नागरिक विवाद
⚠ आधिकारिक अनुवाद — अरबी मूल कानूनी रूप से बाध्यकारी संस्करण है।
174 अनुच्छेद
Resources in the Federal Government
Concerning the Executive Regulation of Federal Decree-Law No. (49) of 2022 Concerning Human Resources in the Federal Government
The Cabinet,
- Upon reviewing the Constitution;
- Federal Law No. (1) of 1972 Concerning the Competences of Ministries and the Powers of Ministers, and any amendments thereto; and
- Federal Law No. (7) of 1999 Promulgating the Pensions and Social Security Law, and any amendments thereto; and
- Federal Law No. (8) of 2011 Concerning the Reorganisation of the Audit Bureau; and
- Federal Decree-Law No. (26) of 2019 Concerning Public Finance; and
- Federal Decree-Law No. (47) of 2021 Concerning the Standard General Rules of Work in the United Arab Emirates; and
- Federal Decree-Law No. (49) of 2022 Concerning Human Resources in the Federal Government; and
- Federal Decree-Law No. (56) of 2022 Concerning the Federal Authority for Government Human Resources; and
- Upon on the proposal of the Minister of State for Government Development and the Future, Chairman of the Federal Authority for Government Human Resources, and the Cabinet’s approval, Has resolved as follows:
Definitions The same definitions contained in Federal Decree-Law No. (49) of 2022 Concerning Human
Resources in the Federal Government
Resources in the Federal Government shall apply to this Resolution, and otherwise, the following words and phrases shall have the meanings assigned to each of them, unless the context otherwise requires: Human Resources Law/ Law : Federal Decree-Law No. (49) of 2022 Concerning Human Resources in the Federal Government.
FAHR Chairman : Chairman of the Federal Authority for Government Human Resources.
Employment Offer : Initial approval of the appointment by the Employer.
Grade and Salary Scale : The approved scales of grades and salaries for Federal Government employees.
Probationary Period : The period stipulated in the Law, which enables the Entity to evaluate the Employee's performance, and enables the Employee to familiarise himself with his job duties and access to the work environment, based on which, the Employment Contract is continued or terminated in accordance with the provisions of the Human Resources Law and this Resolution.
Organisational Unit : The administrative unit stated in the organisational structure of the Federal Entity Table of Powers and Liabilities : A document issued by the Chairman of the Federal Entity specifying the employees entrusted with the implementation of the powers that may be delegated in accordance with the provisions of the Human Resources Law, its Executive Regulation and the resolutions issued in implementation thereof.
Outsourcing : The implementation of part of the tasks and operations entrusted to Federal Entities through companies to which some government services are outsourced, and which are
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contracted in accordance with the procedures prescribed in this regard.
Persons with disabilities : Every person suffering from a temporary/ permanent, full/ partial deficiency or infirmity in his physical, sensational, mental, communicational, educational or psychological abilities to an extent decreasing the possibility of satisfying his ordinary requirements in the conditions of people without disabilities.
Grievance Committee : The committee formed in each federal entity to consider the grievances of employees against the sanctions imposed on them by the employer or any other procedures or decisions taken against employees.
Committee for Considering Objections : The committee formed at the level of the Federal Government to consider the objections of employees of federal entities to the resolutions or procedures issued against them.
Scope of Application
1. The provisions of this Resolution shall apply to civil servants in federal entities, including entities whose establishment legislation stipulates the existence of independent human resources regulations.
2. Federal entities and their employees that are excluded by a Cabinet Resolution shall be excluded from the application of the provisions of this Resolution, provided that the exception decision shall specify the provisions and obligations of those entities, and said entities shall provide real-time data for human resources working for them, including wages and salaries and all procedures related to their human resources by linking with the systems approved by the FAHR.
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3. The Cabinet resolutions issued prior to the issuance of Federal Decree-Law No. (49) of 2022 Concerning Human Resources in the Federal Government and this Resolution, concerning the exclusion of certain federal entities from the application of the Human Resources Law in the Federal Government or some of its provisions, shall be considered in force unless the Cabinet otherwise decides.
Human Resources Department Tasks
1. The Human Resources Department in the Federal Entity shall implement and apply the provisions stipulated in this Resolution and any resolutions or systems issued in implementation thereof.
2. The concerned organisational units of each federal entity shall refer to that department in all technical matters related to human resources.
3. The Human Resources Department in the Federal Entity shall refer to FAHR in the matters it encounters when implementing the provisions of the human resources legislation adopted in the Federal Government.
4. The concerned organisational units of the Federal Entity shall abide by the principles and policies stipulated in this Resolution and any resolutions or systems issued in implementation thereof, and ensure that they are applied to employees fairly and equally with the aim of creating a work environment that stimulates performance.
Table of Powers and Liabilities The Chairman of the Federal Entity shall issue a Table of Powers and Liabilities related to this Resolution in accordance with the Powers Guidelines issued by FAHR in this regard.
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Human Resource Planning
Organisational Structure
1. Federal entities shall have their own organisational structures that are commensurate with their competences and needs, and shall be approved by the Cabinet.
2. When preparing and updating organisational structures, federal entities shall abide by the mechanisms stipulated in the Organisational Structures Preparation Guide approved by the Cabinet.
3. Any update to the organisational structure from the level of departments and above shall be approved by the Cabinet, and what is less than that shall be approved by the Chairman of the Federal Entity in accordance with the Organisational Structures Preparation Guide or mechanisms approved by the Cabinet in this regard.
Job Budgeting The Federal entity shall plan the jobs of the organisational units listed in the organisational structure in an effective manner and in a manner that ensures focus on the main objectives and processes of its work, in order to ensure that these jobs cover all the tasks entrusted to the Federal Entity and without overlap or conflict between those jobs, in light of the provisions contained in the job evaluation and description system approved by the Federal Government, the approved human resources systems and manuals, and the workforce planning system.
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Human Resources Budget Within its general budget, each federal entity shall have an annual human resources budget that is commensurate with its approved organisational structure, in accordance with the manpower planning system and the relevant human and financial resources systems and manuals.
Amendment of Financial Allocations The Chairman of the Federal Entity or his authorised representative may amend the financial allocations for the vacant jobs included in the approved human resources budget within the limits of the budget allocated for those jobs, and in accordance with the financial rules in force in the Government, provided that such amendment does not entail any additional financial burdens on the approved Federal Entity's budget or on the approved human resources appropriations in accordance with the approved financial systems in this regard.
Employment Patterns and Types of Work
1. Recruitment in federal entities shall be made according to one of the following employment patterns:
a. Full-time: Working for one federal entity for the full daily working hours throughout official working days.
b. Part-time: Working for a federal entity for a specific number of working hours or days scheduled for work.
c. Temporary work: Work for full daily working hours daily throughout working days, but within a temporary contract period, in order to carry out work of which nature requires a specific period or focuses on a specific work and ends upon its completion, provided that
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its duration is less than one year.
d. Flexible work: Working for a federal entity with the possibility of changing the hours or working days according to the volume of work and the economic and operational variables of the Employer.
2. The types of work approved in federal entities shall be as follows:
a. In-house work: Work performed by the employee as determined by the Entity, either at its headquarters or at the headquarters of any of its branches, throughout the official working days and hours.
b. Remote work from within the State: It is when the employee works or carries out job tasks from outside the workplace but from within the State, in accordance with the provisions of the Remote Work System issued by the Cabinet upon the proposal of FAHR, provided that the employee receives the financial allocations determined by the same system.
c. Remote work from outside the State: It is when the employee works or carries out job tasks from outside the State, in accordance with the provisions of the Remote Work System from outside the State issued by the Cabinet upon the proposal of FAHR, provided that the employee receives the financial allocations determined by the same system.
d. Intensive working hours (compressed work week): It is the work under which the employee covers the entire official weekly working hours in fewer working days per week, up to a maximum of ten (10) hours per day and four (4) working days per week.
e. Hybrid work: A work system based on mixing in-house work with remote work, where it is agreed and contracted with the employee to perform part of the tasks of the job or work required of him from the headquarters of the Entity and the other part through remote work, with the permissibility of mixing more than one pattern of other work patterns.
3. The benefits and wages of the employee shall vary according to the employment pattern, the type of work contracted with the employee, and the mechanisms and benefits of contracting. In all cases, the Employer may contract with the employee to carry out the tasks required of him
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from the Entity's headquarters or from outside it, or within a work pattern that is a hybrid of the above patterns as required by its work interest, and the Chairman of the Federal Entity or his authorised representative may change the type of work of the employee during the valid period of the contract or at the end of its term based on the works' interest and requirements and in accordance with the conditions and controls contained in this Resolution and the systems issued by the Cabinet in this regard.
General Controls for Contracting
1. The term of the contract according to any pattern of employment shall not exceed three (3) years, renewable based on the employee's job performance, except the temporary contract, which shall be less than one year, as determined by the Employer.
2. The job shall be occupied or the tasks agreed upon in the federal entities shall be carried out in accordance with one of the employment patterns and types of work stipulated in Article (9) of this Resolution, and in accordance with the human resources procedures and systems adopted in the Federal Government, including obtaining the necessary approvals from the competent authorities.
Mechanism of Transforming Employment Pattern or Type of Work
1. The Employer may, based on what is required by its work interest and in accordance with the approved human resources procedures, change the pattern of employment, type of work or contracting mechanism during the validity period of the contract or upon its expiry, in accordance with the controls contained in this Resolution, and within the financial allocations approved in the Entity's budget.
2. The Employer may, at the request of the employee, change the pattern of employment or the type of work with him, provided that the request is commensurate with the work interest of
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the Federal Entity, up to a maximum of two times during the period of his service in the Federal Government.
3. In the event that the pattern of employment is changed from one pattern to another, the mechanism for calculating leaves, promotions, bonuses and end-of-service gratuity shall be modified so that they are calculated as pro rata of the hours or days of work for which the employee is contracted compared to the full-time pattern. In all cases, the employee's employment pattern or type of work must not be changed before staying in the previous pattern for one year.
Financial Allocations The salary prescribed for the job and the associated benefits, allowances or wages for carrying out the agreed tasks shall vary according to the pattern of employment and the type of work with the employee, as follows:
1. Subject to the pattern of employment and type of work, the employee shall be entitled to the salary of the grade in which he is appointed in accordance with the Grade and Salary Scale approved by the Federal Entity or according to the special benefits or the benefits of the experts and consultants attached to this Resolution or the wage for performing the services and tasks agreed upon under the contract concluded with the employee in the event of full official working hours.
2. The salary or wage stated in Clause (1) above for the employee in the event of part-time shall be calculated as pro rata with the working hours or days.
3. The employee who works in a temporary work pattern shall receive the salary of the grade on which he is appointed in accordance with the Grade and Salary Scale approved by the Federal Entity, or according to the special benefits, or the benefits of the experts and consultants attached to this Resolution, or the wage for performing the services and tasks agreed upon under the contract concluded with the employee, provided that the pattern
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of employment, type of work and the time frame of the contract for less than one year are taken into account.
4. The employee who works remotely shall receive the financial allocations determined by the remote work system issued by the Cabinet upon FAHR's proposal.
Provisions on Employment Patterns in the Federal Government
Full-Time Pattern
1. Appointment shall be made on a full-time basis in accordance with the following provisions:
a. The existence of the financial allocation for appointment in the approved budget of the Employer.
b. The candidate for appointment must have one of the qualifications, expertise or skills in the field of work of the job in which he is appointed in accordance with the job evaluation and description system.
c. The employment contract shall be concluded in accordance with the provisions of this Resolution.
