Translation of Civil Service Act

Islamic University of Gaza Community Service & Continuing Education Deanship Professional Diploma Department

Translation of Civil Service Act Translated By: Alaa Abu Aleinein

Supervised By: Dr. Ayman Al-Hallaq Assistant Prof, English Dept. Islamic University

March 2013

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Table of contents: -

Dedication Abstract. Introduction. Target group. Translation techniques. Methodology. Problems and Difficulties Encountered in translating the civil service Act. - Translation Part.

I

Dedication: To my mother and father who have been of great help to me all my life. To all my teachers and professors who taught me and special thanks to those who taught me translation and made me able to translate such a text. I would like to make a special mention of Dr. Ayman Al-Hallq who exerted an unmatchable effort in teaching me and my colleagues how to translate legal and business texts. To Dr. Akram Habeeb whom I am most grateful to. To Dr. Asa'd Abu Sharekh who was one of the greatest professors I was ever taught by To my diploma colleagues whom I spent wonderful times with.

II

Abstract: The aim of this paper is to provide a translation of the Civil Service Act. The Civil Service Act is a body of legislation that covers the broad range of civilian employees appointed by the government. It also defines their rights and obligations as workers and employers in the workplace and it also discusses the personnel affairs and the different issues of employees such as salaries, allowances, incentives and promotions. The civil Service Act also handles the leaves in their different kinds and other issues which concern the employees .

Introduction: Translation is known as one of the most difficult jobs of the whole world. The reason behind this fact is that a translator communicates with not only two different languages but two different cultures; this means that the translator is in need to be aware of both languages and cultures of the source and the target texts. The mind should be working as a double mind showing all of these features all together and coming up with an organized work that would be appreciated by an expected receiver.

III

Target Group: - People and institutions concerned with the Civil Service Act - All those who are interested in laws and legal translations

Translation techniques: - Going after the meaning and the message not the words. - Using different websites related to the subject matter of the book to - Referring to the common words and expressions used in English.

Methodology: This translation adopts a practical approach of translation and considers the whole subject in terms and certain items with discussion and examples. The original text is written in Arabic, so the direction of translation has been from Arabic to English. The translation work was accomplished by using the following methodology listed in the following steps: 1- Data Selection: The translated material, The Civil Service Act, whose translation is, as I think, very useful to the people concerned with the Palestinian Civil Service Act. IV

Second: Civil Service Act: I read a lot about the Civil Service Act which has been converted from Arabic into English.

Third: Translation process: 1- After I had a perfect background about the civil Service Act, I started to translate the material. 2- The words that I doubted were googled to make sure that they are commonly used.

Fourth: Final Draft: 1- I wrote the first draft and compared it with the other translated materials to make sure that I used the same terminology.

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Problems and Difficulties Encountered in translating the civil service Act: 1- Problems arising due to the differences in legal systems: There are some - words in the Arabic language which I couldn't have a 100% equivalence in the English Language. 2- Problems arising due to the difference in the language systems, syntactic arrangements, and word orders of the Arabic and English languages 3- Problems due to the use of unusual sentence structures in the English legal language 4- Problems arising due to the use of common terms with uncommon meanings.

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1

‫ﻗﺎﻨﻭﻥ ﺭﻗﻡ ) ‪ ( 4‬ﻟﺴﻨﺔ ‪1998‬ﻡ‬ ‫ﺒﺈﺼﺩﺍﺭ ﻗﺎﻨﻭﻥ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ‬ ‫ﺭﺌﻴﺱ ﺍﻟﻠﺠﻨﺔ ﺍﻟﺘﻨﻔﻴﺫﻴﺔ ﻟﻤﻨﻅﻤﺔ ﺍﻟﺘﺤﺭﻴﺭ ﺍﻟﻔﻠﺴﻁﻴﻨﻴﺔ‬ ‫ﺭﺌﻴﺱ ﺍﻟﺴﻠﻁﺔ ﺍﻟﻭﻁﻨﻴﺔ ﺍﻟﻔﻠﺴﻁﻴﻨﻴﺔ‬

‫ﺒﻌﺩ ﺍﻻﻁﻼﻉ ﻋﻠﻰ ﻨﻅﺎﻡ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ ﺭﻗﻡ ‪ 23‬ﻟﺴﻨﺔ ‪ 1966‬ﻡ ﺍﻟﻤﻌﻤﻭل ﺒﻪ ﻓﻲ ﻤﺤﺎﻓﻅﺎﺕ‬

‫ﺍﻟﻀﻔﺔ ﺍﻟﻐﺭﺒﻴﺔ‪،‬‬

‫ﻭﻋﻠﻰ ﺃﻨﻅﻤﺔ ﻭﺃﺴﺱ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻌﺎﻤﺔ ﻟﺴﻨﺔ ‪1988‬ﻡ ﺍﻟﻤﻌﻤﻭل ﺒﻬﺎ ﻓﻲ ﻤﺤﺎﻓﻅﺎﺕ ﻏﺯﺓ ﻭﻋﻠﻰ‬ ‫ﻤﺸﺭﻭﻉ ﺍﻟﻘﺎﻨﻭﻥ ﺍﻟﻤﻘﺩﻡ ﻤﻥ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ‪،‬‬ ‫ﻭﻋﻠﻰ ﻤﻭﺍﻓﻘﺔ ﺍﻟﻤﺠﻠﺱ ﺍﻟﺘﺸﺭﻴﻌﻲ‪،‬‬

‫ﺃﺼﺩﺭﻨﺎ ﺍﻟﻘﺎﻨﻭﻥ ﺍﻟﺘﺎﻟﻲ‪:‬‬

‫ﻤﺎﺩﺓ ) ‪( 1‬‬ ‫ﻤﺭﺍﺤل ﺍﻟﻌﻤل ﺒﺄﺤﻜﺎﻡ ﻗﺎﻨﻭﻥ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ‬

‫ﻴﻌﻤل ﺒﺄﺤﻜﺎﻡ ﻗﺎﻨﻭﻥ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ ﺍﻟﻤﺭﺍﻓﻕ ﻋﻠﻰ ﺃﻥ ﻴﺒﺩﺃ ﺘﻁﺒﻴﻕ ﺍﻟﺠﺎﻨﺏ ﺍﻟﻤﺎﻟﻲ ﻤﻨﻪ ﻋﻠﻰ ﻤﺭﺍﺤل‬ ‫ﻭﻓﻘﺎﹰ ﻟﻺﻤﻜﺎﻨﺎﺕ ﺍﻟﻤﺎﻟﻴﺔ ﻟﻠﺴﻠﻁﺔ ﺍﻟﻭﻁﻨﻴﺔ ﻜﻤﺎ ﻴﻘﺭﺭ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 2‬‬

‫ﺃﺤﻜﺎﻡ ﺍﻨﺘﻘﺎﻟﻴﺔ‬ ‫ﺒﻤﺎ ﻻ ﻴﺘﻌﺎﺭﺽ ﻤﻊ ﺃﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﻴﺴﺘﻤﺭ ﺍﻟﻌﻤل ﺒﺎﻟﻘﻭﺍﻨﻴﻥ ﻭﺍﻟﻠﻭﺍﺌﺢ ﺍﻟﺴﺎﺭﻴﺔ ﺒﺸﺄﻥ ﺍﻟﺨﺩﻤﺔ‬ ‫ﺍﻟﻤﺩﻨﻴﺔ ﻟﺤﻴﻥ ﻗﻴﺎﻡ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﺒﺈﺼﺩﺍﺭ ﺍﻟﻠﻭﺍﺌﺢ ﻭﺍﻟﻘﺭﺍﺭﺍﺕ ﺍﻟﻤﻨﻔﺫﺓ ﻹﺤﻜﺎﻤﻪ ﺨﻼل ﻤﺩﺓ‬ ‫ﺃﻗﺼﺎﻫﺎ ﺴﻨﺔ ﻤﻥ ﺘﺎﺭﻴﺦ ﻨﻔﺎﺫﻩ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 3‬‬ ‫ﺍﻟﻨﻔﺎﺫ‬ ‫ﻋﻠﻰ ﺠﻤﻴﻊ ﺍﻟﺠﻬﺎﺕ ﺍﻟﻤﺨﺘﺼﺔ‪ ،‬ﻜل ﻓﻴﻤﺎ ﻴﺨﺼﻪ ﺘﻨﻔﻴﺫ ﺃﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪ ،‬ﻭﻴﻌﻤل ﺒﻪ ﺒﻌﺩ ﺜﻼﺜﻴﻥ‬ ‫ﻴﻭﻤﺎﹰ ﻤﻥ ﺘﺎﺭﻴﺦ ﻨﺸﺭﻩ ﻓﻲ ﺍﻟﺠﺭﻴﺩﺓ ﺍﻟﺭﺴﻤﻴﺔ‪.‬‬

‫‪2‬‬

Act No. (4) Of 1998 Issuing the Civil Service Act

I, President of the Executive Committee of the Palestinian Liberation Organization and the Palestinian National Authority (PNA), after having reviewed Civil Service Act No. 23 of 1966 applicable in West Bank governorates, General Service Basics of 1988 applicable in Gaza Strip governorates, Law Project presented by the Cabinet and the Consent of the Legislative council, issue the Law, hereafter articulated as follows: Article 1 The Phases of Applying the Provisions of the civil service Act The provisions of the Civil Service Act attached are applied provided that its financial side is applied to phases according to the financial capabilities of the National Authority as decided by the cabinet. Provisional Regulations In what may not contradict to the provisions of this Act, applying the laws and the enforced regulations concerning the civil service continues till the cabinet issues the effective regulations and decisions within a period which shall not exceed one year since the date of its effectiveness Article 3 Effectiveness All the concerned authorities, each according to its concern, shall execute the provisions of this Act. This Act shall be effective after thirty days as of the date of its issuance in the official newspaper.

3

‫ﺍﻟﺒﺎﺏ ﺍﻷﻭل‬ ‫ﺍﻟﻔﺼل ﺍﻷﻭل‬ ‫ﺘﻌﺎﺭﻴﻑ‬ ‫ﻤﺎﺩﺓ ) ‪( 1‬‬ ‫ﺘﻌﺎﺭﻴﻑ‬ ‫ﻴﻜﻭﻥ ﻟﻠﻜﻠﻤﺎﺕ ﻭﺍﻟﻌﺒﺎﺭﺍﺕ ﺍﻟﺘﺎﻟﻴﺔ ﺍﻟﻭﺍﺭﺩﺓ ﻓﻲ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﺍﻟﻤﻌﺎﻨﻲ ﺍﻟﻤﺨﺼﺼﺔ ﻟﻬﺎ ﺃﺩﻨﺎﻩ ﻤﺎ ﻟﻡ ﺘﺩل‬ ‫ﺍﻟﻘﺭﻴﻨﺔ ﻋﻠﻰ ﻏﻴﺭ ﺫﻟﻙ‪:‬‬ ‫ﺍﻟﺴﻠﻁﺔ ﺍﻟﻭﻁﻨﻴﺔ‪ :‬ﺍﻟﺴﻠﻁﺔ ﺍﻟﻭﻁﻨﻴﺔ ﺍﻟﻔﻠﺴﻁﻴﻨﻴﺔ‪.‬‬ ‫ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ‪ :‬ﺃﻴﺔ ﻭﺯﺍﺭﺓ ﺃﻭ ﺇﺩﺍﺭﺓ ﺃﻭ ﻤﺅﺴﺴﺔ ﻋﺎﻤﺔ ﺃﻭ ﺴﻠﻁﺔ ﺃﻭ ﺃﻴﺔ ﺠﻬﺔ ﺃﺨﺭﻯ ﺘﻜﻭﻥ‬

‫ﻤﻭﺍﺯﻨﺘﻬﺎ ﻀﻤﻥ ﺍﻟﻤﻭﺍﺯﻨﺔ ﺍﻟﻌﺎﻤﺔ ﻟﻠﺴﻠﻁﺔ ﺍﻟﻭﻁﻨﻴﺔ ﺍﻟﻔﻠﺴﻁﻴﻨﻴﺔ ﺃﻭ ﻤﻠﺤﻘﺔ ﺒﻬﺎ‪.‬‬

‫ﺍﻟﻭﺯﻴﺭ‪ :‬ﻜل ﻭﺯﻴﺭ ﺃﺩﻯ ﺍﻟﻴﻤﻴﻥ ﺍﻟﺩﺴﺘﻭﺭﻴﺔ ﻭﻤ‪‬ﻨﺢ ﺍﻟﺜﻘﺔ ﻤﻥ ﺍﻟﻤﺠﻠﺱ ﺍﻟﺘﺸﺭﻴﻌﻲ ﺍﻟﻔﻠﺴﻁﻴﻨﻲ‪.‬‬ ‫ﻭﻟﻐﺎﻴﺎﺕ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﺘﺸﻤل ﻜﻠﻤﺔ ﺍﻟﻭﺯﻴﺭ‪ :‬ﺍﻟﻭﺯﻴﺭ ﻓﻴﻤﺎ ﻴﺨﺘﺹ ﺒﻭﺯﺍﺭﺘﻪ ﻭﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﻤﺭﺘﺒﻁﺔ ﺒﻪ‪.‬‬ ‫ﺍﻟﺩﻴﻭﺍﻥ‪ :‬ﺩﻴﻭﺍﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﻌﺎﻡ‪.‬‬

‫ﺭﺌﻴﺱ ﺍﻟﺩﻴﻭﺍﻥ‪ :‬ﺭﺌﻴﺱ ﺩﻴﻭﺍﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﻌﺎﻡ‪.‬‬ ‫ﻟﺠﻨﺔ ﺍﻻﺨﺘﻴﺎﺭ‪ :‬ﻟﺠﻨﺔ ﺍﻨﺘﻘﺎﺀ ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﻤﺅﻟﻔﺔ ﺒﻤﻘﺘﻀﻰ ﺃﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬

‫ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ‪ :‬ﺍﻟﻌﻤل ﻓﻲ ﺃﻱ ﻤﻥ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬

‫ﺍﻟﻤﻭﻅﻑ‪ :‬ﻭﻴﻘﺼﺩ ﺒﻪ ﺍﻟﻤﻭﻅﻑ ﺃﻭ ﺍﻟﻤﻭﻅﻔﺔ ﻭﻫﻭ ﺍﻟﺸﺨﺹ ﺍﻟﻤﻌﻴﻥ ﺒﻘﺭﺍﺭ ﻤﻥ ﺠﻬﺔ ﻤﺨﺘﺼﺔ ﻟﺸﻐل‬ ‫ﻭﻅﻴﻔﺔ ﻤﺩﺭﺠﺔ ﻓﻲ ﻨﻅﺎﻡ ﺘﺸﻜﻴﻼﺕ ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﻤﺩﻨﻴﺔ ﻋﻠﻰ ﻤﻭﺍﺯﻨﺔ ﺇﺤﺩﻯ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺃﻴﺎﹰ‬ ‫ﻜﺎﻨﺕ ﻁﺒﻴﻌﺔ ﺘﻠﻙ ﺍﻟﻭﻅﻴﻔﺔ ﺃﻭ ﻤﺴﻤﺎﻫﺎ‪.‬‬

‫ﺍﻟﻭﻅﻴﻔﺔ‪ :‬ﻤﺠﻤﻭﻋﺔ ﺍﻟﻤﻬﺎﻡ ﺍﻟﺘﻲ ﺘﻭﻜﻠﻬﺎ ﺠﻬﺔ ﻤﺨﺘﺼﺔ ﺇﻟﻰ ﺍﻟﻤﻭﻅﻑ ﻟﻠﻘﻴﺎﻡ ﺒﻬﺎ ﺒﻤﻘﺘﻀﻰ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‬ ‫ﺃﻭ ﺃﻱ ﺘﺸﺭﻴﻊ ﺁﺨﺭ ﺃﻭ ﺘﻌﻠﻴﻤﺎﺕ ﺃﻭ ﻗﺭﺍﺭﺍﺕ ﺇﺩﺍﺭﻴﺔ ﻭﻤﺎ ﻴﺘﻌﻠﻕ ﺒﻬﺎ ﻤﻥ ﺼﻼﺤﻴﺎﺕ ﻭﻤﺎ ﻴﺘﺭﺘﺏ‬ ‫ﻋﻠﻰ ﺘﻠﻙ ﺍﻟﻤﻬﺎﻡ ﻤﻥ ﻤﺴﺅﻭﻟﻴﺎﺕ‪.‬‬

‫ﺍﻟﺸﻬﺎﺩﺓ ﺍﻟﺠﺎﻤﻌﻴﺔ ﺍﻷﻭﻟﻰ‪ :‬ﺍﻹﺠﺎﺯﺓ ﺃﻭ ﺍﻟﻠﻴﺴﺎﻨﺱ ﺃﻭ ﺍﻟﺒﻜﺎﻟﻭﺭﻴﻭﺱ‪.‬‬ ‫ﺍﻟﺯﻭﺝ‪ :‬ﺍﻟﺯﻭﺝ ﺃﻭ ﺍﻟﺯﻭﺠﺔ‪.‬‬ ‫ﺍﻟﺘﺭﻗﻴﺔ‪ :‬ﻤﻨﺢ ﺍﻟﻤﻭﻅﻑ ﺩﺭﺠﺔ ﺃﻋﻠﻰ ﻤﻥ ﺩﺭﺠﺘﻪ‬

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Part One Chapter One Article 1 Definitions

The following words and expressions, wherever they are used herein, shall signify the meanings assigned thereto unless otherwise stated: National Authority: Palestinian National Authority The governmental department: Any ministry, administration, public institution, authority or any other department whose budget cost falls within the general budget of the National Palestinian Authority The minister: Any minister who took a constitutional oath and was trusted by the Palestinian Legislative Council. For the purposes of the Act, the word 'minister' includes the minister who is concerned with his ministry and the departments related to him Diwan: General personnel council

The Diwan's president: President of the GPC The Appointing committee: the committee assigned to appoint employees which is composed according to the provisions of this Act.

The Civil Service: Working in any of the governmental departments under the provisions of this Act. The employee: A male or a female employee is the person appointed by a decision of a concerned department to occupy a position among various positions available in the civil sector according to the governmental budget department whatsoever type. The nature and the title of that job: The job: The set of tasks authorized to the employee by a concerned authority to be performed under this Act, any other legislation, instructions or administrative decisions jointly with the powers and the responsibilities resulting from those tasks The first university degree: license or bachelor. The Spouse: The husband or the wife The Promotion: granting the employee a rank which is higher than his rank. 5

‫ﺍﻟﺭﺍﺘﺏ‪ :‬ﺍﻟﺭﺍﺘﺏ ﺍﻷﺴﺎﺴﻲ ﺍﻟﺸﻬﺭﻱ ﺍﻟﺫﻱ ﻴﺴﺘﺤﻘﻪ ﺍﻟﻤﻭﻅﻑ ﻭﻴﺘﻘﺎﻀﺎﻩ ﻤﻘﺎﺒل ﻗﻴﺎﻤﻪ ﺒﻤﻬﺎﻡ ﺍﻟﻭﻅﻴﻔﺔ‬

‫ﺍﻟﺘﻲ ﻴﺸﻐﻠﻬﺎ‪ ،‬ﻭﻻ ﻴﺸﻤل ﺍﻟﻌﻼﻭﺍﺕ ﺃﻭ ﺍﻟﺒﺩﻻﺕ ﻤﻥ ﺃﻱ ﻨﻭﻉ ﻜﺎﻨﺕ‪.‬‬

‫ﺍﻟﺒﻌﺜﺔ‪ :‬ﺇﻴﻔﺎﺩ ﺍﻟﻤﻭﻅﻑ ﻟﻠﺩﺭﺍﺴﺔ ﻓﻲ ﻤﺅﺴﺴﺔ ﺘﻌﻠﻴﻤﻴﺔ ﺃﻭ ﺘﺩﺭﻴﺒﻴﺔ ﻤﻌﺘﺭﻑ ﺒﻬﺎ ﻤﺩﺓ ﺘﺯﻴﺩ ﻋﻠﻰ ﺜﻤﺎﻨﻴﺔ‬ ‫ﺃﺸﻬﺭ ﺴﻭﺍﺀ ﻜﺎﻨﺕ ﺩﺍﺨل ﻓﻠﺴﻁﻴﻥ ﺃﻭ ﺨﺎﺭﺠﻬﺎ‪.‬‬ ‫ﺍﻟﺩﻭﺭﺓ‪ :‬ﺇﻴﻔﺎﺩ ﺍﻟﻤﻭﻅﻑ ﻟﻠﺘﺩﺭﺏ ﺒﻐﺭﺽ ﺇﻜﺴﺎﺒﻪ ﻤﻌﺭﻓﺔ ﻋﻠﻤﻴﺔ ﺃﻭ ﻤﻬﺎﺭﺓ ﻋﻤﻠﻴﺔ ﺃﻭ ﻜﻠﻴﻬﻤﺎ ﻤﻌﺎﹰ‬ ‫ﻭﺫﻟﻙ ﻟﻤﺩﺓ ﻻ ﺘﺯﻴﺩ ﻋﻥ ﺜﻤﺎﻨﻴﺔ ﺃﺸﻬﺭ ﺴﻭﺍﺀ ﻜﺎﻨﺕ ﺩﺍﺨل ﻓﻠﺴﻁﻴﻥ ﺃﻭ ﺨﺎﺭﺠﻬﺎ‪.‬‬

‫ﺍﻟﻤﻬﻤﺔ ﺍﻟﺭﺴﻤﻴﺔ‪ :‬ﺇﻴﻔﺎﺩ ﺍﻟﻤﻭﻅﻑ ﻟﺤﻀﻭﺭ ﻤﺅﺘﻤﺭ ﺃﻭ ﺤﻠﻘﺔ ﺩﺭﺍﺴﻴﺔ ﺃﻭ ﻟﻘﺎﺀ ﻋﻠﻤﻲ ﺃﻭ ﻟﻠﻘﻴﺎﻡ ﺒﺯﻴﺎﺭﺓ‬ ‫ﺃﻭ ﺠﻭﻟﺔ ﺍﺴﺘﻁﻼﻋﻴﺔ ﺃﻭ ﻟﻤﺎ ﻫﻭ ﻤﻤﺎﺜل ﻷﻱ ﻤﻥ ﻫﺫﻩ ﺍﻷﻤﻭﺭ ﻋﻠﻰ ﺃﻥ ﻴﻜﻭﻥ ﺍﻹﻴﻔﺎﺩ ﻟﻤﺩﺓ ﻻ ﺘﺯﻴﺩ‬ ‫ﻋﻠﻰ ﺸﻬﺭ ﻭﺍﺤﺩ ﺴﻭﺍﺀ ﻜﺎﻨﺕ ﺍﻟﻤﻬﻤﺔ ﺩﺍﺨل ﻓﻠﺴﻁﻴﻥ ﺃﻭ ﺨﺎﺭﺠﻬﺎ‪.‬‬

‫ﺍﻟﻤﻭﻓﺩ‪ :‬ﺍﻟﻤﻭﻅﻑ ﺍﻟﺫﻱ ﻴﻭﻓﺩ ﻓﻲ ﺒﻌﺜﺔ ﺃﻭ ﺩﻭﺭﺓ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬ ‫ﻨﻅﺎﻡ ﺍﻟﺘﻘﺎﻋﺩ‪ :‬ﻗﺎﻨﻭﻥ ﺍﻟﺘﺄﻤﻴﻥ ﻭﺍﻟﻤﻌﺎﺸﺎﺕ ﺃﻭ ﺃﻱ ﻗﺎﻨﻭﻥ ﺃﻭ ﻨﻅﺎﻡ ﺘﻘﺎﻋﺩﻱ ﺁﺨﺭ‪.‬‬ ‫ﺍﻟﻠﺠﻨﺔ ﺍﻟﻁﺒﻴﺔ‪ :‬ﺍﻟﻠﺠﻨﺔ ﺍﻟﻁﺒﻴﺔ ﺍﻟﻤﺨﺘﺼﺔ‪.‬‬ ‫ﺍﻟﺴﻨﺔ‪ :‬ﺤﺴﺏ ﺍﻟﺘﻘﻭﻴﻡ ﺍﻟﺸﻤﺴﻲ‪.‬‬ ‫ﺍﻟﺸﻬﺭ‪ :‬ﺍﻟﺠﺯﺀ ﻤﻥ ﺍﺜﻨﻲ ﻋﺸﺭ ﺠﺯﺀﺍﹰ ﻤﻥ ﺍﻟﺴﻨﺔ‪.‬‬ ‫ﺍﻟﻴﻭﻡ‪ :‬ﺍﻟﺠﺯﺀ ﻤﻥ ﺜﻼﺜﻴﻥ ﺠﺯﺀﺍﹰ ﻤﻥ ﺍﻟﺸﻬﺭ‪.‬‬

‫ﺍﻟﻔﺼل ﺍﻟﺜﺎﻨﻲ‬ ‫ﻤﺒﺎﺩﺉ ﻋﺎﻤﺔ‬ ‫ﻤﺎﺩﺓ ) ‪( 2‬‬ ‫ﺍﻟﻤﺸﻤﻭﻟﻭﻥ ﺒﺄﺤﻜﺎﻡ ﺍﻟﻘﺎﻨﻭﻥ‬ ‫ﺘﺴﺭﻱ ﺃﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﻋﻠﻰ‪-:‬‬ ‫‪ - 1‬ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﻌﺎﻤﻠﻴﻥ ﻓﻲ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﻭﻴﺘﻘﺎﻀﻭﻥ ﺭﻭﺍﺘﺒﻬﻡ ﻤﻥ ﺨﺯﻴﻨﺔ ﺍﻟﺴﻠﻁﺔ ﺍﻟﻭﻁﻨﻴﺔ‬

‫ﺍﻟﻔﻠﺴﻁﻴﻨﻴﺔ ﺤﺴﺏ ﻨﻅﺎﻡ ﺘﺸﻜﻴﻼﺕ ﺍﻟﻭﻅﺎﺌﻑ‪.‬‬

‫‪ - 2‬ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﻤﻌﻴﻨﻴﻥ ﺒﻤﻘﺘﻀﻰ ﻗﻭﺍﻨﻴﻥ ﺃﻭ ﻗﺭﺍﺭﺍﺕ ﺨﺎﺼﺔ ﻓﻴﻤﺎ ﻟﻡ ﻴﺭﺩ ﺒﺸﺄﻨﻪ ﻨﺹ ﻓﻴﻬﺎ‪.‬‬

‫‪6‬‬

Salary: The monthly basic salary which the employee deserves and earns for performing the tasks of the job he occupies. The salary does not include the allowances or increments. The mission: Sending the employee to study, whether inside or outside of Palestine, in an acknowledged training or educational institution for a more-than-eight-month period. Course: Sending the employee to practice, whether inside or outside of Palestine, in order to gain a scientific knowledge, a practical skill or both for a less-than-eightmonth period. The formal mission: Sending the employee to attend a conference, a seminar, a scientific meeting, paying a visit, doing an exploratory tour or any similar thing provided that the sending does not exceed one month whether the mission is inside or outside of Palestine. The delegate: The employee who is delegated on a mission or a course according to the provisions of this Act. The retirement System: The insurance and pension Act or any other Act. The medical committee: The concerned medical committee

The year: According to the solar calendar The month: The part out of 12 parts of the year The day: The part out of 30 parts of the month.

Chapter Two General Concepts Article 2 The Provisions of the Act are Applicable to The provisions of this Act shall apply to: 1- The employees working at the governmental departments and earning their salaries from the Palestinian National Authority treasury according to the various position system 2- Employees appointed under special decisions or laws and no particular text has been provided in their regards.

7

‫ﻤﺎﺩﺓ ) ‪( 3‬‬ ‫ﺇﺸﺭﺍﻑ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﻋﻠﻰ ﺸﺅﻭﻥ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ‬ ‫ﻴﺘﻭﻟﻰ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﺍﻹﺸﺭﺍﻑ ﺍﻟﻌﺎﻡ ﻋﻠﻰ ﺸﺅﻭﻥ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ ﻓﻲ ﻓﻠﺴﻁﻴﻥ ﻭﻟﻪ ﻓﻲ ﺴﺒﻴل‬ ‫ﺫﻟﻙ ﺍﻟﻘﻴﺎﻡ ﺒﻤﺎ ﻴﻠﻲ‪-:‬‬ ‫‪ - 1‬ﺇﻋﺎﺩﺓ ﺍﻟﻨﻅﺭ ﻓﻲ ﺠﺩﻭل ﺍﻟﺭﻭﺍﺘﺏ ﻭﺍﻟﻌﻼﻭﺍﺕ ﻜﻠﻤﺎ ﺍﻗﺘﻀﺕ ﺍﻟﻀﺭﻭﺭﺓ ﺫﻟﻙ ﻓﻲ ﻀﻭﺀ‬

‫ﺍﻟﺩﺭﺍﺴﺎﺕ ﺍﻟﺨﺎﺼﺔ ﺒﺘﻜﻠﻔﺔ ﺍﻟﻤﻌﻴﺸﺔ ﻭﺍﻹﻤﻜﺎﻨﻴﺎﺕ ﺍﻟﻤﺎﻟﻴﺔ ﻟﻠﺩﻭﻟﺔ ﻭﺘﻘﺩﻴﻡ ﺍﻻﻗﺘﺭﺍﺤﺎﺕ ﺒﺸﺄﻨﻬﻤﺎ ﺇﻟﻰ‬ ‫ﺍﻟﻤﺠﻠﺱ ﺍﻟﺘﺸﺭﻴﻌﻲ ﻟﻠﻤﺼﺎﺩﻗﺔ ﻋﻠﻴﻬﺎ‪.‬‬ ‫‪ - 2‬ﺘﺤﺩﻴﺩ ﻗﻴﻤﺔ ﻋﻼﻭﺍﺕ ﺍﻻﺨﺘﺼﺎﺹ ﻭﺍﻟﻨﺩﺭﺓ ﻭﺍﻟﻤﺨﺎﻁﺭﺓ ﺃﻭ ﺃﻴﺔ ﻋﻼﻭﺍﺕ ﺃﺨﺭﻯ ﻭﻤﺴﺘﺤﻘﻴﻬﺎ‪،‬‬

‫ﻭﻭﻀﻊ ﺍﻟﻀﻭﺍﺒﻁ ﻭﺍﻟﻤﻌﺎﻴﻴﺭ ﻟﺼﺭﻓﻬﺎ ﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﻤﺎ ﻴﻌﺭﻀﻪ ﺩﻴﻭﺍﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﺒﺎﻟﺘﻨﺴﻴﻕ ﻤﻊ ﺍﻟﺩﻭﺍﺌﺭ‬ ‫ﺍﻟﺤﻜﻭﻤﻴﺔ ﻭﺍﻟﺠﻬﺎﺕ ﺍﻟﻤﺨﺘﺼﺔ‪.‬‬ ‫‪ - 3‬ﻭﻀﻊ ﺃﻴﺔ ﻤﺸﺭﻭﻋﺎﺕ ﻟﺨﺩﻤﺔ ﻤﺼﻠﺤﺔ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻭﺘﻁﻭﻴﺭﻫﺎ ﺒﻤﺎ ﻴﻜﻔل ﺘﻭﻓﻴﺭ ﺍﻻﻁﻤﺌﻨﺎﻥ‬

‫ﻭﺍﻻﺴﺘﻘﺭﺍﺭ ﺍﻟﻤﺎﺩﻱ ﻭﺍﻻﺠﺘﻤﺎﻋﻲ ﻭﺍﻟﻨﻔﺴﻲ ﻟﻬﻡ‪.‬‬

‫‪ - 4‬ﺘﺤﺩﻴﺩ ﺃﻴﺎﻡ ﺍﻟﻌﻤل ﻓﻲ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﻭﺴﺎﻋﺎﺕ ﺍﻟﺩﻭﺍﻡ ﻓﻴﻬﺎ ﻭﺃﻴﺎﻡ ﺍﻟﻌﻁل ﺍﻟﺭﺴﻤﻴﺔ‪.‬‬ ‫‪ - 5‬ﺇﺼﺩﺍﺭ ﺍﻟﻠﻭﺍﺌﺢ ﻭﺍﻟﻘﺭﺍﺭﺍﺕ ﺍﻷﺨﺭﻯ ﺍﻟﻤﺨﻭﻟﺔ ﻟﻪ ﺒﻤﻘﺘﻀﻰ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 4‬‬

‫ﻭﺍﺠﺒﺎﺕ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ‬ ‫ﻋﻠﻰ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻘﻴﺎﻡ ﺒﻤﺎ ﻴﻠﻲ‪-:‬‬ ‫‪ - 1‬ﺃﻥ ﺘﺤﺩﺩ ﺃﺴﺎﻟﻴﺏ ﺘﺤﻘﻴﻕ ﺍﻷﻫﺩﺍﻑ ﻭﺍﻟﻤﻬﺎﻡ ﺍﻟﻤﻭﻜﻭﻟﺔ ﺇﻟﻴﻬﺎ ﺒﻜﻔﺎﺀﺓ ﻭﻓﻌﺎﻟﻴﺔ ﻭﺃﻥ ﺘﻌﺘﻤﺩ ﺍﻟﻭﺴﺎﺌل‬

‫ﺍﻟﻜﻔﻴﻠﺔ ﺒﺘﻌﺭﻴﻑ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻭﺍﻟﻤﻭﺍﻁﻨﻴﻥ ﺒﺄﻫﺩﺍﻓﻬﺎ ﻭﻤﻬﺎﻤﻬﺎ‪.‬‬

‫‪ - 2‬ﺃﻥ ﺘﻀﻊ ﻤﺸﺭﻭﻋﺎﹰ ﻟﻬﻴﻜﻠﻬﺎ ﺍﻟﺘﻨﻅﻴﻤﻲ ﺒﺘﻘﺴﻴﻤﺎﺘﻪ ﻤﺤﺩﺩﺍﹰ ﻓﻴﻪ ﺍﺨﺘﺼﺎﺼﺎﺕ ﻜل ﻤﻨﻬﺎ ﻭﻴﺼﺩﺭ‬ ‫ﺒﺎﻋﺘﻤﺎﺩﻩ ﻗﺭﺍﺭ ﻤﻥ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ‪.‬‬

‫‪ - 3‬ﺃﻥ ﺘﻀﻊ ﺠﺩﻭﻻﹰ ﻟﻭﻅﺎﺌﻔﻬﺎ ﻤﺭﻓﻘﺎﹰ ﺒﻪ ﺒﻁﺎﻗﺔ ﻭﺼﻑ ﻟﻜل ﻭﻅﻴﻔﺔ ﻤﺤﺩﺩﺍﹰ ﺒﻪ ﻭﺍﺠﺒﺎﺘﻬﺎ‬

‫ﻭﻤﺴﺅﻭﻟﻴﺎﺘﻬﺎ ﻭﺸﺭﻭﻁ ﺸﻐﻠﻬﺎ ﻭﺘﺼﻨﻴﻔﻬﺎ ﻭﺘﺭﺘﻴﺒﻬﺎ ﻭﻓﻘﺎﹰ ﻟﻠﻔﺌﺎﺕ ﺍﻟﻭﺍﺭﺩﺓ ﻓﻲ ﺍﻟﺠﺩﻭل ﺭﻗﻡ ) ‪( 1‬‬ ‫ﺍﻟﻤﻠﺤﻕ ﺒﻬﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﻋﻠﻰ ﺃﻥ ﻴﻘﺩﻡ ﺇﻟﻰ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﻹﺼﺩﺍﺭ ﺍﻟﻘﺭﺍﺭ ﺒﺸﺄﻨﻪ‪.‬‬

‫‪ - 4‬ﺃﻥ ﺘﺤﺩﺩ ﺤﺎﺠﺘﻬﺎ ﺍﻟﺴﻨﻭﻴﺔ ﻤﻥ ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﻭﺍﺭﺩﺓ ﻓﻲ ﺠﺩﻭل ﻭﻅﺎﺌﻔﻬﺎ ﺍﻟﻤﻌﺘﻤﺩ ﻹﺩﺭﺍﺠﻬﺎ ﻓﻲ‬

‫ﺍﻟﻤﻭﺍﺯﻨﺔ ﺍﻟﻌﺎﻤﺔ‪.‬‬

‫‪8‬‬

Article 3 The Cabinet's Supervision on the Civil Service Affairs The Cabinet takes over the general supervision on the civil service affairs in Palestine. For that, it can do the following: Reviewing, in light of the studies pertaining to the standard of living and the financial possibilities of the country, the salaries and the allowances' chart when necessary as well as presenting concerning proposals to the Legislative Council to be approved. Specifying the value of risk, scarcity and specialization allowances or any other allowances and their merited ones as well as setting criteria and standards to be disbursed according to what the Personnel Council in coordination with governmental departments and concerned authorities provide

3- Developing projects to serve the interest of the employees to provide them an atmosphere of contentment and social, material and psychological stability.

4- Specifying the days and the hours of work at the governmental departments and the formal holidays. 5- Issuing the other authorized decisions and regulations under this Act Article 4 Governmental Department Duties The governmental departments shall do the following 1- Specify the means of achieving the purposes and the tasks assigned to them effectively and efficiently following the means capable of getting the employees and civilians acquainted with their duties and tasks. 2- Put a project for the organizational structure and its divisions specifying the specialization of each. A decision is issued, by the cabinet, to approve the project. 3- Set a chart, for the jobs available, attached with a description card for each job specifying its duties, responsibilities and the conditions of occupying, classifying, and ranking the job according to the categories mentioned in chart no.1 which is annexed to this Act provided that it is presented to the cabinet to issue a idecision. 4- Specify its annual needs for jobs mentioned in its acknowledged job's chart to include them in the general budget.

