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www.haad.

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Welcome to the
Health Authority
Abu Dh a
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y Employee Handbook

h abi
The intent of this handbook is to give an over-
view of the Health Authority – Abu Dhabi in
general and to provide insight to the main
policies of the Human Resources Depart-
ment that we think might be useful to our
new staff. Of course, our Human Resources
Team always welcomes your questions, con-
cerns or any needed clarifications should
you have any. We are looking forward for your
positive contributions towards achieving our
goals and objectives. Thank you for joining
us, and welcome to our team.

Head, Corporate Support Services

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HEALTH AUTHORITY
ABU DHABI
BACKGROUND

It was previously known as ‘The General Authority for Health Services of Abu Dhabi’.O.Clause (1): Background The Health Authority.ae 5 . The corporate office of HAAD is located in Abu Dhabi. Abu Dhabi. United Arab Emirates Tel +971 2-449-3333 Fax +971 2-444-9822 Email healthcenter@haad. laws. the capital of UAE. licensures and audits. Box 5674. The main function of the HAAD is to regulate the healthcare sector within the Emirate of Abu Dhabi. inspections. through poli- cies.ae Website www. regulations. the HAAD partners with well-established healthcare pro- viders and professionals. both public and private.Abu Dhabi (HAAD) is a local governmental entity established by Law (01/2007) to establish a world-class healthcare system to provide the citizens and residents of the Emirate of Abu Dhabi with high quality healthcare services. Airport Road P. Health Authority– Abu Dhabi Formal Name: HAAD Standard Name: Health Authority– Abu Dhabi Health Authority Building. In addition.haad.

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P e r s o n n e l The Personnel Policy of the Health Authority - Policy Abu Dhabi. M a n p o w e r Total number of approved jobs and type. scale Budget and grade of each one thereof. Month Time unit of 30 days. Employee Expatriate Staff Any holder of a foreign country citizenship.A. This allowance incorporates housing for National employees. C o n t r a c t u a l Time unit of 12 calendar months. Contractual 7 Year year commences as of the date of joining the HAAD for the first time.A.Abu Dhabi. in addition to Supplement allowance. . The HAAD Health Authority .Glossary of Terms: The following words and expressions shall have the same meaning set forth herein below unless otherwise required by the context: Emirate Emirate of Abu Dhabi. U. Total Salary Basic salary. CEO The Director General of the Health Authority –Abu Dhabi Staff Member or Any person appointed to any of the HAAD jobs Employee: listed in the Schedule attached hereto. or Employee Year Calendar Year. S u p p l e m e n t is the total payment of all allowances and Allowance benefits which are due to the Employee. citizen whose nationality is proved by Staff or the Family Book.E. HR Section The Department in charge of the Personnel affairs in the HAAD. Basic Salary is a fixed regular payment linked to the Employee’s contractual grade which constitutes compensation in accordance with approved salary scales irrespective of all other allowances and benefits.E National Any U. Chairman Chairman of the Health Authority – Abu Dhabi. but does not incorporate housing for Expatriate employees.

Hence. in order to: 1. The HR Section undertakes the interpretation and implementation of HR policies and procedures and provides advice and consultation therein. A staff member or employee has to perform his/her duties to 8 the best of their abilities. 4. This includes responsibilities of HR and the correct and proper implementation procedures of the HR policies. HR policies and procedures are set forth to comply with the legal requirements of the Civil Services Law in the emirate of Abu Dhabi. Clause (4): Staff Duties & Unauthorized Actions Subclause (1): Functional Duties 1. Foster a team-centered work environment where the HAAD staff members and employees interact in such a way that they are able to develop their ability and energy to deliver high performance. Clause (2): HR Policies 1. 2. The HR policies and procedures are organized and arranged in the form of a Personnel Policy to provide the framework necessary for the functionality of the HR Section. It ensures continuous implementation of the same in a consistent and fair manner. it is not intended to cancel or replace the Personnel Policy. Enhance the understanding and adoption of work team spirit by the HAAD staff members and employees. Clause (3): Objectives The main objective of the Personnel Policy is to set out the policies related to HR according to the general objective of the HAAD. 4. Develop each of the HAAD staff members and employees to demonstrate utmost diligence in serving the HAAD. 3. This handbook gives general knowledge and awareness about the main HR policies to enable new staff to commence work comfortably. It may not contain answers and solutions to all matters and problems related to HR. He/she should realize that his/her work at the HAAD is a priority. 2. 3. Achieve equality among the HAAD staff members and employees and give them the opportunity to develop the business and activity of the HAAD. A staff member or employee shall . The HAAD aims to establish and create fair Human Resources (HR) policies to achieve equity and to attract and retain qualified and competent staff who will contribute to the achievement of the HAAD’s organizational goals and objectives.

during their service in the HAAD. demonstrate the highest levels of loyalty. All the HAAD staff members and employees must abide by the HAAD general rules. Exceptions: • Staff members and employees may assume honorary positions with the approval of the concerned departmental manager and the CEO. in the transactions and contracts of the HAAD. with or without pay. shall include divulgence and disclosure of information of the HAAD without prior approval. Staff members and employees are not allowed to render any services to any person or company. The HAAD staff members and employees may not have any personal interest. This. All staff members and employees shall exert all efforts and dedicate their full time during the official working hours to the discharge of their tasks and duties. 9 . for instance. The HAAD staff members and employees shall demonstrate complete respect for the traditions and religious practices of the U. their relatives or friends shall have no right to make any personal gains from any activities or transactions related to the HAAD assets. For instance. • Membership of external committees and boards of directors. 4. The HAAD staff members and employees shall refrain from any attitudes or behaviors that could be detrimental to their personal image or the reputation of the HAAD. A staff member or employee who does not abide by the HAAD policies. including the possibility of terminating his/ her service. 5. 3. 6. procedures and rules and the policies and procedures hereof shall be held responsible for this and may be subject to punishment or disciplinary action. policies and procedures. integrity and objectivity while discharging duties and may not favour or give preference to any particular client or party for personal interest.A. whether directly or indirectly. involvement in public relations or addressing the mass media without the knowledge and/or approval of the HAAD management. employees. or otherwise representing the HAAD’s interest without its knowledge and/or approval. 2. the HAAD staff members. tenders or contracts award. 7. in any capacity.E.

