This document provides an overview of the policies and procedures outlined in the employee handbook of the Health Authority - Abu Dhabi (HAAD). It begins with background information on HAAD, including its role and functions. It then covers various HR policies such as staff duties and conduct, recruitment, and the role of the HR section. Key points include prohibitions against accepting gifts, outside work or activities, and requirements for staff to maintain confidentiality and act in the best interests of HAAD. The document is intended to help new employees understand HAAD's main HR policies.
3. y EmployEE Handbook
h abi
The intent of this handbook is to give an over-
view of the Health Authority – Abu Dhabi in
general and to provide insight to the main
policies of the Human Resources Depart-
ment that we think might be useful to our
new staff. Of course, our Human Resources
Team always welcomes your questions, con-
cerns or any needed clarifications should
you have any. We are looking forward for your
positive contributions towards achieving our
goals and objectives. Thank you for joining
us, and welcome to our team.
Head, Corporate Support Services
3
5. ClausE (1): baCkground
The Health Authority- Abu Dhabi (HAAD) is a local governmental entity
established by Law (01/2007) to establish a world-class healthcare
system to provide the citizens and residents of the Emirate of Abu
Dhabi with high quality healthcare services. It was previously known
as ‘The General Authority for Health Services of Abu Dhabi’.
The main function of the HAAD is to regulate the healthcare sector
within the Emirate of Abu Dhabi, both public and private, through poli-
cies, laws, regulations, inspections, licensures and audits.
In addition, the HAAD partners with well-established healthcare pro-
viders and professionals. The corporate office of HAAD is located in
Abu Dhabi, the capital of UAE.
Health Authority– Abu Dhabi Formal Name:
HAAD Standard Name:
Health Authority– Abu Dhabi
Health Authority Building, Airport Road
P.O. Box 5674, Abu Dhabi, United Arab Emirates
Tel +971 2-449-3333
Fax +971 2-444-9822
Email healthcenter@haad.ae
Website www.haad.ae
5
7. glossary of TErms:
The following words and expressions shall have the same meaning
set forth herein below unless otherwise required by the context:
Emirate Emirate of Abu Dhabi.
The HAAD Health Authority - Abu Dhabi.
P e r s o n n e l The Personnel Policy of the Health Authority -
Policy Abu Dhabi.
Chairman Chairman of the Health Authority – Abu Dhabi.
CEO The Director General of the Health Authority
–Abu Dhabi
Staff Member or Any person appointed to any of the HAAD jobs
Employee: listed in the Schedule attached hereto.
HR Section The Department in charge of the Personnel
affairs in the HAAD.
M a n p o w e r Total number of approved jobs and type, scale
Budget and grade of each one thereof.
Basic Salary is a fixed regular payment linked to the
Employee’s contractual grade which constitutes
compensation in accordance with approved
salary scales irrespective of all other allowances
and benefits.
S u p p l e m e n t is the total payment of all allowances and
Allowance benefits which are due to the Employee. This
allowance incorporates housing for National
employees, but does not incorporate housing
for Expatriate employees.
Total Salary Basic salary, in addition to Supplement
allowance.
U.A.E National Any U.A.E. citizen whose nationality is proved by
Staff or the Family Book.
Employee
Expatriate Staff Any holder of a foreign country citizenship.
or Employee
Year Calendar Year.
Month Time unit of 30 days.
C o n t r a c t u a l Time unit of 12 calendar months. Contractual
7
Year year commences as of the date of joining the
HAAD for the first time.
8. Clause (2): HR PoliCies
1. The HAAD aims to establish and create fair Human Resources
(HR) policies to achieve equity and to attract and retain qualified
and competent staff who will contribute to the achievement of
the HAAD’s organizational goals and objectives. HR policies and
procedures are set forth to comply with the legal requirements
of the Civil Services Law in the emirate of Abu Dhabi.
2. The HR policies and procedures are organized and arranged
in the form of a Personnel Policy to provide the framework
necessary for the functionality of the HR Section. This includes
responsibilities of HR and the correct and proper implementation
procedures of the HR policies.
3. The HR Section undertakes the interpretation and implementation
of HR policies and procedures and provides advice and
consultation therein. It ensures continuous implementation of
the same in a consistent and fair manner.
4. This handbook gives general knowledge and awareness about
the main HR policies to enable new staff to commence work
comfortably. It may not contain answers and solutions to all
matters and problems related to HR. Hence, it is not intended
to cancel or replace the Personnel Policy.
Clause (3): objeCtives
The main objective of the Personnel Policy is to set out the policies
related to HR according to the general objective of the HAAD, in order
to:
1. Develop each of the HAAD staff members and employees to
demonstrate utmost diligence in serving the HAAD.
2. Enhance the understanding and adoption of work team spirit by
the HAAD staff members and employees.
3. Foster a team-centered work environment where the HAAD
staff members and employees interact in such a way that
they are able to develop their ability and energy to deliver high
performance.
4. Achieve equality among the HAAD staff members and employees
and give them the opportunity to develop the business and
activity of the HAAD.
Clause (4): staff Duties & unautHoRizeD aCtions
subClausE (1): funCTional duTiEs
1. A staff member or employee has to perform his/her duties to
8
the best of their abilities. He/she should realize that his/her
work at the HAAD is a priority. A staff member or employee shall
9. demonstrate the highest levels of loyalty, integrity and objectivity
while discharging duties and may not favour or give preference
to any particular client or party for personal interest.
2. All the HAAD staff members and employees must abide by the
HAAD general rules, policies and procedures. A staff member or
employee who does not abide by the HAAD policies, procedures
and rules and the policies and procedures hereof shall be
held responsible for this and may be subject to punishment or
disciplinary action, including the possibility of terminating his/
her service.
3. All staff members and employees shall exert all efforts and
dedicate their full time during the official working hours to the
discharge of their tasks and duties.
4. Staff members and employees are not allowed to render any
services to any person or company, in any capacity, during their
service in the HAAD, with or without pay.
