‫ﻣﺘﻰ ﻳﺤﻖ ﻟﻠﻌﺎﻣﻞ ﺗﺮﻙ ﺍﻟﻌﻤﻞ ﺩﻭﻥ ﺇﺷﻌﺎﺭ ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ ﻣﻊ ﺍﺣﺘﻔﺎﻇﻪ ﺑﺤﻘﻮﻗﻪ ﺍﻟﻘﺎﻧﻮﻧﻴﺔ‪:‬‬ ‫‪justicecntr‬‬

‫ﺇﺫﺍ ﺗﻢ ﺍﺳﺘﺨﺪﺍﻡ ﺍﻟﻌﺎﻣﻞ ﻓﻲ ﻋﻤﻞ ﻳﺨﺘﻠﻒ ﻓﻲ ﻧﻮﻋﻪ ﻋﻦ ﺍﻟﻌﻤﻞ ﺍﻟﻤﺘﻔﻖ ﻋﻠﻴﻪ ﻓﻲ ﻋﻘﺪ ﺍﻟﻌﻤﻞ‪.‬‬ ‫‪www.jcla-org.com‬‬
‫‪06 -4656534 / 06 -4624009‬‬
‫ﺍﺳﺘﺨﺪﺍﻡ ﺍﻟﻌﺎﻣﻞ ﺑﺸﻜﻞ ﻳﺠﻌﻠﻪ ﻳﻐ ّﻴﺮ ﻣﺤﻞ ﺇﻗﺎﻣﺘﻪ ﺍﻟﺪﺍﺋﻢ ﺇﻻ ﺇﺫﺍ ﻧُﺺ ﻓﻲ ﺍﻟﻌﻘﺪ ﻋﻠﻰ ﺟﻮﺍﺯ ﺫﻟﻚ‪.‬‬
‫ﺗﺨﻔﻴﺾ ﺃﺟﺮ ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﻋﺪﻡ ﺩﻓﻊ ﺍﻷﺟﻮﺭ‪.‬‬
‫ﺇﺫﺍ ﺛﺒﺖ ﺑﺘﻘﺮﻳﺮ ﻃﺒﻲ ﺻﺎﺩﺭ ﻋﻦ ﻣﺮﺟﻊ ﻃﺒﻲ ﺃﻥ ﺍﺳﺘﻤﺮﺍﺭ ﺍﻟﻌﺎﻣﻞ ﻓﻲ ﺍﻟﻌﻤﻞ ﻳﻬﺪﺩ ﺻﺤﺘﻪ‪.‬‬
‫ﺇﺫﺍ ﺍﻋﺘﺪﻯ ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ ﺃﻭ ﻣﻦ ﻳﻤﺜﻠﻪ ﻋﻠﻰ ﺍﻟﻌﺎﻣﻞ ﻓﻲ ﺃﺛﻨﺎﺀ ﺍﻟﻌﻤﻞ ﺃﻭ ﺑﺴﺒﺒﻪ ﻭﺫﻟﻚ ﺑﺎﻟﻀﺮﺏ ﻭﺍﻟﺘﺤﻘﻴﺮ ﺃﻭ ﺑﺄﻱ ﺷﻜﻞ‬
‫ﻣﻦ ﺃﺷﻜﺎﻝ ﺍﻻﻋﺘﺪﺍﺀ ﺍﻟﺠﻨﺴﻲ‪.‬‬

‫ﻣﺎ ﻫﻲ ﺍﻟﺤﺎﻻﺕ ﺍﻟﺘﻲ ﻳﺤﻖ ﺑﻬﺎ ﻟﺼﺎﺣﺐ ﺍﻟﻌﻤﻞ ﻓﺼﻞ ﺍﻟﻌﺎﻣﻞ ﺩﻭﻥ ﺇﺷﻌﺎﺭ؟‬
‫ﺇﺫﺍ ﺍﻧﺘﺤﻞ ﺍﻟﻌﺎﻣﻞ ﺷﺨﺼﻴﺔ ﺃﻭ ﻫﻮﻳﺔ ﻏﻴﺮﻩ ﺃﻭ ﻗﺪﻡ ﺷﻬﺎﺩﺍﺕ ﺃﻭ ﻭﺛﺎﺋﻖ ﻣﺰﻭﺭﺓ‪.‬‬
‫ﺇﺫﺍ ﻟﻢ ﻳﻘﻢ ﺍﻟﻌﺎﻣﻞ ﺑﺎﻟﻮﻓﺎﺀ ﺑﺎﻻﻟﺘﺰﺍﻣﺎﺕ ﺍﻟﻤﺘﺮﺗﺒﺔ ﻋﻠﻴﻪ ﺑﻤﻮﺟﺐ ﻋﻘﺪ ﺍﻟﻌﻤﻞ‪.‬‬
‫ﺇﺫﺍ ﺍﺭﺗﻜﺐ ﺍﻟﻌﺎﻣﻞ ﺧﻄﺄ ﻧﺸﺄ ﻋﻨﻪ ﺧﺴﺎﺭﺓ ﻣﺎﺩﻳﺔ ﺟﺴﻴﻤﺔ ﻟﺼﺎﺣﺐ ﺍﻟﻌﻤﻞ ﺑﺸﺮﻁ ﺃﻥ ﻳﺒﻠﻎ ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ ﺍﻟﺠﻬﺔ ﺃﻭ‬
