Law No.
(6) of 2012
Concerning
Management
of the Human Resources of Local Paramilitary
Personnel
in the Emirate of Dubai[1]
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We, Mohammed bin Rashid Al Maktoum, Ruler of Dubai,
After perusal of:
The Dubai Police Law of 1966 and its
Implementing Bylaw No. (1) of 1984;
Law No. (27) of 2006 Concerning Management of
the Government of Dubai Human Resources and its amendments;
Law No. (2) of 2008 Concerning Management of the
Human Resources of Local Paramilitary Personnel of the Government of Dubai and
its amendments;
Law No. (21) of 2008 Concerning Pensions and
Social Security of Local Paramilitary Personnel of the Government of Dubai;
Law No. (28) of 2009 Concerning the
Appointment of Retirees in Government Entities of the Emirate of Dubai;
Decree No. (3) of 2007 Determining Salaries
and Benefits of Local Paramilitary Personnel of the Government of Dubai;
Resolution No. (3) of 2008 Determining the
Departments Governed by Law No. (2) of 2008 Concerning Management of the Human
Resources of Local Paramilitary Personnel of the Government of Dubai;
Resolution No. (4) of 2008 Forming the Dubai Paramilitary
Human Resources Committee;
Executive Council Resolution No. (25) of 2006
Establishing the Division for Pensions and Social Insurance of Local Paramilitary
Personnel of the Government of Dubai; and
Executive Council Resolution No. (4) of 2007
Concerning Local Paramilitary Personnel of the Government of Dubai,
Do hereby
issue this Law.
This Law will be cited as
“Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary
Personnel of the Emirate of Dubai”.
The following words and expressions, wherever
mentioned in this Law, will have the meaning indicated opposite each of them
unless the context implies otherwise:
|
UAE: |
The United Arab
Emirates. |
|
Emirate: |
The Emirate of Dubai. |
|
Ruler: |
His Highness the Ruler of
Dubai. |
|
Government: |
The Government of Dubai. |
|
Chief: |
The Chief of Police and
General Security. |
|
Department: |
Any paramilitary or
disciplined civilian entity to which the provisions of this Law apply. |
|
Director General: |
The commander-in-chief
or director general of a Department, or a person in a similar position. |
|
Pensions Division: |
The Division for
Pensions and Social Insurance of Local Paramilitary Personnel of the
Government of Dubai established pursuant to the above-mentioned Executive
Council Resolution No. (25) of 2006. |
|
Human Resources Directorate: |
The Organisational Unit
responsible for the affairs of the Staff Members of a Department. |
|
Organisational Unit: |
A directorate, security
station, division, or section of a Department; or a similar unit. |
|
Staff Member: |
A male or female person
who occupies a budgeted post in a Department and who holds a paramilitary
rank. |
|
High-ranking Officer: |
A Staff Member whose
paramilitary rank is not lower than Lieutenant Colonel. |
|
Officer: |
A Staff Member whose
paramilitary rank is not lower than Lieutenant and not higher than Major. |
|
Non-commissioned Officer: |
A Staff Member whose
paramilitary rank is not lower than First Constable and not higher than First
Warrant Officer. |
|
Entry-level Member: |
A Staff Member whose
paramilitary rank is Constable. |
|
Paramilitary Trainee: |
Any person who is
appointed to a Department and is enrolled in a foundation course at one of
the accredited paramilitary or police schools, colleges, or institutes within
or outside of the UAE to qualify, after graduation, for a budgeted post in a
Department, in accordance with the provisions of this Law. |
|
Cadet: |
A student who is enrolled
in an accredited police or academic university, college, or institute, or any
other educational institution within or outside of the UAE, to obtain a
university or equivalent degree. This includes Scholars who study to qualify
as pilots or fire-fighters. |
|
Staff Member’s Family: |
The spouse and children
of a Staff Member. |
|
Scholar: |
A Staff Member who is
granted study leave to obtain an academic qualification higher than the
General Secondary School Certificate, whether his study is self-funded, or
funded by a Department or any other entity. |
|
Martyr: |
A Staff Member who dies
while engaging in armed combat with criminals, wanted persons, smugglers, or
infiltrators. A person will be deemed
a Martyr if he dies: 1. while on a mission to maintain security and safety; 2. while performing fire-fighting or rescue operations; 3. while engaging in live ammunition training or exercises, or
fire-fighting or rescue drills; 4. in an aviation accident or a ship, boat, or other vehicle accident resulting
from security training or exercises; 5. in an air landing or diving accident; or 6. in a mines or explosives accident. |
|
UAE National: |
Any person holding the
UAE nationality. |
|
Total Salary: |
The monthly salary of a Staff
Member, which consists of a Basic Salary and a general allowance. |
|
Basic Salary: |
A portion of the monthly
salary equal to fifty percent (50%) of the Total Salary. |
|
Aggregate Salary: |
The Total Salary plus
all other allowances to which the Staff Member is entitled pursuant to this
Law and the resolutions issued in this respect. |
|
Year: |
A year measured based on
the Gregorian calendar. |
|
Disciplinary Board: |
The board formed within a
Department to take disciplinary action against Staff Members who violate the
provisions of this Law or the relevant legislation in force. |
|
Grievances and Complaints Committee: |
The committee formed at
a Department to determine the grievances and complaints filed by Staff Members. |
|
Medical Committee: |
The committee formed
pursuant to a resolution of Dubai Paramilitary Human Resources Committee. |
|
Demotion of Rank: |
Reducing the
paramilitary rank to Constable. |
a.
The provisions of this Law apply to all local UAE and
non-UAE national Staff Members working in the Departments specified in the
above-mentioned Resolution No. (3) of 2008 or in any other Department to be
determined by the relevant resolution of the Chief.
b.
The civilian employees of the Departments referred to
in paragraph (a) of this Article will be governed by the Government of Dubai
Human Resources Management Law No. (27) of 2006 and its amendments.
a.
The Human Resources Directorate
of a Department must apply and implement the human resources policies and
provisions stipulated in this Law.
b.
All Organisational Units of a
Department must consult with the Human Resources Directorate regarding the
technical issues related to human resources.
c.
All Organisational Units of a
Department are responsible for thoroughly understanding the human resources
policies and for ensuring the fair, consistent, non-discriminatory, and
non-biased application of these policies to Staff Members in order to create a
motivating and performance-driven culture. They must also consult with the Human Resources Directorate in case of any uncertainty regarding
the application of this Law.
Departments must maintain a healthy and safe work environment in which
both institutional and individual objectives can be achieved. Departments must
strive to maintain a work environment that:
1. recognises the individual differences and cultural
diversity of Staff Members;
2. provides equal development opportunities based on
performance outcomes;
3. motivates Staff Members to contribute suggestions
related to the development of objectives and improvement of services;
4. is safe, fair, and equitable; and satisfies the
basic needs of Staff Members;
5. is free from harassment, discrimination, and
favouritism; and
6. motivates Staff Members to provide and adopt creative
and innovative ideas.
A Staff Member must comply with the standards of professional ethical
conduct in accordance with the nature of his job. In particular, the Staff
Member must:
1.
comply with all the
legislation in force in the Emirate, including the laws, bylaws, resolutions,
and instructions related to the performance of official duties;
2.
act in a manner
that enhances and protects the reputation of the UAE in general;
3.
dedicate his time
and effort to performing his duties as stipulated by this Law;
4.
perform any duty or
job assigned to him with accuracy and integrity, and assume responsibility for
the orders he gives;
5.
abide by ethical
standards, with a view to meeting legal and procedural requirements;
6.
treat his
colleagues with courtesy, respect their rights and duties, and cooperate with
them in performing the duties required to ensure the proper flow of work;
7.
deliver outstanding
quality services to internal and external stakeholders and maintain a
professional, friendly, and helpful attitude in dealing with the public;
8.
avoid any waste, or
extravagant use, of public resources;
9.
not misuse, or seek
to misuse, any information acquired in the course of performing his official
duties;
10. pay due respect to those with higher ranks in
accordance with the rules and principles of paramilitary order and discipline;
11. uphold his reputation and the reputation of his
Department and post, and avoid raising any suspicions; and
12. not exploit his post or the relationships which he
has established in the course of performing his duties to inappropriately
influence or interfere with any anticipated actions of competent investigation
entities within or outside the Department.
a.
A Department Staff
Member will be subordinate to other Staff Members of higher ranks. Within equal
ranks, a Staff Member will be subordinate to other Staff Members who have been holding
the rank before him. A Staff Member may not assume charge in the presence of
another Staff Member who is senior to him or of a higher rank.
b.
A Staff Member
must, at all times and within the scope of his duties, obey all lawful orders
given to him by his superiors; and must exert his utmost efforts to implement
these orders.
c.
If an unlawful
order is given to a Staff Member, he may disobey it without prejudice to the
rules and principles of paramilitary order and discipline.
In
addition to the measures and penalties prescribed by the legislation in force,
a Staff Member who commits a crime punishable by law will be subjected to any
of the disciplinary penalties prescribed in this Law.
a.
During his service
period and thereafter, a Staff Member must not disclose any written or verbal
information which is confidential by nature or pursuant to any relevant instructions,
whether it relates to the Staff Member's Department or to any other person or
entity, unless he obtains a prior written permission from the concerned
Department or is requested by a judicial authority to disclose this information.
b.
The information
referred to in paragraph (a) of this article includes any messages, maps,
reports, drawings, presentations, specifications, models, licences, agreements,
or other documents, regardless of their nature.
c.
Upon termination of
his service with a Department, a Staff Member must immediately return all military
property in his custody and any documents, papers, files, materials, tapes,
discs, programmes, or other property that belongs to his Department or any
other entity whether or not it contains confidential information.
d. For the purposes of this Article, all Staff Members
must sign a Confidentiality and Non-disclosure Undertaking.
A Department must serve the public in a
professional manner that ensures satisfying the needs of its clients by
establishing distinguished relations with them. To achieve this objective, Staff
Members must:
1.
exert their utmost efforts
to best serve the public in accordance with the standards and procedures
prescribed by the Government;
2.
remain impartial in
their dealings with the public, and not engage in any promotional activity
related to any client;
3.
wear any uniform
prescribed by their respective Departments and carry identification cards where
required; and
4.
reject any attempt
by a stakeholder or supplier to offer inducements or other personal benefits in
exchange for favours or special treatment; and, in any case, report any such
attempt to the competent authorities in their Departments.
a.
Subject to the
legislation in force which criminalises accepting, receiving, giving,
requesting, or offering bribes, all Staff Members of Departments must avoid all
types of bribery or corruption.
b.
For the purposes of
this Law, bribery includes the acceptance of any sum of money, any service, or
anything of either material or moral value in return for providing a specific
service that may disturb the ordinary course of business; taking illegal or
improper action; or performing or expediting any work that a Staff Member is
required to perform as part of his duties.
c.
A Department must
investigate all suspected or reported cases of bribery or corruption. If an
investigation confirms, or if there is strong evidence, that a Staff Member has
paid, accepted, received, requested, given, or offered a bribe, he will be
referred to the competent judicial authorities and subjected to the appropriate
disciplinary actions.
d.
It is strictly
forbidden for a Staff Member to accept any gift of material value unless that
gift is for promotional purposes, is of nominal value, and bears the logo and
name of the entity presenting it.
e.
A Department will
designate the entity that may accept gifts on its behalf. These gifts will be
distributed at the Department’s discretion.
f.
Gifts can only be
given or distributed in the name of the Department and by the party designated
by the Department.
Staff Members are prohibited from engaging in any political activism; or
joining any party or local, regional, or international society, association, or
organisation, based within or outside of the UAE, which has political or
illegal objectives.
While performing his duties, a Staff Member must avoid any conflict of
interest between his personal interests and the Government interests and
operations, and must avoid any act in respect of which allegations of conflict
of interest can be made. In particular, the Staff Member must not:
1.
participate in any
act, disposition, or decision making process that influences, directly or
indirectly, the success of a contractor, supplier, or project in which he, his
spouse, or any of his relatives up to the fourth degree, has an interest;
2.
participate in any
act, disposition, or decision making process that may be of benefit to him, his
spouse, or any of his relatives up to the fourth degree;
3.
participate in any
act, disposition, or decision making process which influences, directly or
indirectly, the success of a contractor, supplier, or project in which the Staff
Member, his spouse, or any of his relatives up to the fourth degree, is a
partner in any way; and which may lead to the Staff Member acquiring a
percentage, share, or direct or indirect benefit;
4.
misuse his post, or
disclose any information acquired in the course of his service with the
Department, to achieve specific goals or to obtain favours or special
treatment; or
5.
solicit or accept
favouritism in any matter related to his post, or seek favouritism for any
other person in such a matter.
a.
