اﻻﺳﺘﺨﺪاﻡ ﻭاﻟﺘﻠﻤﺬﺓ ﻭاﻟﺘﺪﺭﻳﺐ اﻟﻤﻬﻨﻲ
– 7
ﻓﻲ اﻻﺳﺘﺨﺪاﻡ ﻭاﻟﺘﻠﻤﺬﺓ ﻭاﻟﺘﺪﺭﻳﺐ اﻟﻤﻬﻨﻲ
11 – 7
ﻓﻲ اﻻﺳﺘﺨﺪاﻡ: اﻟﻔﺼﻞ اﻷﻭﻝ
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 7
ﻳﺼﺪﺭ اﻟﻮﺯﻳﺮ اﻟﻘﺮاﺭاﺕ اﻟﻤﻨﻈﻤﺔ ﻟﺸﺮﻭﻁ اﺳﺘﺨﺪاﻡ اﻟﻌﻤﺎﻟﺔ ﻓﻲ اﻟﻘﻄﺎﻉ اﻷﻫﻠﻲ ﻭﻋﻠﻰ ﻭﺟﻪ اﻟﺨﺼﻮﺹ ﻣﺎ ﻳﻠﻲ:
- ﺷﺮﻭﻁ اﻧﺘﻘﺎﻝ اﻷﻳﺪﻱ اﻟﻌﺎﻣﻠﺔ ﻣﻦ ﺻﺎﺣﺐ ﻋﻤﻞ ﺇﻟﻰ ﺁﺧﺮ.
- ﺷﺮﻭﻁ اﻹﺫﻥ ﺑﺎﻟﻌﻤﻞ ﺑﻌﺾ اﻟﻮﻗﺖ ﻟﻠﻌﻤﺎﻟﺔ ﻣﻦ ﺻﺎﺣﺐ ﻋﻤﻞ ﻟﺪﻯ ﺻﺎﺣﺐ ﻋﻤﻞ ﺁﺧﺮ..
- اﻟﺒﻴﺎﻧﺎﺕ اﻟﺘﻲ ﻳﺘﻌﻴﻦ ﻋﻠﻰ ﺃﺻﺤﺎﺏ اﻷﻋﻤﺎﻝ ﺃﻥ ﻳﺨﻄﺮﻭا ﺑﻬﺎ اﻟﻮﺯاﺭﺓ ﻭاﻟﺘﻲ ﺗﺘﻌﻠﻖ ﺑﻤﻮﻇﻔﻲ اﻟﺪﻭﻟﺔ اﻟﻤﺮﺧﺺ ﻟﻬﻢ ﺑﺎﻟﻌﻤﻞ ﻟﺪﻯ ﺃﺻﺤﺎﺏ اﻷﻋﻤﺎﻝ ﻓﻲ ﻏﻴﺮ ﺃﻭﻗﺎﺕ اﻟﻌﻤﻞ اﻟﺤﻜﻮﻣﻲ.
- اﻟﻮﻇﺎﺋﻒ ﻭاﻟﻤﻬﻦ ﻭاﻷﻋﻤﺎﻝ اﻟﺘﻲ ﻻ ﻳﺠﻮﺯ ﺷﻐﻠﻬﺎ ﺇﻻ ﺑﻌﺪ اﺟﺘﻴﺎﺯ اﻻﺧﺘﺒﺎﺭاﺕ اﻟﻤﻬﻨﻴﺔ ﻭﻓﻘﺎ ﻟﻠﻀﻮاﺑﻂ اﻟﺘﻲ ﺗﻀﻌﻬﺎ اﻟﻮﺯاﺭﺓ ﺑﺎﻟﺘﻨﺴﻴﻖ ﻣﻊ اﻟﺠﻬﺎﺕ اﻟﻤﻌﻨﻴﺔ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 8
ﻋﻠﻰ ﻛﻞ ﺻﺎﺣﺐ ﻋﻤﻞ ﺃﻥ ﻳﻘﻮﻡ ﺑﺈﺧﻄﺎﺭ اﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ ﺑﺎﺣﺘﻴﺎﺟﺎﺗﻪ ﻣﻦ اﻟﻌﻤﺎﻟﺔ ﻭﻋﻠﻴﻪ ﺃﻥ ﻳﺨﻄﺮ اﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ ﺳﻨﻮﻳﺎ ﺑﻌﺪﺩ اﻟﻌﻤﺎﻟﺔ اﻟﺬﻳﻦ ﻳﻌﻤﻠﻮﻥ ﻟﺪﻳﻪ ﻭﺫﻟﻚ ﻋﻠﻰ اﻟﻨﻤﺎﺫﺝ اﻟﻤﻌﺪﺓ ﻟﺬﻟﻚ ﻭﻓﻘﺎ ﻟﻠﻀﻮاﺑﻂ ﻭاﻟﺸﺮﻭﻁ اﻟﺘﻲ ﻳﺼﺪﺭ ﺑﻬﺎ ﻗﺮاﺭا ﻣﻦ اﻟﻮﺯﻳﺮ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 9
ﺗﻨﺸﺄ ﻫﻴﺌﺔ ﻋﺎﻣﺔ ﺫاﺕ ﺷﺨﺼﻴﺔ اﻋﺘﺒﺎﺭﻳﺔ ﻭﻣﻴﺰاﻧﻴﺔ ﻣﺴﺘﻘﻠﺔ ﺗﺴﻤﻰ اﻟﻬﻴﺌﺔ اﻟﻌﺎﻣﺔ ﻟﻠﻘﻮﻯ اﻟﻌﺎﻣﻠﺔ ﻳﺸﺮﻑ ﻋﻠﻴﻬﺎ ﻭﺯﻳﺮ اﻟﺸﺆﻭﻥ اﻻﺟﺘﻤﺎﻋﻴﺔ ﻭاﻟﻌﻤﻞ ﺗﺘﻮﻟﻰ اﻹﺧﺘﺼﺎﺻﺎﺕ اﻟﻤﻘﺮﺭﺓ ﻟﻠﻮﺯاﺭﺓ ﻓﻲ ﻫﺬا اﻟﻘﺎﻧﻮﻥ ﻭﻛﺬﻟﻚ اﺳﺘﻘﺪاﻡ اﻟﻌﻤﺎﻟﺔ اﻟﻮاﻓﺪﺓ ﺑﻨﺎء ﻋﻠﻰ ﻃﻠﺒﺎﺕ ﺃﺻﺤﺎﺏ اﻟﻌﻤﻞ ﻭﻳﺼﺪﺭ ﺑﺘﻨﻈﻴﻤﻬﺎ ﻗﺎﻧﻮﻥ ﺧﻼﻝ ﺳﻨﺔ ﻣﻦ ﺗﺎﺭﻳﺦ اﻟﻌﻤﻞ ﺑﻬﺬا اﻟﻘﺎﻧﻮﻥ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 10
ﻳﺤﻈﺮ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺗﺸﻐﻴﻞ ﻋﻤﺎﻟﺔ ﺃﺟﻨﺒﻴﺔ ﻣﺎ ﻟﻢ ﺗﺄﺫﻥ ﻟﻬﻢ اﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ ﺑﺎﻟﻌﻤﻞ ﻟﺪﻳﻪ ﻭﻳﺼﺪﺭ اﻟﻮﺯﻳﺮ ﻗﺮاﺭا ﺑﺎﻹﺟﺮاءاﺕ ﻭاﻟﻤﺴﺘﻨﺪاﺕ ﻭاﻟﺮﺳﻮﻡ اﻟﺘﻲ ﻳﺘﻌﻴﻦ اﺳﺘﻴﻔﺎﺅﻫﺎ ﻣﻦ ﺻﺎﺣﺐ اﻟﻌﻤﻞ.
ﻭﻓﻲ ﺣﺎﻟﺔ اﻟﺮﻓﺾ ﻳﺠﺐ ﺃﻥ ﻳﻜﻮﻥ ﻗﺮاﺭ اﻟﺮﻓﺾ ﻣﺴﺒﺒﺎ.
ﻭﻻ ﻳﺠﻮﺯ ﺃﻥ ﻳﻜﻮﻥ ﺳﺒﺐ اﻟﺮﻓﺾ ﻣﻘﺪاﺭ ﺭﺃﺱ اﻟﻤﺎﻝ ﻭﺇﻻ ﻛﺎﻥ اﻟﻘﺮاﺭ ﺑﺎﻃﻼ ﺑﻄﻼﻧﺎ ﻣﻄﻠﻘﺎ ﻭﻛﺄﻥ ﻟﻢ ﻳﻜﻦ.