9

‫‪ - 5‬ﺃﻥ ﺘﻭﻓﺭ ﻭﺴﺎﺌل ﺍﻟﻌﻤل ﺍﻟﻀﺭﻭﺭﻴﺔ ﻟﻠﻤﻭﻅﻑ ﻟﺘﺤﺴﻴﻥ ﺃﺩﺍﺌﻪ ﻟﻭﺍﺠﺒﺎﺘﻪ ﻤﻊ ﻤﺭﺍﻋﺎﺓ ﺍﻻﻗﺘﺼﺎﺩ‬

‫ﻓﻲ ﺍﻟﻨﻔﻘﺎﺕ ﻭﺍﻟﺤﺭﺹ ﻋﻠﻰ ﺃﻤﻭﺍل ﺍﻟﺩﻭﻟﺔ‪.‬‬

‫‪ - 6‬ﺃﻥ ﺘﻘﻭﻡ ﺒﺘﻭﺠﻴﻪ ﺍﻟﻤﻭﻅﻑ ﺍﻟﻤﻌﻴﻥ ﻟﺩﻴﻬﺎ ﺘﺤﺕ ﺍﻟﺘﺠﺭﺒﺔ ﻟﺘﻌﺭﻴﻔﻪ ﻋﻠﻰ ﺠﻬﺎﺯ ﺍﻟﺩﺍﺌﺭﺓ ﻭﺃﻫﺩﺍﻓﻬﺎ‬ ‫ﻭﻤﻬﺎﻤﻬﺎ‪ ،‬ﻭﺘﻨﻅﻴﻤﻬﺎ ﺍﻹﺩﺍﺭﻱ‪ ،‬ﻭﺍﻟﺘﺸﺭﻴﻌﺎﺕ ﺍﻟﺨﺎﺼﺔ ﺒﻬﺎ ﻭﺒﺸﺅﻭﻥ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ‪ ،‬ﻭﺇﻴﻘﺎﻓﻪ ﻋﻠﻰ‬ ‫ﻤﻬﺎﻡ ﻭﻅﻴﻔﺘﻪ ﻭﺘﺩﺭﻴﺒﻪ ﻋﻠﻰ ﺃﺴﺎﻟﻴﺏ ﺍﻟﻌﻤل ﻓﻲ ﻭﺤﺩﺍﺘﻬﺎ ﺍﻹﺩﺍﺭﻴﺔ ﺍﻟﻤﺨﺘﻠﻔﺔ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 5‬‬ ‫ﻭﺤﺩﺍﺕ ﺸﺅﻭﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻭﻤﻬﺎﻤﻬﺎ‬ ‫ﺘﹸﻨﺸﺄ ﻓﻲ ﻜل ﺩﺍﺌﺭﺓ ﺤﻜﻭﻤﻴﺔ ﻭﺤﺩﺓ ﻟﺸﺌﻭﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﺘﺘﻭﻟﻰ ﺍﻟﻤﻬﺎﻡ ﺍﻟﺘﺎﻟﻴﺔ‪-:‬‬

‫‪ - 1‬ﺍﻟﺘﻌﺎﻭﻥ ﻤﻊ ﻤﺘﺨﺫﻱ ﺍﻟﻘﺭﺍﺭﺍﺕ ﻓﻲ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﺘﺎﺒﻌﺔ ﻟﻬﺎ ﻟﻭﻀﻊ ﺍﻟﺴﻴﺎﺴﺎﺕ ﺍﻟﺨﺎﺼﺔ‬

‫ﺒﺎﻟﻤﻭﻅﻔﻴﻥ ﻓﻴﻬﺎ‪ ،‬ﻭﺘﻨﻔﻴﺫﻫﺎ ﻭﻤﺘﺎﺒﻌﺘﻬﺎ‪ ،‬ﻭﻤﺭﺍﺠﻌﺘﻬﺎ ﺒﻴﻥ ﻭﻗﺕ ﻭﺁﺨﺭ‪.‬‬ ‫‪ - 2‬ﺍﻟﻤﺴﺎﻫﻤﺔ ﻓﻲ ﺘﻬﻴﺌﺔ ﺍﻟﻤﻨﺎﺥ ﺍﻟﻤﻨﺎﺴﺏ ﻟﻠﻌﻤل ﻓﻲ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﺘﺎﺒﻌﺔ ﻟﻬﺎ ﻤﻤﺎ ﻴﺴﺎﻋﺩ‬

‫ﺍﻟﻤﻭﻅﻔﻴﻥ ﻓﻴﻬﺎ ﻋﻠﻰ ﺍﻻﺭﺘﻔﺎﻉ ﺒﻤﺴﺘﻭﻯ ﺃﺩﺍﺌﻬﻡ ﻭﺇﻨﺘﺎﺠﻬﻡ‪.‬‬

‫‪ - 3‬ﺍﻟﻤﺸﺎﺭﻜﺔ ﻓﻲ ﺘﻁﻭﻴﺭ ﺍﻷﺴﺎﻟﻴﺏ ﺍﻟﺤﺩﻴﺜﺔ ﻓﻲ ﻋﻤﻠﻴﺎﺕ ﺇﺩﺍﺭﺓ ﺸﺅﻭﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻭﺘﻁﺒﻴﻘﻬﺎ ﻓﻲ‬ ‫ﺇﻁﺎﺭ ﻤﻥ ﺍﻟﺘﺨﻁﻴﻁ ﻟﻠﻘﻭﻯ ﺍﻟﺒﺸﺭﻴﺔ ﻭﺘﻘﻴﻴﻡ ﺍﻷﺩﺍﺀ ﻓﻲ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﺘﺎﺒﻌﺔ ﻟﻬﺎ ﻭﺘﺼﻨﻴﻑ‬

‫ﺍﻟﻭﻅﺎﺌﻑ ﻭﺇﺩﺍﺭﺓ ﺍﻟﻤﺤﻔﻭﻅﺎﺕ ﻓﻴﻪ‪.‬‬

‫‪ - 4‬ﻤﺘﺎﺒﻌﺔ ﺇﺠﺭﺍﺀﺍﺕ ﺸﺅﻭﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻜﺎﻟﺘﻌﻴﻴﻥ ﻭﺍﻟﺘﺭﻗﻴﺔ ﻭﺍﻟﻨﻘل ﻭﺍﻟﻨﺩﺏ ﻭﺍﻹﻋﺎﺭﺓ ﻭﻏﻴﺭﻫﺎ‬ ‫ﻭﻀﺒﻁ ﺍﻟﻤﻠﻔﺎﺕ ﻭﺍﻟﺴﺠﻼﺕ ﺍﻟﺨﺎﺼﺔ ﺒﻬﺎ‪.‬‬ ‫‪ - 5‬ﺇﺠﺭﺍﺀ ﺍﻟﺩﺭﺍﺴﺎﺕ ﺍﻟﻼﺯﻤﺔ ﻟﺘﺤﺩﻴﺩ ﻤﺩﻯ ﺤﺎﺠﺔ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻟﻠﺘﺩﺭﻴﺏ‪ ،‬ﻭﺇﻴﻔﺎﺩﻫﻡ ﻓﻲ ﺒﻌﺜﺎﺕ‬ ‫ﺩﺭﺍﺴﻴﺔ ﻭﻋﻠﻤﻴﺔ ﻭﻤﺘﺎﺒﻌﺔ ﺃﻋﻤﺎل ﺍﻟﻤﻭﻓﺩﻴﻥ ﻤﻨﻬﻡ ﻭﺫﻟﻙ ﻜﻠﻪ ﺒﺎﻟﺘﻨﺴﻴﻕ ﻤﻊ ﺩﻴﻭﺍﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ‪.‬‬

‫‪ - 6‬ﻭﺘﺒﻴﻥ ﺍﻟﻼﺌﺤﺔ ﺍﻟﺘﻨﻔﻴﺫﻴﺔ ﻟﻬﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﺍﻹﺠﺭﺍﺀﺍﺕ ﻭﺍﻟﺴﺠﻼﺕ ﻭﺍﻟﻨﻤﺎﺫﺝ ﺍﻟﺘﻲ ﺘﺴﺘﺨﺩﻡ ﻓﻲ ﻋﻤل‬ ‫ﻫﺫﻩ ﺍﻟﻭﺤﺩﺓ‪.‬‬

‫‪10‬‬

5- Provide the employee with the necessary work tools to improve the performance level of his duties taking into consideration frugality in the expenditure and caring for the state funds 6- Guide the employee appointed under-experience to make him acquainted with the department apparatus, its duties, and its administrative organization, legislations concerning it and the civil service affairs, stop him to the tasks of his job and to train him to the working methods at its different administrative units.

Article 5 Personnel Units and their Affairs At each governmental department, a personnel unit is created to undertake the following tasks, 1- Cooperating with the decision makers in the dependent governmental department in order to put the special policies concerning its employees, carrying them out, following them up and reviewing them from time to time 2- Contributing to creating the suitable atmosphere in working at the dependent governmental department which may help employees to raise their levels of performance and production. 3- Participating in developing the modern methods in personnel affairs administration, applying them in a planning framework for the labor force, assessing the performance at the following dependent governmental department, classifying the jobs and managing the archives. 4- Following up the personnel affairs procedures such as appointing, promoting, transferring, deputizing, borrowing and others. Setting the files and its own records as

well 5- Doing the studies necessary to determine the employees' needs for training, sending them to study and scientific missions and following up the works of the delegates by coordinating with the personnel office. The executive regulation for this Act shows the procedures, records and samples used to forming this unit.

11

‫ﺍﻟﻔﺼل ﺍﻟﺜﺎﻟﺙ‬ ‫ﺩﻴﻭﺍﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﻌﺎﻡ‬ ‫ﻤﺎﺩﺓ ) ‪( 6‬‬

‫ﺩﻴﻭﺍﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﻌﺎﻡ‬ ‫‪ - 1‬ﺘﻨﺸﺄ ﺩﺍﺌﺭﺓ ﻤﺴﺘﻘﻠﺔ ﺘﺴﻤﻰ ) ﺩﻴﻭﺍﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﻌﺎﻡ ( ﻭﻴﻌﻨﻲ ﺒﺸﺅﻭﻥ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ ﻭﻴﺘﻭﻟﻰ ﺇﺩﺍﺭﺘﻪ‬

‫ﺭﺌﻴﺱ ﻴﺭﺘﺒﻁ ﺒﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ‪.‬‬

‫‪ - 2‬ﻴﻌﻴﻥ ﺭﺌﻴﺱ ﺍﻟﺩﻴﻭﺍﻥ ﺒﻘﺭﺍﺭ ﻤﻥ ﺭﺌﻴﺱ ﺍﻟﺴﻠﻁﺔ ﺍﻟﻭﻁﻨﻴﺔ ﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﺘﻨﺴﻴﺏ ﻤﻥ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ‪.‬‬ ‫‪ - 3‬ﻴﻤﺎﺭﺱ ﺭﺌﻴﺱ ﺍﻟﺩﻴﻭﺍﻥ ﺼﻼﺤﻴﺎﺘﻪ ﻓﻲ ﺇﺩﺍﺭﺓ ﺍﻟﺸﺅﻭﻥ ﺍﻟﻤﺘﻌﻠﻘﺔ ﺒﺎﻟﺩﻴﻭﺍﻥ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬ ‫‪ - 4‬ﻴﻘﺩﻡ ﺩﻴﻭﺍﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻤﺸﺭﻭﻉ ﻫﻴﻜﻠﻪ ﺍﻟﺘﻨﻅﻴﻤﻲ ﻟﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﻹﺼﺩﺍﺭ ﺍﻟﻘﺭﺍﺭ ﺒﺸﺄﻨﻪ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 7‬‬

‫ﻤﻬﺎﻡ ﻭﻤﺴﺅﻭﻟﻴﺎﺕ ﺍﻟﺩﻴﻭﺍﻥ‬ ‫ﺘﺤﻘﻴﻘﺎﹰ ﻟﻠﻐﺎﻴﺎﺕ ﺍﻟﻤﻘﺼﻭﺩﺓ ﻤﻥ ﺍﻟﺘﻨﻤﻴﺔ ﺍﻹﺩﺍﺭﻴﺔ ﻓﻲ ﺘﻁﻭﻴﺭ ﺍﻟﺠﻬﺎﺯ ﺍﻹﺩﺍﺭﻱ ﻓﻲ ﻓﻠﺴﻁﻴﻥ ﻴﺘﻭﻟﻰ‬ ‫ﺍﻟﺩﻴﻭﺍﻥ ﺍﻟﻤﻬﺎﻡ ﻭﺍﻟﻤﺴﺅﻭﻟﻴﺎﺕ ﺍﻟﺘﺎﻟﻴﺔ‪-:‬‬

‫‪ - 1‬ﺍﻹﺸﺭﺍﻑ ﻋﻠﻰ ﺘﻁﺒﻴﻕ ﺃﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﻭﺍﻟﺘﺤﻘﻕ ﻤﻥ ﺘﻁﺒﻴﻕ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﻟﺴﺎﺌﺭ‬ ‫ﺘﺸﺭﻴﻌﺎﺕ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ ﺒﺼﻭﺭﺓ ﺴﻠﻴﻤﺔ‪.‬‬

‫‪ - 2‬ﺍﻟﻤﺸﺎﺭﻜﺔ ﻓﻲ ﺇﻋﺩﺍﺩ ﻭﺘﻨﻔﻴﺫ ﺍﻟﺨﻁﻁ ﺍﻟﻤﺘﻌﻠﻘﺔ ﺒﺎﻟﻤﻭﻅﻔﻴﻥ ﻭﺍﻟﻌﻤل ﻋﻠﻰ ﺘﻨﻤﻴﺔ ﻗﺩﺭﺍﺘﻬﻡ ﻋﻥ ﻁﺭﻴﻕ‬

‫ﺘﻨﺴﻴﻕ ﺍﻟﺘﺩﺭﻴﺏ ﻭﺍﻟﺒﻌﺜﺎﺕ ﺩﺍﺨل ﻓﻠﺴﻁﻴﻥ ﻭﺨﺎﺭﺠﻬﺎ‪.‬‬ ‫‪ - 3‬ﺍﻟﻤﺸﺎﺭﻜﺔ ﻓﻲ ﻭﻀﻊ ﺍﻟﻘﻭﺍﻋﺩ ﺍﻟﺨﺎﺼﺔ ﺒﺈﺠﺭﺍﺀ ﺍﻤﺘﺤﺎﻨﺎﺕ ﺘﻨﺎﻓﺴﻴﺔ ﺒﻴﻥ ﺍﻟﻤﺘﻘﺩﻤﻴﻥ ﻟﻠﺘﻌﻴﻴﻥ ﻓﻲ‬ ‫ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﻌﺎﻤﺔ ﻭﺍﺘﺨﺎﺫ ﺍﻹﺠﺭﺍﺀﺍﺕ ﺍﻟﻼﺯﻤﺔ ﻟﻌﻘﺩ ﺘﻠﻙ ﺍﻻﻤﺘﺤﺎﻨﺎﺕ ﺴﻨﻭﻴﺎﹰ ﺃﻭ ﻜﻠﻤﺎ ﺩﻋﺕ ﺍﻟﺤﺎﺠﺔ ﺇﻟﻴﻬﺎ‪،‬‬ ‫ﻭﺫﻟﻙ ﺒﺎﻟﺘﻨﺴﻴﻕ ﻤﻊ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﻭﺍﻟﺠﻬﺎﺕ ﺍﻷﺨﺭﻯ ﺍﻟﻤﻌﻨﻴﺔ‪.‬‬

‫‪ - 4‬ﻤﺭﺍﺠﻌﺔ ﺍﻟﻘﺭﺍﺭﺍﺕ ﺍﻹﺩﺍﺭﻴﺔ ﺍﻟﺼﺎﺩﺭﺓ ﻤﻥ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺒﺎﻟﺘﻌﻴﻴﻥ ﻭﺍﻟﺘﺭﻗﻴﺔ ﺍﻟﺘﻲ ﺘﻠﺘﺯﻡ‬ ‫ﺒﺘﺒﻠﻴﻐﻬﺎ ﻟﻠﺩﻴﻭﺍﻥ ﺨﻼل ﺨﻤﺴﺔ ﻋﺸﺭ ﻴﻭﻤﺎﹰ ﻤﻥ ﺼﺩﻭﺭﻫﺎ‪ ،‬ﻭﻟﻠﺩﻴﻭﺍﻥ ﺃﻥ ﻴﻌﺘﺭﺽ ﻋﻠﻰ ﻤﺎ ﻴﺭﺍﻩ ﻤﺨﺎﻟﻔﺎﹰ‬

‫ﻤﻨﻬﺎ ﻷﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﻭﺍﻟﻠﻭﺍﺌﺢ ﺍﻟﺴﺎﺭﻴﺔ ﺒﺸﺄﻥ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ ﻭﻴﺒﻠﻎ ﺃﺴﺒﺎﺏ ﺍﻋﺘﺭﺍﻀﻪ ﺇﻟﻰ ﺍﻟﺩﺍﺌﺭﺓ‬

‫ﺍﻟﺤﻜﻭﻤﻴﺔ ﺨﻼل ﺜﻼﺜﻴﻥ ﻴﻭﻤﺎﹰ ﻤﻥ ﺘﺎﺭﻴﺦ ﺘﺒﻠﻴﻐﻪ ﺒﻬﺎ‪ ،‬ﻭﻓﻲ ﺤﺎﻟﺔ ﻋﺩﻡ ﺍﻻﺘﻔﺎﻕ ﺒﻴﻥ ﺍﻟﺩﻴﻭﺍﻥ ﻭﺍﻟﺩﺍﺌﺭﺓ‬ ‫ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﻌﻨﻴﺔ ﻴﺭﻓﻊ ﺍﻟﺩﻴﻭﺍﻥ ﺍﻷﻤﺭ ﺇﻟﻰ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﻻﺘﺨﺎﺫ ﻤﺎ ﻴﺭﺍﻩ ﻤﻨﺎﺴﺒﺎﹰ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﻫﺫﺍ‬

‫ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬

‫‪ - 5‬ﺇﻋﺩﺍﺩ ﺴﺠل ﻤﺭﻜﺯﻱ ﻟﺠﻤﻴﻊ ﻤﻭﻅﻔﻲ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ ﻓﻲ ﻓﻠﺴﻁﻴﻥ‪.‬‬ ‫‪12‬‬

Chapter Three General Personnel Office Article 6 General Personnel Office

1- An independent department called (General Personnel Office) is created. It is concerned with the civil service affairs and managed by a president associated with the cabinet. 2- The office president is appointed by a decision of the Palestinian National Authority according to a placement by the cabinet. 3- The office's president practices his powers in managing the affairs related to the office pursuant to the provisions of this Act. 4- The personnel office presents the organizational structure project to the cabinet to issue a concerning decision. Article 7 The Office Tasks and Responsibilities

In order to achieve the intended purposes from the administrative development in developing the administrative apparatus in Palestine, the office undertakes the following tasks and responsibilities. 1- Supervising the application of this Act and checking its application in the governmental departments to all the legislations of the civil service accurately. 2- Participating in preparing and carrying out the plans related to the employees and growing their abilities by coordinating the training and missions inside and outside Palestine 3- Participating in putting rules executing competing tests among applicants to 4- Reviewing the administrative decisions issued by the governmental departments concerning the appointing and the promotion which they undertake to inform the office during 15 days as of its issuance. The office may object what contradicts the provisions of this Act and the regulations in effect concerning the civil service. The reasons of the objection are informed to the governmental department during 30 days since the date of the informing. In case of differences between the office and the concerned governmental department, the objection issue shall be presented to the cabinet so as to do the appropriate thing according to the provisions of this Act 5- Preparing a central record for the civil service employees in Palestine

13

‫‪ - 6‬ﺇﻋﺩﺍﺩ ﺍﻹﺤﺼﺎﺀﺍﺕ ﻋﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻭﺃﻴﺔ ﺇﺤﺼﺎﺀﺍﺕ ﺃﺨﺭﻯ ﺘﺘﻁﻠﺒﻬﺎ ﻤﻬﺎﻡ ﺍﻟﺩﻴﻭﺍﻥ ﻭﻤﺘﺎﺒﻌﺔ‬

‫ﺘﻠﻙ ﺍﻹﺤﺼﺎﺀﺍﺕ ﻭﺘﺤﺩﻴﺜﻬﺎ‪.‬‬

‫‪ - 7‬ﺘﻭﺜﻴﻕ ﺍﻟﺘﺸﺭﻴﻌﺎﺕ ﻭﺍﻟﻤﺭﺍﺠﻊ ﺍﻟﻤﺘﻌﻠﻘﺔ ﺒﺎﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ‪.‬‬ ‫‪ - 8‬ﺇﻋﺩﺍﺩ ﺩﻟﻴل ﻟﻠﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ ﻓﻲ ﻓﻠﺴﻁﻴﻥ ﺘﻭﻀﺢ ﻓﻴﻪ ﻭﺍﺠﺒﺎﺕ ﺍﻟﻤﻭﻅﻑ ﻭﺤﻘﻭﻗﻪ ﺍﻟﺘﻲ‬ ‫ﻴﺘﻀﻤﻨﻬﺎ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﻭﺴﺎﺌﺭ ﺍﻟﺘﺸﺭﻴﻌﺎﺕ ﺍﻟﻤﻌﻤﻭل ﺒﻬﺎ ﻓﻲ ﻓﻠﺴﻁﻴﻥ ﻭﺍﻟﺘﻲ ﻴﺠﺏ ﻋﻠﻰ ﺍﻟﻤﻭﻅﻑ‬ ‫ﺍﻹﻟﻤﺎﻡ ﺒﻬﺎ‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 8‬‬ ‫ﺍﻟﺘﻘﺭﻴﺭ ﺍﻟﺴﻨﻭﻱ ﻋﻥ ﺃﻋﻤﺎل ﺍﻟﺩﻴﻭﺍﻥ‬ ‫ﻴﻘﺩﻡ ﺭﺌﻴﺱ ﺍﻟﺩﻴﻭﺍﻥ ﻟﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﺘﻘﺭﻴﺭﺍﹰ ﺴﻨﻭﻴﺎﹰ ﻋﻥ ﺃﻋﻤﺎل ﺍﻟﺩﻴﻭﺍﻥ ﻭﻨﺸﺎﻁﺎﺘﻪ ﻗﺒل ﺃﺭﺒﻌﺔ‬ ‫ﺃﺸﻬﺭ ﻤﻥ ﺍﻨﺘﻬﺎﺀ ﺍﻟﺴﻨﺔ ﺍﻟﻤﺎﻟﻴﺔ‪ ،‬ﺃﻭ ﻜﻠﻤﺎ ﻁﻠﺏ ﻤﻨﻪ ﺫﻟﻙ‪.‬‬

‫ﺍﻟﺒﺎﺏ ﺍﻟﺜﺎﻨﻲ‬ ‫ﺍﻟﻔﺼل ﺍﻷﻭل‬ ‫ﺘﺼﻨﻴﻑ ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﺤﻜﻭﻤﻴﺔ ﻭﻓﺌﺎﺕ ﺍﻟﻤﻭﻅﻔﻴﻥ‬ ‫ﻤﺎﺩﺓ ) ‪( 9‬‬ ‫ﺘﻘﺴﻴﻡ ﺍﻟﻭﻅﺎﺌﻑ ﺇﻟﻰ ﻓﺌﺎﺕ‬ ‫‪ - 1‬ﻓﻴﻤﺎ ﻋﺩﺍ ﺍﻟﻭﺯﺭﺍﺀ ﺘﻘﺴﻡ ﺍﻟﻭﻅﺎﺌﻑ ﻓﻲ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﻓﻲ ﻓﻠﺴﻁﻴﻥ ﺇﻟﻰ ﺍﻟﻔﺌﺎﺕ ﺍﻟﺘﺎﻟﻴﺔ‪-:‬‬ ‫ﺍﻟﻔﺌﺔ ﺍﻟﺨﺎﺼﺔ‪ :‬ﻭﺘﺸﻤل ﻤﻥ ﻴﻌﻴﻥ ﺒﺩﺭﺠﺔ ﻭﺯﻴﺭ ﻤﻥ ﺭﺅﺴﺎﺀ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ‪.‬‬ ‫ﺍﻟﻔﺌﺔ ﺍﻷﻭﻟﻰ‪ :‬ﻭﺘﺸﻤل ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﺘﺨﻁﻴﻁﻴﺔ ﻭﺍﻹﺸﺭﺍﻓﻴﺔ ﺍﻟﻌﻠﻴﺎ‪ ،‬ﻭﺘﻜﻭﻥ ﻤﺴﺅﻭﻟﻴﺎﺕ ﻤﻭﻅﻔﻲ ﻫﺫﻩ‬

‫ﺍﻟﻔﺌﺔ ﺍﻹﺸﺭﺍﻑ ﻋﻠﻰ ﺘﻨﻔﻴﺫ ﺃﻫﺩﺍﻑ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﻓﻲ ﺍﻟﻤﺠﺎﻻﺕ ﺍﻟﺘﺨﺼﺼﻴﺔ ﺍﻟﻤﺨﺘﻠﻔﺔ ﻭﻭﻀﻊ‬ ‫ﺍﻟﺨﻁﻁ ﻭﺍﻟﺒﺭﺍﻤﺞ ﻭﺍﺘﺨﺎﺫ ﺍﻟﻘﺭﺍﺭﺍﺕ ﻭﺍﻹﺠﺭﺍﺀﺍﺕ ﻟﺘﻨﻔﻴﺫﻫﺎ‪.‬‬ ‫ﻭﻴﺸﺘﺭﻁ ﻓﻴﻬﻡ ﺘﻭﻓﺭ ﺍﻟﻤﺅﻫﻼﺕ ﺍﻟﻌﻠﻤﻴﺔ ﻭﺍﻟﺨﺒﺭﺍﺕ ﺍﻟﻌﻤﻠﻴﺔ ﺍﻟﻤﻁﻠﻭﺒﺔ‪ ،‬ﻭﻴﺘﻡ ﺘﻌﻴﻴﻥ ﺍﻟﻭﻜﻼﺀ ﻭﺭﺅﺴﺎﺀ‬ ‫ﺍﻟﺩﻭﺍﺌﺭ ﻭﺍﻟﻤﺩﻴﺭﻴﻥ ﺍﻟﻌﺎﻤﻴﻥ ﻤﻥ ﻤﻭﻅﻔﻲ ﻫﺫﻩ ﺍﻟﻔﺌﺔ ﺃﻭ ﻤﺎ ﻴﻌﺎﺩﻟﻬﺎ‪.‬‬

‫ﺘﺤﺩﺩ ﺍﻟﺭﻭﺍﺘﺏ ﻭﺴﺎﺌﺭ ﺍﻟﺤﻘﻭﻕ ﺍﻟﻤﺎﻟﻴﺔ ﻟﺸﺎﻏﻠﻲ ﻭﻅﺎﺌﻑ ﻫﺫﻩ ﺍﻟﻔﺌﺔ ﻭﻓﻘﺎﹰ ﻟﻠﺩﺭﺠﺔ ﺍﻟﻭﻅﻴﻔﻴﺔ ﺍﻟﻭﺍﺭﺩﺓ‬ ‫ﻓﻲ ﻗﺭﺍﺭ ﺍﻟﺘﻌﻴﻴﻥ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬

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6- Preparing the statistics about the employees and any other statistics which the office tasks require as well as following up these statistics and updating them 7- approving the legislations and the references related to the civil service 8- Documenting a guide for the civil service in Palestine where the employees duties and rights, included within this Act and the other legislations enforced in Palestine and the employee shall be acquainted with, are illustrated.

Article 8 The Annual Report about the Office Achievements The President of the Office presents an annual report to the cabinet concerning the office's achievements and activities four months before the end of the fiscal year or whenever he is required to do so. Part Two Chapter One Classifying the Government Jobs and the Employees' Categories Article 9 Classifying the jobs into categories 1- Other than ministers, jobs at the governmental departments in Palestine are divided as follows The special category: It includes the governmental department presidents who are appointed in a minister degree. The first category: It includes the planning and the supervisory jobs. The responsibilities of this category are to supervise the execution of the governmental department purposes in different majoring fields, to put plans and programmes and to make the decisions and procedures which are to be carried out. They shall fulfill the scientific qualifications and the required practical experiences. Deputies, heads of the departments and the directors general are selected from the employees of this category or what is equivalent. The salaries and the other financial rights, for this category occupiers, are determined according to the job degree mentioned in the appointing decision pursuant to the provisions of this Act.

15

‫ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻨﻴﺔ‪ :‬ﻭﺘﺸﻤل ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﺘﺨﺼﺼﻴﺔ ﻓﻲ ﻤﺨﺘﻠﻑ ﺍﻟﻤﺠﺎﻻﺕ ﻭﺘﻜﻭﻥ ﻤﺴﺅﻭﻟﻴﺎﺕ ﻤﻭﻅﻔﻲ ﻫﺫﻩ‬

‫ﺍﻟﻔﺌﺔ ﺍﻟﻘﻴﺎﻡ ﺒﺎﻷﻋﻤﺎل ﺍﻟﺘﺨﺼﺼﻴﺔ ﻓﻲ ﺍﻟﻤﻬﻥ ﺍﻟﻁﺒﻴﺔ ﻭﺍﻟﻬﻨﺩﺴﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ ﻭﺍﻟﻘﺎﻨﻭﻨﻴﺔ ﻭﺍﻟﻤﺎﻟﻴﺔ‬

‫ﻭﺍﻟﻤﺤﺎﺴﺒﻴﺔ ﻭﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻻﺠﺘﻤﺎﻋﻴﺔ ﻭﺍﻟﺜﻘﺎﻓﻴﺔ ﻭﺍﻟﺘﺭﺒﻭﻴﺔ ﻭﻏﻴﺭﻫﺎ‪ .‬ﻭﺘﻀﻡ ﻫﺫﻩ ﺍﻟﻔﺌﺔ ﻤﻭﻅﻔﻲ‬ ‫ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﺘﻲ ﺘﺘﻁﻠﺏ ﻤﻬﺎﺭﺍﺕ ﺘﺨﺼﺼﻴﺔ ﻤﺤﺩﺩﺓ‪.‬‬

‫ﻭﻴﺘﻡ ﺍﺨﺘﻴﺎﺭ ﻤﻥ ﻴﻤﺘﻠﻜﻭﻥ ﻤﻬﺎﺭﺍﺕ ﺇﺩﺍﺭﻴﺔ ﻭﻗﻴﺎﺩﻴﺔ ﻤﻥ ﺒﻴﻥ ﻤﻭﻅﻔﻲ ﻫﺫﻩ ﺍﻟﻔﺌﺔ ﺃﻭ ﻤﺎ ﻴﻌﺎﺩﻟﻬﺎ ﻟﺸﻐل‬ ‫ﺍﻟﻭﻅﺎﺌﻑ ﺍﻹﺩﺍﺭﻴﺔ ﻭﺍﻹﺸﺭﺍﻓﻴﺔ ﺍﻟﻭﺴﻁﻰ ﻜﺎﻟﻤﺩﻴﺭﻴﻥ ﻭﺭﺅﺴﺎﺀ ﺍﻷﻗﺴﺎﻡ ﻭﺭﺅﺴﺎﺀ ﺍﻟﺸﻌﺏ ﻭﺍﻟﻭﺤﺩﺍﺕ‪.‬‬

‫ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻟﺜﺔ‪ :‬ﻭﺘﺸﻤل ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﻔﻨﻴﺔ ﻭﺍﻟﻜﺘﺎﺒﻴﺔ ﻭﺃﻋﻤﺎل ﺍﻟﺴﻜﺭﺘﺎﺭﻴﺔ ﻤﻥ ﻁﺒﺎﻋﺔ ﻭﺤﻔﻅ ﻭﺜﺎﺌﻕ‬ ‫ﻭﻏﻴﺭﻫﺎ‪.‬‬

‫ﺍﻟﻔﺌﺔ ﺍﻟﺭﺍﺒﻌﺔ‪ :‬ﻭﺘﺸﻤل ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﺤﺭﻓﻴﺔ ﻓﻲ ﻤﺠﺎﻻﺕ ﺍﻟﺘﺸﻐﻴل ﻭﺍﻟﺼﻴﺎﻨﺔ ﻭﺍﻟﺤﺭﻜﺔ ﻭﺍﻟﻨﻘل‬

‫ﻭﺍﻟﻭﺭﺵ ﺍﻟﻤﻴﻜﺎﻨﻴﻜﻴﺔ ﻭﺍﻟﻜﻬﺭﺒﺎﺌﻴﺔ ﻭﻤﺤﻁﺎﺕ ﺍﻟﻘﻭﻯ ﻭﻏﻴﺭﻫﺎ‪.‬‬ ‫ﺍﻟﻔﺌﺔ ﺍﻟﺨﺎﻤﺴﺔ‪ :‬ﻭﺘﺸﻤل ﻭﻅﺎﺌﻑ ﺍﻟﺨﺩﻤﺎﺕ ﻜﺎﻟﺤﺭﺍﺱ ﻭﺍﻟﺴﻌﺎﺓ ﻭﻤﻥ ﻓﻲ ﺤﻜﻤﻬﻡ‪.‬‬

‫‪ - 2‬ﺘﻌﺘﺒﺭ ﻜل ﻓﺌﺔ ﻤﻥ ﻫﺫﻩ ﺍﻟﻔﺌﺎﺕ ﻭﺤﺩﺓ ﻤﺘﻤﻴﺯﺓ ﻓﻲ ﻤﺠﺎﻻﺕ ﺸﺅﻭﻥ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ ﻤﻥ ﺘﻌﻴﻴﻥ‬

‫ﻭﺘﺭﻗﻴﺔ ﻭﻨﻘل ﻭﻴﻜﻭﻥ ﻟﻬﺎ ﻗﺎﺌﻤﺔ ﻤﺴﺘﻘﻠﺔ ﺒﺄﻗﺩﻤﻴﺔ ﻤﻭﻅﻔﻴﻬﺎ ﻓﻲ ﻜل ﺍﻟﺩﺭﺠﺎﺕ ﺍﻟﺘﻲ ﺘﺘﻀﻤﻨﻬﺎ‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 10‬‬ ‫ﺘﻘﺴﻴﻡ ﺍﻟﻔﺌﺎﺕ ﺇﻟﻰ ﺩﺭﺠﺎﺕ‬ ‫ﻓﻴﻤﺎ ﻋﺩﺍ ﺍﻟﻔﺌﺔ ﺍﻟﺨﺎﺼﺔ ﺘﻘﺴﻡ ﺍﻟﻔﺌﺎﺕ ﺍﻟﻭﻅﻴﻔﻴﺔ ﺇﻟﻰ ﻋﺩﺩ ﻤﻥ ﺍﻟﺩﺭﺠﺎﺕ ﺘﻐﻁﻲ ﻤﺩﺓ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻭﻅﻴﻔﻴﺔ‬ ‫ﻟﻠﻤﻭﻅﻑ ﻤﻥ ﺘﺎﺭﻴﺦ ﺍﻟﺘﺤﺎﻗﻪ ﻭﺤﺘﻰ ﺍﻨﺘﻬﺎﺌﻬﺎ‪ ،‬ﻭﻓﻘﺎﹰ ﻤﺎ ﻫﻭ ﻭﺍﺭﺩ ﻓﻲ ﺍﻟﺠﺩﻭل ﺭﻗﻡ ) ‪ ( 1‬ﺍﻟﻤﻠﺤﻕ‬

‫ﺒﻬﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 11‬‬ ‫ﺍﻟﺘﺭﻗﻴﺔ ﻤﻥ ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻨﻴﺔ ﺇﻟﻰ ﺍﻷﻭﻟﻰ‬ ‫ﻴﺠﻭﺯ ﻨﻘل ﻤﻭﻅﻔﻲ ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻨﻴﺔ ﺒﺎﻟﺘﺭﻗﻴﺔ ﺇﻟﻰ ﺍﻟﻔﺌﺔ ﺍﻷﻭﻟﻰ ﻋﻨﺩ ﺍﺴﺘﻴﻔﺎﺌﻬﻡ ﻟﻠﺸﺭﻭﻁ ﺍﻟﻤﻨﺼﻭﺹ‬ ‫ﻋﻠﻴﻬﺎ ﻓﻲ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬

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The second category: It includes the majoring jobs in different fields. The responsibilities of the employees of this category are doing the specialized work such as medical, engineering, administrative, legal, financial, accounting, economic, social, cultural, educational, and other professions. This category of employees include the employees of the governmental departments which require specific skills. Those who have administrative and leading proficiencies among the employees of this category or what may be equivalent to these proficiencies are to occupy the administrative and the middle supervisory positions such as managers, department chiefs , section and unit heads. The third category: It includes the technical, the clerical jobs and the secretarial work including typing, saving documents and others. The fourth category: It includes the handicraft jobs in running, maintenance, movement, transference, mechanical and electric shops and power stations and others The fifth category: It includes the services jobs such as guards, postmen and alike. 2- Each category is a distinguished unit in the civil service affairs' fields i.e. appointing, promotion and transference. Each one shall have a dependent list describing the seniority of its employees in all the degrees it includes.

Article 10 Dividing the Categories into Degrees Excluding the special category, the job categories are divided into a number of degrees which covers the duration of the job service for the employee as of the date of his joining till the period is ended according to what is mentioned in chart number (1) attached to this Act. Article 11 Promotion to the First Category from the Second One. The second category employees can be transferred to the first category when fulfilling the conditions stipulated in this Act.

17

‫ﻤﺎﺩﺓ ) ‪( 12‬‬ ‫ﺍﻟﻨﻘل ﺇﻟﻰ ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻨﻴﺔ‬ ‫‪ - 1‬ﻴﺠﻭﺯ ﻨﻘل ﻤﻭﻅﻔﻲ ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻟﺜﺔ ﺇﻟﻰ ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻨﻴﺔ ﻟﻜل ﻤﻥ ﻴﺤﺼل ﻋﻠﻰ ﺍﻟﺸﻬﺎﺩﺓ ﺍﻟﺠﺎﻤﻌﻴﺔ‬ ‫ﺍﻷﻭﻟﻰ ﻋﻠﻰ ﺍﻷﻗل ﺃﺜﻨﺎﺀ ﺨﺩﻤﺘﻪ ﻭﺃﻥ ﺘﻜﻭﻥ ﺍﻟﺸﻬﺎﺩﺓ ﻓﻲ ﻤﺠﺎل ﺍﻟﻌﻤل‪.‬‬

‫‪ - 2‬ﻭﻓﻲ ﻫﺫﻩ ﺍﻟﺤﺎﻟﺔ ﻴﻨﻘل ﺍﻟﻤﻭﻅﻑ ﺇﻟﻰ ﺍﻟﺩﺭﺠﺔ ﺍﻟﻤﻘﺎﺒﻠﺔ ﺍﻟﺘﻲ ﻴﻌﺎﺩل ﺭﺍﺘﺒﻬﺎ ﻤﺎ ﻜﺎﻥ ﻴﺘﻘﺎﻀﺎﻩ ﻗﺒل‬

‫ﺍﻟﻨﻘل‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 13‬‬ ‫ﺍﻟﻨﻘل ﺇﻟﻰ ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻟﺜﺔ‬ ‫ﻴﺠﻭﺯ ﻨﻘل ﺍﻟﻤﻭﻅﻑ ﻤﻥ ﺇﺤﺩﻯ ﺍﻟﻔﺌﺘﻴﻥ ﺍﻟﺭﺍﺒﻌﺔ ﻭﺍﻟﺨﺎﻤﺴﺔ ﺇﻟﻰ ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻟﺜﺔ ﻋﻨﺩ ﺤﺼﻭﻟﻪ ﻋﻠﻰ‬ ‫ﺍﻟﺜﺎﻨﻭﻴﺔ ﺍﻟﻌﺎﻤﺔ ﻓﻤﺎ ﻓﻭﻗﻬﺎ ﺇﻟﻰ ﺍﻟﺩﺭﺠﺔ ﺍﻟﻤﻘﺭﺭﺓ ﻟﻤﺅﻫﻠﻪ ﻋﻠﻰ ﺃﻥ ﻴﺘﻘﺎﻀﻰ ﺭﺍﺘﺒﻪ ﺍﻟﻤﻘﺭﺭ ﻟﻠﺩﺭﺠﺔ‬ ‫ﺍﻟﻤﻨﻘﻭل ﺇﻟﻴﻬﺎ ﺃﻭ ﺍﻟﺭﺍﺘﺏ ﺍﻷﺼﻠﻲ ﻗﺒل ﺍﻟﻨﻘل ﺃﻴﻬﻤﺎ ﺃﻜﺜﺭ‪.‬‬ ‫ﺍﻟﻔﺼل ﺍﻟﺜﺎﻨﻲ ﺍﻟﺘﻌﻴﻴﻨﺎﺕ‬ ‫ﻤﺎﺩﺓ ) ‪( 14‬‬

‫ﻀﺭﻭﺭﺓ ﺘﻭﺍﻓﺭ ﺸﺭﻭﻁ ﺸﻐل ﺍﻟﻭﻅﻴﻔﺔ‬ ‫ﻻ ﻴﻌﻴﻥ ﻋﻠﻰ ﺇﺤﺩﻯ ﻭﻅﺎﺌﻑ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ ﺇﻻ ﻤﻥ ﺘﻭﺍﻓﺭﺕ ﻓﻴﻪ ﺸﺭﻭﻁ ﺸﻐل ﺍﻟﻭﻅﻴﻔﺔ‪ ،‬ﻭﻴﺤﻅﺭ‬

‫ﺍﻟﺠﻤﻊ ﺒﻴﻥ ﻭﻅﻴﻔﻴﺘﻴﻥ‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 15‬‬ ‫ﺘﻌﻴﻴﻥ ﺭﺌﻴﺱ ﺩﺍﺌﺭﺓ ﺍﻟﺭﻗﺎﺒﺔ ﺍﻟﻤﺎﻟﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬ ‫ﻴﻌﻴﻥ ﺭﺌﻴﺱ ﺩﺍﺌﺭﺓ ﺍﻟﺭﻗﺎﺒﺔ ﺍﻟﻤﺎﻟﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ ﺒﻘﺭﺍﺭ ﻤﻥ ﺭﺌﻴﺱ ﺍﻟﺴﻠﻁﺔ ﺍﻟﻭﻁﻨﻴﺔ ﻭﻤﺼﺎﺩﻗﺔ ﺍﻟﻤﺠﻠﺱ‬ ‫ﺍﻟﺘﺸﺭﻴﻌﻲ‪.‬‬

‫‪18‬‬

Article 12 The Transference to the Second Category

1- The third category employees can be transferred to the second category; any one who obtains, during his service time, the first bachelor degree at least provided that the certificate shall be in the work major. 2- In this case, the employee is transferred to the equivalent degree whose salary is equal to the one he used to earn before the transference.

Article (13) The Transference to the Third Category The employee can be transferred from either the fourth or the fifth category to the third one when he obtains the general secondary and above to the degree suitable to his qualifications provided that he earns his salary specified to the degree he is transferred to or the basic salary before the transference depending on what is more.

Chapter Two Assignments The Necessity of Fulfilling the Conditions of Occupying the Job No one shall be appointed for civil service jobs except for those who fulfill the conditions of occupying the job. Joining two jobs is banned. Article 15 Appointing the Financial and the Administrative Supervision Department's President The financial and the administrative supervision department's president is appointed by a decision of the president of the National Authority and by an approval of the legislative council.