ExCEpTions:
• Staff members and employees may assume honorary
positions with the approval of the concerned departmental
manager and the CEO.
• Membership of external committees and boards of
directors.
5. The HAAD staff members and employees may not have
any personal interest, whether directly or indirectly, in the
transactions and contracts of the HAAD. For instance, the
HAAD staff members, employees, their relatives or friends shall
have no right to make any personal gains from any activities or
transactions related to the HAAD assets, tenders or contracts
award.
6. The HAAD staff members and employees shall refrain from
any attitudes or behaviors that could be detrimental to their
personal image or the reputation of the HAAD. This, for instance,
shall include divulgence and disclosure of information of the
HAAD without prior approval, involvement in public relations
or addressing the mass media without the knowledge and/or
approval of the HAAD management, or otherwise representing
the HAAD’s interest without its knowledge and/or approval.
7. The HAAD staff members and employees shall demonstrate
complete respect for the traditions and religious practices of
the U.A.E.
9
10. subClausE (2): gifTs & frEE sErviCEs
The HAAD staff members and employees shall not accept any mate-
rial or in-kind gifts, whether directly or indirectly, nor participate in
any memberships, facilities or privileges from suppliers, clients, etc.
Chapter One: Responsiblities of the HR Function
In case the staff member or employee faces such situation he/she
has to inform his/her supervisor in writing. The supervisor shall then
discuss the matter with the CEO.
Subclause (3): Confidentiality
1. All information related to the HAAD, which a staff member or
an employee acquires during his/her service with the HAAD,
shall be treated as confidential. Such information should not be
disclosed to any third party or the HAAD inside or outside the
U.A.E, unless the work nature of the staff member or employee
and the work interest so requires; CEO approval would need to
be obtained in this case
2. Any work, research or information of the HAAD, prepared and
developed by the HAAD staff members and employees or any
other parties working for the HAAD, are the sole property of the
HAAD. Such information shall not be divulged, communicated
or leaked in any manner, to any person, party or corporation
without the written approval of the concerned department
manager, and approval by the CEO.
3. If a staff member or an employee acquires or becomes aware
of information involving legal irregularities or wrongdoings, or if
he/she believes that the HAAD interests may be endangered or
harmed, he/she has to immediately inform his/her supervisor,
the concerned department manager or the CEO, as the case
may be.
4. Upon termination of service, a staff member or an employee
must not divulge or disclose any information he/she has acquired
while in the service of the HAAD, which information must remain
confidential. In certain cases, HAAD staff members or employees
may, upon termination, be required to sign an undertaking to
safeguard the confidentiality of the HAAD information. This
non-disclosure agreement will be subject to legal enforcement
in the event of a breach of its terms.
subClausE (4): ConfliCT of inTErEsT
When a staff member or an employee is instructed to do a job in which
he/she has a personal interest, he/she has to inform his/her supervi-
sor of the same forthwith. In this case his/her supervisor shall appoint
another staff member or employee to do the job.
10
11. subClausE (5): ouTsidE aCTiviTiEs
The HAAD staff members and employees shall not agree to engage
in any business activities or work outside the HAAD. In case of any
breach, the CEO, who is solely authorized to deal with such breaches,
should be informed forthwith. Examples of outside activities include
the following:
- working for pay at another corporation.
- preparing information and data for others for fees.
- roviding advice or consultancy concerning investment
opportunities based on inside information from the HAAD.
- Providing any services for pay.
- Providing services which could have been provided by the
HAAD.
subClausE (6): sTaff ConduCT & bEHavior
Each staff member and employee of the HAAD shall conduct the mat-
ters of his/her personal life in such a manner that will not reflect
badly on his/her commitment to his/her work, whether the same is
visible or not. Staff members and employees should realize that they
are working for an highly visible and respected employer, and hence
their appearance, behavior and attitude should be decent and of high
standards that will reflect the good image of their employer.
subClausE (7): usE of THE Haad namE
The HAAD staff members and employees shall refrain from using the
HAAD name and logo and any of the HAAD means of communication
in activities or businesses not related thereto.
subClausE (8): Haad rEprEsEnTaTion in spEECHEs & arTiClEs
WriTing
1. The HAAD staff members and employees may only represent
the HAAD in speeches and the writing of articles after obtaining
prior permission from the CEO. Furthermore, the following shall
be taken into consideration:
• Speeches and articles writing shall be handled by HAAD
senior qualified staff members and employees. Speeches or
articles may not contain any personal comments, statements,
opinions or views which may be viewed as representing the
HAAD’s opinions or views.
• The HAAD information confidentiality policy must not be
breached.
11
12. 2. Under no circumstances shall any HAAD staff member or
employee give a statement to the press or publish an article in
the newspapers or any other media without the prior permission
of the CEO.
Chapter One: Responsiblities of the HR Function
3. Any questions or queries regarding the HAAD activities and
functions must be addressed to the CEO.
4. Any press statements must be reviewed and approved by the
CEO.
5. Any staff member or employee who is assigned to make a
statement or give a lecture must not criticize, whether explicitly
or implicitly, the HAAD or its policies, procedures or any of its
staff members or employees.
6. The CEO must be informed in advance of any arrangements
to conduct any interviews, speeches or presentations etc. with
outside parties involving any of the HAAD staff members or
employees.
7. Staffmembers or employees who make unauthorized
press statements or without the prior approval of the HAAD
management will be subjected to disciplinary measures.
Required approvals may be obtained in coordination with the
HAAD media section.
subClausE (9): usE of THE Haad propErTy
Staff members and employees shall exclusively use property of the
HAAD only for carrying out its business.
subClausE (10): pErsonal appEaranCE
Personal appearance is a main factor that gives a good impression to
clients and the public. Therefore, the appearance of all staff members
and employees of the HAAD should be professional and appropriate
during official working hours or when they are available at the pub-
lic facilities of the HAAD. The HR division is responsible for issuing
rules for minimum pertinent requirements to be met by the HAAD
staff members and employees, each according to his/her function.
