰ ﺗﺄﺧﻴﺮ ذﻟﻚ ﻣﻦ ﻏﺮاﻣﺎت، ورﺳﻮم ﺗﻐﻴﻴﺮ اﻟﻤﻬﻨﺔ وﺗﺬآﺮة ﻋﻮدة اﻟﻌﺎﻣﻞ إﻟﻰ ﻣﻮﻃﻨﻪ ﺑﻌﺪ اﻧﺘﻬﺎء ، واﻟﻌﻮدة اﻟﻌﻼﻗﺔ ﺑﻴﻦ اﻟﻄﺮﻓﻴﻦ.  ﻋ 2- ﻳﺘﺤﻤﻞ اﻟﻌﺎﻣﻞ ﺗﻜﺎﻟﻴﻒ ﻓﻲ ﻮدﺗﻪ إﻟﻰ ﺑﻠﺪﻩ ﻓﻲ ﺣﺎﻟﺔ ﻋﺪم ﺻﻼﺣﻴﺘﻪ ﻟﻠﻌﻤﻞ أو إذا رﻏﺐ  ﻣﺸﺮوع اﻟﻌﻮدة دون ﺳﺒﺐ .  ﻓﻲ 3- ﻳﺘﺤﻤﻞ ﺻﺎﺣﺐ اﻟﻌﻤﻞ رﺳﻮم ﻧﻘﻞ ﺧﺪﻣﺎت اﻟﻌﺎﻣﻞ اﻟﺬي ﻳﺮﻏﺐ  إﻟﻴﻪ ﻧﻘﻞ ﺧﺪﻣﺎﺗﻪ .  إﻟﻰ 4- ﻳﻠﺰم ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﻨﻔﻘﺎت ﺗﺠﻬﻴﺰ ﺟﺜﻤﺎن اﻟﻌﺎﻣﻞ وﻧﻘﻠﻪ    ، اﻟﺠﻬﺔ اﻟﺘﻲ أﺑﺮم ﻓﻴﻬﺎ اﻟﻌﻘﺪ أو اﺳﺘﻘﺪم اﻟﻌﺎﻣﻞ ﻣﻨﻬﺎ ﻣﺎ ﻟﻢ ﻳﺪﻓﻦ ﺑﻤﻮاﻓﻘﺔ ذوﻳﻪ داﺧﻞ  اﻟﻤﻤﻠﻜﺔ .اﻻﺟﺘﻤﺎﻋﻴﺔ وﻳﻌﻔﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻓﻲ ﺣﺎﻟﺔ اﻟﺘﺰام اﻟﻤﺆﺳﺴﺔ اﻟﻌﺎﻣﺔ ﻟﻠﺘﺄﻣﻴﻨﺎت  ﺑﺬﻟﻚ .  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻷرﺑﻌﻮن :  ﺗﺤﺪد اﻟﻼﺋﺤﺔ ﺷﺮوط اﻻﺳﺘﻘﺪام، وﻧﻘﻞ وإﺟﺮاءاﺗﻪ .   وﺿﻮاﺑﻂ ذﻟﻚ ، اﻟﺨﺪﻣﺎت، وﺗﻐﻴﻴﺮ اﻟﻤﻬﻨﺔ اﻟﺒﺎب اﻟﺮاﺑﻊ اﻟﺘﺪرﻳﺐ واﻟﺘﺄهﻴﻞ ا اﻷول ﻟﻔﺼﻞ  اﻟﺘﺪرﻳﺐ واﻟﺘﺄهﻴﻞ ﻟﻠﻌﺎﻣﻠﻴﻦ ﻟﺪى ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﻤﺎدة واﻷرﺑﻌﻮن اﻟﺜﺎﻧﻴﺔ  :  ﻋﻠﻰ آﻞ ﺻﺎﺣﺐ ﻋﻤﻞ إﻋﺪاد ﻋﻤﺎﻟﻪ اﻟﺴﻌﻮدﻳﻴﻦ، وﺗﺤﺴﻴﻦ ﻣﺴﺘﻮاهﻢ ﻓﻲ   ﺑﻬﺪف، اﻷﻋﻤﺎل اﻟﻔﻨﻴﺔ واﻹدارﻳﺔ واﻟﻤﻬﻨﻴﺔ وﻏﻴﺮهﺎ إﺣﻼﻟﻬﻢ ﺗﺪرﻳﺠﻴًﺎ ﻓﻲ اﻷﻋﻤﺎل اﻟﺘﻲ  ﻳﻘﻮم ﺑﻬﺎ ﻏﻴﺮ اﻟﺴﻌﻮدﻳﻴﻦ . وﻋﻠﻴﻪ أن ﻳﻌﺪ اﻟﺴﻌﻮدﻳﻴﻦ ﺳﺠًﻼ ﻳﻘﻴﺪ ﻓﻴﻪ أﺳﻤﺎء اﻟﻌﻤﺎل   اﻟﺬﻳﻦ أﺣﻠﻬﻢ ﻣﺤﻞ ﻏﻴﺮ اﻟﺴﻌﻮدﻳﻴﻦ ﺑﺤﺴﺐ اﻟﺸﺮوط واﻟﻘﻮاﻋﺪ اﻟﺘﻲ ﺗﺤﺪدهﺎ اﻟﻼﺋﺤﺔ.  اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻷرﺑﻌﻮن :  ﻣﻊ ﻋﺪم اﻹﺧﻼل ﺑﻤﺎ ﺗﻨﺺ ﻋﻠﻴﻪ اﺗﻔﺎﻗﻴﺎت اﻻﻣﺘﻴﺎز  وﻏﻴﺮهﺎ ﻣﻦ اﻻﺗﻔﺎﻗﻴﺎت ﻣﻦ ﺷﺮوط وﻗﻮاﻋﺪ ﺧﺎﺻﺔ ﺑﺎﻟﺘﺪرﻳﺐ واﻟﺘﺄهﻴﻞ ، واﻟﺘﻌﻠﻴﻢ واﻻ ﺑﺘﻌﺎث  اﻟﺴﻌﻮدﻳﻴﻦ ﻋﻠﻰ آﻞ ﺻﺎﺣﺐ ﻋﻤﻞ ﻳﺸّﻐﻞ ﺧﻤﺴﻴﻦ ﻋﺎﻣًﻼ ﻓﺄآﺜﺮ أن ﻳﺪرب ﻋﻠﻰ أﻋﻤﺎﻟﻪ ﻣﻦ ﻋﻤﺎﻟﻪ   ﻣﺎ ﻻ %ﺳﻨﻮﻳًﺎ 6 ﻳﻘﻞ ﻋﻦ ﻣﻦ ﻣﺠﻤﻮع ﻋﻤﺎﻟﻪ  .اﻟﻤﻨﺸﺂت وﻟﻠﻮزﻳﺮ أن ﻳﺮﻓﻊ هﺬﻩ اﻟﻨﺴﺒﺔ ﻓﻲ ﺑﻌﺾ  ﻣﻨﻪ اﻟﺘﻲ ﻳﺤﺪدهﺎ ﺑﻘﺮار .  اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ واﻷرﺑﻌﻮن :  ﻳﺠﺐ أن ﻳﺸﺘﻤﻞ ﺑﺮﻧﺎﻣﺞ اﻟﻘ اﻟﺘﺪرﻳﺐ ﻋﻠﻰ ﺳﺎﻋﺎﺗﻪ    وﻋﻠﻰ ﻣﺪﺗﻪ وﻋﺪد ، ﻮاﻋﺪ واﻟﺸﺮوط اﻟﺘﻲ ﺗﺘﺒﻊ ﻓﻲ اﻟﺘﺪرﻳﺐ واﻟﺒﺮاﻣﺞ  . وﻃﺮﻳﻘﺔ اﻻﺧﺘﺒﺎر واﻟﺸﻬﺎدات اﻟﺘﻲ ﺗﻤﻨﺢ ﻓﻲ هﺬا اﻟﺸﺄن ، اﻟﺘﺪرﻳﺒﻴﺔ اﻟﻨﻈﺮﻳﺔ واﻟﻌﻤﻠﻴﺔ وﺗﺤﺪد اﻟﻼﺋﺤﺔ اﻟﻤﻌﺎﻳﻴﺮ واﻟﻘﻮاﻋﺪ اﻟﻌﺎﻣﺔ اﻟﺘﻲ ﻳﻨﺒﻐﻲ اﺗﺒﺎﻋﻬﺎ ﺑﻬﺬا اﻟﺨﺼﻮص وا ﻟﺮﻓﻊ ﻣﺴﺘﻮى أداء اﻟﻌﺎﻣﻞ ﻣﻦ ﺣﻴﺚ اﻟﻤﻬﺎرة ﻹﻧﺘﺎﺟﻴﺔ.  اﻟﻔﺼﻞ اﻟﺜﺎﻧﻲ ﻋﻘﺪ اﻟﻌﻤﻞ اﻟﺘﺄهﻴﻞ واﻟﺘﺪرﻳﺐ ﻣﻊ ﻏﻴﺮ اﻟﻌﺎﻣﻠﻴﻦ ﻟﺪى ﺻﺎﺣﺐ  اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻷرﺑﻌﻮن :  ﻋﻘﺪ اﻟﺘﺄهﻴﻞ واﻟﺘﺪرﻳﺐ ﻋﻘﺪ ﻳﻠﺘﺰم ﺑﻤﻘﺘﻀﺎﻩ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﺘﺄهﻴﻞ أو ﺗﺪرﻳﺐ ﺷﺨﺺ ﻣﻌﻴﻨﺔ ﻹﻋﺪادﻩ ﻓﻲ ﻣﻬﻨﺔ  .  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻷرﺑﻌﻮن :  ﻳﺠﺐ أن ﻳﻜﻮن ﻋﻘﺪ اﻟ ، اﻟﺘﺄهﻴﻞ أو    وأن ﻳﺤﺪد ﻓﻴﻪ ﻧﻮع اﻟﻤﻬﻨﺔ اﻟﻤﺘﻌﺎﻗﺪ ﻟﻠﺘﺪرﻳﺐ ﻋﻠﻴﻬﺎ ، ﺘﺪرﻳﺐ ﻣﻜﺘﻮﺑًﺎ وﻣﺪة اﻟﺘﺪرﻳﺐ  ،  وﻣﻘﺪار اﻟﻤﻜﺎﻓﺄة اﻟﺘﻲ ﺗﻌﻄﻰ ﻟﻠﻤﺘﺪرب ﻓﻲ آﻞ ﻣﺮﺣﻠﺔ ، وﻣﺮاﺣﻠﻪ اﻟﻤﺘﺘﺎﺑﻌﺔ ﻋﻠﻰ أﻻ ﻳﻜﻮن ﺗﺤﺪﻳﺪهﺎ ﺑﺤﺎل ﻣﻦ اﻷﺣﻮال ﻋﻠﻰ أﺳﺎس اﻟﻘﻄﻌﺔ أو اﻹﻧﺘﺎج.  اﻟﻤﺎدة واﻷرﺑﻌﻮن اﻟﺴﺎﺑﻌﺔ  :  ﻟﻠﻮزﻳﺮ أن ﻳﻠﺰم ا ﻟﻤﻨﺸﺂت-  اﻟﺘﻲ ﻳﺤﺪدهﺎ ﺑﻘﺮارات ﻣﻨﻪ-ﺑﻘﺒﻮل   ﻋﺪد أو ﻧﺴﺒﺔ ﻣﺤﺪدة ﻣﻦ ﻃﻼب اﻟﻜﻠﻴﺎت واﻟﻤﻌﺎهﺪ واﻟﻤﺮاآﺰ وﺧﺮﻳﺠﻴﻬﺎ ؛ ﺑﻐﻴﺔ اﻟﺘﺪرﻳﺐ اﻟﺘﻲ    وﻓﻖ اﻟﺸﺮوط واﻷوﺿﺎع واﻟﻤﺪد وﻣﻜﺎﻓﺂت اﻟﻤﺘﺪرﺑﻴﻦ ، واﺳﺘﻜﻤﺎل اﻟﺨﺒﺮة اﻟﻌﻤﻠﻴﺔ ﻳﺤﺪدهﺎ اﺗﻔﺎق ﻳﻌﻘﺪ ﺑﻴﻦ اﻟﻮزارة وإدارة اﻟﻤﻨﺸﺄة اﻟﻤﻌﻨﻴﺔ .  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻷرﺑﻌﻮن :  ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﻨﻬﻲ ﻋﻘﺪ اﻟﺘﺄهﻴﻞ أو اﻟﺘﺪرﻳﺐ إذا ﻟﻤﺲ ﻣﻦ اﻟﻤﺘﺪرب  ﻋﺪم ﻗﺎﺑﻠﻴﺘﻪ أو ﻗﺪرﺗﻪ ﻋﻠﻰ إآﻤﺎل ﺑﺮاﻣﺞ اﻟﺘﺪرﻳﺐ وﻟﻠﻤﺘﺪرب أو وﻟﻴﻪ أو اﻟﺤﻖ ، ﺑﺼﻮرة ﻣﻔﻴﺪة وﺻﻴﻪ ﻣﺜﻞ هﺬا  . وﻋﻠﻰ اﻟﻄﺮف اﻟﺬي ﻳﺮﻏﺐ ﻓﻲ إﻧﻬﺎء اﻟﻌﻘﺪ إﺑﻼغ اﻟﻄﺮف اﻵﺧﺮ ﺑﺬﻟﻚ اﻷ ﻗﺒﻞ أﺳﺒﻮع ﻋﻠﻰ اﻟﺘﺪرﻳﺐ ﻗﻞ ﻣﻦ ﺗﺎرﻳﺦ اﻟﺘﻮﻗﻒ ﻋﻦ .  وﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﻠﺰم أو   ﻣﺪة ﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﺿﻌﻒ هﺬﻩ اﻟﻤﺪة ، اﻟﻤﺘﺪرب ﺑﺄن ﻳﻌﻤﻞ ﻟﺪﻳﻪ ﺑﻌﺪ اﻧﻘﻀﺎء ﻣﺪة اﻟﺘﺪرﻳﺐ ﺳﻨﺔ أﻳﻬﻤﺎ أﻃﻮل.  اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻷرﺑﻌﻮن : ﺗﺴﺮي ﻋﻠﻰ ﻋﻘﺪ اﻟﺘﺄهﻴﻞ واﻟﺘﺪرﻳﺐ ﺑﺎﻹﺟ اﻷﺣﻜﺎم اﻟﻮاردة ﻓﻲ هﺬا اﻟﻨﻈﺎم، اﻟﺨﺎﺻﺔ واﻟﺤﺪ  ، ﺎزات اﻟﺴﻨﻮﻳﺔ واﻟﻌﻄﻼت اﻟﺮﺳﻤﻴﺔ   وﻓﺘﺮات اﻟﺮاﺣﺔ اﻟﻴﻮﻣﻴﺔ واﻟﺮاﺣﺔ اﻷﺳﺒﻮﻋﻴﺔ، وﻗﻮاﻋﺪ اﻟﺴﻼﻣﺔ ، اﻷﻗﺼﻰ ﻟﺴﺎﻋﺎت اﻟﻌﻤﻞ وإﺻﺎﺑﺎت، واﻟﺼﺤﺔ اﻟﻤﻬﻨﻴﺔ اﻟﻌﻤﻞ وﺷﺮوﻃﻬﺎ، وﻣﺎ ﻳﻘﺮرﻩ اﻟﻮزﻳﺮ.  
اﻟﺒﺎب اﻟﺨﺎﻣﺲ ﻋﻼﻗﺎت اﻟﻌﻤﻞ اﻟﻔﺼﻞ اﻷول ﻋﻘﺪ اﻟﻌﻤﻞ اﻟﻤﺎدة اﻟﺨﻤﺴﻮن : ﻋﻘﺪ ﻋﻘﺪ اﻟﻌﻤﻞ هﻮ إدارة    ﻳﺘﻌﻬﺪ اﻷﺧﻴﺮ ﺑﻤﻮﺟﺒﻪ أن ﻳﻌﻤﻞ ﺗﺤﺖ ،  ﻣﺒﺮم ﺑﻴﻦ ﺻﺎﺣﺐ ﻋﻤﻞ وﻋﺎﻣﻞ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أو إﺷﺮاﻓﻪ ﻣﻘﺎﺑﻞ أﺟﺮ.  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﺨﻤﺴﻮن :  ﻳﺠﺐ أن ﻳﻜﺘﺐ   ﻳﺤﺘﻔﻆ آﻞ ﻣﻦ ﻃﺮﻓﻴﻪ ﺑﻨﺴﺨﺔ .ﻏﻴﺮ ، ﻋﻘﺪ اﻟﻌﻤﻞ ﻣﻦ ﻧﺴﺨﺘﻴﻦ وﻳﻌﺪ اﻟﻌﻘﺪ ﻗﺎﺋﻤًﺎ وﻟﻮ آﺎن    وﻓﻲ هﺬﻩ ، ﻣﻜﺘﻮب اﻟﺤﺎﻟﺔ ﻳﺠﻮز ﻟﻠﻌﺎﻣﻞ وﺣﺪﻩ إ ﺑﺠﻤﻴﻊ ﺛﺒﺎت اﻟﻌﻘﺪ وﺣﻘﻮﻗﻪ اﻟﺘﻲ ﻧﺸﺄت ﻋﻨﻪ  اﻹﺛﺒﺎت ﻃﺮق  . وﻳﻜﻮن ﻟﻜﻞ ﻣﻦ اﻟﻄﺮﻓﻴﻦ أن ﻳﻄﻠﺐ آﺘﺎﺑﺔ اﻟﻌﻘﺪ ﻓﻲ أي وﻗﺖ  .ﻋﻤﺎل أﻣﺎ   اﻟﺤﻜﻮﻣﺔ واﻟﻤﺆﺳﺴﺎت اﻟﻌﺎﻣﺔ ﻓﻴﻘﻮم ﻗﺮار أو أﻣﺮ اﻟﺘﻌﻴﻴﻦ اﻟﺼﺎدر ﻣﻦ اﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ ﻣﻘﺎم اﻟﻌﻘﺪ .  اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ واﻟﺨﻤﺴﻮن :  ﻳﺠﺐ أن ﻳﺤﺘﻮي ﻋﻘﺪ اﻟﻌﻤﻞ ﺑﺼﻮر أﺳﺎﺳﻴﺔ ة  ﻋﻠﻰ :  وﻣﺎ ﻳﻠﺰم ﻹﺛﺒﺎت ، اﺳﻢ ﺻﺎﺣﺐ اﻟﻌﻤﻞ وﻣﻜﺎﻧﻪ، واﺳﻢ اﻟﻌﺎﻣﻞ وﺟﻨﺴﻴﺘﻪ ﺷﺨﺼﻴﺘﻪ، واﻷﺟﺮ اﻟﻤﺪة اﻟﻤﺘﻔﻖ ﻋﻠﻴﻪ، وﻧﻮع اﻟﻌﻤﻞ وﻣﻜﺎﻧﻪ، وﺗﺎرﻳﺦ اﻻﻟﺘﺤﺎق ﺑﻪ، وﻣﺪﺗﻪ إن آﺎن ﻣﺤﺪد  .ﻣﻊ  ﻣﺮاﻋﺎة ﻣﺎ ﻧﺼﺖ ﻋﻠﻴﻪ اﻟﻤﺎدة )واﻟﺜﻼﺛﻮن اﻟﺴﺎﺑﻌﺔ  (اﻟﻨﻈﺎم ﻣﻦ هﺬا  .  اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻟﺨﻤﺴﻮن :  إذا آﺎن اﻟﻌﺎﻣﻞ ﺧﺎﺿﻌًﺎ ﻟﻔﺘﺮة ﺗﺠﺮﺑﺔ وﺟﺐ اﻟﻨﺺ ﻋﻠﻰ ذﻟﻚ ﺻﺮاﺣﺔ ﻓﻲ ﻋﻘﺪ  اﻟﻌﻤﻞ، وﺗﺤﺪﻳﺪهﺎ ﺑﻮﺿﻮح، ﺑﺤﻴﺚ ﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﺗﺴﻌﻴﻦ ﻳﻮﻣًﺎ  .ﻓﺘﺮة وﻻ ﺗﺪﺧﻞ ﻓﻲ ﺣﺴﺎب    وﻳﻜﻮن ﻟﻜﻞ ﻣﻦ ، اﻟﺘﺠﺮﺑﺔ إﺟﺎزة ﻋﻴﺪي اﻟﻔﻄﺮ واﻷﺿﺤﻰ واﻹﺟﺎزة اﻟﻤﺮﺿﻴﺔ اﻟﻄﺮﻓﻴﻦ اﻟﺤﻖ ﻓﻲ  إﻧﻬﺎء اﻟﻌﻘﺪ ﺧﻼل هﺬﻩ اﻟﻔﺘﺮة ﻣﺎ ﻷﺣﺪهﻤﺎ ﻟﻢ ﻳﺘﻀﻤﻦ اﻟﻌﻘﺪ ﻧﺼًﺎ ﻳﻌﻄﻲ اﻟﺤﻖ ﻓﻲ اﻹﻧﻬﺎء  . اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ واﻟﺨﻤﺴﻮن :  ﻻ ﻳﺠﻮز وﺿﻊ اﻟﻌﺎﻣﻞ ﺗﺤﺖ اﻟﺘﺠﺮﺑﺔ أآﺜﺮ ﻣﻦ ﻣﺮة   واﺳﺘﺜﻨﺎء ﻣﻦ ذﻟﻚ ﻳﺠﻮز ﺑﺎﺗﻔﺎق ﻃﺮﻓﻲ ، واﺣﺪة ﻟﺪى ﺻﺎﺣﺐ ﻋﻤﻞ واﺣﺪ اﻟﻌﻘﺪ إﺧﻀﺎع اﻟﻌﺎﻣﻞ ﺗ ﺑﺸﺮط أن ﻋﻤﻞ ، ﻟﻔﺘﺮة ﺗﺠﺮﺑﺔ ﺛﺎﻧﻴﺔ ﻻ ﺗﺘﺠﺎوز ﻣﺪﺗﻬﺎ ﺗﺴﻌﻴﻦ ﻳﻮﻣًﺎ ﻜﻮن ﻓﻲ ﻣﻬﻨﺔ أﺧﺮى أو   ﺁﺧﺮ . وإذا  ، أﻧﻬﻰ اﻟﻌﻘﺪ ﺧﻼل ﻓﺘﺮة اﻟﺘﺠﺮﺑﺔ ﻓﺈن أﻳًﺎ ﻣﻦ اﻟﻄﺮﻓﻴﻦ ﻻ ﻳﺴﺘﺤﻖ ﺗﻌﻮﻳﻀًﺎ آﻤﺎ ﻻ ﻳﺴﺘﺤﻖ اﻟﻌﺎﻣﻞ ﻣﻜﺎﻓﺄة ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ ﻋﻦ ذﻟﻚ .  اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻟﺨﻤﺴﻮن :  ﺗﻨﻔﻴﺬﻩ 1-   ﻓﺈذا اﺳﺘﻤﺮ ﻃﺮﻓﺎﻩ ﻓﻲ  ﻋّﺪ ، ﻳﻨﺘﻬﻲ ﻋﻘﺪ اﻟﻌﻤﻞ اﻟﻤﺤﺪد اﻟﻤﺪة ﺑﺎﻧﻘﻀﺎء ﻣﺪﺗﻪ اﻟﻌﻘﺪ ﻣﺠﺪدًا ﻟﻤﺪة ﻏﻴﺮ ﻣﺤﺪدة . ﻣﻊ ﻣﺮاﻋﺎة ﻣﺎ ﻧﺼﺖ ﻋﻠﻴﻪ اﻟﻤﺎدة )اﻟﺴﺎﺑﻌﺔ واﻟﺜﻼﺛﻮن (اﻟﺴﻌﻮدﻳﻴﻦ ﻣﻦ هﺬا اﻟﻨﻈﺎم ﺑﺎﻟﻨﺴﺒﺔ إﻟﻰ ﻏﻴﺮ .  اﻟﻤﺤﺪد 2- إذا ﺗﻀﻤﻦ اﻟﻌﻘﺪ  ﻟﻠﻤﺪة    ﻓﺈن اﻟﻌﻘﺪ ﻳﺘﺠﺪد ، اﻟﻤﺪة ﺷﺮﻃًﺎ ﻳﻘﻀﻲ ﺑﺘﺠﺪﻳﺪﻩ ﻟﻤﺪة ﻣﻤﺎﺛﻠﺔ أو ﻟﻤﺪة ﻣﺤﺪدة اﻟﻤﺘﻔﻖ ﻋﻠﻴﻬﺎ، ﻓﺈن ﺗﻌﺪد اﻟﺘﺠﺪﻳﺪ ﻣﺮ ﻣﺪة ﺗﻴﻦ ﻣﺘﺘﺎﻟﻴﺘﻴﻦ، أو ﺑﻠﻐﺖ ﻣﺪة اﻟﻌﻘﺪ اﻷﺻﻠﻲ ﻣﻊ   اﻟﺘﺠﺪﻳﺪ ﺛﻼث ﺳﻨﻮات أﻳﻬﻤﺎ أﻗﻞ واﺳﺘﻤﺮ ﺗّﺤﻮل اﻟﻌﻘﺪ إﻟﻰ ﻋﻘﺪ ﻏﻴﺮ اﻟﻤﺪة ، اﻟﻄﺮﻓﺎن ﻓﻲ ﺗﻨﻔﻴﺬﻩ ﻣﺤﺪد  .  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻟﺨﻤﺴﻮن :  ﻓﻲ ﺟﻤﻴﻊ اﻟﺤﺎﻻت اﻟﺘﻲ ﻳﺘﺠﺪد ﻓﻴﻬﺎ اﻣﺘﺪا ﺗﻌﺪ اﻟﻤﺪة اﻟﺘﻲ ﺗﺠﺪد إﻟﻴﻬﺎ اﻟﻌﻘﺪ ﻓﻲ ، اﻟﻌﻘﺪ ﻟﻤﺪة ﻣﺤﺪدة دًا ﻟﻠﻤﺪة اﻷﺻﻠﻴﺔ   ﺗﺤﺪﻳﺪ ﺣﻘﻮق اﻟﻌﺎﻣﻞ اﻟﺘﻲ ﺗﺪﺧﻞ ﻣﺪة اﻟﺨﺪﻣﺔ ﻓﻲ ﺣﺴﺎﺑﻬﺎ.  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻟﺨﻤﺴﻮن :    .  ﻓﺈﻧﻪ ﻳﻨﺘﻬﻲ ﺑﺈﻧﺠﺎز اﻟﻌﻤﻞ اﻟﻤﺘﻔﻖ ﻋﻠﻴﻪ ، إذا آﺎن اﻟﻌﻘﺪ ﻣﻦ أﺟﻞ اﻟﻘﻴﺎم ﺑﻌﻤﻞ ﻣﻌﻴﻦ اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻟﺨﻤﺴﻮن :  ﻻ ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﻨﻘﻞ اﻟﻌﺎﻣﻞ ﻣﻦ ﻣﻜﺎن اﻷ ﻋﻤﻠﻪ   إذا آﺎن ﻣﻦ ﺷﺄن ، ﺻﻠﻲ إﻟﻰ ﻣﻜﺎن ﺁﺧﺮ ﻳﻘﺘﻀﻲ ﺗﻐﻴﻴﺮ ﻣﺤﻞ إﻗﺎﻣﺘﻪ اﻟﻨﻘﻞ أن ﻳﻠﺤﻖ اﻟﻌﻤﻞ ﺑﺎﻟﻌﺎﻣﻞ ﺿﺮرًا ﺟﺴﻴﻤًﺎ وﻟﻢ ﻳﻜﻦ ﻟﻪ ﺳﺒﺐ ﻣﺸﺮوع ﺗﻘﺘﻀﻴﻪ ﻃﺒﻴﻌﺔ  .  اﻟﻤﺎدة واﻟﺨﻤﺴﻮن اﻟﺘﺎﺳﻌﺔ  :  ﻻ ﻳﺠﻮز ﻧﻘﻞ اﻟﻌﺎﻣﻞ ذي اﻷﺟﺮ اﻟﺸﻬﺮي إﻟﻰ ﻓﺌﺔ ﻋﻤﺎل اﻟﻴﻮﻣﻴﺔ  أو اﻟﻌﻤﺎل اﻟﻤﻌﻴﻨﻴﻦ ﺑﺎﻷﺟﺮ اﻷﺳﺒﻮﻋﻲ أو ﺑﺎﻟﻘﻄﻌﺔ أو ﺑﺎﻟﺴﺎﻋﺔ إﻻ إذا واﻓﻖ اﻟﻌﺎﻣﻞ ﻗﻀﺎهﺎ ،    وﻣﻊ ﻋﺪم اﻹﺧﻼل ﺑﺎﻟﺤﻘﻮق اﻟﺘﻲ اآﺘﺴﺒﻬﺎ اﻟﻌﺎﻣﻞ ﻓﻲ اﻟﻤﺪة اﻟﺘﻲ ، ﻋﻠﻰ ذﻟﻚ آﺘﺎﺑﺔ ﺑﺎﻷﺟﺮ اﻟﺸﻬﺮي.  اﻟﻤﺎدة اﻟﺴﺘﻮن :  ﻣﻊ ﻋﺪم اﻹﺧﻼل ﺑﻤﺎ ﺗﻀﻤﻨﺘﻪ اﻟﻤﺎدة )اﻟﺜﺎﻣﻨﺔ واﻟﺜﻼﺛﻮن (اﺧ ﻣﻦ هﺬا اﻟﻨﻈﺎم، ﻻ ﻳﺠﻮز ﺗﻜﻠﻴﻒ اﻟﻌﺎﻣﻞ ﺑﻌﻤﻞ ﻳﺨﺘﻠﻒ  ﺘﻼﻓًﺎ ﺟﻮهﺮﻳًﺎ ﻋﻦ ﺗﻘﺘﻀﻴﻬﺎ    إﻻ ﻓﻲ ﺣﺎﻻت اﻟﻀﺮورة اﻟﺘﻲ ﻗﺪ ، اﻟﻌﻤﻞ اﻟﻤﺘﻔﻖ ﻋﻠﻴﻪ ﺑﻐﻴﺮ ﻣﻮاﻓﻘﺘﻪ اﻟﻜﺘﺎﺑﻴﺔ ﻇﺮوف ﻋﺎرﺿﺔ وﻟﻤﺪة ﻻ ﺗﺘﺠﺎوز ﺛﻼﺛﻴﻦ ﻳﻮﻣًﺎ ﻓﻲ اﻟﺴﻨﺔ  اﻟﻔﺼﻞ اﻟﺜﺎﻧﻲ اﻟﻮاﺟﺒﺎت اﻟﺘﺄدﻳﺐ وﻗﻮاﻋﺪ  أوًﻻ  :اﻟﻌﻤﻞ واﺟﺒﺎت أﺻﺤﺎب  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﺴﺘﻮن : ﺑﺎﻹﺿﺎﻓﺔ إﻟﻰ اﻟﻮاﺟﺒﺎ واﻟﻘﺮارات ت اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا اﻟﻨﻈﺎم واﻟﻠﻮاﺋﺢ    ﻳﺠﺐ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ، اﻟﺼﺎدرة ﺗﻄﺒﻴﻘًﺎ ﻟﻪ ﻣﺎ ﻳﺄﺗﻲ :  
ﺗﺸﻐﻴﻞ 1- أن ﻳﻤﺘﻨﻊ ﻋﻦ  ﻋﻤﺎﻟﻪ   وأن ﻳﻌﺎﻣﻞ ،  وأﻻ ﻳﺤﺘﺠﺰ دون ﺳﻨﺪ ﻗﻀﺎﺋﻲ أﺟﺮ اﻟﻌﺎﻣﻞ أو ﺟﺰءًا ﻣﻨﻪ ، اﻟﻌﺎﻣﻞ ﺳﺨﺮة وأن ﻳﻤﺘﻨﻊ ﻋﻦ آﻞ ﻗﻮل أو ﻓﻌﻞ ﻳﻤﺲ آﺮاﻣ ودﻳﻨﻬﻢ ، ﺑﺎﻻﺣﺘﺮام اﻟﻼﺋﻖ ﺘﻬﻢ  .  أن ﻣﻦ 2- ﻳﻌﻄﻲ اﻟﻌﻤﺎل اﻟﻮﻗﺖ اﻟﻼزم ﻟﻤﻤﺎرﺳﺔ ﺣﻘﻮﻗﻬﻢ اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا اﻟﻨﻈﺎم دون ﺗﻨﺰﻳﻞ   اﻷﺟﻮر ﻟﻘﺎء هﺬا  .  وﻟﻪ أن ﻳﻨﻈﻢ ﻣﻤﺎرﺳﺔ هﺬا اﻟﺤﻖ ﺑﺼﻮرة ﻻ ﺗﺨﻞ ﺑﺴﻴﺮ اﻟﻌﻤﻞ ، اﻟﻮﻗﺖ اﻟﻨﻈﺎم 3- أن ﻳﺴﻬﻞ ﻟﻤﻮﻇﻔﻲ اﻟﺠﻬﺎت اﻟﻤﺨﺘﺼﺔ آﻞ ﻣﻬﻤﺔ ﺗﺘﻌﻠﻖ ﺑﺘﻄﺒﻴﻖ أﺣﻜﺎم هﺬا  .  اﻟ واﻟﺴﺘﻮن ﻤﺎدة اﻟﺜﺎﻧﻴﺔ :    ، إذا ﺣﻀﺮ اﻟﻌﺎﻣﻞ ﻷداء ﻋﻤﻠﻪ ﻓﻲ اﻟﻮﻗﺖ اﻟﻤﺤﺪد ﻟﺬﻟﻚ وﻟﻢ ﻳﻤﻨﻌﻪ ﻋﻦ اﻟﻌﻤﻞ ، أو ﺑﻴﻦ أﻧﻪ ﻣﺴﺘﻌﺪ ﻷداء ﻋﻤﻠﻪ ﻓﻲ هﺬا اﻟﻮﻗﺖ إﻻ ﺳﺒﺐ راﺟﻊ إﻟﻰ اﻟﻌﻤﻞ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ؛ آﺎن ﻟﻪ اﻟﺤﻖ ﻓﻲ أﺟﺮ اﻟﻤﺪة اﻟﺘﻲ ﻻ ﻳﺆدي ﻓﻴﻬﺎ .  اﻟﻤﺎدة واﻟﺴﺘﻮن اﻟﺜﺎﻟﺜﺔ  :  ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻣﻨﻊ أو وآﻴﻠﻪ أو أي ﺷﺨﺺ ﻟﻪ ﺳﻠﻄﺔ ﻋﻠﻰ اﻟﻌﻤﺎل،   ، دﺧﻮل أي ﻣﺎدة ﻣﺤﺮﻣﺔ ﺷﺮﻋًﺎ إﻟﻰ أﻣﺎآﻦ اﻟﻌﻤﻞ وﻳﻄﺒﻖ ﺑﺤﻖ ﻣﻦ وﺟﺪت ﻟﺪﻳﻪ أو ﻣﻦ ﺗﻌﺎﻃﺎهﺎ اﻟﺸﺮﻋﻴﺔ .   ﻣﻊ ﻋﺪم اﻹﺧﻼل ﺑﺎﻟﻌﻘﻮﺑﺎت ، اﻟﻌﻘﻮﺑﺎت اﻟﻤﻘﺮرة ﻓﻲ هﺬا اﻟﻨﻈﺎم اﻟﻤﺎدة واﻟﺴﺘﻮن اﻟﺮاﺑﻌﺔ  : ﻳﻠﺰم ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻋﻨﺪ اﻧﺘﻬﺎء ﻋﻘﺪ اﻟﻌﻤﻞ ﺑﻤﺎﻳﺄﺗﻲ :    أن1- ﻳﻌﻄﻲ اﻟﻌﺎﻣﻞ-  ﺑﻨﺎًء ﻋﻠﻰ ﻃﻠﺒﻪ-اﻟﺘﺤﺎﻗﻪ ﺷﻬﺎدة ﺧﺪﻣﺔ دون ﻣﻘﺎﺑﻞ وﻳﻮﺿﺢ ﻓﻴﻬﺎ ﺗﺎرﻳﺦ   ﺑﺎﻟﻌﻤﻞ وﺗﺎرﻳﺦ اﻧﺘﻬﺎء ﻋﻼﻗﺘﻪ ﺑﺎﻟﻌﻤﻞ اﻟﺬي آﺎن ﻳﺆدﻳﻪ وﻣﻬﻨﺘﻪ وﻣﻘﺪار أﺟﺮﻩ اﻷﺧﻴﺮ.  وﻳﺠﺐ أن ﺗﻜﻮن هﺬﻩ اﻟﺸﻬﺎدة ﻣﺴﺒﺒﺔ إذا اﺷﺘﻤﻠﺖ ﻋﻠﻰ ﻣﺎ ﻗﺪ ﻳﺴﻲء إﻟﻰ ﺳﻤﻌﺔ اﻟﻌﺎﻣﻞ أو ﻳﻘﻠﻞ اﻟﻌ ﻓﺮص أﻣﺎﻣﻪ ﻤﻞ  .  ووﺛﺎﺋﻖ 2- أن ﻳﻌﻴﺪ ﻟﻠﻌﺎﻣﻞ ﺟﻤﻴﻊ ﻣﺎ أودﻋﻪ ﻟﺪﻳﻪ ﻣﻦ ﺷﻬﺎدات .  ﺛﺎﻧﻴًﺎ  :اﻟﻌﻤﺎل واﺟﺒﺎت  اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻟﺴﺘﻮن :  ﺑﺎﻹﺿﺎﻓﺔ إﻟﻰ اﻟﻮاﺟﺒﺎت ﻋﻠﻰ  :  ﻳﺠﺐ  اﻟﻌﺎﻣﻞ ، اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا اﻟﻨﻈﺎم واﻟﻠﻮاﺋﺢ واﻟﻘﺮارات اﻟﺼﺎدرة ﺗﻄﺒﻴﻘًﺎ ﻟﻪ اﻟ 1- أن ﻳﻨﺠﺰ اﻟﻌﻤﻞ وﻓﻘًﺎ ﻷﺻﻮل ﻟﻢ ﻤﻬﻨﺔ ووﻓﻖ ﺗﻌﻠﻴﻤﺎت ﺻﺎﺣﺐ اﻟﻌﻤﻞ، إذا   ﻳﻜﻦ ﻓﻲ هﺬﻩ اﻟﺘﻌﻠﻴﻤﺎت ﻣﺎ ﻳﺨﺎﻟﻒ اﻟﻌﻘﺪ أو وﻟﻢ ﻳﻜﻦ ﻓﻲ ﻟﻠﺨﻄﺮ ، اﻟﻨﻈﺎم أو اﻵداب اﻟﻌﺎﻣﺔ ﺗﻨﻔﻴﺬهﺎ ﻣﺎ ﻳﻌﺮض .  واﻟﻤﻬﻤﺎت 2- أن ﻳﻌﺘﻨﻲ ﻋﻨﺎﻳﺔ آﺎﻓﻴﺔ ﺑﺎﻵﻻت واﻷدوات    أو، واﻟﺨﺎﻣﺎت اﻟﻤﻤﻠﻮآﺔ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ اﻟﻤﻮﺿﻮﻋﺔ ﺗﺤﺖ ﺗﺼﺮﻓﻪ اﻟﺘﻲ ﺗﻜﻮن ﻓﻲ ﻋﻬ وأن  اﻟﻤﺴﺘﻬﻠﻜﺔ ، ﺪﺗﻪ ﻳﻌﻴﺪ إﻟﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﻤﻮاد ﻏﻴﺮ .  واﻷﺧﻼق 3- أن ﻳﻠﺘﺰم ﺣﺴﻦ اﻟﺴﻠﻮك  اﻟﻌﻤﻞ أﺛﻨﺎء . ﻓﻲ 4- أن ﻳﻘﺪم آﻞ ﻋﻮن وﻣﺴﺎﻋﺪة دون أن ﻳﺸﺘﺮط ﻟﺬﻟﻚ أﺟﺮًا إﺿﺎﻓﻴًﺎ   ﺣﺎﻻت اﻟﻜﻮارث واﻷﺧﻄﺎر اﻟﺘﻲ ﺗﻬﺪد ﺳﻼﻣﺔ ﻣﻜﺎن اﻟﻌﻤﻞ أو اﻷﺷﺨﺎص اﻟﻌﺎﻣﻠﻴﻦ ﻓﻴﻪ.  5-  أن ﻳﺨﻀﻊ-ﻟﻄ وﻓﻘًﺎ  ﻠﺐ ﺻﺎﺣﺐ اﻟﻌﻤﻞ-ﻋﻠﻴﻪ ﻟﻠﻔﺤﻮص اﻟﻄﺒﻴﺔ اﻟﺘﻲ ﻳﺮﻏﺐ ﻓﻲ إﺟﺮاﺋﻬﺎ   ﻗﺒﻞ اﻻﻟﺘﺤﺎق ﺑﺎﻟﻌﻤﻞ أو أﺛﻨﺎءﻩ . ﻟﻠﺘﺤﻘﻖ ﻣﻦ ﺧﻠﻮﻩ ﻣﻦ اﻷﻣﺮاض اﻟﻤﻬﻨﻴﺔ أو اﻟﺴﺎرﻳﺔ ، 6- ، أن ﻳﺤﻔﻆ اﻷﺳﺮار اﻟﻔﻨﻴﺔ واﻟﺘﺠﺎرﻳﺔ واﻟﺼﻨﺎﻋﻴﺔ ﻟﻠﻤﻮاد اﻟﺘﻲ ﻳﻨﺘﺠﻬﺎ   أو اﻟﺘﻲ أﺳﻬﻢ ﻓﻲ إﻧﺘﺎﺟﻬﺎ ﺑﺼﻮرة ﻣﺒﺎﺷﺮة أو وﺟ اﻟﻤﻬﻨﻴﺔ ، ﻏﻴﺮ ﻣﺒﺎﺷﺮة ﻤﻴﻊ اﻷﺳﺮار  اﻟﻌﻤﻞ اﻟﻤﺘﻌﻠﻘﺔ ﺑﺎﻟﻌﻤﻞ أو اﻟﻤﻨﺸﺄة اﻟﺘﻲ ﻣﻦ ﺷﺄن إﻓﺸﺎﺋﻬﺎ اﻹﺿﺮار ﺑﻤﺼﻠﺤﺔ ﺻﺎﺣﺐ  .  ﺛﺎﻟﺜًﺎ  :اﻟﺘﺄدﻳﺐ ﻗﻮاﻋﺪ  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻟﺴﺘﻮن :  اﻟﺠﺰاءات اﻟﺘﺄدﻳﺒﻴﺔ اﻟﻌﺎﻣﻞ اﻟﺘﻲ ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺗﻮﻗﻴﻌﻬﺎ ﻋﻠﻰ  :    .اﻹﻧﺬار1-   .اﻟﻐﺮاﻣﺔ2- 3-  اﻟﺤﺮﻣﺎن ﻣﻦ اﻟﻌﻼوة ﻣﻦ أو ﺗﺄﺟﻴﻠﻬﺎ ﻟﻤﺪة ﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﺳﻨﺔ ﻣﺘﻰ آﺎﻧﺖ ﻣﻘﺮرة  اﻟﻌﻤﻞ ﺻﺎﺣﺐ  . ﺻﺎﺣﺐ 4- ﺗﺄﺟﻴﻞ اﻟﺘﺮﻗﻴﺔ ﻣﺪة ﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﺳﻨﺔ ﻣﺘﻰ آﺎﻧﺖ ﻣﻘﺮرة ﻣﻦ  اﻟﻌﻤﻞ .  اﻷﺟﺮ 5- اﻹﻳﻘﺎف ﻋﻦ اﻟﻌﻤﻞ ﻣﻊ اﻟﺤﺮﻣﺎن ﻣﻦ  .  ﻓﻲ 6- اﻟﻔﺼﻞ ﻣﻦ اﻟﻌﻤﻞ  اﻟﻨﻈﺎم اﻟﺤﺎﻻت اﻟﻤﻘﺮرة ﻓﻲ  .  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻟﺴﺘﻮن :  ﻻ ﻳﺠ اﻟﻌﻤﻞ ﻮز ﻟﺼﺎﺣﺐ  اﻟﻌﻤﻞ أن ﻳﻮﻗﻊ ﻋﻠﻰ اﻟﻌﺎﻣﻞ ﺟﺰاًء ﻏﻴﺮ وارد ﻓﻲ هﺬا اﻟﻨﻈﺎم أو ﻓﻲ ﻻﺋﺤﺔ ﺗﻨﻈﻴﻢ  .  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻟﺴﺘﻮن :  ﻻ ﻳﺠﻮز ﺗﺸﺪﻳﺪ اﻟﺠﺰاء ﻓﻲ ﺣﺎﻟﺔ ﺗﻜﺮار اﻟﻤﺨﺎﻟﻔﺔ إذا  آﺎن ﻗﺪ اﻧﻘﻀﻰ ﻋﻠﻰ اﻟﻤﺨﺎﻟﻔﺔ اﻟﺴﺎﺑﻘﺔ ﻣﺎﺋﺔ وﺛﻤﺎﻧﻮن ﻳﻮﻣًﺎ ﻣﻦ ﺗﺎرﻳﺦ إﺑﻼغ اﻟﻌﺎﻣﻞ ﻋﻠﻴ ﺑﺘﻮﻗﻴﻊ اﻟﺠﺰاء اﻟﻤﺨﺎﻟﻔﺔ ﻪ ﻋﻦ ﺗﻠﻚ .  اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﺴﺘﻮن :  ﻻ ﻳﺠﻮز  اﺗﻬﺎم اﻟﻌﺎﻣﻞ ﺑﻤﺨﺎﻟﻔﺔ ﻣﻀﻰ ﻋﻠﻰ آﺸﻔﻬﺎ أآﺜﺮ ﻣﻦ ﺛﻼﺛﻴﻦ ﻳﻮﻣًﺎ .ﺟﺰاء وﻻ ﻳﺠﻮز ﺗﻮﻗﻴﻊ   ﺗﺄدﻳﺒﻲ ﺑﻌﺪ ﺗﺎرﻳﺦ اﻧﺘﻬﺎء اﻟﺘﺤﻘﻴﻖ ﻓﻲ اﻟﻤﺨﺎﻟﻔﺔ وﺛﺒﻮﺗﻬﺎ ﻓﻲ ﺣﻖ اﻟﻌﺎﻣﻞ ﺑﺄآﺜﺮ ﻣﻦ ﺛﻼﺛﻴﻦ ﻳﻮﻣًﺎ.  اﻟﻤﺎدة اﻟﺴﺒﻌﻮن :  ﻻ ﻳﺠﻮز ﺗﻮﻗﻴﻊ ﺟﺰا ارﺗﻜﺒﻪ ء ﺗﺄدﻳﺒﻲ ﻋﻠﻰ اﻟﻌﺎﻣﻞ ﻷﻣﺮ   ﺧﺎرج ﻣﻜﺎن اﻟﻌﻤﻞ ﻣﺎ ﻟﻢ ﻳﻜﻦ ﻣﺘﺼًﻼ ﺑﺎﻟﻌﻤﻞ أو ﺑﺼﺎﺣﺒﻪ أو ﻣﺪﻳﺮﻩ اﻟﻤﺴﺆول  .ﻳﺠﻮز ،  آﻤﺎ ﻻ أن ﻳﻮﻗﻊ ﻋﻠﻰ اﻟﻌﺎﻣﻞ ﻋﻦ اﻟﻤﺨﺎﻟﻔﺔ اﻟﻮاﺣﺪة ﻏﺮاﻣﺔ ﺗﺰﻳﺪ ﻗﻴﻤﺘﻬﺎ ﻋﻠﻰ أﺟﺮة ﺧﻤﺴﺔ أﻳﺎم   وﻻ ﺗﻮﻗﻴﻊ