19

‫ﻤﺎﺩﺓ ) ‪( 16‬‬ ‫ﺘﻌﻴﻴﻥ ﺭﺅﺴﺎﺀ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺴﺘﻘﻠﺔ‬ ‫ﻴﻌﻴﻥ ﺒﺎﻗﻲ ﺭﺅﺴﺎﺀ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺴﺘﻘﻠﺔ ﻤﻥ ﺍﻟﻔﺌﺔ ﺍﻷﻭﻟﻰ ﺒﻘﺭﺍﺭ ﻤﻥ ﺭﺌﻴﺱ ﺍﻟﺴﻠﻁﺔ ﺍﻟﻭﻁﻨﻴﺔ‬ ‫ﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﺘﻨﺴﻴﺏ ﻤﻥ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 17‬‬

‫ﺘﻌﻴﻴﻥ ﺍﻟﻭﻜﻼﺀ ﻭﺍﻟﻤﺩﻴﺭﻴﻥ ﺍﻟﻌﺎﻤﻴﻥ ﻭﻤﻭﻅﻔﻲ ﺍﻟﻔﺌﺔ ﺍﻷﻭﻟﻰ‬ ‫‪ - 1‬ﻴﻌﻴﻥ ﺍﻟﻭﻜﻼﺀ ﻭﺍﻟﻤﺩﻴﺭﻭﻥ ﺍﻟﻌﺎﻤﻭﻥ ﻤﻥ ﻤﻭﻅﻔﻲ ﺍﻟﻔﺌﺔ ﺍﻷﻭﻟﻰ ) ﺃﻭ ﻤﺎ ﻴﻌﺎﺩﻟﻬﺎ ﻤﻥ ﺨﺎﺭﺝ‬

‫ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ( ﺒﻘﺭﺍﺭ ﻤﻥ ﺭﺌﻴﺱ ﺍﻟﺴﻠﻁﺔ ﺍﻟﻭﻁﻨﻴﺔ ﻭﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﺘﻨﺴﻴﺏ ﻤﻥ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ‪.‬‬ ‫‪ - 2‬ﻴﻌﻴﻥ ﻤﻭﻅﻔﻭ ﺍﻟﻔﺌﺔ ﺍﻷﻭﻟﻰ ﺒﻘﺭﺍﺭ ﻤﻥ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﺘﻨﺴﻴﺏ ﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ‬ ‫ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺨﺘﺹ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 18‬‬ ‫ﺘﻌﻴﻴﻥ ﻤﻭﻅﻔﻲ ﺍﻟﻔﺌﺎﺕ ﺍﻷﺨﺭﻯ‬ ‫ﻴ‪‬ﻌﻴﻥ ﻤﻭﻅﻔﻭ ﺍﻟﻔﺌﺎﺕ ﺍﻷﺨﺭﻯ ﺒﻘﺭﺍﺭ ﻤﻥ ﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﻤﺨﺘﺹ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 19‬‬ ‫ﺍﻹﻋﻼﻥ ﻋﻥ ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﺨﺎﻟﻴﺔ‬ ‫ﺘﻌﻠﻥ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﻋﻥ ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﺨﺎﻟﻴﺔ ﺒﻬﺎ ﺍﻟﺘﻲ ﻴﻜﻭﻥ ﺍﻟﺘﻌﻴﻴﻥ ﻓﻴﻬﺎ ﺒﻘﺭﺍﺭ ﻤﻥ ﺍﻟﺠﻬﺔ‬ ‫ﺍﻟﻤﺨﺘﺼﺔ ﺨﻼل ﺃﺴﺒﻭﻋﻴﻥ ﻤﻥ ﺨﻠﻭﻫﺎ ﻤﻥ ﺼﺤﻴﻔﺘﻴﻥ ﻴﻭﻤﻴﺘﻴﻥ ﻋﻠﻰ ﺍﻷﻗل ﻭﻴﺘﻀﻤﻥ ﺍﻹﻋﻼﻥ‬

‫ﺍﻟﺒﻴﺎﻨﺎﺕ ﺍﻟﻤﺘﻌﻠﻘﺔ ﺒﺎﻟﻭﻅﻴﻔﺔ ﻭﺸﺭﻭﻁ ﺸﻐﻠﻬﺎ ﻭﻴ‪‬ﺸﻌﺭ ﺍﻟﺩﻴﻭﺍﻥ ﺒﺫﻟﻙ‬

‫‪20‬‬

Article 16 Appointing the Dependent Governmental Department Heads The remaining dependent governmental department presidents from the first category are appointed by decision of the president of the National Authority according to a placement of the cabinet Article 17 Appointing the Directors General, Deputies and the First Category Employees 1- The deputies and the directors general from the first category or what may be equivalent, outside the governmental department, are appointed by a decision of the president of the National Authority according to a placement of the cabinet 2- The first category employees are appointed by a decision of the cabinet according to a placement of the concerned governmental department. Article 18 The Appointment of Other Categories' Employees The other categories' employees are appointed by a decision of the president of the concerned department Article 19 The Announcement of the Vacancies The governmental departments announce their vacancies in two daily newspapers at least. The appointment occurs by a decision of the concerned authority within two weeks since the vacancy occurs. The advertisement shall include the information related to the job and the conditions of occupying that job. The office shall also be informed.

21

‫ﻤﺎﺩﺓ ) ‪( 20‬‬ ‫ﺍﻟﻤﺴﺎﺒﻘﺎﺕ ﺍﻟﻜﺘﺎﺒﻴﺔ ﻭﺍﻟﺸﻔﻬﻴﺔ‬ ‫ﻓﻲ ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﺘﻲ ﻴﺴﺘﺩﻋﻲ ﺸﻐﻠﻬﺎ ﺇﺠﺭﺍﺀ ﻤﺴﺎﺒﻘﺎﺕ ﻜﺘﺎﺒﻴﺔ ﻭﺸﻔﻬﻴﺔ ﻴﺘﻡ ﺍﻹﻋﻼﻥ ﻋﻥ ﺇﺠﺭﺍﺀ‬ ‫ﺍﻟﻤﺴﺎﺒﻘﺎﺕ ﺍﻟﻜﺘﺎﺒﻴﺔ ﺃﻭﻻﹰ‪ ،‬ﻭﻴﺩﻋﻰ ﺍﻟﻨﺎﺠﺤﻭﻥ ﻓﻲ ﺍﻻﻤﺘﺤﺎﻥ ﺍﻟﻜﺘﺎﺒﻲ ﻓﻘﻁ ﻹﺠﺭﺍﺀ ﺍﻟﻤﺴﺎﺒﻘﺎﺕ ﺍﻟﺸﻔﻬﻴﺔ‬ ‫ﻭﻴﺘﻡ ﺍﻹﻋﻼﻥ ﻋﻥ ﺃﺴﻤﺎﺀ ﺍﻟﻨﺎﺠﺤﻴﻥ ﻓﻲ ﺍﻟﻤﺴﺎﺒﻘﺎﺕ ﺍﻟﺸﻔﻬﻴﺔ ﺤﺴﺏ ﺍﻟﺘﺭﺘﻴﺏ ﺍﻟﻨﻬﺎﺌﻲ ﻟﻨﺘﺎﺌﺞ‬

‫ﺍﻟﻤﺴﺎﺒﻘﺎﺕ‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 21‬‬ ‫ﺍﻹﻋﻼﻥ ﻋﻥ ﺍﻟﻤﻘﺒﻭﻟﻴﻥ‬ ‫ﺘﻘﻭﻡ ﻟﺠﺎﻥ ﺍﻻﺨﺘﻴﺎﺭ ﺒﺎﻹﻋﻼﻥ ﻋﻥ ﺃﺴﻤﺎﺀ ﺍﻟﻤﻘﺒﻭﻟﻴﻥ ﻟﻠﺘﻘﺩﻡ ﻟﻤﺴﺎﺒﻘﺎﺕ ﺍﻟﺘﻌﻴﻴﻥ ﻓﻲ ﺼﺤﻴﻔﺘﻴﻥ‬ ‫ﻴﻭﻤﻴﺘﻴﻥ ﻟﻴﻭﻤﻴﻥ ﻤﺘﺘﺎﻟﻴﻴﻥ ﻋﻠﻰ ﺍﻷﻗل ﺒﺤﻴﺙ ﻴﺘﻀﻤﻥ ﺍﻹﻋﻼﻥ ﻤﻭﻋﺩ ﻭﻤﻜﺎﻥ ﺍﻟﻤﺴﺎﺒﻘﺔ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 22‬‬ ‫ﻤﻌﺎﻴﻴﺭ ﺍﻟﺘﻌﻴﻴﻥ ﻟﻠﻭﻅﺎﺌﻑ‬ ‫‪ - 1‬ﻴﻜﻭﻥ ﺍﻟﺘﻌﻴﻴﻥ ﻓﻲ ﺍﻟﻭﻅﺎﺌﻑ ﺒﺤﺴﺏ ﺍﻷﺴﺒﻘﻴﺔ ﺍﻟﻭﺍﺭﺩﺓ ﺒﺎﻟﺘﺭﺘﻴﺏ ﺍﻟﻨﻬﺎﺌﻲ ﻟﻨﺘﺎﺌﺞ ﺍﻻﻤﺘﺤﺎﻥ‪،‬‬ ‫ﻭﻋﻨﺩ ﺍﻟﺘﺴﺎﻭﻱ ﻓﻲ ﺍﻟﺘﺭﺘﻴﺏ ﻴﻌﻴﻥ ﺍﻷﻋﻠﻰ ﻤﺅﻫﻼﹰ ﻓﺎﻷﻜﺜﺭ ﺨﺒﺭﺓ‪ ،‬ﻓﺈﻥ ﺘﺴﺎﻭﻴﺎ ﺘﻘﺩﻡ ﺍﻷﻜﺒﺭ ﺴﻨﺎﹰ‪،‬‬ ‫ﻭﺘﺴﻘﻁ ﺤﻘﻭﻕ ﻤﻥ ﻟﻡ ﻴﺩﺭﻜﻪ ﺍﻟﺩﻭﺭ ﻟﻠﺘﻌﻴﻴﻥ ﺒﻤﻀﻲ ﺴﻨﺔ ﻤﻥ ﺘﺎﺭﻴﺦ ﺇﻋﻼﻥ ﻨﺘﻴﺠﺔ ﺍﻻﻤﺘﺤﺎﻥ‪.‬‬ ‫‪ - 2‬ﻴﺘﻡ ﺍﻟﺸﺭﻭﻉ ﻓﻲ ﻋﻤﻠﻴﺔ ﺍﻟﺘﻌﻴﻴﻥ ﺨﻼل ﻤﺩﺓ ﺸﻬﺭ ﻤﻥ ﺘﺎﺭﻴﺦ ﺇﻋﻼﻥ ﺍﻟﻨﺘﺎﺌﺞ ﺍﻟﻤﺫﻜﻭﺭﺓ‪.‬‬ ‫‪ - 3‬ﻴﺠﺏ ﺍﻻﻨﺘﻬﺎﺀ ﻤﻥ ﻋﻤﻠﻴﺔ ﺍﻟﺘﻌﻴﻴﻥ ﻟﻠﺸﻭﺍﻏﺭ ﺍﻟﻤﻌﻠﻥ ﻋﻨﻬﺎ ﺨﻼل ﻤﺩﺓ ﺃﻗﺼﺎﻫﺎ ﺴﻨﺔ ﻤﻥ ﺘﺎﺭﻴﺦ‬ ‫ﺇﻋﻼﻥ ﻨﺘﻴﺠﺔ ﺍﻻﻤﺘﺤﺎﻥ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 23‬‬ ‫ﺍﻟﻭﻅﺎﺌﻑ ﻟﻸﺴﺭﻯ ﻭﺍﻟﺠﺭﺤﻰ ﻭﺃﺴﺭ ﺍﻟﺸﻬﺩﺍﺀ‬ ‫‪ - 1‬ﺘﺤﺩﺩ ﺒﻘﺭﺍﺭ ﻤﻥ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﻨﺴﺒﺔ ﻤﻥ ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﺘﻲ ﺘﺨﺼﺹ ﻟﻸﺴﺭﻯ ﺍﻟﻤﺤﺭﺭﻴﻥ‬

‫ﻭﻟﻠﺠﺭﺤﻰ ﺍﻟﺫﻴﻥ ﺃﺼﻴﺒﻭﺍ ﻓﻲ ﻋﻤﻠﻴﺎﺕ ﺍﻟﻤﻘﺎﻭﻤﺔ ﻭﺍﻟﺫﻴﻥ ﺘﺴﻤﺢ ﺤﺎﻟﺘﻬﻡ ﺒﺎﻟﻘﻴﺎﻡ ﺒﺄﻋﻤﺎل ﺘﻠﻙ ﺍﻟﻭﻅﺎﺌﻑ‬ ‫ﻜﻤﺎ ﻴﺤﺩﺩ ﺍﻟﻘﺭﺍﺭ ﻭﺼﻔﺎﹰ ﻟﻠﺠﺭﺤﻰ ﺍﻟﻤﺫﻜﻭﺭﻴﻥ ﻭﻗﻭﺍﻋﺩ ﺸﻐل ﺘﻠﻙ ﺍﻟﻭﻅﺎﺌﻑ‪.‬‬

‫‪22‬‬

Article 20 Oral and Written Contests The jobs, whose occupying requires contesting in writing and orally, are announced by contesting in writing first. Only successful applicants are invited to the oral contests. The names of the successful candidates are announced according to the final ranking of the contests' results Article 21 Announcing the Accepted Applicants the selection committees announce the names of the accepted applicants, in two daily newspapers for two frequent days at least. The advertisement shall include the time and the place of the contest. Article 22 Criteria of Jobs Appointment 1- The appointment of jobs occurs according to the priority mentioned in the final ranking for the exam results. When equality in ranking occurs, the more qualified and the more experienced one is selected. In case of equality in qualifications and experiences, the older in age is selected. Those who are not appointed within one year since the exam result, lose their rights 2- Starting the appointments occurs in one month since the date of advertising the mentioned results 3- The appointing for the announced vacancies shall be done in a period which shall not exceed the year as of announcing the exam's result Article 23 Prisoners, Wounded, and the Martyrs Families' Jobs 1- A portion of jobs is decided by the cabinet for the freed prisoners, the wounded who were injured in the resistance operations and those whose states allow them to do those jobs. The decision also provides a description of the wounded mentioned and the rules of occupying those jobs.

23

‫‪ - 2‬ﻴﺠﻭﺯ ﺃﻥ ﻴﻌﻴﻥ ﻓﻲ ﺘﻠﻙ ﺍﻟﻭﻅﺎﺌﻑ ﺃﺯﻭﺍﺝ ﻫﺅﻻﺀ ﺍﻟﺠﺭﺤﻰ ﺃﻭ ﺃﺤﺩ ﺃﻭﻻﺩﻫﻡ ﺃﻭ ﺃﺤﺩ ﺇﺨﻭﺍﻨﻬﻡ‬

‫ﺃﻭ ﺃﺨﻭﺍﺘﻬﻡ ﺍﻟﻘﺎﺌﻤﻴﻥ ﺒﺈﻋﺎﻟﺘﻬﻡ ﻭﺫﻟﻙ ﻓﻲ ﺤﺎﻟﺔ ﻋﺠﺯﻫﻡ ﻋﺠﺯﺍﹰ ﺘﺎﻤﺎﹰ ﺃﻭ ﻭﻓﺎﺘﻬﻡ‪ ،‬ﺇﺫﺍ ﺘﻭﺍﻓﺭﺕ ﻓﻴﻬﻡ‬ ‫ﺸﺭﻭﻁ ﺸﻐل ﺘﻠﻙ ﺍﻟﻭﻅﺎﺌﻑ‪.‬‬ ‫‪ - 3‬ﺘﻨﻁﺒﻕ ﺃﺤﻜﺎﻡ ﺍﻟﻔﻘﺭﺓ ) ‪ ( 2‬ﻤﻥ ﻫﺫﻩ ﺍﻟﻤﺎﺩﺓ ﻋﻠﻰ ﺃﺴﺭ ﺍﻟﺸﻬﺩﺍﺀ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 24‬‬

‫ﺸﺭﻭﻁ ﺍﻟﺘﻌﻴﻴﻥ ﻓﻲ ﺍﻟﻭﻅﺎﺌﻑ‬ ‫ﻴﺸﺘﺭﻁ ﻓﻴﻤﻥ ﻴﻌﻴﻥ ﻓﻲ ﺃﻱ ﻭﻅﻴﻔﺔ ﺃﻥ ﻴﻜﻭﻥ‪-:‬‬ ‫‪ - 1‬ﻓﻠﺴﻁﻴﻨﻴﺎﹰ ﺃﻭ ﻋﺭﺒﻴﺎﹰ‪.‬‬

‫‪ - 2‬ﻗﺩ ﺃﻜﻤل ﺍﻟﺴﻨﺔ ﺍﻟﺜﺎﻤﻨﺔ ﻋﺸﺭﺓ ﻤﻥ ﻋﻤﺭﻩ ﻭﻴ‪‬ﺜﹾﺒ‪‬ﺕ ﻋﻤﺭ ﺍﻟﻤﻭﻅﻑ ﺒﺸﻬﺎﺩﺓ ﻤﻴﻼﺩﻩ ﺍﻟﺭﺴﻤﻴﺔ ﻭﻓﻲ‬ ‫ﺍﻷﺤﻭﺍل ﺍﻟﺘﻲ ﻻ ﻴﺘﻴﺴﺭ ﻓﻴﻬﺎ ﺍﻟﺤﺼﻭل ﻋﻠﻰ ﺸﻬﺎﺩﺓ ﺍﻟﻤﻴﻼﺩ ﻴﻘﺩﺭ ﻋﻤﺭﻩ ﺒﻘﺭﺍﺭ ﺘﺘﺨﺫﻩ ﺍﻟﻠﺠﻨﺔ ﺍﻟﻁﺒﻴﺔ‬ ‫ﺍﻟﻤﺨﺘﺼﺔ ﻭﻴﻌﺘﺒﺭ ﻗﺭﺍﺭﻫﺎ ﻓﻲ ﻫﺫﺍ ﺍﻟﺸﺄﻥ ﻨﻬﺎﺌﻴﺎﹰ‪.‬‬

‫‪ - 3‬ﺨﺎﻟﻴﺎﹰ ﻤﻥ ﺍﻷﻤﺭﺍﺽ ﻭﺍﻟﻌﺎﻫﺎﺕ ﺍﻟﺒﺩﻨﻴﺔ ﻭﺍﻟﻌﻘﻠﻴﺔ ﺍﻟﺘﻲ ﺘﻤﻨﻌﻪ ﻤﻥ ﺍﻟﻘﻴﺎﻡ ﺒﺄﻋﻤﺎل ﺍﻟﻭﻅﻴﻔﺔ ﺍﻟﺘﻲ‬

‫ﺴﻴﻌﻴﻥ ﻓﻴﻬﺎ ﺒﻤﻭﺠﺏ ﻗﺭﺍﺭ ﻤﻥ ﺍﻟﻤﺭﺠﻊ ﺍﻟﻁﺒﻲ ﺍﻟﻤﺨﺘﺹ‪ ،‬ﻋﻠﻰ ﺃﻨﻪ ﻴﺠﻭﺯ ﺘﻌﻴﻴﻥ ﺍﻟﻜﻔﻴﻑ ﻓﻲ ﻋﻴﻨﻴﻪ‬ ‫ﺃﻭ ﻓﺎﻗﺩ ﺍﻟﺒﺼﺭ ﻓﻲ ﺇﺤﺩﻯ ﻋﻴﻨﻴﻪ ﺃﻭ ﺫﻱ ﺍﻹﻋﺎﻗﺔ ﺍﻟﺠﺴﺩﻴﺔ‪ ،‬ﺇﺫﺍ ﻟﻡ ﺘﻜﻥ ﺃﻱ ﻤﻥ ﺘﻠﻙ ﺍﻹﻋﺎﻗﺎﺕ ﺘﻤﻨﻌﻪ‬ ‫ﻤﻥ ﺍﻟﻘﻴﺎﻡ ﺒﺄﻋﻤﺎل ﺍﻟﻭﻅﻴﻔﺔ ﺍﻟﺘﻲ ﺴﻴﻌﻴ‪‬ﻥ ﻓﻴﻬﺎ ﺒﺸﻬﺎﺩﺓ ﺍﻟﻤﺭﺠﻊ ﺍﻟﻁﺒﻲ ﺍﻟﻤﺨﺘﺹ ﻋﻠﻰ ﺃﻥ ﺘﺘﻭﺍﻓﺭ ﻓﻴﻪ‬

‫ﺍﻟﺸﺭﻭﻁ ﺍﻷﺨﺭﻯ ﻟﻠﻴﺎﻗﺔ ﺍﻟﺼﺤﻴﺔ‪.‬‬ ‫‪ - 4‬ﻤﺘﻤﺘﻌﺎﹰ ﺒﺤﻘﻭﻗﻪ ﺍﻟﻤﺩﻨﻴﺔ ﻏﻴﺭ ﻤﺤﻜﻭﻡ ﻋﻠﻴﻪ ﻤﻥ ﻤﺤﻜﻤﺔ ﻓﻠﺴﻁﻴﻨﻴﺔ ﻤﺨﺘﺼﺔ ﺒﺠﻨﺎﻴﺔ ﺃﻭ ﺒﺠﻨﺤﺔ‬ ‫ﻤﺨﻠﺔ ﺒﺎﻟﺸﺭﻑ ﺃﻭ ﺍﻷﻤﺎﻨﺔ ﻤﺎ ﻟﻡ ﻴﺭﺩ ﺇﻟﻴﻪ ﺍﻋﺘﺒﺎﺭﻩ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 25‬‬

‫ﺍﻟﺘﻌﻴﻴﻥ ﻷﻭل ﻤﺭﺓ‬ ‫ﻴﺭﺍﻋﻰ ﻓﻲ ﺍﻟﺘﻌﻴﻴﻥ ﻷﻭل ﻤﺭﺓ ﺍﻟﻘﻭﺍﻋﺩ ﺍﻟﺘﺎﻟﻴﺔ‪-:‬‬

‫‪ - 1‬ﻻ ﻴﻜﻭﻥ ﺍﻟﺘﻌﻴﻴﻥ ﺒﺄﺜﺭ ﺭﺠﻌﻲ ﻭﻴﻌﺘﺒﺭ ﺘﻌﻴﻴﻥ ﺍﻟﻤﻭﻅﻑ ﻓﻲ ﺍﻟﺨﺩﻤﺔ ﻤﻥ ﺘﺎﺭﻴﺦ ﺇﺨﻁﺎﺭﻩ ﻜﺘﺎﺒﻴﺎﹰ‬

‫ﺒﺫﻟﻙ ﻤﻥ ﻗﺒل ﺍﻟﺩﻴﻭﺍﻥ ﺒﻭﺍﺴﻁﺔ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﺘﺎﺒﻊ ﻟﻬﺎ ﻭﻤﺒﺎﺸﺭﺘﻪ ﺍﻟﻌﻤل ﻓﻴﻬﺎ‪ .‬ﻭﻴﻌﺘﺒﺭ ﻗﺭﺍﺭ‬ ‫ﺘﻌﻴﻴﻨﻪ ﻻﻏﻴﺎﹰ ﺇﺫﺍ ﻟﻡ ﻴﺒﺎﺸﺭ ﻋﻤﻠﻪ ﺨﻼل ﺜﻼﺜﻴﻥ ﻴﻭﻤﺎﹰ ﻤﻥ ﺘﺎﺭﻴﺦ ﺘﺒﻠﻴﻐﻪ ﻜﺘﺎﺒﻴﺎﹰ ﻭﻓﻲ ﻫﺫﻩ ﺍﻟﺤﺎﻟﺔ ﻴﻌﻴﻥ‬ ‫ﻤﻥ ﻴﻠﻴﻪ ﻓﻲ ﺍﻟﺘﺭﺘﻴﺏ ﺇﺫﺍ ﻜﺎﻥ ﺍﻟﺘﻌﻴﻴﻥ ﺒﻤﻭﺠﺏ ﻤﺴﺎﺒﻘﺔ‪.‬‬ ‫‪24‬‬

2- The wounded spouse, any of their sons, brothers or sisters subsisting them may be appointed in those jobs in case of full disability or death, if they fulfill the conditions of those jobs. The provisions of paragraph 2 of this article apply to the martyrs' families. Article 24 Conditions of Jobs' Appointment Anyone who occupies a job shall be: 1- Palestinian or Arabic 2- Completing the 18th year; the age of the employees is proved by a formal birth certificate. In case of inability to get a formal birth certificate, his age is assessed by the concerned medical committee. Its decision is decisive. 3- Clear of illnesses, physical and mental impairments which may ban him to do the job's tasks by a decision of the concerned medical committee. Notwithstanding that the blind, the one-eye blind, or those with physical disabilities can be appointed provided that these disabilities do not prevent them from the job they will occupy by the approval of the concerned medical committee and fulfilling the other conditions related to fitness. 4- Enjoying his civil rights; shall not to be incriminated due to immoral delinquency or felony that smears his honor or defiles his good reputation and trust as long as he was not exonerated.

Article 25 First Time Appointment In the first time appointment, the following rules shall be taken into consideration: 1- There shall not be a retroactive-effect appointment. The appointment of the employee in the service is considered once the employee is literally informed through the diwan by the governmental department which the employee follows and assumes working at. The decision of appointing the employee is considered null if the employee does not assume his work within thirty days as of the date of being literally informed. In such case, the next candidate in rank shall be appointed instead, if the appointing occurs on the basis of a contest.

25

‫‪ - 2‬ﻻ ﻴﺠﻭﺯ ﺘﻌﻴﻴﻥ ﺍﻟﻁﺎﻟﺏ ﺍﻟﻤﺘﻔﺭﻍ ﻓﻲ ﺍﻟﺩﺭﺍﺴﺔ ﻓﻲ ﻭﻅﻴﻔﺔ ﺸﺎﻏﺭﺓ ﻓﻲ ﺍﻟﻤﻭﺍﺯﻨﺔ‬

‫‪ - 3‬ﻻ ﻴﻘﺒل ﻤﺭﺸﺢ ﻟﻠﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ ﻟﻭﻅﻴﻔﺔ ﺘﺘﻁﻠﺏ ﺭﺨﺼﺔ ﺒﻤﻭﺠﺏ ﻗﺎﻨﻭﻥ ﺇﻻ ﺇﺫﺍ ﻜﺎﻥ ﺍﻟﻤﺭﺸﺢ‬ ‫ﺤﺎﺼﻼﹰ ﻋﻠﻰ ﺍﻟﺭﺨﺼﺔ ﺍﻟﻤﻁﻠﻭﺒﺔ ﻤﻥ ﺍﻟﺠﻬﺔ ﺫﺍﺕ ﺍﻻﺨﺘﺼﺎﺹ‪.‬‬ ‫‪ - 4‬ﺃﻥ ﺘﻜﻭﻥ ﺍﻟﺸﻬﺎﺩﺍﺕ ﺍﻟﻌﻠﻤﻴﺔ ﺍﻟﺘﻲ ﻴﺠﺭﻱ ﺍﻟﺘﻌﻴﻴﻥ ﻋﻠﻰ ﺃﺴﺎﺴﻬﺎ ﺃﺼﻠﻴﺔ ﺃﻭ ﻤﺼﺩﻗﺔ ﺤﺴﺏ‬ ‫ﺍﻷﺼﻭل ﺼﺎﺩﺭﺓ ﻋﻥ ﻤﻌﻬﺩ ﺃﻭ ﻜﻠﻴﺔ ﺃﻭ ﺠﺎﻤﻌﺔ ﺃﻭ ﺃﻴ‪‬ﺔ ﻤﺅﺴﺴﺔ ﺃﺨﺭﻯ ﻤﻌﺘﺭﻑ ﺒﻬﺎ‪.‬‬

‫‪ - 5‬ﺘﻜﻭﻥ ﻤﻌﺎﺩﻟﺔ ﺍﻟﺸﻬﺎﺩﺍﺕ ﻤﻥ ﻗﺒل ﻭﺯﺍﺭﺘﻲ ﺍﻟﺘﺭﺒﻴﺔ ﺃﻭ ﺍﻟﺘﻌﻠﻴﻡ ﺍﻟﻌﺎﻟﻲ ﻜلٌ ﺤﺴﺏ ﺍﺨﺘﺼﺎﺼﻬﺎ‬

‫ﻭﺫﻟﻙ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬ ‫‪ - 6‬ﺃﻥ ﻻ ﻴﻘل ﺍﻟﺴﻥ ﻋﻥ ﺜﻤﺎﻨﻲ ﻋﺸﺭﺓ ﺴﻨﺔ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 26‬‬

‫ﻟﺠﺎﻥ ﺍﺨﺘﻴﺎﺭ ﺍﻟﻤﻭﻅﻔﻴﻥ‬ ‫ﺘﺸﻜل ﻟﺠﺎﻥ ﺍﺨﺘﻴﺎﺭ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻟﻠﺘﻌﻴﻴﻥ ﻋﻠﻰ ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﺸﺎﻏﺭﺓ ﻓﻲ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﻤﻥ ﻤﻤﺜﻠﻴﻥ‬ ‫ﻋﻥ ﻜل ﻤﻥ‪-:‬‬

‫‪ - 1‬ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﻤﻌﻨﻴﺔ‪.‬‬ ‫‪ - 2‬ﺩﻴﻭﺍﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ‪.‬‬

‫ﻭﺘﻭﻀﺢ ﺍﻟﻼﺌﺤﺔ ﺍﻟﺘﻨﻔﻴﺫﻴﺔ ﺘﻔﺼﻴﻼﹰ ﺒﺫﻟﻙ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 27‬‬ ‫ﺸﻐل ﺍﻟﻭﻅﻴﻔﺔ ﺍﻟﺩﺍﺌﻤﺔ ﺒﺼﻔﺔ ﻤﺅﻗﺘﺔ‬ ‫ﻴﺠﻭﺯ ﺸﻐل ﺍﻟﻭﻅﻴﻔﺔ ﺍﻟﺩﺍﺌﻤﺔ ﺒﺼﻔﺔ ﻤﺅﻗﺘﺔ ﻓﻲ ﺍﻷﺤﻭﺍل ﺍﻟﻤﺒﻴﻨﺔ ﺒﻬﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﻭﻓﻲ ﻫﺫﻩ ﺍﻟﺤﺎﻟﺔ‬ ‫ﻴﺴﺭﻱ ﻋﻠﻰ ﺍﻟﻤﻭﻅﻑ ﺍﻟﻤﻌﻴﻥ ﺃﺤﻜﺎﻡ ﺍﻟﻭﻅﻴﻔﺔ ﺍﻟﺩﺍﺌﻤﺔ ﻭﺒﻤﺭﺍﻋﺎﺓ ﺸﺭﻭﻁ ﺍﻟﻌﻘﺩ ﺍﻟﻤﺒﺭﻡ ﻤﻌﻪ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 28‬‬ ‫ﻨﻅﺎﻡ ﺘﻭﻅﻴﻑ ﺍﻟﺨﺒﺭﺍﺀ ﺍﻟﻤﺤﻠﻴﻴﻥ ﻭﺍﻷﺠﺎﻨﺏ‬ ‫ﻴﻀﻊ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﺍﻗﺘﺭﺍﺡ ﺩﻴﻭﺍﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﻌﺎﻡ ﻨﻅﺎﻤﺎﹰ ﻟﺘﻭﻅﻴﻑ ﺍﻟﺨﺒﺭﺍﺀ ﺍﻟﻤﺤﻠﻴﻴﻥ‬ ‫ﻭﺍﻷﺠﺎﻨﺏ ﻭﻟﻤﻥ ﻴﻘﻭﻤﻭﻥ ﺒﺄﻋﻤﺎل ﻤﺅﻗﺘﺔ ﻋﺎﺭﻀﺔ ﺃﻭ ﻤﻭﺴﻤﻴﺔ‪.‬‬

‫‪26‬‬

2- The full-time student shall not be appointed in a vacant job in the budget. 3-A candidate shall not be accepted in a civil service job which requires a license unless the candidate obtains the required license of the concerned authority. 4- The academic certificates, in which the appointments are carried out on their bases, shall be duly approved and issued by an institute, a college, a university or any other acknowledged institution. 5- The equivalency certificates shall be carried out by the ministry of education or the higher education , each according to its major and according to the provision of the law. 6- The age shall not be less than eighteen years.

Article 26 Employees' Selection Committees The committees of selecting the employees for appointment in the vacancies at the governmental departments are formed by the representatives of : 1- The concerned department 2- The personnel office The executive regulation is clarified. Article (27) Occupying the Permanent Job Temporarily

The permanent job can be occupied temporarily in the cases stipulated in this Act. In such case, the selected employee applies to the provisions of the permanent job employee; taking into consideration the conditions of the executed contract. Article (28) The System of Employing the Local and the Foreigner Experts The cabinet, upon a general personnel office's proposal, sets a system for employing the local and foreigner experts and for those who do accidental or seasonal temporary jobs

27

‫ﻤﺎﺩﺓ ) ‪( 29‬‬ ‫ﻻﺌﺤﺔ ﺍﻟﻀﻭﺍﺒﻁ ﻭﺍﻹﺠﺭﺍﺀﺍﺕ ﻭﻨﻤﺎﺫﺝ ﺍﻟﻌﻘﻭﺩ‬ ‫ﻴﺼﺩﺭ ﺩﻴﻭﺍﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻻﺌﺤﺔ ﺒﺎﻟﻀﻭﺍﺒﻁ ﻭﺍﻹﺠﺭﺍﺀﺍﺕ ﻭﻨﻤﺎﺫﺝ ﺍﻟﻌﻘﻭﺩ ﺍﻟﺘﻲ ﺘﺒﺭﻡ ﻤﻊ ﺍﻟﻤﻌﻴﻨﻴﻥ‬ ‫ﻭﻓﻘﺎﹰ ﻟﻠﻤﺎﺩﺘﻴﻥ ﺍﻟﺴﺎﺒﻘﺘﻴﻥ‪.‬‬

‫ﺍﻟﻔﺼل ﺍﻟﺜﺎﻟﺙ‬ ‫ﻓﺘﺭﺓ ﺍﻟﺘﺠﺭﺒﺔ‬ ‫ﻤﺎﺩﺓ ) ‪( 30‬‬ ‫ﻓﺘﺭﺓ ﺍﻟﺘﺠﺭﺒﺔ‬ ‫‪ - 1‬ﻓﻴﻤﺎ ﻋﺩﺍ ﻭﻅﺎﺌﻑ ﺍﻟﻔﺌﺔ ﺍﻷﻭﻟﻰ ﺘﻌﺘﺒﺭ ﺍﻟﺴﻨﺔ ﺍﻷﻭﻟﻰ ﻤﻥ ﻋﻤل ﺍﻟﻤﻭﻅﻑ ﺍﻟﺫﻱ ﻴﺘﻡ ﺍﺨﺘﻴﺎﺭﻩ‬ ‫ﻟﺸﻐل ﻭﻅﻴﻔﺔ ﺸﺎﻏﺭﺓ ﻤﻥ ﺨﺎﺭﺝ ﺍﻟﺨﺩﻤﺔ ﻓﺘﺭﺓ ﺘﺠﺭﺒﺔ‪.‬‬ ‫‪ - 2‬ﻴﺘﻡ ﺘﻘﻴﻴﻡ ﺃﺩﺍﺀ ﺍﻟﻤﻭﻅﻑ ﻭﻓﻘﺎﹰ ﻟﻠﻨﻤﺎﺫﺝ ﻭﺍﻟﻀﻭﺍﺒﻁ ﻭﺍﻹﺠﺭﺍﺀﺍﺕ ﺍﻟﺘﻲ ﺘﻭﻀﺤﻬﺎ ﺍﻟﻼﺌﺤﺔ‬

‫ﺍﻟﺘﻨﻔﻴﺫﻴﺔ‪.‬‬

‫‪ - 3‬ﻴﺨﻁﺭ ﺍﻟﻤﻭﻅﻑ ﺍﻟﺨﺎﻀﻊ ﻟﻠﺘﺠﺭﺒﺔ ﻓﻲ ﺤﺎﻟﺔ ﻋﺩﻡ ﺍﺠﺘﻴﺎﺯﻫﺎ ﻋﻥ ﺇﻨﻬﺎﺀ ﻋﻤﻠﻪ ﻗﺒل ﺃﺴﺒﻭﻋﻴﻥ‬ ‫ﻤﻥ ﺍﻨﺘﻬﺎﺌﻬﺎ ﻭﻴﺘﻡ ﺇﺸﻌﺎﺭ ﺍﻟﺩﻴﻭﺍﻥ ﺒﺫﻟﻙ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 31‬‬

‫ﺍﺠﺘﻴﺎﺯ ﻓﺘﺭﺓ ﺍﻟﺘﺠﺭﺒﺔ‬ ‫ﺇﺫﺍ ﺍﺠﺘﺎﺯ ﺍﻟﻤﻭﻅﻑ ﻓﺘﺭﺓ ﺍﻟﺘﺠﺭﺒﺔ ﺒﻨﺠﺎﺡ ﻴﻘﻭﻡ ﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺨﺘﺹ ﺒﺘﺜﺒﻴﺘﻪ ﺒﻘﺭﺍﺭ ﻓﻲ‬ ‫ﺍﻟﻭﻅﻴﻔﺔ ﻤﻥ ﺘﺎﺭﻴﺦ ﻤﺒﺎﺸﺭﺓ ﺍﻟﻌﻤل ﻓﻴﻬﺎ ﻭﻴﺘﻡ ﺇﺸﻌﺎﺭ ﺍﻟﺩﻴﻭﺍﻥ ﺒﺫﻟﻙ‪.‬‬

‫‪28‬‬

Article (29) The Regulation of the Criteria, Procedures and the Contracts' Samples The personnel office issues a regulation of the criteria, procedures and the contracts which are executed with the concerned ones according to the two previous articles.

Chapter Three The Test Period Article (30)

1- The first year of the work for the selected employee in occupying a vacant job is considered a test period. This does not include the first category jobs. 2- The employee performance is assessed according to the samples, criteria and the procedures shown in the executive regulation 3- In case of not passing the test period, the under-test employee shall be notified that his work contract is terminated before two weeks of the termination and the office shall be also informed.

Article 31 Passing the Test Period Should the employee pass the test period successfully, the concerned head of the governmental department shall fix the employee in that job by a decision since the date of starting the work in that job and the office shall be informed.