the concerned department manager or the CEO. be required to sign an undertaking to safeguard the confidentiality of the HAAD information. CEO approval would need to be obtained in this case 2. party or corporation without the written approval of the concerned department manager. Subclause (4): Conflict of Interest When a staff member or an employee is instructed to do a job in which he/she has a personal interest. he/she has to inform his/her supervi- sor of the same forthwith. Any work.A. research or information of the HAAD. In this case his/her supervisor shall appoint another staff member or employee to do the job.E. etc. The supervisor shall then discuss the matter with the CEO. upon termination. Such information shall not be divulged. as the case may be. which a staff member or an employee acquires during his/her service with the HAAD. or if he/she believes that the HAAD interests may be endangered or harmed. he/she has to immediately inform his/her supervisor. Subclause (3): Confidentiality 1. nor participate in any memberships. Subclause (2): Gifts & Free Services The HAAD staff members and employees shall not accept any mate- rial or in-kind gifts. All information related to the HAAD. unless the work nature of the staff member or employee and the work interest so requires. In certain cases. Chapter One: Responsiblities of the HR Function In case the staff member or employee faces such situation he/she has to inform his/her supervisor in writing. communicated or leaked in any manner. HAAD staff members or employees may. 4. which information must remain confidential. to any person. 10 . If a staff member or an employee acquires or becomes aware of information involving legal irregularities or wrongdoings. clients. whether directly or indirectly. a staff member or an employee must not divulge or disclose any information he/she has acquired while in the service of the HAAD. shall be treated as confidential. and approval by the CEO. facilities or privileges from suppliers. prepared and developed by the HAAD staff members and employees or any other parties working for the HAAD. Upon termination of service. are the sole property of the HAAD. Such information should not be disclosed to any third party or the HAAD inside or outside the U. 3. This non-disclosure agreement will be subject to legal enforcement in the event of a breach of its terms.

-. the CEO. Furthermore. -.Subclause (5): Outside Activities The HAAD staff members and employees shall not agree to engage in any business activities or work outside the HAAD. • The HAAD information confidentiality policy must not be breached. who is solely authorized to deal with such breaches. statements. Subclause (8): HAAD Representation in Speeches & Articles Writing 1. opinions or views which may be viewed as representing the HAAD’s opinions or views. Speeches or articles may not contain any personal comments. Subclause (6): Staff Conduct & Behavior Each staff member and employee of the HAAD shall conduct the mat- ters of his/her personal life in such a manner that will not reflect badly on his/her commitment to his/her work.preparing information and data for others for fees. the following shall be taken into consideration: • Speeches and articles writing shall be handled by HAAD senior qualified staff members and employees. Examples of outside activities include the following: -. and hence their appearance. whether the same is visible or not. behavior and attitude should be decent and of high standards that will reflect the good image of their employer. Subclause (7): Use of the HAAD Name The HAAD staff members and employees shall refrain from using the HAAD name and logo and any of the HAAD means of communication in activities or businesses not related thereto. Staff members and employees should realize that they are working for an highly visible and respected employer. -.Providing any services for pay. -. In case of any breach.working for pay at another corporation.roviding advice or consultancy concerning investment opportunities based on inside information from the HAAD.Providing services which could have been provided by the HAAD. The HAAD staff members and employees may only represent the HAAD in speeches and the writing of articles after obtaining prior permission from the CEO. 11 . should be informed forthwith.

the appearance of all staff members and employees of the HAAD should be professional and appropriate during official working hours or when they are available at the pub- lic facilities of the HAAD. Subclause (9): Use of the HAAD Property Staff members and employees shall exclusively use property of the HAAD only for carrying out its business. . subordinates and colleagues within the HAAD. Any press statements must be reviewed and approved by the CEO. each according to his/her function. staff members and employ- ees shall obey the orders of their senior and give them due respect. The responsibility for monitoring the appearance of staff members and employees rests with the director of the respective division. Subclause (11): Staff & Employee Relations In discharging their functions and duties. 5. The seniors of staff members or employees should not instruct them to discharge duties which contradict their job description. whether explicitly or implicitly. Chapter One: Responsiblities of the HR Function 3. 7. Any staff member or employee who is assigned to make a statement or give a lecture must not criticize. Required approvals may be obtained in coordination with the HAAD media section. 6. 2. with outside parties involving any of the HAAD staff members or employees. Any questions or queries regarding the HAAD activities and functions must be addressed to the CEO. Under no circumstances shall any HAAD staff member or employee give a statement to the press or publish an article in the newspapers or any other media without the prior permission of the CEO. The CEO must be informed in advance of any arrangements to conduct any interviews. Therefore. the HAAD or its policies. Subclause (10): Personal Appearance Personal appearance is a main factor that gives a good impression to clients and the public. 4. Staffmembers or employees who make unauthorized press statements or without the prior approval of the HAAD management will be subjected to disciplinary measures. The HR division is responsible for issuing rules for minimum pertinent requirements to be met by the HAAD staff members and employees. Respect 12 should be reciprocal between seniors. procedures or any of its staff members or employees. speeches or presentations etc.

