Latest news with #Decree-Law
Sharjah 24
23-06-2025
- Politics
- Sharjah 24
Sharjah Ruler issues decree-law on human resources in Sharjah
This law will affect all employees working in government agencies, even those that currently have their own human resources rules in place until new ones are created. These agencies must share important information like salaries and other employee details with the Department of Human Resources using approved electronic systems. The motivation behind this law is to keep up with changes in human resources practices and to improve the work environment, which in turn benefits society as a whole. This law will serve as the foundation for how human resources will be managed in Sharjah, and more detailed regulations will follow later. As part of this new initiative, a permanent group called the "Supreme Committee for Human Resources" will be set up within the Sharjah Executive Council. The details about how this committee will be formed, its members, and how it will operate will be decided by the Council based on suggestions from the Human Resources Department. The Decree-Law defines the responsibilities of the Higher Committee for Human Resources as follows: a. Study and contribute to the interpretation of human resources-related legislation referred to it by the Council or Department, and then present it to the Council. b. Express an opinion on matters referred to it by the Ruler, the Council, or the Department. c. Review and adjudicate grievances and complaints submitted to it by employees, and submit any recommendations it deems appropriate to the Council after fulfilling the grievance requirements stipulated in the bylaws. d. Any other duties assigned to it by the Council. The Decree-Law includes several amendments and legal provisions related to the organizational structure, the job description and classification system, and the eligibility, conditions, and controls for appointments, so that citizens and children of female citizens have priority for appointment. Non-citizens may be appointed on contracts in accordance with the executive regulations. The Decree-Law also includes employment systems, employee training and qualification, and performance evaluation. The decree-law also addresses legal provisions pertaining to the formation of specialized committees, bonuses, promotions, and status settlement, in addition to working hours and leave entitlements for employees, transfers, secondment, loan, and overtime. The Decree-Law, through its legal provisions, defines the system of job discipline and work conduct, guarantees and liability for administrative violations, investigations and their procedures, in addition to administrative penalties, the lapse of violations and grievances, end-of-service benefits, the validity of delegation and final provisions, and enforcement and publication. خبر صادر عن المكتب الإعلامي لصاحب السمو حاكم الشارقة – المكتب الإعلامي لحكومة الشارقة لمزيد من المعلومات يرجى التواصل مع السيد/ محمد الحمادي: +971508679992 His Highness Sheikh Dr. Sultan bin Mohammed Al Qasimi, Ruler of Sharjah, Supreme Council Member and Ruler of Sharjah, has announced a new law affecting all government employees in Sharjah. The law mandates that these agencies share important employee information with the Sharjah Department of Human Resources using approved electronic systems
Time of India
07-06-2025
- Health
- Time of India
UAE labour law: Can private sector employees take 6 months sick leave for major illness?
Employees in the UAE's private sector may be entitled to extended sick leave depending on the severity of their illness, explains legal expert Ashish Mehta, founder and Managing Partner of Ashish Mehta & Associates. Tired of too many ads? go ad free now Mehta, qualified to practise law in Dubai, the UK, and India, outlined the UAE's official sick leave policy and conditions for long-term absence in a recent Khaleej Times article. Sick leave entitlement under UAE law As per Federal Decree Law No. 33 of 2021 on the Regulation of Employment Relations, an employee who falls ill (from a non-work-related illness) must notify their employer within three working days and submit a medical certificate issued by a recognised medical authority. This requirement is explicitly stated in Article 31 (1): 'If the employee is infected by a disease not arising from a work injury, he shall inform the employer or his representative about his sickness, within a period not exceeding (3) three working days, and submit a medical report on his condition, issued by the medical entity.' Following the probation period, employees are entitled to a maximum of 90 days of sick leave per year, consecutive or otherwise. This is outlined under Article 31 (3) of the law, which breaks the 90 days down as follows: First 15 days: full pay Next 30 days: half pay Remaining 45 days: unpaid These rules apply regardless of the type or severity of the illness, as the law does not differentiate between medical conditions for leave eligibility. Options beyond the 90-day sick leave For employees needing more than 90 days, additional leave may be granted with the employer's approval. This provision is allowed under Article 33 (1) of the Employment Law: 'The employee may, after the consent of the employer, take an unpaid leave, other than leaves referred to herein.' In other words, while there is no automatic entitlement to more than 90 days, a worker can negotiate with their employer for extra unpaid leave on compassionate or humanitarian grounds, especially in the case of serious health conditions requiring extended recovery or treatment. Furthermore, combining unused annual leave with the 90-day sick leave may be an option. This would allow the employee to extend their overall time away from work with some continued income, provided the employer agrees. Tired of too many ads? go ad free now Employer's right to terminate after leave is exhausted Importantly, if an employee does not return to work after exhausting their official sick leave entitlement, the employer may legally terminate the employment contract. This is stated clearly in Article 31 (5): 'The employer may dismiss the employee if he fails to report to work, after exhausting his sick leave referred to in this Article, and the employee shall reserve all his entitlements pursuant to the provisions of this Decree-Law and its Executive Regulations.' This means that while dismissal is permissible, the employee still retains their legal rights to end-of-service benefits and any unpaid dues, as protected under the law. Legal summary and practical advice Summarising the legal position, Ashish Mehta stated: 'You are eligible for full salary for the first 15 days of your sick leave. Thereafter, half salary for the next 30 days of sick leave and without any pay for any subsequent period of your sick leave.' 'You must provide a medical certificate/report to your employer on availing sick leave within 3 days from the date of you availing sick leave.' 'As you intend to avail long sick leave, you may request your employer to combine your sick leave with annual leave and further if required you may also request to grant you unpaid leave due to your long-term sickness.' While UAE labour law offers structured sick leave entitlements, extended leave up to six months is not automatic and depends entirely on employer discretion and compassionate allowances. Employees facing major illnesses are advised to engage in open dialogue with their employer, supported by proper medical documentation, and consider blending paid, unpaid, and annual leave options where necessary.
