ﻋﻘﺪ اﻟﻌﻤﻞ اﻟﻔﺮﺩﻱ

31 – 27
اﻟﻔﺼﻞ اﻷﻭﻝ : ﺗﻜﻮﻳﻦ ﻋﻘﺪ اﻟﻌﻤﻞ

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 27

ﻳﻜﻮﻥ ﻟﻤﻦ ﺑﻠﻎ ﺳﻦ اﻟﺨﺎﻣﺴﺔ ﻋﺸﺮﺓ ﻣﻦ اﻟﻌﻤﺮ ﺃﻫﻠﻴﺔ ﺇﺑﺮاﻡ ﻋﻘﺪ اﻟﻌﻤﻞ ﺇﺫا ﻛﺎﻥ ﻏﻴﺮ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﻓﺈﻥ ﻛﺎﻧﺖ ﻣﺪﺗﻪ ﻣﺤﺪﺩﺓ ﻓﻼ ﻳﺠﻮﺯ ﺃﻥ ﺗﺠﺎﻭﺯ اﻟﺴﻨﺔ ﻭﺫﻟﻚ ﺣﺘﻰ ﻳﺒﻠﻎ اﻟﺜﺎﻣﻨﺔ ﻋﺸﺮ ﻣﻦ اﻟﻌﻤﺮ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 28

 

ﻳﺠﺐ ﺃﻥ ﻳﻜﻮﻥ ﻋﻘﺪ اﻟﻌﻤﻞ ﺛﺎﺑﺘﺎً ﺑﺎﻟﻜﺘﺎﺑﺔ ﻭﻳﺒﻴﻦ ﻓﻴﻪ ﻋﻠﻰ ﻭﺟﻪ اﻟﺨﺼﻮﺹ ﺗﺎﺭﻳﺦ ﺇﺑﺮاﻡ اﻟﻌﻘﺪ، ﻭﺗﺎﺭﻳﺦ ﻧﻔﺎﺫﻩ، ﻭﻗﻴﻤﺔ اﻷﺟﺮ ﻭﻣﺪﺓ اﻟﻌﻘﺪ ﺇﺫا ﻛﺎﻥ ﻣﺤﺪﺩ اﻟﻤﺪﺓ، ﻭﻃﺒﻴﻌﺔ اﻟﻌﻤﻞ، ﻭﻳﺤﺮﺭ ﻣﻦ ﺛﻼﺙ ﻧﺴﺦ ﺗﻌﻄﻰ ﻭاﺣﺪﺓ ﻟﻜﻞ ﻣﻦ ﻃﺮﻓﻴﻪ ﻭﺗﻮﺩﻉ اﻟﻨﺴﺨﺔ اﻟﺜﺎﻟﺜﺔ ﺑﺎﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ ﺑﺎﻟﻮﺯاﺭﺓ ﻓﺈﻥ ﻟﻢ ﻳﻜﻦ ﻋﻘﺪ اﻟﻌﻤﻞ ﺛﺎﺑﺘﺎً ﻓﻲ ﻣﺤﺮﺭ اﻋﺘﺒﺮ اﻟﻌﻘﺪ ﻗﺎﺋﻤﺎ ﻭﻳﺠﻮﺯ ﻟﻠﻌﺎﻣﻞ ﻓﻲ ﻫﺬﻩ اﻟﺤﺎﻟﺔ ﺇﺛﺒﺎﺕ ﺣﻘﻪ ﺑﻜﺎﻓﺔ ﻃﺮﻕ اﻹﺛﺒﺎﺕ.

ﻭﺳﻮاء ﻛﺎﻥ ﻋﻘﺪ اﻟﻌﻤﻞ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﺃﻭ ﻏﻴﺮ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﻻ ﻳﺠﻮﺯ ﺗﺨﻔﻴﺾ ﺃﺟﺮ اﻟﻌﺎﻣﻞ ﺧﻼﻝ ﻓﺘﺮﺓ ﺳﺮﻳﺎﻥ اﻟﻌﻘﺪ. ﻭﻳﻌﺘﺒﺮ ﺑﺎﻃﻼً ﺑﻄﻼﻧﺎً ﻣﻄﻠﻘﺎ ﻟﺘﻌﻠﻘﻪ ﺑﺎﻟﻨﻈﺎﻡ اﻟﻌﺎﻡ ﻛﻞ اﺗﻔﺎﻕ ﺳﺎﺑﻖ ﻋﻠﻰ ﺳﺮﻳﺎﻥ اﻟﻌﻘﺪ ﺃﻭ ﻻﺣﻖ ﻟﺴﺮﻳﺎﻧﻪ ﻳﺨﺎﻟﻒ ﺫﻟﻚ.

ﻛﻤﺎ ﻻ ﻳﺠﻮﺯ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺗﻜﻠﻴﻒ اﻟﻌﺎﻣﻞ اﻟﻘﻴﺎﻡ ﺑﻌﻤﻞ ﻻ ﻳﺘﻔﻖ ﻣﻊ ﻃﺒﻴﻌﺔ اﻟﻌﻤﻞ اﻟﻤﺒﻴﻨﺔ ﻓﻲ اﻟﻌﻘﺪ ﺃﻭ ﻻ ﻳﺘﻨﺎﺳﺐ ﻣﻊ ﻣﺆﻫﻼﺕ ﻭﺧﺒﺮاﺕ اﻟﻌﺎﻣﻞ اﻟﺘﻲ ﺗﻢ اﻟﺘﻌﺎﻗﺪ ﻣﻌﻪ ﻋﻠﻰ ﺃﺳﺎﺳﻬﺎ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 29

 

ﺗﺤﺮﺭ ﺟﻤﻴﻊ اﻟﻌﻘﻮﺩ ﺑﺎﻟﻠﻐﺔ اﻟﻌﺮﺑﻴﺔ ﻭﻳﺠﻮﺯ ﺇﺿﺎﻓﺔ ﺗﺮﺟﻤﺔ ﻟﻬﺎ ﺑﺈﺣﺪﻯ اﻟﻠﻐﺎﺕ اﻷﺧﺮﻯ ﻣﻊ اﻻﻋﺘﺪاﺩ ﺑﺎﻟﻨﺺ اﻟﻌﺮﺑﻲ ﻋﻨﺪ ﻭﻗﻮﻉ ﺃﻱ ﺧﻼﻑ، ﻭﻳﺴﺮﻱ ﺣﻜﻢ ﻫﺬﻩ اﻟﻤﺎﺩﺓ ﻋﻠﻰ ﻛﺎﻓﺔ اﻟﻤﺮاﺳﻼﺕ ﻭاﻟﻨﺸﺮاﺕ ﻭاﻟﻠﻮاﺋﺢ ﻭاﻟﺘﻌﺎﻣﻴﻢ اﻟﺘﻲ ﻳﺼﺪﺭﻫﺎ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻟﻌﻤﺎﻟﻪ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 30

 

ﺇﺫا ﻛﺎﻥ ﻋﻘﺪ اﻟﻌﻤﻞ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﻭﺟﺐ ﺃﻻ ﺗﺰﻳﺪ ﻣﺪﺗﻪ ﻋﻠﻰ ﺧﻤﺲ ﺳﻨﻮاﺕ ﻭﻻ ﺗﻘﻞ ﻋﻦ ﺳﻨﺔ ﻭاﺣﺪﺓ ﻭﻳﺠﻮﺯ ﺗﺠﺪﻳﺪ اﻟﻌﻘﺪ ﻋﻨﺪ اﻧﺘﻬﺎء ﻣﺪﺗﻪ ﺑﻤﻮاﻓﻘﺔ اﻟﻄﺮﻓﻴﻦ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 31

 