ﻭﻻ ﻳﺠﻮﺯ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﺴﺘﻘﺪﻡ ﻋﻤﺎﻻ ﻣﻦ ﺧﺎﺭﺝ اﻟﺒﻼﺩ ﺃﻭ ﺃﻥ ﻳﺴﺘﺨﺪﻡ ﻋﻤﺎﻻ ﻣﻦ ﺩاﺧﻞ اﻟﺒﻼﺩ ﺛﻢ ﻳﻌﻤﺪ ﺇﻟﻰ ﻋﺪﻡ ﺗﺴﻠﻴﻤﻬﻢ اﻟﻌﻤﻞ ﻟﺪﻳﻪ ﺃﻭ ﻳﺜﺒﺖ ﻋﺪﻡ ﺣﺎﺟﺘﻪ اﻟﻔﻌﻠﻴﺔ ﻟﻬﻢ، ﻭﻳﺘﻜﻔﻞ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺑﻤﺼﺎﺭﻳﻒ ﻋﻮﺩﺓ اﻟﻌﺎﻣﻞ ﺇﻟﻰ ﺑﻠﺪﻩ، ﻭﻓﻲ ﺣﺎﻟﺔ اﻧﻘﻄﺎﻉ اﻟﻌﺎﻣﻞ ﻋﻦ اﻟﻌﻤﻞ ﻭاﻟﺘﺤﺎﻗﻪ ﺑﺎﻟﻌﻤﻞ ﻟﺪﻯ اﻟﻐﻴﺮ ﻳﺘﻜﻔﻞ اﻷﺧﻴﺮ ﺑﻤﺼﺎﺭﻳﻒ ﻋﻮﺩﺓ اﻟﻌﺎﻣﻞ ﺇﻟﻰ ﺑﻠﺪﻩ، ﺑﻌﺪ ﺗﻘﺪﻳﻢ ﺑﻼﻍ ﺗﻐﻴﺐ ﺑﺤﻖ اﻟﻌﺎﻣﻞ ﻣﻦ اﻟﻜﻔﻴﻞ اﻷﺻﻠﻲ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 11
ﻳﺤﻈﺮ ﻋﻠﻰ اﻟﻮﺯاﺭﺓ ﻭاﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ ﺃﻥ ﺗﻤﺎﺭﺱ ﺃﻱ ﺗﻤﻴﻴﺰ ﺃﻭ ﺗﻔﻀﻴﻞ ﻓﻲ اﻟﻤﻌﺎﻣﻠﺔ ﺑﻴﻦ ﺃﺻﺤﺎﺏ اﻟﻌﻤﻞ ﻓﻲ ﻣﻨﺢ ﺃﺫﻭﻧﺎﺕ اﻟﻌﻤﻞ ﺃﻭ اﻟﺘﺤﻮﻳﻞ ﻭﺫﻟﻚ ﺑﻤﻨﺤﻬﺎ ﻟﺒﻌﻀﻬﻢ ﻭﺇﻳﻘﺎﻓﻬﺎ ﻟﻠﺒﻌﺾ اﻵﺧﺮ ﺗﺤﺖ ﺃﻱ ﺫﺭﻳﻌﺔ ﺃﻭ ﻣﺒﺮﺭ، ﻭﻳﺠﻮﺯ ﻟﻠﻮﺯاﺭﺓ ﻷﺳﺒﺎﺏ ﺗﻨﻈﻴﻤﻴﺔ ﺃﻥ ﺗﻮﻗﻒ ﺇﺻﺪاﺭ ﺃﺫﻭﻧﺎﺕ اﻟﻌﻤﻞ ﻭاﻟﺘﺤﻮﻳﻞ ﻟﻤﺪﺓ ﻻ ﺗﺰﻳﺪ ﻋﻠﻰ ﺃﺳﺒﻮﻋﻴﻦ ﻓﻲ اﻟﺴﻨﺔ، ﻋﻠﻰ ﺃﻧﻪ ﻻ ﻳﺠﻮﺯ اﺳﺘﺜﻨﺎء ﺑﻌﺾ ﺃﺻﺤﺎﺏ اﻷﻋﻤﺎﻝ ﻣﻦ ﻫﺬا اﻹﻳﻘﺎﻑ ﺩﻭﻥ ﻏﻴﺮﻫﻢ ﺧﻼﻝ ﻫﺬﻩ اﻟﻤﺪﺓ. ﻭﻳﻌﺘﺒﺮ ﺑﺎﻃﻼ ﺑﻄﻼﻧﺎ ﻣﻄﻠﻘﺎ ﻭﻛﺄﻥ ﻟﻢ ﻳﻜﻦ ﻛﻞ ﺗﺼﺮﻑ ﻳﺠﺮﻱ ﻋﻠﻰ ﺧﻼﻑ ﻫﺬﻩ اﻟﻤﺎﺩﺓ.
اﻟﻔﺼﻞ اﻟﺜﺎﻧﻲ :
18 – 12
ﻓﻲ اﻟﺘﻠﻤﺬﺓ ﻭاﻟﺘﺪﺭﻳﺐ اﻟﻤﻬﻨﻲ
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 12