UAE National and
non-UAE national Staff Members are prohibited from working for a third party,
whether on a paid or unpaid basis, without the prior written approval of their
Departments.
b.
Non-UAE national Staff
Members will be prohibited from owning any establishment or shares in any
company, except for public joint stock companies, without the prior written
consent of their Departments.
c.
UAE National Staff
Members may own any establishment or shares in any company, and may manage such
company or establishment subject to the following conditions:
1. Work must be performed outside the Staff Member's
official working hours.
2. The Staff Member’s private work must not adversely
affect the performance of his employment duties or the interests of his
Department.
3. The private work must not be related in any manner
to the Staff Member's official post and must not affect or be affected by it.
In implementing its
internal and external communications policy, the Government will mainly rely on
the principles of responsibility, efficiency, transparency, and partnership in
order to ensure the provision of the best services to the public.
A Department must openly communicate its
strategy, objectives, needs, and expectations to its Staff Members and ensure
that communication on all work-related issues is a two-way process, involving
managers and their subordinates, wherein Staff Members are encouraged to make
effective contributions. For this purpose, the Department must clearly announce
its own communications policy and guidelines through publications, notice
boards, announcements, electronic mails, work team meetings, periodical
meetings, or any other means.
a.
A Department will
be responsible for managing its external communications with local, regional,
and international entities in accordance with its internal bylaws and in
accordance with the relevant policies and directives issued by the Government.
b.
A Staff Member who
is assigned to communicate with the external parties referred to in paragraph
(a) of this Article must project a highly professional image.
a.
A Department must
designate a Staff Member to give any press statements related to its
activities, mode of operation, and strategy.
b.
A Staff Member must
refrain from making any public statements or comments, whether to the media or otherwise,
on any matter relating to the Department policies and programmes if these
comments or statements can be considered inappropriate or be detrimental to the
work of the Department. In particular, the Staff Member must avoid the
following, without limitation:
1.
making any negative
comments about the Department policies and programmes which are developed or
implemented with participation of the Staff Member;
2.
stating or
declaring in an official capacity negative opinions or conclusions about
Department policies; and
3.
making negative
comments or statements about the senior management of the Department, and the
Department’s mode and methods of operation.
c.
A Department must
encourage and provide internal forums through which Staff Members can
participate in their official capacity in giving feedback on the processes and
action plans of the Department.
a.
The official
working days and hours will be Sunday to Thursday from 7:30 to 14:30. Fridays
and Saturdays will be weekly rest days. This does not apply to working hours
during crises, emergencies, and special occasions.
b.
Where required, the
Director General may make variations to working days and hours of all or
certain posts at the Department.
c.
During the holy
month of Ramadan, official working hours will be from 09:00 am to 14:00 pm. A
Department must make its own work shift schedules to suit its work requirements
during this month.
d.
Based on its work
needs and requirements, a Department may adopt a work shift system.
e.
Where required, an
immediate supervisor may assign overtime to his subordinates.
In any event, a Department must announce to the
public, through appropriate channels, the official working hours and weekly
rest days for each of its Organisational Units.
A Department will observe the public holidays declared under official
announcements issued by the competent entities in the UAE. The Department must
issue a circular specifying the exact dates and number of days for the holiday, taking into account the nature of work
of vital Organisational Units that require twenty-four (24) hours of operation.
a.
A Staff Member must
abide by the approved official working hours to avoid disrupting the proper
provision of services or placing extra workload on fellow Staff Members as a
result of being absent or late.
b. A Staff Member must abide by the working hours mandated
by extraordinary circumstances, special occasions or events, crises, and
emergencies.
c. Where a Staff Member is unable to report to work
on time, or if he reports to work but fails to duly perform his duties, he must
notify his immediate supervisor of the same.
d. A Department must take disciplinary action against
any Staff Member who repeatedly fails to report to work, or reports late to
work, without a reason acceptable to his immediate supervisor. The Department
must issue an applicable attendance bylaw that meets its needs in this respect.
a.
During official working hours, a Staff Member must
wear the paramilitary uniform as prescribed by the paramilitary appearance
standards.
b.
Where his work requires that he does not wear the paramilitary
uniform, a Staff Member must observe an appropriate and decent appearance, and
dress in a manner which is suitable for the requirements of his work.
a.
Subject to the
provisions of Article (12) of this Law, a Staff Member is prohibited from
joining, becoming a member of, or subscribing to professional syndicates,
societies, or associations, or similar entities, without the prior written
consent of the Department.
b.
The Department will
be liable to pay any fees or subscriptions for the membership of the Staff
Member in any professional syndicate, society, association, or similar entity;
and for obtaining his professional licence, within or outside the UAE, if that
membership or licence is a condition or requirement for performing the Staff
Member’s employment duties, or is related to his work.
a. A Department must not allow any of its Staff
Members to drive a vehicle or machine owned by it unless he holds the relevant
driving licence in accordance with the procedures and standards applicable in
this respect.
b. A Staff Member will be responsible for obtaining
and renewing the vehicle or machine driving licence and paying all resulting
costs, unless his Department decides otherwise.
c. When using Department-owned vehicles or machines,
a Staff Member must exercise caution and care and follow all approved operating
and safety guidelines and standards. The Staff Member must notify his immediate
supervisor or the concerned entity of any breakdown or failure of vehicles or
machines.
d. The Department may take disciplinary action
against a Staff Member if it is established that he has used any vehicle or
machine in an improper, unsafe, negligent, or destructive manner.
e. A Department must issue the instructions and
requirements for use of the vehicles and machines it owns, and a Staff Member
must comply with these instructions and requirements and sign a written
undertaking to this effect before using these vehicles or machines.
f. Subject to liability, a Staff Member must not
allow any person who is not authorised by the Department to use or drive the
vehicles and machines owned by the Department.
a. A Staff Member will be responsible for the safe
keeping of all the Department property, materials, or equipment provided to him
or placed under his custody or control; and must not use them for personal
reasons unless he is authorised in advance by the concerned entity at his
Department.
b. Security and safety equipment and materials, military
property under custody, and all similar items are the property of the
Government; and may be used by a Staff Member only within the scope of
performing his duties.
c. Upon the termination of his employment, a Staff
Member must return all Government property delivered to him or in his
possession, and obtain a clearance certificate, before the release of his
financial entitlements.
d. Should a Staff Member cause damage to the Department
property either deliberately or due to negligence or omission, he will be
subject to the relevant disciplinary action and criminal and civil liability.
e. A Department may deduct from a Staff Member’s
financial entitlements the cost of any materials, equipment, or property
damaged or lost by him, or not returned by him to the Department upon its
request. The Department may also take any action it deems appropriate to
recover or protect these materials, equipment, or property.
a.
A Department will
prepare an organisational structure which is aligned with its functions and
needs. This organisational structure, or any amendment thereto, must be
approved by the Chief.
b.
A Department will
have an annual human resources budget based on its approved organisational
structure. This budget must include:
1.
the number of Staff
Members required for each paramilitary post and rank;
2.
the expected date
of appointment for each paramilitary post and rank; and
3.
the actual number
of Staff Members in each paramilitary post and rank.
c.
The human resources
budget of a Department will be part of its annual budget, which is approved by
the Ruler or His authorised representative.
d.
A Director General
or his authorised representative may make any amendments to the annual human
resources budget referred to in paragraph (b) of this Article by adding,
cancelling, or reallocating financial appropriations between posts, provided
that these amendments are within the approved annual budget of the Department.
A Department must
effectively design all its posts in order to ensure focus on its key objectives
and operations; and to guarantee that all duties of the Department are covered,
and that there is no overlap between the different posts.
Heads of Organisational
Units must, in coordination with the Human Resources Directorate, develop job
descriptions for all posts in these units; and ensure that these job
descriptions are regularly updated based on the latest developments and
conditions. Organisational Units must ensure that all their Staff Members
receive updated copies of these job descriptions clearly stating the
objectives, powers, and responsibilities of their posts.
Job description is the
basis for employment, career pathing, performance appraisal, planning training
and development opportunities, and other related processes.
a.
When submitting the
particulars of their human resources needs, concerned Organisational Units must
clearly indicate the required posts and the paramilitary ranks, skills,
experience, and academic qualifications required to fill these posts.
b.
A Human Resources
Directorate must consider, identify, and approve human resources needs. This
identification must be based on the actual need of the Department for posts,
paramilitary ranks, and specialisations; and on the approved annual human
resources budget.
a.
The paramilitary
rank to which a Staff Member is entitled upon his appointment will be
determined based on his academic qualifications and professional experience in
accordance with the following table:
|
Paramilitary Rank |
Academic Qualification |
Work Experience |
|
Captain |
Doctorate |
- |
|
First Lieutenant |
Master’s Degree |
- |
|
Lieutenant |
Bachelor’s Degree |
- |
|
First Warrant Officer |
Diploma |
At least four (4) Years of experience in the field of specialisation |
|
Warrant Officer |
Diploma |
- |
|
First Sergeant |
General Secondary School Certificate |
At least eight (8) Years of experience in the field of specialisation |
|
Sergeant |
General Secondary School Certificate |
At least four (4) Years of experience in the field of specialisation |
|
First Corporal |
General Secondary School Certificate |
- |
|
Corporal |
Second Year of Secondary School |
- |
|
First Constable |
First Year of Secondary School |
- |
|
Constable |
Third Year of Preparatory School or Below |
- |
b.
The Director
General may appoint Officers, Non-commissioned Officers, and Entry-level
Members based on their experience without the need to comply with the academic
qualification requirements referred to in paragraph (a) of this Article.
The authority to appoint Staff
Members to higher command posts in a Department will be as follows:
1.
Chief or Deputy
Chief: Appointment is pursuant to a decree issued by the Ruler.
2.
Director General:
Appointment is pursuant to a decree issued by the Ruler upon the recommendation
of the Chief.
3.
Deputy Director General
and High-ranking Officers: Appointment is pursuant to a resolution issued by
the Chief upon the recommendation of the Director General.
a. Officers will be appointed from amongst Cadets and
holders of the university degrees recognised by the official authorities in the
UAE in the specialisations required by the Department.
b. A committee will be formed pursuant to a
resolution of the Director General to consider the applications for appointment
of Officers.
c. In the event of a vacancy, an Officer will be
appointed pursuant to a resolution of the Director General or his authorised
representative.
To be appointed as an
Officer in a Department, a person must:
1.
be a UAE National;
2.
be at least eighteen
(18) Years of age;
3.
hold at least a
university degree or an equivalent degree from a police college or institute,
or from any university or institute recognised by the competent entities in the
UAE;
4.
be of good
character and repute and not have been sentenced to a custodial penalty for a
felony, or sentenced to a penalty for a crime affecting honour or integrity;
5.
meet all the medical
fitness requirements prescribed by the medical entities accredited by the
Department;
6.
pass all prescribed
tests;
7.
be at least one
hundred and sixty five centimetres (165 cm) tall;
8.
not have been
demoted, dismissed, or removed from service with any security, police, or civil
entity;
9.
not be a member of
any political organisation or banned association; and
10. meet any other employment requirements prescribed
by the Director General for exceptional cases and circumstances.
Appointment of Non-UAE Officers
Article (35)
a. Notwithstanding the provisions of Article (34) of
this Law, a non-UAE national may be appointed, subject to the approval of the
Director General or his authorised representative, as an Officer in the
Department serving as an advisor, expert, technician, or researcher under a
contract.
b. The Director General or his authorised
representative will prescribe the requirements and rules that must be met by
persons appointed as advisors, experts, technicians, or researchers in a
Department.
Appointment of Non-commissioned Officers and Entry-level Members
Article (36)
a.
Pursuant to a
resolution of the Director General, a committee will be formed and will be in
charge of appointing Non-commissioned Officers and Entry-level Members.
b.
Resolutions to
appoint Non-commissioned Officers and Entry-level Members will be issued by the
Director General or his authorised representative.
Requirements for Appointing Non-commissioned
Officers and Entry-level Members
Article (37)
To be appointed as a Non-commissioned
Officer or an Entry-level Member in a Department, a person must:
1.
be a UAE National;
2.
be at least eighteen
(18) Years of age;
3.
be of good
character and repute and not have been sentenced to a custodial penalty for a
felony, or sentenced to a penalty for a another offence affecting honour or
integrity;
4.
meet all the medical
fitness requirements prescribed by the medical entities accredited by the
Department;
5.
pass all prescribed
tests;
6.
be at least one
hundred and sixty five (165) centimetres tall;
7.
not have been
demoted, dismissed, or removed from service with any security, police, or
civilian entity;
8.
not be a member of
any political organisation or banned association;
9.
have the academic
qualifications and work experience stipulated in paragraph (a) of Article (31)
of this Law; and
10. meet any other employment requirements prescribed
by the Director General for exceptional cases and circumstances.