2. The employee of this pattern shall receive the salary prescribed for the grade he occupies and the benefits prescribed therefor in accordance with the Grade and Salary Scale approved by the Federal Entity, or according to the special benefits, or the benefits of the experts and consultants attached to this Resolution, or the wage for performing the services and tasks agreed upon under the contract concluded with the employee, and according to the nature and type of job and within the limits of the financial allocations approved in the Entity's budget.
3. The types of work applicable to full-time employees shall be as follows:
a. Full-time in-house or remote work from within the State, or a hybrid work pattern.
b. Remote work from outside the State in accordance with the Law issued in this regard.
c. Intensive working hours not exceeding ten (10) hours per day and four (4) working days
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per week.
d. Hybrid working pattern that combines the above patterns.
Part-Time Pattern
1. Appointment in the part-time pattern shall be made in accordance with the following provisions:
a. The existence of the financial allocation for appointment in the approved budget of the Employer.
b. The candidate for appointment must have one of the qualifications, expertise or skills in the field of work of the job in which he is appointed in accordance with the job evaluation and description system.
c. The employment contract shall be concluded in accordance with the provisions of this Resolution.
d. Working hours shall not be less than (8) hours and not more than (32) hours per week, and working days shall be not less than one working day and not more than (4) four days per week.
e. Part-time working hours shall be either in-house, remote, or both, or as agreed upon and in a manner that does not conflict with the interest of work.
2. Appointment shall be made according to a monthly gross salary, determined according to the grade of the vacant job on the basis of the employee's gross salary, or according to special benefits, or the benefits of experts and consultants attached to this Resolution, or the wage of services based on the nature and type of the job assuming that he works full-time in the job for which he is appointed at the beginning of the appointment divided by the number of monthly official working hours multiplied by the actual working hours that the employee works during the month.
3. The employee's employment pattern may be changed from a part-time pattern to a full-time
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pattern and vice versa at the employee's request and as determined by the Employer if the interest of the work so requires, provided that the change is on the same job and the same grade, and that the financial allocation for the grade is available, and in accordance with the provisions of this Resolution.
4. Subject to Clause (2) of this Article, a part-time employee may be promoted or transferred in accordance with the provisions of the Human Resources Law, this Resolution and the Performance Management System.
5. The FAHR shall issue a guideline to regulate the procedures and mechanisms for calculating wages, leaves and promotions for part-time employees in a manner that does not conflict with the provisions of the Human Resources Law and this Resolution.
6. In matters not covered by a special provision in this Article, the part-time employee shall be subject to the other provisions and rules contained in this Resolution.
7. The types of work applicable to the part-time employee shall be as follows:
a. Part-time in-house or remote work from within the State, or a hybrid work pattern.
b. Part-time remote work from outside the State.
c. Hybrid work that combines the above patterns.
8. The part-time employee may work in more than one federal entity or work in a federal and local or private sector entity.
Temporary Work Pattern
1. Appointment based on a temporary work pattern shall be in accordance with the following provisions:
a. The existence of the financial allocation for appointment in the approved budget of the Government Entity.
b. The candidate for appointment must have one of the qualifications, expertise or skills in the field of work of the job in which he is appointed in accordance with the job evaluation
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and description system.
c. The employment contract shall be concluded in accordance with the provisions of this Resolution.
d. The existence of a work of which nature of implementation requires a specific period or focuses on a specific work and ends upon its completion.
e. The employee appointed in the temporary employment pattern shall be entitled to the salary of the grade in which he is appointed in accordance with the Grade and Salary Scale approved by the Federal Entity or according to the special benefits or the benefits of the experts and consultants attached to this Resolution for performing the services and tasks agreed upon under the contract concluded with the employee and according to the nature and type of the job.
f. The appointment shall be for a period less than one year, and the Federal Authority may conclude a new contract with the employee if the interest of the work so requires.
2. The employee appointed by the temporary employment pattern shall be entitled to the following leaves:
a. Mourning leave with pay in accordance with the provisions of this Resolution.
b. Sick leave with pay by virtue a medical report approved by a medical authority for a period not exceeding five (5) consecutive or intermittent working days, and what exceeds that shall be without pay.
c. Leave without pay for a period of five (5) consecutive or intermittent working days.
3. The mourning leave and sick leave stated in this Article shall be payable during the single contractual period.
4. The Employer may terminate the contract of an employee appointed under this Article at any time during the contract period, provided that he is notified one month before the date determined for termination of his service.
5. The non-national employee must have a valid residence permit in a manner that does not conflict with the legislation in force in the State in this regard.
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6. The employee appointed in the temporary employment pattern shall not be entitled to an end- of-service gratuity for the period of his service.
7. Based on what is required by the interest of work during or at the end of the temporary contract period, an employee appointed in a temporary work pattern may be appointed in a permanent position commensurate with his qualifications, expertise and abilities, provided that his contract shall be amended and that his service period in the Federal Authority begins as of the date of his appointment to a permanent job.
8. The types of work applicable to employees appointed in the temporary employment pattern shall be as follows:
a. Temporary work in-house or remotely from within the State or in a hybrid work pattern.
b. Temporary remote work from outside the State.
c. Temporary work with intensive working hours.
d. Hybrid work that combines the above patterns.
Flexible Working Pattern
1. Appointment in a flexible work pattern shall be made with variable times according to the conditions and requirements of work and according to what is agreed upon between the employee and the Employer, in accordance with the following provisions:
a. The existence of the financial allocation for appointment in the approved budget of the Employer.
b. The candidate for appointment must have one of the qualifications, expertise or skills in the field of work of the job in which he is appointed in accordance with the job evaluation and description system.
c. The employment contract shall be concluded in accordance with the provisions of this Resolution.
d. According to this pattern, the employee shall receive the salary prescribed for the job grade
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he occupies and the benefits prescribed for it in accordance with the Grade and Salary Scale approved by the Federal Entity or according to the special benefits or the benefits of the experts and consultants attached to this Resolution, the wage for performing the services and tasks agreed upon under the contract concluded with the employee and in accordance with the nature and type of the job and within the limits of the financial allocations approved in the Entity's budget.