‫ﺍﻟﺠﻬﺎﺕ ﺍﻟﻤﺨﺘﺼﺔ ﺑﺎﻟﺤﺎﺩﺙ ﺧﻼﻝ ﺧﻤﺴﺔ ﺃﻳﺎﻡ ﻣﻦ ﻭﻗﺖ ﻋﻠﻤﻪ ﺑﻮﻗﻮﻋﻪ‪.‬‬
‫ﺇﺫﺍ ﺧﺎﻟﻒ ﺍﻟﻌﺎﻣﻞ ﺍﻟﻨﻈﺎﻡ ﺍﻟﺪﺍﺧﻠﻲ ﻟﻠﻤﺆﺳﺴﺔ ﺑﻤﺎ ﻓﻲ ﺫﻟﻚ ﺷﺮﻭﻁ ﺳﻼﻣﺔ ﺍﻟﻌﻤﻞ ﻭﺍﻟﻌﻤﺎﻝ ﺭﻏﻢ ﺇﻧﺬﺍﺭﻩ ﻛﺘﺎﺑﺔ ﻣﺮﺗﻴﻦ‪.‬‬
‫ﺇﺫﺍ ﺗﻐﻴﺐ ﺍﻟﻌﺎﻣﻞ ﺩﻭﻥ ﺳﺒﺐ ﻣﺸﺮﻭﻉ ﺃﻛﺜﺮ ﻣﻦ ﻋﺸﺮﻳﻦ ﻳﻮﻣ ًﺎ ﻣﻘﺘﻄﻌﺔ ﺧﻼﻝ ﺍﻟﺴﻨﺔ ﺍﻟﻮﺍﺣﺪﺓ ﺃﻭ ﺃﻛﺜﺮ ﻣﻦ ﻋﺸﺮﺓ ﺃﻳﺎﻡ‬
‫ﻣﺘﺘﺎﻟﻴﺔ ﻋﻠﻰ ﺃﻥ ﻳﺴﺒﻖ ﺍﻟﻔﺼﻞ ﺇﻧﺬﺍﺭ ﻛﺘﺎﺑﻲ ﻳﺮﺳﻞ ﺑﺎﻟﺒﺮﻳﺪ ﺍﻟﻤﺴﺠﻞ ﻋﻠﻰ ﻋﻨﻮﺍﻧﻪ ﻭﻳﻨﺸﺮ ﻓﻲ ﺇﺣﺪﻯ ﺍﻟﺼﺤﻒ ﺍﻟﻴﻮﻣﻴﺔ‬
‫ﺍﻟﻤﺤﻠﻴﺔ ﻣﺮﺓ ﻭﺍﺣﺪﺓ‪.‬‬
‫ﺇﺫﺍ ﺃﻓﺸﻰ ﺍﻟﻌﺎﻣﻞ ﺍﻷﺳﺮﺍﺭ ﺍﻟﺨﺎﺻﺔ ﺑﺎﻟﻌﻤﻞ‪.‬‬
‫ﺇﺫﺍ ﺃُﺩﻳﻦ ﺍﻟﻌﺎﻣﻞ ﺑﺤﻜﻢ ﻗﻀﺎﺋﻲ ﺍﻛﺘﺴﺐ ﺍﻟﺪﺭﺟﺔ ﺍﻟﻘﻄﻌﻴﺔ ﺑﺠﻨﺎﻳﺔ ﺃﻭ ﺑﺠﻨﺤﻪ ﻣﺎﺳﺔ ﺑﺎﻟﺸﺮﻑ ﻭﺍﻷﺧﻼﻕ‪.‬‬
‫ﻼ ﻣﺨ ً‬
‫ﻼ‬ ‫ﻭﺟﺪ ﺃﺛﻨﺎﺀ ﺍﻟﻌﻤﻞ ﻓﻲ ﺣﺎﻟﺔ ﺳﻜﺮ ﺑﻴﻦ ﺃﻭ ﻣﺘﺄﺛﺮﺍً ﺑﻤﺎ ﺗﻌﺎﻃﺎﻩ ﻣﻦ ﻣﺎﺩﺓ ﻣﺨﺪﺭﺓ ﺃﻭ ﻣﺆﺛﺮ ﻋﻘﻠﻲ ﺃﻭ ﺍﺭﺗﻜﺐ ﻋﻤ ً‬
‫ﺇﺫﺍ ِ‬
‫ﺑﺎﻵﺩﺍﺏ ﺍﻟﻌﺎﻣﺔ ﻓﻲ ﻣﻜﺎﻥ ﺍﻟﻌﻤﻞ‪.‬‬
‫ﺇﺫﺍ ﺍﻋﺘﺪﻯ ﺍﻟﻌﺎﻣﻞ ﻋﻠﻰ ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ ﺃﻭ ﺍﻟﻤﺪﻳﺮ ﺍﻟﻤﺴﺆﻭﻝ ﺃﻭ ﺃﺣﺪ ﺭﺅﺳﺎﺋﻪ ﺃﻭ ﺃﻱ ﻋﺎﻣﻞ ﺃﻭ ﻋﻠﻰ ﺃﻱ ﺷﺨﺺ ﺃﺧﺮ ﺃﺛﻨﺎﺀ‬
‫ﺍﻟﻌﻤﻞ ﺃﻭ ﺑﺴﺒﺒﻪ ﻭﺫﻟﻚ ﺑﺎﻟﻀﺮﺏ ﺃﻭ ﺍﻟﺘﺤﻘﻴﺮ‪.‬‬
‫”ﺃﻧﺎ ﺃﻋﺮﻑ ﺣﻘﻮﻗﻲ“‬
‫ﺍﻟﻔﺼﻞ ﺍﻟﺘﻌﺴﻔﻲ‬ ‫ﺣﻘﻮﻕ ﻭﻭﺍﺟﺒﺎﺕ‬