Time of India
27-05-2025
- Politics
- Time of India
Is your Italian passport dream over? Here's what the new rule says
Italy has recently implemented significant reforms to its citizenship laws, particularly affecting individuals seeking citizenship through ancestral ties. These changes, enacted under Decree-Law No. 36/2025 on March 28, 2025, aim to tighten eligibility criteria and ensure a genuine connection between applicants and the Italian state. Key changes in citizenship eligibility As per the earlier system, all those with Italian ancestry dating back to March 17, 1861, were allowed to apply for citizenship under the principle of jus sanguinis (right of blood). However, the revised law states otherwise, which going forward, will restrict eligibility to applicants who have at least one parent or grandparent who was an Italian citizen by birth. This change effectively excludes those whose connection to Italy traces back to great-grandparents or earlier ancestors, unless they can demonstrate a tangible and recent link to the country. Read more: Vietnam's 10-year Golden Visa program: Key features, perks, and eligibility Introduction of the 'effective bond' requirement A notable addition to the citizenship criteria is the requirement of an "effective bond" (vincolo effettivo) with Italy. Applicants must now provide evidence of a real and recent connection to the country, such as recent residence in Italy or direct parental ties. by Taboola by Taboola Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like Giao dịch CFD với công nghệ và tốc độ tốt hơn IC Markets Đăng ký Undo This move aligns Italy with other European nations that emphasize a genuine link between the applicant and the state. Administrative and social implications Referring to the development, the Italian Government cites administrative efficiency and prevention of system abuse as primary motivations for the reform. As per the records, the number of Italian citizens residing abroad increased by 40%, from 4.6 million to 6.4 million, between 2014 and 2024, with significant numbers in countries like Argentina and Brazil. This surge has reportedly strained consular resources and raised concerns about individuals obtaining citizenship without meaningful ties to Italy. Impact on applicants and families However, many aspirant citizens are now uncertain and disappointed by the new rules. People who intended to petition for citizenship on the basis of their great-grandparents' Italian ancestry are now ineligible. Families may also encounter circumstances in which certain members meet the requirements of the previous regulations while others do not, potentially resulting in further divides within the family. Read more: 10 weekend getaways in India under INR 5,000 Transitional provisions and future outlook Reports add that applications that have been submitted before March 28, 2025, will be processed under the previous rules. However, the decree remains provisional and requires parliamentary approval within 60 days to become permanent. During this period, amendments or a complete repeal are possible, and legal challenges are anticipated. It's anticipated that the modifications will have ramifications for people looking to rediscover their Italian roots, even as they attempt to overcome administrative difficulties and maintain the integrity of Italian citizenship. The decree's ultimate effects will be ascertained over time, when the outcomes become more clearer. One step to a healthier you—join Times Health+ Yoga and feel the change
Arab Times
22-05-2025
- Business
- Arab Times
Violating co-ops to face penalties
KUWAIT CITY, May 22: The Cooperative Societies Sector in the Ministry of Social Affairs will soon issue a decision to suspend the signatures of 13 cooperative boards of directors for their continued violation of Ministerial Resolution No. 115T/2022 on the promotion of local agricultural products in cooperatives. Sources disclosed such a decision will paralyze all the work of the boards of directors of cooperatives, particularly since it will lead to the disruption of their financial affairs, which are considered the cornerstone of their dealings with companies supplying food and consumer goods. Sources said the decision is based on the recommendation of the committee tasked to evaluate and monitor the implementation of the aforementioned resolution, whose members conduct field visits to cooperatives to ensure that the boards are following the purchasing policy for local agricultural products. Sources pointed out that, in coordination with the Public Authority for Manpower (PAM), the matter may reach the point of suspending the labor file of the concerned cooperative; in addition to imposing the penalty of dismissal or dissolution under Article 35 of Decree-Law No. 24/979 regarding cooperatives, amended by Law No. 118/2013. Sources added that the decision to suspend accreditation will be taken after the issuance of a warning to the violating cooperative and a remedial notice within two weeks. 'In the event of noncompliance, the team shall issue a judicial seizure order for the identified violation. A cooperative's requests will not be submitted to the relevant committees at the ministry if the violating procedure is not rescinded. The transactions with governmental and civil entities will then be suspended, and the approval signature will be suspended for a certain period,' sources explained.
Daily Tribune
07-05-2025
- Business
- Daily Tribune
Charity fundraising is ‘public money', subject to controls
Charitable fundraising in Bahrain is treated as public money and subject to firm controls, the Social Development Ministry has confirmed. Permits are capped at one year, with a financial audit required within a fortnight of expiry. The response came from the Social Development Minister, His Excellency Osama Al Alawi, yesterday following a question by MP Basma Mubarak on the rules governing how charities may collect donations. He told parliament that the ministry follows the Decree-Law on fundraising in public spaces, along with the executive rules set out in Decision No. 47 of 2014. System The Minister explained that the system is intended to allow charities to carry out their work while ensuring that collections remain within the bounds of the law, as the funds are classed in the same way as public money. Applicants must meet a set of conditions before any permit is granted. Once a complete application is submitted, the ministry has thirty days to decide. Those applying, whether individuals or organisations, must open a bank account for the sole purpose of receiving donations. This must be with a bank licensed by the Central Bank of Bahrain. If the application is approved, the ministry coordinates with other authorities to ensure proper oversight. Permit The permit is valid for 12 months from the date of issue. At the end of that period, the permit-holder must submit a full, audited financial report to the relevant department at the ministry. This must be done within 15 days of the fundraising period ending.
