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Law 17 For 2010 Labor Law

Original Language Title: القانون 17 لعام 2010 قانون العمل

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Act No. 17 of 2010 Labour Code


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Act No. 17 of 2010
Date-birth: 2010-04-12 History-Hjri: 1431-04-28
Published as: 2010-04-12
Section: A law.

Information on this Act:
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Law No. 17 of 2010
Labour Code

President

Based on the provisions of the Constitution, and as approved by the People's Assembly at its meeting held in the date of 144-1431 A.H., 29-3-2010, my birth. .

My machine's coming.

Section I

Definitions and general provisions

(Chapter I)

Definitions

Article 1 :

The following expressions are intended to apply the provisions of this Law to the meaning of each of them:

Ministry of Social Affairs and Labour

Minister: Minister of Social Affairs and Labour

Directorate for Social Affairs and Labour

The worker: Every normal person who works for an employer for a fee, regardless of his type, under his authority and supervision.

The employer: Every natural or legal person uses one or more workers to pay for whatever kind.

The unemployed: Every Arab Syrian citizen is capable of working, wanting, looking for, and available to him, but he did not find the opportunity to do so.

Remuneration: All that is given to a worker for his or her work is in cash or in addition to all allowances under individual employment contracts, collective labour agreements, or regulations for employment, whether daily, weekly, monthly, seasonal, yearly and not The concept of remuneration shall enter into the travel allowances and daily expenses incurred by the worker in the performance of his or her work.

Temporary work: work that requires its nature to be completed in a specific time or work in itself and ends with the completion of it.

Incident: Work that is not inherently engaged by an employer and does not take more than six months to complete.

Seasonal work: Work in regular seasons is condescending and does not exceed six continuous months.

Night work: Work that runs from 7 p.m. to 7 a.m.

Partial work: work in which daily working hours are less than the legal working hours provided for in Part VII of the provisions of this Act.

General Union: General Union of Trade Unions and its unionized union organizations under the provisions of the influential unionized regulation law.

unionist committee: the elected committee in the facilities under the provisions of the influential unionized regulation law.

Competent Court: The Civil Start Tribunal is the problem under section 205 of the provisions of this Act.

(Chapter II)

General provisions


Article 2

a. To refrain from violating or exceeding the principle of equal opportunity or equal treatment for any reason, in particular discrimination between workers in terms of race, colour, sex, marital status, creed, political opinion, union membership, nationality, or Social origin, uniform or dress style in relation to personal freedom in respect of employment, organization of work, rehabilitation, vocational training, remuneration, promotion of social benefits, disciplinary measures or dismissal From work.

b. Any act, action or action issued by the employer shall be void to 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 the material and moral damages suffered.

c. Does not constitute discrimination, exclusion or preference based on the objective criteria of the qualifications required by the occupation or its nature.

d. The provisions of this article shall not apply to persons with disabilities and persons with disabilities unless the doctor accredited to the enterprise decides on the basis of the physical condition of the worker otherwise.

Article 3

The year in application of the provisions of this Act shall be 365 days and the month shall be 30 days, unless otherwise agreed.

Article 4

a. The provisions of this Law shall apply to employment relations in the private sector, the Arab federal and foreign companies, the cooperative sector and the joint sector not covered by the provisions of the Basic Law for State Workers.

b. The rights established by the provisions of this Act represent the minimum limits for the rights of workers, which may not be waived and where a special regime of employees that regulates the relations and conditions of employment applies to workers, the provisions of this law or the private system, whichever is better for the worker.

Article 5

Unless special text is provided in accordance with the provisions of this Act

a. The provisions of this Act shall not apply to:

1. Workers subject to the provisions of the Basic Law of Workers of State No. 50 of 2004 and its amendments.

2. Workers subject to the provisions of the Agricultural Relations Regulatory Act.

3. Family members of the employer who are already counting them.

4. Domestic workers and those in their judgement.

5. Workers in charities and charities.

6. Workers in casual work.

7. Workers in a part-time job who do not exceed their working hours per day for more than two hours.

b. The workers referred to in items 4.5.6.7 of paragraph (a) are subject to the provisions contained in their contracts of employment and in no case can their rights be less than the provisions of this Act.

Article 6

a. Any condition or agreement that is contrary to the provisions of this Act shall be null and void if it has previously been to work with it if it contains a derogation from the rights of the worker under which it is established.

b. Any better benefits or conditions of the interests of the worker shall continue to be established or decided in individual employment contracts, collective labour agreements, internal regulations of work or other regulations established or by custom and custom.

c. A null and void reconciliation of a worker's rights arising from the contract of employment shall be invalid within the period of entry into force or within three months of its expiration date and when it is contrary to the provisions of this Act.

Article 7

Actions brought by workers, owners of their entitlement or trade unions under the provisions of this Act are exempted from the power of attorney, fees, insurance, judicial stickings and judicial guarantees at all stages of litigation.

The Court shall examine them promptly and shall have the right to take interim measures on or without bail and the right to grant expedited access to its provisions and, in the event of a response, to judge the applicant for all or some of the expenses.

Article 8

All workers' applications and complaints are exempt from all charges of any kind.

Article 9

The amounts due to the employee or their subsequent merit under the provisions of this Act shall have the right of privilege to all transferred and immovable assets to the debtor's employer and shall be satisfied immediately after the judicial expenses and amounts due to the public treasury from taxes, charges and expenses of the reservation And restoration.

Article 10

a. The multiplicity of owners of the facility has been responsible for their solidarity with respect to the fulfilment of obligations arising from the provisions of this Act.

b. If the employer has waived some of its work to others in a total or partial manner, it remains in solidarity with this non-fulfilment of all obligations prior to the date of the waiver.

Article 11

In the event of dissolution, liquidation, closure, bankruptcy or insolvency, the rights of its employees shall be liquidated in accordance with the provisions of this Act.

Article 12

The integration of the facility into others, inheritance, guardian, gift, lease or sale does not entail, however, the public auction or other actions to terminate the employment contracts of the workers of the facility and the former employers are responsible for solidarity with the successor for the implementation of all obligations arising from these contracts up to the date of the waiver.

Part two.

Employment office of unemployed persons

(Chapter I)

General provisions:


Article 13

The Ministry shall formulate public policies for the use of employment in the Syrian Arab Republic and establish the necessary regulations, rules and procedures.

Article 14

The provisions of this section apply to all unemployed persons wishing to do so either inside or outside the Syrian Arab Republic.

Article 15

a. Taking into account the provisions of international labour conventions, the Ministry organizes employment outside the territory of the Syrian Arab Republic for Syrian workers and those in their judgment and work to care for them and to secure their rights under bilateral or collective agreements.

b. The Ministry, in cooperation with the Ministry of Foreign Affairs, shall follow up on the implementation of international conventions on Syrian employment abroad and work on the settlement of disputes arising from the implementation of these conventions after discussion in the Consultative Council for Action and the social dialogue on which they are concerned with the article. 177.

Article 16

Excludes from applying the provisions of this section

a. The main functions of which the incumbents are the agents of the business owners.

b. Categories to be appointed by the State on the basis of the provisions of the Basic Law of State Workers.

c. The appointees of the competitions announced by the public authorities where the certificate of work is submitted only.

(d) The resigned or those deemed to have resigned under the law and the regulations in force that would allow them to be returned to work.

e. The service allowance is made by the President of the Council of Ministers on leave to return to work.

Article 17

a. Any unemployed within the territory of the Syrian Arab Republic may be operated only if they have a certificate of registration from a public office for operation.

b. By decision of the Minister, the data contained in this certificate shall be determined by the Minister.

(Chapter II)

Public offices to run:


Article 18

In each governorate, a public office may be operational and a decision may be made by the Minister to create public offices for operation in any of the other administrative units of the General Employment Office in the governorate in the Syrian Arab Republic.

Article 19

Public offices for operation:

a. Counts the numbers of workforces, job seekers and the unemployed.

b. Organization of registered job seekers.

c. Preparation of necessary statistics and studies on the labour force and on job seekers according to their scientific and professional qualifications.

d. To contribute to the provision of employment opportunities for job seekers within and outside the territory of the Syrian Arab Republic.

Article 20

a. The unemployed may be requested to be identified in the General Office for Employment, which is located in his or her place of residence, with his or her age, profession, qualifications, past work and any other information to be requested.

This Office is in the process of making such requests and giving the student without charge a document of access on the day of submission of the application.

b. Every unemployed in an office referred to in the preceding paragraph of this article may request that its name be registered with any of the private offices for operation in accordance with the provisions governing the work of such offices, which are issued by decision of the Minister.

Article 21

The Ministry shall issue a decision in coordination with the relevant ministries and stakeholders including the mechanism of cooperation with educational and training bodies in the Syrian Arab Republic from universities, institutes, vocational training centres and others.

Article 22

Public offices are committed to:

a. Implementation of the employment policy established by the Ministry and the principles on which it is based.

b. Failure to charge any fee or commission from the unemployed against its operation.

c. Issuing lists of unemployed persons who have been registered in accordance with a model issued by a decision of the Minister.

(Chapter III)

Special offices for the operation of Syrian workers


Article 23

a. A decision may be made by the Minister to permit the opening of:

1. Special operating offices.

2. Special offices for the recruitment and use of domestic workers without Syrian Arabs or the use of domestic workers from Syrian Arabs in accordance with the basis and controls issued by the decision of the Prime Minister.

b. Special Employment Offices shall mean offices that secure employers' requirements for workers registered with these offices to contract workers directly to carry out specific work.

c. By decision of the Minister, the terms and conditions of work of the offices referred to in items 1 and 2 of paragraph (a) of this article shall be determined by decision of the Minister.

d. The operating offices are committed to:

1. Implementation of the Ministry's policy of use and the principles on which it is based.

2. To submit to the General Office for Employment in the Governorate a monthly statement of the names of the registered unemployed persons and the names of those who have provided them with employment opportunities and the type, place and remuneration of this work.

3. Failure to restrict its unemployment unless it is a citizen of the Syrian Arab Republic and in their judgment.

Article 24:

The Special Offices shall be required to operate on the date of entry into force of this Act in accordance with the conditions referred to in article 23, paragraph (c), within six months of the effective date of the provisions of this Act.

(Chapter IV)

Relationship of employers to public operating offices:


Article 25:

Each employer shall send within fifteen days of the date of the use of an unemployed person in a post or a job that has its own registration document to the General Office for operation, which has been issued with a statement containing the date of receipt of the work, the remuneration assigned to it and the type of job or work assigned to it and to which it is assigned Also, the registration document number and its date appear before the worker's name on the record of the worker's record.

Article 26:

a. The employer of the establishments on the date of entry into force of the provisions of this Act and those that arise in the future shall be sent to the competent Directorate in which it is located within fifteen days from the date of employment of this Law or from the date of commencement of the business, as immediately as a detailed statement The number of workers according to the types of jobs, occupations, qualifications, ages, sex, nationalities and wages they earn.

b. The employer must send to the competent directorate during the months of January and July every year that:

1. A detailed account of the number of its workers according to the types of jobs, occupations, qualifications, age, sex, nationalities and wages paid by them.

2. A statement of the functions and work that has been or have been established and what has been filled and the reasons for the failure to fill the rest with the clarification and remuneration of each other during the previous six months.

3. A statement on the status of work and related opportunities for use and the expected increase or decrease in the number of jobs and jobs.

c. The Ministry is in charge of preparing the template on which this data is provided.

Section III

Organization of non-Arab action:


Article 27

a. Non-Arab work, whether they are employers or workers, in all public sector, ministries, departments, public bodies, public institutions, public institutions, local administrative units, municipal units, or in any other public sector, or Private, cooperative, civil or joint private sector, grassroots organizations or trade unions for the provisions regulating the work of non-Arab Syrians listed in this section.

b. A non-Arab Syrian person may work in the Syrian Arab Republic only after having obtained a permit to work from the Minister or his/her delegate.

c. "Action" referred to in paragraph "a" of this article means all industrial, commercial, agricultural, professional, banking, service, technical or other work, including domestic workers, as well as any scientific or non-scientific profession.

Article 28

a. The employment of non-Arab Syrians in all establishments subject to the provisions of this Act shall be subject to the requirement of reciprocity.

b. The Minister shall, by decision, specify cases of non-Arab exemption from the condition referred to in the preceding paragraph or from the requirement for authorization or exemption from work.

c. An employer who employs a non-Arab worker shall be exempted from any of the previous two conditions to notify the competent directorate within fifteen days of the date of commencement of use.

d. In applying the provisions of this law, the Palestinian Arabs covered by the provisions of Law 260 of 1956 treat the treatment of Syrian Arabs.

Article 29

The Minister shall decide by decision of the following:

a. The conditions for obtaining the licence referred to in paragraph "b" of the preceding article, its extension, the data it must include, the procedure for granting it and the cases of cancellation before the expiry of its duration and the fee it receives.

b. The financial guarantee to be submitted by the employer and the value of the cash allowance due to be granted, renewed or granted or lost in respect of a lost or damaged allowance.

c. Occupation, business and crafts, in which non-Arab Syrians are prohibited from working.

d. Maximum proportions of non-Arab Syrian use in certain occupations, businesses and other occupations.

Article 30

A violation of the provisions of this law is the use of non-Arab workers in any of the following cases: a work for an employer who is not authorized to work for him unless authorized by the competent Directorate.

b. Working with a profession that is not licensed to work in it.

Section IV

gradualism and vocational training

(Chapter I)

Gradient


Article 31:

A progressive worker is considered to contract with an employer to work for him to learn a profession or a particular craft.

Article 32:

a. The progressive work contract must be written and in Arabic and edited on two copies of which each of the parties retains a copy.

(b) The Minister shall, in coordination with the competent ministries, the competent authorities, the professions subject to the degree, the age of the hierarchy, the duration of the learning of the occupation or the craft, the successive stages and the reward at each stage, shall be determined in a progressive manner not to say this reward at the last stage of the general minimum. For the specific remuneration of the category of workers in the profession in which the worker is included.

Article 33

If a progressive worker is an event, a hierarchy contract is concluded with and for the guardian or guardian.