29

‫ﺍﻟﻔﺼل ﺍﻟﺭﺍﺒﻊ‬ ‫ﺘﻘﻴﻴﻡ ﺍﻷﺩﺍﺀ‬ ‫ﻤﺎﺩﺓ ) ‪( 32‬‬

‫ﺘﻘﺩﻴﺭ ﻤﺭﺍﺘﺏ ﺍﻷﺩﺍﺀ‬ ‫ﺘﻘﺩﺭ ﻤﺭﺍﺘﺏ ﺍﻷﺩﺍﺀ ﺒﺄﺭﺒﻊ ﻤﺭﺍﺘﺏ ﻫﻲ‪-:‬‬ ‫‪ ( 1‬ﻤﻤﺘﺎﺯ ) ‪( %100 - 85‬‬

‫‪ ( 2‬ﺠﻴﺩ ﺠﺩﺍﹰ ) ‪( %84 - 75‬‬ ‫‪ ( 3‬ﺠﻴﺩ ) ‪( %74 - 65‬‬

‫‪ ( 4‬ﻤﺘﻭﺴﻁ ) ‪ ( %64 - 50‬ﻭﻤﺎ ﺩﻭﻥ ﺫﻟﻙ ﻀﻌﻴﻑ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 33‬‬ ‫ﺍﻟﻼﺌﺤﺔ ﺍﻟﺘﻨﻔﻴﺫﻴﺔ ﻟﻘﻴﺎﺱ ﻜﻔﺎﻴﺔ ﺍﻷﺩﺍﺀ‬ ‫‪ - 1‬ﺘﻀﻊ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺒﺎﻟﺘﻨﺴﻴﻕ ﻤﻊ ﺍﻟﺩﻴﻭﺍﻥ ﻻﺌﺤﺔ ﺘﻨﻔﻴﺫﻴﺔ ﺘﻜﻔل ﻗﻴﺎﺱ ﻜﻔﺎﻴﺔ ﺍﻷﺩﺍﺀ ﺍﻟﻭﺍﺠﺏ‬

‫ﺘﺤﻘﻴﻘﻪ ﺒﻤﺎ ﻴﺘﻔﻕ ﻤﻊ ﺍﻟﻭﺼﻑ ﺍﻟﻭﻅﻴﻔﻲ ﻟﻨﺸﺎﻁ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﻭﺃﻫﺩﺍﻓﻬﺎ ﻭﻨﻭﻋﻴﺔ ﺍﻟﻭﻅﺎﺌﻑ ﺒﻬﺎ‬ ‫ﻭﺍﻹﺠﺭﺍﺀﺍﺕ ﺍﻟﺘﻲ ﺘﺘﺒﻊ ﻓﻲ ﻭﻀﻊ ﻭﺘﻘﺩﻴﻡ ﻭﺍﻋﺘﻤﺎﺩ ﺘﻘﺎﺭﻴﺭ ﺍﻟﻜﻔﺎﻴﺔ ﻭﻁﺭﻕ ﺍﻟﺘﻅﻠﻡ ﻤﻨﻬﺎ‪.‬‬

‫‪ - 2‬ﻴﻌﺘﺒﺭ ﺍﻷﺩﺍﺀ ﺍﻟﻌﺎﺩﻱ ﻫﻭ ﺍﻟﻤﻌﻴﺎﺭ ﺍﻟﺫﻱ ﻴﺅﺨﺫ ﺃﺴﺎﺴﺎﹰ ﻟﻘﻴﺎﺱ ﻜﻔﺎﻴﺔ ﺍﻷﺩﺍﺀ ﻭﻴﻜﻭﻥ ﺘﻘﺩﻴﺭ ﺍﻟﻜﻔﺎﻴﺔ‬

‫ﻭﻓﻘﺎﹰ ﻟﻠﻤﺭﺍﺘﺏ ﺍﻟﻤﺫﻜﻭﺭﺓ ﻓﻲ ﺍﻟﻤﺎﺩﺓ ﺍﻟﺴﺎﺒﻘﺔ‪.‬‬

‫‪ - 3‬ﻴﻘﻭﻡ ﺍﻟﺭﺌﻴﺱ ﺍﻟﻤﺒﺎﺸﺭ ﺒﺘﻘﺩﻴﺭ ﻜﻔﺎﻴﺔ ﺍﻷﺩﺍﺀ ﻟﻤﻭﻅﻔﻴﻪ ﺒﻤﻭﻀﻭﻋﻴﺔ ﻭﺩﻗﺔ ﻭﺃﻤﺎﻨﺔ ﻤﺭﺓ ﻭﺍﺤﺩﺓ ﻓﻲ‬ ‫ﻜل ﺴﻨﺔ ﺘﺒﺩﺃ ﻤﻥ ﺃﻭل ﻜﺎﻨﻭﻥ ﺍﻟﺜﺎﻨﻲ ) ﻴﻨﺎﻴﺭ ( ﻭﺘﻨﺘﻬﻲ ﻓﻲ ﻜﺎﻨﻭﻥ ﺍﻷﻭل ) ﺩﻴﺴﻤﺒﺭ ( ﻤﻥ ﻜل ﻋﺎﻡ‬ ‫ﻭﺘﻘﺩﻡ ﺨﻼل ﺸﻬﺭﻱ ﻜﺎﻨﻭﻥ ﺍﻟﺜﺎﻨﻲ ) ﻴﻨﺎﻴﺭ ( ﻭﺸﺒﺎﻁ ) ﻓﺒﺭﺍﻴﺭ ( ﻭﺘﻌﺘﻤﺩ ﻤﻥ ﺍﻟﻭﺯﻴﺭ ﺍﻟﻤﺨﺘﺹ‬ ‫ﺨﻼل ﺸﻬﺭ ﺁﺫﺍﺭ ) ﻤﺎﺭﺱ ( ﻤﻥ ﺍﻟﻌﺎﻡ ﺍﻟﺘﺎﻟﻲ‪.‬‬ ‫‪ - 4‬ﻻ ﻴﺠﻭﺯ ﺴﺤﺏ ﺍﻟﺘﻘﺭﻴﺭ ﺃﻭ ﺇﺩﺨﺎل ﺃﻱ ﺘﻌﺩﻴل ﻋﻠﻴﻪ ﺒﻌﺩ ﺇﺭﺴﺎﻟﻪ ﺇﻟﻰ ﺍﻟﺩﻴﻭﺍﻥ ﻜﻤﺎ ﻻ ﻴﺠﻭﺯ‬ ‫ﻤﺤﻭ ﺃﻭ ﻜﺸﻁ ﺃﻱ ﺒﻴﺎﻨﺎﺕ ﻓﻴﻪ‪.‬‬

‫‪ - 5‬ﻴﻌﻠﻥ ﻟﻠﻤﻭﻅﻔﻴﻥ ﻤﻌﺎﻴﻴﺭ ﻗﻴﺎﺱ ﻜﻔﺎﻴﺔ ﺍﻷﺩﺍﺀ ﺍﻟﺘﻲ ﺘﺴﺘﺨﺩﻡ ﻓﻲ ﺸﺄﻨﻬﻡ‪.‬‬

‫‪30‬‬

Chapter Four Performance Appraisal Article 32 Appraising the Performance Ranks

The performance ranks are estimated on four ranks which are 1- Excellent (85-100%) 2- Very Good (75-84%) 3- Good (65-74%) 4- Fair (50-64) and poor to which is less.

Article (33) The Executive Regulation for Assessing the Performance Efficiency 1- The governmental department sets, in accordance with the office, an executive regulation which guarantees the performance efficiency which should be achieved in accordance with the job description for the governmental department activities and objectives and the quality of its jobs and the procedures followed in writing, presenting and approving the efficiency reports and the ways of complaining about them. 2- The normal performance is the criterion considered as a basis for assessing the performance efficiency level. The performance efficiency level is assessed according to the ranks mentioned in the previous article

The current president shall assess the performance efficiency objectively, accurately and honestly once a year which starts with the beginning of January and ends with December every year. It is presented during January or February and is approved by the concerned ministry during March in the following year. 4- The report shall not be taken back or made any amendment to, and its information shall not be rubbed off or removed after sending it to the office. 5- The employees shall be announced about assessing the performance efficiency criteria used in their regards

31

‫ﻤﺎﺩﺓ ) ‪( 34‬‬ ‫ﺇﻋﺩﺍﺩ ﺍﻟﺘﻘﺎﺭﻴﺭ ﺍﻟﺴﻨﻭﻴﺔ‬ ‫ﺘﻌﺩ ﺍﻟﺘﻘﺎﺭﻴﺭ ﺍﻟﺴﻨﻭﻴﺔ ﻋﻠﻰ ﺍﻟﻨﻤﻭﺫﺝ ﺍﻟﻤﺨﺼﺹ ﻟﻬﺫﻩ ﺍﻟﻐﺎﻴﺔ ﻭﺘﺩﻭﻥ ﻓﻴﻬﺎ ﻜﻔﺎﺀﺍﺕ ﺍﻟﻤﻭﻅﻔﻴﻥ‬ ‫ﻭﺴﻠﻭﻜﻬﻡ ﻭﻨﺸﺎﻁﻬﻡ‪ ،‬ﻭﺘﻘﺩﺭ ﻜﻔﺎﻴﺔ ﺃﺩﺍﺀ ﺍﻟﻤﻭﻅﻑ ﺤﺴﺏ ﺍﻟﺩﺭﺠﺎﺕ ﺍﻟﻤﺩﻭﻨﺔ ﻓﻲ ﺍﻟﻨﻤﻭﺫﺝ‪ ،‬ﻭﻴﺭﺍﻋﻰ‬ ‫ﻓﻲ ﺘﻘﻴﻴﻡ ﻋﻤل ﺍﻟﻤﻭﻅﻑ ﺇﻨﺠﺎﺯﻩ ﻟﻭﺍﺠﺒﺎﺘﻪ ﻋﻠﻰ ﻀﻭﺀ ﺍﻟﻤﺴﺘﻭﻴﺎﺕ ﺍﻟﻤﻨﺘﻅﺭﺓ ﻤﻥ ﺸﺎﻏل ﺍﻟﻭﻅﻴﻔﺔ‪،‬‬

‫ﻜﻤﺎﹰ ﻭﻨﻭﻋﺎﹰ‪ ،‬ﻭﺘﻘﻴﻡ ﺃﺴﺎﻟﻴﺏ ﻋﻤﻠﻪ ﻤﻥ ﺤﻴﺙ ﺍﻟﻤﻭﺍﻅﺒﺔ ﻭﺍﻟﺴﻠﻭﻙ ﺍﻟﺸﺨﺼﻲ ﻭﺍﻟﺼﻔﺎﺕ ﺍﻟﺫﺍﺘﻴﺔ ﺍﻟﺘﻲ‬ ‫ﻴﻤﺎﺭﺱ ﻓﻲ ﻅﻠﻬﺎ ﺼﻼﺤﻴﺎﺘﻪ ﻭﻴﺘﺨﺫ ﻗﺭﺍﺭﺍﺘﻪ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 35‬‬ ‫ﻟﺠﻨﺔ ﺘﺩﻗﻴﻕ ﺍﻟﺘﻘﺎﺭﻴﺭ ﺍﻟﺴﻨﻭﻴﺔ‬

‫ﻴﺸﻜل ﺭﺌﻴﺱ ﻜل ﺩﺍﺌﺭﺓ ﺤﻜﻭﻤﻴﺔ ﻟﺠﻨﺔ ﺒﺭﺌﺎﺴﺘﻪ ﻟﺘﺩﻗﻴﻕ ﺍﻟﺘﻘﺎﺭﻴﺭ ﺍﻟﺴﻨﻭﻴﺔ ﻭﻭﻀﻊ ﺍﻟﺘﻘﺭﻴﺭ ﺍﻟﻌﺎﻡ‬ ‫ﻟﻜﻔﺎﻴﺔ ﺃﺩﺍﺀ ﺍﻟﻤﻭﻅﻑ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 36‬‬ ‫ﺇﻋﻼﻡ ﺍﻟﻤﻭﻅﻑ ﺒﺘﻘﺭﻴﺭ ﺍﻟﻜﻔﺎﻴﺔ‬ ‫‪ - 1‬ﺘﹸﻌ‪‬ﻠﻡ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﻤﺨﺘﺼﺔ ﺍﻟﻤﻭﻅﻑ ﺍﻟﺫﻱ ﻴﻌﻤل ﻟﺩﻴﻬﺎ ﺒﺼﻭﺭﺓ ﻤﻥ ﺘﻘﺭﻴﺭ ﺍﻟﻜﻔﺎﻴﺔ ﻋﻥ ﺃﺩﺍﺌﻪ‬ ‫ﺒﻤﺠﺭﺩ ﺍﻋﺘﻤﺎﺩﻩ ﻤﻥ ﺍﻟﺠﻬﺔ ﺍﻟﻤﺨﺘﺼﺔ‪.‬‬ ‫‪ - 2‬ﻟﻠﻤﻭﻅﻑ ﺃﻥ ﻴﺘﻅﻠﻡ ﻟﻠﻭﺯﻴﺭ ﺍﻟﻤﺨﺘﺹ ﻤﻥ ﺍﻟﺘﻘﺭﻴﺭ ﺍﻟﻤﺫﻜﻭﺭ ﺨﻼل ﻋﺸﺭﻴﻥ ﻴﻭﻤﺎﹰ ﻤﻥ ﺘﺎﺭﻴﺦ‬ ‫ﻋﻤﻠﻪ ﺒﻪ‪.‬‬

‫‪ - 3‬ﺘﺸﻜل ﻟﺠﻨﺔ ﺘﻅﻠﻤﺎﺕ ﺘﹸﻨﺸﺄ ﻟﻬﺫﺍ ﺍﻟﻐﺭﺽ ﺒﻘﺭﺍﺭ ﻤﻥ ﺍﻟﻭﺯﻴﺭ ﺍﻟﻤﺨﺘﺹ ﺘﺘﻜﻭﻥ ﻤﻥ ﺜﻼﺜﺔ ﻤﻥ‬ ‫ﻜﺒﺎﺭ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻤﻤﻥ ﻟﻡ ﻴﺸﺘﺭﻜﻭﺍ ﻓﻲ ﻭﻀﻊ ﺍﻟﺘﻘﺭﻴﺭ ﻟﻠﺒﺕ ﻓﻲ ﺍﻟﺘﻅﻠﻡ ﺨﻼل ﻤﺩﺓ ﺃﻗﺼﺎﻫﺎ ﺴﺘﻭﻥ‬ ‫ﻴﻭﻤﺎﹰ ﻤﻥ ﺘﺎﺭﻴﺦ ﺘﻘﺩﻴﻤﻪ ﻟﻠﻭﺯﻴﺭ‪ ،‬ﻭﻴﻜﻭﻥ ﻗﺭﺍﺭ ﻫﺫﻩ ﺍﻟﻠﺠﻨﺔ ﻨﻬﺎﺌﻴﺎﹰ‪.‬‬

‫‪ - 4‬ﻻ ﻴﻌﺘﺒﺭ ﺘﻘﺭﻴﺭ ﻜﻔﺎﻴﺔ ﺍﻷﺩﺍﺀ ﻨﻬﺎﺌﻴﺎﹰ ﺇﻻ ﺒﻌﺩ ﺍﻨﻘﻀﺎﺀ ﻤﻴﻌﺎﺩ ﺍﻟﺘﻅﻠﻡ ﻤﻨﻪ ﺃﻭ ﺍﻟﺒﺕ ﻓﻴﻪ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 37‬‬ ‫ﺸﻬﺎﺩﺍﺕ ﺍﻟﺘﻘﺩﻴﺭ‬

‫ﻴﻤﻨﺢ ﺍﻟﻤﻭﻅﻑ ﺍﻟﺫﻱ ﺤﺼل ﻋﻠﻰ ﻤﺭﺘﺒﺔ ﻤﻤﺘﺎﺯ ﻓﻲ ﺘﻘﺎﺭﻴﺭ ﻜﻔﺎﻴﺔ ﺍﻷﺩﺍﺀ ﺸﻬﺎﺩﺓ ﺘﻘﺩﻴﺭ ﻤﻥ ﺍﻟﺩﺍﺌﺭﺓ‬ ‫ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﺘﺎﺒﻊ ﻟﻬﺎ‪ ،‬ﻭﻴﻌﻠﻥ ﻋﻥ ﺍﺴﻤﻪ ﻓﻲ ﻟﻭﺤﺔ ﻤﺨﺼﺼﺔ ﻟﺫﻟﻙ‬ ‫‪32‬‬

Article 34 Preparing the Annual Reports The annual reports are prepared on the basis of the model assigned to this purpose where the employees' performance efficiencies, behaviors and activities are recorded. The employee's performance efficiency is assessed according to the degrees recorded in the model. In assessing the employee's work, his achievements of duties are considered in light of the levels expected of the job's occupier quantitatively and qualitatively. His work's ways are assessed according to attendance, personal behavior, personal attributes which determine the way he exerts his powers and makes his decisions Article 35 The Committee of Examining the Annual Reports Each governmental department head constitutes a committee headed by him for examining the annual reports and writing the general reports for assessing the employee efficiency performance

Article (36) Informing the Employee about the Efficiency Report 1- The employee shall be informed by the concerned department in a copy of the efficiency report about his/her performance once approved by the concerned authority 2- The employee may complain to the concerned president about the report mentioned within 20 days since the date of applying the report. 3- A complaints committee, for this purpose, is constituted by a decision of the minister. The committee shall be composed of three senior employees who have not taken a part in writing the reports to settle the complaint with a less than sixty day period as of the date of presenting the report to the minister. The decision of the committee shall be considered casting. The performance efficiency report shall not be considered irrevocable unless the time of the complaining or settling the report passes.

Article (37) Appraisal Certificates The employee who obtains the excellent degree in the performance efficiency reports shall be granted an appraisal certificate by the governmental department he follows and his name is announced in a poster assigned to that purpose.

33

‫ﻤﺎﺩﺓ ) ‪( 38‬‬ ‫ﺍﻟﻤﻭﻅﻔﻭﻥ ﺍﻟﻤﻨﺘﺩﺒﻭﻥ ﻭﺍﻟﻤﻌﺎﺭﻭﻥ‬ ‫ﺘﻀﻊ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺨﺘﺼﺔ ﺍﻟﺘﻘﺭﻴﺭ ﺍﻟﺴﻨﻭﻱ ﻋﻥ ﺍﻟﻤﻭﻅﻑ ﺍﻟﻤﻨﺘﺩﺏ ﺃﻭ ﺍﻟﻤﻌﺎﺭ ﻤﻨﻬﺎ ﺒﻌﺩ ﺃﺨﺫ‬ ‫ﺭﺃﻱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺃﻭ ﺍﻟﺠﻬﺔ ﺍﻟﺘﻲ ﺍﻨﺘﺩﺏ ﺃﻭ ﺃﻋﻴﺭ ﺇﻟﻴﻬﺎ ﻜﺘﺎﺒﺔﹰ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 39‬‬

‫ﺘﻨﺒﻴﻪ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻭﺇﻨﺫﺍﺭﻫﻡ‬ ‫ﻴﻨﺒﻪ ﺍﻟﻤﻭﻅﻑ ﺍﻟﺫﻱ ﻴﺭﺩ ﻋﻨﻪ ﺘﻘﺩﻴﺭ ﺒﺩﺭﺠﺔ ﻤﺘﻭﺴﻁ ﺇﻟﻰ ﺃﻭﺠﻪ ﺘﻘﺼﻴﺭﻩ‪ ،‬ﻭﻴﻨﺫﺭ ﺍﻟﻤﻭﻅﻑ ﺍﻟﺫﻱ ﻴﺭﺩ‬ ‫ﻋﻨﻪ ﺘﻘﺩﻴﺭ ﺒﺩﺭﺠﺔ ﻀﻌﻴﻑ‪ ،‬ﻭﻴﻁﻠﺏ ﻤﻥ ﻜل ﻤﻨﻬﻤﺎ ﺘﺤﺴﻴﻥ ﺃﺩﺍﺌﻪ‪ ،‬ﻭﺘﻼﻓﻲ ﺘﻘﺼﻴﺭﻩ‪ ،‬ﻭﺘﺭﺴل ﻨﺴﺨﺔ‬

‫ﺍﻹﻨﺫﺍﺭ ﺇﻟﻰ ﺍﻟﺩﻴﻭﺍﻥ‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 40‬‬ ‫ﻭﻗﻑ ﺍﻟﻌﻼﻭﺓ ﺍﻟﺩﻭﺭﻴﺔ‬ ‫ﻴﺠﻭﺯ ﻭﻗﻑ ﺍﻟﻌﻼﻭﺓ ﺍﻟﺩﻭﺭﻴﺔ ﻋﻥ ﺍﻟﻤﻭﻅﻑ ﻤﻥ ﺘﺎﺭﻴﺦ ﺍﺴﺘﺤﻘﺎﻗﻬﺎ ﺇﺫﺍ ﻭﺭﺩ ﻋﻨﻪ ﺘﻘﺭﻴﺭ ﺴﻨﻭﻱ‬ ‫ﺒﺩﺭﺠﺔ ﻀﻌﻴﻑ ﻭﻟﺤﻴﻥ ﺘﺤﺴﻥ ﺃﺩﺍﺌﻪ ﺍﻟﻭﻅﻴﻔﻲ ﺒﺤﺼﻭﻟﻪ ﻋﻠﻰ ﺘﻘﺩﻴﺭ ﻤﺘﻭﺴﻁ ﻓﻤﺎ ﻓﻭﻕ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 41‬‬ ‫ﻟﺠﻨﺔ ﺘﻭﻗﻴﻊ ﺍﻟﺠﺯﺍﺀﺍﺕ‬ ‫ﻴ‪‬ﺤﺎل ﺍﻟﻤﻭﻅﻑ ﺍﻟﺫﻱ ﻴﻘﺩﻡ ﻋﻨﻪ ﺘﻘﺭﻴﺭﺍﻥ ﺴﻨﻭﻴﺎﻥ ﻤﺘﺘﺎﻟﻴﺎﻥ ﺒﺩﺭﺠﺔ ﻀﻌﻴﻑ ﺇﻟﻰ ﻟﺠﻨﺔ ﺘﺸﻜل ﻤﻥ ﻗﺒل‬ ‫ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﻤﺨﺘﺼﺔ ﺒﺎﻟﺘﻨﺴﻴﻕ ﻤﻊ ﺍﻟﺩﻴﻭﺍﻥ‪ ،‬ﻭﻴﺠﻭﺯ ﺃﻥ ﺘﻭﻗﻊ ﻋﻠﻴﻪ ﻭﺍﺤﺩﺓ ﺃﻭ ﺃﻜﺜﺭ ﻤﻥ ﺍﻟﺠﺯﺍﺀﺍﺕ‬ ‫ﺍﻟﺘﺎﻟﻴﺔ‪-:‬‬

‫‪ - 1‬ﻭﻗﻑ ﺍﻟﻌﻼﻭﺓ ﺍﻟﺩﻭﺭﻴﺔ ﺍﻟﺴﻨﻭﻴﺔ‪.‬‬ ‫‪ - 2‬ﺘﻨﺯﻴل ﺍﻟﺩﺭﺠﺔ‪.‬‬ ‫‪ - 3‬ﺘﻨﺯﻴل ﺍﻟﻭﻅﻴﻔﺔ‪.‬‬

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Article (38) Seconded and Deputized Employees The concerned governmental department sets, in writing, the annual report about the deputized or the seconded employee after having taken the opinion of the governmental department or the authority he is deputized or seconded to.

Article 39 Notifying and Warning the Employees The employee who gets 'Fair' assessment shall be notified about his malfunction sides and the employee who gets the poor assessment is warned and both of them are required to improve their performance level and avoid the malfunctioning. The warning copy shall be sent to the office.

Article 40 Stopping the Periodic Allowance The periodic allowance can be stopped since the date of fulfillment if he was reported as poor till his job performance level gets better by scoring fair or more. Article 41 The Committee of Imposing the Penalties

The employee who is reported in two frequent annual reports as poor shall be referred to a committee which is constituted by the concerned department in accordance with the office. The committee may impose one or more of the following penalties: 1- Stopping the annual periodic allowance 2- Degradation 3- Demotion

35

‫ﻤﺎﺩﺓ ) ‪( 42‬‬ ‫ﻓﺼل ﺍﻟﻤﻭﻅﻑ ﺍﻟﻀﻌﻴﻑ‬ ‫ﺇﺫﺍ ﻗﺩﻡ ﻋﻥ ﺍﻟﻤﻭﻅﻑ ﺍﻟﻤﺸﺎﺭ ﺇﻟﻴﻪ ﻓﻲ ﺍﻟﻤﺎﺩﺓ ﺍﻟﺴﺎﺒﻘﺔ ﺘﻘﺭﻴﺭ ﺜﺎﻟﺙ ﺒﺩﺭﺠﺔ ﻀﻌﻴﻑ ﻴﺘﻌﻴﻥ ﻋﻠﻰ‬ ‫ﺍﻟﻠﺠﻨﺔ ﺍﻟﻤﺨﺘﺼﺔ ﺍﻟﻨﻅﺭ ﻓﻲ ﻓﺼﻠﻪ‪.‬‬

‫ﺍﻟﻔﺼل ﺍﻟﺨﺎﻤﺱ‬ ‫ﺍﻟﺘﺭﻗﻴﺎﺕ‬ ‫ﻤﺎﺩﺓ ) ‪( 43‬‬ ‫ﺍﻟﺘﺭﻗﻴﺔ ﻋﻠﻰ ﺩﺭﺠﺔ ﺸﺎﻏﺭﺓ‬ ‫ﻻ ﺘﺘﻡ ﺍﻟﺘﺭﻗﻴﺔ ﺇﻻ ﻋﻠﻰ ﺩﺭﺠﺔ ﺸﺎﻏﺭﺓ ﻓﻲ ﺍﻟﻤﻭﺍﺯﻨﺔ ﺍﻟﻤﻌﺘﻤﺩﺓ ﺸﺭﻴﻁﺔ ﻗﻀﺎﺀ ﺍﻟﻤﻭﻅﻑ ﺴﻨﻭﺍﺕ ﺍﻟﺤﺩ‬ ‫ﺍﻷﺩﻨﻰ ﻟﻠﻤﺩﺓ ﺍﻟﻤﻘﺭﺭﺓ ﻟﻠﺒﻘﺎﺀ ﻋﻠﻰ ﺍﻟﺩﺭﺠﺔ ﺍﻟﻤﺸﺎﺭ ﺇﻟﻴﻬﺎ ﻓﻲ ﺍﻟﺠﺩﻭل ﺭﻗﻡ ) ‪ ( 1‬ﺍﻟﻤﻠﺤﻕ ﺒﻬﺫﺍ‬ ‫ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 44‬‬

‫ﺸﺭﻭﻁ ﺍﻟﺘﺭﻗﻴﺔ ﻋﻠﻰ ﺍﻟﺩﺭﺠﺎﺕ ﺩﺍﺨل ﺍﻟﻔﺌﺔ ﺍﻷﻭﻟﻰ‬ ‫ﻴﺸﺘﺭﻁ ﻟﻠﺘﺭﻗﻴﺔ ﻋﻠﻰ ﺍﻟﺩﺭﺠﺎﺕ ﺩﺍﺨل ﺍﻟﻔﺌﺔ ﺍﻷﻭﻟﻰ ﺤﺼﻭل ﺍﻟﻤﻭﻅﻑ ﻋﻠﻰ ﺘﻘﺩﻴﺭ ﺠﻴﺩ ﺠﺩﺍﹰ ﻁﻴﻠﺔ‬

‫ﺴﻨﻭﺍﺕ ﺍﻟﺨﺩﻤﺔ ﻓﻲ ﺍﻟﺩﺭﺠﺔ ﻭﻴﺘﻡ ﺍﻋﺘﻤﺎﺩ ﺍﻟﺘﺭﻗﻴﺔ ﻤﻥ ﻗﺒل ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﺒﻨﺎﺀ ﻋﻠﻰ ﺘﻨﺴﻴﺏ ﺭﺌﻴﺱ‬

‫ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺨﺘﺹ‪.‬‬ ‫ﺘﻌﻁﻰ ﺍﻷﻭﻟﻭﻴﺔ ﺒﺎﻻﺨﺘﻴﺎﺭ ﻟﻤﻥ ﺤﺼل ﻋﻠﻰ ﺘﻘﺩﻴﺭ ﻤﻤﺘﺎﺯ ﻁﻴﻠﺔ ﺴﻨﻭﺍﺕ ﺍﻟﺨﺩﻤﺔ ﻓﻲ ﻫﺫﻩ ﺍﻟﺩﺭﺠﺔ‬ ‫ﻭﻋﻨﺩ ﺍﻟﺘﺴﺎﻭﻱ ﻓﻲ ﺘﻘﻴﻴﻡ ﺍﻷﺩﺍﺀ ﻴﺘﻡ ﺍﻻﺨﺘﻴﺎﺭ ﺤﺴﺏ ﺍﻷﻗﺩﻤﻴﺔ ﻓﻴﻤﺎ ﺒﻴﻨﻬﻡ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 45‬‬ ‫ﺸﺭﻭﻁ ﺍﻟﺘﺭﻗﻴﺔ ﻋﻠﻰ ﺍﻟﺩﺭﺠﺎﺕ ﺩﺍﺨل ﺒﺎﻗﻲ ﺍﻟﻔﺌﺎﺕ‬ ‫ﻴﺸﺘﺭﻁ ﻟﻠﺘﺭﻗﻴﺔ ﻋﻠﻰ ﺍﻟﺩﺭﺠﺎﺕ ﺩﺍﺨل ﺒﺎﻗﻲ ﺍﻟﻔﺌﺎﺕ ﺤﺼﻭل ﺍﻟﻤﻭﻅﻑ ﻋﻠﻰ ﻤﺘﻭﺴﻁ ﺘﻘﺩﻴﺭ ﺠﻴﺩ ﻓﻤﺎ‬ ‫ﻓﻭﻕ ﻵﺨﺭ ﺜﻼﺙ ﺴﻨﻭﺍﺕ‪.‬‬

‫‪36‬‬

Article (42) Dismissing the Poor Efficiency Employee

If the employee mentioned in the previous article is reported for the third time as poor, the concerned authority shall consider dismissing him

Chapter Five Promotions Article 43 Promotion to a Vacant Degree The promotion shall not be carried out but when there is a vacant degree in the approved budget provided that the employee spends the minimum years for the period determined to keep the degree referred to in the chart (1) attached to this Act.

Article (44) The Promotion Conditions on the Degrees inside the First Category Obtaining Very Good rate throughout the years served in the degree is a condition for promoting to the degrees on the first category. The promotion shall be approved by the cabinet upon a placement by the concerned head of the governmental department. The priority in selection is to those who get excellent throughout the years served in their degree. When there is equality in performance, the older in age is selected

Article (45) The Promotion Conditions on the Degrees inside the Remaining Categories Obtaining the Good rate and more for the last three years served, is a condition to the promotion to the degrees inside the remaining categories.

37

‫ﻤﺎﺩﺓ ) ‪( 46‬‬ ‫ﺍﻟﺘﺭﻗﻴﺔ ﺩﺍﺨل ﺍﻟﻔﺌﺘﻴﻥ ﺍﻟﺜﺎﻨﻴﺔ ﻭﺍﻟﺜﺎﻟﺜﺔ‬ ‫ﺘﺘﻡ ﺍﻟﺘﺭﻗﻴﺔ ﺩﺍﺨل ﺍﻟﻔﺌﺘﻴﻥ ﺍﻟﺜﺎﻨﻴﺔ ﻭﺍﻟﺜﺎﻟﺜﺔ ﻟﻠﻤﻭﻅﻔﻴﻥ ﺍﻟﻤﺴﺘﻭﻓﻴﻥ ﻟﺸﺭﻭﻁ ﺍﻟﺘﺭﻗﻴﺔ ﻓﻲ ﺍﻟﺩﺍﺌﺭﺓ‬ ‫ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺨﺘﺼﺔ ﺒﻘﺭﺍﺭ ﻤﻥ ﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﻤﺨﺘﺹ‪.‬‬

‫ﻭﺘﻌﻁﻰ ﺍﻷﻭﻟﻭﻴﺔ ﻓﻲ ﺍﻟﺘﺭﻗﻴﺎﺕ ﻟﻸﻗﺩﻤﻴﺔ ﻭﺍﻷﺩﺍﺀ ﻤﻊ ﺍﻟﺒﺩﺀ ﺒﺎﻟﻨﺴﺒﺔ ﺍﻟﻤﺨﺼﺼﺔ ﻟﻠﺘﺭﻗﻴﺔ ﺒﺎﻷﻗﺩﻤﻴﺔ‬

‫ﻭﺫﻟﻙ ﻭﻓﻘﺎﹰ ﻟﻠﻨﺴﺏ ﺍﻟﺘﺎﻟﻴﺔ‪-:‬‬ ‫ﺍﻟﺩﺭﺠﺔ‬ ‫ﻤﻥ‬

‫ﺇﻟﻰ‬

‫ﺃﻗﺩﻤﻴﺔ ﺃﺩﺍﺀ‬

‫ﺍﻟﺴﺎﺩﺴﺔ ﺍﻟﺨﺎﻤﺴﺔ ‪20% 80%‬‬ ‫ﺍﻟﺨﺎﻤﺴﺔ ﺍﻟﺭﺍﺒﻌﺔ ‪40% 60%‬‬ ‫ﺍﻟﺭﺍﺒﻌﺔ ﺍﻟﺜﺎﻟﺜﺔ ‪50% 50%‬‬ ‫ﺍﻟﺜﺎﻟﺜﺔ ﺍﻟﺜﺎﻨﻴﺔ ‪60% 40%‬‬ ‫ﺍﻟﺜﺎﻨﻴﺔ ﺍﻷﻭﻟﻰ ‪80% 20%‬‬ ‫ﻤﺎﺩﺓ ) ‪( 47‬‬ ‫ﺍﻟﺘﺭﻗﻴﺔ ﺩﺍﺨل ﺍﻟﻔﺌﺘﻴﻥ ﺍﻟﺭﺍﺒﻌﺔ ﻭﺍﻟﺨﺎﻤﺴﺔ‬ ‫ﺘﺘﻡ ﺠﻤﻴﻊ ﺍﻟﺘﺭﻗﻴﺎﺕ ﻓﻲ ﺒﺎﻗﻲ ﺩﺭﺠﺎﺕ ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻟﺜﺔ ﻭﺍﻟﻔﺌﺘﻴﻥ ﺍﻟﺭﺍﺒﻌﺔ ﻭﺍﻟﺨﺎﻤﺴﺔ ﺒﺎﻷﻗﺩﻤﻴﺔ ﻤﻥ ﺒﻴﻥ‬ ‫ﺍﻟﻤﺴﺘﻭﻓﻴﻥ ﻟﺸﺭﻭﻁ ﺍﻟﺘﺭﻗﻴﺔ‪.‬‬

‫ﻭﻴﺼﺩﺭ ﺍﻟﻘﺭﺍﺭ ﺒﺫﻟﻙ ﻤﻥ ﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﻤﺨﺘﺹ ﺒﻨﺎﺀ ﻋﻠﻰ ﺘﻭﺼﻴﺔ ﺍﻟﻠﺠﻨﺔ ﺍﻟﻤﺨﺘﺼﺔ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 48‬‬ ‫ﺍﻟﺘﺭﻗﻴﺔ ﻤﻥ ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻨﻴﺔ ﺇﻟﻰ ﺍﻟﻔﺌﺔ ﺍﻷﻭﻟﻰ‬ ‫ﺘﺘﻡ ﺍﻟﺘﺭﻗﻴﺔ ﻤﻥ ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻨﻴﺔ ﺇﻟﻰ ﺍﻟﻔﺌﺔ ﺍﻷﻭﻟﻰ ﻟﻠﻤﻭﻅﻔﻴﻥ ﺍﻟﻤﺴﺘﻭﻓﻴﻥ ﻟﺸﺭﻭﻁ ﺍﻟﺘﺭﻗﻴﺔ ﺒﺘﻨﺴﻴﺏ ﻤﻥ‬ ‫ﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﻭﺒﻘﺭﺍﺭ ﻤﻥ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ‪.‬‬

‫‪38‬‬

Article 46 The Promotion inside the Second and the Third Categories

The promotion inside the second and the third categories is merited to those employees fulfilling the promotion conditions at the concerned governmental department by a decision of the concerned department head The priority in the promotions is given according to the seniority and the performance, starting with the proportion assigned to promotion, with the seniority according to the following proportions.

Degree Seniority Performance From

To

Sixth

Fifth

Fifth

Fourth

Fourth

Third

80%

20%

60%

40%

50%

50%

Third

Second

40%

60%

Second

First

20%

80%

Article 47 The Promotion inside the Fourth and the Fifth Categories All the promotions in the remaining degrees of the third and the fourth categories are made by seniority among employees fulfilling the promotion conditions Pursuant to a recommendation of the concerned committee, the decision is issued by the concerned department head.

Article 48 The Promotion from the Second Category to the First Category The promotion from the second category to the first category is made to the employees fulfilling the promotion conditions by a placement of the department head and by a decision of the cabinet.

39

‫ﻭﺘﻌﻁﻰ ﺍﻷﻭﻟﻭﻴﺔ ﻟﻠﺘﺭﻗﻴﺔ ﺒﺎﻻﺨﺘﻴﺎﺭ ﻟﻤﻥ ﺤﺼل ﻋﻠﻰ ﺘﻘﺩﻴﺭ ﻤﻤﺘﺎﺯ ﻁﻴﻠﺔ ﺴﻨﻭﺍﺕ ﺍﻟﺨﺩﻤﺔ ﻓﻲ ﻫﺫﻩ‬

‫ﺍﻟﺩﺭﺠﺔ‪ ،‬ﻭﻋﻨﺩ ﺍﻟﺘﺴﺎﻭﻱ ﻓﻲ ﺘﻘﻴﻴﻡ ﺍﻷﺩﺍﺀ ﻴﺘﻡ ﺍﻻﺨﺘﻴﺎﺭ ﺤﺴﺏ ﺍﻷﻗﺩﻤﻴﺔ ﻓﻴﻤﺎ ﺒﻴﻥ ﺍﻟﻤﺴﺘﺤﻘﻴﻥ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 49‬‬ ‫ﺼﺩﻭﺭ ﻗﺭﺍﺭ ﺍﻟﺘﺭﻗﻴﺔ ﻤﻥ ﺍﻟﺠﻬﺔ ﺍﻟﻤﺨﺘﺼﺔ ﺒﺎﻟﺘﻌﻴﻴﻥ‬

‫‪ - 1‬ﻴﺼﺩﺭ ﻗﺭﺍﺭ ﺍﻟﺘﺭﻗﻴﺔ ﻤﻥ ﺍﻟﺠﻬﺔ ﺍﻟﻤﺨﺘﺼﺔ ﺒﺎﻟﺘﻌﻴﻴﻥ‪ ،‬ﻭﺘﻌﺘﺒﺭ ﺍﻟﺘﺭﻗﻴﺔ ﻨﺎﻓﺫﺓﹰ ﻤﻥ ﺘﺎﺭﻴﺦ ﺼﺩﻭﺭ‬ ‫ﺍﻟﻘﺭﺍﺭ ﺒﻬﺎ‪.‬‬ ‫‪ - 2‬ﻴﺴﺘﺤﻕ ﺍﻟﻤﻭﻅﻑ ﻤﻥ ﺘﺎﺭﻴﺦ ﺍﻟﺘﺭﻗﻴﺔ ﺃﻭل ﻤﺭﺒﻭﻁ ﺍﻟﺩﺭﺠﺔ ﺍﻟﺠﺩﻴﺩﺓ ﺃﻭ ﻋﻼﻭﺓ ﻤﻥ ﻋﻼﻭﺍﺕ‬ ‫ﻫﺫﻩ ﺍﻟﺩﺭﺠﺔ ﻤﻀﺎﻓﺔ ﺇﻟﻰ ﺭﺍﺘﺒﻪ ﺍﻷﺼﻠﻲ ﺃﻴﻬﻤﺎ ﺃﻜﺒﺭ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 50‬‬

‫ﺍﻟﺸﻜﺎﻭﻯ ﺒﺤﻕ ﺍﻟﻤﻭﻅﻔﻴﻥ‬ ‫‪ - 1‬ﺇﺫﺍ ﻗﹸﺩ‪‬ﻤﺕ ﺒﺤﻕ ﻤﻭﻅﻑ ﺸﻜﻭﻯ ﺘﺴﺘﻭﺠﺏ ﺍﺘﺨﺎﺫ ﺇﺠﺭﺍﺀﺍﺕ ﺘﺄﺩﻴﺒﻴﺔ ﺃﻭ ﺠﺯﺍﺌﻴﺔ ﻓﻼ ﻴﻨﻅﺭ ﻓﻲ‬

‫ﺘﺭﻗﻴﺘﻪ ﺇﻻ ﺒﻌﺩ ﺼﺩﻭﺭ ﺍﻟﻘﺭﺍﺭ ﺍﻟﻨﻬﺎﺌﻲ ﻓﻲ ﻗﻀﻴﺘﻪ‪.‬‬

‫‪ - 2‬ﺇﺫﺍ ﺘﻘﺭﺭ ﻋﺩﻡ ﺍﺘﺨﺎﺫ ﺇﺠﺭﺍﺀﺍﺕ ﺘﺄﺩﻴﺒﻴﺔ ﺒﺤﻘﻪ ﺃﻭ ﺘﻤﺕ ﺘﺒﺭﺌﺘﻪ ﻤﻥ ﺍﻟﺘﻬﻤﺔ ﺍﻟﻤﻭﺠﻬﺔ ﺇﻟﻴﻪ ﻴﻨﻅﺭ‬ ‫ﻓﻲ ﺘﺭﻗﻴﺘﻪ ﻤﻥ ﺘﺎﺭﻴﺦ ﺍﺴﺘﺤﻘﺎﻗﻬﺎ‪.‬‬

‫ﺍﻟﺒﺎﺏ ﺍﻟﺜﺎﻟﺙ‬ ‫ﺍﻟﻔﺼل ﺍﻷﻭل‬ ‫ﺭﻭﺍﺘﺏ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻭﻋﻼﻭﺍﺘﻬﻡ‬ ‫ﻤﺎﺩﺓ ) ‪( 51‬‬ ‫ﺴﻠﻡ ﺭﻭﺍﺘﺏ ﺍﻟﻤﻭﻅﻔﻴﻥ‬ ‫‪ - 1‬ﺘﺤﺩﺩ ﺭﻭﺍﺘﺏ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻁﺒﻘﺎﹰ ﻟﺴﻠﻡ ﺍﻟﺭﻭﺍﺘﺏ ﺍﻟﻤﻠﺤﻕ ﺒﻬﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬ ‫‪ - 2‬ﻴﺠﻭﺯ ﻟﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﺘﻘﺩﻴﻡ ﺍﻗﺘﺭﺍﺡ ﺒﺘﻌﺩﻴل ﺴﻠﻡ ﺍﻟﺭﻭﺍﺘﺏ ﻤﻥ ﺤﻴﻥ ﺇﻟﻰ ﺁﺨﺭ ﺇﻟﻰ ﺍﻟﻤﺠﻠﺱ‬ ‫ﺍﻟﺘﺸﺭﻴﻌﻲ ﺍﻟﻔﻠﺴﻁﻴﻨﻲ ﻟﻠﻤﺼﺎﺩﻗﺔ ﻋﻠﻴﻪ‪.‬‬

‫‪ - 3‬ﻴﺼﺭﻑ ﺍﻟﺭﺍﺘﺏ ﺍﻹﺠﻤﺎﻟﻲ ﻟﻠﻤﻭﻅﻑ ﻋﻠﻰ ﺃﺴﺎﺱ‪-:‬‬ ‫‪40‬‬

The priority in promotion is merited by selecting who obtained the excellent degree throughout the years served in this degree. When there is equality in performance, the selection occurs according to the seniority among the merited.