‫ﻳﺠﺐ ﺃﻥ ﻳﻠﺘﺰﻡ ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ ﺑﺎﻟﻄﺮﻳﻖ ﺍﻟﻘﺎﻧﻮﻧﻲ ﻹﻧﻬﺎﺀ ﻋﻘﺪ ﺍﻟﻌﻤﻞ ﺑﺸﻜﻞ ﻻ ﻳﺠﻌﻞ ﻫﻨﺎﻙ ﺗﻌﺴﻒ‪:‬‬ ‫ﺍﻟﻌﺎﻣﻞ ‪/‬ﺓ‬
‫ﺇﺫﺍ ﻛﺎﻥ ﺍﻟﻔﺼﻞ ﺍﻟﺘﻌﺴﻔﻲ ﻓﻲ ﻋﻘﺪ ﻋﻤﻞ ﻣﺤﺪﺩ ﺍﻟﻤﺪﺓ‪ ،‬ﻳﺴﺘﺤﻖ ﺍﻟﻌﺎﻣﻞ ﺑﺎﻗﻲ ﺭﻭﺍﺗﺐ ﺍﻟﻤﺪﺓ ﺍﻟﻤﺘﺒﻘﻴﺔ ﻣﻦ ﺍﻟﻌﻘﺪ‪.‬‬
‫ﻼ ﺗﻌﺴﻔﻴﺎً‪ُ ،‬ﻳﻠﺰﻡ ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ ﺑﺪﻓﻊ ﺗﻌﻮﻳﺾ ﻟﻠﻌﺎﻣﻞ ﻣﻘﺪﺍﺭﻩ ﺃﺟﺮ ﻧﺼﻒ‬ ‫ﻭ ﺇﺫﺍ ﺗﺒﻴﻦ ﻟﻠﻤﺤﻜﻤﺔ ﺃﻥ ﺍﻟﻔﺼﻞ ﻛﺎﻥ ﻓﺼ ً‬
‫ﺷﻬﺮ ﻋﻦ ﻛﻞ ﺳﻨﺔ ﻣﻦ ﺳﻨﻮﺍﺕ ﺧﺪﻣﺔ ﺍﻟﻌﺎﻣﻞ ﻭﺑﺤﺪ ﺃﺩﻧﻰ ﻻ ﻳﻘﻞ ﻋﻦ ﺃﺟﺮ ﺷﻬﺮﻳﻦ‪ ،‬ﺑﺎﻹﺿﺎﻓﺔ ﺇﻟﻰ ﺑﺪﻝ ﺍﻹﺷﻌﺎﺭ‬
‫ﻭﺍﺳﺘﺤﻘﺎﻗﺎﺕ ﺍﻟﻌﺎﻣﻞ ﺍﻷﺧﺮﻯ‪ ،‬ﻭﻳﺤﺴﺐ ﺍﻟﺘﻌﻮﻳﺾ ﻋﻠﻰ ﺃﺳﺎﺱ ﺁﺧﺮ ﺃﺟﺮ ﺗﻘﺎﺿﺎﻩ ﺍﻟﻌﺎﻣﻞ‪.‬‬
‫ﻳﺠﻮﺯ ﻟﻠﻤﺤﻜﻤﺔ ﺇﺫﺍ ﺃﻗﺎﻡ ﺍﻟﻌﺎﻣﻞ ﺩﻋﻮﻯ ﺍﻟﻔﺼﻞ ﺍﻟﺘﻌﺴﻔﻲ ﺧﻼﻝ ‪ 60‬ﻳﻮﻣ ًﺎ ﻣﻦ ﺗﺎﺭﻳﺦ ﻓﺼﻠﻪ ﺃﻥ ﺗﺼﺪﺭ ﺃﻣﺮﺍً ﺇﻟﻰ ﺻﺎﺣﺐ‬
‫ﺍﻟﻌﻤﻞ ﺑﺈﻋﺎﺩﺓ ﺍﻟﻌﺎﻣﻞ ﺇﻟﻰ ﻋﻤﻠﻪ ﺍﻷﺻﻠﻲ‪.‬‬
 ‫ﺇﻥ ﻣﻌﺮﻓﺔ ﺍﻟﻌﺎﻣﻞ ﺑﻘﺎﻧﻮﻥ ﺍﻟﻌﻤﻞ ﻳﺤﻤﻴﻪ ﻣﻦ ﺣﺮﻣﺎﻧﻪ ﻣﻦ ﺣﻘﻮﻗﻪ ﻭﺍﻟﺘﻐﻮﻝ ﻋﻠﻴﻬﺎ‪ ،‬ﺃﻭ ﺍﻟﺘﺒﻌﺎﺕ ﺍﻟﻘﺎﻧﻮﻧﻴﺔ ﻓﻲ ﺣﺎﻝ‬
‫ﺍﻟﻌﻄﻠﺔ ﺍﻷﺳﺒﻮﻋﻴﺔ‬ ‫ﻋﺪﻡ ﺗﻨﻔﻴﺬ ﺍﻻﻟﺘﺰﺍﻣﺎﺕ‪.‬‬
‫ﻳﻮﻡ ﺍﻟﺠﻤﻌﺔ ﻣﻦ ﻛﻞ ﺃﺳﺒﻮﻉ ﻫﻮ ﻳﻮﻡ ﺍﻟﻌﻄﻠﺔ ﺍﻷﺳﺒﻮﻋﻴﺔ ﻟﻠﻌﺎﻣﻞ ﺇﻻ ﺇﺫﺍ ﺍﻗﺘﻀﺖ ﻃﺒﻴﻌﺔ ﺍﻟﻌﻤﻞ ﻏﻴﺮ ﺫﻟﻚ‪.‬‬ ‫ﻫﻞ ﻳﻨﻄﺒﻖ ﻗﺎﻧﻮﻥ ﺍﻟﻌﻤﻞ ﻋﻠﻰ ﺍﻷﺭﺩﻧﻴﻴﻦ ﻓﻘﻂ؟‬
