4. What is important to see in Your Saudi Employment Contract

This is a series detailling the steps on how I dealt with a Job Offer from SAUDI ARABIA. I feel it would also apply on any job offers anywhere in the world.  

Important steps discussed previously was (click the link for reference):
1. Tell your family and important people around you and educate yourself about the country you intend to work in.  
2. Check out the POEA website.
3. How to Correspond with your employer

The 4th Consideration is scrutinizing your job/work contract.  

I was sent a contract via email. Employee/Worker Contracts in Saudi Arabia are written both in English and Arabic. I immediately sent it to

a. a Filipino lawyer-friend who commented on the contract to make sure all areas covered

b. a friend presently residing in Riyadh who could verify things for me.

CONTENTS OF YOUR JOB CONTRACT

(Should be written on Company Stationery with company seal and address):

1. Date that the employment contract is executed between the 1st & 2nd party

2. First party / employer. This is the Company's name and name of your Saudi National Sponsor

3. Address, Tel No., Mobile No. of employer / Company

4. Representative agent / Agency / Recruitment Company and its address in the Philippines and abroad

5. Second Party / employee. Nationality. Passport #. Date/Place of issue. Permanent address. Contact

    Numbers.

6. Terms and Conditions:

    a. Position. Job description. Workplaces (This is important so you may know in advance where in the

        kingdom will you be possibly assigned because your company may have other branches or sister

        companies). Best for you to research about the place & Pinoys in the area.  

    b. No. of years of effectivity of contract (usually 2 Gregorian years. Note that there is a different

        Islamic / Hijri calendar) Always request Gregorian calendar usage.

   c. Salary / month in SAR (SAUDI RIYALS). End of Service Benefits   (ESB). If your salary is

       supplemented by percentage income, commissions, be sure it is written down.

   d. Additional Benefits:

       1. Accomodation. Is either provided for or you are given an allowance to rent for a year. If

           accomodation is provided, list down contents of the accomodation. Usually this is decided upon by

           employer, as to which to give.

       2.  30 days Paid Leave which includes airfare. Time is decided either by employee or employer

            depending on what suits the business

       3. Trial Period of 3 months. If after 3 months, the employer finds you not suitable for work, he may

           terminate contract and with/without compensation. Be sure you are compensated during the 1st 3

           months and is written in your contract. If the employee finds it best to terminate contract,employee

           will shoulder the cost of going back to his country.  

       4. Other incentives: In addition to salary, there may be percentage income or commissions. Be sure to

            ask if there are other incentives like this and have it written down.

       5. Medical Insurance provison. Very important to ask if you get sick or meet an accident, what are the

           policies of the company. Up to what extent is their provision or support.

      6. Paid sick leave. How many days in a year (usually 10 days) with medical report & acceptable

           with administration. If more than 10 days, not compensated. If more than a month, may be terminated

           with the employee bearing the cost of transport back to his country.

      7.Conditions by which the employer and employee may terminate this contract

      8. Company policies important to note in the contract (company holidays, working hours, engaging in

          other business within the kingdom while an employee, settlement of disputes). If possible ask for an

          employee's handbook or Company Rules and Regulations.

      9. This must be incorporated in the contract. "That if there is a need to modify or add/delete any item,

          it shall require the signature of both the employee and employer."