through his senior. Subclause (13): Drugs. Should there be any difference in opinion. the staff member or employee may put up the same in writing. They are also prohibited from smoking in closed and no-smoking areas.Subclause (12): Communication & Consultation Staff members and employees should promptly inform their senior of any problems or difficulties they face in performing their daily duties and functions. to the concerned manager. on any mat- ter between the staff member or employee and his senior at work. 13 . No-smoking signs should be placed in a clear and visible manner. and which they are unable to solve between them. Alcohol and No-Smoking Areas The HAAD staff members and employees are strictly prohibited from consuming drugs or alcohol or being under intoxication during official working hours or when they report to work.

Section One: Staff Duties & Unauthorized Acts 14 .

conditions and procedures of the Personnel Policy. 2. without exception. 2. Temporary staff members and employees may be employed under special employment contracts. 3. The concerned department will receive an Evaluation Form from the HR Section prior to the end of the probationary period. 2. which may be extended up to a period of an additional 3 months. Nationals shall be employed by the HAAD by virtue of unlimited contracts. Clause (6): Recruitment and Placement Policies and Principles Employment Contracts 1. Expatriates shall be employed by virtue of 2 year employment contracts. Clause (8): Probation Period & Point of Origin 1. thereafter renewable on a year basis. Clause (7): General Provisions of Employment Contracts 1. 2. sections and divisions. conditions benefits and financial allocations for such contracts shall be determined on a case-by-case basis. 4. retain and motivate staff members and employees through appropriate programs and processes.A. The role of HR is to attract.Clause (5): Role of the Human Resources Section Function & Responsibilities of the HR Section shall include: 1. Oversight to the implementation of the terms. Terms. 15 . 3. All the HAAD new staff members and employees shall be subject to the probationary period mentioned in their contracts. The Personnel Policy shall apply to any matter not specifically provided for in the employment contract. Provide the resources and work environment needed for our staff members and employees to perform to the best of their abilities. All new staff members and employees undergo a 3-month probationary period starting from the date of hire. Special contracts may be developed for particular cases. 3. 3. Ensure provision of required qualified manpower to the HAAD departments. U.. The employment contract constitutes the basis of the employment relationship between the HAAD and the employee. Contracts are renewed and terminated according to the provisions of the employment contracts attached within.E.

and a copy of the notification will be kept in the personal file.E. allowance and increments provided in the employment contract.e. The HAAD will not meet the cost and expenses of the eligible dependent if he/she enters the country without a residence visa or with a visit visa given at the airport.. Should the performance of a new staff member or employee not be satisfactory. This covers all fees required for entry. The HR Section will notify the staff member or employee of the confirmation of service.A. Accommodation or Housing Allowance (Expatriate) Expatriate staff members and employees shall have the choice either to receive housing allowance or to have the HAAD provide temporary accommodation during the probationary period. The HAAD will confirm the service of a staff member or employee upon successful completion of the probationary period. the concerned department manager shall inform the HR Section at least 15 days before the expiration of the probationary period.Nationals and Expatriate staff members and employees shall receive all monthly salaries. using the form to enable the HR Section Chapter Two: Employee Relations to inform the staff member or employee in writing that his/her services are no longer required by the HAAD. not both. 7. The HAAD will meet the cost of employment and residence permits of expatriate employees and their eligible dependents. 4. including the health fitness certificate.E.A. i. 6. Clause (10): Visa and Residence Permit Expenses for Expatriates 2. employment and residence permits. . Ei- ther the allowance or the HAAD provided accommodation will be provided during probation. The department manager/head of a staff member or employee can request an extension to the probationary period if not fully sure of the staff member’s or employee’s ability to perform. Nationals and Expatriates U. spouse and maximum of three children under the age of 18. 5. as well as associated costs of other mandatory prerequisites for the processing and obtainment of such permits. Hence the probationary period shall be included in the calculation of end-of-service benefits and leave periods for staff members and employees. The probationary period is deemed an integral part of the continuous service with the HAAD upon a staff member’s or employee’s confirmation of service after the probationary period. 1. 16 3. U. Clause (9): Financial Dues During the Probationary Period The following salaries and compensation shall be paid to staff mem- bers and employees during the probationary period: 1.

c. Create a system for career and professional develop- ment. d. The approved salary structure shall be the reference for the salary level in each scale. as applicable. All modifications or changes intended to be introduced to staff member and employee salaries shall be effected through the HR Section on the Salary Amendment Form.Clause (11): Point of Origin Each expatriate staff member or employee shall have his/her point of origin established in the Employment Contract. Salaries Clause (13): General Policies of Salaries 1. 4. Provide a salary structure established on grades. Clause (12): Travel Expenses Related to Employment All expatriate staff members and employees. compensations and increments according to a constant. employ and retain highly qualified staff members and employees. 3. The point of origin will normally be the city or town in the country of citizenship based on the staff member’s or employee’s passport. e. whereby each position or job shall have a certain grade. secured and fair salary system and structure which will achieve the following goals: a. the staff member’s or em- ployee’s point of origin will not be changed except with the approval of the CEO. 17 . and eligible dependents (spouse and up to 3 children under the age of 18). from the airport nearest to their point of origin to Abu Dhabi. This is to be desig- nated by agreement of the HAAD and the staff member or employee at the time of recruitment. The HAAD policy stipulates that its staff members and employees shall receive salaries. Basic salaries should be determined according to the grading structure. Once established. Attract. A staff member or employee will be informed of any amendments or changes to his/her salary by receipt of a copy of the Salary Amendment Form or other official communication. shall be provided with air travel. 2. Control and monitor salaries and wage expenses. b. Motivate and encourage staff members and employees by allocating competency rewards based on individual per- formance.

