OVERTIME LABOUR LAW IN SAUDI ARABIA

Overtime Labour Law

1. Employer shall pay the employee or workman overtime hours equal to hourly rate plus 50% of his basic pay.
2. If the establishment or company is operating on the basis of weekly working hours, then additional hours to 48 hours is treated as overtime.

Official holidays and Eid's working hours shall be considered in overtime hours.

Overtime Exception:

1. Overtime hours is an exception to the employees or persons who is high ranking positions of management or who have authority over workers or employees.
2. Guards and janitors, excluding civil security guards.
3. Supplement works or preparatory which must be completed before commencement of work or after commencement of work.

Work that is intermittent by necessity.


Overtime Calculation:



Overtime rate per hour = Hourly wage x 1.5

Hourly Wage = Daily Wage / 8

Daily Wage = Monthly Basic Salary / 30

Annual Basic Salary = Monthly Basic Salary x 12


Example of  Overtime Circulation:

If Monthly Basic Salary is 3000

Daily Wage = 3000 / 30 = 100 SR

Hourly Wage = 100 / 8 = 12.50 SR

Working Hours Under Saudi Labor Law

 WORKING HOURS IN SAUDI LABOR LAW

As per article (98) in Saudi Labor Law. An employee or worker in Saudi Arabia should not work more than 8 hours in a single day, If the employer decided to re adjust the working hours due to any reason then it should not exceed more than 48 hours in a week. Similarly in Ramadan month working hours for Muslims should not axceed 6 hours in a single day or 36 hours in a week.


If you refer article (99) in Saudi Labor Law, It is mentioned that working hours can be raised to 9 hours in a single day for few workmen or employees in certain operations and industries, If the worker is not working continuously. Similarly working hours can be reduced to 7 hours for a few workmen or employees in a certain industries or operations of a harmful nature. The categories of employees or workmen in a few operations or industries shall be determined by Minister's decision.

As mentioned in article (100) of Saudi Labor Law, Employer may seek Minister's approval, If the work is in shift operations and the employer is increasing working hours more than 8 hours in a single day or 48 hours in a week on a  condition that average working hours in 3 weeks should not be less than or more than 8 hours in a single day or 48 hours in a single week.

Saudi Labor Law article (101), Working hours shall be scheduled that no employees should work more than 5 consecutive hours without taking rest or break for prayer and meals. Break or rest period should not less than half an hour during the working hours. Similarly an employee cannot work more than 12 hours in a single day.

Saudi Labor Law article (102), Break or rest period should not be included in working hours, An employee should not be in employer's authority during break time. It is not require to stay workmen or employee at employer 's workplace during break time or rest time.

The employer or sponsor may not comply with provision of Articles (98), (101) and Paragraph 1 of Article (104) of this law:
Read in Article (106) of Saudi Labor Law.

The provision of Article (98)-(101) shall not apply to a few cases:
Read in Saudi Labor Law Article(108).

Nitaqat Categories of Employer or Companies in Saudi Arabia

NITAQAT CATEGORIES OF EMPLOYER OR COMPANIES IN SAUDI ARABIA

Nitaqat category is introduced by ministry of labor in med of 2011 to provide more jobs to Saudi nationals than expatriates. Nitaqat category is categorized in 4 colors, Every company will be in one of four categories which are Red, Yellow, Green and Platinum.

These categories are allotted to the company on the basis of saudi employees on that company.

WHITE CATEGORY:

White category is assigned for those whose employees are less than ten with one saudi employee, it is not covered under nitaqat system.

PLATINUM AND GREEN  CATEGORY:

Platinum or green category is allotted to those companies whose Saudi employees are about 40% (for platinum) and 12% (for green).
Platinum and green color Nitaqat system have benefits like:

1. Easily getting new visa in every 2 months.
2. Can renew Iqama before 3 months of expiry.
3. Easily can change of employees profession.
4. Accept new employees under red or yellow categories.

YELLOW CATEGORY:

The company will fall in yellow zone if their saudi employees are about 7%.

