Read the untranslated law here: http://parliament.gov.sy/arabic/index.php?node=201&nid=4598&RID=-1&Last=10058&First=0&CurrentPage=6&Vld=-1&Mode=&Service=-1&Loc1=&Key1=&SDate=&EDate=&Year=&Country=&Num=&Dep=-1&
Law 17 for 2010 labor law the President of the Republic based on the Constitution and approved by the Assembly in its meeting dated 14-4-1431 Hijri, 29-3-2010 ad.
The first door
Definitions and general provisions
Material definitions (1) the following expressions shall mean: the application of the provisions of this law on shown alongside each:
Ministry: Ministry of Social Affairs and labour.
The Minister: the Minister of Social Affairs and labour.
Competent Department: Directorate of Social Affairs and labour.
Worker: any natural person employed by an employer for pay whatsoever and under his authority and supervision.
Employer: any individual or body corporate employing one or more wage whatsoever.
Unemployed: every Syrian Arab citizen unable to work and desire and looking and available only he found an opportunity to do so.
Pay: everything gives his interview working whatsoever in cash or in kind plus all increments under individual employment contracts or collective agreements or statutes to work whether paid daily, weekly, monthly, seasonally or annually pay concept does not include travel allowances and daily expenses incurred by the worker in the discharge of his work.
Temporary work: the work accomplished in nature requires a specific duration or which focus on the work itself and ends with the end times.
Casual work: work that is not included in nature as he is engaged and the employer does not take completed more than six months.
Seasonal work: work that is familiar in regular seasons and for a term of not more than six months.
Night work: work that runs from 7 pm to 7 am.
Partial work: work that reduced daily working hours for legal working hours laid down in part VII of this law.
The Union: the General Federation of trade unions and trade union organizations series in accordance with the provisions of the Trade Union regulatory act in force.
Syndicate Committee: the Committee elected in installations in accordance with the provisions of the Trade Union regulatory act in force.
Competent court: civilian court under article 205 of this law.
-In application of the provisions of this law or breach of the principle of equal opportunity or equal treatment for whatever reason and especially discrimination between workers in terms of race, colour, sex, marital status, creed, political opinion, trade union affiliation, nationality or social origin or outfit or dress style in keeping with the personal freedom in everything related to use or organize work or vocational qualification and training or promotion or remuneration or benefit from Social benefits or procedures and disciplinary measures or dismissal.
B-the void any act or conduct, or conduct by the employer in contravention of the provisions of the preceding paragraph of this article and the injured worker is entitled to claim before the competent court under the provisions of this law to claim compensation for material and moral damage suffered.
C-not considered discriminatory distinction, exclusion or preference based on objective criteria for the qualifications required to fill the work or nature.
D the provisions of this article shall not apply to the disabled and the handicapped, unless the doctor accredited facility based on the worker's physical condition.
Year is in the application of the provisions of this law 365 days, month 30 days unless otherwise agreed.
A-the provisions of this law on labour relations in the private sector and federal and foreign Arabic companies and cooperative sector and joint sector not covered by the provisions of the basic law for State workers.
B represents the rights established under the provisions of this law minimum workers ' rights that cannot be waived where there is a special regime for employees governing relations and conditions of work applicable to workers of the provisions of this Act or the special system which is better for the worker.
Unless the text in accordance with the provisions of this law.
A the provisions of this law shall not apply to:
1. employees subject to the provisions of the State employment statute number 50 for 2004, as amended.
2. employees subject to the provisions of the agricultural relations regulatory act.
3. the employer's family members who actually dependants.
4. domestic workers and housemaids.
5. working in associations and charities.
6. employees at work.
7. partial working workers who do not exceed their hours per day over two hours.
B-subject workers referred to in items 4-5-6-7 of paragraph (a) prior to provisions in their contracts which cannot be bye means to say what rights provided for by the provisions of this law.
A-void each condition or agreement contrary to the provisions of this law and it had been advance work done if it contains a derogation from the rights established working under it.
B-bye continue benefits or better terms for working interest prescribed or decide in individual employment contracts or collective agreements or internal regulations or other regulations established by custom and habit.
C-void all his interests include a derogation or waiver of rights arising from the employment contract during the duration or within three months from the expiry date, when was contrary to the provisions of this law.
Exempt actions by workers or employers or trade unions benefit under the provisions of this law and lawyer fees, insurance, legal and judicial guarantees inherent in all stages of litigation.
The court promptly and her right to take interim measures with or without bail and the right to make accelerated access to its provisions and in her case dismissed the plaintiff all or part of the expenses.
Exempt all workers ' requests and complaints from all charges of any kind whatsoever.
Be for amounts owed to the worker or to eligible under the provisions of this Act after the franchise on all movable and immovable property of the debtor and employer meet right after the judicial expenses and receivables to the public Treasury of taxes and fees and expenses of conservation and restoration.
A-if multiple owners were responsible for solidarity among them to fulfil the obligations arising from the provisions of this law.
B-If the employer waives some of his work to others in whole or in part this remains in solidarity with others in fulfilling all the commitments prior to the date of the assignment.
In the event of dissolution or liquidation or closure or bankruptcy or its insolvency drain workers rights in accordance with the provisions of this law.
The integration of established elsewhere or its inheritance or bequest or donation or rent or sale if auctioned or that of termination using the facility and workers be former employers jointly with the back of the implementation of all the obligations arising from these contracts up to the date of assignment.
The second door.
Unemployed operating offices
The Ministry of employment policy in the Syrian Arabic Republic and put the necessary regulations, rules and procedures.
This section applies to every shot both inside willing Arabic Republic of Syria or abroad.
-Taking into account the provisions of international labour conventions Department regulate employment outside the territory of the Syrian Arabic Republic for Syrian workers and housemaids and caregivers work and secure their rights under bilateral or collective agreements.
B-the Ministry in cooperation with the Foreign Ministry to follow up the implementation of international conventions on Syrian employment abroad and to settle disputes arising from the implementation of these conventions and after discussion in the Labour Advisory Board and social dialogue mentioned by article 177 of this code.
Excluded from the application of the provisions of this section
A-main functions of redistribution is authorized agents for employers.
B-classes that adhere to State appointed according to the provisions of the basic law for State workers.
C holding competitions advertised in public where only running certificate only.
D-resigned or that count de resigned who permit laws and regulations in force them back to work.
E-dismissed from service with the Premier's decision to leave returned to work.
A-it is not permissible to run any malfunctioning within the territory of the Syrian Arabic Republic unless in possession of a certificate of a public employment offices.
B-to be determined by decision of the Minister contained in this certificate.
Happening in every County Office, the Minister may make public offices to run in any other administrative units follow general operating Office in conservative Syrian Arabic Republic.
A manpower survey and job seekers and the unemployed.
B-management of job seekers registered with it.
C preparation of statistics and studies on labour and job seekers by scientific and professional qualifications.
D-contributing to providing jobs for job seekers within and outside the territory of the Syrian Arabic Republic.
A-the unemployed ask under his name in public office to run which is his residence with an indication of age and occupation, qualifications and previous work and any other information requested.
And on this Office under those requests and give students work for free document access restriction on application.
B each shot handcuffed in an Office referred to in the preceding paragraph of this article that I have no name registration requests from private offices to operate in accordance with the provisions governing the work of these offices and issued by the Minister.
The Ministry issued a decision in coordination with relevant ministries and stakeholders includes the mechanism for cooperation with educational and training entities in Syrian Arabic Republic universities and institutes, vocational training centres, etc.
Public employment offices is committed to:
-Implement the employment policy formulated by the Ministry and underlying principles.
B-do not receive any remuneration or Commission of unemployed versus play.
C issuing lists of registered unemployed has model issued by the Minister.
Special offices to run Syrian workers:
A Minister may authorize the opening:
2. private offices to introduce and use domestic workers from non-Syrian Arabs or using domestic workers from Syrian Arabs according to principles and regulations issued by the Premier's decision.
B special offices intended to run. Offices which holds employers requirements insurance of workers registered at these offices to hire workers directly to specific actions.
C-designated Minister license provisions and the working conditions of the offices referred to in items 1 and 2 of paragraph (a) of this article.
D-special offices commit to following:
1. implement usage policy developed by the Ministry and underlying principles.
2. provide general office to run in conservative monthly statement names of registered unemployed and the names of those who gave them work opportunities from these and type and place of work and their reward.
3. not being unemployed has only if Syrian Arab citizens and their equivalents.
Special offices for the existing operating date this Bill reconcile their positions with the requirements referred to in paragraph (c) of the preceding article 23 within six months from the date of entry into force of this law.
Employers ' relationship with General operating offices:
Every employer shall send within fifteen days from the date using one of the unemployed in the employment or work has its own limitation document to public office to run that produced enclosing statement includes the date of receipt of the work and its remuneration and job type or work ascribed to the codification document number constraint and its history before working under log name workers.
A-the employer in existing installations to date of the provisions of this law and those that arise in the future to send to the competent Directorate located in her constituency work within fifteen days from the date this law or from the date of introduction of the facility as a breakdown of the number of workers according to their types and their professions, qualifications, age, sex, nationality and wages earned.
B-the employer must send to the competent Directorate during the months of January and July of each year:
1. a breakdown of the number of employment according to their types and their professions, qualifications, age, sex, nationality and wages earned.
2. a statement of past actions or positions created and filled them and reasons for not filling the rest with their respective wage types and clarified during the previous six months.
3. a statement on the status of work and related opportunities to use and what is expected from the increase or decrease in the number of jobs and business.
C-the Ministry set up the form that it codifies this data.
Organization of the work of the non-Syrian Arabs:
A non-Syrian Arabs working shall be subject, whether employers or workers in all parts of the public sector or in one of the ministries, departments or public bodies or public institutions or public facilities or local administrative units or municipality or any other public sector agencies or private entities or private or joint or cooperative or grassroots organizations or professional associations special provisions regulate non-Syrian Arabs working in this section.
B no person of non-Syrian Arabs working in the Syrian Arabic Republic only after obtaining a license to operate from the Minister or his representative.
C-"work" mentioned in paragraph a of this article all commercial or industrial or agricultural labour or a craftsman or a banker or a service or technician or other including domestic workers, as well as any scientific or non-scientific career.
A non-Syrian Arabs working shall be subject in all enterprises subject to the provisions of this law to the condition of reciprocity.
B-the Minister determines the decision of non-exempt cases Syrian Arabs from the requirement referred to in the preceding paragraph or from the requirement to obtain a work permit or exemption.
(C) an employer who uses a non-Syrian Arabs relieved of any preconditions to notify competent Directorate within fifteen days from the date of commencement of employment.
D-in the application of the provisions of this law treats Palestinian Arabs surveyed 260 of 1956 law treatment of Syrian Arabs.
The Minister determines by Decree:
A-license conditions referred to in paragraph "b" of the previous article and extended and the data that should be included in the grant procedures and cases cancelled before expiry and drawing that gets him.
B financial guarantee required from the employer and cash allowance of duty or renew license or meeting allowance is lost or corrupted.
C-business and professions and trades, which prohibits non-Syrian Arabs.
D-maximum ratios using non-Syrian Arabs in certain professions, business and other crafts.
Is contrary to the provisions of this law, the use of non-Syrian Arabs working in any of the following cases: a the employer is authorized to work unless he has obtained permission from the competent Directorate.
B-work career not authorized to work.
The gradient and vocational training:
Is graded each of the contract with the employer for the work he has to learn a trade or craft.
A phased contract should be written in Arabic language and an editor on both sides keeps copies of copies.
B-the Minister determines by Decree and in coordination with the competent ministries and concerned professions subject to the gradient and gradient age and duration of learning a profession or occupation and the successive stages and a bonus at each stage progressively at least this bonus in the last phase of the general minimum wage set for workers in the profession in which they graduated.