 وﻻ أن ُﺗﻘﺘﻄﻊ وﻓﺎًء ، أآﺜﺮ ﻣﻦ ﺟﺰاء واﺣﺪ ﻋﻠﻰ اﻟﻤﺨﺎﻟﻔﺔ اﻟﻮاﺣﺪة ﻣﻦ أﺟﺮﻩ   ﻟﻠﻐﺮاﻣﺎت اﻟﺘﻲ ﺗﻮﻗﻊ ﻋﻠﻴﻪ أآﺜﺮ ﻣﻦ أﺟﺮ ﺧﻤﺴﺔ وﻻ أن ﺗﺰﻳﺪ ﻣﺪة اﻟﺸﻬﺮ ، أﻳﺎم ﻓﻲ اﻟﺸﻬﺮ اﻟﻮاﺣﺪ إﻳﻘﺎﻓﻪ ﻋﻦ اﻟﻌﻤﻞ دون أﺟﺮ ﻋﻠﻰ ﺧﻤﺴﺔ أﻳﺎم ﻓﻲ .  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﺴﺒﻌﻮن : ﻻ ﻳﺠﻮز ﺗﻮﻗﻴﻊ ﺟﺰاء ﺗﺄدﻳﺒﻲ ﻋﻠﻰ اﻟﻌﺎﻣﻞ إﻻ ﺑﻌﺪ إﺑﻼﻏﻪ آﺘﺎﺑﺔ ﺑﻤﺎ ﻧﺴﺐ إﻟﻴﻪ وﺗﺤﻘﻴﻖ واﺳﺘﺠﻮاﺑﻪ   دﻓﺎﻋﻪ وإﺛﺒﺎت ذﻟﻚ ﻓﻲ ﻣﺤﻀﺮ ﻳﻮدع ﻓﻲ ﻣﻠﻔﻪ اﻟﺨﺎص  .ﻳﻜﻮن وﻳﺠﻮز أن   اﻻﺳﺘﺠﻮاب ﺷﻔﺎهﺔ ﻓﻲ اﻟﻤﺨﺎﻟﻔﺎت اﻟﺒﺴﻴﻄﺔ اﻟﺘﻲ ﻻ ﻳﺘﻌﺪى اﻟﺠﺰاء اﻟﻤﻔﺮوض ﻋﻠﻰ ﻣﺮﺗﻜﺒﻬﺎ ﻓﻲ .  ﻋﻠﻰ أن ﻳﺜﺒﺖ ذﻟﻚ  اﻟﻤﺤﻀﺮ ، اﻹﻧﺬار أو اﻟﻐﺮاﻣﺔ ﺑﺎﻗﺘﻄﺎع ﻣﺎ ﻻ ﻳﺰﻳﺪ ﻋﻠﻰ أﺟﺮ ﻳﻮم واﺣﺪ اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ واﻟﺴﺒﻌﻮن:  ﻳﺠﺐ أن اﻟﺠﺰاء ﻳﺒﻠﻎ اﻟﻌﺎﻣﻞ ﺑﻘﺮار ﺗﻮﻗﻴﻊ    ﻓﺈذا اﻣﺘﻨﻊ ﻋﻦ اﻻﺳﺘﻼم أو آﺎن ﻏﺎﺋﺒًﺎ ﻓﻴﺮﺳﻞ اﻟﺒﻼغ ﺑﻜﺘﺎب ﻣﺴﺠﻞ ، ﻋﻠﻴﻪ آﺘﺎﺑﺔ ﻋﻠﻰ ﻋﻠﻴﻪ ً   وﻟﻠﻌﺎﻣﻞ ﺣﻖ اﻻﻋﺘﺮاض ﻋﻠﻰ اﻟﻘﺮار اﻟﺨﺎص ﺑﺘﻮﻗﻴﻊ اﻟﺠﺰاء ، ﻋﻨﻮاﻧﻪ اﻟﻤﺒﻴﻦ ﻓﻲ ﻣﻠﻔﻪ ﺧﻼل ﺧﻤﺴﺔ ﻋﺸﺮ ﻳﻮﻣﺎ - ﻋﺪا أﻳﺎم اﻟﻌﻄﻞ اﻟﺮﺳﻤﻴﺔ -ﺑﺎﻟ ﻣﻦ ﺗﺎرﻳﺦ إﺑﻼﻏﻪ اﻟﻨﻬﺎﺋﻲ ﻘﺮار   ﺑﺈﻳﻘﺎع اﻟﺠﺰاء ﻋﻠﻴﻪ، وﻳﻘﺪم اﻻﻋﺘﺮاض إﻟﻰ هﻴﺌﺔ ﺗﺴﻮﻳﺔ اﻟﺨﻼﻓﺎت اﻟﻌﻤﺎﻟﻴﺔ، وﻳﺠﺐ ﻋﻠﻴﻬﺎ ﻟﺪﻳﻬﺎ أن ﺗﺼﺪر ﻗﺮارهﺎ ﺧﻼل ﺛﻼﺛﻴﻦ ﻳﻮﻣًﺎ ﻣﻦ ﺗﺎرﻳﺦ ﺗﺴﺠﻴﻞ اﻻﻋﺘﺮاض  .  اﻟﻤﺎدة واﻟﺴﺒﻌﻮن اﻟﺜﺎﻟﺜﺔ  :  ﻳﺠﺐ آﺘﺎﺑﺔ اﻟﻐﺮاﻣﺎت اﻟﺘﻲ ﺗﻮﻗﻊ ﻋﻠﻰ اﻟﻌﻤﺎل ﻓﻲ ﺳﺠﻞ ﺧﺎص ﻣﻊ  ﺑﻴﺎن اﺳﻢ اﻟﻌﺎﻣﻞ وﻣﻘﺪار أﺟﺮﻩ وﻣﻘﺪار اﻟﻐﺮاﻣﺔ وﺳﺒﺐ وﻻ ﻳﺠﻮز اﻟﻮزارة ، ﺗﻮﻗﻴﻌﻬﺎ وﺗﺎرﻳﺦ ذﻟﻚ اﻟﺘﺼﺮف ﻓﻲ اﻟﻐﺮاﻣﺎت إﻻ ﻓﻴﻤﺎ ﻳﻌﻮد ﺑﺎﻟﻨﻔﻊ ﻋﻠﻰ ﻋﻤﺎل اﻟﻤﻨﺸﺄة ﺑﻌﺪ أﺧﺬ ﻣﻮاﻓﻘﺔ  ﻋﻠﻰ ذﻟﻚ .  اﻟﻔﺼﻞ اﻟﺜﺎﻟﺚ : اﻧﺘﻬﺎء ﻋﻘﺪ اﻟﻌﻤﻞ اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ واﻟﺴﺒﻌﻮن :  ﻳﻨﺘﻬﻲ ﻋﻘﺪ اﻟﻌﻤﻞ ﻓﻲ أي ﻣﻦ اﻷﺣﻮال اﻵﺗﻴﺔ :  إﻧﻬﺎﺋﻪ 1- إذا اﺗﻔﻖ اﻟﻄﺮﻓﺎن ﻋﻠﻰ  آﺘﺎﺑﻴﺔ .   ﺑﺸﺮط أن ﺗﻜﻮن ﻣﻮاﻓﻘﺔ اﻟﻌﺎﻣﻞ ، اﻟﻌﻘﺪ 2- إذا اﻧﺘﻬﺖ اﻟﻤﺪة اﻟﻤﺤﺪدة ﻓﻲ  -  ﻣﺎ ﻟﻢ ﻳﻜﻦ اﻟﻌﻘﺪ ﻗﺪ ﺗﺠﺪد ﺻﺮاﺣﺔ وﻓﻖ أﺣﻜﺎم هﺬا اﻟﻨﻈﺎم-أﺟﻠﻪ ﻓﻴﺴﺘﻤﺮ إﻟﻰ  .  اﻟﻤﺪة 3- ﺑﻨﺎًء ﻋﻠﻰ إرادة أﺣﺪ اﻟﻄﺮﻓﻴﻦ ﻓﻲ اﻟﻌﻘﻮد ﻏﻴﺮ اﻟﻤﺤﺪدة  .  ﺳ 4- ﺑﻠﻮغ اﻟﻌﺎﻣﻞ ﻦ ﻋﻠﻰ   وﺧﻤﺲ وﺧﻤﺴﻮن ﺳﻨﺔ ﻟﻠﻌﺎﻣﻼت ﻣﺎ ﻟﻢ ﻳﺘﻔﻖ اﻟﻄﺮﻓﺎن ، اﻟﺘﻘﺎﻋﺪ وهﻮ ﺳﺘﻮن ﺳﻨﺔ ﻟﻠﻌﻤﺎل   ﻓﻲ ﺣﺎﻻت اﻟﺘﻘﺎﻋﺪ ، اﻻﺳﺘﻤﺮار ﻓﻲ اﻟﻌﻤﻞ ﺑﻌﺪ هﺬﻩ اﻟﺴﻦ، وﻳﺠﻮز ﺗﺨﻔﻴﺾ ﺳﻦ اﻟﺘﻘﺎﻋﺪ اﻟﻤﺒﻜﺮ اﻟﺬي ﻳﻨﺺ ﻋﻠﻴﻪ ﻓﻲ ﻻﺋﺤﺔ ﺗﻨﻈﻴﻢ اﻟﻌﻤﻞ .وآﺎﻧﺖ وإذا آﺎن ﻋﻘﺪ اﻟﻌﻤﻞ ﻣﺤﺪد اﻟﻤﺪة،   ﻣﺪﺗﻪ ﺗﻤﺘﺪ إﻟﻰ ﻣﺎ ﺑﻌﺪ ﺑﻠﻮغ ﺳﻦ اﻟﺘﻘﺎﻋﺪ ﻓﻔﻲ هﺬﻩ اﻟﺤﺎﻟﺔ ﻳﻨﺘﻬﻲ اﻟﻌﻘﺪ ﺑﺎﻧﺘﻬﺎء ﻣﺪﺗﻪ .  اﻟﻘﺎهﺮة 5- اﻟﻘﻮة  .  وﻳﺘﻢ اﻟﻌﻤﻞ ﺑﺤﻜﻢ اﻟﻔﻘﺮة اﻟﺮاﺑﻌﺔ ﻣﻦ هﺬﻩ اﻟﻤﺎدة ﺑﻌﺪ اﻟﻨﻈﺎم ﺳﻨﺘﻴﻦ ﻣﻦ ﺗﺎرﻳﺦ اﻟﻌﻤﻞ ﺑﻬﺬا .  اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻟﺴﺒﻌﻮن :  إذا آﺎن ﺳﺒﺐ اﻟﻌﻘﺪ ﻏﻴﺮ ﻣﺤﺪد اﻟﻤﺪة ﺟﺎز ﻷي ﻣﻦ ﻃﺮﻓﻴﻪ إﻧﻬﺎؤﻩ ﺑﻨﺎًء ﻋﻠﻰ ﺑﻤﻮﺟﺐ ﻣﺸﺮوع ﻳﺠﺐ ﺑﻴﺎﻧﻪ   إﺷﻌﺎر ﻳﻮﺟﻪ إﻟﻰ اﻟﻄﺮف اﻵﺧﺮ آﺘﺎﺑﺔ ﻗﺒﻞ اﻹﻧﻬﺎء ﺑﻤﺪة ﻻ ﺗﻘﻞ ﻋﻦ ﺛﻼﺛﻴﻦ ﻳﻮﻣًﺎ إذا آﺎن   وﻻ ﻳﻘﻞ ﻋﻦ ﺧﻤﺴﺔ ﻋﺸﺮ ، أﺟﺮ اﻟﻌﺎﻣﻞ ﻳﺪﻓﻊ ﺷﻬﺮﻳًﺎ ﻳﻮﻣًﺎ ﺑﺎﻟﻨﺴﺒﺔ إﻟﻰ ﻏﻴﺮﻩ.  اﻟﻤﺎدة واﻟﺴﺒﻌﻮن اﻟﺴﺎدﺳﺔ  :  إذا ﻟﻢ ﻳﺮاع اﻟﻄﺮف اﻟﺬي أﻧﻬﻰ اﻟﻌﻘﺪ اﻟﻤﺪة اﻟﻤﺬآﻮرة ﻓﻲ اﻟﻤ ﺎدة اﻟﺨﺎﻣﺴﺔ واﻟﺴﺒﻌﻴﻦ ﻣﻦ هﺬا اﻟﻨﻈﺎم ﻓﺈﻧﻪ ﻳﻠﺰم ﺑﺄن ﻳﺪﻓﻊ ﻟﻠﻄﺮف اﻵﺧﺮ ﺗﻌﻮﻳﻀًﺎ ﻟﻠﻌﺎﻣﻞ    وﻳﺘﺨﺬ اﻷﺟﺮ اﻷﺧﻴﺮ ،  أو اﻟﻤﺘﺒﻘﻲ ﻣﻨﻬﺎ ، ﻣﻌﺎدًﻻ ﻷﺟﺮ اﻟﻌﺎﻣﻞ ﻋﻦ ﻣﺪة اﻹﺷﻌﺎر أﺳﺎﺳًﺎ ﻟﺘﻘﺪﻳﺮ  .  وذﻟﻚ ﺑﺎﻟﻨﺴﺒﺔ إﻟﻰ اﻟﻌﻤﺎل اﻟﺬﻳﻦ ﻳﺘﻘﺎﺿﻮن أﺟﻮرهﻢ ﺑﺎﻟﻤﻌﻴﺎر اﻟﺰﻣﻨﻲ ، اﻟﺘﻌﻮﻳﺾ أﻣﺎ ﺑﺎﻟﻨﺴﺒﺔ إ ﻓﻲ ﻟﻰ اﻟﻌﻤﺎل اﻟﺬﻳﻦ ﻳﺘﻘﺎﺿﻮن أﺟﻮرهﻢ ﺑﻤﻌﻴﺎر ﺁﺧﺮ ﻓﻴﺮاﻋﻰ   اﻟﺘﻘﺪﻳﺮ ﻣﺎ ورد ﻓﻲ اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻟﺘﺴﻌﻴﻦ ﻣﻦ هﺬا اﻟﻨﻈﺎم .  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻟﺴﺒﻌﻮن :  إذا أﻧﻬﻲ اﻟﻌﻘﺪ ﻟﺴﺒﺐ ﻏﻴﺮ ﻣﺸﺮوع آﺎن ﻟﻠﻄﺮف اﻟﺬي أﺻﺎﺑﻪ ﺿﺮر ﻣﻦ هﺬا  اﻹﻧﻬﺎء اﻟﺤﻖ ﻓﻲ ﺗﻌﻮﻳﺾ ﺗﻘﺪرﻩ هﻴﺌﺔ ﺗﺴﻮﻳﺔ اﻟﺨﻼﻓﺎت اﻟﻌﻤﺎﻟﻴﺔ ﻣﻦ ﻳﺮاﻋﻰ ﻓﻴﻪ ﻣﺎ ﻟﺤﻘﻪ  اﻹﻧﻬﺎء ، أﺿﺮار ﻣﺎدﻳﺔ وأدﺑﻴﺔ ﺣﺎﻟﺔ واﺣﺘﻤﺎﻟﻴﺔ وﻇﺮوف  .  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻟﺴﺒﻌﻮن :  ﻳﺠﻮز ﻟﻠﻌﺎﻣﻞ اﻟﺬي ﻳﻔﺼﻞ ﻣﻦ ﻋﻤﻠﻪ ﺑﻐﻴﺮ ﺳﺒﺐ ﻣﺸﺮوع أن ﻳﻄﻠﺐ إﻋﺎدﺗﻪ إﻟﻰ اﻟﻌﻤﻞ وﻳﻨﻈﺮ  ﻓﻲ هﺬﻩ اﻟﻄﻠﺒﺎت وﻓﻖ أﺣﻜﺎم هﺬا اﻟﻨﻈﺎم وﻻﺋﺤﺔ اﻟﻤﺮاﻓﻌﺎت أﻣﺎم هﻴﺌﺎت ﺗﺴﻮﻳﺔ اﻟﺨﻼﻓﺎت اﻟﻌﻤﺎﻟﻴﺔ .  اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﺴﺒﻌﻮن :  ﻻ ﻳﻨﻘﻀﻲ ﻋﻘﺪ اﻟﻌﻤﻞ ﺑﻮﻓﺎة ﺻﺎﺣﺐ اﻟﻌﻤﻞ   ﻣﺎ ﻟﻢ ﺗﻜﻦ ﺷﺨﺼﻴﺘﻪ ﻗﺪ روﻋﻴﺖ ﻓﻲ إﺑﺮام اﻟﻌﻘﺪ وﻟﻜﻨﻪ ﻳﻨﺘﻬﻲ ﺑﻮﻓﺎة اﻟﻌﺎﻣﻞ أو ، ﺑﻌﺠﺰﻩ ﻋﻦ اﻟﻄﺒﻴﺐ    وذﻟﻚ ﺑﻤﻮﺟﺐ ﺷﻬﺎدة ﻃﺒﻴﺔ ﻣﻌﺘﻤﺪة ﻣﻦ اﻟﺠﻬﺎت اﻟﺼﺤﻴﺔ اﻟﻤﺨﻮﻟﺔ أو ﻣﻦ ، أداء ﻋﻤﻠﻪ اﻟﻤﺨﻮل اﻟﺬي ﻳﻌﻴﻨﻪ ﺻﺎﺣ اﻟﻌﻤﻞ ﺐ  .  اﻟﻤﺎدة اﻟﺜﻤﺎﻧﻮن :  ﻻ ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﻓﺴﺦ ﻳﺘﻴﺢ    وﺑﺸﺮط أن ، اﻟﻌﻘﺪ دون ﻣﻜﺎﻓﺄة أو إﺷﻌﺎر اﻟﻌﺎﻣﻞ أو ﺗﻌﻮﻳﻀﻪ إﻻ ﻓﻲ اﻟﺤﺎﻻت اﻵﺗﻴﺔ ﻟﻪ اﻟﻔﺮﺻﺔ ﻟﻜﻲ ﻳﺒﺪي أﺳﺒﺎب ﻣﻌﺎرﺿﺘﻪ ﻟﻠﻔﺴﺦ :  ﻋﻠﻰ 1- إذا وﻗﻊ ﻣﻦ اﻟﻌﺎﻣﻞ اﻋﺘﺪاء  أﺛﻨﺎ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أو اﻟﻤﺪﻳﺮ اﻟﻤﺴﻮؤل أو أﺣﺪ رؤﺳﺎﺋﻪ ﺑﺴﺒﺒﻪ ء اﻟﻌﻤﻞ أو .  ﻟﻢ 2- إذا  اﻟﻤﺸﺮوﻋﺔ ﻳﺆد اﻟﻌﺎﻣﻞ اﻟﺘﺰاﻣﺎﺗﻪ اﻟﺠﻮهﺮﻳﺔ اﻟﻤﺘﺮﺗﺒﺔ ﻋﻠﻰ ﻋﻘﺪ اﻟﻌﻤﻞ أو ﻟﻢ ﻳﻄﻊ اﻷواﻣﺮ   أو ﻟﻢ ﻳﺮاع ﻋﻤﺪًا
اﻟﺘﻌﻠﻴﻤﺎت -  اﻟﻤﻌﻠﻦ ﻋﻨﻬﺎ ﻓﻲ ﻣﻜﺎن ﻇﺎهﺮ ﻣﻦ ﻗﺒﻞ ﺻﺎﺣﺐ اﻟﻌﻤﻞ-اﻟﺨﺎﺻﺔ  آﺘﺎﺑﺔ ﺑﺴﻼﻣﺔ اﻟﻌﻤﻞ واﻟﻌﻤﺎل رﻏﻢ إﻧﺬارﻩ .  ﺳ 3- إذا ﺛﺒﺖ اﺗﺒﺎﻋﻪ ﺳﻠﻮآًﺎ أو ﻴﺌًﺎ  اﻷﻣﺎﻧﺔ ارﺗﻜﺎﺑﻪ ﻋﻤًﻼ ﻣﺨًﻼ ﺑﺎﻟﺸﺮف أو .  أو 4- إذا وﻗﻊ ﻣﻦ اﻟﻌﺎﻣﻞ ﻋﻤﺪًا أي ﻓﻌﻞ   ﺗﻘﺼﻴﺮ ﻳﻘﺼﺪ ﺑﻪ إﻟﺤﺎق ﺧﺴﺎرة ﻣﺎدﻳﺔ ﺑﺼﺎﺣﺐ اﻟﻌﻤﻞ ﻋﻠﻰ ﺷﺮط أن ﻳﺒﻠﻎ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺠﻬﺎت ﺑﻮﻗﻮﻋﻪ اﻟﻤﺨﺘﺼﺔ ﺑﺎﻟﺤﺎدث ﺧﻼل أرﺑﻊ وﻋﺸﺮﻳﻦ ﺳﺎﻋﺔ ﻣﻦ وﻗﺖ ﻋﻠﻤﻪ . أن 5- إذا ﺛﺒﺖ  اﻟﺘﺰوﻳ اﻟﻌﺎﻣﻞ ﻟﺠﺄ إﻟﻰ اﻟﻌﻤﻞ ﺮ ﻟﻴﺤﺼﻞ ﻋﻠﻰ  . ﺗﺤﺖ 6- إذا آﺎن اﻟﻌﺎﻣﻞ ﻣﻌﻴﻨًﺎ  اﻻﺧﺘﺒﺎر .  اﻟﺴﻨﺔ 7- إذا ﺗﻐﻴﺐ اﻟﻌﺎﻣﻞ دون ﺳﺒﺐ ﻣﺸﺮوع أآﺜﺮ ﻣﻦ ﻋﺸﺮﻳﻦ ﻳﻮﻣًﺎ ﺧﻼل    ﻋﻠﻰ، اﻟﻮاﺣﺪة أو أآﺜﺮ ﻣﻦ ﻋﺸﺮة أﻳﺎم ﻣﺘﺘﺎﻟﻴﺔ أن ﻳﺴﺒﻖ اﻟﻔﺼﻞ إﻧﺬار آﺘﺎﺑﻲ ﻣﻦ ﺻﺎﺣﺐ واﻧﻘ اﻟﻌﻤﻞ ﻟﻠﻌﺎﻣﻞ ﺑﻌﺪ ﻏﻴﺎﺑﻪ ﻋﺸﺮة أﻳﺎم ﻓﻲ اﻟﺤﺎﻟﺔ اﻷوﻟﻰ  ﻄﺎﻋﻪ ﺧﻤﺴﺔ أﻳﺎم ﻓﻲ اﻟﺤﺎﻟﺔ اﻟﺜﺎﻧﻴﺔ. ﻋﻠﻰ 8- إذا ﺛﺒﺖ أﻧﻪ اﺳﺘﻐﻞ ﻣﺮآﺰﻩ اﻟﻮﻇﻴﻔﻲ ﺑﻄﺮﻳﻘﺔ ﻏﻴﺮ ﻣﺸﺮوﻋﺔ ﻟﻠﺤﺼﻮل  ﺷﺨﺼﻴﺔ ﻧﺘﺎﺋﺞ وﻣﻜﺎﺳﺐ  .  اﻟﺘﺠﺎرﻳﺔ 9- إذا ﺛﺒﺖ أن اﻟﻌﺎﻣﻞ أﻓﺸﻰ اﻷﺳﺮار اﻟﺼﻨﺎﻋﻴﺔ أو  ﻓﻴﻪ اﻟﺨﺎﺻﺔ ﺑﺎﻟﻌﻤﻞ اﻟﺬي ﻳﻌﻤﻞ  .  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﺜﻤﺎﻧﻮن :  ﻳﺤﻖ ﻟﻠﻌﺎﻣﻞ أن اﻟﻌ ﻳﺘﺮك اﻟﺤﺎﻻت :  وذﻟﻚ ﻓﻲ أي ﻣﻦ  اﻵﺗﻴﺔ ،  ﻣﻊ اﺣﺘﻔﺎﻇﻪ ﺑﺤﻘﻮﻗﻪ اﻟﻨﻈﺎﻣﻴﺔ آﻠﻬﺎ ، ﻤﻞ دون إﺷﻌﺎر اﻟﻨﻈﺎﻣﻴﺔ 1- إذا ﻟﻢ ﻳﻘﻢ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﺎﻟﻮﻓﺎء ﺑﺎﻟﺘﺰاﻣﺎﺗﻪ اﻟﻌﻘﺪﻳﺔ أو  اﻟﻌﺎﻣﻞ اﻟﺠﻮهﺮﻳﺔ إزاء  .  ﻋﻠﻴﻪ 2- إذا ﺛﺒﺖ أن ﺻﺎﺣﺐ اﻟﻌﻤﻞ أو ﻣﻦ ﻳﻤﺜﻠﻪ ﻗﺪ أدﺧﻞ  اﻟﻌﻤ اﻟﻐﺶ وﻗﺖ اﻟﺘﻌﺎﻗﺪ ﻓﻴﻤﺎ ﻳﺘﻌﻠﻖ ﺑﺸﺮوط وﻇﺮوﻓﻪ ﻞ .  دون 3- إذا آﻠﻔﻪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ  اﻟﺴﺘﻮن   وﺧﻼﻓًﺎ ﻟﻤﺎ ﺗﻘﺮرﻩ اﻟﻤﺎدة ، رﺿﺎﻩ ﺑﻌﻤﻞ ﻳﺨﺘﻠﻒ ﺟﻮهﺮﻳًﺎ ﻋﻦ اﻟﻌﻤﻞ اﻟﻤﺘﻔﻖ ﻋﻠﻴﻪ ﻣﻦ هﺬا اﻟﻨﻈﺎم .  ﻣﻦ 4-     أو، إذا وﻗﻊ ﻣﻦ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أو ﻣﻦ أﺣﺪ أﻓﺮاد أﺳﺮﺗﻪ اﻟﻤﺪﻳﺮ اﻟﻤﺴﺆول اﻋﺘﺪاء ﻳﺘﺴﻢ ﺑﺎﻟﻌﻨﻒ، أو ﺳﻠﻮك ﻣﺨﻞ ﺑﺎﻵداب ﻧﺤﻮ اﻟﻌﺎﻣﻞ أ أﻓﺮاد و أﺣﺪ  أﺳﺮﺗﻪ.  اﻟﻘﺴﻮة 5- إذا اﺗﺴﻤﺖ ﻣﻌﺎﻣﻠﺔ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أو اﻟﻤﺪﻳﺮ اﻟﻤﺴﺆول ﺑﻤﻈﺎهﺮ ﻣﻦ  اﻹهﺎﻧﺔ واﻟﺠﻮر أو .  أو 6- إذا آﺎن ﻓﻲ ﻣﻘﺮ اﻟﻌﻤﻞ ﺧﻄﺮ ﺟﺴﻴﻢ ﻳﻬﺪد ﺳﻼﻣﺔ اﻟﻌﺎﻣﻞ   ،  ﺑﺸﺮط أن ﻳﻜﻮن ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻗﺪ ﻋﻠﻢ ﺑﻮﺟﻮدﻩ ، ﺻﺤﺘﻪ وﻟﻢ ﻳﺘﺨﺬ ﻣﻦ اﻹﺟﺮاءات ﻣﺎ ﻳﺪل ﻋﻠﻰ إزاﻟﺘﻪ.  7-  إذا اﻷﺧﺺ آﺎن ﺻﺎﺣﺐ اﻟﻌﻤﻞ أو ﻣﻦ ﻳﻤﺜﻠﻪ ﻗﺪ دﻓﻊ اﻟﻌﺎﻣﻞ ﺑﺘﺼﺮﻓﺎﺗﻪ وﻋﻠﻰ   ﺑﻤﻌﺎﻣﻠﺘﻪ اﻟﺠﺎﺋﺮة أو ﺑﻤﺨﺎﻟﻔﺘﻪ ﺷﺮوط اﻟﻌﻘﺪ إﻟﻰ أن ﻳﻜﻮن اﻟﻌﺎﻣﻞ ﻓﻲ اﻟﻈﺎهﺮ هﻮ اﻟﺬي اﻟﻌﻘﺪ أﻧﻬﻰ .  اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ واﻟﺜﻤﺎﻧﻮن :  ﻻ ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ إﻧﻬﺎء ﺧﺪﻣﺔ اﻟﻤﺤﺪدة ﻗﺒﻞ اﺳﺘﻨﻔﺎذﻩ اﻟﻤﺪد هﺬا ، اﻟﻌﺎﻣﻞ ﺑﺴﺒﺐ اﻟﻤﺮض ﻟﻺﺟﺎزة اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ   .  وﻟﻠﻌﺎﻣﻞ اﻟﺤﻖ ﻓﻲ أن ﻳﻄﻠﺐ وﺻﻞ إﺟﺎزﺗﻪ اﻟﺴﻨﻮﻳﺔ ﺑﺎﻟﻤﺮﺿﻴﺔ ، اﻟﻨﻈﺎم اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻟﺜﻤﺎﻧﻮن :    ، إذا آﺎن اﻟﻌﻤﻞ اﻟﻤﻨﻮط ﺑﺎﻟﻌﺎﻣﻞ ﻳﺴﻤﺢ ﻟﻪ ﺑﻤﻌﺮﻓﺔ ﻋﻤﻼء ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺟﺎز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ، أو ﺑﺎﻻﻃﻼع ﻋﻠﻰ أﺳﺮار ﻋﻤﻠﻪ أن ﻳﺸﺘﺮط ﻋﻠﻰ اﻟﻌﺎﻣﻞ أﻻ ﻳﻘﻮ ﺑﻌﺪ م  ﻣﺤﺮرًا   وﻳﺠﺐ ﻟﺼﺤﺔ هﺬا اﻟﺸﺮط أن ﻳﻜﻮن ، اﻧﺘﻬﺎء اﻟﻌﻘﺪ ﺑﻤﻨﺎﻓﺴﺘﻪ أو إﻓﺸﺎء أﺳﺮارﻩ   وﺑﺎﻟﻘﺪر اﻟﻀﺮوري ﻟﺤﻤﺎﻳﺔ ﻣﺼﺎﻟﺢ ﺻﺎﺣﺐ ،  ﻣﻦ ﺣﻴﺚ اﻟﺰﻣﺎن واﻟﻤﻜﺎن وﻧﻮع اﻟﻌﻤﻞ ، وﻣﺤﺪدًا وﻓﻲ آﻞ ، اﻟﻌﻤﻞ اﻟﻤﺸﺮوﻋﺔ اﻷﺣﻮال ﻳﺠﺐ أﻻ ﺗﺰﻳﺪ ﻣﺪة هﺬا اﻻﺗﻔﺎق ﻋﻠﻰ ﺳﻨﺘﻴﻦ ﻣﻦ ﺗﺎرﻳﺦ ﺑ اﻧﺘﻬﺎء اﻟﻌﻼﻗﺔ اﻟﻄﺮﻓﻴﻦ ﻴﻦ  . اﻟﻔﺼﻞ اﻟﺮاﺑﻊ: ﻣﻜﺎﻓﺄة ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ اﻟﻤﺎدة واﻟﺜﻤﺎﻧﻮن اﻟﺮاﺑﻌﺔ  : إذا اﻧﺘﻬﺖ ﻋﻼﻗﺔ اﻟﻌﻤﻞ وﺟﺐ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﺪﻓﻊ إﻟﻰ  اﻟﻌﺎﻣﻞ ﻣﻜﺎﻓﺄة ﻋﻦ ﻣﺪة ﺧﺪﻣﺘﻪ ﺗﺤﺴﺐ ﻋﻠﻰ أﺳﺎس أﺟﺮ ﻧﺼﻒ ﺷﻬﺮ ﻋﻦ آﻞ ﺳﻨﺔ ﻣﻦ اﻟﺴﻨﻮات اﻟﺨﻤﺲ   ،  وأﺟﺮ ﺷﻬﺮ ﻋﻦ آﻞ ﺳﻨﺔ ﻣﻦ اﻟﺴﻨﻮات اﻟﺘﺎﻟﻴﺔ ، اﻷوﻟﻰ وﻳﺘﺨﺬ اﻷﺟﺮ اﻷﺧﻴﺮ أﺳﺎﺳًﺎ ﻟﺤﺴﺎب اﻟﻌﻤﻞ  .   وﻳﺴﺘﺤﻖ اﻟﻌﺎﻣﻞ ﻣﻜﺎﻓﺄة ﻋﻦ أﺟﺰاء اﻟﺴﻨﺔ ﺑﻨﺴﺒﺔ ﻣﺎ ﻗﻀﺎﻩ ﻣﻨﻬﺎ ﻓﻲ ، اﻟﻤﻜﺎﻓﺄة اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻟﺜﻤﺎﻧﻮن :  إذا آﺎن اﻧﺘﻬﺎء ﻋﻼﻗﺔ اﻟﻌﻤﻞ ﺑﺴﺒﺐ اﺳﺘﻘﺎﻟﺔ  اﻟﻌﺎﻣﻞ ﻳﺴﺘﺤﻖ ﻓﻲ هﺬﻩ اﻟﺤﺎﻟﺔ ﺛﻠﺚ اﻟﻤﻜﺎﻓﺄة ﺑﻌﺪ ﺧﺪﻣﺔ ﻻ ﺗﻘﻞ ﻣﺪﺗﻬﺎ ﻋﻦ ﺳﻨﺘﻴﻦ ﻣﺘﺘﺎﻟﻴﺘﻴﻦ ﺳﻨﻮات    وﻳﺴﺘﺤﻖ ﺛﻠﺜﻴﻬﺎ إذا زادت ﻣﺪة ﺧﺪﻣﺘﻪ ﻋﻠﻰ ﺧﻤﺲ ،  وﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﺧﻤﺲ ﺳﻨﻮات ، ﻣﺘﺘﺎﻟﻴﺔ وﻟﻢ ﺗﺒﻠﻎ ﻋﺸﺮ ﺳﻨﻮات وﻳﺴﺘﺤﻖ اﻟﻤﻜﺎﻓﺄة آﺎﻣﻠﺔ إذا ﺑﻠﻐﺖ ﻣﺪة ﺧﺪﻣﺘﻪ ﻋﺸﺮ ﺳﻨﻮات ﻓﺄآﺜﺮ .  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻟﺜﻤﺎﻧﻮن : اﺳﺘﺜﻨﺎء ﻣﻦ ﺣﻜﻢ اﻟﻤﺎدة )اﻟﺜﺎﻣﻨﺔ (هﺬا ﻣﻦ     ﻳﺠﻮز اﻻﺗﻔﺎق ﻋﻠﻰ ، اﻟﻨﻈﺎم أﻻ ﺗﺤﺴﺐ ﻓﻲ اﻷﺟﺮ اﻟﺬي ﺗﺴﻮى ﻋﻠﻰ أﺳﺎﺳﻪ ﻣﻜﺎﻓﺄة ﻧﻬﺎﻳﺔ ذﻟﻚ اﻟﺨﺪﻣﺔ ﺟﻤﻴﻊ ﻣﺒﺎﻟﻎ اﻟﻌﻤﻮﻻت أو ﺑﻌﻀﻬﺎ واﻟﻨﺴﺐ اﻟﻤﺌﻮﻳﺔ ﻋﻦ ﺛﻤﻦ اﻟﻤﺒﻴﻌﺎت وﻣﺎ أﺷﺒﻪ   ﻣﻦ ﻋﻨﺎﺻﺮ اﻷﺟﺮ اﻟﺬي ﻳﺪﻓﻊ إﻟﻰ اﻟﻌﺎﻣﻞ وﺗﻜﻮن ﻗﺎﺑﻠﺔ ﺑﻄﺒﻴﻌﺘﻬﺎ ﻟﻠﺰﻳﺎدة واﻟﻨﻘﺺ .  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻟﺜﻤﺎﻧﻮن :  اﺳﺘﺜﻨﺎًء ﻣﻤﺎ ورد ﻓﻲ اﻟ واﻟﺜﻤﺎﻧﻴﻦ ﻤﺎدة اﻟﺨﺎﻣﺴﺔ   ﻣﻦ هﺬا اﻟﻨﻈﺎم ﺗﺴﺘﺤﻖ اﻟﻤﻜﺎﻓﺄة آﺎﻣﻠﺔ ﻓﻲ ﺣﺎﻟﺔ ﺗﺮك اﻟﻌﺎﻣﻞ اﻟﻌﻤﻞ ﻧﺘﻴﺠﺔ ﻟﻘﻮة ﻗﺎهﺮة ﻋﻘﺪ ﺧﺎرﺟﺔ ﻋﻦ إرادﺗﻪ، آﻤﺎ ﺗﺴﺘﺤﻘﻬﺎ اﻟﻌﺎﻣﻠﺔ إذا أﻧﻬﺖ اﻟﻌﻘﺪ ﺧﻼل ﺳﺘﺔ أﺷﻬﺮ ﻣﻦ ﺗﺎرﻳﺦ   زواﺟﻬﺎ أو ﺛﻼﺛﺔ أﺷﻬﺮ ﻣﻦ ﺗﺎرﻳﺦ وﺿﻌﻬﺎ.  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻟﺜﻤﺎﻧﻮن :  إذا ﺧ اﻧﺘﻬﺖ  ﺪﻣﺔ اﻟﻌﺎﻣﻞ وﺟﺐ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ دﻓﻊ أﺟﺮﻩ وﺗﺼﻔﻴﺔ ﺣﻘﻮﻗﻪ ﺧﻼل أﺳﺒﻮع-ﻋﻠﻰ  اﻷآﺜﺮ-  ﻣﻦ ﺗﺎرﻳﺦ اﻧﺘﻬﺎء
