Executive
Council Resolution No. (6) of 2020
Approving
the Financial Benefits of the
Government
of Dubai
Employees[1]
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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. (31) of 2009 Establishing the Dubai Government Human
Resources Department and its amendments;
Law No. (8) of 2018 Concerning Management of the Government
of Dubai Human Resources;
Decree No. (23) of 2014 Establishing the Supreme Legislation
Committee in the Emirate of Dubai;
Decree No. (2) of 2019 Concerning the Grades, Salaries,
Increments, Allowances, and Benefits of the Employees
of the Government of Dubai;
Executive Council Resolution No. (19) of 2012 Concerning the
Methodology for Approving Organisational Structures of Government Entities in
the Emirate of Dubai and its amendments;
Executive Council Resolution No. (15) of 2013 Regulating the
Grant of Work-related Allowances to Employees of the Government of Dubai and
its amendments;
Executive Council Resolution No. (27) of 2013 Regulating
Part-time Employment in the Government of Dubai; and
Executive Council Resolution No. (39) of 2018 Concerning the
Performance Management System of Employees of the Government of Dubai,
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:
|
UAE: |
The United Arab Emirates. |
|
Emirate: |
The Emirate of Dubai. |
|
Government: |
The Government of Dubai. |
|
Executive Council: |
The Executive Council of the Emirate of Dubai. |
|
Law: |
Law No. (8) of 2018 Concerning Management of the
Government of Dubai Human Resources. |
|
Department: |
Any of the departments; public agencies or
corporations; or councils and authorities affiliated to the Government, which
are subject to the Law. |
|
Director General: |
A director general of a Department, including an
executive director/ chief executive officer, a secretary general, or any
other person in a similar position. |
|
DGHR: |
The Dubai Government Human Resources Department. |
|
Employee: |
A male or female person who occupies a budgeted post
in a Department. |
|
UAE National: |
Any person holding the UAE nationality. |
|
UAE National Employee's Family: |
A UAE
National Employee's wife/ wives or husband and the Employee's children who
are aged less than twenty-one (21) Years. |
|
Non-UAE National Employee’s Family: |
A non-UAE National Employee's spouse, and three (3)
of the Employee’s children who are aged less than twenty-one (21) Years. |
|
Total Salary: |
Monthly salary, which comprises the Basic Salary and
the General Allowance. |
|
Basic Salary: |
A salary equal to fifty percent (50%) of the Total
Salary. |
|
General Allowance: |
An allowance equal to fifty percent (50%) of the
Total Salary. |
|
Aggregate Salary: |
The Total Salary of an Employee plus any allowances
or increments added thereto pursuant to this Resolution. |
|
Post: |
A job that has a set of duties and powers and whose incumbent is required to have specific qualifications,
experience, competencies, skills, and knowledge. Each Post comprises multiple levels that define the Career Path of the Employee holding that Post. |
|
Occupational Group: |
A series of Posts that fall within the same occupational field and have
common characteristics.
Each Post in this series is distinguished from other Posts by the area of specialisation and the level of professional competencies, skills, and
knowledge required to occupy that
Post. |
|
Band: |
The level of Posts that are included
in Occupational Groups, as determined based on the Table of Grades and Salaries
in accordance with the criteria prescribed in this Resolution. |
|
Career Path: |
A set of sequential Posts that an Employee holds. The Career Path determines the levels of Posts of the same specialisation based on the qualifications,
experience, and responsibilities of each Post. |
|
Grade: |
The grade approved for a Post based on the outcome of the relevant Post Evaluation
process. |
Designation: |
A specific job title that denotes the
specialised nature of the duties and responsibilities of an evaluated Post. |
|
Procedural Manual: |
The manual adopted by the DGHR which
contains the table of Occupational
Groups and the procedures and guidelines required for the categorisation and
evaluation of Posts. |
|
Post Evaluation: |
A systematic process aimed at assessing and determining the weight of
each Post in a Department based on the duties and requirements of that Post; and at comparing this Post
with other similar Government Posts using the system approved by the DGHR in
this respect. |
|
Committee: |
The committee formed pursuant to this Resolution to place employees on Grades. |
|
Year: |
A year measured based on the Gregorian calendar. |
The provisions of this Resolution will
apply to all UAE National and non-UAE National civilian Employees who work in
Departments.