If the scaling factor is the gradient contract event with his guardian or guardian.
A-the employer may terminate a contract scaling factor if he is incompetence or unwillingness to learn a profession or craft well.
B-graduated may terminate the contract, if you do not receive the proper care from their employer.
C-the party wishing to terminate the contract by notice to the other party at least three days before.
Special provisions apply to leave apprentices of various types, working hours and rest periods provided for in this law.
The employer at the end of the gradient to gradient gives evidence of joining the internship duration and level of skill in a profession or craft that believe this testimony of the competent Directorate of the Ministry.
Vocational training means vocational training or both theoretical or practical skills employer in a particular profession or craft before joining plus train workers while serving to raise the level of professionalism.
A vocational training contract must be in writing and must have sufficient qualifications and experience winning coach in a profession or craft to train as working in the same establishment must have suitable conditions for training.
B-regulated training contract between employer and worker trainee writing Arabic language on the three copies of each of the parties and the third copy shall be deposited with the competent social security Directorate.
C-the apprentice who completed 18 years of age to enter into contracts with himself if an event, his guardian or guardian.
The Minister determines by Decree and in coordination with relevant ministries and stakeholders training professions and age of the trainee and the training period and successive stages and pay at least the minimum wage for the working class in the profession.
The training contract may be terminated at the request of either party in any of the following cases:
A-if one party commits any breach of the provisions of this law.
B-if one side did his duties according to the terms of their contract.
C-If the contract is impossible for reasons beyond the control of either party.
D-if the employer specified in the contract training place to another place.
E if continuing apprentice work that threatens his safety or health and proved by a report by the Medical Committee accredited public institution for social security.
A-the employer in facilities where workers over fifty workers to allocate at least 1 percent of salary to support the process of training and upgrading the skills of employees.
B-this special fund allocations in Exchange is established to coordinate between the employer and the Trade Union Committee.
Adhere to established vocational training operations involving the granting of an apprentice certificate pass the training program implemented by showing the level prescribed by the Minister and in coordination with the competent ministries and other data concerned must be included in the certificate.
The Minister determines by Decree and in coordination with the competent ministries and relevant licensing requirements to make training centers in private enterprises and the conditions which follow vocational training and, depending on the requirements of each profession or industry that sets the minimum and maximum duration of vocational training and educational programs and theoretical and practical test and certification system which give on the matter and data recording.
Skill level and measure:
The Minister determines by Decree and in coordination with the competent ministries and concerned professions and trades that are subject to determine skill level and method of measurement and terms.
The worker is entitled to the degree of skill in a profession or craft to get a certificate to prove that and are certified by the competent Directorate of the Ministry.
Individual labour relations
Individual employment contract
The individual labour contract is a contract whereby the worker the employer and under his authority and supervision fee.
A-the employer free employment contract with Arabic language writing, working on three copies of each of the parties a copy of foreign language version and in case of non-working English employer is obliged to deposit the appropriate social insurance Directorate third within three months from the date of the contract.
B-if there is no written contract worker may prove his rights in all means of proof to the employer to prove the contrary.
C-gives the receipts factor might be saying goodbye to the employer of the origins of the documents and certificates.
A labour contract shall include in particular the following information:
1. name, nationality and address of each party clearly and in detail.
2. identification of the workplace.
3. the nature and type of work contract shop.
4. contract duration and type.
5. remuneration agreed between the parties and the date and method performance and other benefits, in cash or in kind, agreed between the parties.
6. working hours.
7. rights and benefits granted to workers and unanswered provision in this law.
B-the Ministry issued a contract typically is indicative taking into account previous items.
A-test duration employment contract and working may not be appointed on probation for more than three months or probationary once more when one employer are entitled to both parties during this period to terminate the contract without notice or compensation and without any responsibility on the employer.
B If the test expired and did not finish the term contract within a working service.
Contract work for a fixed term or for an indefinite period to accomplish assigned work.
A-the employer may assign an action working action agreed if not fundamentally different.
B-the employer may assign non-working action agreed even though differ substantially in cases of necessity, force majeure and to prevent an accident or to repair the resulting for a period not exceeding three months.
C-the employer may assign another worker agreed-if the use of modern technical means or if a change in business structure and functions with a view to developing work within its business and whether this means changes require new skills and working of the employer in this case to train and rehabilitate workers to acquire these skills to do business if the new training and qualification for working new work applied in this case to finish his demobilization provisions stipulated in article (justification 64) of this law.
D-subject to the provisions of article (52) the employer may transfer the work from a place of work agreed to the workplace belongs unless expressly in the employment contract provides otherwise. -Does not change the worker works under the preceding paragraphs shall affect the rights of material and working conditions.
A-if you move the workplace or facility to another location is more than 50 miles from the original work center, whether it be based on the will of the employer or for reasons beyond working must move to a new place of work, provided that the employer provides free transportation to this place back and forth or lead to appropriate cash working in this case if he refused to go to the new location factor is then applied to the outgoing ruling Provisions governing termination of employment contract upon the request of the worker.
B-If the transfer of work or facility to another location is more than 50 miles from the parent duty station for reasons beyond the control of the employer, workers must move to a new place of work and in this case the employer follows securing transportation to the new place for free back and forth if no worker refused to move to a new place of work, in this case the employment contract is terminated for him and describe his rights in accordance with the provisions of this law, except the compensation Provided for in article 65 of this code.
C-If the transfer of the workplace or the facility mentioned in paragraph b based on the will of the employer and the workers refused to move to a new place of work the employment contract is terminated in this situation and then apply the provisions concerning unjustified discharge stipulated in article 65 of this law if workers agreed to move to a new place of work, the employer is committed to ensuring appropriate transportation charge.
Expiration of the employment relationship
The employer may terminate a fixed-term employment contract at any time during the duration, provided that the working wages paid for the remainder of the Decade.
As a worker may terminate the contract at any time also provided they notify the employer in writing two months prior to the date specified for termination in the event of failure to observe this time limit working must pay compensation to the employer allowance pay for a notification or the rest of them.
A fixed-term employment contract expires of itself with its expiry it may be renewed by an express agreement between the Terminal for a certain period or for other periods if the original contract term increased and renewed five years turned to holding employment contract of unlimited duration, provided that the increase breaks during this period, the society for four months.
B-If fixed-term employment contract lapsed and continued its fall deemed an implied agreement to make it a contract of unlimited duration.
A-if the contract is to perform a certain job, he ends up doing the work agreed.
B If the work capable by nature that is renewed and continued performance of the contract after the contract had agreed a renewed tacitly renewal period for doing the same work again.
(C) subject to the provisions of article 64 of this law in case of termination by the employer before the agreed delivery worker is entitled to compensation provided for in article 65 of this code.
Taking into account the provisions of article 208 of this code:
A-each of the employer and the employee in an indefinite employment contract terminated provided that you notify the other party in writing prior to termination in accordance with:
1. must be notified before quitting two months taking into account the provisions of article 140 of this law.
2. the termination notification may not be suspended on condition standing or resolutory.
3. notification must be communicated to the applicant and shall come into force from the date of receipt of notice.
4. an employer shall not exempt himself from the notice requirement or the reduction of its duration but may increase this time.
5. the employer may exempt from taking notice in whole or in part in case of termination of the contract by the worker.
B-party committed to terminate the employment contract without notice or prior to the expiration of the notification of compensation to the other working pay allowance for the duration of the risk or remaining part thereof unless the worker freed from notice.
A notice may not be to working women during maternity leave as well as to the worker during the period of his vacation, don't count out only next day working vacation lanthar or maternity leave.
B-If the worker sick leave within this time limit and standing hazards not only entered into force on the day following the end of such leave.
Remain standing throughout the employment contract notice fall is committed to implementing all obligations arising from the contract expires, the expiration of this time limit.
A-if the notice of termination by the employer, the worker is entitled to be absent a full day a week or eight hours during the week by notice to look for another job with the maturity of the fare for a day or hours of absence.
B-day absence, working hours, provided that the employer shall notify the previous day of absence.
Working for the employer exempt from work during notice with a working service continues until that time limit with implications in particular merit pay for working out.
Resignation not only if registered before the competent Directorate Office working and outgoing worker to return once his resignation in writing within one week from the date of notifying the employer to the worker by accepting in this case considered the resignation was not.
N-end labor contract whatsoever in any of the following situations.
1. expanding the parties in writing of termination.
2. reaching the age of 60 unless the contract for a fixed term and duration extends beyond reached that age where ends the contract in this case only the expiration of its duration.
In all cases, without prejudice to the provisions of the Social Insurance Act concerning pensionable age and worker's right to continue working until the completion of the trigger duration this pension or to age 65 where ends the contract.
3. the death of the worker in this case paid to his family or to the person designated by the worker during his lifetime by a written document filed with the employer death subsidy equivalent of whole months added to the month's wage worker died.
4. working inability to function totally whatever caused this deficit in the event of partial working disability employment contract ends only if the lack of another work with the employer and worker can do if the existence of this work the employer must at the request of the worker to move that work without prejudice to the provisions of the deficit stipulated in the Social Security Act.
5. working disease a disease necessitates an interruption of work for not less than one hundred and eighty days continuous or sporadic periods increase in their entirety on two hundred days a year one nodal.
6. force majeure.
B termination no previous cases of compensation stipulated in article (65) of this law.
C-the proof of disability or illness in 4-5 cases provided for in paragraph (a) of this article under the medical certificate provided by the worker and employer if you don't accept this certificate to another doctor working displays if the certificates differ in this case applied the applicable provisions in the law on social insurance.
A-the employer must lead to the worker not covered by the provisions of the Social Security Act at the end of the employment contract in the cases mentioned in the previous article about reward length of service is calculated based on wage for each year of service as a bonus worth about fractions by judges in action.
B-this bonus is calculated on the basis of the insured's last monthly wage worker and not prejudice the right of the worker in other benefits prescribed by law or an agreement.
A-the employer is entitled to terminate the contract of employment whether fixed-term or indefinite or to accomplish a particular job without notice or bonus or compensation in the following cases:
1. If an incorrect character working plagiarize or provided false certificates or recommendations proved forged by Decree concluded.
2. If he commits an error factor of serious material loss arose the employer provided that the employer informs the competent authorities of the incident during 48 hours of learning time.
3. If working did not comply with the instructions to be followed for worker safety and facility despite being warned twice in writing provided that these instructions written in plain sight.
4. If the worker is absent without legitimate reason over twenty separate days during the year per Streptococcus or over ten consecutive days that precede chapter written warning from the employer to the worker after absence of ten days in the first case and snapped five days a second case in accordance with the established provisions in the law.
5. If the worker to perform essential obligations under a contract of employment or the rules of the facility.
6. If working disclosed secrets for your facility operates.
7. If the worker was sentenced by decree entered into a criminal penalty or felony ethics and morals.
8. If during working hours in drunk or hung over what else of narcotic substance.
9. If the working of an assault on the employer or the administrator, as well as if it is a gross attack on one of the job or work because of him.
B-the burden of proof in the previous items on the road legally accepted by the employer and termination in such cases is justified.
C in the event of termination of the employment contract in accordance with the provisions of paragraph (a) of this article depends upon the employer and worker contributions to the General Organization for social insurance of the pending lawsuit.
A-if the employer has not established a worker committing offences stipulated in the preceding article, the termination of the contract of employment is an unjustified discharge in this case deserves compensation paid two months of working for each year of service shall not exceed the sum of such compensation to 150 hundred and fifty times the minimum general wage and deserves compensation for fractions by judges in action.
B damages calculated on the basis of the last monthly wage paid worker and not prejudice the right of the worker in other benefits prescribed by law or an agreement.
C the employer remains however bound to apply the provisions of notification provided for in article (56) of this law.
A worker may quit before the end of the Decade, without notifying the employer in the following cases.