‫ﻳﺠﻮﺯ ﻟﻠﻌﺎﻣﻞ ﺑﻤﻮﺍﻓﻘﺔ ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ ﺟﻤﻊ ﺃﻳﺎﻡ ﻋﻄﻠﺘﻪ ﺍﻷﺳﺒﻮﻋﻴﺔ ﻭﺍﻟﺤﺼﻮﻝ ﻋﻠﻴﻬﺎ ﺧﻼﻝ ﻣﺪﺓ ﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﺷﻬﺮ‪.‬‬ ‫ﻳﻄﺒﻖ ﻗﺎﻧﻮﻥ ﺍﻟﻌﻤﻞ ﺍﻷﺭﺩﻧﻲ ﻋﻠﻰ ﺟﻤﻴﻊ ﺍﻟﻌﻤﺎﻝ ﻭﺃﺻﺤﺎﺏ ﺍﻟﻌﻤﻞ ﺍﻷﺭﺩﻧﻴﻴﻦ ﻭﻏﻴﺮ ﺍﻷﺭﺩﻧﻴﻴﻦ‪ ،‬ﺑﺎﺳﺘﺜﻨﺎﺀ ﺍﻟﻤﻮﻇﻔﻴﻦ‬
‫ﺍﻟﻌﺎﻣﻴﻦ ﻭﻣﻮﻇﻔﻲ ﺍﻟﺒﻠﺪﻳﺎﺕ ﺣﻴﺚ ﻳﻨﻄﺒﻖ ﻋﻠﻴﻬﻢ ﻧﻈﺎﻡ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ‪.‬‬
‫ﺍﻹﺟﺎﺯﺍﺕ‬ ‫ﻋﻘﺪ ﺍﻟﻌﻤﻞ‬
‫ﻟﻠﻌﺎﻣﻞ ﺇﺟﺎﺯﺓ ﺳﻨﻮﻳﺔ ﻣﺪﻓﻮﻋﺔ ﺍﻷﺟﺮ ﻣﺪﺗﻬﺎ ‪ 14‬ﻳﻮﻣ ًﺎ ﻓﻲ ﺍﻟﺴﻨﺔ ﺍﻟﻮﺍﺣﺪﺓ‪ ،‬ﺇﻻ ﺇﺫﺍ ﺗﻢ ﺍﻹﺗﻔﺎﻕ ﻋﻠﻰ ﺃﻛﺜﺮ ﻣﻦ ﺫﻟﻚ‪ ،‬ﻭﺑﻌﺪ‬ ‫ﻛﻴﻒ ﻳﺘﻢ ﺗﻨﻈﻴﻢ ﺍﻟﻌﻤﻞ ﺑﻴﻦ ﺍﻟﻌﺎﻣﻞ ﻭﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ؟‬
‫ﺧﺪﻣﺔ ‪ 5‬ﺳﻨﻮﺍﺕ ﻣﺘﺼﻠﺔ ﻟﺪﻯ ﻧﻔﺲ ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ ﺗﺼﺒﺢ ﺍﻹﺟﺎﺯﺓ ‪ 21‬ﻳﻮﻣﺎً‪.‬‬ ‫ﻋﻘﺪ ﺍﻟﻌﻤﻞ ﻫﻮ ﻣﺎ ﻳﺮﺑﻂ ﺍﻟﻌﺎﻣﻞ ﻭﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ‪ ،‬ﻭﻣﻦ ﻣﺼﻠﺤﺔ ﺍﻟﻌﺎﻣﻞ ﺃﻥ ﻳﻜﻮﻥ ﺍﻟﻌﻘﺪ ﻣﻜﺘﻮﺑ ًﺎ ﻟﻴﺘﻀﻤﻦ ﻛﺎﻓﺔ‬
‫ﻻ ﺗﺤﺴﺐ ﺃﻳﺎﻡ ﺍﻟﻌﻄﻞ ﺍﻟﺮﺳﻤﻴﺔ ﻭﺍﻷﻋﻴﺎﺩ ﺍﻟﺪﻳﻨﻴﺔ ﻭﺃﻳﺎﻡ ﺍﻟﻌﻄﻞ ﺍﻷﺳﺒﻮﻋﻴﺔ ﻣﻦ ﺍﻹﺟﺎﺯﺓ ﺍﻟﺴﻨﻮﻳﺔ‪.‬‬ ‫ﺍﻷﺣﻜﺎﻡ ﻭﺍﻟﺸﺮﻭﻁ ﺍﻟﻤﺘﻔﻖ ﻋﻠﻴﻬﺎ ﻣﻊ ﺍﺣﺘﻔﺎﻇﻪ ﺑﻨﺴﺨﻪ ﻋﻦ ﺍﻟﻌﻘﺪ‪ ،‬ﻭﻓﻲ ﺣﺎﻝ ﻛﺎﻥ ﺍﻟﻌﻘﺪ ﺷﻔﻮﻳ ًﺎ ﻓﺈﻥ ﻋﺪﻡ ﻛﺘﺎﺑﺔ‬