Section Two: Employee Relations 18 .

Clause (14): Employee Privacy and Maintenance of Personal Data 1. Staff members and employees must inform their supervisors prior to their absence. The official working hours are 7:00 a. if it occurs. The HAAD staff members and employees shall abide by the official working days and hours fixed by the HAAD. 10. The time it takes staff member and employees to commute to work shall not be included as part of the official working hours. The HAAD shall maintain all required information on candidates. 4.m. Clause (16): Holy Month of Ramadan Timings 19 Official working hours shall be reduced by two hours for all the HAAD staff members and employees during the Holy Month of Ramadan. 9. none of the contents thereof shall be copied or reproduced without prior permission of the HR Section. Official working days are from Sunday through Thursday. The HR Section shall organize a file for each staff member or employee to be kept throughout his/her service term. 11. The HAAD may allow external authorities. Staff member and employee files (including all work-related and private details) shall be the property of the HAAD. 12. It is the responsibility of the staff member or employee to update all records when any changes occur. to access personal information in the staff member or employee file as deemed necessary. Staff member and employee files may only be accessed by authorized staff members and employees of the HR Section by an approval of the HR Section Head. 2. 5. such as government departments and establishments. 6. The HR Section shall set up the necessary measures to control compliance by staff members and employees of the official working hours.m. A . staff members and employees of the HAAD in the relevant personal file. The HAAD may from time to time change or modify the approved official working hours as deemed necessary by a circular issued before the change in order to explain and notify employees of the change. Accordingly. Friday and Saturday represent the weekend holiday. Failure to do so can lead to disciplinary action. to 3:00 p. Work Regulation Clause (15): Official Working Hours 7. 3. 8.

see-through or indecent clothing for women. Staff members and employees of the HAAD are expected and required to work together in upholding its values by maintaining proper dress and professional appearance that maintains the HAAD’s image both within the business and the local communities. 10. -.D) January 1 • Eidul Fitr: First Three days of Shawwal • Day of Arafat & Eidul Adha: 4 days . 3. -.Staff members and employees of the HAAD are provided with health insurance coverage as required by law and detailed in the policy.Tight .Dul Hijja 9. the HAAD management shall issue circulars to the staff members and employ- ees a few days before such holidays fall. 4. Female national dress (Sheila & Abaya).A. Formal national dress (Kandoura. -.Expatriate staff members and employees are enrolled in the “Abu Dhabi Health Insurance” Program according to the following grades: 20 . -. National Day December 2 and 3 Clause (18): Dress Code 1.H) Muharam 1 • New Year (A.Gutra & Agal). Wearing the following clothing is strictly prohibited: -.E.Sport shoes. 2.Unclean & untidy clothing for men and women. 11 & 12 • Prophet Mohammad’s Birthday Rabie Awwal 12 • Al Isra Wal Miraj Rajab 27 • U. Clause (19): Health Insurance -. collared shirt with tie. A staff member or employee may wear a suit. The following schedule con- tains the public holidays: • New Islamic Year (A. Clause (17): Public Holidays Chapter Three: Leaves Since some public holidays depend on the Hijri Calendar. All staff members and employees must display their work ID’s while on duty on the premises. circular shall be issued to inform the HAAD staff members and em- ployees in this regard.All kinds of Jeans for men and women.

This is done in two main stages: 1. Mid-Year performance evaluation. 2. The purpose of employee performance reviews is to improve employee performance. 21 . The performance appraisal system applies to all staff members and employees of the HAAD. • Staff members and employees in all other grades are to be enrolled in the “Emirates Program”. Clause (20): Employee Performance Appraisal & Evaluation The HAAD recognizes that its staff members and employees are its most important resource and that the continuous development of its staff members and employees is essential to the provision of excellent services. • Staff members and employees in grade two and above are to be enrolled in the”International Program”. Year-end performance evaluation.

Section Three: Leaves 22 .

A staff member or employee may not leave work and proceed on his/her periodic leave before receiving a copy of the annual leave application which has been approved by the manager of the concerned department and the HR Section. those public holidays shall be added to the periodic leaves to which the staff member or employee is entitled. schedule and coordinate the leave of a staff member or employee so as to tally with the work conditions at the HAAD. Otherwise he/she shall be deemed absent from work without official permission. Staff members and employees are entitled to a paid periodic leave in proportion to the number of days they worked during their first year of employment. bearing in mind that the minimum duration of the annual leave is one day and shall not exceed 60 consecutive days at one time. The HAAD Management shall reserve the right to plan. the staff member or employee shall have the right to take a full leave at any time contingent with the HAAD work requirements. delay or split his/her leave as per the work requirements at the HAAD. Staff members and employees shall submit their applications for annual leave after obtaining the approval of the manager of the concerned department to the HR Section Head. 2. the staff member or employee may be required to advance. 5. 3. 6. to which staff members and employees are entitled. The annual leave. 3 days or less for short leaves. After the first year. Public holidays which are announced while a staff member or employee is on leave shall not be deemed part of such leave. 4. 7. The staff member or employee must resume work directly after the end of the leave. in exceptional cases. Hence. If the delay period was less than 15 days and justification 23 for the delay by the staff member or employee is accept- able to both the manager of the department in which he . Staff members and employees shall be entitled to a fully paid annual leave six (6) months after the date of their appointments and after successfully completing the probationary period. It shall be granted to them at such times deemed appropriate by the HAAD and in accordance with work requirements. A staff member or employee shall not be entitled to an annual leave for the period he/she is absent from work. shall be calculated pursuant to the number of days of the calendar year.Clause (21): Annual Leave 1. at the date fixed in the leave application. Applications for annual leave must be submitted at least 10 working days prior to the commencement of the leave and. however. Failing to do so will result in the following actions: a. 8.

