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Leave Policy
This document illustrates Leave Policy and its procedure in KCG.

KCG HR

Kabbani Construction Group

Ref: HR-P002-LP
BPM _Document Management
17 10812016

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 Leaves Policy Business Process Management Department

The undersigned acknowledge that they have reviewed this document and agreed with its information. Changes to this
version will be coordinated with and approved by the undersigned.

Document Control Signatures

I Written & Developed &

~ By
Business Process Designer

Osama Salem ~ u
HebaLail~ Utr· (
• Revised By Legal Advisor
lsam Bahnasi ;s= s;>

• 1st Approval Personnel

Ahmad Abbas t:;07
Saad~
2nd Approva l HR ,..._
Ahmad AI-M~
• Final Approval Group General Mana
Riyad Obaid

KCG CEO '

Hatem Salahuddin

I I II I~ Ref: HR-P002-LP 1
 Leave Policy Business Process Management Department

Contents
INTRODUCTION ..... .................... ...... ... .......... .... ...... .......... ... ................... .... ................... ... ....... .. ................. 3

TH E P OLICY .... ........... ................................................ ................................................................................ 3

AVA ILING LEAVES DURING THE FI RST CONTRACT ............................................................................................ 4

LEAVE REQUESTS P ROCEDURE BY ADMINISTRATION DEPARTMENT ... .. .... .. .. ....... ........ .............. ....... .. ............... .. 5

PAID LEAVES CANCE LLATION AND AMENDMENT .... ............. ....... .. ........................... .. ...... ..... ................. .......... . 5

TICKETS .................... ................................................................................................ ... .......... .... ............... 6

SETTLEMENT .... .. .................................................................................................................... ...... ............. 7

CLEARANCE .......................... ....... .. ... .... ................ ........ ......... ......... .. ..... .... ....... ............... ....... ....... .. ....... .. . 7

RETURN FROM LEAVE ..... .... ....... ................... .... ...... ....... ..... ....... .......... .. .................... .... ............................. 8

PAID LEAVES ............. ...... ............... ... ..... ....... .. ..... ........ .. ......... .. ... ................. ........ ...................... ... ............ 8

UNPAID LEAVES ......................... ..... ............................................... .. .......•...... .. ............ .......... .............. .. 10

SPECIAL LEAVES···································································· ·· ····································· · ························· 11

SICK LEAVES (ARTICLE 117 - SAUDI LABOR LAW) ..... ...... ..... .. ........ .. ......... ........... ........... .... ... .... .... ... .. ... ... 12

EXAMINATIONS LEAVE (FOR SAU DIS) ................................................................................................... 12

HAJJ LEAVE············································································································································· 13
MATERNITY LEAVE (ARTICLE 1 51- SAUDI LABOR LAW) ........... .. ........ ..... .. .... ......... ........... ... ...... ......... ...... 13

SAUDI LABOR LAW- LEAVE ARTICLES ... ........ ....... ........ .... .. .... ... ........ .. ....... .. ............. ...... .... .... .. .......... ........ 14

I I II Il l I I Il l II Ref: HR-P002-LP 2

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 Leave Policy Business Process Management Department

INTRODUCTION

This document illustrates Leave Policy and its procedure in KCG according to Saudi Labor Law. It is also a part of the Human

Resources policies at KCG. This policy serves reaching with leave procedures to the standards of KCG strategy.

THE POLICY

1. Employees are divided to the following classes (A, B, C, D), whereas labors and whom in their domain are classified

to (L). For more details, Please refer to Annexure I.

2. A detailed Leaves schedule is prepared for each department and approved by the department manager. The

schedule is submitted then to Human Resources Management (HRM) and to the personnel department by the

end of December of each calendar year. With taking into account to update the schedule quarterly and to send it

to (HRM) and the personnel department, one (1) week prior to the end of each quarter.