اﻟﻌﻼﻗﺔ اﻟﻌﻘﺪﻳﺔ  .اﻟﻌﻘﺪ، أﻣﺎ إذا آﺎن اﻟﻌﺎﻣﻞ هﻮ اﻟﺬي أﻧﻬﻰ   وﺟﺐ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺗﺼﻔﻴﺔ ﺣﻘﻮﻗﻪ آﺎﻣﻠﺔ ﺧﻼل ﻣﺪة ﻻ ﺗﺰﻳﺪ ﻋﻠﻰ أﺳﺒﻮﻋﻴﻦ .اﻟﻌﻤﻞ وﻟﺼﺎﺣﺐ  ﺑﺴ أن ﻳﺤﺴﻢ أي دﻳﻦ ﻣﺴﺘﺤﻖ ﻟﻪ ﻟﻠﻌﺎﻣﻞ ﺒﺐ اﻟﻌﻤﻞ ﻣﻦ اﻟﻤﺒﺎﻟﻎ اﻟﻤﺴﺘﺤﻘﺔ  . اﻟﺒﺎب اﻟﺴﺎدس ﺷﺮوط اﻟﻌﻤﻞ وﻇﺮوﻓﻪ اﻟﻔﺼﻞ اﻷول : اﻷﺟﻮر اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﺜﻤﺎﻧﻮن :  ﻟﻤﺠﻠﺲ اﻟﻮزراء ﻋﻨﺪ اﻻﻗﺘﻀﺎء -  وﺑﻨﺎء ﻋﻠﻰ اﻗﺘﺮاح اﻟﻮزﻳﺮ-ﺣﺪ وﺿﻊ  ﻟﻸﺟﻮر أدﻧﻰ . اﻟﻤﺎدة اﻟﺘﺴﻌﻮن :  ﻟﻪ 1- ﻳﺠﺐ دﻓﻊ أﺟﺮ اﻟﻌﺎﻣﻞ وآﻞ ﻣﺒﻠﻎ ﻣﺴﺘﺤﻖ  ﺑﺎﻟﻌﻤ ﻠﺔ اﻟﺮﺳﻤﻴﺔ ﻟﻠﺒﻼد آﻤﺎ ﻳﺠﺐ دﻓﻊ اﻷﺟﺮ ﻓﻲ ﺳﺎﻋﺎت اﻟﻌﻤﻞ وﻣﻜﺎﻧﻪ ﻃﺒﻘًﺎ ﻟﻸﺣﻜﺎم اﻵﺗﻴﺔ : اﻷﻗﻞ 1/1- اﻟﻌﻤﺎل ﺑﺎﻟﻴﻮﻣﻴﺔ ﺗﺼﺮف أﺟﻮرهﻢ ﻣﺮة آﻞ أﺳﺒﻮع ﻋﻠﻰ  . اﻟﺸﻬﺮ 1/2- اﻟﻌﻤﺎل ذوو اﻷﺟﻮر اﻟﺸﻬﺮﻳﺔ ﺗﺼﺮف أﺟﻮرهﻢ ﻣﺮة ﻓﻲ  .  ﻳﺆدى 1/3- إذا آﺎن اﻟﻌﻤﻞ  أﺳﺒﻮ ﺑﺎﻟﻘﻄﻌﺔ، وﻳﺤﺘﺎج ﻟﻤﺪة ﺗﺰﻳﺪ ﻋﻠﻰ أﺳﺒﻮع ﻋﻴﻦ ﻓﻴﺠﺐ أن ﻳﺤﺼﻞ اﻟﻌﺎﻣﻞ ﻋﻠﻰ دﻓﻌﺔ آﻞ  ﺗﺘﻨﺎﺳﺐ ﻣﻊ ﻣﺎ أﺗﻤﻪ ﻣﻦ اﻟﻌﻤﻞ وﻳﺼﺮف ﺑﺎﻗﻲ اﻷﺟﺮ آﺎﻣﻼ ﺧﻼل اﻷﺳﺒﻮع اﻟﺘﺎﻟﻲ ﻟﺘﺴﻠﻴﻢ اﻟﻌﻤﻞ . اﻷﻗﻞ 1/4- ﻓﻲ ﻏﻴﺮ ﻣﺎ ذآﺮ ﺗﺆدى إﻟﻰ اﻟﻌﻤﺎل أﺟﻮرهﻢ ﻣﺮة آﻞ أﺳﺒﻮع ﻋﻠﻰ  . وا 2-  إذا ﻋﻠﻰ ، ﻳﺠﻮز دﻓﻊ اﻷﺟﻮر ﻋﻦ ﻃﺮﻳﻖ اﻟﺒﻨﻮك اﻟﻤﻌﺘﻤﺪة ﻓﻲ اﻟﻤﻤﻠﻜﺔ ﻓﻖ اﻟﻌﺎﻣﻞ    ﺑﺸﺮط أﻻ ﻳﺘﺠﺎوز ﻣﻮﻋﺪ ، ذﻟﻚ اﺳﺘﺤﻘﺎﻗﻬﺎ اﻟﻤﻮاﻋﻴﺪ اﻟﻤﺤﺪدة أﻋﻼﻩ .  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﺘﺴﻌﻮن :  ﻳﻤﻠﻜﻬﺎ 1- إذا ﺗﺴﺒﺐ ﻋﺎﻣﻞ ﻓﻲ ﻓﻘﺪ أو إﺗﻼف أو ﺗﺪﻣﻴﺮ ﺁﻻت أو ﻣﻨﺘﺠﺎت   ﺻﺎﺣﺐ اﻟﻌﻤﻞ أو هﻲ ﻓﻲ ﻋﻬﺪﺗﻪ وآﺎن ذﻟﻚ ﻧﺎﺷﺌًﺎ ﻋﻦ ﺧﻄﺄ اﻟﻌﺎﻣﻞ أو ﻣﺨﺎﻟﻔﺘﻪ ﺗﻌﻠﻴﻤﺎت ﺻﺎﺣﺐ وﻟ اﻟﻌﻤﻞ   ﻓﻠﺼﺎﺣﺐ اﻟﻌﻤﻞ أن ، ﻢ ﻳﻜﻦ ﻧﺘﻴﺠﺔ ﻟﺨﻄﺄ اﻟﻐﻴﺮ أو ﻧﺎﺷﺌﺎ ﻋﻦ ﻗﻮة ﻗﺎهﺮة ﻳﻘﺘﻄﻊ ﻣﻦ ﻣﺎ أﺟﺮ اﻟﻌﺎﻣﻞ اﻟﻤﺒﻠﻎ اﻟﻼزم ﻹﺻﻼح أو ﻹﻋﺎدة اﻟﻮﺿﻊ إﻟﻰ ﻣﺎ آﺎن ﻋﻠﻴﻪ ﻋﻠﻰ أﻻ ﻳﺰﻳﺪ   ﻳﻘﺘﻄﻊ ﻟﻬﺬا اﻟﻐﺮض ﻋﻠﻰ وﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺤﻖ ﻓﻲ اﻟﺘﻈﻠﻢ ﻋﻨﺪ هﻮ ، أﺟﺮ ﺧﻤﺴﺔ أﻳﺎم ﻓﻲ آﻞ ﺷﻬﺮ اﻻﻗﺘﻀﺎء، وذﻟﻚ ﺑﻄﻠﺐ ﻣﺎ   أآﺜﺮ ﻣﻦ ذﻟﻚ إذا آﺎن ﻟﻠﻌﺎﻣﻞ ﻣﺎل ﺁﺧﺮ ﻳﻤﻜﻦ اﻻﺳﺘﻴﻔﺎء ﻣﻨﻪ .  وﻟﻠﻌﺎﻣﻞ أن ﻳﺘﻈﻠﻢ ﻣﻤﺎ ﻧﺴﺐ إﻟﻴﻪ أو ﻣﻦ ﺗﻘﺪﻳﺮ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻟﻠﺘﻌﻮﻳﺾ أﻣﺎم هﻴﺌﺔ ﺗﺴﻮﻳﺔ ﺑﻤﺎ اﻟﺨﻼﻓﺎت اﻟﻌﻤﺎﻟﻴﺔ ﻓﺈذا ﺣﻜﻤﺖ ﺑﻌﺪم أﺣﻘﻴﺔ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻓﻲ اﻟﺮﺟﻮع ﻋﻠﻰ اﻟﻌﺎﻣﻞ   اﻗﺘﻄﻌﻪ ﻣﻨﻪ أو ﺣﻜﻤﺖ ﺑﺄﻗﻞ ﻣﻨﻪ وﺟﺐ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻣﻨﻪ أن ﻳﺮد إﻟﻰ اﻟﻌﺎﻣﻞ ﻣﺎ اﻗﺘﻄﻊ  اﻟﺤﻜﻢ دون وﺟﻪ ﺣﻖ ﺧﻼل ﺳﺒﻌﺔ أﻳﺎم ﻣﻦ ﺗﺎرﻳﺦ ﺻﺪور . اﻟﻄﺮﻓﻴﻦ 2- ﻳﻜﻮن ﺗﻈﻠﻢ أي ﻣﻦ  ﺻﺎﺣﺐ   وإﻻ ﺳﻘﻂ اﻟﺤﻖ ﻓﻴﻪ وﻳﺒﺪأ ﻣﻮﻋﺪ اﻟﺘﻈﻠﻢ ﺑﺎﻟﻨﺴﺒﺔ إﻟﻰ ، ﺧﻼل ﺧﻤﺴﺔ ﻋﺸﺮ ﻳﻮم ﻋﻤﻞ اﻟﻌﻤﻞ ﻣﻦ ﺗﺎرﻳﺦ اآﺘﺸﺎف اﻟﻮاﻗﻌﺔ وﺑﺎﻟﻨﺴﺒﺔ إﻟﻰ اﻟﻌﺎﻣﻞ ﻣﻦ ﺗﺎرﻳﺦ إﺑﻼغ ﺻﺎﺣﺐ اﻟﻌﻤ ﻟﻪ ﻞ  ﺑﺬﻟﻚ. اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ واﻟﺘﺴﻌﻮن :  ﻻ ﻳﺠﻮز ﺣﺴﻢ أي ﻣﺒﻠﻎ ﻣﻦ أﺟﻮر اﻟﻌﺎﻣﻞ ﻟﻘﺎء اﻵﺗﻴﺔ ﺣﻘﻮق ﺧﺎﺻﺔ دون ﻣﻮاﻓﻘﺔ ﺧﻄﻴﺔ ﻣﻨﻪ، إﻻ ﻓﻲ اﻟﺤﺎﻻت  : ﺻﺎﺣﺐ 1- اﺳﺘﺮداد ﻗﺮوض    %أﺟﺮﻩ 10 ﺑﺸﺮط أﻻ ﻳﺰﻳﺪ ﻣﺎ ﻳﺤﺴﻢ ﻣﻦ اﻟﻌﺎﻣﻞ ﻓﻲ هﺬﻩ اﻟﺤﺎﻟﺔ ﻋﻠﻰ ، اﻟﻌﻤﻞ ﻣﻦ  . اﻻﺟﺘﻤﺎﻋ 2- اﺷﺘﺮاآﺎت اﻟﺘﺄﻣﻴﻨﺎت وﻣﻘﺮرة . وأي اﺷﺘﺮاآﺎت أﺧﺮى ﻣﺴﺘﺤﻘﺔ ﻋﻠﻰ اﻟﻌﺎﻣﻞ  ﻧﻈﺎﻣًﺎ ، ﻴﺔ ﻟﻠﺼﻨﺪوق 3- اﺷﺘﺮاآﺎت اﻟﻌﺎﻣﻞ ﻓﻲ ﺻﻨﺪوق اﻻدﺧﺎر واﻟﻘﺮوض اﻟﻤﺴﺘﺤﻘﺔ . ﻣﺰﻳﺔ 4- أﻗﺴﺎط أي ﻣﺸﺮوع ﻳﻘﻮم ﺑﻪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻟﺒﻨﺎء اﻟﻤﺴﺎآﻦ ﺑﻘﺼﺪ ﺗﻤﻠﻴﻜﻬﺎ ﻟﻠﻌﻤﺎل أو أي  أﺧﺮى . ا 5- اﻟﻐﺮاﻣﺎت اﻟﺘﻲ ﺗﻮﻗﻊ ﻋﻠﻰ اﻟﻌﺎﻣﻞ ﺑﺴﺒﺐ اﻟﻤﺨﺎﻟﻔﺎت وآﺬﻟﻚ  أﺗﻠﻔﻪ ، ﻟﺘﻲ ﻳﺮﺗﻜﺒﻬﺎ اﻟﻤﺒﻠﻎ اﻟﺬي ﻳﻘﺘﻄﻊ ﻣﻨﻪ ﻣﻘﺎﺑﻞ ﻣﺎ  .  ﻗﻀﺎﺋﻲ 6- اﺳﺘﻴﻔﺎء دﻳﻦ إﻧﻔﺎذًا ﻷي ﺣﻜﻢ    ﻋﻠﻰ أّﻻ ﻳﺰﻳﺪ ﻣﺎ ﻳﺤﺴﻢ ﺷﻬﺮﻳًﺎ ﻟﻘﺎء ذﻟﻚ ﻋﻠﻰ رﺑﻊ اﻷﺟﺮ اﻟﻤﺴﺘﺤﻖ ﻟﻠﻌﺎﻣﻞ ﻣﺎ ﻟﻢ ، ﻳﺘﻀﻤﻦ ذﻟﻚ اﻟﺤﻜﻢ ﺧﻼف .   ﺛﻢ دﻳﻦ اﻟﻤﺄآﻞ واﻟﻤﻠﺒﺲ واﻟﻤﺴﻜﻦ ﻗﺒﻞ اﻷﺧﺮى ، وﻳﺴﺘﻮﻓﻰ دﻳﻦ اﻟﻨﻔﻘﺔ أوًﻻ اﻟﺪﻳﻮن  .  اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻟﺘﺴﻌﻮن :  ﻻ ﻳﺠﻮز -  ﻓﻲ ﺟﻤﻴﻊ اﻷﺣﻮال-أن   ﺗﺰﻳﺪ ﻧﺴﺒﺔ اﻟﻤﺒﺎﻟﻎ اﻟﻤﺤﺴﻮﻣﺔ ﻋﻠﻰ ﻧﺼﻒ أﺟﺮ اﻟﻌﺎﻣﻞ اﻟﻤﺴﺘﺤﻖ، ﻣﺎ ﻟﻢ ﻳﺜﺒﺖ ﻟﺪى هﻴﺌﺔ ﺗﺴﻮﻳﺔ ﺣﺎﺟﺔ    أو ﻳﺜﺒﺖ ﻟﺪﻳﻬﺎ ، اﻟﺨﻼﻓﺎت اﻟﻌﻤﺎﻟﻴﺔ اﻣﻜﺎن اﻟﺰﻳﺎدة ﻓﻲ اﻟﺤﺴﻢ ﻋﻠﻰ ﺗﻠﻚ اﻟﻨﺴﺒﺔ اﻟﻌﺎﻣﻞ إﻟﻰ أآﺜﺮ ﻣﻦ ﻧﺼﻒ أﺟﺮﻩ، وﻓﻲ هﺬﻩ اﻟﺤﺎﻟﺔ اﻷﺧﻴﺮة ﻻ ﻳﻌﻄﻰ اﻟﻌﺎﻣﻞ أآﺜﺮ ﻣﻦ ﺛﻼﺛﺔ اﻷﻣﺮ أرﺑﺎع أﺟﺮﻩ، ﻣﻬﻤﺎ آﺎن .  اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ واﻟﺘﺴﻌﻮن : أﺟﺮ 1- ،  إذا ﺣﺴﻢ ﻣﻦ اﻟﻌﺎﻣﻞ أي ﻣﺒﻠﻎ ﻟﺴﺒﺐ ﻏﻴﺮ ﻣﺎ هﻮ ﻣﻨﺼﻮص ﻋﻠﻴﻪ ﻓﻲ هﺬا اﻟﻨﻈﺎم ﺑﻐﻴﺮ ﻣﻮاﻓﻘﺘﻪ اﻟﻜﺘﺎﺑﻴﺔ   أو ﺗﺄﺧﺮ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻋﻦ أداء أﺟﺮ اﻟﻌﺎﻣﻞ ﻓﻲ ﻣﻮﻋﺪ ﻣﺴﻮغ اﺳﺘﺤﻘﺎﻗﻪ اﻟﻤﺤﺪد ﻧﻈﺎﻣًﺎ دون   ﻣﺸﺮوع آﺎن ﻟﻠﻌﺎﻣﻞ أو ﻟﻤﻦ ﻳﻤﺜﻠﻪ أو ﻣﺪﻳﺮ ﻣﻜﺘﺐ اﻟﻌﻤﻞ اﻟﻤﺨﺘﺺ أن ﻳﺘﻘﺪم ﺑﻄﻠﺐ إﻟﻰ هﻴﺌﺔ   آﻲ ﺗﺄﻣﺮ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﺮد إﻟﻰ اﻟﻌﺎﻣﻞ ، ﺗﺴﻮﻳﺔ اﻟﺨﻼﻓﺎت اﻟﻌﻤﺎﻟﻴﺔ ﻣﺎ ﺣﺴﻤﻪ دون وﺟﻪ اﻟﻤﺘﺄﺧﺮة .   أو ﻳﺪﻓﻊ ﻟﻪ أﺟﻮرﻩ ، ﺣﻖ ﻟ 2- ﻳﺠﻮز ﻟﻠﻬﻴﺌﺔ اﻟﻤﺬآﻮرة إذا ﺛﺒﺖ أن ﺪﻳﻬﺎ   ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺣﺴﻢ اﻟﻤﺒﺎﻟﻎ اﻟﻤﺬآﻮرة أو ﺗﺄﺧﺮ ﻓﻲ ﺳﺪاد اﻷﺟﺮ دون ﻣﺴﻮغ أن ﺗﻮﻗﻊ ﻋﻠﻴﻪ اﻟﻤﺘﺄﺧﺮ ﻏﺮاﻣﺔ ﻻ ﺗﺘﺠﺎوز ﺿﻌﻒ ﻣﺎ ﺣﺴﻢ ﻣﻦ أﺟﺮ اﻟﻌﺎﻣﻞ أو ﺿﻌﻒ ﻗﻴﻤﺔ اﻷﺟﺮ .  اﻟﻤﺎدة واﻟﺘﺴﻌﻮن اﻟﺨﺎﻣﺴﺔ  :  اﻷﺟﺮ 1- إذا ﻟﻢ ﻳﻨﺺ ﻋﻘﺪ اﻟﻌﻤﻞ أو ﻻﺋﺤﺔ ﺗﻨﻈﻴﻢ اﻟﻌﻤﻞ ﻋﻠﻰ  اﻟ اﻟﺬي ﻳﻠﺘﺰم ﺑﻪ ﺻﺎﺣﺐ  ﻌﻤﻞ ﻳﺆﺧﺬ ﺑﺎﻷﺟﺮ اﻟﻤﻘﺪر ﻟﻌﻤﻞ ﻣﻦ اﻟﻨﻮع ذاﺗﻪ ﻓﻲ اﻟﻤﻨﺸﺄة إن وﺟﺪ ﻳﻮﺟﺪ    ﻓﺈن ﻟﻢ ،  وإﻻ ﻗﺪر اﻷﺟﺮ ﻃﺒﻘًﺎ ﻟﻌﺮف اﻟﻤﻬﻨﺔ ﻓﻲ اﻟﺠﻬﺔ اﻟﺘﻲ ﻳﺆدى ﻓﻴﻬﺎ اﻟﻌﻤﻞ ، ﺗﻮﻟﺖ
هﻴﺌﺔ ﺗﺴﻮﻳﺔ اﻟﺨﻼﻓﺎت اﻟﻌﻤﺎﻟﻴﺔ ﺗﻘﺪﻳﺮ اﻷﺟﺮ وﻓﻘًﺎ ﻟﻤﻘﺘﻀﻴﺎت اﻟﻌﺪاﻟﺔ .  اﻟﻮاﺟﺐ 2- وﻳﺘﺒﻊ ذﻟﻚ أﻳﻀًﺎ ﻓﻲ ﺗﺤﺪﻳﺪ ﻧﻮع اﻟﺨﺪﻣﺔ ﻣﺪاهﺎ  .  وﻓﻲ ﺗﺤﺪﻳﺪ ،  ﻋﻠﻰ اﻟﻌﺎﻣﻞ أداؤهﺎ اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻟﺘﺴﻌﻮن : اﻟﻘﻄﻌﺔ 1- إذا آﺎن أﺟﺮ اﻟﻌﺎﻣﻞ ﻣﺤﺪدًا ﻋﻠﻰ أﺳﺎس   أو اﻹﻧﺘﺎج ﻳﻌﺘﻤﺪ ﻣﺘﻮﺳﻂ اﻷﺟﺮ اﻟﺬي ﺗﻘﺎﺿﺎﻩ ﻋﻦ أﻳﺎم ﻋﻤﻠﻪ اﻟﻔﻌﻠﻴﺔ ﻓﻲ اﻟﺴﻨﺔ اﻷﺧﻴﺮة اﻟﻨﻈﺎم .   ﻟﻐﺮض ﺣﺴﺎب أي ﻣﻦ اﻟﺤﻘﻮق اﻟﻤﻘﺮرة ﻟﻪ ﺑﻤﻮﺟﺐ هﺬا ، ﻣﻦ ﺧﺪﻣﺘﻪ آﺎن 2- إذا  ﺗﻜﻮن    ﻣﻤﺎ، اﻷﺟﺮ آﻠﻪ ﻣﺒﺎﻟﻎ اﻟﻌﻤﻮﻻت أو اﻟﻨﺴﺐ اﻟﻤﺌﻮﻳﺔ ﻣﻦ اﻟﻤﺒﻴﻌﺎت أو ﻣﺎ أﺷﺒﻪ ذﻟﻚ ﻗﺎﺑﻠﺔ ﺑﻄﺒﻴﻌﺘﻬﺎ ﻟﻠﺰﻳﺎدة أو اﻟﻨﻘﺺ، ﻳﺤﺴﺐ ﻣﺘﻮﺳﻂ اﻷﺟﺮ اﻟﻴﻮﻣﻲ ﻋﻠﻰ أﺳﺎس ﻣﺎ ﺗﻘﺎﺿﺎﻩ ﻋﻠﻴﻬﺎ اﻟﻌﺎﻣﻞ ﻋﻦ أﻳﺎم اﻟﻌﻤﻞ اﻟﻔﻌﻠﻴﺔ ﻣﻘﺴﻮﻣًﺎ  .  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻟﺘﺴﻌﻮن :  إذا ﺟﺮى ﺗﻮﻗﻒ اﻟﻌﺎﻣﻞ أو أو اﺣﺘﺠﺎزﻩ ﻟﺪى اﻟﺠﻬﺎت اﻟﻤﺨﺘﺼﺔ ﻓﻲ ﻗﻀﺎﻳﺎ ﺗﺘﺼﻞ ﺑﺎﻟﻌﻤﻞ   ﺑﺴﺒﺒﻪ ﻓﻌﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﺴﺘﻤﺮ %ﻗﻀﻴﺘﻪ 50 ﻓﻲ دﻓﻊ ﻣﻦ اﻷﺟﺮ إﻟﻰ اﻟﻌﺎﻣﻞ ﺣﺘﻰ ﻳﻔﺼﻞ ﻓﻲ    ﻋﻠﻰ أﻻ ﺗﺰﻳﺪ ﻣﺪة اﻟﺘﻮﻗﻴﻒ أو اﻟﺤﺠﺰ ﻋﻠﻰ ﻣﺎﺋﺔ وﺛﻤﺎﻧﻴﻦ ،   ﻓﺈذا زادت ﻋﻠﻰ ذﻟﻚ ، ﻳﻮﻣًﺎ ﻓﻼ ﻳﻠﺘﺰم ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﺪﻓﻊ أي ﺟﺰء ﻣﻦ اﻷﺟﺮ ﻋﻦ اﻟﻤﺪة اﻟﺰاﺋﺪة .ﺑﺒﺮاءة ﻓﺈذا ﻗﻀﻲ   اﻟﻌﺎﻣﻞ أو   وﺟﺐ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أن ، ﺣﻔﻆ اﻟﺘﺤﻘﻴﻖ ﻟﻌﺪم ﺛﺒﻮت ﻣﺎ ﻧﺴﺐ إﻟﻴﻪ أو ﻟﻌﺪم ﺻﺤﺘﻪ ﻳﺮد إﻟﻰ اﻟﻌﺎﻣﻞ ﻣﺎ ﺳﺒﻖ ﺣﺴﻤﻪ ﻣﻦ أﺟﺮﻩ .ﻟﻪ أﻣﺎ إذا ﻗﻀﻲ ﺑﺈداﻧﺘﻪ ﻓﻼ ﻳﺴﺘﻌﺎد ﻣﻨﻪ ﻣﺎ ﺻﺮف  ذﻟﻚ ﻣﺎ ﻟﻢ ﻳﻨﺺ اﻟﺤﻜﻢ ﻋﻠﻰ ﺧﻼف  .  اﻟﻔﺼﻞ اﻟﺜﺎﻧﻲ : ﺳﺎﻋﺎت اﻟﻌﻤﻞ اﻟﻤﺎدة واﻟﺘﺴﻌﻮن اﻟﺜﺎﻣﻨﺔ  : ﻻ ﻳﺠﻮز ﺗﺸﻐﻴﻞ اﻟﻌﺎﻣﻞ ﺗﺸﻐﻴًﻼ ﻓﻌﻠﻴًﺎ أآﺜﺮ ﻣﻦ ﺛﻤﺎﻧﻲ ﺳﺎﻋﺎت ﻓﻲ  اﻟﻴﻮم اﻟﻮاﺣﺪ، إذا اﻋﺘﻤﺪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﻤﻌﻴﺎر اﻟﻴﻮﻣﻲ، أو أآﺜﺮ ﻣﻦ ﺛﻤﺎن وأرﺑﻌﻴﻦ ﺳﺎﻋﺔ   إذا اﻋﺘﻤﺪ اﻟﻤﻌﻴﺎر اﻷﺳﺒﻮﻋﻲ .ﺷﻬﺮ ، ﻓﻲ اﻷﺳﺒﻮع وﺗﺨﻔﺾ ﺳﺎﻋﺎت اﻟﻌﻤﻞ اﻟﻔﻌﻠﻴﺔ ﺧﻼل  رﻣﻀﺎن ﻟﻠﻤﺴﻠﻤﻴﻦ ﻓﻲ  .  أو ﺳﺖ وﺛﻼﺛﻴﻦ ﺳﺎﻋﺔ  اﻷﺳﺒﻮع ،  ﺑﺤﻴﺚ ﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﺳﺖ ﺳﺎﻋﺎت ﻓﻲ اﻟﻴﻮم ، اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﺘﺴﻌﻮن :  ﻳﺠﻮز زﻳﺎدة ﺳﺎﻋﺎت اﻟﻌﻤﻞ اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ  ﻓﻲ اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻟﺘﺴﻌﻴﻦ ﻣﻦ هﺬا اﻟﻨﻈﺎم إﻟﻰ ﺗﺴﻊ ﺳﺎﻋﺎت ﻓﻲ اﻟﻴﻮم اﻟﻮاﺣﺪ ﻟﺒﻌﺾ ﻓﺌﺎت اﻟ اﻟﻌﻤﺎل، أو ﻓﻲ ﺑﻌﺾ اﻟﺼﻨﺎﻋﺎت واﻷﻋﻤﺎل ﻓﻴﻬﺎ ﺘﻲ ﻻ ﻳﺸﺘﻐﻞ   اﻟﻌﺎﻣﻞ ﺑﺼﻔﺔ ﻣﺴﺘﻤﺮة .آﻤﺎ  ﻳﺠﻮز ﺗﺨﻔﻴﻀﻬﺎ إﻟﻰ ﺳﺒﻊ ﺳﺎﻋﺎت ﻓﻲ اﻟﻴﻮم اﻟﻮاﺣﺪ ﻟﺒﻌﺾ ﻓﺌﺎت اﻟﻌﻤﺎل أو ﻓﻲ ﺑﻌﺾ اﻟﺼﻨﺎﻋﺎت  واﻷﻋﻤﺎل اﻟﺨﻄﺮة أو اﻟﻀﺎرة . وﺗﺤﺪد ﻓﺌﺎت اﻟﻌﻤﺎل واﻟﺼﻨﺎﻋﺎت واﻷﻋﻤﺎل اﻟﻤﺸﺎر إﻟﻴﻬﺎ اﻟﻮزﻳﺮ ﺑﻘﺮار ﻣﻦ .  اﻟﻤﺎدة اﻟﻤﺎﺋﺔ : ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ -ﺑﻤﻮا  ﻓﻘﺔ اﻟﻮزارة-ﻓﻲ   اﻟﻤﻨﺸﺂت اﻟﺘﻲ ﺗﻘﺘﻀﻲ ﻃﺒﻴﻌﺔ اﻟﻌﻤﻞ ﻓﻴﻬﺎ أداء اﻟﻌﻤﻞ ﺑﺎﻟﺘﻨﺎوب زﻳﺎدة ﺳﺎﻋﺎت اﻟﻌﻤﻞ ﻋﻠﻰ ﻣﺘﻮﺳﻂ    ﺑﺸﺮط أﻻ ﻳﺰﻳﺪ ، ﺛﻤﺎﻧﻲ ﺳﺎﻋﺎت ﻋﻤﻞ ﻓﻲ اﻟﻴﻮم أو ﺛﻤﺎن وأرﺑﻌﻴﻦ ﺳﺎﻋﺔ ﻓﻲ اﻷﺳﺒﻮع ﺳﺎﻋﺎت اﻟﻌﻤﻞ ﻋﻨﺪ اﺣﺘﺴﺎﺑﻪ ﻟﻤﺪة ﺛﻼﺛﺔ أﺳﺎﺑﻴﻊ أو أﻗﻞ ﻋﻠﻰ ﺛﻤﺎﻧﻲ ﺳﺎﻋﺎت ﻳﻮﻣﻴًﺎ أو ﺛﻤﺎن وأ أﺳﺒﻮﻋﻴًﺎ رﺑﻌﻴﻦ ﺳﺎﻋﺔ  .  اﻟﻔﺼﻞ اﻟﺜﺎﻟﺚ ﻓﺘﺮات اﻟﺮاﺣﺔ واﻟﺮاﺣﺔ اﻷﺳﺒﻮﻋﻴﺔ أوًﻻ  :اﻟﺮاﺣﺔ ﻓﺘﺮات  اﻟﻤﺎدة اﻷوﻟﻰ ﺑﻌﺪ اﻟﻤﺎﺋﺔ : ﺗﻨﻈﻢ ﺳﺎﻋﺎت ﻣﺘﺘﺎﻟﻴﺔ    ﺑﺤﻴﺚ ﻻ ﻳﻌﻤﻞ أي ﻋﺎﻣﻞ أآﺜﺮ ﻣﻦ ﺧﻤﺲ ﺳﺎﻋﺎت ، اﻟﻌﻤﻞ وﻓﺘﺮات اﻟﺮاﺣﺔ ﺧﻼل اﻟﻴﻮم دون ﻓﺘﺮة ﻟﻠﺮاﺣﺔ واﻟﺼﻼة واﻟﻄﻌﺎم ﻻ ﺗﻘﻞ ﻋﻦ ﻧﺼﻒ ﺳﺎﻋﺔ ﻣﺠﻤﻮع ﻓﻲ اﻟﻤﺮة اﻟﻮاﺣﺪة ﺧﻼل    وﺑﺤﻴﺚ ﻻ ﻳﺒﻘﻰ اﻟﻌﺎﻣﻞ ﻓﻲ ﻣﻜﺎن ، ﺳﺎﻋﺎت اﻟﻌﻤﻞ اﻟﻌﻤﻞ أآﺜﺮ ﻣﻦ إﺣﺪى ﻋﺸﺮة ﺳﺎﻋﺔ ﻓﻲ اﻟﻴﻮم اﻟﻮاﺣﺪ .  اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺔ : ﻻ ﺗﺪﺧﻞ اﻟﻔﺘﺮات اﻟﻤﺨﺼﺼﺔ ﻟﻠﺮاﺣﺔ  واﻟﺼﻼة واﻟﻄﻌﺎم ﺿﻤﻦ ﺳﺎﻋﺎت اﻟﻌﻤﻞ اﻟﻔﻌﻠﻴﺔ، وﻻ ﻳﻜﻮن اﻟﻌﺎﻣﻞ ﺧﻼل هﺬﻩ اﻟﻔﺘﺮات ﺗﺤﺖ ﻣﻜﺎن  .  وﻻ ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﻠﺰم اﻟﻌﺎﻣﻞ ﺑﺎﻟﺒﻘﺎء ﺧﻼﻟﻬﺎ ﻓﻲ  اﻟﻌﻤﻞ ، ﺳﻠﻄﺔ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺔ : ﻟﻠﻮزﻳﺮ أن ﻳﺤﺪد ﺑﻘﺮار ﻣﻨﻪ اﻟﺤﺎﻻت ﻟﻈﺮوف واﻷﻋﻤﺎل اﻟﺘﻲ ﻳﺘﺤﺘﻢ ﻓﻴﻬﺎ اﺳﺘﻤﺮار اﻟﻌﻤﻞ دون ﻓﺘﺮة راﺣﺔ ﻷﺳﺒﺎب ﻓﻨﻴﺔ أو   وﻳﻠﺘﺰم ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻓﻲ هﺬﻩ واﻟﻄﻌﺎم ، اﻟﺘﺸﻐﻴﻞ اﻟﺤﺎﻻت واﻷﻋﻤﺎل ﺑﺈﻋﻄﺎء ﻓﺘﺮة ﻟﻠﺼﻼة   واﻟﺮاﺣﺔ ﺑﻄﺮﻳﻘﺔ ﺗﻨﻈﻤﻬﺎ إدارة اﻟﻤﻨﺸﺄة أﺛﻨﺎء اﻟﻌﻤﻞ.  ﺛﺎﻧﻴًﺎ  :اﻷﺳﺒﻮﻋﻴﺔ اﻟﺮاﺣﺔ  . اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻟﺠﻤﻴﻊ 1- ﻳﻮم اﻟﺠﻤﻌﺔ ﻳﻮم اﻟﺮاﺣﺔ اﻷﺳﺒﻮﻋﻴﺔ  اﻟﻌﻤﺎل.  وﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ -  ﺑﻌﺪ إﺑﻼغ ﻣﻜﺘﺐ اﻟﻌﻤﻞ اﻟﻤﺨﺘﺺ-ﻳ أن ﺑﻬﺬا ﺴﺘﺒﺪل   ، اﻟﻴﻮم ﻟﺒﻌﺾ ﻋﻤﺎﻟﻪ أي ﻳﻮم ﻣﻦ أﻳﺎم اﻷﺳﺒﻮع وﻋﻠﻴﻪ أن ﻳﻤﻜﻨﻬﻢ ﻣﻦ اﻟﻘﻴﺎم ﺑﻮاﺟﺒﺎﺗﻬﻢ ﻧﻘﺪي  .   وﻻ ﻳﺠﻮز ﺗﻌﻮﻳﺾ ﻳﻮم اﻟﺮاﺣﺔ اﻷﺳﺒﻮﻋﻴﺔ ﺑﻤﻘﺎﺑﻞ ، اﻟﺪﻳﻨﻴﺔ ﻳﻮم 2- ﻳﻜﻮن  ﻣﺘﺘﺎﻟﻴﺔ .   وﻻ ﻳﻘﻞ ﻋﻦ أرﺑﻊ وﻋﺸﺮﻳﻦ ﺳﺎﻋﺔ ، اﻟﺮاﺣﺔ اﻷﺳﺒﻮﻋﻴﺔ ﺑﺄﺟﺮ آﺎﻣﻞ اﻟﻤﺎدة اﻟﻤﺎﺋﺔ اﻟﺨﺎﻣﺴﺔ ﺑﻌﺪ  :  اﺳﺘﺜﻨﺎء ﻣﻦ ﺣﻜﻢ اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺔ ﻣﻦ هﺬا اﻟﻨﻈﺎم  ﻳﺠﻮز ﻓﻲ اﻷﻣﺎآﻦ اﻟﺒﻌﻴﺪة ﻋﻦ اﻟﻌﻤﺮان وﻓﻲ اﻷﻋﻤﺎل اﻟﺘﻲ ﺗﺘﻄﻠﺐ ﻃﺒﻴﻌﺔ اﻟﻌﻤﻞ وﻇﺮوف ﻻ اﻟﺘﺸﻐﻴﻞ ﻓﻴﻬﺎ اﺳﺘﻤﺮار اﻟﻌﻤﻞ ﺗﺠﻤﻴﻊ اﻟﺮاﺣﺎت اﻷﺳﺒﻮﻋﻴﺔ اﻟﻤﺴﺘﺤﻘﺔ ﻟﻠﻌﺎﻣﻞ ﻋﻦ ﻣﺪة   ﺗﺘﺠﺎوز ﺛﻤﺎﻧﻴﺔ أﺳﺎﺑﻴﻊ إذا اﺗﻔﻖ ﺻﺎﺣﺐ اﻟﻌﻤﻞ واﻟﻌﻤ وﻳﺮاﻋﻰ   ، ﺎل وواﻓﻘﺖ ﻋﻠﻰ ذﻟﻚ اﻟﻮزارة ﻓﻲ ﺣﺴﺎب ﻣﺪة اﻟﺮاﺣﺔ اﻷﺳﺒﻮﻋﻴﺔ اﻟُﻤَﺠﻤّﻌﺔ أن ﺗﺒﺪأ ﻣﻦ ﺳﺎﻋﺔ وﺻﻮل اﻟﻌﻤﺎل إﻟﻰ أﻗﺮب إﻟﻴﻬﺎ  .   وﺗﻨﺘﻬﻲ ﺳﺎﻋﺔ اﻟﻌﻮدة ، ﻣﺪﻳﻨﺔ ﻳﺘﻮﻓﺮ ﺑﻬﺎ وﺳﺎﺋﻞ ﻧﻘﻞ
اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﻋﺪم اﻟﺘﻘﻴﺪ ﺑﺄﺣﻜﺎم اﻟﻤﻮاد اﻟﺜﺎﻣﻨﺔ واﻟﺘﺴﻌﻴﻦ واﻷوﻟﻰ    (1) ﺑﻌﺪ اﻟﻤﺎﺋﺔ واﻟﻔﻘﺮة ﻣﻦ اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺔ ﻣﻦ هﺬا اﻟﻨﻈﺎم ﻓﻲ اﻟﺤﺎﻻت اﻵﺗﻴﺔ : اﻟﺤﺴﺎﺑﺎت 1-     وإﻋﺪاد اﻟﻤﻴﺰاﻧﻴﺔ، واﻟﺘﺼﻔﻴﺔ، وﻗﻔﻞ ، أﻋﻤﺎل اﻟﺠﺮد اﻟﺴﻨﻮي واﻻﺳﺘﻌﺪاد ﻟﻠﺒﻴﻊ ﺑﺄﺛﻤﺎن ﻣﺨﻔﻀﺔ واﻻﺳﺘﻌﺪاد ﺑﺸﺮط أﻻ ﻳﺰﻳﺪ ﻋﺪد اﻷﻳﺎم اﻟﺘﻲ اﻟﻌﻤ ، ﻟﻠﻤﻮاﺳﻢ ﻳﺸﺘﻐﻞ ﻓﻴﻬﺎ اﻟﺴﻨﺔ ﺎل ﻋﻠﻰ ﺛﻼﺛﻴﻦ ﻳﻮﻣًﺎ ﻓﻲ .  ﺣﺎدث 2- إذا آﺎن اﻟﻌﻤﻞ ﻟﻤﻨﻊ وﻗﻮع  ﻟﻠﺘﻠﻒ .   أو ﺗﻼﻓﻲ ﺧﺴﺎرة ﻣﺤﻘﻘﺔ ﻟﻤﻮاد ﻗﺎﺑﻠﺔ ،  أو إﺻﻼح ﻣﺎ ﻧﺸﺄ ﻋﻨﻪ ، ﺧﻄﺮ إذا ﻋﺎدي 3- آﺎن اﻟﺘﺸﻐﻴﻞ ﺑﻘﺼﺪ ﻣﻮاﺟﻬﺔ ﺿﻐﻂ ﻋﻤﻞ ﻏﻴﺮ  .  واﻟﻤﻨﺎﺳﺒﺎت 4- اﻷﻋﻴﺎد واﻟﻤﻮاﺳﻢ  ﻣ اﻷﺧﺮى واﻷﻋﻤﺎل اﻟﻤﻮﺳﻤﻴﺔ اﻟﺘﻲ ﺗﺤﺪد ﺑﻘﺮار اﻟﻮزﻳﺮ ﻦ  .  وﻻ ﻳﺠﻮز ﻓﻲ ﺟﻤﻴﻊ ﺳﺘﻴﻦ    أو، اﻟﺤﺎﻻت اﻟﻤﺘﻘﺪﻣﺔ أن ﺗﺰﻳﺪ ﺳﺎﻋﺎت اﻟﻌﻤﻞ اﻟﻔﻌﻠﻴﺔ ﻋﻠﻰ ﻋﺸﺮ ﺳﺎﻋﺎت ﻓﻲ اﻟﻴﻮم ﺳﺎﻋﺔ ﻓﻲ اﻷﺳﺒﻮع  .اﻟﺘﻲ وﻳﺤﺪد اﻟﻮزﻳﺮ ﺑﻘﺮار ﻣﻨﻪ اﻟﺤﺪ اﻷﻗﺼﻰ ﻟﺴﺎﻋﺎت اﻟﻌﻤﻞ اﻹﺿﺎﻓﻴﺔ  اﻟﺴﻨﺔ ﻳﺴﻤﺢ ﺑﻬﺎ ﻓﻲ .  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  اﻟ 1- ﻳﺠﺐ ﻋﻠﻰ ﺻﺎﺣﺐ أن ﻌﻤﻞ  إﻟﻴﻪ ﻳﺪﻓﻊ ﻟﻠﻌﺎﻣﻞ أﺟﺮًا إﺿﺎﻓّﻴًﺎ ﻋﻦ ﺳﺎﻋﺎت اﻟﻌﻤﻞ اﻹﺿﺎﻓﻴﺔ ﻳﻮازي أﺟﺮ اﻟﺴﺎﻋﺔ ﻣﻀﺎﻓًﺎ  اﻷﺳﺎﺳﻲ 50% ﻣﻦ أﺟﺮﻩ .  اﻷﺳﺒﻮﻋﻲ 2- إذا آﺎن اﻟﺘﺸﻐﻴﻞ ﻓﻲ اﻟﻤﻨﺸﺄة ﻋﻠﻰ أﺳﺎس اﻟﻤﻌﻴﺎر   ﻟﺴﺎﻋﺎت اﻟﻌﻤﻞ ﺗﻌﺪ اﻟﺴﺎﻋﺎت اﻟﺘﻲ ﺗﺰﻳﺪ ﻋﻠﻰ اﻟﺴﺎﻋﺎت اﻟﻤﺘﺨﺬة ﻟﻬﺬا اﻟﻤﻌﻴﺎر ﺳﺎﻋﺎت ﻋﻤﻞ إﺿﺎﻓﻴﺔ .  ﺳﺎﻋﺎت 3- ﺗﻌﺪ ﺟﻤﻴﻊ ﺳﺎﻋﺎت اﻟﻌﻤﻞ اﻟﺘﻲ ﺗﺆﱠدى ﻓﻲ أﻳﺎم اﻟﻌﻄﻞ واﻷﻋﻴﺎد  إﺿﺎﻓﻴﺔ .  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻻ ﺗﺴﺮي أﺣﻜﺎم اﻟﻤﺎدﺗﻴﻦ اﻟﺜﺎﻣﻨﺔ اﻵﺗﻴﺔ واﻟﺘﺴﻌﻴﻦ واﻷوﻟﻰ ﺑﻌﺪ اﻟﻤﺎﺋﺔ ﻣﻦ هﺬا اﻟﻨﻈﺎم ﻋﻠﻰ اﻟﺤﺎﻻت  :  اﻷﺷﺨﺎص و 1- اﻟﺬﻳﻦ ﻳﺸﻐﻠﻮن ﻣﻨﺎﺻﺐ ﻋﺎﻟﻴﺔ ذات ﻣﺴﺆوﻟﻴﺔ ﻓﻲ اﻹدارة هﺬﻩ    إذا آﺎن ﻣﻦ ﺷﺄن ، اﻟﺘﻮﺟﻴﻪ اﻟﻤﻨﺎﺻﺐ أن ﻳﺘﻤﺘﻊ ﺷﺎﻏﻠﻮهﺎ ﺑﺴﻠﻄﺎت ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻋﻠﻰ اﻟﻌﻤﺎل.  اﻟﺘﺠﻬﻴﺰﻳﺔ 2- اﻷﻋﻤﺎل  ﺑﻌﺪﻩ أو اﻟﺘﻜﻤﻴﻠﻴﺔ اﻟﺘﻲ ﻳﺠﺐ إﻧﺠﺎزهﺎ ﻗﺒﻞ اﺑﺘﺪاء اﻟﻌﻤﻞ أو  .  ﻳﻜﻮن 3- اﻟﻌﻤﻞ اﻟﺬي  ﺑﺎﻟﻀﺮورة ﻣﺘﻘﻄﻌًﺎ  .  اﻟﺤﺮاﺳﺔ 4- اﻟﻌﻤﺎل اﻟﻤﺨﺼﺼﻮن ﻟﻠﺤﺮاﺳﺔ واﻟﻨﻈﺎﻓﺔ، ﻋﺪا ﻋﻤﺎل  اﻟﻤﺪﻧﻴﺔ اﻷﻣﻨﻴﺔ  .   2 وﺗﺤﺪد اﻟﻼﺋﺤﺔ اﻷﻋﻤﺎل اﻟﻤﺒﻴﻨﺔ ﻓﻲ اﻟﻔﻘﺮات ،3 هﺬﻩ 4 ، ﻣﻦ  ﻓﻴﻬﺎ اﻟﻤﺎدة واﻟﺤﺪ اﻷﻗﺼﻰ ﻟﺴﺎﻋﺎت اﻟﻌﻤﻞ .  اﻟﻔﺼﻞ اﻟﺮاﺑﻊ اﻹﺟﺎزات اﻟﻤﺎدة اﻟﻤﺎﺋﺔ اﻟﺘﺎﺳﻌﺔ ﺑﻌﺪ  :  ﻋﻦ 1- ﻳﺴﺘﺤﻖ اﻟﻌﺎﻣﻞ ﻋﻦ آﻞ ﻋﺎم إﺟﺎزة ﺳﻨﻮﻳﺔ ﻻ ﺗﻘﻞ ﻣﺪﺗﻬﺎ  ﻻ   ُﺗﺰاد إﻟﻰ ﻣﺪة ، واﺣﺪ وﻋﺸﺮﻳﻦ ﻳﻮﻣًﺎ ﺗﻘﻞ ﻋﻦ ﺛﻼﺛﻴﻦ ﻳﻮﻣًﺎ إذا أﻣﻀﻰ اﻟﻌﺎﻣﻞ ﻓﻲ ﺧﺪﻣﺔ ﻣﻘﺪﻣًﺎ  .   وﺗﻜﻮن اﻹﺟﺎزة ﺑﺄﺟﺮ ﻳﺪﻓﻊ ، ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺧﻤﺲ ﺳﻨﻮات ﻣﺘﺼﻠﺔ أن 2- ﻳﺠﺐ  ﻳﺘﻘﺎﺿﻰ    أو أن ،  وﻻ ﻳﺠﻮز اﻟﻨﺰول ﻋﻨﻬﺎ ، ﻳﺘﻤﺘﻊ اﻟﻌﺎﻣﻞ ﺑﺈﺟﺎزﺗﻪ ﻓﻲ ﺳﻨﺔ اﺳﺘﺤﻘﺎﻗﻬﺎ ﺑﺪًﻻ ﻧﻘﺪﻳًﺎ ﻋﻮﺿًﺎ ﻋﻦ وﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ هﺬﻩ ، اﻟﺤﺼﻮل ﻋﻠﻴﻬﺎ أﺛﻨﺎء ﺧﺪﻣﺘﻪ أن ﻳﺤﺪد ﻣﻮاﻋﻴﺪ    أو ﻳﻤﻨﺤﻬﺎ ﺑﺎﻟﺘﻨﺎوب ، اﻹﺟﺎزات وﻓﻘًﺎ ﻟﻤﻘﺘﻀﻴﺎت اﻟﻌﻤﻞ وﻋﻠﻴﻪ ﻳﻮﻣًﺎ ، ﻟﻜﻲ ﻳﺆﻣﻦ ﺳﻴﺮ ﻋﻤﻠﻪ إﺷﻌﺎر اﻟﻌﺎﻣﻞ ﺑﺎﻟﻤﻴﻌﺎد اﻟﻤﺤﺪد ﻟﺘﻤﺘﻌﻪ ﺑﺎﻹﺟﺎزة ﺑﻮﻗﺖ آﺎٍف ﻻ ﻳﻘﻞ ﻋﻦ ﺛﻼﺛﻴﻦ  .  اﻟﻤﺎدة اﻟﻌﺎﺷﺮة ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  إﺟﺎزﺗﻪ 1- ﻟﻠﻌﺎﻣﻞ ﺑﻤﻮاﻓﻘﺔ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﺆﺟﻞ  اﻟﺴﻨﻮ اﻟﺘﺎﻟﻴﺔ ﻳﺔ أو أﻳﺎﻣًﺎ ﻣﻨﻬﺎ إﻟﻰ اﻟﺴﻨﺔ  .  إﺟﺎزة 2- ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺣﻖ ﺗﺄﺟﻴﻞ   اﻟﻌﺎﻣﻞ ﺑﻌﺪ ﻧﻬﺎﻳﺔ ﺳﻨﺔ اﺳﺘﺤﻘﺎﻗﻬﺎ إذا اﻗﺘﻀﺖ ﻇﺮوف اﻟﻌﻤﻞ ذﻟﻚ ﻟﻤﺪة ﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﺗﺴﻌﻴﻦ آﺘﺎﺑﺔ    ﻓﺈذا اﻗﺘﻀﺖ ﻇﺮوف اﻟﻌﻤﻞ اﺳﺘﻤﺮار اﻟﺘﺄﺟﻴﻞ وﺟﺐ اﻟﺤﺼﻮل ﻋﻠﻰ ﻣﻮاﻓﻘﺔ اﻟﻌﺎﻣﻞ ، ﻳﻮﻣًﺎ ﻋﻠﻰ أّﻻ ﻳﺘﻌﺪى ، اﻟﺘﺄﺟﻴﻞ ﻧﻬ اﻹﺟﺎزة ﺎﻳﺔ اﻟﺴﻨﺔ اﻟﺘﺎﻟﻴﺔ ﻟﺴﻨﺔ اﺳﺘﺤﻘﺎق  .  اﻟﻤﺎدة اﻟﻤﺎﺋﺔ اﻟﺤﺎدﻳﺔ ﻋﺸﺮة ﺑﻌﺪ  :  ﻟﻠﻌﺎﻣﻞ اﻟﺤﻖ ﻓﻲ اﻟﺤﺼﻮل ﻋﻠﻰ أﺟﺮة ﻋﻦ أﻳﺎم اﻹﺟﺎزة  اﻟﻤﺴﺘﺤﻘﺔ إذا ﺗﺮك اﻟﻌﻤﻞ ﻗﺒﻞ اﺳﺘﻌﻤﺎﻟﻪ ﻟﻬﺎ وذﻟﻚ ﺑﺎﻟﻨﺴﺒﺔ إﻟﻰ اﻟﻤﺪة اﻟﺘﻲ ﻟﻢ ﻳﺤﺼﻞ ﻋﻠﻰ ﺑﻨﺴ إﺟﺎزﺗﻪ ﻋﻨﻬﺎ آﻤﺎ ﻳﺴﺘﺤﻖ أﺟﺮة اﻹﺟﺎزة ﻋﻦ أﺟﺰاء اﻟﺴﻨﺔ اﻟﻌﻤﻞ ﺒﺔ ﻣﺎ ﻗﻀﺎﻩ ﻣﻨﻬﺎ ﻓﻲ .  اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ ﻋﺸﺮة ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻟﻜﻞ ﻋﺎﻣﻞ اﻟﺤﻖ ﻓﻲ إﺟﺎزة ﺑﺄﺟﺮ آﺎﻣﻞ ﻓﻲ اﻟﻼﺋﺤﺔ اﻷﻋﻴﺎد واﻟﻤﻨﺎﺳﺒﺎت اﻟﺘﻲ ﺗﺤﺪدهﺎ .  اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ ﻋﺸﺮة ﺑﻌﺪ اﻟﻤﺎﺋﺔ :    وﺛﻼﺛﺔ أﻳﺎم ﻟﻤﻨﺎﺳﺒﺔ ، ﻟﻠﻌﺎﻣﻞ اﻟﺤﻖ ﻓﻲ إﺟﺎزة ﺑﺄﺟﺮ ﻟﻤﺪة ﻳﻮم واﺣﺪ ﻓﻲ ﺣﺎﻟﺔ وﻻدة ﻣﻮﻟﻮد ﻟﻪ أو ﻓﻲ ﺣﺎﻟﺔ وﻓﺎة ،  زواﺟﻪ زوﺟﻪ أو أﺣﺪ أﺻﻮﻟﻪ أو ﻓﺮوﻋﻪ  .أن وﻳﺤﻖ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ  إﻟﻴﻬﺎ ﻳﻄﻠﺐ اﻟﻮﺛﺎﺋﻖ اﻟﻤﺆﻳﺪة ﻟﻠﺤﺎﻻت اﻟﻤﺸﺎر .  اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ ﻋﺸﺮة ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻟﻠﻌﺎﻣﻞ اﻟﺤﻖ ﻓﻲ اﻟﺤﺼﻮل ﻋﻠﻰ إﺟﺎزة ﺑﺄﺟﺮ ﻻ ﺗﻘﻞ ﻣﺪﺗﻬﺎ ﻋﻦ ﻋﺸﺮة أﻳﺎم وﻻ ﺗﺰﻳﺪ ﻋﻠﻰ إﺟﺎز ﺧﻤﺴﺔ ﻋﺸﺮ ﻳﻮﻣًﺎ ﺑﻤﺎ ﻓﻴﻬﺎ  ة ﻋﻴﺪ اﻷﺿﺤﻰ ؛ وﻟﻚ ﻷداء ﻓﺮﻳﻀﺔ اﻟﺤﺞ ﻟﻤﺮة واﺣﺪة ﻃﻮال  ﻣﺪة ﺧﺪﻣﺘﻪ إذا ﻟﻢ ﻳﻜﻦ ﻗﺪ أداهﺎ ﻣﻦ ﻗﺒﻞ . وﻳﺸﺘﺮط ﻻﺳﺘﺤﻘﺎق هﺬﻩ اﻹﺟﺎزة أن ﻳﻜﻮن أن    وﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ، اﻟﻌﺎﻣﻞ ﻗﺪ أﻣﻀﻰ ﻓﻲ اﻟﻌﻤﻞ ﻟﺪى ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺳﻨﺘﻴﻦ ﻣﺘﺼﻠﺘﻴﻦ ﻋﻠﻰ اﻷﻗﻞ ﻳﺤﺪد ﻋﺪد اﻟﻌﻤﺎل اﻟﺬﻳﻦ ﻳﻤﻨﺤﻮن هﺬﻩ اﻹﺟﺎزة ﺳﻨﻮﻳًﺎ اﻟﻌﻤﻞ وﻓﻘًﺎ ﻟﻤﻘﺘﻀﻴﺎت  .  اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ ﻋﺸﺮة ﺑﻌﺪ اﻟﻤﺎﺋﺔ : ﻟﻠﻌﺎﻣﻞ اﻟﻤﻨﺘﺴﺐ إﻟﻰ ﻣﺆﺳﺴﺔ ﺗﻌﻠﻴﻤﻴﺔ اﻟﺤﻖ ﻓﻲ  إﺟﺎزة ﺑﺄﺟﺮ آﺎﻣﻞ ﻟﺘﺄدﻳﺔ اﻻﻣﺘﺤﺎن ﻋﻦ ﺳﻨﺔ ﻏﻴﺮ ﻣﻌﺎدة ﺗﺤﺪد ﻣﺪﺗﻬﺎ ﺑﻌﺪد أﻳﺎم
اﻻﻣﺘﺤﺎن أﺟﺮ    أﻣﺎ إذا آﺎن اﻻﻣﺘﺤﺎن ﻋﻦ ﺳﻨﺔ ﻣﻌﺎدة ﻓﻴﻜﻮن ﻟﻠﻌﺎﻣﻞ اﻟﺤﻖ ﻓﻲ إﺟﺎزة دون ، اﻟﻔﻌﻠﻴﺔ ﻷداء اﻻﻣﺘﺤﺎن . وﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﻄﻠﺐ ﻣﻦ اﻟﻌﺎﻣﻞ ﺗﻘﺪﻳﻢ اﻟﻮﺛﺎﺋﻖ اﻟﻤﺆﻳﺪة ﻟﻄﻠﺐ  اﻹﺟﺎزة وآﺬﻟﻚ ﻣﺎ ﻳﺪل ﻋﻠﻰ أداﺋﻪ اﻻﻣﺘﺤﺎن . وﻋﻠﻰ اﻟﻌﺎﻣﻞ أن ﻳﺘﻘﺪم ﺑﻄﻠﺐ اﻹﺟﺎزة ﻗﺒﻞ  ﻣﻮﻋﺪهﺎ ﺑﺨﻤﺴﺔ ﻋﺸﺮ ﻳﻮﻣًﺎ ﻋﻠﻰ اﻷﻗﻞ .أﻧﻪ وﻳﺤﺮم اﻟﻌﺎﻣﻞ ﻣﻦ أﺟﺮ هﺬﻩ اﻹﺟﺎزة إذا ﺛﺒﺖ   ﻟﻢ ﻳﺆد اﻻﻣﺘﺤﺎن، ﻣﻊ ﻋﺪ اﻟﺘﺄدﻳﺒﻴﺔ م اﻹﺧﻼل ﺑﺎﻟﻤﺴﺎءﻟﺔ  .  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ ﻋﺸﺮة اﻟﻤﺎﺋﺔ ﺑﻌﺪ  :     ﻳﺘﻔﻖ، ﻳﺠﻮز ﻟﻠﻌﺎﻣﻞ ﺑﻤﻮاﻓﻘﺔ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺤﺼﻮل ﻋﻠﻰ إﺟﺎزة دون أﺟﺮ اﻟﻄﺮﻓﺎن ﻋﻠﻰ ﺗﺤﺪﻳﺪ ﻣﺪﺗﻬﺎ، وﻳﻌﺪ ﻋﻘﺪ اﻟﻌﻤﻞ ﻣﻮﻗﻮﻓًﺎ ﺧﻼل ﻣﺪة اﻹﺟﺎزة ﻓﻴﻤﺎ زاد ﻋﻠﻰ ذﻟﻚ  .   ﻣﺎ ﻟﻢ ﻳﺘﻔﻖ اﻟﻄﺮﻓﺎن ﻋﻠﻰ ﺧﻼف ، ﻋﺸﺮﻳﻦ ﻳﻮﻣًﺎ اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ ﻋﺸﺮة ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻟﻠﻌﺎﻣﻞ اﻟﺬي ﻳﺜﺒﺖ ﻣﺮﺿﻪ اﻟﺤﻖ ﻓﻲ إﺟﺎزة ﻣﺮﺿﻴﺔ ﺑﺄﺟﺮ ﻋﻦ اﻟﺜﻼﺛﻴﻦ ﻳﻮﻣًﺎ   وﺑﺜﻼﺛﺔ أرﺑﺎع اﻷﺟﺮ ﻋﻦ اﻟﺴﺘﻴﻦ ﻳﻮﻣًﺎ ، اﻷوﻟﻰ ودون أﺟﺮ ﻟﻠﺜﻼﺛﻴﻦ ﻳﻮﻣًﺎ ﻣﺘﻘﻄﻌﺔ ، اﻟﺘﺎﻟﻴﺔ .   ﺳﻮاء أآﺎﻧﺖ هﺬﻩ اﻹﺟﺎزات ﻣﺘﺼﻠﺔ أم ، اﻟﺘﻲ ﺗﻠﻲ ذﻟﻚ ﺧﻼل اﻟﺴﻨﺔ اﻟﻮاﺣﺪة و ﻳﻘﺼﺪ ﺑﺎﻟﺴﻨﺔ اﻟﻮاﺣﺪة :ﻣﺮﺿﻴﺔ اﻟﺴﻨﺔ اﻟﺘﻲ ﺗﺒﺪأ ﻣﻦ ﺗﺎرﻳﺦ أول إﺟﺎزة  .  اﻟﻤﺎدة اﻟﻤﺎﺋﺔ اﻟﺜﺎﻣﻨﺔ ﻋﺸﺮة ﺑﻌﺪ  :  ﻻ ﻳﺠﻮز ﻟﻠﻌﺎﻣﻞ أﺛﻨﺎء ﺗﻤﺘﻌﻪ ﺑﺄي ﻣﻦ إﺟﺎزاﺗﻪ اﻟﻤﻨﺼﻮص  ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا اﻟﻔﺼﻞ أن ﻳﻌﻤﻞ ﻟﺪى ﺻﺎﺣﺐ ﻋﻤﻞ ﺁﺧﺮ . ﻓﺈذا أﺛﺒﺖ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أن اﻟﻌﺎﻣﻞ ﻗﺪ أ ﺧﺎﻟﻒ ذﻟﻚ ﻓﻠﻪ أن ﻳﺤﺮﻣﻪ ﻣﻦ ذﻟﻚ ﺟﺮﻩ ﻋﻦ ﻣﺪة اﻹﺟﺎزة أو ﻳﺴﺘﺮد ﻣﺎ ﺳﺒﻖ أن أداﻩ إﻟﻴﻪ ﻣﻦ  اﻷﺟﺮ. اﻟﺒﺎب اﻟﺴﺎﺑﻊ اﻟﻌﻤﻞ ﻟﺒﻌﺾ اﻟﻮﻗﺖ اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ ﻋﺸﺮة ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻻ ﻳﻌﺪ اﻟﻌﺎﻣﻠﻮن ﻃﻮال اﻟﻮﻗﺖ اﻟﺬﻳﻦ ﻳﺘﺄﺛﺮون ﺑﺘﺨﻔﻴﺾ ﺟﻤﺎﻋﻲ وﻣﺆﻗﺖ ﻟﺴﺎﻋﺎت ﻋﻤﻠﻬﻢ  اﻟﻌﺎدﻳﺔ ﻷﺳﺒﺎب اﻗﺘﺼﺎدﻳﺔ أو ﺗﻘﻨﻴﺔ أو هﻴﻜﻠﻴﺔ -  ﻋﺎﻣﻠﻴﻦ ﻟﺒﻌﺾاﻟﻮﻗﺖ.  اﻟﻤﺎدة اﻟﻤﺎﺋﺔ اﻟﻌﺸﺮون ﺑﻌﺪ  : ﻳﺼﺪر اﻟﻮزﻳﺮ اﻟﻘﻮاﻋﺪ واﻟﻀﻮاﺑﻂ اﻟﻼزﻣﺔ ﻟﺘﻨﻈﻴﻢ اﻟﻌﻤﻞ ﻟﺒﻌﺾ  اﻟﻮﻗﺖ، ﻳﺤﺪد ﻓﻴﻪ اﻻﻟﺘﺰاﻣﺎت اﻟﻤﺘﺮﺗﺒﺔ ﻋﻠﻰ آﻞ ﻣﻦ اﻟﻌﺎﻣﻞ وﺻﺎﺣﺐ اﻟﻌﻤﻞ. اﻟﺤﻤﺎﻳﺔ ، ﻟﺒﻌﺾ اﻟﻮﻗﺖ   ﺑﺎﺳﺘﺜﻨﺎء، وﻻ ﺗﺴﺮي أﺣﻜﺎم هﺬا اﻟﻨﻈﺎم إﻻ ﻓﻲ اﻟﺤﺪود اﻟﺘﻲ ﻳﻘﺮرهﺎ اﻟﻮزﻳﺮ اﻟﻤﻤﻨﻮﺣﺔ وإﺻﺎﺑﺎت ﻟﻠﻌﺎﻣﻠﻴﻦ ﻃﻮال اﻟﻮﻗﺖ اﻟﻤﻤﺎﺛﻠﻴﻦ، ﻣﻦ ﺣﻴﺚ اﻟﺴﻼﻣﺔ واﻟﺼﺤﺔ اﻟﻤﻬﻨﻴﺔ  اﻟﻌﻤﻞ.  اﻟﺒﺎب اﻟﺜﺎﻣﻦ اﻟﻮﻗﺎﻳﺔ ﻣﻦ ﻣﺨﺎﻃﺮ اﻟﻌﻤﻞ واﻟﻮﻗﺎﻳﺔ ﻣﻦ اﻟﺤﻮادث اﻟﺼﻨﺎﻋﻴﺔ اﻟﻜﺒﺮى وإﺻﺎﺑﺎت اﻟﻌﻤﻞ واﻟﺨﺪﻣﺎت اﻟﺼﺤﻴﺔ واﻻﺟﺘﻤﺎﻋﻴﺔ اﻟﻔﺼﻞ اﻷول : اﻟﻮﻗﺎﻳﺔ ﻣﻦ ﻣﺨﺎﻃﺮ اﻟﻌﻤﻞ اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﻌﺸﺮون ﺑﻌﺪاﻟﻤﺎﺋﺔ  :  ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺣﻔﻆ اﻟﻤﻨﺸﺄة ﻓﻲ ﺣﺎﻟﺔ ﺻﺤﻴﺔ وﻧﻈﻴﻔﺔ، وإﻧﺎرﺗﻬﺎ وﺗﺄﻣﻴﻦ اﻟﻤﻴﺎﻩ  اﻟﺼﺎﻟﺤﺔ ﻟﻠﺸﺮب واﻻﻏﺘﺴﺎل، وﻏﻴﺮ ذﻟﻚ ﻣﻦ ﻗﻮاﻋﺪ اﻟﺤﻤﺎﻳﺔ واﻟﺴﻼﻣﺔ واﻟﺼﺤﺔ اﻟﻤﻬﻨﻴﺔ ﻣﻨﻪ وإﺟﺮاءاﺗﻬﺎ وﻣﺴﺘﻮﻳﺎﺗﻬﺎ وﻓﻘًﺎ ﻟﻤﺎ ﻳﺤﺪدﻩ اﻟﻮزﻳﺮ ﺑﻘﺮار .  اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ اﻟﻤﺎﺋﺔ واﻟﻌﺸﺮون ﺑﻌﺪ  :  ﻋﻠﻰ ﻟﺤﻤﺎﻳﺔ آﻞ ﺻﺎﺣﺐ ﻋﻤﻞ أن ﻳﺘﺨﺬ اﻻﺣﺘﻴﺎﻃﺎت اﻟﻼزﻣﺔ    واﻵﻻت، اﻟﻌﻤﺎل ﻣﻦ اﻷﺧﻄﺎر، واﻷﻣﺮاض اﻟﻨﺎﺟﻤﺔ ﻋﻦ اﻟﻌﻤﻞ   ووﻗﺎﻳﺔ اﻟﻌﻤﻞ ، اﻟﻤﺴﺘﻌﻤﻠﺔ وﺳﻼﻣﺘﻪ .اﻟﻌﻤﻞ وﻋﻠﻴﻪ أن ﻳﻌﻠﻦ ﻓﻲ ﻣﻜﺎن ﻇﺎهﺮ ﻓﻲ اﻟﻤﻨﺸﺄة اﻟﺘﻌﻠﻴﻤﺎت اﻟﺨﺎﺻﺔ ﺑﺴﻼﻣﺔ    وذﻟﻚ ﺑﺎﻟﻠﻐﺔ اﻟﻌﺮﺑﻴﺔ وﺑﺄي ﻟﻐﺔ أﺧﺮى ﻳﻔﻬﻤﻬﺎ ا ، واﻟﻌﻤﺎل ﻟﻌﻤﺎل ﻋﻨﺪ اﻻﻗﺘﻀﺎء .وﻻ  ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﺤّﻤﻞ اﻟﻌﻤﺎل أو ﻳﻘﺘﻄﻊ ﻣﻦ أﺟﻮرهﻢ أي ﻣﺒﻠﻎ ﻟﻘﺎء ﺗﻮﻓﻴﺮ هﺬﻩ اﻟﺤﻤﺎﻳﺔ .  اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻟﻌﺸﺮون ﺑﻌﺪ اﻟﻤﺎﺋﺔ : ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ إﺣﺎﻃﺔ اﻟﻤﻘﺮرة اﻟﻌﺎﻣﻞ ﻗﺒﻞ ﻣﺰاوﻟﺔ اﻟﻌﻤﻞ ﺑﻤﺨﺎﻃﺮ ﻣﻬﻨﺘﻪ، وإﻟﺰاﻣﻪ ﺑﺎﺳﺘﻌﻤﺎل وﺳﺎﺋﻞ اﻟﻮﻗﺎﻳﺔ  وﻋﻠﻴﻪ ﻟﻬﺎ،    .  وﺗﺪرﻳﺒﻬﻢ ﻋﻠﻰ اﺳﺘﺨﺪاﻣﻬﺎ ، أن ﻳﻮﻓﺮ أدوات اﻟﻮﻗﺎﻳﺔ اﻟﺸﺨﺼﻴﺔ اﻟﻤﻨﺎﺳﺒﺔ ﻟﻠﻌﻤﺎل اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ واﻟﻌﺸﺮون ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻋﻠﻰ اﻟﻌﺎﻣﻞ أن ﻳﺴﺘﻌﻤﻞ اﻟﺘﻌﻠﻴﻤﺎت    وأن ﻳﻨﻔﺬ ،  وأن ﻳﺤﺎﻓﻆ ﻋﻠﻴﻬﺎ ، اﻟﻮﺳﺎﺋﻞ اﻟﻮﻗﺎﺋﻴﺔ اﻟﻤﺨﺼﺼﺔ ﻟﻜﻞ ﻋﻤﻠﻴﺔ اﻟﻤﻮﺿﻮﻋﺔ ﻟﻠﻤﺤﺎﻓﻈﺔ ﻋﻠﻰ ﺻﺤﺘﻪ ووﻗﺎﻳﺘﻪ ﻣﻦ اﻹﺻﺎﺑﺎت و اﻷﻣﺮاض .ﻋﻦ وﻋﻠﻴﻪ أن ﻳﻤﺘﻨﻊ   ارﺗﻜﺎب أي ﻓﻌﻞ أو ﺗﻘﺼﻴﺮ ﻳﺘﺴﺒﺐ ﻋﻨﻪ ﻋﺪم   أو إﺳﺎءة اﺳﺘﻌﻤﺎل اﻟﻮﺳﺎﺋﻞ ، ﺗﻨﻔﻴﺬ اﻟﺘﻌﻠﻴﻤﺎت اﻟﻤﻌﺪة ﻟﺤﻤﺎﻳﺔ ﻣﻘﺮ اﻟﻌﻤﻞ وﺻﺤﺔ اﻟﻌﻤﺎل اﻟﻤﺸﺘﻐﻠﻴﻦ ﻣﻌﻪ وﺳﻼﻣﺘﻬﻢ أو ﺗﻌﻄﻴﻠﻬﺎ .  اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻟﻌﺸﺮون ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﺘﺨﺬ اﻻﺣﺘﻴﺎﻃﺎت اﻟﻼ ﺗﺄﻣﻴﻦ   ﺑﻤﺎ ﻓﻲ ذﻟﻚ ،  وﺗﻬﻴﺌﺔ اﻟﻮﺳﺎﺋﻞ اﻟﻔﻨﻴﺔ ﻟﻤﻜﺎﻓﺤﺘﻪ ، زﻣﺔ ﻟﻠﻮﻗﺎﻳﺔ ﻣﻦ اﻟﺤﺮﻳﻖ   وأن ﻳﻌﻠﻖ ﻓﻲ ﻣﻜﺎن ﻇﺎهﺮ ﻣﻦ أﻣﺎآﻦ ،  وﺟﻌﻠﻬﺎ ﺻﺎﻟﺤﺔ ﻟﻼﺳﺘﻌﻤﺎل ﻓﻲ أي وﻗﺖ ، ﻣﻨﺎﻓﺬ ﻟﻠﻨﺠﺎة اﻟﻌﻤﻞ ﺗﻌﻠﻴﻤﺎت ﻣﻔﺼﻠﺔ ﺑﺸﺄن وﺳﺎﺋﻞ ﻣﻨﻊ اﻟﺤﺮﻳﻖ. اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻟﻌﺸﺮون ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ، ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻣﺴﺆول ﻋﻦ اﻟﻄﻮارئ واﻟﺤﻮادث اﻟﺘﻲ ﻳﺼﺎب ﺑﻬﺎ أﺷﺨﺎص ﺁﺧﺮون ﻏﻴﺮ ﻋﻤﺎﻟﻪ   ﻣﻤﻦ ﻳﺪﺧﻠﻮن أﻣﺎآﻦ اﻟﻌﻤﻞ   إذا آﺎﻧﺖ ، ﺑﺤﻜﻢ اﻟﻮﻇﻴﻔﺔ، أو ﺑﻤﻮاﻓﻘﺔ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أو وآﻼﺋﻪ ﺑﺴﺒﺐ إهﻤﺎل اﺗﺨﺎذ اﻻﺣﺘﻴﺎﻃﺎت اﻟﻔﻨﻴﺔ اﻟﺘﻲ ﻳﺘﻄﻠﺒﻬﺎ ﻧﻮع
ﻋﻤﻠﻪ  .ﻋﻤﺎ وﻋﻠﻴﻪ أن ﻳﻌﻮﺿﻬﻢ  اﻟﻌﺎﻣﺔ ﻳﺼﻴﺒﻬﻢ ﻣﻦ ﻋﻄﻞ وﺿﺮر ﺣﺴﺐ اﻷﻧﻈﻤﺔ  .  اﻟﻔﺼﻞ اﻟﺜﺎﻧﻲ : اﻟﻮﻗﺎﻳﺔ ﻣﻦ اﻟﺤﻮادث اﻟﻜﺒﺮى اﻟﺼﻨﺎﻋﻴﺔ  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻟﻌﺸﺮون ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﺗﻄﺒﻖ أﺣﻜﺎم هﺬا اﻟﻔﺼﻞ اﻟﻜﺒﺮى ﻋﻠﻰ اﻟﻤﻨﺸﺂت ذات اﻟﻤﺨﺎﻃﺮ  .  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻟﻌﺸﺮون ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  1-  ﺗﻌﻨﻲ ﻋﺒﺎرة)اﻟﻜﺒﺮى اﻟﻤﻨﺸﺄة ذات اﻟﻤﺨﺎﻃﺮ  : (أو اﻟﻤﻨﺸﺄة اﻟﺘﻲ ﺗﻘﻮم ﺑﺸﻜﻞ داﺋﻢ ﻣﺆﻗﺖ   ﺑﺈﻧﺘﺎج ﻣﺎدة أو أآﺜﺮ ﻣﻦ اﻟﻤﻮاد اﻟﺨﻄﺮة أو ﻓﺌﺎت ﻣﻦ هﺬﻩ اﻟﻤﻮاد أو ﺗﺠﻬﻴﺰهﺎ أو  اﺳﺘﺒﻌﺎدهﺎ أو ﻣﻨﺎوﻟﺘﻬﺎ أو اﺳﺘﺨﺪاﻣﻬﺎ أو ﺗﺨﺰﻳﻨﻬﺎ ﺑﻜﻤﻴﺎت ﺗﺘﺠﺎوز اﻟﻤﻌﺎﻳﻴﺮ اﻟﻤﺴﻤﻮح ﺑﻬﺎ اﻟﻜﺒﺮى  .   واﻟﺘﻲ ﻳﺆدي ﺗﺠﺎوزهﺎ إﻟﻰ إدراج اﻟﻤﻨﺸﺄة ﻓﻲ ﻋﺪاد ﻣﻨﺸﺂت اﻟﻤﺨﺎﻃﺮ ، 2-  ﺗﻌﻨﻲ ﻋﺒﺎرة)ﺧﻄﺮة ﻣﺎدة ( : ﺧﻮاﺻﻪ أي ﻣﺎدة أو ﻣﺰﻳﺞ ﻣﻦ اﻟﻤﻮاد ﻳﺸﻜﻞ ﺧﻄﻮرة ﺑﺤﻜﻢ   اﻟﻜﻴﻤﺎوﻳﺔ أو اﻟﻔﻴﺰﻳﺎﺋﻴﺔ أو اﻟﺴﻤﻴﺔ إﻣﺎ وﺣﺪﻩ أو ﻓﻲ ﺗﺮآﻴﺐ ﻣﻊ ﻏﻴﺮﻩ.    ﺗﻌﻨﻲ3- ﻋﺒﺎرة)آﺒﻴﺮ ﺣﺎدث  :(ﻣﺜﻞ أي ﺣﺎدث ﻓﺠﺎﺋﻲ  :ﻓﻲ    أو اﻻﻧﻔﺠﺎر ،  أو اﻟﺤﺮﻳﻖ ، اﻟﺘﺴﺮب اﻟﻜﺒﻴﺮ ﻣﺠﺮى ﻧﺸﺎط داﺧﻞ وﻳﺘﻀﻤﻦ ﻣﺎدة ﺧ ﺧﻄﺮ ، ﻣﻨﺸﺄة ذات ﻣﺨﺎﻃﺮ آﺒﺮى    وﻳﺆدي إﻟﻰ ، ﻄﺮة أو أآﺜﺮ أآﺒﺮ ﻋﻠﻰ اﻟﻌﻤﺎل أو اﻟﺠﻤﻬﻮر أو اﻟﺒﻴﺌﺔ ﻋﺎﺟًﻼ أو ﺁﺟًﻼ.  اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ اﻟﻤﺎﺋﺔ واﻟﻌﺸﺮون ﺑﻌﺪ  :  ﺗﻀﻊ اﻟﻮزارة ﺿﻮاﺑﻂ ﻟﺘﺤﺪﻳﺪ )اﻟﻜﺒﺮى اﻟﻤﻨﺸﺂت ذات اﻟﻤﺨﺎﻃﺮ )   أو ﻓﺌﺎت هﺬﻩ اﻟﻤﻮاد أو ، اﺳﺘﻨﺎدًا إﻟﻰ ﻗﺎﺋﻤﺔ اﻟﻤﻮاد اﻟﺨﻄﺮة آﻠﺘﻴﻬﻤﺎ .  اﻟﻤﺎدة اﻟﺜﻼﺛ اﻟﻤﺎﺋﺔ ﻮن ﺑﻌﺪ  :  ﻋﻠﻰ أﺻﺤﺎب اﻟﻌﻤﻞ ﺑﺎﻟﺘﻨﺴﻴﻖ ﻣﻊ اﻟﻮزارة ﺗﺤﺪﻳﺪ وﺿﻊ ﻣﻨﺸﺂﺗﻬﻢ  ﻋﻠﻰ أﺳﺎس اﻟﻀﻮاﺑﻂ اﻟﻤﺸﺎر إﻟﻴﻬﺎ ﻓﻲ اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﻌﺸﺮﻳﻦ ﺑﻌﺪ اﻟﻤﺎﺋﺔ ﻣﻦ هﺬا اﻟﻨﻈﺎم .  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻳﺼﺪر اﻟﻮزﻳﺮ اﻟﻠﻮاﺋﺢ ﻋﻠ واﻟﻘﺮارات اﻟﺘﻲ ﺗﺘﻀﻤﻦ اﻟﺘﺮﺗﻴﺒﺎت اﻟﻼزﻣﺔ اﻟﻤﺨﺎﻃﺮ ﻰ ﻣﺴﺘﻮى اﻟﻤﻨﺸﺄة ﻟﻠﻮﻗﺎﻳﺔ ﻣﻦ   ، اﻟﻜﺒﺮى   وآﺬﻟﻚ اﻟﺘﺮﺗﻴﺒﺎت اﻟﻤﺘﺨﺬة ﻟﺤﻤﺎﻳﺔ ، وواﺟﺒﺎت أﺻﺤﺎب اﻟﻌﻤﻞ ﻓﻲ هﺬا اﻟﺨﺼﻮص اﻟﺠﻤﻬﻮر واﻟﺒﻴﺌﺔ ﺧﺎرج ﻣﻮﻗﻊ آﻞ ﻣﻨﺸﺄة  ،  وﺣﻘﻮق اﻟﻌﻤﺎل وواﺟﺒﺎﺗﻬﻢ ، ذات ﻣﺨﺎﻃﺮ آﺒﺮى وﻏﻴﺮ ذﻟﻚ ﻣﻦ اﻟﺘﺪاﺑﻴﺮ اﻟﻼزﻣﺔ ﻟﻤﻨﻊ اﻟﺤﻮادث اﻟﻜﺒﺮى واﻟﺘﻘﻠﻴﻞ ﻣﻦ ﻣﺨﺎﻃﺮ و واﻟﺤﺪ ﻗﻮﻋﻬﺎ  ﺁﺛﺎرهﺎ ﻣﻦ .  اﻟﻔﺼﻞ اﻟﺜﺎﻟﺚ : إﺻﺎﺑﺎت اﻟﻌﻤﻞ اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ : ﻻ ﺗﺴﺮي أﺣﻜﺎم هﺬا اﻟﻔﺼﻞ ﻋﻠﻰ اﻟﻤﻨﺸﺂت اﻟﺘﻲ ﺗﺨﻀﻊ ﻟﻔﺮع اﻷﺧﻄﺎر اﻟﻤﻬﻨﻴﺔ اﻻﺟﺘﻤﺎﻋﻴﺔ ﻣﻦ ﻧﻈﺎم اﻟﺘﺄﻣﻴﻨﺎت  .  اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ، إذا أﺻﻴﺐ اﻟﻌﺎﻣﻞ ﺑﺈﺻﺎﺑﺔ ﻋﻤﻞ وﻳﺘﺤﻤﻞ   ،  ﻓﺈن ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻳﻠﺘﺰم ﺑﻌﻼﺟﻪ ،  أو ﺑﻤﺮض ﻣﻬﻨﻲ ﺟﻤﻴﻊ اﻟﻨﻔﻘﺎت اﻟﻼزﻣﺔ ﻟﺬﻟﻚ   ﺑﻤﺎ ﻓﻴﻬﺎ اﻹﻗﺎﻣﺔ ﻓﻲ ،  ﺑﻄﺮﻳﻘﺔ ﻣﺒﺎﺷﺮة أو ﻏﻴﺮ ﻣﺒﺎﺷﺮة ، واﻷﺟﻬﺰة،  واﻷﺷﻌﺔ،  واﻟﻔﺤﻮص واﻟﺘﺤﺎﻟﻴﻞ اﻟﻄﺒﻴﺔ ، اﻟﻤﺴﺘﺸﻔﻰ وﻧﻔﻘﺎت اﻟﻌﻼج ، اﻟﺘﻌﻮﻳﻀﻴﺔ اﻻﻧﺘﻘﺎل إﻟﻰ أﻣﺎآﻦ .  اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ واﻟﺜﻼ اﻟﻤﺎﺋﺔ ﺛﻮن ﺑﻌﺪ  : ﺗﻌﺪ اﻻﺟﺘﻤﺎﻋﻴﺔ اﻹﺻﺎﺑﺔ إﺻﺎﺑﺔ ﻋﻤﻞ وﻓﻖ ﻣﺎ هﻮ ﻣﻨﺼﻮص ﻋﻠﻴﻪ ﻓﻲ ﻧﻈﺎم اﻟﺘﺄﻣﻴﻨﺎت  .وﺗﻌﺪ  اﻷﻣﺮاض اﻟﻤﻬﻨﻴﺔ ﻓﻲ ﺣﻜﻢ إﺻﺎﺑﺎت اﻟﻌﻤﻞ، آﻤﺎ ﻳﻌﺪ ﺗﺎرﻳﺦ أول ﻣﺸﺎهﺪة ﻃﺒﻴﺔ ﻟﻠﻤﺮض ﻓﻲ ﺣﻜﻢ اﻹﺻﺎﺑﺔ ﺗﺎرﻳﺦ  . اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﺗﻌﺪ ﻓﻲ ﺣﻜﻢ اﻹﺻﺎﺑﺔ اﻻ ﺣﺎﻟﺔ ﻣﺎ    وﻳﺴﺮي ﻋﻠﻴﻬﺎ ﺑﺎﻟﻨﺴﺒﺔ ﻟﻠﻤﻌﻮﻧﺔ واﻟﻌﻼج ، ﻧﺘﻜﺎس أو أي ﻣﻀﺎﻋﻔﺔ ﺗﻨﺸﺄ ﻋﻨﻬﺎ ﻳﺴﺮي ﻋﻠﻰ اﻹﺻﺎﺑﺔ اﻷﺻﻠﻴﺔ .  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﺗﺤﺪد اﻟﺘﺄﻣﻴﻨﺎت اﻷﻣﺮاض اﻟﻤﻬﻨﻴﺔ وﻓﻖ ﺟﺪول اﻷﻣﺮاض اﻟﻤﻬﻨﻴﺔ اﻟﻤﻨﺼﻮص ﻋﻠﻴﻪ ﻓﻲ ﻧﻈﺎم   اﻻﺟﺘﻤﺎﻋﻴﺔ وﺗﺤﺪد درﺟﺎت اﻟﻌﺠﺰ اﻟﺪاﺋﻢ اﻟﻜﻠﻲ اﻟﻌﺠﺰ أو اﻟﺠﺰﺋﻲ وﻓﻖ ﺟﺪول دﻟﻴﻞ ﻧﺴﺐ  اﻟﻤﺬآﻮر اﻟﻤﻨﺼﻮص ﻋﻠﻴﻪ ﻓﻲ اﻟﻨﻈﺎم  .  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻟﻠﻤﺼﺎب ﻓﻲ ﺣﺎﻟﺔ ﻋﺠﺰﻩ اﻟﻤﺆﻗﺖ ﻋﻦ اﻟﻌﻤﻞ اﻟﻨﺎﺟﻢ ﻋﻦ إﺻﺎﺑﺔ ﻋﻤﻞ اﻟﺤﻖ ﻓﻲ ﻣﻌﻮﻧﺔ ﻣﺎﻟﻴﺔ  ﺗﻌﺎدل أﺟﺮﻩ آﺎﻣًﻼ ﻟﻤﺪة ﺛﻼﺛﻴﻦ %اﻟﺘ 75 ﻳﻮﻣًﺎ ﺛﻢ ﻳﺴﺘﺤﻖ ﻣﻦ أﺟﺮﻩ ﻃﻮال اﻟﻔﺘﺮة ﻲ  ﻳﺴﺘﻐﺮﻗﻬﺎ ﻋﻼﺟﻪ . ﻓﺈذا ﺑﻠﻐﺖ اﻟﺴﻨﺔ أو ﺗﻘﺮر ﻃﺒﻴًﺎ ﻋﺪم اﺣﺘﻤﺎل ﺷﻔﺎﺋﻪ وﺣﺎﻟﺘﻪ اﻟﺼﺤﻴﺔ ﻻ   ﻳﻨﻬﻲ اﻟﻌﻘﺪ وﻳﻌﻮض ﻋﻦ اﻹﺻﺎﺑﺔ .ﻳﻜﻮن ، ﺗﻤﻜﻨﻪ ﻣﻦ اﻟﻌﻤﻞ ﻋﺪت اﻹﺻﺎﺑﺔ ﻋﺠﺰًا آﻠﻴًﺎ وﻻ   ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺣﻖ ﻓﻲ اﺳﺘﺮداد ﻣﺎ دﻓﻌﻪ إﻟﻰ اﻟﻤﺼﺎب ﺧﻼل ﺗﻠﻚ اﻟﺴﻨﺔ.  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ اﻟ واﻟﺜﻼﺛﻮن ﺑﻌﺪ ﻤﺎﺋﺔ :     أو أدت اﻹﺻﺎﺑﺔ إﻟﻰ ، إذا ﻧﺘﺞ ﻋﻦ اﻹﺻﺎﺑﺔ ﻋﺠﺰ داﺋﻢ آﻠﻲ وﻓﺎة اﻟﻤﺼﺎب ﻓﻠﻠﻤﺼﺎب أو اﻟﻤﺴﺘﺤﻘﻴﻦ ﻋﻨﻪ اﻟﺤﻖ ﻓﻲ ﺗﻌﻮﻳﺾ ﻳﻘﺪر ﺑﻤﺎ ﻳﻌﺎدل أﺟﺮﻩ ﻋﻦ ﻣﺪة رﻳﺎل ﺛﻼث ﺳﻨﻮات ﺑﺤﺪ أدﻧﻰ ﻗﺪرﻩ أرﺑﻌﺔ وﺧﻤﺴﻮن أﻟﻒ  .  أﻣﺎ إذا ﻧﺘﺞ ﻋﻦ اﻹﺻﺎﺑﺔ ﻋﺠﺰ ﻣﻌﺎ ﻓﺈن اﻟﻤﺼﺎب ﻳﺴﺘﺤﻖ ﺗﻌﻮﻳﻀًﺎ وﻓﻘًﺎ ، داﺋﻢ ﺟﺰﺋﻲ   ، دًﻻ ﻟﻨﺴﺒﺔ ذﻟﻚ اﻟﻌﺠﺰ اﻟﻤﻘﺪر ﻟﺠﺪول .  ﻣﻀﺮوﺑﺔ ﻓﻲ ﻗﻴﻤﺔ ﺗﻌﻮﻳﺾ اﻟﻌﺠﺰ اﻟﺪاﺋﻢ اﻟﻜﻠﻲ ، دﻟﻴﻞ ﻧﺴﺐ اﻟﻌﺠﺰ اﻟﻤﻌﺘﻤﺪ
اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻻ ﻳﻠﺰم ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﻤﺎ ورد ﻓﻲ واﻟﺜﺎﻣﻨﺔ اﻟﻤﻮاد اﻟﺜﺎﻟﺜﺔ واﻟﺜﻼﺛﻴﻦ ﺑﻌﺪ اﻟﻤﺎﺋﺔ واﻟﺴﺎﺑﻌﺔ واﻟﺜﻼﺛﻴﻦ ﺑﻌﺪ اﻟﻤﺎﺋﺔ  واﻟ ﺜﻼﺛﻴﻦ ﺑﻌﺪ اﻟﻤﺎﺋﺔ ﻣﻦ هﺬا اﻟﻨﻈﺎم إذا ﺛﺒﺖ أي ﻣﻤﺎ ﻳﺄﺗﻲ :  ﺗﻌﻤﺪ 1- أن اﻟﻌﺎﻣﻞ  ﻧﻔﺴﻪ إﺻﺎﺑﺔ  .  اﻟﻌﺎﻣﻞ 2- أن اﻹﺻﺎﺑﺔ ﺣﺪﺛﺖ ﺑﺴﺒﺐ ﺳﻮء ﺳﻠﻮك ﻣﻘﺼﻮد ﻣﻦ ﺟﺎﻧﺐ .  اﻟﻤﻜﻠﻒ 3- أن اﻟﻌﺎﻣﻞ اﻣﺘﻨﻊ ﻋﻦ ﻋﺮض ﻧﻔﺴﻪ ﻋﻠﻰ ﻃﺒﻴﺐ، أو اﻣﺘﻨﻊ ﻋﻦ ﻗﺒﻮل ﻣﻌﺎﻟﺠﺔ اﻟﻄﺒﻴﺐ   ﺑﻌﻼﺟﻪ ﻣﻦ ﻗﺒﻞ ﺻﺎﺣﺐ اﻟﻌﻤﻞ دون ﺳﺒﺐ ﻣﺸﺮوع .  اﻟﻤﺎدة اﻷرﺑﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﺗﺤﺪد ﻣﺴﺆوﻟﻴﺔ أﺻﺤﺎب اﻟﻌﻤﻞ اﻟﺴﺎﺑﻘﻴﻦ اﻟﺬﻳﻦ اﺷﺘﻐﻞ ﻟﺪﻳﻬﻢ اﻟﻌﺎﻣﻞ اﻟﻤﺼﺎب ﺑﺎﻟﻤﺮض  اﻟﻤﻬﻨﻲ ﻋﻠﻰ ﺿﻮء اﻟﺘﻘﺮﻳﺮ اﻟﻄﺒﻲ   وﻳﻠﺰم هﺆﻻء ﺑﺎﻟﺘﻌﻮﻳﺾ اﻟﻤﻨﺼﻮص ﻋﻠﻴﻪ ، ﻟﻠﻄﺒﻴﺐ اﻟﻤﻌﺎﻟﺞ آﻞ، ﻓﻲ اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻟﺜﻼﺛﻴﻦ ﺑﻌﺪ اﻟﻤﺎﺋﺔ ﻣﻦ هﺬا اﻟﻨﻈﺎم ﺑﻨﺴﺒﺔ ا ﻗﻀﺎهﺎ ﻟﻤﺪة اﻟﺘﻲ  ﻋﻨﻬﺎ   ﺑﺸﺮط أن ﺗﻜﻮن اﻟﺼﻨﺎﻋﺎت أو اﻟﻤﻬﻦ اﻟﺘﻲ ﻳﻤﺎرﺳﻮﻧﻬﺎ ﻣﻤﺎ ﻳﻨﺸﺄ ، اﻟﻤﺼﺎب ﻓﻲ ﺧﺪﻣﺘﻪ اﻟﻤﺮض اﻟﺬي أﺻﻴﺐ ﺑﻪ اﻟﻌﺎﻣﻞ. اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻷرﺑﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﺗﺤﺪد اﻟﻌﻤﻞ ﺑﻘﺮار ﻣﻦ اﻟﻮزﻳﺮ إﺟﺮاءات اﻹﺑﻼغ ﻋﻦ إﺻﺎﺑﺎت .  اﻟﻔﺼﻞ اﻟﺮاﺑﻊ : اﻟﺨﺪﻣﺎت واﻻﺟﺘﻤﺎﻋﻴﺔ اﻟﺼﺤﻴﺔ  اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ واﻷرﺑﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻋﻠﻰ آﻞ ﺻﺎﺣﺐ ﻋﻤﻞ ﻳﻠﺰم    ﻣﻤﺎ،  ﻣﺰودة ﺑﺎﻷدوﻳﺔ وﻏﻴﺮهﺎ ، أن ﻳﻌﺪ ﺧﺰاﻧﺔ أو أآﺜﺮ ﻟﻺﺳﻌﺎﻓﺎت اﻟﻄﺒﻴﺔ ﻟﻺﺳﻌﺎﻓﺎت اﻟﻄﺒﻴﺔ اﻷوﻟﻴﺔ .  وﺗﺤﺪد اﻟﻼﺋﺤﺔ ﻣﺎ ﻳﺠﺐ أن ﺗﺤﺘﻮﻳﻪ هﺬﻩ اﻟﺨﺰاﻧﺔ ﻣﻦ وآﺬ  ،  وآﻤﻴﺎت اﻷدوﻳﺔ ، وﺳﺎﺋﻞ اﻹﺳﻌﺎﻓﺎت اﻷوﻟﻴﺔ وﻋﺪدهﺎ ﻟﻚ ﺗﻨﻈﻴﻢ وﺳﺎﺋﻞ ﺣﻔﻈﻬﺎ وﺷﺮوط وﻣﺴﺘﻮاﻩ ﻣﻦ ﻳﻘﻮم ﺑﻤﻬﻤﺔ اﻹﺳﻌﺎﻓﺎت  .  اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻷرﺑﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻋﻠﻰ آﻞ ﺻﺎﺣﺐ ﻋﻤﻞ أن ﻳﻌﻬﺪ إﻟﻰ ﻃﺒﻴﺐ أو أآﺜﺮ ﺑﻔﺤﺺ ﻋﻤﺎﻟﻪ اﻟﻤﻌﺮﺿﻴﻦ ﻻﺣﺘﻤﺎل اﻹﺻﺎﺑﺔ  ﺑﺄﺣﺪ اﻷﻣﺮاض اﻟﻤﻬﻨﻴﺔ اﻟﻤﺤﺪدة ﻓﻲ ﺟﺪاول اﻷﻣﺮاض اﻟﻤﻬﻨﻴﺔ -ﻧﻈﺎم اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ   اﻟﺘﺄﻣﻴﻨﺎت اﻻﺟﺘﻤﺎﻋﻴﺔ-  ﻓﺤﺼًﺎ ﺷﺎﻣًﻼ ﻣﺮة آﻞ ﺳﻨﺔ ﻋﻠﻰ وأن ﻳﺜﺒﺖ ﻧﺘﻴﺠﺔ ذﻟﻚ اﻟﻌﻤﺎل ، اﻷﻗﻞ .   وآﺬﻟﻚ ﻓﻲ ﻣﻠﻔﺎت أوﻟﺌﻚ ، اﻟﻔﺤﺺ ﻓﻲ ﺳﺠﻼﺗﻪ اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ واﻷرﺑﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﻮﻓﺮ ﻟﻌﻤﺎﻟﻪ اﻟﻌﻨﺎﻳﺔ اﻟﺼﺤﻴﺔ اﻟﻮﻗﺎﺋﻴﺔ واﻟﻌﻼﺟﻴﺔ ﻳﻘﺮرهﺎ ﻃﺒﻘًﺎ ﻟﻠﻤﺴﺘﻮﻳﺎت اﻟﺘﻲ   اﻟﻮزﻳﺮ، ﻣﻊ ﻣﺮاﻋﺎة ﻣﺎ ﻳﻮﻓﺮﻩ ﻧﻈﺎم اﻟﻀﻤﺎن اﻟﺼﺤﻲ اﻟﺘﻌﺎوﻧﻲ .  اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻷرﺑﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ : ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺑﻌﺪ ﻓﻴﻪ . ﻋﻠﻰ أن ﺗﻜﻮن ﻣﺴﺎهﻤﺔ اﻟﻌﻤﺎل  اﺧﺘﻴﺎرﻳﺔ ، ﻣﻮاﻓﻘﺔ اﻟﻮزﻳﺮ إﻧﺸﺎء ﺻﻨﺪوق ﻟﻠﺘﻮﻓﻴﺮ واﻻدﺧﺎر وﻳﺠﺐ إﻋﻼن اﻷﺣﻜﺎم اﻟﻤﻨﻈﻤﺔ ﻟﻜﻞ ﻣﺎ ﻳﺘﺼﻞ ﺑﻘﻮاﻋﺪ ﻋﻤﻞ هﺬا اﻟﺼﻨﺪوق.  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻷرﺑﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻳﻠﺰم ﺻﺎﺣﺐ اﻟﻌﻤﻞ وﻋﻠﻰ ﻧﻔﻘﺘﻪ ﺑﺎﻟﻨﺴﺒﺔ  ﻟﻤﻦ ﻳﺆدي ﻋﻤًﻼ ﻓﻲ اﻷﻣﺎآﻦ اﻟﺒﻌﻴﺪة ﻋﻦ اﻟﻌﻤﺮان ﺑﻜﻞ ﻣﺎ ﻳﺄﺗﻲ أو ﺑﻌﻀﻪ وﻓﻘًﺎ ﻟﻤﺎ ﻳﺤﺪدﻩ اﻟﻮزﻳﺮ :  اﻟﻀﺮورﻳﺔ 1- ،  ﺗﻮﻓﻴﺮ ﺣﻮاﻧﻴﺖ ﻟﺒﻴﻊ اﻟﻄﻌﺎم واﻟﻤﻼﺑﺲ وﻏﻴﺮ ذﻟﻚ ﻣﻦ اﻟﺤﺎﺟﺎت ﺑﺄﺳﻌﺎر ﻣﻌﺘﺪﻟﺔ   وذﻟﻚ ﻓﻲ ﻣﻨﺎﻃﻖ اﻟﻌﻤﻞ اﻟﺘﻲ ﻻ ﺗﺘﻮاﻓﺮ ﻓﻴﻬﺎ ﻋﺎدة ﺗﻠﻚ اﻟﺤﻮاﻧﻴﺖ .  اﻟﻌﻤﻞ 2- ﺗﻮﻓﻴﺮ وﺳﺎﺋﻞ ﺗﺮﻓﻴﻪ وﺗﺜﻘﻴﻒ ﻣﻨﺎﺳﺒﺔ وﻣﻼﻋﺐ رﻳﺎﺿﻴﺔ ﻣﻠﺤﻘﺔ ﺑﺄﻣﺎآﻦ .  أﺳﺮهﻢ 3- إﺟﺮاء ﻣﺎ ﻳﻠﺰم ﻣﻦ اﻟﺘﺮﺗﻴﺒﺎت اﻟﻄﺒﻴﺔ اﻟﻤﻨﺎﺳﺒﺔ ﻟﻠﻤﺤﺎﻓﻈﺔ ﻋﻠﻰ ﺻﺤﺔ اﻟﻌﻤﺎل وﻋﻼج   ﻋﻼﺟًﺎ ﺷﺎﻣًﻼ) . وﻳﻘﺼﺪ ﺑﺎﻷﺳﺮة :واﻷ اﻟﺰوج ﻣﻌﻪ وﻻد واﻷم واﻷب اﻟﻤﻘﻴﻤﻮن ).  آﺎﻓﻴﺔ 4- ﺗﻮﻓﻴﺮ ﻣﺪارس ﻟﺘﻌﻠﻴﻢ أوﻻد اﻟﻌﻤﺎل إذا ﻟﻢ ﻳﺘﻮاﻓﺮ ﻓﻲ اﻟﻤﻨﻄﻘﺔ ﻣﺪارس  .  اﻟﻌﻤﻞ 5- إﻋﺪاد ﻣﺴﺎﺟﺪ أو ﻣﺼﻠﻴﺎت ﻓﻲ أﻣﺎآﻦ  .  اﻟﻌﻤﺎل 6- إﻋﺪاد ﺑﺮاﻣﺞ ﻟﻤﺤﻮ اﻷﻣﻴﺔ ﺑﻴﻦ  .  وﺗﺤﺪد اﻟﻼﺋﺤﺔ اﻷﻣﺎآﻦ اﻟﺒﻌﻴﺪة ﻋﻦ اﻟﻌﻤﺮان.  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻷرﺑ ﺑﻌﺪ ﻌﻮن  اﻟﻤﺎﺋﺔ:  ﻳﻠﺰم ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺬي ﻳﺆدي ﻋﻤًﻼ ﻓﻲ اﻷﻣﺎآﻦ اﻟﺒﻌﻴﺪة ﻋﻦ اﻟﻌﻤﺮان، وﻓﻲ  اﻟﻤﻨﺎﺟﻢ واﻟﻤﺤﺎﺟﺮ وﻣﺮاآﺰ اﻟﺘﻨﻘﻴﺐ ﻋﻦ اﻟﻨﻔﻂ ﺑﺘﻮﻓﻴﺮ اﻟﻤﺴﺎآﻦ واﻟﻤﺨﻴﻤﺎت واﻟﻮﺟﺒﺎت ﻟﻠﻌﻤﺎل اﻟﻐﺬاﺋﻴﺔ .  وﻳﺤﺪد اﻟﻮزﻳﺮ ﺑﻘﺮار ﻣﻨﻪ ﺷﺮوط اﻟﻤﺴﺎآﻦ واﻟﻤﺨﻴﻤﺎت وﻣﻮاﺻﻔﺎﺗﻬﺎ ﺑﺎﻟﻤﺴﺎ وﻣﻘﺎﺑﻞ اﻻﻧﺘﻔﺎع   وآﺬﻟﻚ ﻋﺪد اﻟﻮﺟﺒﺎت ، آﻦ اﻟﻐﺬاﺋﻴﺔ وآﻤﻴﺎت اﻟﻄﻌﺎم وأﻧﻮاﻋﻪ ﻟﻠﻤﺤﺎﻓﻈﺔ   وﻏﻴﺮ ذﻟﻚ ﻣﻤﺎ ﻳﻠﺰم ، واﻟﺸﺮوط اﻟﻼزﻣﺔ ﻟﻬﺎ، وﻣﺎ ﻳﺘﺤﻤﻠﻪ اﻟﻌﺎﻣﻞ ﻣﻘﺎﺑﻞ اﻟﻮﺟﺒﺔ ﻋﻠﻰ ﺻﺤﺔ اﻟﻌﻤﺎل.  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻷرﺑﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻋﻠﻰ آﻞ ﺻﺎﺣﺐ ﻋﻤﻞ أن  ﻳﻮﻓﺮ ﻟﻌﻤﺎﻟﻪ وﺳﺎﺋﻞ اﻻﻧﺘﻘﺎل ﻣﻦ ﻣﺤﻞ إﻗﺎﻣﺘﻬﻢ، أو اﻟﻌﻤﻞ، ﻣﻦ ﻣﺮآﺰ ﺗﺠﻤﻊ ﻣﻌﻴﻦ إﻟﻰ أﻣﺎآﻦ  وإﻋﺎدﺗﻬﻢ ﻳﻮﻣﻴًﺎ إذا آﺎﻧﺖ هﺬﻩ اﻷﻣﺎآﻦ ﻻ ﺗﺼﻞ إﻟﻴﻬﺎ وﺳﺎﺋﻞ اﻟﻤﻮاﺻﻼت اﻟﻤﻨﺘﻈﻤﺔ ﻓﻲ اﻟﻌﻤﻞ ﻣﻮاﻋﻴﺪ ﺗﺘﻔﻖ ﻣﻊ ﻣﻮاﻋﻴﺪ . 
اﻟﺒﺎب اﻟﺘﺎﺳﻊ ﺗﺸﻐﻴﻞ اﻟﻨﺴﺎء اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ اﻟﻤﺎﺋﺔ واﻷرﺑﻌﻮن ﺑﻌﺪ  :  ﻣﻊ ﻣﺮاﻋﺎة ﻣﺎ ورد ﻓﻲ اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ ﻣﻦ هﺬا اﻟﻨﻈﺎم ﺗﻌﻤﻞ  اﻟﻤﺮأة ﻓﻲ آﻞ اﻟﻤﺠﺎﻻت اﻟﺘﻲ ﺗﺘﻔﻖ ﻣﻊ ﻃﺒﻴﻌﺘﻬﺎ، وﻳﺤﻈﺮ ﺗﺸﻐﻴﻠﻬﺎ ﻓﻲ اﻷﻋﻤﺎل اﻟﺨﻄﺮة أو أو اﻟﺼﻨﺎﻋﺎت اﻟﻀﺎرة، وﻳﺤﺪد اﻟﻮزﻳﺮ ﺑﻘﺮار ﻣﻨﻪ اﻟﻤﻬﻦ واﻷﻋﻤﺎل اﻟﺘﻲ ﺗﻌﺪ ﺿﺎرة ﺑﺎﻟﺼﺤﺔ   ﻣﻦ ﺷﺄﻧﻬﺎ أن ﺗﻌﺮض اﻟﻨﺴﺎء ﻷﺧﻄﺎر ﻣﺤﺪدة ﻣﻤﺎ ﻳﺠﺐ ﻣﻌﻪ ﺣﻈﺮ ﻋﻤﻠﻬﻦ ﻓﻴﻬﺎ أو ﺗﻘﻴﻴﺪﻩ ﺑﺸﺮوط ﺧﺎﺻﺔ.  اﻟﻤﺎدة اﻟﻤﺎﺋﺔ اﻟﺨﻤﺴﻮن ﺑﻌﺪ  :  ﻻ ﻳﺠﻮز ﺗﺸﻐﻴﻞ اﻟﻨﺴﺎء أﺛﻨﺎء ﻓﺘﺮة ﻣﻦ ﻣﻦ اﻟﻠﻴﻞ ﻻ ﺗﻘﻞ ﻋﻦ إﺣﺪى ﻋﺸﺮة ﺳﺎﻋﺔ ﻣﺘﺘﺎﻟﻴﺔ إﻻ ﻓﻲ اﻟﺤﺎﻻت اﻟﺘﻲ ﻳﺼﺪر ﺑﻬﺎ ﻗﺮار  اﻟﻮزﻳﺮ. اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﺨﻤﺴﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻟﻠﻤﺮأة اﻟﻌﺎﻣﻠﺔ اﻟﺤﻖ ﻓﻲ إﺟﺎزة ا وﺿﻊ ﻟﻤﺪة اﻷﺳﺎﺑﻴﻊ اﻷرﺑﻌﺔ اﻟﺴﺎﺑﻘﺔ ﻋﻠﻰ اﻟﺘﺎرﻳﺦ اﻟﺴﺘﺔ   واﻷﺳﺎﺑﻴﻊ، ﻟﻤﺤﺘﻤﻞ ﻟﻠﻮﺿﻊ   أو ﺑﻤﻮﺟﺐ ﺷﻬﺎدة ،  وﻳﺤﺪد اﻟﺘﺎرﻳﺦ اﻟﻤﺮﺟﺢ ﻟﻠﻮﺿﻊ ﺑﻮﺳﺎﻃﺔ ﻃﺒﻴﺐ اﻟﻤﻨﺸﺄة ، اﻟﻼﺣﻘﺔ ﻟﻪ ﻃﺒﻴﺔ ﻣﺼﺪﻗﺔ ﻣﻦ ﺟﻬﺔ ﺻﺤﻴﺔ . وﻳﺤﻈﺮ ﺗﺸﻐﻴﻞ اﻟﻤﺮأة ﺧﻼل اﻷﺳﺎﺑﻴﻊ اﻟﺴﺘﺔ اﻟﺘﺎﻟﻴﺔ ﻣﺒﺎﺷﺮة ﻟﻠﻮﺿﻊ.  اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ واﻟﺨﻤﺴﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﺪﻓﻊ إﻟﻰ إذا اﻟﻤﺮأة اﻟﻌﺎﻣﻠﺔ أﺛﻨﺎء اﻧﻘﻄﺎﻋﻬﺎ ﻋﻦ ﻋﻤﻠﻬﺎ ﻓﻲ إﺟﺎزة اﻟﻮﺿﻊ ﻣﺎ ﻳﻌﺎدل ﻧﺼﻒ أﺟﺮهﺎ،   آﺎن ﻟﻬﺎ ﺧﺪﻣﺔ ﺳﻨﺔ ﻓﺄآﺜﺮ ﻟﺪى ﺻﺎﺣﺐ اﻟﻌﻤﻞ، واﻷﺟﺮة آﺎﻣﻠﺔ إذا ﺑﻠﻐﺖ ﻣﺪة ﺧﺪﻣﺘﻬﺎ ﺛﻼث   وﻻ، ﺳﻨﻮات ﻓﺄآﺜﺮ ﻳﻮم ﺑﺪء اﻹﺟﺎزة ﺗﺪﻓﻊ إﻟﻴﻬﺎ اﻷﺟﺮة أﺛﻨﺎء إﺟﺎزﺗﻬﺎ اﻟﺴﻨﻮﻳﺔ اﺳ اﻟﻌﺎدﻳﺔ إذا آﺎﻧﺖ ﻗﺪ  ﺘﻔﺎدت ﻓﻲ اﻟﺴﻨﺔ ﻧﻔﺴﻬﺎ ﻣﻦ إﺟﺎزة وﺿﻊ ﺑﺄﺟﺮ آﺎﻣﻞ، وﻳﺪﻓﻊ إﻟﻴﻬﺎ إﺟﺎزة إذا آﺎﻧﺖ ﻗﺪ اﺳﺘﻔﺎدت ﻓﻲ اﻟﺴﻨﺔ ﻧﻔﺴﻬﺎ ﻣﻦ  أﺟﺮ ، ﻧﺼﻒ أﺟﺮهﺎ أﺛﻨﺎء اﻹﺟﺎزة اﻟﺴﻨﻮﻳﺔ وﺿﻊ ﺑﻨﺼﻒ   اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻟﺨﻤﺴﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺗﻮﻓﻴﺮ واﻟﻮﻻ اﻟﺮﻋﺎﻳﺔ اﻟﻄﺒﻴﺔ ﻟﻠﻤﺮأة اﻟﻌﺎﻣﻠﺔ أﺛﻨﺎء اﻟﺤﻤﻞ دة .  اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ واﻟﺨﻤﺴﻮن اﻟﻤﺎﺋﺔ ﺑﻌﺪ  :  ﻳﺤﻖ ﻟﻠﻤﺮأة اﻟﻌﺎﻣﻠﺔ ﻋﻨﺪﻣﺎ ﺗﻌﻮد إﻟﻰ ﻣﺰاوﻟﺔ ﻋﻤﻠﻬﺎ ﺑﻌﺪ إﺟﺎزة اﻟﻮﺿﻊ  أن ﺗﺄﺧﺬ ﺑﻘﺼﺪ إرﺿﺎع ﻣﻮﻟﻮدهﺎ ﻓﺘﺮة أو ﻓﺘﺮات ﻟﻼﺳﺘﺮاﺣﺔ ﻻ ﺗﺰﻳﺪ ﻓﻲ ﻣﺠﻤﻮﻋﻬﺎ ﻋﻠﻰ اﻟﺴﺎﻋﺔ   وذﻟﻚ ﻋﻼوة ﻋﻠﻰ ﻓﺘﺮات اﻟﺮاﺣﺔ اﻟﻤﻤﻨﻮﺣﺔ ﻟﺠﻤﻴﻊ اﻟﻌﻤﺎل ، ﻓﻲ اﻟﻴﻮم اﻟﻮاﺣﺪ وﺗﺤﺴﺐ هﺬﻩ اﻷﺟﺮ ، اﻟﻔﺘﺮة أو اﻟﻔﺘﺮات ﻣﻦ ﺳﺎﻋﺎت اﻟﻌﻤﻞ اﻟﻔﻌﻠﻴﺔ، وﻻ ﻳﺘﺮﺗﺐ ﻋﻠﻴﻬﺎ ﺗﺨﻔﻴﺾ .  اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻟﺨﻤﺴﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻻ ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﻓﺼﻞ اﻟﻌﺎﻣﻠﺔ أو اﻟﻮﺿﻊ إﻧﺬارهﺎ ﺑﺎﻟﻔﺼﻞ أﺛﻨﺎء ﺗﻤﺘﻌﻬﺎ ﺑﺈﺟﺎزة .  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻟﺨﻤﺴﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻻ ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤ اﻟﻮﺿﻊ ﻞ ﻓﺼﻞ اﻟﻌﺎﻣﻠﺔ أﺛﻨﺎء ﻓﺘﺮة ﻣﺮﺿﻬﺎ اﻟﻨﺎﺗﺞ ﻋﻦ اﻟﺤﻤﻞ أو    وﻳﺜﺒﺖ اﻟﻤﺮض ﺑﺸﻬﺎدة ﻃﺒﻴﺔ ،   ﻋﻠﻰ أﻻ ﺗﺘﺠﺎوز ﻣﺪة ﻏﻴﺎﺑﻬﺎ ﻣﺎﺋﺔ وﺛﻤﺎﻧﻴﻦ ﻳﻮﻣًﺎ ، ﻣﻌﺘﻤﺪة وﻻ ﻳﺠﻮز ﻓﺼﻠﻬﺎ ﺑﻐﻴﺮ ﺳﺒﺐ ﻣﺸﺮوع ﻣﻦ اﻷﺳﺒﺎب اﻟﻤﻨﺼﻮص ، ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا اﻟﻨﻈﺎم ﺧﻼل ا اﻟﻤﺎﺋﺔ واﻟﺜﻤﺎﻧﻴﻦ ﻳﻮﻣًﺎ اﻟﺴﺎﺑﻘﺔ ﻋﻠﻰ اﻟﺘﺎرﻳﺦ ﻟﻠﻮﻻدة ﻟﻤﺤﺘﻤﻞ  .  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ اﻟﻤﺎﺋﺔ واﻟﺨﻤﺴﻮن ﺑﻌﺪ  :  ﻳﺴﻘﻂ ﺣﻖ اﻟﻌﺎﻣﻠﺔ ﻓﻴﻤﺎ ﺗﺴﺘﺤﻘﻪ وﻓﻘًﺎ ﻷﺣﻜﺎم هﺬا اﻟﺒﺎب إذا  ، ﻋﻤﻠﺖ ﻟﺪى ﺻﺎﺣﺐ ﻋﻤﻞ ﺁﺧﺮ أﺛﻨﺎء ﻣﺪة إﺟﺎزﺗﻬﺎ اﻟﻤﺼﺮح ﺑﻬﺎ وﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ اﻷﺻﻠﻲ-هﺬﻩ ﻓﻲ   اﻟﺤﺎﻟﺔ-أداﻩ أو أن ﻳﺴﺘﺮد ﻣﺎ ﻟﻬﺎ ،  أن ﻳﺤﺮﻣﻬﺎ ﻣﻦ أﺟﺮهﺎ ﻋﻦ ﻣﺪة اﻹﺟﺎزة  .  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻟﺨﻤﺴﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ : ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻓﻲ ﺟﻤﻴﻊ اﻷﻣﺎآﻦ اﻟﺘﻲ  ﻳﻌﻤﻞ ﻓﻴﻬﺎ ﻧﺴﺎء وﻓﻲ ﺟﻤﻴﻊ اﻟﻤﻬﻦ أن ﻳﻮﻓﺮ ﻟﻬﻦ ﻣﻘﺎﻋﺪ ,ﻻﺳﺘﺮاﺣﺘﻬﻦ ﺗﺄﻣﻴﻨًﺎ  . اﻟﻤﺎدة اﻟﻤﺎﺋﺔ اﻟﺘﺎﺳﻌﺔ واﻟﺨﻤﺴﻮن ﺑﻌﺪ  : أن 1- ﻋﻠﻰ آﻞ ﺻﺎﺣﺐ ﻋﻤﻞ ﻳﺸﻐﻞ ﺧﻤﺴﻴﻦ ﻋﺎﻣﻠﺔ ﻓﺄآﺜﺮ  ﻳﺘ ﻳﻬﻴﺊ ﻣﻜﺎﻧًﺎ ﻣﻨﺎﺳﺒًﺎ  ﻮاﻓﺮ ﻓﻴﻪ اﻟﻌﺪد اﻟﻜﺎﻓﻲ ﻣﻦ اﻟﻤﺮﺑﻴﺎت، ﻟﺮﻋﺎﻳﺔ أﻃﻔﺎل اﻟﻌﺎﻣﻼت ﻓﺄآﺜﺮ اﻟﺬﻳﻦ ﺗﻘﻞ أﻋﻤﺎرهﻢ ﻋﻦ ﺳﺖ ﺳﻨﻮات، وذﻟﻚ إذا ﺑﻠﻎ ﻋﺪد اﻷﻃﻔﺎل ﻋﺸﺮة  .  ﻳﺠﻮز ﻳﻨﺸﺊ 2- ﻟﻠﻮزﻳﺮ أن ﻳﻠﺰم ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺬي ﻳﺴﺘﺨﺪم ﻣﺎﺋﺔ ﻋﺎﻣﻠﺔ ﻓﺄآﺜﺮ ﻓﻲ ﻣﺪﻳﻨﺔ واﺣﺪة أن   دارًا ﻟﻠﺤﻀﺎﻧﺔ ﺑﻨﻔﺴﻪ أو ﺑﺎﻟﻤﺸﺎرآﺔ ﻣﻊ أﺻﺤﺎب ﻋ ﻳﺘﻌﺎﻗﺪ    أو، ﻤﻞ ﺁﺧﺮﻳﻦ ﻓﻲ اﻟﻤﺪﻳﻨﺔ ﻧﻔﺴﻬﺎ ﻣﻊ دار ﻟﻠﺤﻀﺎﻧﺔ ﻗﺎﺋﻤﺔ ﻟﺮﻋﺎﻳﺔ أﻃﻔﺎل اﻟﻌﺎﻣﻼت اﻟﺬﻳﻦ ﺗﻘﻞ أﻋﻤﺎرهﻢ ﻋﻦ ﺳﺖ ﺳﻨﻮات وذﻟﻚ هﺬﻩ أﺛﻨﺎء ﻓﺘﺮات اﻟﻌﻤﻞ، وﻓﻲ هﺬﻩ اﻟﺤﺎﻟﺔ ﻳﺤﺪد اﻟﻮزﻳﺮ اﻟﺸﺮوط واﻷوﺿﺎع اﻟﺘﻲ ﺗﻨﻈﻢ   آﻤﺎ ﻳﻘﺮر ﻧﺴﺒﺔ اﻟﺘﻜﺎﻟﻴﻒ اﻟﺘﻲ ﺗﻔﺮض ﻋﻠﻰ اﻟﻌﺎﻣﻼت اﻟﻤﺴﺘﻔﻴﺪات اﻟﺨﺪﻣﺔ ، اﻟﺪار ﻣﻦ هﺬﻩ  .  اﻟﻤﺎدة اﻟﺴﺘﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻟﻠﻤﺮأة اﻟﻌﺎﻣﻠﺔ اﻟﺘﻲ ﻳﺘﻮﻓﻰ زوﺟﻬﺎ اﻟﺤﻖ ﻓﻲ إﺟﺎزة اﻟﻮﻓﺎة ﺑﺄﺟﺮ آﺎﻣﻞ ﻣﺪة ﻻ ﺗﻘﻞ ﻋﻦ ﺧﻤﺴﺔ ﻋﺸﺮ ﻳﻮﻣًﺎ ﻣﻦ ﺗﺎرﻳﺦ  .  اﻟﺒﺎب اﻟﻌﺎﺷﺮ ﺗﺸﻐﻴﻞ اﻷﺣﺪاث اﻟﻤﺎدﻳﺔ اﻟﺤﺎدﻳﺔ واﻟﺴﺘﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻻ ﻳﺠﻮز أ ﺗﺸﻐﻴﻞ اﻷﺣﺪاث ﻓﻲ اﻷﻋﻤﺎل اﻟﺨﻄﺮة اﻟﺘﻲ    أو ﻓﻲ اﻟﻤﻬﻦ واﻷﻋﻤﺎل ، و اﻟﺼﻨﺎﻋﺎت اﻟﻀﺎرة ﻳﺤﺘﻤﻞ أن ﺗﻌﺮض   ﺑﺴﺒﺐ ﻃﺒﻴﻌﺘﻬﺎ أو اﻟﻈﺮوف اﻟﺘﻲ ، ﺻﺤﺘﻬﻢ أو ﺳﻼﻣﺘﻬﻢ أو أﺧﻼﻗﻬﻢ ﻟﻠﺨﻄﺮ ﺗﺆدى ﻓﻴﻬﺎ . وﻳﺤﺪد اﻟﻮزﻳﺮ ﺑﻘﺮار ﻣﻨﻪ اﻷﻋﻤﺎل واﻟﺼﻨﺎﻋﺎت واﻟﻤﻬﻦ اﻟﻤﺸﺎر إﻟﻴﻬﺎ.  اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ واﻟﺴﺘﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  1-  ﻻ ﻳﺠﻮز ﺗﺸﻐﻴﻞ أي ﻳﺘﻢ ﺷﺨﺺ ﻟﻢ    وﻟﻠﻮزﻳﺮ أن ﻳﺮﻓﻊ ، اﻟﺨﺎﻣﺴﺔ ﻋﺸﺮة ﻣﻦ ﻋﻤﺮﻩ وﻻ ﻳﺴﻤﺢ ﻟﻪ ﺑﺪﺧﻮل أﻣﺎآﻦ اﻟﻌﻤﻞ هﺬﻩ اﻟﺴﻦ ﻓﻲ ﻣﻨﻪ ﺑﻌﺾ اﻟﺼﻨﺎﻋﺎت أو اﻟﻤﻨﺎﻃﻖ أو ﺑﺎﻟﻨﺴﺒﺔ ﻟﺒﻌﺾ ﻓﺌﺎت اﻷﺣﺪاث ﺑﻘﺮار  .  