Article 49 The Promotion Decision Is Issued by the Authority Concerned with the Appointment 1- The promotion decision in appointment is issued by the government authority. The promotion is considered effective since the date of issuing the decision 2- The employee merits the first salary for the new degree since the date of the promotion or the first salary added to his basic salary (what is more)

Article 50 Complaints against the Employees

1- If a complaint is presented against an employee, disciplinary or penal procedures shall be imposed. Thus, his promotion is not taken into consideration unless the final decision is issued concerning his matter. 2- If it was decided not to take disciplinary or penal procedures against the employee or if the employee is exonerated from the charge, his promotion is taken into consideration since the date of fulfillment.

Part3 Chapter One The Salaries and the Allowances of the Employees Article 51 Employees Salaries' Scale 1- The employees' salaries are determined according to the salaries scale attached to this Act. 2- The cabinet may present a proposal to be approved by the legislative council which proposes the amendment of salaries from time to another. 3- The employee's gross salary is paid on this basis

41

‫ﺃﻭﻻﹰ‪ :‬ﺍﻻﺴﺘﺤﻘﺎﻗﺎﺕ‪-:‬‬

‫ﺃ ‪ -‬ﺍﻟﺭﺍﺘﺏ ﺍﻷﺴﺎﺴﻲ ﻤﻊ ﻋﻼﻭﺓ ﺍﻟﺩﺭﺠﺔ‪.‬‬

‫ﺏ ‪ -‬ﻋﻼﻭﺓ ﺍﻻﺨﺘﺼﺎﺹ‪.‬‬ ‫ﺝ ‪ -‬ﻋﻼﻭﺓ ﺍﺠﺘﻤﺎﻋﻴﺔ ﻟﻠﺯﻭﺝ ﻭﺍﻷﻭﻻﺩ‪.‬‬ ‫ﺩ ‪ -‬ﺒﺩل ﺍﻨﺘﻘﺎل ﻤﻥ ﻤﻜﺎﻥ ﺍﻟﺴﻜﻥ ﺇﻟﻰ ﻤﻜﺎﻥ ﺍﻟﻌﻤل‪.‬‬

‫ﻫـ ‪ -‬ﻋﻼﻭﺓ ﻏﻼﺀ ﺍﻟﻤﻌﻴﺸﺔ‪.‬‬ ‫ﻭ ‪ -‬ﻋﻼﻭﺓ ﻨﺩﺭﺓ‪.‬‬ ‫ﺯ ‪ -‬ﻋﻼﻭﺓ ﻤﺨﺎﻁﺭﺓ‪.‬‬

‫ﺡ ‪ -‬ﻋﻼﻭﺓ ﻁﺒﻴﻌﺔ ﻋﻤل‪.‬‬

‫ﻁ ‪ -‬ﻋﻼﻭﺓ ﺇﺩﺍﺭﻴﺔ‪ :‬ﻭﺘﻤﻨﺢ ﻟﻤﻥ ﻴﺸﻐﻠﻭﻥ ﻤﻭﺍﻗﻊ ﺇﺸﺭﺍﻓﻴﺔ ﻗﻴﺎﺩﻴﺔ ﻭﻓﻘﺎﹰ ﻟﻠﻬﻴﻜل ﺍﻟﺘﻨﻅﻴﻤﻲ ﻭﺠﺩﻭل‬ ‫ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﻤﻌﺘﻤﺩﻴﻥ ﻟﻠﺩﻭﺍﺌﺭ ﺍﻟﻤﺨﺘﻠﻔﺔ ﻋﻠﻰ ﺍﻟﻭﺠﻪ ﺍﻟﻤﺒﻴﻥ ﻓﻲ ﺍﻟﺠﺩﻭل ﺭﻗﻡ ) ‪ ( 2‬ﺍﻟﻤﻠﺤﻕ ﺒﻬﺫﺍ‬

‫ﺍﻟﻘﺎﻨﻭﻥ ﻭﻻ ﻴﺠﻭﺯ ﺍﻟﺠﻤﻊ ﺒﻴﻨﻬﺎ ﻭﺒﻴﻥ ﻋﻼﻭﺓ ﺍﻻﺨﺘﺼﺎﺹ ﺒﺤﻴﺙ ﻴﺼﺭﻑ ﺃﻴﻬﻤﺎ ﺃﻜﺒﺭ‪.‬‬ ‫ﺜﺎﻨﻴﺎﹰ‪ :‬ﺍﻻﺴﺘﻘﻁﺎﻋﺎﺕ ‪-:‬‬ ‫ﺃ _ ﻗﺴﻁ ﺍﻟﺘﻘﺎﻋﺩ‪.‬‬ ‫ﺏ ‪ -‬ﻗﺴﻁ ﺍﻟﺘﺄﻤﻴﻥ ﺍﻟﺼﺤﻲ‪.‬‬ ‫ﺝ ‪ -‬ﻀﺭﻴﺒﺔ ﺍﻟﺩﺨل‪.‬‬

‫ﺩ ‪ -‬ﺃﻴﺔ ﺍﺴﺘﻘﻁﺎﻋﺎﺕ ﺃﺨﺭﻯ ﻴﺤﺩﺩﻫﺎ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 52‬‬ ‫ﺍﻟﻌﻼﻭﺓ ﺍﻟﺩﻭﺭﻴﺔ ﺍﻟﺴﻨﻭﻴﺔ‬ ‫ﻴﻤﻨﺢ ﺍﻟﻤﻭﻅﻑ ﺍﻟﺫﻱ ﺃﻤﻀﻰ ﺴﻨﺔ ﻓﺄﻜﺜﺭ ﻓﻲ ﺍﻟﺨﺩﻤﺔ ﻋﻼﻭﺓ ﺩﻭﺭﻴﺔ ﺴﻨﻭﻴﺔ ﺘﺼﺭﻑ ﻟﻪ ﻓﻲ ﺍﻷﻭل‬ ‫ﻤﻥ ﻜﺎﻨﻭﻥ ﺍﻟﺜﺎﻨﻲ ) ﻴﻨﺎﻴﺭ ( ﻤﻥ ﻜل ﻋﺎﻡ ﻭﺒﺎﻟﺤﺩ ﺍﻷﻗﺼﻰ ﻟﻌﺩﺩ ﺍﻟﻌﻼﻭﺍﺕ ﺍﻟﻤﻘﺭﺭﺓ ﻟﺩﺭﺠﺘﻪ ﻤﺎ ﻟﻡ‬

‫ﻴﺼﺩﺭ ﻗﺭﺍﺭ ﻤﻥ ﺠﻬﺔ ﺫﺍﺕ ﺍﺨﺘﺼﺎﺹ ﺒﺤﺠﺒﻬﺎ ﺃﻭ ﺒﺘﺄﺨﻴﺭﻫﺎ ﻋﻨﻪ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬

‫‪42‬‬

First: Merits:a- The basic salary with the degree allowance b- The specialization allowance c- a social allowance for the spouse and children d- Allowance in return for moving from living place to the working place e- High cost of living allowance f- Scarcity allowance g- risk allowance h- work mature allowance i- administrative allowance: which is given to those who occupy supervisory and leading sites according to the organizational structure and the acknowledged job chart for the different departments on the aspect shown in the chart no 2 attached to this Act. This allowance shall not be given jointly with the specialization allowance. The allowance which is more is given.

Secondly: Deductions a- The pension installment b- The health insurance c- The income tax d- Any other deductions determined by the law.

Article 52 The Annual Periodic Allowance

The employee who spent a year or more in the service is given an annual periodic allowance paid to him/her on the first of January every year and is given the most allowances determined to his degree unless a decision, by a concerned authority, is issued to cut off or delay the allowance according to the provisions of this Act.

43

‫ﻤﺎﺩﺓ ) ‪( 53‬‬ ‫ﺍﻟﻌﻼﻭﺓ ﺍﻻﺠﺘﻤﺎﻋﻴﺔ‬ ‫‪ - 1‬ﺘﺩﻓﻊ ﺍﻟﻌﻼﻭﺓ ﺍﻻﺠﺘﻤﺎﻋﻴﺔ ﻟﻠﻤﻭﻅﻑ ﻋﻥ ﺯﻭﺠﻪ ﻏﻴﺭ ﺍﻟﻤﻭﻅﻑ ﻭﻋﻥ ﺃﺒﻨﺎﺌﻪ ﻭﺒﻨﺎﺘﻪ ﺤﺴﺏ‬ ‫ﺍﻟﻔﺌﺎﺕ ﺍﻟﻤﻘﺭﺭﺓ ﻟﻜل ﻤﻨﻬﻡ ﺤﺘﻰ ﺒﻠﻭﻏﻬﻡ ﺴﻥ ﺍﻟﺜﺎﻤﻨﺔ ﻋﺸﺭﺓ‪.‬‬ ‫‪ - 2‬ﻋﻠﻰ ﺃﻥ ﻴﺴﺘﻤﺭ ﺼﺭﻑ ﺍﻟﻌﻼﻭﺓ ﻷﻱ‪ ‬ﻤﻥ ﺍﻟﻤﺫﻜﻭﺭﻴﻥ ﻓﻲ ﺍﻟﻔﻘﺭﺓ ) ‪ ( 1‬ﺃﻋﻼﻩ ﻓﻲ ﺍﻷﺤﻭﺍل‬

‫ﺍﻟﺘﺎﻟﻴﺔ‪-:‬‬

‫ﺃ ‪ -‬ﺇﺫﺍ ﻜﺎﻥ ﻴﺘﺎﺒﻊ ﺩﺭﺍﺴﺘﻪ ﻓﻲ ﺃﻴ‪‬ﺔ ﻤﺅﺴﺴﺔ ﺘﻌﻠﻴﻤﻴﺔ ﻤﻌﺘﺭﻑ ﺒﻬﺎ ﻭﻟﺤﻴﻥ ﺇﺘﻤﺎﻤﻪ ﺩﺭﺍﺴﺘﻪ ﺃﻭ ﺇﻜﻤﺎﻟﻪ‬ ‫ﺍﻟﺨﺎﻤﺴﺔ ﻭﺍﻟﻌﺸﺭﻴﻥ ﻤﻥ ﺍﻟﻌﻤﺭ ﺃﻴﻬﻤﺎ ﺃﺴﺒﻕ‪.‬‬

‫ﺏ ‪ -‬ﺇﺫﺍ ﻜﺎﻥ ﻤﻌﺎﻗﺎﹰ ﺃﻭ ﺃﺼﺒﺢ ﻤﻌﺎﻗﺎﹰ ﻭﺒﻨﺴﺒﺔ ﺇﻋﺎﻗﺔ ﺘﺤﺩﺩﻫﺎ ﺍﻟﻠﺠﻨﺔ ﺍﻟﻁﺒﻴﺔ ﺍﻟﻌﻠﻴﺎ‪.‬‬ ‫ﺝ ‪ -‬ﺇﺫﺍ ﻜﺎﻨﺕ ﺒﻨﺘﺎﹰ ﻏﻴﺭ ﻤﺘﺯﻭﺠﺔ ﻭﻏﻴﺭ ﻤﻭﻅﻔﺔ‪.‬‬ ‫ﺩ ‪ -‬ﺇﺫﺍ ﻜﺎﻨﺕ ﻤﻁﻠﻘﺔ ﺃﻭ ﺃﺭﻤﻠﺔ ﻭﻏﻴﺭ ﻤﻭﻅﻔﺔ‪.‬‬

‫‪ - 3‬ﺇﺫﺍ ﻤﺎ ﻜﺎﻥ ﺍﻟﺯﻭﺠﺎﻥ ﻤﻭﻅﻔﻴﻥ ﺒﺎﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ ﻓﺘﺩﻓﻊ ﺍﻟﻌﻼﻭﺓ ﺍﻻﺠﺘﻤﺎﻋﻴﺔ ﻟﻠﺯﻭﺝ ﻓﻘﻁ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 54‬‬ ‫ﺍﻟﻌﻼﻭﺓ ﻋﻥ ﺍﻟﻤﻭﺍﻟﻴﺩ ﻭﺤﺎﻻﺕ ﺍﻟﺯﻭﺍﺝ‬ ‫‪ - 1‬ﻴﺒﺩﺃ ﺼﺭﻑ ﺍﻟﻌﻼﻭﺓ ﻋﻥ ﺍﻟﻤﻭﺍﻟﻴﺩ ﻭﺤﺎﻻﺕ ﺍﻟﺯﻭﺍﺝ ﺍﻋﺘﺒﺎﺭﺍﹰ ﻤﻥ ﺘﺎﺭﻴﺦ ﺍﻟﻤﻴﻼﺩ ﺃﻭ ﻋﻘﺩ‬

‫ﺍﻟﺯﻭﺍﺝ‪.‬‬ ‫‪ - 2‬ﻭﻴﻭﻗﻑ ﺼﺭﻑ ﺍﻟﻌﻼﻭﺓ ﻋﻥ ﺍﻟﻤﺘﻭﻓﻴﻥ ﻤﻥ ﺍﻷﺒﻨﺎﺀ ﺃﻭ ﻋﻥ ﺍﻟﺯﻭﺝ ﺍﻟﻤﺘﻭﻓﻰ ﺃﻭ ﺍﻟﻤﻁﻠﻕ ﺃﻭ‬ ‫ﺍﻟﺒﻨﺕ ﺍﻟﺘﻲ ﺘﺯﻭﺠﺕ ﺍﻋﺘﺒﺎﺭﺍﹰ ﻤﻥ ﺘﺎﺭﻴﺦ ﺍﻟﻭﻓﺎﺓ ﺃﻭ ﺍﻟﻁﻼﻕ ﺃﻭ ﺍﻟﺯﻭﺍﺝ ﺤﺴﺏ ﺍﻷﺤﻭﺍل‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 55‬‬

‫ﻤﻨﺢ ﻤﻘﺎﺒل ﻋﻥ ﺍﻷﻋﻤﺎل ﺍﻹﻀﺎﻓﻴﺔ‬ ‫ﻴﺠﻭﺯ ﻤﻨﺢ ﺸﺎﻏل ﺍﻟﻭﻅﻴﻔﺔ ﻤﻘﺎﺒﻼﹰ ﻋﻥ ﺍﻷﻋﻤﺎل ﺍﻟﺘﻲ ﻴﻜﻠﻑ ﺒﻬﺎ ﻓﻲ ﻏﻴﺭ ﺃﻭﻗﺎﺕ ﺍﻟﻌﻤل ﺍﻟﺭﺴﻤﻴﺔ ﺇﺫﺍ‬ ‫ﺘﻭﻓﺭ ﺍﻋﺘﻤﺎﺩ ﻤﺎﻟﻲ ﻤﺨﺼﺹ ﻟﻬﺎ‪ ،‬ﺒﻘﺭﺍﺭ ﻤﻥ ﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺨﺘﺼﺔ ﺒﺎﻟﺸﺭﻭﻁ‬

‫ﺍﻟﺘﺎﻟﻴﺔ‪-:‬‬ ‫ﺃ ‪ -‬ﺃﻥ ﻴﻜﻭﻥ ﺍﻟﻌﻤل ﺍﻟﻤﺭﺍﺩ ﺘﻨﻔﻴﺫﻩ ﻤﻥ ﺍﻷﻋﻤﺎل ﺍﻟﻁﺎﺭﺌﺔ ﺃﻭ ﺍﻟﻤﻭﺴﻤﻴﺔ ﺍﻟﻤﻠﺤﺔ ﺍﻟﺘﻲ ﻻ ﻴﺘﺴﻨﻰ‬

‫ﺃﺩﺍﺅﻫﺎ ﻭﻗﺕ ﺍﻟﺩﻭﺍﻡ ﺍﻟﺭﺴﻤﻲ‪.‬‬

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Article 53 The Social Allowance

1- The social allowance is paid, to the employee, for the unemployed spouse and for his/her sons and daughters according to the categories determined for each till they become eighteen. 2- Provided that disbursing the allowance for any of the above mentioned employees in paragraph no 1 in the following cases:

a- If any of the sons completes his study at any acknowledged institution till the completion of his study or till he becomes 25; what is first b- If any of the sons is handicapped or became a handicap and in a degree determined by the supreme medical committee. c-If the daughter is an unmarried girl and unemployed. d- If the daughter is divorced or widow and unemployed. e- If both of the spouses work in the civil service, the social allowance is paid only to the husband

Article 54 The allowances for the newborns and the marriage cases 1- The allowance of the newborns and the marriage cases starts since the date of birth of the marriage deed. 2- The allowance is discontinued to the dead sons, the dead or the divorced spouse or the daughter who got married since the date of death, divorce or marriage according to the cases

Article 55 Granting A compensation for the Additional Work The job occupier can be granted a compensation for the work he is in charge of doing, in times of off-duty, if special financial fund is provided by a decision of the concerned governmental department on the following conditions: a- The work required to be carried out shall be an accidental or seasonal work which cannot be performed during the formal working hours

45

‫ﺏ ‪ -‬ﺃﻻ ﺘﺘﺠﺎﻭﺯ ﺍﻟﻤﺒﺎﻟﻎ ﺍﻟﻤﺩﻓﻭﻋﺔ ﻋﻨﻬﺎ ﺭﺒﻊ ﺭﺍﺘﺏ ﺍﻟﻤﻭﻅﻑ ﺍﻟﻤﻌﻨﻲ‪.‬‬

‫ﺝ ‪ -‬ﺃﻥ ﻴﻘﺘﺼﺭ ﺼﺭﻓﻬﺎ ﻋﻠﻰ ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﺘﻨﻔﻴﺫﻴﻴﻥ ﻤﻥ ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻨﻴﺔ ﻓﻤﺎ ﺩﻭﻨﻬﺎ ﻋﻠﻰ ﺃﺴﺎﺱ ﺍﻟﺴﺎﻋﺔ‬

‫ﺒﺴﺎﻋﺔ‪.‬‬ ‫ﻭﺘﺤﺩﺩ ﺍﻟﻼﺌﺤﺔ ﺍﻟﺘﻨﻔﻴﺫﻴﺔ ﺍﻷﺤﻜﺎﻡ ﻭﺍﻟﻀﻭﺍﺒﻁ ﻭﺍﻹﺠﺭﺍﺀﺍﺕ ﻟﻠﻌﻤل ﻓﻲ ﻏﻴﺭ ﺃﻭﻗﺎﺕ ﺍﻟﻌﻤل ﺍﻟﺭﺴﻤﻴﺔ‪.‬‬

‫ﺍﻟﻔﺼل ﺍﻟﺜﺎﻨﻲ‬ ‫ﺍﻟﺤﻭﺍﻓﺯ ﻭﺍﻟﻌﻼﻭﺍﺕ ﺍﻟﺘﺸﺠﻴﻌﻴﺔ‬ ‫ﻤﺎﺩﺓ ) ‪( 56‬‬ ‫ﺍﻟﺤﻭﺍﻓﺯ ﺍﻟﻤﺎﺩﻴﺔ ﻭﺍﻟﻤﻌﻨﻭﻴﺔ ﻭﺍﻟﻤﻜﺎﻓﺂﺕ ﺍﻟﺘﺸﺠﻴﻌﻴﺔ‬ ‫‪ - 1‬ﻴﻀﻊ ﺍﻟﺩﻴﻭﺍﻥ ﻤﻊ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﻤﺨﺘﺼﺔ ﻨﻅﺎﻤﺎﹰ ﻟﻠﺤﻭﺍﻓﺯ ﺍﻟﻤﺎﺩﻴﺔ ﻭﺍﻟﻤﻌﻨﻭﻴﺔ ﻟﻠﻤﻭﻅﻔﻴﻥ ﻓﻴﻬﺎ ﺒﻤﺎ‬ ‫ﻴﻜﻔل ﺘﺤﻘﻴﻕ ﺍﻷﻫﺩﺍﻑ ﻭﺘﺤﺴﻴﻥ ﺍﻷﺩﺍﺀ ﻭﺘﺭﺸﻴﺩ ﺍﻟﻨﻔﻘﺎﺕ ﻋﻠﻰ ﺃﻥ ﻴﺘﻀﻤﻥ ﻫﺫﺍ ﺍﻟﻨﻅﺎﻡ ﻓﺌﺎﺕ ﺍﻟﺤﻭﺍﻓﺯ‬ ‫ﺍﻟﻤﺎﺩﻴﺔ ﻭﺸﺭﻭﻁ ﻤﻨﺤﻬﺎ‪.‬‬

‫‪ - 2‬ﻴﺠﻭﺯ ﻟﻠﺩﺍﺌﺭﺓ ﺍﻟﻤﺨﺘﺼﺔ ﺼﺭﻑ ﻤﻜﺎﻓﺄﺓ ﺘﺸﺠﻴﻌﻴﺔ ﻟﻠﻤﻭﻅﻑ ﺍﻟﺫﻱ ﻴﻘﺩﻡ ﺃﻋﻤﺎﻻﹰ ﺃﻭ ﺒﺤﻭﺜﺎﹰ ﻟﺭﻓﻊ‬

‫ﻜﻔﺎﺀﺓ ﺍﻷﺩﺍﺀ ﻭﺘﺭﺸﻴﺩ ﺍﻟﻨﻔﻘﺎﺕ‪.‬‬ ‫‪ - 3‬ﻴﺠﻭﺯ ﻟﻠﺩﺍﺌﺭﺓ ﺍﻟﻤﺨﺘﺼﺔ ﻤﻨﺢ ﺍﻟﻤﻭﻅﻑ ﻋﻼﻭﺓ ﺘﺸﺠﻴﻌﻴﺔ ﺘﻌﺎﺩل ﺍﻟﻌﻼﻭﺓ ﺍﻟﺩﻭﺭﻴﺔ ﺍﻟﻤﻘﺭﺭﺓ ﺇﺫﺍ‬ ‫ﺤﺼل ﻋﻠﻰ ﺘﻘﺭﻴﺭ ﻜﻔﺎﻴﺔ ﺍﻷﺩﺍﺀ ﺒﻤﺭﺘﺒﺔ ﻤﻤﺘﺎﺯ ﻋﻥ ﺍﻟﻌﺎﻤﻴﻥ ﺍﻷﺨﻴﺭﻴﻥ ﻋﻠﻰ ﺃﻻ ﻴﺯﻴﺩ ﻋﺩﺩ‬

‫ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﺫﻴﻥ ﻴﻤﻨﺤﻭﻥ ﻫﺫﻩ ﺍﻟﻌﻼﻭﺓ ﻋﻥ ‪ %20‬ﻤﻥ ﻋﺩﺩ ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﻌﺎﻤﻠﻴﻥ ﻋﻠﻰ ﻫﺫﻩ ﺍﻟﺩﺭﺠﺔ‬ ‫ﻓﺈﺫﺍ ﻗل ﻋﺩﺩﻫﻡ ﻋﻥ ﺨﻤﺴﺔ ﺘﻤﻨﺢ ﻟﻭﺍﺤﺩ ﻤﻨﻬﻡ ﻋﻠﻰ ﺃﻻ ﻴﺘﻜﺭﺭ ﻤﻨﺤﻬﺎ ﻟﻠﻤﻭﻅﻑ ﺇﻻ ﺒﻌﺩ ﺴﻨﺘﻴﻥ ﻋﻠﻰ‬ ‫ﺍﻷﻗل ﻤﻥ ﺘﺎﺭﻴﺦ ﻤﻨﺤﻬﺎ ﻟﻪ‪.‬‬

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b- The paid amount shall not exceed the quarter of the concerned employees salary c- The disbursement shall be restricted to the executive employees from the second category and below on the basis of hour for hour. The executive regulation determines the provisions, criteria and procedures of working in times other than the formal working hours

Chapter Two Encouraging Incentives and Allowances Article 56 The Moral and Material Incentives and the Encouraging Rewards

1- The Diwan, jointly with the concerned department, sets a system for the moral and material incentives for the employees at the department, which may guarantee achieving the purposes, improving the performance and rationalizing the disbursements provided that this system includes the material incentives and the conditions of granting them. 2- The concerned department may pay an encouraging reward to the employee who presents research work to increase the performance efficiency and rationalize the disbursement. 3- The concerned department may grant the employee an encouraging allowance which matches the determined periodic allowance in case of obtaining the excellent rank for the last two years provided that the employees granted this allowance shall not exceed the 20% of the employees working in this degree. If they are less than five, then the allowance is granted to one of them provided that the granting to the same employee shall not be repeated but after two years at least since the date of the granting.

47

‫ﺍﻟﻔﺼل ﺍﻟﺜﺎﻟﺙ‬ ‫ﺍﻟﻨﻘل ﻭﺍﻟﻨﺩﺏ ﻭﺍﻹﻋﺎﺭﺓ‬ ‫ﻤﺎﺩﺓ ) ‪( 57‬‬

‫ﻨﻘل ﺍﻟﻤﻭﻅﻑ ﻭﻨﺩﺒﻪ ﻭﺇﻋﺎﺭﺘﻪ‬ ‫ﻴﺠﻭﺯ ﻨﻘل ﺍﻟﻤﻭﻅﻑ ﺃﻭ ﻨﺩﺒﻪ ﺃﻭ ﺇﻋﺎﺭﺘﻪ ﺩﺍﺨل ﻓﻠﺴﻁﻴﻥ ﺃﻭ ﺨﺎﺭﺠﻬﺎ ﺒﻁﻠﺏ ﺨﻁﻲ ﻤﻥ ﺍﻟﻤﻭﻅﻑ ﺒﻌﺩ‬ ‫ﻤﻭﺍﻓﻘﺔ ﺍﻟﺠﻬﺎﺕ ﺍﻟﻤﺨﺘﺼﺔ ﺃﻭ ﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﻤﺼﻠﺤﺔ ﺍﻟﻌﻤل‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 58‬‬ ‫ﻤﻭﺍﻓﻘﺔ ﺍﻟﻤﻭﻅﻑ ﻋﻠﻰ ﻨﻘﻠﻪ‬ ‫ﻤﻊ ﻤﺭﺍﻋﺎﺓ ﻤﺎ ﻨﺼﺕ ﻋﻠﻴﻪ ﺃﺤﻜﺎﻡ ﺍﻟﻤﻭﺍﺩ ﺍﻷﺨﺭﻯ ﻤﻥ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﻻ ﻴﺠﻭﺯ ﻨﻘل ﺍﻟﻤﻭﻅﻑ ﻤﻥ‬ ‫ﻭﻅﻴﻔﺘﻪ ﺇﻟﻰ ﻭﻅﻴﻔﺔ ﺃﺨﺭﻯ ﺃﻗل ﻤﻨﻬﺎ ﺩﺭﺠﺔ ﺇﻻ ﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﻤﻭﺍﻓﻘﺘﻪ ﺍﻟﺨﻁﻴﺔ‪ ،‬ﻋﻠﻰ ﺃﻻ ﻴﺅﺜﺭ ﺍﻟﻨﻘل‬ ‫ﻋﻠﻰ ﺃﻗﺩﻤﻴﺘﻪ ﻓﻲ ﺍﻟﺩﺭﺠﺔ ﺃﻭ ﺤﻘﻪ ﻓﻲ ﺍﻟﺘﺭﻗﻴﺔ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 59‬‬ ‫ﺍﻟﻨﻘل ﺒﻴﻥ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ‬ ‫ﻴﺠﻭﺯ ﻨﻘل ﺍﻟﻤﻭﻅﻑ ﻤﻥ ﺩﺍﺌﺭﺓ ﺤﻜﻭﻤﻴﺔ ﺇﻟﻰ ﺩﺍﺌﺭﺓ ﺃﺨﺭﻯ ﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﻁﻠﺒﻪ ﻭﻤﻭﺍﻓﻘﺔ ﺍﻟﺩﺍﺌﺭﺘﻴﻥ‬ ‫ﺍﻟﻤﺨﺘﺼﺘﻴﻥ ﻭﻴﺼﺩﺭ ﻗﺭﺍﺭ ﺍﻟﻨﻘل ﻤﻥ ﺍﻟﺠﻬﺔ ﺍﻟﻤﺨﺘﺼﺔ ﺒﺎﻟﺘﻌﻴﻴﻥ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 60‬‬

‫ﺼﺭﻑ ﺍﻟﺭﺍﺘﺏ ﻤﻥ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﻤﻨﻘﻭل ﺇﻟﻴﻬﺎ‬ ‫ﺇﺫﺍ ﻨﻘل ﻤﻭﻅﻑ ﻤﻥ ﺩﺍﺌﺭﺓ ﺤﻜﻭﻤﻴﺔ ﺇﻟﻰ ﺃﺨﺭﻯ ﻴﺼﺭﻑ ﺭﺍﺘﺒﻪ ﻤﻊ ﺍﺴﺘﺤﻘﺎﻗﺎﺘﻪ ﺍﻷﺨﺭﻯ ﻤﻥ ﺘﺎﺭﻴﺦ‬

‫ﺍﻟﻨﻘل ﻋﻠﻰ ﺤﺴﺎﺏ ﻤﻭﺍﺯﻨﺔ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﻤﻨﻘﻭل ﺇﻟﻴﻬﺎ‪.‬‬

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Chapter Three The Transference, Deputation, and Secondment Article 57 Transferring, Deputizing or Seconding the Employee After the approval of the concerned authorities, the employee can be transferred, deputized or seconded, inside or outside of Palestine, upon a written request by him or for the work interest

Article 58 The Approval of the Employee of his/her Transference

Considering what is stated in the provisions of other articles of this Act, the employee shall not be transferred from his job to another job which is less in rank except upon a written consent provided that the transference does not affect his seniority in the degree or his right in the promotion Article 59 The Transference Through the Governmental Department The employee, upon his own request and the approval of the two concerned departments, can be transferred from his department to another department and a transference decision is issued from the concerned authority in the appointment.

Article 60 Disbursing the Salary from the Department Which the Employee Is Transferred to If an employee is transferred from a governmental department to another department, his/her salary and the other merits shall be paid by the department budget which the employee is transferred to and since the date of transference.

49

‫ﻤﺎﺩﺓ ) ‪( 61‬‬ ‫ﺜﺎﻨﻴﺎﹰ‪ :‬ﺍﻟﻨﺩﺏ‬ ‫ﻴﺠﻭﺯ ﺒﻘﺭﺍﺭ ﻤﻥ ﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺨﺘﺹ ﺒﺎﻟﺘﻨﺴﻴﻕ ﻤﻊ ﺩﻴﻭﺍﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻨﺩﺏ ﺍﻟﻤﻭﻅﻑ‬ ‫ﻤﺅﻗﺘﺎﹰ ﻟﻤﺩﺓ ﺃﻗﺼﺎﻫﺎ ﺴﻨﺔ ﻗﺎﺒﻠﺔ ﻟﻠﺘﺠﺩﻴﺩ ﻤﺭﺓ ﻭﺍﺤﺩﺓ ﻟﻠﻌﻤل ﻓﻲ ﺩﺍﺌﺭﺓ ﺤﻜﻭﻤﻴﺔ ﺃﺨﺭﻯ ﺒﻨﻔﺱ ﺩﺭﺠﺔ‬ ‫ﻭﻅﻴﻔﺘﻪ ﺃﻭ ﻭﻅﻴﻔﺔ ﺘﻌﻠﻭﻫﺎ ﺇﺫﺍ ﺍﻗﺘﻀﺕ ﺍﻟﻤﺼﻠﺤﺔ ﺍﻟﻌﺎﻤﺔ ﺫﻟﻙ‪.‬‬

‫ﻭﺘﻨﻅﻴﻡ ﺍﻟﻼﺌﺤﺔ ﺍﻟﻘﻭﺍﻋﺩ ﺍﻟﺨﺎﺼﺔ ﺒﺎﻟﻨﺩﺏ‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 62‬‬ ‫ﺇﻋﺎﺭﺓ ﺍﻟﻤﻭﻅﻔﻴﻥ‬ ‫ﻴﺠﻭﺯ ﺇﻋﺎﺭﺓ ﺍﻟﻤﻭﻅﻑ ﺒﻤﻭﺍﻓﻘﺘﻪ ﺍﻟﺨﻁﻴﺔ ﺇﻟﻰ ﺃﻴﺔ ﺤﻜﻭﻤﺔ ﺃﺨﺭﻯ ﺃﻭ ﺇﻟﻰ ﻤﻨﻅﻤﺔ ﺩﻭﻟﻴﺔ ﺃﻭ ﺇﻗﻠﻴﻤﻴﺔ ﺃﻭ‬ ‫ﻤﺅﺴﺴﺔ ﻋﺎﻤﺔ ﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﻁﻠﺏ ﺃﻱ ﻤﻨﻬﺎ ﺴﻭﺍﺀ ﺩﺍﺨل ﻓﻠﺴﻁﻴﻥ ﺃﻭ ﺨﺎﺭﺠﻬﺎ‪ ،‬ﻜﻤﺎ ﻴﺠﻭﺯ ﺇﻋﺎﺭﺘﻪ‬ ‫ﺒﺎﻟﻁﺭﻴﻘﺔ ﻨﻔﺴﻬﺎ ﺇﻟﻰ ﺃﻴﺔ ﺴﻠﻁﺔ ﻤﺤﻠﻴﺔ ﺃﻭ ﻤﺅﺴﺴﺔ ﺫﺍﺕ ﻨﻔﻊ ﻋﺎﻡ ﺩﺍﺨل ﻓﻠﺴﻁﻴﻥ ﺃﻭ ﺇﻟﻰ ﺸﺭﻜﺔ‬

‫ﺘﺴﺎﻫﻡ ﻓﻴﻬﺎ ﺍﻟﺤﻜﻭﻤﺔ‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 63‬‬ ‫ﺍﻋﺘﺒﺎﺭﺍﺕ ﺍﻹﻋﺎﺭﺓ‬ ‫ﻴﺭﺍﻋﻰ ﻋﻨﺩ ﺇﻋﺎﺭﺓ ﺍﻟﻤﻭﻅﻑ ﻤﺎ ﻴﻠﻲ‪-:‬‬ ‫‪ - 1‬ﺃﻻ ﺘﺘﺠﺎﻭﺯ ﻤﺩﺓ ﺍﻹﻋﺎﺭﺓ ﺍﻷﻭﻟﻰ ﻓﻲ ﺍﻟﺩﺍﺨل ﺴﻨﺔ‪ ،‬ﻭﻴﺠﻭﺯ ﺘﺠﺩﻴﺩﻫﺎ ﻜل ﻤﺭﺓ ﻟﻤﺩﺓ ﺴﻨﺔ ﺃﺨﺭﻯ‬ ‫ﺒﺤﻴﺙ ﻻ ﺘﺘﺠﺎﻭﺯ ﻤﺩﺓ ﺍﻹﻋﺎﺭﺓ ﻓﻲ ﻤﺠﻤﻠﻬﺎ ﺃﺭﺒﻊ ﺴﻨﻭﺍﺕ‪.‬‬ ‫‪ - 2‬ﺃﻻ ﺘﺘﺠﺎﻭﺯ ﻤﺩﺓ ﺍﻹﻋﺎﺭﺓ ﻟﻠﺨﺎﺭﺝ ﻋﻥ ﺃﺭﺒﻊ ﺴﻨﻭﺍﺕ‪ ،‬ﻭﻻ ﻴﺠﻭﺯ ﺇﻋﺎﺭﺓ ﺍﻟﻤﻭﻅﻑ ﺒﻌﺩﻫﺎ ﺇﻻ‬

‫ﺒﻌﺩ ﺍﻨﻘﻀﺎﺀ ﺨﻤﺱ ﺴﻨﻭﺍﺕ ﻤﻥ ﻋﻭﺩﺘﻪ ﻟﻠﻌﻤل‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 64‬‬ ‫ﺍﻟﺠﻬﺔ ﺍﻟﻤﺨﺘﺼﺔ ﺒﺈﺼﺩﺍﺭ ﻗﺭﺍﺭ ﺍﻹﻋﺎﺭﺓ‬ ‫‪ - 1‬ﻴﺼﺩﺭ ﻗﺭﺍﺭ ﺍﻹﻋﺎﺭﺓ ﻤﻥ ﺍﻟﺠﻬﺔ ﺍﻟﻤﺨﺘﺼﺔ ﺒﺎﻟﺘﻌﻴﻴﻥ ﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﻁﻠﺏ ﺍﻟﺠﻬﺔ ﺍﻟﻤﺴﺘﻌﻴﺭﺓ‬ ‫ﺒﺎﻟﺘﻨﺴﻴﻕ ﻤﻊ ﺍﻟﺩﻴﻭﺍﻥ‪ ،‬ﻭﻴﺤﺩﺩ ﺍﻟﻘﺭﺍﺭ ﻤﺩﺓ ﺍﻹﻋﺎﺭﺓ ﻭﺸﺭﻭﻁﻬﺎ ﻭﺘﺎﺭﻴﺦ ﺒﺩﺍﻴﺘﻬﺎ ﻭﺍﺴﻡ ﺍﻟﺠﻬﺔ‬ ‫ﺍﻟﻤﺴﺘﻌﻴﺭﺓ‪.‬‬ ‫‪50‬‬

Article 61 Secondly: Deputation

Upon a decision of the concerned governmental department head, in co-ordination with the personnel office, the employee can be deputized temporarily, maximum for one year renewable for one time to work at another governmental department in the same degree of his position or a higher position if the interest requires so, as well as organizing the rules' regulation concerning the deputation.

Article 62 Employees' secondment Upon a written consent by the employee, he can be seconded, whether inside or outside of Palestine, to any other government, an international or regional organization or a public institution according to the request. As he can be seconded in the same way to any local authority, a public profit institution inside of Palestine or to any company at which the government contributes to.

Article 63 The Secondment Criteria

When seconding the employee, the following is to be considered: 1- The first secondment period, inside the country, shall not exceed one year. The period can be renewed every time for another year provided that the overall secondment period shall not exceed the four years. 2- The secondment outside the country shall not exceed four years and the employee shall not be seconded after that time unless five years pass since he is back to work.

Article 64 The Authority Concerned About Issuing the Secondment Decision 1- The secondment decision is issued from the concerned authority upon the seconding authority in coordinating with the office. The decision determines the seconding period, the conditions, the start date and the name of the seconding authority.