Yellow category have advantages and disadvantages like:

1. Get one new visa for 2 employees sponsorship depart.
2. No transfer from another sponsors.
3. Unable to renew Iqama for those employees who completed 4 years.

Unable to stop those employees who want to move their Sponsorship's to green or platinum category.

RED CATEGORY:

A company having 4% of saudi employees will qualify for red category in nitaqat system. Red  category kafeel or employer does not have any benefits from ministry of labor like:

1. No new visa for expatriates.
2. Unable to accept another company employees.
3. Let the employees go for green and platinum companies.
4. Unable to renew Iqama of employees.
5. Unable to change profession of employees.

Sponsor Transfer Without Kafeel Approval

Sponsor Transfer Without Current  Sponsor Approval

Sponsorship transfer is also known as Naqal Kafala in Saudi Arabia.
Labor Ministry made it possible for employees to transfer their sponsorship legally without  kafeel approval in Saudi Arabia. If the employees met any of the below condition.


If your current company is in Red or Yellow Nitaqat  categories of Sponsorship. Labor Ministry allows you to transfer your Sponsorship to another company without informing your current sponsor. To know you current sponsor Nitaqat color read this article.Nitaqat Categories of Employer

Iqama Sponsorship Transfer, If you are a new employees in Saudi Arabia and your company or sponsor failed to provide Iqama or Muqeem card to you within 3 months, then you can change your sponsorship legally with another company without current kafeel approval.

1. Being an employee of your current sponsor, If you did not receive salary from more than 3 months then you are free to join another company. You can transfer your Sponsorship to another company without your current sponsor approval.
2. If you are new in Saudi Arabia as employee and your kafeel or sponsor is in Red or Yellow category, Then you can transfer your Sponsorship without kafeel approval, However you need to contact Labor officers in this situation.
3. If your Iqama or Muqeem is expired before one month and your sponsor did not renew it, Then also you can transfer to new sponsor with the help of labor office.
4. Most of the companies failed in Wage Protection System of Labor Ministry, Tjose companies employees can transfer their Sponsorship to new companies.

Labor Ministry allows employees with the above conditions for Sponsorship transfer to any individual company. If your current sponsor is under Green Nitaqat category then you need your kafeel approval for Sponsorship transfer.

It is not possible for Sponsorship Transfer if you met any of below condition:

1. If your Passport is expired.
2. If you have a valid final exit visa or exit re-entry visa.
3. If you or your new sponsor have any traffic violations.
4. If Labor Ministry (MOL) does not approve your Sponsorship transfer.
5. If you are under huroob or run away status.
6. If sufficient funds not available for transfer service.

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Memorandum Circulars Nos. 3 and 4 (POEA)

Sa mga kapwa ko OFW at sa mga mag aabroad, naglabas po ang Philippine Overseas Employment Agency (POEA) ng Memorandum Circulars Nos. 3 and 4 Series of 2016 para sa mga lisensyadong Recruitment Agencies  na ang layunin ay subaybayan at bigyan ng pansin ang mga reklamo at hinaing ng kanilang mga deployed overseas Filipino workers.

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Karapatan ng mga empleyado sa ilalim ng Saudi Labor Law

Dito sa Saudi Arabia kung wala kang alam sa kanilang batas maaari kang pagsamantalahan ng iyong employer.