Appointment
of Non-UAE Nationals as Non-commissioned
Officers
and Entry-level Members
Article
(38)
Notwithstanding the
provisions of Article (37) of this Law, a non-UAE national may be appointed by the
Director General or his authorised representative as a Non-commissioned Officer
or Entry-level Member under a contract executed with him for this purpose.
Probation Period
Article (39)
a. Upon joining the service of a Department, a Staff Member
in the category of Officers, Non-commissioned Officers, or Entry-level Members
will be subject to a probation period of at least six (6) months. If the Staff
Member’s performance reports presented at the end of the probation period state
that he has obtained a "Partially Meets Expectations" rating or less,
he will be notified in writing of that result and will be transferred to
another Organisational Unit, in which case the probation period will be
extended to another six (6) months.
b. If the Staff Member’s performance reports presented
at the end of the second probation period referred to in paragraph (a) of this
Article state that he has obtained the same or lower than his rating for the
first probation period, the competent entity in charge of his appointment will
be notified to terminate his employment or take any other action as it deems
appropriate.
c. If the Staff Member’s performance reports issued
at the end of the probation period referred to in paragraph (a) of this Article
state that he has obtained a 'Meets Expectations' rating or higher, the
appointment of the Staff Member will be confirmed and his service in the
Department will be calculated as of the date of joining.
d. Where it is found during the probation period or
the foundation course that a Staff Member has a disease that precludes his
appointment in the Department, his service will be terminated, provided that it
is established that he has withheld information about his disease at the time
of medical examination and the Medical Committee confirms that he is unfit for service.
In this case, the salaries disbursed to the Staff Member will not be recovered.
Seniority of Paramilitary Ranks
Article (40)
A Staff Member's seniority
in the paramilitary rank will be determined based on the date of his appointment
or promotion as follows:
1.
If appointed for
the first time, the seniority amongst appointees will be determined based on
the graduation rankings. In the event of equal rankings, seniority will be
determined based on higher grades in police subjects and then based on
seniority in age.
2.
Seniority amongst Staff
Members within the same rank will be determined based on the dates of their
promotion to this rank. In the event of same promotion dates, seniority will be
determined based on the date of promotion to the previous rank, and then to the
preceding ranks. In cases of same rank standing, seniority will be determined
based on the date of graduation or appointment.
Taking the Oath
Article (41)
a.
Each Officer,
Non-commissioned Officer, and Entry-level Member will, upon his appointment and
prior to commencing work or joining the foundation course, take the oath prescribed
by the Department before the director of the Human Resources Directorate or his
authorised representative, provided that the rank of this representative is not
lower than the rank of the appointed Officer. Oath-taking will be documented in
an official record, and a copy of this record will be maintained in the Staff
Member’s file.
b.
The provisions of paragraph
(a) of this Article apply to Cadets prior to their enrolment in for study.
Obligation
to Remain in Service
Article
(42)
A UAE Officer,
Non-commissioned Officer, or Entry-level Member must serve with the Department
for a period of five (5) consecutive Years, during which he will not be allowed
to leave service. The Director General or his authorised representative may
reduce this period.
Foundation Courses
Article (43)
Upon joining a Department, Officers, Non-commissioned Officers, and Entry-level
Members must attend a foundation course. The Human Resources Directorate must
ensure that foundation courses are designed for new Staff Members based on
their specialisations and the posts to which they are appointed.
Exemption from or Postponement of Foundation Courses
Article (44)
a.
The Director
General or his authorised representative may exempt a Staff Member who has
attended a previous training course from enrolment in the prescribed foundation
course, and may require the Staff Member
to enrol in any other suitable course.
b.
Without prejudice
to the relevant applicable legislation, a Paramilitary Trainee will be exempt
from completing the prescribed foundation course if he sustains an injury that results
in total or partial disability during or on account of his service. In this
event, the Paramilitary Trainee will be granted the rank that he is eligible
for under this Law with effect from the date of the injury, provided that he states
his wish to remain in service and that this wish is approved by the Department.
c.
A Director General
or his authorised representative may postpone the date of enrolment in a foundation
course by a Paramilitary Trainee.
First-time
Appointment and Reappointment
Article
(45)
a. Once a Staff Member's appointment decision is
issued, he will be subject to the relevant legislation applicable to his
Department.
b. A Staff Member appointed for the first time in a
Department will be granted the Total Salary allocated for the paramilitary rank
he holds.
c. Without prejudice to the relevant legislation in
force, a Staff Member reappointed in a Department after the end of his service therein
will be treated as a newly appointed Staff Member. At any event, the
reappointed Staff Member must meet the appointment requirements stipulated in
this Law.
d. A Department may appoint UAE-national Officers,
Non-commissioned Officers, and Entry-level Members with special needs or with
minor congenital disabilities who hold academic qualifications and have
outstanding skills and experience to posts that suit their health conditions.
In that case, they must be enrolled in suitable qualifying courses.
e. A Department appointing Staff Members in the
category referred to in paragraph (d) of this Article must provide them with
all the means required for performing their job duties, and ensure that their
work environment suits their special needs.
f. Staff Members in the category referred to in paragraph
(d) of this Article will be appointed pursuant to a resolution of the Director
General in accordance with the rules and conditions prescribed by the Dubai
Paramilitary Human Resources Committee.
g. The Staff Members appointed in accordance with the
provisions of paragraph (d) of this Article may not apply for disability
retirement.
Conditions
for Appointment of Cadets
Article
(46)
a. Subject to the requirement to hold a general
secondary school certificate with a grade of no less than seventy percent (70%),
the same conditions set forth in Article (37) of this Law apply to the
appointment of a Cadet.
b. A Cadet will be granted the rank of lieutenant
once he receives the qualification for which he enrolled in the educational
institution.
Section Five
Promotion
General Provisions of Promotion
Article (47)
Promotion will be granted based on the vacant paramilitary ranks in the Department.
Salary Payable upon Promotion
Article (48)
A promoted Staff Member of a Department will be entitled, as of the date
of his promotion, to the Total Salary of the paramilitary rank to which he is
promoted or to his Total Salary before the promotion, whichever is higher.
Formation of Promotions Committee
Article (49)
Pursuant to a resolution of the Director General or his authorised
representative, a committee comprised of High-ranking Officers will be formed
to consider the nominations for promotion submitted by the immediate
supervisors of Staff Members in a Department.
Timeframes for Promotion of Officers
Article (50)
To be eligible for promotion to a higher paramilitary rank, a
High-ranking Officer or an Officer must serve for the following minimum period
in the current rank he holds:
|
1.
|
Promotion from lieutenant general to
general |
Unspecified period |
|
2.
|
Promotion from major general to
lieutenant general |
Unspecified period |
|
3.
|
Promotion from brigadier to major
general |
Unspecified period |
|
4.
|
Promotion from colonel to brigadier |
Unspecified period |
|
5.
|
Promotion from lieutenant colonel to
colonel |
Unspecified period |
|
6.
|
Promotion from major to lieutenant
colonel |
Five Years |
|
7.
|
Promotion from captain to major |
Four Years |
|
8.
|
Promotion from first lieutenant to
captain |
Four Years |
|
9.
|
Promotion from lieutenant to first
lieutenant |
Four Years |
Timeframes for Promotion of Non-commissioned
Officers and Entry-level Members
Article (51)
To be eligible for promotion to a higher paramilitary rank, a
Non-commissioned Officer or an Entry-level Member must serve for the following
minimum period in the current rank he holds:
|
1.
Promotion from first warrant
officer to lieutenant |
Five Years |
|
2.
Promotion from warrant officer
to first warrant officer |
Four Years |
|
3.
Promotion from first sergeant to
warrant officer |
Four Years |
|
4.
Promotion from sergeant to
first sergeant |
Four Years |
|
5.
Promotion from first corporal
to sergeant |
Four Years |
|
6.
Promotion from corporal to
first corporal |
Four Years |
|
7.
Promotion from first constable
to corporal |
Three Years |
|
8.
Promotion from constable to
first constable |
Three Years |
Competent Promotion Authority
Article (52)
Subject to the provisions of this Law, the power to promote a Staff
Member will be as follows:
a.
A High-ranking
Officer: Promotion under a resolution of the Chief issued upon the
recommendations of the Director General.
b.
An Officer:
Promotion under a resolution of the Director General.
c.
A Non-commissioned
Officer or Staff Member: Promotion under a resolution of the Director General
or his authorised representative.
Grounds and Cases for Promotion
Article (53)
a. Promotion will be granted based on the following grounds
and in the following cases:
1.
completion of the periods
prescribed for promotion in Articles (50) and (51) of this Law;
2. promotion by selection based on competency, subject to lapse of half the
period prescribed for promotion;
3. seniority in the paramilitary rank; and
4.
receiving an annual
competency rating not lower than “Meets
Expectations”.
b. The Director General or his authorised
representative may establish grounds and cases for promotion other than those
stipulated in paragraph (a) of this Article in accordance with work needs and conditions
and in light of the special considerations related to each paramilitary rank.
Evaluation of Competency
Article (54)
The competency of a Staff Member will be evaluated based on:
1.
the annual
competency report;
2.
passing the
training courses or finishing the studies prescribed by the Department; and
3.
any outstanding
achievements during the period of service.
Exceptional Promotion
Article (55)
a. In exceptional cases, the minimum period
prescribed for promotion, as referred to in Articles (50) and (51) of this Law,
may be reduced pursuant to a resolution of the Director General.
b. Pursuant to a resolution of the Director General,
a Staff Member may be exceptionally promoted up to two (2) ranks higher than
his current rank, provided that he performs notable work or outstanding
services worthy of appreciation. In any event, the rank to which a Staff Member
is exceptionally promoted must not be higher than major.
a.
A Staff Member will
be promoted to the next higher paramilitary rank, even if he does not meet the
promotion requirements stipulated in this Law, if he dies as a martyr; is formally
deemed a martyr; or dies or sustains total disability during or on account of
his service. In that case, promotion will take effect as of the day preceding
the date of martyrdom, death, or total disability.
b.
A Staff Member will
be promoted to the next higher paramilitary rank as of the day preceding the
date of his death in service if he has completed the minimum period prescribed
for promotion under this Law, even if he does not meet the promotion
requirements stipulated in this Law.
c.
A Staff Member to
be retired will be promoted to the next higher paramilitary rank if he
completes half the prescribed service period in his current rank prior to
retirement.
d.
A Cadet will be
promoted to the rank of lieutenant if he dies as a martyr; is formally deemed a
martyr; or dies or sustains a total disability during or on account of his
study. The actual service period of the Cadet will be calculated as of the date
on which he is enrolled to study.
e.
A Paramilitary Trainee
will be promoted to the next higher paramilitary rank if any of the cases
referred to in paragraph (a) of this Article applies to him.
f.
For the purposes of
this Article, a Staff Member will receive the financial entitlements of the
paramilitary rank to which he is promoted or the financial entitlements of his
paramilitary rank before promotion, whichever is higher.
g.
Notwithstanding the
provisions of this Article, a Staff Member, Cadet, or Paramilitary Trainee may not
be promoted if his death or injury is caused by:
1. the Staff Member, Cadet, or Paramilitary Trainee deliberately harming
himself or taking his own life; or
2. the Staff Member, Cadet, or Paramilitary Trainee committing an indecent
and premeditated act. This includes injury or death under the influence of
intoxicants, drugs, or psychotropic substances consumed without a lawful
excuse.
Promotion
Due to Receiving Academic Qualifications
Article
(57)
Notwithstanding the provisions
of this Law, a UAE-national Staff Member may be promoted to the next higher
paramilitary rank if he obtains an academic qualification in a specialisation
needed by the Department which is higher than the qualification based on which
he has been appointed. This promotion will be subject to the rules prescribed
by the Department in this respect.
Suspension of Promotion
Article (58)
No promotion may be
granted to a Staff Member who is suspended from service or referred to any
disciplinary or criminal court. If the Staff Member is acquitted or is proved
not guilty for the charges attributed to him, his seniority in the paramilitary
rank to which he is promoted must be calculated from the date on which he should
have been promoted.
Section Six
Salary, Increments,
Allowances, Bonuses, and Benefits
Salary and Increments
Article (59)
a.
The Total Salary, periodic increments, and other
allowances and increments to which a Director General, UAE National and non-UAE
national Staff Members, and Paramilitary Trainees are entitled will be
determined pursuant to a resolution issued by the Ruler in this regard.
b.
A monthly remuneration will be paid to a Cadet. The
amount of this remuneration will be determined pursuant to a resolution to be issued
by the Ruler.
General
Policy for Granting Bonuses and Employment Benefits
Article
(60)
a.
A Department must seek
to achieve the optimal productivity at the lowest feasible cost. Accordingly,
the increments, bonuses, and employment benefits stipulated in this Law and the
resolutions issued in this respect should be granted to Staff Members in a
manner that ensures achieving high efficiency and outstanding performance.
b.
The amounts of increments,
allowances, and employment benefits stipulated in this Law and the resolutions
issued in this respect may be amended and new increments, allowances, and
benefits may be introduced under a resolution issued in this respect by the
Ruler upon the recommendations of the Dubai Paramilitary Human Resources
Committee.
Paramilitary Ranks
Article (61)
a.
A Department will have a unified table of the
paramilitary ranks and salaries of its Staff Members.
b.
Posts in a Department will be divided into three (3)
classification categories, each comprising a range of paramilitary ranks as
follows:
|
Category |
Paramilitary Rank |
Classification |
|
Category 1 |
General |
High-ranking Officers |
|
Lieutenant General |
||
|
Major General |
||
|
Brigadier |
||
|
Colonel |
||
|
Lieutenant Colonel |
||
|
Category 2 |
Major |
Officers |
|
Captain |
||
|
First Lieutenant |
||
|
Lieutenant |
||
|
Category 3 |
First Warrant Officer |
Non-commissioned Officers
and Entry-level Members |
|
Warrant Officer |
||
|
First Sergeant |
||
|
Sergeant |
||
|
First Corporal |
||
|
Corporal |
||
|
First Constable |
||
|
Constable |
UAE National Staff Members will be enrolled in the pension scheme adopted
by the Pensions Division.
A Non-UAE national Staff Member recruited from outside of the UAE will
be entitled to:
1.
a joining air
ticket to the Emirate, for the Staff Member and his eligible family members,
from the nearest international airport to his place of residence in the country
of which he holds citizenship at the time of contracting. The ticket will be on
the travel class specified in his employment contract. The Director General or
his authorised representative may, upon a request from the Staff Member,
approve that the joining ticket be for a flight from a destination other than
the country of which he holds citizenship; and
2.
a repatriation air
ticket, for the Staff Member and his eligible family members, from the Emirate
to the nearest international airport to his place of residence in the country
of which he holds citizenship at the time of contracting. The Staff Member will
be entitled to the ticket, which will be on the travel class specified in his
employment contract, upon the end of his service for any reason whatsoever.
A Staff Member who is in Category 1 or Category 2, as
stipulated in paragraph (b) of Article (61) of this Law, and who is recruited
from outside of the UAE, will be disbursed a cash allowance equal to the costs
of the shipping of a 20-feet container, including insurance costs, to transport
his personal belongings and household items from his home country to the
Emirate. This allowance will also be paid to the Staff Member upon the end of
his service with the Department for any reason.
A Staff Member recruited from outside of the UAE who resigns to join
another post in the UAE will not be entitled to any repatriation benefits. In
addition, a Staff Member who is recruited from within the UAE will neither be
entitled to the repatriation air tickets stipulated in paragraph (2) of Article
(63) of this Law nor to the personal belongings shipping allowance stipulated
in Article (64) of this Law.
A non-UAE national Staff Member who is extended
his employment offer by the Department while on a visit visa to the UAE will
not be entitled to any of the joining or repatriation benefits stipulated in
this Law, except where he is brought into the UAE on that visit visa by the
Department as part of his selection and recruitment process.
A Department is entitled to deduct from the monthly salary of a Staff
Member any amount owed to the Department as a result of overpayment in salary, increments,
allowances, or employment benefits; or any other amounts deductible under this
Law or any relevant regulations or bylaws, provided that the deduction does not
exceed twenty-five percent (25%) of the Total Salary.
The Government will apply in Departments a performance management system
based on the performance of Staff Members and their Organisational Units, with
a view to promoting individual achievements and teamwork spirit. This system particularly aims to:
1.
ensure that
individual targets are aligned with the Department targets;
2.
ensure continuous
improvement of the individual performance of Staff Members by regularly
evaluating their contributions and development against the established targets;
3.
provide a basis for
rewarding achievements and the accomplishment of results;
4.
stimulate
continuous learning to develop human resources;
5.
develop effective
task-based training that is targeted towards the fulfilment of job
requirements; and
6.
ensure that
performance assessment is conducted in a fair and impartial manner.
a. The individual performance of a Staff Member will
be measured against specific standards and defined objectives as part of the
performance management system for the local paramilitary personnel working in
the Emirate (the "Performance
Management System").
b. The performance of Staff Members will be measured
in accordance with the Performance Management System, and will be rated against
the following scale:
1. Substantially Exceeds
Expectations 5
2. Exceeds Expectations 4
3. Meets Expectations 3
4. Partially Meets Expectations (Relatively
Acceptable Performance)
2
5. Substantially Below
Expectations and Unsatisfactory Performance 1
c. Appraisal of the performance a Staff Member will
be conducted annually. The Staff Member must be involved in the review of his
performance through setting and agreeing upon performance targets at the
beginning of the appraisal period, discussing the results of the appraisal with
the immediate supervisor, and signing jointly with the immediate supervisor all
the performance review forms.
d. Performance ratings affect the promotion
opportunities of a Staff Member and disbursement of the periodic salary
increments and annual bonuses announced by the Department, as well as any other
performance bonuses.
e. A Human Resources Directorate will be responsible
for implementing and monitoring the performance management system.
f. A Staff Member who obtains a 'Meets Expectations'
rating or higher will be granted the performance bonuses stipulated in this Law
and the bylaws and resolutions issued in pursuance hereof.
g. If a Staff Member obtains a 'Partially Meets
Expectations' rating, he may be transferred to another job, and the Human
Resources Directorate will notify him in writing of the weakness points in his performance
and properly guide him to improve his performance. If a Staff Member obtains
the same or a lower rating in the next Year, his case will be reported to the
Director General or his authorised representative to take the appropriate
action in this respect.
h. If a Staff Member obtains a 'Substantially Below
Expectations and Unsatisfactory Performance' rating, he will be served a
written notice requiring him to improve his performance, and informing him that
his seniority will be reduced by one (1) Year in case he obtains the same
rating again.
i. For the purposes of appraising the performance of
a Staff Member who is on a scholarship, study leave, a training course, or an
official assignment, the Staff Member will submit a report on his attendance
and progress in his study, mission, or course. This report will be issued by
the Staff Member’s immediate supervisor, or by the cultural attaché or liaison
officer at the embassy of the country where the Staff Member is present.
j. The last annual performance report of a Staff
Member will be adopted in case he is on sick leave, or on escort leave
accompanying any of his relatives for more than six (6) months,.
a.
Periodic salary
increment will be awarded based on a Staff Member's performance, which is
measured through the Performance Management System. To be entitled to this
increment, a Staff Member must obtain at least a 'Meets Expectations' rating.
b.
A Staff Member will
be entitled to a periodic salary increment only after he completes one
continuous Year in service.
A Department may adopt a number of non-monetary rewards, including, but
not limited to, medals, orders, badges, decorations, certificates of
outstanding performance, letters of appreciation, honouring a distinguished Staff
Member as Employee of the month or Year, or nominating a Staff Member for the
awards of the Dubai Government Excellence Programme.
A Department may award a Staff Member a special cash bonus to be
disbursed any time during the Year in recognition of his outstanding
achievements, creativity, innovation, remarkable suggestions, or any other outstanding
achievement.
a.
A Department may
pay an annual bonus to a Staff Member with high performance, as measured
through the Government performance indicators measurement system, taking into
account the performance of the Department or the relevant Organisational Unit
as well as the Staff Member's performance, as stated in his annual performance
appraisal report.
b.
The conditions and
requirements for granting this bonus will be prescribed in the Government Performance
Management System adopted by Dubai Paramilitary Human Resources Committee for
this purpose.
a.
The Government must
develop its human resources; and must retain these resources, particularly skilled
and knowledgeable personnel.
b.
A Department must
provide its Staff Members with suitable development and training opportunities
to enhance their capabilities in their current posts or to enable them to
assume new responsibilities that support the goals and fulfill the needs of the
Department.
a.
A training needs
analysis must be based on the general Government policies and strategies, and
the Department strategy and objectives.
b.
A Department must
analyse training and development needs based on the following sources:
1.
annual performance reports
of Staff Members;
2.
Staff Members and
their immediate supervisors;
3.
training impact
assessment; and
4.
any other source
the Department deems useful.
A Human Resources Directorate will be
responsible for analysing the training needs of Staff Members in coordination
with their relevant Organisational Units, with a view to:
1.
identifying the
abilities and competencies of Staff Members at all levels in order to achieve the
objectives of the Department;
2.
identifying the
levels of skills or knowledge required to enable Staff Members to improve their
performance; and
3.
identifying the
skills and competencies required for the next level of the Staff Member's
career path and preparing him for that level.
In light of the outcomes of the training needs analysis, the Human
Resources Directorate will devise an annual training and development plan to
train and qualify the Department's Staff Members at all employment levels. This
plan must:
1.
prioritise training
and development needs;
2.
identify the forms
of training and development for each of the training and development needs;
3.
provide a schedule
for each form of training and development;
4.
identify the
entities that must provide the training and development; and
5.
include the general
budget of the annual training and development plan.
An annual training and development plan will be
approved by the concerned Organisational Units and incorporated into the annual
budget of the Department. After approval of that annual budget, the Human
Resources Directorate will be responsible for implementing the annual training
and development plan in cooperation and coordination with the entities
concerned with training.
Training and development opportunities take several forms, including:
1.
on-the-job
training;
2.
job rotation, and formal
education or training;
3.
interactive
learning and distance learning; and
4.
coaching,
licensing, and accreditation.
Based on its work requirements and approved training budget, a
Department will be authorised to adopt the form of training and development
that is appropriate for each training programme.
a.
A Human Resources
Directorate will conduct an overall assessment of training in coordination with
the concerned Organisational Units.
b.
Prior to training, the
Staff Member’s immediate supervisor must agree with the Staff Member on the
objectives of training and the skills and knowledge that the Staff Member is
expected to gain from training pursuant to the form adopted for this purpose.
The form will be sent to the Human Resources Directorate.
c.
The assessment of
training and development will cover the objectives, form, content, providers,
costs, locations, schedules, and any other aspect of training. The assessment
must be based on:
1.
self-assessment by
the trainee Staff Member;
2.
assessment by the
immediate supervisor of the impact of training on the performance of the trainee
Staff Member; and
3.
any other tools
used for assessing training and its impact.
d.
The Human Resources
Directorate will, on a regular basis, collect all data required to assess all
aspects of training.
Subject to the approval of the concerned Organisational Unit, the Human
Resources Directorate may amend the annual training and development plan at any
time and for any operational or budgetary reasons, provided that the approved
training budget is not exceeded.
Training and development prospects will be offered by qualified trainers
from amongst the Staff Members of the Department or others. These prospects may
be provided within or outside of the UAE depending on the type, form, and availability
of the required training.
A Department must focus on local training offers
and prospects. Overseas training may be adopted to meet the essential
requirements that need to be satisfied by an incumbent, provided that no
similar training is available in the UAE.
The approval of the Director General or his authorised representative
must be obtained in respect of any training programme that is not included in
the annual training plan nor the Department's budget.
For the purposes of selecting the best training and development prospects,
the Human Resources Directorate may:
1.
explore and assess
the best available training and development options, including evaluation of the
centres and other entities providing these options, with a view to achieving
the optimal outcome.
2.
negotiate and
finalise agreements with training and development providers to ensure that the
Department avails of the best options and prices; and
3.
modify any aspect
of the training and development prospects after obtaining the approval of the
concerned Organisational Unit if the assessment outcome reveals drawbacks
related to the training and development deliverables.
A Department may appoint Staff Members from amongst UAE National fresh
graduates from various disciplines, with a view to training and qualifying them,
and developing their relevant professional skills and competencies, to enable
them to assume their job duties.
1.
A Department may,
in accordance with the conditions it determines, sponsor UAE National secondary
school graduates to study in vocational or technical disciplines or to obtain
vocational training that is compatible with the functions and nature of work of
the Department, provided that these graduates commit to work for the
Department.
2.
The Department must,
as per its budget, pay a monthly lump sum of six thousand dirhams (AED 6,000.00)
to each of these students or trainees throughout the period of study or
training.
3.
Where a student or
a trainee who is a beneficiary of the Department sponsorship fails to fulfil
his commitment to work for the Department, he must repay all the sponsorship expenses
incurred by the Department.
a.