First 30 days as total salary. Clause (22): Sick Leave 1. b. 9. The extra period shall be calculated as follows: a. It shall be supported by a medical report issued by any medical centre or public hospital in the U. he/she shall be referred to a competent medical board to re-examine his/her 24 health condition. In case the entire leave period elapses and the staff member or employee does not resume work. Should the leave be longer. Otherwise.A. and the board shall put up its recommenda- tions to the CEO/Chairman of the HAAD. the matter shall be referred to the HR Committee so as to decide thereon. all annual leaves are to be cleared.E or any of the hospitals affiliated to the HAAD. . A staff member or employee shall not be entitled to any com- pensation or salary for the period exceeding his/her allowed sick leave. the staff member or employee shall receive a second warning. the delay shall be deemed an unpaid absence. If a period of unexcused absence is repeat- ed. b. On March 1st of each year all unused periodic leave of staff members and employees for the previous year shall be cleared. 10. By the end of February of each year. the latter shall be deemed an unpaid absence and the staff member or employee shall receive a first warning.E or any of the hospitals affiliated to the HAAD. The HAAD shall calculate the full balance of leave days due to its staff members and employees on January 1st every year.A. then the delay period shall either be deducted from his periodic leave balance or deemed an unpaid leave. If the excuse is rejected and the period of absence was less than 15 days. Second 30 days as half the total salary. If the unexcused absence was 15 consecutive days or more. the matter shall be referred to the HR Committee for consid- eration. the leave authorization shall only be granted pursuant to a medical report issued by any public hospital in the U. the staff member or employee shall be referred to a specialized medical board formed by the HAAD. which does not include leave resulting from work injury. Any sick leave shall be substantiated by a medical report approved by a medical centre or a public hospital only. 2. works and the manager of the HR Section. Otherwise. staff members or employees shall be entitled throughout the year to paid sick leave provided that it shall not exceed 3 days at a time and 12 days per year. If an unexcused absence occurs a third time. For ordinary sick leave.

Second 6 months as half the total salary. wife. Staff members and employees shall notify their supervisors of any cases of sickness or injury which prevent them from attending work within 24 hours of the onset of the sickness or injury. Travel for Haj Leave shall be verified by checking the date of entry and departure in the passport of the Muslim staff member or employee. sister. Muslim staff members and employees shall be granted once throughout their service period at the HAAD a special leave with a fully paid advance salary for 21 days so as to perform the Haj. parent. father. First 6 months as total salary. with the approval of the manager of the concerned department. Sick leave resulting from work-related injury or work-related illness. b. cannot be utilized as sick leave. sister. 1. mother. a compassionate leave up to 3 days upon the death of any family member (husband. Clause (25): Patient Accompaniment Leave Outside the U. pursuant to the recommendation of the HR Committee.E. he/she shall be referred to a competent medi- cal board for re-examination of his/her health condition and the board shall put up its recommendations to the CEO/Chairman. The staff member or employee shall not be entitled to any com- pensation or salary for a period which exceeds one year. grandchild) to undergo treatment outside the U. 3. son or daughter). . Clause (23): Haj Leave 1. Absences from work that are due to non-medical situations such as drinking alcohol or taking drugs. will entitle a staff member or employee to a paid sick leave as follows: a. Special leave with total salary to accompany a patient The HAAD Chairman. provided that they have completed at least 12 months in the HAAD service. brother. 2. Clause (24): Compassionate Leave Staff members and employees may be granted. Should this period elapse and the staff member or employee does not resume work. 5.A. may grant a staff member or employee a paid leave with full salary for not more than two months if he/she has to accompany a spouse.A. grandmother. or a relative up to 25 the second degree (grandfather. child. 4.E. brother.

U. Clause (26): Maternity Leave and nursing time off 1. and the official holidays falling within it would not be credited to the female staff member or employee’s leave balance.A. it may not be rolled forward. pursuant to the recom- mendation of the HR Committee. staff members and em- ployees may be granted unpaid leave up to 30 days maximum per an- num in approved cases.Emergency Leave shall not exceed 3 days at a time or 8 days per year.A. postponed or cashed out. 3. 3. before or after the delivery. a special leave to accompany a patient or care for children may be extended for other terms of two months each without pay if necessary. at the earliest opportu- nity.E. in conjunction with the maternity leave so that both leaves (maternity and nursing) will be for 60 days. Extension of special leave By a decision of the HAAD Chairman. 4. after consulting the . The nursing leave shall be obligatory and shall fall due after the completion of the maternity leave. Special leave with total salary to care for children A patient accompaniment leave may be granted to the wife or husband while either one of them is undergoing treatment with- in or outside the U.Emergency leave is taken for an unforeseen event where it may be impossible to obtain a prior approval. Clause (28): Emergency Leave 1. 4. Female staff members or employees shall be granted a maternity (delivery) leave.The manager of the concerned department. 3.A Staff member or employee shall submit a statement explaining 26 the reason(s) he/she had to be absent from work to his/her manager. for 15 days with full salary. and with the approval of the Manager of HR Section. The leave shall be for 15 calendar days. 2. Female staff members and employees shall be entitled to a period of one hour daily for nursing the newborn during the year following the delivery. The concerned staff member or employee shall notify his supervisor verbally. for 45 days with total salary.. 2.national female staff members or employees shall be granted a nursing leave.E. of the nature of the emergency. 2. to care for the children who are not Chapter Five: Training and Development older than ten years. Clause (27): Unpaid Leave By a decision of the manager of the concerned department.