3. The employee may set the date of his annual leave, provided the approval of his direct manager. The employee

shall avail himself of the leave in the year of accrual, and such leave shall not be forfeited, waved or paid for by

cash in lieu. (According to Article 109- Saudi Labor law)

4. The company shall have the right to postpone, for a period of not more than ninety (90) days, the employee's

leave at the end of the year of accrual if dictated by work requirements. If the work conditions require extension

of the postponement, the employee's consent must be obtained in writing. Such postponement shall not,

however, exceed the year following the year of leave accrual. (According to article 110 - Saudi Labor Law)

5. (A , B) classes shall split their leaves for an unlimited periods, whereas class (C) shall split their leaves for up to
four (4) periods, and class ( D) shall split their leaves for two (2) periods, whereas class ( L) shall not divide their

leaves.

6. If any official holiday (Anniversaries, National Day, etc.) falls prior or during or after the annual leave, it shall be a

paid leave and shall not be accounted in the computation of leave days.

7. In case employee's leave occurred prior to and extended after weekly days-off, weekly days-off are counted in

the calculation of accrual annual paid leave. If it is an unpaid leave, the weekly days- off shall be deducted from

employee's monthly wage.

8. In case of an early return from leave and resuming to work, the expired and prepaid portion of leave days is

deducted from employee's next month salary. The unexpired portion of leave days is credited to the employee's

leave entitlement for future use. (Except of grades A, B).

Il l II Ref: HR-P002-LP 3
 Leave Policy Busi ness Process Management Department

9. leave credit is calculated by the end of the first contractual year, thereafter, leave credit is calculated at the

beginning of each calendar year, and any unexpired portion of leave days and any additions will be credited to

employee's leave entitlement of the new year (if there is any) .

10. The employee has the right to receive his pay for the unused days of the leave he is entitled to if he quits the

work before using up his leave. He shall be entitled to leave pay for fractions of the year, in proportion to that

part of the year which he spent at work. (According to article 111 - Saudi Labor Law) Taking into account that in

case an employee transfers his sponsorship within the Kingdom, he shall not be entitled or his family for tickets

unless for his final exit.

11. The employee shall not, while availing himself of the leaves provided for in this Chapter, work for another

company. Where the company affirmatively concludes that the employee has violated this provision, he may

deprive him of his wages for the duration of the leave or else recover any wages previously paid to the employee.

(According to Article 118 - Saudi Labor Law)

12. The employee shall submit his leave request form four (4) months prior to leave date to avoid enduring any price

differences. In case he submits the form during a period less than four (4) months and requested to issue the

tickets by the company, the employee shall issue the ticket with an amount mentioned in annexure II. And any

other additional costs on ticket value shall be paid by the employee.

AVAILING LEAVES DURING THE FIRST CONTRACT

Employees are entitled for their leaves on the following terms:

• Employee's period of service shall not be less than six (6) months.

• Employee's account shall include no previous loans provided by the company (except for housing

allowance).

• Employee is entitled for Leave credit calculated upon his period of service only.

• Completing the sponsorship form adopted by the company, provided the employee clearance claims

covers recruitment expenses.

• The employee pays for his tickets and for the exit-return visa, to be paid to him at the date of accrual

(based on his contract).

I I II Il l I Il l II Ref: HR-P002-LP 4

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Leave Policy Business Process Management Department

LEAVE REQUESTS PROCEDURE BY ADMINISTRATION DEPARTMENT

1. The employee shall apply for leave request for him and his family four (4) months prior to the leave date and not

less than two weeks.

2. Employees are entitled for thirty (30) day- exit & enter visa, and labors are entitled for fifteen day- exit & enter

visa.
3. The company pays the charges of the exit & enter visa for the employee and his family, provided a copy of these

exit & enter visas to the Administrative Affairs after it is issued by "Absher" service.

4. The Administration Department process for employee's/labor's leave settlement, seven(7)days prior to his leave

date, to submit it to Accounting department which takes three(3) working days to pay the employee/labor his

entitlements through "Wages Protection Program" four(4) days prior to his leave.

5. The employee shall fill in and submit the disclaimer form to the Personnel Department in order to receive his

official traveling document "passport", one (1) working day prior to his leave date.

6. In the case of an unauthorized absence of the employee/labor after returning from his granted leave, and failure

to inform the direct manager and Human Resources Management (HRM) and the Personnel, Absence without

Leave (AWOL) article-Saudi Labor Law, shall be applied on him.

7. Upon return from leave, the employee/labor shall submit his official traveling document "passport" to his

department and obtain the approval on "Job Commencement Form", in order to notify Human Resources

Management (HRM) and Administrative Affairs about the actual work resuming date in order to update his status

in Administrative Affairs system, and to receive his residence permit.

PAID LEAVES CANCELLATION AND AMENDM ENT

A) Cancellation

1. The employee shall not cancel his approved paid leave request unless for emergency cases, after the approval

of his direct manager and the relevant GM providing all the necessary documents that justify his request

along with the direct manager' s approval to cancel the request.

2. In case the cancellation request regarding the mentioned above was approved, the Administrative Affairs will

cancel the request of exist-return visa, provided no further visas will be issued by the company , and if the

paid leave request was cancelled due to work conditions, the company/department shall pay the exist-return

visa fee.

3. In case the employee's leave is cancelled upon his request and after receiving the leave accruals, the employee

shall do as follows:

Il l I I Il l II I ~ Ref: HR-P002-LP 5

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 Leave Policy Business Process Management Department

a. Refunds accruals amount in cash.

b. In case the employee does not refund the accruals amount in cash, the amount shall be deducted

from his monthly salary according to the maximum deduction percentage stated in the WPS laws till

the full amount is settled.

B) Amendment

In case an employee wish to amend his paid leave, after applying for it, for personal reasons/ work conditions, the

employee shall cancel the current request and apply for a new request approved by his direct manager, provided the

new leave date shall be at least after fifteen (15) days from amendment date (the amendment date shall not exceed the

following financial year).

Based on the aforementioned, the Administrative Affairs shall make the amendments for the exit-return visa.

In case the leave request is for personal reasons, the employee shall pay the expenses of exit & enter visa cancellation.

In case the leave request is for work conditions, the company/concerned department shall pay the expenses of exit-return

visa cancellation.

T ICKETS

1. Each employee is entitled for a ticket and exit-return visa to his homeland, as explained in his contract:

a. Single employee is entitled for :

Single average value ticket and single exit-return visa .

b. Married employee is entitled for :

Single ticket of average value and single exit-return visa.

Max. Three (3) tickets of average value and three (3) exit-return visas for affiliates under employee' s

sponsorship, according to his contract, provided the family presence in the Kingdom up to three (3)

months maximum from the date of employee's contract or the date of renewing the contract. If the

period of family presence in the kingdom exceeds the mentioned above, tickets are calculated on pro-

rate basis.

The company pays a ticket for employees' new born (depending on the contract) regardless of the

addition date.

2. The average value oftickets is determined according to annexure II, taking into account updating the annexure at

the beginning of each calendar year.

3. The employee shall submit Leave request form four (4) months prior to leave date and tickets are issued by the

company with an amount mentioned in annexure II. , if requested by the employee.

Il l I Ref: HR-P002-LP 6
 Leave Policy Business Process Management Department

4. In case of any delay on the period mentioned above in applying for leave request, the employee/labor is paid as

follows:

a. If the ticket exceeds the value mentioned in annexure II, the company issues the ticket with the mentioned

value only, and the employee shall bear the rest of ticket value.

b. If the employee requested an exchange of ticket value, the company shall pay the value mentioned in

annexure II.

c. The company shall pay the ticket value if it does not exceed the value mentioned in annexure 11.

d. In case of any delay by the employee's department, the company CEO or Group GM for Support Functions

shall approve his request, and the tickets are issued by the company.

5. In case the employee avails his leave in a country other than his home country, the company shall pay the

employee the ticket allocated form his homeland and mentioned in annexure II.

SETILEMENT

The leave accruals shall be paid in advance in case the employee availed from his full leave days without split but

otherwise, leave settlement shall be paid as follows:

1. The actual working days are paid in the date of monthly salary accrual.
2. The requested leave days shall be paid in the date of monthly salary accrual.

CLEARANCE

Employee proceeding to his leave shall complete all disclaimer procedures to submit it to the Administrative Affairs, one

day maximum prior to his leave date. In case of failure in completing disclaimer procedures, the employee's leave is either

postponed or cancelled completely and the company shall not endure any further expenses that may result. (For more

details, please refer to Disclaimer Form)

The purpose

This document explains pre-leave disclaimer procedures.

