Off-boarding during the probationary period

- Article 53 of the Labor Law:

"If the worker is subject to a probationary period, this must be explicitly stated in the employment contract and clearly specified, so that it does not exceed ninety days. The probationary period may be extended by written agreement between the worker and the employer, provided that it does not exceed one hundred and eighty days. Eid Al-Fitr and Eid Al-Adha holidays and sick leave are not included in the calculation of the probationary period. Each party has the right to terminate the contract during this period unless the contract includes a text that gives the right to terminate to one of them."

- Article 54 of the Labor Law:

"The worker may not be placed on probation more than once with the same employer. As an exception to this, by written agreement of the two parties to the contract, the worker may be subject to another probationary period, provided that it is in another profession or another job, or that a period of not less than six months has passed since the termination of the worker's relationship with the employer. If the contract is terminated during the probationary period, neither party is entitled to compensation, nor is the worker entitled to an end-of-service gratuity for that."

- Text of Article (19) of the Executive Regulations of the Labor System:

"If the two parties agree to extend the probationary period, this must be by the number of times the work contract is implemented, and during the probationary period.

The extension may be for one time or multiple times, provided that this is by an independent written agreement each time, and in all cases the original probationary period with the extension period or periods must not exceed one hundred and eighty days."

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Adding/Defining a Probation Period for a Specific Employee:

To add a probation period for an employee, if it has not been defined in advance in the employee file, follow these steps:

1- From the user's home page, go to the Employees view.

2- Select the required employee from the list of employees that appears on the screen.

3- Go to the employee file and choose Organization page

4- Go to the bottom of the page and you will see the Contract section - Currently

5- From the Action column, click on the option (...) then "Create a Probation Period"

6- Specify the number of days for the trial period (the default is 90 days, extendable for a period not exceeding 180 days).

note:

If a value greater than 180 days is defined, the system will show a warning about this, with the possibility of adding it if the system admin so desires.

7- Click on the Save Changes option.

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Extending/reducing/modifying the probation period for an employee:

Through the system, the admin can modify, extend or reduce the employee’s trial period, which is usually 90 days and does not exceed 180 days, by following the following steps: -

1- From the user’s home page, go to the employees view.

2- Select the desired employee from the list of employees shown on the screen.

3- Log in to the employee’s file and choose the job information page

4- By scrolling to the bottom of the page, you will see the Contract section

5- From the Action column, click on the option (...) and then choose “Update”

6- Click on the Save Changes option. 

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Employee confirmation during the probationary period (successfully completing the trial period):

 

In the event that the system administrator wishes to confirm that an employee has successfully passed the probationary period on the system before completing the period agreed upon under the employment contract between the two parties, this can be done by following the following steps: -

1- From the user's home page, go to the employee display.

2- Select the required employee from the list of employees that appears on the screen.

3- Enter the employee file and choose the job information page

4- By going down to the bottom of the page, the contract section will appear - currently

5- From the action column, click on the option (...) and then choose "Complete"

 

6- You will receive a confirmation message and a warning that this action cannot be undone.

7-Click “complete" the process.

8- The status will be updated to “Probationary Period Passed”

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Terminating an employee's contract during the probationary period:

 

The admin can terminate an employee's contract during the trial period in the event that the relationship between the two parties ends, by following the following steps: -

1- From the user's home page, go to the employee display page.

2- Choose the required employee from the list of employees that appears on the screen.

3- Click on the 3 vertical dots at the top of the employee's page.

4- Choose to terminate the service.

5- The system will automatically transfer you to the service termination page, from which you can follow the same procedures to terminate the contract.

 

 

Note:
- If the contract is terminated during the trial period, neither party is entitled to compensation, nor is the worker entitled to an end-of-service reward for that (Article 54 of the system).

Therefore, in order for the Jisr system not to calculate the employee’s end-of-service reward:

The reason for terminating the relationship between the two parties must be chosen correctly from the list of reasons for terminating the contract:

Termination of the contract by the employer due to a case in Article 80.

Termination of the contract by the worker in cases other than those mentioned in Article 81.

Employee resignation.

 

Therefore, in order for the Jisr system not to calculate the employee’s end-of-service reward:

The reason for terminating the relationship between the two parties must be chosen correctly from the list of reasons for terminating the contract: