lincoln college international (lci) employment …...2019/02/02 · 5.10. extra employment ..... 9...

Lincoln College International (LCI)

EMPLOYMENT HANDBOOK

Kingdom of Saudi Arabia

TABLE OF CONTENTS

Welcome by the General Manager ......................................................................................................... 1

1.1. Target group ..................................................................................................................................... 2

1.2. Goal and aim of Employment Handbook ..................................................................................... 2

1.3. Time validity and conditionality: .................................................................................................. 2

2. INTRODUCTION ................................................................................................................................... 2

2.1. Introducing LCI and COE (Colleges of Excellence) ........................................................................ 2

2.2. LCI Vision ...................................................................................................................................... 2

2.3. LCI Mission .................................................................................................................................... 2

2.4. Code of Conduct…………………………………………….……………………………………………………………..…………2

3. PERSONNEL RECRUITMENT ................................................................................................................. 2

3.1. Screening Applicants .................................................................................................................... 3

3.2. Security Clearance ........................................................................................................................ 3

3.3. Employment Authorization .......................................................................................................... 3

4. CURRENT EMPLOYEES ......................................................................................................................... 4

4.1. Employee Identification ............................................................................................................... 4

4.2. Personnel Records/File ................................................................................................................. 4

4.3. Access to Personal Files ................................................................................................................ 4

4.4. Maintenance of Personnel Files ................................................................................................... 5

5. EMPLOYMENT PROVISIONS ................................................................................................................ 5

5.1. Employment Contract and Employment Date ............................................................................. 5

5.2. Job description ............................................................................................................................. 5

5.3. Probation period .......................................................................................................................... 6

5.4. Taxes and further fees .................................................................................................................. 6

5.5. Salary payment ............................................................................................................................. 6

5.5.1. Pay/Salary Slips .......................................................................................................................... 7

5.6. Salary Advances ............................................................................................................................ 7

5.7. Confidentiality and Data protection ............................................................................................. 7

5.8. Bribery, gifts and other advantages ............................................................................................. 8

5.9. Conflict of interests ...................................................................................................................... 8

5.10. Extra employment ...................................................................................................................... 9

5.11. Disciplinary measures ................................................................................................................. 9

5.12. Employee responsibilities and expectations .............................................................................. 9

6. CONTRACT TERMINATION ................................................................................................................. 10

6.1. Termination by LCI ...................................................................................................................... 10

6.1.1 LCI may terminate a contract in case of force majeure ........................................................... 10

6.2. Termination by the employee .................................................................................................... 11

6.3. End‐of‐service award .................................................................................................................. 11

6.4. Employment Certificate .............................................................................................................. 12

7. HEALTH AND SAFETY ......................................................................................................................... 12

7.1. Medical Insurance Plan .............................................................................................................. 12

7.2. General Organization for Social Insurance (GOSI) ...................................................................... 12

7.3. Safety Issues ............................................................................................................................... 13

8. WORKING TIMES, LEAVE, SPECIAL LEAVE, UNPAID/RELEASE FROM WORK ..................................... 13

8.1. Working times ............................................................................................................................ 13

8.2. Free Time .................................................................................................................................... 14

8.3. Annual leave ............................................................................................................................... 14

8.4. Special leave ............................................................................................................................... 15

8.5. Sickness ...................................................................................................................................... 16

8.6. Release without continued pay/Unpaid Leave .......................................................................... 17

8.7. Authorized/ Public holidays ........................................................................................................ 17

8.8. Unauthorized Leaves/Absences ................................................................................................. 17

9. DEVELOPMENT & TRAINING OF PERSONNEL .................................................................................... 17

9.1. Performance Management ........................................................................................................ 18

9.2. Further training .......................................................................................................................... 18

10. HANDLING OF COMPLAINTS/GRIEVANCE PROCEDURE .................................................................. 19

11. BUSINESS JOURNEYS ....................................................................................................................... 20

11.1. Term and duration of a business journey ................................................................................ 20

11.2. Approval ................................................................................................................................... 21

12. ADDITIONAL BENEFITS .................................................................................................................... 21

13. MISCELLANEOUS ............................................................................................................................. 21

13.1. Use of company property ......................................................................................................... 21

14. GENERAL DISCLAIMER ..................................................................................................................... 21

ANNEX ................................................................................................................................................... 22

1.LCI Code of Conduct ....................................................................................................................... 22

2.Return to Work Form ..................................................................................................................... 25

3. Table of Violations and Punishments………………………………………………………………….…………………….26

4. Travel Expense Reimbursement Form……………………………………………………………….………………….….29

1

LCI Staff Handbook V2 – February 2019

Welcome by the General Manager

Dear Colleague,

It is my pleasure to greet you as the General Manager of LCI. I value your skills and expertise, and see you as a partner, contributing to the LCI’s success as it evolves over time.

The quality of LCI programmes is our highest concern. Recruiting and retaining a great workforce is

the cornerstone of any institution of higher learning. You join us at an exciting time in LCI’s

development towards one of the leading training providers in the region and beyond. Together we

can establish a new level of excellence in higher education. You are at the center of that effort, and

we will continue to secure the best possible talent to join you as we develop and enhance our

institution.

This handbook has been created to develop better relationships and understanding between LCI

employees and LCI. The LCI Employment Handbook was prepared as an employee guide to benefits.

It covers the terms and conditions of employment, the rights and obligations of LCI national

personnel, policies & procedures, and other essential information for LCI national staff. This manual

is an integral part of the employment contract with national personnel. Furthermore, the current

policies, rules, and regulations of the LCI do change from time to time. Amendments to the handbook

are made periodically and staff will be updated of these amendments through the Human Resources

Department. Consequently, this Handbook will be updated as and when necessary to incorporate

those changes. It is the responsibility of the members of the staff to seek the correct information

from the departments concerned.

Scott Upton

General Manager

Lincoln College International (LLC)

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1.1. Target group: These terms and conditions of employment are designed to provide locally employed staff with basic

information concerning all significant features of their employment with Lincoln College International

supported projects. Lincoln College International is hereinafter referred to as LCI.

1.2. Goal and aim of Employment Handbook:While this manual attempts to provide all the information concerning the employment package

which staff require on a day‐to‐day basis, it may not provide answers to all questions. If clarification

or any additional information is required, the Human Resource Department of LCI should be

consulted. You can contact your concerned HR Department.

1.3. Time validity and conditionality:The regulations in this handbook are subject to one‐sided amendment by LCI due to changed LCI

regulation and policies as well as laws and legal rules.

2. INTRODUCTION

2.1. Introducing LCI and COE (Colleges of Excellence)Colleges of Excellence (COE) was established to be the leading authority for Vocational Training in the

Kingdom of Saudi Arabia and is a close knit partnership between the Saudi Arabian Government and

International Technical Colleges including LCI.

2.2. LCI Vision

To be an extraordinary organization with sufficient scale and resilience to ensure that it adds exceptional social value to its communities in the Kingdom of Saudi Arabia by providing high quality education and training and making people exceptionally well prepared for work.