The Procedure

(1) The employee shall obtain all required approvals by the concerned parties.

(2) The employee shall submit disclaimer form to the Administrative Affairs.

(3) The Administrative Affairs verify the completion of disclaimer form.

Il l II Ref: HR-P002-LP 7
 Leave Policy Business Process Management Department

RETURN FROM LEAVE

The purpose

This document explains "reporting to duty form" procedures for KCG's employees resuming to work after leave.

Employee resuming to work shall complete "reporting to duty form" and submitting his passport to receive his residence

permit.

Employee's direct manager shall approve "reporting to duty form" in order to update his status on salary system.

Definitions

Direct Manager: each manager is entitled to sign leave request for his employees according to his given authorities.

"All department (s)/company(s) MUST submit the list of personnel authorized to approve leave requests using the

relevant form"

The procedure

1. The employee shall fill in "Job Commencement Form" and submit it when re suming work.

2. Employee's direct manager shall review and approve the form, and accordingly he applies the following:

a. Modification of resuming date and signing the form

b. Approving the resuming date and signing the form.

3. The employee shall submit his passport to the concerned party in his department.

4. The employee sha ll submit the documents to the Administrative Affairs for review.

5. The concerned party in the Administrative Affairs shall update the employee' s status on salary system.

PAID LEAVES

• Paid Leaves Cases:

Annual leave includes three cases:

First case: the employee shall be entitled for four (4) weeks/ thirty (30) days of annual paid leave, (each 12 months);

which is earned upon a monthly basis assessed for 2.5 paid day per month.

II II Ref: HR-P002-LP 8
 Leave Policy Business Process Management Department

Second case: labor and whom in his domain are entitled for forty two (42) days paid leave (each 24 month), which is

earned upon a monthly basis assessed for 1.75 paid day per month, provided his service period does not exceed five (5)

years.

Third case: labor and whom in his domain are entitled for sixty {60) days paid leave (each 24 month), which is earned

upon a monthly basis assessed for 2.5 paid day per month, provided his service period exceeds five (5) years.

• Calculation of Leave Accruals

l . ln case an employee avails of his leave:

a. Leave accruals are calculated based on the basic salary in addition to all other allowances in

employee's contract, which falls under accrued allowances article.

2.1n case an employee/labor does not avail of his leave and his total wage does not exceed five thousand (5000

SR) Saudi Riyal:

a. As for employees: annual leave accruals are calculated based on the basic wage only, based

on employee's request and after completing all required approvals, in addition to cash

exchange for tickets value according to Annexure II.

b. As for labors, annual leave entitlements are paid based on the basic wage and all other

allowances provided to the labor, in addition to ticket value exchange, upon labor's request

and after obtaining all requested approvals.

3.1n case an employee/labor avails of his leave (within the kingdom):

The employee/labor is entitled to avail of his leave within the kingdom and his annual leave accruals are issued based on

the basic wage only, in addition to cash exchange for tickets value according to Annexure II.

• Paid Leave Procedures

The purpose

This document illustrates Paid Leave Policy and its procedure in KCG.

The Definitions

Direct Manager: each direct manager is entitled to sign the leave requests of his employees and according to his given

authority.

II I Il l I Il l II Ref: HR-P002-LP 9

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 Leave Policy Business Process Management Department

The Procedure

1. The employee applies leave request to his direct manager.

2. The direct manager shall review employee's request and shall do the follow:

a. Reject the leave request due to work conditions or due to lack of compliance with leaves schedule.

b. Approve the leave request to the Administrative Department.

3. The Administrative Department will:

a. Review the request and record leave days.

b. Issue the exist-return visa.

c. Notify the employee to complete the disclaimer form.

d. Prepare the paid leave settlement (according to employee's contract) to Accounting Department.

4. The Accounting Department shall review the settlement and shall do as follows:

a. Reject the settlement request and return it to Administrative Affairs for review.

b. Approve the settlement request and pay the leave accruals four (4) days prior to leave date.

5. The employee receives his leave accruals four (4) days prior to his leave day.

6. After submitting the approved disclaimer form, the employee receives his official traveling document

"passport" and the exit-return visa one {1) day prior to his leave day.