1. If the employer or his representative may enter him cheat time of contracting with regard to working conditions.
2. If the employer about the fundamental obligations working according to the provisions of this law.
3. If the employer or his representative is in breach of etiquette towards the worker or family member.
4. If the employer or worker abuse.
5. If there is a serious threat to the safety or health of a worker provided that the employer knew of the existence of that risk and did not implement the measures planned or imposed by the competent authority in the schedule.
B working are entitled to leave before the end of his contract for any reason that an unjustified discharge proceedings before the courts the burden of proof in these cases on the working and working have proved when the rights stipulated in article (65) of this law.
A-the employer shall not dismiss a worker for any of the following reasons:
1. the exercise of Trade Union action or organize trade union activities by the candidate or participate in trade union worker.
2. working the electoral activity.
3. a complaint or the participation in proceedings against an employer complaint of violation of laws or regulations or regulations.
4. race, colour, sex, marital status, family responsibilities, pregnancy, religion, creed, political opinion, national or social origin, affiliation outfit or style of dress consistent with personal freedom.
B-the demobilization in previous cases unjustifiable and competent court in this case return to work and pay the full wages for the period of downtime.
C except in cases provided for in items 1-2 of paragraph (a) that the Court should return to work is not possible or impractical or inappropriate because the employer refused to reinstate the worker or the worker return to work refused to award compensation of two months pay for every year of service shall not exceed the sum of such compensation to 200 two hundred times the minimum general wage and compensation for fractions by judges in action and damages calculated on The basis of the last monthly wage working received taking into account the provisions of article 56.
A worker who claims to perform compulsory military service and reserve the option to request termination of the contract or uphold provisions for mandatory service and backup.
B-not covered by the provisions of the Social Insurance Act deserves the reward provided for in article (63) of this law.
A pose by a decision of the Prime Minister and chaired a Committee called the National Committee for the general minimum wage and comprises:
1. the Minister of Social Affairs and labour.
2. the Minister of finance.
3. the Minister of economy and trade.
4. the President of the General Federation of trade unions.
5. the President of the Federation of Chambers of Commerce.
6. the President of the Federation of Chambers of tourism.
7. the President of the Federation of Chambers of industry.
8. Captain construction contractors.
9. the President of the Association.
B-the Commission is assisted by the appropriate State workers and experts.
(C) the President shall appoint a rapporteur from among the personnel of the Ministry.
D-the Commission shall meet at the invitation of the Prime Minister in the first two regular sessions in the first week of the month of May of each year and exceptionally at the request of a majority of the members of the Committee.
E-legal Committee meetings if attended by two thirds of the members and decisions by absolute majority the President casting when a tie.
And decisions of the Commission signed by the Prime Minister and are binding on employers covered by the provisions of this law.
A National Committee shall develop the general minimum wage and reconsidered for workers covered by the provisions of this law.
B-the Commission in carrying out its mission of economic crisis and falling currency and national currency exchange rate and the purchasing power and the General level of prices and other economic variables.
A pose by a decision of the Minister in each competent Directorate to propose minimum wages in different professions subject to the provisions of this law and comprise those committees as follows:
1. a representative of the Ministry of Social Affairs and labour.
2. a representative of the Ministry of industry, Ministry of economy and trade, the Ministry of tourism, Ministry of housing and reconstruction as a member.
3. a representative of the employers choose tourism or trade room or Chamber of industry or construction contractors Association in the province, as the case may be.
4. a representative of the Labor Union in the province designated by the Union members.
5. construction contractors Association Branch Chief in the province.
6. a representative of the relevant professional association named the Guild members.
7. one other economic and legal experts selected by the Ministry two observers.
8. head of service work in the competent Directorate.
B-called for each Member a member designate Lieutenant in his absence, naming the author of the relationship.
C-the Commission is assisted by the appropriate State workers and experts.
D-the Committee shall hold meetings at least a year for minimum wage proposal in its proposal the Commission takes one profession after verification and hear the opinion of representatives of employers and workers.
E-legal Committee meetings if attended by two thirds, if not adjourned meeting a quorum again after a week at the most. Only three members, including a representative of workers and employers ' delegate and the decisions of the Commission by a majority vote of those present and casting President when a tie.
And the Minister determines by Decree Rewards members and staff of the aforementioned Committee sittings allowance to meet the Committee in other hours in accordance with the laws and regulations in force.
The Commission shall have appropriate Directorate when determining the minimum wage:
A general minimum wage.
B the qualifications and experience needed to do the job.
C-the importance of business and its role in product development.
D-working conditions and status.
-The General level of wages in the province.
Each Commission proposals presented to the Minister for a decision fixing the minimum wage in a particular profession within its area.
May not be less than the general minimum wage for ordinary workers but apprentices subject to the provisions of this law on the general minimum wage.
Taking into account article (2)
A-the employer to apply the principle of equal pay for work of equal value to all employees without discrimination based on race, colour, sex, marital status, creed, political opinion, trade union affiliation, nationality or social origin.
B-work of equal value refers to a business that requires a parallel deal staff qualifications and professional knowledge is proved by a document or certificate of work experience.
Salary is determined in the individual employment contract or on the basis of the collective labour agreement or statute to work at the facility if way bye remuneration earned minimum wage working in a profession or trade.
A-if you agree to pay for production or the Commission shall not be less than the minimum wage for the working class.
B-the average monthly pay for workers who are not paid by month, week, or day on the basis of the average worker's earnings in the last year, divided by the number of months of the year.
A pay rise as other sums due to the worker in national currency in one of the working days in the workplace and during working hours subject to the following provisions:
1. the wages of workers employed on a monthly wage at least once a month and no later than the sixth day of the following month.
2. If the pay by the piece or production work necessitated more than two weeks should a worker each week a boost under the account fit of completed work and lead him to the rest of the full wage during the following week to deliver mandated.
3. in the above lead to the workers their wages once a week at most unless otherwise agreed.
B the agreement may pay performance by one of the banks operating domestically.
If the employment relationship leads the employer to the worker and all amounts owed to him fare within seven working days from the date of expiry of the contract only if the worker had left the job on his own, in this case the employer wage performance and all his dues in a period not exceeding fifteen working days from the date of the claim of the working wages and entitlements.
The Minister determines by Decree the conditions that follow prove payment of remuneration not contravene the General rules of evidence.
The employer must deliver to minor workers themselves aged 16 years and over their wages and remuneration and other entitlements and this delivery of embellishing his pedigree.
Shall oblige the worker food or goods from certain shops or the employer produces goods or services.
The employer shall not deduct from the employee's wages more than 20 percent of what they have lent the money during contract or paid for this loan, any interest.
A-it is not permissible to take custody of the executive remuneration or only within the following limits:
50% of remuneration for the performance of maintenance debt.
30 percent of pay for performance.
10% of pay other debts whatever type or cause.
B-do not collect the rates referred to in the preceding paragraph if the varied and multiple creditors but is considered a top half pay and amounts required booked between beneficiaries depending on the proportions listed above.
C these ratios are calculated after deducting the value of wage income tax receivables according to the Social Security Act and what the employer had lent to the worker within the percentages stipulated in the preceding article.
The employer shall not be transferred to the monthly wage labourer or worker class salaried or hourly or weekly production only with the consent of the worker working have written in this case all rights acquired during the time served by monthly wage.
If the worker to his workplace on time to work and was ready to begin work and reasons prevented that the employer considered like the actually work has deserved the full fare if you attended and have prevented him from taking up work compelling reasons beyond employer deserve half working cab and so subject to partial or complete stoppage of work.
The worker is entitled to basic wage during the period of joining a course or training within or outside the Syrian Arabic Republic if that join at the request of the employer or his consent to it taking into account the provisions of article (89) of this law.
A-if working to commit a felony or a misdemeanor in the infamous work the employer may stop it from being communicated to the competent authority.
B-in the absence of a trial working or if the competent court acquitted or irresponsibility or prevent his trial or was arrested remanded must be brought back to work with pay full wages owed for the period of suspension is like on duty if the employer refused to return to his work considered him a discharge arbitrary compensation stipulated in article (65) of this law.
C-if proven that the measure was working accusation from an employer or his agent working may charge in addition to the compensation provided for in the preceding paragraph to claim compensation for material and moral damage suffered as a result of that conviction.
A-if the employer takes the worker to do a particular task because work inside or outside the Syrian Arabic Republic it deserves appropriate allowances for the nature of the task, whether these suits related to his acting or moving or stay or otherwise.
B-sets rules to regulate these allowances and grants established ways and conditions of charge.
In installations with less than fifteen workers identify factor these suits and methods and conditions of conditional upon agreement between the parties.
The rules of procedure to work.
The first chapter
The rules of procedure
A-every employer uses fifteen or more factor that puts the work rules and regulations for internal system includes sanctions in particular.
1. purpose of the system.
2. terms and conditions of employment.
3. the obligations of the employer.
.. Organizing work.
.. Working grants vacations and holidays and public holidays laid down by the provisions of this law.
.. Promotion League.
.. Cyclical wage increase. Etc.
4. rights of the employer.
5. obligations and rights of the worker.
B-to the entry into force of this regulation and system of sanctions adopted by the cabinet within 45 days from the date of registration in the Cabinet, if that long without Ministry approval counting system and the regulations in force.
C-advertising rules and sanctions regulations in workplace dramatically.
D the Minister shall issue the decision of each pilot model of the rules of procedure and sanctions list to guide employers on the basis of a proposal from resolution problem Committee includes representatives of the Ministry and the workers and employers.
E-Ministry may accept requests to modify internal systems accredited if the amendment is not inconsistent with the provisions of this law.
A-the employer must establish a particular file for every employee reminding his name, nationality, age and place of residence, education, occupation, family and social status and its start date and fare with the developments and penalties and what he got from vacations and the end date of the employment relationship and the reasons for it.
B-deposited in the working file records of investigation and sanctions as well as the heads of his work and any other papers relating to his service.
C-this data cannot be found except for legally authorized by the employer to retain the file for at least one year from the date of termination of employment.
Employer's rights and duties
A-the employer shall enjoy the following rights in addition to the rights established in accordance with the provisions of this law:
1. Organization of work of its business decisions and guidance.
2. Select the required skills of the workers and their responsibilities.
3. appropriate penalties against violators of workers in accordance with the provisions of this law.
B is applied in the access Gallery to invent the following provisions:
1. If working new invention arrived at the service of the employer, the latter shall not have any right to that invention and if the worker may explore it on the occasion of his work in the service of the employer.
2. the working of inventions during the sensible work the employer shall be entitled if the nature of the work performed by the worker required him to empty his effort in innovation or if the employer has expressly required in the contract to be entitled with the working mechanism guiding of inventions.
3. If the invention so serious economic importance working in may cases stipulated above that calls for particular appreciates according to the requirements of Justice.
This assessment takes into account the corresponding amount of aid provided by the employer and its use in this way from its business.
Duties of the employer:
A-terms and conditions and environment work precautions prescribed in this law and its implementing decisions and collective labour agreements concerning his work.
B-distribution and direct workers commensurate with their qualifications, competence and scientific and practical interest work and profession not be changed to another career not suited to his qualifications and abilities only with his consent.
C-development of training programmes and training required by the action plan and provide the necessary facilities to the working position to develop vocational and technical and cultural level.
D-providing appropriate transportation to transport workers to places which are not accessible to public transportation unless agreement on compensation as a relocation allowance.
-Refrain from abusing working person and his dignity.
-Establishment and maintenance of private and public records indicate conditions and administrative situation and workers service conditions specified by the Ministry.
G-inform all workers working conditions and highlighted in plain sight when issued.
H-involve workers or their representatives to discuss the things that lead to the development of work and increase production and handled through meetings that claim.
I give the worker a certificate upon completion of the work which shows the history of the performance of work and contract end date and type of work performed by the worker to request to add any data to this certification, the employer must respond to the request if the information to be added to conform to the truth.
