• "Human Resources and Social Development" provides an opportunity "settlement for resettlement"


    ​In a direct meeting organized by the Asharqia Chamber​

    "Human Resources and Social Development" provides an opportunity "settlement for resettlement"​

    The "Definition and Explanation of the Mechanism for Localizing Sales Outlets" organized by the Asharqia Chamber represented by the Small and Medium Enterprises Development Center Thursday (27 / August / 2020) confirmed that the process of resettlement and Saudization in these outlets is carried out in a scientific way, taking into account the availability of the national element in the process, and the status of establishments and their ability to replacement.

    The participants in the meeting, which took place through direct transmission, noted with the participation of representatives of the Ministry of Human Resources and Social Development, moderated by the Chairman of the Commercial Committee in the Asharqia Chamber, Hani Al-Afaliq - they noted that the resettlement decisions taken by the ministry were carried out according to studies that took into account the public interests, and coordination was made with various bodies, so that Many opportunities, and new mechanisms for settlement, such as settlement in exchange for settlement and so on.

    In this regard, Assistant Director of the Objections Center at the Ministry, Hammoud Al-Dhiab, explained that the opportunity is open for owners of establishments targeted for settlement to object to any violation issued against them, as this violation may be canceled or reduced in return for resettling one or more Saudi workers, according to mechanisms and a certain time.

    Accordingly, Al-Dheyab added that the objection can take place within thirty days of the violation and takes place through the electronic services portal and that the opportunity for settlement for re​​settlement is available with conditions and controls, the most prominent of which is that an administrative decision has been issued to impose one of the penalties stipulated in the schedule of violations and that it is not This decision has already been challenged before the competent court.
    He stated that one of the conditions for the settlement request is that the facility employs a full-time Saudi worker for each violation with a salary of no less than 4000 riyals per month after the date of infliction of the penalty and his registration with the Social Insurance, and that the violation, subject of the settlement, has been corrected, and the status of the establishment is corrected, and that the scope of the establishment is green and higher. And that the fine has not been paid.​

    Al-Dhiab added that the process of "settlement for resettlement" is carried out according to a specific mechanism, including that the submission takes place within 90 days from the date the violator is informed of the administrative decision regarding the infliction of the penalty, as the value of the violation is reduced and does not exceed 70% of the value of the violation in exchange for employing one Saudi worker for each violation, the establishment requesting the settlement is obligated to implement the settlement within 60 days from the date of its approval, otherwise, it is considered canceled, noting that in the event that the working relationship is terminated by the worker before the end of the agreement period, the violator is obligated to provide a replacement worker within thirty days from the date of the worker leaving work. Continuous from the date the substitute worker commences his work, and in the event of dismissal of the worker subject to the settlement without a legitimate reason during the term of the agreement or breach of its terms, then it is considered canceled and the value of the violation recorded in accordance with the administrative decision regarding the infliction of the penalty, taking into account the provisions of the work system, and when a decision is issued to reject the settlement request, the establishment is not entitled Objection to the administrative decision to impose punishment at the Ministry.
    As for the director of commercial sector localization at the ministry, Abdul-Salam Al-Tuwaijri, he emphasized that the ministry is open to all proposals and looks forward to the cooperation of the private sector in this regard, and its main goal is settlement first so that no harm occurs to the facilities when we see that the Saudi worker is available, And he can replace the expatriate, so we support this presence, with sound scientific methods.​

    He stated that it is well established that most Saudis are in the age of twenty and thirty, and most of them hold high school diplomas, diplomas, and bachelors degrees, meaning that most of them do not have a previous work history, so we seek to monitor suitable jobs for them, knowing that such jobs do not constitute the greatest majority of what is presented In the market now, but the matter in the retail market looks a bit different as it is a large sector and its functions do not require long experience, so we see it feasible to be localized in many activities in this sector. Noting that in a sector such as the vegetable and fruit sector, the rate of Emiratisation at one point reached 100% according to an official decision, but the Ministry decided to legalize the decision and reduce the percentage to 70% according to the data of this sector.​

    ​He stressed that all the Saudisation decisions came according to studies, workshops, and coordination with all the bodies concerned with human resources such as the Human Resources Development Fund (Hadaf) and the Saudi Authority for Small and Medium Enterprises, and 12 activities have already been localized, and the Saudisation steps are in place, and the institutions included in the decisions are binding Localization.
    As for the director of central support in the ministry, Khaled Al-Tafil, he talked about the issue of monitoring and following up the process of resettlement in the targeted sectors, and said that it is done gradually, and does not aim to inflict punishment before awareness and guidance, as much as it seeks to ensure that the Saudis are properly present in their worksites, and the extent of the establishments' commitment to that.
    He pointed out that the inspectors have a list of procedures to verify the existence and monitoring of violations and to reach the fact that the Saudi worker enjoys all of his rights, and that the establishments adhere to the principle of Emiratisation, and they always seek to correct more than monitoring errors and violations, so we warn first and then follow-up, and in the event of non-compliance, it is inflicted the punishment.​

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