ﻳﻌﺘﺒﺮ ﺗﻠﻤﻴﺬا ﻣﻬﻨﻴﺎ ﻛﻞ ﺷﺨﺺ ﺃﺗﻢ اﻟﺨﺎﻣﺴﺔ ﻋﺸﺮﺓ ﻣﻦ ﻋﻤﺮﻩ ﻣﺘﻌﺎﻗﺪ ﻣﻊ اﻟﻤﻨﺸﺄﺓ ﺑﻘﺼﺪ ﺗﻌﻠﻢ ﻣﻬﻨﺔ ﺧﻼﻝ ﻣﺪﺓ ﻣﺤﺪﺩﺓ ﻭﻓﻘﺎ ﻟﻠﺸﺮﻭﻁ ﻭاﻟﻘﻮاﻋﺪ اﻟﺘﻲ ﻳﺘﻔﻖ ﻋﻠﻴﻬﺎ ﻭﻓﻴﻤﺎ ﻟﻢ ﻳﺮﺩ ﻓﻴﻪ ﻧﺺ ﺧﺎﺹ ﻓﻲ ﻫﺬا اﻟﺒﺎﺏ ﺗﺴﺮﻱ ﻋﻠﻰ اﻟﺘﻠﻤﺬﺓ اﻷﺣﻜﺎﻡ اﻟﺨﺎﺻﺔ ﺑﺘﺸﻐﻴﻞ اﻷﺣﺪاﺙ اﻟﻮاﺭﺩﺓ ﻓﻲ ﻫﺬا اﻟﻘﺎﻧﻮﻥ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 13
ﻳﺠﺐ ﺃﻥ ﻳﻜﻮﻥ ﻋﻘﺪ اﻟﺘﻠﻤﺬﺓ اﻟﻤﻬﻨﻴﺔ ﻣﻜﺘﻮﺑﺎ ﻭﻣﺤﺮﺭا ﻣﻦ ﺛﻼﺙ ﻧﺴﺦ، ﻭاﺣﺪﺓ ﻟﻜﻞ ﻣﻦ ﻃﺮﻓﻴﻪ ﻭﺗﻮﺿﻊ اﻟﺜﺎﻟﺜﺔ ﺑﺎﻟﺠﻬﺔ اﻟﻤﺨﺘﺼﺔ ﺑﺎﻟﻮﺯاﺭﺓ ﺧﻼﻝ ﺃﺳﺒﻮﻉ ﻟﻠﺘﺼﺪﻳﻖ ﻋﻠﻴﻬﺎ ﻭﻳﺤﺪﺩ ﻓﻲ اﻟﻌﻘﺪ، اﻟﻤﻬﻨﺔ، ﻣﺪﺓ ﺗﻌﻠﻤﻬﺎ ﻭﻣﺮاﺣﻠﻬﺎ اﻟﻤﺘﺘﺎﺑﻌﺔ ﻭاﻟﻤﻜﺎﻓﺄﺓ ﺑﺼﻮﺭﺓ ﻣﺘﺪﺭﺟﺔ ﻓﻲ ﻛﻞ ﻣﺮﺣﻠﺔ ﻣﻦ ﻣﺮاﺣﻞ اﻟﺘﻌﻠﻴﻢ ﻋﻠﻰ ﺃﻻ ﺗﻘﻞ ﻓﻲ اﻟﻤﺮﺣﻠﺔ اﻷﺧﻴﺮﺓ ﻋﻦ اﻟﺤﺪ اﻷﺩﻧﻰ اﻟﻤﻘﺮﺭ ﻷﺟﺮ اﻟﻌﻤﻞ اﻟﻤﻤﺎﺛﻞ.
ﻭﻻ ﻳﺠﻮﺯ ﺑﺄﻱ ﺣﺎﻝ ﻣﻦ اﻷﺣﻮاﻝ ﺗﺤﺪﻳﺪ اﻟﻤﻜﺎﻓﺄﺓ ﻋﻠﻰ ﺃﺳﺎﺱ اﻹﻧﺘﺎﺝ ﺃﻭ اﻟﻘﻄﻌﺔ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 14
ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﻨﻬﻲ ﻋﻘﺪ اﻟﺘﻠﻤﺬﺓ ﺇﺫا ﺃﺧﻞ اﻟﺘﻠﻤﻴﺬ ﺑﻮاﺟﺒﺎﺗﻪ اﻟﻤﺘﺮﺗﺒﺔ ﻋﻠﻰ اﻟﻌﻘﺪ ﺃﻭ ﺛﺒﺖ ﻣﻦ اﻟﺘﻘﺎﺭﻳﺮ اﻟﺪﻭﺭﻳﺔ ﻋﻨﻪ ﻋﺪﻡ اﺳﺘﻌﺪاﺩﻩ ﻟﻠﺘﻌﻠﻴﻢ.
ﻛﻤﺎ ﻳﺠﻮﺯ ﻟﻠﺘﻠﻤﻴﺬ ﺇﻧﻬﺎء اﻟﻌﻘﺪ ﻭﻋﻠﻰ اﻟﺮاﻏﺐ ﻓﻲ ﺇﻧﻬﺎء اﻟﻌﻘﺪ ﺇﺧﻄﺎﺭ اﻟﻄﺮﻑ اﻷﺧﺮ ﺑﺮﻏﺒﺘﻪ ﻓﻲ ﺫﻟﻚ ﻗﺒﻞ ﺳﺒﻌﺔ ﺃﻳﺎﻡ ﻋﻠﻰ اﻷﻗﻞ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 15
ﻳﻘﺼﺪ ﺑﺎﻟﺘﺪﺭﻳﺐ اﻟﻤﻬﻨﻲ اﻟﻮﺳﺎﺋﻞ ﻭاﻟﺒﺮاﻣﺞ اﻟﻨﻈﺮﻳﺔ ﻭاﻟﻌﻤﻠﻴﺔ اﻟﺘﻲ ﺗﻬﻴﺊ ﻟﻠﻌﻤﺎﻝ ﻓﺮﺻﺔ ﺗﻄﻮﻳﺮ ﻣﻌﻠﻮﻣﺎﺗﻬﻢ ﻭﻣﻬﺎﺭاﺗﻬﻢ ﻭﻛﺴﺐ ﻣﺮاﻥ ﻋﻤﻠﻲ ﻟﺼﻘﻞ ﻗﺪﺭاﺗﻬﻢ ﻭﺭﻓﻊ ﻛﻔﺎءﺗﻬﻢ اﻹﻧﺘﺎﺟﻴﺔ ﻭﺇﻋﺪاﺩﻫﻢ ﻟﻤﻬﻨﺔ ﻣﻌﻴﻨﺔ ﺃﻭ ﺗﺤﻮﻳﻠﻬﻢ ﻟﻤﻬﻨﺔ ﺃﺧﺮﻯ ﻭﻳﺘﻢ اﻟﺘﺪﺭﻳﺐ ﻓﻲ ﻣﻌﺎﻫﺪ ﺃﻭ ﻣﺮاﻛﺰ ﺃﻭ ﻣﻨﺸﺂﺕ ﺗﺤﻘﻖ ﻫﺬا اﻟﻐﺮﺽ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 16