  اﺳﺘﺜﻨﺎء2-  (اﻟﺬﻳﻦ 1) ﻣﻦ اﻟﻔﻘﺮة ﻣﻦ هﺬﻩ اﻟﻤﺎدة ﻳﺠﻮز ﻟﻠﻮزﻳﺮ أن ﻳﺴﻤﺢ ﺑﺘﺸﻐﻴﻞ أو ﻋﻤﻞ اﻷﺷﺨﺎص  أﻋﻤﺎ ﺗﺘﺮاوح  رهﻢ ﻣﺎ اﻵﺗﻲ 15 -13 ﺑﻴﻦ  :  ﻳﺮاﻋﻰ ﻓﻴﻬﺎ ،  ﺳﻨﺔ ﻓﻲ أﻋﻤﺎل ﺧﻔﻴﻔﺔ أﻻ ﻧﻤﻮهﻢ 2/1- ﻳﺤﺘﻤﻞ أن ﺗﻜﻮن ﺿﺎرة ﺑﺼﺤﺘﻬﻢ أو . اﻟﻤﺪرﺳﺔ 2/2- أﻻ ﺗﻌﻄﻞ ﻣﻮاﻇﺒﺘﻬﻢ ﻓﻲ    وﻻ ﺗﻀﻌﻒ ﻗﺪرﺗﻬﻢ ﻋﻠﻰ ، واﺷﺘﺮاآﻬﻢ ﻓﻲ ﺑﺮاﻣﺞ اﻟﺘﻮﺟﻴﻪ أو اﻟﺘﺪرﻳﺐ اﻟﻤﻬﻨﻲ اﻻﺳﺘﻔﺎدة ﻣﻦ ﻳﺘﻠﻘﻮﻧﻪ اﻟﺘﻌﻠﻴﻢ اﻟﺬي  . اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ و اﻟﻤﺎﺋﺔ اﻟﺴﺘﻮن ﺑﻌﺪ  :  ﻳﺤﻈﺮ ﺗﺸﻐﻴﻞ اﻟﺤﺎﻻت اﻷﺣﺪاث أﺛﻨﺎء ﻓﺘﺮة ﻣﻦ اﻟﻠﻴﻞ ﻻ ﺗﻘﻞ ﻋﻦ اﺛﻨﺘﻲ ﻋﺸﺮة ﺳﺎﻋﺔ ﻣﺘﺘﺎﻟﻴﺔ إﻻ ﻓﻲ   اﻟﺘﻲ ﻳﺤﺪدهﺎ اﻟﻮزﻳﺮ ﺑﻘﺮار ﻣﻨﻪ . اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ واﻟﺴﺘﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻻ ﺷﻬﻮر ﻳﺠﻮز ﺗﺸﻐﻴﻞ اﻷﺣﺪاث ﺗﺸﻐﻴًﻼ ﻓﻌﻠﻴﺎ أآﺜﺮ ﻣﻦ ﺳﺖ ﺳﺎﻋﺎت ﻓﻲ اﻟﻴﻮم اﻟﻮاﺣﺪ ﻟﺴﺎﺋﺮ    ﻋﺪا ﺷﻬﺮ رﻣﻀﺎن ، اﻟﺴﻨﺔ ﻓﻴﺠﺐ أﻻ ﺗﺰﻳﺪ ﺳﺎﻋﺎت اﻟﻌﻤﻞ اﻟﻔﻌﻠﻴﺔ ﻓﻴﻪ ﻋﻠﻰ أرﺑﻊ ﺳﺎﻋﺎت .    دون ﻓﺘﺮة أو ، وﺗﻨﻈﻢ ﺳﺎﻋﺎت اﻟﻌﻤﻞ ﺑﺤﻴﺚ ﻻ ﻳﻌﻤﻞ اﻟﺤﺪث أآﺜﺮ ﻣﻦ أرﺑﻊ ﺳﺎﻋﺎت ﻣﺘﺼﻠﺔ ﻻ، أآﺜﺮ ﻟﻠﺮاﺣﺔ واﻟﻄﻌﺎم واﻟﺼﻼة وﺑﺤﻴﺚ ﻻ ﻣ ، ﺗﻘﻞ ﻓﻲ اﻟﻤﺮة اﻟﻮاﺣﺪة ﻋﻦ ﻧﺼﻒ ﺳﺎﻋﺔ ﻳﺒﻘﻰ ﻓﻲ ﻣﻜﺎن اﻟﻌﻤﻞ أآﺜﺮ ﺳﺎﻋﺎت ﻦ ﺳﺒﻊ  . وﻻ ﻳﺠﻮز ﺗﺸﻐﻴﻞ اﻷﺣﺪاث ﻓﻲ أﻳﺎم اﻟﺮاﺣﺔ  اﻷﺳﺒﻮﻋﻴﺔ أو ﻓﻲ أﻳﺎم اﻷﻋﻴﺎد واﻟﻌﻄﻼت اﻟﺮﺳﻤﻴﺔ واﻹﺟﺎزة اﻟﺴﻨﻮﻳﺔ . وﻻ ﺗﺴﺮي ﻋﻠﻴﻬﻢ اﻟﻨﻈﺎم اﻻﺳﺘﺜﻨﺎءات اﻟﺘﻲ ﻧﺼﺖ ﻋﻠﻴﻬﺎ اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺔ ﻣﻦ هﺬا  .  اﻟﻤﺎدة اﻟﻤﺎﺋﺔ اﻟﺨﺎﻣﺴﺔ واﻟﺴﺘﻮن ﺑﻌﺪ  :  ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻗﺒ ﻣﻨﻪ ﻞ ﺗﺸﻐﻴﻞ اﻟﺤﺪث أن ﻳﺴﺘﻮﻓﻲ  اﻵﺗﻴﺔ اﻟﻤﺴﺘﻨﺪات  : ﺑﻤﻴﻼدﻩ 1- ﺑﻄﺎﻗﺔ اﻟﻬﻮﻳﺔ اﻟﻮﻃﻨﻴﺔ أو ﺷﻬﺎدة رﺳﻤﻴﺔ . ﺟﻬﺔ 2-  . وﻣﺼﺪق ﻋﻠﻴﻬﺎ ﻣﻦ  ﺻﺤﻴﺔ ،  ﺻﺎدرة ﻣﻦ ﻃﺒﻴﺐ ﻣﺨﺘﺺ ، ﺷﻬﺎدة ﺑﺎﻟﻠﻴﺎﻗﺔ اﻟﺼﺤﻴﺔ ﻟﻠﻌﻤﻞ اﻟﻤﻄﻠﻮب اﻟﺤﺪث 3- ﻣﻮاﻓﻘﺔ وﻟﻲ أﻣﺮ  . وﻳﺠﺐ ﺣﻔﻆ هﺬﻩ اﻟﻤﺴﺘﻨﺪات ﻓﻲ اﻟﻤﻠﻒ اﻟﺨﺎص ﺑﺎﻟﺤﺪث .  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻟﺴﺘﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ : ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﺒﻠﻎ ﻣﻜﺘﺐ   وأن ﻳﺤﺘﻔﻆ ﻓﻲ ، اﻟﻌﻤﻞ اﻟﻤﺨﺘﺺ ﻋﻦ آﻞ ﺣﺪث ﻳﺸﻐﻠﻪ ﺧﻼل اﻷﺳﺒﻮع اﻷول ﻣﻦ ﺗﺸﻐﻴﻠﻪ ﻣﻜﺎن أﻣﺮﻩ اﻟﻌﻤﻞ ﺑﺴﺠﻞ ﺧﺎص ﻟﻠﻌﻤﺎل اﻷﺣﺪاث ﻳﺒﻴﻦ ﻓﻴﻪ اﺳﻢ اﻟﺤﺪث وﻋﻤﺮﻩ واﻻﺳﻢ اﻟﻜﺎﻣﻞ ﻟﻮﻟﻲ   وﻣﺤﻞ إﻗﺎﻣﺘﻪ وﺗﺎرﻳﺦ ﺗﺸﻐﻴﻠﻪ .  اﻟﻤﺎدة اﻟﻤﺎﺋﺔ اﻟﺴﺎﺑﻌﺔ واﻟﺴﺘﻮن ﺑﻌﺪ  : ﻻ ﺗﺴﺮي ﻓﻲ اﻷﺣﻜﺎم اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا اﻟﺒﺎب ﻋﻠﻰ اﻟﻌﻤﻞ اﻟﺬي ﻳﺆدﻳﻪ اﻷﻃﻔﺎل واﻷﺣﺪاث   اﻟﻤﺪارس ﻷﻏﺮاض اﻟﺘﻌﻠﻴﻢ  ، اﻟﻌﺎم أو اﻟﻤﻬﻨﻲ أو اﻟﺘﻘﻨﻲ، وﻓﻲ ﻣﺆﺳﺴﺎت اﻟﺘﺪرﻳﺐ اﻷﺧﺮى وﻻ ﺗﺴﺮي ﻋﻠﻰ اﻟﻌﻤﻞ اﻟﺬي ﻳﺆدﻳﻪ ﻓﻲ اﻟﻤﻨﺸﺂت اﻷﺷﺨﺎص اﻟﺬﻳﻦ ﺑﻠﻐﻮا ﺳﻦ ﺳﻨﺔ أرﺑﻊ ﻋﺸﺮة  ﻳﺸﻜﻞ    وآﺎن اﻟﻌﻤﻞ ، ﻋﻠﻰ اﻷﻗﻞ إذا آﺎن هﺬا اﻟﻌﻤﻞ ﻳﻨﻔﺬ وﻓﻘًﺎ ﻟﺸﺮوط ﻳﻘﺮرهﺎ اﻟﻮزﻳﺮ ﺟﺰًءا أﺳﺎﺳﻴًﺎ ﻣﻦ اﻵﺗﻲ : ﻣﺴﺆوﻟﻴﺘﻬﺎ 1-  ﺗﻘﻊ  ﺗﺪرﻳﺐ ،  أو ﺗﺪرﻳﺒﻴﺔ ، دورة ﺗﻌﻠﻴﻤﻴﺔ اﻟﺮﺋﻴﺴﻴﺔ ﻋﻠﻰ ﻣﺪرﺳﺔ، أو ﻣﺆﺳﺴﺔ  . أو 2-   آﺎ ، ﺑﺮﻧﺎﻣﺞ ﺗﺪرﻳﺒﻲ ﻳﻨﻔﺬ ﻗﺴﻤﻪ اﻷآﺒﺮ آﻠﻪ ﻓﻲ ﻣﻨﺸﺄة إذا أﻗﺮﺗﻪ ﻧﺖ اﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ ﻗﺪ .  3- ، أو ﺗﻮﺟﻴﻬﻲ  اﻟﺘﺪرﻳﺐ ، ﺑﺮﻧﺎﻣﺞ إرﺷﺎدي .   أو ﻧﻮع ، ﻳﺮﻣﻲ إﻟﻰ ﺗﺴﻬﻴﻞ اﺧﺘﻴﺎر اﻟﻤﻬﻨﺔ اﻟﺒﺎب اﻟﺤﺎدي ﻋﺸﺮ ﻋﻘﺪ اﻟﻌﻤﻞ اﻟﺒﺤﺮي اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻟﺴﺘﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ : ﻳﻘﺼﺪ ﺑﺎﻷﻟﻔﺎظ واﻟﻌﺒﺎرات اﻵﺗﻴﺔ -  أﻳﻨﻤﺎ وردت ﻓﻲ هﺬا اﻟﺒﺎب-أﻣﺎﻣ اﻟﻤﻌﺎﻧﻲ اﻟﻤﺒﻴﻨﺔ ذﻟﻚ ﻬﺎ ﻣﺎ ﻟﻢ ﻳﻘﺘﺾ اﻟﺴﻴﺎق ﺧﻼف :-  اﻟﺴﻔﻴﻨﺔ  :ﺣﻤﻮﻟﺘﻬﺎ آﻞ ﻣﻨﺸﺄة ﻋﺎﺋﻤﺔ ﻣﺴﺠﻠﺔ ﻓﻲ اﻟﻤﻤﻠﻜﺔ اﻟﻌﺮﺑﻴﺔ اﻟﺴﻌﻮدﻳﺔ وﻻ ﺗﻘﻞ  ﻃﻦ ﻋﻦ ﺧﻤﺴﻤﺎﺋﺔ  .  ﻣﺠﻬﺰ اﻟﺴﻔﻴﻨﺔ  :ﻳﺠﺮي أو ﻣﻨﺸﺄة ﻋﺎﻣﺔ أو ﺧﺎﺻﺔ،  اﻟﺴﻔﻴﻨﺔ ، آﻞ ﺷﺨﺺ ﻃﺒﻴﻌﻲ ﻟﺤﺴﺎﺑﻪ ﺗﺠﻬﻴﺰ  .  اﻟﺮﺑﺎن  :وﻳﺘﺤﻤﻞ آﻞ ﺑﺤﺎر ﻣﺆهﻞ ﻟﻘﻴﺎدة اﻟﺴﻔﻴﻨﺔ  ﻣﺴﺆوﻟﻴﺘﻬﺎ.  اﻟﺒﺤﺎر  :ﺑﺤﺮي آﻞ ﺷﺨﺺ ﻳﻌﻤﻞ ﻋﻠﻰ ﻇﻬﺮ اﻟﺴﻔﻴﻨﺔ ﺑﻌﻘﺪ ﻋﻤﻞ .  ﻋﻘﺪ اﻟﻌﻤﻞ  اﻟﺒﺤﺮي :ﻣﻨﻬﻤﺎ آﻞ ﻋﻘﺪ ﺗﺸﻐﻴﻞ ﺑﺄﺟﺮ ﻳﺒﺮم ﺑﻴﻦ ﺻﺎﺣﺐ ﺳﻔﻴﻨﺔ أو ﻣﺠﻬﺰ ﺳﻔﻴﻨﺔ أو ﻣﻤﺜﻞ ﻋﻦ أي   وﺑﻴﻦ ﺑﺤﺎر ﻟﻠﻌﻤﻞ ﻋﻠﻰ ﻇﻬﺮهﺎ، وﺗﺴﺮي ﻋﻠﻰ هﺬا اﻟﻌﻘﺪ أﺣﻜﺎم هﺬا اﻟﻨﻈﺎم ﻓﻴﻤﺎ ﻻ ﻳﺘﻌﺎرض واﻟﻘﺮار ﻣﻊ أﺣﻜﺎم هﺬا اﻟﺒﺎب  ات اﻟﺘﻲ ﺗﺼﺪر ﺑﻤﻘﺘﻀﺎﻩ.  اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﺴﺘﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻳﺨﻀﻊ ﺟﻤﻴﻊ ﻣﻦ ﻳﻌﻤﻞ ﻋﻠﻰ ﻇﻬﺮ اﻟﺴﻔﻴﻨﺔ ﻟﺴﻠﻄﺔ رﺑﺎﻧﻬﺎ وأواﻣﺮﻩ .  اﻟﻤﺎدة اﻟﻤﺎﺋﺔ اﻟﺴﺒﻌﻮن ﺑﻌﺪ  :  ﻳﺠﺐ أن ﺗﺴﺠﻞ ﻓﻲ ﺳﺠﻼت اﻟﺴﻔﻴﻨﺔ أو أن ﺗﻠﺤﻖ ﺑﻬﺎ ﺟﻤﻴﻊ ﻋﻘﻮد   وأن ﺗﻜﻮن هﺬﻩ اﻟﻌﻘﻮد ، ﻋﻤﻞ اﻟﺒﺤﺎرة اﻟﻌﺎﻣﻠﻴﻦ ﻋﻠﻴﻬﺎ ﻣﺤﺮرة واﺿﺤﺔ ﺑﺼﻴﻐﺔ  .ﻳﻨﺺ وﻳﺠﺐ أن   ﻓﻲ اﻟﻌﻘﺪ ﻋﻠﻰ ﻣﺎ إذا آﺎن ﻣﻌﻘﻮدًا ﻟﻤﺪة ﻣﺤﺪدة أو ﻟﺴﻔﺮة، ﻓﺈذا آﺎن ﻣﻌﻘﻮدًا ﻟﻤﺪة ﻣﺤﺪدة ﺗﻨﺘﻬﻲ    وإذا آﺎن ﻟﺴﻔﺮة ﺣﺪدت اﻟﻤﺪﻳﻨﺔ أو اﻟﻤﺮﻓﺄ اﻟﺒﺤﺮي اﻟﺬي ، ﺣﺪدت اﻟﻤﺪة ﺑﺼﻮرة واﺿﺤﺔ وﻓﻲ، ﻋﻨﺪﻩ اﻟﺴﻔﺮة أي ﻣﺮﺣﻠﺔ ﻣﻦ ﻣﺮاﺣﻞ ﺗﻔﺮﻳﻎ اﻟﺴﻔﻴﻨﺔ أو ﺗﺤﻤﻴﻠﻬﺎ ﻓﻲ هﺬا ا ﻳﻨﺘﻬﻲ ﻟﻤﺮﻓﺄ  اﻟﻌﻘﺪ.  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﺴﺒﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  
ﻳﺠﺐ أن ﻳﻨﺺ ﻓﻲ ﻋﻘﺪ اﻟﻌﻤﻞ وﺟﻨﺴﻴﺘﻪ   واﺳﻢ اﻟﻤﺠﻬﺰ، واﺳﻢ اﻟﺒﺤﺎر وﻟﻘﺒﻪ وﺳﻨﻪ ، اﻟﺒﺤﺮي ﻋﻠﻰ ﺗﺎرﻳﺦ إﺑﺮاﻣﻪ وﻣﻜﺎﻧﻪ وآﻴﻔﻴﺔ أداﺋﻪ، واﻟﺸﻬﺎدة اﻟﺘﻲ ﺗﺘﻴﺢ ﻟﻪ اﻟﻌﻤﻞ ﻓﻲ واﻟ ،  وﻧﻮع اﻟﻌﻤﻞ اﻟﻤﻜﻠﻒ ﺑﻪ ، وﻣﻮﻃﻨﻪ اﻟﻤﻼﺣﺔ اﻟﺒﺤﺮﻳﺔ،  ﺘﺬآﺮة اﻟﺸﺨﺼﻴﺔ اﻟﺒﺤﺮﻳﺔ، وﻣﻘﺪار اﻷﺟﺮ، وﻣﺪة اﻟﻌﻘﺪ، أﻣﺎ إذا آﺎن  اﻟﻌﻘﺪ ﻟﺴﻔﺮة واﺣﺪة ﻓﻴﺠﺐ ﺗﺤﺪﻳﺪ اﻟﻤﺪﻳﻨﺔ أو اﻟﻤﺮﻓﺄ اﻟﺒﺤﺮي اﻟﺬي ﺗﻨﺘﻬﻲ وﻏﻴﺮ ، ﻋﻨﺪﻩ اﻟﺮﺣﻠﺔ وﻓﻲ أي ﻣﺮﺣﻠﺔ ﻣﻦ ﻣﺮاﺣﻞ ﺗﻔﺮﻳﻎ اﻟﺴﻔﻴﻨﺔ أو ﺗﺤﻤﻴﻠﻬﺎ ﻓﻲ هﺬا اﻟﻤﺮﻓﺄ ﻳﻨﺘﻬﻲ اﻟﻌﻤﻞ،   ذﻟﻚ ﻣﻦ ﺗﻔﺎﺻﻴﻞ اﻟﻌﻘﺪ.  وﻳﻜﻮن اﻟﻌﻘﺪ ﻣﻦ ﻟﻠﺮﺑﺎن ﺛﻼث ﻧﺴﺦ ﻧﺴﺨﺔ ﻟﻤﺠﻬﺰ اﻟﺴﻔﻴﻨﺔ وﻧﺴﺨﺔ  ﻟﻠﺒﺤﺎر ﻟﻼﺣﺘﻔﺎظ ﺑﻬﺎ ﻋﻠﻰ ﻇﻬﺮ اﻟﺴﻔﻴﻨﺔ وﻧﺴﺨﺔ .  اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ واﻟﺴﺒﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻳﺠﺐ أن ﺗﻌﻠﻦ ﻓﻲ اﻟﺴﻔﻴﻨﺔ وﻓﻲ اﻟﻘﺴﻢ اﻟﻤﺨﺼﺺ ﻟﻠﻌﺎﻣﻠﻴﻦ ﻓﻴﻬﺎ ﻗﻮاﻋﺪ اﻟﻌﻤﻞ   وﻳﺠﺐ أن ﺗﺘﻀﻤﻦ ، ﻋﻠﻰ ﻇﻬﺮهﺎ وﺷﺮوﻃﻪ اﻟﻘﻮاﻋﺪ واﻟﺸﺮوط ﻣﺎ ﻳﺄﺗﻲ :  اﻟﺘﺰاﻣﺎت ﻟﻠﺨﺪﻣﺔ، 1- اﻟﺒﺤﺎرة وواﺟﺒﺎﺗﻬﻢ وﻗﻮاﻋﺪ ﺗﻨﻈﻴﻢ اﻟﻌﻤﻞ ﻋﻠﻰ ﻇﻬﺮ اﻟﺴﻔﻴﻨﺔ واﻟﺠﺪاول اﻟﺰﻣﻨﻴﺔ   وﺳﺎﻋﺎت اﻟﻌﻤﻞ اﻟﻴﻮﻣﻴﺔ.  اﻷﺟﻮر 2-  ﻣﻦ ﺣﻴﺚ  اﻷﺟﺮ ، واﺟﺒﺎت ﻣﺠﻬﺰ اﻟﺴﻔﻴﻨﺔ ﺗﺠﺎﻩ اﻟﺒﺤﺎرة اﻟﺜﺎﺑﺘﺔ واﻟﻤﻜﺎﻓﺂت، وﻏﻴﺮ ذﻟﻚ ﻣﻦ أﻧﻮاع .  أو 3- آﻴﻔﻴﺔ ﺗﻌﻠﻴﻖ دﻓﻊ اﻷﺟﻮر    وآﻴﻔﻴﺔ دﻓﻊ اﻷﺟﻮر ، اﻟﺤﺴﻢ ﻣﻨﻬﺎ اﻟﺴﻠﻒ ﻋﻠﻰ .  4- ، ﻣﻜﺎن ﺗﺼﻔﻴﺔ اﻷﺟﻮر وزﻣﺎﻧﻬﺎ  اﻟﻨﻬﺎﺋﻲ وﺣﺴﺎﺑﻬﺎ . اﻟﺴﻔﻴﻨﺔ 5- ﻗﻮاﻋﺪ ﺗﻘﺪﻳﻢ اﻟﻐﺬاء واﻟﻤﺒﻴﺖ وأﺻﻮﻟﻬﺎ ﻋﻠﻰ ﻇﻬﺮ .  وإﺻﺎﺑﺎﺗﻬﻢ 6- ﻋﻼج أﻣﺮاض اﻟﺒﺤﺎرة  .  إﻟﻲ 7-   .  وﺷﺮوط ﺗﺮﺣﻴﻠﻬﻢ  ﺑﻠﺪهﻢ ، ﺳﻠﻮك اﻟﺒﺤﺎرة اﻷﺟﺮ 8- إﺟﺎزات اﻟﺒﺤﺎرة اﻟﺴﻨﻮﻳﺔ اﻟﻤﺪﻓﻮﻋﺔ  .  ﻣﻜﺎﻓﺄةﻧﻬﺎﻳﺔ 9-   اﻧﺘﻬﺎﺋﻪ  .   أو،  وﻏﻴﺮ ذﻟﻚ ﻣﻦ اﻟﺘﻌﻮﻳﻀﺎت اﻟﺘﻲ ﺳﺘﺪﻓﻊ ﺑﻤﻨﺎﺳﺒﺔ إﻧﻬﺎء ﻋﻘﺪ اﻟﻌﻤﻞ ، اﻟﺨﺪﻣﺔ اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻟﺴﺒﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻳﺸﺘﺮط ﻓﻴﻤﻦ ﻳﻌﻤﻞ ﺑﺤﺎرًا :  أن ﺳﻨﺔ 1- ﻳﻜﻮن ﻗﺪ أﺗﻢ ﻣﻦ اﻟﻌﻤﺮ ﺛﻤﺎﻧﻲ ﻋﺸﺮة  .  ﻟﻪ 2- أن ﻳﻜﻮن ﺣﺎﺻًﻼ ﻋﻠﻰ ﺷﻬﺎدة ﺗﺘﻴﺢ  اﻟﺒﺤﺮﻳ اﻟﻌﻤﻞ ﻓﻲ اﻟﺨﺪﻣﺔ ﺔ.  ﻃﺒﻴًﺎ 3- أن ﻳﻜﻮن ﻻﺋﻘًﺎ .  اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ اﻟﻤﺎﺋﺔ واﻟﺴﺒﻌﻮن ﺑﻌﺪ  :     وﻳﺠﻮز، ﺗﺪﻓﻊ ﺟﻤﻴﻊ اﺳﺘﺤﻘﺎﻗﺎت اﻟﺒﺤﺎر ﺑﺎﻟﻌﻤﻠﺔ اﻟﺮﺳﻤﻴﺔ أداؤهﺎ ﺑﺎﻟﻌﻤﻠﺔ اﻷﺟﻨﺒﻴﺔ إذا اﺳﺘﺤﻘﺖ واﻟﺴﻔﻴﻨﺔ ﺧﺎرج اﻟﻤﻴﺎﻩ اﻹﻗﻠﻴﻤﻴﺔ وﻗﺒﻞ اﻟﺒﺤﺎر ذﻟﻚ .  وﻟﻠﺒﺤﺎر أن ﻳﻄﻠﺐ ﻣﻦ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺻﺮف ﻣﺎ ﻳﺴﺘﺤﻘﻪ ﻣﻦ أﺟﺮﻩ ﻳﻌﻴﻨﻪ اﻟﻨﻘﺪي ﻟﻤﻦ .  اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻟﺴﺒﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  إذا اﺧﺘﺼﺮ اﻟﺴﻔﺮ ﻷي ﺳﺒﺐ ﻣﻦ اﻷﺳﺒﺎب   ﻓﻼ ﻳﺘﺮﺗﺐ ﻋﻠﻰ ذﻟﻚ ﻧﻘﺺ أﺟﺮ اﻟﺒﺤﺎر ،  ﺳﻮاءًا آﺎن ذﻟﻚ اﺧﺘﻴﺎرﻳًﺎ أم ﻗﻬﺮﻳًﺎ ، اﻟﻤﺸﻐﻞ واﺣﺪة  .   ﻟﻤﺪة رﺣﻠﺔ ﺑﺤﺮﻳﺔ ، ﺑﻌﻘﺪ ﻋﻤﻞ ﺑﺤﺮي اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻟﺴﺒﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ : إذا ﺣﺪد ﻓﻲ اﻷﺟﺮ ﺑﺤﺼﺔ ﻣﻦ اﻷرﺑﺎح أو أﺟﺮ اﻟﺴﻔﻴﻨﺔ ﻓﺈن اﻟﺒﺤﺎر ﻻ ﻳﺴﺘﺤﻖ ﺗﻌﻮﻳﻀًﺎ    وﻻ زﻳﺎدة ﻓﻲ ، ﺣﺎﻟﺔ إﻟﻐﺎء اﻟﺮﺣﻠﺔ اﻷﺟﺮ ﻋﻨﺪ ﺗﺄﺟﻴﺮ اﻟﺮﺣﻠﺔ أو إﻃﺎﻟﺘﻬﺎ، أﻣﺎ إذا آﺎن  اﻟﺘﺄﺧﻴﺮ أو اﻹﻃﺎﻟﺔ ﻧﺎﺷﺌًﺎ ﻋﻦ ﻓﻌﻞ اﻟﺸﺎﺣﻨﻴﻦ اﺳﺘﺤﻖ اﻟﺒﺤﺎر ﺗﻌﻮﻳﻀًﺎ ﻣﻦ اﻟﻤﺠﻬﺰ .  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻟﺴﺒﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ : ﻳﺴﺘﺤﻖ اﻟﺒﺤﺎر أﺟﺮﻩ إذا أﺳﺮت اﻟﺴﻔﻴﻨﺔ، اﻟﺤﺎدث أو ﻏﺮﻗﺖ أو أﺻﺒﺤﺖ ﻏﻴﺮ ﺻﺎﻟﺤﺔ ﻟﻠﻤﻼﺣﺔ، وذﻟﻚ ﺣﺘﻰ ﻳﻮم وﻗﻮع .  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ اﻟﻤﺎﺋﺔ واﻟﺴﺒﻌﻮن ﺑﻌﺪ  :  ﻏﺬاء اﻟﺒﺤﺎرة وﻧﻮﻣﻬﻢ ﻋﻠﻰ ﻧﻔﻘﺔ ﻣﺠﻬﺰ اﻟﺴﻔﻴﻨﺔ، وﻳﻨﻈﻢ ذﻟﻚ اﻟﻮزﻳﺮ ﻗﺮار ﻳﺼﺪرﻩ . اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﺴﺒﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻻ ﺳﺎﻋﺎت ﺗﺰﻳﺪ  أرﺑﻊ اﻟﻌﻤﻞ ﻋﻠﻰ ﻇﻬﺮ اﻟﺴﻔﻴﻨﺔ أﺛﻨﺎء وﺟﻮدهﺎ ﻓﻲ ﻋﺮض اﻟﺒﺤﺮ ﻋﻠﻰ أرﺑﻊ ﻋﺸﺮة ﺳﺎﻋﺔ ﻓﻲ ﻣﺪة   وﻋﺸﺮﻳﻦ  .  وﻻ ﻋﻠﻰ اﺛﻨﺘﻴﻦ وﺳﺒﻌﻴﻦ ﺳﺎﻋﺔ ﻓﻲ ﻣﺪة ﺳﺒﻌﺔ أﻳﺎم ، ﺳﺎﻋﺔ اﻟﻤﺎدة اﻟﺜﻤﺎﻧﻮن اﻟﻤﺎﺋﺔ ﺑﻌﺪ  :   أو إﻧﻘﺎذهﺎ، ﻧﺼﻴﺐ ﻓﻲ ﺗﺴﺘﺤ ، ﻟﻜﻞ ﺑﺤﺎر أﺳﻬﻢ ﻓﻲ ﻣﺴﺎﻋﺪة ﺳﻔﻴﻨﺔ أﺧﺮى اﻟﻤﻜﺎﻓﺄة اﻟﺘﻲ   أﻳًﺎ آﺎن ، ﻘﻬﺎ اﻟﺴﻔﻴﻨﺔ اﻟﺘﻲ ﻳﻌﻤﻞ ﻓﻴﻬﺎ ﻧﻮع أﺟﺮة اﻟﻌﻤﻞ اﻟﺬي ﻳﺆدﻳﻪ.  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﺜﻤﺎﻧﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  إذا ﺗﻮﻓﻲ أﺣﺪ اﻟﺒﺤﺎرة أﺛﻨﺎء ﺑﺤﺴﺐ اﻟﺮﺣﻠﺔ ﻓﻴﻜﻮن ﻟﻮرﺛﺘﻪ اﻟﺤﻖ ﻓﻲ اﻟﺤﺼﻮل ﻋﻠﻰ أﺟﺮﻩ إﻟﻰ ﻳﻮم وﻓﺎﺗﻪ إذا آﺎن اﻷﺟﺮ   اﻟﺸﻬﺮ .ﻟﻠﻮر أﻣﺎ إذا آﺎن أﺟﺮﻩ ﻳﺤﺴﺐ ﺑﺎﻟﺮﺣﻠﺔ ﻓﻴﺤﻖ آﺎﻣﻠﺔ ﺛﺔ ﺗﺴﻠﻢ أﺟﺮﻩ ﻋﻦ اﻟﺮﺣﻠﺔ  .   ﻓﺈﻧﻬﺎ، وإذا آﺎن اﻷﺟﺮ ﺣﺼﺔ ﻓﻲ اﻷرﺑﺎح ﺗﺴﺘﺤﻖ ﺑﺄآﻤﻠﻬﺎ  .اﻟﻤﺴﺘﺤﻘﺔ وﺗﻮدع اﻟﻤﺒﺎﻟﻎ    ﻟﺪى ﻣﻜﺘﺐ اﻟﻌﻤﻞ ،  أو اﻟﺬي ﻳﺘﻌﺬر ﻋﻠﻴﻪ اﻟﺘﺴﻠﻢ ،  أو اﻟﻤﻔﻘﻮد ، ﻟﻠﺒﺤﺎر اﻟﻤﺘﻮﻓﻰ ﻓﻲ اﻟﻤﻤﻠﻜﺔ ﻣﻴﻨﺎء اﻟﻮﺻﻮل ﻓﻲ .  اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ واﻟﺜﻤﺎﻧﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻳﺠﻮز ﻟﺼ اﻵﺗﻴﺔ ﺎﺣﺐ اﻟﻌﻤﻞ إﻧﻬﺎء اﻟﻌﻘﺪ دون ﺳﺒﻖ إﻋﻼن وﺑﻐﻴﺮ ﺗﻌﻮﻳﺾ ﻓﻲ اﻟﺤﺎﻻت  :  
إذا ﻟﻼﺳﺘﻌﻤﺎل 1-  .   أو أﺻﺒﺤﺖ ﻏﻴﺮ ﺻﺎﻟﺤﺔ ،  أو ﻓﻘﺪت ،  أو ﺻﻮدرت ، ﻏﺮﻗﺖ اﻟﺴﻔﻴﻨﺔ إذا أﺳﺎس 2-     وآﺎن اﻷﺟﺮ ﻋﻠﻰ ، أﻟﻐﻴﺖ اﻟﺮﺣﻠﺔ ﻓﻲ ﺑﺪﺋﻬﺎ ﺑﺴﺒﺐ ﻟﻴﺲ ﻟﻤﺠﻬﺰ اﻟﺴﻔﻴﻨﺔ إرادة ﻓﻴﻪ ﻣﺎ ﻟﻢ ، اﻟﺮﺣﻠﺔ اﻟﻮاﺣﺪة ﻳﻨﺺ ﻓﻲ ذﻟﻚ اﻟﻌﻘﺪ ﻋﻠﻰ ﻏﻴﺮ . اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻟﺜﻤﺎﻧﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ : ﻳﻠﺘﺰم ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻓﻲ ﺣﺎﻟﺔ اﻧﻘﻀﺎء اﻟﻌﻘﺪ أو ﻓﺴﺨﻪ ﺑﻤﺎ ﻳﺄﺗﻲ:  أن اﻟﻌﻘﺪ 1- ﻳﻌﻴﺪ اﻟﺒﺤﺎر إﻟﻰ اﻟﻤﻴﻨﺎء اﻟﺬي ﺳﺎﻓﺮ ﻣﻨﻪ ﻋﻨﺪ ﺑﺪء ﺗﻨﻔﻴﺬ . ﺑﻐﺬاﺋﻪ 2- أن ﻳﺘﻜﻔﻞ  اﻟﻤﻴﻨﺎء وﻧﻮﻣﻪ ﺣﺘﻰ ﺑﻠﻮﻏﻪ ذﻟﻚ .  اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ واﻟﺜﻤﺎﻧﻮن ﺑﻌ اﻟﻤﺎﺋﺔ ﺪ  :  ﻳﻠﺘﺰم اﻵﺗﻴﺔ اﻟﻤﺠﻬﺰ ﺑﺘﺮﺣﻴﻞ اﻟﺒﺤﺎر إﻟﻰ ﺑﻠﺪﻩ ﻓﻲ اﻟﺤﺎﻻت  :  ﺑﻔﻌﻞ 1- إذا أﻟﻐﻲ اﻟﺴﻔﺮ  اﻟﺴﻔﻴﻨﺔ ﻣﺠﻬﺰ اﻟﺴﻔﻴﻨﺔ ﺑﻌﺪ ﻗﻴﺎم .  ﺑﺴﺒﺐ 2-   ﻟﺴﻔﺮهﺎ ، إذا أﻟﻐﻲ اﻟﺴﻔﺮ ﺑﻌﺪ إﺑﺤﺎر اﻟﺴﻔﻴﻨﺔ ﻣﻨﻊ اﻟﺘﺠﺎرة ﻣﻊ اﻟﺠﻬﺔ اﻟﺘﻲ ﻋﻴﻨﺖ  .  ﺑﺴﺒﺐ 3- ،  إذا أﺧﺮج اﻟﺒﺤﺎر ﻣﻦ اﻟﺴﻔﻴﻨﺔ إﺻﺎﺑﺘﻪ ﺑﻤﺮض ﻋﺎهﺔ .   أو،  أو ﺟﺮح أﺟﻨﺒﻲ 4- إذا ﺑﻴﻌﺖ اﻟﺴﻔﻴﻨﺔ ﻓﻲ ﺑﻠﺪ  . إذا ﻧﻈﺎﻣﻲ 5- ﻋﺰل اﻟﺒﺤﺎر ﻣﻦ اﻟﺨﺪﻣﺔ أﺛﻨﺎء اﻟﺴﻔﺮ ﻣﻦ ﻏﻴﺮ ﻣﺴﻮغ  .  اﻟﻌﻘﺪ 6- إذا اﻧﺘﻬﻰ  اﻟﻌﻘﺪ اﻟﻤﺒﺮم ﻣﻊ اﻟﺒﺤﺎر ﻓﻲ ﻣﻴﻨﺎء ﻏﻴﺮ اﻟﻤﻴﻨﺎء اﻟﺬي ﻧﺺ ﻋﻠﻴﻪ  .  اﻟﺒﺎب اﻟﺜﺎﻧﻲ ﻋﺸﺮ اﻟﻌﻤﻞ ﻓﻲ اﻟﻤﻨﺎﺟﻢ واﻟﻤﺤﺎﺟﺮ اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻟ اﻟﻤﺎﺋﺔ ﺜﻤﺎﻧﻮن ﺑﻌﺪ  : ﻳﻘﺼﺪ ﺑﺎﻟﻌﻤﻞ ﻓﻲ اﻟﻤﻨﺎﺟﻢ واﻟﻤﺤﺎﺟﺮ اﻵﺗﻲ : أو 1-   أو ، اﻟﻌﻤﻠﻴﺎت اﻟﺨﺎﺻﺔ ﺑﺎﻟﺒﺤﺚ  ،  أو اﺳﺘﺨﺮاﺟﻬﺎ ،  ﺑﻤﺎ ﻓﻲ ذﻟﻚ اﻷﺣﺠﺎر اﻟﻜﺮﻳﻤﺔ ، اﻟﻜﺸﻒ ﻋﻦ اﻟﻤﻮاد اﻟﻤﻌﺪﻧﻴﺔ . ﺳﻮاء أآﺎﻧﺖ اﻟﻤﻌﺎدن ﺻﻠﺒﺔ أم ﺳﺎﺋﻠﺔ ، ﺗﺼﻨﻴﻌﻬﺎ ﺑﺎﻟﻤﻨﻄﻘﺔ اﻟﺼﺎدر ﻋﻨﻬﺎ اﻟﺘﺮﺧﻴﺺ اﻟﺨﺎﺻﺔ 2- اﻟﻌﻤﻠﻴﺎت ﻓﻲ ﺑﺎﺳﺘﺨﺮاج رواﺳﺐ اﻟﻤﻮاد اﻟﻤﻌﺪﻧﻴﺔ اﻟﻤﻮﺟﻮدة ﻋﻠﻰ ﺳﻄﺢ اﻷرض أو    أو ﺗﺮآﻴﺰهﺎ أو ، ﺑﺎﻃﻨﻬﺎ ﺗﺼﻨﻴﻌﻬﺎ ﻓﻲ ﻣﻨﻄﻘﺔ اﻟﺘﺮﺧﻴﺺ. اﻟﻤﺸﺎر 3- ﻣﺎ ﻳﻠﺤﻖ ﺑﺎﻟﻌﻤﻠﻴﺎت    1 إﻟﻴﻬﺎ ﻓﻲ اﻟﻔﻘﺮﺗﻴﻦ واﻷﺟﻬﺰة 2،  ﻣﻦ هﺬﻩ اﻟﻤﺎدة ﻣﻦ أﻋﻤﺎل اﻟﺒﻨﺎء وإﻗﺎﻣﺔ اﻟﺘﺮآﻴﺒﺎت  .  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻟﺜﻤﺎﻧﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ : ﻻ ﻳﺠﻮز ﺗﺸﻐﻴﻞ أي ﺷﺨﺺ ﻓﻲ اﻟﻤﻨﺠﻢ أو   وﻻ ﻳﺠﻮز ﺗﺸﻐﻴﻞ اﻟﻤﺮأة أﻳًﺎ آﺎن ﺳﻨﻬﺎ ، اﻟﻤﺤﺠﺮ ﻟﻢ ﻳﺘﻢ اﻟﺜﺎﻣﻨﺔ ﻋﺸﺮة ﻣﻦ اﻟﻌﻤﺮ ﻓﻲ أي ﻣﺤﺠﺮ ﻣﻨﺠﻢ أو .  