The types of leave
that may be granted to Staff Members in accordance with this Law are as
follows:
1. annual leave;
2. sick leave;
3. maternity leave;
4. paternity leave;
5. compassionate leave;
6. Idda
leave;
7. Hajj
leave;
8. special leave;
9. study leave;
10. unpaid leave;
11. administrative leave; and
12. casual leave.
b.
Subject to
disciplinary liability, a Staff Member may be absent from work only under
authorised leave.
A Staff Member will be entitled to annual leave with Total Salary as
follows:
1.
High-ranking Officer: Forty (40) working days per Year
2.
Officer:
Thirty-five (35) working days per Year
3.
Non-Commissioned Officer or Entry-level Member:
Thirty (30) working days per Year
1.
A Department must
encourage its Staff Members to utilise their annual leave entitlement.
2.
Annual leave will
be approved pursuant to a decision of the person in charge of the
Organisational Unit, or his authorised representative, based on an application
submitted by the Staff Member in writing or electronically.
Subject to the approval of his immediate supervisor, a Staff Member may
utilise his annual leave entitlement at one or more occasions. A Staff Member
may also combine annual leave with any other leave he is entitled to in
accordance with the provisions of this Law.
A period of sickness occurring during any leave provided for in this Law
will be deemed part of this leave.
At the request of a Staff Member, the Aggregate Salary for the approved
annual leave may be disbursed, up to one month prior to taking the leave.
A Staff Member may be granted annual leave or a salary for the period of
annual leave only after successful completion of the probation period. Nonetheless,
annual leave will accrue during the probation period.
a.
In order to
maintain a balance between their work and private life, Staff Members should
utilise their annual leave entitlement during the Year in which the leave
accrues.
b.
Staff Members may
carry forward their annual leave entitlement to the following Year, subject to
a maximum of (40) working days for High-Ranking Officers; thirty-five (35)
working days for Officers; and thirty (30) working days for Non-Commissioned
Officers and Entry-level Members. A cash payment, calculated based on the Staff
Member’s basic salary, may be made in lieu of accrued leave days that could not
be carried forward.
During the first Year of service, a Staff Member will be entitled to
utilise his annual leave following completion of the probation period.
Subject to the approval of the immediate supervisor and as permitted by
work requirements, a Staff Member who completes at least one Year of service
with a Department may utilise his annual leave balance, in addition to advance
leave of no more than ten (10) days from the leave balance for the following
Year.
Where mandated by work requirements, the leave
approval authority may recall a Staff Member from his approved annual leave
before its expiry. Unutilised leave days will be credited back to the Staff
Member’s leave balance.
Annual leave will cease to accrue during any study leave or unpaid leave
taken by the Staff Member.
a.
A Staff Member will
be granted sick leave for up to five (5) consecutive days at a time, with a
maximum of fifteen (15) days per Year, based on a medical report issued by an
officially accredited medical authority. Any sick leave in excess of that
period must be approved based on a medical report issued by the Medical
Committee.
b.
Where the duration
of the medical condition of a Staff Member exceeds six (6) consecutive months,
the Medical Committee must review his condition and decide whether to grant him
an extension of up to six (6) months, renewable for the same period, or
recommend the termination of his service on grounds of medical unfitness.
c.
A Staff Member
whose sick leave is approved in accordance with the provisions of paragraphs
(a) and (b) of this Article will be paid the Aggregate Salary for the first six
(6) months from the commencement of his sick leave and the Basic Salary for any
period in excess of that period if his sick leave is renewed by a resolution of
the Medical Committee.
d.
A Staff Member must
notify his immediate supervisor of any sick leave within five (5) working days
of obtaining that leave.
e.
Sick leave may not,
under any circumstances, be carried forward to the following Year; and no cash
payment may be made in lieu of the sick leave.
In case of repeated sick leave, the Director General or his authorised
representative may refer the Staff Member to the Medical Committee for medical
examination and preparation of a detailed report on his health condition.
Where a Staff Member contracts a contagious disease, the Medical
Committee must, even if the Staff Member is not precluded from performing his
duties, grant him sick leave for the whole period of his sickness until a report
confirming his full recovery is issued by the Medical Committee. The Medical
Committee must notify the Staff Member’s Organisational Unit that the Staff
Member is not allowed to report to work throughout that period.
Without prejudice to the rules governing occupational
injuries and the relevant prescribed compensation, if the Staff Member’s
sickness is caused by an occupational injury, he will be granted sick leave
with Aggregate Salary for a period not exceeding one Year. If the Staff Member’s
sickness persists beyond this period, he will be referred to the Medical
Committee to assess his health condition and either extend his sick leave with
Aggregate Salary for additional six (6) months renewable for the same period, or
recommend the termination of his service on grounds of medical unfitness.
The service of a Staff
Member may be terminated for health reasons only if he exhausts all the annual
and sick leave to which he is entitled under this Law.
A Staff Member whose
service is terminated for health reasons may, within one Year from the
termination of his service, be reappointed with the same seniority and rank he
have had if the reason for termination of service ceases to exist, and it is
confirmed by a medical report that he is fit for work. The Staff Member’s
period of service following reappointment will be deemed an uninterrupted
continuation of his previous period of service.
a.
Without prejudice
to the provisions of Article (100) of this Law, a Staff Member who develops a
disease or have an accident outside of the UAE will be entitled to sick leave
in accordance with the provisions of this Law, provided that he notifies his
Department of the same. Upon his return, the Staff Member must submit the
relevant medical reports.
b.
The medical reports
referred to in paragraph (a) of this Article will be subject to approval by the
Medical Committee after being duly attested by the UAE diplomatic missions.
a.
A female Staff
Member will be entitled to maternity leave of sixty (60) days with Aggregate
Salary. This leave may be combined with any annual leave or unpaid leave,
provided that the total period of leave does not exceed one hundred (100) days
from the date of commencement of the maternity leave.
b.
A pregnant female Staff
Member may take her maternity leave up to one month prior to the expected date
of delivery, in which case the leave may not be interrupted.
c.
Upon expiry of her
maternity leave and for the duration of four (4) months from the date of her
return to work, a female Staff Member will be authorised to leave the workplace
for two (2) hours per day to nurse her baby. These hours will be fully paid.
d.
The weekly rest
days and official holidays occurring during maternity leave will be part of
this leave, whereas the weekly rest days and official holidays occurring at the
beginning or end of the maternity leave will not be deemed part of it.
e.
Maternity leave, or
any part thereof, may not be carried forward to the following Year; and no cash
payment may be made in lieu of maternity leave.
A male Staff Member whose baby is born inside
the UAE will be entitled to paid paternity leave of three (3) days to be taken within
one month from the baby’s birth.
a.
A Staff Member will
be entitled to compassionate leave with Aggregate Salary for five (5) days in
case of the death of any of his first-or second-degree relatives, and for three
(3) days only in case of the death of a third-or fourth-degree relative.
b.
Compassionate leave
may be combined with annual leave. If compassionate leave occurs during annual
leave, the compassionate leave days will be credited back to the Staff Member’s
annual leave balance. However, compassionate leave may not be granted during
any other type of leave.
In the event of death of her husband, or delivery of a final judgement declaring
the death of her missing husband, a Muslim female Staff Member will be entitled
to Idda leave with Aggregate Salary for the whole Idda period
prescribed by Sharia, starting from the date of her husband's death or date of
delivery of the final judgement declaring the death of her missing husband. In
any event, Idda leave must not be less than four (4) months and ten (10)
days.
A Muslim Staff Member will be entitled to twenty-one (21) days leave
with Aggregate Salary to perform Hajj
once during his service with the Government. Hajj leave may be combined with annual leave.
The Director General or his authorised
representative may grant a UAE National Staff Member full-time special leave
with Total Salary to undertake any activities or duties related to
participation in national teams, competitions, sports activities, social or
cultural programmes, or any other similar activities not related to the work of
the Department of the Staff Member. This leave will be granted upon the request
of the relevant official authority in charge of the activities and for the
period it specifies.
a.
Upon the
recommendation of an official medical authority, the Director General or his
authorised representative may grant a Staff Member up to six (6) months special
leave with Aggregate Salary to accompany a first-or second-degree relative for
overseas medical treatment where that treatment is not available in the UAE. Where
mandated by treatment requirements, leave may be extended with Total Salary for
up to six (6) months pursuant to a resolution of the Director General or his
authorised representative issued upon approval of the Medical Committee. However,
where it is required to extend the leave for a longer period pursuant to a
resolution of the Medical Committee, the Staff Member will be disbursed Basic
Salary only for that period.
b.
Upon the
recommendation of an official medical authority, the Director General or his
authorised representative may grant a Staff Member special leave with Aggregate
Salary for up to three (3) months to accompany any person other than those
referred to in paragraph (a) of this Article for overseas medical treatment
where that treatment is not available in the UAE. Where required, the Director
General or his authorised representative may extend this leave with Total
Salary for up to three (3) months.
c.
The Director
General or his authorised representative may grant a Staff Member up to two (2)
months non-renewable special leave with Aggregate Salary to accompany his spouse
or any of his first-degree relatives who receives medical treatment in the UAE.
This leave will be granted based on a medical report issued by an officially
accredited medical authority confirming the patient’s need for an accompanying
person during the period of treatment inside or outside the hospital.
d.
The Director
General or his authorised representative may grant a Staff Member up to two (2)
months non-renewable special leave with Aggregate Salary to accompany a first-or
second-degree relative for overseas medical treatment at his own expense.
a.
The Director
General or his authorised representative may grant a UAE National Staff Member
unpaid special leave to accompany a spouse who is sent abroad on a scholarship,
study leave, assignment, secondment, or business trip; or who is transferred to
a post abroad or joins any international or regional authorities,
organisations, or agencies, provided that this special leave does not exceed
the period of travel or work abroad. The special leave will be deemed part of
the period of service of the Staff Member, provided that he pays the
contributions prescribed in the above-mentioned Law No. (21) of 2008. Where the
Staff Member fails to pay such contributions, the special leave will not be deemed
part of his period of service.
b.
Throughout the
period of the leave mentioned in paragraph (a) of this Article, the Department
may fill the vacant post of the Staff Member granted the leave. Upon expiry of
the leave and return of the Staff Member to the UAE, the Department must
reinstate the Staff Member to his original post or to any other equivalent post.
a.
A UAE National Staff
Member may be granted full-time study leave within or outside of the UAE to
obtain a post-secondary school qualification. This leave will be for a period
equal to that of the approved study programme.
b.
A UAE National Staff
Member may be granted part-time study leave within or outside of the UAE for a
consecutive or non-consecutive period of sixty (60) days to obtain a
post-secondary school qualification.
c.
A short or long
study leave within or outside of the UAE may only be granted if the study
programme is approved by the Department in advance.
d.
Study leave will be
governed by the provisions and conditions stipulated in Article (137) of this
Law.
a. A Staff Member who is enrolled in regular evening
classes at an educational institution accredited in the UAE may be granted
leave with Aggregate Salary to take annual and term examinations for the period
determined in the approved examination schedule. A Staff Member may also be
granted additional leave of up to five (5) working days prior to the
examination date where examinations are held within the UAE.
b. Throughout the period of an approved study
programme, a Staff Member may be granted a short study leave permission for up
to two (2) hours per day to attend classes.
Pursuant to a resolution of the Director General or his authorised
representative, a Staff Member may be granted unpaid leave of up to thirty (30)
days in a single Year, provided that the Staff Member has valid reasons for
this leave and that his annual leave balance is exhausted.
a.
The Director
General or his authorised representative may grant a Staff Member
administrative leave of up to fifteen (15) working days in a single Year. The Staff Member’s right
to administrative leave will be forfeited upon the lapse of one (1) Year from
the date of granting that leave.
b.
A Staff Member will
be granted the administrative leave referred to in paragraph (a) of this
Article in the following cases:
1. where the Staff Member performs outstanding work
during his service;
2. where the Staff Member demonstrates high
efficiency in solving the intricacies of a case or performing a specific project;
3. where the Staff Member works beyond the official
working hours based on an official assignment by his immediate supervisor. This
does not apply to work at times of crises or in emergencies;
4. where the Staff Member submits a proposal which
benefits his Department upon its implementation; and
5. any other cases determined by the Director General
or his authorised representative upon the recommendation of the Staff Member’s
immediate supervisor.
a.
Casual leave is
leave taken due to an emergency situation or unexpected reason which could not
be reported in advance. A Staff Member may not be absent from work due to an
emergency situation or unexpected reason for more than twenty-four (24) hours at
a time, or for more than five (5) times in a single Year. A Staff Member may
not carry forward casual leave to the following Year.
b.
Upon his return
from casual leave, a Staff Member must submit the reasons for his absence to his
Department to determine whether to approve or reject the leave. Where the leave
is rejected, the days of absence will be deducted from the Staff Member's
annual leave balance if the balance is sufficient. Without prejudice to any
disciplinary liability, where the annual leave balance is not sufficient, the casual
leave will be deemed unpaid absence from work without valid reason.