The responsibility for monitoring the appearance of staff members
and employees rests with the director of the respective division.
subClausE (11): sTaff & EmployEE rElaTions
In discharging their functions and duties, staff members and employ-
ees shall obey the orders of their senior and give them due respect.
The seniors of staff members or employees should not instruct them
to discharge duties which contradict their job description. Respect
12
should be reciprocal between seniors, subordinates and colleagues
within the HAAD.
13. subClausE (12): CommuniCaTion & ConsulTaTion
Staff members and employees should promptly inform their senior of
any problems or difficulties they face in performing their daily duties
and functions. Should there be any difference in opinion, on any mat-
ter between the staff member or employee and his senior at work,
and which they are unable to solve between them, the staff member
or employee may put up the same in writing, through his senior, to the
concerned manager.
subClausE (13): drugs, alCoHol and no-smoking arEas
The HAAD staff members and employees are strictly prohibited from
consuming drugs or alcohol or being under intoxication during official
working hours or when they report to work. They are also prohibited
from smoking in closed and no-smoking areas. No-smoking signs
should be placed in a clear and visible manner.
13
15. Clause (5): Role of tHe Human ResouRCes seCtion
Function & Responsibilities of the HR Section shall include:
1. Oversight to the implementation of the terms, conditions and
procedures of the Personnel Policy.
2. Ensure provision of required qualified manpower to the HAAD
departments, sections and divisions.
3. The role of HR is to attract, retain and motivate staff members
and employees through appropriate programs and processes.
4. Provide the resources and work environment needed for our
staff members and employees to perform to the best of their
abilities.
Clause (6): ReCRuitment anD PlaCement PoliCies anD PRinCiPles
Employment Contracts
1. U.A.E. Nationals shall be employed by the HAAD by virtue of
unlimited contracts.
2. Expatriates shall be employed by virtue of 2 year employment
contracts, thereafter renewable on a year basis.
3. Special contracts may be developed for particular cases.
Temporary staff members and employees may be employed
under special employment contracts. Terms, conditions benefits
and financial allocations for such contracts shall be determined
on a case-by-case basis.
Clause (7): GeneRal PRovisions of emPloyment ContRaCts
1. The Personnel Policy shall apply to any matter not specifically
provided for in the employment contract.
2. The employment contract constitutes the basis of the employment
relationship between the HAAD and the employee..
3. Contracts are renewed and terminated according to the
provisions of the employment contracts attached within.
Clause (8): PRobation PeRioD & Point of oRiGin
1. All the HAAD new staff members and employees shall be subject
to the probationary period mentioned in their contracts, without
exception.
2. All new staff members and employees undergo a 3-month
probationary period starting from the date of hire, which may be
extended up to a period of an additional 3 months.
3. The concerned department will receive an Evaluation Form from
the HR Section prior to the end of the probationary period.
15
16. 4. Should the performance of a new staff member or employee
not be satisfactory, the concerned department manager shall
inform the HR Section at least 15 days before the expiration of
the probationary period, using the form to enable the HR Section
Chapter Two: Employee Relations
to inform the staff member or employee in writing that his/her
services are no longer required by the HAAD.
5. The department manager/head of a staff member or employee
can request an extension to the probationary period if not fully
sure of the staff member’s or employee’s ability to perform.
6. The probationary period is deemed an integral part of the
continuous service with the HAAD upon a staff member’s or
employee’s confirmation of service after the probationary
period. Hence the probationary period shall be included in the
calculation of end-of-service benefits and leave periods for staff
members and employees.
7. The HAAD will confirm the service of a staff member or employee
upon successful completion of the probationary period. The
HR Section will notify the staff member or employee of the
confirmation of service, and a copy of the notification will be
kept in the personal file.
Clause (9): finanCial Dues DuRinG tHe PRobationaRy PeRioD
The following salaries and compensation shall be paid to staff mem-
bers and employees during the probationary period:
1. U.A.E. Nationals and Expatriates
U.A.E.Nationals and Expatriate staff members and employees
shall receive all monthly salaries, allowance and increments
provided in the employment contract.
1. Accommodation or Housing Allowance (Expatriate)
Expatriate staff members and employees shall have the choice
either to receive housing allowance or to have the HAAD provide
temporary accommodation during the probationary period. Ei-
ther the allowance or the HAAD provided accommodation will
be provided during probation, not both.
Clause (10): visa anD ResiDenCe PeRmit exPenses foR exPatRiates
2. The HAAD will meet the cost of employment and residence
permits of expatriate employees and their eligible dependents,
i.e., spouse and maximum of three children under the age
of 18. This covers all fees required for entry, employment
and residence permits, as well as associated costs of other
mandatory prerequisites for the processing and obtainment of
such permits, including the health fitness certificate.
16
3. The HAAD will not meet the cost and expenses of the eligible
dependent if he/she enters the country without a residence visa
or with a visit visa given at the airport.
17. Clause (11): Point of oRiGin
Each expatriate staff member or employee shall have his/her point
of origin established in the Employment Contract. This is to be desig-
nated by agreement of the HAAD and the staff member or employee
at the time of recruitment. The point of origin will normally be the city
or town in the country of citizenship based on the staff member’s or
employee’s passport. Once established, the staff member’s or em-
ployee’s point of origin will not be changed except with the approval
of the CEO.
Clause (12): tRavel exPenses RelateD to emPloyment
All expatriate staff members and employees, and eligible dependents
(spouse and up to 3 children under the age of 18), shall be provided
with air travel, as applicable, from the airport nearest to their point of
origin to Abu Dhabi.