-Give the worker a clearance certificate at the end of the employment contract, provided that the worker has fulfilled all its obligations towards the employer, the employer shall refrain from working bye claim amount after being granted this certificate unless the claim is based on a material error in the certificate itself.
K-providing health care under conditions provided for in this law.
-Provide a meal for employees who require their circumstances and the nature of their work giving them this meal.
-Registration of all employees in social security assets.
Worker's rights and duties
A medical worker and employer in this area:
1. provides first aid means whatever the number of workers at the facility.
2. uses nurses familiar with medical aid allocated means to carry it out and to entrust to doctor and treatment clinic in the place prepared for this purpose and to give them the necessary medicines for treatment as well as radiographs and medical tests and all that for free when the number of child labor in one place or within a radius of 15 kilometers to 100 workers and not more than two hundred workers.
3. provides for workers as well as in the previous item of all other remedies which require treatment use specialists or surgical operations or other as well as medicines and it is all free when employment grew to 200 workers.
4. to manage the hospital for treatment and medicine expenses and accommodation if working were treated in cases provided for in sections 2-3 of the previous paragraph in a government hospital or charity.
B-followed in determining treatment and medicine expenses and accommodation provided for in the preceding paragraph the ways and circumstances specified by decision of the Minister in agreement with the Minister of health, including treatment and medication expenditures identification and residence by health insurance funds or private insurance institutions.
1. the right to periodic wage increase every two years according to specified in the rules of procedure or in the contract of employment.
2. the right to equal opportunities and equal treatment and non-discrimination.
3. right to maintain human dignity.
4. the right to safe working conditions and safety at work.
5. the right to join unions and associations.
B-taking into account the provisions of article (652) of civil law working must:
1. lead himself mandated work accurately and honestly, as defined by the law and the system of work and individual and collective labour contracts and completing it on time and make it the usual person carefully.
2. to implement the employer's orders and instructions for the implementation of duties within the scope of its work if these orders and instructions contrary to contract or law or business or public morals and wasn't implemented the risk.
3. to comply with work schedules and to follow established procedures in case of absence from work or appointments.
4. keep the hand over to him the employer of tools or instruments or documents or any other things and to do all acts necessary for her safety and make that person's attention.
5. to improve the treatment of employer clients.
6. to respect his superiors and colleagues at work and to cooperate with them in the interest of the facility operates.
7. to maintain the dignity of labour and the decent behaviour.
8. taking into account the established systems to preserve the integrity and security of the facility.
9. keep secrets work not disclose information on work when was confidential in nature or in accordance with written instructions issued by the employer.
10. to provide the employer or his representative to correct data relating to place of residence, marital status and its compulsory service performance and other data that requires laws and regulations for inclusion in its register and every change to the previous data at scheduled times.
11. the following regulations established by the employer to develop his skills and experience both professionally and culturally, to qualify for action consistent with the technical development in established taking into account the provisions of article (51) of this law.
Working is prohibited:
-Keep out of any particular document or paper work.
B-employment without the consent of the employer, whether paid or unpaid.
C-work for the benefit of others, not consistent with the dignity of work or can others or help him to learn the secrets of the facility or the employer.
D-a similar activity to the activity exercised by the employer during the duration of his contract or participate in such activity either as workers or partners unless otherwise agreed.
-Borrowing from your employer or clients who engaged in an activity similar to the activity exercised by the employer does not apply this ban on borrowing from banks.
-Accepting gifts or bonuses or commissions or payments or other things in bye was marking his duties without the consent of the employer.
G-collect money or donations or distributing leaflets or collecting signatures or organize meetings within the workplace without the consent of the employer subject to the provisions of the laws governing trade unions.
Already require that calls the accountability factor about disciplinary action to be relevant to their work and define a list of sanctions violations and penalties prescribed in article (98) of this law.
Determine the sanctions that may be imposed on the worker in the event of breach of duties in this code or in the contract of employment or the rules of procedure to work:
B written warning.
C deduct one day.
D-deduction from base pay to no more than five working days per offence provided that cut into workers ' wages in fulfilment of signed more than five days a month.
H-delay due a bonus promotion League for no more than a year.
And deprivation of a bonus promotion.
G-class of service in accordance with the provisions of this law.
A-it is not permissible to impose more than one penalty per offense on working.
B-it is not permissible to combine a portion of workers ' wages in accordance with the provisions of article (98) of this law and any financial penalty if what to truncate payment five working days per month.
C shall not impose any sanction against 15 days after working on the discovery of the offense committed and 30 days after the completion of the investigation in that ticket.
Permissible punishment if returned to the new offence of violation type which has already been punished and that if the new offence within six months from the date of the previous punishment employees report.
When working a particular offence attributed to it must be for investigation:
-Inform the worker in writing of what is attributed to him and interrogated him within 15 days from the date of discovery of the offence.
B-for the employer to achieve working with himself or to entrust the investigation to any other person who is experienced in the subject of ticket provided that the workers at the facility, or at least his career working functional level that meets with him.
C-working hearing and defend himself and hearing witnesses in the case and prove it in the record filed in your working file. Trade union organization that follows it that scarring a representative to attend the inquest.
D-working employer temporarily suspended from work for no more than a month with full fare Exchange when required by the interest of the investigation referred to in this article and the previous work worker after the expiry of an arrest or in case of innocence.
A-if the worker were arrested by authorities during the duration of his contract for no more than three months, the employer shall return to work after his arrest without a right of remuneration due to him unless the employer decides otherwise. If the employer refused to return to work he must pay the compensation provided for in article (65) of this law.
B-If the duration of detention to three months working, the employer has the right not to return to his work in this case applied the provisions concerning demobilization justified "provided for in article (64) of this law.
A-the penalties referred to in items (a) (b) (c) of article (98) of this Act by the employer or his representative.
B-other penalties stipulated in article (98) by the Disciplinary Committee the facility includes: 1. an employer or his representative as Chairman
2. the head of the Department where the worker members
3. the Chairman of the Union Committee or a delegate of the workers as a Member
C-the penalty decision is causing for punishment requires employees report.
A-it is not permissible to take any disciplinary action or working fine offence not provided for in the list of sanctions approved by the Minister.
B-nor shall stop his working without pay for more than 5 days per month.
C prohibits the imposition of any penalty right before an opportunity of hearing to defend himself.
D-record fines imposed under this article in a special register which shows the name of the worker and the amount of wages and the reasons for imposing a fine on him and deposited in a special fund to achieving social services for workers.
-If you select a specific percentage of deduction considered that it is the basic wage of the working day.
A-if the worker his mistake or during exercise done in the loss or damage of materials or machines or materials owned by your employer or was in the custody of the commit to the performance value of what was lost or destroyed. For the employer after investigation and notify the worker should begin with the amount deducted from wages not exceed what you deduct for that purpose paid five days per month.
B-worker may complain of the amount set by the employer for the lost thing or destructor before the competent court and its decision in this case concluded. If the employer is not otherwise amount for the damage or loss or has spent less than it had received unfairly severed during a period of seven days from the date of the relevant court decision.
Organization of individual labour relations
The first chapter
Regulation and control of working hours
A-it is not permissible to run the actual functioning of working more than eight hours per day or 48 hours per week excluding the periods devoted to eat and rest.
B-the Organization of working hours and rest periods so as not to require a workplace working more than ten hours per day.
A-an exception to the provisions of the preceding article shall be increased working hours to nine hours a day for certain categories of employees or in certain industries and business. It may be reduced to seven hours a day for certain categories of employees or in certain industries and hazardous or harmful to health worker categories are determined or industry or business referred to in this paragraph on the decision of the Minister in consultation with stakeholders.
B-every reduction in work hours daily on the legally specified quorum resorted to the employer at any time or any situation in a particular season is not a birthright for the worker and the employer shall be entitled to return him anytime he wants to not be affected by wage worker.
Working hours must be interspersed with one or more to eat and rest totalling not less than one hour. In determining this period working not work more than five consecutive hours and for the Minister to determine the decision of cases or the business imperative for technical reasons or operating conditions continuing to work without respite.
A-work must be established so that each worker gets a weekly rest of not less than twenty four hours straight and full pay after six working days at most connected.
B-if required the employer to run the weekly rest day working factor worth adding to your daily fare such remuneration and another day for him during the following week.
C-if work on holidays or holidays factor worth adding to your daily fare like this.
D-an exception to the provisions in the preceding paragraphs may be in places away from the landscape in a business that requires the nature of work or where operating conditions continued compilation of weekly rest days due to the worker for a period not exceeding eight weeks plus deadline road.
-Identify the places described in paragraph (d) by a decision of the Minister.
A-the employer may not comply with the provisions in the preceding articles of this chapter in the following cases:
1. If operating in order to meet the necessities of extraordinary work.
2. If the work to prevent a serious accident or repair resulting or to avoid loss.
3. the annual inventory and the preparation of the budget and liquidation and closure and ready for sale at discount prices and get ready for the opening of the season. In these cases only increases the number of days worked by fifteen working days per year unless authorized by the competent administrative authority to longer periods.
4. festivals and holidays and occasions specified by a decision of the Minister with stakeholders.
In the above cases inform the competent Directorate and the anticipated duration of the work is completed within twenty four hours of the occurrence of one of the previous cases.
B-not in all cases developed to increase actual working hours to 10 hours per day are among them put two hours.
The employer must give the worker overtime the regular hourly wage plus 25% off day-work hours and 50% on working hours and in the event of double overtime on weekly rest days or holidays and public holidays.
A the provisions of this chapter shall not apply to the following persons:
1. the authorized agents of the employer.
2. workers processing and complementary actions to be accomplished before or after work.
3. workers dedicated to security and hygiene.
B determine the actions described in sections 2-3 of the previous paragraph and maximum working hours of the decision of the Minister.
-Prohibit the employment of male and female events before completion of basic education or completion of 15 years of age, whichever is the greater.
B by the Minister shall issue an operating system events and circumstances and terms and conditions of business are also operating, occupations and industries in which labour is prohibited according to the different age phases.
A – raised more than six hours a day on that interspersed with one or more to eat and rest totalling not less than one full hour and determine these periods so as not to run the event for more than three consecutive hours.
B-the event may not be assigned overtime whatever conditions or kept in the workplace after deadlines and don't run on days of rest.
C-generally does not apply to business events exceptions contained in Chapter 1 of this section.
D-a ban on night work event.
An employer who is running events adhere to the following:
A-to announce in the workplace a copy containing the provisions contained in this chapter.
B-free account stating the names and ages of events and history of use.
C-to put at work and visibly disclosure explaining the working hours and rest periods.
A-the employer shall not run any event before the guardian or guardian provides the following documents:
2. a health certificate issued by a competent physician to demonstrate his ability to do the job entrusted to him.
3. the written consent of the guardian or guardian to work at the facility.
B-save these documents in a special file for the event includes sufficient data on the place of residence and date of use and work use it and taxi and his vacations.
Paid annual leave event worth thirty days.
Excluded from the application of the provisions of this chapter events engaged in cottage industries that do not only family members under the direction of father, mother, brother or uncle or uncle.
Employment of women
Without prejudice to the provisions of this chapter apply to women working all the provisions governing the employment of workers without distinction when one of their conditions.
Prescribed by the Minister and work situations and events in which the employment of women in night work and work harmful to health or morally damaging women and other women may not be employed.
A grant that she spent six months with the employer maternity leave with full pay period:
1-120 days after the first birth.
2-90 days after the second birth.
3-75 days on the third delivery only.
B-Active may request granted maternity leave during the last two months of pregnancy.
C in the event of death of the baby remaining leave reduced by half.
D-maternity leave on the basis of a medical certificate duly legalized.
E-grants may want additional maternity leave workers one month without pay.
A-the employer prohibits dismissal or termination of employment during maternity leave as set forth in the preceding article.