ﺇﺫا ﻛﺎﻥ ﻋﻘﺪ اﻟﻌﻤﻞ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﻭاﺳﺘﻤﺮ اﻟﻄﺮﻓﺎﻥ ﻓﻲ ﺗﻨﻔﻴﺬﻩ ﺑﻌﺪ اﻧﻘﻀﺎء ﻣﺪﺗﻪ ﺩﻭﻥ ﺗﺠﺪﻳﺪ اﻋﺘﺒﺮ ﻣﺠﺪﺩاً ﻟﻤﺪﺩ ﻣﻤﺎﺛﻠﺔ ﻭﺑﺎﻟﺸﺮﻭﻁ اﻟﻮاﺭﺩﺓ ﻓﻴﻪ ﻣﺎ ﻟﻢ ﻳﺘﻔﻖ اﻟﻄﺮﻓﺎﻥ ﻋﻠﻰ ﺗﺠﺪﻳﺪﻩ ﺑﺸﺮﻭﻁ ﺃﺧﺮﻯ ﻭﻓﻲ ﻛﻞ اﻷﺣﻮاﻝ ﻳﺠﺐ ﺃﻻ ﻳﻤﺲ اﻟﺘﺠﺪﻳﺪ ﻣﺴﺘﺤﻘﺎﺕ اﻟﻌﺎﻣﻞ اﻟﻤﻜﺘﺴﺒﺔ اﻟﺘﻲ ﻧﺸﺄﺕ ﻋﻦ اﻟﻌﻘﺪ اﻟﺴﺎﺑﻖ.

 


40 – 32
اﻟﻔﺼﻞ اﻟﺜﺎﻧﻲ : ﻓﻲ اﻟﺘﺰاﻣﺎﺕ اﻟﻌﺎﻣﻞ ﻭ ﺻﺎﺣﺐ ﻭاﻟﺨﺒﺮاﺕ اﻟﺘﺄﺩﻳﺒﻴﺔ

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 32

 

ﺗﺤﺪﺩ ﻓﺘﺮﺓ ﺗﺠﺮﺑﺔ اﻟﻌﺎﻣﻞ ﻓﻲ ﻋﻘﺪ اﻟﻌﻤﻞ ﺑﺸﺮﻁ ﺃﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﻣﺎﺋﺔ ﻳﻮﻡ ﻋﻤﻞ ﻭﻳﻜﻮﻥ ﻷﻱ ﻣﻦ ﻃﺮﻓﻲ اﻟﻌﻘﺪ ﺇﻧﻬﺎﺅﻩ ﺧﻼﻝ ﻓﺘﺮﺓ اﻟﺘﺠﺮﺑﺔ ﺩﻭﻥ ﺇﺧﻄﺎﺭ. ﻓﺈﺫا ﻛﺎﻥ اﻹﻧﻬﺎء ﻣﻦ ﺟﺎﻧﺐ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺘﺰﻡ ﺑﺪﻓﻊ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ ﻟﻠﻌﺎﻣﻞ ﻋﻦ ﻓﺘﺮﺓ ﻋﻤﻠﻪ ﻃﺒﻘﺎ ﻷﺣﻜﺎﻡ ﻫﺬا اﻟﻘﺎﻧﻮﻥ.

ﻭﻻ ﻳﺠﻮﺯ اﺳﺘﺨﺪاﻡ اﻟﻌﺎﻣﻞ ﺗﺤﺖ اﻟﺘﺠﺮﺑﺔ ﻟﺪﻯ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻛﺜﺮ ﻣﻦ ﻣﺮﺓ، ﻭﻳﺼﺪﺭ اﻟﻮﺯﻳﺮ ﻗﺮاﺭا ﻳﻨﻈﻢ ﺷﺮﻭﻁ ﻭﺿﻮاﺑﻂ اﻟﻌﻤﻞ ﺃﺛﻨﺎء اﻟﻔﺘﺮﺓ اﻟﺘﺠﺮﻳﺒﻴﺔ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 33

 

ﺇﺫا ﻋﻬﺪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺇﻟﻰ ﺁﺧﺮ ﺑﺘﺄﺩﻳﺔ ﻋﻤﻞ ﻣﻦ ﺃﻋﻤﺎﻟﻪ ﺃﻭ ﺟﺰء ﻣﻨﻬﺎ ﻣﻦ اﻟﺒﺎﻃﻦ ﻭﻛﺎﻥ ﺫﻟﻚ ﻓﻲ ﻇﺮﻭﻑ ﻋﻤﻞ ﻭاﺣﺪﺓ ﻭﺟﺐ ﻋﻠﻰ ﻣﻦ ﻋﻬﺪ ﺇﻟﻴﻪ ﺑﺎﻟﻌﻤﻞ ﺃﻥ ﻳﺴﻮﻱ ﺑﻴﻦ ﻋﻤﺎﻟﻪ ﻭﻋﻤﺎﻝ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻷﺻﻠﻲ ﻓﻲ ﺟﻤﻴﻊ اﻟﺤﻘﻮﻕ ﻭﻳﻜﻮﻥ ﻛﻞ ﻣﻨﻬﻤﺎ ﻣﺘﻀﺎﻣﻨﺎ ﻣﻊ اﻵﺧﺮ ﻓﻲ ﺫﻟﻚ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 34

 

ﻳﻠﺘﺰﻡ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﻤﺘﻌﺎﻗﺪ ﻟﺘﻨﻔﻴﺬ ﻣﺸﺮﻭﻉ ﺣﻜﻮﻣﻲ ﺃﻭ ﻳﻘﻮﻡ ﺑﺎﺳﺘﺨﺪاﻡ ﻋﻤﺎﻟﻪ ﻓﻲ اﻟﻤﻨﺎﻃﻖ اﻟﺒﻌﻴﺪﺓ ﻋﻦ اﻟﻌﻤﺮاﻥ ﺑﺘﻮﻓﻴﺮ اﻟﺴﻜﻦ اﻟﻤﻨﺎﺳﺐ ﻟﻠﻌﻤﺎﻝ ﻭﻛﺬﻟﻚ ﻭﺳﺎﺋﻞ اﻻﻧﺘﻘﺎﻝ ﻟﻠﻤﻨﺎﻃﻖ اﻟﺒﻌﻴﺪﺓ ﻋﻦ اﻟﻌﻤﺮاﻥ ﺩﻭﻥ ﻣﻘﺎﺑﻞ ﻭﻓﻲ ﺣﺎﻟﺔ ﻋﺪﻡ ﺗﻮﻓﻴﺮ اﻟﺴﻜﻦ ﻳﻤﻨﺢ ﻟﻬﻢ ﺑﺪﻝ ﺳﻜﻦ ﻣﻨﺎﺳﺒﺎ ﻭﺗﺤﺪﺩ ﺑﻘﺮاﺭ ﻣﻦ اﻟﻮﺯﻳﺮ اﻟﻤﻨﺎﻃﻖ اﻟﺒﻌﻴﺪﺓ ﻋﻦ اﻟﻌﻤﺮاﻥ ﻭﺷﺮﻭﻁ اﻟﺴﻜﻦ اﻟﻤﻨﺎﺳﺐ ﻭﺑﺪﻝ اﻟﺴﻜﻦ.