5. a female Muslim staff member or employee shall be granted a Viduity Leave for 4 months and 10 days from the date of the husband’s death. Upon the third such occurrence. Upon recurrence he/she shall be warned for the second time and the days of absence deducted from the salary. Clause (30): Contagious Disease Leave Each staff member or Employee who suffers from a contagious dis- ease (which doesn’t prevent him/her from performing his/her duties) or mingles with a person suffering from a contagious disease. and the competent Medical HAAD decides to prohibit him/her from per- forming his/her duties. shall be absent from work for a period to be decided by the HAAD. 27 .Emergency Leave periods shall be deducted from the balance of Periodic Leave periods due to the staff member or employee. may accept or reject the reason(s) for Emergency Leave.direct supervisor of the staff member or employee and the Manager of the HR Section. Upon rejection. the staff member or employee shall be warned for the first time and the days of absence from work shall be calcu- lated and deducted from his/her salary. Clause (29): Mourning Leave/Viduity Upon the death of her husband. the matter shall be re- ferred to the HR Committee for decision. His/her absence shall not be deducted from his/her Periodic or Sick Leave and he/she shall receive his/her total salary therefore.

Section Four: Training & Development 28 .

. The HAAD shall not undertake to promote or change the staff member or employee’s grade or status as the result of obtaining an academic grade out of personal development initiative. The HAAD encourages its staff members and employees to continue developing their personal skills. 3.A.E national staff members or employees may be granted a leave to take examina- tions with a total salary. Clause (32): Study Leave: General Conditions For more information refer to HR Section. Such review shall focus on the staff members and employees’ development and assessment of their progress. for each day of examination (a day for preparing for the examination and a day to take the examina- tion) for a maximum period of 16 days in one academic year. U. if the 29 examination is taken within the U.E. 2. The HAAD training courses aim to enhance and recommend training/development courses to help and contribute to the HAAD’s objectives. employees and seniors.A. the HAAD is not obliged to undertake to provide financial support or any other kind of assistance to this kind of development selected by the employee.A.Clause (31): General Guidelines & Objectives 1.national staff members and employees will be provided with a development program in coordination with the management and will have training priority. and upon approval by the HR Section Head. however. HR/Training shall coordinate with departmental managers and prepare all staff members and employees. Employees participating in educational courses in their leisure time at institutions recognized by the HAAD may apply for examination leave as provided for in Clause (34) herein. All U. 3. In this case the following rules shall be applied: 1. 4. Clause (33): Study after Working Hours Some staff members and employees may be interested in registering in courses or programs in their leisure time (after the working hours). Each departmental manager shall prepare a regular review schedule with his staff members. Clause (34): Examination Leave By a decision of the departmental manager of the staff member or employee.A.E. 2.E. on daily basis. All HAAD staff members and employees are given opportunities to attend training to improve their skills. This study leave option is strictly for U. nationals upon management approval.

2. U. provided that the degree intended from such examination is a higher degree consistent with the nature of the job the staff member or employee holds at the HAAD. 30 .A. which shall not include the monthly tests. in addition to 7 day travel (back and forth) and prepare for the examination. for a maximum period of 21 days in one academic year. Examination should be for obtaining a degree higher than that held by the staff member or employee or to obtain a recognized professional degree which is directly linked to his field of work. Expatriate staff members and employees may be granted a leave with a total salary to take the examination for a period double the number of the examination days or for 8 days whichever is greater (actual period not including Fridays. If the examination is to be taken abroad. 1. Saturdays or Chapter Five: Ternmination public holidays). Examination means the one taken at the end of the se- mester or the academic year.E national staff member or employee shall be granted a leave to attend the examination on daily basis for each day of examination (*a day to prepare for the examination and a day to take it). b. a. any admission or enrollment tests or the discussion of study project during the semester.

Section Five: Employee Termination/ Separation 31 .

qualification or deed. When he/she reaches the age of fifty-five years old for expatriates. in which case his/her service shall be terminated from the date of final judgment. If the staff member or employee performance is assessed as poor for two consecutive assessment periods. 10. shall have the right in their free will to terminate the same. Clause (37): Termination by the HAAD Staff member or employee service may be terminated by the HAAD for any one of the following reasons: 1. Cancellation of the job. 2. 4.E. 6. for both parties to the contract. 5. 9. Upon Death. the HAAD and the staff member or employee. Such relationship may be ended for many rea- sons. When he/she reaches the retirement age of sixty years old for U. . Clause (36): Termination with a Cause Obligatory termination is generally meant to be for any of the follow- ing reasons: 1. If the staff member or employee is sentenced to precautionary custody for more than three months. and some for disciplinary reasons. 7. If a staff member or employee is sentenced to three month imprisonment or convicted of a crime constituting dishonesty or breach of trust. Termination of service upon request by one of the competent authorities in the U. 8.A. some are optional. unless the HAAD decides that the work interest requires him/her to remain in service. 3. upon which the service is directly Chapter Five: Ternmination terminated. 3. some of which are obligatory. Employment contract may be terminated by the HAAD for non- disciplinary reasons at any time after the end of the probationary 32 period as provided for in the Employment Contract. Clause (35): General Policy The relationship between the staff member or employee and the HAAD is contractual.E. 2. If he/she is medically unfit for the job. If the staff member or employee has their UAE citizenship revoked/cancelled. Staff member or employee proved to be incompetent during the probationary period.A. unless the HAAD decides that the work interest requires him/ her to remain in service. nationals as per the law. Submission of invalid document.