B the employer deny working full pay for the duration of the leave or recover what has been performed by him if they operate during this leave another employer without prejudice to disciplinary accountability.
Be female nurse during the twenty-four months following the date of delivery as well as two additional periods right rapporteur comfort breast not less than half an hour each day, working right to combine these periods and calculate the additional periods of working hours and they did not have any reduction in pay.
A woman working at the facility that use more than fifteen workers apply for leave without pay for a period not exceeding one year to care for her child while retaining the right to return to work after such leave and lose this right if I worked for another employer during this period and don't deserve this vacation for more than three times during her period.
B-If the worker must benefit first leave payment due to the General Organization for social insurance.
As for the other leave it to payment to the Foundation all due insurance contributions by the employer.
The employer must in case it runs five workers or more to declare in the workplace or working copy of the employment of women.
An employer who employs one hundred or more working in one place that offers preschools or entrust a nursery to care for working women's children but at least these children twenty-five children, no older than five years and the Minister determines by Decree the provisions and conditions of this license.
The installations may different employers that use less than 100 each in one area to share among themselves in implementing the obligation under this article.
In the absence of the conditions set forth in the preceding article, an employer who uses at least twenty worker married to create an appropriate place be in the custody of a nanny is eligible for childcare workers aged five years whether they numbered at least ten children.
Conditions of employment of persons with disabilities and rehabilitation
Disabled means everyone has impaired his ability to perform and maintain suitable work actually decrease as a result of physical or mental disability.
The provisions of this chapter shall apply to employers who employ 50 or more workers, whether workers are working for an employer in one place or in different places within the territory of the Syrian Arabic Republic.
A-each worker became disabled for some reason the currency and entrusted with the work suits type of disability after his rehabilitation but failing that the severity of the disability or the nature of the work entrusted to him under identifies certified medical report from a doctor.
B-the employer may become disabled worker returns has fallen significantly under medical certificate pay cuts through the conditions prescribed by the Minister.
No longer measures and benefits granted to workers with disabilities as a breach of the principle of equal opportunities and equal treatment between them and the rest of the workers.
Taking into account the provisions of the applicable law on disability Ministry in coordination with the concerned which enable persons with disabilities to integrate into the labour market.
Vocational rehabilitation means contained in this chapter of professional services for the disabled to enable him to regain his ability to direct the original currency or perform any other action appropriate to his condition and continue as physical preparation and vocational guidance and training.
Grant of licensed institutes and bodies of disabled assets that has been professionally qualified certificate to prove that the data defines this certificate by the Minister. And these bodies and institutes should open the register of those eligible include data contained in the certificate referred to.
For each request that is professionally qualified handicapped certified qualified under his name in operating Office located in his residence. The Office applications running in a special register and give the student a certificate on request for free access of constraint and also help those with disabilities in jobs and businesses that suit them and consistent with their age and skills.
A-the employers who are subject to the provisions of this chapter the use of their public offices nominated to run from real record was rehabilitation of disabled persons professionally by 2% of the total number of their employees.
B-employers may fill this ratio by using the disabled by the nomination of General offices to the requirement that the restriction stipulated in the preceding article.
C-if not to restrict employer run for specified in paragraph a of this article shall pay a cash allowance equal to the minimum wage for these workers are placed in a special account for persons with disabilities in the general body of operating and project development for the financing of small and medium-sized enterprises and micro-enterprises.
-Persons with disabilities hired in accordance with the provisions of this chapter with all the rights of other workers in this Bill.
B-the employer must furnish premises with equipment to make it easier for disabled workers to their jobs and to provide all the conditions of hygiene and occupational safety of workers.
(C) prohibit the employment of disabled workers in the business that may be exposed to danger or exacerbate their disability business defines the resolution of the Minister.
D-the Minister determines the decision of appointment priority posts for the disabled who has been rehabilitated and identify actions that can be performed.
Taking into account the provisions of the preceding article be disabled because of injured during military operations or military service or compulsory recruitment priority service in the private sector, taking into account the rate stated in article 136 of this Act.
Employers who are subject to the provisions of this chapter:
A special register under disabled persons who are professionally qualified and assigned to work with on this record should include data on vocational qualification certificate.
B submit the record to the labour inspectors whenever they ask for it.
C-send an annual statement to the Ministry includes the number and names of these workers and their work.
Doubled the length of the notification provided for in paragraph a of item 1 of article 56 of this law if workers subject to the provisions of this chapter.
Workers in mines and quarries
Quarries and mining industries means in the application of the provisions of this chapter:
A special operations search or detection of mineral substances including gems or extracted or manufactured in the area of licensing, whether liquid or solid metals.
B-operations for extraction or concentration or manufacture of mineral deposits on the surface of the Earth or in its interior in the license or contract or in remote locations of urbanism that prescribed by the Minister.
(C) the operations referred to in paragraphs a and b of the construction and administration of fixtures and appliances.
A-the employer must not allow any employee to work in operations that fall under the provisions of this chapter only after a medical examination on him and found medically fit to serve.
B you must regenerate a checkup periodically at least once a year if the worker of underground workers or workers at jigsaw or of workers in the maritime sector and ports and harbors.
C-I have a Checkup on the worker before the end of the probationary period to prove his case and see if the occupational disease.
D-prescribed by the Minister of the situation and the conditions required to make medical disclosures.
Prohibited from entering the workplace and accessories on non-workers and personnel charged with the inspection of the mine and quarry and people with special permission from the appropriate government agency or from the management of the facility.
Working is prohibited from entering the workplace and accessories on non-declared work schedules without permission.
Every employer to open a record or a special system for limiting workers before entering the premises and upon exit.
Taking into account the provisions of article 107 of the Act shall keep workers in workplaces either above ground or in its interior over seven hours work a day. If the underground work must include the length of time it takes to get from the working surface to work on the ground and the time it takes to return from the ground to the surface.
Working hours must be interspersed with one or more to eat and rest totalling not less than one and a half hour a day.
-Exceptional and temporary may disregard the previous two articles if action to prevent an accident or to avoid danger or repair resulting in the following conditions: 1. the competent Directorate by means of communication available within twenty-four hour emergency situation statement and the time needed to complete the work and the number of workers required to accomplish.
2-working additional remuneration granted parallels the cab which he deserved the additional period plus at least 50% of this wage if he works by day and 100% if working at night and doubled in the case of overtime on weekly rest days or holidays or public holidays.
3. If work on weekly rest days factor worth adding to your daily fare such remuneration and another day for him during the following week.
4. If the work on holidays or holidays factor worth adding to your daily fare like this.
B the labour inspector may by agreement with the Directorate of mining and quarrying, fuel order suspending work in case of danger threatening the safety and health of workers.
The employer must declare in the workplace and visibly showing showing the working hours and rest periods and to report to the competent Directorate and pictures about every amendment to this regulation.
The employer should develop a list of commands for public safety, according to the resolution issued by the Minister in agreement with the competent Minister.
The employer or their designee:
A-daily orders for public safety.
B prevent workers in the area of the blast, but after a while the danger.
C-use high security lights in areas where gases of inflammation or causing the explosion.
D-offering clothing and tools for prevention.
-Ventilation and temperature regulation, whether natural or manmade.
-Check the status of the mine every day before starting work and giving feedback to the administrator for immediate implementation.
G-report once a month saves has indicating if the facility in General and in particular the existence of harmful gases and if props and ceiling, barriers and signs of lighting and ventilation and the ambulance and record these in a special reports prepared for this purpose.
The employer or his point forward close to rescue the workplace equipped with rescue tools and the necessary aid and that this area is equipped with modern means of communication inside the mine or quarry so unfit for use immediately and set a trained technician to oversee the rescue and first aid.
The employer is obliged to prepare in every mine or quarry which runs at least 50 room suitable equipped with means for rescue and first aid and nursing as well as one or more room to change clothes.
Either mines and quarries that fewer workers about 50 employees located in a radius of 20 km, you should participate in creating a place for rescue and ambulance somewhere downtown.
The Minister determines by Decree the necessary aid and rescue means without prejudice to the provisions of article 151 of this Act.
Drinking water must be kept sealed in special containers to prevent contamination and placed bowls in places close to the reach of workers.
Water should be changed daily and sterilizing containers at least twice a week in a way supported.
Employer are governed by the provisions of this chapter:
-To provide appropriate housing workers so that some married workers and identifies the Minister discretion, the terms and conditions and specifications.
B-to provide employment for three meals a day in restaurants prepared for this purpose be clean and meet health requirements.
The Minister determines the resolution of the types and quantities of food for each meal and hygienic conditions and specifications and the value of working meal in case all or some meals to the workers inside the mine should offer them healthy encapsulated or packed in airtight lid replacement may not provide for any meal allowance.
C to oversee hygiene in the workplace, housing and toilets for workers without incurring any expenses workers.
First: annual leave
A worker the right to annual leave for fourteen working days with full pay to spend a full year in service and the period of service does not exceed five years.
B-increased to twenty one business day when he spent five years working in service and the period of service does not exceed ten years.
C-leave is increased to thirty days of service spent ten years or more of age.
D-not included in the calculation of annual leave holidays and official events and weekly rest.
-If you say a working service years deserve a vacation by the time spent at work.
A-increased annual leave in addition to what is stated in the previous article to seven working days for workers who work in difficult and arduous or hazardous or harmful to health or in remote areas.
B-the Minister determines by decree after poll business stakeholders and regions within the provisions of the preceding paragraph.
A-the employer determines the dates of annual leave under the employment and conditions of work that working is notified about this leave usage dates at least one month before dates of use and employee use of annual leave on schedule.
B-employer working enabled to enjoy the annual leave provided for in this law, unless there are serious reasons related to the nature of the work or his circumstances warrant delay granted provided use six consecutive days of annual leave provided for in article 160 of this Act and in this case includes the remaining leave days annual leave per year, his employer compensate them in cash.
Any agreement to relinquish the right to related leave provided for in article 160 of this Act or waived for any reason and it is all under penalty of nullity.
The employer may cut the worker's annual leave if there are compelling reasons for it to indemnify the worker posted later in selected working desire.
The employer must working can get six consecutive days of annual leave a year at least either remaining days may give the rest of it piecemeal in accordance with the requirements of this provision does not apply to interest on scheduled leave.
A worker may postpone the annual leave balance remaining to the following year by written request by him and approved by the employer.
B-If you do not enable the employer to the worker to enjoy the balance of his vacation last year the worker turns into cash.
The employer denies the employee pay for a holiday or what tool retrieves his wages posted if it works for another employer account.
Working for the right to pay for vacation days owed him if leave work before using them for the duration that never gets a vacation posted this is calculated on the basis of the most recent wage earners insured.
To the worker the right to schedule annual leave if applying to take the examination in one of the stages of education provided they notify the employer before his leave of fifteen days at least.
A worker cuts off from work because of the viewer and justification for not more than six days during the year and a maximum of two days at a time and counting incidental leave annual leave for the worker.
B If the worker has exhausted his annual leave, casual leave without pay.
Secondly: the holiday vacation and official events
A worker the right to leave with full pay on holidays and official events specified by decision of the Minister not less than thirteen days in the year.
For the employer the right to employment in these days if working conditions that, in this case the worker is entitled to add to the daily fare like this.
B-if one day the weekly rest day holiday is worth in this case working days rather than on the first working day following holiday.
A worker who proves his illness right to paid sick leave at 70 percent of the fare for the first 90 days increased to 80 percent of pay for the next 90 days during the year Streptococcus.
B sick leave granted to the worker at a medical report from a doctor approved by the employer.
C-If the employer a doctor approved such leave may be granted by any other doctor.
Medical reports is not granted to the worker outside the work area only if issued by a hospital or supported assets before the competent authority at the Ministry of health in that region.
