The burden of proving the Employee’s fair dismissal and leaving work voluntarily falls on the Employer, in case of failure to submit evidence such dismissal will be considered as an arbitrary dismissal.
The Employer should follow the disciplinary procedures in the event of dismissing any Employee without the entitlement of the leaving indemnity.
The Employee’s repatriation costs shall be payable by his last Employer.
The Employer is entitled to pay the Employee’s work permits and residence renewal costs.
The employment case shall lapse within one year from the date of terminating the employment Contract.
In the event of discontinuous of the Court hearings, the period of the appeal shall commence from the date of serving notice to the Employee.
An agreement between an Employer and the Employee to apply a certain system other than the leaving indemnity is valid provided that it brings more benefit to the Employee.
The Employer is not entitled to pay bonus to the Employee unless stated in the Employment contract, internal regulations and in case it becomes an established custom.
The Employee’s disability should only be proved by a medical certificate issued by a doctor of the Ministry of Health.
The permanent disability only may lead to the termination of the Employee’s services.
The Employee shall not be entitled to any overtime worked hours unless required by the Employer and the burden of proof falls on the Employee.
The Employer may not impose any interests to the Employees loans; administrative costs may be imposed provided that such costs are added to the loan as a lump sum price and not by way of a monthly percentage.
The Employer shall not be bound by any amount offered to the Employee before the Ministry of Labor due to the unfair dismissal in the event that the case is forwarded to the Labor Court.
The Employee’s rights acquired in excess of the law shall not be prejudiced.

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