emirates7 - His Highness Sheikh Dr. Sultan bin Mohammed Al Qasimi, Supreme Council Member and Ruler of Sharjah, has recently introduced a new law concerning the Sharjah Department of Human Resources.
This legislation will apply to all employees within government agencies, including those currently governed by their own human resources policies until updated ones are established. These agencies are required to share key information such as salaries and other employee details with the Department of Human Resources via approved electronic systems.
The purpose of this law is to align with evolving human resources practices and enhance the workplace environment, ultimately benefiting society at large. It will form the basis for managing human resources in Sharjah, with more detailed regulations to be issued in the future.
As part of this initiative, a permanent body called the "Supreme Committee for Human Resources" will be established within the Sharjah Executive Council. The Council will decide on the committee’s formation, membership, and operations based on recommendations from the Human Resources Department.
The Decree-Law outlines the responsibilities of the Higher Committee for Human Resources as follows:
a. Examine and contribute to the interpretation of HR-related legislation referred by the Council or Department, then report back to the Council.
b. Provide opinions on issues referred to it by the Ruler, the Council, or the Department.
c. Review and resolve grievances and complaints submitted by employees, and forward any appropriate recommendations to the Council after completing grievance procedures as specified in the bylaws.
d. Perform any other tasks assigned by the Council.
The Decree-Law also includes amendments and legal provisions related to the organisational structure, job classification and descriptions, and rules governing appointments, prioritising citizens and children of female citizens. Non-citizens may be hired on contractual terms according to executive regulations.
Additionally, the law covers employment systems, employee training and development, and performance appraisal.
It addresses legal aspects concerning the formation of specialised committees, bonuses, promotions, status settlement, working hours and leave entitlements, transfers, secondments, loans, and overtime.
Furthermore, the Decree-Law defines the system of job discipline and work conduct, outlines guarantees and responsibilities for administrative violations, procedures for investigations, administrative penalties, time limits for violations and grievances, end-of-service benefits, delegation validity, final provisions, as well as enforcement and publication of the law.
This legislation will apply to all employees within government agencies, including those currently governed by their own human resources policies until updated ones are established. These agencies are required to share key information such as salaries and other employee details with the Department of Human Resources via approved electronic systems.
The purpose of this law is to align with evolving human resources practices and enhance the workplace environment, ultimately benefiting society at large. It will form the basis for managing human resources in Sharjah, with more detailed regulations to be issued in the future.
As part of this initiative, a permanent body called the "Supreme Committee for Human Resources" will be established within the Sharjah Executive Council. The Council will decide on the committee’s formation, membership, and operations based on recommendations from the Human Resources Department.
The Decree-Law outlines the responsibilities of the Higher Committee for Human Resources as follows:
a. Examine and contribute to the interpretation of HR-related legislation referred by the Council or Department, then report back to the Council.
b. Provide opinions on issues referred to it by the Ruler, the Council, or the Department.
c. Review and resolve grievances and complaints submitted by employees, and forward any appropriate recommendations to the Council after completing grievance procedures as specified in the bylaws.
d. Perform any other tasks assigned by the Council.
The Decree-Law also includes amendments and legal provisions related to the organisational structure, job classification and descriptions, and rules governing appointments, prioritising citizens and children of female citizens. Non-citizens may be hired on contractual terms according to executive regulations.
Additionally, the law covers employment systems, employee training and development, and performance appraisal.
It addresses legal aspects concerning the formation of specialised committees, bonuses, promotions, status settlement, working hours and leave entitlements, transfers, secondments, loans, and overtime.
Furthermore, the Decree-Law defines the system of job discipline and work conduct, outlines guarantees and responsibilities for administrative violations, procedures for investigations, administrative penalties, time limits for violations and grievances, end-of-service benefits, delegation validity, final provisions, as well as enforcement and publication of the law.