Salaries
Clause (13): GeneRal PoliCies of salaRies
1. The HAAD policy stipulates that its staff members and employees
shall receive salaries, compensations and increments according
to a constant, secured and fair salary system and structure
which will achieve the following goals:
a. Attract, employ and retain highly qualified staff members
and employees.
b. Provide a salary structure established on grades.
c. Motivate and encourage staff members and employees by
allocating competency rewards based on individual per-
formance.
d. Create a system for career and professional develop-
ment.
e. Control and monitor salaries and wage expenses.
2. Basic salaries should be determined according to the grading
structure, whereby each position or job shall have a certain
grade. The approved salary structure shall be the reference for
the salary level in each scale.
3. All modifications or changes intended to be introduced to staff
member and employee salaries shall be effected through the
HR Section on the Salary Amendment Form.
4. A staff member or employee will be informed of any amendments
or changes to his/her salary by receipt of a copy of the Salary
Amendment Form or other official communication.
17
19. Clause (14): emPloyee PRivaCy anD maintenanCe of PeRsonal Data
1. The HAAD shall maintain all required information on candidates,
staff members and employees of the HAAD in the relevant
personal file.
2. The HR Section shall organize a file for each staff member or
employee to be kept throughout his/her service term.
3. It is the responsibility of the staff member or employee to update
all records when any changes occur. Failure to do so can lead
to disciplinary action.
4. Staff member and employee files may only be accessed by
authorized staff members and employees of the HR Section by
an approval of the HR Section Head.
5. Staff member and employee files (including all work-related and
private details) shall be the property of the HAAD. Accordingly,
none of the contents thereof shall be copied or reproduced
without prior permission of the HR Section.
6. The HAAD may allow external authorities, such as government
departments and establishments, to access personal information
in the staff member or employee file as deemed necessary.
Work Regulation
Clause (15): offiCial WoRkinG HouRs
7. The HAAD staff members and employees shall abide by the
official working days and hours fixed by the HAAD.
8. Official working days are from Sunday through Thursday. Friday
and Saturday represent the weekend holiday.
9. The official working hours are 7:00 a.m. to 3:00 p.m. The HAAD
may from time to time change or modify the approved official
working hours as deemed necessary by a circular issued before
the change in order to explain and notify employees of the
change.
10. The time it takes staff member and employees to commute to
work shall not be included as part of the official working hours.
11. The HR Section shall set up the necessary measures to control
compliance by staff members and employees of the official
working hours.
12. Staff members and employees must inform their supervisors
prior to their absence, if it occurs.
Clause (16): Holy montH of RamaDan timinGs
19
Official working hours shall be reduced by two hours for all the HAAD
staff members and employees during the Holy Month of Ramadan. A
20. circular shall be issued to inform the HAAD staff members and em-
ployees in this regard.
Clause (17): PubliC HoliDays
Chapter Three: Leaves
Since some public holidays depend on the Hijri Calendar, the HAAD
management shall issue circulars to the staff members and employ-
ees a few days before such holidays fall. The following schedule con-
tains the public holidays:
• New Islamic Year (A.H) Muharam 1
• New Year (A.D) January 1
• Eidul Fitr: First Three days of Shawwal
• Day of Arafat & Eidul Adha: 4 days - Dul Hijja 9, 10, 11 & 12
• Prophet Mohammad’s Birthday Rabie Awwal 12
• Al Isra Wal Miraj Rajab 27
• U.A.E. National Day December 2 and 3
Clause (18): DRess CoDe
1. Staff members and employees of the HAAD are expected and
required to work together in upholding its values by maintaining
proper dress and professional appearance that maintains
the HAAD’s image both within the business and the local
communities.
2. Formal national dress (Kandoura,Gutra & Agal). A staff member
or employee may wear a suit, collared shirt with tie.
3. Female national dress (Sheila & Abaya).
Wearing the following clothing is strictly prohibited:
- All kinds of Jeans for men and women.
- Tight , see-through or indecent clothing for women.
- Unclean & untidy clothing for men and women.
- Sport shoes.
4. All staff members and employees must display their work ID’s
while on duty on the premises.
Clause (19): HealtH insuRanCe
- Staff members and employees of the HAAD are provided with
health insurance coverage as required by law and detailed in
the policy.
- Expatriate staff members and employees are enrolled in
the “Abu Dhabi Health Insurance” Program according to the
following grades:
20
21. • Staff members and employees in grade two and above are to
be enrolled in the”International Program”.
• Staff members and employees in all other grades are to be
enrolled in the “Emirates Program”.
Clause (20): emPloyee PeRfoRmanCe aPPRaisal & evaluation
The HAAD recognizes that its staff members and employees are its
most important resource and that the continuous development of its
staff members and employees is essential to the provision of excellent
services. The purpose of employee performance reviews is to improve
employee performance. The performance appraisal system applies to
all staff members and employees of the HAAD. This is done in two
main stages:
1. Mid-Year performance evaluation.
2. Year-end performance evaluation.
21
23. Clause (21): annual leave
1. Staff members and employees are entitled to a paid periodic
leave in proportion to the number of days they worked during
their first year of employment. It shall be granted to them at
such times deemed appropriate by the HAAD and in accordance
with work requirements. After the first year, the staff member
or employee shall have the right to take a full leave at any time
contingent with the HAAD work requirements.
2. Staff members and employees shall be entitled to a fully paid
annual leave six (6) months after the date of their appointments
and after successfully completing the probationary period.
The annual leave, to which staff members and employees are
entitled, shall be calculated pursuant to the number of days of
the calendar year.
3. A staff member or employee shall not be entitled to an annual
leave for the period he/she is absent from work.
4. The HAAD Management shall reserve the right to plan, schedule
and coordinate the leave of a staff member or employee so as
to tally with the work conditions at the HAAD. Hence, the staff
member or employee may be required to advance, delay or split
his/her leave as per the work requirements at the HAAD.
5. Public holidays which are announced while a staff member or
employee is on leave shall not be deemed part of such leave;
however, those public holidays shall be added to the periodic
leaves to which the staff member or employee is entitled.