2. The types of work applicable to the employee appointed in the flexible working pattern shall be as follows:
a. Full-time in-house or remote work from within the State, or a hybrid work pattern.
b. Remote work from outside the State in accordance with the system issued in this regard.
c. Intensive working hours.
d. Hybrid work that combines the above patterns.
Appointment According to the Benefits of Experts and Consultants The Chairman of the Federal Entity or his authorised representative may, in accordance with the matrix of powers and liabilities approved by the Federal Entity, appoint experts and consultants with the expertise and competence needed by the Federal Entity on a full-time, part-time or temporary basis, in accordance with the human resources procedures and systems adopted in the Federal Government and the following provisions:
1. The contracted person must have academic qualifications, specialised certificates and practical experience in the same field of the job which he is required to occupy and accomplish its tasks.
2. The existence of the financial allocation within the approved budget of the Employer.
3. It is not permissible to appoint employees according to the benefits of experts and consultants to perform administrative or executive functions.
4. The appointment shall be on the benefits of experts and advisors only for the incumbents of
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the positions (consultant/ expert) or (assistant consultant/ assistant expert).
5. The contracted person shall receive a monthly amount, including allowances, bonuses and benefits that are agreed upon, including end-of-service gratuity, within the limits of the financial allocations approved in the budget, not exceeding the financial ceiling stipulated in Annex No. (5) attached to this Resolution, taking into account granting the employee a salary of pro rata if the pattern of employment is in part-time, to be disbursed from the approved financial item in the budget of the Federal Entity, while abiding by the financial procedures manual approved by the Federal Government.
6. Notwithstanding the provisions of this Article, the Chairman of the Federal Entity may, as an exception whenever the work interest so requires, and with the approval of the Cabinet, allow the appointment of experts and consultants without fulfilling the condition of the minimum period of experience of ten (10) years, or that the financial ceiling is exceeded for them, provided that the value of the required increase is available within the budget of the Federal Entity.
7. Experts and consultants shall be subject to the provisions of the leaves stipulated in this Resolution.
8. The disbursement of the benefits of experts and consultants shall be suspended in the event that the employee takes any leave for a period exceeding three (3) months, for the duration of the leave, provided that it is disbursed after the end of the leave.
9. The contract of the employee on the job may not be amended to add the benefits of experts and consultants until the lapse of twelve (12) months as of the last promotion granted to the employee.
10. The financial benefits of the employee appointed according to the benefits of experts and consultants may not be increased and his category may not be changed to a higher category unless after at least three (3) years as of the previous amendment.
11. The benefits of experts and consultants may not be increased for the employee except within a maximum of (25) of the previous gross salary, whether when renewing or amending any of
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the terms of the contract.
12. The employee appointed according to the benefits of experts and consultants shall not be entitled to a periodic bonus or any other bonus, tuition fee allowance, travel ticket allowance or in-kind housing.
13. (National) experts and consultants shall be subject to the provisions of pensions and social security adopted by the Federal Government.
14. The non-national employee appointed according to the benefits of experts and consultants shall not be entitled to an end-of-service gratuity for his service years with the Federal Entity.
Appointment According to Special Benefits The Chairman of the Federal Entity or his authorised representative may, in accordance with the matrix of powers and responsibilities adopted in the Federal Entity, appoint anyone with the expertise and competence needed by the Federal Entity, in accordance with the special benefits specified in Annex No. (6) attached to this Resolution, in any of the vacant senior positions (from the second grade to the special grade (A) or its equivalent), whether full-time, part-time, or temporary, in-house or remotely, in accordance with the following provisions:
1. The existence of the approved and prescribed financial allocations for the vacant position in accordance with the special benefits attached to this Resolution.
2. The candidate for appointment must have academic qualifications and practical expertise in accordance with the job evaluation and description system.
3. The qualification, expertise or skill must be in the same field of work as the job in which he is appointed.
4. It is not permissible to appoint employees according to special benefits allocations to perform administrative or executive job duties.
5. It is not permissible to combine any type of promotion with the increase of special benefits before twelve (12) months have elapsed after either of them.
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6. The contract of an employee on the job may not be amended by adding special benefits until after twelve (12) months as of the last promotion received by the employee.
7. The employee's special benefits may only be increased within a maximum of (25%) of the previous gross salary, whether when renewing or amending any of the terms of the contract.
8. The Chairman of the Federal Entity or his authorised representative may, in accordance with the matrix of powers and responsibilities adopted in the Federal Entity may approve all functional and financial privileges granted in accordance with the ceiling of special benefits attached to this Resolution, in line with the special needs of his entity and within the limits of the appropriations included in the budget, and not exceeding the ceiling of special benefits attached to this Resolution, taking into account granting the employee a salary on a pro rata basis if he works in a part-time employment pattern.
Student Employment and Training Manual The FAHR shall issue a manual that includes the terms, controls and conditions for the employment and training of students in Federal Entities.
Priority in Appointment
1. The State's nationals shall have priority in appointment to any of the vacant jobs in Federal Entities, and non-nationals may be appointed in the absence of nationals who meet the conditions and requirements of the vacant job.
2. Discrimination on the basis of race, colour, sex, religion, national origin, social origin, or disability, that would impair equal opportunities or prejudice equality in obtaining or retaining a job and enjoying its rights, is prohibited, as well as discrimination in jobs with the same job tasks. The measures taken by the Federal Government to benefit from the capabilities of Emirati cadres and enhance their competitiveness in Federal Entities shall not be considered
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as discrimination.
3. The basic criterion for priority when recruiting in Federal Entities is based on the skill set possessed by the employee and on the results of the evaluation and tests that the employee undergoes by the Employer.
4. Qualified disabled nationals shall be assigned tasks that suit their health status, provided that they are provided with all the means appropriate to perform their job duties and their workplaces are equipped with the means and requirements that suit the nature of their special needs.