UNPAID LEAVES

The employee is entitled for an unpaid leave upon the following terms:

1. After one year of service and the approva l of his direct manager.

2. The employee may obtain, subject to the company's approval, leave without pay for the duration to be agreed

upon between the two parties. The employment contract shall be deemed suspended for the duration of the

leave in excess of twenty (20) days. (According to Article 116 - Labor Law)

3. The validity period of the exit- return visa should be equivalent to the requested days of the leave, Employees

are entitled for thirty (30) day- exit & enter visa, and labors are entitled for fifteen day- exit & enter visa .

4. The application must be submitted for Administrative Affairs ten (10) days prior to leave date.

5. The Company is not committed to the expenses of the unpa id leave (tickets value, exit-return visa fees), and

it sha ll be paid by the employee, even if his clearance accruals cover these expenses.

6. In all cases, the unpaid leave is subject to the company's approval.

Il l II Ref: HR-P002-LP 10
 Leave Pol icy Business Process Management Department

• Unpaid Leave Procedures

The purpose
This document illustrates Unpaid Leave Policy and its procedure in KCG .

Definitions

Direct Manager: each direct manager is entitled to sign the leave requests of his employees and according to

his given authority.

The Procedure

1. The employee shall fill in leave request form to his direct manager.

2. The direct manager will review the leave request and shall do as follows:

a. Reject the request due to work conditions

b. Approves the request

3. The employee shall submit the approved leave request to the Administrative Affairs

4. The Administrative Affairs shall issue the exit-return visa (to be paid by the employee).

5. The Administrative Affairs shall hand the employee his official traveling document " passport" after completing

disclaimer procedures.

SPECIAL LEAVES

The employee is entitled to full pay leave in the following cases:

1. Five (5) days for marriage.

2. Three (3) days in the event of a birth of a child .

3. Five (5) days in the event of the death of his spouse or one of his ancestors and descendants.

4. Muslim working woman whose husband passes away shall be entitled to a fully paid leave for four month ten days

as of the date of death. (According to Article 116- Labor Law)

5. Non-Muslim working woman whose husband passes away shall be entitled to a fully paid leave for a minimum

period of fifteen (15) days as of the date of death. (According to Article 116 - Labor Law)

Note: The Company has the full right to request all documents supporting the aforementioned cases.

Il l II Ref: HR-P002-LP 11
 Leave Policy Business Process Management Department

SICK LEAVES (ARTICLE 117- SAUDI LABOR LAW)

The employee whose sickness has been substantiated shall be eligible during a single year for a paid sick

leave consequently as follows:

1. A full wage for the first thirty (30) days

2. Three quarters of wage for the next sixty (60) days

3. Unpaid leave for the following thirty (30) days

The company shall not approve the sick leave that cut the annual leave as a paid sick leave, unless tin some exceptional

cases like surgical and critical cases provided notifying the company immediately. The employee then shall provide all

relevant medical documents, certified by an accredited hospital or by the Ministry of Health, to be approved and paid by

the company or extended to a period equivalent to employee's annual sick leave .

EXAMINATIONS LEAVE (FOR SAUDIS)

(1) A workman who is enrolled in an educational institution or is granted the company approval to enroll in an

educational institution shall have the right to a fully paid leave to take the examination of an unrepeated year (a

full pay leave for the exam day and the day preceding it, extended for exams scheduled period) . The duration of

such leave shall be commensurate with the actual number of the examination days. If the examinations are for a

repeat year, the workman shall be entitled to a leave without pay to sit for the examinations.

(2) Without prejudice to the disciplinary action, the workman shall be denied the wage if it is concluded that he had

not taken the examination.

(3) In case the company did not approve for the employee's enrollment in an educational institution, the employee

shall be entitled to a leave without pay to sit for the examinations. The duration of such leave shall be

commensurate with the actual number of the examination days and deducted from his annual vacation, if there

is any. If the employee is not entitled for an annual leave, he shall be entitled to a leave without pay to sit for the

examinations.

(4) Exam leave request must be initiated fifteen (15) days prior to start date of the leave.

(5) The company may elect to require the employee to submit documents in support of the leave application as well

as evidence of having taken the examination.