‫ﺇﺫﺍ ﺍﻧﺘﻬﺖ ﺧﺪﻣﺔ ﺍﻟﻌﺎﻣﻞ ﻗﺒﻞ ﺃﻥ ﻳﺴﺘﻌﻤﻞ ﺇﺟﺎﺯﺍﺗﻪ ﺍﻟﺴﻨﻮﻳﺔ‪ ،‬ﻳﺤﻖ ﻟﻪ ﺗﻘﺎﺿﻲ ﺍﻷﺟﺮ ﻋﻦ ﺍﻷﻳﺎﻡ ﺍﻟﺘﻲ ﻟﻢ ﻳﺴﺘﻌﻤﻠﻬﺎ ﻣﻦ‬ ‫ﺍﻟﻌﻘﺪ ﻻ ﻳﺤﺮﻡ ﺍﻟﻌﺎﻣﻞ ﻣﻦ ﺣﻘﻮﻗﻪ ﻭﻳﻤﻜﻦ ﺇﺛﺒﺎﺕ ﺍﻟﻌﻘﺪ ﺍﻟﺸﻔﻮﻱ ﺑﻜﺎﻓﺔ ﻃﺮﻕ ﺍﻹﺛﺒﺎﺕ‪.‬‬
‫ﺍﻹﺟﺎﺯﺓ‪.‬‬
‫ﻫﻞ ﻳﺤﺮﻣﻨﻲ ﻋﺪﻡ ﺍﻟﺤﺼﻮﻝ ﻋﻠﻰ ﺗﺼﺮﻳﺢ ﻋﻤﻞ ﻣﻦ ﺣﻘﻮﻗﻲ؟‬
‫ﻟﻠﻌﺎﻣﻞ ﺇﺟﺎﺯﺓ ﻣﺮﺿﻴﺔ ﻣﺪﻓﻮﻋﺔ ﺍﻷﺟﺮ ﻣﺪﺗﻬﺎ ‪ 14‬ﻳﻮﻣ ًﺎ ﻓﻲ ﺍﻟﺴﻨﺔ ﺍﻟﻮﺍﺣﺪﺓ‪ ،‬ﺑﻨﺎ ًﺀ ﻋﻠﻰ ﺗﻘﺮﻳﺮ ﻃﺒﻲ ﻣﻦ ﺍﻟﻄﺒﻴﺐ ﺍﻟﻤﻌﺘﻤﺪ‬
‫ﺇﻥ ﻋﺪﻡ ﻭﺟﻮﺩ ﺗﺼﺮﻳﺢ ﻋﻤﻞ ﻟﻠﻌﺎﻣﻞ ﺍﻷﺟﻨﺒﻲ ﻻ ﻳﺤﻮﻝ ﺩﻭﻥ ﺍﻟﻤﻄﺎﻟﺒﺔ ﺑﺎﻟﺤﻘﻮﻕ ﺍﻟﻌﻤﺎﻟﻴﺔ‪ ،‬ﻓﺤﺘﻰ ﻟﻮ ﻟﻢ ﻳﻜﻦ ﻫﻨﺎﻙ‬
‫ﻟﺪﻯ ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ‪ ،‬ﻭﻳﻤﻜﻦ ﺗﺠﺪﻳﺪﻫﺎ ‪ 14‬ﻳﻮﻣ ًﺎ ﺃﺧﺮﻯ ﺑﺄﺟﺮ ﻛﺎﻣﻞ ﺇﺫﺍ ﻛﺎﻥ ﺍﻟﻌﺎﻣﻞ ﻧﺰﻳﻞ ﺃﺣﺪ ﺍﻟﻤﺴﺘﺸﻔﻴﺎﺕ ﺃﻭ ﺑﻨﺎﺀ ﻋﻠﻰ‬
‫ﺗﺼﺮﻳﺢ ﻋﻤﻞ ﻓﺈﻥ ﺍﻟﻌﻘﺪ ﻳﺮﺗﺐ ﻛﺎﻓﺔ ﺍﻟﺤﻘﻮﻕ ﻭﺍﻻﻟﺘﺰﺍﻣﺎﺕ‪ ،‬ﻭﻟﻜﻦ ﻳﺠﺐ ﺃﻥ ﺗﺘﺬﻛﺮ ﺩﺍﺋﻤ ًﺎ ﺃﻥ ﺍﻟﻌﻤﻞ ﺩﻭﻥ ﺍﻟﺤﺼﻮﻝ ﻋﻠﻰ‬
‫ﺗﻘﺮﻳﺮ ﻟﺠﻨﺔ ﻃﺒﻴﺔ ﻳﻌﺘﻤﺪﻫﺎ ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ‪.‬‬
‫ﺗﺼﺮﻳﺢ ﻗﺪ ﻳﻌﺮﺿﻚ ﻟﻠﻤﺴﺎﺀﻟﺔ ﺍﻟﻘﺎﻧﻮﻧﻴﺔ‪.‬‬
‫ﻼ ﻛﻞ ﺍﺗﻔﺎﻕ ﻳﻘﻀﻲ ﺑﺘﻨﺎﺯﻝ ﺍﻟﻌﺎﻣﻞ ﻋﻦ ﺇﺟﺎﺯﺗﻪ ﺍﻟﺴﻨﻮﻳﺔ ﺃﻭ ﻋﻦ ﺃﻱ ﺟﺰﺀ ﻣﻨﻬﺎ‪.‬‬ ‫ﻳﻌﺘﺒﺮ ﺑﺎﻃ ً‬