5. The FAHR shall, in coordination with the concerned authorities, determine the nature of the arrangements needed by people with disabilities in the work environment to ensure the safe conduct of their work.
General Provisions on Employment Subject to Article (10) of this Resolution, the employment contract shall be signed after the issuance of the appointment decision by the Competent Authority in accordance with the human resources procedures and systems adopted in the Federal Government and the fulfilment of the following:
1. The candidate must successfully pass all medical tests and examinations, and any other procedures decided by the Entity.
2. Submitting electronic copies of scientific certificates approved, certified and equated by the Competent Authority in the State and in accordance with the mechanisms approved by the Federal Government, along with electronic copies of practical experience certificates certified in accordance with the legislation in force.
3. Work shall commence within a period of months (2) as of the date of signing the job offer or as of the date specified by the Federal Entity, and the period may be extended for a similar period.
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4. The employment contract shall be subject to the provisions contained in the Human Resources Law, this Resolution, the Performance Management System and other related systems and the provisions contained in the contract form attached to this Resolution.
5. The signing of the contract shall be in accordance with the mechanisms determined by the FAHR.
6. A contract is considered to be the document adopted over any previous agreement with the employee.
7. The employee may be appointed in any type of contract or work patterns stated in this Resolution.
Search and Selection
1. Each federal entity shall seek to select and appoint the most qualified individuals to fill its vacant jobs, while abiding by the standards of excellence, efficiency, justice and objectivity during all stages of research and selection.
2. The Human Resources Department in the Federal Region shall search for the best suitable candidates for its vacant jobs, giving priority to filling vacant jobs for candidates from within the Federal Entity.
Personal Interview
1. No appointment shall be made without an interview with the candidate for the job by the concerned department, and the candidate for the job from outside the State shall not be called for an interview, except after conducting a telephone or video interview with him.
2. The Federal Entity may conduct any tests or carry out any procedures to evaluate the candidate for the job in accordance with the systems and guidelines issued by the FAHR.
3. The most competent candidates for the job shall be selected in terms of fulfilling the
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requirements for the job, skills, behavioural qualities, competence and professionalism, according to the job evaluation and description system.
4. During the final interview, the Human Resources Department shall provide the selected candidate with general information about the Federal Entity in accordance with the procedures stipulated in the Guideline of the Induction Program for New Employees in the Federal Government and related guidelines.
5. The Federal Entity may provide a travel ticket for the candidate in the event that he is recruited from outside the State in addition to the accommodation costs as deemed by the FAHR not exceeding three (3) days.
Attraction, Recruitment, and Employment Process The Human Resources Department in the Federal Entity is responsible for managing and coordinating the employment process to fill vacant jobs and providing technical help, advice and assistance to the requesting departments and sections with the aim of securing their needs of suitable candidates in accordance with the Human Resources Policies and Procedures Guideline and the systems adopted in the Federal Government.
General Conditions for Appointment Without prejudice to any special conditions and requirements for occupying the job, and with the need for the candidate to submit supporting and evidentiary documents, the candidate for appointment in one of the public service jobs shall meet the following conditions:
1. He shall be of good conduct and behaviour.
2. His age shall not be less than the legal age approved for working in the State.
3. He must have scientific and practical qualifications, or the skills necessary to occupy the job.
4. He shall successfully pass all job-related tests and interviews.
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5. He shall be medically fit.
6. He shall not have been dismissed from previous service due to financial or behavioural (ethical) violations.
7. The applicant must have proof of his national and reserve service status if he is one of the categories subject to the scope of application of the provisions of the Federal Law for National and Reserve Service in the State.
8. Any other conditions determined by the Federal Entity.
Appointing Authority
1. Appointment in vacant jobs in Federal Entities shall be as follows:
a. By a federal decree based on the approval of the Cabinet, for jobs at the rank of undersecretary, director general or the like.
b. By a Cabinet resolution, for jobs at the rank of assistant undersecretary or executive director or the like.
c. For the other jobs, the powers of appointment shall be in accordance with the Table of Powers and Liabilities approved by the Chairman of the Federal Entity.
2. The employment contracts for the job of undersecretary or director general and the job of assistant undersecretary or executive director or the like shall be approved by the Chairman of the Federal Entity after the issuance of the decision of the Competent Authority approving the appointment, and the contracts for the other jobs shall be approved in accordance with the Table of Powers and Liabilities approved by the Chairman of the Federal Entity.
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Appointment of Retired Military and Civilian Nationals in the Federal Government
1. A military or civilian retiree may be appointed to fill vacant jobs or carry out tasks in any of the Federal Entities in accordance with the legislation adopted in the State, based on any of the patterns of employment or types of work in the Government Entity, provided that the candidate for appointment is not a military and civilian retiree whose services were terminated in their previous employer by firing, dismissal or referral to retirement by a disciplinary decision or a final court judgment.
2. The retired military person who is appointed in the Federal Government shall be granted a lump sum on the basis of the starting salary determined for the rank in which he is appointed plus (50%) of the prescribed housing allowance, and shall not be entitled to an end-of-service gratuity upon the termination of his service.
3. The retired civilian who is appointed in accordance with the provisions of this Article shall be entitled to financial allocations in accordance with the Pensions and Social Security Law.
4. The retired military or civilian person shall not be entitled to end-of-service gratuity except within the limits of the Pensions and Social Security Law and the legislation adopted in this regard.
Outsourcing The Federal entity may outsource some job tasks to outsourcing service providers in accordance with the controls contained in the Outsourcing Manual approved by the Cabinet.
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Probationary Period
1. The first-time employee shall be subject to a probationary period of (6) six months, which may be extended for a similar period if the employee's performance is low, and the Cabinet may exempt or reduce that period for those appointed in the rank of undersecretary, director general or the like in Federal Entities.
2. It is permissible, by a decision issued by the competent appointing authority, to subject the employee transferred from an external entity (federal, local, semi-governmental or private sector) to the probationary period referred to in Clause (1) of this Article.