A Staff Member will be
considered on duty on a continuous and uninterrupted basis, and will be
available on demand at any time and place. A Staff Member may be absent form
work only during any leave authorised under this law. Time off and official
holidays will be regulated pursuant to work requirements and at the discretion
of the immediate supervisor of the Staff Member.
a.
Without prejudice
to any disciplinary liability, where a Staff Member is absent from work without
prior permission or valid reason, he will be deprived of his Aggregate Salary for
the period of absence.
b.
Where a Staff
Member is absent from work without valid reason for more than twenty-one (21)
consecutive days, his service will be terminated; he will be deemed to have deserted
service; and, when apprehended, he will be brought to trial in accordance with
the applicable legislation. Notwithstanding the foregoing, the service of a Staff
Member will continue if he provides a valid reason that prevented him from
notifying his Department, or from reporting for duty, in which case the Staff
Member will be deprived of his Aggregate Salary for the period not covered by
any leave prescribed by the provisions of this Law.
a.
During the
probation period, a Staff Member will not be entitled to any paid leave except
sick, paternity, compassionate, Idda, or unscheduled leave, in which
case the probation period will be extended for the same number of days of the
leave.
b.
A Staff Member who
resigns from a Department, or whose service is terminated for any reason,
during the probation period may not be entitled to annual leave for the period
of his service with the Department.
Official mourning periods announced by the UAE which occur during any
leave will not be credited back to the Staff Member’s leave balance.
Upon return from leave, a Staff Member must complete a return-from-leave
form, have it approved by his immediate supervisor, and send it to the Human
Resources Directorate.
Where necessary, the Director General or his authorised representative
may recall a Staff Member from his leave, provided that the Department
compensates the Staff Member for any liabilities arising from being recalled
from leave without prejudice to the annual leave balance accrued in respect of
the period for which he is recalled.
All periods of leave granted to a Staff Member will be deemed part of
his actual period of service, except unpaid leave.
a.
The Department may
send a Staff Member on a trip within or outside of the UAE to perform any
official duties or attend training courses in its name and for specific
purposes.
b.
A Staff Member will
be sent on an official assignment or training course within or outside of the
UAE under a resolution of the Director General or his authorised representative.
This resolution will determine the nature, objectives, duration, and
destination of the assignment or course.
c.
The financial
benefits and travel tickets to which a Staff Member is entitled when sent on an
official assignment or training course within or outside of the UAE will be
determined pursuant to the relevant resolution issued by the Ruler.
Except in cases of emergency and force majeure, a Staff Member sent on an
official assignment or training course will bear the financial liabilities arising
from any cancellation of hotel or travel reservations where the cancellation occurs
for reasons attributed to the Staff Member.
Additional leave days may be granted to a Staff Member sent on an
official assignment or training course in accordance with the applicable travel
schedule and accommodation arrangements, provided that the leave days do not
exceed two (2) days before and two (2) days after the actual days of the official
assignment or training course.
Where a Staff Member is sent on a continuous multi-travel official
assignment or training course, the per deim for the actual days will accrue
starting from the date of commencement of the first assignment or course until
the end date of the last assignment or course. The per diem will accrue during
the intervals between assignments, provided that a single interval will not
exceed four (4) days. Additional leave days will be calculated and granted pursuant
to Article (129) of this Law.
a.
Travel ticket
allowance will be disbursed to the Staff Member's eligible family members to
accompany him on any official assignment or training course which exceeds six
(6) months. The travel tickets of family members or companions will be of the
same class of travel as that of the Staff Member.
b.
A Staff Member sent
on an official assignment or training course pursuant to paragraph (a) of this
Article will receive the following benefits:
1. Unless the entity to which the Staff Member is
sent provides accommodation, the Department will bear the costs of furnished
accommodation for the Staff Member throughout his period of travel, including
the costs of water, electricity, and gas consumption, provided that these costs
do not exceed fifty percent (50%) of the total accommodation costs prescribed
for his paramilitary rank.
2. The Department will bear the costs of medical
treatment and medication for the Staff Member and his family members in
accordance with the regulations of the country to which he is sent.
3. Where the period of the official assignment or
training course exceeds one (1) Year, the Staff Member and his family members
will be granted additional travel tickets for each Year, provided that the
remaining period of the official assignment or training course is not less than
three (3) months.
4. A Staff Member who is not accompanied by family
members will be entitled to additional travel ticket every six (6) months. The
ticket allowance may not be disbursed in cash.
5. Where the period of the official assignment or
training course exceeds nine (9) months, the Department will bear the school
fees and expenses of the Staff Member’s children aged not less than five (5)
Years. This does not apply to post-secondary school stages.
The Department will be responsible for obtaining the required travel
visas for the Staff Member from the relevant authorities of the country to
which he is sent. However, the Department will not be responsible if the visa
is delayed or rejected by these authorities. The Staff Member will be
responsible for ensuring that his passport, and all other official documents
required from him, are authentic and valid at all times.
a.
A Department may
send a UAE National Staff Member at its expense on a full-time or part-time scholarship,
within or outside of the UAE, in accordance with the Department’s need for
various specialisations.
b.
The Department must
appoint any Staff Member returning from full-time study leave to a post
commensurate with his new academic qualification.
c.
The allowance
payable to a Staff Member on a scholarship will be determined pursuant to the relevant
resolution issued by the Ruler.
d.
Where the Staff
Member studies at the expense of the Department, the Department may deduct any
study-related amounts that the Staff Member receives from any other party.
a.
A Scholar who
studies at the expense of a Department must work for that Department for five
(5) yeas after obtaining the academic qualification for which he is awarded the
scholarship, failing which he must repay all the expenses incurred by the
Department during the course of his study, including all Total Salaries or
monthly remunerations disbursed to him, as the case may be.
b.
Where the
Department grants a Scholar study leave with Total Salary, under this Law,
based on a scholarship or study grant which he is awarded by another entity
within or outside of the UAE, and through which he obtains an academic
qualification, he must work for the Department for five (5) Years after
obtaining the academic qualification, failing which he must repay the Total
Salary received throughout the study leave period.
c.
Where a Scholar
fails to complete the period of service mentioned in paragraph (a) or (b) of
this Article, he must repay all expenses, Total Salaries, and monthly
remunerations paid to him throughout the period of scholarship, pro rata to the
remainder of the period of service referred to in paragraph (a) or (b) of this
Article calculated from the date he leaves the service of the Department.
a.
A Department may, pursuant
to the terms of scholarship agreements, award scholarships to secondary or
post-secondary school graduates to study certain disciplines that are in line
with the work of the Department, provided that these graduates undertake to
work for the Department. In that case, the period of scholarship may not be
deemed part of the period of service.
b.
The provisions of
this Section, except for Articles (133), (136), and (137) of this Law, apply to
the secondary school graduates referred to in paragraph (a) of this Article.
c.
The secondary
school graduates referred to in paragraph (a) of this Article must sign the scholarship
agreement prepared by the Department for this purpose.
d.
Where a Staff
Member is sent on a study scholarship, the period of scholarship will be deemed
part of his actual period of service.
e.
If a Scholar fails
a Year, that Year will not be deemed part of his actual period of service
unless it is proved that the failure is due to reasons beyond his control.
a.
The Department may
grant a UAE national Staff Member study leave with Total Salary, and consider
that leave as part of his actual period of service, where the Staff Member
wishes to study at his expense or at the expense of any other entity a
discipline which is consistent with his work in the Department.
b.
Where the
discipline which the Staff Member wishes to study is not consistent with his
work in the Department, the Department may grant the Staff Member study leave
without pay, in which case the period of leave will not be deemed part of the
actual period of service of the Staff Member.
a.
When awarding
scholarships, the vacancies and approved financial appropriations allocated to
scholarships in the Department’s budget will be taken into account. To be
awarded a scholarship, a Staff Member must meet the following requirements:
1.
The Staff Member
must be a UAE National.
2.
The Staff Member
must have completed at least two (2) Years of service with the Department. However,
he may be exempt from this requirement if the Department deems, in accordance
with the public interest, that it is necessary to send him on the scholarship.
3.
The Staff Member
must have obtained at least a “Meets Expectations” rating for the past two
Years.
4.
The scholarship of
the Staff Member must be approved by his immediate supervisor and Organisational
Unit.
5.
The academic
discipline of the Staff Member's scholarship must be consistent with the work
of the Department, or needed by the Department.
6.
The Staff Member
must sign the scholarship agreement prepared by the Department for this
purpose.
b.
Subject to the
provisions of paragraph (a) of this Article, a Staff Member who obtains the
academic degree for which he has been awarded a scholarship may be awarded
another scholarship to obtain a higher or equivalent degree at the expense of
the Department only after the lapse of two (2) Years of service with the
Department starting from the date of obtaining the first academic degree. This does
not apply to Scholars who obtain academic qualifications with not less than a
“Very Good” grade.
a.
The maximum periods
of scholarships prescribed for obtaining academic qualifications and degrees
will be as follows:
|
SN |
Academic
Degree |
Period |
|
1. |
Foreign language |
One Year |
|
2. |
Bachelor’s degree, or an equivalent degree |
Period is determined depending on the discipline in the country of
scholarship |
|
3. |
Master’s degree |
Two Years |
|
4. |
Doctorate degree |
Four Years |
b.
Notwithstanding the
provisions of paragraph (a) of this Article, the period of scholarship may,
upon the request of the Scholar, be extended pursuant to a resolution of the
Director General or his authorised representative. In that case, the extension may
only be granted once, for not more than one (1) Year, throughout the period of
study prescribed for obtaining the academic qualification or degree.
Pursuant
to a resolution of the Director General or his authorised representative, the
periods prescribed for obtaining academic qualifications or degrees by Scholars
may be waived, in whole or in part, in case of serious circumstances that are
beyond the control of the Scholar.
a.
A Scholar must repay
to the Department all expenses paid to him during his study, except for the
Total Salary or monthly remuneration, in the following cases:
1.
where the service
of the Scholar is terminated pursuant to a resolution of a disciplinary
committee during his study; or
2.
in case the Scholar
fails to comply with any of the obligations stipulated in the scholarship
agreement signed with the Department.
b.
Where the Scholar
resigns from the Department before completion of the period of study, he must
refund the expenses, Total Salaries, and monthly remunerations disbursed to him
during his study.
A Staff Member may be transferred to any Department or local Government
entity, provided that the transfer is to a vacant post in a grade equivalent to
his paramilitary rank, or a higher grade, and that his Total Salary is not reduced,
unless he otherwise agrees to that in writing.
a.
A High-ranking
Officer will be transferred pursuant to a resolution of the Chief or his
authorised representative; and an Officer, a Non-commissioned Officer, or an
Entry-level Member will be transferred pursuant to a resolution of the Director
General or his authorised representative, based on a written request from the director
general of the Department or entity requesting the transfer. In any event, the
prior written consent of the Staff Member must be obtained.
b.
The transfer of a Staff
Member will not affect his seniority, and his period of service will be deemed
uninterrupted by the transfer.
c.
All existing rights
and annual leave entitlements of the Staff Member will be maintained upon his transfer
to another Department or entity.
d.
A transferred Staff
Member must obtain clearance from his Department before joining the service of the
new Department or entity.
e.
Copies of all
documents and decisions related to the transfer, and all other relevant
documents, will be maintained in the Staff Member’s file at both the former
Department and the new Department or entity.
A Staff Member may be transferred upon a written request submitted by
him, subject to first obtaining a no-objection letter from his Department.
A Department or an entity to which a Staff Member is transferred will
bear all financial costs associated with the transfer, including any difference
in contributions of the pension scheme adopted by the Pensions Division.
a.
A Staff Member may
be transferred to a federal or local government entity in any emirate of the
UAE, or to a non-government local entity in the Emirate, in accordance with the
provisions of paragraph (b) of this Article.
b.
A High-ranking
Officer will be transferred pursuant to a resolution of the Chief or his
authorised representative; and an Officer, a Non-commissioned Officer, or an
Entry-level Member will be transferred pursuant to a resolution of the Director
General or his authorised representative, based on a written request from the person
in charge of any of the entities referred to in paragraph (a) of this Article.
In any event, the Staff Member’s prior written consent of the transfer must be
obtained, and his Total Salary must not be reduced unless he otherwise agrees to
the reduction in writing.
Pursuant to a resolution of the Director General or his authorised
representative, a Staff Member may be assigned the duties of another post which
is vacant or whose incumbent is absent, for a period not exceeding six (6)
months extendable for another six (6) months, provided that this post is either
in the same grade of the Staff Member or in a grade higher by a maximum of two
(2) grades. At the end of the period of assignment, the Staff Member may be
transferred to the post whose duties are assigned to him, or reinstated to his
original post.