2.3. LCI Mission

Employer led; producing a highly skilled and productive local workforce.

2.4. Code of ConductEmployees are required to observe the Code of Conduct laid down by LCI. The code as currently

published is contained in Annex 1. Observance of the code is required as part of the terms and

conditions of employment.

3. PERSONNEL RECRUITMENT A vacant position will be filled through a competitive process regardless of current employment with

LCI; priority will be given to qualified present and previous LCI employees.

Each job at LCI, filled or vacant, has a written job description. Every position is evaluated and

assigned a title by Human Resources, and occasionally with the assistance of Head of

Departments/Superiors. Evaluations are made of all new positions and existing positions which

have changed.

The purpose of the evaluation is to analyze the content of a position and to rank it relative to

other positions.

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The following factors are used in the evaluation.

Knowledge: The minimum education, training, specific skills and experience needed to

perform the job.

Supervision: The degree of responsibility assumed for directing the work of others. It includes

both the number of people supervised and the scope and variety of activities and skills

supervised.

Complexity: The degree of judgment, problem solving, analysis, initiative, innovation and creativity inherent in the position. The extent to which uncertainty, as opposed to established routines, is part of a position and adds to its complexity.

Impact: This factor measures the effect on LCI of the actions for which a position is responsible. The importance of the position relative to LCI achieving its goals, and the degree of autonomy and accountability associated with the position add to impact.

Assigning a title to positions is done as objectively as possible. The position content, not personal

performance is measured. The final ranking of a position is therefore not a measure of an

employee's ability nor personal worth to LCI. This is measured through performance appraisals.

3.1. Screening Applicants: Applicants undergo several screening steps, which may include formal applications, interviews,

testing, and personal and employment reference checks. These steps are coordinated through the

Human Resources Department. The decision to hire or not to hire is a joint one involving the

Department Head/Superior, Division Head and Human Resources.

All recruiting efforts are coordinated by the Human Resources Department, the only

department authorized to place recruitment advertisements or register position openings with

other organizations.

3.2. Security Clearance:

It may be necessary for certain personnel to obtain a security clearance as a condition of

employment.

3.3. Employment Authorization:

All candidates for hire are required to provide the Human Resources Department with

documentation of their citizenship, work permit and/or authorization to accept employment in the

Kingdom of Saudi Arabia within three business days of their starting date.

The employee is required to complete various forms and furnish certain required items of

information pertaining to his/her personal and professional background, which may include criminal

record checks and references.

Persons closely connected with or related to LCI staff members can be employed or awarded

contracts provided that any conflict of interest resulting from the personal relationship, in the sense

of the Code of Conduct (Annex 1), can be ruled out.

Proper language skills and the ability to communicate in English are basic requirements for all LCI

staff members. Certain positions may require a minimum IELTS score.

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LCI may recruit staff on behalf of any of its business units. In order to achieve high quality

recruitment LCI needs the following information from business units:

- Terms of Reference/ Job Description of vacant position - Planned budgeted costs

4. CURRENT EMPLOYEES:

4.1. Employee Identification:

All employees are required to carry LCI photo identification (ID) card on their person while on

campus. The college ID card will be issued by the Human Resources Department in coordination with

Student Services.

4.2. Personnel Records/File: A file of each employee's employment record is maintained in the Human Resources

Department.

The file contains information as e.g.:

- Copies of Iqama/Work permit/Visa and Passport - Job description - CV, copies of qualifications and certificates - Signed copy of the contract (and previous contracts) - Code of Conduct agreement - Data Confidentiality agreement - Remuneration agreements - Employee’s data sheet - Documents relating to all additional benefits granted by LCI (e.g. rent subsidy) - Documentation relating to compensation payments and any statement of settlement /

renouncement of right to bring claims signed by the staff member - Documentation relating to formal disciplinary measures - Other documents required by law

4.3. Access to Personnel Files:

Personnel files are maintained by the Human Resources Department. A personnel file may contain

personal data as well as employment information. Accordingly, the Human Resources Department

regards these files as highly confidential. Dissemination of personnel records will be monitored so

that only those parties authorized by the employee, approved administratively, or legally

warranted receive it.

Each employee may review the entire contents of his/her official personnel file during normal office

hours at a time reasonably convenient to the parties concerned and in the presence of a Human

Resources representative. A request for access to review the file shall be made in writing in advance

by the individual to the Human Resources Department. The employee shall be given the

opportunity to review his/her file within five (5) business days after Human Resources Department

receives a request. The employee may make copies of materials in his/her file.

Other LCI officials may have access to an employee's file or relevant portions thereof when there is

a reason for such review and a request for it has been approved by the General Manager, a college

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Dean or Head of Human Resources or his/her designated representative. A request for access to

review the file shall be made in writing in advance to Human Resources Department.

4.4. Maintenance of Personnel Files:

The Human Resources Department is responsible for maintaining personnel records, and for adding,

correcting and removing materials from those records.

The Human Resources Department should be notified of changes such as:

Name, address, telephone number Beneficiary and dependents listed in insurance policies Visa status Marital status Number of dependents Person(s) to notify in case of accident Completion of educational courses and programs Criminal convictions

If an employee disagrees with any information contained in a personnel record, the employee may

petition the Head of Human Resources, in writing, to correct or remove that information. The

employee’s written statement shall then become part of the employee’s personnel file.

Files will be maintained for at least two years after termination of employment.

5. EMPLOYMENT PROVISIONS

5.1. Employment Contract and Employment Date: All employees will be required to sign an Employment contract. The provisions of the Employment

offer will be incorporated in the Employment contract. The contract will be prepared by the Human

Resources Department in two (2) original copies in both Arabic and English. One original will become

an integral part of the employee’s Personnel File and the other original copy will be given to the

employee. The LCI General Manager or an authorized designee will sign all Employment Contracts on

behalf of LCI.

In the case of locally hired employees, the effective date of employment is the date upon which the

employee commences work. In the case of internationally hired employees, the effective date of

employment is the date the employee reports to work.

All employment contracts at LCI are limited (fixed‐term) contracts, which may be renewed for a

specified period – if desired by both LCI and the employee.

In compliance with the Saudi Labor Law, the Arabic text of the contract shall be the official and legal

text and be referred to at disputes. A contract will be also translated in English language to

understand its terms and conditions.

5.2. Job description:Each job at LCI, filled or vacant, has a written job description. Applicants can request a job

description from the Human Resources Department.

saheb

Typewritten Text

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Writing and updating job descriptions is the responsibility of the Department Head/superior.

Position descriptions should be reviewed at the time of performance appraisals and at the time of

a new hire to assure they are current. Employee input is encouraged for completeness and

accuracy. All job description changes must be reported to and approved by the Human Resources

department.

Since the official job description does not rigidly define all the duties that may be involved,

supervisors may need to assign new tasks or projects as needs of the department change.

Employees should be sure they understand all duties expected of them and should not hesitate to

ask their superiors for clarification in this regard.