ﻭﻓﻲ ﺟﻤﻴﻊ اﻷﺣﻮاﻝ اﻷﺧﺮﻯ اﻟﺘﻲ ﻳﻠﺘﺰﻡ ﻓﻴﻬﺎ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﺘﻮﻓﻴﺮ ﺳﻜﻦ ﻟﻌﻤﺎﻟﻪ ﺗﺴﺮﻱ ﻋﻠﻴﻪ ﺃﺣﻜﺎﻡ اﻟﻘﺮاﺭ اﻟﻤﻨﺼﻮﺹ ﻋﻠﻴﻪ ﻓﻲ اﻟﻔﻘﺮﺓ اﻟﺴﺎﺑﻘﺔ ﻓﻲ ﺷﺄﻥ ﺷﺮﻭﻁ اﻟﺴﻜﻦ اﻟﻤﻨﺎﺳﺐ ﻭﺗﺤﺪﻳﺪ ﺑﺪﻝ اﻟﺴﻜﻦ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 35

 

ﻳﺠﺐ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﻌﻠﻖ ﻓﻲ ﻣﻜﺎﻥ ﻇﺎﻫﺮ ﺑﻤﻘﺮ اﻟﻌﻤﻞ ﻻﺋﺤﺔ اﻟﺠﺰاءاﺕ اﻟﺘﻲ ﻳﺠﻮﺯ ﺗﻮﻗﻴﻌﻬﺎ ﻋﻠﻰ اﻟﻌﻤﺎﻝ اﻟﻤﺨﺎﻟﻔﻴﻦ ﻭﻳﺮاﻋﻲ ﻓﻲ ﺇﻋﺪاﺩ ﻟﻮاﺋﺢ اﻟﺠﺰاءاﺕ ﻣﺎ ﻳﻠﻲ:

 

ﺃ- ﺃﻥ ﺗﺤﺪﺩ اﻟﻤﺨﺎﻟﻔﺎﺕ اﻟﺘﻲ ﻗﺪ ﺗﻘﻊ ﻣﻦ اﻟﻌﻤﺎﻝ ﻭﻳﺤﺪﺩ اﻟﺠﺰاء ﻟﻜﻞ ﻣﻨﻬﺎ.
ﺏ- ﺃﻥ ﺗﺘﻀﻤﻦ ﺟﺰاءاﺕ ﻣﺘﺪﺭﺟﺔ ﻟﻠﻤﺨﺎﻟﻔﺎﺕ.
ﺝ- ﺃﻻ ﻳﻮﻗﻊ ﺃﻛﺜﺮ ﻣﻦ ﺟﺰاء ﻭاﺣﺪ ﻟﻠﻤﺨﺎﻟﻔﺔ اﻟﻮاﺣﺪﺓ.
ﺩ- ﺃﻻ ﻳﻌﺎﻗﺐ اﻟﻌﺎﻣﻞ ﻋﻦ ﺃﻱ ﻓﻌﻞ اﺭﺗﻜﺒﻪ ﻭﻣﺮ ﻋﻠﻰ ﺗﺎﺭﻳﺦ ﺛﺒﻮﺗﻪ ﺧﻤﺴﺔ ﻋﺸﺮ ﻳﻮﻣﺎ.
ﻫ- ﺃﻻ ﻳﻮﻗﻊ اﻟﺠﺰاء ﻋﻠﻰ اﻟﻌﺎﻣﻞ ﻷﻣﺮ اﺭﺗﻜﺒﻪ ﺧﺎﺭﺝ ﻣﻜﺎﻥ اﻟﻌﻤﻞ ﺇﻻ ﺇﺫا ﻛﺎﻥ ﻟﻪ ﻋﻼﻗﺔ ﺑﺎﻟﻌﻤﻞ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 36

 

ﻳﺠﺐ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﻌﺘﻤﺪ ﻻﺋﺤﺔ اﻟﺠﺰاءاﺕ ﻗﺒﻞ ﺗﻄﺒﻴﻘﻬﺎ ﻣﻦ اﻟﻮﺯاﺭﺓ. ﻭﻟﻠﻮﺯاﺭﺓ ﺃﻥ ﺗﻌﺪﻝ ﻓﻴﻬﺎ ﻃﺒﻘﺎ ﻟﻄﺒﻴﻌﺔ ﻧﺸﺎﻁ اﻟﻤﻨﺸﺄﺓ ﺃﻭ ﻇﺮﻭﻑ اﻟﻌﻤﻞ ﺑﻤﺎ ﻳﺘﻔﻖ ﻭﺃﺣﻜﺎﻡ ﻫﺬا اﻟﻘﺎﻧﻮﻥ.

ﻭﻋﻠﻰ اﻟﻮﺯاﺭﺓ ﻋﺮﺽ ﻫﺬﻩ اﻟﻠﻮاﺋﺢ ﻋﻠﻰ اﻟﻤﻨﻈﻤﺔ اﻟﻤﺨﺘﺼﺔ ﺇﻥ ﻭﺟﺪﺕ ﻭﺇﻥ ﻟﻢ ﺗﻮﺟﺪ اﻟﻤﻨﻈﻤﺔ اﻟﻤﺨﺘﺼﺔ ﻳﺘﻢ اﻟﻠﺠﻮء ﻟﻻﺗﺤﺎﺩ اﻟﻌﺎﻡ ﻟﻴﺒﺪﻱ ﻣﻼﺣﻈﺎﺗﻪ ﻭاﻗﺘﺮاﺣﺎﺗﻪ ﻋﻠﻰ ﻫﺬﻩ اﻟﻠﻮاﺋﺢ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 37

 

ﻻ ﻳﺠﻮﺯ ﺗﻮﻗﻴﻊ ﺟﺰاء ﻋﻠﻰ اﻟﻌﺎﻣﻞ ﺇﻻ ﺑﻌﺪ ﺇﺑﻼﻏﻪ ﻛﺘﺎﺑﺔ ﺑﻤﺎ ﻫﻮ ﻣﻨﺴﻮﺏ ﺇﻟﻴﻪ ﻭﺳﻤﺎﻉ ﺃﻗﻮاﻟﻪ ﻭﺗﺤﻘﻴﻖ ﺩﻓﺎﻋﻪ ﻭﺇﺛﺒﺎﺕ ﺫﻟﻚ ﻓﻲ ﻣﺤﻀﺮ ﻳﻮﺩﻉ ﺑﻤﻠﻔﻪ اﻟﺨﺎﺹ ﻭﻳﺠﺐ ﺇﺑﻼﻍ اﻟﻌﺎﻣﻞ ﻛﺘﺎﺑﺔ ﺑﻤﺎ ﻭﻗﻊ ﻋﻠﻴﻪ ﻣﻦ ﺟﺰاءاﺕ ﻭﻧﻮﻋﻬﺎ ﻭﻣﻘﺪاﺭﻫﺎ ﻭﺃﺳﺒﺎﺏ ﺗﻮﻗﻴﻌﻬﺎ ﻭاﻟﻌﻘﻮﺑﺔ اﻟﺘﻲ ﻳﺘﻌﺮﺽ ﻟﻬﺎ ﻓﻲ ﺣﺎﻟﺔ اﻟﻌﻮﺩ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 38

 

ﻻ ﻳﺠﻮﺯ ﺗﻨﻔﻴﺬ اﻟﺨﺼﻢ ﻣﻦ ﺃﺟﺮ اﻟﻌﺎﻣﻞ ﻟﻤﺪﺓ ﺗﺠﺎﻭﺯ ﺧﻤﺴﺔ ﺃﻳﺎﻡ ﺷﻬﺮﻳﺎ ﻓﺈﺫا ﺗﺠﺎﻭﺯﺕ اﻟﻌﻘﻮﺑﺔ ﺫﻟﻚ ﻳﺨﺼﻢ اﻟﻘﺪﺭ اﻟﺰاﺋﺪ ﻣﻦ ﺃﺟﺮ اﻟﺸﻬﺮ اﻟﻤﻘﺒﻞ ﺃﻭ اﻷﺷﻬﺮ اﻟﺘﺎﻟﻴﺔ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 39

 

ﻳﺠﻮﺯ ﻭﻗﻒ اﻟﻌﺎﻣﻞ ﻟﻤﺼﻠﺤﺔ اﻟﺘﺤﻘﻴﻖ اﻟﺬﻱ ﻳﺠﺮﻳﻪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻭ ﻣﻦ ﻳﻨﻮﺏ ﻋﻨﻪ ﻟﻤﺪﺓ ﻻ ﺗﺠﺎﻭﺯ ﻋﺸﺮﺓ ﺃﻳﺎﻡ ﻓﺈﺫا اﻧﺘﻬﻰ اﻟﺘﺤﻘﻴﻖ ﻣﻌﻪ ﺇﻟﻰ ﻋﺪﻡ ﻣﺴﺆﻭﻟﻴﺘﻪ ﺻﺮﻑ ﻟﻪ ﺃﺟﺮﻩ ﻋﻦ ﻣﺪﺓ اﻟﻮﻗﻒ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 40