IV: study leave and unpaid leave courses
A-the employer is entitled to dispatch after working his approval with a mission briefing or training or for work purposes within the territory of the Syrian Arabic Republic or outside it and in this case the worker is paid leave which shall receive in addition to moving expenses and accommodation fare.
B-working must referred to in the preceding paragraph shall return to work within fifteen days from the date of expiration of the Legation and abide by appropriate action determined by his employer for not less than the agreed period in writing.
C in the event of a breach of obligations specified in paragraph factor (b) of this article must pay restitution and accommodation expenses, relocation and other expenses incurred by the employer during the period of deployment with the latter's right to claim compensation if his virtue.
Working right to employer paid leave if he enters upon his nomination by the Union Organization to attend one session of the cultural institutes Association of the General Union.
Collective labour agreements or platforms with established terms and conditions for paid study leave granted to the worker.
Taking into account the provisions of article 165 of this law for the worker has the right to ask the employer for unpaid leave for thirty consecutive days per year.
In this case if the employer agreed to worker must leave the due payment of contributions by the employer to the General Organization for social insurance.
VA: Hajj and leave marriage and death
A once working granted all of his leave with full pay for a pilgrimage:
30 days for Muslims.
7 days for Christians
B-stops to grant such leave to a worker for a minimum of five years in the service of the employer.
C-do not enter this leave annual leave account.
The worker who spent in the service of the employer for six months at least the right to marriage leave for seven days with full pay and leave only once.
To the worker the right to leave with full pay for five days in the event of death of one of the ascendants, brothers or sisters or a wife.
Don't enter the holidays mentioned in the previous three articles in the calculation of annual leave.
Collective labour relations
The first chapter
Consultation and cooperation
A-a decision of the Minister and chaired an Advisory Council for labour and social dialogue with representatives of stakeholders and a number of experienced and representing all of the employers ' Federation.
B the Council shall express an opinion and proposals on the following topics:
1. draft laws related to labour relations.
2. Arabic and international labour conventions.
3. bilateral agreements.
4. study on topics relevant to professional relations and productivity at the national level.
5. propose appropriate solutions to prevent collective labour disputes at the national level.
6. ways of developing collective bargaining and promote collective labour agreements.
7. subjects offered by the Ministry it relating to labour issues, circumstances and conditions.
C-the Minister determines the system board and membership and their compensation and reward them according to the laws and regulations in force.
2. cooperation between the parties to work towards social development for workers in the facility.
3. settlement of disputes between workers and employers.
B-be bargaining at the enterprise level or the branch of economic activity or occupation or industry and are at the county level or at the level of the Republic.
A-negotiated in enterprises with 50 or more workers between Union representatives and the employer or his representative as for enterprises with less than fifty workers, negotiated between the employer or his representative and five workers whom the Union concerned to represent various sections of the facility and each party's representatives is legally authorised to conduct negotiation and conclusion of the agreement.
B-party wants to negotiate to draw the other party a written message expressing his desire to conduct negotiations and stating the topics to make negotiation and the party who is charged with the message that informs his attitude to the other end in the same manner described above within seven days from the date of the written message to communicate.
C-If a party refused to start collective bargaining procedures, the other party may request the competent Directorate notified the Organization of employers or workers ' trade union organization as the case for collective bargaining on behalf of the party organization is involved in rejecting this case legally empowered to negotiate and sign collective labour agreement.
Employer representatives organise collective bargaining to provide data and information for these negotiations to the other party and the employer or the trade union organization representatives request such data from their organizations, as the case may be.
General Union or Union County workers as employers ' organizations also committed to provide the necessary for the proper functioning of the collective negotiation of data and information on the branch of activity or occupation or industry and General Union and the organizations referred to request this data and information from stakeholders.
The employer is prohibited during the course of action or bargaining issue resolutions on subjects to negotiate only when the necessity or urgency and the action or decision in this case.
Prove the agreement resulting from the collective agreement bargaining in accordance with the conditions and rules for collective labour agreements contained in this law if not yield agreement bargaining, either party may apply to the competent Directorate to attempt to mediate between them in accordance with the provisions of chapter II of part IX of this law.
Collective labour agreement
Collective labour agreement is an agreement regulates the terms and conditions of employment and conditions of employment and other conditions that ensure comfort, safety and health of workers and concluded between one or more trade unions or trade unions or workers ' Union Federation of trade unions, as the case may be, between an employer or group of employers or one or more organizations.
So many unions that are party to the agreement must be representative of similar industries or occupations or linked or shared in one production.
Collective labour agreement must be written in Arabic language and presented within fifteen days from the date of signing the Union Office or Executive Office of maintenance workers Union, or the Executive Bureau of the General Federation of trade unions, as the case may be and be approved by an absolute majority of the members of the Bureau on through a period not to exceed thirty days from the date of signing the agreement and the consequences of failure of any of the above conditions the invalidity of the agreement.
A collective labour agreement shall be effective and binding on the terminal after deposited the Ministry and post this deposit in the Gazette shall contain a summary of the provisions of the agreement.
B-the Ministry under the agreement within thirty days from the date of deposit and publication limitation in accordance with the provisions of the first paragraph of this article.
C to the Ministry during the said period to object to the agreement and refused to tie her up and notify the parties to the agreement, protest and rejection and its causes by registered letter.
D-if such a period and not a restriction or Ministry or objection shall perform copyright limitation in accordance with the provisions of paragraphs a and b above.
If the Ministry refused to sign the agreement at the time indicated in the previous article to speak to each of the terminals to resort to the Administrative Court in the State Council asked Judge scoring within thirty days from the date of notification of rejection if court record Convention Ministry shall make an entry in the register and publish a summary of the agreement in the Official Gazette without fee or expense.
A-for trade union organizations and employers and their organizations not parties to the collective labour agreement accede to the agreement after its publication in the Official Gazette and without the need for consent of the parties to the agreement.
B-be join to request the location of the parties submit to the Ministry to register it.
The provisions of the collective agreement to workers enrolled in the employer's service after the entry into force of the agreement.
It also applies to workers subject to the provisions of the agreement for the duration of the effect though withdrew from membership of the Union before the end of this period.
The installations must be covered by collective labour agreement this Agreement Declaration visibly in workplaces for consultation by workers.
It should be emphasized that the Declaration signatories and deposited and depositaries.
A-void every provision contained in the collective labour agreement is contrary to the provisions of this law or public order or morals.
B-in the event of a conflict between a provision in the individual employment contract with a provision in the collective agreement provision which applies more benefit to the worker.
A collective labour agreement shall be for a specified period not exceeding three years or the time required to perform a specific project.
B-sides of the collective bargaining agreement by conduct to renew before the expiry of three months if this period has elapsed without agreement on renewal agreement extended for three months and continue negotiating to renew if the recently passed without any agreement for any of the parties to the agreement to submit the matter to the competent Directorate to take towards mediation procedures in accordance with the provisions of chapter II of part IX of the Act.
A-if in exceptional circumstances unforeseen consequence they happen to implement one of the parties to the agreement or of its provisions became exhausted parties shall conduct through collective bargaining to discuss these conditions and reach agreement would balance.
B-If the parties reach agreement to either submit the matter to the competent Directorate to take on mediation procedures in accordance with the provisions of chapter II of part IX of the Act.
You must check the custom record margin to record the collective labour agreements at the Ministry on the agreement of accession or renewal or termination or expiration.
The Ministry published a summary of the marking mentioned in the Official Gazette within fifteen days from the date of receipt.
If the collective agreement between the Trade Union and the enterprise concerned consider that the agreement applies to all workers in the facility if they are members of the Guild, provided a minimum number of workers belonging to the Union about half the time of the conclusion of the agreement established workers and that the provisions of the collective labour agreement more beneficial for workers of their individual contracts.
A-for each of the parties to the collective labour agreement as well as any interested workers or employers to request rule any item of agreement or compensation for non-implementation on a teetotaler or contrary to the commitments contained in the agreement.
(B) governing the Union or unions or employers only if the resulting positive damage compensation issued by the legal representative of such organizations, or delegate their representation.
Compensation is within these organizations funds without funds for social assistance funds and funds of social solidarity.
Either the Union or the Union or employers ' organization is a party to the collective labour agreement that resides on behalf of any Member, and for his sake all claims arising from the breach of the provisions of the agreement.
The Member who raised the case of a trade union organization for him to interfere and may raise this claim from a separate attachment.
If you resolve to keep workers collective labour agreement benefits benefits acquired under this agreement unless a new agreement provides better gains for workers.
For every person that gets from the Ministry on the spitting image of the collective labour agreement and documents to join him.
A prescribed by the Minister procedures for the registration of collective labour agreements and extract images from.
B the Minister shall issue its decision model for collective labour agreement to guide the parties to negotiate.
Bye disputes under provision of the collective labour agreement of actions agreed upon by the parties.
If the agreement holds, those disputes were subject to special provisions on collective labour disputes set out in chapter II of part IX of the Act.
The first chapter
Individual labour disputes
Individual labour disputes means differences that arise between the employer and the worker in the application of the provisions of this law and the individual employment contract.
If an individual labour dispute arose in the application of the provisions of this law to speak to both the employee and the employer, the competent court in accordance with the provisions of the following article problem to settle this dispute.
A-occur in the center of each province by a decision of the Civil Court of Justice Minister beginning of:
1. the Minister of justice designated by the presiding judge of the beginning
2. a representative of the trade union organization designated by the Executive Bureau of the General Federation of trade unions members
3. a representative of the employers designated by the Federation of Chambers of industry, Commerce, tourism or cooperative as appropriate to consider labour disputes between employers and employees.
B-called all of the Executive Office of the Federation of trade unions and the Federation of Chambers of Commerce and the Federation of Chambers of industry and the Federation of tourism Chambers inseparable member serves authentic in his absence.
Competent court promptly in individual labour disputes in accordance with the provisions of this law and the individual employment contract concluded between the parties.
Accept the judgement of the competent court of appeal to the Court of appeal and its contract and the Court will apply the law.
A-if the dispute regarding worker or discharge notice chapter of it worker or Union concerned working on request to ask the competent Directorate mediation to resolve the dispute within ten days from the date of the notice of dismissal or notice of dismissal.
B the competent Directorate to mediate between employer and employee in an attempt to resolve their dispute within one month maximum.
C-If the mediation failed it worker is entitled to judicial review the applicant.
D-if the worker to eliminate the aforementioned court during litigation to oblige the employer to dismiss a worker 50% of monthly wages not exceed minimum wage for his career and not exceed these for years.
If the Court finds that the employer has committed unprovoked demobilization compensation according to the working article 65 or 67 of this Act, as the case may be, unless the employer return to work and in this case his disposition, his fee for downtime.
Collective labour disputes
Means of collective labour disputes any dispute between an employer or group of employers and the Organization of one or several workers ' organizations concerning working conditions or conditions or usage rules.
A-on both sides of the conflict have recourse to solve amicably through collective bargaining.
B-If the dispute is not settled amicably, totally or partially, any of the parties or of the legally represented progress to the competent Directorate to request mediation procedures.
A competent Directorate was represented by its Director or cost him from serving at the Directorate or seasoned experts on labor issues between the two sides to mediation zoom views in order to reach an agreement to settle the dispute.
B-broker has all the necessary powers for the aspects of the dispute and the parties ' documents and differences and causes him to invite the parties to the conflict to hear each other and view the data and information requested to perform his task.
(C) the Director or their designee or designated expert mediation accomplishing within a maximum period of thirty days from the date of registration of the request to the competent Directorate or from the date of the communication in charge of mediation, as the case may be.
If a mediator who bring the views he had to submit to the parties in writing of the proposed recommendations to resolve the conflict.
B-If the parties accept the recommendations made by the mediator latter must install it in a written agreement signed by the parties.
C-if one of the parties before the broker's recommendations and rejected other then the reasons for rejection of this rejection and in this case the mediator may grant party rejecting the ultimatum of no more than seven days to modify its position.