A new employee should discuss his/her job description and responsibilities with his/her superior

during the first week of employment to clarify expected performance. Current employees should

periodically review their job descriptions for accuracy.

5.3. Probation period:All new employees shall be subject to a probation period of 90 calendar days immediately following

commencement of the employment. It could be extended for another (90) calendar days upon a

mutual agreement between LCI and employee. During this probationary period, each party has the

right to terminate the contract without any previous notice or indemnity.

During probation LCI has the right to terminate the contract without any payment of compensation

to an employee, except salary for the period of the employee’s services and a return ticket to country

of origin in case employee was deployed from outside the Kingdom of Saudi Arabia.

Before the end of probation period, a probationary review meeting will be held between the

employee and the line manager.

This may be subject to change as per the Saudi Labor Law.

5.4. Taxes and further fees:Currently there no taxes (income etc.) levied in the Kingdom of Saudi Arabia. This may be subject to

change as per the Saudi Labor Law. It is an individual’s responsibility to comply with the tax laws of

their nation country.

5.5. Salary payment:LCI will pay salaries that are competitive on the international and local markets. The salary paid to

each Employee will vary based on the type of market from which the Employee has been recruited

and the type of appointment being made. Each Employee will receive an Employment Contract that

specifies their salary. The salary policy and processes will be reviewed from time to time to ensure

that they are current and competitive.

Salaries are paid in Saudi Riyal (SAR) at the end of each Gregorian calendar month worked, less the

amounts to be deducted and withheld as per requirements of a court order or in repayment of a loan

from the employer.

Salaries are paid to accredited banks in the Kingdom.

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For employees on Government visit visas/Work visit visas/Business visas, salary will be transferred to

a foreign‐currency account in their home country (outside the Kingdom of Saudi‐Arabia). LCI bears

any transfer charges and fees.

In case the salary is paid in different currency from other than Saudi Riyal, an exchange rate based on

the average of the preceding 3 months will be applied using the spot rate issued on the 23rd of each

month.

LCI without reference to the employee can deduct from his/her monthly salary any fees, expenses, or

obligation imposed by the government on the employees or their salaries or whatever reasons,

according to the applicable laws and regulations enforced in Saudi Arabia.

Example: 10% of the monthly basic and housing is deducted from Saudi staff as a Social Insurance

payment.

5.5.1. Pay/Salary Slips:

Pay slips will be available only after the 5th day of each Gregorian calendar month. An employee may

request his/her monthly pay slip by writing an email to concerned Human Resources Department

5.6. Salary Advances Employees may be provided with an advance salary of up to one month’s basic pay for proven

emergencies after successfully completing the probation period. A written request mentioning the

criticality of the situation should be made to HR Department. The request will then be reviewed by

the management and final approval will be given in writing by the LCI General Manager. The

repayment of the advance shall be effected within a period of up to ten months or the employee

contract duration (whichever comes first) starting from the first salary after the advance payment is

made. Only one advance is allowed at a time.

The full amount of advances becomes immediately payable if the employee leaves the company for

any reason.

LCI will not grant advance payments for taking up a vehicle or a house.

5.7. Confidentiality and Data protection:The employee shall treat all information in relation to his/her duties with due confidence and shall

not divulge them to a third party (parties) without the authorization of the LCI General Manager.

Misuse of Information: For the purpose of furthering a private interest, an employee shall not, except

with the written prior approval of the LCI General Manager, directly or indirectly, use or allow the

use of official information obtained through or in connection with his/her employment.

Basic rules for dealing with person‐related data: When you are not at your PC, you must disconnect from interactive mode (In other words,

you must ensure that the system can only be accessed by entering a password). Data, applications and passwords must not be made accessible to unauthorized persons. Any confidential data, data storage media and printouts of lists that you are entrusted with

must be kept under lock and key. Unauthorized persons must not be able to view printouts at printers and fax machines.

8


Data storage media (such as lists and disks) must be kept under lock and key during transport.

Data storage media (such as printouts and disks) that are no longer needed are to be rendered illegible, so that unauthorized use is not possible (for example, by using a document shredder or permanently deleting data).

You must ensure that emails can only be viewed by the recipient. In particular, you must mark person‐related data (and any attachments) as 'confidential' when sending them. Forwarding these data to unauthorized third parties, including unauthorized LCI staff members is not permitted.

The person‐related data entrusted to you may only be processed within the scope of your duties. If you misuse these data or forward them to unauthorized parties, you are committing a prosecutable offence.

Staff are expressly forbidden to take confidential student data and employee data off site.

The employee shall maintain data confidentiality even after the expiry of his/her contract with regard to all matters which become known to an employee during his/her employment with the LCI. This shall not apply to information or facts which are common knowledge, or which are not of a nature or significance that needs to be kept secret. At the beginning of the employment contract, every employee must sign a data confidentiality agreement which will be provided by Human Resources Department.

5.8. Bribery, gifts and other advantages:Acceptance of gifts, entertainment, favors and other offers of reward: An employee shall not solicit

or accept money, gifts or any form of reward for services provided or to be provided by virtue of

his/her position.

In case an employee receives a gift, he has to report this to his/her superior, who will then decide

how to proceed.

An employee shall not have a direct or indirect financial interest that conflicts or appears to conflict

with the employee’s duties and responsibilities. It is prohibited for an employee to conduct LCI

business (as with executing procurement) or hire staff where a relative or acquaintance is involved.

Termination without notice will follow either action.

5.9. Conflict of interests:It has been and shall continue to be the policy of LCI that all employees avoid any conflict or

appearance of conflict between their personal interest and the interest of LCI in dealing with an

organization or individual having or seeking to have any business relationship with LCI.

All employees are advised to declare whether in their view they might have business, commercial or

financial holdings that could be deemed to be in actual or potential conflict with their current

responsibilities. Furthermore, whenever a possibility arises of an actual or potential conflict between

an employee’s financial and commercial or business holding and his/her current responsibilities, it is

the responsibility of the employee concerned to submit a disclosure.

Before any action is taken by an individual on behalf of LCI where an actual or potential conflict of

interest may exist, the individual will promptly make full disclosure to his/her superior and refrain

9


from acting unless written approval is received from the LCI General Manager. The individual’s

superior will coordinate this action.

5.10. Extra employment:No employee shall accept employment in addition to his/her employment with LCI unless he/she has

the written authorization of the LCI General Manager to do so. In order to obtain such authorization,

the employee shall make a written request to the LCI General Manager, naming the employer and

the project owner and describing the nature and conditions of the proposed employment.

Permission may be granted only if LCI General Manager is satisfied that the employee will not be

placed in a conflict of interests, and that the effective performance of the employee’s duties in the

LCI will not be impaired. This permission may be revoked if LCI General Manager determines that the

employee’s effective performance of his/her duties has been impaired by his/her additional

employment, or that a conflict of interest has arisen.

The permission for such employment must be exceptional and for a limited time. Revocation of the

permission is incontestable and shall have no financial consequences of any nature on LCI.