 

ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﻀﻊ ﺣﺼﻴﻠﺔ اﻟﺨﺼﻢ ﻣﻦ ﺃﺟﻮﺭ ﻋﻤﺎﻟﻪ ﻓﻲ ﺻﻨﺪﻭﻕ ﻳﺨﺼﺺ ﻟﻠﺼﺮﻑ ﻣﻨﻪ ﻋﻠﻰ اﻟﻨﻮاﺣﻲ اﻻﺟﺘﻤﺎﻋﻴﺔ ﻭاﻻﻗﺘﺼﺎﺩﻳﺔ ﻭاﻟﺜﻘﺎﻓﻴﺔ اﻟﺘﻲ ﺗﻌﻮﺩ ﻋﻠﻰ اﻟﻌﻤﺎﻝ ﺑﺎﻟﻔﺎﺋﺪﺓ ﻭﺗﻘﻴﻴﺪ اﻟﺠﺰاءاﺕ ﺑﺎﻟﺨﺼﻢ اﻟﺘﻲ ﺗﻮﻗﻊ ﻋﻠﻰ اﻟﻌﺎﻣﻞ ﻓﻲ ﺳﺠﻞ ﺧﺎﺹ ﻳﺒﻴﻦ ﻓﻴﻪ ﺇﺳﻢ اﻟﻌﺎﻣﻞ ﻭﻣﻘﺪاﺭ اﻟﺨﺼﻢ ﻭﺳﺒﺐ ﺗﻮﻗﻴﻌﻪ. ﻭﻓﻲ ﺣﺎﻟﺔ ﺗﺼﻔﻴﺔ اﻟﻤﻨﺸﺄﺓ ﺗﻮﺯﻉ ﺣﺼﻴﻠﺔ اﻟﺨﺼﻢ اﻟﻤﻮﺟﻮﺩﺓ ﻓﻲ اﻟﺼﻨﺪﻭﻕ ﻋﻠﻰ اﻟﻌﻤﺎﻝ اﻟﻤﻮﺟﻮﺩﻳﻦ ﻓﻴﻬﺎ ﻭﻗﺖ اﻟﺘﺼﻔﻴﺔ ﺑﻨﺴﺒﺔ ﻣﺪﺓ ﺧﺪﻣﺔ ﻛﻞ ﻣﻨﻬﻢ.

ﻭﻳﺼﺪﺭ اﻟﻮﺯﻳﺮ ﻗﺮاﺭا ﺑﺎﻟﻀﻮاﺑﻂ اﻟﻤﻨﻈﻤﺔ ﻟﻠﺼﻨﺪﻭﻕ اﻟﻤﺸﺎﺭ ﺇﻟﻴﻪ ﻭﻃﺮﻳﻘﺔ اﻟﺘﻮﺯﻳﻊ.

 

54 – 41
اﻟﻔﺼﻞ اﻟﺜﺎﻟﺚ : ﻓﻲ ﺇﻧﺘﻬﺎء ﻋﻘﺪ اﻟﻌﻤﻞ ﻭﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 41

 

ﻣﻊ ﻣﺮاﻋﺎﺓ ﺃﺣﻜﺎﻡ اﻟﻤﺎﺩﺓ (37) ﻣﻦ ﻫﺬا اﻟﻘﺎﻧﻮﻥ

ﺃ- ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﻔﺼﻞ اﻟﻌﺎﻣﻞ ﺩﻭﻥ ﺇﺧﻄﺎﺭ ﺃﻭ ﺗﻌﻮﻳﺾ ﺃﻭ ﻣﻜﺎﻓﺄﺓ ﺇﺫا اﺭﺗﻜﺐ اﻟﻌﺎﻣﻞ ﺃﺣﺪ اﻷﻓﻌﺎﻝ اﻵﺗﻴﺔ:

  1. ﺇﺫا اﺭﺗﻜﺐ اﻟﻌﺎﻣﻞ ﺧﻄﺄ ﻧﺘﺠﺖ ﻋﻨﻪ ﺧﺴﺎﺭﺓ ﺟﺴﻴﻤﺔ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ.
  2. ﺇﺫا ﺛﺒﺖ ﺃﻥ اﻟﻌﺎﻣﻞ ﻗﺪ ﺣﺼﻞ ﻋﻠﻰ اﻟﻌﻤﻞ ﻧﺘﻴﺠﺔ ﻏﺶ ﺃﻭ ﺗﺪﻟﻴﺲ.
  3. ﺇﺫا ﺃﻓﺸﻰ اﻟﻌﺎﻣﻞ اﻷﺳﺮاﺭ اﻟﺨﺎﺻﺔ ﺑﺎﻟﻤﻨﺸﺄﺓ ﻣﻤﺎ ﺗﺴﺒﺐ ﺃﻭ ﻛﺎﻥ ﻣﻦ ﺷﺄﻧﻪ ﺃﻥ ﻳﺘﺴﺒﺐ ﺑﺨﺴﺎﺭﺓ ﻣﺤﻘﻘﺔ ﻟﻬﺎ.

ﺏ- ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﻓﺼﻞ اﻟﻌﺎﻣﻞ ﻓﻲ ﺇﺣﺪﻯ اﻟﺤﺎﻻﺕ اﻵﺗﻴﺔ:

  1. ﺇﺫا ﺣﻜﻢ ﻋﻠﻴﻪ ﻧﻬﺎﺋﻴﺎ ﺑﺠﺮﻳﻤﺔ ﻣﺎﺳﺔ ﺑﺎﻟﺸﺮﻑ ﺃﻭ اﻷﻣﺎﻧﺔ ﺃﻭ اﻷﺧﻼﻕ.
  2. ﺇﺫا اﺭﺗﻜﺐ ﻋﻤﻼ ﻣﺨﻼ ﺑﺎﻵﺩاﺏ اﻟﻌﺎﻣﺔ ﻓﻲ ﻣﻜﺎﻥ اﻟﻌﻤﻞ.
  3. ﺇﺫا ﻭﻗﻊ ﻣﻨﻪ اﻋﺘﺪاء ﻋﻠﻰ ﺃﺣﺪ ﺯﻣﻼﺋﻪ ﺃﻭ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻭ ﻣﻦ ﻳﻨﻮﺏ ﻋﻨﻪ ﺃﺛﻨﺎء اﻟﻌﻤﻞ ﺃﻭ ﺑﺴﺒﺒﻪ.
  4. ﺇﺫا ﺃﺧﻞ ﺃﻭ ﻗﺼﺮ ﻓﻲ ﺃﻱ ﻣﻦ اﻹﻟﺘﺰاﻣﺎﺕ اﻟﻤﻔﺮﻭﺿﺔ ﻋﻠﻴﻪ ﺑﻨﺼﻮﺹ اﻟﻌﻘﺪ ﻭﺃﺣﻜﺎﻡ ﻫﺬا اﻟﻘﺎﻧﻮﻥ.
  5. ﺇﺫا ﺛﺒﺘﺖ ﻣﺨﺎﻟﻔﺘﻪ اﻟﻤﺘﻜﺮﺭﺓ ﻟﺘﻌﻠﻴﻤﺎﺕ ﺻﺎﺣﺐ اﻟﻌﻤﻞ.

ﻭﻓﻲ ﻫﺬﻩ اﻟﺤﺎﻻﺕ ﻻ ﻳﺘﺮﺗﺐ ﻋﻠﻰ ﻗﺮاﺭ اﻟﻔﺼﻞ ﺣﺮﻣﺎﻥ اﻟﻌﺎﻣﻞ ﻣﻦ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ.