II I Il l I Il l II Ref : HR-P002-LP 12

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 Leave Policy Business Process Management Department

HAJJ LEAVE

The employee shall be entitled to avail himself of a paid leave of not more than (15) fifteen days, inclusive of ' ld ai-Adha

holiday (starts not prior than 5 Thu AI Hija to 9 Thu AI Hija M ax.), to perform the Hajj only once during his period of service

if he has not performed it before. Eligibility for this leave shall be contingent upon the condition that the employee must

have spent at least (2) two consecutive years of service with the company. The company reserves the right to limit the

number of employees who shall avail of this leave annually according to work requirements, provided issuing Hajj Permit

by the official authorities. (Article 114 - Labor Law)

MATERNITY LEAVE (ARTICLE 151- SAUDI LABOR LAW)

a) A working woman shall be entitled for ten {10) weeks of maternity leave with a full pay covering the four (4) weeks
immediately preceding the expected date of delivery. The probable date of delivery shall be determined by the

physician of the establishment or by a medical certificate authenticated by a health agency.

b) It shall be prohibited to employ a woman during the six (6) weeks immediately following her delivery, and a working
woman shall be entitled to extend the maternity leave for a month without pay.

c) A working woman- in case of delivering a sick child or child with special needs and his health cond ition requires a

constant companion- is entitled for a full paid month starting after the end of her maternity leave, a working woman

is entitled to extend the leave following the maternity leave for a month without pay.

Nursing Hours (Article 154- Saudi labor law)

When the working woman returns to work following her maternity leave she shall be entitled, over and

above the rest periods granted to all workmen, to a rest period(s) whose total sha ll not exceed one hour

per day to nurse her newborn ch ild, in addition to the rest periods granted to all workmen. Such

period(s) shall be calculated as part of the actual working hours and shall not entail any reduction in

wages.

II I Il l I Il l II Ref: HR- P002-LP 13

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 Leave Policy Business Process Management Department

SAUDI LABOR LAW- LEAVE ARTICLES

Following are leave articles as provided in Labor Law:

Article 109

1-The workman shall be entitled each year to a prepaid annual leave of not less than 21 days, to be increased to 30 days

if the workman spends five consecutive years in the service of the employer.

2-The workman shall avail himself of the leave in the year of accrual. Such leave shall not be forfeited, waved or paid for

by cash in lieu during the workman's period of service. The employer may set the dates of such leaves according to work

requirements or may grant them on a rotational basis to ensure the smooth progress of the work. The employer shall

notify the workman of the dates of his leave adequately in advance, by not less than 30 days.

Article 110

1-The workman may, with the employer's approval, defer his annual leave or days thereof to the following year.

2-The employer shall have the right to postpone, for a period of not more than 90 days, the workman's leave at the end

of the year of accrual if dictated by work requirements. If the work conditions require extension of the postponement, the

workman' s consent must be obtained in writing. Such postponement shall not, however, exceed the year following the

year of leave accrual.

Article 111

The workman has the right to receive his pay for the unused days of the leave he is entitled to if he quits the work before

using up his leave. He shall be entitled to leave pay for fractions of the year, in proportion to that part of the yea r which

he spent at work.

Article 112

Each workman shall be entitled to days-off with full pay on the holidays designated in the lmplementary Regulations.

Article 113

The workman shall be entitled to a one day leave with pay in the event of a birth of a child and three days for marriage or

in the event of the demise of his spouse or one of his ancestors and descendants. The employer reserves the right to

request corroborative documents in support of the above cases.

I Il l I Ref: HR-P002- LP 14

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 Leave Policy Business Process Management Department

Article 114

The workman shall be entitled to avail himself of a paid leave of not less than 10 days and not more than 15 days, inclusive

of 'ld ai-Adha holiday, to perform the Hajj only once during his period of service if he has not performed it before. Eligibility

for this leave shall be contingent upon the condition that the workman must have spent at least two consecutive years of

service with the employer. The employer reserves the right to limit the number of workmen who shall avail of this leave

annually according to work requirements.