5.11. Disciplinary measures:Disciplinary actions will usually follow a sequence of a verbal warning, written warning, suspension,

demotion or discharge. Immediate suspension or discharge may be required for major infractions,

repeated violations, or safety concerns.

Discipline at this level must be authorized by Human Resources.

All employees are subject to disciplinary action, if warranted. Depending upon the seriousness of the

offense, such action may be

- Oral or written warning - Fines - Withholding allowance or postponing it for a period not exceeding one year if prescribed by

the employer - Postponement of promotion for a period not exceeding one year if prescribed by the

employer - Temporary suspension from work and withholding of wages - Dismissal from work in cases set forth by the law

It should be noted that repetition of minor misconduct may result in severe disciplinary actions.

5.12. Employee responsibilities and expectations:All employees are expected to show political neutrality while carrying out their official duties and

respect the dignity and worth of all individuals. It is particularly important to be sensitive to the

customs, traditions and culture of Kingdom of Saudi Arabia.

Employees must immediately notify the LCI upon the receipt of a summons, subpoena or other legal

document that concerns their official duties and which would involve them in a court proceeding.

Safety and Security at the Workplace ‐ The employee agrees to adhere to and fully respect the safety

and security measures at the workplace as laid down by the LCI.

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Protection of the environment.

6. CONTRACT TERMINATION

6.1. Termination by LCI:LCI will provide a written notice if an employee’s employment contract is to be terminated. If an

employee’s contract of employment has to be terminated the superior has to involve the HR

department of LCI.

The notice period is described as follows:

Within probation period: No advance notice (immediate termination) After probation at least two Gregorian calendar months prior to the termination date

LCI may terminate the employee’s contract without stating any reason by giving two months (60

days) notice. It shall be at the LCI’s sole discretion whether the employee continues to work during

the notice period.

Generally, a written warning will be served to an employee for his/her unsatisfactory work,

inappropriate behavior or inefficiency. If an employee, having received such a warning, does not

show any improvements within the time given in the served notice, the appropriate measures shall

be taken as permitted by the law enforce at the time.

The retirement age is 60 years for males and 55 years for females. A contract of employment shall be

terminated when the employee attains retirement age. Continuation of employment after the

retirement age shall be at the sole discretion of the LCI. An employee over 60 years may be

terminated at any time by giving him/her advance written notice of 60 days.

6.1.1 LCI may terminate a contract in case of force majeure (Saudi Labor Law ‐ Article 74 (5))

LCI may terminate the contract without an award, advance notice or indemnity in the following cases, and provided that LCI gives the worker a chance to state his/her reasons for objecting to the termination (Saudi Labor Law – Article 80)

1) If, during or by reason of the work, the worker assaults any colleague or student. 2) If the worker fails to perform his/her essential obligations arising from the work contract, or

to obey legitimate orders, or if, in spite of written warnings, he deliberately fails to observe the instructions related to the safety of work and workers as may be posted by the employer in a prominent place.

3) If it is established that the worker has committed a misconduct or an act infringing on honesty or integrity.

4) If the worker deliberately commits any act or default with the intent to cause material loss to the employer, provided that the latter shall report the incident to the appropriate authorities within twenty‐four hours from being aware of such occurrence.

5) If the worker resorts to forgery in order to obtain the job. 6) If the worker is hired on probation. 7) If the worker is absent without valid reason for more than thirty (30) days in one year or for

more than fifteen (15) consecutive days, provided that the dismissal be preceded by a

11


written warning from the employer to the worker if the latter is absent for twenty days in the first case and for ten days in the second.

8) If the worker unlawfully takes advantage of his/her position for personal gain. 9) If the worker discloses work‐ related industrial or commercial secrets.

LCI may not terminate the employee’s services on account of illness prior to availing him/her of the

period designated for sick leave as provided for in this Law.

In reference to the above two cases (6.1 and 6.1.1)

Unless transferred in the Kingdom to another sponsor with the approval of LCI, an expatriate

employee will be provided with return ticket/one way flight costs to employee’s home country at the

end of the working relationship with LCI. The necessary exit only visas also will be obtained by LCI.

6.2. Termination by the employee:Employees terminating their employment for any reason after completion of their probation period

shall give notice as prescribed in the law enforce at the time.

An employee may terminate his/her employment contract, by giving LCI a notice period of:

Within probation period: No advance notice (immediate termination)

After probation at least two Gregorian calendar months prior to the termination date Note: If a Non‐Saudi employee resigns within the probation period or before completing the initial

contract, then he/she will be responsible to book their own return flight to their home country,

unless transferred in the Kingdom to another sponsor with the approval of LCI.

6.3. End‐of‐service award:Upon the end of the work relation, LCI shall pay the employee an end‐of‐service award of a half‐month wage for each of the first five years and a one‐month wage for each of the following years. The end‐of‐service award shall be calculated on the basis of the last wage and the employee shall be entitled to an end‐of‐service award for the portions of the year in proportion to the time spent on the job. If the work relation ends due to the worker’s resignation, he/she shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his/her service is in excess of five successive years but less than ten years and to the full award if his/her service amounts to ten or more years. The wage used as a basis for calculating the end‐of‐service award does not include all or some of the commissions, sales percentages, and similar wage components paid to the workers which are by their nature subject to increase or decrease. The worker shall be entitled to the full award if he leaves the work due to a force majeure beyond his/her control. Upon the end of the worker’s service, the LCI shall pay his/her wages and settle employee’s entitlements within a maximum period of one week from the date of the end of the contractual relation. If the worker ends the contract, the employer shall settle all his/her entitlements within a period not exceeding two weeks. LCI may deduct any work‐related debt due from the worker’s entitlements.

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Calculation: In order to calculate the End of Service award, base salary, housing allowance (if allowance is being

paid) and transportation allowance will be consider.

Note – In case of, company provided accommodation housing allowance will not be taken into

account for calculating End of Service award.

6.4. Employment Certificate:LCI gives each employee, upon expiration of the work contract, a certificate of work experience. This

certificate is free of charge and contains:

- Start and end date of the employment - Profession and tasks of the employee - Last salary received

The certificate should contain no remarks that are prejudicial to the worker’s reputation or likely to

limit his/her employment chances.

7. HEALTH AND SAFETY

7.1. Medical Insurance Plan:LCI has a Medical Insurance Plan from a local insurance company covering the health of all its

national personnel that are permanently residing in KSA and are regular full‐time employees. The

medical plan is reviewed and renewed on an annual basis.

LCI reserves the right to change insurers when it deems necessary.

For further details please contact the HR department of LCI.

7.2. General Organization for Social Insurance (GOSI):According to the current law LCI has to pay social insurance to GOSI (General Organization of Social

Insurance) for each Saudi national working for LCI.

Both the employee and employer contribute a percentage towards the annuity branch. The employer

contributes an additional percentage for occupational hazards. The total contribution is the sum of

these three inputs.