1. Recruitment Expenses: Ang employer ay walang karapatan na maningil sa isang manggagawa na may kaugnayan sa recruitment. Ang mga bayad sa pag iisyu ng residence permit (iqama) at pagrerenew nito. Bayad sa sponsorship transfer at exit re-entry visa fees.
2. Rights of Iqama: Sa Saudi Arabia ang iqama isang permit upang manirahan sa Saudi Arabia at kailangan mo panatilihin ito sayo sa lahat ng oras. Ito ay iyong karapatan hilingin sa iyong employer kung wala kapa nito. Kung ang iyong sponsor ay hindi nagbigay sa loob ng tatlong buwan maari kang maghanap ng ibang trabaho.
3. Rights to keep your Passport : Lahat tayo ay aware na ang mga employer ang humahawak ng ating passport. Gayunpaman, ilan lang sa atin na may alam sa batas na walang karapatan ang mga employer na sila ang hahawak nito.
4. Probation Period: Ayon sa Saudi Labor Law ang probationary at dapat hihigit sa 3 buwan. Kung ang iyong employer ay humiling na pahabain, ito ay labag sa batas.
5. Nature of Contract: Mahalaga na dapat mong nauunawaan ang napapaloob sa kuntrata at kung ito ay hindi nakakaapekto sa iyong karapatan at tungkulin.
6. Working Hours and Overtime: Kahit ito ay hindi saklaw ng kontrata. Ang Saudi Labor Law ay nagtakda ng limitasyon na 48 hours maximum per week. Kung ang iyong employer ay humiling ng higit dito ikaw ay may karapatang humingi ng overtime pay.

Ang Buhay OFW sa Saudi Arabia

Siguro isa lamang ako sa mga libo libong OFW na may ganitong karanasan dito sa bansang Saudi.
Ginawa ko ang blog na ito dahil gusto kung makatulong sa kagaya ko o sa mga gusto pang mag abroad kung anong buhay mayroon dito sa Saudi Arabia. Sa totoo lang hindi naman talaga ako mahilig magsulat o gumawa ng blog, wala din akong alam kung paano gumawa ng blog, ginamit ko lang kung anong technology meron tayo ngayon, at saka ito lang sa tingin ko ang paraan para ilabas ang pagka-homesick ko. Alam mo naman internet lang ang pangunahing libangan dito sa Saudi. Ang lifestyle dito trabaho - accomodation lang. Makakapasyal ka lang  tuwing araw lang ng sahod, magpapadala ng pera at kakain ng lutong pinoy  sa downtown.

Sabi nga nila paswertehan lang ang pag aabroad, dahil merong employer na makatao at nakakantindi at meron din namang abusado at sarili lang ang iniisip, hindi ko alam kung ito ba ay dahil sa kultura nila o talagang ito na ang kanilang pagkatao.

Tatlumpo kaming magkakasamang dumating dito sa Saudi Arabia, mayroong firstime sa pag aabroad, meron namang ex-abroad na, Sabi ng mga galing na sa Saudi maliit daw ang bigayan 1,300 + 200 SR. Pero nainganyo kami sa kumisyon na binanggit sa amin sa orientation ng agency na nagpaalis sa amin, Minsan daw halos malaki pa ang kumisyon sa sahod. Kaya pumayag na ang karamihan sa napagkasunduang kuntrata. Kahit na may complication dito, tulad ng under wage at position title. Dahil ang nakasaad dito 1,300 + 300 SR at small truck driver ang posisyon namin. Wala na akong magawa dahil nakapagbigay na ako ng pera para sa placement fee na inutang lng sa lending  at nakapagresign na sa trabaho.

Unang araw ng pagdating namin ay pinagreport na agad kami sa main office para medical na kailangan sa pagkuha ng iqama o residence permit. Binigyan din kami ng temporary residence permit o waraga na hanggang 90 days ang effectivity. Binigyan din kami ng food allowance para makabili ng simcard at mga pangangailngan. Wala kaming sinayang na panahon at nag apply din kami na kumuha ng drivers license.

After 3 Months of probitionary na deploy kami sa iba't ibang probinsya sa Saudi, ako dito sa Jeddah napunta.
Isa akong Retail salesman sa isang malaking manufacturing company dito sa Jeddah Saudi Arabia. Ang trabaho ko ay pumupunta sa mga mini Market o bakala at mag-aalok ng aking produkto. Halos naikot ko na yata buong Jeddah sa pagaalok ng aking tinitindang produkto. Kaya naman imposeble kung di ko pa makuha ang monthly target ko. Ganito lang ang  labanan dito pasipagan at patyagaan. Yun nga lang minsan di mo agad makukuha ang inaasam na kumisyon, kasi minsan sa loob ng isang buwan mayroong mga costumer na mahirap singilin, papabalikin ka nalang sa sunod na linggo, pagkatapos ng isang linggo di naman magbabayad. Kaya ang siste stop commission ang kinalabasan, ito ang masaklap, pinagpaguran mo na...pahirapan pa makuha.

