Epson WP-4535DWF

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Job Opportunities

Rights and Responsibilities


Duties During Recruitment

  1. Respect employment minimum age limit
  2. Ensure written contract is provided
  3. Ensure that the right type of contract is provided for the type of work being performed (fixed term normally goes with work of fixed nature)
  4. Ensure that the contracts contain specifications legally prescribed
  5. Ensure the employee gets a copy of the contract
  6. Ensure that the employee is aware there is a probation period if applicable
  7. Ensure that jobseekers have a valid job card 

During Employment 

  1. Ensure payment of wages in accordance with the law
  2. Provide payslips and keep record of payment
  3. Ensure all employment conditions of the worker are being respected. i.e leave, overtime, PH, rest periods etc..
  4. Ensure any variations in the terms and conditions of the contract are done with the consent of the worker.
  5. Ensure disciplinary and grievance procedures are in place
  6. Ensure that any commission of offences is investigated before any action is taken and ensure the employee has a chance to provide an explanation

After employment/termination of contracts

  1. Ensure proper procedure is followed in terms of terminating a contract of employment. In case of redundancy approval has to be sought from employment department.
  2. Ensure all legal benefits are paid to the worker where applicable
  3. Ensure the employee is given a certificate of employment as stipulated by law


While Seeking Employment

  1. When job seeking ensure you have a CV and you present yourself in the best possible manner
  2. Have all relevant documents ready for interviews
  3. Always be punctual for interviews and be courteous and polite.
  4. Research the job prior to interview if possible to show the employer your interest in the job

During Employment

  1. Ensure punctuality
  2. Ensure a good level of discipline
  3. Perform your work to the best of your ability
  4. Be prepared to do extra if necessary
  5. Ensure you have a contract of employment and you are aware of the terms and conditions therein.
  6. Inform supervisor of possible lateness or absenteeism

After Employment

  1. Ensure proper handover of work where necessary
  2. Ensure that you are given a certificate of employment
  3. Labour department may assist in case of doubt



Grievance Procedure

Step by Step procedure to lodge a grievance at the Ministry of Labour and Human Resource Development


  • Ensure that you have tried to solve the problem with your employer/employee first
  • Gather all documents relating to your grievance
  • Attend the Industrial Relations Section of the MLHRD, where an Employment Assistant will listen to your problem and give you a form to complete
  • Fill the form (you may do this on your own or with the help of your representative, if any, or of any person of your choice, whether at the MLHRD or anywhere else)
  • Submit the form to the MLHRD. Please note you have 14 days from the date the matter you are complaining about took place to do so. If you have been unable to submit your form within the time limit, you will be required to write a letter to explain the reasons for this lateness. If found justified, you will be able to register your complaint out of time.
  • Pay a registration fee of SR 50 to be able to lodge your grievance
  • You will receive a letter inviting you to the Ministry for a consultation meeting with your employer/employee in the presence of a competent officer of the MLHRD
  • If the date set by the MLHRD is not convenient for you, you may write to the MLHRD to ask for a postponement, stating your reasons
  • The consultation meeting will take place in the Mediation Room of the Ministry
  • The competent officer of the MLHRD will assist you and your employer/employee by pointing out the points of dispute, by encouraging negotiation and by suggesting possible solutions
  • If an agreement is reached, you will be required to put it in writing, so that it can be endorsed and compliance monitored
  • If no agreement is reached, a certificate will be issued to you to prove that steps have been taken to settle the matter by way of mediation, enabling you to file your case at the Employment Tribunal should you wish to do so.

Minimum Wage

Number of hours worked per week (hrs) x Minimum Wage (SR 26.70) x 52 Weeks
                                                       12 Months

All Worker SR26.70 per hour



35 hrs x SR26.70 x 52weeks /12months


36 hrs x SR26.70 x 52weeks /12months


37 hrs x SR26.70 x 52weeks /12months


38 hrs x SR26.70 x 52weeks /12months


39 hrs x SR26.70 x 52weeks /12months


40 hrs x SR26.70 x 52weeks /12months


41 hrs x SR26.70 x 52weeks /12months


42 hrs x SR26.70 x 52weeks /12months


43 hrs x SR26.70 x 52weeks /12months


44 hrs x SR26.70 x 52weeks /12months


45 hrs x SR26.70 x 52weeks /12months



Casual Worker SR30.78 per hour




35 hrs x SR30.78 x 52weeks /12months


36 hrs x SR30.78 x 52weeks /12months


37 hrs x SR30.78 x 52weeks /12months


40 hrs x SR30.78 x 52weeks /12months


41 hrs x SR30.78 x 52weeks /12months


42 hrs x SR30.78 x 52weeks /12months


50 hrs x SR30.78 x 52weeks /12months


51 hrs x SR30.78 x 52weeks /12months


52 hrs x SR30.78 x 52weeks /12months


60 hrs x SR30.78 x 52weeks /12months


72 hrs x SR30.78 x 52weeks /12months


Examples of Prosecutable Offences

  • Failing to comply with the direction of the Competent Officer.
  • Failing to comply with the decision of the Minister.
  • Failing to initiate and comply with the Negotiation Procedure.
  • Failing to comply with the National Minimum Wage.
  • Failing to provide an employee with any applicable condition of employment prescribed under the Employment Legislation.


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