51

‫‪ - 2‬ﻴﻜﻭﻥ ﺭﺍﺘﺏ ﺍﻟﻤﻭﻅﻑ ﻭﺍﺴﺘﺤﻘﺎﻗﺎﺘﻪ ﻁﻭﺍل ﻤﺩﺓ ﺍﻹﻋﺎﺭﺓ ﻋﻠﻰ ﺤﺴﺎﺏ ﺍﻟﺠﻬﺔ ﺍﻟﻤﺴﺘﻌﻴﺭﺓ‬

‫ﻭﺘﻌﺘﺒﺭ ﻤﺩﺓ ﺍﻹﻋﺎﺭﺓ ﻜﺎﻤﻠﺔ ﻤﺩﺓ ﺨﺩﻤﺔ ﻤﻘﺒﻭﻟﺔ ﻟﻠﺘﻘﺎﻋﺩ ﻭﺍﺴﺘﺤﻘﺎﻕ ﺍﻟﺘﺭﻗﻴﺔ ﻭﺍﻟﻌﻼﻭﺓ ﺍﻟﺩﻭﺭﻴﺔ‪ ،‬ﻋﻠﻰ‬ ‫ﺃﻥ ﺘﺴﺘﻭﻓﻰ ﻤﻨﻪ ﺍﻟﻌﺎﺌﺩﺍﺕ ﺍﻟﺘﻘﺎﻋﺩﻴﺔ ﺍﻟﻤﺴﺘﺤﻘﺔ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 65‬‬ ‫ﺍﻹﻋﺎﺩﺓ ﺇﻟﻰ ﺍﻟﻭﻅﻴﻔﺔ ﺍﻷﻭﻟﻰ‬ ‫ﺘﻠﺘﺯﻡ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺘﻲ ﺃﻋﻴﺭ ﻤﻨﻬﺎ ﺍﻟﻤﻭﻅﻑ ﺒﺈﻋﺎﺩﺘﻪ ﺇﻟﻰ ﻭﻅﻴﻔﺘﻪ ﺍﻷﻭﻟﻰ ﺃﻭ ﺇﻟﻰ ﻭﻅﻴﻔﺔ ﻤﻌﺎﺩﻟﺔ ﻟﻬﺎ‬ ‫ﺒﺎﻟﺩﺭﺠﺔ ﻭﺍﻟﺭﺍﺘﺏ ﺍﻟﻠﺫﻴﻥ ﻜﺎﻥ ﻴﺴﺘﺤﻘﻬﻤﺎ ﺍﻟﻤﻭﻅﻑ ﻓﻲ ﺍﻟﻭﻗﺕ ﺍﻟﺫﻱ ﺃﻋﻴﺩ ﻓﻴﻪ ﻟﻠﻭﻅﻴﻔﺔ‪ ،‬ﻭﻓﻲ ﺠﻤﻴﻊ‬ ‫ﺍﻷﺤﻭﺍل ﻴﺤﺘﻔﻅ ﺍﻟﻤﻭﻅﻑ ﺍﻟﻤﻌﺎﺭ ﺒﻤﻤﻴﺯﺍﺕ ﺍﻟﻭﻅﻴﻔﺔ ﺠﻤﻴﻌﻬﺎ ﺍﻟﺘﻲ ﻜﺎﻥ ﻴﺸﻐﻠﻬﺎ ﻗﺒل ﺍﻹﻋﺎﺭﺓ‪.‬‬

‫ﺍﻟﻔﺼل ﺍﻟﺭﺍﺒﻊ‬ ‫ﻭﺍﺠﺒﺎﺕ ﺍﻟﻤﻭﻅﻑ ﻭﺴﻠﻭﻜﻪ ﺍﻟﻭﻅﻴﻔﻲ‬ ‫ﻤﺎﺩﺓ ) ‪( 66‬‬ ‫ﻭﺍﺠﺒﺎﺕ ﺍﻟﻤﻭﻅﻔﻴﻥ‬ ‫ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﻌﺎﻤﺔ ﺘﻜﻠﻴﻑ ﻟﻠﻘﺎﺌﻤﻴﻥ ﺒﻬﺎ‪ ،‬ﻫﺩﻓﻬﺎ ﺨﺩﻤﺔ ﺍﻟﻤﻭﺍﻁﻨﻴﻥ ﺘﺤﻘﻴﻘﺎﹰ ﻟﻠﻤﺼﻠﺤﺔ ﺍﻟﻌﺎﻤﺔ ﻁﺒﻘﺎﹰ‬ ‫ﻟﻠﻘﻭﺍﻨﻴﻥ ﻭﺍﻟﻠﻭﺍﺌﺢ‪.‬‬

‫ﻭﻋﻠﻰ ﺍﻟﻤﻭﻅﻑ ﻤﺭﺍﻋﺎﺓ ﺃﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﻭﺍﻟﻠﻭﺍﺌﺢ ﻭﺘﻨﻔﻴﺫﻫﺎ ﻭﺃﻥ ﻴﻠﺘﺯﻡ ﺒﻤﺎ ﻴﻠﻲ‪-:‬‬ ‫‪ - 1‬ﺘﺄﺩﻴﺔ ﺍﻟﻌﻤل ﺍﻟﻤﻨﻭﻁ ﺒﻪ ﺒﻨﻔﺴﻪ ﺒﺩﻗﺔ ﻭﺃﻤﺎﻨﺔ ﻭﺃﻥ ﻴﺨﺼﺹ ﻭﻗﺕ ﺍﻟﻌﻤل ﺍﻟﺭﺴﻤﻲ ﻷﺩﺍﺀ‬ ‫ﻭﺍﺠﺒﺎﺕ ﻭﻅﻴﻔﺘﻪ‪ ،‬ﻭﺃﻥ ﻴﻠﺘﺯﻡ ﺒﺎﻟﻌﻤل ﻓﻲ ﻏﻴﺭ ﺃﻭﻗﺎﺕ ﺍﻟﻌﻤل ﺍﻟﺭﺴﻤﻴﺔ ﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﺘﻜﻠﻴﻑ ﻤﻥ ﺍﻟﺠﻬﺔ‬ ‫ﺍﻟﻤﺨﺘﺼﺔ ﺇﺫﺍ ﺍﻗﺘﻀﺕ ﻤﺼﻠﺤﺔ ﺍﻟﻌﻤل ﺫﻟﻙ‪.‬‬

‫‪ - 2‬ﺃﻥ ﻴﺤﺴﻥ ﻤﻌﺎﻤﻠﺔ ﺍﻟﺠﻤﻬﻭﺭ ﻭﺃﻥ ﻴﻨﺠﺯ ﻤﻌﺎﻤﻼﺘﻬﻡ ﻓﻲ ﺍﻟﻭﻗﺕ ﺍﻟﻤﺤﺩﺩ‪.‬‬ ‫‪ - 3‬ﺍﺤﺘﺭﺍﻡ ﻤﻭﺍﻋﻴﺩ ﺍﻟﻌﻤل‪.‬‬ ‫‪ - 4‬ﺍﻟﻤﺤﺎﻓﻅﺔ ﻋﻠﻰ ﺍﻷﻤﻭﺍل ﻭﺍﻟﻤﻤﺘﻠﻜﺎﺕ ﺍﻟﻌﺎﻤﺔ‪.‬‬

‫‪ - 5‬ﺍﺤﺘﺭﺍﻡ ﺍﻟﺘﺴﻠﺴل ﺍﻹﺩﺍﺭﻱ ﻓﻲ ﺍﺘﺼﺎﻻﺘﻪ ﺍﻟﻭﻅﻴﻔﻴﺔ ﻭﺘﻨﻔﻴﺫ ﻤﺎ ﻴﺼﺩﺭ ﺇﻟﻴﻪ ﻤﻥ ﺃﻭﺍﻤﺭ ﻭﺘﻌﻠﻴﻤﺎﺕ‬ ‫ﻓﻲ ﺤﺩﻭﺩ ﺍﻟﻘﻭﺍﻨﻴﻥ ﻭﺍﻟﻠﻭﺍﺌﺢ ﺍﻟﻨﺎﻓﺫﺓ‪ ،‬ﻭﻴﺘﺤﻤل ﻜلﱡ ﻤﺴﺅﻭل ﻤﺴﺅﻭﻟﻴﺔ ﺍﻷﻭﺍﻤﺭ ﺍﻟﺘﻲ ﺘﺼﺩﺭ ﻤﻨﻪ ﻜﻤﺎ‬ ‫ﻴﻜﻭﻥ ﻤﺴﺅﻭﻻﹰ ﻋﻥ ﺤﺴﻥ ﺴﻴﺭ ﺍﻟﻌﻤل ﻓﻲ ﺤﺩﻭﺩ ﺍﺨﺘﺼﺎﺼﺎﺘﻪ‪.‬‬ ‫‪52‬‬

2- The salary and the merits of the employee, during the secondment period, are counted to the seconding authority and the full seconding period is considered an accepted service period for retirement, promotion merit and the periodic allowance provided that the deserved retirement returns are collected from him.

Article 65 Returning to the First Job

The seconding department abides itself to return the employee to his first position or an equivalent position in the degree and salary he would deserve when he is back to his job. In all cases, the seconded employee keeps all the advantages of the job which he used to occupy before the secondment.

Chapter Four The Employees' Job Duties and Behavior Article 66 The Employees' Duties

The public jobs are considered a ccommissioning for the people doing them. It aims at serving employees in order to achieve the public interest according to the laws and regulations enforced. The employee shall consider the provisions of this Act and the regulations binding and he/she shall do the following: 1- Do the job he is in charge of doing by himself honestly and accurately and to allot time for formal work in order to perform his job duties and take upon himself to work at non-working hours upon a commision by the concerned authority if the interest of the work requires so. 2- Treat the people well and perform their transaction in the specific time

3- Respect the working times 4- Keep the public property. 5- Respect the administrative order in its job contacts and put the issued instructions and orders in effect in accordance with the laws and regulations enforced. Each supervisor shall be responsible for the orders he delivers and responsible for the progress of the work according to his authority

53

‫‪ - 6‬ﺃﻥ ﻴﻌﻤل ﻋﻠﻰ ﺘﻨﻤﻴﺔ ﻗﺩﺭﺍﺘﻪ ﻭﻜﻔﺎﺀﺍﺘﻪ ﺍﻟﻌﻠﻤﻴﺔ ﻭﺍﻟﻌﻤﻠﻴﺔ ﻭﺍﻻﻁﻼﻉ ﻋﻠﻰ ﺍﻟﻘﻭﺍﻨﻴﻥ ﻭﺍﻟﻠﻭﺍﺌﺢ‬

‫ﻭﺍﻟﺘﻌﻠﻴﻤﺎﺕ ﺍﻟﻤﺘﻌﻠﻘﺔ ﺒﻌﻤﻠﻪ ﻭﺍﻹﺤﺎﻁﺔ ﺒﻬﺎ ﻭﺘﻘﺩﻴﻡ ﺍﻻﻗﺘﺭﺍﺤﺎﺕ ﺍﻟﺘﻲ ﻴﺭﺍﻫﺎ ﻤﻔﻴﺩﺓ ﻟﺘﺤﺴﻴﻥ ﻁﺭﻕ‬ ‫ﺍﻟﻌﻤل ﻓﻲ ﺍﻟﺩﺍﺌﺭﺓ ﻭﺭﻓﻊ ﻤﺴﺘﻭﻯ ﺍﻷﺩﺍﺀ ﻓﻴﻬﺎ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 67‬‬ ‫ﺍﻟﻤﺤﻅﻭﺭﺍﺕ ﻋﻠﻰ ﺍﻟﻤﻭﻅﻔﻴﻥ‬ ‫ﻴﺤﻅﺭ ﻋﻠﻰ ﺍﻟﻤﻭﻅﻑ ﻤﺎ ﻴﻠﻲ‪-:‬‬

‫‪ - 1‬ﻤﺨﺎﻟﻔﺔ ﺃﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﺃﻭ ﺍﻟﻘﻭﺍﻨﻴﻥ ﻭﺍﻟﻠﻭﺍﺌﺢ ﺍﻷﺨﺭﻯ ﺍﻟﻤﻌﻤﻭل ﺒﻬﺎ ﻭﺍﻟﻤﺘﻌﻠﻘﺔ ﺒﺎﻟﺨﺩﻤﺔ‬ ‫ﺍﻟﻤﺩﻨﻴﺔ ﻭﺍﻟﻤﻭﻅﻔﻴﻥ‪.‬‬

‫‪ - 2‬ﺍﻟﺠﻤﻊ ﺒﻴﻥ ﻭﻅﻴﻔﺘﻪ ﻭﺒﻴﻥ ﺃﻱ ﻋﻤل ﺁﺨﺭ ﻴﺅﺩﻴﻪ ﺒﻨﻔﺴﻪ ﺃﻭ ﺒﺎﻟﻭﺍﺴﻁﺔ‪.‬‬

‫ﻭﺘﺤﺩﺩ ﺍﻟﻼﺌﺤﺔ ﺍﻟﺘﻨﻔﻴﺫﻴﺔ ﻟﻬﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﺍﻟﻀﻭﺍﺒﻁ ﻭﺍﻷﺤﻜﺎﻡ ﻟﻸﻋﻤﺎل ﺍﻟﺘﻲ ﻴﺠﻭﺯ ﻟﻠﻤﻭﻅﻑ ﺃﺩﺍﺅﻫﺎ ﻓﻲ‬ ‫ﻏﻴﺭ ﺃﻭﻗﺎﺕ ﺍﻟﺩﻭﺍﻡ ﺍﻟﺭﺴﻤﻴﺔ ﺒﻤﺎ ﻻ ﻴﻀﺭ ﺃﻭ ﻴﺘﻌﺎﺭﺽ ﺃﻭ ﻴﺘﻨﺎﻗﺽ ﻤﻊ ﺍﻟﻭﻅﻴﻔﺔ ﺃﻭ ﻤﻘﺘﻀﻴﺎﺘﻬﺎ‪.‬‬ ‫‪ - 3‬ﺍﺴﺘﻐﻼل ﻭﻅﻴﻔﺘﻪ ﻭﺼﻼﺤﻴﺎﺘﻪ ﻓﻴﻬﺎ ﻟﻤﻨﻔﻌﺔ ﺫﺍﺘﻴﺔ ﺃﻭ ﺭﺒﺢ ﺸﺨﺼﻲ ﺃﻭ ﺍﻟﻘﺒﻭل ﻤﺒﺎﺸﺭﺓ ﺃﻭ‬

‫ﺒﺎﻟﻭﺍﺴﻁﺔ ﻷﻴﺔ ﻫﺩﻴﺔ ﺃﻭ ﻤﻜﺎﻓﺄﺓ ﺃﻭ ﻤﻨﺤﺔ ﺃﻭ ﻋﻤﻭﻟﺔ ﺒﻤﻨﺎﺴﺒﺔ ﻗﻴﺎﻤﻪ ﺒﻭﺍﺠﺒﺎﺕ ﻭﻅﻴﻔﺘﻪ‪.‬‬ ‫‪ - 4‬ﺃﻥ ﻴﺤﺘﻔﻅ ﻟﻨﻔﺴﻪ ﺒﺄﺼل ﺃﻴ‪‬ﺔ ﻭﺭﻗﺔ ﺭﺴﻤﻴﺔ ﺃﻭ ﺼﻭﺭﺓ ﺃﻭ ﻨﺴﺨﺔ ﺃﻭ ﻤﻠﺨﺹ ﻋﻨﻬﺎ ﺃﻭ ﺃﻥ‬

‫ﻴﻨﺯﻋﻬﺎ ﻤﻥ ﺍﻟﻤﻠﻔﺎﺕ ﺍﻟﻤﺨﺼﺼﺔ ﻟﺤﻔﻅﻬﺎ ﻭﻟﻭ ﻜﺎﻨﺕ ﺨﺎﺼﺔ ﺒﻌﻤل ﻜﻠﹼﻑ ﺒﻪ ﺸﺨﺼﻴﺎﹰ‪.‬‬

‫‪ - 5‬ﺃﻥ ﻴﻔﺸﻲ ﺃﻴ‪‬ﺎﹰ ﻤﻥ ﺍﻷُﻤﻭﺭ ﺍﻟﺘﻲ ﻴﻁﻠﻊ ﻋﻠﻴﻬﺎ ﺒﺤﻜﻡ ﻭﻅﻴﻔﺘﻪ ﺨﻼﻓﺎﹰ ﻟﻠﻤﺠﺎﻻﺕ ﺍﻟﺘﻲ ﻴﺠﻴﺯﻫﺎ‬ ‫ﺍﻟﻘﺎﻨﻭﻥ ﺤﺘﻰ ﻭﻟﻭ ﺘﺭﻙ ﺍﻟﻭﻅﻴﻔﺔ‪.‬‬ ‫‪ - 6‬ﺍﻟﺨﺭﻭﺝ ﻋﻠﻰ ﻤﻘﺘﻀﻰ ﺍﻟﻭﺍﺠﺏ ﻓﻲ ﺃﻋﻤﺎل ﻭﻅﻴﻔﺘﻪ ﺃﻭ ﺍﻟﻅﻬﻭﺭ ﺒﻤﻅﻬﺭ ﻤﻥ ﺸﺄﻨﻪ ﺍﻹﺨﻼل‬

‫ﺒﻜﺭﺍﻤﺔ ﺍﻟﻭﻅﻴﻔﺔ‪.‬‬

‫‪ - 7‬ﺸﺭﺏ ﺍﻟﺨﻤﺭ ﻭﻟﻌﺏ ﺍﻟﻘﻤﺎﺭ ﻓﻲ ﺍﻷﻨﺩﻴﺔ ﺃﻭ ﻓﻲ ﺍﻟﻤﺤﺎل ﺍﻟﻌﺎﻤﺔ‪.‬‬

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6- Develop his academic and practical efficiencies and get himself acquainted with the instructions, regulations and laws related to his work and present the proposals useful to improve the work ways at the department and the level of performance at it.

Article 67 Prohibitions over the Employees

The employee is banned from doing the following: 1- Commit a breach of the provisions of this Act or the other regulations and laws enforced and related to the civil service and employees 2- Join between his job and any other job done by him or by mediation. The executive regulation for this Act determines the criteria and provisions for the work which the employee can do at the non-working times in what may conform with the job or its requirements. 3- exploit his job and his powers for a personal utility, a profit, accept, directly or by mediation, for any present, gift, reward or commission for doing his job duties 4- Keep himself/ herself, the origin of any formal paper, a true copy or a summed copy. Or remove it from the files designated to keeping the copies even if they were related to a work he is personally assigned to do. 5- Divulge any of the things which he knows by right of his job other than the fields which the Act gives permission to even if he quits his job. 6- Dissent from his work duties or appear in a way which means to impair the dignity of the job. 7- Wine and gamble at the clubs or at the public shops

55

‫ﺍﻟﻔﺼل ﺍﻟﺨﺎﻤﺱ‬ ‫ﺍﻹﺠﺭﺍﺀﺍﺕ ﻭﺍﻟﻌﻘﻭﺒﺎﺕ ﺍﻟﺘﺄﺩﻴﺒﻴﺔ‬ ‫ﻤﺎﺩﺓ ) ‪( 68‬‬

‫ﺍﻟﻌﻘﻭﺒﺎﺕ ﺍﻟﺘﺄﺩﻴﺒﻴﺔ‬ ‫ﺇﺫﺍ ﺜﺒﺕ ﺍﺭﺘﻜﺎﺏ ﺍﻟﻤﻭﻅﻑ ﻤﺨﺎﻟﻔﺔ ﻟﻠﻘﻭﺍﻨﻴﻥ ﻭﺍﻷﻨﻅﻤﺔ ﻭﺍﻟﺘﻌﻠﻴﻤﺎﺕ ﻭﺍﻟﻘﺭﺍﺭﺍﺕ ﺍﻟﻤﻌﻤﻭل ﺒﻬﺎ ﻓﻲ‬ ‫ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ ﺃﻭ ﻓﻲ ﺘﻁﺒﻴﻘﻬﺎ ﻓﺘﻭﻗﻊ ﻋﻠﻴﻪ ﺇﺤﺩﻯ ﺍﻟﻌﻘﻭﺒﺎﺕ ﺍﻟﺘﺄﺩﻴﺒﻴﺔ ﺍﻟﺘﺎﻟﻴﺔ‪-:‬‬ ‫‪ - 1‬ﺍﻟﺘﻨﺒﻴﻪ ﺃﻭ ﻟﻔﺕ ﺍﻟﻨﻅﺭ‪.‬‬ ‫‪ - 2‬ﺍﻹﻨﺫﺍﺭ‪.‬‬ ‫‪ - 3‬ﺍﻟﺨﺼﻡ ﻤﻥ ﺍﻟﺭﺍﺘﺏ ﺒﻤﺎ ﻻ ﻴﺯﻴﺩ ﻋﻥ ﺭﺍﺘﺏ ﺨﻤﺴﺔ ﻋﺸﺭ ﻴﻭﻤﺎﹰ‪.‬‬

‫‪ - 4‬ﺍﻟﺤﺭﻤﺎﻥ ﻤﻥ ﺍﻟﻌﻼﻭﺓ ﺍﻟﺩﻭﺭﻴﺔ ﺃﻭ ﺘﺄﺠﻴﻠﻬﺎ ﻤﺩﺓ ﻻ ﺘﺯﻴﺩ ﻋﻥ ﺴﺘﺔ ﺃﺸﻬﺭ‪.‬‬ ‫‪ - 5‬ﺍﻟﺤﺭﻤﺎﻥ ﻤﻥ ﺍﻟﺘﺭﻗﻴﺔ ﺤﺴﺏ ﺃﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬ ‫‪ - 6‬ﺍﻟﻭﻗﻑ ﻋﻥ ﺍﻟﻌﻤل ﻤﺩﺓ ﻻ ﺘﺘﺠﺎﻭﺯ ﺴﺘﺔ ﺃﺸﻬﺭ ﻤﻊ ﺼﺭﻑ ﻨﺼﻑ ﺍﻟﺭﺍﺘﺏ‪.‬‬ ‫‪ - 7‬ﺘﺨﻔﻴﺽ ﺍﻟﺩﺭﺠﺔ‪.‬‬ ‫ ﺍﻹﻨﺫﺍﺭ ﺒﺎﻟﻔﺼل‪.‬‬‫ ﺍﻹﺤﺎﻟﺔ ﺇﻟﻰ ﺍﻟﻤﻌﺎﺵ‪.‬‬‫‪ -‬ﺍﻟﻔﺼل ﻤﻥ ﺍﻟﺨﺩﻤﺔ‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 69‬‬ ‫ﺇﺠﺭﺍﺀﺍﺕ ﺘﻭﻗﻴﻊ ﺍﻟﻌﻘﻭﺒﺎﺕ ﺍﻟﺘﺄﺩﻴﺒﻴﺔ‬ ‫‪ - 1‬ﺘﻜﻭﻥ ﺍﻹﺤﺎﻟﺔ ﻟﻠﺘﺤﻘﻴﻕ ﻋﻠﻰ ﻤﺨﺎﻟﻔﺔ ﺘﺄﺩﻴﺒﻴﺔ ﻤﻤﻥ ﻴﻤﻠﻙ ﺴﻠﻁﺔ ﺘﻭﻗﻴﻊ ﺍﻟﻌﻘﻭﺒﺔ ﻋﻠﻰ ﺍﻟﻤﻭﻅﻑ‪.‬‬ ‫‪ - 2‬ﻓﻴﻤﺎ ﻋﺩﺍ ﻋﻘﻭﺒﺔ ﺍﻟﺘﻨﺒﻴﻪ ﺃﻭ ﻟﻔﺕ ﺍﻟﻨﻅﺭ ﻻ ﻴﺠﻭﺯ ﺘﻭﻗﻴﻊ ﻋﻘﻭﺒﺔ ﻋﻠﻰ ﺍﻟﻤﻭﻅﻑ ﺇﻻ ﺒﻌﺩ ﺇﺤﺎﻟﺘﻪ‬ ‫ﺇﻟﻰ ﻟﺠﻨﺔ ﻟﻠﺘﺤﻘﻴﻕ ﻤﻌﻪ ﻭﺴﻤﺎﻉ ﺃﻗﻭﺍﻟﻪ‪ ،‬ﻭﻴﺘﻡ ﺇﺜﺒﺎﺕ ﺫﻟﻙ ﺒﺎﻟﺘﺴﺠﻴل ﻓﻲ ﻤﺤﻀﺭ ﺨﺎﺹ‪ ،‬ﻭﻴﻜﻭﻥ‬ ‫ﺍﻟﻘﺭﺍﺭ ﺍﻟﺼﺎﺩﺭ ﺒﺘﻭﻗﻴﻊ ﺍﻟﻌﻘﻭﺒﺔ ﻤﺴﺒﺒﺎﹰ‪.‬‬

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Chapter Five Disciplinary Sanctions and Procedures Article 68 Disciplinary Sanctions If the employee was proven to breach the laws, bylaws, decisions or instruction enforced inside the civil service or to apply them, one of these disciplinary sanctions shall fall upon him 1- A disciplinary notice 2- Warning 3- Deduction of the salary in what mat not exceed the fifteen-day salary. 4- Deprivation of the periodic allowance or delaying it for a period which does not exceed the six months. 5- Deprivation of the promotion according to the provision of this Act. 6- Stopping from work for a period which does not exceed the six months with paying half the salary. 6- lowering the degree 7- Dismissal notice 7- pensioning off 8- Discharging Article 69 Procedures of Signing the Disciplinary Sanctions 1- The investigation referral, for a disciplinary offense, is the responsibility of the person who has the power to impose a sanction on the employee. 2- Other than the warning or the disciplinary notice, no other sanction shall be imposed on the employee but after referring him to a committee to investigate him to be heard. This is proven by recording it in a special minute and the decision issued of imposing the sanction is substantiated.

57

‫ﻤﺎﺩﺓ ) ‪( 70‬‬ ‫ﻋﻘﻭﺒﺎﺕ ﻤﻭﻅﻔﻲ ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻨﻴﺔ‬ ‫ﻻ ﺘﻭﻗﻊ ﻋﻠﻰ ﻤﻭﻅﻔﻲ ﺍﻟﻔﺌﺔ ﺍﻟﺜﺎﻨﻴﺔ ﺇﻻ ﺇﺤﺩﻯ ﺍﻟﻌﻘﻭﺒﺎﺕ ﺍﻟﺘﺄﺩﻴﺒﻴﺔ ﺍﻟﺘﺎﻟﻴﺔ‪-:‬‬ ‫ﺍ ‪ -‬ﺍﻟﻠﻭﻡ‪.‬‬ ‫‪ - 2‬ﺍﻹﺤﺎﻟﺔ ﺇﻟﻰ ﺍﻟﻤﻌﺎﺵ‪.‬‬ ‫‪ - 3‬ﺍﻟﻔﺼل ﻤﻥ ﺍﻟﺨﺩﻤﺔ‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 71‬‬ ‫ﺇﺠﺭﺍﺀﺍﺕ ﺘﺄﺩﻴﺏ ﻤﻭﻅﻔﻲ ﺍﻟﻔﺌﺔ ﺍﻷﻭﻟﻰ‬ ‫ﺃ ‪ -‬ﺘﻜﻭﻥ ﺇﺤﺎﻟﺔ ﻤﻭﻅﻔﻲ ﺍﻟﻔﺌﺔ ﺍﻷﻭﻟﻰ ﻟﻠﺘﺤﻘﻴﻕ ﻋﻠﻰ ﺍﻟﻤﺨﺎﻟﻔﺎﺕ ﺍﻟﺘﺄﺩﻴﺒﻴﺔ ﺒﻘﺭﺍﺭ ﻤﻥ ﻤﺠﻠﺱ‬ ‫ﺍﻟﻭﺯﺭﺍﺀ ﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﻁﻠﺏ ﻤﻥ ﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﺘﺎﺒﻌﻴﻥ ﻟﻬﺎ‪.‬‬ ‫ﺏ ‪ -‬ﺘﺘﻭﻟﻰ ﺍﻟﺘﺤﻘﻴﻕ ﻟﺠﻨﺔ ﻴﺸﻜﻠﻬﺎ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﻤﻥ ﻤﻭﻅﻔﻴﻥ ﻻ ﺘﻘل ﺩﺭﺠﺎﺘﻬﻡ ﻋﻥ ﺩﺭﺠﺔ‬ ‫ﺍﻟﻤﻭﻅﻑ ﺍﻟﻤﺤﺎل ﻟﻠﺘﺤﻘﻴﻕ‪.‬‬

‫ﺝ ‪ -‬ﺘﺭﻓﻊ ﺍﻟﻠﺠﻨﺔ ﺘﻭﺼﻴﺎﺘﻬﺎ ﺇﻟﻰ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﻻﺘﺨﺎﺫ ﺍﻟﻘﺭﺍﺭ ﺍﻟﻤﻨﺎﺴﺏ ﺒﺸﺄﻨﻬﺎ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﻫﺫﺍ‬ ‫ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 72‬‬

‫ﺘﻭﻗﻴﻑ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻭﺍﻟﺘﺤﻘﻴﻕ ﻤﻌﻬﻡ‬ ‫ﺇﺫﺍ ﻨﺴﺏ ﻟﻠﻤﻭﻅﻑ ﻤﺎ ﻤﻥ ﺸﺄﻨﻪ ﺘﻭﻗﻴﻔﻪ ﺃﻭ ﺍﺤﺘﺠﺎﺯﻩ ﺃﻭ ﺍﻟﺘﺤﻘﻴﻕ ﻤﻌﻪ ﻓﻲ ﺸﺄﻥ ﻴﺨﺭﺝ ﻋﻥ ﻨﻁﺎﻕ‬ ‫ﻭﻅﻴﻔﺘﻪ ﻓﻌﻠﻰ ﺍﻟﺠﻬﺔ ﺍﻟﻘﺎﺌﻤﺔ ﻋﻠﻰ ﻫﺫﺍ ﺍﻹﺠﺭﺍﺀ ﺇﺒﻼﻍ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﺘﺎﺒﻊ ﻟﻬﺎ ﺍﻟﻤﻭﻅﻑ ﻓﻭﺭﺍﹰ‬

‫ﻟﻠﻨﻅﺭ ﻓﻲ ﺸﺄﻨﻪ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 73‬‬ ‫ﺘﻘﺎﺩﻡ ﺍﻟﻤﺨﺎﻟﻔﺎﺕ ﺍﻟﺘﺄﺩﻴﺒﻴﺔ‬ ‫ﻻ ﻴﺠﻭﺯ ﺇﺤﺎﻟﺔ ﺍﻟﻤﻭﻅﻑ ﺇﻟﻰ ﺍﻟﺘﺤﻘﻴﻕ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﺒﺴﺒﺏ ﻤﺨﺎﻟﻔﺔ ﺘﺄﺩﻴﺒﻴﺔ ﻤﻀﻰ ﻋﻠﻰ‬ ‫ﺍﻜﺘﺸﺎﻓﻬﺎ ﺃﻜﺜﺭ ﻤﻥ ﺴﺘﺔ ﺃﺸﻬﺭ‪.‬‬

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Article 70 The Sanctions of the Second Category Employees The second category employees shall not be imposed but one of the following disciplinary sanctions: 1- Blame. 2- Pensioning off 3- Discharging

Article 71 The Procedures of Disciplining the First Category Employees 1- Upon a request of the dependent governmental department, the first category employees are referred to be investigated by a decision of the cabinet. 2- The investigation is taken over by a committee composed, by the cabinet, of employees whose degrees are no less than the degree of the employee referred to the investigation 3- The committee presents its recommendations to the cabinet in order to make the suitable decision concerning it according to the provisions of this Act.

Article 72 Stopping the Employees and Investigating Them If an employee is imputed with something which may cause him to be stopped, held or investigated in a matter which is out of his job, the authority which is responsible for this action shall notify, immediately, the governmental department which the employee follows to be considered according to the provisions of this Act.

Article 73 The Obsolescence of the Disciplinary Breaches According to the provisions of this Act, the employee shall not be referred to the investigation due to a disciplinary breach which was discovered more than six months ago.

59

‫ﻤﺎﺩﺓ ) ‪( 74‬‬ ‫ﺍﻹﻋﻔﺎﺀ ﻤﻥ ﺍﻟﻌﻘﻭﺒﺔ ﺍﻟﺘﺄﺩﻴﺒﻴﺔ‬ ‫ﻻ ﻴﻌﻔﻰ ﺍﻟﻤﻭﻅﻑ ﻤﻥ ﺍﻟﻌﻘﻭﺒﺔ ﺍﻟﺘﺄﺩﻴﺒﻴﺔ ﺍﺴﺘﻨﺎﺩﺍﹰ ﺇﻟﻰ ﺃﻤﺭ ﺼﺎﺩﺭ ﺇﻟﻴﻪ ﻤﻥ ﺭﺌﻴﺴﻪ ﺇﻻ ﺇﺫﺍ ﺜﺒﺕ ﺃﻥ‬ ‫ﺍﺭﺘﻜﺎﺒﻪ ﺍﻟﻤﺨﺎﻟﻔﺔ ﻜﺎﻥ ﺘﻨﻔﻴﺫﺍﹰ ﻷﻤﺭ ﺨﻁﻲ ﺒﺫﻟﻙ ﺼﺎﺩﺭ ﺇﻟﻴﻪ ﻤﻥ ﺭﺌﻴﺴﻪ ﺍﻟﻤﺫﻜﻭﺭ ﺒﺎﻟﺭﻏﻡ ﻤﻥ ﺘﻨﺒﻴﻬﻪ‬ ‫ﻟﻠﻤﺨﺎﻟﻔﺔ ﺨﻁﻴﺎﹰ‪.‬‬

‫ﺍﻟﻔﺼل ﺍﻟﺴﺎﺩﺱ‬ ‫ﻤﺤﻭ ﺍﻟﻌﻘﻭﺒﺎﺕ ﺍﻟﺘﺄﺩﻴﺒﻴﺔ‬ ‫ﻤﺎﺩﺓ ) ‪( 75‬‬ ‫ﻤﺩﺩ ﻤﺤﻭ ﺍﻟﻌﻘﻭﺒﺎﺕ ﺍﻟﺘﺄﺩﻴﺒﻴﺔ‬ ‫‪ - 1‬ﺘﻤﺤﻰ ﺍﻟﻌﻘﻭﺒﺎﺕ ﺍﻟﺘﺄﺩﻴﺒﻴﺔ ﺍﻟﺘﻲ ﺘﻭﻗﻊ ﻋﻠﻰ ﺍﻟﻤﻭﻅﻑ ﺒﺎﻨﻘﻀﺎﺀ ﺍﻟﻤﺩﺩ ﺍﻵﺘﻴﺔ‪-:‬‬ ‫ﺃ ‪ -‬ﺴﺘﺔ ﺃﺸﻬﺭ ﻓﻲ ﺤﺎﻟﺔ ﺍﻟﺘﻨﺒﻴﻪ ﺃﻭ ﺍﻟﻠﻭﻡ ﺃﻭ ﺍﻹﻨﺫﺍﺭ ﺃﻭ ﺍﻟﺨﺼﻡ ﻤﻥ ﺍﻟﺭﺍﺘﺏ ﻤﺩﺓ ﻻ ﺘﺘﺠﺎﻭﺯ ﺨﻤﺴﺔ‬

‫ﺃﻴﺎﻡ‪.‬‬

‫ﺏ ‪ -‬ﺴﻨﺔ ﻓﻲ ﺤﺎﻟﺔ ﺍﻟﺨﺼﻡ ﻤﻥ ﺍﻷﺠﺭ ﻤﺩﺓ ﺘﺯﻴﺩ ﻋﻠﻰ ﺨﻤﺴﺔ ﺃﻴﺎﻡ ﺃﻭ ﺘﺄﺠﻴل ﺍﻟﻌﻼﻭﺓ ﺃﻭ ﺍﻟﺤﺭﻤﺎﻥ‬ ‫ﻤﻨﻬﺎ‪.‬‬

‫ﺝ ‪ -‬ﺴﻨﺘﺎﻥ ﺒﺎﻟﻨﺴﺒﺔ ﺇﻟﻰ ﺍﻟﻌﻘﻭﺒﺎﺕ ﺍﻷﺨﺭﻯ ﻓﻴﻤﺎ ﻋﺩﺍ ﻋﻘﻭﺒﺘﻲ ﺍﻟﻔﺼل ﻭﺍﻹﺤﺎﻟﺔ ﺇﻟﻰ ﺍﻟﻤﻌﺎﺵ ﺒﺤﻜﻡ‬

‫ﺃﻭ ﻗﺭﺍﺭ ﺘﺄﺩﻴﺒﻲ‪.‬‬ ‫‪ - 2‬ﺒﺎﻟﻨﺴﺒﺔ ﻟﻐﻴﺭ ﺸﺎﻏﻠﻲ ﺍﻟﻭﻅﺎﺌﻑ ﺍﻟﻌﻠﻴﺎ ﻴﺘﻡ ﺍﻟﻤﺤﻭ ﻓﻲ ﺍﻟﺤﺎﻻﺕ ﺍﻟﻤﺫﻜﻭﺭﺓ ﻓﻲ ﺍﻟﻔﻘﺭﺓ ) ‪( 1‬‬ ‫ﺒﻘﺭﺍﺭ ﻤﻥ ﺍﻟﻠﺠﻨﺔ ﺍﻟﻤﺨﺘﺼﺔ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﺍﻟﻼﺌﺤﺔ ﺍﻟﺘﻨﻔﻴﺫﻴﺔ ﻟﻬﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﺇﺫﺍ ﺘﺒﻴﻥ ﻟﻬﺎ ﺃﻥ ﺴﻠﻭﻙ‬

‫ﺍﻟﻤﻭﻅﻑ ﻭﻋﻤﻠﻪ ﻤﻨﺫ ﺘﻭﻗﻴﻊ ﺍﻟﻌﻘﻭﺒﺔ ﻤﺭﻀﻴﺎﹰ ﻭﺫﻟﻙ ﻤﻥ ﻭﺍﻗﻊ ﺘﻘﺎﺭﻴﺭ ﻜﻔﺎﻴﺔ ﺃﺩﺍﺌﻪ ﺍﻟﺴﻨﻭﻴﺔ ﻭﻤﻠﻑ‬ ‫ﺨﺩﻤﺘﻪ ﻭﻤﺎ ﻴﺒﺩﻴﻪ ﺭﺅﺴﺎﺅﻩ ﻋﻨﻪ‪.‬‬

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Article 74 The Exemption of the Disciplinary Sanction The employee shall not be exempted from the disciplinary sanction based on an order issued by his president unless it is proven that he committed the breach so as to execute a written order issued by his mentioned president in spite of warning him, literally, of the breach

. Chapter Six Effacing the Disciplinary Sanctions Article 75 The Period of Effacing the Disciplinary Sanctions 1- The disciplinary sanctions imposed on the employee are lifted when the following periods pass: a- Six months in case of warning, blaming, cautioning or deduction from the salary for a less-than-five-day period b- One year in case of deduction of the salary for a period which exceed the five days or delaying the allowance or depriving of it. c- two years according to the other sanctions excluding the dismissal and pensioning off sanctions according to a disciplinary decision - Concerning other than high position occupiers, the effacement applies for the mentioned cases in paragraph one by a decision of the concerned committee according to the previsions of the executive regulation for this Act if the behavior and the work of the employee, since signing the sanction, is proven to be satisfying in a virtue of his annual performance efficiency, his file of service and what his heads expose about him.

61

‫ﻤﺎﺩﺓ ) ‪( 76‬‬ ‫ﺘﺒﻌﺎﺕ ﻤﺤﻭ ﺍﻟﻌﻘﻭﺒﺔ ﺍﻟﺘﺄﺩﻴﺒﻴﺔ‬ ‫ﻴﺘﺭﺘﺏ ﻋﻠﻰ ﻤﺤﻭ ﺍﻟﻌﻘﻭﺒﺔ ﺍﻟﺘﺄﺩﻴﺒﻴﺔ ﺍﻋﺘﺒﺎﺭﻫﺎ ﻜﺄﻥ ﻟﻡ ﺘﻜﻥ ﺒﺎﻟﻨﺴﺒﺔ ﻟﻠﻤﺴﺘﻘﺒل‪ ،‬ﻭﻻ ﻴﺅﺜﺭ ﺫﻟﻙ ﻋﻠﻰ‬ ‫ﺍﻟﺤﻘﻭﻕ ﻭﺍﻟﺘﻌﻭﻴﻀﺎﺕ ﺍﻟﺘﻲ ﺘﺭﺘﺒﺕ ﻨﺘﻴﺠﺔ ﻟﻬﺎ‪ ،‬ﻭﺘﺭﻓﻊ ﺃﻭﺭﺍﻕ ﺍﻟﻌﻘﻭﺒﺔ ﻭﻜل ﺇﺸﺎﺭﺓ ﻟﻬﺎ‪ ،‬ﻭﻤﺎ ﻴﺘﻌﻠﻕ‬ ‫ﺒﻬﺎ ﻤﻥ ﻤﻠﻑ ﺨﺩﻤﺔ ﺍﻟﻤﻭﻅﻑ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 77‬‬ ‫ﺤﺴﺎﺏ ﻋﻘﻭﺒﺎﺕ ﺍﻟﺨﺼﻡ‬ ‫ﺘﺤﺘﻔﻅ ﻜل ﺩﺍﺌﺭﺓ ﺤﻜﻭﻤﻴﺔ ﻓﻲ ﺤﺴﺎﺏ ﺨﺎﺹ ﺒﺤﺼﻴﻠﺔ ﻋﻘﻭﺒﺎﺕ ﺍﻟﺨﺼﻡ ﺍﻟﻤﻭﻗﻌﺔ ﻋﻠﻰ ﺍﻟﻤﻭﻅﻔﻴﻥ‪،‬‬

‫ﻭﻴﻜﻭﻥ ﺍﻟﺼﺭﻑ ﻤﻥ ﻫﺫﻩ ﺍﻟﺤﺼﻴﻠﺔ ﻓﻲ ﺍﻷﻏﺭﺍﺽ ﺍﻻﺠﺘﻤﺎﻋﻴﺔ ﺃﻭ ﺍﻟﺜﻘﺎﻓﻴﺔ ﺃﻭ ﺍﻟﺭﻴﺎﻀﻴﺔ ﻟﻠﻤﻭﻅﻔﻴﻥ‬ ‫ﻁﺒﻘﺎﹰ ﻟﻠﺸﺭﻭﻁ ﻭﺍﻷﻭﻀﺎﻉ ﺍﻟﺘﻲ ﺘﺤﺩﺩﻫﺎ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺨﺘﺼﺔ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﺍﻟﻼﺌﺤﺔ ﺍﻟﺘﻨﻔﻴﺫﻴﺔ‬

‫ﻟﻬﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬ ‫ﺍﻟﺒﺎﺏ ﺍﻟﺭﺍﺒﻊ‬ ‫ﺍﻟﻔﺼل ﺍﻷﻭل‬ ‫ﺍﻹﺠﺎﺯﺍﺕ‬

‫ﻤﺎﺩﺓ ) ‪( 78‬‬ ‫ﺍﻻﻨﻘﻁﺎﻉ ﻋﻥ ﺍﻟﻌﻤل‬ ‫ﻻ ﻴﺠﻭﺯ ﻟﻠﻤﻭﻅﻑ ﺃﻥ ﻴﻨﻘﻁﻊ ﻋﻥ ﻋﻤﻠﻪ ﺇﻻ ﻹﺠﺎﺯﺓ ﻴﺴﺘﺤﻘﻬﺎ ﻓﻲ ﺤﺩﻭﺩ ﺍﻹﺠﺎﺯﺍﺕ ﺍﻟﻤﻘﺭﺭﺓ ﻓﻲ ﻫﺫﺍ‬ ‫ﺍﻟﻘﺎﻨﻭﻥ ﻭﻭﻓﻘﺎﹰ ﻟﻠﻀﻭﺍﺒﻁ ﻭﺍﻹﺠﺭﺍﺀﺍﺕ ﺍﻟﺘﻲ ﺘﻀﻌﻬﺎ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﺘﺎﺒﻊ ﻟﻬﺎ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 79‬‬ ‫ﺇﺠﺎﺯﺍﺕ ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﻤﺴﺘﺤﻘﺔ‬ ‫ﺘﻜﻭﻥ ﺍﻹﺠﺎﺯﺍﺕ ﺍﻟﻤﺴﺘﺤﻘﺔ ﻟﻠﻤﻭﻅﻑ ﻋﻠﻰ ﺍﻟﻨﺤﻭ ﺍﻟﺘﺎﻟﻲ‪-:‬‬ ‫‪ - 1‬ﺍﻹﺠﺎﺯﺓ ﺍﻟﺴﻨﻭﻴﺔ‪.‬‬ ‫‪ - 2‬ﺍﻹﺠﺎﺯﺓ ﺍﻟﻌﺎﺭﻀﺔ‪.‬‬

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Article 76 The Consequences of Effacing the Disciplinary Sanctions The effacement of the disciplinary sanctions results in considering the sanctions superseded and this does not affect on the rights and compensations raised as a result of them. The sanction papers and anything that relates to them shall be removed from the employee service file.