Article 115

A workman who is enrolled in an educational institution shall have the right to a fully paid leave to take the examination

of an unrepeated year. The duration of such leave sha ll be commensurate with the actual number of the examination

days. If the examinations are for a repeat year, the workman shall be entitled to a leave without pay to sit for the

examinations. The employer may elect to require the workman to submit documents in support of the leave application

as well as evidence of having taken the examination. The workman shall apply for the leave at least 15 days ahead of the

due date. Without prejudice to the disci plinary action, the workman shall be denied the wage if it is concluded that he had

not taken the examination.

Article 116

The workman may obtain, subject to the employer's approval, leave without pay for the duration to be agreed upon

between the two parties. The employment contract shall be deemed suspended for the duration of the leave in excess of

20 days unless the two parties agree to the contrary.

Article 117

A workman whose sickness has been substantiated shall be eligible during a single year for a paid sick leave for the first

30 days, at three quarters the wage for the next sixty days and without pay for the following thirty days, whether such

leave are continuous or intermittent. A single year shall mean the year which begins from the date of the first sick leave.

Article 118

The workman shall not, while availing himself of the leaves provided for in this Chapter, work for another employer. Where

the employer affirmatively concludes that the workman has violated this provision, he may deprive him of his wages for

the duration of the leave or else recover any wages previously paid to the workman .

II I Il l I Il l II Ref: HR-P002-LP 15

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 Leave Policy Business Process Management Department

Article 151

A working woman shall be entitled to a maternity leave covering the four weeks immediately preceding the expected

date of delivery and the 42 subsequent six weeks. The probable date of delivery shall be determined by the physician of

the establishment or by a medical certificate authenticated by a health agency. It shall be prohibited to employ a woman

during the six weeks immediately following her delivery.

Article 154

When the working woman returns to work following her maternity leave she shall be entitled, over and above the rest

periods granted to all workmen, to a rest period(s) whose total shall not exceed one hour per day to nurse her newborn

child, in addition to the rest periods granted to all workmen. Such period(s) shall be calculated as part ofthe actual working

hours and shall not entail any reduction in wages.

Article 160

A working woman whose husband passes away shall be entitled to a fully paid leave for a minimum period of 15 days as

of the date of death.

I Il l II Ref: HR-P002-LP 16
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0 Leave oJ I+I 0 Resignation/ Termination 0 Transfer ~

Complete the Required Authorizations~~~ ~~~ Jl..S!

Cleared/ N.A. Authorized
Description Signature Date
...,.,lJA.. JF I f' Person's Name
...W_,!t ~~~ ~~
l+&l .w.....ll ~l~!
Employee Department..ili_, ..ll i.;IJ!
Office Equipment ~..:..1_,.,1

(*)Site Equipment ei_,...11 wl.la.o

Site Passes ~_;t..:...ll J~J r;j.)\...4,

Office Keys ~'

. ~:ilL.
Work related documents ..:..l.lli...o.JI_,.;;~_,ll

IT Department .:.L.._,Ja..ll ~ o.;IJ]

Desktop ~!.,.,..WI

Laptop J~I-,....WI

IT Equ ipment wl.>.o.JI

Telephone Extension ~bli'-.J:_,.:ill

User Account Disabled Ul;_,...ll~w~)

Email Account forwarded .l,!yll ~_;, oJi.c!

Ema il Hidden from GAL Ul;_,...ll~~l..i.i..!

Other .................................................. .s.?-1

Accounting Department ~~ o.;IJ)
(*) Persona l Loans ~<->"-J~
Housi ng Allowance uLJIJ_,
(*) Petty Cash ~·*
(*) Chequ e books ..:..~lyw

Autho rized Signature Cancellation ~w!

~~&5~'

(*) Online Bank Access/Toke ns ~J.fo.l/'1 ~I d....l.;..

Oth er .................................................. .s_p.\

HR Department ~~ J.;l_,..lt o.;IJJ
ID Card ~pl4..0\.h;

Training '-:-':ly:;ll

Administration Department ~~J~I ~~ o.;IJ)

(*)Accommodation clea rance lfi..JI
Authorization Letters u-'>:!pl ..:..t,>l.h;.