This Resolution aims to:
1.
boost the competitiveness of the
Government in attracting
the manpower in the labour market;
2.
strike
a fair balance amongst Posts throughout the Government;
3.
enhance the ability and flexibility
of Departments in attracting and retaining human resources with distinguished
competencies and skills and high levels of professionalism;
4.
determine and categorise
Occupational Groups and Bands in the Government;
5.
standardise Designations,
Career Paths, and Grades in the Government; and
6.
determine the rules and procedures for
Post Evaluation.
For the purposes of this Resolution, the
DGHR will have the duties and powers to:
1.
approve the Procedural Manual;
2.
provide Departments with technical
support on all matters related to the implementation of the provisions of this
Resolution;
3.
follow up compliance by Departments
with the provisions of this Resolution and the resolutions issued in pursuance
hereof;
4.
measure and evaluate the impact of
the application of this Resolution to Departments in order to improve and
develop it;
5.
review and approve applications
submitted by Departments to introduce or add new Occupational Groups and
Designations and conduct Post Evaluation of the same;
and
6.
perform any other duties required
for the achievement of the objectives of this Resolution.
A Department must:
1.
comply with the Procedural Manual, inclusive of all
the rules, procedures, and forms set forth therein;
2.
take the required action to ensure
implementation of this Resolution and the resolutions and manuals issued in
pursuance hereof;
4.
provide the DGHR with the data,
information, and documents it requires in
relation to the
implementation of the provisions of this Resolution.
a.
Pursuant to this Resolution, the
attached Table of Grades and Salaries is approved.
b.
The Table of Grades and Salaries
comprises sixteen (16) Grades, with each Grade comprising one (1) to three (3)
Bands depending on the Grade itself. Each Band will have a first and a
highest point of
pay scale, which determine its Total Salary range. These first and highest
points will be determined based on
the tables approved pursuant
to a resolution issued by the Chairman of the Executive
Council in this
regard.
c.
Where
necessary, the Total Salaries set forth
in the Table of Grades and Salaries attached to this Resolution will be
reviewed based on an analytical study, conducted by the DGHR in
coordination with the Department of Finance, on the competitiveness of salaries
and benefits in the labour market.
a.
Occupational
Groups and their categorisation; the Posts included in each group; and the
level and Designation of each Post will be determined pursuant to the
Procedural Manual.
b.
Each
Post within an Occupational Group will be assigned a Band in accordance with
the criteria prescribed by the DGHR. These criteria will include:
1.
the
availability of competent, specialised, and experienced
candidates for the Post in
the labour market, taking into consideration the
supply, demand, and competition
related to the Post;
2.
the complexity of the duties and
responsibilities of
the Post; and the academic qualifications,
work experience, competencies, and skills required for holding the
Post; and
3.
the impact of the Post on the key
functions of the Department in accordance with the legislation establishing or
regulating its work.
The Total Salary of an Employee will
be comprised of:
1.
a
Basic Salary equal to fifty percent (50%) of the Total
Salary; and
2.
a General Allowance equal to fifty
percent (50%) of the Total Salary.
The minimum Total Salary of a UAE
National Employee placed on Grade 3, or below, will be four thousand two
hundred and fifty Dirhams (AED 4,250.00), inclusive of the Social Allowance.
A UAE National Employee will be entitled
to a social allowance that will be added to his Total Salary. This allowance will be added subject to the
distribution percentages prescribed by Article (8) of this Resolution. The
percentage of this allowance will be as follows:
1.
fifteen percent (15%) of the Total
Salary,
for UAE National Employees in
Grade 12 to Grade 14;
2.
twenty percent (20%) of the Total
Salary,
for UAE National Employees in
Grade 10 or Grade 11;
3.
thirty percent (30%) of the Total
Salary,
for UAE National Employees in
Grade 7 to Grade 9;
4.
fifty percent (50%) of the Total
Salary,
for UAE National Employees in
Grade 5 or Grade 6; and
5.
one hundred percent (100%) of the
Total Salary,
for UAE National Employees in
Grade 1 to Grade 4.
a.
A
new Employee will be entitled to the Total Salary of the first point of the pay
scale of the Band to which he is appointed. The Department may award that
Employee an increment of no more than twenty percent (20%) of the salary of the
first point of the pay scale of his Post if he has competencies, professional
skills, academic qualifications, and work experience that are higher than those
required for holding the Post.
b.