‫ﺗﺤﺼﻞ ﺍﻟﻤﺮﺃﺓ ﺍﻟﻌﺎﻣﻠﺔ ﻋﻠﻰ ﺇﺟﺎﺯﺓ ﺃﻣﻮﻣﺔ ﺑﺄﺟﺮ ﻛﺎﻣﻞ ﻗﺒﻞ ﺍﻟﻮﻻﺩﺓ ﻭﺑﻌﺪﻫﺎ ﻣﺪﺗﻬﺎ ‪ 10‬ﺃﺳﺎﺑﻴﻊ‪ ،‬ﻋﻠﻰ ﺃﻥ ﻻ ﺗﻘﻞ ﺍﻟﻤﺪﺓ ﺍﻟﺘﻲ‬ ‫ﺍﻷﺟﻮﺭ‬
‫ﺗﻘﻊ ﻣﻦ ﻫﺬﻩ ﺍﻹﺟﺎﺯﺓ ﺑﻌﺪ ﺍﻟﻮﻻﺩﺓ ﻋﻦ ‪ 6‬ﺃﺳﺎﺑﻴﻊ‪ ،‬ﻭﻳﺤﻈﺮ ﺗﺸﻐﻴﻠﻬﺎ ﻗﺒﻞ ﺇﻧﻘﻀﺎﺀ ﺗﻠﻚ ﺍﻟﻤﺪﺓ‪.‬‬ ‫ﻳﻌﺘﺒﺮ ﺍﻷﺟﺮ ﻫﻮ ﻣﺎ ﻳﺴﺘﺤﻘﻪ ﺍﻟﻌﺎﻣﻞ ﻟﻘﺎﺀ ﻋﻤﻠﻪ ﺑﺎﺳﺘﺜﻨﺎﺀ ﺍﻷﺟﻮﺭ ﺍﻟﻤﺴﺘﺤﻘﻪ ﻋﻦ ﺍﻟﻌﻤﻞ ﺍﻹﺿﺎﻓﻲ‪.‬‬
‫ﺑﻌﺪ ﺍﻧﺘﻬﺎﺀ ﺇﺟﺎﺯﺓ ﺍﻷﻣﻮﻣﺔ ﻳﺤﻖ ﻟﻠﻤﺮﺃﺓ ﺍﻟﻌﺎﻣﻠﺔ ﺃﻥ ﺗﺄﺧﺬ ﺧﻼﻝ ﺳﻨﺔ ﻣﻦ ﺗﺎﺭﻳﺦ ﺍﻟﻮﻻﺩﺓ ﻓﺘﺮﺓ ﺃﻭ ﻓﺘﺮﺍﺕ ﻣﺪﻓﻮﻋﺔ ﺍﻷﺟﺮ‬ ‫ﻳﺤﺪﺩ ﻣﻘﺪﺍﺭ ﺍﻷﺟﺮ ﻓﻲ ﺍﻟﻌﻘﺪ‪ ،‬ﻭﺇﺫﺍ ﻟﻢ ﻳﻨﺺ ﻋﻘﺪ ﺍﻟﻌﻤﻞ ﻋﻠﻴﻪ ﻓﻴﺄﺧﺬ ﺍﻟﻌﺎﻣﻞ ﺍﻷﺟﺮ ﺍﻟﻤﻘﺪﺭ ﻟﻌﻤﻠﻪ ﻣﻦ ﻧﻔﺲ ﺍﻟﻨﻮﻉ‬
‫ﺑﻘﺼﺪ ﺇﺭﺿﺎﻉ ﻣﻮﻟﻮﺩﻫﺎ ﺍﻟﺠﺪﻳﺪ ﻻ ﺗﺰﻳﺪ ﻓﻲ ﻣﺠﻤﻮﻋﻬﺎ ﻋﻠﻰ ﺍﻟﺴﺎﻋﺔ ﻓﻲ ﺍﻟﻴﻮﻡ ﺍﻟﻮﺍﺣﺪ‪.‬‬ ‫ﻋﻠﻰ ﺃﻥ ﻻ ﻳﻘﻞ ﺍﻷﺟﺮ ﻋﻦ ﺍﻟﺤﺪ ﺍﻷﺩﻧﻰ ﻟﻸﺟﻮﺭ‪.‬‬
‫ﻻ ﻳﺤﻖ ﻟﺼﺎﺣﺐ ﺍﻟﻌﻤﻞ ﺇﻧﻬﺎﺀ ﺧﺪﻣﺔ ﺍﻟﻤﺮﺃﺓ ﺍﻟﻌﺎﻣﻠﺔ ﺍﻟﺤﺎﻣﻞ ﺃﻭ ﺗﻮﺟﻴﺔ ﺇﺷﻌﺎﺭ ﻹﻧﻬﺎﺀ ﺧﺪﻣﺘﻬﺎ ﺍﺑﺘﺪﺀﺍً ﻣﻦ ﺍﻟﺸﻬﺮ ﺍﻟﺴﺎﺩﺱ‬ ‫ﺍﻟﺤﺪ ﺍﻷﺩﻧﻰ ﻟﻸﺟﺮ ﻟﻠﻌﺎﻣﻞ ﺍﻷﺭﺩﻧﻲ ‪ 220‬ﺩﻳﻨﺎﺭﺍً‪ ،‬ﻭﻳﺪﻓﻊ ﺍﻷﺟﺮ ﺧﻼﻝ ﻣﺪﺓ ﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ‪ 7‬ﺃﻳﺎﻡ ﻣﻦ ﺗﺎﺭﻳﺦ ﺍﺳﺘﺤﻘﺎﻗﻪ‪.‬‬
‫ﻣﻦ ﺣﻤﻠﻬﺎ ﺃﻭ ﺧﻼﻝ ﺇﺟﺎﺯﺓ ﺍﻷﻣﻮﻣﺔ‪.‬‬ ‫ﺇﻥ ﺗﻮﻗﻴﻊ ﺍﻟﻌﺎﻣﻞ ﻋﻠﻰ ﺃﻱ ﻛﺸﻒ ﺃﻭ ﺳﺠﻞ ﻟﻸﺟﻮﺭ ﺃﻭ ﻋﻠﻰ ﺇﻳﺼﺎﻝ ﺑﻘﻴﻤﺔ ﺍﻟﻤﺒﻠﻎ ﺍﻟﻤﺴﺠﻞ ﻓﻴﻪ ﻻ ﻳﻌﻨﻲ ﺇﺳﻘﺎﻁ ﺣﻘﻪ‬