Clause (38): Other Terminations The service of a staff member or employee may be terminated upon his/her request for the following reasons : 1. the contract shall be deemed as expired. Resignation Staff members or employees may resign from the HAAD serv- ice with the aim to terminate their services therewith. Clause (40): Termination of Service Procedures 33 6. A staff member’s or employee’s service may be terminated without notice for disciplinary reasons as provided for in the HAAD’s Personnel Policy. The latter in turn shall study the reasons stated by the staff member or employee in his/her letter of grievance and refer the same to CEO/Chairman with due recommendations. If it is found that the termination is not justified. Employment with Another Employer If a staff member or employee joins the service of another em- ployer while he/she still holds a job with the HAAD. national staff members and employees may retire ac- cording to Civil Pensions & Retirement Gratuity Law of Abu Dhabi Emirate. 2. Absence from Work Should a staff member or employee be absent for thirty con- secutive days without an excuse acceptable to the HAAD.E. The CEO/Chairman shall decide whether or not the termination is in order. making him/her to believe that the termination of his/her service is not justified. Such letter shall . A staff member or employee who submits his/her resignation without serving the notice provided for in the Em- ployment Contract shall be treated as absent from work and ab- sence provisions shall apply thereto. Absence provisions set out in the Employment Contract shall apply thereto. CEO/Chairman shall cancel the decision in writing together with any consequences. he/she shall be treated as absent and absence provisions shall apply there- to. 4. he/she has the right to submit a complaint to HR Section. 3. 5. A decision to terminate the service of a staff member or employee shall be forwarded to HR Section. With approval of the HAAD the notice period may be shortened. Retirement U. by ren- dering written resignation as provided for in their employment contracts.A. Clause (39): Grievance Against Termination of Service If the staff member or employee has good reasons. retroactively.

34 Upon the death of a family member (wife or dependent children) of a staff member or employee. 9. Expatriate staff members and employees shall be eligible. Days of absence without pay shall not be calculated within the term of service for which a staff member or employee is eligible to receive the end of service benefits.A. upon termination of service. to end-of-service benefits at the rate of one month’s salary for each of the first 3 years. state the valid date of termination of service and reasons. Upon the death of an expatriate staff member or employee. and family members (wife and three dependent children under the age of 18 years old) shall be borne by the HAAD to the country of origin. Clause (41): Compensation Paid upon Termination of Service 8. and shall be kept in the staff member’s or employee’s file. the total salary drawn by him/her shall be paid against the month of death in addition to the following three months. As decided by the Chairman / CEO. However. 12. made as one payment. 10. Upon termination of service U. The HR Section shall immediately notify the concerned staff member or employee in writing of the termination of his/her service as well Chapter Five: Ternmination as his/her direct supervisor. provided that their residence permits shall be cancelled. Staff members and employees shall not be eligible to end-of-service benefits if their service is less than one year. 11. he/she shall forfeit one -fourth of his/her end of service benefits. Such payment shall be considered a grant from the HAAD. If an expatriate staff member or employee is terminated due to absence from work. Upon the death of an expatriate staff member or employee during his/her service.E national staff members and employees shall be eligible for all entitlements as set forth in the Civil Pensions & Retirement Gratuity Code of Abu Dhabi Emirate. the HAAD shall bear the costs . A Staff member or employee whose service has been terminated should be notified of the same within the period stipulated in his/her employment contracts. to the persons he was supporting at the time of death. while still in service. the staff member or employee may be relieved from his/ her duties during the notice period. and 1½ month’s salary for any following year against his/her actual term of service with the HAAD. he/she reserves his/her right for full compensation against the notice period. 7. the costs of transport of the dead body. This shall be calculated on the last basic salary drawn by the staff member or employee. no deduction shall be made therefrom nor be withheld.

In case of termination of service of an expatriate staff member or employee.A. No air tickets encashment is allowed. except normal . Clause (42): General Provisions of Termination of Service 1. (First to Fourth Scale). the HAAD shall provide air passage to such staff member or employee. 14. a staff member or employee shall return all the HAAD property in good condition. 13. by the Immigration Department in case it is required to repatriate them to their country of origin. excess baggage etc. of transport and travel expenses for one escort to the country of origin and back. to the country of origin. he/she shall be relieved of any financial dues or obligations towards the HAAD. a U. 17. 18.000 per person (employee + family). (4/1979) concerning death benefit for Government expatriate employees. Staff members and employees shall also be entitled to baggage expenses of Dhs 2.A. total or partial disability. This provision of air tickets should not exceed one month after the cancellation of residence visa (sponsorship).). an expatriate staff member or employee shall be entitled to the compensation provided for in Regulation No.A. provided that the approval of competent authorities is granted thereto. 2. Before receiving the end of service benefits and his/her 35 departure from the U. If the deceased staff member or employee was unmarried. However. the HAAD shall bear the cost of transporting his dead body. Upon the death of any staff member or employee of the HAAD during his/her service. Upon death.E national staff member or employee shall be entitled to the compensation provided for in the Civil Pension & Retirement Gratuity Code of Abu Dhabi Emirate. in appreciation of the circumstances of the staff member or employee. to accompany the dead body to the country of origin. his wife and three of his dependent children under the age of 18 years old residing with the staff member or employee in Abu Dhabi. as well as those of the family members of the expatriate staff member or employee who are under his sponsorship. The residence visa for an expatriate staff member or employee shall be cancelled before his departure. the HAAD may decide not to cancel his/ her visa and transfer the same to another employer. total or partial disability. 15. An Expatriate staff member or employee who is willing to remain in the U.E. together with a return air ticket to one of his next-of-kin or acquaintance. 16.E after the termination of his/her service shall not be entitled to any dues related to departure (air tickets. Upon death.