Notwithstanding
the provisions of paragraph (a) of this Article, a Department may award an
Employee appointed to Grade 16 an increment that exceeds the percentage
stipulated in the preceding paragraph, subject to the following:
1. The
salary of the Employee may
not exceed the salary of the highest point of his Grade.
2. The
prior written approval
of the DGHR must
be obtained.
This approval will be granted in accordance with the methodology
adopted by the DGHR for considering
salaries and wages in the labour market.
The Total Salary of a UAE National
Employee holding an academic degree must not be less than fifteen thousand
Dirhams (AED 15,000.00), provided that:
1.
the
academic qualification of the Employee is
at least a bachelor’s degree or an equivalent degree;
2.
the Post of
the Employee requires
him to hold at least a bachelor’s degree or an equivalent degree; and
3.
the academic specialisation
of the Employee is
relevant to the Post he holds.
a.
A
UAE National Employee, and each of his eligible family members, will be
entitled to an air ticket allowance as per the following table:
|
Grade |
Annual Air Ticket Allowance (Per
Beneficiary) |
|
Grade 1 to Grade 13 |
AED 2,800.00 for each beneficiary aged less than
twelve (12) Years. AED 3,500.00 for each beneficiary aged twelve (12)
Years or more. |
|
Grade 14 and above |
AED 9,500.00 for each beneficiary aged less than
twelve (12) Years. AED 12,500.00 for each beneficiary aged twelve (12)
Years or more. |
b.
A
non-UAE National Employee, and each of his eligible family members, will be entitled
to an air ticket allowance as per the following table:
|
Grade |
Beneficiaries |
Travel Class |
|
Grade 8 and below |
The Employee only |
Economy class |
|
Grade 9 to Grade 14 |
The Employee and his eligible
family members |
Economy class |
|
Grade 15 and above |
The Employee and his eligible
family members |
Business class |
c.
A
non-UAE National Employee who has no specific travel destination, and each of
his eligible family members, will be entitled to an air ticket allowance as per
the following table:
|
Grade |
Beneficiaries |
Annual Air Ticket Allowance (Per Beneficiary) |
|
Grade 8 and below |
The Employee and his spouse only |
AED 1,500.00 |
|
Grade 9 to Grade 13 |
The Employee and his eligible
family members |
AED 1,000.00 for each beneficiary
aged less than twelve (12) Years AED 1,500.00 for each beneficiary
aged twelve (12) Years or more |
|
Grade 14 and above |
The Employee and his eligible
family members |
AED 3,000.00 for each beneficiary
aged less than twelve (12) Years AED 4,500.00 for each beneficiary
aged twelve (12) Years or more. |
d.
The
total amount of the annual air ticket allowances of a UAE National Employee and
his eligible family members must not exceed one hundred thousand Dirhams (AED
100,000.00). The total amount of the annual air ticket allowances of a Non-UAE National
Employee and his eligible family members must not exceed sixty-two thousand and
five hundred Dirhams (AED 62,500.00).
e.
For
the air ticket allowance of a family member of a non-UAE National Employee to
be paid, that member must hold a valid residence permit in the UAE, on the
annual due date of the allowance, in accordance with the legislation in force.
f.
The
air ticket allowance of a Non-UAE National Employee will be determined based on
the airfare to the country of which the Employee holds nationality on his
appointment date. Where no flights are available to his country, the air ticket
allowance of the Employee will be determined based on the airfare to the
nearest airport to his country.
g.
Payment
of the air ticket allowance of any of the Employee’s children will be suspended
where that child takes up employment, gets married, or reaches twenty-one (21)
Years of age, whichever comes first. Payment of that allowance will be resumed
where the reason for suspension ceases to exist and the child is still aged
less than twenty-one (21) Years.
h.
An
Employee recruited from outside of the UAE will be entitled to joining and
repatriation air tickets, for him and his eligible family members, based on his
Grade.
a.
The
air ticket allowances of an Employee and his eligible family members will be
paid on the anniversary of the date of joining the service of his Department.
b.
Notwithstanding paragraph (a) of
this Article, the air ticket allowances of the Employee and his eligible
family members may be paid up
to two (2) months in advance of the payment
date if the
Employee intends to travel during any
annual leave of at
least five (5) consecutive working days.
c.