‫ﻳﺴﺘﺤﻖ ﺍﻟﻌﺎﻣﻞ ﺇﺟﺎﺯﺓ ﺃﺑﻮﺓ ﻣﺪﻓﻮﻋﺔ ﺍﻷﺟﺮ ﻟﻤﺪﺓ ‪ 3‬ﺃﻳﺎﻡ‪.‬‬ ‫ﻓﻲ ﺃﻱ ﺯﻳﺎﺩﺓ ﻋﻠﻰ ﺍﻟﻤﺒﻠﻎ ﺍﻟﻤﻘﺒﻮﺽ ﺑﻤﻮﺟﺐ ﺍﻟﻘﺎﻧﻮﻥ ﺃﻭ ﺍﻟﻨﻈﺎﻡ ﺃﻭ ﺍﻟﻌﻘﺪ‪.‬‬
‫ﻳﻌﺎﻗﺐ ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ ﺑﻐﺮﺍﻣﺔ ﻻ ﺗﻘﻞ ﻋﻦ ‪ 500‬ﺩﻳﻨﺎﺭﺍً ﻭﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ‪ 1000‬ﺩﻳﻨﺎﺭ‪ ،‬ﺇﺫﺍ ﺩﻓﻊ ﻟﻠﻌﺎﻣﻞ ﺃﺟﺮﺍً ﻳﻘﻞ ﻋﻦ‬
‫ﻛﻴﻒ ﻳﻨﺘﻬﻲ ﻋﻘﺪ ﺍﻟﻌﻤﻞ؟‬ ‫ﺍﻟﺤﺪ ﺍﻷﺩﻧﻰ ﻟﻸﺟﻮﺭ‪.‬‬
‫ﺇﺫﺍ ﺍﺗﻔﻖ ﺍﻟﻄﺮﻓﺎﻥ ﻋﻠﻰ ﺇﻧﻬﺎﺋﻪ‪.‬‬
‫ﺇﺫﺍ ﻛﺎﻥ ﺍﻟﻌﻘﺪ ﻟﻤﺪﺓ ﻣﺤﺪﺩﺓ ﻭﺍﻧﺘﻬﺖ ﻣﺪﺓ ﻋﻘﺪ ﺍﻟﻌﻤﻞ ﺃﻭ ﺍﻧﺘﻬﻰ ﺍﻟﻌﻤﻞ ﻧﻔﺴﻪ‪ ،‬ﻣﻊ ﺍﻷﺧﺬ ﺑﻌﻴﻦ ﺍﻻﻋﺘﺒﺎﺭ ﺃﻧﻪ ﻓﻲ ﺣﺎﻝ‬
‫ﺳﺎﻋﺎﺕ ﺍﻟﻌﻤﻞ‬
‫ﺍﺳﺘﻤﺮ ﺍﻟﻄﺮﻓﺎﻥ ﻓﻲ ﺗﻨﻔﻴﺬ ﺍﻟﻌﻤﻞ ﺑﻌﺪ ﺍﻧﻘﻀﺎﺀ ﻣﺪﺓ ﺍﻟﻌﻘﺪ ﻳﻌﺘﺒﺮ ﺫﻟﻚ ﺗﺠﺪﻳﺪﺍً ﻟﻠﻌﻘﺪ ﻟﻤﺪﺓ ﻏﻴﺮ ﻣﺤﺪﻭﺩﺓ‪.‬‬ ‫ﺗﻜﻮﻥ ﻣﺠﻤﻮﻉ ﺍﻷﻭﻗﺎﺕ ﺍﻟﺘﻲ ﻳﺆﺩﻱ ﻓﻴﻬﺎ ﺍﻟﻌﺎﻣﻞ ﺍﻟﻌﻤﻞ ﻓﻌﻠﻴ ًﺎ ‪ 8‬ﺳﺎﻋﺎﺕ ﻓﻲ ﺍﻟﻴﻮﻡ ﺍﻟﻮﺍﺣﺪ ﺃﻭ ‪ 48‬ﺳﺎﻋﺔ ﻓﻲ ﺍﻷﺳﺒﻮﻉ‪،‬‬
‫ﺑﻠﻮﻍ ﺍﻟﻌﺎﻣﻞ ﺳﻦ ﺗﻘﺎﻋﺪ ﺍﻟﺸﻴﺨﻮﺧﺔ ﻓﻲ ﻗﺎﻧﻮﻥ ﺍﻟﻀﻤﺎﻥ ﺍﻻﺟﺘﻤﺎﻋﻲ ﺇﻻ ﺇﺫﺍ ﺍﺗﻔﻖ ﺍﻟﻄﺮﻓﺎﻥ ﻋﻠﻰ ﻏﻴﺮ ﺫﻟﻚ‪ ،‬ﻭﺳﻦ‬ ‫ﻭﻻ ﻳﺤﺴﺐ ﻣﻨﻬﺎ ﺍﻟﻮﻗﺖ ﺍﻟﻤﺨﺼﺺ ﻟﺘﻨﺎﻭﻝ ﺍﻟﻄﻌﺎﻡ ﻭﺍﻟﺮﺍﺣﺔ‪.‬‬
‫ﺍﻟﺘﻘﺎﻋﺪ ﻫﻮ ‪ 60‬ﻟﻠﺬﻛﺮ ﻭ ‪ 55‬ﻟﻸﻧﺜﻰ‪.‬‬ ‫ﻳﺤﻖ ﻟﺼﺎﺣﺐ ﺍﻟﻌﻤﻞ ﺃﻥ ﻳﺤﺪﺩ ﻳﻮﻡ ﺍﻹﺟﺎﺯﺓ ﺑﺤﻴﺚ ﻻ ﻳﻜﻮﻥ ﻳﻮﻡ ﺟﻤﻌﺔ ﺑﺎﻟﻀﺮﻭﺭﺓ‪ ،‬ﺣﺴﺐ ﻣﻘﺘﻀﻴﺎﺕ ﺍﻟﻌﻤﻞ‪ ،‬ﻋﻠﻰ ﺃﻥ‬