Following table provides contribution rates for Saudi Nationals:

Nationality

Annuity Branch Retirement: EMPLOYER

Share

Annuity Branch Retirement: EMPLOYEE

Share

Unemployment Contribution EMPLOYER

Share

Unemployment Contribution

EMPLOYEEE Share

Occupational Hazards:

EMPLOYER Share

Total

Saudi Arabia

9% 9% 1% 1% 2% 22%

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Following table provides contribution rates for Expatriates (Other than GCC nationals):

Nationality

Annuity Branch Retirement: EMPLOYER

Share

Annuity Branch Retirement: EMPLOYEE

Share

Unemployment Contribution EMPLOYER

Share

Unemployment Contribution

EMPLOYEEE Share

Occupational Hazards:

EMPLOYER Share

Total

Foreign employees (expatriates) other than

GCC nationals

Not Applicable Not Applicable Not Applicable Not Applicable 2% 2%

LCI is responsible for deducting the due, which a Saudi employee has to pay to GOSI, from the salary

of the employee and pay it to GOSI.

Note: GOSI is calculated on employee monthly basic salary and housing allowance.

This may be subject to change as per the Saudi Labor law.

7.3. Safety Issues:

No Smoking Policy

LCI has established a no smoking (including the use of e‐cigarettes and vaporizers’) policy for the

benefit of all its employees. All staff are required to adhere to this policy at all times. Staff found

smoking ‐ other than at designated locations for smoking ‐ will be subject to appropriate disciplinary

action.

8. WORKING TIMES, LEAVE, SPECIAL LEAVE, UNPAID/RELEASE FROM WORK

8.1. Working times: The weekly working hours are up to Fourty Eight (up to 48) hours per week inclusive of rest intervals.

Working hours and rest periods during the day shall be scheduled so that no employee works for

more than five consecutive hours without a break or no less than thirty minutes. The employee shall

not remain at the workplace for more than eleven hours a day.

The periods designated for rest, prayers and meals are not to be included in the actual working

hours. During such periods, the employee does not have to remain at the workplace.

During the month of Ramadan the actual working hours for Muslims shall be reduced to 36 hours a

week (as per Saudi Labor Law).

Vacation must be taken mainly during semester breaks. Exemptions are possible for emergency cases

only, upon the approval of Line Manager, Vice Dean or Dean.

All employees at LCI are requested as a minimum to return one week prior to the start of the new

semester after the summer break (unless effected by public holidays which can be brought date

earlier). To identify semester breaks, please refer college’s Academic Calendar.

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Normally all lecturing staff will be expected to conduct up to 24 contact hours of teaching per week.

8.2. Free Time: Occasionally employees are expected to work extra hours (overtime), depending upon the

operational needs of the department and LCI. Overtime is assigned only under exceptional

circumstances and must have the prior authorization of the LCI General Manager.

If overtime occurs it should be recorded on LCI time sheet. Time sheet should be approved by

Department Head and Division head and it should be submitted to Human Resources Department.

Extra hours worked will be compensated by free time. Please contact your concerned HR department

to get the time sheet.

An employee must take his/her free time within two months of its occurrence. An employee many

not forgo it or receive cash in lieu during his/her period of service. The Human Resources department

in coordination with Department Head may set the dates for such free time to be taken according to

work requirements to ensure smooth progress of work.

In case, compensation of free time is not possible due to necessity of work (under exceptional

circumstances), a written confirmation of the LCI General Manager is needed. The overtime will then

be paid as the hourly basic salary plus 50%.


8.3. Annual leave:Annual leave begins to accrue from the first day of employment, but leave during the probation

period will not be granted but accumulated. For each Academic year (August‐July), the employee will

be provided with paid leave. The number of paid leave days are stipulated in the employee contract.

If the current employment year is not completed, the vacation leave has to be calculated pro‐rata.

The number will always be rounded up to the next whole number. (Example: Employee stayed only

10 months with the company: 1.67 x 10 days = 16.7 days => 17 vacation days and 1.44 x 10 days =

14.4 days => 14 vacation days).

In case the employee’s contract started during a month, he/she only accrues vacation days for this

month, if he/she is with the company more than 15 calendar days.

Leave has to be requested in advance and must be approved by the relevant line manager.

An employee shall take his/her leave in the year it is due. He/she may not forgo it or receive cash in

lieu during his/her period of service. LCI may set the dates of such leave according to work

requirements or may grant them in rotation to ensure smooth progress of work. LCI shall notify an

employee of the date of his/her leave in sufficient time of not less than thirty days.

An employee may, with LCI approval, postpone his/her annual leave or days thereof to the following

year. LCI may postpone, for a period of not more than ninety days, an employee’s leave after the end

of the year it is due if required by work conditions. If work conditions require extension of the

postponement, an employee’s consent must be obtained in writing. Such postponement shall not,

however, exceed the end of the year following the year the leave is due.

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An employee is not allowed to work for another employer, while taking any of his/her leave. If LCI

proves that the employee has violated this provision, LCI may deprive an employee of his/her wages

for the duration of the leave or recover any wages previously paid to him/her. An employee may also

be subjected to disciplinary actions.

Along with Human Resources Department, superiors are also responsible for maintaining

complete and accurate attendance records. This includes vacation time, free days, sick leave

accruals and usage.

8.4. Special leave:

8.4.1. Child Birth/Marriage/In case of Death of Relatives:

For Male Staff:

A male employee shall be entitled to three (3) working days of paid leave in the case of childbirth

(paternity leave) and five (5) working days for marriage or in the case of the death of a spouse,

children, parents, brothers, sisters. (Amendment in Saudi Labor Law, article (113) effective from

01/01/1437 Hijri)

LCI may requests supporting documents for cases referred to.

For Female Staff:

Maternity Leave ‐ All female employees are entitled for maternity leave if they are close to the date

of delivery as detailed in a medical report to be provided to HR. Female employees are eligible for

maternity leave benefits of 10 weeks; Four weeks before the day of delivery and six weeks after the

day of delivery. The expected date of delivery shall be determined by the company’s accredited

medical center or pursuant to a medical report certified by a health authority.

If the medical condition of the female employee prevents her from resuming work after expiry of her

leave mentioned above, she shall be deemed to be on leave without pay provided that the period of

her absence from work shall not exceed a hundred (180) consecutive or interrupted days and

provided that a medical certificate of her medical condition shall be produced from a licensed

physician.

When a female employee returns to work after her maternity leave, she shall be entitled to a rest

period or periods not exceeding in aggregate one hour a day for nursing. Such period or periods shall

be calculated as part of the actual working hours and shall not entail any deduction in her salaries.

A female employee shall be entitled to a paid leave of five (5) working days for marriage. The leave

request has to be prepared by the employee prior to taking the leave. The employee should not

differ or postpone this type of leave. It should be taken on occurrence.

A Muslim female employee whose husband passes away shall be entitled to a fully paid leave for a

minimum period of four months and ten days as of the date of death which will be extended to

maternity in case of pregnancy during this duration and shall not utilize the remaining duration of the

leave, after maternity.

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A Non‐Muslim female employee whose husband passes away shall be entitled to a fully paid leave

for 15 days.