If the party rejects responded and amended his position to accept those recommendations that have been installed in a written agreement signed by the parties and the mediator.
D-if the parties agree to accept some of the recommendations of the mediator without others approved were installed by a written agreement signed by the parties and the mediator applies, unless compatibility provisions of paragraph c of article 214 of this law.
-The agreement referred to in the preceding three paragraphs shall be binding on the parties and implemented by competent execution Chamber in the competent Directorate after registering their assets.
A-if you have not finished mediating a mutually acceptable solution in whole or in part the mediator shall report to the competent Directorate includes a summary of the dispute and the proposed recommendations and the position of the parties.
B-in this case, either party may apply to the competent Directorate in order to take action to resolve the dispute through arbitration.
C-the competent Directorate forwards this request with intermediate report to the arbitral tribunal within seven days from the date of registration of the request.
A pose by a decision of the Minister in each province an arbitral tribunal:
1. a judge designated Presiding Justice Minister Counsellor
2. a magistrate designated by the Minister of Justice Member
3. an arbitrator representing the trade union organization designated by the Executive Bureau of the General Federation of trade unions members
4. the arbitrator designated Employers Federation of Chambers of industry, chambers of Commerce or chambers of tourism or construction contractors Association's representative in the province as appropriate a Member
5. the arbitrator designated Ministry Secretary Member
B-attest to each Member of the arbitral tribunal without judges to chair and immediately before his right to operate honestly and faithfully.
C is called the head of the competent Directorate staff as scheduled and as the minutes on the proposal of the Director.
The arbitral tribunal shall hold its meetings in the competent Directorate headquarters unless the arbitral tribunal decides otherwise.
A-the President of the arbitral tribunal determines within a week from the date of request for arbitration hearing mechanism.
B notify the Chairman of the Board members in writing of the exact date of the meeting at least three days before scheduled by record.
A separate arbitration in the dispute within three months from the date of its first meeting.
B-if necessary, the arbitral tribunal may extend this term for the similar period the Commission in this case chapter in its current dispute unless the parties agree to extend the duration of arbitration for another period or periods.
A decision by a majority of the jury members.
B-frees the adjudicator to four copies signed by all its members attending the meeting a copy of each of the parties to the conflict and the third Directorate with the file, either four sent to the Ministry.
C-the competent Directorate recording arbitration provision in a special register and the parties to the conflict and each has a right to get a picture of this judgment.
Applicable to judgments of the arbitral rules for correcting and interpreting provisions enshrined in law.
For each of the parties to the dispute to challenge the umpire before the Court of Cassation within thirty days from the day following the date of notice unless the parties waive this right.
The arbitration shall be binding on the parties after registration in the relevant Directorate is performed after acquiring their peremptory class by a competent execution Chamber at the request of either party.
A-the Chairman and members of the Arbitration Tribunal shall receive monetary compensation for attending meetings of the Commission as head of the rurales designated by paragraph c of article 215 of the provisions of this law, monetary compensation meet exactly writing activities.
B the compensation prescribed by the Minister mentioned in the preceding paragraph and act from the Ministry's budget in accordance with the laws and regulations in force.
The employer is not allowed to stop work completely or partially in his establishment or downsized or activity affects the size of employment to economic necessities within the terms and conditions set forth in this law.
A decision by the Minister constitute the Committee consider applications from employers regarding the closing or downsizing plants or activity affects the size of employment.
B-the Committee is composed of representatives from the relevant authorities and workers ' and employers ' organizations nominated their destinations should formed equal number of representatives of workers ' and employers ' organizations.
C-the employer must apply for closing or downsizing facility or activity affects the size of employment to the Ministry to ensure that the grounds for application with all supporting documents for this application and the number and categories of workers who will be laid off.
D-the Commission to submit a reasoned proposal on conclusion regarding the request within thirty days of the date of submitting the request to the Ministry.
E-the Minister shall request the total or partial suspension within fifteen days from the date of the Commission's proposal.
If 45 days have expired upon the submission and its outstanding employer may pause.
The competent Department shall notify in writing the employees the decision of the Minister to the total or partial closure of the facility or downsized or activity.
And the implementation of that resolution as of the date of effect.
If a final decision to approve the request of the employer to stop the partial of the facility and the lack of objective criteria in the collective labour agreement or rules of procedure established to choose who will be laid off workers, the employer must consult the competent Directorate and a representative of the Union concerned for making the right decision on this matter and consider seniority and family responsibilities, age, abilities and professional skills of the workers of the criteria that could be seeking.
The employer may, after the decision agreeing to suspend partially the resort to modify the terms of individual contracts of employment for workers and more particularly to the working costs a fundamentally different from the original currency as it would reduce worker pay at least minimum wage for his career.
And in this case the employee may either approve the action or request its termination without notice to comply with the law.
And in this case, compensation in the amount of wage for each year of service with no more than six months.
The employer is prohibited from applying for the total or partial closure of the facility or downsize or operate in the event of mediation or arbitration as provided for in chapter II of part IX of the Act.
Occupational safety and health
The first chapter
National Committee for occupational safety and health
The provisions of this part on all parts of the public sector or in one of the ministries, departments or public bodies or public institutions or public facilities or local administrative units or municipality or any other public sector agencies or private entities or private or joint or cooperative or grassroots organizations or professional associations.
A National Committee is the occupational safety and health, headed by the Minister and membership of relevant central departments managers in ministries. Industry, economy and trade, housing, environment, oil, health, irrigation, electricity and local administration and Social Affairs and civil defense and delegate for each of the public and employers ' Federation nominated by their organizations.
B-the formation of this Committee issued a decision of the Minister specifying the place and time of its meetings.
C – Commission:
1. identify and assess the risks to occupational safety and health in the workplace.
2. Control factors of the working environment and work practices that can affect the health of workers including health construction, restaurants and perhaps seminars employer.
3. develop programmes to improve the environment and work practices.
4. do your own research and studies to promote the protection and preservation of the health of workers and counseling for both workers ' and employers ' organizations in this regard.
5. contribution to strengthening protection through training courses and educational programmes and preparing and issuing scientific publications concerning protection against hazards of the job.
6. cooperation with international bodies and organizations and Arabic on occupational safety and health.
Those on licensing of events facilities conditions relating to occupational health and safety contained in this law.
Secure work environment
The employer is obliged to take all appropriate precautions to protect all staff from various chronic and immediate and delayed notification associated with nature and environment and working conditions at its plant, it should be followed in the various standards and regulations for the protection of employment and under the laws and regulations in force and in particular:
A secure work environment to ensure the prevention of physical hazards caused by:
1. heat and cold.
2. noise and vibration.
3. harmful and dangerous radiation.
5. air pressure changes.
6. risk of explosion.
B-secure work environment to prevent mechanical hazards arising from a collision between the working body and a solid body or any body else.
C-worker protection means the risk of bacteria, viruses, fungi, parasites and other biological hazards.
D-secure means of prevention of chemical risks resulting from dealing with solid and liquid chemicals and gas taking into account the following:
1. not to exceed the maximum allowable concentration of chemicals and cancer-causing substances to which workers are exposed.
2. hazardous chemical inventory does not exceed the maximum quantities for each.
3. providing the necessary precautions to protect the facility and workers when transporting and storing, handling and use of hazardous chemicals and waste disposal.
4. keep a special register for the inventory of hazardous chemicals, including all the data for each material and register to monitor the working environment and the exposure of workers to dangerous chemicals.
5. set ID for all chemicals at work, giving the scientific name, commercial and chemical composition and degree of danger and safety precautions and emergency procedures related to the facility to get this data from its supplier when you supply.
6. training of workers on ways of dealing with hazardous chemicals and cancer-causing substances and introducing them and risk insight and security methods and the prevention of these risks.
The employer is obliged to provide rescue, first aid and hygiene means and various health conditions legally due on where cooking and eating foods and beverages.
Employer who will serve 15 or more workers to take precautions for the prevention of fire risk according to defined by the competent authority for civil defense and fire brigade and by selling activity practiced by the facility and the physical and chemical properties of materials used and produced taking into account the following:
A-match all equipment and tools used for the specifications of the competent authorities.
-Develop prevention and firefighting equipment using the latest tools and equipment to alert, warning and protective isolation and early notification and automatic fire automatic as necessary depending on the nature of business and activity.
C-assessment of risk analysis and industrial and natural disasters and prepare a contingency plan to protect the facility and workers at the disaster that this effectiveness is chosen the plan and hold demonstrations to ensure efficiency and train employees to meet their requirements.
D-inform the competent Directorate and competent civil defense emergency plan and any modifications, as well as in the case of storage of hazardous materials or used.
A-if the owner of the facility implementation required by the foregoing provisions and implementing decisions on the dates determined by the competent authority as well as in case of danger to workers ' health or safety to the Minister at the proposal of the competent Directorate in coordination with the relevant ministries and stakeholders to close the facility completely or partially or stop or more until machine causes the danger.
B-the Minister's decision is implemented with closure or suspension by administrative means, without prejudice to the rights of workers to receive full wages during the period of suspension or closure.
C-for the Department to remove the causes of danger through direct execution at the expense of the owner of the facility.
The Minister determines the decision after taking the opinion of the National Commission for occupational health and safety regulations of the provisions of this section, including the safe limits and conditions and precautions and prevention methods and conditions of use and organization of work.
The employer is obliged to refrain from using or handling or save any material or equipment that issued instructions on preventing their use at work for reasons of their danger to health and must follow specific instructions using the circulation and conservation materials and equipment that had not been used or quantified.
A-personal protective equipment designed to protect workers from the dangers of working in different conditions and present them and periodically testing and maintenance of this equipment in accordance with specific assets.
B-training working on sound bases for the performance of his task.
C-not working download any expenses whatsoever for the necessary protections.
D-working briefing before employment risks his career and its prevention means providing appropriate personal protective tools and trained to use them.
A-the employer who uses fifteen or more workers to occupational health and safety Committee in the facility under its supervision in accordance with the rules and fundamentals that determine the decision of the Minister in coordination with relevant ministries and stakeholders.
B-If the employer employs less than fifteen workers it must assign one or more technical workers to the task of the Committee.
A vulnerable workers committed to notify work instructions and guidelines set by the employer for their protection and use and conservation and maintenance of public and personal protective equipment provided to them.
B-as each worker to inform the President immediately direct bye if reasonable because it believes pose an imminent threat and danger to his life or health, as well as for his teammates, too. And the employer cannot require workers to return to the work site where an imminent threat continues and the risk to life or health until the necessary remedial measures.
Working on to comply with the orders and instructions for taking the rules of caution and occupational safety and health and to use preventive means in his charge and look after her.
And he has not committed any act that is intended to help prevent abuse of means for protection and safety of the workers or changed or harm or damage to them, without prejudice to the law in this regard.
Employer obligation to assign one or more people to train and qualify staff rules of occupational safety and health protection in accordance with the conditions specified in this section.
Labour inspection and law enforcement
All facilities and work places covered by the provisions of this law to inspect the work of labour inspectors, social security and occupational safety and health, designated by the Minister.
A-sets or cost of labour inspector Bachelor or the economy.
B-Sets or costs of occupational safety and health inspector from the holiday campaign in medical science, chemical or pharmaceutical or engineering.
C-on the proposal of the Decree defines servant Minister inspectors referred to in the preceding paragraphs.
A-inspectors assigned to monitor the implementation of the provisions of this law and operational law enforcement decisions in accordance with the provisions of the code of criminal procedure for offences occurring in their service and are related to their employment and works exactly which manage until proven forgeries.
B labour inspectors provided with identity cards and their personal image sticker and signed by the Minister and must carry them in their functions and visibility to stakeholders upon request.
They return the card when leaving their jobs or when the demise of this attribute for any reason.