A Staff Member may not be assigned the duties of more than one post in
addition to those of his original post.
a.
A Staff Member may
be assigned to perform only the duties of another post, in which case this
assignment will be deemed a development assignment and the Staff Member will
not be entitled to the assignment allowance stipulated by paragraph (b) of this
Article.
b.
Where a Staff
Member is assigned the duties of a post in addition to the duties and
responsibilities of his original post, he will be entitled to an assignment
allowance of twenty percent (20%) of the Basic Salary for the paramilitary rank
of the post whose duties are assigned to him. This will apply only to the cases
where the assignment period exceeds two (2) months. The allowance will accrue
effective as of the date of undertaking the assigned duties.
A High-ranking Officer will be seconded pursuant to a resolution of the Chief
or his authorised representative; and an Officer, a Non-commissioned Officer,
or an Entry-level Member will be seconded pursuant to a resolution of the
Director General or his authorised representative, to any federal or local
government department or entity in the Emirate or in any emirate of the UAE, to
a non-government local entity in the Emirate, or to any Arab or foreign
government, or regional or international authority or organisation. The Staff
Member may be seconded for a period not exceeding one (1) Year extendable for
the same period subject to the Staff Member’s written consent to the secondment
or extension.
A seconded Staff Member will receive his salary, leave, and other
entitlements from the entity to which he is seconded. Unless the secondment resolution
states otherwise, where a Staff Member is seconded to a regional or
international entity outside of the UAE, he will receive his Aggregate Salary
from his Department in addition to any other payments or benefits he receives
from the entity to which he is seconded.
The period of secondment will be deemed part of the Staff Member’s
period of service. The Staff Member's performance will be assessed in
coordination with the entity to which he is seconded, and the Staff Member will
be governed by the performance management system adopted by the Government.
A Department may fill a post that
becomes vacant as a result of secondment. Upon the return of a Staff Member
from secondment, the Department will either reinstate the Staff Member to his
original post or appoint him in a new post which is equal to or higher than
that post.
Secondment may be terminated, before the date agreed upon with the host
entity, pursuant to a resolution of the competent secondment authority or at
the seconded Staff Member's request.
Where the period of secondment is one (1) Year or more, the annual leave
of a seconded Staff Member will be regulated by the host entity.
a.
The Government will
seek to maintain a healthy work environment and to ensure the safety and
wellbeing of all its Staff Members. All Staff Members and stakeholders will be
responsible for achieving this goal.
b.
All Staff Members
and stakeholders must comply with the environmental policies, rules, and
principles prescribed by the relevant competent authorities in the UAE and the
Emirate.
c.
A Department and
its Staff Members will have a joint responsibility to create and maintain a
safe and healthy work environment in accordance with the relevant policy
adopted by the Government.
d.
A Staff Member who
violates or breaches any of the policies or principles referred to in paragraph
(a) of this Article will be subject to disciplinary action; and, where
necessary, will be subject to judicial prosecution.
In order to achieve the goals of the health,
safety and environmental policy, the Department must:
1.
establish health
and safety standards and rules, and prescribe the procedures and practices
governing health and safety;
2.
inform Staff Members,
stakeholders, and visitors of its adopted health, safety, and environmental
procedures;
3.
provide Staff
Members with appropriate safety equipment in accordance with work requirements;
4.
provide adequate
training, information, instructions, and supervision;
5.
ensure that all
equipment, military machinery, tools, and armaments are in good working
condition;
6.
ensure that all
hazardous materials, such as ammunition and weapons, are stored in accordance
with safety standards and rules;
7.
immediately
investigate any accident or error, with a view to rectifying and redressing any
threat and ensuring non-recurrence of the threat; and
8.
conduct periodic
medical examinations for those who handle hazardous materials and for those who
are at high risk of contracting infectious or other diseases in the course of performing
their job duties, to ensure that they remain free from any diseases.
For the purposes of this Section, a Staff Member
must:
1.
perform his duties
in a manner that ensures his safety and the safety of others;
2.
comply with the
health, safety, and environmental policy adopted by his Department;
3.
not misuse any
safety equipment or tools provided by his Department;
4.
report to his
Department any hazardous situation, equipment, or materials; and
5.
refrain from
performing any dangerous tasks that he is not qualified to perform.
A Department will provide healthcare coverage to its Staff Members and
their family members in accordance with the medical insurance policy adopted by
the Government.
A Department will not bear the costs of medical treatment of Non-UAE national
Staff Members or their family members in private hospitals or outside of the
UAE except where:
1.
the disease or
injury has resulted from work, and no treatment is available in Government
hospitals; or
2.
the Staff Member
contracts the disease during the performance of official duties, or attendance
of official training, outside of the UAE.
A UAE National Staff Member and his family members who are covered by
medical insurance will be entitled, under a resolution of the Director General
or his authorised representative, to receive medical treatment outside of the
UAE in case of serious or life-threatening situations or diseases, as evidenced
by a report issued by a specialised consultant physician working in a
government hospital in the UAE.
1.
The Department must
compensate non-UAE National Staff Members and any Staff Members not enrolled in
the pension scheme adopted by the Pensions Division for any injuries and
accidents which occur during work, in accordance with a personnel compensation
manual issued by the Department.
2.
The Department must provide all Staff Members covered
by the occupational injuries and accidents scheme with a copy of the “Personnel Compensation and Disability
Rating Manual".
A Department will issue an internal bylaw determining the general
procedures and principles governing occupational injuries in accordance with
the relevant general policy adopted by the Government.
Any Staff Member who fails to comply with the obligations stipulated in
this Law or in any bylaws or resolutions issued in pursuance hereof by the
Director General, the immediate supervisor, or any other competent person; or
who fails to comply with the requirements of his post, will be subject to
disciplinary action without prejudice to any applicable civil or criminal
liability.
The disciplinary penalties that may be imposed on Staff Members are as
follows:
1.
initial written warning;
2.
final written warning;
3.
overtime work of up to twenty-four (24) hours;
4.
a fine of not less than one hundred Dirhams (AED
100.00) and not more than one thousand Dirhams (AED 1,000.00). Any deduction
made to implement this penalty may not exceed one quarter of the monthly Basic
Salary of the Staff Member;
5. a deduction from Basic Salary of up to twenty (20) days. Any deduction
made to implement this penalty may not exceed one quarter of the monthly Basic
Salary of the Staff Member;
6.
disciplinary transfer from an Organisational Unit to
another within the Staff Member’s Department;
7.
detention for a period of no more than fifteen
(15) days, and disbursement of his Basic Salary only during that period;
8.
reduction of seniority;
9.
demotion to the next lower rank;
10. stripping of rank;
11. forced retirement under a disciplinary decision;
12. termination of service for redundancy;
13. discharge from service; and/or
14. dismissal from service.
a.
The penalties
referred to in sub-paragraphs (1) to (5) of Article (164) of this Law will be
imposed on Staff Members holding the rank of Major and higher pursuant to a
resolution of the Director General or his authorised representative, and on Staff
Members holding the rank of Captain and lower pursuant to a resolution of the
manager of the concerned Organisational Unit or his authorised representative.
b.
The Director
General or his authorised representative may place a Staff Member in a
paramilitary detention facility pending investigation in any gross disciplinary
violation attributed to him, until the conclusion of investigation and
imposition of penalty.
c.
Subject to
paragraph (a) of this Article, the rank of a Staff Member authorised to impose
disciplinary penalties must not be lower than that of the Staff Member on whom
the penalty is imposed.
A Staff Member may submit to the Grievances and Complaints Committee at
the Department a grievance in respect of any penalty imposed on him in
accordance with Article (165) of this Law, within fifteen (15) days from the
date on which he is notified of that penalty. The committee may either uphold,
reduce, or dismiss the appealed penalty, provided that its decision in this
regard is reasoned and in writing.
A disciplinary board will be formed pursuant to a resolution of the Director
General or his authorised representative. This board will be tasked with
conducting disciplinary trials for the Staff Members of the Department and imposing
any of the penalties stipulated in Article (164) of this Law.
A Staff Member will be referred to a disciplinary trial pursuant to a
resolution of the Director General or his authorised representative. This
resolution must contain the charges attributed to the Staff Member; and must be
communicated to the Staff Member, along with the scheduled date of the trial
hearing, at least three (3) days prior to the date of trial.
A Staff Member who is
referred to the disciplinary board will be entitled to peruse the
investigations conducted with him and all the relevant documents, without
having the right to obtain a copy of the same. In addition, he may request the inclusion
of his annual performance reports and any other documents in the disciplinary
violation case file. He may attend hearings and state his defence verbally or
in writing, and appoint another Staff Member of the same or higher rank to
defend him. In any event, the disciplinary board may summon the violating Staff
Member.
a.
A disciplinary
board will issue reasoned decisions in respect of the Staff Member referred to
disciplinary trial in presence of that Staff
Member. This decision will be deemed final only upon its ratification by the
Director General or his authorised representative. The Staff Member may appeal
the decision, within fifteen (15) days of being notified of the same, before an
appellate disciplinary board formed for this purpose pursuant to a resolution
of the Director General or his authorised representative.
b.
The disciplinary board
decision may be issued in absentia, in which case it will become enforceable
fifteen (15) days after the date of its issuance. In this event, the Staff
Member may, if he has a valid reason, challenge the disciplinary board decision;
and request, within thirty (30) days of being notified of the decision, that
the case be re-tried by a different disciplinary board formed pursuant to a
resolution of the Director General or his authorised representative.
Additionally, the Staff Member may appeal the disciplinary board decision
before an appellate disciplinary board in accordance with paragraph (a) of this
Article.
c.
Where the Organisational
Unit in charge of legal affairs at the Department disagrees with a disciplinary
board decision, it may, within fifteen (15) days of the decision, appeal the decision
before another disciplinary board formed for this purpose pursuant to a
resolution of the Director General or his authorised representative.
d.
The Director
General or his authorised representative may reduce the disciplinary penalty
imposed by an appellate disciplinary board.
a.
Where required for
investigation purposes, the Director General or his authorised representative
may place a violating Staff Member on precautionary suspension from work
pending investigation. As a result of the suspension, the Staff Member will be disbursed
the Basic Salary only from the date of suspension until a
conviction or acquittal decision is issued.
b.
Where a Staff Member who is placed on precautionary
suspension from work or in a paramilitary detention facility is punished by any
of the disciplinary penalties stipulated in Article (164) of this Law, he will
be deprived of the suspended portion of his salary. Where the Staff Member is
acquitted or the case is closed, the Staff Member will be paid any suspended portion
of his salary.
c.
Notwithstanding the provisions of paragraphs (a) and
(b) of this Article, a UAE National Staff Member who is suspended from work will continue to receive his Total
Salary if he has completed at least thirty-five (35) Years of service in the
Department, unless he has committed an act warranting the deprivation of the
rights and benefits to which he is entitled under Article (36) of the above-mentioned
Law No. (21) of 2008, or any act affecting honour or integrity.
a.
Where a Staff
Member is remanded in custody, he will be suspended from work and disbursed his
Basic Salary only throughout the period he spends in custody. Upon expiry of
custody period, the Staff Member will be paid any suspended portion of his salary
if the investigation is closed or the Staff Member is acquitted of the charges
for which he was remanded in custody. Otherwise, the Staff Member will be
deprived of the suspended portion of his salary.
b.
Where a Staff
Member is sentenced to a custodial penalty under a final judgement, he will be
suspended from work and deprived of his Aggregate Salary from the date the
final judgement is rendered until a final decision is issued in respect of the Staff
Member by the disciplinary board.
c.
Where the
disciplinary board decides to terminate the service of a Staff Member, the
termination decision will be deemed effective as of the date of suspension from
work. The salary disbursed to the Staff Member from the suspension date to the
date of the termination decision will not be recovered from the Staff Member.
d.
A judgement
rendered by the competent judicial authorities closing the investigation, or determining
that no grounds for filing a penal case or remanding the Staff Member in
custody, will not preclude the disciplinary accountability of the Staff Member
or imposition of any penalty against him in accordance with this Law.
The disciplinary penalty
in respect of a violation committed by a Staff Member seconded to any of the entities
referred to in Article (149) of this Law will be imposed by the competent
authority at the host entity in accordance with the applicable disciplinary penalty
regulations adopted by that entity. In that case, the original Department of
the Staff Member must be notified of the violation he has committed and the
penalties imposed on him.