In all cases, the female employee whose husband passes away shall not work for third party during

this leave and the employer may require supporting documents for the cases mentioned above.

In event of the death of a female employee’s immediate family member which is defined as their

father, mother, children, brothers, sisters, the employee will be entitled to paid leave for five (5)

consecutive days from death day.

8.4.2. Leave for Performing Hajj/Pilgrimage Leave:

An employee shall be entitled to a paid leave of not less than ten days and not more than fifteen

days, including Eid Al‐Adha holiday, to perform Hajj only once during his/her service if an employee

has not performed it before. To be eligible for this leave, the employee must have spent at least two

consecutive years of service with LCI. LCI may determine the number of employees who shall be

given this leave annually in accordance with work requirements.

8.4.3. Examination Leave:

An employee enrolled in an educational institution (approved by LCI) shall have the right to a fully

paid leave to sit for an examination of an unrepeated year. Days of leave shall be based on the actual

number of the examination days. However, for the examinations of a repeated year, the employee

shall be entitled to unpaid leave to sit for the examinations. LCI requires the employee to submit

documents in support of the leave application as well as proof of having taken the examination. The

employee shall apply for the leave at least fifteen days ahead of the due date. Without prejudice to

disciplinary action, the employee will be denied the wage if it is proven that he/she had not taken the

examination.


8.5. Sickness:Regular employees who are unable to perform their usual work because of illness are eligible for sick

leave. It gives employees the opportunity to recover if they are prevented from performing their

duties due to illness or injury.

The employee must notify his/her Department Head, or in his/her absence the person in charge or

HR department by a phone call, of his/her inability to come to work due to illness or injury, he/she

should phone one hour earlier from the beginning of the work day on the first day of sickness. If

possible, the expected duration of the absence should be given. Sick leave has to be recorded from

the first day.

Note: LCI do not accept any text message or email, as a form of communication to notify sickness.

The Department Head/Superior must notify the Human Resources Department about the sickness

of an employee in his/her department.

A medical certificate signed by a qualified medical practitioner must be submitted with the Return to

Work Form (see Annex 2). Staff absences without a valid doctor’s note are considered unauthorized.

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In case an employee has to visit a medical practitioner during the working hours, he/she has to

submit a medical certificate signed by the qualified medical practitioner stating also the arriving and

leaving time.

After probation, payment during sick leave shall be determined in accordance with the Saudi Labor

Law. The following information shows the current regulations as stipulated in Saudi Labor Law

(Article 117)

- First 30 days with full salary (whether it is continuous or intermittent) - Next 60 days with three quarters (3/4) of the salary - Next 30 days without salary (unpaid) - These periods are valid for a single year, which begins from the date of the first sick leave,

whether such leaves are continuous or intermittent. - After a total of 120 days the employment contract will be terminated without further notice.


8.6. Release without continued pay/Unpaid Leave: An employee, subject to LCI General Manager approval, may obtain leave without pay for duration to

be agreed upon by the two parties. The work contract shall be deemed suspended for the duration of

the leave in excess of twenty days, unless both parties agree otherwise. This may be subject to

change as per the Saudi Labor Law.

Definition of Unpaid: Without any payment (includes basic, housing, transportation and all other

fixed benefits)

8.7. Authorized/ Public holidays:The official public holidays of Saudi Arabia are:

- Eid Al‐Fitr - Saudi Arabia National Day – 23rd September - Eid Al‐Adha

Each employee is entitled to full‐pay leave on the official public holidays of Saudi Arabia. This may be

subject to change as per the Saudi Labor Law.

8.8. Unauthorized Leaves/Absences:

This occurs when an Employee fails to report for work without notifying the appropriate superior/LCI.

If unauthorized absence continues, LCI may terminate employment without any End of Service

award. Please refer to 6.1. Termination by LCI.

9. DEVELOPMENT & TRAINING OF PERSONNEL

LCI is committed to the support and promotion of staff development and training. Staff development is defined as: Policies, procedures and practice designed by LCI to develop the

knowledge, skills and awareness of staff and by so doing, improve the effectiveness and efficiency of

the individual and LCI.

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LCI interprets staff development as referring to all categories of its staff, for whom appropriate

provision will be made. It recognizes that the efficient and effective functioning of LCI depends on its

support for and provision of staff development and training teachers and non‐teaching staff alike at

all levels.

The aims of staff development and training are varied: To help individual staff acquire knowledge,

skills or awareness which will allow them to fulfill current responsibilities more effectively; to help

groups of staff to work more effectively together as a team: to help individuals or groups of staff

meet the demands placed on them by organizational change and development of LCI; to help

individuals develop skills and/or gain qualifications which will equip them for future career

development; to enable staff who acquire new skills to have these recognized and find appropriate

opportunities to exercise them in their employment; to contribute to the general education and

welfare of staff.

The responsibility for staff development and training is three fold: individuals have responsibility for:

reflecting on the evolving character of their work and future career aspirations and identifying their

own staff development needs, discussing with their Line Manager development needs arising from

their own reflection and the needs of the school and establishing priorities; seeking out and

participating actively in forms of staff development and training which will help them to meet agreed

needs and applying newly developed knowledge and skills in their work as appropriate.

LCI has responsibility for helping staff develop their performance and effectiveness; assisting staff in

the identification of career development and training needs on a day‐to‐day basis and through

formal procedures such as Performance Management; evaluating the effectiveness of training and

development undertaken by staff, ensuring that as far as possible the training or development need

is met where it is agreed that it is in the interest of the school and the individual; identifying

organizational changes or development whose implementation will be assisted by the provision for

the individuals or groups concerned of appropriate training and support.

9.1. Performance Management:A performance assessment of employees will typically be conducted three times per annum using LCI

evaluation form. Performance assessment takes place with all staff members, whose employment

contracts refer to this handbook and the annual performance assessment.

Please contact HR department for LCI performance evaluation form and guidelines.

9.2. Further training Subject to the annual staff development budget, an employee may receive 100% of the tuition fee

for approved professional education provided that the course he/she is taking is relevant to the job

he/she is employed for and will not conflict with regular working hours.

Further training has to be agreed and documented during performance evaluation meeting. If an

absence is unavoidable annual leave has to be taken unless authorized by college senior

management. The respective Dean/Vice Dean, in consultation with the Human Resources

Department, must approve in writing and in advance the course and the institution where the course

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is taken. If the employee decides to leave LCI before the commitment for further employment

matures, he/she has to pay back the amount contributed by LCI before leaving the company/it will

be deducted from employee final payments.

The staff member’s future commitment to LCI will be determined by the employer’s contribution to

education, as stated below:

Amount contributed by LCI further employment period

Above 20,000 SAR : 2 years

10,000 SAR – 19,999 SAR : 1 year

If the employee attendance on a course is mandated by LCI the above provision can be waived by the

General Manager

Future consideration of such provision is subject to course results documented by testimonies. Only

one programe will be financed by LCI at a time.