ﺝ- ﻟﻠﻌﺎﻣﻞ اﻟﻤﻔﺼﻮﻝ ﻹﺣﺪﻯ اﻟﺤﺎﻻﺕ اﻟﻤﺬﻛﻮﺭﺓ ﻓﻲ ﻫﺬﻩ اﻟﻤﺎﺩﺓ ﺣﻖ اﻟﻄﻌﻦ ﻓﻲ ﻗﺮاﺭ اﻟﻔﺼﻞ ﺃﻣﺎﻡ اﻟﺪاﺋﺮﺓ اﻟﻌﻤﺎﻟﻴﺔ اﻟﻤﺨﺘﺼﺔ ﻭﺫﻟﻚ ﻭﻓﻘﺎ ﻟﻹﺟﺮاءاﺕ اﻟﻤﻨﺼﻮﺹ ﻋﻠﻴﻬﺎ ﻓﻲ ﻫﺬا اﻟﻘﺎﻧﻮﻥ ﻭﺇﺫا ﺛﺒﺖ ﺑﻤﻮﺟﺐ ﺣﻜﻢ ﻧﻬﺎﺋﻲ ﺃﻥ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻗﺪ ﺗﻌﺴﻒ ﻓﻲ ﻓﺼﻠﻪ اﺳﺘﺤﻖ اﻷﺧﻴﺮ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ ﻭﺗﻌﻮﻳﻀﺎ ﻋﻤﺎ ﻟﺤﻘﻪ ﻣﻦ ﺃﺿﺮاﺭ ﻣﺎﺩﻳﺔ ﻭﺃﺩﺑﻴﺔ.

ﻭﻓﻲ ﺟﻤﻴﻊ اﻷﺣﻮاﻝ ﻳﺠﺐ ﺃﻥ ﻳﺒﻠﻎ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﻮﺯاﺭﺓ ﺑﻘﺮاﺭ اﻟﻔﺼﻞ ﻭﺃﺳﺒﺎﺑﻪ ﻭﺗﺘﻮﻟﻰ اﻟﻮﺯاﺭﺓ ﺇﺑﻼﻍ ﺟﻬﺎﺯ ﺇﻋﺎﺩﺓ ﻫﻴﻜﻠﺔ اﻟﻘﻮﻯ اﻟﻌﺎﻣﻠﺔ.

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 42

 

ﺇﺫا ﻋﻬﺪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺇﻟﻰ ﺁﺧﺮ ﺑﺘﺄﺩﻳﺔ ﻋﻤﻞ ﻣﻦ ﺃﻋﻤﺎﻟﻪ ﺃﻭ ﺟﺰء ﻣﻨﻬﺎ ﻣﻦ اﻟﺒﺎﻃﻦ ﻭﻛﺎﻥ ﺫﻟﻚ ﻓﻲ ﻇﺮﻭﻑ ﻋﻤﻞ ﻭاﺣﺪﺓ ﻭﺟﺐ ﻋﻠﻰ ﻣﻦ ﻋﻬﺪ ﺇﻟﻴﻪ ﺑﺎﻟﻌﻤﻞ ﺃﻥ ﻳﺴﻮﻱ ﺑﻴﻦ ﻋﻤﺎﻟﻪ ﻭﻋﻤﺎﻝ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻷﺻﻠﻲ ﻓﻲ ﺟﻤﻴﻊ اﻟﺤﻘﻮﻕ ﻭﻳﻜﻮﻥ ﻛﻞ ﻣﻨﻬﻤﺎ ﻣﺘﻀﺎﻣﻨﺎ ﻣﻊ اﻵﺧﺮ ﻓﻲ ﺫﻟﻚ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 43

 

ﺇﺫا ﺣﺒﺲ اﻟﻌﺎﻣﻞ ﺑﺴﺒﺐ اﺗﻬﺎﻡ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻟﻪ ﺣﺒﺴﺎ اﺣﺘﻴﺎﻃﻴﺎ ﺃﻭ ﺗﻨﻔﻴﺬا ﻟﺤﻜﻢ ﻗﻀﺎﺋﻲ ﻏﻴﺮ ﻧﻬﺎﺋﻲ، اﻋﺘﺒﺮ ﻣﻮﻗﻮﻓﺎ ﻋﻦ اﻟﻌﻤﻞ ﻭﻻ ﻳﺠﻮﺯ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺇﻧﻬﺎء ﻋﻘﺪﻩ ﺇﻻ ﺇﺫا ﺃﺩﻳﻦ ﺑﺤﻜﻢ ﻧﻬﺎﺋﻲ.

ﻭﺇﺫا ﺻﺪﺭ ﺣﻜﻢ ﺑﺒﺮاءﺗﻪ ﻣﻦ اﻟﺘﻬﻤﺔ ﺃﻭ اﻟﺘﻬﻢ اﻟﺘﻲ ﺃﺳﻨﺪﻫﺎ ﺇﻟﻴﻪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺘﺰﻡ ﻫﺬا اﻷﺧﻴﺮ ﺑﺼﺮﻑ ﺃﺟﺮﻩ ﻋﻦ ﻣﺪﺓ ﻭﻗﻔﻪ، ﻣﻊ ﺗﻌﻮﻳﻀﻪ ﺗﻌﻮﻳﻀﺎ ﻋﺎﺩﻻ ﺗﻘﺪﺭﻩ اﻟﻤﺤﻜﻤﺔ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 44

 

ﺇﺫا ﻛﺎﻥ ﻋﻘﺪ اﻟﻌﻤﻞ ﻏﻴﺮ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﺟﺎﺯ ﻟﻜﻞ ﻣﻦ ﻃﺮﻓﻴﻪ ﺇﻧﻬﺎﺅﻩ ﺑﻌﺪ ﺇﺧﻄﺎﺭ اﻟﻄﺮﻑ اﻵﺧﺮ ﻋﻠﻰ اﻟﻮﺟﻪ اﻵﺗﻲ:

ﺃ- ﻗﺒﻞ ﺇﻧﻬﺎء اﻟﻌﻘﺪ ﺑﺜﻼﺛﺔ ﺃﺷﻬﺮ ﻋﻠﻰ اﻷﻗﻞ ﺑﺎﻟﻨﺴﺒﺔ ﻟﻠﻌﻤﺎﻝ اﻟﻤﻌﻴﻨﻴﻦ ﺑﺄﺟﺮ ﺷﻬﺮﻱ.
ﺏ- ﻗﺒﻞ ﺇﻧﻬﺎء اﻟﻌﻘﺪ ﺑﺸﻬﺮ ﻋﻠﻰ اﻷﻗﻞ ﺑﺎﻟﻨﺴﺒﺔ ﻟﻠﻌﻤﺎﻝ اﻵﺧﺮﻳﻦ ﻓﺈﺫا ﻟﻢ ﻳﺮاﻉ اﻟﻄﺮﻑ اﻟﺬﻱ ﺃﻧﻬﻰ اﻟﻌﻘﺪ ﻣﺪﺓ اﻹﺧﻄﺎﺭ ﻓﺈﻧﻪ ﻳﻠﺘﺰﻡ ﺑﺄﻥ ﻳﺪﻓﻊ ﻟﻠﻄﺮﻑ اﻵﺧﺮ ﺑﺪﻝ ﻣﻬﻠﺔ اﻹﺧﻄﺎﺭ ﻣﺴﺎﻭﻳﺎ ﻷﺟﺮ اﻟﻌﺎﻣﻞ ﻋﻦ ﻧﻔﺲ اﻟﻤﺪﺓ.
ﺝ- ﺇﺫا ﻛﺎﻥ اﻹﺧﻄﺎﺭ ﻣﻦ ﺟﺎﻧﺐ ﺻﺎﺣﺐ اﻟﻌﻤﻞ، ﻳﺤﻖ ﻟﻠﻌﺎﻣﻞ ﺃﻥ ﻳﺘﻐﻴﺐ ﻳﻮﻣﺎ ﻛﺎﻣﻼ ﻓﻲ اﻷﺳﺒﻮﻉ ﺃﻭ ﺛﻤﺎﻧﻲ ﺳﺎﻋﺎﺕ ﺃﺛﻨﺎء اﻷﺳﺒﻮﻉ ﻭﺫﻟﻚ ﻟﻠﺒﺤﺚ ﻋﻦ ﻋﻤﻞ ﺁﺧﺮ ﻣﻊ اﺳﺘﺤﻘﺎﻗﻪ ﻷﺟﺮ ﻋﻦ ﻳﻮﻡ ﺃﻭ ﺳﺎﻋﺎﺕ اﻟﻐﻴﺎﺏ.
ﻭﻳﻜﻮﻥ ﻟﻠﻌﺎﻣﻞ ﺗﺤﺪﻳﺪ ﻳﻮﻡ اﻟﻐﻴﺎﺏ ﻭﺳﺎﻋﺎﺗﻪ ﺑﺸﺮﻁ ﺃﻥ ﻳﺨﻄﺮ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﺬﻟﻚ ﻓﻲ اﻟﻴﻮﻡ اﻟﺴﺎﺑﻖ ﻟﻠﻐﻴﺎﺏ ﻋﻠﻰ اﻷﻗﻞ.