Article 77 Counting the Deduction Sanction Each governmental department shall have a special account to keep the proceeds of the deduction sanctions imposed on the employees.. These proceeds are disbursed on the social, cultural or sporting purposes for the employees according to the conditions determined by the concerned governmental department according to the provisions of the executive regulation for this Act.

Part four Chapter One Leaves

Article 78 Absence from Work

The employee shall not absent his work but for a leave he merits within the leaves determined in this Act Article 79 Leaves entitlement

Leaves entitlement accrued for the employees are as follows: 1- The annual leave 2- Accidental leave

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‫‪ - 3‬ﺍﻹﺠﺎﺯﺓ ﺍﻟﻤﺭﻀﻴﺔ‪.‬‬ ‫‪ - 4‬ﺍﻹﺠﺎﺯﺓ ﺍﻟﺩﺭﺍﺴﻴﺔ‪.‬‬

‫‪ - 5‬ﺍﻹﺠﺎﺯﺓ ﺩﻭﻥ ﺭﺍﺘﺏ‪.‬‬ ‫‪ - 6‬ﺇﺠﺎﺯﺓ ﺍﻷﻤﻭﻤﺔ ﻭﺍﻟﻭﻻﺩﺓ‪.‬‬ ‫‪ - 7‬ﺇﺠﺎﺯﺓ ﺍﻟﺤﺞ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 80‬‬ ‫ﺍﻹﺠﺎﺯﺓ ﺍﻻﻋﺘﻴﺎﺩﻴﺔ ﺍﻟﺴﻨﻭﻴﺔ‬ ‫ﻴﺴﺘﺤﻕ ﺍﻟﻤﻭﻅﻑ ﺇﺠﺎﺯﺓ ﺍﻋﺘﻴﺎﺩﻴﺔ ﺴﻨﻭﻴﺔ ﺒﺭﺍﺘﺏ ﻜﺎﻤل ﻻ ﻴﺩﺨل ﻓﻲ ﺤﺴﺎﺒﻬﺎ ﺃﻴﺎﻡ ﺍﻟﻌﻁل ﺍﻟﺭﺴﻤﻴﺔ‬ ‫ﻓﻴﻤﺎ ﻋﺩﺍ ﻴﻭﻡ ﺍﻟﻌﻁﻠﺔ ﺍﻷﺴﺒﻭﻋﻴﺔ ﻭﺫﻟﻙ ﻋﻠﻰ ﺍﻟﺘﻔﺼﻴل ﺍﻟﺘﺎﻟﻲ‪-:‬‬

‫‪ - 1‬ﺨﻤﺴﺔ ﻋﺸﺭ ﻴﻭﻤﺎﹰ ﻓﻲ ﺍﻟﺴﻨﺔ ﺍﻷﻭﻟﻰ ﻭﺫﻟﻙ ﺒﻌﺩ ﻤﻀﻲ ﺴﺘﺔ ﺃﺸﻬﺭ ﻤﻥ ﺘﺎﺭﻴﺦ ﻤﺒﺎﺸﺭﺘﻪ ﺍﻟﻌﻤل‪.‬‬ ‫‪ - 2‬ﺜﻼﺜﻴﻥ ﻴﻭﻤﺎﹰ ﻟﻤﻥ ﺃﻤﻀﻰ ﺴﻨﺔ ﻓﺄﻜﺜﺭ‪.‬‬

‫‪ - 3‬ﺨﻤﺴﺔ ﻭﺜﻼﺜﻴﻥ ﻴﻭﻤﺎﹰ ﻟﻤﻥ ﺘﺠﺎﻭﺯ ﻋﻤﺭﻩ ﺍﻟﺨﻤﺴﻴﻥ ﻭﺃﻤﻀﻰ ﻓﻲ ﺍﻟﺨﺩﻤﺔ ﻋﺸﺭ ﺴﻨﻭﺍﺕ ﻋﻠﻰ‬ ‫ﺍﻷﻗل‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 81‬‬ ‫ﺍﻟﻤﻘﺼﻭﺩ ﺒﺎﻟﺴﻨﺔ‬ ‫ﺍﻟﻤﻘﺼﻭﺩ ﺒﺎﻟﺴﻨﺔ ﻟﻐﺎﻴﺎﺕ ﻤﻨﺢ ﺍﻹﺠﺎﺯﺍﺕ ﺍﻻﻋﺘﻴﺎﺩﻴﺔ ﻓﻲ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﺴﻨﺔ ﻤﻴﻼﺩﻴﺔ ﺘﺒﺩﺃ ﻤﻥ ﺍﻷﻭل‬ ‫ﻤﻥ ﻜﺎﻨﻭﻥ ﺍﻟﺜﺎﻨﻲ ) ﻴﻨﺎﻴﺭ ( ﻭﺘﻨﺘﻬﻲ ﻓﻲ ﺍﻟﻴﻭﻡ ﺍﻷﺨﻴﺭ ﻤﻥ ﻜﺎﻨﻭﻥ ﺍﻷﻭل ) ﺩﻴﺴﻤﺒﺭ ( ﻤﻥ ﺫﺍﺕ‬ ‫ﺍﻟﺴﻨﺔ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 82‬‬ ‫ﺍﻹﺠﺎﺯﺓ ﺍﻟﺴﻨﻭﻴﺔ ﻟﻤﻭﻅﻔﻲ ﺍﻟﻤﺅﺴﺴﺎﺕ ﺍﻟﺘﻌﻠﻴﻤﻴﺔ‬ ‫‪ - 1‬ﺘﻜﻭﻥ ﺍﻹﺠﺎﺯﺓ ﺍﻟﺴﻨﻭﻴﺔ ﻟﻤﻭﻅﻔﻲ ﺍﻟﻤﺅﺴﺴﺎﺕ ﺍﻟﺘﻌﻠﻴﻤﻴﺔ ﺒﻤﺨﺘﻠﻑ ﻤﺴﺘﻭﻴﺎﺘﻬﺎ ﻁﺒﻘﺎﹰ ﻟﻠﻭﺍﺌﺢ ﺍﻟﺘﻲ‬

‫ﺘﻀﻌﻬﺎ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺨﺘﺼﺔ‪.‬‬

‫‪ - 2‬ﻭﻴﺠﻭﺯ ﺍﺴﺘﺜﻨﺎﺀ ﺒﻤﻭﺍﻓﻘﺔ ﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺨﺘﺹ ﻤﻨﺢ ﺍﻟﻤﻭﻅﻑ ﺍﻟﺫﻱ ﻴﻌﻤل ﻓﻲ‬ ‫ﺤﻘل ﺍﻟﺘﻌﻠﻴﻡ ﺇﺠﺎﺯﺓ ﻻ ﺘﺘﺠﺎﻭﺯ ﻋﺸﺭﺓ ﺃﻴﺎﻡ ﻓﻲ ﺍﻟﺴﻨﺔ ﺍﻟﻭﺍﺤﺩﺓ‪.‬‬ ‫‪64‬‬

3- Sick leave 4- Study leave 5- Leave without salary 6- Maternity leave 7- Pilgrimage leave

Article 80 The Annual Normal Leave

The employee merits an annual normal leave with a full salary. Formal leaves are not counted except for weekly leaves as follows

1- Fifteen days in the first year after six months since the date of assuming the work. 2- Thirty days for those who served a year or more 3- Thirty five days for those who exceeded and served more than ten years at least.

Article 81 The Year The year, for the purposes of granting annual normal leaves in this Act, means a year which starts with the first of January and ends on the last day of December in the same year.

Article 82 The Annual Leave for the Educational Institution Employees 1- The annual leave for the employees of the educational institutions, in their different levels, are given according to the provisions imposed by the concerned governmental department. 2- Upon the concerned governmental department head, there can be an exclusion to grant the employee who works in the education field a leave which shall not exceed the ten days a year.

65

‫ﻤﺎﺩﺓ ) ‪( 83‬‬ ‫ﺘﺭﺤﻴل ﺍﻹﺠﺎﺯﺓ ﺍﻟﺴﻨﻭﻴﺔ‬ ‫ﻻ ﻴﺠﻭﺯ ﺘﻘﺼﻴﺭ ﺃﻭ ﺘﺄﺠﻴل ﺃﻭ ﺇﻨﻬﺎﺀ ﺍﻹﺠﺎﺯﺓ ﺍﻻﻋﺘﻴﺎﺩﻴﺔ ﺍﻟﺴﻨﻭﻴﺔ ﺇﻻ ﻷﺴﺒﺎﺏ ﻗﻭﻴﺔ ﺘﻘﺘﻀﻴﻬﺎ‬ ‫ﻤﺼﻠﺤﺔ ﺍﻟﻌﻤل ﻭﻴﻭﺍﻓﻕ ﻋﻠﻴﻬﺎ ﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﻌﻨﻴﺔ‪ ،‬ﻭﻓﻲ ﻫﺫﻩ ﺍﻟﺤﺎﻟﺔ ﻴﺘﻡ ﺍﻻﺴﺘﻔﺎﺩﺓ ﻤﻥ‬ ‫ﺍﻟﺭﺼﻴﺩ ﺍﻟﻤﺭﺤل ﺤﺘﻰ ﻨﻔﺎﺫﻩ ﻤﻊ ﺍﻹﺠﺎﺯﺓ ﺍﻻﻋﺘﻴﺎﺩﻴﺔ ﺍﻟﻤﺴﺘﺤﻘﺔ ﻟﻪ ﻓﻲ ﺍﻟﺴﻨﻭﺍﺕ ﺍﻟﺘﺎﻟﻴﺔ ﺒﺤﻴﺙ ﻻ‬

‫ﺘﺯﻴﺩ ﻓﻲ ﺴﻨﺔ ﻭﺍﺤﺩﺓ ﻋﻥ ﺴﺘﻴﻥ ﻴﻭﻤﺎﹰ‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 84‬‬ ‫ﺍﻹﺠﺎﺯﺓ ﺍﻟﻌﺎﺭﻀﺔ‬ ‫ﻴﺴﺘﺤﻕ ﺍﻟﻤﻭﻅﻑ ﺇﺠﺎﺯﺓ ﻋﺎﺭﻀﺔ ﺒﺭﺍﺘﺏ ﻜﺎﻤل ﻟﻤﺩﺓ ﻻ ﺘﺯﻴﺩ ﻋﻥ ﻋﺸﺭﺓ ﺃﻴﺎﻡ ﻓﻲ ﺍﻟﺴﻨﺔ ﻭﺫﻟﻙ‬

‫ﺒﺴﺒﺏ ﻁﺎﺭﺉ ﻴﺘﻌﺫﺭ ﻤﻌﻪ ﺍﻟﺤﺼﻭل ﻋﻠﻰ ﺃﻴﺔ ﺇﺠﺎﺯﺓ ﺃﺨﺭﻯ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 85‬‬ ‫ﺍﻹﺠﺎﺯﺓ ﺍﻟﻤﺭﻀﻴﺔ‬

‫‪ - 1‬ﻴﺴﺘﺤﻕ ﺍﻟﻤﻭﻅﻑ ﻜل ﺜﻼﺙ ﺴﻨﻭﺍﺕ ﺘﻘﻀﻰ ﻓﻲ ﺍﻟﺨﺩﻤﺔ ﺇﺠﺎﺯﺓ ﻤﺭﻀﻴﺔ ﺘﻤﻨﺢ ﺒﻘﺭﺍﺭ ﻤﻥ‬

‫ﺍﻟﻠﺠﻨﺔ ﺍﻟﻁﺒﻴﺔ ﺍﻟﻤﺨﺘﺼﺔ ﻓﻲ ﺍﻟﺤﺩﻭﺩ ﺍﻟﺘﺎﻟﻴﺔ‪-:‬‬ ‫ﺃ ‪ -‬ﺜﻼﺙ ﺃﺸﻬﺭ ﺒﺭﺍﺘﺏ ﻜﺎﻤل‪.‬‬

‫ﺏ ‪ -‬ﺴﺘﺔ ﺃﺸﻬﺭ ﺒﺭﺍﺘﺏ ﻴﻌﺎﺩل ‪ %75‬ﻤﻥ ﺍﻟﺭﺍﺘﺏ ﺍﻟﻜﺎﻤل‪.‬‬

‫ﺝ ‪ -‬ﺴﺘﺔ ﺃﺸﻬﺭ ﺒﺭﺍﺘﺏ ﻴﻌﺎﺩل ‪ %50‬ﻤﻥ ﺍﻟﺭﺍﺘﺏ ﺍﻟﻜﺎﻤل ﺇﻻ ﺇﺫﺍ ﺘﺠﺎﻭﺯ ﺍﻟﻤﻭﻅﻑ ﻋﻤﺭ ﺍﻟﺨﻤﺴﻴﻥ‬ ‫ﻓﺘﺭﻓﻊ ﻫﺫﻩ ﺍﻟﻨﺴﺒﺔ ﺇﻟﻰ ‪ %75‬ﻤﻥ ﺍﻟﺭﺍﺘﺏ ﺍﻟﻜﺎﻤل‪.‬‬ ‫ﺩ ‪ -‬ﺜﻼﺜﺔ ﺃﺸﻬﺭ ﺃﺨﺭﻯ ﺒﺩﻭﻥ ﺭﺍﺘﺏ ﺇﺫﺍ ﻗﺭﺭﺕ ﺍﻟﻠﺠﻨﺔ ﺍﻟﻁﺒﻴﺔ ﺍﻟﻤﺨﺘﺼﺔ ﺍﺤﺘﻤﺎل ﺸﻔﺎﺌﻪ‪.‬‬ ‫‪ - 2‬ﻟﻠﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﺘﻲ ﻴﺘﺒﻌﻬﺎ ﺍﻟﻤﻭﻅﻑ ﺯﻴﺎﺩﺓ ﺍﻟﻤﺩﺓ ﺴﺘﺔ ﺃﺸﻬﺭ ﺃﺨﺭﻯ ﺩﻭﻥ ﺭﺍﺘﺏ ﺇﺫﺍ ﻜﺎﻥ‬

‫ﺍﻟﻤﻭﻅﻑ ﻤﺼﺎﺒﺎﹰ ﺒﻤﺭﺽ ﻴﺤﺘﺎﺝ ﻟﺸﻔﺎﺌﻪ ﻋﻼﺠﺎﹰ ﻁﻭﻴﻼﹰ ﻭﺫﻟﻙ ﻭﻓﻘﺎﹰ ﻟﻤﺎ ﺘﻘﺭﺭﻩ ﺍﻟﻠﺠﻨﺔ ﺍﻟﻁﺒﻴﺔ‬ ‫ﺍﻟﻤﺨﺘﺼﺔ‪.‬‬

‫‪ - 3‬ﻴﺠﻭﺯ ﻟﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺫﻜﻭﺭﺓ ﺒﻤﺭﺍﻋﺎﺓ ﺍﻟﺤﺩ ﺍﻷﻗﺼﻰ ﻟﻤﺠﻤﻭﻉ ﺍﻟﻤﺩﺩ ﺍﻟﻤﺸﺎﺭ‬

‫ﺇﻟﻴﻬﺎ ﻓﻲ ﻫﺫﻩ ﺍﻟﻤﺎﺩﺓ ﺃﻥ ﻴﻘﺭﺭ ﺯﻴﺎﺩﺓ ﺍﻟﻤﺩﺩ ﺍﻟﺘﻲ ﻴﺤﺼل ﻓﻴﻬﺎ ﺍﻟﻤﻭﻅﻑ ﻋﻠﻰ ﺇﺠﺎﺯﺓ ﻤﺭﻀﻴﺔ ﺒﺄﺠﺭ‬ ‫ﻤﺨﻔﺽ‪ ،‬ﻜﻤﺎ ﻴﺠﻭﺯ ﻟﻪ ﺃﻥ ﻴﻘﺭﺭ ﻤﻨﺤﻪ ﺒﺘﻠﻙ ﺍﻹﺠﺎﺯﺓ ﺒﺄﺠﺭ ﻜﺎﻤل‪.‬‬ ‫‪ - 4‬ﻟﻠﻤﻭﻅﻑ ﺍﻟﺤﻕ ﻓﻲ ﻁﻠﺏ ﺘﺤﻭﻴل ﺍﻹﺠﺎﺯﺓ ﺍﻟﻤﺭﻀﻴﺔ ﺇﻟﻰ ﺇﺠﺎﺯﺓ ﺍﻋﺘﻴﺎﺩﻴﺔ ﺇﺫﺍ ﻜﺎﻥ ﺭﺼﻴﺩﻩ‬

‫ﻤﻨﻬﺎ‬

‫‪66‬‬

Article 83 Postponing the Annual Leave The annual normal leave shall not be postponed, shortened or ended but for majeure reasons which shall meet the interest of the work. The reasons shall be approved by the concerned governmental department head. In such case, the leave credit is used until its over with the normal accrued leave in the next years provided that the leave does not exceed the sixty days per a year.

Article 84 The Accidental Leave The employee merits an accidental leave with a full salary for a period which shall not exceed the ten days in the year for an accidental reason when it is hard to get another leave.

Article 85 The Sick Leave 1- The employee merits, every three years served, a sick leave accrued by a decision of the concerned medical committee as follows: a- Three months with a full salary b- Six months with a salary which equals the 75% out of the full salary c- Six months of what equals the 50% out of the full salary. But if the employee is past fifty, 75% shall be paid out of the full salary. d- Other three months without any salary if the concerned governmental department decided the possibility of the cure. 2- If the employee is afflicted with an illness which needs a long period to be cured, the governmental department may increase the period for other six months without salary. This is according to what the concerned medical committee decides . 3- The governmental department head may, with considering the maximum total of the periods pointed out in this article, decide to increase the periods in which the employee can obtain a sick leave with a lower salary as he may decide to grant him these leaves with a full salary. 4- The employee may ask to change the sick leave to a normal leave if his credit allows him to do so

67

‫‪ - 5‬ﻋﻠﻰ ﺍﻟﻤﻭﻅﻑ ﺍﻟﻤﺭﻴﺽ ﺃﻥ ﻴ‪‬ﺨﻁﺭ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﺘﺎﺒﻊ ﻟﻬﺎ ﻋﻥ ﻤﺭﻀﻪ ﺨﻼل ﺃﺭﺒﻊ‬

‫ﻭﻋﺸﺭﻴﻥ ﺴﺎﻋﺔ ﻤﻥ ﺘﺨﻠﻔﻪ ﻋﻥ ﺍﻟﻌﻤل ﻤﺎ ﻟﻡ ﻴﻜﻥ ﺫﻟﻙ ﻗﺩ ﺘﻌﺫﺭ ﻋﻠﻴﻪ ﻷﺴﺒﺎﺏ ﻗﻬﺭﻴﺔ‪.‬‬

‫‪ - 6‬ﻴﺠﻭﺯ ﻟﻠﻤﻭﻅﻑ ﺍﻟﻤﺭﻴﺽ ﺍﻟﺤﺼﻭل ﻋﻠﻰ ﺇﺠﺎﺯﺓ ﻤﺭﻀﻴﺔ ﻻ ﺘﺯﻴﺩ ﻋﻠﻰ ﺜﻼﺜﺔ ﺃﻴﺎﻡ ﺘﻤﻨﺢ ﻤﻥ‬ ‫ﻁﺒﻴﺏ ﺘﺎﺒﻊ ﻟﻭﺯﺍﺭﺓ ﺍﻟﺼﺤﺔ‪ ،‬ﻭﻴﺠﻭﺯ ﺘﻤﺩﻴﺩﻫﺎ ﻟﻤﺩﺓ ﻻ ﺘﺘﺠﺎﻭﺯ ﺜﻼﺜﺔ ﺃﻴﺎﻡ ﺃﺨﺭﻯ ﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﺘﻘﺭﻴﺭ‬ ‫ﻁﺒﻲ ﻴﺼﺩﺭ ﻋﻥ ﻁﺒﻴﺏ ﺃﺨﺼﺎﺌﻲ ﺘﺎﺒﻊ ﻟﻭﺯﺍﺭﺓ ﺍﻟﺼﺤﺔ‪.‬‬

‫‪ - 7‬ﺍﺴﺘﺜﻨﺎﺀ ﻤﻥ ﺃﺤﻜﺎﻡ ﺍﻹﺠﺎﺯﺍﺕ ﺍﻟﻤﺭﻀﻴﺔ ﻴﻤﻨﺢ ﺍﻟﻤﻭﻅﻑ ﺍﻟﻤﺭﻴﺽ ﺒﺄﺤﺩ ﺍﻷﻤﺭﺍﺽ ﺍﻟﻤﺯﻤﻨﺔ‬

‫ﺍﻟﺘﻲ ﻴﺼﺩﺭ ﺒﺘﺤﺩﻴﺩﻫﺎ ﻤﻥ ﻭﺯﻴﺭ ﺍﻟﺼﺤﺔ ﺒﻨﺎﺀ‪ ‬ﻋﻠﻰ ﻤﻭﺍﻓﻘﺔ ﺍﻟﻠﺠﻨﺔ ﺍﻟﻁﺒﻴﺔ ﺍﻟﻌﻠﻴﺎ ‪ -‬ﺇﺠﺎﺯﺓ ﺍﺴﺘﺜﻨﺎﺌﻴﺔ‬ ‫ﺒﺄﺠﺭ ﻜﺎﻤل ﺇﻟﻰ ﺃﻥ ﻴ‪‬ﺸﻔﻰ ﺃﻭ ﺘﺴﺘﻘﺭ ﺤﺎﻟﺘﻪ ﺍﺴﺘﻘﺭﺍﺭﺍﹰ ﻴﻤﻜﻨﻪ ﻤﻥ ﺍﻟﻌﻭﺩﺓ ﺇﻟﻰ ﺍﻟﻌﻤل ﻭﺇﺫﺍ ﺘﺒﻴﻥ ﻋﺠﺯﻩ‬ ‫ﻋﺠﺯﺍﹰ ﻜﺎﻤﻼﹰ ﺘﻨﻬﻰ ﺨﺩﻤﺘﻪ ﻟﻌﺩﻡ ﺍﻟﻠﻴﺎﻗﺔ ﺍﻟﺼﺤﻴﺔ‪.‬‬

‫‪ - 8‬ﻴﻀﻊ ﺩﻴﻭﺍﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻹﺠﺭﺍﺀﺍﺕ ﺍﻟﻤﺘﻌﻠﻘﺔ ﺒﺤﺼﻭل ﺍﻟﻤﻭﻅﻑ ﻋﻠﻰ ﺍﻹﺠﺎﺯﺓ ﺍﻟﻤﺭﻀﻴﺔ‬ ‫ﻭﺫﻟﻙ ﺒﺎﻟﺘﻨﺴﻴﻕ ﻤﻊ ﻭﺯﺍﺭﺓ ﺍﻟﺼﺤﺔ‪.‬‬

‫‪ - 9‬ﺇﺫﺍ ﺭﻏﺏ ﺍﻟﻤﻭﻅﻑ ﺍﻟﻤﺭﻴﺽ ﻓﻲ ﺇﻨﻬﺎﺀ ﺇﺠﺎﺯﺘﻪ ﻭﺍﻟﻌﻭﺩﺓ ﻟﻌﻤﻠﻪ ﻓﻼ ﻴﺘﻡ ﺫﻟﻙ ﺇﻻ ﺒﻤﻭﺍﻓﻘﺔ‬

‫ﺍﻟﻠﺠﻨﺔ ﺍﻟﻁﺒﻴﺔ ﺍﻟﻤﺨﺘﺼﺔ‪.‬‬ ‫‪ - 10‬ﻴﻌﺘﺒﺭ ﺘﻤﺎﺭﺽ ﺍﻟﻤﻭﻅﻑ ‪ -‬ﺍﻟﺫﻱ ﻴﺜﺒﺕ ﺒﻘﺭﺍﺭ ﻤﻥ ﺍﻟﻠﺠﻨﺔ ﺍﻟﻁﺒﻴﺔ ﺍﻟﻤﺨﺘﺼﺔ ‪ -‬ﺇﺨﻼﻻﹰ‬ ‫ﺒﻭﺍﺠﺒﺎﺕ ﺍﻟﻭﻅﻴﻔﺔ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 86‬‬ ‫ﺍﻹﺠﺎﺯﺓ ﺍﻟﺩﺭﺍﺴﻴﺔ‬ ‫‪ - 1‬ﺒﻤﺎ ﻻ ﻴﺘﻌﺎﺭﺽ ﻤﻊ ﻤﺼﻠﺤﺔ ﺍﻟﻌﻤل ﻴﺠﻭﺯ ﻟﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﺘﻲ ﻴﺘﺒﻌﻬﺎ ﺍﻟﻤﻭﻅﻑ‬

‫ﺍﻟﺫﻱ ﺃﻤﻀﻰ ﺴﻨﺘﻴﻥ ﻓﻲ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﻭﺍﻓﻘﺔ ﻋﻠﻰ ﻤﻨﺤﻪ ﺇﺠﺎﺯﺓ ﺩﺭﺍﺴﻴﺔ ﺒﻨﺎﺀ ﻋﻠﻰ ﻁﻠﺒﻪ‪.‬‬

‫‪ - 2‬ﺘﻤﻨﺢ ﺍﻹﺠﺎﺯﺓ ﺍﻟﺩﺭﺍﺴﻴﺔ ﻟﻤﺩﺓ ﺴﻨﺔ ﻗﺎﺒﻠﺔ ﻟﻠﺘﺠﺩﻴﺩ ﺴﻨﻭﻴﺎﹰ ﺒﺤﺩ ﺃﻗﺼﻰ ﺃﺭﺒﻊ ﺴﻨﻭﺍﺕ‪.‬‬ ‫‪ - 3‬ﺘﻜﻭﻥ ﺍﻹﺠﺎﺯﺓ ﺍﻟﺩﺭﺍﺴﻴﺔ ﺩﻭﻥ ﺭﺍﺘﺏ ﻭﻓﻘﺎﹰ ﻟﻠﺸﺭﻭﻁ ﻭﺍﻟﻀﻭﺍﺒﻁ ﺍﻟﺘﻲ ﺘﺘﻀﻤﻨﻬﺎ ﺍﻟﻼﺌﺤﺔ‬

‫ﺍﻟﺘﻨﻔﻴﺫﻴﺔ ﻟﻬﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬

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5- The sick employee may notify the governmental department he follows about his sickness within 24 hours since his inability to work unless he has majeur reasons. 6- The employee may have a sick leave, given by a doctor from the health ministry, which shall not exceed the three days. Upon a report issued by a specialist doctor from the health ministry, the leave can be extended for a period which shall not exceed the three days. 7- Notwithstanding the provisions of the sick leaves, the employee inflicted with a chronic disease determined by the Health Minister, is given upon the high medical committee approval, an exceptional leave with a full salary till he is cured or his condition is stabilized in a way which enables him to go back to work. and if his full inability is evident, his service is terminated for unfitness. 8- The personnel office puts the procedures concerning the receiving of the sick leave in coordinating with the ministry of health. 9- Should the sick employee desire to terminate his leave and go back to work, that cannot be done but by the approval of the concerned medical committee 10- The employee's faking sickness, which is proved by a decision of the concerned medical committee, is considered a breach against the job duties.

Article 86 The Study Leave 1- Conforming to the interest of the work, the governmental department head may approve the study leave of the employee who served for two years in the service upon his request.

2- The study leave is given for one year and it can be renewable for a maximum of four years. 3- The study leave without salary is considered according to the conditions and criteria determined by the executive regulation of this Act.

69

‫ﻤﺎﺩﺓ ) ‪( 87‬‬

‫ﺍﻹﺠﺎﺯﺓ ﺩﻭﻥ ﺭﺍﺘﺏ‬ ‫‪ - 1‬ﻴﻤﻨﺢ ﺍﻟﻤﻭﻅﻑ ﺇﺠﺎﺯﺓ ﺩﻭﻥ ﺭﺍﺘﺏ ﺒﻨﺎﺀ ﻋﻠﻰ ﻁﻠﺒﻪ ﻟﻤﺭﺍﻓﻘﺔ ﺯﻭﺠﻪ ﺍﻟﻤﺴﺎﻓﺭ ﺇﻟﻰ ﺍﻟﺨﺎﺭﺝ‬ ‫ﻟﻠﻌﻤل ﺃﻭ ﺍﻟﺩﺭﺍﺴﺔ ﻭﺍﻟﺫﻱ ﻻ ﺘﻘل ﻤﺩﺓ ﺴﻔﺭﻩ ﻋﻥ ﺴﺘﺔ ﺃﺸﻬﺭ ﺸﺭﻴﻁﺔ ﺃﻻ ﺘﺠﺎﻭﺯ ﺍﻹﺠﺎﺯﺓ ﻤﺩﺓ ﺒﻘﺎﺀ‬

‫ﺍﻟﺯﻭﺝ ﻓﻲ ﺍﻟﺨﺎﺭﺝ‪.‬‬

‫‪ - 2‬ﻴﺠﻭﺯ ﻟﻠﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺨﺘﺼﺔ ﻤﻨﺢ ﺍﻟﻤﻭﻅﻑ ﺇﺠﺎﺯﺓ ﺩﻭﻥ ﺭﺍﺘﺏ ﻟﻸﺴﺒﺎﺏ ﺍﻟﺘﻲ ﻴﺒﺩﻴﻬﺎ ﻓﻲ‬ ‫ﻁﻠﺒﻪ ﻭﺍﻟﺘﻲ ﺘﻘﺩﺭﻫﺎ ﺠﻬﺔ ﺍﻹﺩﺍﺭﺓ‪.‬‬

‫‪ - 3‬ﻻ ﻴﺴﺘﺤﻕ ﺍﻟﻤﻭﻅﻑ ﺍﻟﺫﻱ ﻤﻨﺢ ﺇﺠﺎﺯﺓ ﺩﻭﻥ ﺭﺍﺘﺏ ﻋﻼﻭﺓ ﺃﻭ ﺘﺭﻗﻴﺔ ﻁﻭﺍل ﻤﺩﺓ ﺇﺠﺎﺯﺘﻪ‪ ،‬ﻭﻻ‬

‫ﺘﺤﺘﺴﺏ ﻤﺩﺓ ﻫﺫﻩ ﺍﻹﺠﺎﺯﺓ ﻓﻲ ﺃﻗﺩﻤﻴﺔ ﺩﺭﺠﺘﻪ ﻓﻴﻤﺎ ﻴﺘﻌﻠﻕ ﺒﺎﻟﺘﺭﻗﻴﺎﺕ ﻭﺍﻟﻌﻼﻭﺍﺕ ﺩﻭﻨﻤﺎ ﺇﺨﻼل‬ ‫ﺒﺎﻷﺤﻜﺎﻡ ﺍﻟﺨﺎﺼﺔ ﺒﺎﻟﺘﺄﻤﻴﻥ ﻭﺍﻟﻤﻌﺎﺸﺎﺕ‪.‬‬

‫‪ - 4‬ﻴﺠﻭﺯ ﻟﻠﺩﺍﺌﺭﺓ ﺍﻟﺘﺎﺒﻊ ﻟﻬﺎ ﺍﻟﻤﻭﻅﻑ ﺸﻐل ﻭﻅﻴﻔﺔ ﺍﻟﻤﻭﻅﻑ ﺍﻟﻤﺭﺨﺹ ﻟﻪ ﺒﺈﺠﺎﺯﺓ ﺩﻭﻥ ﺭﺍﺘﺏ‬

‫ﻟﻤﺩﺓ ﺴﻨﺔ ﻋﻠﻰ ﺍﻷﻗل ﺒﺎﻟﺘﻌﻴﻴﻥ ﺃﻭ ﺍﻟﺘﺭﻗﻴﺔ ﻋﻠﻴﻬﺎ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 88‬‬ ‫ﺇﺠﺎﺯﺓ ﺍﻷﻤﻭﻤﺔ‬ ‫‪ - 1‬ﺘﻤﻨﺢ ﺍﻟﻤﻭﻅﻔﺔ ﺍﻟﺤﺎﻤل ﺇﺠﺎﺯﺓ ﺒﺭﺍﺘﺏ ﻜﺎﻤل ﻟﻤﺩﺓ ﻋﺸﺭﺓ ﺃﺴﺎﺒﻴﻊ ﻤﺘﺼﻠﺔ ﻗﺒل ﺍﻟﻭﻀﻊ ﻭﺒﻌﺩﻩ‪.‬‬ ‫‪ - 2‬ﻟﻠﻤﻭﻅﻔﺔ ﺍﻟﻤﺭﻀﻌﺔ ﺍﻟﺤﻕ ﻓﻲ ﺍﻻﻨﺼﺭﺍﻑ ﻤﻥ ﺍﻟﻌﻤل ﻗﺒل ﻤﻭﻋﺩ ﺍﻨﺘﻬﺎﺌﻪ ﺒﺴﺎﻋﺔ ﻭﺍﺤﺩﺓ ﻭﻟﻤﺩﺓ‬ ‫ﺴﻨﺔ ﻤﻥ ﺘﺎﺭﻴﺦ ﻤﻭﻟﺩ ﺍﻟﻁﻔل ﻭﻟﻬﺎ ﺍﻟﺤﻕ ﻓﻲ ﺇﺠﺎﺯﺓ ﺩﻭﻥ ﺭﺍﺘﺏ ﻟﻤﺩﺓ ﻋﺎﻡ ﻟﺭﻋﺎﻴﺘﻪ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 89‬‬ ‫ﺇﺠﺎﺯﺓ ﺍﻟﺤﺞ‬

‫ﻟﻠﻤﻭﻅﻑ ﺍﻟﺤﻕ ﻭﻟﻤﺭﺓ ﻭﺍﺤﺩﺓ ﻁﻭﺍل ﻤﺩﺓ ﺨﺩﻤﺘﻪ ﻓﻲ ﺇﺠﺎﺯﺓ ﻷﺩﺍﺀ ﻓﺭﻴﻀﺔ ﺍﻟﺤﺞ ﺒﺭﺍﺘﺏ ﻜﺎﻤل ﻟﻤﺩﺓ‬

‫ﺜﻼﺜﻴﻥ ﻴﻭﻤﺎﹰ‪.‬‬

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Article 87 The Leave without salary 1- The employee is given a leave without salary upon his request to accompany his spouse traveling abroad for work or study and whose period of travel is less than six months provided that the period of the leave does not exceed the period of his existence outside. 2- The concerned governmental department may give the employee a leave without salary for the reasons provided in his request and estimated by the administration. 3- The employee who was given a leave without salary does not deserve an allowance or a promotion throughout the leave period. The period of the leave is not considered in case of his grade seniority concerning promotions and allowances without breaching the special provisions concerning the insurance and pensions. 4- The governmental department which the employee follows may occupy the job of the employee who is permitted to have the leave without a salary for a year at least by appointment or promotion according to the provisions of this Act.

Article 88 Maternity Leave 1- The pregnant employee is given a leave with a full salary for ten frequent weeks before and after giving birth 1- The suckling employee has the right to leave work one hour before the end of working hours and for one year since the date of the baby birth. She also has the right to get an unpaid leave for a year to take care of the baby. Article 89 The Pilgrimage Leave The employee has the right, only for once throughout his service period, to have a leave to perform the pilgrimage with a full salary for thirty days.

71

‫ﺍﻟﻔﺼل ﺍﻟﺜﺎﻨﻲ‬ ‫ﺍﻟﺘﻐﻴﺏ ﻋﻥ ﺍﻟﻌﻤل‬ ‫ﻤﺎﺩﺓ ) ‪( 90‬‬

‫ﺍﻟﺘﻐﻴﺏ ﻋﻥ ﺍﻟﻌﻤل‬ ‫‪ - 1‬ﻴﻔﻘﺩ ﺍﻟﻤﻭﻅﻑ ﻭﻅﻴﻔﺘﻪ ﺇﺫﺍ ﺘﻐﻴﺏ ﻋﻥ ﻋﻤﻠﻪ ﺩﻭﻥ ﺇﺫﻥ ﻤﺩﺓ ﺘﺯﻴﺩ ﻋﻥ ﺨﻤﺴﺔ ﻋﺸﺭﺓ ﻴﻭﻤﺎﹰ‬

‫ﻤﺘﺼﻠﺔ ﻤﺎ ﻟﻡ ﻴﻘﺩﻡ ﻋﺫﺭﺍﹰ ﻤﻘﺒﻭﻻﹰ‪.‬‬

‫‪ - 2‬ﺘﺤﺘﺴﺏ ﻤﺩﺓ ﺍﻟﻐﻴﺎﺏ ﻓﻲ ﻫﺫﻩ ﺍﻟﺤﺎﻟﺔ ﺒﺭﺍﺘﺏ ﻜﺎﻤل ﺃﻭ ﻏﻴﺭ ﺫﻟﻙ ﻭﻓﻘﺎﹰ ﻟﻤﻘﺘﻀﻴﺎﺕ ﺍﻟﺤﺎل‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 91‬‬ ‫ﺍﻟﺒﻌﺜﺎﺕ ﺍﻟﺭﺴﻤﻴﺔ ﻭﺍﻟﺩﻭﺭﺍﺕ ﺍﻟﺘﺩﺭﻴﺒﻴﺔ‬ ‫ﺘﻌﺘﺒﺭ ﺍﻟﻤﺩﺩ ﺍﻟﺘﻲ ﻴﻭﻓﺩ ﻓﻴﻬﺎ ﺍﻟﻤﻭﻅﻑ ﻓﻲ ﺒﻌﺜﺔ ﺭﺴﻤﻴﺔ ﺃﻭ ﺩﻭﺭﺓ ﺘﺩﺭﻴﺒﻴﺔ ﻜﺄﻨﻬﺎ ﻋﻤل ﺭﺴﻤﻲ‬ ‫ﻭﺒﺭﺍﺘﺏ ﻜﺎﻤل ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﺍﻟﻘﻭﺍﻨﻴﻥ ﻭﺍﻟﻠﻭﺍﺌﺢ ﺍﻟﺨﺎﺼﺔ ﺍﻟﻤﻨﻅﻤﺔ ﻟﻬﺎ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 92‬‬ ‫ﺒﺩﻻﺕ ﻭﻤﺼﺎﺭﻴﻑ ﻤﻬﻤﺎﺕ ﺍﻟﻌﻤل ﺍﻟﺭﺴﻤﻴﺔ‬ ‫ﻴﺴﺘﺤﻕ ﺍﻟﻤﻭﻅﻑ ﺍﻟﺫﻱ ﻴﻭﻓﺩ ﻓﻲ ﻤﻬﻤﺔ ﻋﻤل ﺭﺴﻤﻴﺔ ﺍﻟﺒﺩﻻﺕ ﻭﺍﻟﻤﺼﺎﺭﻴﻑ ﺍﻟﺘﻲ ﺘﻘﺭﺭﻫﺎ ﻭﺘﺤﺩﺩ‬ ‫ﺸﺭﻭﻁﻬﺎ ﻭﻀﻭﺍﺒﻁﻬﺎ ﻻﺌﺤﺔ ﺨﺎﺼﺔ ﻴﺼﺩﺭﻫﺎ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ‪.‬‬

‫ﺍﻟﻔﺼل ﺍﻟﺜﺎﻟﺙ‬ ‫ﺍﻟﺘﻭﻗﻴﻑ ﻋﻥ ﺍﻟﻌﻤل‬ ‫ﻤﺎﺩﺓ ) ‪( 93‬‬ ‫ﻭﻗﻑ ﺍﻟﻤﻭﻅﻑ ﻋﻥ ﺍﻟﻌﻤل ﻋﻨﺩ ﺍﻟﺘﺤﻘﻴﻕ ﻤﻌﻪ‬ ‫ﻤﻊ ﻤﺭﺍﻋﺎﺓ ﺍﻷﺤﻜﺎﻡ ﺍﻷﺨﺭﻯ ﻟﻬﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪-:‬‬ ‫ﻋﻨﺩ ﺇﺤﺎﻟﺔ ﺍﻟﻤﻭﻅﻑ ﻟﻠﺘﺤﻘﻴﻕ ﻴﺠﻭﺯ ﻟﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﺘﻲ ﻴﺘﺒﻌﻬﺎ ﻭﻗﻑ ﺍﻟﻤﻭﻅﻑ ﻋﻥ‬ ‫ﻋﻤﻠﻪ ﺃﻭ ﻨﻘﻠﻪ ﺇﻟﻰ ﻭﻅﻴﻔﺔ ﺃﺨﺭﻯ ﻓﻲ ﺍﻟﺩﺍﺌﺭﺓ ﻨﻔﺴﻬﺎ ﺒﺼﻔﺔ ﻤﺅﻗﺘﺔ ﺭﻴﺜﻤﺎ ﻴﻨﺘﻬﻲ ﺍﻟﺘﺤﻘﻴﻕ ﻤﻌﻪ‪.‬‬

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Chapter Two Absenteeism Article 90 1- The employee loses his job if he absents his work without permission for a period which exceeds frequent fifteen days without an accepted permission. 2- The absence period, in this case, is considered with a full salary or else according to the circumstances

Article 91 The Formal Missions and Training Courses The periods in which the employee is delegated in a formal mission or a training course is considered a formal work with a full salary according to the provisions of the laws and the governing and regulations Article 92 Allowances and Expenses of Formal Work Missions The employee who is delegated in a formal work mission merits the allowances and the expenses whose conditions and criteria are determined and decided by a special regulation issued by the cabinet.