10. HANDLING OF COMPLAINTS/GRIEVANCE PROCEDURE:

A grievance is a complaint or area of significant disagreement or concern against another colleague or group of colleagues. It may lead to a sense of injustice or resentment on the part of the person who feels he/she has been wronged in some way. Grievances which have not been addressed and resolved may lead to a debilitating reduction in a colleague’s morale and performance. It may therefore impact on the quality of the education process itself. In general it is best for professional relationships if the grievance can be resolved amicably through

normal formal and informal management procedures within LCI. However, if these fail then the

following procedure should be adopted.

Procedures:

a. Informal Procedure

Most employee complaints can be resolved quickly and informally. We encourage complaints to be

brought to the attention of the employee’s superior(s) and/or the Human Resources Department as

soon as possible, but no later than 30 days of the issue/incident. If the matter is not resolved through

informal means, the complaint may then be pursued through the formal procedure outlined below.

b. Formal Procedure

This procedure has 3 steps

1. Written Statement

The grievance must be set out in writing to the Human Resources Department. Your contact with Human Resources must be within 30 days of the issue/incident or within 10 days after the conclusion of the informal procedure (if you have chosen to begin there). The objective is to obtain an equitable solution to the grievance at the lowest administrative level. The grievance will be dealt with in strict confidence

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2. Meeting (Level 1)

The grievance will be looked into in a fair and unbiased way. A meeting will be arranged at a convenient time and will include the Human Resources Representative, the Person to which the complaint was addressed, the person against whom the grievance has been made and the grievant [both have the right to bring a “companion” if desired].

The meeting will be chaired by the Head of Department/Superior.

The meeting will go through the issues that have been raised and provide an opportunity to contribute and comment on the issues. The main purpose of the meeting is to establish the facts and find a way to resolve the problem.

Notes of the meeting will be provided along with copies of any information given by other people. The outcome of the meeting will be communicated in writing to both parties within 7 working days.

3. Final Appeal Hearing (Level 2) If the decision is not satisfactory, or the procedure followed was seriously flawed, a final

appeal to the Vice Dean can be requested.

The appeal must be submitted in writing within 7 working days of receiving the written outcome of Level 1

The process of the appeal will be similar to the Level 1 procedure. The Human Resources Representative will be in attendance at all meetings.

The appeal will be heard within 14 days of receiving the written request for an appeal.

The final outcome of the meeting will be communicated in writing to both parties within 7 working days.

4. Additional Information A grievance can be withdrawn at any level without prejudice and all associated

paperwork will be removed from personnel files and destroyed. Copies of the outcomes and any decisions made at each level will be kept on the files of

both parties. If the complaint is against the Vice Dean then the meeting will be chaired by the

Dean/Deputy General Manager.

11. BUSINESS JOURNEYS

11.1. Term and duration of a business journeyA business journey is one in which the employee, with approval of the company, working from home

or regular working place undertakes business‐related duties for an agreed time.

The duration of the business journey (duration of absence) is calculated following the departure and

arrival time, when starting and ending the business journey at the house or the regular working

place. A business journey ends at the latest after 3 months work at the same business site.

Interrupting work at the same business site by vacation or illness should not have consequences

neither for extending the 3 month deadline nor for its restart when resuming the work. In case of

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interruption for other reasons the deadline starts to run with resuming the work provided the

interruption time period did not exceed minimum 4 weeks.

See annex 4 for Travel Expense Reimbursement Form

11.2. ApprovalOfficial journeys must be approved by the superior, Vice Dean and Dean, where necessary, by the

Finance Department responsible for the budget and General Manager.

If travel expenses are incurred, approval must be documented either before the journey on the

application, or after the journey on the expense accounts form.

Please contact LCI Finance department for Travel Expense Reimbursement Form.

12. ADDITIONAL BENEFITS

During working hours water is provided for free.

13. MISCELLANEOUS

13.1. Use of company propertyAn employee shall not, directly or indirectly, use or allow the use company property of any kind,

including property leased to the projects, for activities other than the officially approved ones. Each

employee has a duty to protect and conserve company property, including vehicles, equipment,

appliances, supplies and other property entrusted or issued to the employee.

14. GENERAL DISCLAIMER

The policies and procedures in this manual are designed to serve as guidelines for management

action. No policy, provision or procedure in this guidelines’ manual creates a binding employment

agreement, implied or expressed contract, or guarantee of continued employment.

Each employee is to be aware that policies and procedures in this manual are designed to be

guidelines, and not intended to create any contract or binding agreement. The General Disclaimer

Policy is to be publicly announced to all LCI employees.

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ANNEX

1. LCI Code of Conduct

Employees (and sponsored dependents where applicable) shall conduct themselves in a proper and

responsible manner. This conduct will include but not be limited to the following:

Comply with the laws, customs and traditions of the Kingdom of Saudi Arabia;

Respect the religious beliefs and practices of the citizens of the Kingdom and members of LCI

community; avoid actions, comments or mannerisms which could be considered as insulting

or objectionable;

Behave ethically and with integrity at all times when representing LCI;

Conduct themselves in a manner which will bring credit to LCI and their country of origin;

Dress in appropriate business attire while working at LCI and use good judgment in selecting

wearing apparel in the community at large;

Adhere to the established rules, regulations and administrative policies and procedures

established by LCI;

Receive students with courtesy and offer assistance whenever it is required. It should be

noted that meeting students is to be within normal LCI working hours and on LCI premises;

Ensure that all working hours are devoted to assigned responsibilities and duties;

Perform assigned duties in a careful and honest manner, giving the best effort to LCI;

Refrain from working for, representing, acting on behalf of any outside or competing concern

unless authorized in writing by LCI;

Refrain from disclosure or dissemination of any confidential, proprietary or private

information concerning LCI and its business including information regarding employees,

students and LCI operations without prior authorization from the LCI General Manager/Dean;

DRESS CODE & PERSONAL HYGIENE Lincoln College International recognizes the cultural diversity amongst its employees and

stresses the need for a shared dress code.

Employees should maintain the highest possible professional image in terms of dressing,

appearance and personal hygiene at all times.

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Male Employees:

Male employees that are Saudi and Gulf national employees may normally wear their formal

national attire in the office, when attending public or government meetings and at official

functions.

Male expatriate employees shall wear formal attire in the office, when attending public or

government meetings and at official functions.

A clean, neat and well‐groomed appearance is required. Hairstyles should be clean and neat,

avoiding extreme styles and/or colors.

Male staff should have no visible tattoos and piercings.

Female Employees:

Inside the campus, long skirts, modest tops with conservative necklines and full‐length

sleeves are required. Sleeveless, short‐sleeve, revealing and/or form fitting (tight) is

inappropriate. Clothing should be stain and discoloration free and neatly ironed. Closed

shoes should be worn.

Abaya’s must be removed once inside the campus.

Accepted visible piercings are restricted to one piercing in each earlobe. Plugs are not an

acceptable lobe piercing. All other visible facial and ear (labret, tragus and so on) piercings

are not acceptable. Any facial or nose jewelry except for earlobes, should be replaced with

flesh‐toned or clear retainers, and the piercing must not be visible, if the staff member

wishes to retain their piercing.