a staff member or employee shall settle the same. 99 Letter of Clearance from the Bank to which his/her salary has been transferred during the service. 99 Letter of Clearance from Water & Electricity for his HAAD- provided accommodation. 99 Letter of Confirmation from the Accounts Department that all amounts due from the staff member or employee have 36 been settled. the HAAD shall give tribute to and reward the staff members and employees who have remained in continuous service of the HAAD from 5 to 20 years. Clause (43): Long Service Reward In appreciation of long service. in case of any advance payments or loans from the Chapter Six: Professional Standards HAAD. Final settlement and payment of dues shall not be completed before obtaining the following documents: 99 Letter of Clearance from all the Departments within the HAAD including his/her own. wear and tear. before leaving the HAAD. Experience Certificate & Clea - ance 1. Clause (44): Final Settlement. the same shall be deducted from his/her end of service benefits before settlement thereof. 2. Upon failure of a staff member or employee to make such compensation to the HAAD. 99 Letter of Clearance from Etisalat (Emirate Telecommunications Corporation) for his/her or his/her family members’ telephones. if he/she provided distinctive services to the HAAD during his/ her service. A staff member or employee whose service has been terminated shall. In this case the approval of the CEO/Chairman should be obtained to offer gifts and symbolic rewards. legal action shall be taken against him/her. train his/her successor if so requested within the last month of his/her service in the HAAD. For damage to the HAAD property which exceeds normal wear and tear. The CEO/Chairman may reward the staff member or employee whose service is less than the period mentioned in this Clause. . Moreover. A staff member or employee shall also be responsible to compensate the HAAD for the value of any damage which exceeds his/her entitled end of service benefits. 99 Letter of Clearance from the landlord if the tenancy contract is in the HAAD name. the staff member or employee shall be responsible to compensate the HAAD for the damaged property. Otherwise.

The staff member or employee shall also be furnished with an experience certificate. 37 . and his/her family’s. all amounts due to the staff member or employee shall be paid thereto including the end of service benefits. Upon completion of the final settlement. Last salary and end-of-service benefits shall be paid to the staff member. so long as the staff member or employee successfully passed the probationary period 4. visas or sponsorship have been cancelled or transferred. 99 Proof that the staff member or employee. 99 The staff member or employee shall return any of the HAAD property in his/her custody. or as otherwise decided by the court in case of any court judgment. 3. employee or his legally authorized representative.

Section Six: Disciplinary Action 38 .

2. Hereunder are some examples of such offenses and breaches: • Breach of the official working hours. • After three years for other punishments. • After one year for warning or deduction from salary. No more than one disciplinary action shall be taken against the same offense. Any staff member or employee who breaches any of the laws. 4. Disciplinary action decisions filed in the personal file of the staff member or employee may be removed from his/her record in the following events: • After one year for a reprimand. Department Manager and HR Director approval and CEO/Chairman sanction. 3. Clause (46):Investigation (For more information refer to HR Section). 5. Clause (47):Disciplinary Actions Disciplinary actions which may be imposed on the HAAD staff mem- ber or employee are: • Reprimand 39 • First Warning . This shall take place after submission of reports about the staff member and employee proving that his/her conduct. stating the type and value of punishment and reasons for such punishment. • Staff or employee being uncooperative with seniors and colleagues. In this case all the disciplinary actions shall be removed from his/her file. staff member or employee statement and defense shall be recorded in a report to be filed in his/her personal file. rules and instructions issued by the HAAD management shall be facing disciplinary actions and appropriate punishment shall be imposed thereon. A staff member or employee should be informed in writing of any disciplinary action imposed against him/her. No disciplinary action shall be taken against the staff member or employee unless an investigation has been conducted in which his/her statement has been taken and defense has been heard. productivity and performance have tremendously improved. The investigation.Clause (45): General Provisions of Disciplinary Actions 1. • Removal of disciplinary actions from the staff member’s or employee’s file shall be effected according to his/her senior’s recommendation.

40 . (For more infor- mation refer to HR Section). Clause (50):Staff Grievances There will be no grievance by staff members or employees unless there is a disagreement between a staff member or employee and his direct senior on the solution to the problem at hand. • Final warning • Dismissal Clause (48):Disciplinary Actions Authority Matrix Disciplinary actions provided for in Clause (47) above are approved as follows: • By the Chairman of HAAD for Special Scale staff members and managers of departments. (For more infor- mation refer to HR Section). • By the CEO/Chairman for the rest of the staff members and employees. • Second Warning • Deduction from salary • Staff member or employee suspension with half basic salary or without salary for no more than two months. Clause (49):Staff Complaints In order to build up good and strong relationships between the HAAD and its staff members and employees and to maintain such relation- ships. • Staff member or employee demotion by one grade. complaints and grievances of staff members and employees should be considered and solved as soon as possible.

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O.Abu Dhabi. Fax: +9712-4449822 . Abu Dhabi.Box 5674.Chapter seven: Disciplinary Action Health Authority . United Arab Emirates Tel: +9712-4493333. 42 P.