Are you aware of the disciplinary rules at your workplace? If you’re working in the UAE, being well-informed about labour laws always proves helpful. Awareness of rules and understanding of the laws ensure that you can steer clear of any disciplinary action at your office. What’s more, if you’re subjected to any unfair treatment by your boss, knowing the rules can be your life saver. Here are 10 UAE office rules you need to follow.
10 UAE Office Rules
Article 102
All disciplinary rules that can be inflicted by any employer shall be:
- Warning
- Fine
- Suspension with reduced pay but not exceeding 10 days
- Deprivation from or deferment of periodic bonus in organizations having bonus system
- Deprivation from promotion
- Dismissal from work strictly till the end of service gratuity
- Discharge from work and deprivation from the total service gratuity or a part thereof.
Article 102Article 103
The disciplinary rules determine the cases where each disciplinary action can be taken. The Minister of Labour and Social Affairs Department has issued a model list of disciplinary rules and rewards to guide the employers in setting their own rules.
Article 104
The fine can be a particular amount or any amount equivalent to the salary for a specific period. Fine prescribed related to one breach should not exceed the wages of five days. Moreover, to settle the imposed fines, a maximum amount equal to the wage of five days can be deducted from the salary per month.
Article 105
All Fines shall be recorded in a special register along with the cause and circumstances of imposition, name and wage of the worker. A special account shall be allocated and the monthly proceeds thereof shall be used for the social welfare of the workers abiding with the decisions issued by the Minister of Labour and Social Affairs.
Article 106
The penalty of depriving periodic allowance may only be imposed once per year. Such allowance may not be deferred for more than six months.
Article 106
The penalty of depriving periodic allowance may only be imposed once per year. Such allowance may not be deferred for more than six months.
Article 107
The penalty of depriving promotion must not be imposed for more than 1 promotional cycle. The penalised employee can be promoted during the following promotional cycle after meeting the necessary conditions.
Article 108
The financial difference created from the deprivation of the promotion or allowance from which the employer benefits, should also be registered in a special register along with the cause and circumstances of the imposition, name and wage of the worker
Article 109
No disciplinary sanction can be imposed for any act outside the workplace, unless it is connected to the work or the employer. Neither more than 1 sanction should be imposed nor should any disciplinary sanction be combined with wage deduction according to the provision of Article 61.
Article 110
Disciplinary action must be taken after giving written notification with regards to charges made against him, having heard the worker in defense, proper investigation, and after having recorded the matter in minutes deposited in his personal file. The worker should be notified in writing of the sanctions imposed, the type and amount, the causes of imposition and the sanction to be imposed in case of recidivism.
Article 111
The worker cannot be accused after 30 days of the discovery thereof. Also, no disciplinary sanction will be taken after 60 days from the date of the end of the investigation.
Article 112
As amended by Federal Law, the worker can be temporarily suspended from work on being charged of a deliberate crime against life, property, honesty, honour or for carrying out a strike. Suspension period will begin from the date of notification of the incident to the competent authorities till the issuance of a decision in such regard. The worker will not get his wage during the suspension period.