ﺩ- ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﻌﻔﻲ اﻟﻌﺎﻣﻞ ﻋﻦ اﻟﻌﻤﻞ ﺃﺛﻨﺎء ﻣﻬﻠﺔ اﻹﺧﻄﺎﺭ ﻣﻊ اﺣﺘﺴﺎﺏ ﻣﺪﺓ ﺧﺪﻣﺔ اﻟﻌﺎﻣﻞ ﻣﺴﺘﻤﺮﺓ ﺇﻟﻰ ﺣﻴﻦ اﻧﺘﻬﺎء ﺗﻠﻚ اﻟﻤﻬﻠﺔ، ﻣﻊ ﻣﺎ ﻳﺘﺮﺗﺐ ﻋﻠﻰ ﺫﻟﻚ ﻣﻦ ﺁﺛﺎﺭﻭﺑﺨﺎﺻﺔ اﺳﺘﺤﻘﺎﻕ اﻟﻌﺎﻣﻞ ﺃﺟﺮﻩ ﻋﻦ ﻣﻬﻠﺔ اﻹﺧﻄﺎﺭ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 45

 

ﻻ ﻳﺠﻮﺯ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ اﺳﺘﻌﻤﺎﻝ ﺣﻖ ﺇﻧﻬﺎء اﻟﻌﻘﺪ اﻟﻤﺨﻮﻝ ﻟﻪ ﺑﻤﻘﺘﻀﻰ اﻟﻤﺎﺩﺓ اﻟﺴﺎﺑﻘﺔ ﺃﺛﻨﺎء ﺗﻤﺘﻊ اﻟﻌﺎﻣﻞ ﺑﺈﺟﺎﺯﺓ ﻣﻦ اﻹﺟﺎﺯاﺕ اﻟﻤﻨﺼﻮﺹ ﻋﻠﻴﻬﺎ ﻓﻲ ﻫﺬا اﻟﻘﺎﻧﻮﻥ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 46

 

ﻻ ﻳﺠﻮﺯ ﺇﻧﻬﺎء ﺧﺪﻣﺔ اﻟﻌﺎﻣﻞ ﻣﻦ ﺩﻭﻥ ﻣﺒﺮﺭ ﺃﻭ ﺑﺴﺒﺐ ﻧﺸﺎﻃﻪ اﻟﻨﻘﺎﺑﻲ ﺃﻭ ﺑﺴﺒﺐ اﻟﻤﻄﺎﻟﺒﺔ ﺃﻭ اﻟﺘﻤﺘﻊ ﺑﺤﻘﻮﻗﻪ اﻟﻤﺸﺮﻭﻋﺔ ﻭﻓﻘﺎ ﻷﺣﻜﺎﻡ اﻟﻘﺎﻧﻮﻥ، ﻛﻤﺎ ﻻ ﻳﺠﻮﺯ ﺇﻧﻬﺎء ﺧﺪﻣﺔ اﻟﻌﺎﻣﻞ ﺑﺴﺒﺐ اﻟﺠﻨﺲ ﺃﻭ اﻷﺻﻞ ﺃﻭ اﻟﺪﻳﻦ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 47

 

ﺇﺫا ﻛﺎﻥ ﻋﻘﺪ اﻟﻌﻤﻞ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﻭﻗﺎﻡ ﺃﺣﺪ ﻃﺮﻓﻴﻪ ﺑﺈﻧﻬﺎﺋﻪ ﺑﻐﻴﺮ ﺣﻖ اﻟﺘﺰﻡ ﺑﺘﻌﻮﻳﺾ اﻟﻄﺮﻑ اﻵﺧﺮ ﻋﻤﺎ ﺃﺻﺎﺑﻪ ﻣﻦ ﺿﺮﺭ ﻋﻠﻰ ﺃﻻ ﻳﺠﺎﻭﺯ ﻣﺒﻠﻎ اﻟﺘﻌﻮﻳﺾ ﻣﺎ ﻳﺴﺎﻭﻱ ﺃﺟﺮ اﻟﻌﺎﻣﻞ ﻋﻦ اﻟﻤﺪﺓ اﻟﻤﺘﺒﻘﻴﺔ ﻣﻦ اﻟﻌﻘﺪ ﻭﻳﺮاﻋﻰ ﻓﻲ ﺗﺤﺪﻳﺪ اﻟﻀﺮﺭ ﺑﺎﻟﻨﺴﺒﺔ ﺇﻟﻰ ﻃﺮﻓﻴﻪ اﻟﻌﺮﻑ اﻟﺠﺎﺭﻱ ﻭﻃﺒﻴﻌﺔ اﻟﻌﻤﻞ ﻭﻣﺪﺓ اﻟﻌﻘﺪ ﻭﺑﻮﺟﻪ ﻋﺎﻡ ﻛﺎﻓﺔ اﻻﻋﺘﺒﺎﺭاﺕ اﻟﺘﻲ ﺗﺆﺛﺮ ﻓﻲ اﻟﻀﺮﺭ ﻣﻦ ﺣﻴﺚ ﻭﺟﻮﺩﻩ ﻭﻣﺪاﻩ، ﻭﻳﺨﺼﻢ ﻣﻦ ﻗﻴﻤﺔ اﻟﺘﻌﻮﻳﺾ ﻣﺎ ﻗﺪ ﻳﻜﻮﻥ ﻣﺴﺘﺤﻘﺎ ﻟﻠﻄﺮﻑ اﻵﺧﺮ ﻣﻦ ﺩﻳﻮﻥ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 48

 

