Article (12): The institution’s recruitment policy aims to fill vacancies with the best qualified and available candidates by blending standards of education, experience, skills, and other requirements that are deemed appropriate and in the best interest of the institution. The institution’s administration will assess the required job needs and then submit them to the general manager for approval and endorsement.

Article (13): Vacant positions within the institution will be advertised based on the available job list. Priority will be given first to local labor, then to Arab labor, and finally to foreign labor. Job offers will be extended to individuals who meet the specifications and needs of the institution’s work units.

Article (14): Applicants for the advertised positions must submit their written applications within the specified period mentioned in the job advertisement.

Article (15): To be appointed in the institution, the applicant must:

• Have a good reputation and conduct, and not have been previously convicted of a criminal offense or a crime involving honor and integrity.
• Not have been dismissed from a previous job for disciplinary reasons related to honor and integrity.
• Be at least eighteen years old.
• Be medically fit and free from any chronic or contagious diseases.
• Meet the requirements of the job for which they are applying.
• Pass the necessary personal and technical tests for the job.
• Submit the required documents and certificates, duly authenticated by the relevant authorities.

The appointing authority may impose additional conditions or exempt some conditions as deemed necessary for the benefit of the work.

Article (16): Candidates for positions within the institution must complete the required application and submit the necessary documents, including:

• A copy of the passport.
• A copy of the ID or residence permit.
• Copies of educational qualifications.
• Certificates of previous experience and training courses.
• A personal photo.

Article (17): Employees in the institution are appointed under employment contracts, which are concluded with them. The contract duration is at least one year, renewable for the same period(s) unless either party notifies the other in writing of their desire to terminate the contract at least one month before the end of the contract. The contract should include:

• Job title.
• Date of appointment.
• Basic salary.
• Job benefits (if any).
• Probation period.
• Contract duration and its renewability.
• Notice period required upon contract termination.
• Any other terms or information.

Employment contracts are signed according to the provisions of this guide by authorized individuals. All contracts are drafted in Arabic, and an English translation may be added, with the Arabic text prevailing in case of any dispute.

Article (18): Without prejudice to Article (17), the employment contract may be indefinite if it serves the interests of the work.

Article (19): The institution has the right at any time during the employment contract period to terminate the contract without notice or service compensation if it is found that the employee provided false information or concealed any unfavorable data. The institution reserves the right to seek compensation from the employee.

Article (20): Newly appointed employees are subject to a probation period not exceeding three months from the date of starting work. The company may terminate the employee’s services during this period without notice, paying the employee their dues according to the provisions of this regulation. The probation period must be specified in the employment contract.

Article (21): A report on the employee who successfully completed the probation period should be submitted to senior management at least ten days before the end of the probation period.

Article (22): A new employee who proves their competence in work may be confirmed upon the recommendation of their direct supervisor at any time during the probation period.

Article (23): The employee signs a declaration approved by their direct supervisor upon starting work, indicating the date and day of commencement.

Article (24): A personal file is maintained for each employee, containing all appointment documents, job-related information, salary data and its changes, promotions, annual or sick leaves or any other leaves, rewards, penalties, warnings, performance evaluations, and a declaration of the employee’s marital status and its changes. It also includes details of dependents or family members living with them, their address, and phone numbers in their home country. The contents of this file are confidential and can only be viewed or copied with special permission from the administration manager.