3. The employee's direct superior shall carry out a close follow-up to evaluate the performance and behaviour of the employee according to clear principles during the probationary period, in accordance with the human resources procedures and systems adopted in the Federal Government, and provide all help, assistance and guidance to improve his job performance and behaviour before the end of the probationary period, and in light of the evaluation result, he shall recommend either to fix him in the job, extend the probationary period in accordance with this Resolution, or terminate his services if it is proven that he is unfit for the job.
4. The probationary period of the employee shall be extended to the same period as any leave granted thereto during the probationary period.
5. During the probationary period, the service of the employee may be terminated if it is proved that he is incompetent or unfit to perform his job duties or due to his unsatisfactory performance by a decision of the competent appointing authority, in accordance with the approved mechanisms, provided that he is granted a notice period of not less than five (5) working days.
6. The employee may resign from his job during the probationary period, provided that his employer is notified by his direct superior within a period of not less than five (5) working days.
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7. The entitlements of the employee whose services are terminated for job incompetence during the probationary period shall be calculated according to the following:
a. Gross salary due until the end of his last working day.
b. Travel ticket allowance for him and his eligible family members in the event of leaving the State if stipulated in the employment contract.
Code of Ethics and Professional Conduct Document of the Public Service Before commencing his duties, the employee shall review the Code of Ethics and Professional Conduct Document of the Public Service for Federal Government Employees, the Information Security System, the Regulation Organising the Use of Social Media, and any manuals, regulations or systems subsequently issued in this regard, and he shall sign a statement indicating that he has reviewed their content in accordance with the mechanisms determined by the Entity.
Bonuses and Allowances
Grade and Salary Scales
1. All grades and salaries of federal entities shall be approved by the Cabinet as follows:
a. As for the scales of grades and salaries of federal entities that apply the general cadre scale, they shall be proposed by the FAHR in coordination with the Ministry of Finance and submitted to the Cabinet for approval.
b. As for the scales of federal entities that have their own grade and salary scale, the concerned authority shall propose them and submit them to the Cabinet for approval, after reviewing them and obtaining the views of the FAHR and the Ministry of Finance on them.
2. The basis for adoption and review of all grade and salary scales shall be as follows:
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a. The grade for the job in the Federal Government shall be determined in accordance with the mechanism determined by the job evaluation and description system issued by a decision of the Cabinet upon a proposal from the FAHR.
b. Equal pay for males and females.
c. The gross salary shall be approved within the Grade and Salary Scale.
3. Federal entities shall abide by the Grade and Salary Scale adopted therein in accordance with the provisions of the Human Resources Law, and no exceptions or amendments may be made thereto, and no new bonuses, allowances, bonuses, annual financial grants or other amendments may be approved, except after the approval of the Cabinet.
4. The scales of grades, salaries and allowances adopted in Federal Entities shall continue to be in force before the provisions of Federal Decree-Law No. (49) of 2022 Concerning Human Resources in the Federal Government and this Resolution enter into force, and no amendment may be made to them except by a resolution issued by the Cabinet.
5. Federal entities that have their own salary scales previously approved by the boards of directors shall submit such scales to the Cabinet for approval, within six (6) months as of the date of issuance of this Resolution.
Effect of Appointment
1. The job shall be determined for the employee upon appointment on the basis of the employee's set of skills and competences based on the results of the evaluation and tests conducted by the employer of the employee.
2. Upon his appointment, the employee shall be granted a starting salary linked to the job grade in which he is appointed, in accordance with the approved grade and salary scales, and the employee shall be entitled to his salary as of the date of his actual commencement of the job.
3. The competent appointing authority may grant the employee whose period of experience exceeds the period required to occupy the job (5%) of the basic salary of the job grade in which
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he is appointed for each year of experience, to be added to the beginning of the linked salary, provided that it does not exceed (50%) of the value of the basic salary or the starting salary of the next grade, whichever is less, provided that the experience is in the same field of the job, and the availability of the financial allocation, and in accordance with the controls and mechanisms determined by the job evaluation and description system.
4. The employee's work pattern and the type of contract must be taken into account when determining the salary of the appointed employee, as stated in this Resolution.
Minimum Salary for National Employees The Cabinet may issue a resolution specifying the minimum gross salary for national employees, which shall be reviewed whenever necessary.
Updating Grade and Salary Scales A resolution shall be issued by the Cabinet to update the grade and salary scales as follows:
1. Based on a proposal from the FAHR in coordination with the Ministry of Finance regarding the general cadre scales.
2. Based on a proposal from the Federal Entity after the review of the FAHR and the Ministry of Finance regarding the entities that have their own grade and salary scales.
Academic Qualification Bonus
1. A national employee shall be entitled to a monthly bonus for a master's degree or a doctoral degree and their equivalent according to the following:
a. One thousand (1000) AED for master's degree.
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b. Two thousand (2000) AED for doctoral degree.
2. To be entitled to this bonus, the academic degree must correspond to the nature of the employee's work, without prejudice to the rights acquired prior to the entry into force of this Resolution.
3. Said allowance shall be granted to all those entitled thereto, even if the condition for occupying the job requires obtaining these qualifications, provided that such degrees are certified and equated by the competent authorities in the State in accordance with the legislation in force.
Technical Bonus
1. National employees who occupy technical, specialised or vocational positions or who have distinguished technical skills shall be granted a technical bonus at the rates determined in the table stated in Annex (4) attached to this Resolution.
2. To grant this bonus, the following conditions must be met:
a. The employee must have a university degree or its equivalent, a post-secondary diploma or its equivalent in the field of specialisation, or have a distinguished technical skill that qualifies him to occupy technical, specialised or vocational jobs.
b. The employee must be practising a specialised, technical or vocational work in the entity in which he works, and said bonus shall continue to be paid in the event that he assumes a supervisory position related to such technical work.