6. Staff members and employees shall submit their applications
for annual leave after obtaining the approval of the manager of
the concerned department to the HR Section Head. Applications
for annual leave must be submitted at least 10 working days
prior to the commencement of the leave and, in exceptional
cases, 3 days or less for short leaves, bearing in mind that the
minimum duration of the annual leave is one day and shall not
exceed 60 consecutive days at one time.
7. A staff member or employee may not leave work and proceed on
his/her periodic leave before receiving a copy of the annual leave
application which has been approved by the manager of the
concerned department and the HR Section. Otherwise he/she
shall be deemed absent from work without official permission.
8. The staff member or employee must resume work directly after
the end of the leave, at the date fixed in the leave application.
Failing to do so will result in the following actions:
a. If the delay period was less than 15 days and justification
23
for the delay by the staff member or employee is accept-
able to both the manager of the department in which he
24. works and the manager of the HR Section, then the delay
period shall either be deducted from his periodic leave
balance or deemed an unpaid leave. Otherwise, the delay
shall be deemed an unpaid absence.
b. If the excuse is rejected and the period of absence was
less than 15 days, the latter shall be deemed an unpaid
absence and the staff member or employee shall receive a
first warning. If a period of unexcused absence is repeat-
ed, the staff member or employee shall receive a second
warning. If an unexcused absence occurs a third time, the
matter shall be referred to the HR Committee for consid-
eration. If the unexcused absence was 15 consecutive days
or more, the matter shall be referred to the HR Committee
so as to decide thereon.
9. The HAAD shall calculate the full balance of leave days due to its
staff members and employees on January 1st every year.
10. On March 1st of each year all unused periodic leave of staff
members and employees for the previous year shall be cleared.
By the end of February of each year, all annual leaves are to be
cleared.
Clause (22): siCk leave
1. Any sick leave shall be substantiated by a medical report
approved by a medical centre or a public hospital only.
2. For ordinary sick leave, which does not include leave resulting
from work injury, staff members or employees shall be entitled
throughout the year to paid sick leave provided that it shall
not exceed 3 days at a time and 12 days per year. It shall be
supported by a medical report issued by any medical centre or
public hospital in the U.A.E or any of the hospitals affiliated to
the HAAD. Should the leave be longer, the leave authorization
shall only be granted pursuant to a medical report issued by any
public hospital in the U.A.E or any of the hospitals affiliated to
the HAAD. Otherwise, the staff member or employee shall be
referred to a specialized medical board formed by the HAAD.
The extra period shall be calculated as follows:
a. First 30 days as total salary;
b. Second 30 days as half the total salary.
A staff member or employee shall not be entitled to any com-
pensation or salary for the period exceeding his/her allowed
sick leave. In case the entire leave period elapses and the staff
member or employee does not resume work, he/she shall be
referred to a competent medical board to re-examine his/her
24
health condition, and the board shall put up its recommenda-
tions to the CEO/Chairman of the HAAD.
25. 3. Sick leave resulting from work-related injury or work-related
illness, will entitle a staff member or employee to a paid sick
leave as follows:
a. First 6 months as total salary;
b. Second 6 months as half the total salary.
The staff member or employee shall not be entitled to any com-
pensation or salary for a period which exceeds one year. Should
this period elapse and the staff member or employee does not
resume work, he/she shall be referred to a competent medi-
cal board for re-examination of his/her health condition and the
board shall put up its recommendations to the CEO/Chairman.
4. Absences from work that are due to non-medical situations
such as drinking alcohol or taking drugs, cannot be utilized as
sick leave.
5. Staff members and employees shall notify their supervisors
of any cases of sickness or injury which prevent them from
attending work within 24 hours of the onset of the sickness or
injury.
Clause (23): Haj leave
1. Muslim staff members and employees shall be granted once
throughout their service period at the HAAD a special leave with
a fully paid advance salary for 21 days so as to perform the Haj,
provided that they have completed at least 12 months in the
HAAD service.
2. Travel for Haj Leave shall be verified by checking the date of
entry and departure in the passport of the Muslim staff member
or employee.
Clause (24): ComPassionate leave
Staff members and employees may be granted, with the approval of
the manager of the concerned department, a compassionate leave up
to 3 days upon the death of any family member (husband, wife, father,
mother, brother, sister, son or daughter).
Clause (25): Patient aCComPaniment leave outsiDe tHe u.a.e.
1. Special leave with total salary to accompany a patient
The HAAD Chairman, pursuant to the recommendation of the
HR Committee, may grant a staff member or employee a paid
leave with full salary for not more than two months if he/she
has to accompany a spouse, child, parent, or a relative up to
25
the second degree (grandfather, grandmother, brother, sister,
grandchild) to undergo treatment outside the U.A.E.
26. 2. Special leave with total salary to care for children
A patient accompaniment leave may be granted to the wife or
husband while either one of them is undergoing treatment with-
in or outside the U.A.E., to care for the children who are not
Chapter Five: Training and Development
older than ten years.
3. Extension of special leave
By a decision of the HAAD Chairman, pursuant to the recom-
mendation of the HR Committee, a special leave to accompany
a patient or care for children may be extended for other terms
of two months each without pay if necessary.
Clause (26): mateRnity leave anD nuRsinG time off
1. Female staff members or employees shall be granted a maternity
(delivery) leave, for 45 days with total salary, before or after the
delivery. Female staff members and employees shall be entitled
to a period of one hour daily for nursing the newborn during the
year following the delivery.
2. U.A.E.national female staff members or employees shall be
granted a nursing leave, for 15 days with full salary, in conjunction
with the maternity leave so that both leaves (maternity and
nursing) will be for 60 days.
3. The nursing leave shall be obligatory and shall fall due after the
completion of the maternity leave; it may not be rolled forward,
postponed or cashed out.
4. The leave shall be for 15 calendar days, and the official holidays
falling within it would not be credited to the female staff member
or employee’s leave balance.
