Executive Council Resolution No. (15) of 2013
Regulating the Grant of Work-related
Allowances to
Employees of the Government of Dubai[1]
ـــــــــــــــــــــــــــــــــــــــــ
We,
Hamdan bin Mohammed bin Rashid Al Maktoum, Crown Prince of Dubai, Chairman of
the Executive Council,
After
perusal of:
Law No. (5) of 1995
Establishing the Department of Finance;
Law No. (3) of 2003
Establishing the Executive Council of the Emirate of Dubai;
Law No. (27) of 2006
Concerning Management of the Government of Dubai Human Resources and its
amendments;
Law No. (31) of 2009
Establishing the Dubai Government Human Resources Department;
Executive Council
Resolution No. (49) of 2007 Regulating the Grant of Allowances to Employees of
the Government of Dubai; and
Executive Council
Resolution No. (1) of 2010 Concerning the Grant of Work-related Allowances to
Employees of the Financial Audit Department,
Do hereby issue this Resolution.
The following words and expressions, wherever mentioned
in this Resolution, will have the meaning indicated opposite each of them
unless the context implies otherwise.
|
Government: |
The government of Dubai. |
|
Law: |
Law No. (27) of 2006 Concerning Management of the
Government of Dubai Human Resources and its amendments. |
|
Department: |
Any of the Government departments; public agencies
and corporations; councils; authorities; or other entities affiliated to the
Government to which the provisions of the Law apply. |
|
DGHR: |
The Dubai Government Human Resources Department. |
|
Employee: |
A male or female person who occupies a budgeted post
in a Department. |
|
Work-related Allowance: |
An amount paid on a monthly basis to an Employee who
is eligible for this allowance pursuant to this Resolution. |
|
Basic Salary: |
A monthly salary equal to fifty percent (50%) of the
Total Salary of an Employee. |
|
Regular Night Shift Duty: |
Assigning an Employee to perform regularly scheduled
work at night. |
The
provisions of this Resolution will apply to civilian Employees working in
Departments and occupying posts in Grade 16 or below. This Resolution will not
apply to Employees appointed on a temporary or part-time basis.
Work-related
Allowances may be granted to enable a Department to counter institutional risks
that may affect the efficiency and effectiveness of its core operations, and to
improve its performance through:
1.
promoting
the ability of the Department to attract and retain specialised and distinguished human resources; and
2.
mitigating the effects of the risks related to the duties of
certain posts and to their work environment that result in lack of demand for
these posts.
Work-related
Allowances will be granted to Employees occupying any of the posts of the
occupational groups listed in the Schedule attached hereto. The amount of the
Work-related Allowance will be determined based on the percentages and sums
indicated opposite each of these posts.
To
be eligible for a Work-related Allowance, an Employee must:
1.
occupy any of the posts of the occupational groups listed in
the Schedule attached hereto, or occupy an administrative post whose duties
require professional supervision of the Employees occupying these posts;
2.
undertake the duties and responsibilities of the post to which he
is appointed as per the approved job description; and
3.
undertake
the duties and responsibilities of the post to which he is appointed on a
permanent basis.
a.
A Work-related Allowance may not be granted in conjunction
with any other allowances granted to an Employee on the same grounds based on
which the Work-related Allowance is granted.
b.
Where an Employee is eligible for more than one (1)
Work-related Allowance, such Employee will be granted the highest allowance.
This will not apply to Employees working on Regular Night Shift Duty who may be
granted the Work-related Allowance for the post they occupy in addition to the
Work-related Allowance for the Night Shift Duty.
a.
The
entitlement to a Work-related Allowance and the amount of this allowance will
be determined as a percentage of the Basic Salary of the eligible Employee,
taking into consideration:
1.
the significance of the Employee's post and its effect on the core
operations of his Department;
2.
the
Employee turnover rate;
3.
labour
market changes related to salaries, benefits, and bonuses;
4.
the Emiratisation rate in each occupational group;
5.
risks related to the post and lack of demand for it; and
6.
the
reasonableness of the financial cost of the Work-related Allowance, and
whether or not this cost falls within the ceiling of the General Budget of the
Government.
b.
