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Tribune News Network
Doha
Companies and citizens have been advised to get an acknowledgement from the workers in their handwritings along with signatures if they reject to carry out their duties during the first three months of their hiring, to get appropriate compensation.
In case the first three months have elapsed since the worker, servant or maid joined the work, the acknowledgement will be considered null and void, according to the Ministry of Administrative Development, Labor and Social Affairs (MADLSA).
MADLSA said it received several complaints from citizens and employers, saying their workers refuse to work after the first three months of his arrival in the country even if signing a contract for a certain period, which is mainly two years.
The employers said some recruitment agencies have apparently told the workers to work peacefully during the first three months so that the agencies would not suffer any losses.
In a tweet, the ministry said the workers' signature on an acknowledgment of his unwillingness to work must be during the first three months. If the three months are over, the employer - a company or a citizen- will not benefited from having the worker's signature on his refusal to work.
According to Atrticle 7 of Labour Law, the employer may dismiss the worker without notice and payment of the end of service gratuity in the following cases:
* If the worker assumes a false identity, alleges a nationality other than his or submits false certificates or documents.
* If the worker commits a mistake which causes gross financial loss to the employer provided that the employer shall notify the ministry of the mistake within period not exceeding the end of the second day from the time of awareness thereof.
* If the worker violates more than once the written instructions of the employer concerning the safety of the workers and the establishment despite being notified in writing of the violation on condition that such instructions shall be written and posted up in a conspicuous place.
* If the worker fails more than once to carry out his duties under the Employment Contract or this Law despite being notified in writing thereof.
* If the worker discloses the secrets of the establishment where he is employed.
* If the worker is found during the working hours in a clear state of drunkenness or under the influence of a drug.
* If the worker assaults the employer, the manager or one of his supervisors in the workplace during the working day or by reason thereof.
* If the worker repeats the assault on his colleagues in the workplace despite being warned in writing thereof.
* If the worker absents himself from work without legitimate cause for more than seven consecutive days or fifteen interrupted days in one year.
* If the worker is convicted by a conclusive judgment in a crime of dishonour or dishonesty.
These measures confirm that expatriate workers get their full rights and any punitive measures are carried out in accordance with legal procedures that protect the worker.
A worker can complain against the employer either at the Labour Relations Department of the ministry or the Dispute Resolution Committee (LDRC).
The ministry has started coordinating with a large number of the prominent labour-exporting countries with the aim of approving a number of recruitment offices and companies in these countries so that the recruitment offices in Qatar can only deal with the approved companied.