Article 34

a. The employer may terminate the contract of a progressive worker if he or she has proved to be incompetent or unwilling to learn the profession or craft in good faith.

b. A contract may terminate the contract if the employer does not receive appropriate attention from the employer.

c. The party wishing to terminate the contract shall notify the other party at least three days in advance.

Article 35

The provisions for leave of various types, working hours and rest periods provided for in this Law shall apply to the progressive provisions.

Article 36

Upon completion of the gradient, the applicant shall grant the graduated degree, duration and level of skill and skill level to the profession or craft, to be certified by the competent Directorate and the Ministry.

Chapter II

Vocational training


Article 37:

Vocational training is a theoretical or applied professional training exercise or both in the employer to acquire skills in a particular profession or craft before entering employment in addition to training workers while serving to raise their professional skills.

Article 38:

a. A professional training contract must be in writing and that the instructor has sufficient qualifications and experience in the profession or craft to be trained in it and the appropriate conditions for training must be in the facility itself.

b. The training contract shall be organized between the employer and the trainee worker in writing and in Arabic, three copies for each of the parties, a copy and a third to be deposited with the competent social security directorate.

c. A trainee who has completed 18 years of age shall be in charge of his or her own contract if he or she is an event in which he or she is a guardian.

Article 39:

The Minister shall decide by decision, in coordination with the relevant ministries, the competent authorities, the professions subject to training, the age of the trainee, the duration and successive stages of the training, and the remuneration for at least the minimum wage for the worker category in the profession in which he is trained.

Article 40

The training contract may be terminated upon the request of one of the parties in any of the following cases:

a. A party has committed any violation of the provisions of this Act.

b. If a party does not perform its duties in accordance with the terms of the contract between them.

c. It is impossible to implement the contract for reasons beyond the control of either party.

d. If the employer transfers the place of training specified in the contract to another place.

(e) If the continuation of the trainee at work threatens his or her safety or health and is confirmed by a report issued by the medical committee accredited by the public institution for social insurance.

Article 41:

a. The employer of enterprises with more than 50 workers is committed to allocating at least 1 percent of the wage block to support the training process and to upgrade the skills of its employees.

b. These allocations shall be placed in a special fund at the facility, from which the employer and the union committee will coordinate.

Article 42

The professional training facility is obliged to grant the trainee a certificate to be passed through the training programme which has been carried out by the Minister and in coordination with the relevant ministries and in coordination with the relevant ministries and other data bodies that must be included in this certificate.

Article 43

In coordination with the relevant ministries and stakeholders, the minister shall set the conditions for licensing the establishment of training centers in private sector facilities and the conditions that follow in vocational training and, depending on the exigencies of each profession or industry, to appoint a minimum and maximum duration for vocational training and programs. The study, the theory, the process, the test system, the testimony given in this matter and the statements made in it.

Chapter III

Skill Level and Measurement:


Article 44

The Minister shall decide by decision, in coordination with the relevant ministries, the competent authorities, the professions and trades that are subject to the determination of the level of skill and the manner and conditions of which it is measured.

Article 45

A worker whose degree of skill is measured in the profession or craft has the right to obtain a certificate to prove it and to be certified by the competent directorate and the ministry.

Section V

Individual business relationships

(Chapter I)

Individual work contract


Article 46:

An individual work contract is the contract by which the worker commits to work with an employer and under his authority and supervision in return for remuneration.

Article 47:

a. The employer is committed to freeing the working contract with the worker in writing and in Arabic on three copies for each of the parties, a copy and a copy in foreign language in case the worker is not an Arab, and the employer is committed to the third deposit with the competent social security department within three months of time. Contract Edit Date.

b. If there is no written contract, the worker may prove his or her rights in all manner of proof and the employer has to prove the opposite in the same manner.

c. A worker shall be given a receipt of the assets of documents and certificates that have been supported by the employer.

Article 48:

a. The working contract shall include, in particular, the following information:

1. Name, nationality and address of each party in a clear and detailed manner.

2. Identification of the duty station.

3. The nature and type of work under contract.

4. Duration and type of the contract.

5. Remuneration agreed between the parties and the manner and date of performance and other monetary or in-kind benefits agreed upon between the parties.

6. Working hours.

7. Rights and benefits accorded to a worker, which has not been provided for in this Law.

b. The Ministry issues an indicative model contract in which the preceding items are taken into account.

Article 49:

a. The duration of the test in the contract of employment shall be determined and the worker shall not be subject to probation for more than three months or be appointed to the test more than once upon a single employer and during this period each of the parties shall be entitled to terminate the contract without prior notice or compensation and without a result of the employer No responsibility.

b. If the duration of the test has expired and the contract has not expired within the service of the active worker.

Article 50

An employment contract shall be concluded for a fixed term or for an indefinite period for the achievement of a particular work.

Article 51

a. An employer may assign a worker other than an agreed work if it is not materially different from it.

b. The employer may assign the worker other than the agreed work, even if it differs substantially from it in the case of necessity and force majeure and to prevent an accident or to repair what has arisen and for a period of not more than three months.

c. The employer may assign the worker another unagreed work if he uses modern technical means or if he has resorted to a change in the structure of work and jobs with a view to developing work within his facility. Such means and changes require new quality skills, and the employer must in this regard. The situation is to train and qualify workers to acquire such skills for new work, and if the worker refuses to train and qualify for the new work in this case, he/she shall apply for termination of the justified dismissal provisions set forth in article 64 of this Law.

d. Taking into account the provisions of the following article 52, the employer may transfer the work of the worker from the agreed place of work to another place of work, unless an express provision in the employment contract is otherwise provided. e. The change of work of the worker under the preceding paragraphs shall not prejudice the material and functional rights of the worker.

Article 52

a. If the place of work or facility is moved to another place not more than 50 km away from the original duty station, whether on the will of the employer or for reasons beyond its control, the worker must move to the new place of work provided that the employer secures free transportation The right to this place shall be the appropriate monetary allowance and, in this case, if the worker refuses to move to the new place of work, the judgement shall be considered resigned and the provisions governing termination of the contract of employment shall be applied upon the request of the worker.

b. If the place of work or facility is moved to another place, more than 50 km away from the original duty station, for reasons beyond the will of the employer, workers must move to the new place of work. In this case, the employer has to secure the means to move to the new place of work. For instance, if a worker refuses to move to the new place of work, the contract of employment in this case shall be terminated for him and his rights shall be considered in accordance with the provisions of this Act, except for the compensation provided for in article 65 of this Law.

c. If the relocation of the place of work or facility mentioned in paragraph B is based on the will of the employer and the workers refuse to move to the new place of work, the contract of employment is terminated in this case and the provisions regarding the unjustified dismissal provided for in article 65 of this situation shall apply. If workers agree to move to the new place of work, the employer is obliged to provide them with appropriate means of transport free of charge.

(Chapter II)

Work Relationship Timeout


Article 53

The employer may terminate the fixed-term employment contract at any time during the term of office provided that the employee is paid for the remainder of the contract.

A worker may also terminate the said contract at any time, provided that the employer is notified in writing two months earlier than the deadline for termination and if this deadline is not observed, the employee must pay compensation to the employer equal to the pay allowance for the duration of the notification or the remaining part of the notice.

Article 54

a. The fixed-term work contract shall expire on its own by expiration, but may be renewed by express agreement between the parties for a certain duration or for further periods, and if the duration of the original and renewed contract has increased over five years, the contract of employment has been extended to an indefinite contract provided that the periods of interruption do not increase Taken together within this period of four months.

b. If the duration of the fixed-term employment contract expired and the two parties continued to implement it, it was considered an implicit agreement to make it an indefinite contract.

Article 55

a. If the contract is for the completion of a particular work, the contract shall terminate upon completion of the work agreed upon.

b. If the work is inherently feasible for renewal and continued implementation of the contract after the work agreed upon, the contract may renew an implicit renewal of the time required for the same work to be carried out again.

c. Taking into account the provisions of article 64 of this Law if the contract is terminated by the employer prior to the completion of the work agreed upon, the worker shall be entitled to the remedy provided for in article 65 of this Law.

Article 56

Taking into account the provisions of article 208 of this Law:

a. The employer and the worker in the employment contract may not be terminated for the term of termination, provided that the other party shall notify the other in writing prior to the termination in accordance with the following:

1. Notice shall be made two months prior to termination taking into account the provisions of Article 140 of this Law.

2. Notification of termination shall not be suspended on a standing or copy condition.

3. The notification shall be communicated to the author of the relationship and shall take effect from the date of receipt of the notice.

4. The employer shall not exempt himself from the condition of notification or reduce its duration, but may be agreed to increase this term.

5. The employer may relieve the worker from taking into account the notification period in whole or in part in the event of termination of the contract by the worker.

b. The Party terminating the contract of employment without notice or prior to the expiration of the notice of payment shall be obliged to pay compensation to the other party equivalent to the salary of the worker for the duration of the notification or the rest of it unless the worker is exempt from taking into account the notification period.

Article 57

a. Notification may not be made to a woman working during maternity leave as well as to the worker during his/her leave and the notice period shall be calculated only from the day after the day of leave of the worker or the maternity leave.

b. If a worker has received sick leave during the notification period, this deadline shall take effect and shall not enter into force until the following day for the expiration of such leave.

Article 58

The contract of work remains in place throughout the notification period and is committed to the implementation of all obligations arising from it and the contract expires on the expiration of this deadline.

Article 59

a. If the notification of termination by the employer is the right of the employee to be absent in the week or eight hours during the week during the notification period to seek another employment with due to his or her remuneration for the day or hours of absence.

b. A worker shall have the day or hours of absence on condition that the employer shall notify the employer on the previous day of the absence at least.

Article 60

The employer may relieve the worker from work at the time of notification, with the duration of the employee's service being calculated, until such time expires, with the effect that the employee may have, in particular, the employee's benefit from the notice period.

Article 61

The resignation of a worker is irrelevant unless it is registered by the worker at the office of the competent directorate and for the employee who has resigned to resign in writing within a week from the date of the employer's notification to the employee to accept them, and in this case the resignation is considered not to have been.

Article 62

a. The contract of employment shall terminate whatever its kind in any of the following cases ..

1. The parties' interaction in writing on the termination of the contract.

2. A worker reaches the age of 60 unless the contract is fixed-term and extends beyond this age, where the contract in this case expires only on the expiration of the contract.
In all cases, the provisions of the Social Insurance Act with regard to the age of pension benefit and the worker's right to work must not be violated until the completion of the time under this pension or for the age of 65, where the contract expires.

3. The death of a worker, in this case, is spent for his family or for the person identified by the worker during his life under a written document, which shall be deposited with the employer with a death allowance equivalent to the equivalent of two full months, in addition to the pay of the month in which the worker died in full.

4. The inability of the worker to perform his work in full, regardless of the reason of this disability. In the case of the failure of the worker in part, the employment contract ends only if there is no further work for the employer that the worker can do, and if this work is established, the employer must, upon the request of the worker, transmit it. to that work without prejudice to the disability provisions set out in the Social Insurance Law.

5. The sickness of a worker is a disease that requires a failure to work for at least 100 consecutive days or periods of time exceeding 200 days during a single year of nodal period.

6. Force majeure.

b. The termination of the contract in the previous cases shall not entail the compensation provided for in article (65) of this Law.

c. Proof of invalidity or illness in the 4.5 cases provided for in paragraph (a) of this article under a medical certificate provided by the worker and the employer if the employee is not admitted to such a certificate if the worker is not admitted to another doctor. If the two certificates apply in this case, the provisions are applicable in law. Social security.

Article 63

a. The employer is obliged to give the employee not covered by the provisions of the Social Insurance Law when the employment contract expires in the cases listed in the preceding article as a reward for his term of service, calculated on the basis of a month's pay for each service year, as well as a reward for the fractures of the year to the proportion of what he spent in the year. Work.

b. This reward is calculated on the basis of the final monthly remuneration of the worker and does not prejudice the right of the worker to the rest of his or her legally prescribed entitlements or agreement.

Article 64

a. The employer is entitled to terminate the employment contract, whether fixed, fixed-term, or to complete a certain work without notice, remuneration or compensation in the following cases:

1. If the worker is not correct, he or she has submitted false certificates or recommendations which have been substantiated by judicial judgement.

2. If the worker commits an error resulting in a substantial material loss to the employer, provided that the employer informed the competent authorities of the accident within 48 hours of the time of his or her knowledge of the accident.

3. If the worker does not observe the instructions required for the safety of the workers and the enterprise, despite his warning to write twice, provided that such instructions are written and declared in a prima facie place.

4. If the factor is absent without a legitimate reason for more than twenty separate days during the period of one or more than ten days, the dismissal of a written warning from the employer of the employee after 10 days in the first case and five days in the second case will be preceded by a 10-day notice. Due process in the Trial Assets Act.

5. If the worker does not perform his or her substantive obligations under the contract of employment or the rules of procedure of the facility.

6. If the worker runs the secrets of the facility in which he works.

7. A worker is sentenced to a judicial judgement with a criminal penalty or offence against morality and public morals.

8. If during working hours, the worker is found to be drunk or affected by the substance of the drug.

9. An act of aggression against the employer or the manager responsible, as well as if there is a serious assault on an employer during or due to the work of the employer shall be signed by the worker.

b. The burden of proof in previous items on the employer is in the legally acceptable manner and the termination of the contract in such cases is justified.

c. If the contract of employment is terminated in accordance with the provisions of paragraph (a) of this article, payment of contributions by the employer and employee to the public institution of social insurance shall be suspended until the case is decided upon.

Article 65

a. If the employer does not establish one of the offences set forth in the preceding article, termination of the contract of employment is an unjustified dismissal and in this case the worker merits compensation of two months' salary for each service year, for the total amount of this compensation to be no more than 150 hundred Fifty such as the general minimum wage and he deserves compensation for the fractures of the year in proportion to what he spent at work.

b. Compensation is calculated on the basis of the final monthly remuneration of the worker and does not prejudice the right of the worker to the rest of his or her legally prescribed entitlements or agreement.

c. The employer shall, however, remain bound by the application of the provisions of the notification provided for in article 56 and thereafter of this Act.