An Employee and his eligible family
members will not be entitled to air ticket allowance unless he completes a full
Year of service with his Department.
d.
Where
an Employee is transferred from one Department to another and both Departments
are governed by the Law, the annual air ticket allowances
of the Employee and his eligible family members will be paid on the date of
joining his former Department.
a.
Where
an Employee and his spouse work for Government entities in the Emirate, or any
other entities receiving financial support from the general budget
of the Government, and each of them is entitled to an air ticket allowance, the
allowance will be granted to the Employee entitled to the higher amount. Where
both allowances are equal, the air ticket allowance will be paid to the
husband.
b.
Where
the marriage of two Employees is terminated, the air ticket allowance of the
eligible children will be paid to the male Employee.
a.
A
Department
will bear the expenses of sending an Employee on an official or training
assignment within the UAE where the place of the assignment is more than one
hundred kilometres (100 km) from his workplace, as follows:
1. the
costs of suitable accommodation,
where the
Employee actually stays
close to the place
of the official or training assignment;
2. a
daily travel allowance of three hundred Dirhams (AED 300); and/or
3. a
one-time transport allowance of two hundred Dirhams (AED 200), where
the Employee does not use the
Department’s vehicles to perform
the official or training assignment.
b.
A
Department may, upon the request of an Employee, pay him only a daily allowance
of four hundred Dirhams (AED 400.00) to cover all the costs and allowances
stipulated in paragraph (a) of this Article, provided that the Employee does
not actually stay close to the place of the official or training assignment and
does not use the Department’s vehicles.
In addition to his Department bearing
the costs of providing him with suitable accommodation, an Employee sent on an
official or training assignment outside of the UAE will be entitled to an
assignment allowance for each day or part of a day actually spent abroad during
the period stipulated in the assignment resolution. This allowance will cover
all personal expenses arising from the assignment, such as food, telephone
bills, local transportation, and any other expenses. The amount of this daily
allowance will be as follows:
|
Country of Assignment |
Grade 14 and above |
Grade 13 and below |
|
Any of the Gulf Cooperation Council states or other Arab states |
AED 600.00 |
AED 400.00 |
|
Other Countries |
AED 800.00 |
AED 600.00 |
a.
Where
an Employee is promoted to a higher Grade under the Law, he will be awarded the
Total Salary of the first point of the pay scale of the Band to
which he is promoted, or an increment of ten percent (10%) of the Total Salary
awarded to him prior to the promotion, whichever is higher.
b.
For
an Employee to be exceptionally promoted up to two (2) Grades higher, his
performance rating for the past Year must not be less than "Exceeds
Expectations”.
a.
An
Employee may be awarded a salary upgrade as follows:
1.
an ordinary salary upgrade of five percent (5%) of
his Total Salary; or
2.
a special salary upgrade of ten percent (10%) of
his Total Salary.
b.
Where
the salary upgrade of an Employee results in exceeding the highest point of the
pay scale of the Band to which the Employee is appointed, the amount in excess
of the salary of that highest point will be awarded in the form of a bonus paid
monthly as part of his Total Salary.
c.
The
bonus referred to in paragraph (b) of this Article will be maintained in case
of changing the Grade or Band of the Employee, for any reason whatsoever, and
will be added to his new Total Salary.
An Employee who is transferred to fill a
vacant Post within his Department, upon going through an internal nomination
process, will be awarded the salary of the first point of the pay scale of
the Band to which he is transferred, or will be awarded an increment of ten
percent (10%) of the Total Salary awarded to him prior to the transfer,
whichever is higher.
An Employee who receives a new academic
qualification during his service, as stipulated in the Law, will be awarded the
Total Salary of the first point of the pay scale of his new Band, or will be
awarded an increment of ten percent (10%) of the Total Salary awarded to him
prior to the amendment of his employment terms, whichever is higher.
An Employee may be transferred within
the same Grade, in accordance with the Law, to an Occupational Group which is
assigned a Band other than his Band. In that case, the transfer may not result
in changing the Total Salary awarded to the Employee prior to the transfer even
if that salary is less than the salary of the first point of the pay scale of
the Band to which he is transferred, except where the transfer is a result of
the promotion of the Employee, or amendment of his employment terms, due to
receiving a new academic qualification or being internally nominated for a new
Post.