ﻳﺤﺪﺩ اﻟﻮﺯﻳﺮ ﺑﺎﻟﺘﻌﺎﻭﻥ ﻭاﻟﺘﻨﺴﻴﻖ ﻣﻊ اﻟﺠﻬﺎﺕ اﻷﻛﺎﺩﻳﻤﻴﺔ ﻭاﻟﻤﻬﻨﻴﺔ اﻟﻤﺨﺘﺼﺔ اﻟﺸﺮﻭﻁ ﻭاﻷﻭﺿﺎﻉ اﻟﻻﺯﻡ ﺗﻮاﻓﺮﻫﺎ ﻟﻌﻘﺪ ﺑﺮاﻣﺞ اﻟﺘﺪﺭﻳﺐ اﻟﻤﻬﻨﻲ ﻭاﻟﺤﺪﻭﺩ اﻟﻤﻘﺮﺭﺓ ﻟﻤﺪﺓ اﻟﺘﺪﺭﻳﺐ ﻭاﻟﺒﺮاﻣﺞ اﻟﻨﻈﺮﻳﺔ ﻭاﻟﻌﻤﻠﻴﺔ ﻭﻧﻈﺎﻡ اﻻﺧﺘﺒﺎﺭاﺕ ﻭاﻟﺸﻬﺎﺩاﺕ اﻟﺘﻲ ﺗﻌﻄﻰ ﻓﻲ ﻫﺬا اﻟﺸﺄﻥ ﻭاﻟﺒﻴﺎﻧﺎﺕ اﻟﺘﻲ ﺗﺪﻭﻥ ﻓﻴﻬﺎ.
ﻭﻳﺠﻮﺯ ﺃﻥ ﻳﺘﻀﻤﻦ ﻫﺬا اﻟﻘﺮاﺭ ﺇﻟﺰاﻡ ﻣﻨﺸﺄﺓ ﺃﻭ ﺃﻛﺜﺮ ﺑﺄﻥ ﺗﻘﻮﻡ ﺑﺘﺪﺭﻳﺐ اﻟﻌﻤﺎﻝ ﻓﻲ ﻣﺮاﻛﺰ ﺃﻭ ﻣﻌﺎﻫﺪ ﻣﻨﺸﺄﺓ ﺃﺧﺮﻯ ﺇﺫا ﻟﻢ ﻳﻜﻦ ﻟﻠﻤﻨﺸﺄﺓ اﻷﻭﻟﻰ ﻣﺮﻛﺰ ﺃﻭ ﻣﻌﻬﺪ ﺗﺪﺭﻳﺐ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 17
ﺗﻠﺘﺰﻡ اﻟﻤﻨﺸﺄﺓ اﻟﺨﺎﺿﻌﺔ ﻷﺣﻜﺎﻡ ﻫﺬا اﻟﺒﺎﺏ ﺑﺄﻥ ﺗﺆﺩﻱ ﺇﻟﻰ اﻟﻌﺎﻣﻞ ﺃﺟﺮﻩ ﻛﺎﻣﻼ ﻋﻦ ﻓﺘﺮﺓ ﺗﺪﺭﻳﺒﻪ ﺳﻮاء ﺩاﺧﻞ اﻟﻤﻨﺸﺄﺓ ﺃﻭ ﺧﺎﺭﺟﻬﺎ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 18
ﻳﻠﺘﺰﻡ اﻟﺘﻠﻤﻴﺬ اﻟﻤﻬﻨﻲ ﻭاﻟﻌﺎﻣﻞ اﻟﻤﺘﺪﺭﺏ ﺑﺄﻥ ﻳﻌﻤﻞ ﺑﻌﺪ ﺇﻧﺘﻬﺎء ﻣﺪﺓ ﺗﻌﻠﻴﻤﻪ ﺃﻭ ﺗﺪﺭﻳﺒﻪ ﻟﺪﻯ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﻟﻤﺪﺓ ﻣﻤﺎﺛﻠﺔ ﻟﻤﺪﺓ اﻟﺘﻠﻤﺬﺓ ﺃﻭ اﻟﺘﺪﺭﻳﺐ ﻭﺑﺤﺪ ﺃﻗﺼﻰ ﺧﻤﺲ ﺳﻨﻮاﺕ. ﻓﺈﺫا ﺃﺧﻞ ﺑﻬﺬا اﻹﻟﺘﺰاﻡ ﻛﺎﻥ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺃﻥ ﻳﺴﺘﺮﺩ ﻣﻨﻪ اﻟﻤﺼﺮﻭﻓﺎﺕ اﻟﺘﻲ ﺗﺤﻤﻠﻬﺎ ﻓﻲ ﺳﺒﻴﻞ ﺗﻌﻠﻴﻤﻪ ﺃﻭ ﺗﺪﺭﻳﺒﻪ ﺑﻨﺴﺒﻪ ﻣﺎ ﺗﺒﻘﻰ ﻣﻦ اﻟﻤﺪﺓ اﻟﻮاﺟﺐ ﻗﻀﺎﺅﻫﺎ ﻓﻲ اﻟﻌﻤﻞ.