‫ﺇﺫﺍ ﻟﻢ ﻳﻜﻦ ﺍﻟﻌﻘﺪ ﻟﻤﺪﺓ ﻣﺤﺪﺩﺓ ﻭﺃﺭﺍﺩ ﺃﺣﺪ ﺍﻟﻄﺮﻓﻴﻦ ﺇﻧﻬﺎﺀﻩ‪ ،‬ﻳﺠﺐ ﻋﻠﻴﻪ ﺇﺷﻌﺎﺭ ﺍﻟﻄﺮﻑ ﺍﻵﺧﺮ ﺧﻄﻴ ًﺎ ﺑﺮﻏﺒﺘﻪ ﻓﻲ ﺇﻧﻬﺎﺀ‬ ‫ﻳﺘﻢ ﺗﺤﺪﻳﺪ ﺫﻟﻚ ﻓﻲ ﺍﻟﻨﻈﺎﻡ ﺍﻟﺪﺍﺧﻠﻲ ﻟﻠﻤﺆﺳﺴﺔ ﺃﻭ ﻓﻲ ﺍﻟﻌﻘﺪ‪.‬‬
‫ﺍﻟﻌﻘﺪ ﻗﺒﻞ ﺷﻬﺮ ﻋﻠﻰ ﺍﻷﻗﻞ‪ ،‬ﻭﻳﺒﻘﻰ ﻋﻘﺪ ﺍﻟﻌﻤﻞ ﺳﺎﺭﻱ ﺧﻼﻝ ﻓﺘﺮﺓ ﺍﻹﺷﻌﺎﺭ‪ ،‬ﻟﺬﻟﻚ ﺇﺫﺍ ﻛﺎﻥ ﺍﻹﺷﻌﺎﺭ ﻣﻦ ﻃﺮﻑ ﺍﻟﻌﺎﻣﻞ‬
‫ﻭﺗﺮﻙ ﺍﻟﻌﻤﻞ ﻗﺒﻞ ﺍﻧﺘﻬﺎﺀ ﻣﺪﺓ ﺍﻹﺷﻌﺎﺭ ﻓﻼ ﻳﺴﺘﺤﻖ ﺃﺟﺮﺍً ﻋﻦ ﺗﻠﻚ ﺍﻟﻔﺘﺮﺓ ﻭﻋﻠﻴﻪ ﺃﻳﻀ ًﺎ ﺗﻌﻮﻳﺾ ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ ﻋﻨﻬﺎ‬
‫ﺍﻟﻌﻤﻞ ﺍﻹﺿﺎﻓﻲ‬
‫ﺑﻤﻘﺪﺍﺭ ﺃﺟﺮﻩ ﻋﻦ ﻓﺘﺮﺓ ﺗﺮﻛﻪ ﺍﻟﻌﻤﻞ‪.‬‬ ‫ﻳﺠﻮﺯ ﺗﺸﻐﻴﻞ ﺍﻟﻌﺎﻣﻞ ﺑﻤﻮﺍﻓﻘﺘﺔ ﺃﻛﺜﺮ ﻣﻦ ﺳﺎﻋﺎﺕ ﺍﻟﻌﻤﻞ ﺍﻟﻴﻮﻣﻴﺔ ﺃﻭ ﺍﻷﺳﺒﻮﻋﻴﺔ ﻋﻠﻰ ﺃﻥ ﻳﺘﻘﺎﺿﻰ ﺍﻟﻌﺎﻣﻞ ﻋﻦ‬
‫ﻻ ﻳﺠﻮﺯ ﻓﺼﻞ ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﺍﺗﺨﺎﺫ ﺃﻱ ﺇﺟﺮﺍﺀ ﺗﺄﺩﻳﺒﻲ ﺑﺤﻘﻪ ﻷﺳﺒﺎﺏ ﺗﺘﺼﻞ ﺑﺎﻟﺸﻜﺎﻭﻯ ﻭﺍﻟﻤﻄﺎﻟﺒﺎﺕ ﺍﻟﺘﻲ ﺗﻘﺪﻡ ﺑﻬﺎ ﺍﻟﻌﺎﻣﻞ‬ ‫ﺳﺎﻋﺔ ﺍﻟﻌﻤﻞ ﺍﻹﺿﺎﻓﻴﺔ ﺃﺟﺮﺍً ﻻ ﻳﻘﻞ ﻋﻦ ‪ 125%‬ﻣﻦ ﺃﺟﺮﻩ ﺍﻟﻤﻌﺘﺎﺩ‪.‬‬
‫ﺇﻟﻰ ﺍﻟﺠﻬﺎﺕ ﺍﻟﻤﺨﺘﺼﺔ ”ﻭﺯﺍﺭﺓ ﺍﻟﻌﻤﻞ‪ ،‬ﻣﺤﺎﻛﻢ ﺍﻟﺼﻠﺢ‪ ،‬ﺍﻟﻤﺤﺎﻛﻢ ﺍﻟﻌﻤﺎﻟﻴﺔ“ ﻟﺘﺤﺼﻴﻞ ﺣﻘﻮﻗﻪ‪.‬‬ ‫ﺇﺫﺍ ﺍﺷﺘﻐﻞ ﺍﻟﻌﺎﻣﻞ ﻓﻲ ﻳﻮﻡ ﻋﻄﻠﺘﻪ ﺍﻷﺳﺒﻮﻋﻴﺔ ﺃﻭ ﺃﻳﺎﻡ ﺍﻷﻋﻴﺎﺩ ﺍﻟﺪﻳﻨﻴﺔ ﺃﻭ ﺍﻟﻌﻄﻞ ﺍﻟﺮﺳﻤﻴﺔ ﻳﺘﻘﺎﺿﻰ ﻟﻘﺎﺀ ﻋﻤﻠﻪ ﻋﻦ‬
‫ﺫﻟﻚ ﺍﻟﻴﻮﻡ ﺃﺟﺮﺍً ﺇﺿﺎﻓﻴ ًﺎ ﻻ ﻳﻘﻞ ﻋﻦ )‪ (150%‬ﻣﻦ ﺃﺟﺮﻩ ﺍﻟﻤﻌﺘﺎﺩ‪.‬‬