Clause (27): unPaiD leave
By a decision of the manager of the concerned department, and with
the approval of the Manager of HR Section, staff members and em-
ployees may be granted unpaid leave up to 30 days maximum per an-
num in approved cases.
Clause (28): emeRGenCy leave
1- Emergency leave is taken for an unforeseen event where it may be
impossible to obtain a prior approval. The concerned staff member or
employee shall notify his supervisor verbally, at the earliest opportu-
nity, of the nature of the emergency.
2- Emergency Leave shall not exceed 3 days at a time or 8 days per
year.
3- A Staff member or employee shall submit a statement explaining
26
the reason(s) he/she had to be absent from work to his/her manager.
4- The manager of the concerned department, after consulting the
27. direct supervisor of the staff member or employee and the Manager
of the HR Section, may accept or reject the reason(s) for Emergency
Leave. Upon rejection, the staff member or employee shall be warned
for the first time and the days of absence from work shall be calcu-
lated and deducted from his/her salary. Upon recurrence he/she shall
be warned for the second time and the days of absence deducted from
the salary. Upon the third such occurrence, the matter shall be re-
ferred to the HR Committee for decision.
5- Emergency Leave periods shall be deducted from the balance of
Periodic Leave periods due to the staff member or employee.
Clause (29): mouRninG leave/viDuity
Upon the death of her husband, a female Muslim staff member or
employee shall be granted a Viduity Leave for 4 months and 10 days
from the date of the husband’s death.
Clause (30): ContaGious Disease leave
Each staff member or Employee who suffers from a contagious dis-
ease (which doesn’t prevent him/her from performing his/her duties)
or mingles with a person suffering from a contagious disease, and
the competent Medical HAAD decides to prohibit him/her from per-
forming his/her duties, shall be absent from work for a period to be
decided by the HAAD. His/her absence shall not be deducted from
his/her Periodic or Sick Leave and he/she shall receive his/her total
salary therefore.
27
29. Clause (31): GeneRal GuiDelines & objeCtives
1. All HAAD staff members and employees are given opportunities
to attend training to improve their skills. The HAAD training
courses aim to enhance and recommend training/development
courses to help and contribute to the HAAD’s objectives.
2. HR/Training shall coordinate with departmental managers and
prepare all staff members and employees.
3. All U.A.E.national staff members and employees will be
provided with a development program in coordination with the
management and will have training priority.
4. Each departmental manager shall prepare a regular review
schedule with his staff members, employees and seniors.
Such review shall focus on the staff members and employees’
development and assessment of their progress.
Clause (32): stuDy leave: GeneRal ConDitions
For more information refer to HR Section. This study leave option is
strictly for U.A.E. nationals upon management approval.
Clause (33): stuDy afteR WoRkinG HouRs
Some staff members and employees may be interested in registering
in courses or programs in their leisure time (after the working hours).
In this case the following rules shall be applied:
1. The HAAD encourages its staff members and employees to
continue developing their personal skills; however, the HAAD
is not obliged to undertake to provide financial support or any
other kind of assistance to this kind of development selected by
the employee.
2. The HAAD shall not undertake to promote or change the staff
member or employee’s grade or status as the result of obtaining
an academic grade out of personal development initiative.
3. Employees participating in educational courses in their leisure
time at institutions recognized by the HAAD may apply for
examination leave as provided for in Clause (34) herein.
Clause (34): examination leave
By a decision of the departmental manager of the staff member or
employee, and upon approval by the HR Section Head, U.A.E national
staff members or employees may be granted a leave to take examina-
tions with a total salary, on daily basis, for each day of examination (a
day for preparing for the examination and a day to take the examina-
tion) for a maximum period of 16 days in one academic year, if the
29
examination is taken within the U.A.E.
30. 1. Expatriate staff members and employees may be granted a leave
with a total salary to take the examination for a period double
the number of the examination days or for 8 days whichever
is greater (actual period not including Fridays, Saturdays or
Chapter Five: Ternmination
public holidays), provided that the degree intended from such
examination is a higher degree consistent with the nature of the
job the staff member or employee holds at the HAAD.
2. If the examination is to be taken abroad, U.A.E national staff
member or employee shall be granted a leave to attend the
examination on daily basis for each day of examination (*a day
to prepare for the examination and a day to take it), in addition to
7 day travel (back and forth) and prepare for the examination, for
a maximum period of 21 days in one academic year.
a. Examination means the one taken at the end of the se-
mester or the academic year, which shall not include the
monthly tests, any admission or enrollment tests or the
discussion of study project during the semester.
b. Examination should be for obtaining a degree higher than
that held by the staff member or employee or to obtain a
recognized professional degree which is directly linked to
his field of work.
30
32. Clause (35): GeneRal PoliCy
The relationship between the staff member or employee and the
HAAD is contractual. Such relationship may be ended for many rea-
sons, some of which are obligatory, upon which the service is directly
Chapter Five: Ternmination
terminated, some are optional, for both parties to the contract, the
HAAD and the staff member or employee, shall have the right in their
free will to terminate the same, and some for disciplinary reasons.
Clause (36): teRmination WitH a Cause
Obligatory termination is generally meant to be for any of the follow-
ing reasons:
1. When he/she reaches the retirement age of sixty years old for
U.A.E. nationals as per the law, unless the HAAD decides that
the work interest requires him/her to remain in service.
2. When he/she reaches the age of fifty-five years old for expatriates,
unless the HAAD decides that the work interest requires him/
her to remain in service.
3. If he/she is medically unfit for the job.
4. Cancellation of the job.
5. Submission of invalid document, qualification or deed.
6. If a staff member or employee is sentenced to three month
imprisonment or convicted of a crime constituting dishonesty or
breach of trust, in which case his/her service shall be terminated
from the date of final judgment.
7. If the staff member or employee is sentenced to precautionary
custody for more than three months.
8. If the staff member or employee performance is assessed as
poor for two consecutive assessment periods.
9. If the staff member or employee has their UAE citizenship
revoked/cancelled.