(*) Mobile phone SIM Jly.JI ~Y.:,

(*)Vehicle & related Docs ~~_,.,.):!...11

For Administration Use ~IJ'il UJ.j.JJI o.;IJ! ~I.W.W'i

Rema rks:_ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ ___
~

Verifie d By: _ _ __ _ _ __ Signa ture : - - - - - -- - Da te: _ _ _ _ _ _ __

J.ai c)o cjW ~_,:ill ~I

(}/
 Leave Form
3?m
Personal Information Uli_,..JI ~u~
ID Number: _ _ _ _ _ _ Name: Position:
------------ ~_,.11 ~1
~_,.11 ~.)1 f"J''i1

Grade: Nationality: _ _ _ __ _ _ _ _ _ Company & Region:

~_,.!1 4.;JJ1 - - - - - - ~1 ~1.J~~1

Dept./Project: _ __ _ _ _ _ _ __ _ Contact Number(s):

t.J__,.!...l1 1 o.;1J)'1 ~1j<J11"~)

Leave Information oJl+'!l ~u~

D Paid Leave D Unpaid Leave 0 Sick Leave

~.,;.~.& oJ4-i ~.,;.l.o .>#- oJ4-i ~->" oJ4-i

D Marriage Leave 0 Birth Leave D Other:

[1.JJ oJ4-i oJ'i.J oJ 4-i c.>.;i.i

Leave Start Date: _ _ _ __ _ _ _ _ Return Date: _ _ _ _ _ _ _ _ Duration in days:

• u.~1.t:=I.Ju
.... oJ,.J1 t:,!.;u 1"4~o.l.ol1

Destination: 0Inside KSA Ooutside KSA (Specify):

~1 ~1J ( J~) ~1 [ .;U.

Ticket: Dcash DTicket Passport Required:

o.;S~1 i.lli o.fi~ ~1 j1.,P.o[~.;.

Employee's Signature:._ _ _ _ __ _ _ _ _ _ _ _ _ _ __ Date: _ _ _ _ __ _ _

~y.l1 ~_,. . Ul1
t:=IJ

For Direct Manager's Approval .;J.~l J:!.Wl ~~.,...

Name: ___ _ __ _ _ _ _ __ _ _ _ __ _ Position Title:
~_,31~1 - -- - -- - -
f"J')'1

Signature: - - - - - -- - - - - - - - - - - - - - - Date:.________ _ __ _ __
~j<J1 t:,!.;Ul1

Hiring Date: _ _ _ __ _ __ Leave Due Date: _ _ _ __ _ __ __ Leave Balance: - - - ------

~1 t;...;l.:i oJ4-~1 J~! t;....;l.:i ~1 1"4~1~.;

Ticket Fees: 0 Company 0 Employee Exit j Re-entry Fees: 0 Company 0 Employee duration: _ _ __
.)...11 .;S1~ 1"_,.....1 ~~1 ~y.l1 oJ.,U1., [.J_;i..l1 o~b "".,.....~ ~~1 ~,..J1 o.l.ol1
Remarks: _ _ ________________________________________________
..:.ua...~

Verified By:----- - --- - - - - Signature: - - -- - - - - -- - -- Date: ____________

J,.! 6-o~J ~j<J1 t:,!.;Ul1

Passport Release _}....Jl Jl..P.- ~

0 Delivered ~1 "'" 0 Undelivered ~1 ~ ,.J

Date: __________________
Received by (Name & Signature): - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
(&ij&IIJ ,-.~1) ~1 (':.o
..;~l

Ref: HRG.LF.02 06106!201 6

 3?m
8us•ness Process Managame n4

~;~~[j~
Reporting to Duty

Date . ...... .... ................ ...................

... . llll
~.)

Employee ID . ............... .... .... ...... ... ...... .....

..... ~_,ll ~_)I

Employee Name ... ...... .. .. .. .. ................ .. .. .. .... .. .... UJ:,_ywtl

A.
~•
I

Position ............... .. ............. .. ....... ... ....... J i)i.jll

The above employee reported to duty on {'~ .).JSL...JI u......J2_,..JI ~ o.,.>---.!.4-t ~

(day)............................................. f'··························· :~.....;~ .....................
Dated : ......................................... (G), . ..A •••••••••••••••••••••••• ••••• :~1_,..11

Corresponding to ........................... (H.)

~.JIJ~I UJ.W:.ll y.t4-J1 ~J.All ~~~~~

Personnel Direct Manager Employee