First: Leaves

(A) Annual Leaves:

Article (73): Each branch of the institution prepares a schedule for annual leave for all employees at the beginning of each year. Leave dates may be postponed if work conditions require it. These requests are sent to the financial administration for necessary action and to the general manager for information.

Article (74): Employees are entitled to one month of fully paid leave after completing two full years of service. It is permissible to grant an employee part of their annual leave after one year of service for special circumstances.

Article (75): Employees must take their leave when due without conflicting with the interests of work. Employees may split, defer, or carry over part of their leave to the following year.

Article (76): Employees must submit a leave request using the designated form and get final approval from their respective administration at least one month before the leave begins. They must complete the return decision form upon resuming work.

Article (77): The institution, upon the executive director’s decision based on the branch or project manager’s request, can call back an employee from their leave. The remaining days of the leave can be compensated in cash or added to the employee’s leave balance, as per the employee’s preference. The financial administration must be informed immediately for necessary action.

Article (78): Leave can be extended up to 20 days if the employee has a sufficient leave balance and with the direct supervisor’s approval. The institution has the right to dismiss an employee who is more than ten consecutive days late in resuming work after their leave without an acceptable excuse. This dismissal is decided by the general manager.

Article (79): Official holidays occurring during annual leave are not counted as part of the leave if they occur at the beginning or end of the leave, nor are approved sick leave days as per the regulations.

Article (80): If an employee requests a re-entry visa exceeding two months during their leave, the additional period is deducted from their entitlements, and the extra stay costs are not added to the end-of-service benefit.

Article (81): In case of global recession or economic disasters, employees are given a mandatory six-month leave or final exit if they prefer. They are not entitled to transfer sponsorship unless the business is liquidated.

(B) Sick Leaves:

Article (82): Employees who prove illness are entitled to sick leaves as specified in labor law. An additional fifteen days without salary can be granted with the general manager’s approval. Sick leave does not accumulate or renew, nor does it count towards the end-of-service benefit. Employees cannot be terminated during sick leave.

Article (83): Employees must inform their direct supervisor or representative within twenty-four hours of being absent due to illness and provide medically approved reports upon return.

Article (84): If sick leave exceeds fifteen consecutive days, any allowances received by the employee are deducted, and the additional fixed pay is deducted for the absence days, with or without permission.

Article (85): Weekly rest days and official holidays are not counted as part of the sick leave unless they occur at the beginning or end of the sick leave, and the employee is entitled to the respective pay.

Article (86): Employees are entitled to full-paid emergency leave in the event of the death of a close family member (parent, child, spouse, sibling) or other compelling reasons, not exceeding three consecutive days from the date of death.

(C) Pilgrimage Leave:

Article (87): Muslim employees who have not previously performed the Hajj and have completed two years of service are entitled to ten days of paid leave, including holidays and official leaves, for Hajj. This leave is granted once during their service with the company, provided they submit proof of performing Hajj. If it is proven that the employee did not perform Hajj after approval and receiving payment, the institution has the right to dismiss the employee without notice and reclaim any undue payments and compensation.

(D) Marriage Leave:

Article (88): Employees are entitled to one week of full-paid marriage leave once during their service with the institution, deducted from their annual leave balance.

(E) Unpaid Leave:

Article (89): Employees may be granted unpaid leave for a valid reason with the general manager’s approval, provided they have exhausted their annual leave balance. This unpaid leave must not exceed fifteen days. The financial administration must be notified immediately.

(F) Emergency Leave:

Article (90): The financial administration is notified of approved emergency leaves by the relevant manager to deduct from the employee’s annual leave balance. If the leave is not approved, the day is deducted from the employee’s salary, and appropriate action is taken based on the direct manager’s recommendation.

Second: Leave Entitlements

Article (91): Annual leave is calculated based on the Gregorian calendar year.

Article (92): Annual leave entitlements are calculated as specified in the employee’s employment contract.