ﻟﻠﻌﺎﻣﻞ ﺃﻥ ﻳﻨﻬﻲ ﻋﻘﺪ اﻟﻌﻤﻞ ﺩﻭﻥ ﺇﺧﻄﺎﺭ ﻣﻊ اﺳﺘﺤﻘﺎﻗﻪ ﻟﻤﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ ﻓﻲ ﺃﻱ ﻣﻦ اﻷﺣﻮاﻝ اﻟﺘﺎﻟﻴﺔ:
ﺃ- ﺇﺫا ﻟﻢ ﻳﻠﺘﺰﻡ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﻨﺼﻮﺹ اﻟﻌﻘﺪ ﺃﻭ ﺃﺣﻜﺎﻡ اﻟﻘﺎﻧﻮﻥ.
ﺏ- ﺇﺫا ﻭﻗﻊ ﻋﻠﻴﻪ اﻋﺘﺪاء ﻣﻦ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻭ ﻣﻦ ﻳﻨﻮﺏ ﻋﻨﻪ ﺃﻭ ﺑﺘﺤﺮﻳﺾ ﻣﻦ ﺃﻱ ﻣﻨﻬﻤﺎ.
ﺝ- ﺇﺫا ﻛﺎﻥ اﺳﺘﻤﺮاﺭﻩ ﻓﻲ اﻟﻌﻤﻞ ﻳﻬﺪﺩ ﺳﻼﻣﺘﻪ ﺃﻭ ﺻﺤﺘﻪ ﺑﻤﻘﺘﻀﻰ ﻗﺮاﺭ ﻣﻦ ﻟﺠﻨﺔ اﻟﺘﺤﻜﻴﻢ اﻟﻄﺒﻲ ﺑﻮﺯاﺭﺓ اﻟﺼﺤﺔ.
ﺩ- ﺇﺫا ﺃﺩﺧﻞ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻭ ﻣﻦ ﻳﻨﻮﺏ ﻋﻨﻪ ﻏﺸﺎ ﺃﻭ ﺗﺪﻟﻴﺴﺎ ﻭﻗﺖ اﻟﺘﻌﺎﻗﺪ ﻓﻲ ﻣﺎ ﻳﺘﻌﻠﻖ ﺑﺸﺮﻭﻁ اﻟﻌﻤﻞ.
ﻫ- ﺇﺫا اﺗﻬﻤﻪ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﺎﺭﺗﻜﺎﺏ ﻓﻌﻞ ﻣﻌﺎﻗﺐ ﻋﻠﻴﻪ ﺟﺰاﺋﻴﺎ ﻭﺣﻜﻢ ﻧﻬﺎﺋﻴﺎ ﺑﺒﺮاءﺗﻪ.
ﻭ- ﺇﺫا اﺭﺗﻜﺐ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻭ ﻣﻦ ﻳﻨﻮﺏ ﻋﻨﻪ ﺃﻣﺮا ﻣﺨﻼ ﺑﺎﻵﺩاﺏ ﻧﺤﻮ اﻟﻌﺎﻣﻞ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 49

 

ﻳﻨﺘﻬﻲ ﻋﻘﺪ اﻟﻌﻤﻞ ﺑﻮﻓﺎﺓ اﻟﻌﺎﻣﻞ ﺃﻭ ﺛﺒﻮﺕ ﻋﺠﺰﻩ ﻋﻦ ﺗﺄﺩﻳﺔ ﻋﻤﻠﻪ ﺃﻭ ﺑﺴﺒﺐ ﻣﺮﺽ اﺳﺘﻨﻔﺪ ﺇﺟﺎﺯﺗﻪ اﻟﻤﺮﺿﻴﺔ. ﻭﺫﻟﻚ ﺑﺸﻬﺎﺩﺓ ﻣﻌﺘﻤﺪﺓ ﻣﻦ اﻟﺠﻬﺎﺕ اﻟﻄﺒﻴﺔ اﻟﻤﺨﺘﺼﺔ اﻟﺮﺳﻤﻴﺔ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 50

 

ﻳﻨﺘﻬﻲ ﻋﻘﺪ اﻟﻌﻤﻞ ﻓﻲ اﻷﺣﻮاﻝ اﻟﺘﺎﻟﻴﺔ:

ﺃ- ﺻﺪﻭﺭ ﺣﻜﻢ ﻧﻬﺎﺋﻲ ﺑﺈﺷﻬﺎﺭ ﺇﻓﻼﺱ ﺻﺎﺣﺐ اﻟﻌﻤﻞ.
ﺏ- ﺇﻏﻼﻕ اﻟﻤﻨﺸﺄﺓ ﻧﻬﺎﺋﻴﺎ.

ﺃﻣﺎ ﻓﻲ ﺣﺎﻟﺔ ﺑﻴﻊ اﻟﻤﻨﺸﺄﺓ ﺃﻭ ﺇﺩﻣﺎﺟﻬﺎ ﻓﻲ ﻏﻴﺮﻫﺎ ﺃﻭ اﻧﺘﻘﺎﻟﻬﺎ ﺑﺎﻟﻤﻴﺮاﺙ ﺃﻭ اﻟﻬﺒﺔ ﺃﻭ ﻏﻴﺮ ﺫﻟﻚ ﻣﻦ اﻟﺘﺼﺮﻓﺎﺕ اﻟﻘﺎﻧﻮﻧﻴﺔ، ﻓﺈﻥ ﻋﻘﺪ اﻟﻌﻤﻞ ﻳﺴﺮﻱ ﻓﻲ ﻣﻮاﺟﻬﺔ اﻟﺨﻠﻒ ﺑﺎﻟﺸﺮﻭﻁ ﺫاﺗﻬﺎ اﻟﻮاﺭﺩﺓ ﻓﻴﻪ، ﻭﺗﻨﺘﻘﻞ اﻟﺘﺰاﻣﺎﺕ ﻭﺣﻘﻮﻕ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺴﺎﺑﻖ ﺗﺠﺎﻩ اﻟﻌﻤﺎﻝ ﺇﻟﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ اﻟﺬﻱ ﺣﻞ ﻣﺤﻠﻪ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 51

 

ﻳﺴﺘﺤﻖ اﻟﻌﺎﻣﻞ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ ﻋﻠﻰ اﻟﻮﺟﻪ اﻵﺗﻲ:

ﺃ- ﺃﺟﺮ ﻋﺸﺮﺓ ﺃﻳﺎﻡ ﻋﻦ ﻛﻞ ﺳﻨﺔ ﺧﺪﻣﺔ ﻣﻦ اﻟﺴﻨﻮاﺕ اﻟﺨﻤﺲ اﻷﻭﻟﻰ ﻭﺧﻤﺴﺔ ﻋﺸﺮ ﻳﻮﻣﺎ ﻋﻦ ﻛﻞ ﺳﻨﺔ ﻣﻦ اﻟﺴﻨﻮاﺕ اﻟﺘﺎﻟﻴﺔ ﺑﺤﻴﺚ ﻻ ﺗﺰﻳﺪ اﻟﻤﻜﺎﻓﺄﺓ ﻋﻠﻰ ﺃﺟﺮ ﺳﻨﺔ ﻭﺫﻟﻚ ﻟﻠﻌﻤﺎﻝ اﻟﺬﻳﻦ ﻳﺘﻘﺎﺿﻮﻥ ﺃﺟﻮﺭﻫﻢ ﺑﺎﻟﻴﻮﻣﻴﺔ ﺃﻭ ﺑﺎﻷﺳﺒﻮﻉ ﺃﻭ ﺑﺎﻟﺴﺎﻋﺔ ﺃﻭ ﺑﺎﻟﻘﻄﻌﺔ.
ﺏ- ﺃﺟﺮ ﺧﻤﺴﺔ ﻋﺸﺮ ﻳﻮﻣﺎ ﻋﻦ ﻛﻞ ﺳﻨﺔ ﻣﻦ اﻟﺴﻨﻮاﺕ اﻟﺨﻤﺲ اﻷﻭﻟﻰ ﻭﺃﺟﺮ ﺷﻬﺮ ﻋﻦ ﻛﻞ ﺳﻨﺔ ﻣﻦ اﻟﺴﻨﻮاﺕ اﻟﺘﺎﻟﻴﺔ ﺑﺤﻴﺚ ﻻ ﺗﺰﻳﺪ اﻟﻤﻜﺎﻓﺄﺓ ﻓﻲ ﻣﺠﻤﻮﻋﻬﺎ ﻋﻦ ﺃﺟﺮ ﺳﻨﺔ ﻭﻧﺼﻒ ﻭﺫﻟﻚ ﻟﻠﻌﻤﺎﻝ اﻟﺬﻳﻦ ﻳﺘﻘﺎﺿﻮﻥ ﺃﺟﻮﺭﻫﻢ ﺑﺎﻟﺸﻬﺮ.

