Professional Documents
Culture Documents
ae 1
Welcome to the
Health Authority
Abu Dh a
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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.
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HEALTH AUTHORITY
ABU DHABI
BACKGROUND
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:
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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
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Year year commences as of the date of joining the
HAAD for the first time.
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.
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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
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.
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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
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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.
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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
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should be reciprocal between seniors, subordinates and colleagues
within the HAAD.
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.
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Section One:
Staff Duties &
Unauthorized Acts
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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.
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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
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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.
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.
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.
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Section Two:
Employee Relations
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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.
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Official working hours shall be reduced by two hours for all the HAAD
staff members and employees during the Holy Month of Ramadan. A
circular shall be issued to inform the HAAD staff members and em-
ployees in this regard.
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
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• 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”.
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Section Three:
Leaves
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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
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for the delay by the staff member or employee is accept-
able to both the manager of the department in which he
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.
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health condition, and the board shall put up its recommenda-
tions to the CEO/Chairman of the HAAD.
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.
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the second degree (grandfather, grandmother, brother, sister,
grandchild) to undergo treatment outside the U.A.E.
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
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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
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.
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Section Four:
Training &
Development
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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.
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examination is taken within the U.A.E.
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
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Section Five:
Employee
Termination/
Separation
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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.
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period as provided for in the Employment Contract.
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.
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6. A decision to terminate the service of a staff member or
employee shall be forwarded to HR Section. Such letter shall
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
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Upon the death of a family member (wife or dependent children)
of a staff member or employee, the HAAD shall bear the costs
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.
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departure from the U.A.E, a staff member or employee shall
return all the HAAD property in good condition, except normal
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
36
been settled.
99 The staff member or employee shall return any of the HAAD
property in his/her custody.
99 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.
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Section Six:
Disciplinary Action
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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).
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• First Warning
• 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
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Chapter seven: Disciplinary Action
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P.O.Box 5674, Abu Dhabi, United Arab Emirates
Tel: +9712-4493333, Fax: +9712-4449822