3. The technical bonus shall continue to be paid to nationals and non-nationals to whom the bonus has already been paid in accordance with the rules governing the same in this Resolution.
4. The payment of this bonus shall be suspended in the event of the absence of any of the conditions for obtaining it, as well as in the event of the employee's transfer, secondment or delegation on a full-time basis to a job whose occupant is not entitled to such bonus, or if he
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takes any paid leave for a period exceeding three (3) months.
Categories Subject to Technical and Academic Qualification Bonus The academic qualification bonus and the technical bonus prescribed under Articles (35) and (36) of this Resolution shall be granted to national employees subject to the grade and salary scales approved by Cabinet Resolution No. (23) of 2012, and any subsequent amendments thereto.
Mechanism for Adding New Jobs to Qualify for Technical Bonus
1. The FAHR's Federal Committee for the Evaluation and Description of Jobs shall be responsible for classifying and determining the jobs for which the technical bonus is paid in coordination with the Federal Entities.
2. The Federal Entity that deems it necessary to add new jobs to the ones that are entitled to a technical or vocational bonus shall submit a case study to the FAHR on the jobs proposed to be added to the jobs eligible for this bonus, including the following:
a. A statement of the job description for each proposed job.
b. Indicate the importance of the job compared to similar jobs and at the same level in other organisational units.
c. Making a comparison of salaries and wages in the labour market for jobs to be classified as technical/ specialised/ vocational.
d. Providing a vision of the expected cost stating the estimated numbers of employees occupying those jobs in the concerned entity.
e. Providing a statement of the competitors that recruit persons with competences who work in the same jobs for which a technical, specialised or vocational bonus is required, supported by statistics.
f. Job turnover and the time required to recruit the incumbents of the jobs targeted for the
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bonus, supported by statistics.
3. The Federal Entity shall submit to the FAHR and the Ministry of Finance a vision for the jobs eligible for this bonus, including numbers and cost, for approval before submitting it to the Cabinet for approval. In all cases, the disbursement of this bonus shall be suspended when any of the conditions for granting it stipulated in this Resolution is not met.
Retirement of Nationals
1. The National employee shall be registered in the retirement programs in force with the General Pension and Social Security Authority (GPSSA).
2. The monthly contributions of the insured employees shall be deducted by the employer for the purposes of transferring them to the GPSSA in accordance with the legislation in force in this regard.
Periodic Bonus
1. The employee shall be granted a periodic bonus as a lump sum to be determined in the Grade and Salary Scales not exceeding (1,000) AED per month, to be added to his basic salary at the beginning of January of each year, based on the level of his annual performance evaluation in accordance with the Performance Management System, and according to the Federal Government's decision whether to grant it or not during the annual cycle.
2. Subject to the provisions of Clause (1) above, the periodic bonus shall be disbursed to the new employee on the first of January following the expiry of at least one year as of the date of his appointment.
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Transfer, Secondment, Loan, and Borrowing
Transfer The employee may be transferred from one federal entity to another federal entity or to a local entity without prejudice to his financial dues, unless he refuses to do so, or upon his request. He may also be transferred to the private sector upon his request, in accordance with the human resources procedures approved by the Federal Government, and in accordance with the following controls and provisions:
1. The transferred employee must meet the conditions for occupying the job to which he is transferred.
2. His service shall be deemed to be continuous subject to any effects thereof in accordance with the provisions of the Pensions and Social Security Law.
3. The transferred employee shall retain his entitlements and the annual leave balances due thereto from the employer from which he is transferred, if the transfer is within the Federal Government.
4. The entity to which the employee is transferred shall bear all costs and fees that may result from the transfer, including any differences in contribution premiums in accordance with the provisions of the Pensions and Social Security Law.
5. The transfer of the n employee outside the Federal Entity shall be with the consent of the entity from which he is transferred and the entity to which he is transferred.
6. The employee may be transferred to a job commensurate with his medical condition based on the report of the Medical Committee and in accordance with the transfer rules stipulated in this Resolution.
7. The employee may be transferred to a higher vacant job in the entity to which he is transferred, provided that he meets the conditions necessary to occupy it in accordance with the provisions of the Human Resources Law, this Resolution and the Job Evaluation and Description System, and in accordance with the provisions of promotion.
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8. The employee may be transferred to any other federal entity with the same job grade and financial allocations, and in the event of the transfer of the employee during the fiscal year, his salaries and financial allocations shall continue to be disbursed from the entity from which he is transferred until the end of the fiscal year, provided that the budget procedures are followed in this regard.
9. Any of the employees may be transferred within the Federal Entity based on the requirements of the work interest.
Power of Transfer The powers of transfer shall be as follows:
1. The position of undersecretary, director general or the like, by a decision issued by the Chairman of the Federal Entity based on the approval of the Cabinet in the event of transfer within the Federal Entity and by a federal decree in the event of transfer outside the Federal Entity.
2. The position of assistant undersecretary or executive director or the like, by a decision issued by the Chairman of the Federal Entity based on the approval of the Cabinet in the event of transfer within the Federal Entity, and a Cabinet resolution in the event of transfer outside the Federal Entity
3. Other jobs, by a decision issued by the Chairman of the Federal Entity or his authorised representative in the event of transfer within the Federal Entity and with the approval of chairman of the entity from which it is transferred and the chairman of the entity from which it is transferred in the event of transfer outside the Federal Entity to any other entity, in accordance with the human resources procedures and systems approved by the Federal Government.
4. As an exception to the provisions of the above Clauses, any employee may be transferred from his employer to any other federal entity with or without his grade and financial allocations, by
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a Cabinet resolution, based on the requirements of the public interest.
Secondment By virtue of a decision issued by the Chairman of the Federal Entity or his authorised representative, the employee may be seconded within the Federal Entity or to another federal entity in accordance with the human resources procedures and approved approvals to carry out the duties of a vacant job or replace its absent incumbent in accordance with the following conditions:
1. The employee may not be seconded to more than one job in addition to his original job.
2. The secondment shall be in addition to or without his original duties.
3. It is not permissible to second to a job of a grade that is three grades higher than the current grade of the employee.