Article 66

a. An employee may leave work before the end of the contract and without notifying the employer in the following cases ..

1. If the employer or his or her representative has been admitted to fraud at the time of the contract in respect of the conditions of employment.

2. If the employer does not meet the worker's substantive obligations in accordance with the provisions of this Act.

3. If the employer or the employer commits an offence to the worker or to one of his or her family members.

4. If signed by the employer or by an act of aggression against the worker.

5. If there is a serious threat to the safety or health of the worker, provided that the employer has been aware of the existence of such danger and has not implemented the measures prescribed or imposed by the competent authority on the specified time limit.

b. A worker who left the employment before the end of his contract for any of the preceding reasons is entitled to bring an unjustified dismissal to the courts and the burden of proof in such cases is on the worker and when the worker is found to have the rights provided for in article 65 of this law.

Article 67

a. The employer may not be discharged for any of the following reasons:

1. The practice of trade unionism or the regulation of trade union activities by or participating in a unionized worker.

2. An electoral activity by the worker.

3. To file a complaint or participate in filing an action against the employer who has been aggrieved by the breach of laws, regulations or regulations.

4. Race, colour, sex, social status, family responsibility, pregnancy, religion, denomination, political opinion, national affiliation, social origin, uniform or dress style in a way that does not conflict with personal freedom.

b. Dismantlement in previous cases is considered to be unjustified and the competent court in this case is required to return the worker to his work and pay his full pay for the standstill period.

c. Apart from the two cases stipulated in clauses 1.2 of paragraph (a), the Court must, if it considers that the worker's return to work is not possible, unfeasible or inappropriate because of the employer's refusal to return the worker or the worker's refusal to return to work, to award a compensation of two months' pay for each The year of service shall not increase the sum of this compensation to 200 200 such as the general minimum wage and the compensation for fractions of the year shall be in proportion to the work and shall be calculated on the basis of the final monthly remuneration of the worker, taking into account the provisions of article 56.

Article 68

a. A worker who is alleged to perform mandatory and standby military service may choose between requesting termination of the contract or upholding the provisions for mandatory and reserve service.

b. A worker not covered by the provisions of the Social Insurance Act shall be entitled to the award provided for in article 63 of this Law.

Chapter III

Wages


Article 69

a. formed by a decision of the Prime Minister and chaired by a committee called the National Minimum Wage Commission, which includes both:

1. Minister of Social Affairs and Labour

2. Minister of Finance.

3. Minister of Economy and Trade.

4. President of the General Confederation of Trade Unions.

5. President, Federation of Chambers of Commerce.

6. President of the Federation of Tourism Chambers.

7. Head of Federation of Chambers of Industry.

8. Captain of Construction Contractors.

9. President of the Federation of Craft Associations.

b. The Committee uses the State and experts as it deems appropriate.

c. The Chairperson shall appoint a Rapporteur from among the staff of the Ministry.

d. The Committee shall meet at the invitation of the Prime Minister in the first two cases of a regular session in the first week of May of each year and, exceptionally, at the request of the majority of the members of the Committee.

e. Meetings of the Commission shall be legal if it is attended by two thirds of the members and decisions shall be taken by an absolute majority and by the President, weighted when equal to the votes.

The decisions of the Committee shall be issued with the signature of the President of the Council of Ministers and shall be binding on the employers covered by the provisions of this Law.

Article 70

a. The National Commission is responsible for setting the general minimum wage and reviewing it for employees who are covered by this law.

b. This committee shall take into account the economic crisis, the decline in cash, the exchange rate of the national currency, the purchasing power and the general level of prices and other economic variables.

Article 71

a. By decision of the Minister, a Committee in each competent Directorate to propose the minimum wage in the various professions subject to the provisions of this Act shall be composed of the following:

1. Delegate to the Ministry of Social Affairs and Labour as President.

2. A delegate from the Ministry of Industry, the Ministry of Economy and Trade, the Ministry of Tourism or the Ministry of Housing and Construction as a member.

3. A representative of employers selected by the Chamber of Tourism or Trade, the Chamber of Industry or the Union of Construction Contractors in the province as a member.

4. A delegate from the Confederation of Labour in the Governorate designated by the General Union as a member.

5. Head of the Construction Contractors Union Branch in the county member.

6. A representative of the trade union in question nominated by this Association is a member.

7. One legal and economic experts selected by the Ministry are observers.

8. The Chief of the Labour Service of the competent Directorate is Rapporteur.

b. Each genuine member shall be called a Lieutenant in his or her place in the event of his or her absence nominated by the author of the relationship.

c. The Committee may use such State and expert staff as it deems appropriate.

d. The Committee shall hold at least one session a year to propose a minimum wage in the same profession and the Committee shall take its proposal after verification and hearing the opinion of the representatives of employers and relevant workers.

The meetings of the committee are legal if it is attended by two thirds of the members. If the quorum does not have a quorum, the meeting will be postponed to a second session, which will take place one week after the most, in the presence of three members, including a delegate for the workers and a delegate from the employers. The committee's decisions will be issued by a majority vote of the audience The President has a weighted vote when the votes are equal.

The Minister shall, by decision, determine the remuneration of the members and staff of the Commission, and instead of attending its meetings, the Committee shall meet at non-official times in accordance with the laws and regulations in force.

Article 72

The Committee shall take into account in the competent Directorate when determining the minimum wage:

a. General minimum wage.

b. The qualifications and experience required to carry out the work.

c. The importance of work and its role in developing production.

d. Working conditions and place.

e. General level of wages in the province.

Article 73

The proposals of each committee shall be submitted to the Minister for issuing the decision to set the minimum wage in a particular occupation within its area of work.

Article 74

The general minimum wage for non-graduated ordinary workers subject to the provisions of this Act shall not be less than the general minimum wage.

Article 75

Taking into account Article (2)

a. The employer is committed to applying 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, union membership, nationality or social origin.

(b) Work of equal value means works that require workers to possess a parallel degree of scientific qualifications and professional knowledge proven by a document or a certificate of work experience.

Article 76

The remuneration in the individual work contract or on the basis of the collective action agreement or the statute of work in the enterprise shall be determined if the remuneration in any of these methods is not determined by the minimum wage in the relevant profession or craft.

Article 77

a. If it is agreed to set the remuneration for production or commission, it shall not be less than the minimum wage for its category.

b. The calculation of the average monthly wage for workers who are not paid a month, a week or a day on the basis of the average factor of the last year divided by the number of months of the year.

Article 78

a. Wages shall be performed as other amounts due to a worker in the national currency in one of the working days, in his or her place of work and during the official working hours, taking into account the following provisions:

1. The wages of employed workers are performed at least once a month and no later than the sixth day of the following month.

2. If the remuneration for the piece or the production and the required work is more than two weeks, the worker shall have every week to receive a payment under the account commensurate with the work he has completed and shall be fully paid within the following week for the delivery of the cost.

3. In other than the above, workers are paid their wages once a week at most, unless otherwise agreed.

b. Remuneration may be agreed upon through a locally employed bank.

Article 79

If the working relationship is terminated, the employer shall perform the employee's remuneration and all the amounts due to him within seven working days of the expiration of the contract, unless the employee has left the work on his own. In this case, the employer must perform the employee's remuneration and all his dues in a period not exceeding fifteen. A working day from the date of the employee's claim for such remuneration and receivables.

Article 80

The Minister shall, by decision, establish the conditions for establishing the payment of remuneration in a way that does not violate the general rules of proof.

Article 81

The employer is to hand over to the underage workers themselves, who are sixteen years old, their wages, remuneration and other benefits, and this delivery shall be filled with a reward for his or her invective.

Article 82

A worker may not be obliged to purchase food or goods from certain shops or from the goods or services of the employer.

Article 83

The employer shall not deduct the worker's remuneration more than 20 % to the extent that he or she has been loaned out of the money during the contract or to be paid for this loan.

Article 84

a. A reserve or executive seizure of workers' wages may be made only within the following maximum limits:

50 percent of the pay for the performance of the alimony debt.

30 percent pay for dowry performance.

10 percent of the pay for the rest of the debt of whatever kind or reason.

b. The rates referred to in the preceding paragraph shall not be collected if diversified and multiple creditors are considered to be a higher half of the remuneration and shall be divided between the amounts required according to the above ratio.

c. These proportions are calculated after deducing income tax on remuneration and amounts due in accordance with the Social Insurance Act and what the employer has lent to the employee within the limits set forth in the preceding article.

Article 85

The employer shall not transfer a monthly wage factor to a working group, a weekly wage worker, an hourly wage, or a production, except with the written consent of the worker, and in this case the worker shall have all the rights acquired during his or her monthly pay term.

Article 86

If the worker came to his place of work on time to work and was ready to do his work, and he was prepared to do so without that reasons to return to the employer, he considered that he had done his job and deserved full pay. If he attended, and the situation between him and his employer, he was forced to work, compelling reasons beyond the will of the employer, and he deserved the worker. Half paid, taking into account the partial or total cessation provisions of the work.

Article 87

A worker shall be entitled to a basic wage during his or her admission to a training or qualifying course within the Syrian Arab Republic or abroad if such entry is at the request or approval of the employer, taking into account the provisions of article 89 of this Law.

Article 88

a. If a worker is attributed to the commission of a felony or misdemeanor offence within the Labour Department, the employer may discontinue it from the date of reporting the incident to the competent authority.

In the event that the worker does not stand trial or if the competent court acquitted him of his innocence or failure to prosecute him or his arrest, he should be returned to his work, with the full payment due from the period of arrest, as if he was at the head of his work and if the employer refused to return the worker to his work. This was considered an arbitrary release that required the compensation provided for in article 65. This is the law.

c. In case the employee was found to have been charged with a measure by the employer or his/her agent, the employee may, in addition to the compensation provided for in the preceding paragraph, claim compensation for the material and moral damage caused by that charge.

Article 89

a. If the employer is assigned to do a certain task because of work within or outside the Syrian Arab Republic, it is entitled to appropriate allowances for the nature of the mission, whether it relates to its representation, transmission, residence, or otherwise.

b. The establishment of such allowances shall be determined by the rules of procedure and the conditions and conditions for the payment of such allowances.

At the facilities with fewer than fifteen workers, the allowances and methods and conditions for the payment of such allowances shall be determined by agreement between the parties.

Section VI

Rules of procedure

Chapter I

Rules of procedure


Article 90

a. Every employer uses fifteen more workers to set up an internal system of work for him and a list of sanctions and includes the rules of procedure in particular.

1. Until the system.

2. Conditions and conditions of employment.

3. Obligations of the employer ..

.. organization of the labor contract.

.. granting the worker the holidays, holidays and official holidays provided for by the provisions of this Law.

.. league elevation.

.. the rewards.

... the regular increase of wages ... etc.

4. Rights of the employer.

5. Obligations and rights of the worker.

b. This system and the sanctions list must be adopted by the Ministry within forty-five days from the date of their registration in the Ministry of the Ministry. If that period is passed without the approval of the Ministry, such a system and regulation shall be in force.

c. The rules of procedure and the sanctions list in the workplace shall be declared prima facie.

d. The Minister shall issue an indicative model for each of the rules of procedure and the sanctions list to guide the employers on the proposal of a committee formed by a resolution, including representatives of the Ministry, workers and employers.

e. The Ministry may accept requests for amendment of its approved internal regulations if the amendment does not contradict the provisions of this Act.

Article 91

a. The employer shall establish a special file for each worker who mentions his name, nationality, age, place of residence, degree of education, occupation, family and social status, and the date of commencement and remuneration, together with the statement of developments and penalties, and the statement of the leave and the date of expiry His working relationship and the reasons for that.

b. The records of the investigation and sanctions as well as the reports of the heads of work on his or her work and any other papers relating to his or her service shall be deposited in the working file.

c. Such statements may be found only for those legally authorized to do so and the employer must retain the file for at least one year from the date of the expiration of the contract of employment.

Chapter II

Rights and duties of the employer


Article 92

a. The employer shall have the following rights in addition to the rights established in accordance with the provisions of this Act:

1. Organization of work at its facility and take the necessary decisions and guidance.

2. Identify the skills required of workers and their responsibilities.

3. Impose appropriate penalties for offenders against workers in accordance with the provisions of this Law.

b. The arrival of the worker shall apply to the invention of the following provisions:

1. If the worker reaches a new invention during the service of the employer, the latter shall not have any right to that invention, even if the worker has objected to it on the occasion of his or her work in the service of the employer.

2. The employer's invention in the course of his work is the employer's right if the work of the worker requires him to unpack or if the employer has expressly stipulated in the contract the right to be guided by the worker's invention.

3. If the invention is of serious economic importance, the worker may, in the case provided for in the above, claim for a special payment in accordance with the requirements of justice.

This corresponds to the amount of aid provided by the employer and the use in this route of the facility.

Article 93

Duties of the employer:

a. To provide the conditions, conditions and reserves of the work and its environment established in this law, its implementing decisions and the collective labour conventions relating to its work.

b. Distribution and guidance of workers commensurate with their scientific and practical qualifications and efficiency and in the interest of employment, and the working profession may not be changed to another profession that is commensurate with its qualifications and capacity except with its consent.

c. To develop programmes to train and prepare the cadres required by the Plan of Action and to provide the necessary facilities for the worker to develop his professional, artistic and cultural level.

d. Provide appropriate means of transportation for the transfer of workers to work places where public transportation is not reached unless compensation is agreed upon as a transfer allowance for the worker.

e. Refrain from abuse of the person and dignity of the worker.

f. Development and maintenance of special and public records indicating the conditions and conditions of service of workers in accordance with the conditions and conditions established by the Ministry.

g. Inform workers of all working conditions and highlight them at an apparent place when they are issued.

h. Engage workers or their representatives in the discussion of matters that lead to the development of work and increase production and address their affairs through the meetings they call.

i. To give the worker a certificate at the end of work, showing the history of the work, the date of expiry of the contract, the type of work that the employee has done, and the worker to request that any data be added to this testimony and that the employer must respond to the request when the information to be added is in conformity with the truth.

j. To give the worker a certificate of innocence at the end of the employment contract, provided that the worker has fulfilled all of his obligations to the employer and does not require the employer to ask the employee for any amount after granting him this certificate unless such claim is based on a material error in the certificate Same.

k. Provision of health care in accordance with the conditions provided for in this Act.

l. Provide the meal for the workers whose circumstances and the nature of their work require them to grant them this meal.

m. All staff members have assets in social security.