A
Work-related Allowance will not be taken into account when calculating the
pension contributions and the end-of-service gratuity of Employees to whom this
Resolution applies.
a.
A Department must prepare a list of the posts which entitle their
occupants to a Work-related Allowance. This list must include:
1.
the
job description of each post proposed by the Department as a post
entitling its occupants to the Work-related Allowance;
2.
the
grounds for granting the Work-related Allowance;
3.
an estimate of the financial cost that will be incurred as
a result of granting the Work-related Allowance; and
4.
an
analysis of the competitiveness of the salaries and benefits of these posts
within the labour market, if any.
b.
The
Department will refer the list mentioned in paragraph (a) of this
Article to the DGHR.
c.
The
DGHR and the Department of Finance will consider the lists
referred by Departments and decide on the same through a joint work group
formed for this purpose by the Director General of the DGHR.
d.
The
Department of Finance will provide the financial allocations required for the
payment of Work-related Allowances. These allocations must not exceed the
allocations approved for this purpose within the General Budget of the
Government.
a. Payment of a Work-related Allowance will be suspended in any of
the following cases:
1.
where
an Employee ceases to meet any of the Work-related Allowance eligibility
requirements stipulated in Article (5) of this Resolution;
2.
where
an Employee is assigned the duties of a post that does not entitle its
occupants to the Work-related Allowance, unless that Employee is assigned the
duties of this post in addition to his original post duties;
3.
where
an Employee is transferred to a post that does not entitle its occupants to the
Work-related Allowance; or
4.
where
an Employee takes paid leave other than the annual leave.
b. The
DGHR may suspend the payment of the Work-related Allowance to an Employee where
it is established that this allowance is paid in breach of the provisions of
this Resolution.
c. Payment of the Work-related Allowance will resume once
the reasons for suspension cease to exist.
The
DGHR will, in coordination with the concerned Departments, review this
Resolution once every two (2) years or where required; propose any required
amendments thereto, including adding new occupational groups to those eligible
for the Work-related Allowance, taking into consideration the prevailing
economic factors and labour market trends; and submit the relevant
recommendations to the Chairman of the Executive Council of the Emirate of
Dubai to take the appropriate action in this regard.
Any provision in any
other legislation will be repealed to the extent that it contradicts the
provisions of this Resolution.
This Resolution will be
published in the Official Gazette, and comes into force on 1 June 2013.
Hamdan bin Mohammed bin Rashid Al Maktoum
Crown Prince of Dubai
Chairman of the Executive Council
Issued in Dubai on 26
June 2013
Corresponding to 17 Shaban 1434 A.H.
|
Occupational Group |
Maximum Percentage of Work-related
Allowance to Basic Salary |
Maximum Amount of Monthly Work-related
Allowance (in Dirhams) |
|
Group 1: General practitioners. |
100% |
25,000.00 |
|
Group 2: Financial controllers, reviewers, and auditors in the Financial
Audit Department. |
100% |
25,000.00 |
|
Group 3: This includes the following: 1.
engineers;
2.
legal
staff; 3.
financial
planning, study-conducting, and investment management staff; 4.
experts
of the Expertise and Disputes Settlement Department at His Highness the
Ruler’s Court; 5.
internal
auditors of Departments; 6.
specialised
human resources management and development staff; 7.
specialised
information technology staff; 8.
Occupants
of posts supporting the judiciary; and 9.
faculty
and training staff in universities, colleges, and institutes. |
50% |
10,000.00 |
|
Group 4: This includes the following: 1.
accountants; 2.
paramedical
staff; 3.
nurses; 4.
pharmacists; 5.
emergency
medicine technicians; 6.
public
health, environment, and safety inspectors; 7.
customs
inspectors; 8.
driver
testing staff; 9.
public
car parks inspectors; and 10.
specialised
media staff. |
30% |
6,000.00
|
|
Group 5: This includes Employees working on Regular Night Shift Duty. |
25% |
__ |
©2016 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.