Chapter Three Stopping from Work Article 93 Suspending the Employee when Investigating Him Considering the other provisions of this Act: When referring the employee for investigation, the head of the governmental department, which the employee follows, may stop the employee from work or transfer him to another job in the same department temporarily till the investigation is finished.

73

‫ﻤﺎﺩﺓ ) ‪( 94‬‬ ‫ﺩﻓﻊ ﺭﺍﺘﺏ ﺍﻟﻤﻭﻗﻭﻑ ﻋﻥ ﻋﻤﻠﻪ‬ ‫ﻴﺩﻓﻊ ﻟﻠﻤﻭﻅﻑ ﺍﻟﻤﻭﻗﻭﻑ ﻋﻥ ﻋﻤﻠﻪ ﺭﺍﺘﺒﻪ ﻜﺎﻤﻼﹰ ﻓﺘﺭﺓ ﻭﻗﻔﻪ‪.‬‬

‫ﺍﻟﻔﺼل ﺍﻟﺭﺍﺒﻊ‬ ‫ﺇﺼﺎﺒﺔ ﺍﻟﻌﻤل‬ ‫ﻤﺎﺩﺓ ) ‪( 95‬‬

‫ﺍﻹﺠﺎﺯﺓ ﺍﻟﻤﺭﻀﻴﺔ ﻋﻥ ﺇﺼﺎﺒﺔ ﺍﻟﻌﻤل‬ ‫ﻤﻊ ﻋﺩﻡ ﺍﻹﺨﻼل ﺒﺄﺤﻜﺎﻡ ﺍﻟﻘﻭﺍﻨﻴﻥ ﻭﺍﻟﻠﻭﺍﺌﺢ ﺍﻟﻤﻌﻤﻭل ﺒﻬﺎ ﺒﺨﺼﻭﺹ ﺇﺼﺎﺒﺎﺕ ﺍﻟﻌﻤل‪ ،‬ﺇﺫﺍ ﺃﺼﻴﺏ‬

‫ﺍﻟﻤﻭﻅﻑ ﻓﻲ ﺤﺎﺩﺜﺔ ﻋﻤل ‪ -‬ﻭﻫﻲ ﺍﻟﺘﻲ ﺘﻘﻊ ﻟﻪ ﺃﺜﻨﺎﺀ ﺘﺄﺩﻴﺘﻪ ﻋﻤﻠﻪ ﺃﻭ ﺒﺴﺒﺒﻪ ‪ -‬ﻴﻤﻨﺢ ﺍﻹﺠﺎﺯﺓ‬

‫ﺍﻟﻤﺭﻀﻴﺔ ﺍﻟﺘﻲ ﺘﻘﺭﺭﻫﺎ ﺍﻟﻠﺠﻨﺔ ﺍﻟﻁﺒﻴﺔ ﺍﻟﻤﺨﺘﺼﺔ ﻭﻻ ﺘﻌﺘﺒﺭ ﻀﻤﻥ ﺍﻹﺠﺎﺯﺍﺕ ﺍﻟﻤﺭﻀﻴﺔ ﺍﻟﻤﻘﺭﺭﺓ ﻓﻲ‬ ‫ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬ ‫ﺍﻟﺒﺎﺏ ﺍﻟﺨﺎﻤﺱ‬ ‫ﺍﻨﺘﻬﺎﺀ ﺍﻟﺨﺩﻤﺔ‬ ‫ﻤﺎﺩﺓ ) ‪( 96‬‬

‫ﺃﺴﺒﺎﺏ ﺍﻨﺘﻬﺎﺀ ﺨﺩﻤﺔ ﺍﻟﻤﻭﻅﻑ‬ ‫ﺘﻨﺘﻬﻲ ﺨﺩﻤﺔ ﺍﻟﻤﻭﻅﻑ ﻷﺤﺩ ﺍﻷﺴﺒﺎﺏ ﺍﻟﺘﺎﻟﻴﺔ‪:‬‬ ‫‪ - 1‬ﺒﻠﻭﻍ ﺍﻟﺴﻥ ﺍﻟﻘﺎﻨﻭﻨﻴﺔ ﻟﺘﺭﻙ ﺍﻟﺨﺩﻤﺔ‪.‬‬ ‫‪ - 2‬ﻋﺩﻡ ﺍﻟﻠﻴﺎﻗﺔ ﺍﻟﺼﺤﻴﺔ‪.‬‬ ‫‪ - 3‬ﺍﻻﺴﺘﻘﺎﻟﺔ‪.‬‬

‫‪ - 4‬ﻓﻘﺩ ﺍﻟﻭﻅﻴﻔﺔ‪.‬‬ ‫‪ - 5‬ﺍﻹﺤﺎﻟﺔ ﺇﻟﻰ ﺍﻟﻤﻌﺎﺵ ﺃﻭ ﺍﻟﻔﺼل ﻤﻥ ﺍﻟﺨﺩﻤﺔ‪.‬‬ ‫‪ - 6‬ﺍﻟﺤﻜﻡ ﻋﻠﻴﻪ ﺒﺤﻜﻡ ﻨﻬﺎﺌﻲ ﻤﻥ ﻤﺤﻜﻤﺔ ﻓﻠﺴﻁﻴﻨﻴﺔ ﻤﺨﺘﺼﺔ ﺒﺠﻨﺎﻴﺔ ﺃﻭ ﺒﺠﻨﺤﺔ ﻤﺨﻠﺔ ﺒﺎﻟﺸﺭﻑ ﺃﻭ‬

‫ﺍﻷﻤﺎﻨﺔ‪.‬‬

‫‪ - 7‬ﺍﻟﻭﻓﺎﺓ‪.‬‬ ‫‪74‬‬

Article 94 Paying the Salary of the Employee Who Is Suspended

The suspended-from-work employee is paid a full salary when suspension

Chapter Four Work Injury Article 95 The Sick Leave for Work Injury

Without detriment to the provisions and regulations enforced in this Act concerning the work injuries, Should the employee be injured in a work incident which falls on him due to or during performing his work, the employee is given a sick leave decided by the concerned medical committee. This leave is not counted from the sick leaves decided in this Act.

Part Five End of service Article 96 The Reasons of Ending the Employee Service The service of the employee ends for one of the following reasons: 1- Reaching retirement age 2- unfitness 3- retirement 4- losing the job 5- referral to pension or dismissal 6- being judged with a terminal judgment by a Palestinian court specialized in immoral delinquency or felony that smears the honor. 7- Death

75

‫ﻤﺎﺩﺓ ) ‪( 97‬‬ ‫ﺍﻨﺘﻬﺎﺀ ﺍﻟﺨﺩﻤﺔ ﻟﺒﻠﻭﻍ ﺍﻟﺴﻥ ﺍﻟﻘﺎﻨﻭﻨﻴﺔ‬ ‫ﺘﻨﺘﻬﻲ ﺨﺩﻤﺔ ﺍﻟﻤﻭﻅﻑ ﺇﺫﺍ ﺃﻜﻤل ﺍﻟﺴﺘﻴﻥ ﻤﻥ ﻋﻤﺭﻩ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 98‬‬ ‫ﺍﻨﺘﻬﺎﺀ ﺍﻟﺨﺩﻤﺔ ﻟﻌﺩﻡ ﺍﻟﻠﻴﺎﻗﺔ ﺍﻟﺼﺤﻴﺔ‬ ‫‪ - 1‬ﺘﺜﺒﺕ ﻋﺩﻡ ﺍﻟﻠﻴﺎﻗﺔ ﺍﻟﺼﺤﻴﺔ ﻟﻠﺨﺩﻤﺔ ﺒﻘﺭﺍﺭ ﻤﻥ ﺍﻟﻠﺠﻨﺔ ﺍﻟﻁﺒﻴﺔ ﺍﻟﻌﻠﻴﺎ‪.‬‬ ‫‪ - 2‬ﻻ ﻴﺠﻭﺯ ﺇﻨﻬﺎﺀ ﺨﺩﻤﺔ ﺍﻟﻤﻭﻅﻑ ﻟﻌﺩﻡ ﺍﻟﻠﻴﺎﻗﺔ ﺍﻟﺼﺤﻴﺔ ﻟﻠﺨﺩﻤﺔ ﻗﺒل ﺍﺴﺘﻨﻔﺎﺫ ﺇﺠﺎﺯﺍﺘﻪ ﺍﻟﻤﺭﻀﻴﺔ‬ ‫ﻭﺍﻻﻋﺘﻴﺎﺩﻴﺔ ﻤﺎ ﻟﻡ ﻴﻁﻠﺏ ﻜﺘﺎﺒﻴﺎﹰ ﺇﻨﻬﺎﺀ ﺨﺩﻤﺘﻪ ﺩﻭﻥ ﺍﻨﺘﻅﺎﺭ ﺍﺴﺘﻨﻔﺎﺩ ﺇﺠﺎﺯﺍﺘﻪ ﺍﻟﻤﺫﻜﻭﺭﺓ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 99‬‬

‫ﺍﻻﺴﺘﻘﺎﻟﺔ ﻤﻥ ﺍﻟﻭﻅﻴﻔﺔ‬ ‫‪ - 1‬ﻟﻠﻤﻭﻅﻑ ﺃﻥ ﻴﻘﺩﻡ ﺍﺴﺘﻘﺎﻟﺘﻪ ﻤﻥ ﻭﻅﻴﻔﺘﻪ ﺒﻁﻠﺏ ﺨﻁﻲ ﺇﻟﻰ ﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﺘﺎﺒﻊ ﻟﻬﺎ‪.‬‬ ‫‪ - 2‬ﻴﺒﺕ ﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺍﻟﻤﺫﻜﻭﺭ ﻓﻲ ﻁﻠﺏ ﺍﻻﺴﺘﻘﺎﻟﺔ ﺨﻼل ﻤﺩﺓ ﺃﻗﺼﺎﻫﺎ ﺜﻼﺜﻭﻥ ﻴﻭﻤﺎﹰ‬ ‫ﻤﻥ ﺘﺎﺭﻴﺦ ﺘﻘﺩﻴﻤﻬﺎ ﺇﻟﻴﻪ‪.‬‬ ‫‪ - 3‬ﺘﻌﺘﺒﺭ ﺍﻻﺴﺘﻘﺎﻟﺔ ﻤﻘﺒﻭﻟﺔ ﺤﻜﻤﺎﹰ ﺇﺫﺍ ﻟﻡ ﻴﺘﻡ ﺍﻟﺒﺕ ﻓﻴﻬﺎ ﺨﻼل ﺍﻟﻤﺩﺓ ﺍﻟﻤﺸﺎﺭ ﺇﻟﻴﻬﺎ ﻓﻲ ﺍﻟﻔﻘﺭﺓ ) ‪( 2‬‬

‫ﺃﻋﻼﻩ‪.‬‬

‫‪ - 4‬ﻻ ﺘﻘﺒل ﺍﺴﺘﻘﺎﻟﺔ ﺍﻟﻤﻭﻅﻑ ﺍﻟﻤﺤﺎل ﺇﻟﻰ ﺍﻟﺘﺤﻘﻴﻕ ﺇﻻ ﺒﻌﺩ ﺍﻨﺘﻬﺎﺌﻪ ﺒﻐﻴﺭ ﺇﺤﺩﻯ ﻋﻘﻭﺒﺘﻲ ﺍﻟﻔﺼل ﺃﻭ‬ ‫ﺍﻹﺤﺎﻟﺔ ﺇﻟﻰ ﺍﻟﻤﻌﺎﺵ‪.‬‬ ‫‪ - 5‬ﻴﺴﺘﻤﺭ ﺍﻟﻤﻭﻅﻑ ﻓﻲ ﻋﻤﻠﻪ ﺇﻟﻰ ﺃﻥ ﻴﺒﻠﻎ ﻜﺘﺎﺒﻴﺎﹰ ﺒﻘﺭﺍﺭ ﻗﺒﻭل ﺍﻻﺴﺘﻘﺎﻟﺔ ﺃﻭ ﺍﻨﻘﻀﺎﺀ ﺍﻟﻤﻭﻋﺩ‬

‫ﺍﻟﻤﻨﺼﻭﺹ ﻋﻠﻴﻪ ﻓﻲ ﺍﻟﻔﻘﺭﺓ ) ‪ ( 2‬ﻤﻥ ﻫﺫﻩ ﺍﻟﻤﺎﺩﺓ‪.‬‬

‫ﻤﺎﺩﺓ ) ‪( 100‬‬ ‫ﺍﻨﺘﻬﺎﺀ ﺍﻟﺨﺩﻤﺔ ﺒﻔﻘﺩ ﺍﻟﻭﻅﻴﻔﺔ‬ ‫ﺘﻨﺘﻬﻲ ﺨﺩﻤﺔ ﺍﻟﻤﻭﻅﻑ ﺒﻔﻘﺩﻩ ﻭﻅﻴﻔﺘﻪ ﻓﻲ ﺇﺤﺩﻯ ﺍﻟﺤﺎﻟﺘﻴﻥ ﺍﻟﺘﺎﻟﻴﺘﻴﻥ‪:‬‬ ‫‪ - 1‬ﺍﻟﺘﻐﻴﺏ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﺍﻟﻤﺎﺩﺓ ) ‪ ( 90‬ﻤﻥ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬

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Article 97 Ending the Service for Reaching the Legal Age The employee service ends when he completes sixty years.

Article 98 Ending the Service for Unfitness 1- Unfitness is proven to the service by a decision by the high medical committee. 2- The service of the employee shall not be ended for unfitness before the depletion of normal and sick leaves unless a letter of ending the service is required without the depletion of the mentioned leave.

Article 99 Retirement 1- The employee may retire his job by a written request to the governmental department he follows 2- The governmental department head makes a decision concerning the retirement request within a period of time which does not exceed the thirty days since the date of presentation. 3- The retirement is considered accepted if it is not decided within the abovementioned period in paragraph two above 4- The retirement of the referred-for-investigation employee is not accepted but if 5- The employee continues his work until he is literally notified about his retirement decision or till the period stated, in paragraph 2 of this article, passes Article 100 The End of Service by Losing the Job

The service of the employee ends by losing his job by either ways: 1- Absenteeism according to the provisions of article 90 of this Act.

77

‫‪ - 2‬ﺇﺫﺍ ﺘﻐﻴﺏ ﻋﻥ ﻋﻤﻠﻪ ﺒﻐﻴﺭ ﺇﺫﻥ ﺃﻭ ﻋﺫﺭ ﻤﻘﺒﻭل ﺃﻜﺜﺭ ﻤﻥ ﺜﻼﺜﻴﻥ ﻴﻭﻤﺎﹰ ﻏﻴﺭ ﻤﺘﺼﻠﺔ ﻓﻲ ﺍﻟﺴﻨﺔ‬

‫ﻭﺘﻌﺘﺒﺭ ﺨﺩﻤﺘﻪ ﻤﻨﺘﻬﻴﺔ ﻓﻲ ﻫﺫﻩ ﺍﻟﺤﺎﻟﺔ ﻤﻥ ﺍﻟﻴﻭﻡ ﺍﻟﺘﺎﻟﻲ ﻻﻜﺘﻤﺎل ﻫﺫﻩ ﺍﻟﻤﺩﺓ ﺸﺭﻴﻁﺔ ﺃﻥ ﻴﻜﻭﻥ ﻗﺩ ﺘﻡ‬ ‫ﺇﻨﺫﺍﺭﻩ ﺨﻁﻴﺎﹰ ﺒﻌﺩ ﺘﻐﻴﺒﻪ ﺨﻤﺴﺔ ﻋﺸﺭ ﻴﻭﻤﺎﹰ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 101‬‬ ‫ﺍﻨﺘﻬﺎﺀ ﺍﻟﺨﺩﻤﺔ ﺒﺎﻹﺤﺎﻟﺔ ﻋﻠﻰ ﺍﻟﻤﻌﺎﺵ‬ ‫ﺘﻨﺘﻬﻲ ﺨﺩﻤﺔ ﺍﻟﻤﻭﻅﻑ ﺒﺈﺤﺎﻟﺘﻪ ﺇﻟﻰ ﺍﻟﻤﻌﺎﺵ ﻓﻲ ﺤﺎﻟﺘﻴﻥ‪:‬‬ ‫‪ - 1‬ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﺍﻟﻤﺎﺩﺘﻴﻥ ) ‪ 68‬ﻭ ‪ ( 70‬ﻤﻥ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬ ‫‪ - 2‬ﺒﻤﻭﺍﻓﻘﺔ ﻤﻥ ﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﺒﻨﺎﺀ ﻋﻠﻰ ﻁﻠﺏ ﺨﻁﻲ ﻤﻥ ﺍﻟﻤﻭﻅﻑ ﺸﺭﻴﻁﺔ ﺃﻻ ﻴﻘل‬ ‫ﻋﻤﺭﻩ ﻋﻨﺩ ﺘﻘﺩﻴﻤﻪ ﻫﺫﺍ ﺍﻟﻁﻠﺏ ﻋﻥ ﺨﻤﺴﻴﻥ ﺴﻨﺔ ﻭﺒﺸﺭﻁ ﺍﺴﺘﻴﻔﺎﺀ ﺍﻟﺤﺩ ﺍﻷﺩﻨﻰ ﻤﻥ ﺍﻟﺴﻨﻭﺍﺕ‬

‫ﻻﺴﺘﺤﻘﺎﻕ ﻤﻌﺎﺵ ﺍﻟﺘﻘﺎﻋﺩ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 102‬‬ ‫ﺤﻘﻭﻕ ﺍﻟﺘﻘﺎﻋﺩ‬ ‫ﺘﻜﻭﻥ ﺤﻘﻭﻕ ﻤﻥ ﺘﻨﺘﻬﻲ ﺨﺩﻤﺘﻪ ﻤﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻷﺤﺩ ﺍﻷﺴﺒﺎﺏ ﺍﻟﻭﺍﺭﺩﺓ ﻓﻲ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﻭﻓﻘﺎﹰ ﻟﻸﺤﻜﺎﻡ‬ ‫ﻭﺍﻟﻘﻭﺍﻋﺩ ﺍﻟﻭﺍﺭﺩﺓ ﺒﺸﺄﻥ ﺍﻟﺘﻘﺎﻋﺩ‪.‬‬ ‫ﺍﻟﺒﺎﺏ ﺍﻟﺴﺎﺩﺱ‬ ‫ﺃﺤﻜﺎﻡ ﻋﺎﻤﺔ ﻭﺍﻨﺘﻘﺎﻟﻴﺔ‬ ‫ﻤﺎﺩﺓ ) ‪( 103‬‬ ‫ﻗﻭﺍﻋﺩ ﻭﺃﺤﻜﺎﻡ ﻨﻘل ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﻤﻭﺠﻭﺩﻴﻥ ﻓﻲ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ‬ ‫‪ - 1‬ﻴﺤﺩﺩ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﻗﻭﺍﻋﺩ ﻭﺃﺤﻜﺎﻡ ﻨﻘل ﺍﻟﻤﻭﻅﻔﻴﻥ ﺍﻟﻤﻭﺠﻭﺩﻴﻥ ﻓﻲ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ ﻭﻗﺕ‬ ‫ﻨﻔﺎﺫ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﻭﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻤﻪ ﺇﻟﻰ ﺍﻟﻔﺌﺎﺕ ﻭﺍﻟﺩﺭﺠﺎﺕ ﺍﻟﻭﺍﺭﺩﺓ ﻓﻲ ﺍﻟﺠﺩﺍﻭل ﺍﻟﻤﻠﺤﻘﺔ ﺒﻪ‪.‬‬ ‫‪ - 2‬ﺘﺸﻜل ﺒﻘﺭﺍﺭ ﻤﻥ ﺭﺌﻴﺱ ﻜل ﺩﺍﺌﺭﺓ ﺤﻜﻭﻤﻴﺔ ﺒﺎﻟﺘﻨﺴﻴﻕ ﻤﻊ ﺩﻴﻭﺍﻥ ﺍﻟﻤﻭﻅﻔﻴﻥ ﻟﺠﻨﺔ ﺃﻭ ﺃﻜﺜﺭ‬

‫ﻟﻠﻨﻅﺭ ﻓﻲ ﻨﻘل ﻤﻭﻅﻔﻴﻬﺎ ﻭﻓﻘﺎ ﻟﻠﻘﻭﺍﻋﺩ ﻭﺍﻷﺤﻜﺎﻡ ﺍﻟﻤﺸﺎﺭ ﺇﻟﻴﻬﺎ ﻓﻲ ﺍﻟﻔﻘﺭﺓ ) ‪ ( 1‬ﺃﻋﻼﻩ‪.‬‬

‫‪78‬‬

2- If he absents his work without any accepted permission or excuse for more than 30 unconnected days in the year and his service is considered ended, in this case, from the day which comes after the completion of the period provided that he is literally notified after being absent for 15 days

Article 101 Ending the Service by Referral to Pension

The employee service is ended by referral to pension in either cases: 1- According to the provisions of articles 68,70 of this Act. 2- By the approval of the governmental department head and upon a written request by the employee provided that his age shall not be less than 50 years when presenting the request and on the condition of fulfilling the minimum years to merit the retirement pension

Article 102 Retirement Rights

The rights of those whose service ends for any of the above mentioned reasons in this Act conform with the provisions and rules motioned concerning the retirement.

Part Six Transactional and General Provisions Article 103 The Provisions and Rules of Transferring the Employees Existed in the Civil Service 1- The cabinet determines the rules and provisions of transferring the employee existing in the civil service to the categories and degrees mentioned in the charts attached to the Act when enforcing this Act and according to its provisions 2- A committee or more, in cooperating with the personnel council, is constituted by the head of the governmental department to consider the transference of its employees according to the rules and provisions pointed out above in paragraph one

79

‫‪ - 3‬ﺇﺫﺍ ﺘﺒﻴﻥ ﺃﻥ ﺍﻟﺭﺍﺘﺏ ﺍﻟﺫﻱ ﻴﺘﻘﺎﻀﺎﻩ ﺍﻟﻤﻭﻅﻑ ﻋﻨﺩ ﻨﻘﻠﻪ ﻭﻓﻘﺎﹰ ﻷﺤﻜﺎﻡ ﺍﻟﻔﻘﺭﺘﻴﻥ ﺍﻟﺴﺎﺒﻘﺘﻴﻥ ﻴﺯﻴﺩ‬

‫ﻋﻥ ﺍﻟﺭﺍﺘﺏ ﺍﻟﻤﺴﺘﺤﻕ ﻟﻪ ﻓﻲ ﺍﻟﺩﺭﺠﺔ ﺍﻟﻤﻨﻘﻭل ﺇﻟﻴﻬﺎ ﻴﺤﺘﻔﻅ ﺒﺭﺍﺘﺒﻪ ﺍﻷﺼﻠﻲ ﻋﻠﻰ ﺃﻥ ﻴﺘﻡ ﺍﺤﺘﺴﺎﺏ‬ ‫ﺃﻴﺔ ﻋﻼﻭﺍﺕ ﺃﻭ ﺯﻴﺎﺩﺍﺕ ﺘﺴﺘﺤﻕ ﻟﻪ ﻀﻤﻥ ﺘﺴﻭﻴﺔ ﺭﺍﺘﺒﻪ ﺒﺭﺍﺘﺏ ﺍﻟﺩﺭﺠﺔ ﺍﻟﺠﺩﻴﺩﺓ ﻟﺤﻴﻥ ﺍﺴﺘﻨﻔﺎﺩ‬ ‫ﺍﻟﻔﺭﻕ ﻭﺫﻟﻙ ﻭﻓﻘﺎﹰ ﻟﻺﺠﺭﺍﺀﺍﺕ ﺍﻟﺘﻲ ﻴﺼﺩﺭ ﺒﺸﺄﻨﻬﺎ ﻗﺭﺍﺭ ﻤﻥ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 104‬‬

‫ﻗﻭﺍﻋﺩ ﻭﺃﺤﻜﺎﻡ ﺍﻟﺯﻴﺎﺩﺍﺕ ﻓﻲ ﺍﻟﺭﻭﺍﺘﺏ‬ ‫‪ - 1‬ﻴﻀﻊ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﺍﻟﻘﻭﺍﻋﺩ ﻭﺍﻷﺤﻜﺎﻡ ﻭﺍﻟﺸﺭﻭﻁ ﺍﻟﻤﻨﻅﻤﺔ ﻟﺘﻨﻔﻴﺫ ﺃﻴﺔ ﺯﻴﺎﺩﺍﺕ ﻗﺩ ﺘﺴﺘﺤﻕ‬ ‫ﻓﻲ ﺍﻟﺭﻭﺍﺘﺏ ﻨﺘﻴﺠﺔ ﺘﻁﺒﻴﻕ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﻟﻠﻤﻭﻅﻔﻴﻥ ﺍﻟﻤﻭﺠﻭﺩﻴﻥ ﻓﻲ ﺍﻟﺨﺩﻤﺔ ﺃﻭ ﺍﻟﻤﻌﻴﻨﻴﻥ ﻭﻓﻕ‬

‫ﺃﺤﻜﺎﻤﻪ‪.‬‬

‫‪ - 2‬ﻴﺠﻭﺯ ﺍﻟﺘﺩﺭﺝ ﻓﻲ ﺘﻨﻔﻴﺫ ﺍﻟﺯﻴﺎﺩﺍﺕ ﺍﻟﻤﺸﺎﺭ ﺇﻟﻴﻬﺎ ﺃﻋﻼﻩ ﺸﺭﻴﻁﺔ ﺃﻥ ﻴﺘﻡ ﺍﻟﺒﺩﺀ ﺒﺎﻟﻤﺴﺘﻔﻴﺩﻴﻥ ﻤﻥ‬ ‫ﺍﻟﻔﺌﺎﺕ ﻭﺍﻟﺩﺭﺠﺎﺕ ﺍﻟﺩﻨﻴﺎ‪.‬‬

‫‪ - 3‬ﻻ ﻴﺴﺘﻔﻴﺩ ﺍﻟﻤﻌﻴﻨﻭﻥ ﻭﻓﻕ ﺃﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﻤﻥ ﺍﻟﺯﻴﺎﺩﺍﺕ ﺍﻟﻤﺫﻜﻭﺭﺓ ﺍﻟﻤﻘﺭﺭﺓ ﻓﻴﻪ ﺇﻻ ﻋﻨﺩ‬

‫ﺘﻨﻔﻴﺫﻫﺎ ﻷﻗﺭﺍﻨﻬﻡ ﺍﻟﻤﻭﺠﻭﺩﻴﻥ ﻓﻲ ﺍﻟﺨﺩﻤﺔ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 105‬‬ ‫ﺍﻟﺘﻅﻠﻡ ﻤﻥ ﺍﻟﻘﺭﺍﺭﺍﺕ ﺍﻹﺩﺍﺭﻴﺔ‬ ‫‪ - 1‬ﻟﻠﻤﻭﻅﻑ ﺃﻥ ﻴﺘﻅﻠﻡ ﻟﺭﺌﻴﺱ ﺍﻟﺩﺍﺌﺭﺓ ﺍﻟﺤﻜﻭﻤﻴﺔ ﻤﻥ ﺃﻱ ﻗﺭﺍﺭ ﺇﺩﺍﺭﻱ ﻭﺫﻟﻙ ﺨﻼل ﻋﺸﺭﻴﻥ ﻴﻭﻤﺎﹰ‬ ‫ﻤﻥ ﺘﺎﺭﻴﺦ ﻋﻠﻤﻪ ﺒﻪ‪.‬‬ ‫‪ - 2‬ﻭﻴﺘﻡ ﺍﻟﺒﺕ ﻓﻲ ﺍﻟﺘﻅﻠﻡ ﺨﻼل ﺴﺘﻴﻥ ﻴﻭﻤﺎﹰ ﻤﻥ ﺘﺎﺭﻴﺦ ﺘﻘﺩﻴﻤﻪ‪ ،‬ﻓﺈﺫﺍ ﺍﻨﻘﻀﺕ ﻫﺫﻩ ﺍﻟﻤﺩﺓ ﺩﻭﻥ ﺍﻟﺭﺩ‬

‫ﺨﻁﻴﺎﹰ ﻋﻠﻰ ﺍﻟﻤﺘﻅﻠﻡ ﺃﻋﺘﺒﺭ ﺘﻅﻠﻤﻪ ﻤﺭﻓﻭﻀﺎﹰ‪.‬‬

‫‪ - 3‬ﻟﻠﻤﻭﻅﻑ ﺍﻟﻠﺠﻭﺀ ﺇﻟﻰ ﺍﻟﻘﻀﺎﺀ ﺨﻼل ﺴﺘﻴﻥ ﻴﻭﻤﺎﹰ ﻤﻥ ﺘﺎﺭﻴﺦ ﺇﺒﻼﻏﻪ ﺭﻓﺽ ﺘﻅﻠﻤﻪ ﺃﻭ ﺍﻨﻘﻀﺎﺀ‬ ‫ﺍﻟﻤﺩﺓ ﺍﻟﻤﻨﺼﻭﺹ ﻋﻠﻴﻬﺎ ﻓﻲ ﺍﻟﻔﻘﺭﺓ ) ‪ ( 2‬ﺃﻋﻼﻩ‪.‬‬

‫‪ - 4‬ﺘﻨﻅﻡ ﺍﻟﻼﺌﺤﺔ ﺍﻟﺘﻨﻔﻴﺫﻴﺔ ﻟﻬﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﺍﻹﺠﺭﺍﺀﺍﺕ ﺍﻟﺨﺎﺼﺔ ﺒﺎﻟﺘﻅﻠﻡ ﻤﻥ ﺍﻟﻘﺭﺍﺭﺍﺕ ﺍﻹﺩﺍﺭﻴﺔ‪.‬‬

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3- If it was evident that the salary paid to the employee transferred according to the provisions and rules of the pervious paragraphs is more than the salary deserved upon the degree he is transferred to, the employee keeps his basic salary provided that any allowances is merited by adjusting his salary to comfort with new degree till the difference in salary is diminished according to the procedures whose decisions are issued by the cabinet.

Article 104 Rules and Provisions of the Allowances in Salary 1- The cabinet sets the rules, the provisions and the conditions which determine applying any allowances which may be merited in salary as a result of applying this law to the employees existed in the service or those selected according to the provisions of the law. 2- The grading in the allowances above pointed out can be applied provided that it is s 3- The selected shall not benefit, according to the provisions of this law, from the above mentioned and determined allowances but when they are applied to their companions existed in the service. Article 105 Appealing against Administrative Decisions 1- The employee may complain, about any administrative decision, to the head of the governmental department within twenty days since the date of being noted of the decision. 2- The complaint is decided during 60 days as of the date of being presented. If the period ends without replying literally to the complainant, the complaint is considered refused. 3- The employee may access to justice during 60 days since the date of informing him about refusing his complaint or since the end of period above mentioned in paragraph 2. 4- The executive regulation of this law sets the procedures pertaining the grievances about the administrative decisions.

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‫ﻤﺎﺩﺓ ) ‪( 106‬‬ ‫ﻻﺌﺤﺔ ﻤﻌﺎﺩﻟﺔ ﻭﻅﺎﺌﻑ ﻭﺩﺭﺠﺎﺕ ﻜﺎﺩﺭ ﻗﻭﺍﺕ ﺍﻷﻤﻥ ﺍﻟﻌﺎﻡ ﻭﻤﻨﻅﻤﺔ ﺍﻟﺘﺤﺭﻴﺭ‬ ‫‪ - 1‬ﺘﺼﺩﺭ ﺒﻘﺭﺍﺭ ﻤﻥ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﻻﺌﺤﺔ ﺘﺤﺩﺩ ﻤﻌﺎﺩﻟﺔ ﻭﻅﺎﺌﻑ ﻭﺩﺭﺠﺎﺕ ﻜﺎﺩﺭ ﻗﻭﺍﺕ ﺍﻷﻤﻥ‬ ‫ﺍﻟﻌﺎﻡ ﻭﻜﺎﺩﺭ ﻤﻨﻅﻤﺔ ﺍﻟﺘﺤﺭﻴﺭ ﺍﻟﻔﻠﺴﻁﻴﻨﻴﺔ ﻭﻤﺅﺴﺴﺎﺘﻬﺎ‪ ،‬ﻭﻜﺫﻟﻙ ﻜﺎﺩﺭ ﺃﻴﺔ ﺠﻬﺔ ﻓﻠﺴﻁﻴﻨﻴﺔ ﺃﺨﺭﻯ‬ ‫ﺒﺎﻟﻔﺌﺎﺕ ﻭﺍﻟﺩﺭﺠﺎﺕ ﺍﻟﻤﻘﺎﺒﻠﺔ ﻟﻬﺎ ﻓﻲ ﺍﻟﻘﺎﻨﻭﻥ‪.‬‬

‫‪ - 2‬ﻋﻠﻰ ﺍﻟﺩﻭﺍﺌﺭ ﺍﻟﺤﻜﻭﻤﻴﺔ ﻤﺭﺍﻋﺎﺓ ﺃﺤﻜﺎﻡ ﺍﻟﻤﻌﺎﺩﻟﺔ ﻭﻓﻘﺎﹰ ﻟﻠﻔﻘﺭﺓ ) ‪ ( 1‬ﻋﻨﺩ ﺍﻟﻨﻅﺭ ﻓﻲ ﺍﻟﺘﻌﻴﻴﻥ ﺃﻭ‬

‫ﺍﻟﻨﻘل ﻤﻥ ﺍﻟﻔﺌﺎﺕ ﺍﻟﻤﺫﻜﻭﺭﺓ ﺃﻋﻼﻩ ﺇﻟﻰ ﻜﺎﺩﺭ ﺍﻟﺨﺩﻤﺔ ﺍﻟﻤﺩﻨﻴﺔ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 107‬‬ ‫ﻻﺌﺤﺔ ﺍﺤﺘﺴﺎﺏ ﻤﺩﺩ ﺍﻟﺨﺩﻤﺔ ﻭﺍﻟﺨﺒﺭﺓ ﺍﻟﺴﺎﺒﻘﺔ‬ ‫ﺒﻤﺎ ﻻ ﻴﺘﻌﺎﺭﺽ ﻤﻊ ﺃﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﺘﺼﺩﺭ ﺒﻘﺭﺍﺭ ﻤﻥ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﻻﺌﺤﺔ ﺘﺒﻴﻥ ﻗﻭﺍﻋﺩ‬ ‫ﺍﺤﺘﺴﺎﺏ ﻤﺩﺓ ﺍﻟﺨﺩﻤﺔ ﺃﻭ ﺍﻟﺨﺒﺭﺓ ﺍﻟﺴﺎﺒﻘﺔ ﻟﻤﻭﻅﻔﻲ ﻤﺅﺴﺴﺎﺕ ﻤﻨﻅﻤﺔ ﺍﻟﺘﺤﺭﻴﺭ ﺍﻟﻔﻠﺴﻁﻴﻨﻴﺔ ﻭﻋﻨﺎﺼﺭ‬ ‫ﺍﻟﻤﻘﺎﻭﻤﺔ ﻭﺍﻷﺴﺭﻯ ﺍﻟﻤﺤﺭﺭﻴﻥ ﻭﻤﻥ ﻓﻲ ﺤﻜﻤﻬﻡ‪ ،‬ﻭﻏﻴﺭﻫﻡ ﻤﻤﻥ ﻟﻬﻡ ﻤﺩﺩ ﺨﺩﻤﺔ ﺃﻭ ﺨﺒﺭﺓ ﺴﺎﺒﻘﺔ‬

‫ﻭﻴﺭﺍﻋﻰ ﻓﻲ ﺫﻟﻙ ﻋﺩﻡ ﺘﻤﻴﺯ ﻤﻥ ﻴﺴﺘﻔﻴﺩ ﻤﻥ ﻫﺫﺍ ﺍﻟﺤﻜﻡ ﻋﻥ ﻨﻅﻴﺭﻩ‪.‬‬ ‫ﻤﺎﺩﺓ ) ‪( 108‬‬ ‫ﺃﺤﻜﺎﻡ ﺍﻨﺘﻘﺎﻟﻴﺔ‬ ‫ﺒﻤﺎ ﻻ ﻴﺘﻌﺎﺭﺽ ﻤﻊ ﺃﺤﻜﺎﻡ ﻫﺫﺍ ﺍﻟﻘﺎﻨﻭﻥ ﻴﺴﺘﻤﺭ ﺍﻟﻌﻤل ﺒﺎﻟﻘﻭﺍﻨﻴﻥ ﻭﺍﻟﻠﻭﺍﺌﺢ ﺍﻟﺴﺎﺭﻴﺔ ﺒﺸﺄﻥ ﺍﻟﺨﺩﻤﺔ‬ ‫ﺍﻟﻤﺩﻨﻴﺔ ﻟﺤﻴﻥ ﻗﻴﺎﻡ ﻤﺠﻠﺱ ﺍﻟﻭﺯﺭﺍﺀ ﺒﺈﺼﺩﺍﺭ ﺍﻟﻠﻭﺍﺌﺢ ﻭﺍﻟﻘﺭﺍﺭﺍﺕ ﺍﻟﻤﻨﻔﺫﺓ ﻷﺤﻜﺎﻤﻪ ﺨﻼل ﻤﺩﺓ‬ ‫ﺃﻗﺼﺎﻫﺎ ﺴﻨﺔ ﻤﻥ ﺘﺎﺭﻴﺦ ﻨﻔﺎﺫﻩ‪.‬‬

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Article (106) The Regulation of Matching the Cadres' Degrees with the Positions of the General Security Forces and the Liberation Organization 1- The cabinet issues a regulation which determines the cadres' positions and the degrees of the general security forces and the Palestinian Liberation Organization and its institutions and also any cadre of any other Palestinian Authority with the matching categories and degrees in the law. 2- The governmental Organization shall take the matching provisions into consideration according to paragraph (1) when considering the selecting or the transferring of the above mentioned categories to the civil service cadre.

Article 107 The Regulation of Counting the Service Periods and the Previous Experience In what conforms with the provisions of this Act, a cabinet issues a regulation which shows the rules of counting the service periods and the previous experience for the Palestinians Liberation Organization employees, the resistance elements and the freed prisoners and those who apply to them. And others who have service periods or previous experience. It is also considered not to distinguish between those who benefit of this verdict and

Article 108 Provisional Provisions In what conforms with the provisions of this Act, the work of these effective laws and regulations concerning the civil service continues till the cabinet issues the laws and regulations enforcing its provisions with a period which shall not exceed the year as if the date of its effectiveness.

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