21 – 19
اﻟﻔﺼﻞ اﻟﺜﺎﻟﺚ : ﻓﻲ ﺗﺸﻐﻴﻞ اﻷﺣﺪاﺙ
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 19
ﻳﺤﻈﺮ ﺗﺸﻐﻴﻞ ﻣﻦ ﻳﻘﻞ ﺳﻨﻬﻢ ﻋﻦ ﺧﻤﺲ ﻋﺸﺮﺓ ﺳﻨﺔ ﻣﻴﻼﺩﻳﺔ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 20
ﻳﺠﻮﺯ ﺑﺈﺫﻥ ﻣﻦ اﻟﻮﺯاﺭﺓ ﺗﺸﻐﻴﻞ اﻷﺣﺪاﺙ ﻣﻤﻦ ﺑﻠﻐﻮا اﻟﺨﺎﻣﺴﺔ ﻋﺸﺮﺓ ﻭﻟﻢ ﻳﺒﻠﻐﻮا اﻟﺜﺎﻣﻨﺔ ﻋﺸﺮﺓ ﺑﺎﻟﺸﺮﻭﻁ اﻟﺘﺎﻟﻴﺔ:
ﺃ- ﺃﻥ ﻳﻜﻮﻥ ﺗﺸﻐﻠﻴﻬﻢ ﻓﻲ ﻏﻴﺮ اﻟﺼﻨﺎﻋﺎﺕ ﻭاﻟﻤﻬﻦ اﻟﺨﻄﺮﺓ ﺃﻭ اﻟﻤﻀﺮﺓ ﺑﺎﻟﺼﺤﺔ اﻟﺘﻲ ﻳﺼﺪﺭ ﺑﻬﺎ ﻗﺮاﺭ ﻣﻦ اﻟﻮﺯﻳﺮ.
ﺏ- ﺗﻮﻗﻴﻊ اﻟﻜﺸﻒ اﻟﻄﺒﻲ ﻋﻠﻴﻬﻢ ﻗﺒﻞ ﺇﻟﺤﺎﻗﻬﻢ ﺑﺎﻟﻌﻤﻞ ﺑﻌﺪ ﺫﻟﻚ ﻓﻲ ﻓﺘﺮاﺕ ﺩﻭﺭﻳﺔ ﻻ ﺗﺠﺎﻭﺯ ﺳﺘﺔ ﺃﺷﻬﺮ. ﻭﻳﺼﺪﺭ اﻟﻮﺯﻳﺮ ﻗﺮاﺭا ﺑﺘﺤﺪﻳﺪ ﻫﺬﻩ اﻟﺼﻨﺎﻋﺎﺕ ﻭاﻟﻤﻬﻦ ﻭاﻹﺟﺮاءاﺕ ﻭاﻟﻤﻮاﻋﻴﺪ اﻟﻤﻨﻈﻤﺔ ﻟﻠﻜﺸﻒ اﻟﻄﺒﻲ اﻟﺪﻭﺭﻱ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 21
اﻟﺤﺪ اﻷﻗﺼﻰ ﻟﺴﺎﻋﺎﺕ اﻟﻌﻤﻞ ﻟﻷﺣﺪاﺙ ﺳﺖ ﺳﺎﻋﺎﺕ ﻳﻮﻣﻴﺎ ﺑﺸﺮﻁ ﻋﺪﻡ ﺗﺸﻐﻴﻠﻬﻢ ﺃﻛﺜﺮ ﻣﻦ ﺃﺭﺑﻊ ﺳﺎﻋﺎﺕ ﻣﺘﻮاﻟﻴﺔ ﺗﺘﻠﻮﻫﺎ ﻓﺘﺮﺓ ﺭاﺣﺔ ﻻ ﺗﻘﻞ ﻋﻦ ﺳﺎﻋﺔ.