Chapter III

Rights and duties of the worker


Article 94

a. The worker shall have medical attention and the employer in this field shall:

1. The initial ambulance provides no matter how many workers are at the facility.

2. A medical ambulance nurse is used to do it and to entrust a doctor with their clinic and treatment in the place he prepares for this purpose and to provide them with the necessary medication for treatment, as well as radial images and medical analysis, free of charge when the number of his workers increases in one place or in the A 15-kilometer radius of 100 workers and no more than 200 workers.

3. Provide workers, as well as the previous provision, all other means of treatment that require the use of specialist doctors, surgical or other treatment, as well as the necessary medicines, free of charge, when the number of workers increased to 200 workers.

4. To manage the hospital for treatment, medication and residence expenses if the worker is treated in the two cases stipulated in items 2.3 of the preceding paragraph at a governmental or charity hospital.

b. To follow in the determination of the expenses of treatment, medicines and accommodation provided for in the preceding paragraph, the circumstances and conditions in which the Minister's decision is issued in agreement with the Minister of Health, including the identification of treatment and treatment expenses and accommodation through the health insurance funds or private insurance institutions that are You handle these things.

Article 95

a. The worker shall enjoy:

1. The right to periodic increase in wages every two years according to the ratio specified in the rules of procedure or to the contract of employment.

2. The right to equal opportunities and to equal treatment and non-discrimination.

3. The right to preserve its human dignity.

4. The right to secure working conditions that ensure safety and security in its work.

5. The right to join trade unions and professional associations.

b. Taking into account the provisions of article 652 of the Civil Code, the worker must:

1. Carefully and faithfully perform its mandated work in accordance with the law, the system of work and individual and collective employment contracts and to accomplish them on time and to give them the usual care of the person.

2. To carry out the instructions and instructions of the employer for the execution of duties that fall within the scope of the work assigned to it if it is not in these orders and instructions in violation of the contract, the law, the system of work or morals, and in the implementation of which it is not in danger.

3. To comply with working dates and to follow established procedures in case of absence or scheduling of work.

4. To maintain the tools, organs, documents or other objects delivered to him by the employer, and to do all the work necessary for her safety and to do so with the usual care of the person.

5. Improve the treatment of clients of the employer.

6. To respect his superiors and colleagues in the work and to cooperate with them in the interest of the enterprise in which he works.

7. To preserve the dignity of work and to take appropriate action.

8. To take into account the systems in place to maintain the safety and security of the facility.

9. In order to preserve the confidentiality of work, information on employment is not carried out when it is confidential in nature or in accordance with the written instructions issued by the employer in this regard.

10. To provide the employer or the representative of the employer with the correct data relating to his or her social status and status for the performance of the mandatory service and other data requiring the laws and regulations to be included in his or her record and for any change in the data prior to the date So specific.

11. To follow the systems established by the employer to develop and develop professional and cultural skills and expertise, or to qualify it to carry out a work consistent with the technical development of the enterprise, taking into account the provisions of article 51 of this Law.

Article 96

The worker is forbidden to:

a. Maintain the asset of any working paper or document.

b. Working with others without the consent of the employer, whether remunerated or not.

c. Working in the interest of others not in conformity with the dignity of work, or otherwise, or assisting it to identify the secrets of the enterprise or to compete with the employer.

d. An activity similar to that exercised by the employer during the duration of its contract or participation in such an activity as a worker or partner unless otherwise agreed.

e. Borrowing from customers of the employer or those who engage in activity similar to that exercised by the employer, and this prohibition does not apply to borrowing from banks.

and-to accept gifts, rewards, commissions, sums or other things in any capacity in any capacity to perform his duties without the consent of the employer.

g. Collect cash, donations, distribution of publications, collection of signatures or organization of meetings within the workplace without the consent of the employer, taking into account the provisions of the laws governing trade unions.

Chapter IV

Sanctions


Article 97

The fact that a worker is liable to be liable for disciplinary action is required to be relevant to the work, and the sanctions list specifies the offences and penalties prescribed in article 98 of this Act.

Article 98

The sanctions that may be imposed on the worker in case of violation of his or her duties in this law, the contract of employment or the rules of procedure shall be determined as follows:

a. Alert.

My book alert.

c. One day's remuneration.

(d) The determination of the basic remuneration of no more than five working days for a single offence, provided that the worker's remuneration is not deducted in fulfilment of the sanctions he is expected to pay more than five days in a single month.

e. Delaying the eligibility of the periodic upgrade allowance for no more than a year.

(f) Denial of periodic elevation allowance.

g. Separation from service in accordance with the provisions of this Act.

Article 99

a. No more than one penalty may be imposed on a worker for a single offence.

b. A part of the worker's remuneration may not be combined with the provisions of article (98) of this law and any financial penalty if it increases the salary to be paid for five working days in one month.

c. No penalty may be imposed on the worker 15 days after the discovery of the offence and 30 days after the completion of the investigation into that violation.

Article 100

The penalty may be increased if the worker returns to the commission of a new offence of the type of offense which he has already been punished for if the new offence occurred within six months of the date of the employee's prior imposition of the imposition of the sentence.

Article 101

When a worker is credited with committing a particular offence, the investigation must:

a. To inform the worker in writing of what is attributed to him and to carry out the investigation within 15 days of the date of discovery of the offence.

b. The employer has to investigate the worker himself or to entrust the investigation to any other person experienced on the subject of the offence provided that he or she is employed at the facility and is not less functional than the employment level of the worker with whom he or she is investigating.

c. The hearing of the statement of the worker and his defence for himself and the hearing of his witnesses in the case of their existence and the proof of this in a record filed in the private worker's file. The union organization to which the worker is followed may assign a representative to attend the investigation.

d. The employer may temporarily suspend the worker for a period of not more than one month with full pay when it is in the interest of the investigation referred to in this article and that the worker shall be returned to his previous work after the end of the arrest or if his or her innocence is clearly established.

Article 102

a. If the worker was arrested by public authorities during the period of entry into force for a period of not more than three months, the employer must return him to his work after the termination of his arrest without the worker having any right of remuneration, unless the employer decides otherwise. In the event that the employer refuses to return the worker to his work, he must pay the compensation provided for in article 65 of this law.

b. If the duration of a worker's arrest increases over three months, the employer has the right not to return the worker to his or her work. In this case, the provisions concerning discharge of the justification provided for in article 64 of this Law shall apply.

Article 103

a. The penalties referred to in section (a) (b) (b) (c) of this Act shall be imposed by the employer or by the person authorized to do so.

b. Other penalties provided for in article 98 are imposed by a disciplinary committee at the facility: 1. The employer or his or her delegate.

2. Head of Section, in which the worker is a member

3. Head of the trade union committee or workers as a member of the union

c. The decision to impose the penalty shall be reasoned and the penalty shall be reported to the worker.

Article 104

a. No disciplinary action may be taken or a worker shall be fined for an offence not provided for in the sanctions regulation adopted by the Minister.

b. A worker shall not be suspended without pay for more than five days per month.

c. It is prohibited to impose any penalty on the worker before he/she has the opportunity to hear his or her statement in defence of his or her own defence.

d. Fines imposed by this article are recorded in a special register indicating the employee's name, the amount of remuneration, the reasons for the imposition of the fine, and the deposit in a special fund for social services for the workers of the enterprise.

e. If the determination is determined by a specified proportion of the remuneration, it is considered that this is meant to be the daily basic remuneration of the worker.

Article 105

a. If the worker causes his fault or during the exercise of his or her work in the loss or destruction of materials, machinery or ores owned by the employer or in his or her custody, he or she has committed to perform the value of what has been lost or destroyed. After the investigation and notification of the worker, the employer may begin to deduct the said amount from his or her remuneration, on the basis of which the fee for this purpose shall not be increased to five days in the same month.

b. A worker may be aggrieved by the amount of the amount identified by the employer for the missing or different thing before the competent court and in this case the decision shall be made. If the employer does not spend the amount of the loss, loss, or less of a case, it must be returned without a right to be granted within seven days from the date of the decision of the competent court.

Section VII

Organization of individual working relations

Chapter I

Organization and determination of working hours


Article 106

a. A worker shall not effectively run for more than eight hours per day, or 48 hours a week, for which periods for eating and rest shall not be entered into.

(b) Working hours and rest periods must be organized so that a worker in the workplace does not require more than ten hours per day.

Article 107

a. An exception to the provisions of the preceding article, working hours may be increased to nine hours a day for certain categories of workers or in certain industries and businesses. It may also be reduced to seven hours a day for certain categories of workers or in certain industries and hazardous or harmful work, and the categories of workers, industries or businesses referred to in this paragraph shall be determined by decision of the Minister in consultation with the relevant stakeholders.

(b) Every reduction in the daily working hours of the quorum applied by the employer at any time or any situation in a particular season is not considered to be an acquired right of the employee and the employer shall be entitled to return at any time he or she is entitled not to be affected by the remuneration assigned to the worker by such reduction.

Article 108

Must permeate working hours a period or more to eat and rest not less than an hour. In determining this period, the worker shall not work for more than five consecutive hours, and the Minister may decide, inter alia, situations or acts which, for technical reasons or conditions of operation, must continue without a respite.

Article 109

a. The work in the facility must be organized so that each worker receives a weekly rest, not less than twenty-four continuous hours and with full pay after six working days at most.

b. If the employer calls for the employer to operate on the weekly rest day, the worker is entitled to add to his daily wage, such as this remuneration and another day instead of the following week.

c. If working on holidays or holidays, the worker deserves to be added to his daily wage as well as that.

d. An exception to the provisions contained in the preceding two paragraphs may be in places far away from the Imran and in the work in which the nature of work or conditions of operation requires that weekly rest days due to the employee be collected for a period not exceeding eight weeks, plus a deadline. Way.

e. The places mentioned in paragraph (d) shall be determined by decision of the Minister.

Article 110

a. The employer may not comply with the provisions in the preceding articles of this Chapter in the following cases:

1. If employment is intended to meet extraordinary business imperatives.

2. If work is to prevent a serious accident or repair what has arisen from it or to avert a realized loss.

3. Annual inventory, budget preparation, liquidation, closing of accounts and preparation for sale with reduced eight and preparation for the opening of the seasons. In such cases, the number of days employed by a worker shall not exceed fifteen days a year unless the competent administrative authority is authorized for longer periods of time.

4. On holidays, official holidays and events that are determined by decision of the Minister in coordination with the relevant stakeholders.

In the cases referred to above, it is required to inform the competent Directorate of the order and the expected duration of the completion of the work within 24 hours of the occurrence of one of the previous cases.

b. In all advanced cases, actual working hours may not exceed 10 working hours per day, of which two are additional hours.

Article 111

The employer must give the employee about overtime hours, plus 25 percent, for day working hours, and 50 percent for night working hours. This percentage is doubled in case of additional working hours in weekly rest days or holidays and holidays. Official.

Article 112

a. The provisions of this Chapter shall not apply to the following persons:

1. Agents authorized for the employer.

2. Workers involved in the processing and supplementary work to be completed before or after the work is completed.

3. Workers assigned to guard and cleaning.

b. The work set out in items 2.3 of the preceding paragraph and the maximum working hours shall be determined by decision of the Minister.

Chapter II

Run Events


Article 113

a. The employment of male and female juveniles shall be prohibited before the completion of the basic education or completion of the age of 15, whichever is greater.

b. A decision is issued by the Minister to order the operating system of the events, conditions, conditions and conditions in which they operate, as well as the work, occupations and industries in which they are prohibited in accordance with different age levels.

Article 114

a. It is prohibited to run the event more than six hours a day, with one or more periods to eat and rest not less than a full hour and to set such intervals so that the event does not work more than three continuous hours.

b. No additional working hours may be assigned to the event, regardless of the circumstances, or to keep it in place after the scheduled dates and not to operate in the days of rest.

c. The exceptions contained in chapter I of this section are generally not applicable to the work of the events.

d. It is prohibited to operate the event at night work.

Article 115

The employer who is operating the events shall comply with the following:

a. To declare prima facie in the workplace a copy containing the provisions contained in this chapter.

b. To release a list of the names, ages and date of use of the events.

c. To put in place a job and a prima facie list explaining the hours of work and rest periods.

Article 116

a. The employer may not operate any event before the guardian or guardian provides the following documents:

1. A civil registration.

2. A medical certificate issued by a competent doctor confirming his or her health ability to carry out the work assigned to him.

3. Approval by the guardian or written guardian of the work at the facility.

b. These documents shall be preserved in a special event file containing sufficient data on the place of residence, the date of use, the work in which it is used, paid and leave.

Article 117

The event is worth a 30-day paid annual leave.

Article 118

An exception to the application of the provisions of this chapter shall be those who work in domestic industries in which only family members work under the supervision of the father, mother, brother, uncle or uncle.

Chapter III

Women's employment


Article 119

However, without prejudice to the provisions of the articles in this chapter, all the provisions regulating the operation of workers without distinguishing between them when their working conditions are similar are applicable to women workers.

Article 120

The Minister's decision shall be determined by the Minister of Business, Situations and Events in which women may be active in the period of night work, as well as acts harmful to women, health or moral, and other acts in which women may not be operated.

Article 121

a. A worker who has spent six months connected with the employer shall be granted maternity leave with full pay for:

1-120 days of the first birth.

2-90 days of the second birth.

3-75 days of the third delivery only.

b. A worker may request that she be granted maternity leave during the last two months of pregnancy.

c. In the event of death, the remaining leave shall be reduced by half.

d. Maternity leave is granted on the basis of a certified medical certificate of assets.

e. An additional maternity leave of one month may be granted without pay.

Article 122

a. The employer is prohibited from dismissal or termination of employment during the maternity leave described in the preceding article.

(b) The employer shall be deprived of full pay for the duration of leave or recovery from which it has been performed if it is established during this leave with another employer, without prejudice to disciplinary accountability.