4. The secondment decision shall determine the duration of secondment and may be extended for similar periods by a decision issued by the same authority competent with secondment.
5. The seconded employee shall be subject to all the provisions in force in the entity to which he is seconded, save the periodic bonus, promotion and termination of service, which are subject to the provisions in force at his original employer.
6. The employee's secondment may be terminated at any time before the expiry of its duration.
7. The imposition of sanctions for violations committed by the employee seconded outside the Federal Entity shall be within the competence of the entity to which he is seconded, if the secondment is on a full-time basis and in accordance with the administrative procedures and sanctions in force therein. In all cases, the approval of the Cabinet shall be required to second the occupants of the positions of undersecretary, director general, assistant undersecretary, executive director, or the like, to any other entity.
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Secondment Allowance The employee shall be granted a secondment allowance from the entity to which he is seconded as of the date of assuming the duties of secondment at the rate of (25%) of the starting basic salary of the grade to which he is seconded, provided that:
1. The secondment must be in addition to his original job duties.
2. The period of secondment shall exceed (2) months.
End of Secondment Upon the expiry of the secondment period, the employee may be transferred or promoted to the job to which he has been seconded, in accordance with the provisions of the transfer and the provisions of promotion stipulated in this Resolution.
Loan
1. By virtue of a decision issued by the Chairman of the Entity or his authorised representative, the employee may be loaned to any federal or local entity, to companies owned by the Federal Government or to the private sector for a period not exceeding one year, after which the employee shall be returned to his employer or transferred to the borrowing entity.
2. By virtue of a Cabinet resolution, the employee may be loaned to any of the Arab, foreign or regional entities and organisations for a period not exceeding one year, which may be extended to similar periods by a Cabinet resolution, in accordance with the following provisions and controls:
a. Approval of the competent authorities at the lending entity and the borrowing entity.
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b. Coordination with the Ministry of Foreign Affairs and International Cooperation.
3. The loaned employee shall receive his gross salary, leaves and other entitlements from the borrowing entity to which he is delegated as of the date of commencement of the loan until the date of its expiry, provided that this is agreed upon before commencing the loan.
4. If the loan is to regional or international entities based outside or inside the State, the employee shall be entitled to his gross salary from his original employer in addition to any amounts, benefits or allocations received from the borrowing entity, and the Cabinet may grant the employee additional benefits if circumstances so require.
5. The loaned employee shall be entitled to his leaves from the borrowing entity.
6. The Federal Entity shall have the right to fill the job that becomes vacant due to the loan inside or outside the State; and upon the employee's return from the loan, it must return him to a job determined by the original employer without prejudice to his job grade and financial entitlements.
7. The duration of loan shall be included when calculating the pension or retirement gratuity.
8. During the period of loan, the loaned employee shall be subject to the policies and procedures applicable to the borrowing entity, save termination of service which falls under the authority of his original employer.
9. The imposition of sanctions for violations committed by the loaned employee shall be within the jurisdiction of the borrowing entity in accordance with the administrative procedures in force therein, provided that the lending entity shall be notified of the violation committed by him and the administrative sanctions imposed thereon.
10. The performance of the loaned employee is evaluated in coordination with the borrowing entity in accordance with the Federal Government Employees Performance Management System.
11. The loaned employee may be promoted at his original employer during the loan period in accordance with the procedures in force at the lending entity. In all cases, the loaned employee shall not be entitled to any leaves from the lending entity.
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In all cases, the approval of the Cabinet is required for the loan of the positions of undersecretary, director general, assistant undersecretary, executive director or the like, to any other entity.
Borrowing By virtue of a decision of the chairman of the entity or his authorised representative, any of the employees of federal entities, local, Arab or foreign governments, Arab, foreign or regional entities and organisations, or the private sector may be borrowed to work for them in accordance with the periods specified in the borrowing decision, and they may be extended for similar periods. In all cases, the following conditions are required:
1. Approval of the lending and borrowing entities.
2. The borrowing decision shall specify the entity that incurs the salaries and entitlements of the borrowed employee, including any differences in the contribution premiums to the retirement program that applies to the loaned employee.
3. The borrowing federal entity must obtain the approval of the Ministry of Foreign Affairs and International Cooperation if it desires to borrow from entities outside the State, or from Arab, foreign or regional entities and organisations.
4. The borrowing federal entity must obtain the approval of the Ministry of Finance to borrow the employee in the event that the value of the financial allocations for the loaned employee exceeds the value of the financial allocations specified for the job grade that he will occupy during the borrowing period in the federal entity's budget. In all cases, the approval of the Cabinet is required to borrow the incumbents of the positions of undersecretary, director general, assistant undersecretary, executive director or the like, to any other entity.
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Extension of Loan and Borrowing Notwithstanding the provisions of Article (46) and Article (47) of this Resolution, the period of loan and borrowing between federal entities and any other entity shall not exceed one year, after which the employee shall either be returned to a currency entity or transferred to the entity to which he is loaned, and the period shall not be extended except after obtaining the approval of the Cabinet.
End of Loan and Borrowing
1. The loan or borrowing shall end in the following cases:
a. The expiry of the loan or borrowing period or the expiry of the extension period.
b. Upon a written request from the loaned or borrowed employee, and the approval of the lending and borrowing entities.
c. Upon the request of the lending entity or the borrowing entity.
2. The loaned employee must return to the lending entity within (5) five working days as of the date of expiry of the loan if it is inside the State, and within one month if the loan is outside the State, unless otherwise agreed upon between him and his original employer.
3. The party wishing to terminate the loan or borrowing must give the other party at least one month's written notice before the end date of the loan or borrowing.
Performance and Reward
Performance Management System The employee's performance shall be evaluated in accordance with the provisions of the Performance Management System issued by the Cabinet upon the FAHR's proposal.
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