Maganda ang sistema ng kumisyon sa mga unang buwan pero habang tumatagal hindi maganda ang tinatakbo ng kumpanya at lumalala ito pa ito. Umaabot sa punto na ang kumisyon ko ay nauubus dahil sa mga kaltas na  hindi maiwasan, tulad nang short sa stock, mga  expired goods at mga nagsarang tindahan at mga di nakapagbayad na costumer. Hindi pa kasama ang mga traffic violations at unspecified deductions na others lang ang nakalagay sa payslip.
Pero sa aking pagkakaalam meron kaming budget sa expired goods, at di namin sagot ang mga nagsarang tindahan.

Ito ang naging daan upang humingi ako nang tulong sa Philippine Overseas Labor Office (POLO) sa loob ng Jeddah Consulate General. Inihain ko ang aking reklamo laban sa kumpanya tulad ng di maipaliwanag na kaltas at ang mga paglabag ng kumpanya sa Saudi Labor Law.


Marami kaming nagreklamo noong una, hanggang umurong ang aking mga kasama at ako nalang ang natira, dahil siguro sa takot at panggigipit ng kumpanya nang napagalamang nagreklamo kami sa Consulate. Matapos pagaralan ng POLO ang aking reklamo, binigyan nila ako ng recomendation para ihain ang reklamo sa Saudi Labor and Settlement Dispute isang ahensya ng Saudi na itinalaga upang mangasiwa sa mga likramo at hinaing ng mga expatriates sa bansang Saudi Arabia.
 Matapos ang translation ng mga ibedinsya naifile ang kaso at naglabas ng subpoena ang  Ministry of Labor (MOL) para sa kumpanya.


Dahil sa ginawa kong hakbang naghigpit ang kumpanya,ko nag audit at sinaliksik ang aking mga customer kung lihetimo ang  lahat ng mga pautang at naghanap ng butas na pwedeng ibato laban sa akin.


Hindi ako nagkamali sa aking naisip, Nagsampa sila nangkaso laban sa akin sa Riyadh kung saan nakabase ang main office, na ako ay inaakusahang nagnakaw di umano ng 25,000sr.
Ginawa nila lahat ng paraan, nagpadala din sila ng notice for transfer of worker. Nakikiusap sila na pumunta ako ng Riyadh para magpatuloy ng trabaho, at babayaran ko tuwing sahod ang 25,000 SR na di umano ay ninakaw ko sa kanila. Hindi ko ito sinunod at pinagpatuloy ko ang pag attend sa mga hearing.


Ako ay pinahinto sa trabaho at hindi binigyan ng sahod, makalipas ang isang buwan isinama ako ng manager na Egyptian ang sabi may meeting daw at ibabalik ako sa trabaho. Hndi ko nadala ang aking mga document dahil ang pagkaalam ko ay sa  opisina lamang ang punta ngunit dumiretso kami sa pulis kung saan ako pala ay made-detaine.
Umabot ako nang isang linggo na nakulong, pero ako din ay nakalabas dahil sa aking nauna nang nereklamo sa MOL at ito ay iginalang ng mga pulis kaya ako ay nakalabas ng kulungan.
Itinuloy ko ang kaso hanggang umabot ng limang buwan, ang aking pamilya sa pilipinas ay nagtiis dahil sa wala akong maipadala, hndi makapag hanap ng ibang trabaho dahil pinipigil ito ng dati kong employer. Sana kung nagkaisa lang ang aking mga kasama na lumaban hanggang sa huli matatakot sa amin ng kumpanya.
Sa ngayon tapos na ang kuntrata ko dito sa Saudi ngunit nandito parin ako, ang mga dating kasama ko ay nakauwe na ang iba naman ay tinatamasa ang pagbabago ng sistema ng kumpanya dahil sa reklamo ko sa Ministry of Labor ay nakita ng kumpanyang ito na marami silang nailabag sa Labor law ng Saudi.