Staff should have no visible tattoos.

PROFESSIONAL CONDUCT Each employee represents LCI to those people with whom he or she comes in contact, either by

telephone, in person or in written communication. Visitors, students, parents, alumni, other

employees and the general public form their impressions of LCI by the courtesy with which their

requests are received, as well as by the quality of the services rendered. Courtesy is not only

expected, it is an essential part of an employee’s duties.

CONSULTING AND PROFESSIONAL ACTIVITIES Faculty, staff and administrators are encouraged to participate in professional activities as a means of

improving not only their own competence and prestige, but the prestige of LCI as well.

USE OF LCI LETTERHEAD LCI letterheads should be reserved for correspondence regarding LCI business so that personal or

professional correspondence may not be assumed to be official LCI statements.

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CONFIDENTIAL INFORMATION While employed at LCI, an employee may have occasion to work with confidential information

including student records. It is the employee's obligation to keep such information in strict

confidence and not to divulge it to family, friends, co‐workers or any other third parties without

express consent from LCI.

PERSONAL TELEPHONE CALLS No Personal calls (outgoing) should be made from LCI landline phones.

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2. Return to Work Form

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3. Table of Violations and Punishments (as per Saudi Labor Law)

(1) Violations relating to work schedules:

M Type of Violation

Punishment (the deducted portion is a percentage of the daily wage day)

First Time

Second Time

Third Time

Fourth Time

1/1 Late arrival at work of up to 30 minutes without permission or unacceptable excuse if it does not entail disrupting other workers

Written Warning

5% 10% 20%

1/2 Late arrival at work of up to 30 minutes without permission or unacceptable excuse if it entails disruption other workers

Written Warning

15% 25% 50%

1/3

Delay the time of the attendance to the work of more than 30 minutes to 45 minutes without permission or unacceptable excuse if it does not entail spectrum disable other workers

10% 15% 25% 50%

1/4

Delay the time of the attendance to the work of more than 30 minutes to 45 minutes without permission or unacceptable excuse if the resulting spectrum disable other workers

25% 50% 75% One Day

1/5

Delay the time of the attendance to the work of more than 45 minutes to 60 minutes without permission or unacceptable excuse if it does not entail spectrum disable other workers

25% 50% 75% One Day

1/6

Delay the time of the attendance to the work of more than 45 minutes to 60 minutes without permission or unacceptable excuse if the resulting spectrum disable other workers

30% 50% One Day

Two Days

1/7 Delay the time of the audience to work for more than an hour without permission or unacceptable excuse if it does not entail spectrum disable other workers

Written Warning

One Day

Two Days

Three Days

In addition to reducing salary by number of hours being late

1/8 Leaving workplace 15 minutes before end of working hours without permission or unaccepted excuse

Written Warning

10% 25% One Day

In addition to reducing salary by period being away from work

1/9 Leaving work place for more than 15 minutes before the end of working hours without permission or unacceptable excuse

10% 25% 50% One Day

In addition to reducing salary by period being away from work

1/10 Remaining in workplace or returning to it after working hours without justification

Written Warning

10% 25% One Day

1/11 Absence without written permission or unacceptable excuse from one to three days

One Day Two Days

Three Days

Four Days

In addition to reducing salary by period of absence

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1/12 Absence without written permission or unacceptable excuse from Four to Six days

Two Days

Three Days

Four Days

Dismissal with remuneration


1/13 Absence without written permission or unacceptable excuse from seven days to ten days

Four Days

Five Days



1/14 Absence from work without unacceptable reason for more than 15 consecutive days

Dismissal without remuneration or compensation to be preceded by a written warning 10 days after absence, in the scope of the provision of Article (80) Saudi Labor Law

1/15 Intermittent absence without unacceptable reason for period aggregating more than thirty days per year

Dismissal without remuneration or compensation to be preceded by a written warning 20 days after absence, in the scope of the provision of Article (80) Saudi Labor Law

(2) Violations relating to work organization:

M Type of Violation

Punishment (the deducted portion is a percentage of the daily wage day)

First Time

Second Time

Third Time

Fourth Time

2/1 Presence at workplace without justification outside working hours

10% 25% 50% One Day

2/2 Receiving visitors other than Lincoln College Workers at workplace without permission from the administration

Written Warning

10% 25% 25%

2/3 Sleeping during the work Written Warning

10% 25% 25%

2/4 Sleeping in cases that require constant vigilance 50% One Day

Two Days

Three Days

2/5 Loitering or presence of workers in places other than theirs during working hours

10% 25% 50% One Day

2/6 Manipulation of arrival and departure prove/register 25% 50% One Day

Two Days

2/7 Disobedience towards regular work orders or not abiding by work‐related instructions placed at visible positions

25% 50% One Day

Two Days

2/8 Incitement to violate orders and work‐related written instructions

Two Days

Three Days

Five Days


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2/9 Smoking in non‐smoking areas made known to employees to maintain the safety of employees and Lincoln College

Two Days

Three Days

Five Days

Dismissal with Remuneration

2/10 Negligence of carelessness that result in damage to the health or safety of workers, materials, tools and equipment

Two Days

Three Days

Five Days

Dismissal with Remuneration

2/11 The use of company machinery, equipment and tools for private purpose without permission

Written Warning

One Day

25% 50%

2/12 Wrongful intervention of employee in any work outside his/her competence or not entrusted to him/her

50% One Day

Two Days

Three Days

2/13 Exit or entry using places unintended for such purpose

Written Warning

10% 25% 25%

2/14 Negligence in cleaning, maintenance or taking care of machinery, or failure in reporting possible faults in it

50% One Day

Two Days

Three Days

2/15 Misplacement of repair and maintenance tools and other supplies by not placing them in allocated places after completion of work

Written Warning

25% 50% One Day

(3) Violations concerning workplace conduct:

M Type of Violation

Punishment (the ratio is the ratio of unresolved pay day)

First Time

Second Time

Third Time

Fourth Time

3/1 Quarrelling with colleagues or causing disturbance at the work place

One Day Two Days

Three Days

Five Days

3/2 Malingering or falsely claiming injury during or due to work

One Day Two Days

Three Days

Five Days

3/3 Refraining from conducting medical examination at Lincoln College doctor’s request or rejecting to follow instructions during medical treatment

One Day Two Days

Three Days

Five Days

3/4 Contravention of health instructions placed at workplaces

50% One Day

Two Days

Five Days

3/5 Writing the words on the walls or posting ads Written Warning

10% 25% 50%

3/6 Refusing inspection while leaving place of work 25% 50% One Day

Two Days

3/7 Collection of subsidies or money without permission Written Warning

10% 25% 50%

3/8 Not delivering collected money to the company in a timely manner, without acceptable justification

Two Days

Three Days

Five Days


3/9 Refraining from wearing clothing and from using of devices scheduled for prevention and safety

Written Warning

One Day

Two Days

Five Days

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30