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻟﺜﻤﺎﻧﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ : ﻻ ﻳﺠﻮز اﻟﺴﻤﺎح ﻷي  ﺷﺨﺺ ﺑﺎﻟﻌﻤﻞ ﻓﻲ اﻟﻌﻤﻠﻴﺎت اﻟﺘﻲ ﻳﺴﺮي ﻋﻠﻴﻬﺎ هﺬا اﻟﺒﺎب إﻻ ﺑﻌﺪ إﺟﺮاء ﻓﺤﺺ ﻋﻠﻴﻪ ﻃﺒﻲ آﺎﻣﻞ   ، وﺛﺒﻮت ﻟﻴﺎﻗﺘﻪ اﻟﺼﺤﻴﺔ ﻟﻠﻌﻤﻞ اﻟﻤﻄﻠﻮب وﻳﺠﺐ إﻋﺎدة هﺬا اﻟﻔﺤﺺ دورﻳًﺎ وﻻ ﻳﺠﻮز ﺗﺤﻤﻴﻞ  اﻟﻌﺎﻣﻞ أي ﻧﻔﻘﻪ ﻣﻘﺎﺑﻞ اﻟﻔﺤﻮص اﻟﻄﺒﻴﺔ اﻟﻼزﻣﺔ .  وﻳﺤﺪد اﻟﻮزﻳﺮ ﺑﻘﺮار ﻣﻨﻪ اﻷوﺿﺎع ﺑﻬﺎ واﻟﺸﺮوط واﻟﻤﺪد اﻟﺘﻲ ﻳﺠﺐ اﻻﻟﺘﺰام  .  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻟﺜﻤﺎﻧﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻻ ﺗﺰﻳﺪ ﺳﺎﻋﺎت ﺳﺎﻋﺎت اﻟﻌﻤﻞ اﻟﻔﻌﻠﻴﺔ اﻟﺘﻲ ﻳﻤﻀﻴﻬﺎ اﻟﻌﺎﻣﻞ ﺗﺤﺖ ﺳﻄﺢ اﻷرض ﻋﻠﻰ ﺳﺒﻊ    وﻻ ﻳﺠﻮز إﺑﻘﺎء اﻟﻌﺎﻣﻞ ، ﻓﻲ اﻟﻴﻮم ﻓﻲ ﻣﻜﺎن اﻟﻌﻤﻞ ﺳﻮاء ﻓﻮق ﺳﻄﺢ اﻷرض أو ﻓﻲ ﺑﺎﻃﻨﻬﺎ  ﻣﺪة ﺗﺰﻳﺪ ﻋﻠﻰ ﻋﺸﺮ ﺳﺎﻋﺎت ﻓﻲ اﻟﻴﻮم . وإذا آﺎن اﻟﻌﻤﻞ ﻓﻲ ﺑﺎﻃﻦ اﻷرض ﻓﺘﺸﻤﻞ هﺬﻩ اﻟﻤﺪة ﻟﻠﻮﺻ اﻟﻮﻗﺖ اﻟﺬي ﻳﺴﺘﻐﺮﻗﻪ اﻟﻌﺎﻣﻞ ﺑﺎﻃﻦ ﻮل ﻣﻦ ﺳﻄﺢ اﻷرض واﻟﻮﻗﺖ اﻟﺬي ﻳﺴﺘﻐﺮﻗﻪ ﻟﻠﻌﻮدة ﻣﻦ  اﻷرض إﻟﻰ ﺳﻄﺤﻬﺎ.  اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﺜﻤﺎﻧﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻳﺤﻈﺮ دﺧﻮل أﻣﺎآﻦ أو اﻟﻌﻤﻞ وﻣﻠﺤﻘﺎﺗﻬﺎ ﻋﻠﻰ ﻏﻴﺮ اﻟﻌﺎﻣﻠﻴﻦ ﻓﻴﻬﺎ وﻋﻠﻰ ﻏﻴﺮ اﻟﻤﻜﻠﻔﻴﻦ ﺑﺎﻟﺘﻔﺘﻴﺶ ﻋﻠﻰ اﻟﻤﻨﺠﻢ   ، اﻟﻤﺤﺠﺮ واﻷﺷﺨﺎص اﻟﺬﻳﻦ ﻳﺤﻤﻠﻮن إذﻧًﺎ ﺧﺎﺻًﺎ ﻣﻦ اﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ.  اﻟﻤﺎدة اﻟﺘﺴﻌﻮن اﻟﻤﺎﺋﺔ ﺑﻌﺪ  :  ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﻌﺪ ﺳﺠًﻼ ﺧﺎﺻًﺎ ﻟﻘﻴﺪ اﻟﻌﻤﺎل وﺣﺼﺮهﻢ ﻗﺒﻞ دﺧﻮﻟﻬﻢ ﻣﻨﻬﺎ إﻟﻰ أﻣﺎآﻦ اﻟﻌﻤﻞ وﻋﻨﺪ ﺧﺮوﺟﻬﻢ .  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﺘﺴﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أو اﻟﻤﺪﻳﺮ اﻟﻤﺴﺆول أن ﻳﻀﻊ ﻻﺋﺤﺔ ﺑﺎﻷواﻣﺮ واﻟﺘﻌﻠﻴﻤﺎت اﻟﺨﺎﺻﺔ ﺑﺎﻟﺴﻼﻣﺔاﻟﻌﺎﻣﺔ . اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ واﻟﺘﺴﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ، ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ إﻧﺸﺎء ﻧﻘﻄﺔ إﻧﻘﺎذ ﻗﺮﻳﺒﺔ ﻣﻦ ﻣﻜﺎن اﻟﻌﻤﻞ ﻣﺠﻬﺰة ﺑﺄدوات اﻹﻧﻘﺎذ واﻹﺳﻌﺎﻓﺎت اﻟﻀﺮورﻳﺔ   وأن ﻳﻜﻮن   ﺑﺤﻴﺚ ﺗﺼﻠﺢ ﻟﻼﺳﺘﻌﺎﻧﺔ ﺑﻬﺎ ﻓﻲ اﻟﺤﺎل، ، ﺑﻬﺬﻩ اﻟﻨﻘﻄﺔ وﺳﻴﻠﺔ اﺗﺼﺎل ﻣﻨﺎﺳﺒﺔ وﻋﻠﻴﻪ ﺗﻌﻴﻴﻦ ﻋﺎﻣﻞ ﻓﻨﻲ ﻣﺪرب ﻟﻺﺷﺮاف ﻋﻠﻰ ﻋﻤﻠﻴﺎت اﻹﻧﻘﺎذ واﻹﺳﻌﺎﻓﺎت اﻷوﻟﻴﺔ.  اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻟﺘﺴﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻣﻊ ﻋﺪم اﻹﺧﻼل ﺑﺤﻜﻢ اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ ﻣﺤﺠﺮ واﻷرﺑﻌﻴﻦ ﺑﻌﺪ اﻟﻤﺎﺋﺔ ﻣﻦ هﺬا اﻟﻨﻈﺎم ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﻌﺪ ﻓﻲ آﻞ ﻣﻨﺠﻢ أو  ﻳﺸﺘﻐﻞ ﻓﻴﻪ ﺧﻤﺴﻮن ﻋﺎﻣًﻼ ﻋﻠﻰ اﻷﻗﻞ ﻣﻜﺎﻧًﺎ ﻣﻨﺎﺳﺒًﺎ ﻳﺤﺘﻮي ﻋﻠﻰ ﻏﺮﻓﺔ ﻣﺠﻬﺰة ﺑﻮﺳﺎﺋﻞ   وأﺧﺮى، اﻹﻧﻘﺎذ واﻹﺳﻌﺎﻓﺎت اﻷوﻟﻴﺔ ﻟﻠﺘﻤﺮﻳﺾ، ﻓﻀًﻼ ﻋﻦ ﻏﺮﻓﺔ أو أآﺜﺮ ﻟﺘﻐﻴﻴﺮ اﻟﻤﻼﺑﺲ .  أﻣﺎ ﻓﻲ اﻟﻤﻨﺎﺟﻢ واﻟﻤﺤﺎﺟﺮ اﻟﺘﻲ ﻳﻘﻞ ﻋﺪد اﻟﻌﻤﺎل ﻓﻲ آﻞ ﻣﻨﻬﺎ ﻋﻦ
ﺧﻤﺴﻴﻦ ﻋﺎﻣًﻼ وﺗﻘﻊ ﻓﻲ ﻟﻺﻧﻘﺎذ داﺋﺮة ﻗﻄﺮهﺎ ﻋﺸﺮون آﻴﻠﻮ ﻣﺘﺮا ﻓﻴﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ أن ﻳﺸﺘﺮك ﻓﻲ إﻧﺸﺎء ﻣﻜﺎن  واﻹﺳﻌﺎف ﻓﻲ ﻣﺴﺘﻘًﻼ  .   أو ﻳﻨﺸﺊ ﻣﻜﺎﻧًﺎ ﻟﻺﻧﻘﺎذ واﻹﺳﻌﺎف ، ﻣﻜﺎن وﺳﻂ ، وﻟﻠﻮزﻳﺮ ﺗﺤﺪﻳﺪ وﺳﺎﺋﻞ اﻹﻧﻘﺎذ واﻹﺳﻌﺎف وﺗﺪاﺑﻴﺮ اﻟﻮﻗﺎﻳﺔ واﻟﺤﻤﺎﻳﺔ ﻓﻲ اﻟﻤﻨﺎﺟﻢ واﻟﻤﺤﺎﺟﺮ   وآﺬﻟﻚ ﻣﺴﺆوﻟﻴﺎت أﺻﺤﺎب اﻟﻌﻤﻞ وﺣﻘﻮق اﻟﻌﻤﺎل وواﺟﺒﺎﺗﻬﻢ.  اﻟﺒﺎب اﻟﺜﺎﻟﺚ ﻋﺸﺮ ﺗﻔﺘﻴﺶ اﻟﻌﻤﻞ اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ واﻟﺘﺴﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻳﺘﻮﻟﻰ ﺗﻔﺘﻴﺶ اﻟﻌﻤﻞ ﻣﻔﺘﺸﻮن   وﺗﻜﻮن ﻟﻬﻢ اﻟﺼﻼﺣﻴﺎت واﻻﺧﺘﺼﺎﺻﺎت ، ﻣﺨﺘﺼﻮن ﻳﺼﺪر اﻟﻮزﻳﺮ ﻗﺮارًا ﺑﺘﺴﻤﻴﺘﻬﻢ اﻟﻤﻨﺼﻮص اﻟﻨﻈﺎم ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا .  اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻟﺘﺴﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻳﺸﺘﺮط ﻓﻲ ﻣﻔﺘﺶ  اﻟﻌﻤﻞ ﻋﻨﺪ ﻣﻤﺎرﺳﺘﻪ ﻟﻌﻤﻠﻪ-  ﺑﺎﻹﺿﺎﻓﺔ إﻟﻰ اﻟﺸﺮوط اﻟﻌﺎﻣﺔ ﻓﻲ ﺗﻌﻴﻴﻦ اﻟﻤﻮﻇﻔﻴﻦ-ﻳﺄﺗ ﻣﺎ ﻲ :  اﻟﺘﺎم 1- أن ﻳﻜﻮن ﻣﺘﺼﻔًﺎ ﺑﺎﻟﺤﻴﺎد  .  أو 2-   ﺑﺘﻔﺘﻴﺸﻬﺎ ، أﻻ ﺗﻜﻮن ﻟﻪ أي ﺻﻠﺔ ﻣﺒﺎﺷﺮة .  ﺑﺎﻟﻤﻨﺸﺂت اﻟﺘﻲ ﻳﻘﻮم ، ﻏﻴﺮ ﻣﺒﺎﺷﺮة ﻣﺴﻠﻜﻴًﺎ 3- أن ﻳﻜﻮن ﻗﺪ اﺟﺘﺎز ﻓﺤﺼًﺎ  ﻳﻮًﻣﺎ ﺑﻌﺪ ﻗﻀﺎﺋﻪ ﻓﺘﺮة ﺗﺪرﻳﺐ ﻻ ﺗﻘﻞ ﻋﻦ ﺗﺴﻌﻴﻦ .  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ واﻟﺘﺴﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻳﺨﺘﺺ ﻣﻔﺘﺸﻮ اﻟﻌﻤﻞ ﺑﻤﺎ ﻳﺄﺗﻲ :  اﻟﻌﻤﻞ 1- ﻣﺮاﻗﺒﺔ ﺗﻨﻔﻴﺬ أﺣﻜﺎم ﻧﻈﺎم  ﺳﻠﻴﻢ واﻟﻠﻮاﺋﺢ واﻟﻘﺮارات اﻟﻤﻨﻔﺬة ﻟﻪ ﻋﻠﻰ وﺟﻪ .  واﻟﻌﻤﺎل 2- ﺗﺰوﻳﺪ أﺻﺤﺎب اﻷﻋﻤﺎل  أﺣﻜﺎم ﺑﺎﻟﻤﻌﻠﻮﻣﺎت واﻹرﺷﺎدات اﻟﻔﻨﻴﺔ اﻟﺘﻲ ﺗﻤﻜﻨﻬﻢ ﻣﻦ أﺗﺒﺎع أﺣﺴﻦ اﻟﻮﺳﺎﺋﻞ ﻟﺘﻨﻔﻴﺬ  اﻟﻨﻈﺎم.  اﻟ 3- إﺑﻼغ اﻟﺠﻬﺎت اﻟﻤﺨﺘﺼﺔ ﺑﺄوﺟﻪ اﻟﻨﻘﺺ اﻟﺘﻲ ﺗﻘﺼﺮ اﻷﺣﻜﺎم ﻋﻦ ﻘﺎﺋﻤﺔ  ﻟﺬﻟﻚ ﻣﻌﺎﻟﺠﺘﻬﺎ واﻗﺘﺮاح ﻣﺎ ﻳﻠﺰم .  واﻟﻘﺮارات 4- ﺿﺒﻂ ﻣﺨﺎﻟﻔﺎت أﺣﻜﺎم ﻧﻈﺎم اﻟﻌﻤﻞ  ﻟﻪ اﻟﺼﺎدرة ﺗﻄﺒﻴﻘًﺎ  .  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻟﺘﺴﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ُﻳﻘﺴﻢ ﻣﻔﺘﺸﻮ  اﻟﻌﻤﻞ- ، - ﻗﺒﻞ ﻣﺒﺎﺷﺮة أﻋﻤﺎل وﻇﺎﺋﻔﻬﻢ أﻣﺎم اﻟﻮزﻳﺮ ﺑﺄن ﻳﺆدوا أﻋﻤﺎﻟﻬﻢ ﺑﺄﻣﺎﻧﺔ وإﺧﻼص   وأّﻻ ﻳﻔﺸﻮا ﺳﺮ أي اﺧ ﺑﺤﻜﻢ    أو ﻏﻴﺮ ذﻟﻚ ﻣﻦ اﻷﺳﺮار اﻟﺘﻲ ﻳﻄﻠﻌﻮن ﻋﻠﻴﻬﺎ ، ﺘﺮاع ﺻﻨﺎﻋﻲ . وﻟﻮ ﺑﻌﺪ اﻧﻘﻄﺎع ﻋﻤﻠﻬﻢ ﺑﻬﺬﻩ اﻟﻮﻇﺎﺋﻒ ، وﻇﺎﺋﻔﻬﻢ وﻳﺤﻤﻞ ﻣﻔﺘﺶ اﻟﻌﻤﻞ ﺑﻄﺎﻗﺔ ﻣﻦ اﻟﻮزارة ﺻﻔﺘﻪ ﺗﺜﺒﺖ .  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻟﺘﺴﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻳﺤﻖ ﻟﻤﻔﺘﺸﻲ اﻟﻌﻤﻞ : وﻗ 1- دﺧﻮل أي ﻣﻨﺸﺄة ﺧﺎﺿﻌﺔ ﻷﺣﻜﺎم ﻧﻈﺎم اﻟﻌﻤﻞ ﻓﻲ أي دون  ﺳﺎﺑﻖ ، ﺖ ﻣﻦ أوﻗﺎت اﻟﻨﻬﺎر أو اﻟﻠﻴﻞ إﺷﻌﺎر . اﻟﻨﻈﺎم 2- اﻟﻘﻴﺎم ﺑﺄي ﻓﺤﺺ أو ﺗﺤﻘﻴﻖ ﻻزم ﻟﻠﺘﺤﻘﻴﻖ ﻣﻦ ﺳﻼﻣﺔ ﺗﻨﻔﻴﺬ . ﻳﺄﺗﻲ وﻟﻬﻢ ﻋﻠﻰ اﻷﺧﺺ ﻣﺎ  :  أ-ﻋﻠﻰ    أو اﻟﻌﻤﺎل، ،  ﺳﺆال ﺻﺎﺣﺐ اﻟﻌﻤﻞ أو ﻣﻦ ﻳﻤﺜﻠﻪ اﻧﻔﺮاد أو ﻓﻲ ﺣﻀﻮر ﺷﻬﻮد، ﻋﻦ أي أﻣﺮ ﻣﻦ اﻷﻣﻮر اﻟﻤﺘﻌﻠﻘﺔ ﺑﺘﻨﻔﻴﺬ أﺣﻜﺎم اﻟﻨﻈﺎم.  ب- ﻃﺒﻘًﺎ اﻻﻃﻼع ﻋﻠﻰ ﺟﻤﻴﻊ اﻟﺪﻓﺎﺗﺮ واﻟﺴﺠﻼت واﻟﻮﺛﺎﺋﻖ اﻷﺧﺮى اﻟﻼزﻣﺔ اﻻﺣﺘﻔﺎظ ﺑﻬﺎ   ﻷﺣﻜﺎم هﺬا اﻟﻨﻈﺎم واﻟﻘﺮارات .  واﻟﺤﺼﻮل ﻋﻠﻰ ﺻﻮر وﻣﺴﺘﺨﺮﺟﺎت ﻣﻨﻬﺎ ، اﻟﺼﺎدرة ﺑﻤﻘﺘﻀﺎﻩ ج-اﻟﺼﻨﺎﻋﻴﺔ أﺧﺬ ﻋﻴﻨﺔ أو ﻋﻴﻨﺎت ﻣﻦ اﻟﻤﻮاد اﻟﻤﺴﺘﻌﻤﻠﺔ أو اﻟﻤﺘﺪاوﻟﺔ ﻓﻲ اﻟﻌﻤﻠﻴﺎت  ﻟﻠﺘﻔﺘﻴ وﻏﻴﺮهﺎ اﻟﺨﺎﺿﻌﺔ   ﻣﻤﺎ ﻳﻈﻦ ، ﺶ   أو ﺳﻼﻣﺘﻬﻢ ، أن ﻟﻬﺎ أﺛﺮًا ﺿﺎرًا ﻋﻠﻰ ﺻﺤﺔ اﻟﻌﻤﺎل وذﻟﻚ ﻟﻐﺮض ﺗﺤﻠﻴﻠﻬﺎ ﻓﻲ اﻟﻤﺨﺘﺒﺮات اﻟﺤﻜﻮﻣﻴﺔ، وﻟﻤﻌﺮﻓﺔ ﻣﺪى هﺬا ، ﻣﻊ إﺑﻼغ ﺻﺎﺣﺐ ﺑﺬﻟﻚ ، اﻷﺛﺮ اﻟﻌﻤﻞ أو ﻣﻤﺜﻠﻪ .  اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﺘﺴﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺔ :  ﻋﻠﻰ أﺻﺤﺎب   واﻟﻤﻮﻇﻔﻴﻦ اﻟﺘﺴﻬﻴﻼت ، اﻟﻌﻤﻞ ووآﻼﺋﻬﻢ أن ﻳﻘﺪﻣﻮا ﻟﻠﻤﻔﺘﺸﻴﻦ   ، اﻟﻤﻜﻠﻔﻴﻦ ﺑﺘﻔﺘﻴﺶ اﻟﻌﻤﻞ اﻟﻼزﻣﺔ ﻟﻠﻘﻴﺎم ﺑﺄداء   وأن ﻳﻘﺪﻣﻮا ﻟﻬﻢ ﻣﺎ ﻳﻄﻠﺒﻮﻧﻪ ﻣﻦ ﺑﻴﺎﻧﺎت ﺗﺘﻌﻠﻖ ﺑﻄﺒﻴﻌﺔ ، واﺟﺒﻬﻢ وأن ﻳﺴﺘﺠﻴﺒﻮا ﻟﻄﻠﺒﺎت اﻟﻤﺜﻮل أﻣﺎﻣﻬﻢ، وأن ، ﻋﻤﻠﻬﻢ إذا ﻣﺎ ﻃﻠﺐ ذﻟﻚ ، ﻳﻮﻓﺪوا ﻣﻨﺪوﺑًﺎ ﻋﻨﻬﻢ ﻣﻨﻬﻢ  .  اﻟﻤﺎدة اﻟﻤﺌﺘﺎن :  ﻋﻠﻰ ﻣﻦ ﻳﻘﻮم ﺑﺎﻟﺘﻔﺘﻴﺶ أن ﻳﺒﻠﻎ ﺑﺤﻀﻮ ﺻﺎﺣﺐ رﻩ    وذﻟﻚ ﻣﺎ ﻟﻢ ﻳﺮ أن اﻟﻤﻬﻤﺔ اﻟﺘﻲ ﻳﻘﻮم ﻣﻦ أﺟﻠﻬﺎ ، اﻟﻌﻤﻞ أو ﻣﻤﺜﻠﻪ ﺑﺎﻟﺘﻔﺘﻴﺶ ﺗﻘﺘﻀﻲ ﻏﻴﺮ ذﻟﻚ.  اﻟﻤﺎدة اﻷوﻟﻰ ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ : ﻟﻤﻔﺘﺶ اﻟﻌﻤﻞ اﻟﺤﻖ ﻓﻲ إﺻﺪار اﻟﺘﻌﻠﻴﻤﺎت إﻟﻰ  أﺻﺤﺎب اﻟﻌﻤﻞ ﺑﺈدﺧﺎل اﻟﺘﻌﺪﻳﻼت ﻋﻠﻰ ﻗﻮاﻋﺪ اﻟﻌﻤﻞ ﻓﻲ اﻷﺟﻬﺰة واﻟﻤﻌﺪات ﻟﺪﻳﻬﻢ ﻓﻲ اﻵﺟﺎل  اﻟﺘﻲ ﻳﺤﺪدهﺎ، وﺳﻼﻣﺘﻬﻢ وذﻟﻚ ﻟﻀﻤﺎن ﻣﺮاﻋﺎة اﻷﺣﻜﺎم اﻟﺨﺎﺻﺔ ﺑﺼﺤﺔ اﻟﻌﻤﺎل  .ﻓﻲ آﻤﺎ ﻟﻪ   ﺣﺎﻟﺔ وﺟﻮد ﺧﻄﺮ ﻳﻬﺪد ﺻﺤﺔ اﻟﻌﻤﺎل وﺳﻼﻣﺘﻬﻢ أن ﻳﻄﻠﺐ ﺗﻨﻔﻴﺬ ﻣﺎ ﻳﺮاﻩ ﻻزﻣًﺎ ﻣﻦ إﺟﺮاءات ﻓﻮرًا ﻟﺪرء هﺬا اﻟﺨﻄﺮ  .  اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ : ﻋﻠﻰ ﻣﻔﺘﺶ اﻟﻌﻤﻞ أن إﻟ ﻳﺤﻴﻂ ﺑﺎﻟﺴﺮﻳﺔ اﻟﻤﻄﻠﻘﺔ اﻟﺸﻜﺎوى اﻟﺘﻲ ﺗﺼﻞ ﺑﺸﺄن ﻴﻪ  أي ﻧﻘﺺ ﻓﻲ اﻷﺟﻬﺰة أو أي اﻟﻨﻈﺎم ﻣﺨﺎﻟﻔﺔ ﻷﺣﻜﺎم  ,اﻟﺸﻜﺎوى وأﻻ ﻳﺒﻮح ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ أو ﻣﻦ ﻳﻘﻮم ﻣﻘﺎﻣﻪ ﺑﻮﺟﻮد هﺬﻩ  . اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ : إذا ﺗﺤﻘﻖ ﻟﻠﻤﻔﺘﺶ أﺛﻨﺎء اﻟﺘﻔﺘﻴﺶ وﺟﻮد ﻣﺨﺎﻟﻔﺔ  ﻷﺣﻜﺎم هﺬا اﻟﻨﻈﺎم، أو اﻟﻘﺮارات اﻟﺼﺎدرة ﺑﻤﻘﺘﻀﺎﻩ، ﻓﻠﻪ إﺳﺪاء اﻟﻨﺼﺢ
واﻹرﺷﺎ ﻟﺼﺎﺣﺐ د  ﻟﺘﺪارك اﻟﻌﻤﻞ ﺑﺸﺄن آﻴﻔﻴﺔ ﺗﻼﻓﻲ اﻟﻤﺨﺎﻟﻔﺔ أو ﺗﻮﺟﻴﻪ ﺗﻨﺒﻴﻪ ﺷﻔﻬﻲ أو ﺗﻮﺟﻴﻪ إﻧﺬار آﺘﺎﺑﻲ   اﻟﻤﺨﺎﻟﻔﺔ ﺧﻼل ﻣﺪة ﻣﻌﻴﻨﺔ أو ﺗﺤﺮﻳﺮ ﻣﺤﻀﺮ ﺿﺒﻂ اﻟﻤﺨﺎﻟﻔﺔ وذﻟﻚ ﺑﺤﺴﺐ أهﻤﻴﺔ اﻟﻤﺨﺎﻟﻔﺔ ﻟﻠﻤﻔﺘﺶ واﻟﻈﺮوف اﻷﺧﺮى اﻟﺘﻲ ﻳﻌﻮد ﺗﻘﺪﻳﺮهﺎ .  اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﺸﺘﺮك ﻓﻲ اﻟﺘﻔﺘﻴﺶ آﻠ ﻓﻲ ﻤﺎ دﻋﺖ اﻟﺤﺎﺟﺔ أﻃﺒﺎء وﻣﻬﻨﺪﺳﻮن وآﻴﻤﻴﺎﺋﻴﻮن واﺧﺘﺼﺎﺻﻴﻮن   اﻟﺴﻼﻣﺔ واﻟﺼﺤﺔ اﻟﻤﻬﻨﻴﺔ . وﻟﻤﺪﻳﺮ ﻣﻜﺘﺐ اﻟﻌﻤﻞ وﻟﻠﻤﻔﺘﺸﻴﻦ أن ﻳﻄﻠﺒﻮا ﻋﻨﺪ اﻟﻀﺮورة ﻣﻦ ﻣﺴﺎﻋﺪة اﻟﺠﻬﺎت اﻟﺘﻨﻔﻴﺬﻳﺔ اﻟﻤﺨﺘﺼﺔ ﺗﻘﺪﻳﻢ ﻣﺎ ﻳﻠﺰم ﻣﻦ .  اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﻌﺪ رﺋﻴﺲ ﺗﻔﺘﻴﺶ اﻟﻌﻤﻞ ﻓﻲ ﻣﻜﺘﺐ اﻟﻌﻤﻞ ﺗﻘﺮﻳﺮًا ﺗﻔﺘﻴﺶ ﺷﻬﺮﻳًﺎ ﻋﻦ ﻧﺸﺎط    واﻟﻤﻨﺸﺂت اﻟﺘﻲ ﺗﻢ ،  وﻧﻮاﺣﻲ اﻟﺘﻔﺘﻴﺶ ، اﻟﻌﻤﻞ اﻟﺘﻔﺘﻴﺶ ﻋﻠﻴﻬﺎ وﻋﺪد اﻟﻤﺨﺎﻟﻔﺎت اﻟﻤﺮﺗﻜﺒﺔ ﺑﺸﺄﻧﻬﺎ وﻧﻮﻋﻬﺎ واﻟﺘﺪاﺑﻴﺮ اﻟﻤﺘﺨﺬة  .داﺋﺮة آﻤﺎ ﻳﻌﺪ ﺗﻘﺮﻳﺮًا ﺳﻨﻮﻳًﺎ ﻋﻦ اﻟﺘﻔﺘﻴﺶ ﻓﻲ  اﺧﺘﺼﺎص ﻣﻜﺘﺐ اﻟﻌﻤﻞ وﻧﺘﺎﺋﺠﻪ وﺁﺛﺎرﻩ، وﻳﻀﻤﻨﻪ ﻣﻼﺣﻈﺎﺗﻪ وﻣﻘﺘﺮﺣﺎﺗﻪ  .ﻣﻦ وﺗﺮﺳﻞ ﻧﺴﺨﺔ  اﻟ اﻟﻮزارة ﺘﻘﺮﻳﺮﻳﻦ إﻟﻰ  .  اﻟﻤﺎدة اﻟﺴﺎدﺳﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﻘﺪم وآﻴﻞ اﻟﻮزارة ﻣﺪة    وذﻟﻚ ﺧﻼل ، ﻟﻠﺸﺆون اﻟﻌﻤﺎﻟﻴﺔ ﺗﻘﺮﻳﺮًا ﺳﻨﻮﻳًﺎ ﺷﺎﻣًﻼ ﻋﻦ ﺗﻔﺘﻴﺶ اﻟﻌﻤﻞ ﻓﻲ اﻟﻤﻤﻠﻜﺔ ﻻ ﺗﺘﺠﺎوز ﻣﺎﺋﺔ وﺛﻤﺎﻧﻴﻦ ﻳﻮﻣًﺎ ﻣﻦ ﻧﻬﺎﻳﺔ اﻟﻌﺎم، ﻳﺘﻨﺎول آﻞ ﻣﺎ ﻳﺘﻌﻠﻖ ﺑﺮﻗﺎﺑﺔ اﻟﻮزارة اﻟﻌﻤ ﻋﻠﻰ ﺗﻨﻔﻴﺬ أﺣﻜﺎم ﻧﻈﺎم ﻞ.  وﻳﺸﻤﻞ اﻟﺘﻘﺮﻳﺮ ﻋﻠﻰ اﻷﺧﺺ ﻣﺎ ﻳﺄﺗﻲ :  ﺑﻴﺎﻧًﺎ ﻟﻠﺘﻔﺘﻴﺶ 1- ﺑﺎﻷﺣﻜﺎم اﻟﻤﻨﻈﻤﺔ  .  ﺑﺎﻟﺘﻔﺘﻴﺶ 2- ﺑﻴﺎﻧًﺎ ﺑﺎﻟﻤﻮﻇﻔﻴﻦ اﻟﻤﺨﺘﺼﻴﻦ .  ﻓﻴﻬﺎ 3- إﺣﺼﺎﺋﻴﺎت ﺑﺎﻟﻤﻨﺸﺂت اﻟﺨﺎﺿﻌﺔ ﻟﻠﺘﻔﺘﻴﺶ وﻋﺪد اﻟﻌﻤﺎل .  زﻳﺎرات 4- إﺣﺼﺎﺋﻴﺎت ﻋﻦ  وﺟﻮﻻﺗﻬﻢ اﻟﻤﻔﺘﺸﻴﻦ .  واﻟﺠ 5-  ﺣﻜﻢ ، إﺣﺼﺎﺋﻴﺎت ﻋﻦ اﻟﻤﺨﺎﻟﻔﺎت اﻟﺘﻲ وﻗﻌﺖ ﺰاءات اﻟﺘﻲ  ﺑﻬﺎ .  اﻟﻌﻤﻞ 6- إﺣﺼﺎﺋﻴﺎت ﻋﻦ إﺻﺎﺑﺎت . اﻟﻤﻬﻦ 7- إﺣﺼﺎﺋﻴﺎت ﻋﻦ أﻣﺮاض  .  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :    ، ﺗﻀﻊ اﻟﻮزارة ﻧﻤﺎذج ﻣﺤﺎﺿﺮ ﺿﺒﻂ اﻟﻤﺨﺎﻟﻔﺎت آﻤﺎ ﺗﻀﻊ اﻷﺣﻜﺎم اﻟﻼزﻣﺔ ، وﺳﺠﻼت اﻟﺘﻔﺘﻴﺶ واﻟﺘﻨﺒﻴﻬﺎت واﻹﻧﺬارات ﻟﻜﻴﻔﻴﺔ ﺣﻔﻈﻬﺎ ﻣﻜﺎ واﺳﺘﻌﻤﺎﻟﻬﺎ، وﺗﻌﻤﻴﻤﻬﺎ ﻋﻠﻰ اﻟﻌﻤﻞ ﺗﺐ . اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﻨﻈﻢ اﻵﺗﻴﺔ ﺗﺪرﻳﺐ ﻣﻔﺘﺸﻲ اﻟﻌﻤﻞ ﻓﻲ دورات ﺗﺪرﻳﺒﻴﺔ ﺗﺸﺘﻤﻞ ﺑﺼﻮرة ﺧﺎﺻﺔ ﻋﻠﻰ اﻷﻣﻮر  :  واﻟﻌﻤﺎل 1-  .   واﻻﺗﺼﺎل ﺑﺄﺻﺤﺎب اﻟﻌﻤﻞ ، أﺻﻮل ﺗﻨﻈﻴﻢ اﻟﺰﻳﺎرات اﻟﺘﻔﺘﻴﺸﻴﺔ ﺗﺪﻗﻴﻖ 2- أﺻﻮل  اﻟﺘﻔﺘﻴﺶ اﻟﺴﺠﻼت واﻟﺪﻓﺎﺗﺮ واﻟﺤﺎﺳﺐ اﻵﻟﻲ وأﺻﻮل ﺗﻨﻈﻴﻢ ﻣﺤﺎﺿﺮ اﻷﺷﺨﺎص واﺳﺘﺠﻮاب .  3- ، أﺻﻮل إرﺷﺎد أﺻﺤﺎب اﻟﻌﻤﻞ إﻟﻰ ﻣﺴﺘﻠﺰﻣﺎت اﻟﻨﺼﻮص اﻟﻨﻈﺎﻣﻴﺔ وﻓﻮاﺋﺪ ﺗﻄﺒﻴﻘﻬﺎ  اﻟﺘﻄﺒﻴﻖ وﻣﺴﺎﻋﺪﺗﻬﻢ ﻓﻲ هﺬا .  ووﺳﺎﺋﻞ 4-   اﻟﻤﻬﻨﻴﺔ ، ﻣﺒﺎدئ أﺳﺎﺳﻴﺔ ﻓﻲ اﻟﺘﻘﻨﻴﺔ اﻟﺼﻨﺎﻋﻴﺔ اﻟﻮﻗﺎﻳﺔ ﻣﻦ إﺻﺎﺑﺎت اﻟﻌﻤﻞ واﻷﻣﺮاض .  اﻟﻜﻔﺎﻳﺔ 5- ﻣﺒﺎدئ أﺳﺎﺳﻴﺔ ﻓﻲ  ﺑﻤﺪ وﺻﻠﺘﻬﺎ اﻟﻌﻤﻞ ، اﻹﻧﺘﺎﺟﻴﺔ ى ﺗﺄﻣﻴﻦ اﻟﺸﺮوط اﻟﺼﺎﻟﺤﺔ ﻟﺠﻮ ﻣﻤﺎرﺳﺔ .  اﻟﻤﺎدة اﻟﻤﺎﺋﺘﻴﻦ اﻟﺘﺎﺳﻌﺔ ﺑﻌﺪ  :  ﻳﺼﺪر ﻣﺠﻠﺲ اﻟﻮزراء اﻟﻼﺋﺤﺔ اﻟﺘﻨﻔﻴﺬﻳﺔ ﻟﻀﺒﻂ أﻋﻤﺎل اﻟﺒﺎب اﻟﺘﻔﺘﻴﺶ وﺗﻨﻈﻴﻤﻬﺎ اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا . اﻟﺒﺎب اﻟﺮاﺑﻊ ﻋﺸﺮ هﻴﺌﺎت ﺗﺴﻮﻳﺔ اﻟﻌﻤﺎﻟﻴﺔ اﻟﺨﻼﻓﺎت  اﻟﻤﺎدة اﻟﻌﺎﺷﺮة ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  هﻴﺌﺎت ﺗﺴﻮﻳﺔ اﻟﺨﻼﻓﺎت هﻲ اﻟﻌﻤﺎﻟﻴﺔ  :  اﻟﺨﻼﻓﺎت 1- اﻟﻬﻴﺌﺎت اﻻﺑﺘﺪاﺋﻴﺔ ﻟﺘﺴﻮﻳﺔ  .  اﻟﻌﻠﻴﺎ 2- اﻟﻬﻴﺌﺔ  اﻟﺨﻼﻓﺎت ﻟﺘﺴﻮﻳﺔ .  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ ﻋﺸﺮة ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﺴﻤﻰ ﺑﻘﺮار ﻣﻦ اﻟﻮزﻳﺮ اﻟﺸﺮﻳﻌﺔ ﺑﻌﺪ ﻣﻮاﻓﻘﺔ رﺋﻴﺲ ﻣﺠﻠﺲ اﻟﻮزراء أﻋﻀﺎء اﻟﻬﻴﺌﺎت اﻻﺑﺘﺪاﺋﻴﺔ ﻣﻦ ﺣﻤﻠﺔ اﻹﺟﺎزة ﻓﻲ   أو اﻟﺤﻘﻮق .  اﻟﻤﺎدة اﻟﻤﺎﺋﺘﻴﻦ اﻟﺜﺎﻧﻴﺔ ﻋﺸﺮة ﺑﻌﺪ :  ﺗﺆﻟﻒ ﺑﻘﺮار ﻣﻦ اﻟﻮزﻳﺮ ﻓﻲ آﻞ  ﻣﻜﺘﺐ ﻋﻤﻞ ﻳﺤﺪدﻩ اﻟﻮزﻳﺮ هﻴﺌﺔ اﺑﺘﺪاﺋﻴﺔ ﺗﺸﺘﻤﻞ ﻋﻠﻰ داﺋﺮة أو أآﺜﺮ ﻣﻦ ﻋﻀﻮ واﺣﺪ وﺗﻔﺼﻞ آﻞ ﻣﻦ داﺋﺮة ﻣﻦ هﺬﻩ اﻟﺪواﺋﺮ ﻓﻴﻤﺎ ﻳﻄﺮح ﻋﻠﻴﻬﺎ ﻣﻦ ﻗﻀﺎﻳﺎ، ﻓﺈذ اﺷﺘﻤﻠﺖ اﻟﻬﻴﺌﺔ ﻋﻠﻰ أآﺜﺮ   داﺋﺮة ﻳﺴﻤﻲ اﻟﻮزﻳﺮ رﺋﻴﺴًﺎ ﻣﻦ ﺑﻴﻦ اﻷﻋﻀﺎء ﻳﺘ ﻮﻟﻰ-  ﺑﺎﻹﺿﺎﻓﺔ إﻟﻰ ﻋﻤﻠﻪ-ﺗﻮزﻳﻊ  واﻟﻜﺘﺎﺑﻴﺔ  .  وﺗﻨﻈﻴﻢ اﻷﻋﻤﺎل اﻹدارﻳﺔ ، اﻟﻘﻀﺎﻳﺎ ﻋﻠﻰ أﻋﻀﺎء اﻟﻬﻴﺌﺔ اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ اﻟﻤﺎﺋﺘﻴﻦ ﻋﺸﺮة ﺑﻌﺪ  :     ﻳﻜﻠﻒ، إذا ﻟﻢ ﺗﺆﻟﻒ هﻴﺌﺔ اﺑﺘﺪاﺋﻴﺔ ﻓﻲ أﺣﺪ ﻣﻜﺎﺗﺐ اﻟﻌﻤﻞ اﻟﻮزﻳﺮ-  ﻋﻨﺪ اﻻﻗﺘﻀﺎء-  اﻟﻬﻴﺌﺔ اﻟﻤﺆﻟﻔﺔ ﻓﻲ أﻗﺮب ﻣﻜﺘﺐ ﻋﻤﻞ ﺑﻤﻬﻤﺎت اﻟﻬﻴﺌﺔ اﻟﺘ ﻟﻢ ﻲ  واﺧﺘﺼﺎﺻﺎﺗﻬﺎ ﺗﺆﻟﻒ .  اﻟﻤﺎدة اﻟﺮﺑﻌﺔ ﻋﺸﺮة ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﺗﺨﺘﺺ اﻟﻬﻴﺌﺔ ﻳﺄﺗﻲ اﻻﺑﺘﺪاﺋﻴﺔ ﺑﻤﺎ  :  اﻵﺗﻲ 1- ﺑﺎﻟﻔﺼﻞ ﻧﻬﺎﺋﻴًﺎ ﻓﻲ  :  اﻟﺨﻼﻓﺎت رﻳﺎل 1/1- اﻟﻌﻤﺎﻟﻴﺔ،أﻳًﺎ آﺎن ﻧﻮﻋﻬﺎ،اﻟﺘﻲ ﻻ ﺗﺘﺠﺎوز ﻗﻴﻤﺘﻬﺎ ﻋﺸﺮة ﺁﻻف .  