Article 123:

An employee who breastfed her child within the 24 months following the date of the situation, as well as the rest of the rest period, shall have the right to two additional periods of breastfeeding, not less than half an hour a day, and the worker has the right to include these periods, and the additional periods of working hours are calculated and not They entail any reduction in remuneration.

Article 124

a. A woman working in the facility who uses more than fifteen workers may apply for leave without pay for a period not exceeding one year for the care of her child, while reserving her right to return to her work after the termination of this leave and check this right if she or she has worked for another employer during this time. This leave shall not be worth more than three times for the duration of its service.

b. Working in case of first leave, the staff must pay due contributions to the public institution for social insurance.

As for the other leave, all due insurance contributions must be paid to the listed institution and to the employer.

Article 125

In the case of employment, five or more workers must declare prima facie at work or working group a copy of the women's operating system.

Article 126

The employer, who uses 100 workers, is more in one place to provide a nursery or to be entrusted with the care of the children of women workers. The number of such children shall be no less than 25 children and no more than five years, and the minister determines in his decision the terms of this license and the conditions of work of these children. Role.

Enterprises belonging to different employers, each employing less than 100 workers in a single area, may be involved in the implementation of the obligation provided for in this article.

Article 127

In the absence of the conditions laid down in the previous article on the employer, which employs at least 20 married workers, a suitable place would be in the custody of a qualified nanny to care for the children of working children under the age of five years, if at least ten children are children.

Chapter IV

Provisions for the operation and rehabilitation of persons with disabilities


Article 128:

Every individual's disability is meant to be lacking in his ability to perform appropriate work and continue to be physically lacking as a result of physical or mental illness.

Article 129

The provisions of this chapter shall apply to employers who use 50 workers and more whether the workers are employed by an employer in one place or in various places within the territory of the Syrian Arab Republic.

Article 130:

a. Every worker who becomes a disabled person for a reason shall retain his or her employment and shall be assigned a job suitable for his or her disability after rehabilitation, unless it is possible for the severity of his disability or the nature of the work assigned to him or her and that is determined by a medical report approved by the working doctor.

b. The employer may, when the impact of the disabled worker become significantly reduced by a medical certificate, that the pay cuts are made through conditions determined by a decision of the Minister.

Article 131:

The measures and benefits accorded to disabled workers are not a breach of the principle of equality of opportunity, equality and treatment between them and the rest of the workers.

Article 132:

Taking into account the provisions of the Disabled Persons Act, the Ministry coordinates with the relevant stakeholders to enable persons with disabilities to integrate into the labour market.


Article 133:

Professional qualification in this chapter refers to professional services provided to the disabled to regain their ability to direct their original work or to perform any other work suitable for their condition, such as physical preparation, guidance and vocational training.

Article 134

The institutes and licensed bodies shall grant the assets of disabled persons who have been professionally qualified as a certificate and shall determine the data contained in this certificate by decision of the Minister. These bodies and institutes must open a register of qualification that includes the same data as the certificate referred to.

Article 135:

Every disabled person has been professionally qualified to apply for a qualification certificate under his name at the Employment Office located in his or her place of residence. The Employment Office shall restrict these applications to a special register and give the student on the day of the application a certificate free of charge, as well as to assist such persons with disabilities in joining jobs and works that are suitable for them and in accordance with their age and competencies.

Article 136:

a. The employers who are subject to the provisions of this chapter shall use persons nominated by public offices for employment from the registered register of persons with disabilities who have been professionally qualified by 2 % of the total number of their workers.

b. Employers may occupy this ratio by using persons with disabilities by way of nomination from the public offices for operation, provided that the restriction provided for in the preceding article is obtained.

c. In the event that the employer does not comply with the employment specified in paragraph (a) of this article, he must pay a monetary allowance equal to the minimum wage for such workers to be deposited into a special account for persons with disabilities in the General Authority for Employment and Enterprise Development in order to finance medium and small-sized projects. And their micro-micro.

Article 137

a. Persons with disabilities who are processed in accordance with this Chapter shall enjoy all the rights prescribed to other workers in this Act.

b. The employer must equip the premises with the necessary equipment to facilitate the operation of workers with disabilities and ensure that all conditions of health prevention and occupational safety are provided to such workers.

c. The employment of disabled workers in acts that may endanger or increase their disability and identify such acts shall be prohibited by decision of the Minister.

d. The Minister shall, by decision, identify the posts in which the appointment priority is given to the disabled person who has been qualified, as well as the determination of the work that can be done.
Article 138:

Taking into account the provisions of the preceding article, the injured disabled person during and due to military operations, military service or compulsory service shall have priority of appointment in the private sector, taking into account the proportion provided for in article 136 of this Law.

Article 139:

The employers who apply the provisions of this chapter shall:

a. Open a special register for the enrolment of persons with disabilities who have been professionally qualified and have been assigned to work for them to include the data contained in the professional qualification certificate.

b. Submission of the register to labour inspectors whenever requested.

c. Sending an annual list to the Ministry containing the number and names of such workers and the work they occupy.

Article 140

The period of notification provided for in paragraph 1 of section 1 of article 56 of this Law shall be doubled if it is for workers subject to the provisions of this chapter.

Chapter V

Operation of workers in mines and quarries


Article 141:

The quarrying and mine industries in applying the provisions of this chapter shall mean the following:

a. Operations for the search or detection of metal materials, including precious stones, extraction or manufacture in the area issued by the licence, whether or not
Minerals are solid or liquid.

b. Operations for the extraction, concentration or manufacture of deposits of mineral substances on the ground or in the subsoil of the licence area or the contract or in places away from the Imran which is determined by decision of the Minister.

c. What is associated with the processes referred to in paragraphs a-b of construction work and installation of installations and devices.

Article 142

a. The employer shall not allow any worker to engage in the operations on which the provisions of this Chapter shall apply until such time as the medical examination has been carried out and that his or her fitness for work has been established.

(b) Medical detection shall be renewed periodically at least every year if the worker is a worker who works in the subsoil or from forage workers or from workers in the maritime sector, ports and harbours.

c. A medical examination must be performed on the worker before the end of the test period to prove his or her condition and whether he or she has a professional illness.

d. By decision of the Minister, the conditions and conditions for conducting such medical lists shall be determined by decision of the Minister.

Article 143

The entry of workplaces and their attachments to non-workers, workers assigned to the mine, the quarry and persons carrying special permission from the competent governmental authority or the management of the facility shall be prohibited.
It is also prohibited for the worker to enter the premises and their attachments in other than the declared work schedules without permission.

Article 144:

Every employer must open a register or a special order to restrict and restrict workers before they enter the premises and when they leave them.

Article 145:

Taking into account the provisions of article 107 of this Law, workers in the workplace shall not be kept above ground or in the subsoil for more than seven actual working hours per day. If the work is in the ground, it must include the time it takes to get from the ground to work in the ground and the time it takes to return from the ground to its surface.

Article 146

Must permeate working hours a period or more to eat and rest not less than an hour and a half a day.

Article 147

a. Exceptionally and temporarily, the provision of the preceding two articles may not be taken into account if the work to prevent an accident, to avoid danger or to repair what has arisen from it and by conditions
The following:
1. The competent Directorate shall be informed of the means of communication available within twenty-four hours of the statement of emergency and the duration required for the completion of the work and the number of workers required to complete it.

2. The worker shall be given an additional remuneration equivalent to the remuneration of the additional period plus at least 50 % of this remuneration if he is employed by day and 100 % if he works at night and shall be doubled in the event of overtime hours during the weekly rest days or Holidays or holidays.

3. If work is on weekly rest days, the worker is entitled to add to his or her daily wage such remuneration and another day rather than during the following week.

4. If work on holidays or holidays is to be paid, the worker deserves to be added to his daily wage as well as that.

b. An inspector of work in agreement with the Directorate of Mines, Quarries and Fuel may order the suspension of work in the event of an imminent threat to the safety and health of workers.

Article 148:

The employer shall declare in the workplace a list of hours of work and rest periods and to report thereon to the competent directorate and for each amendment to this regulation.

Article 149:

The employer shall establish a list of orders for public safety in accordance with the decision made by the Minister in agreement with the competent minister.

Article 150:

The employer or the employer is committed to the following:

a. Issuance of daily orders for public safety.

b. Prevention of the presence of workers in the area of explosion only after the period of danger.

c. Use of high safety lamps in parts with corrosive or explosion-causing gases.

d. Clothing provision and prevention tools.

(e) Organization of ventilation and temperature, whether natural or industrial.

f. To examine the condition of the mine daily prior to the commencement of work and to make comments to the official for immediate implementation.

g. Prepare a report once a month in which it maintains and indicates the status of the facility in general, in particular the presence of harmful gases, the condition of the props, the aspects, the ceiling, the barriers, the signs of lighting, ventilation and the means of ambulance. These reports shall be recorded in a special register to be prepared for this purpose.

Article 151:

On the employer or on behalf of the employer, the establishment of a front rescue point close to the workplace is equipped with the necessary rescue and aid tools, and that this area is equipped with modern means of communication into the mine or quarry so that it can be used immediately and appointed a trained technical worker to supervise. Rescue operations and first aid.

Article (152):

The employer is obliged to prepare at each mine or quarry at least 50 workers in an appropriate room equipped with the means of rescue, first aid and nursing, as well as one or more rooms to change clothes.

Mines and quarries with fewer than 50 workers and 20 km in diameter must be involved in the establishment of a rescue and ambulance place in the middle of the centre.

The Minister determines by decision the necessary means of rescue and ambulance, without prejudice to the provisions of article 151 of this Law.

Article 153

Drinking water must be kept in special receptacles of the closure court in order to prevent contamination and put such vessels in close proximity to the reach of the workers.

Water has to be changed daily and the vessels sterilized at least twice a week in a healthy manner.

Article 154:

The employer of the present chapter shall comply with the following:

a. To provide workers with adequate housing so that some of them are allocated to married workers, and the Minister determines the conditions, conditions and specifications of such dwellings.

b. To provide his workers with three meals a day in restaurants that prepare them for this purpose that are clean and meet the health conditions.

The Minister determines by decision the types and quantities of food for each meal, its sanitary conditions, specifications, the value of the single meal, and in the case of meals, all or some of them, for workers inside the mine, must be provided with a health envelope or packaged in the time of the cover court and shall not be allowed to be provided. Replacement of the meal for any financial allowance.

(c) To supervise hygiene in the workplace, housing and water courses for workers without the workers bearing any expenses in this regard.

Chapter VI

Leave

I. Annual leave


Article 155

a. A worker has the right to an annual leave of 14 working days with full pay for the person who has served a full year of service and has not exceeded his term of office for five years.

(b) The leave shall be increased to twenty-one working days once the worker has been in service for five years and has not exceeded his or her term of service for ten years.

The leave shall be increased to 30 working days for those who have served 10 years and more or more than 50 years of age.

d. The annual leave account shall not include holidays, official events and weekly rest.

e. If you say the term of service of a worker for a year, he is entitled to leave at the rate of time spent at work.

Article 156:

(a) Annual leave shall be increased in addition to the preceding article 7 working days for workers engaged in hard, difficult, hazardous or harmful work
In health or in remote areas.

b. A decision shall be determined by the Minister following the survey of the business stakeholders and the regions that fall into the provisions of the preceding paragraph.

Article 157

a. The employer shall establish the dates for granting annual leave to his workers according to the exigencies and circumstances of the work. The employee shall be informed of the dates for the use of such leave at least one month prior to their use and the worker shall be obliged to use his/her annual leave on time.

(b) The employer shall enable the worker to enjoy his annual leave provided for in this Act unless there are serious grounds for the nature or circumstances of the work that require delay in granting the leave provided that six days of his/her annual leave provided for in article 160 of this Law are used In this case, the remaining days of leave shall consist of his or her annual leave in the subsequent year or shall be compensated by the employer for cash.

Article 158:

Every agreement prohibiting the right of a worker to leave the relevant leave provided for in article 160 of this Law shall be prohibited or waived for compensation for any reason, all of which shall be liable to nullity.

Article 159

The employer may cut the employee's annual leave in the event of compelling and substantial reasons for the worker to be compensated for at a later date and shall be taken into account in determining the worker's wish.

Article 160:

The employer must be able to obtain six days of continuous annual leave in the year at least for the remaining days. The remaining days may be granted piecemeal according to the interest requirements and this provision does not apply to the scheduled leave of the events.

Article 161:

a. A worker may defer the balance of his or her remaining annual leave to the following year by written request submitted by him and agreed upon by the employer.

b. If the employer is not able to enjoy the balance of his/her leave from the previous year, the right of the worker turns to the monetary allowance for him.

Article 162

The employer may deprive a worker of his or her remuneration for the duration of the leave or recover his or her remuneration if he or she is found to be working for another employer.

Article 163

A worker has the right to be paid for the days of leave due to him if he leaves the job before using it for the duration of which he has not been granted leave and is calculated on the basis of the latest fee.

Article 164

A worker has the right to set his/her annual leave date if he is advanced to the examination at one stage of the education provided that the employer is notified of the leave at least fifteen days prior to his or her leave.

Article 165:

a. A worker shall cease to work for a reason that is opposed and justified for a period not exceeding six days during the year and a maximum of two days at a time and shall be calculated from the annual leave of the worker.

In the event that the worker has exhausted his annual leave, the occasional leave is without pay.

Second: holiday holidays and official occasions

Article 166:

a. A worker has the right to leave with full pay on the days of holidays and official occasions to be issued by decision of the Minister to at least thirteen days a year.

The employer has the right to operate his workers these days if the working conditions so require, and in this case the worker deserves to be added to his daily wage as well as this remuneration.

b. If one day of the holiday is signed on a weekly rest day, the factor in this case will be worth one day rather than on the first working day following the holiday.

III: Sick leave

Article 167

a. A worker whose illness proves the right to a paid sick leave at 70 % of his or her wages for the first 90 days after which she increases to 80 % of his wages.
The following 90 days during the single nodal year.

b. Sick leave shall be granted to the worker based on a medical report from the doctor approved by the employer.

c. If the employer does not appoint a certified physician, such leave shall be granted by any other doctor.