An Employee holding a Post that involves
encountering certain occupational circumstances and hazards, in the course of
performing the duties of that Post, will be entitled to a hazard pay. The Posts
whose incumbents are entitled to hazard pay; the amount of this pay; the rules
and criteria for disbursing the same; and the cases of its suspension or
cessation will be determined pursuant to a resolution of the Chairman of the
Executive Council.
a.
An
Employee working on Regular Night Shift Duty will be entitled to a monthly
allowance of twenty-five percent (25%) of his Basic Salary. The amount
of this allowance must not exceed six thousand Dirhams (AED 6,000.00) per
month.
b.
Payment
of the night shift duty allowance referred in paragraph (a) of this Article
will be suspended where the Employee takes any paid leave of at least thirty
(30) days, other than annual leave.
c.
For
the purposes of this Article, the night shift duty allowance will be paid to an
Employee subject to the following:
1.
The
Employee must be assigned to work at least four (4) nights per
month based on a regular night shift duty system approved by the Department.
2.
The night shift duty must be during the period from
08:00 p.m. to 07:00 a.m.
3.
The working hours of the
night shift duty must not be less than six (6) hours per shift.
A Department may provide an Employee
with accommodation or pay him a housing allowance in accordance with the
conditions and rules, and in the cases,
determined pursuant to the relevant resolution issued by the Director General
of the DGHR in coordination with the Department of Finance.
a.
Holders
of the
Posts which require using a mobile phone for performing their duties will be awarded a monthly cash allowance as
follows:
1.
one hundred Dirhams (AED 100.00),
for Posts that require low
usage of the mobile phone;
2.
two hundred and fifty Dirhams (AED
250.00),
for Posts that require medium usage of the mobile phone; and
3.
five
hundred
Dirhams (AED 500.00), for Posts that require high usage of the mobile phone.
b.
The
mobile phone allowance referred to in paragraph (a) of this Article will be
paid pursuant to a resolution of the Director General subject to the following
standards and rules:
1.
Performing the duties of the Post must require the
use of the mobile phone.
2.
The
duties of the Post must be performed outside of the workplace or after official
working hours.
3.
The
use
of the mobile phone for performing the duties of the Post must be regular,
rather than occasional.
c.
Instead
of paying the mobile phone allowance, a Department may provide the Employee
whose Post requires using a mobile phone with a mobile phone package in the
same amount stated in paragraph (a) of this Article.
d.
The
mobile phone allowance, or mobile phone package, provided to an Employee will
be ceased in any of the following cases:
1.
where
the Post of the Employee no longer requires the use of a mobile phone;
2.
where the Employee is transferred, or
assigned the duties of another Post and is discharged from the duties of his
original Post; and the Post to which the Employee is transferred, or whose
duties are assigned to him, does not require the use of a mobile phone; or
3.
where the Employee is suspended from work for
any reason whatsoever.
e.
The
Director General will issue an internal bylaw regulating the disbursement of
mobile phone allowances or provision of mobile phone packages
to Employees. In issuing this bylaw, the allowances, rules, and provisions
stipulated in this Article must be observed.
a.
Employees
who are in service by the effective date of this Resolution will be placed on
the Grades and Bands set forth in the tables referred to in paragraph (b) of
Article (6) of this Resolution, in accordance with the rules and regulations
stipulated by the Committee pursuant to this Article (27).
b.
The
Committee will be formed pursuant to a resolution of the Chairman of the
Executive Council. The Committee will comprise representatives from the DGHR,
the Department of Finance, and the Supreme Legislation Committee. The
resolution forming the Committee will determine its functions and terms of
reference, and the procedures for holding its meetings.
c.
The
placement of an Employee on a Grade or a Band will be subject to the following:
1. His existing rights, including his Basic
Salary and General Allowance and other similar financial benefits, must not be
prejudiced even if these benefits exceed the salary of the highest point of the
pay scale of the Band on which he is placed.
2. The
Work-related Allowance and skills allowance paid pursuant to Law No. (27) of
2006 Concerning Management of the Government of Dubai Human Resources and its
amendments must be added to the Total Salary of the Employee. These
allowances will
be equally added
to the Basic Salary and the General Allowance of the Employee.