ﻭﻳﺴﺘﺤﻖ اﻟﻌﺎﻣﻞ ﻣﻜﺎﻓﺄﺓ ﻋﻦ ﻛﺴﻮﺭ اﻟﺴﻨﺔ ﺑﻨﺴﺒﺔ ﻣﺎ ﻗﻀﺎﻩ ﻣﻨﻬﺎ ﻓﻲ اﻟﻌﻤﻞ ﻭﺗﺴﺘﻘﻄﻊ ﻣﻦ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ اﻟﻤﺴﺘﺤﻘﺔ ﻟﻠﻌﺎﻣﻞ ﻗﻴﻤﺔ ﻣﺎ ﻗﺪ ﻳﻜﻮﻥ ﻋﻠﻴﻪ ﻣﻦ ﺩﻳﻮﻥ ﺃﻭ ﻗﺮﻭﺽ.
ﻭﻳﺮاﻋﻰ ﻓﻲ ﺫﻟﻚ ﺃﺣﻜﺎﻡ ﻗﺎﻧﻮﻥ اﻟﺘﺄﻣﻴﻨﺎﺕ اﻻﺟﺘﻤﺎﻋﻴﺔ ﻋﻠﻰ ﺃﻥ ﻳﻠﺘﺰﻡ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﺪﻓﻊ ﺻﺎﻓﻲ اﻟﻔﺮﻕ ﺑﻴﻦ اﻟﻤﺒﺎﻟﻎ اﻟﺘﻲ ﺗﺤﻤﻠﻬﺎ ﻧﻈﻴﺮ اﺷﺘﺮاﻙ اﻟﻌﺎﻣﻞ ﻓﻲ اﻟﺘﺄﻣﻴﻨﺎﺕ اﻻﺟﺘﻤﺎﻋﻴﺔ ﻭاﻟﻤﺒﺎﻟﻎ اﻟﻤﺴﺘﺤﻘﺔ ﻋﻦ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 52

 

ﻣﻊ ﻣﺮاﻋﺎﺓ ﺃﺣﻜﺎﻡ اﻟﻤﺎﺩﺓ (45) ﻣﻦ ﻫﺬا اﻟﻘﺎﻧﻮﻥ ﻳﺴﺘﺤﻖ اﻟﻌﺎﻣﻞ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ اﻟﻤﻨﺼﻮﺹ ﻋﻠﻴﻬﺎ ﻓﻲ اﻟﻤﺎﺩﺓ اﻟﺴﺎﺑﻘﺔ ﻛﺎﻣﻠﺔ ﻓﻲ اﻷﺣﻮاﻝ اﻟﺘﺎﻟﻴﺔ:

ﺃ- ﺇﺫا اﻧﺘﻬﻰ اﻟﻌﻘﺪ ﻣﻦ ﺟﺎﻧﺐ ﺻﺎﺣﺐ اﻟﻌﻤﻞ.
ﺏ- ﺇﺫا اﻧﺘﻬﺖ ﻣﺪﺓ اﻟﻌﻘﺪ اﻟﻤﺤﺪﺩ اﻟﻤﺪﺓ ﺩﻭﻥ ﺃﻥ ﻳﺘﻢ ﺗﺠﺪﻳﺪﻩ.
ﺝ- ﺇﺫا اﻧﺘﻬﻰ اﻟﻌﻘﺪ ﻃﺒﻘﺎ ﻷﺣﻜﺎﻡ اﻟﻤﻮاﺩ (50،49،48) ﻣﻦ ﻫﺬا اﻟﻘﺎﻧﻮﻥ.
ﺩ- ﺇﺫا ﺃﻧﻬﺖ اﻟﻌﺎﻣﻠﺔ اﻟﻌﻘﺪ ﻣﻦ ﺟﺎﻧﺒﻬﺎ ﺑﺴﺒﺐ ﺯﻭاﺟﻬﺎ ﺧﻼﻝ ﺳﻨﺔ ﻣﻦ ﺗﺎﺭﻳﺦ اﻟﺰﻭاﺝ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 53

 

ﻳﺴﺘﺤﻖ اﻟﻌﺎﻣﻞ ﻧﺼﻒ ﻣﻜﺎﻓﺄﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ اﻟﻤﻨﺼﻮﺹ ﻋﻠﻴﻬﺎ ﻓﻲ اﻟﻤﺎﺩﺓ (51) ﺇﺫا ﻗﺎﻡ ﺑﺈﻧﻬﺎء اﻟﻌﻘﺪ ﻏﻴﺮ ﻣﺤﺪﺩ اﻟﻤﺪﺓ ﻣﻦ ﺟﺎﻧﺒﻪ، ﻭﻛﺎﻧﺖ ﻣﺪﺓ ﺧﺪﻣﺘﻪ ﻻ ﺗﻘﻞ ﻋﻦ ﺛﻼﺙ ﺳﻨﻮاﺕ ﻭﻟﻢ ﺗﺒﻠﻎ ﺧﻤﺲ ﺳﻨﻮاﺕ ﻓﺈﺫا ﺑﻠﻐﺖ ﻣﺪﺓ ﺧﺪﻣﺘﻪ ﺧﻤﺲ ﺳﻨﻮاﺕ ﻭﻟﻢ ﺗﺒﻠﻎ ﻋﺸﺮ ﺳﻨﻮاﺕ اﺳﺘﺤﻖ ﺛﻠﺜﻲ اﻟﻤﻜﺎﻓﺄﺓ، ﻭﺇﺫا ﺑﻠﻐﺖ ﻣﺪﺓ ﺧﺪﻣﺘﻪ ﻋﺸﺮ ﺳﻨﻮاﺕ ﻳﺴﺘﺤﻖ اﻟﻤﻜﺎﻓﺄﺓ ﻛﺎﻣﻠﺔ.

 

اﻟﻤﺎﺩﺓ ﺭﻗﻢ 54

 

ﻳﺤﻖ ﻟﻠﻌﺎﻣﻞ اﻟﺬﻱ اﻧﺘﻬﻰ ﻋﻘﺪ ﻋﻤﻠﻪ ﺃﻥ ﻳﺤﺼﻞ ﻣﻦ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻋﻠﻰ ﺷﻬﺎﺩﺓ ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ ﺗﺘﻀﻤﻦ ﺑﻴﺎﻧﺎ ﺑﻤﺪﺓ ﺧﺪﻣﺘﻪ ﻭﻋﻤﻠﻪ ﻭﺁﺧﺮ ﺃﺟﺮ ﺗﻘﺎﺿﺎﻩ ﻭﻻ ﻳﺠﻮﺯ ﺃﻥ ﺗﺘﻀﻤﻦ ﻫﺬﻩ اﻟﺸﻬﺎﺩﺓ ﺃﻱ ﻋﺒﺎﺭاﺕ ﻗﺪ ﺗﺴﻲء ﺇﻟﻰ اﻟﻌﺎﻣﻞ ﺃﻭ ﺗﺼﺪﺭ ﻓﻲ ﺷﻜﻞ ﻳﻘﻠﻞ ﻣﻦ ﻓﺮﺹ اﻟﻌﻤﻞ ﺃﻣﺎﻣﻪ ﺻﺮاﺣﺔ ﺃﻭ ﺩﻻﻟﺔ ﻭﻳﻠﺘﺰﻡ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﺄﻥ ﻳﺮﺩ ﻟﻠﻌﺎﻣﻞ ﻣﺎ ﻳﻜﻮﻥ ﻗﺪ ﺃﻭﺩﻋﻪ ﻟﺪﻳﻪ ﻣﻦ ﻣﺴﺘﻨﺪاﺕ ﺃﻭ ﺷﻬﺎﺩاﺕ ﺃﻭ ﺃﺩﻭاﺕ.