Article 168:

The medical reports given to a worker outside the work area are irrelevant unless they are issued by a public hospital or certified by the competent authority.
At the Ministry of Health in that area.

IV: Study leave, training and leave without pay

Article 169:

a. The employer is entitled to send the worker after he has agreed to a task, training or study in the interest of working within or outside the territory of the Syrian Arab Republic and in
This case is considered an employee with paid leave during which he or she is paid in addition to the expenses of relocation and accommodation.

b. The worker referred to in the preceding paragraph must return to work within fifteen days of the expiration date of the deployment and commit to the appropriate work prescribed by the employer for at least the time agreed upon in writing between them.

c. In case of breach of the obligations set out in paragraph (b) of this article, the worker shall pay restitution, accommodation, relocation and other expenses incurred by the employer during the period of the dispatch with the latter's right to claim compensation if he or she is required to do so.

Article 170:

A worker is entitled to the consent of the employer to obtain paid leave if he or she is to be nominated by union organization to attend a cultural course at a union institution of the public union.

Article 171

Collective labour agreements or statutes shall establish the conditions and conditions of paid leave to be paid to the worker.

Article 172

Taking into account the provisions of article 165 of this Law, the worker shall be entitled to require the employer to obtain leave without pay for thirty consecutive days in the same year.

In this case, if the employer approves the leave, the employee must pay the dues to him and the employer of the public insurance institution.
Social.

V: Hajj, marriage and death

Article 173

a. A full-time worker shall be granted leave with full pay for the performance of the pilgrimage, for the duration of the life of the pilgrimage:

30 Days for Muslims

7 days for Christians

b. The granting of such leave shall be dependent on the presence of a worker for at least five years in the service of the employer.

c. This leave shall not be entered into the account of annual leave.

Article 174:

A worker who has been serving the employer for at least six months shall be entitled to a total of seven days of marriage with full pay and this leave shall be for only once.

Article 175:

A worker has the right to leave with full pay for five days in the event of the death of one of his assets, branches, brothers, sisters, or husband.

Article 176:

The leave mentioned in the three preceding articles is not included in the annual leave account.

Section VIII

Collective labour relations

Chapter I

Consultation and cooperation


Article 177

a. It is by decision of the Minister and headed by a Consultative Council for Labour and Social Dialogue, whose membership includes representatives of relevant stakeholders, a number of experienced persons and representatives of both employers' organizations and the General Union.

b. The Board shall express an opinion and make proposals in the following themes:

1. Bills related to labour relations.

2. Arab and international labour conventions.

3. Bilateral work agreements.

4. Study of topics related to professional relations and productivity at the national level.

5. To propose appropriate solutions for the prevention of collective labour disputes at the national level.

6. Ways to develop collective negotiations and encourage the conclusion of collective labour agreements.

7. Subjects submitted by the Ministry concerning work, circumstances and conditions of work.

c. The Minister shall determine the working system of the Council, the number of its members, compensation and remuneration in accordance with the laws and regulations in force.

Chapter II

Collective bargaining


Article 178:

a. Collective bargaining is the dialogue and discussions that take place between trade union organizations and employers or their organizations to:
1. Improvement of working conditions, conditions of work and terms of use.

2. Cooperation between the two parties to work for the social development of the workers of the enterprise.

3. Settlement of disputes between workers and employers.

b. Negotiator at the level of the facility or branch of economic activity, occupation or industry, as well as at the level of the same county-level or at the level of the Republic.

Article 179:

a. The establishments that employ 50 workers are negotiated between representatives of the trade union committee at the facility and between the employer or the person who represents it.
For facilities that use less than 50 workers, the employer or his or her representative and five workers selected by the concerned union are negotiated to represent the various sections of the facility, and representatives of each party are considered to be legally authorized to negotiate and conclude what the agreement results in.

b. A party wishing to negotiate should send a written communication to the other party expressing its desire to negotiate and to state the issues in which it wishes to negotiate, and the party to which the letter addressed it should inform its position to the other party and in the same manner as above. Within seven days of the date of the written communication.

c. If one of the parties refuses to initiate collective bargaining procedures, the other party may request the competent directorate to notify the employer organization or the trade union organization of workers immediately to direct the collective bargaining on behalf of the rejecting party and considers the organization concerned in this case. Law Commissioner in the negotiation and signing of the Collective Action Agreement.

Article 180:

The employer and representatives of the union organization in collective bargaining are committed to providing the data and information about these negotiations to the other party and to the employer or representatives of the union organization requesting such data from their organizations, as the case may be.

Article 181

The General Union or the Union of Conservation Workers is committed as immediately as the employers' organizations commit to provide what is necessary for the proper conduct of the collective negotiations from the data and information of the branch of activity, occupation or industry, the general union and the organizations referred to in the request for such data and information. From stakeholders.

Article 182

During the course of negotiations, the employer is prohibited from taking action or issuing decisions regarding the subject matter for negotiation except when the state of necessity or urgency
The procedure or decision in this case shall be temporary.

Article 183:

The agreement resulting from the negotiation of a collective action agreement shall be established in accordance with the terms and conditions of the collective action agreements contained in this law. If the negotiator does not produce an agreement, either party may resort to the competent directorate to attempt to mediate between them in accordance with the provisions of the chapter Second section of Title IX of
The provisions of this Act.

Chapter III

Collective action agreement


Article 184

A collective action agreement is an agreement governing working conditions, conditions, operating provisions and other conditions that ensure the comfort, security and health of workers and is concluded between a union or more trade unions, the union of workers, the union of workers, on the spot and between an employer or a group of owners. Business or organization or more than
Their organizations.

Article 185

The multiplicity of unions that are party to the agreement must be representative of similar industries or professions, some of which are linked to some or shared in the production of one.

Article 186

The collective action agreement must be written in Arabic and be submitted within fifteen days from the date of its signature on the union office, the executive office of the Union Workers Union, or the executive office of the General Confederation of Trade Unions, as the case may be and the approval of the absolute majority of the members of the union. The relevant office shall be within thirty days of the date of signature of the agreement and the failure of any of the preceding conditions shall void the agreement.

Article 187

a. A collective action agreement shall be effective and binding upon the parties after its deposit with the Ministry and the publication of this deposit in the Official Journal, including a summary of the provisions of the Agreement.

b. The Ministry is under agreement within thirty days of the date of its deposit and the publication of the restriction in accordance with the provisions of the first paragraph of this article.

The Ministry has for the period such time to object to the Convention, to refuse its restriction and to notify the parties to the agreement of the objection and the rejection and its reasons, in a recorded book.

d. If the period in question has expired and the Ministry has not made a restriction, publication or objection, the limitation and publication shall be carried out in accordance with the provisions of the preceding two paragraphs.

Article 188

If the ministry refuses to register the agreement at the time set forth in the previous article, each of its parties may have recourse to the Administrative Judiciary Court in the State Council by requesting that it be registered within 30 days of the date of the notification of rejection. If the court is to register the agreement, the ministry must conduct a procedure. The registration in the private register and publication of the Agreement Summary in the Official Journal without fee or expense.

Article 189

a. Trade union organizations, employers and their organizations other than the parties to the Collective Action Agreement may accede to the Agreement after it is published in the Official Journal and without the need for the approval of the parties to the Agreement.

b. Accede to a request signed by the parties shall be submitted to the Ministry for registration.

Article 190

The provisions of the Collective Labour Agreement apply to workers who are in service with the employer after the agreement takes effect.

It also applies to workers who are subject to the provisions of the agreement for the duration of its duration, even if they withdraw from union membership before this term expires.

Article 191

The facilities covered by the Collective Labour Agreement must declare this agreement prima facie in the premises for the workers to be acquainted with.

The signatory parties, the date of deposit and the bodies that they have deposited must be referred to in this declaration.

Article 192

a. Any provision in the collective action agreement shall be void to be contrary to the provisions of this law, public order or morals.

b. In the event that a provision in the individual work contract is opposed to a provision in the collective action agreement, the provision for the benefit of a worker shall be more beneficial for the worker.

Article 193

a. The conclusion of a collective action agreement for a specified duration shall be no more than three years or the duration required for the execution of a particular project.

b. The parties to the agreement have to conduct the collective bargaining route for renewal three months before the end of its term. If this period expires without agreement on renewal, the agreement will be extended for three months and the negotiations will continue to be renewed. If the final period of time has passed without reaching an agreement, which would have been for any of the parties? Both sides of the agreement
Competent Directorate to take what is necessary to follow mediation procedures in accordance with the provisions of Chapter II of Part IX of this Law.

Article 194

a. If unforeseen extraordinary circumstances arise in the event that an agreement or a provision of the agreement by one of the parties has become burdensome, the parties must conduct the collective bargaining path to discuss the circumstances and reach an agreement that would balance their interests.

b. If the parties do not reach an agreement, either of them would have submitted the order to the competent Directorate for taking the necessary measures to follow the mediation procedures in accordance with the provisions of chapter II, section IX, of this Law.

Article 195

The registration of the register of collective labour agreements with the Ministry must be marked by an agreement of accession, renewal, termination or termination.
The Ministry shall publish the aforementioned summary of the visa in the Official Gazette within fifteen days of the date of its receipt.

Article 196

If a collective action was agreed between the owner of the facility and the trade union concerned, this agreement was considered valid for all the workers of the facility and if they were not members of the union.
Provided that the number of workers associated with the union is not less than half of the workers established at the time of the conclusion of the agreement and that the provisions of the collective action agreement are more beneficial to workers than
Their individual work contracts.

Article 197

a. Each party to a collective action agreement, as well as to each of the workers or employers, may request the judgement to implement any of the terms of the agreement or compensation for failure to implement or otherwise comply with the obligations under the agreement.

b. A union or a union of trade unions or employers' organizations shall be compensated only if the action that has resulted in the damage under compensation is made by the legal representative of such organizations or by the Commissioner to represent them.
Compensation within the funds of such organizations shall be without the funds allocated to social assistance funds and social solidarity funds.

Article 198

Any union, public union or employer organization that is a party to the collective action agreement may reside on behalf of any member and in the interest of all cases
arising from breach of the provisions of the Agreement.
The member who filed the lawsuit with the union organization for his interest is to intervene in it and may file such a lawsuit as it is independent of it.

Article 199

If the collective action agreement is resolved, workers have retained the benefits from the benefits they have acquired under that agreement unless a new agreement is entered into which provides for better benefits for the benefit of the workers.

Article 200

Everyone has to obtain from the Ministry a mirror copy of the Collective Action Agreement and the instruments of accession to it.

Article 201

a. The Minister's decision to request the registration of collective labour agreements and the extraction of images is determined by decision of the Minister.

b. The Minister makes a decision, including a template for the collective action agreement, to guide the parties to the negotiations.

Article 202

Disputes concerning any provision of a collective action agreement shall be subject to the procedures agreed upon by the parties.
If this agreement does not take place, those disputes shall be governed by the provisions on the settlement of collective labour disputes contained in chapter II, chapter II, of this Law.

Section IX

Labour disputes

Chapter I

Individual labour disputes


Article 203

Individual labour disputes are the differences that arise between the employer and the worker in applying the provisions of this Act and the individual contract of employment.

Article 204

If an individual labour dispute arises in respect of the application of the provisions of this Act, the worker and the employer shall have recourse to the competent court formed in accordance with the provisions of the following article in order to settle this dispute.

Article 205

a. He spoke at the center of each governorate by a decision of the Minister of Justice, a civil start court of:

1. Judge of the beginning called by the Minister of Justice

2. Representative of unionized organization nominated by the Executive Office of the General Confederation of Trade Unions

3. A representative of employers designated by the Federation of Chambers of Industry, Trade, Tourism or Cooperative, as appropriate, to consider labour disputes between workers and employers.

b. The Executive Office of the Federation of Trade Unions, the Federation of Chambers of Commerce, the Federation of Chambers of Industry and the Federation of Chambers of Tourism call a lieutenant in the status of the principal in the event of his absence.

Article 206

The competent court shall promptly adjudicate individual labour disputes in accordance with the provisions of this Law and the contract of individual work between the parties.

Article 207

The judgement of the competent court accepts the appeal before the Court of Appeal and its decision concluded and the court applies the trial assets law.

Article 208

a. If the dispute relates to the dismissal or notification of dismissal, the worker or the union concerned may, at the request of the worker, be required to request the Directorate
Competent to mediate the settlement of this dispute within ten days of the date of the communication of the dismissal or the notification of dismissal.

b. The competent directorate is mediating between the employer and the worker in an attempt to resolve the dispute between them within a month as a maximum.

c. If mediation does not work, the employer has the right to review the judiciary.

(d) If the worker resorted to the courts, the former court during the period of litigation would require the employer to spend 50 % of his monthly wage on no more than the minimum wage for his profession and not exceed the duration of this ratio for a year.

Article 209

If the court finds that the dismissal is not justified, the employer is obliged to compensate the worker according to the provisions of Article 65 or 67 of this Law as immediately before the employer may return the worker to his work, and in this case he shall be paid for the standstill period.

Chapter II

Collective labour disputes


Article 210

Collective labour disputes shall mean each dispute between a employer or a group of employers and between one or several labour organizations on the conditions, circumstances or rules of employment.

Article 211

a. The parties to the conflict must resort to resolving it amicably through collective bargaining.

b. If the dispute is not settled in whole or in part amicably, any of the parties or those who represent them legally may apply to the competent Directorate for action
Mediation.

Article (212)

a. The competent Directorate is represented by its director or the designated expert of the Directorate or experienced experts in labour cases to mediate between the parties in order to bring their views closer in order to reach an agreement on the settlement of the conflict.

b. The mediator shall have all the necessary powers to be acquainted with the aspects of the conflict, the documents of the parties, the differences and reasons and, in so doing, to invite the parties to the conflict to hear the views of each of them and to request the data and information that he has assigned to the performance of his or her mission.

c. The director or his or her intermediary or the expert in charge of mediation shall carry out its mission within thirty days of the date of registration of the application with the competent directorate or from the date of communication of the mediator, as may be the case.

Article 213

a. If the mediator is not able to bring the views closer, he has to submit to the parties the writing of the proposed recommendations for the resolution of the conflict.

b. If the parties accept the recommendations made by the mediator, the latter must confirm this in a written agreement signed with the parties.

c. If one of the parties accepted the recommendations of the intermediary and rejected the other, it should be rejected by an indication of the reasons for such refusal. In that case, the mediator may grant the rejecting party no more than seven days to modify his position.
If the opposing party responded and amended its position to the point of acceptance of these recommendations, this was fixed 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 each other, the approval has been fixed by a written agreement signed by the parties and the mediator and applicable to the provisions of article 214, paragraph c, of this Law which have not been agreed upon.

(e) The agreement referred to in the three preceding paragraphs shall be binding upon the parties and shall be implemented through the competent implementation service in the work area of the competent directorate after its registration has assets.

Article 214

a. If the mediation does not end to a mutually acceptable solution, or a part, the mediator must submit a report to the competent Directorate, including a summary of the dispute, the proposed recommendations and the position of the parties.

b. In this case, either party is entitled to submit to the competent Directorate a request for action to resolve the dispute through arbitration.

c. The competent directorate shall transmit this request with the report of the mediator to the arbitral tribunal within seven days of the date on which it is registered.

Article 215

a. constitute by decision of the Minister in each governorate an arbitral tribunal:

1. Judge in the order of counsel designated by the Minister of Justice as President

2. Magistrate Judge nominated by the Minister of Justice as a member

3. A court representative of unionism nominated by the Executive Office of the General Confederation of Trade Unions as a member

4. An arbitrator for employers, designated by the Federation of Chambers of Industry, the Federation of Chambers of Commerce, the Federation of Chambers of Tourism or the representative of the construction contractors' union in the county, as appropriate,

5. A court of the Ministry designated by the Minister as member

b. Each member of the arbitral tribunal shall be sworn in by the judges before its President and immediately before his or her right to the performance of his or her mission in a genuine and honest way.

c. The President of the Board shall designate a staff member of the competent Directorate as Rapporteur and another as a record on the proposal of the competent manager.

Article 216

Unless the arbitral tribunal decides otherwise, the arbitral tribunal shall hold its meetings at the seat of the competent Directorate.

Article 217

a. The President of the arbitral tribunal shall specify within one week more than the date of arrival of the request for arbitration to have a hearing in the dispute.

b. The President of the Commission shall notify its members in writing of the schedule of the meeting at least three days in advance of the date of the meeting by the record.

Article (218)

a. The arbitral tribunal shall adjudicate the dispute within three months of the date of its first meeting.

b. The arbitral tribunal may, if necessary, extend this term for a similar term and in this case the arbitral tribunal shall separate the dispute over its current status unless the parties agree to extend the duration of the arbitration for a period or for other periods.

Article 219

a. The award shall be made by a majority vote of the members.

b. The decision of the arbitral tribunal shall be free of four copies signed by all its members attending the meeting, a copy of which will be delivered to each of the parties to the dispute and the third to the Directorate with the file, and the fourth shall be sent to the Ministry.

c. The competent directorate shall register an arbitral award in a special register and shall be for the parties to the dispute and for all the right to obtain an image of this provision.

Article 220

The Rules for the Correction and Interpretation of Judgements provided for in the Law on the Assets of Trials shall apply to the provisions of the arbitral tribunal.

Article 221

Each of the parties to the dispute shall challenge the judgement of the arbitrators before the Court of Cassation within thirty days of the day after the date of communication unless the parties waive this right.
Article 222

The judgement of the arbitral tribunal shall be binding upon the parties after it has been registered in the competent directorate and is executed after it has been acquired by the competent enforcement service on the basis of the status of the tribunal.
At the request of either party.

Article 223

a. The President and members of the arbitral tribunal shall receive monetary compensation for the attendance of the meetings of the Board and the staff designated by the President of the arbitral tribunal shall receive monetary compensation in accordance with article 215, paragraph c, of this law for the work of writing and reporting.

b. By decision of the Minister, the compensation mentioned in the preceding paragraph shall be determined and acted upon by the Ministry budget according to the laws and regulations in force.

Section X

Stop the work


Article 224

The employer shall not stop work in whole or in part in its facility or reduce its size or activity in order to affect the size of its employment due to economic necessity, within the conditions.
The conditions set forth in this Act.

Article 225

a. By decision of the Minister, the Committee shall consider applications submitted by employers for the closure, downsizing or activity of their facilities in order to affect the size of their employment.

b. The Committee is composed of representatives of the relevant stakeholders, workers'organizations and employers' organizations, whose composition shall be equal to the number of representatives of workers'organizations and employers' organizations.

c. The employer who applies the request to close the facility or reduce its size or activity on the basis of the size of the employment to the Ministry shall ensure that this request shall guarantee the reasons on which it is based with all the documents supporting this request and the number and categories of workers who will be dispensing with it.

(d) The Committee shall submit a motion, which shall give effect to the outcome of the request within 30 days at most from the date of submission of this request to the Ministry.

e. The Minister shall rule on the request for suspension of total or partial work within fifteen days of the date on which the Committee's proposal is submitted to it.

If the 45-day period is passed on the submission of the application and the employer is not decided upon, the employer may cease it.

Article 226

The competent directorate shall notify the writing of workers by the decision of the Minister of the total or partial closure of the facility or the reduction or activity of the facility.

The implementation of that decision shall be effective from the date specified for its entry into force.

Article 227

In the case of a final decision to approve the employer's request for the partial suspension of the facility and the absence of objective criteria in the collective action agreement or the internal system of the facility to choose who will be dispensing with the workers, the employer must consult with the competent directorate and an actor. The union concerned for making the appropriate decision in this regard and considers the seniority, family burdens, age, abilities and professional skills of workers to be one of the criteria that can be used in this regard.

Article (228)

After the decision to approve the suspension, the employer may, in part, modify the conditions for a worker's individual employment contracts and, in particular, to cost the worker a job that is materially different from his or her original work and shall reduce the worker's remuneration by at least the minimum wage for his or her profession.
In this case, the worker may either approve the action taken or request the termination of his or her employment contract without committing to the statutory notification period.
In this case, he is entitled to compensation in the amount of one month's pay for each service year and for no more than six months' pay.

Article 229

It is prohibited for the employer to apply for the total or partial closure of the facility or to reduce its size or activity in the event of mediation or arbitration, as provided for in chapter II, section IX, of this Law.

Section XI

Occupational safety and health

Chapter 1

National Commission for Occupational Safety and Health


Article 230

The provisions of this section shall apply to all public sector bodies or in one of the ministries, departments, public bodies, public institutions, public establishments or
Local or municipal administrative units or in any of the other public sector, private or cooperative sector, community, community, grassroots organizations or trade unions.

Article 231

a. A national committee on occupational safety and health is chaired by the Minister and members of each of the directors of central departments in the ministries of industry, economy, trade, housing, construction, environment, oil, health, irrigation, electricity, local administration, social affairs, work and defence. Civil and representative of each
The General Federation and employers' organizations call them their organizations.

b. The composition of this Committee shall be issued by the Minister, in which the location and time of its meetings shall be determined.

c. The Committee shall be competent to:

1. Identify and assess risks to safety and occupational health at work sites.

2. Monitor work environment factors and work practices that can affect the health of workers, including health constructions, restaurants and seminars, which are hailed by the Working Party.

3. Develop programmes to improve the working environment and practices.

4. To undertake research and studies to promote the protection and preservation of the health of workers and to provide consultations to organizations of workers and organizations of employers in this regard.

5. To contribute to the strengthening of protection through the establishment of training courses, the implementation of awareness-raising programmes and the preparation and issuance of scientific publications for the protection of labour risks.

6. Cooperation with international and Arab bodies and organizations concerned with safety and occupational health.

Article 232:

The public service licensing authorities must take into account the occupational health and safety requirements of this law.

Chapter II

Securing the business environment


Article 233:

The employer is committed to taking all appropriate precautions to protect all its workers against the various immediate, chronic and deferred threats to the nature, environment and conditions of work in his facility. He should therefore follow various standards and instructions regarding the protection of his workers and those prescribed by laws and regulations. Window, in particular:

a. Securing the working environment to prevent the physical risks resulting from:

1. Heat and cold.

2. Noise and vibration.

3. Harmful and hazardous radiation.

4. Light.

5. Atmospheric pressure changes.

6. Risk of explosion.

b. Securing the working environment for the prevention of mechanical hazards that arise from collisions between the body of the worker and a solid object or any other object.

c. Take care of workers from the risk of contracting bacteria, viruses, fungi, parasites and other biological risks.

d. Securing prevention of chemical risks from dealing with solid, liquid and gaseous chemicals, taking into account Mile:

1. Not exceeding the maximum allowable concentration of chemicals and carcinogenic substances to which workers are exposed.

2. Failure to exceed the stocks of hazardous chemicals for higher amounts of each.

3. To provide the necessary precautions to protect the facility and workers when transporting, storing, trading and using hazardous chemicals and disposing of their waste.

4. Maintain a special register for the accounting of hazardous chemicals in circulation, including all data for each article, a registry for monitoring the work environment and the exposure of workers to the risk of chemicals.

5. Establish a identification card for all chemicals in circulation, explaining the scientific and commercial name, chemical composition, severity, safety precautions and emergency procedures relating to it, and the facility should obtain such data from its supplier at the time of supply.

6. Train workers in ways of dealing with hazardous chemicals and carcinogenic substances, identifying and informing them about their risks and safety and prevention of such risks.

Article 234:

The employer is committed to providing rescue, ambulance, hygiene and various legally due and sanitary conditions related to cooking places and eating foods, beverages and their employees.

Article 235

The employer, which will serve 15 workers, is committed to taking the necessary precautions to prevent fire risks, as determined by the competent civil defence and fire brigade, according to the sale of the activity carried out by the facility and the physical and chemical properties of the material to be used and produced with Consider the following:

a. Matching all fire devices and tools used for the specifications specified by the competent authorities.

b. Emergency equipment and equipment, prevention using the latest means and provision of alert, warning, early notification, preventive isolation and automatic automatic fire, as per the nature of the work and activity of the facility.

c. Assessment of the analysis of risks, industrial and natural disasters and preparation of a contingency plan for the protection of the facility and its personnel in the event of a disaster; the effectiveness of such a plan and practical data should be made to ensure its efficiency and training of personnel
To meet its requirements.

d. To inform the competent Directorate and the competent civil defence agency of the contingency plan and any amendments to it, as well as in the case of storage or use of hazardous materials.

Article 236:

a. In the event that the owner of the facility does not implement the previous rulings and the decisions made to them within the dates specified by the competent authority, as well as in the case of imminent danger to the health or safety of the Minister, upon the proposal of the competent directorate and in coordination with the relevant ministries. The parties concerned should order the closure of the facility in whole or in part or stop one or more machines until the causes of the danger are removed.

b. The decision of the Minister to close or stop by administrative means shall be implemented without prejudice to the rights of employees to be fully remunerated during the period of closure or suspension.

c. The Directorate may remove the causes of risk by means of direct execution at the expense of the owner of the facility.

Article 237

The Minister shall determine by decision, after taking the opinion of the National Commission for Occupational Safety and Health, the executive instructions for the provisions of this section, including the limits of safety, conditions, precautions to be taken, the means of prevention, the conditions for their use and the organization of work in this section.

Article 238:

The employer is obliged to refrain from using, trading or preserving any of the materials or equipment that are instructed to prevent their use in the work for reasons of their danger to health and shall follow the instructions specified in the use, circulation and preservation of materials and equipment that have not been restricted or that they have not been restricted. Specifies volumes.

Article 239:

The employer is committed to:

a. Provision of personal protective equipment designed to protect workers from the hazards of work in and delivery of various conditions and conditions and to test and maintain such equipment periodically according to the specified assets.

b. Training of workers on the sound basis of their mission.

c. The worker does not charge any expenses whatsoever for the provision of the necessary means of protection.

d. To inform the worker before working on the risks of his profession and to oblige him to use the prescribed prevention methods, while providing appropriate personal protection tools and training in their use.

Article 240:

a. The employer using fifteen more workers is committed to forming the Occupational Safety and Health Committee in the facility under its supervision in accordance with the rules and foundations established by a decision of the Minister in coordination with the relevant ministries and stakeholders.

b. If the employer uses less than fifteen workers, he or she must assign one or more technical workers to the task of the Commission.

Article 241:

Workers exposed to the dangers of work shall be obliged to follow the instructions and instructions specified by the employer for their protection and the use, preservation and maintenance of the general and personal protection equipment provided to them.

Every worker shall immediately inform his immediate head of any situation he believes for a reasonable cause to be an imminent threat and a danger to his or her life or health, as well as to his colleagues. The employer cannot require workers to return to a work site where an imminent threat and danger to life or health continue until the necessary remedial measures are taken.

Article 242

The worker must comply with orders and instructions regarding the rule of precaution, caution, safety and occupational health, and shall use the means of prevention that he or she entrusted with and take care of them.

He shall not commit any act intended to prevent the execution of instructions or the misuse of means for the protection, safety, alteration, injury or damage of workers, without prejudice to any other law in this regard.

Article 243:

The employer has the obligation to assign one or more persons to train and qualify workers on the rules of protection, safety and occupational health, in accordance with the conditions set out in this section.

Section XII

Labour Inspection and Criminal Officer


Article 244:

All establishments and premises covered by this Act shall be subject to inspection of work carried out by labour inspectors, social security, health and occupational safety, designated by the Minister.

Article 245

a. The duty inspector is appointed or assigned from the leave campaign in rights or economy.

b. An inspector of health and occupational safety is appointed or assigned from the leave campaign in the medical, chemical, pharmaceutical or engineering sciences.

c. To be determined by decree on the proposal of the Minister, the numerical owners of the inspectors referred to in the preceding two paragraphs.

Article 246

a. The inspectors in charge of monitoring the implementation of the provisions of this Law and its executive decisions shall have the capacity of the judicial officer in accordance with the provisions of the Code of Criminal Procedure for the crimes falling within their jurisdiction and are related to their function and work exactly which they organize until proven fraud is established.

b. Labour inspectors shall be provided with identity cards and posts with their personal image and signed by the Minister, who must carry them while carrying out their functions and highlight them to the owners of the relationship upon request.
They have to answer this card when they leave for their work or at the end of this capacity for any reason.