ﻭﻳﺤﻈﺮ ﺗﺸﻐﻴﻠﻬﻢ ﺳﺎﻋﺎﺕ ﻋﻤﻞ ﺇﺿﺎﻓﻴﺔ ﺃﻭ ﻓﻲ ﺃﻳﺎﻡ اﻟﺮاﺣﺔ اﻷﺳﺒﻮﻋﻴﺔ ﻭﺃﻳﺎﻡ اﻟﻌﻄﻞ اﻟﺮﺳﻤﻴﺔ ﺃﻭ ﻣﻦ اﻟﺴﺎﻋﺔ اﻟﺴﺎﺑﻌﺔ ﻣﺴﺎء ﺣﺘﻰ اﻟﺴﺎﻋﺔ اﻟﺴﺎﺩﺳﺔ ﺻﺒﺎﺣﺎ.
26 – 22
اﻟﻔﺼﻞ اﻟﺮاﺑﻊ : ﻓﻲ ﺗﺸﻐﻴﻞ اﻟﻨﺴﺎء
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 22
ﻻ ﻳﺠﻮﺯ ﺗﺸﻐﻴﻞ اﻟﻨﺴﺎء ﻟﻴﻼ ﻓﻲ اﻟﻔﺘﺮﺓ ﻣﺎﺑﻴﻦ اﻟﻌﺎﺷﺮﺓ ﻣﺴﺎءا ﻭاﻟﺴﺎﺑﻌﺔ ﺻﺒﺎﺣﺎ، ﻭﺗﺴﺘﺜﻨﻰ ﻣﻦ ﺫﻟﻚ اﻟﻤﺴﺘﺸﻔﻴﺎﺕ ﻭاﻟﻤﺼﺤﺎﺕ ﻭﺩﻭﺭ اﻟﻌﻼﺝ اﻷﻫﻠﻴﺔ ﻭاﻟﻤﺆﺳﺴﺎﺕ اﻷﺧﺮﻯ اﻟﺘﻲ ﻳﺼﺪﺭ ﺑﻬﺎ ﻗﺮاﺭ ﻣﻦ ﻭﺯﻳﺮ اﻟﺸﺌﻮﻥ اﻻﺟﺘﻤﺎﻋﻴﺔ ﻭاﻟﻌﻤﻞ، ﻋﻠﻰ ﺃﻥ ﺗﻠﺘﺰﻡ ﺟﻬﺔ اﻟﻌﻤﻞ ﻓﻲ ﺟﻤﻴﻊ اﻟﺤﺎﻻﺕ اﻟﻤﺸﺎﺭ ﺇﻟﻴﻬﺎ ﻓﻲ ﻫﺬﻩ اﻟﻤﺎﺩﺓ ﺑﺘﻮﻓﻴﺮ ﻣﺘﻄﻠﺒﺎﺕ اﻷﻣﻦ ﻟﻬﻦ ﻣﻊ ﺗﻮﻓﻴﺮ ﻭﺳﺎﺋﻞ اﻧﺘﻘﺎﻟﻬﻦ ﻣﻦ ﺟﻬﺔ اﻟﻌﻤﻞ ﻭﺇﻟﻴﻪ.
ﻛﻤﺎ ﺗﺴﺘﺜﻨﻰ ﻣﻦ ﺃﺣﻜﺎﻡ ﻫﺬﻩ اﻟﻤﺎﺩﺓ ﺳﺎﻋﺎﺕ اﻟﻌﻤﻞ ﺧﻼﻝ ﺷﻬﺮ ﺭﻣﻀﺎﻥ اﻟﻤﺒﺎﺭﻙ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 23
ﻳﺤﻈﺮ ﺗﺸﻐﻴﻞ اﻟﻤﺮﺃﺓ ﻓﻲ اﻷﻋﻤﺎﻝ اﻟﺨﻄﺮﺓ ﺃﻭ اﻟﺸﺎﻗﺔ ﺃﻭ اﻟﻀﺎﺭﺓ ﺻﺤﻴًﺎ، ﻛﻤﺎ ﻳﺤﻈﺮ ﺗﺸﻐﻴﻠﻬﺎ ﻓﻲ اﻷﻋﻤﺎﻝ اﻟﻀﺎﺭﺓ ﺑﺎﻷﺧﻼﻕ ﻭاﻟﺘﻲ ﺗﻘﻮﻡ ﻋﻠﻰ اﺳﺘﻐﻼﻝ ﺃﻧﻮﺛﺘﻬﺎ ﺑﻤﺎ ﻻ ﻳﺘﻔﻖ ﻣﻊ اﻵﺩاﺏ اﻟﻌﺎﻣﺔ، ﻭﻛﺬﻟﻚ ﻳﺤﻈﺮ ﺗﺸﻐﻴﻠﻬﺎ ﻓﻲ اﻟﺠﻬﺎﺕ اﻟﺘﻲ ﺗﻘﺪﻡ ﺧﺪﻣﺎﺗﻬﺎ ﻟﻠﺮﺟﺎﻝ ﻓﻘﻂ.