10. Upon Death.
Clause (37): teRmination by tHe HaaD
Staff member or employee service may be terminated by the HAAD for
any one of the following reasons:
1. Staff member or employee proved to be incompetent during the
probationary period.
2. Termination of service upon request by one of the competent
authorities in the U.A.E.
3. Employment contract may be terminated by the HAAD for non-
disciplinary reasons at any time after the end of the probationary
32
period as provided for in the Employment Contract.
33. Clause (38): otHeR teRminations
The service of a staff member or employee may be terminated upon
his/her request for the following reasons :
1. Resignation
Staff members or employees may resign from the HAAD serv-
ice with the aim to terminate their services therewith, by ren-
dering written resignation as provided for in their employment
contracts. A staff member or employee who submits his/her
resignation without serving the notice provided for in the Em-
ployment Contract shall be treated as absent from work and ab-
sence provisions shall apply thereto. With approval of the HAAD
the notice period may be shortened.
2. Retirement
U.A.E. national staff members and employees may retire ac-
cording to Civil Pensions & Retirement Gratuity Law of Abu
Dhabi Emirate.
3. Absence from Work
Should a staff member or employee be absent for thirty con-
secutive days without an excuse acceptable to the HAAD, the
contract shall be deemed as expired. Absence provisions set out
in the Employment Contract shall apply thereto.
4. Employment with Another Employer
If a staff member or employee joins the service of another em-
ployer while he/she still holds a job with the HAAD, he/she shall
be treated as absent and absence provisions shall apply there-
to.
5. A staff member’s or employee’s service may be terminated
without notice for disciplinary reasons as provided for in the
HAAD’s Personnel Policy.
Clause (39): GRievanCe aGainst teRmination of seRviCe
If the staff member or employee has good reasons, making him/her to
believe that the termination of his/her service is not justified, he/she
has the right to submit a complaint to HR Section. The latter in turn
shall study the reasons stated by the staff member or employee in
his/her letter of grievance and refer the same to CEO/Chairman with
due recommendations. The CEO/Chairman shall decide whether or
not the termination is in order. If it is found that the termination is not
justified, CEO/Chairman shall cancel the decision in writing together
with any consequences, retroactively.
Clause (40): teRmination of seRviCe PRoCeDuRes
33
6. A decision to terminate the service of a staff member or
employee shall be forwarded to HR Section. Such letter shall
34. state the valid date of termination of service and reasons, and
shall be kept in the staff member’s or employee’s file. The HR
Section shall immediately notify the concerned staff member or
employee in writing of the termination of his/her service as well
Chapter Five: Ternmination
as his/her direct supervisor.
7. A Staff member or employee whose service has been terminated
should be notified of the same within the period stipulated in
his/her employment contracts. As decided by the Chairman /
CEO, the staff member or employee may be relieved from his/
her duties during the notice period. However, he/she reserves
his/her right for full compensation against the notice period.
Clause (41): ComPensation PaiD uPon teRmination of seRviCe
8. Upon the death of an expatriate staff member or employee,
while still in service, the total salary drawn by him/her shall be
paid against the month of death in addition to the following three
months, made as one payment, to the persons he was supporting
at the time of death. Such payment shall be considered a grant
from the HAAD; no deduction shall be made therefrom nor be
withheld.
9. Upon termination of service U.A.E national staff members and
employees shall be eligible for all entitlements as set forth in
the Civil Pensions & Retirement Gratuity Code of Abu Dhabi
Emirate.
10. Expatriate staff members and employees shall be eligible, upon
termination of service, to end-of-service benefits at the rate of
one month’s salary for each of the first 3 years, and 1½ month’s
salary for any following year against his/her actual term of
service with the HAAD. This shall be calculated on the last basic
salary drawn by the staff member or employee. Staff members
and employees shall not be eligible to end-of-service benefits
if their service is less than one year. Days of absence without
pay shall not be calculated within the term of service for which
a staff member or employee is eligible to receive the end of
service benefits.
11. If an expatriate staff member or employee is terminated due to
absence from work, he/she shall forfeit one -fourth of his/her
end of service benefits.
12. Upon the death of an expatriate staff member or employee during
his/her service, the costs of transport of the dead body, and
family members (wife and three dependent children under the
age of 18 years old) shall be borne by the HAAD to the country of
origin, provided that their residence permits shall be cancelled.
34
Upon the death of a family member (wife or dependent children)
of a staff member or employee, the HAAD shall bear the costs
35. of transport and travel expenses for one escort to the country of
origin and back.
13. Upon death, total or partial disability, a U.A.E national staff
member or employee shall be entitled to the compensation
provided for in the Civil Pension & Retirement Gratuity Code of
Abu Dhabi Emirate.
14. Upon death, total or partial disability, an expatriate staff
member or employee shall be entitled to the compensation
provided for in Regulation No. (4/1979) concerning death benefit
for Government expatriate employees.
15. In case of termination of service of an expatriate staff member
or employee, (First to Fourth Scale), the HAAD shall provide air
passage to such staff member or employee, his wife and three
of his dependent children under the age of 18 years old residing
with the staff member or employee in Abu Dhabi, to the country
of origin. No air tickets encashment is allowed. This provision of
air tickets should not exceed one month after the cancellation
of residence visa (sponsorship). Staff members and employees
shall also be entitled to baggage expenses of Dhs 2,000 per
person (employee + family).
16. An Expatriate staff member or employee who is willing to remain
in the U.A.E after the termination of his/her service shall not
be entitled to any dues related to departure (air tickets, excess
baggage etc.).
17. Upon the death of any staff member or employee of the HAAD
during his/her service, he/she shall be relieved of any financial
dues or obligations towards the HAAD.
18. If the deceased staff member or employee was unmarried, the
HAAD shall bear the cost of transporting his dead body, together
with a return air ticket to one of his next-of-kin or acquaintance,
to accompany the dead body to the country of origin.