3. Where Law No.
(27) of 2006 Concerning Management of the Government of Dubai Human Resources
and its amendments do not apply
to the Employee, any increments or allowances received by him
must be reviewed and approved by the Committee to be added to his salary.
4. Where
the Total Salary awarded
to the Employee prior to the
placement is less than the salary of the first point of the pay scale of
the Band
on which he is placed, the Employee will be placed in accordance with
the procedures and periods approved by the Committee in this respect.
5. An
Employee who is appointed under a Part-time or temporary employment contract
will be awarded the same
salary he used
to receive prior to his placement, and
his monthly salary will
be modified in
accordance with this Resolution upon concluding a
new contract
with him or renewing his current
contact.
6. Employees
will be placed on the Grades and Bands as of the date on which this Resolution
comes into force.
7. Any
other relevant rules or
regulations approved by the Government must be complied with.
d.
The
decisions of the Committee will be deemed final, and no administrative
grievance may be initiated in respect thereof.
a.
Employees will be entitled only to the
salaries, increments, allowances, and other financial benefits stipulated
in this Resolution.
b.
No increments, allowances, or other
financial benefits whatsoever,
other than those stipulated in this Resolution, may be paid to an Employee.
c.
The increments, allowances, and
other financial benefits stipulated in this Resolution may not be paid together
with any similar
increments, allowances, or
other financial benefits whatsoever.
d.
Failure to comply with the
provisions of this Article will result in the nullity of the act in question,
and the
concerned Employee will be required to refund
any amounts unlawfully
paid to him.
a.
The
End-of-service
Gratuity of an Employee will be calculated based on the last Basic Salary he
used to receive upon the end of his service.
b.
The
End-of-service
Gratuity of an Employee for the period of his service preceding the effective
date of this Resolution will be calculated as follows:
1. For
an Employee who has
been in the
service of a Department before
the effective date of Law No. (27) of 2006 Concerning Management of the
Government of Dubai Human Resources and its amendments, his End-of-service
Gratuity for the period preceding that effective date will be calculated based on
the Basic Salary he used to receive as of 31 July 2007. The End-of-service
Gratuity of that Employee for the period
from 1 August 2007
to
31 December 2019
will be calculated based on the Basic Salary to which he was entitled as of 31 December 2019.
2. For
an
Employee who had been appointed in a Department after 31 July 2007
in accordance with the provisions of Law No. (27) of 2006 Concerning Management
of the Government of Dubai Human Resources and its amendments, his
End-of-service Gratuity for the period from his
date of
appointment to 31 December 2019
will be calculated based on the Basic Salary he used to receive
as of 31
December 2019.
3. For an Employee who had been
governed by a special human resources regulation applicable to his Department
before the Department became subject to the Law, his End-of-service Gratuity
will be calculated as per the provisions of that regulation and based on the
Basic Salary which he used to receive as of 31 December 2019.
The Director General of the DGHR will
issue the resolutions required for the implementation of this Resolution. These
resolutions will be published in the Official Gazette.
The above-mentioned Executive Council
Resolution No. (15) of 2013 is hereby repealed. Any provision in any other legislation will also be
repealed to the extent that it contradicts the provisions of this Resolution.
This
Resolution comes
into force on 1 January 2020, and will be
published in the Official Gazette.
Hamdan
bin Mohammed bin Rashid Al Maktoum
Crown Prince of Dubai
Chairman of the Executive Council
Issued in Dubai on 11 January 2020
Corresponding to 16 Jumada al-Ula
1441 A.H.
|
Grade |
Total Salary |
|
|
Highest Point of Pay Scale
(in Dirhams) |
First Point of Pay Scale
(in Dirhams) |
|
|
16 |
44,230 |
|
|
15 |
83,240 |
35,680 |
|
14 |
67,130 |
28,770 |
|
13 |
53,270 |
22,830 |
|
12 |
44,520 |
19,080 |
|
11 |
30,200 |
16,260 |
|
10 |
22,620 |
12,180 |
|
9 |
18,200 |
9,800 |
|
8 |
13,440 |
8,060 |
|
7 |
10,130 |
6,080 |
|
6 |
7,830 |
4,700 |
|
5 |
5,880 |
3,530 |
|
4 |
3,750 |
2,250 |
|
3 |
2,930 |
1,760 |
|
2 |
2,190 |
1,310 |
|
1 |
1,750 |
1,050 |
©2020 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.