A-it is permissible for labour inspectors and occupational safety and health inspectors when required hiring representatives to organise and doctors, engineers, chemists, pharmacists and technicians authorized by the Minister's decision in order to ensure proper implementation of the provisions of this law.
B the Minister shall issue its decision in coordination with Finance Minister compensation system of labour inspection.
Previously mentioned inspectors lead their home before the civil court following legal department: (I swear by Allah that I honestly and sincerely functions otherwise disclose professional secrets, industrial, commercial and any other secrets brought by virtue of my job even after leaving work).
The inspector must do the following:
-Monitor the application of the provisions of this law and implementing decisions and regulations of the provisions relating to working conditions and protect workers while carrying out this work.
B-taking legal action against employers violating the labour code and the implementing decisions thereto (caution, warning, enforcement, proposed the closure of the institution or facility licensed or non-licensed in accordance with the provisions of this law, a suggestion book warranty.).
C assignment of Eden: the edits by employers to the competent court under the provisions of this law by the competent Directorate.
D-technical information and advice to employers and workers on how best to comply with the law and establish the concepts of cooperation and relationships between them.
-Provide a detailed report in accordance with the model approved by the Ministry for each inspection visit to any establishment or worksite with its observations and recommendations on appropriate follow up measures.
And-preparing detailed monthly reports on the results of their inspection tour backed by the views and proposals submitted to the Ministry to take appropriate action.
G commitment to absolute secrecy regarding the source of any complaint to the competent Directorate of the Ministry about any violation of the legal provisions in force in the enterprise.
A-it is not permissible to entrust to the Inspector any duties inconsistent with his performance for inspection or to be likely to disturb his powers and impartiality in their relations with employers and workers.
B-issued by a decision of the Minister the labour inspection system in accordance with the provisions of this section.
A-the Inspector has the following terms: 1. the right to enter freely during working hours to all premises and inspected without prior notice to verify the application of the provisions of this law and its implementing decisions and look at the books and related files and request the necessary papers and documents and data from employers or hould and took pictures of these documents.
2. ask questions and interrogate the workers and employers in the facility individually or in front of witnesses about any matter concerning the application of the legal provisions in force.
3. ask the employer to paste the information into the workplace and under the legal provisions.
4. take samples of materials used or traded for analytical purposes provided they notify the employer or his representative who took the material for these purposes.
5. propose immediate measures when there is imminent danger threatening the health and safety of workers.
B-the Minister determines by Decree means to ensure proper inspection of workplaces and nonworking.
Employers or their designee to facilitate the task of the inspectors and to provide all possible assistance to facilitate carrying out their mission and to provide them with all the necessary documents and data required by them.
Assist law enforcement and other competent authorities, inspectors in the performance of their duties under the provisions of this law and its implementing decisions when so requested.
A Ministry is obliged to provide the necessary protection for inspectors in the exercise of their tasks or after completion.
B-the Ministry on behalf of Inspector when subjected to any abuse or physical or moral damage resulting from the performance of functional task submission to the competent court to demand appropriate punishment against the offender and sentenced to material and moral compensation to the Inspector.
C-bear Ministry fees and expenses arising from litigation against employers who violate the provisions of this article.
Prejudice bye harsher penalty prescribed by any other law violators shall apply the provisions of this law, the penalties prescribed in the following articles.
A-any employer who contravenes the provisions of articles 17-25 of this law, fine (5000) 5000 SP for each factor and anyone who violates the provisions of article 26 to a fine of not less than two thousand (2000) and not more than ls (4000) 4000 SP.
B-punished every employer who contravenes the provisions of article 23 (a) open or run Office work without obtaining a license duly law a fine of not less than (200000) LS 200, 000 and not more than (500000) 500 000 ls to the Ministry the right to order the closure of the Office.
(C) any employer who contravenes the provisions of article 23 (d) by a fine of not less than (15000) fifteen thousand pounds and not more than thirty thousand (30000) SP.
D-any employer who contravenes the provisions of article 24 in fine of not less than (200000) LS 200, 000 and not more than (500000) 500 000 ls to the Ministry the right to order the closure of the offending Office until reconciliation conditions with the provisions of this law.
A-any employer who contravenes the provisions of articles 27-28-29-30 of section III of this law a fine of not less than ten thousand (10000) and not more than ls (50000) fifty thousand SP.
B-the Ministry of the Interior at the suggestion of the Minister to deport illegal worker provisions of section III, at the expense of the employer.
C-it is not permissible to bring in or restart the Syrian worker who was deported for violating provisions of title III of this law, three years before the date of execution of the deportation order.
A-any employer who contravenes the provisions of articles IV section 32-33-34-35-36-38-41-42-49 to a fine of not less than (5000) five thousand and not exceeding ls (20000) twenty thousand pounds.
B-punished every employer who contravenes the provisions of the decision under article 43 in fine of not less than (100000) LS 100, 000 and not more than (200000) two hundred thousand SP and Minister in addition to the fine provided for in the preceding paragraph, order the closure of the Centre.
A-any employer who contravenes the provisions of articles 2 (a), 6 (c) 75 (a) fine (100000) 100 000 ls.
B-punished every employer who contravenes the provisions of article 63 to a fine of not less than (5000) 5000 SP and not more than ten thousand (10000) SP and employer court contrary to the provisions of this article, as well as fine condition payment of severance pay due to the worker.
Any employer who contravenes the provisions of articles 47 (a) 93 (m) containing social insurance employment record fine (1.5) like half the general minimum wage for every worker and employer court contrary to the provisions of article 93 (m) as well as fine bound together working on social insurance.
A-any employer who contravenes the provisions of articles 76-78-81-82-91-101-108-109-155-156-173-174-175 to a fine of not less than (5000) 5000 SP and not more than ten thousand (10000) SP.
The Court requires the employer contrary to the provisions of articles 155-156-173-174-175, as well as fine condition working grants outstanding leave.
B-punished every employer who contravenes the provisions of articles 104-167 to a fine of not less than (25000) and twenty-five thousand and not exceeding ls (50000) fifty thousand SP and employer court contrary to the provisions of article 167 as well as fine bound pay rates due to the worker.
A-any employer who contravenes the provisions of article 77 (a) by a fine of not less than (5000) 5000 SP and not more than ten thousand (10000) SP and employer court contrary to the provisions of this article, as well as fine bound to pay the difference between what he was to play for the worker and the minimum wage for its class.
B-punished every employer who contravenes the provisions of article 79 by a fine of not less than ten thousand (10000) and not more than ls (25000) twenty five thousand pounds.
(C) any employer who contravenes the provisions of article 85 by a fine of not less than (5000) 5000 SP and not more than ten thousand (10000) SP and employer court contrary to the provisions of this article, as well as fine an obligation to return to work on the basis of contract by category.
D-any employer who contravenes the provisions of article 89 (a) by a fine of not less than ten thousand (10000) and not more than ls (25000) and twenty-five thousand SP and employer court contrary to the provisions of this article, as well as fine condition the payment of allowances payable are appropriate to the nature of the task.
A-any employer who contravenes the provisions of articles 90 (a) (b) (c) and 93 (and I) to a fine of not less than (25000) and twenty-five thousand and not exceeding ls (50000) fifty thousand SP.
B-punished every employer who contravenes the provisions of articles 94-95 (a) by a fine of not less than (25000) and twenty-five thousand and not exceeding ls (50000) fifty thousand SP Court requires the offending employer obligations under the provisions of those articles.
(C) any employer who contravenes article 103 (b) a fine of not less than ten thousand (10000) and not more than ls (25000) and twenty-five thousand SP and employer court contrary to the provisions of this article, as well as fine invalidity penalty imposed on the worker.
Any employer who contravenes the provisions of articles 113-114-115-116-117 to a fine of not less than 25000 ls twenty five thousand and not exceeding (50000) fifty thousand SP.
A-any employer who contravenes the provisions of articles 125-139-149 to a fine of not less than (5000) 5000 SP and not more than ten thousand (10000) SP.
B-punished every employer who contravenes the provisions of articles 120-121-122 (a) a fine of not less than 126-127 (5000) 5000 SP and not exceeding 10000 10000 SP and employer court contrary to the provisions of article 121 as well as fine condition working grants outstanding leave.
A-any employer who contravenes the provisions of article 123 to a fine of not less than (25000) twenty five thousand pounds and not more than thirty thousand (30000) SP.
B-punished every employer who contravenes the provisions of article 136 (c) a fine of not less than (5000) 5000 SP and not more than ten thousand (10000) SP and employer court contrary to the provisions of this article, as well as fine condition cash allowance mentioned in this article.
(C) any employer who contravenes the provisions of article 137 (b) (c) a fine of not less than (5000) 5000 SP and not more than ten thousand (10000) SP.
A-any employer who contravenes the provisions of articles 142-145-146-147-150-151-152-153 to a fine of not less than ten thousand (10000) and not more than ls (25000) twenty five thousand pounds to the Minister in the event the employer breach of article 152 that necessary as well as fine to complete that work during a specific period in the event of failure to implement that resorting to completion and at his expense, get expenses in accordance with the provisions of the law on the collection of public funds.
B-punished every employer who contravenes the provisions of article 154 by a fine of not less than (5000) 5000 SP and not more than ten thousand (10000) SP.
Any employer who contravenes the provisions of section x of a fine of not less than (25000) and twenty-five thousand and not exceeding ls (50000) fifty thousand SP and employer court contrary to the provisions of this section as well as the fine is bound to pay compensation and rights provided for in article 65 of this code.
Any employer who contravenes the provisions of articles 233-234-235-236-238-239-240 to a fine of not less than ten thousand (10000) and not more than ls (50000) fifty thousand SP.
Any employer who contravenes the provisions of article 252 fine not less than (10000) ten thousand pounds and not more than thirty thousand (30000) SP.
Any employer or their designee disconnect a workers or rhythm of penalty being forced to join a Union or not to join or withdraw from it or because of his act of Union or implement legitimate resolutions fine not less than ten thousand (10000) and not more than ls (25000) twenty five thousand pounds.
Every business owner is punishable by a fine of not less than (5000) 5000 SP and not more than ten thousand (10000) ls for any violation of the provisions of this law, no special penalty in this section.
Shall be punished with the punishment provided for in the laws of each labour inspector violated the obligations stipulated in article 249 or divulges industry secrets secret or other workings that have accessed during the inspection.
Without prejudice to the provisions of the preceding articles:
A-the fines mentioned in this section by the Minister at the proposal of the inspectors.
B-fulfill such fines directly from the offending employer under regular financial receipts in the event of non-payment are met in accordance with the law of collecting public funds.
(C) without prejudice to the provisions of article 136 of this law devolves into the Treasury all fines resulting from violations of the provisions of this law.
A-multiplied implications of employer or Manager multiple workers in respect of any of the offences set forth in this section and each of the employer and the responsible manager or designees are responsible for it.
B-increased fines for offences mentioned above in case of repeated violation of employer again.
Shall not be suspended in financial penalties nor may relinquish the legally prescribed minimum fine for mitigating circumstances.
The provisions of this law on employment contracts prior and subsequent to its effective date.
A-list cases transmitted date of this law, the competent court issues of demobilization committees constituted under the provisions of this law without additional charges and continue the proceedings at the request of the applicant.
B-transmission of requests for approval of demobilization and challenged the list date of this law to the competent Directorate to the competent court for consideration in accordance with the provisions of this law.
-Eliminates the law No 91 of 1959 and its amendments and Legislative Decree No 49 of 1962, as amended.
B-the Minister shall decisions governing the provisions of this Act within three months from the date of issuance.
C apply to employees subject to the provisions of this law, the provisions of the Trade Union regulatory act in force.
This law shall be published in the Official Gazette. Damascus in 28-4-1431 Hijri to Gregorian 12-4-2010 President
Bashar Al-Assad, Egyptian populate Attorney
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