Clause (42): GeneRal PRovisions of teRmination of seRviCe
1. The residence visa for an expatriate staff member or employee
shall be cancelled before his departure, as well as those of the
family members of the expatriate staff member or employee
who are under his sponsorship, by the Immigration Department
in case it is required to repatriate them to their country of origin.
However, in appreciation of the circumstances of the staff
member or employee, the HAAD may decide not to cancel his/
her visa and transfer the same to another employer, provided
that the approval of competent authorities is granted thereto.
2. Before receiving the end of service benefits and his/her
35
departure from the U.A.E, a staff member or employee shall
return all the HAAD property in good condition, except normal
36. wear and tear. For damage to the HAAD property which exceeds
normal wear and tear, the staff member or employee shall be
responsible to compensate the HAAD for the damaged property.
Moreover, in case of any advance payments or loans from the
Chapter Six: Professional Standards
HAAD, a staff member or employee shall settle the same.
Otherwise, the same shall be deducted from his/her end of
service benefits before settlement thereof. A staff member or
employee shall also be responsible to compensate the HAAD
for the value of any damage which exceeds his/her entitled end
of service benefits. Upon failure of a staff member or employee
to make such compensation to the HAAD, legal action shall be
taken against him/her.
Clause (43): lonG seRviCe ReWaRD
In appreciation of long service, the HAAD shall give tribute to and
reward the staff members and employees who have remained in
continuous service of the HAAD from 5 to 20 years. In this case the
approval of the CEO/Chairman should be obtained to offer gifts and
symbolic rewards. The CEO/Chairman may reward the staff member
or employee whose service is less than the period mentioned in this
Clause, if he/she provided distinctive services to the HAAD during his/
her service.
Clause (44): final settlement, exPeRienCe CeRtifiCate & Clea -
anCe
1. A staff member or employee whose service has been terminated
shall, before leaving the HAAD, train his/her successor if so
requested within the last month of his/her service in the HAAD.
2. Final settlement and payment of dues shall not be completed
before obtaining the following documents:
9 Letter of Clearance from all the Departments within the
HAAD including his/her own.
9 Letter of Clearance from the Bank to which his/her salary
has been transferred during the service.
9 Letter of Clearance from Etisalat (Emirate
Telecommunications Corporation) for his/her or his/her
family members’ telephones.
9 Letter of Clearance from Water & Electricity for his HAAD-
provided accommodation.
9 Letter of Clearance from the landlord if the tenancy contract
is in the HAAD name.
9 Letter of Confirmation from the Accounts Department that
all amounts due from the staff member or employee have
36
been settled.
37. 9 The staff member or employee shall return any of the HAAD
property in his/her custody.
9 Proof that the staff member or employee, and his/her family’s,
visas or sponsorship have been cancelled or transferred.
3. Upon completion of the final settlement, all amounts due to the
staff member or employee shall be paid thereto including the
end of service benefits. The staff member or employee shall
also be furnished with an experience certificate, so long as the
staff member or employee successfully passed the probationary
period
4. Last salary and end-of-service benefits shall be paid to the staff
member, employee or his legally authorized representative, or as
otherwise decided by the court in case of any court judgment.
37
39. Clause (45): GeneRal PRovisions of DisCiPlinaRy aCtions
1. Any staff member or employee who breaches any of the laws,
rules and instructions issued by the HAAD management shall
be facing disciplinary actions and appropriate punishment shall
be imposed thereon.
2. Hereunder are some examples of such offenses and breaches:
• Breach of the official working hours.
• Staff or employee being uncooperative with seniors and
colleagues.
3. No disciplinary action shall be taken against the staff member
or employee unless an investigation has been conducted in
which his/her statement has been taken and defense has been
heard. The investigation, staff member or employee statement
and defense shall be recorded in a report to be filed in his/her
personal file. No more than one disciplinary action shall be
taken against the same offense.
4. A staff member or employee should be informed in writing of
any disciplinary action imposed against him/her, stating the type
and value of punishment and reasons for such punishment.
5. Disciplinary action decisions filed in the personal file of the staff
member or employee may be removed from his/her record in
the following events:
• After one year for a reprimand.
• After one year for warning or deduction from salary.
• After three years for other punishments.
• Removal of disciplinary actions from the staff member’s or
employee’s file shall be effected according to his/her senior’s
recommendation, Department Manager and HR Director
approval and CEO/Chairman sanction. This shall take place
after submission of reports about the staff member and
employee proving that his/her conduct, productivity and
performance have tremendously improved. In this case all
the disciplinary actions shall be removed from his/her file.
Clause (46):investiGation
(For more information refer to HR Section).
Clause (47):DisCiPlinaRy aCtions
Disciplinary actions which may be imposed on the HAAD staff mem-
ber or employee are:
• Reprimand
39
• First Warning
40. • Second Warning
• Deduction from salary
• Staff member or employee suspension with half basic salary
or without salary for no more than two months.
• Staff member or employee demotion by one grade.
• Final warning
• Dismissal
Clause (48):DisCiPlinaRy aCtions autHoRity matRix
Disciplinary actions provided for in Clause (47) above are approved as
follows:
• By the Chairman of HAAD for Special Scale staff members
and managers of departments.
• By the CEO/Chairman for the rest of the staff members and
employees.
Clause (49):staff ComPlaints
In order to build up good and strong relationships between the HAAD
and its staff members and employees and to maintain such relation-
ships, complaints and grievances of staff members and employees
should be considered and solved as soon as possible. (For more infor-
mation refer to HR Section).
Clause (50):staff GRievanCes
There will be no grievance by staff members or employees unless
there is a disagreement between a staff member or employee and his
direct senior on the solution to the problem at hand. (For more infor-
mation refer to HR Section).
40
41.
42. Chapter seven: Disciplinary Action
Health Authority - Abu Dhabi,
42
P.O.Box 5674, Abu Dhabi, United Arab Emirates
Tel: +9712-4493333, Fax: +9712-4449822
