Law No. 8 of 2009 on Human Resources Management

طباعة
 
Section: End of Service (159-168)

  • Article 159 

     The service of an employee shall be terminated for one of the following reasons:
    1. Reaching the age of sixty (60).
    2. End of the contract.
    3. Resignation or service termination by a way other than disciplinary in manner.
    4. Medical incapacity.
    5. Disciplinary dismissal.
    6. Dismissal by an Emiri decision for reasons related to the public interest.
    7. Issuance of a final judgment against the employee in a crime in breach of honour or honesty. However, if the judgment includes a stay of execution or is issued for the first time against the employee, the service of the latter shall not be terminated unless the Government Entity issues a reasoned decision based on the merits of the case to dismiss the employee as continuance in the post may be inconsistent with the job requirements or nature.
    8. Withdrawal or relinquishment of Qatari citizenship.
    9. Job cancellation.
    10. Death.

  • Article 160 

     The employee, after reaching the age of sixty (60), may remain on the job for public interest considerations.
    The authority concerned with appointment matters shall issue the extension decision, which shall be on a yearly basis with a limit of 5 years.
    The Prime Minister may issue a decision to extend the service of the employee after the age of sixty-five (65).The extension is carried out every year as may be required.
    The extension of the service of under-secretaries who are above 65 years old shall be done through an Emiri decree.

  • Article 161 

     An employee may resign from a job. The authority concerned with the approval of the resignation is the same as the appointment authority, provided the resignation is submitted in writing and does not include any condition or restriction, and mentions the date of the end of service.
    The resignation request shall be settled within thirty (30) days of its submittal, otherwise it shall be considered as legally approved.
    However, the approval of the resignation request during this period may be postponed for a similar period for reasons related to the interests of work.
    If the employee is referred to disciplinary accountability, the employee's resignation shall not be approved before a decision is reached regarding the sanction to be imposed other than that of dismissal.

  • Article 162 

     An employee shall continue work until the employee receives a notice about the acceptance of resignation or until the duration provided for in the previous articlehas elapsed.

  • Article 163 

     The employee shall be considered to have resigned in the following cases:
    1. If the employee is absent from work without permission for 15 consecutive days, even if this occurred after a legitimate leave, unless the employee presents within the next 15 days an acceptable justification. In this case, the period of absence may be counted as a legal leave if the leave balance allows it, otherwise the salary shall be deducted to cover the absent days. If the employee fails to present any reasons to justify the absence or if such reasons were presented but rejected, the service shall be considered as terminated as of the day the employee was absent from work.
    2. In the event where the employee takes a leave for a non-consecutive period exceeding thirty (30) days without the permission of the employer. In such case, the service shall be considered as terminated on the day following the completion of this period.
    3. In the event where the seconded employee is absent from work within 15 days after his/her permitted leave is over (as determined in Article 88 hereof), unless the employee presents a justification within the next 15 days. If the employee fails to present such justification or if such reasons are presented but were rejected, the service shall be considered as terminated as of the end of the secondment. In the three previous cases, the employee must be notified in writing. The notice must be given after seven (7) days of absence from work in the first case, and after fifteen (15) days in the second and third cases.
    4. In the event where the employee joins any foreign entity for work without the authorisation of the competent authority. In this case, the employee's service shall be considered as being terminated as of the date of joining the foreign entity.

  • Article 164 

     The Chairman may issue a decision to retain the employee after the end of service for a period not exceeding one month to complete the duties at hand. This period may be extended for another month if the interests of the work require so. The employee shall be paid for this period a reward that is equal to the full value of the employee's salary.

  • Article 165 

     The service of the employee may not be terminated for medical incapacity before the exhaustion of the leaves to which the employee is entitled, except with the employee's consent and provided that the employee receives compensation for the accumulated leaves before the end of the service.

  • Article 166 

     In the event where it is decided to remove or dismiss the employee on a disciplinary basis, the employee shall be entitled to his salary until the date informed of suchdecision.

  • Article 167 

     In the event where it is decided to remove or dismiss the employee on a disciplinary basis, the employee shall be entitled to his salary until the date informed of suchdecision.

  • Article 168 

     In the event of the employee's death, the Government Entity shall release at once the full salary for the month in which the employee died, as well as the next three months' salary.
    The amounts mentioned in this Article shall be considered as a grant and not as a part of the end-of-service benefits. In addition, these amounts, shall not, in any case, be subject to lien or set-off from any amounts that may be due to the Government Entity from the deceased employee.

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