A disciplinary violation will be extinguished as a result of:
1.
death of the Staff
Member;
2.
any disability that
prevents taking disciplinary actions, as established by a decision of the
Medical Committee;
3.
suspension of
disciplinary proceedings pursuant to a resolution of the Director General or
his authorised representative; or
4.
lapse of three (3)
Years from the date of the violation.
a.
Upon the lapse of
one (1) Year, any of the disciplinary penalties stated in sub-paragraphs (1) to
(7) of Article (164) and imposed on a Staff Member will be expunged. The
disciplinary penalties stated in sub-paragraphs from (8) to (10) of the same
Article will be expunged upon the lapse of three (3) Years. In any event, these
periods will commence from the date on which the disciplinary penalty decision is
ratified.
b.
Without prejudice
to any liabilities or compensation incurred by the Staff Member as a result of the
violation, an expunged penalty will be deemed to have never occurred.
a.
To avoid disputes
and grievances, the Government will seek at all times to maintain fair and
effective communication between Departments and their Staff Members.
b.
In the event of any
dispute, a Department must exert prompt efforts to settle the issue or dispute
to the satisfaction of all parties involved. Where possible, Staff Members’
grievances will be settled through the Department’s internal procedures.
c.
A Department must
adopt a specific and fair procedure for submitting grievances, and must give the
Staff Member a proper opportunity to state his case.
d.
In any event, the
heads of Organisational Units must not block or ignore any complaints or
grievances communicated to them, and must exert their utmost efforts to resolve
and settle such complaints and grievances, where possible, to avoid the
aggravation of their impacts.
A committee named the
“Grievances and Complaints Committee” will be established in each Department
and will be comprised of three (3) to five (5) members, including
representatives from the Human Resources Directorate and the Legal Affairs
Directorate. The Committee will discuss the grievances submitted by the
Department’s Staff Members, and pass its decisions by majority vote.
a.
A Staff Member may
submit to the Grievances and Complaints Committee a written grievance in
respect of his annual performance appraisal report or any disciplinary
penalties imposed on him under Article (165) hereof.
b. A Staff Member may submit to the Human Resources
Directorate any work-related complaint, including, without limitation, any
complaint regarding work environment and tools, physical abuse, offensive
language, spreading rumours, disparaging the Staff Member or his opinions,
verbal or written harassment, or sexual harassment.
c.
The Human Resources
Directorate must review the complaints submitted to it and refer them to the
Grievances and Complaints Committee to make the appropriate decisions in
respect thereof.
A Staff Member may
challenge any decision rendered against him by the Grievances and Complaints
Committee before a central competent body assigned by the Government for this
purpose. The challenge must be submitted no later than two (2) weeks from the
date of the decision of the Grievances and Complaints Committee, failing which
that decision will be deemed final.
a.
The service of a Staff
Member will be terminated for any of the following reasons:
1.
death of the Staff
Member or delivery of a judgement declaring him missing;
2.
revocation or
withdrawal of the UAE nationality;
3.
reaching the age of
sixty (60) Years. Where mandated by work requirements, the service of the Staff
Member may be extended on a Year-by-Year basis pursuant to a resolution of a
Director General or his authorised representative, and for up to eight (8)
Years;
4.
resignation;
5.
inability of the Staff
Member to perform his job duties for health reasons, as established by the
Medical Committee;
6.
professional
incompetence, as determined under this Law;
7.
issuance of a final
disciplinary decision discharging or dismissing the Staff Member, terminating
his service for redundancy, or retiring him;
8.
sentencing the Staff
Member for a felony or misdemeanour affecting honour or integrity. However, in
case of stay of execution of the sentence, the termination of service will be at
the discretion of the Director General or his authorised representative;
9.
retirement;
10. absence from work for more than twenty-one (21)
consecutive days, or for thirty (30) non-consecutive days, within a Year;
11. non-renewal or termination of contract prior to
expiry; or
12. conviction of the Staff Member of any crime compromising
state security.
b.
The Director General or his authorised
representative will issue the decision terminating the service of the Staff
Member.
Without prejudice to a Staff Member’s other financial entitlements, the Department
may terminate the service of a non-UAE National Staff Member during the term of
his contract, in which case the Staff Member will be entitled to the Total
Salaries for the remaining period of the term of the contract or the Total Salaries
for four (4) months, whichever is less.
a.
A Staff Member may
resign from his post by serving a written notice. The resignation must be free
from any stipulations, and must be submitted by the Staff Member at least sixty
(60) days prior to the date scheduled for the end of his service. In all
events, the Director General or his authorised representative may reduce this
notice period.
b.
The Staff Member
must continue to perform his duties until he is notified of the acceptance of
his resignation. Where the notice period referred to in paragraph (a) of this
Article expires without rendering a decision on the resignation, the
resignation will be deemed accepted by law.
c.
A Staff Member may
not resign from the Department in war times, or where martial law or state of
emergency is declared. A Staff Member may not also resign while being under
interrogation, or while standing a disciplinary or criminal trial, until the
charges attributed to him are adjudicated.
A Staff Member may, pursuant to a resolution of the
Director General or his authorised representative, be terminated for
professional incompetence if he obtains a “Below Expectations” or “Unsatisfactory”
performance rating for two (2) consecutive Years, provided that the rating
becomes final either due to his failure to file a grievance with the Grievances
and Complaints Committee or due to dismissal of such a grievance. A termination
notice must be served on the Staff Member two (2) months prior to the date of
termination of his service, and he must be disbursed all of his entitlements.
a.
The Department may, at any
time, terminate the contract of a Staff Member, provided that he is served with
a termination notice in writing as stipulated in this Law and the terms of the
contract concluded with him.
b.
Unless otherwise stipulated in the Staff Member’s
contract, the contract will be automatically renewed for the same original
period under the same conditions stipulated therein unless either party
notifies the other in writing of its
intention not to renew the contract, at least two (2) months prior to the
expiry of the contract.
a.
In the event of
death of a Staff Member due to any cause other than suicide, the Department
will immediately disburse, in one payment, his Aggregate Salary for the month
in which death occurs in addition to the Aggregate Salaries for the three (3)
following months, to the person designated in writing by the Staff Member
before his death.
b.
Without prejudice
to any other entitlements stipulated in this Law, and where no person is designated
by the Staff Member, the salary amounts mentioned in paragraph (a) of this
Article will be disbursed to the Staff Member’s dependants at the time of his death.
These amounts must be distributed equally among male and female dependants.
c.
The amounts
mentioned in paragraphs (a) and (b) of this Article will be deemed a grant and
may not be deemed part of, or deducted from, the end-of-service entitlements.
These amounts may not, under any circumstances, be subject to attachment or
set-off with any other amounts owed by the deceased Staff Member to the
Department.
In the event of death of a non-UAE National Staff
Member within or outside of the UAE while in, or in relation to, his service
with the Department, and if the family requests that the Staff Member be buried
in his home country, the Department will bear the costs of repatriation of the Staff
Member’s remains to the nearest international airport to his home country in
addition to air tickets for the Staff Member’s dependant relatives of the first
degree. In the absence of such dependants, an air ticket will be disbursed to one
of his relatives, friends, or colleagues to accompany the remains.
The Human Resources Directorate must conduct an exit interview with any Staff
Member who resigns or requests the non-renewal of his contract with the
Department. The purpose of this interview is to gather information on the weaknesses
in the work procedures adopted by the Department, if any; and to benefit from
this information for the improvement of policies, practices, systems, and
processes.
a.
The pensions,
end-of-service gratuities, and other retirement benefits of the UAE National Staff
Members of a Department will be calculated in accordance with the legislation
in force at the Pensions Division.
b. The end-of-service gratuities of the non-UAE national
Staff Members of a Department will be calculated in accordance with this Law.
a.
A non-UAE National Staff
Member will be entitled, at the end of his service, to an end-of-service
gratuity as follows:
1.
one month's Basic
Salary per Year for the first five (5) Years of service;
2.
one and a half
month’s Basic Salary per Year for the following five (5) Years of service; and
3.
two (2) months’
Basic Salary per Year for Years in excess of the above-mentioned periods.
b.
For the purposes of
calculating the end-of-service gratuity, any part of a month will be rounded up
to a full month. The end-of-service gratuity will be calculated based on the
last Basic Salary received by the Staff Member.
c.
Unpaid leave
periods and absence days will not count towards calculating the service period
of a Staff Member. Any periods of suspension from work will not also count
towards the Staff Member's service period unless he is acquitted of the charges
attributed to him.
d.
A Staff Member will
not be entitled to end-of-service gratuity if his period of service with the
Department is less than one uninterrupted Year.
a.
Upon termination of
his service for any reason whatsoever, a Staff Member must obtain a clearance
letter from his Department before receiving his financial entitlements.
b.
The residence
permit of a non-UAE National Staff Member and the family members sponsored by
him will be cancelled upon termination of his service with the Department
unless the sponsorship is transferred to another Department or entity within
the UAE.
The Dubai Paramilitary Human Resources Committee will, on a regular
basis and as required, review the provisions of this Law and any relevant
regulations, bylaws, or resolutions; and propose any necessary amendments
thereto.
a.
A permanent
committee named the “Dubai Paramilitary Human Resources Committee” will be
formed pursuant to a resolution of the Chief, and will be comprised of experts
and specialists in human resources. The committee will have the duties and
powers to:
1.
establish general
policies and plans for paramilitary human resources;
2.
review and propose
the legislation regulating paramilitary human resources;
3.
propose the
regulations, resolutions and general directives related to paramilitary human
resources;
4.
review and consider
the proposals and complaints of Departments in relation to paramilitary human
resources;
5.
coordinate with the
concerned entities in the Emirate to interpret any of the provisions of this
Law;
6.
conduct, in
coordination and consultation with Departments, periodic reviews of the
schedule of paramilitary ranks, salaries, increments, allowances, and other employment
benefits prescribed by the legislation in force;
7.
provide opinion on
the organisational structures introduced or amended by Departments;
8.
coordinate with the
Pensions Division to follow up the affairs of Paramilitary Retirees and provide
opinion on the legislation issued in this regard;
9.
determine the
violations that may be committed by Staff Members and the penalties to be
imposed on violators;
10. coordinate with the Department of Finance in the
Emirate on matters relating to the human resources draft annual budgets of
Departments, and issue general directives concerning the disbursement of budget
funds;
11. coordinate with local, regional, and international
human resources entities concerning best practices, benchmarking processes,
seminars, workshops, consultations, and similar matters; and
12. conduct research and issue recommendations for
holding human resources training courses for paramilitary cadres;
a.
For the purpose of
exercising the duties and powers referred to in paragraph (a) of this Article,
the Dubai Paramilitary Human Resources Committee may form permanent or
temporary sub-committees and work teams as required to assist it in performing
its duties. Additionally, for the purpose of exercising these duties and
powers, the committee may seek the assistance of experts and specialists, as it
deems appropriate, whether from the Departments or from other entities, including
Government entities within and outside of the Emirate; and may coordinate with the
Department of Finance in the Emirate regarding allocating the required
financial resources to the committee.
b.
The Dubai
Paramilitary Human Resources Committee will submit its recommendations to the
Ruler to take the appropriate action in respect thereof.
The internal bylaw of the
Dubai Paramilitary Human Resources Committee will be issued pursuant to a
resolution of the Chief.
The Dubai Paramilitary Human Resources Committee
will issue the regulations required for developing the paramilitary human
resources of the Government, and may in particular issue:
1.
human resource
planning and recruitment regulations;
2.
training and
development regulations;
3.
performance
management regulations; and
4.
any other
regulations related to human resources management.
Article
(195)
For the purposes of implementing this Law, a Staff
Member who is issued with an initial approval to be granted the UAE nationality,
and is issued with a UAE passport, will be treated as a UAE National.
The regulations, bylaws, resolutions, and instructions that are in force
on the effective date of this Law will continue in force, to the extent that
they do not contradict the provisions of this Law and the bylaws issued in
pursuance hereof, until new superseding regulations, bylaws, resolutions, or
instructions are issued.
This
Law supersedes the above-mentioned Law No. (2) of 2008.
Any
provision in any other legislation is hereby repealed to the extent that it
contradicts the provisions of this Law.
The Chief will issue the regulations, bylaws, and resolutions required
for the implementation of the provisions of this Law.
This Law comes into force on the day on which it is issued, and will be
published in the Official Gazette.
Mohammed bin Rashid Al
Maktoum
Ruler
of Dubai
Issued
in Dubai on 26 September 2012
Corresponding to 10 Thu al-Qidah 1433 A.H.
©2023 The Supreme Legislation Committee in
the Emirate of Dubai
[1]Every effort has been made to produce an
accurate and complete English version of this legislation. However, for the
purpose of its interpretation and application, reference must be made to the
original Arabic text. In case of conflict, the Arabic text will prevail.