Article 247:

a. The labour inspectors and occupational health and safety inspectors may, where appropriate, use representatives of trade union organizations, doctors, engineers, chemists, pharmacists and technicians accredited by the Minister in order to ensure the proper implementation of the provisions of this law.

b. The Minister shall issue a decision, in coordination with the Minister of Finance, to order the labour inspection compensation system.

Article 248:

Prior to their work before the Civil Start Tribunal, the following inspectors perform the following legal oath:

(I swear to God, to do my job with honesty and sincerity and not to walk away from professional, industrial and commercial secrets, and any other secrets I have been informed of by my job, even after I leave the job.)

Article 249

The Inspector must do the following:

a. To monitor the application of the provisions of this Law and the resolutions implementing its provisions and regulations relating to working conditions and the protection of workers as they carry out this work;

(b) To take legal action against employers in conflict with the provisions of the Labour Code and the decisions implementing its provisions (alert, alarm, legal seizure, proposal to close the institution, licensed or unlicensed facility in accordance with the provisions of this Act, the proposal to book bail ...).

c. Transmission of the octopus which frees it against the employers to the competent court under the provisions of this Act through the competent Directorate.

d. Provision of technical information and legal advice to employers and workers on the best means to comply with the provisions of the law and to establish the concepts of cooperation and existing relations between them.

e. To submit a detailed report in accordance with the template adopted by the Ministry for each inspection visit to any facility or site of work with its observations and recommendations on appropriate follow-up measures.

f. Preparation of detailed monthly reports on the results of the inspection rounds supported by opinions and proposals to be submitted to the Ministry for appropriate action.

g. Commit to absolute secrecy regarding the source of any complaint submitted to the competent Directorate or the Ministry for any breach of the legal provisions in force at the facility.

Article 250:

a. The Inspector shall not be assigned any duties that run counter to his or her performance of the inspection function or that may impair his or her powers and impartiality in his relations with employers and workers.

b. The Labour Inspection System shall be issued by decision of the Minister in accordance with the provisions of this section.

Article 251:

a. The Inspector shall have the following powers:
1. The right to enter freely during working hours and to inspect all premises without prior notice to verify the application of the provisions of this law and the decisions implemented, to familiarize themselves with the books and related files and to request the necessary paperwork, documents and data from employers or those who have a seizure about them and taking pictures of these documents.

2. To ask questions and to question workers and employers in the enterprise individually or to witnesses of any matter relating to the application of legal provisions in force.

3. To require the employer to paste information in the workplace, which is required by the legal provisions.

4. Take samples of the materials used or traded for analysis provided that the employer or the representative is notified of the material taken for these purposes.

5. To propose immediate measures when there is imminent danger to workers who threaten their health and safety.

b. The Minister shall, by decision, determine the means to ensure the proper conduct of the inspection of the premises and other than official working hours.

Article 252

Employers or their employers should facilitate the task of inspectors and provide them with all possible assistance to facilitate their execution of their mission and provide them with all necessary documents and data required by them.

Article 253:

Internal security forces and other competent authorities shall assist the inspectors in carrying out their duties under the provisions of this Law and the decisions implemented when requested to do so.

Article 254:

a. The Ministry is committed to providing the necessary protection to inspectors in the exercise of their duties or after the completion of their duties.

b. The Ministry, on behalf of the Inspector, in exposure to any physical or moral injury or injury resulting from the performance of his/her functional assignment, shall bring the case to the competent court to demand that the appropriate penalty be imposed for the offender and sentenced to the material and moral compensation of the Inspector.

c. The Ministry shall bear the fees and expenses incurred by the filing of proceedings against employers who violate the provisions of this article.

Section XIII

Sanctions


Article 255:

With no more severe penalty prescribed by any other law in breach of the provisions of this Act, the penalties specified in the following articles shall be applied.

Article 256:

a. Every employer who contravenes the provisions of articles 17.25 of this Law shall be punished by a fine of the amount (5000). 5,000 Syrian pounds for each worker, and those who violate the provisions of Article 26 are punishable by no less than 2,000 Syrian pounds and no more than 4,000 pounds. Four thousand Syrian pounds.

b. Every employer who contravenes the provisions of Article 23 (a) shall be punished by opening or exercising the work of an operating office without obtaining a permit in accordance with the assets and the law with a fine not less than 200,000 Syrian pounds (500,000) and no more than 500,000 Syrian pounds (500,000) and the Ministry has the right to order the closure of the office. The opposite.

c. Every employer who contravenes the provisions of Article 23 (d) shall be fined not less than 15,000 Syrian pounds (30,000) and no more than 30,000 Syrian pounds (30,000).

d. Every employer who contravenes the provisions of article 24 shall be punished by a fine not less than 200,000 Syrian pounds (200,000) and no more than 500,000 Syrian pounds (500,000 Syrian pounds) and the Ministry has the right to order the closure of the contrary office until it is aligned with the provisions of this law.

Article 257:

a. Every employer who contravenes the provisions of articles 27-28-29-30 of the third section of this law shall be punished with a fine of not less than 10,000 Syrian pounds and no more than 50,000 Syrian pounds (50,000).

b. The Ministry of the Interior, on the proposal of the Minister, shall deport the worker in violation of the provisions of Part III at the expense of the employer.

c. A non-Syrian worker who has been deported for violating the provisions of section III of this Law shall not be recruited or rehired three years before the date of execution of the deportation decision.

Article 258:

a. Every employer who contravenes the provisions of articles 32-33-345-36-38-41-449 of the fourth door shall be punished by a fine not
At least 5,000 Syrian pounds and no more than 20000 20,000 Syrian pounds.

b. Every employer who contravenes the provisions of the decree issued under article 43 shall be fined not less than 100,000 Syrian pounds (200,000) and no more than 200,000 Syrian pounds and the Minister, in addition to the fine provided for in the preceding paragraph, to order the closure of the centre.

Article 259

a. Every employer who contravenes the provisions of Articles 2 (a), 6 (c) 75 (a) is liable to a fine of 100,000 Syrian pounds (100000).

(b) Every employer who contravenes the provisions of Article 63 shall be punished with a fine of no less than (5000) 5,000 Syrian pounds and no more than 10,000 Syrian pounds. The court requires the employer in violation of the provisions of this article, as well as the fine, by obliging him to pay the end of the service due to the employee.

Article 260

Every employer who contravenes the provisions of Articles 47 (a) 93 (m) included the registration of social insurance workers with a fine amount (5.1), such as half the general minimum wage for each worker, and the court requires the employer in violation of article 93 (m), as well as the fine, to be obliged to subscribe to the social security worker.

Article 261:

a. Every employer who contravenes the provisions of articles 76-78-81-82-91-108-106-155-174-174-174-17, is liable to a fine of not less than 5,000 Syrian pounds and no more than 10,000. 10,000 Syrian pounds.
The court provides that the employer in violation of the provisions of articles 155-156-173-174-175, as well as the fine, is obliged to grant the worker the leave due.

b. Every employer who contravenes the provisions of articles 104-167 shall be punished by a fine not less than 25000 thousand Syrian pounds and no more than 50,000 Syrian pounds (50,000). The court requires the employer in violation of article 167, as well as the fine, to pay the wages according to the due rates. For the worker.

Article 262

a. Every employer who contravenes the provisions of Article 77 (a) shall be punished with a fine not less than 5000 Syrian pounds and no more than 10,000 Syrian pounds. The court requires the employer in violation of this article, as well as the fine, to pay the difference between what was done to the worker. And the minimum wage for his class.

b. Every employer who contravenes the provisions of article 79 shall be punished with a fine of not less than 10,000 Syrian pounds and no more than 225,000 Syrian pounds (25,000).

c. Every employer who contravenes the provisions of Article 85 shall be punished with a fine of no less than (5000) 5,000 Syrian pounds and no more than 10,000. Ten thousand Syrian pounds and the court requires the employer in violation of the provisions of this article, as well as the fine, by obliging him to return the worker to his work in the category on which he contracted.

d. Every employer who contravenes the provisions of Article 89 (a) shall be punished A fine of no less than 10,000 Syrian pounds and no more than 25,000 Syrian pounds. The court requires the employer in violation of the provisions of this article, as well as the fine, to pay the appropriate allowances due to the nature of the mission.

Article 263:

a. Every employer who contravenes the provisions of articles 90 (a) shall be punished (b) (c) and 93 (ii) a fine not less than 225,000 Syrian pounds (50,000) and no more than 50,000 Syrian pounds (50,000).

b. Every employer who contravenes the provisions of Articles 94-95 (a) A fine of not less than 25000 thousand Syrian pounds and no more than 50,000 Syrian pounds (50,000) and the court requires the employer in violation of the obligations provided for in the provisions of these articles.

c. Every employer who contravenes the provisions of Article 103 (b) is liable to a fine for less than 10,000 Syrian pounds and no more than 225,000 Syrian pounds. The court requires the employer in violation of the provisions of this article, as well as the fine, to void the penalty imposed on the worker.

Article 264:

Every employer who contravenes the provisions of articles 113-14-115 -116-117 is punished with a fine of not less than 255,000 Syrian pounds and no more than 50,000 Syrian pounds (50,000).

Article 265:

a. Every employer who contravenes the provisions of articles 125-39-149 shall be fined not less than 5,000 Syrian pounds (5000) and no more than 10,000 Syrian pounds (10,000).

b. Every employer who contravenes the provisions of articles 120-121-122 (a) 126.127 shall be punished with a fine of not less than 5,000 Syrian pounds, no more than 10,000 Syrian pounds, and the court requires the employer in violation of the provisions of Article 121, as well as the fine, to require the worker to leave. Due.

Article 266:

a. Every employer who contravenes the provisions of article 123 shall be punished by a fine not less than 225,000 Syrian pounds and no more than 30,000 Syrian pounds (30,000).

b. Every employer who contravenes the provisions of Article 136 (c) shall be fined not less than 5,000 Syrian pounds (5000) and no more than 10,000 Syrian pounds. The court shall require the employer in violation of the provisions of this article, as well as the fine, to pay the monetary allowance mentioned in this article.

c. Every employer who contravenes the provisions of Article 137 (b) (c) shall be punished by a fine not less than (5000). 5,000 Syrian pounds and no more than 10,000 Syrian pounds.

Article 267:

a. Every employer who contravenes the provisions of articles 142.45-146-1450-151-151-153 shall be punished with a fine of not less than 10,000 Syrian pounds and no more than 225,000 Syrian pounds and for the Minister in the event that the employer violates the provisions of Article 152 to require it, as well as the fine to complete it. During a specified period of time and in the event that it fails to do so, the Ministry shall resort to its completion and expenditure and receive expenses in accordance with the provisions of the Public Funds Collection Act.

b. Every employer who contravenes the provisions of article 154 shall be fined not less than 5,000 Syrian pounds and no more than 5,000 Syrian pounds.
On (10,000) 10,000 Syrian pounds.

Article 268

Every employer who contravenes the provisions of Title X shall be punished by a fine not less than 25000 thousand Syrian pounds and no more than 50,000 Syrian pounds (50,000). The court requires the employer violating the provisions of this door, as well as the said fine, to pay compensation and rights. provided for in article 65 of this Law.

Article 269:

Every employer who contravenes the provisions of articles 233-233-235-236-238-23-240, shall be punished with a fine of not less than 10,000 Syrian pounds and no more than 50,000 Syrian pounds.

Article 270

Every employer who contravenes the provisions of Article 252 carries a fine of not less than (10000) 10,000 Syrian pounds and no more than 30,000 Syrian pounds.

Article 271

Every employer or any person who is on his behalf is punished by the dismissal of a worker or a penalty for forcing him to join the syndicate, not to join or withdraw from the union, or to withdraw from it or to carry out its legitimate decisions with a fine of not less than 10,000 Syrian pounds and not. Over 25,000 Syrian pounds (25,000 pounds)

Article 272

Each employer shall be punished with a fine not less than 5000 Syrian pounds (5000) and no more than 10,000 Syrian pounds for any violation of the provisions of this law. No penalty is given for this section.

Article 273

The penalty provided for in the laws in force is punishable by the duties provided for in article 249 or in the secret of industry secrets or other working methods that he or she has been acquainted with during the inspection.

Article (274):

With no prejudice to the provisions of the preceding articles:

a. The fines mentioned in this section shall be imposed by decision of the Minister upon the proposal of the competent inspectors.

b. These fines are met directly from the employer in conflict with regular financial receipts and in the event that they are not paid in accordance with the law on the collection of public funds.

c. Without prejudice to the provisions of article 136 of this Law, all fines resulting from breaches of the provisions of this Act shall be transferred to the Ministry of Finance.

Article (275):

a. The fine of the employer or the manager responsible for the multiplicity of workers in respect of which any of the offences under this section have occurred is enumerated and the employer and the director responsible or the acting director shall be responsible for this.

b. The penalty for the above-mentioned offences shall be increased to double if the offence of the employer is repeated again.

Article 276:

Execution shall not be suspended in financial penalties and shall not be reduced from the minimum age prescribed by law for discretionary mitigating reasons.

Final provisions

Article 277:

The provisions of this Law shall apply to prior and subsequent employment contracts on the date of its entry into force.

Article 278

a. Actions based on the date of this Act are referred to the competent court by the competent court under the provisions of this Act without additional fees and the proceedings will continue at the request of the author of the relationship.

b. Applications for the approval of the discharge and objection shall be transmitted to the competent Directorate for consideration in accordance with the provisions of this Law.

Article 279

a. repealed Law No. 91 of 1959 and its amendments and Legislative Decree No. 49 of 1962 and its amendments.

(b) Decisions governing the provisions of this Act shall be issued by the Minister within three months of the date of its promulgation.

c. The provisions of the Act on unionization are applicable to those working under the provisions of this Act.

Article 280:

This law is published in the Official Journal. Damascus 28-4-1431 A.H., 124-2010, my birth.


President

Bashar al-Assad

Lawyer Naam Al-Masri












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Statement of the People's Assembly on the seventieth anniversary of independence

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