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Human Resources identifies 3 cases that require the worker to be assigned tasks outside his job framework
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The Ministry of Human Resources and Emiratisation stressed that it is not permissible to assign the worker a job that is fundamentally different from the work agreed upon in the work contract, except in three cases

The Ministry of Human Resources and Emiratisation confirmed, during an indicative campaign launched on its official pages on social media platforms, to introduce the rights and obligations of workers in the private sector, within the framework of new legislation, that if the work entrusted to the worker allows him to know the employer’s clients or see his work secrets, he has the right The employer may activate the “non-competition” clause to protect the legitimate business interests, provided that the period of non-competition does not exceed two years from the date of expiry of the worker’s contract.

The ministry stated that Federal Decree Law No. 33 of 2021, regarding the regulation of labor relations, granted the employer the right to entrust to another employer, the performance of any of his original work or part of it, and the latter in this case is solely responsible for the rights of his existing workers. that work, and owed to them under the provisions of this Decree-Law (unless the parties agree otherwise).

And she stressed that it is not permissible to assign the worker a job that is fundamentally different from the work agreed upon in the work contract, except in three cases, the first of which is if necessary, and the second, with the aim of preventing the occurrence of an accident inside the workplace, and the last, repairing malfunctions or removing the effects that arise For any accident inside the workplace, subject to the worker’s written consent, provided that the assignment is temporary in accordance with what is specified in the executive regulations of this Decree-Law, with the employer bearing all the financial costs related to the worker’s movement and residence, if it requires the worker to perform work other than agreed upon in the work contract. change of residence of the worker. 8 Cases of Termination of Contractual Relationship According to the Ministry of Human Resources and Emiratisation, the new decree regulating labor relations specified eight cases of termination of the contractual relationship between the worker and the employer, including “the parties’ agreement in writing to terminate the contract, the expiry of the period specified in the contract (unless it is extended or renewed). According to the provisions of this Decree-Law), the termination of the contract at the request of one of the parties (provided that the provisions of this Decree-Law regarding termination of the employment contract and the notice period agreed upon in the contract are adhered to), the death of the employer if the subject of the contract is related to his person, the death of the worker or his inability to work Permanent total disability (with proof of this by virtue of a certificate issued by the medical authority), the issuance of a final court ruling against the worker with a penalty restricting freedom for a period of no less than three months, the final closure of the facility, in accordance with the legislation in force in the state, the bankruptcy or insolvency of the employer or any economic reasons Or exceptional cases that prevent the continuation of the project, and finally, the worker’s failure to fulfill the conditions for renewing the work permit for any reason beyond the employer’s control.

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