ﻭﻳﺼﺪﺭ ﺑﺘﺤﺪﻳﺪ ﺗﻠﻚ اﻷﻋﻤﺎﻝ ﻭاﻟﺠﻬﺎﺕ ﻗﺮاﺭ ﻣﻦ ﻭﺯﻳﺮ اﻟﺸﺆﻭﻥ اﻻﺟﺘﻤﺎﻋﻴﺔ ﻭاﻟﻌﻤﻞ ﺑﻌﺪ اﻟﺘﺸﺎﻭﺭ ﻣﻊ اﻟﻠﺠﻨﺔ اﻻﺳﺘﺸﺎﺭﻳﺔ ﻟﺸﺆﻭﻥ اﻟﻌﻤﻞ ﻭاﻟﻤﻨﻈﻤﺔ اﻟﻤﺨﺘﺼﺔ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 24
ﺗﺴﺘﺤﻖ اﻟﻤﺮﺃﺓ اﻟﻌﺎﻣﻠﺔ اﻟﺤﺎﻣﻞ ﺇﺟﺎﺯﺓ ﻣﺪﻓﻮﻋﺔ اﻷﺟﺮ ﻻ ﺗﺤﺴﺐ ﻣﻦ ﺇﺟﺎﺯاﺗﻬﺎ اﻷﺧﺮﻯ ﻟﻤﺪﺓ ﺳﺒﻌﻴﻦ ﻳﻮﻣﺎ ﻟﻠﻮﺿﻊ ﺑﺸﺮﻁ ﺃﻥ ﻳﺘﻢ اﻟﻮﺿﻊ ﺧﻼﻟﻬﺎ.
ﻭﻳﺠﻮﺯ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﻋﻘﺐ اﻧﺘﻬﺎء ﺇﺟﺎﺯﺓ اﻟﻮﺿﻊ ﻣﻨﺢ اﻟﻤﺮﺃﺓ اﻟﻌﺎﻣﻠﺔ ﺑﻨﺎء ﻋﻠﻰ ﻃﻠﺒﻬﺎ ﺇﺟﺎﺯﺓ ﻣﻦ ﺩﻭﻥ ﺃﺟﺮ ﻻ ﺗﺰﻳﺪ ﻣﺪﺗﻬﺎ ﻋﻠﻰ ﺃﺭﺑﻌﺔ ﺃﺷﻬﺮ ﻟﺮﻋﺎﻳﺔ اﻟﻄﻔﻮﻟﺔ.
ﻭﻻ ﻳﺠﻮﺯ ﻟﺼﺎﺣﺐ اﻟﻌﻤﻞ ﺇﻧﻬﺎء ﺧﺪﻣﺔ اﻟﻌﺎﻣﻠﺔ ﺃﺛﻨﺎء ﺗﻤﺘﻌﻬﺎ ﺑﺘﻠﻚ اﻹﺟﺎﺯﺓ ﺃﻭ اﻧﻘﻄﺎﻋﻬﺎ ﻋﻦ اﻟﻌﻤﻞ ﺑﺴﺒﺐ ﻣﺮﺽ ﻳﺜﺒﺖ ﺑﺸﻬﺎﺩﺓ ﻃﺒﻴﺔ ﺃﻧﻪ ﻧﺘﻴﺠﺔ ﻟﻠﺤﻤﻞ ﺃﻭ اﻟﻮﺿﻊ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 25
ﻳﺠﺐ ﻣﻨﺢ اﻟﻤﺮﺃﺓ اﻟﻌﺎﻣﻠﺔ ﺳﺎﻋﺘﻴﻦ ﻟﻠﺮﺿﺎﻋﺔ ﺃﺛﻨﺎء اﻟﻌﻤﻞ ﻭﻓﻘﺎ ﻟﻠﺸﺮﻭﻁ ﻭاﻷﻭﺿﺎﻉ اﻟﺘﻲ ﻳﺤﺪﺩﻫﺎ ﻗﺮاﺭ اﻟﻮﺯاﺭﺓ، ﻭﻳﺠﺐ ﻋﻠﻰ ﺻﺎﺣﺐ اﻟﻌﻤﻞ ﺇﻧﺸﺎء ﺩﻭﺭ ﺣﻀﺎﻧﺔ ﻟﻷﻃﻔﺎﻝ ﺃﻗﻞ ﻣﻦ 4 ﺳﻨﻮاﺕ ﻓﻲ ﻣﺮاﻛﺰ اﻟﻌﻤﻞ اﻟﺘﻲ ﻳﺰﻳﺪ ﻋﺪﺩ اﻟﻌﺎﻣﻼﺕ ﺑﻬﺎ ﻋﻠﻰ 50 ﻋﺎﻣﻠﺔ ﺃﻭ ﻳﺘﺠﺎﻭﺯ ﻋﺪﺩ اﻟﻌﺎﻣﻠﻴﻦ ﺑﻬﺎ 200 ﻋﺎﻣﻞ.
اﻟﻤﺎﺩﺓ ﺭﻗﻢ 26
ﺗﺴﺘﺤﻖ اﻟﻤﺮﺃﺓ اﻟﻌﺎﻣﻠﺔ اﻷﺟﺮ اﻟﻤﻤﺎﺛﻞ ﻷﺟﺮ اﻟﺮﺟﻞ ﺇﺫا ﻛﺎﻧﺖ ﺗﻘﻮﻡ ﺑﻨﻔﺲ اﻟﻌﻤﻞ.