اﻻﻋﺘﺮاض اﻟﻌﺎ 1/2- ﻋﻠﻰ اﻟﺠﺰاء اﻟﺬي ﻳﻮﻗﻌﻪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻋﻠﻰ ﻣﻞ.  ﻋﻠﻴﻬﺎ 1/3- ﻓﺮض اﻟﻌﻘﻮﺑﺎت اﻟﻤﻨﺼﻮص   ﻓﻲ هﺬا اﻟﻨﻈﺎم ﻋﻠﻰ اﻟﻤﺨﺎﻟﻔﺔ اﻟﺘﻲ ﻻ ﺗﺘﺠﺎوز ﻋﻘﻮﺑﺘﻬﺎ اﻟﻤﻘﺮرة ﺧﻤﺴﺔ ﺁﻻف رﻳﺎل، وﻋﻠﻰ رﻳﺎل اﻟﻤﺨﺎﻟﻔﺎت اﻟﺘﻲ ﻻ ﺗﺘﺠﺎوز ﻋﻘﻮﺑﺎﺗﻬﺎ اﻟﻤﻘﺮرة ﻓﻲ ﻣﺠﻤﻮﻋﻬﺎ ﺧﻤﺴﺔ ﺁﻻف .  اﻵﺗﻲ 2- ﺑﺎﻟﻔﺼﻞ اﺑﺘﺪاﺋﻴًﺎ ﻓﻲ  :  ﻗﻴﻤ 2/1- اﻟﺨﻼﻓﺎت اﻟﻌﻤﺎﻟﻴﺔ اﻟﺘﻲ ﺗﺘﺠﺎوز ﻋﺸﺮة ﺘﻬﺎ  رﻳﺎل ﺁﻻف .  اﻟﺘﻌﻮﻳﺾ 2/2-  .   ﻣﻬﻤﺎ ﺑﻠﻐﺖ ﻗﻴﻤﺔ ، ﺧﻼﻓﺎت اﻟﺘﻌﻮﻳﺾ ﻋﻦ إﺻﺎﺑﺎت اﻟﻌﻤﻞ اﻟﻌﻤﻞ 2/3- ﺧﻼﻓﺎت اﻟﻔﺼﻞ ﻋﻦ .  هﺬا 2/4- ﻓﺮض اﻟﻌﻘﻮﺑﺎت اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ  رﻳﺎل اﻟﻨﻈﺎم ﻋﻠﻰ اﻟﻤﺨﺎﻟﻔﺔ اﻟﺘﻲ ﺗﺘﺠﺎوز ﻋﻘﻮﺑﺘﻬﺎ اﻟﻤﻘﺮرة ﺧﻤﺴﺔ ﺁﻻف  , وﻋﻠﻰ اﻟﻤﺨﺎﻟﻔﺎت اﻟﻤﻘ اﻟﺘﻲ ﺗﺘﺠﺎوز ﻋﻘﻮﺑﺎﺗﻬﺎ رﻳﺎل ﺮرة ﻓﻲ ﻣﺠﻤﻮﻋﻬﺎ ﺧﻤﺴﺔ ﺁﻻف .  اﻟﻌﻘﻮﺑﺎت 2/5- ﻓﺮض  ﺗﺒﻌﻴﺔ ﻋﻠﻰ اﻟﻤﺨﺎﻟﻔﺎت اﻟﻤﻌﺎﻗﺐ ﻋﻠﻴﻬﺎ ﺑﺎﻟﻐﺮاﻣﺔ ﻣﻊ ﻋﻘﻮﺑﺔ .  اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ ﻋﺸﺮة ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﺗﻜﻮن اﻟﻬﻴﺌﺔ اﻟﻌﻠﻴﺎ ﻟﺘﺴﻮﻳﺔ اﻟﺨﻼﻓﺎت ﻣﻦ ﻋﺪة دواﺋﺮ ﻻ ﺗﻘﻞ اﻟﺪاﺋﺮة  اﻟﻮاﺣﺪة ﻋﻦ ﺛﻼﺛﺔ أﻋﻀﺎء، وﻳﺼﺪر ﻗﺮار ﻣﻦ ﻣﺠﻠﺲ اﻟﻮزراء - اﻟﻮزﻳﺮ ﺑﻨﺎًء ﻋﻠﻰ ﺗﺮﺷﻴﺢ  -  ﺑﺘﺴﻤﻴﺔ رﺋﻴﺲ اﻟﻬﻴﺌﺔ وأﻋﻀﺎﺋﻬﺎ ﻣﻦ ﺣﻤﻠﺔ اﻹﺟﺎزة ﻓﻲ اﻟﺸﺮﻳﻌﺔ واﻟﺤﻘﻮق ﻣﻤﻦ ﻟﺪﻳﻬﻢ اﻟﺨﺒﺮة ﻣﻦ ﻓﻲ ﻣﺠﺎل اﻟﺨﻼﻓﺎت اﻟﻌﻤﺎﻟﻴﺔ، وﻳﺤﺪد ﻋﺪد دواﺋﺮ اﻟﻬﻴﺌﺔ اﻟﻌﻠﻴﺎ وﻣﻨﺎﻃﻖ ﻋﻤﻠﻬﺎ ﺑﻘﺮار   اﻟﻮزﻳﺮ ﺑﻨﺎًء ﻋﻠﻰ   وﻳﺘﻮﻟﻰ رﺋﻴﺲ اﻟﻬﻴﺌﺔ اﺧﺘﻴﺎر رؤﺳﺎء اﻟﺪواﺋﺮ ، اﻗﺘﺮاح رﺋﻴﺲ اﻟﻬﻴﺌﺔ وﺗﻮزﻳﻊ اﻟﻌﻤﻞ ﺑﻴﻨﻬﺎ واﻹﺷﺮاف ﻋﻠﻰ ﺟﻤﻴﻊ ﻣﺎ ﻳﺘﻌﻠﻖ ﺑﺄﻋﻤﺎﻟﻬﺎ اﻹدارﻳﺔ.  اﻟﻤﺎدة اﻟﻤﺎﺋﺘﻴﻦ اﻟﺴﺎدﺳﺔ ﻋﺸﺮة ﺑﻌﺪ  :  ﺗﺨﺘﺺ آﻞ داﺋﺮة ﻣﻦ دواﺋﺮ اﻟﻬﻴﺌﺔ اﻟﻌﻠﻴﺎ ﺑﺎﻟﻔﺼﻞ   ﻓﻲ ﺟﻤﻴﻊ ﻗﺮارات دواﺋﺮ اﻟﻬﻴﺌﺎت اﻻﺑﺘﺪاﺋﻴﺔ ،  وﺑﺎﻟﺪرﺟﺔ اﻟﻘﻄﻌﻴﺔ ، ﻧﻬﺎﺋﻴًﺎ اﻟﺘﻲ ﺗﺮﻓﻊ أﻣﺎﻣﻬﺎ ﻟﻼﺳﺘﺌﻨﺎف  .  اﻟﻤﺎد اﻟﻤﺎﺋﺘﻴﻦ ة اﻟﺴﺎﺑﻌﺔ ﻋﺸﺮة ﺑﻌﺪ  :  ﻣﺪة اﻻﺳﺘﺌﻨﺎف وﻣﻦ  ﺑﺎﻟﻘﺮار ، ﺛﻼﺛﻮن ﻳﻮﻣًﺎ ﻣﻦ ﺗﺎرﻳﺦ اﻟﻨﻄﻖ ﺑﻘﺮار اﻟﺪاﺋﺮة اﻻﺑﺘﺪاﺋﻴﺔ ﻓﻲ اﻟﻘﺮارات اﻟﺤﻀﻮرﻳﺔ ﺗﺎرﻳﺦ اﻟﺘﺒﻠﻴﻎ  ﻓﻲ ﻏﻴﺮهﺎ .  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ ﻋﺸﺮة ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  إذا ا ﻟﻢ ﻳﺴﺘﺄﻧﻒ ﻗﺮار اﻟﺪاﺋﺮة اﻻﺑﺘﺪاﺋﻴﺔ ﺧﻼل اﻟﻤﺪة اﻟﻤﺤﺪدة ﻓﻲ ﻳﻌﺪ ﻟﻤﺎدة اﻟﺴﺎﺑﻘﺔ    وﺗﻌﺪ ﻗﺮارات ، اﻟﻘﺮار ﻧﻬﺎﺋﻴًﺎ واﺟﺐ اﻟﺘﻨﻔﻴﺬ دواﺋﺮ اﻟﻬﻴﺌﺔ اﻟﻌﻠﻴﺎ واﺟﺒﺔ اﻟﺘﻨﻔﻴﺬ ﻣﻦ ﺻﺪورهﺎ ﺗﺎرﻳﺦ  .  اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ ﻋﺸﺮة ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  آﻞ هﻴﺌﺔ ﻣﻦ هﺬﻩ اﻟﻬﻴﺌﺎت  ﻟﻬﺎ وﺣﺪهﺎ- ، - دون ﻏﻴﺮهﺎ ﺣﻖ اﻟﻨﻈﺮ ﻓﻲ ﺟﻤﻴﻊ اﻟﺨﻼﻓﺎت اﻟﻤﺘﻌﻠﻘﺔ ﺑﻬﺬا اﻟﻨﻈﺎم   وﺑﺎﻟﺨﻼﻓﺎت   أو اﻧﺘﺪاب أﺣﺪ ،  وﻟﻬﺎ إﺣﻀﺎر أي ﺷﺨﺺ ﻻﺳﺘﺠﻮاﺑﻪ ، اﻟﻨﺎﺷﺌﺔ ﻋﻦ ﻋﻘﻮد اﻟﻌﻤﻞ آﻤﺎ، أﻋﻀﺎﺋﻬﺎ ﻟﻠﻘﻴﺎم ﺑﻬﺬا اﻻﺳﺘﺠﻮاب ﻳﺠﻮز ﻟﻬﺎ اﻹﻟﺰام ﺑﺘﻘﺪﻳﻢ اﻟﻤﺴﺘﻨﺪات واﻷدﻟﺔ،  واﺗﺨﺎذ ﻏﻴﺮ ذﻟﻚ ﻣﻦ اﻹﺟﺮاءات اﻟﺘﻲ ﺗﻘﺮهﺎ . وﻟﻠﻬﻴﺌﺔ ﺣﻖ اﻟﺪﺧﻮل ﻓﻲ أي ﻣﻜﺎن ﺗﺸﻐﻠﻪ وا واﻟﻤﺴﺘﻨﺪات ، اﻟﻤﻨﺸﺄة ﻣﻦ أﺟﻞ إﺟﺮاء اﻟﺘﺤﻘﻴﻖ ﻻﻃﻼع ﻋﻠﻰ ﺟﻤﻴﻊ اﻟﺪﻓﺎﺗﺮ واﻟﺴﺠﻼت   اﻟﺘﻲ ﺗﺮى ﻣﻮﺟﺒًﺎ ﻟﻼﻃﻼع ﻋﻠﻴﻬﺎ.  اﻟﻤﺎدة اﻟﻌﺸﺮون ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﺗﺮﻓﻊ اﻟﻌﻤﻞ    اﻟﺘﻲ ﻳﻘﻊ ﻣﻜﺎن ، اﻟﺪﻋﺎوى ﻋﻦ ﻃﺮﻳﻖ ﻣﻜﺘﺐ اﻟﻌﻤﻞ اﻟﻤﺨﺘﺺ أﻣﺎم اﻟﻬﻴﺌﺎت اﻻﺑﺘﺪاﺋﻴﺔ ﻓﻲ ﻣﻘﺮهﺎ، أو ﻓﻲ داﺋﺮة اﺧﺘﺼﺎﺻﺎهﺎ . وﻋﻠﻰ ﻣﻜﺘﺐ اﻟﻌﻤﻞ-اﻟﻨ ﻗﺒﻞ إﺣﺎﻟﺔ اﻟﻬﻴﺌﺔ ﺰاع إﻟﻰ  -  اﺗﺨﺎذ اﻹﺟﺮاءات اﻟﻼزﻣﺔ ﻟﺘﺴﻮﻳﺔ اﻟﻨﺰاع ودﻳًﺎ . وﻳﺼﺪر اﻟﻮزﻳﺮ ﻗﺮارًا ﺑﺎﻹﺟﺮاءات ﺑﺬﻟﻚ واﻟﻘﻮاﻋﺪ اﻟﺨﺎﺻﺔ  .  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﻌﺸﺮون ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﺗﻨﻈﺮ اﻻﺳﺘﻌﺠﺎل اﻟﺪﻋﺎوى اﻟﻤﺘﺮﺗﺒﺔ ﻋﻠﻰ أﺣﻜﺎم هﺬا اﻟﻨﻈﺎم ﻋﻠﻰ وﺟﻪ   اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ اﻟﻤﺎﺋﺘﻴﻦ واﻟﻌﺸﺮون ﺑﻌﺪ  :  اﻟﻨﻈﺎم 1- ﻻ ﺗﻘﺒﻞ أﻣﺎم اﻟﻬﻴﺌﺎت اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا   أي دﻋﻮى ﺗﺘﻌﻠﻖ ﺑﺎﻟﻤﻄﺎﻟﺒﺔ ﺑﺤﻖ ﻣﻦ اﻟﺤﻘﻮق اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا اﻟﻨﻈﺎم أو اﻟﻨﺎﺷﺌﺔ ﻋﻦ اﻟﻌﻤﻞ ﻋﻘﺪ اﻟﻌﻤﻞ ﺑﻌﺪ ﻣﻀﻲ اﺛﻨﻲ ﻋﺸﺮ ﺷﻬﺮًا ﻣﻦ ﺗﺎرﻳﺦ اﻧﺘﻬﺎء ﻋﻼﻗﺔ  .  أي 2- ﻻ ﺗﻘﺒﻞ  ﻋ دﻋﻮى ﺗﺘﻌﻠﻖ ﺑﻤﻄﺎﻟﺒﺔ ﺑﺤﻖ ﻣﻦ اﻟﺤﻘﻮق اﻟﻤﻨﺼﻮص اﺛﻨﻲ ﻠﻴﻬﺎ ﻓﻲ ﻧﻈﺎم اﻟﻌﻤﻞ اﻟﺴﺎﺑﻖ ﺑﻌﺪ ﻣﻀﻲ   ﻋﺸﺮ ﺷﻬﺮًا ﻣﻦ ﺗﺎرﻳﺦ اﻟﻌﻤﻞ ﺑﻬﺬا اﻟﻨﻈﺎم .  اﻟﺘﻲ 3- ﻻ ﺗﻘﺒﻞ أي ﺷﻜﻮى ﻋﻦ اﻟﻤﺨﺎﻟﻔﺎت   ﺗﻘﻊ ﺿﺪ أﺣﻜﺎم هﺬا اﻟﻨﻈﺎم أو اﻟﻠﻮاﺋﺢ واﻟﻘﺮارات اﻟﺼﺎدرة ﺑﻤﻘﺘﻀﺎﻩ ﺑﻌﺪ ﻣﻀﻲ اﺛﻨﻲ ﻋﺸﺮ اﻟﻤﺨﺎﻟﻔﺔ ﺷﻬﺮًا ﻣﻦ ﺗﺎرﻳﺦ وﻗﻮع .  اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻟﻌﺸﺮون ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻻ ﻗﺮارهﺎ ﻳﺠﻮز ﻷي هﻴﺌﺔ ﻣﻦ اﻟﻬﻴﺌﺎت اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا اﻟﺒﺎب أن ﺗﻤﺘﻨﻊ ﻋﻦ إﺻﺪار   ﺑﺤﺠﺔ ﻋﺪم وﺟﻮد ﻧﺺ ﻓﻲ هﺬا اﻟﻨﻈﺎم ﻳﻤﻜﻦ ﺗﻄﺒﻴﻘﻪ  .ﺗﺴﺘﻌﻴﻦ وﻋﻠﻴﻬﺎ ﻓﻲ هﺬﻩ اﻟﺤﺎﻟﺔ أن   ﺑﻤﺒﺎدئ اﻟﺸﺮﻳﻌﺔ اﻹﺳﻼﻣﻴﺔ وﻣﺎ اﺳﺘﻘﺮت ﻋﻠﻴﻪ اﻟﺴﻮاﺑﻖ اﻟﻘﻀﺎﺋﻴﺔ واﻟﻌﺮف وﻗﻮاﻋﺪ اﻟﻌﺪاﻟﺔ.  اﻟﻤﺎدة اﻟ اﻟﻤﺎﺋﺘﻴﻦ ﺮاﺑﻌﺔ واﻟﻌﺸﺮون ﺑﻌﺪ  :  ﻳﺠﻮز ﻟﻄﺮﻓﻲ ﻋﻘﺪ اﻟﻌﻤﻞ ﺗﻀﻤﻴﻨﻪ ﻧﺼًﺎ اﻟﺘﺤﻜﻴﻢ ﻳﻘﻀﻲ ﺑﺘﺴﻮﻳﺔ اﻟﺨﻼﻓﺎت ﺑﻄﺮﻳﻘﺔ  .  آﻤﺎ ﻳﻤﻜﻦ ﻟﻬﻤﺎ اﻻﺗﻔﺎق ﻋﻠﻰ ذﻟﻚ ﺑﻌﺪ ﻧﺸﻮء اﻟﻨﺰاع . وﻓﻲ ﺟﻤﻴﻊ اﻷﺣﻮال ﺗﻄﺒﻖ أﺣﻜﺎم ﻧﻈﺎم اﻟﺘﺤﻜﻴﻢ اﻟﻨﺎﻓﺬ ﻓﻲ اﻟﻤﻤﻠﻜﺔ وﻻﺋﺤﺘﻪ اﻟﺘﻨﻔﻴﺬﻳﺔ . 
اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻟﻌﺸﺮون ﺑﻌﺪاﻟﻤﺎﺋﺘﻴﻦ  :  ﻻ ﻳﺠﻮز ﻷي ﻣﻦ اﻟﻄﺮﻓﻴﻦ ﻋﻠﻴﻬﺎ اﻟﻤﺘﻨﺎزﻋﻴﻦ إﺛﺎرة اﻟﻨﺰاع اﻟﺬي ﺻﺪر ﻗﺮار ﻧﻬﺎﺋﻲ ﺑﺸﺄﻧﻪ ﻣﻦ إﺣﺪى اﻟﻬﻴﺌﺎت اﻟﻤﻨﺼﻮص   ﻓﻲ هﺬا اﻟﺒﺎب أﻣﺎم هﺬﻩ اﻟﻬﻴﺌﺔ أو ﻏﻴﺮهﺎ ﻣﻦ اﻟﺠﻬﺎت اﻟﻘﻀﺎﺋﻴﺔ اﻷﺧﺮى .  اﻟﻤﺎدة اﻟﻤﺎﺋﺘﻴﻦ اﻟﺴﺎدﺳﺔ واﻟﻌﺸﺮون ﺑﻌﺪ  :  ﻻ ﻳﺠﻮز ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ أﺛﻨﺎء اﻟﺴﻴﺮ ﻓ إﺟﺮاءات ﻲ   اﻟﻤﺼﺎﻟﺤﺔ أو اﻟﺘﺤﻜﻴﻢ أو أﺛﻨﺎء ﻧﻈﺮ اﻟﺪﻋﻮى أﻣﺎم إﺣﺪى اﻟﻬﻴﺌﺎت اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا ﻳﺘﺮﺗﺐ اﻟﺒﺎب أن ﻳﻐﻴﺮ ﻣﻦ ﺷﺮوط اﻟﺘﺸﻐﻴﻞ اﻟﺘﻲ آﺎﻧﺖ ﺳﺎرﻳﺔ ﻗﺒﻞ ﺑﺪء اﻹﺟﺮاءات ﺗﻐﻴﻴﺮًا   ﻋﻠﻴﻪ إﻟﺤﺎق ﺿﺮر ﺑﺎﻟﻌﺎﻣﻞ.  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻟﻌﺸﺮون ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﺠﻮز  ﻟﻠﻬﻴﺌﺔ أن ﺗﺤﻜﻢ ﻋﻠﻰ ﻧﻔﻘﺎت ﻣﻦ ﺧﺴﺮ اﻟﺪﻋﻮى ﺑﺄن ﻳﺪﻓﻊ إﻟﻰ اﻟﻄﺮف اﻵﺧﺮ آﻞ ﻣﺎ ﺗﻜﺒﺪﻩ ﻣﻦ  ﺑﻌﻀﻪ أو .  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻟﻌﺸﺮون ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﺼﺪر ﻣﺠﻠﺲ اﻟﻮزراء ﻻﺋﺤﺔ اﻟﻌﻤﺎﻟﻴﺔ اﻟﻤﺮاﻓﻌﺎت أﻣﺎم هﻴﺌﺎت ﺗﺴﻮﻳﺔ اﻟﺨﻼﻓﺎت  .   
اﻟﺒﺎب اﻟﺨﺎﻣﺲ ﻋﺸﺮ اﻟﻌﻘﻮﺑﺎت اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﻌﺸﺮون ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﺗﻄﺒﻖ اﻟﻌﻘﻮﺑﺎت ﺁﺧﺮ اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا اﻟﺒﺎب ﻣﺎ ﻟﻢ ﻳﻜﻦ هﻨﺎك ﻋﻘﻮﺑﺎت أﺧﺮى أﺷﺪ ﻳﻨﺺ ﻋﻠﻴﻬﺎ أي ﻧﻈﺎم  .  اﻟﻤﺎدة اﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﻌﺎﻗﺐ ﺑﻐﺮاﻣﺔ ﻻ ﺗﻘﻞ ﻋﻦ ﺛﻼﺛﺔ ﺁﻻف رﻳﺎل  وﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﻋﺸﺮة ﺁﻻف رﻳﺎل آﻞ ﻣﻦ ﻳﺨﺎﻟﻒ أي ﺣﻜﻢ ﻣﻦ اﻷﺣﻜﺎم اﻟﺨﺎﺻﺔ ﺑﺈﻋﺪاد اﻟﻌﻤﺎل ﻣﻬﻨﻴًﺎ اﻟﺴﻌﻮدﻳﻴﻦ واﻟﻘﺮارات وإﺣﻼﻟﻬﻢ ﻣﺤﻞ ﻏﻴﺮهﻢ اﻟﻤﻨﺼﻮص ﻋﻠﻴﻬﺎ ﻓﻲ هﺬا اﻟﻨﻈﺎم  ﺑﻤﻘﺘﻀﺎﻩ ، اﻟﺼﺎدرة .  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﻌﺎﻗﺐ آﻞ ﻣﻦ واﻟﺴﺎﺑﻌﺔ ﻳﺨﺎﻟﻒ أﺣﻜﺎم اﻟﻤﻮاد اﻟﺴﺎدﺳﺔ ﻋﺸﺮة، واﻟﺨﺎﻣﺴﺔ واﻟﻌﺸﺮﻳﻦ، واﻟﺜﺎﻟﺜﺔ واﻟﺜﻼﺛﻴﻦ،  واﻟﺜﻼﺛﻴﻦ , واﻟﺜﺎﻣﻨﺔ واﻟﺜﻼﺛﻴﻦ ﻣﻦ هﺬا اﻟﻨﻈﺎم ﺑ ﺗﺰﻳﺪ ﻐﺮاﻣﺔ ﻻ ﺗﻘﻞ ﻋﻦ أﻟﻔﻲ رﻳﺎل وﻻ   ﻋﻠﻰ ﺧﻤﺴﺔ ﺁﻻف رﻳﺎل، وﺗﺘﻌﺪد اﻟﻐﺮاﻣﺔ ﺑﻘﺪر ﻋﺪد اﻟﻌﻤﺎل اﻟﺬﻳﻦ وﻗﻌﺖ اﻟﻤﺨﺎﻟﻔﺔ ﺑﺸﺄﻧﻬﻢ.  اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﻌﺎﻗﺐ آﻞ ﻣﻦ ﻳﺨﺎﻟﻒ ﺣﻜﻢ اﻟﻤﺎدة ﺛﻼ اﻟﺜﻼﺛﻴﻦ ﻣﻦ هﺬا اﻟﻨﻈﺎم ﺑﻐﺮاﻣﺔ ﻻ ﺗﻘﻞ ﻋﻦ ﻋﺸﺮة ﺁﻻف رﻳﺎل وﻻ ﺗﺰﻳﺪ ﻋﻠﻰ أﻟﻒ ﺛﻴﻦ  رﻳﺎل.  اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﻌﺎﻗﺐ آﻞ ﻣﻦ ﻳﺨﺎﻟﻒ ﺣﻜﻢ ﺗﺰﻳﺪ اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﺜﻼﺛﻴﻦ ﻣﻦ هﺬا اﻟﻨﻈﺎم ﺑﻐﺮاﻣﺔ ﻻ ﺗﻘﻞ ﻋﻦ ﺧﻤﺴﺔ ﺁﻻف رﻳﺎل وﻻ   ﻋﻠﻰ ﻋ ،  وﺗﺘﻌﺪد اﻟﻐﺮاﻣﺔ ﺑﺘﻌﺪد اﻷﺷﺨﺎص اﻟﺬﻳﻦ وﻗﻌﺖ اﻟﻤﺨﺎﻟﻔﺔ ﺑﺸﺄﻧﻬﻢ ، ﻋﺸﺮﻳﻦ أﻟﻒ رﻳﺎل وﻳﺘﻢ ﺗﺮﺣﻴﻞ اﻟﻌﺎﻣﻞ  ﻠﻰ ﺣﺴﺎب ﻣﻦ وﺟﺪ ﻳﻌﻤﻞ ﻟﺪﻳﻪ.  اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﻌﺎﻗﺐ ﺻﺎﺣﺐ اﻟﻌﻤﻞ أو أي ﺷﺨﺺ ﻣﺴﺆول ﻋﻦ ﻣﺨﺎﻟﻔﺔ أﺣﻜﺎم اﻟﻔﺼﻞ اﻟﺜﺎﻧﻲ  واﻟﻔﺼﻞ اﻟﺜﺎﻟﺚ واﻟﻔﺼﻞ اﻟﺮاﺑﻊ ﻣﻦ اﻟﺒﺎب ﺗﺼﺪر ﻋﻠ ، اﻟﺴﺎدس ﻣﻦ هﺬا اﻟﻨﻈﺎم أو أي ﻗﺮارات   وﻻ ﺗﺰﻳﺪ ، ﺑﻤﻘﺘﻀﺎﻩ ﺑﻐﺮاﻣﺔ ﻻ ﺗﻘﻞ ﻋﻦ أﻟﻔﻲ رﻳﺎل ﻰ ﺧﻤﺴﺔ ﺁﻻف رﻳﺎل ﻋﻦ آﻞ ﻣﺨﺎﻟﻔﺔ. اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﻌﺎﻗﺐ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻋﻦ ﺗﺰﻳﺪ ﻣﺨﺎﻟﻔﺔ ﺣﻜﻢ اﻟﻤﺎدة اﻟﺘﺴﻌﻴﻦ ﻣﻦ هﺬا اﻟﻨﻈﺎم ﺑﻐﺮاﻣﺔ ﻻ ﺗﻘﻞ ﻋﻦ ﺧﻤﺴﻤﺎﺋﺔ رﻳﺎل وﻻ   ﻋﻠﻰ ﺛﻼﺛﺔ .  وﺗﺘﻌﺪد اﻟﻐﺮاﻣﺔ ﺑﻘﺪر ﻋﺪد اﻟﻌﻤﺎل اﻟﺬﻳﻦ وﻗﻌﺖ اﻟﻤﺨﺎﻟﻔﺔ ﺑﺸﺄﻧﻬﻢ ، ﺁﻻف رﻳﺎل اﻟﻤ اﻟﻤﺎﺋﺘﻴﻦ ﺎدة اﻟﺴﺎدﺳﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ  :  ﻳﻌﺎﻗﺐ آﻞ ﻣﻦ ﻳﺨﺎﻟﻒ أﺣﻜﺎم اﻟﻔﺼﻞ اﻟﻤﺎدة اﻷول واﻟﺜﺎﻧﻲ ﻣﻦ اﻟﺒﺎب اﻟﺜﺎﻣﻦ ﻣﻦ هﺬا اﻟﻨﻈﺎم واﻟﻘﻮاﻋﺪ اﻟﺼﺎدرة وﻓﻘًﺎ ﻟﺤﻜﻢ  اﻟﺤﺎدﻳﺔ واﻟﻌﺸﺮﻳﻦ ﺑﻌﺪ اﻟﻤﺎﺋﺔ ﻣﻦ هﺬا اﻟﻨﻈﺎم ﺑﻐﺮاﻣﺔ ﻻ ﺗﻘﻞ ﻋﻦ ﺛﻼﺛﺔ ﺁﻻف رﻳﺎل وﻻ  ﺗﺰﻳﺪ ﻋﻠﻰ ﻋﺸﺮة ﺁﻻف رﻳﺎل ﻋﻦ آﻞ ﻣﺨﺎﻟﻔﺔ أو إﻏﻼق اﻟﻤﻨﺸﺄة ﻟﻤﺪة ﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﺛﻼﺛﻴﻦ  ﻳﻮﻣًﺎ أو إﻏﻼﻗﻬﺎ ﻧﻬﺎﺋﻴًﺎ وﻳﺠﻮز اﻟﺠﻤﻊ ﺑﻴﻦ اﻟﻐﺮاﻣﺔ واﻹﻏﻼق ﻣﻊ إﻳﻘﺎف ﻣﺼﺪر اﻟﺨﻄﺮ.  اﻟﻤﺎدة اﻟﺴﺎﺑﻌﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ : ﻣﻊ ﻋﺪم اﻹﺧﻼل ﺑﻤﺎ ﺗﻘﺮرﻩ اﻷﻧﻈﻤﺔ و اﻷﺧﺮى ﻣﻦ ﻋﻘﻮﺑﺔ ﺧﺎﺻﺔ ﺑﺤﻖ ﻣﻦ ﻳﺤﻮل دون ﻗﻴﺎم ﻣﻮﻇﻒ ﺑﺄﻋﻤﺎل  ﻇﻴﻔﺘﻪ، ﻳﻌﺎﻗﺐ آﻞ ﻣﻦ ﻳﺨﺎﻟﻒ ﺁﻻف ﺣﻜﻢ اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﺘﺴﻌﻴﻦ ﺑﻌﺪ اﻟﻤﺎﺋﺔ ﻣﻦ هﺬا اﻟﻨﻈﺎم ﺑﻐﺮاﻣﺔ ﻻ ﺗﻘﻞ ﻋﻦ ﺧﻤﺴﺔ   رﻳﺎل وﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﻋﺸﺮة ﺁﻻف رﻳﺎل.  اﻟﻤﺎدة اﻟﺜﺎﻣﻨﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ : ﻳﻌﺎﻗﺐ ﺑﻐﺮاﻣﺔ ﻻ ﺗﻘﻞ ﻋﻦ ﻋﺸﺮة ﺁﻻف رﻳﺎل وﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﺛﻼﺛﻴﻦ أﻟﻒ رﻳﺎل آﻞ ﺻﺎﺣﺐ ﻋ ﻤﻞ أو رﺋﻴﺲ ﻣﺸﺮوع وآﻞ ﻋﺎﻣﻞ رﻓﺾ أو أرﺟﺄ ﺗﻨﻔﻴﺬ ﻗﺮار ﺗﺤﻜﻴﻢ أو أي ﻗﺮار ﻧﻬﺎﺋﻲ ﺻﺎدر ﻋﻦ اﻟﻌﻤﺎﻟﻴﺔ إﺣﺪى هﻴﺌﺎت ﺗﺴﻮﻳﺔ اﻟﺨﻼﻓﺎت .  اﻟﻤﺎدة اﻟﺘﺎﺳﻌﺔ واﻟﺜﻼﺛﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﻌﺎﻗﺐ آﻞ ﻣﻦ ﻳﺨﺎﻟﻒ أي ﺣﻜﻢ ﻣﻦ أﺣﻜﺎم هﺬا اﻟﻨﻈﺎم واﻟﻠﻮاﺋﺢ واﻟﻘﺮارات اﻟﺼﺎدرة  ﺑﻤﻘﺘﻀﺎﻩ-ﺑﺸﺄﻧ ﻓﻴﻤﺎ ﻟﻢ ﻳﺮد  ﻪ ﻧﺺ ﺧﺎص ﺑﺎﻟﻌﻘﻮﺑﺔ -وﻻ ﺑﻐﺮاﻣﺔ ﻻ ﺗﻘﻞ ﻋﻦ أﻟﻔﻲ رﻳﺎل  رﻳﺎل ﺗﺰﻳﺪ ﻋﻠﻰ ﺧﻤﺴﺔ ﺁﻻف .  اﻟﻤﺎدة اﻷرﺑﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  
إذا ﺗﻜﺮرت اﻟﻤﻌﻴﻨﺔ اﻟﻤﺨﺎﻟﻔﺔ ﺧﻼل ﺗﺴﻌﻴﻦ ﻳﻮﻣًﺎ أو ﻟﻢ ﻳﻘﻢ اﻟﻤﺨﺎﻟﻒ ﺑﺘﺼﺤﻴﺢ ﻣﺨﺎﻟﻔﺘﻪ ﺧﻼل اﻟﻤﺪة  اﻟﻐﺮاﻣﺔ ﺗﻀﺎﻋﻒ .  اﻟﻤﺎدة اﻟﺤﺎدﻳﺔ واﻷرﺑﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﺠ ﻓﻲ ﻮز ﻟﻠﻤﺨﺎﻟﻒ  هﻴﺌﺔ آﻞ اﻷﺣﻮال دﻓﻊ اﻟﻐﺮاﻣﺔ اﻟﻤﻘﺮرة ﻓﻲ هﺬا اﻟﺒﺎب ﺑﺤﺪهﺎ اﻷﻋﻠﻰ دون اﻟﻠﺠﻮء إﻟﻰ   ﺗﺴﻮﻳﺔ اﻟﺨﻼﻓﺎت اﻟﻌﻤﺎﻟﻴﺔ .  اﻟﻤﺎدة اﻟﺜﺎﻧﻴﺔ واﻷرﺑﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﺗﺆول اﻟﺼﺎدرة ﻣﺒﺎﻟﻎ اﻟﻐﺮاﻣﺎت اﻟﺘﻲ ﺗﻮﻗﻊ ﺑﺴﺒﺐ ﻣﺨﺎﻟﻔﺔ أﺣﻜﺎم هﺬا اﻟﻨﻈﺎم واﻟﻠﻮاﺋﺢ واﻟﻘﺮارات  إﻟﻰ ﺑﻤﻘﺘﻀﺎﻩ   ﺻﻨﺪوق ﺗﻨﻤﻴﺔ اﻟﻤﻮاد اﻟﺒﺸﺮﻳﺔ.  
اﻟﺒﺎب اﻟﺴﺎدس ﻋﺸﺮ أﺣﻜﺎم ﺧﺘﺎﻣﻴﺔ  
اﻟﻤﺎدة اﻟﺜﺎﻟﺜﺔ واﻷرﺑﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﺼﺪر ﻳﻮﻣًﺎ اﻟﻮزﻳﺮ اﻟﻘﺮارات واﻟﻠﻮاﺋﺢ اﻟﻼزﻣﺔ ﻟﺘﻨﻔﻴﺬ أﺣﻜﺎم هﺬا اﻟﻨﻈﺎم ﺧﻼل ﻣﺎﺋﺔ وﺛﻤﺎﻧﻴﻦ   ، ﻣﻦ ﺗﺎرﻳﺦ اﻟﻌﻤﻞ ﺑﻬﺬا اﻟﻨﻈﺎم وﺗﻨﺸﺮ اﻟﻠﻮاﺋﺢ اﻟﺘﻨﻔﻴﺬﻳﺔ ﻓﻲ اﻟﺠﺮﻳﺪة اﻟﺮﺳﻤﻴﺔ .  اﻟﻤﺎدة اﻟﺮاﺑﻌﺔ واﻷرﺑﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﺤﻞ هﺬا اﻟﻨﻈﺎم ﻣﺤﻞ ﻧﻈﺎم اﻟﻌﻤﻞ    (21/ اﻟﺼﺎدر ﺑﺎﻟﻤﺮﺳﻮم اﻟﻤﻠﻜﻲ ذي اﻟﺮﻗﻢ)م ، واﻟﻌﻤﺎل 1389/9/6واﻟﺘﺎرﻳﺦ ، هـ وﻳﻠﻐﻲ آﻞ هﺬا ﻣﺎ ﻳﺘﻌﺎرض ﻣﻌﻪ ﻣﻦ أﺣﻜﺎم وﻳﺴﺘﻤﺮ اﻟﻌﻤﻞ ﺑﺎﻟﻠﻮاﺋﺢ واﻟﻘﺮارات اﻟﺼﺎدرة ﻗﺒﻞ ﻧﻔﺎذ  ﺗﻌﺪﻳﻠﻬﺎ اﻟﻨﻈﺎم إﻟﻰ ﺣﻴﻦ . اﻟﻤﺎدة اﻟﺨﺎﻣﺴﺔ واﻷرﺑﻌﻮن ﺑﻌﺪ اﻟﻤﺎﺋﺘﻴﻦ :  ﻳﻨﺸﺮ هﺬا ﻧﺸﺮﻩ اﻟﻨﻈﺎم ﻓﻲ اﻟﺠﺮﻳﺪة اﻟﺮﺳﻤﻴﺔ وﻳﻌﻤﻞ ﺑﻪ ﺑﻌﺪ ﻣﺎﺋﺔ وﺛﻤﺎﻧﻴﻦ ﻳﻮﻣﺎ ﻣﻦ ﺗﺎرﻳﺦ .   ،،، واﷲ اﻟﻤﻮﻓﻖ

 

Useful Links 

KSA Labor Law Arabic version 

KSA Labor Law English version

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