Job Discussion Forums

[1sauditeacher]

For anyone interested in working for QEHC:

QEHC tried to unilaterally change the terms of the contracts of almost 100 teachers about 6 months into a year long contract.

I have worked for QEHC since September. There have been some issues but, frankly, nothing major. I have been teaching at PNU. Again, some issues, but nothing major. Have you ever worked anywhere in the TEFL world without a bit of moaning along the way? No, me either.

But that has changed in the last few months.....

In February, there was a meeting to tell us that we would only be getting half pay in the summer (despite having year long contracts that were phrased to give us full pay through the summer).

People complained.

In March, we were told that they were looking at options and would get back to us soon.

In April, we were told that we would only get our contract bonus (more correctly known as the obligatory 'end of service payment') and some of our holiday pay if we signed contracts for the next year. We were told that the company would not book tickets for us but we would be given an allowance for plane tickets in our final pay check.

Staff that had started later than September were told that their allowances (including the plane tickets) would be pro rated. Yes, they would have to pay for their own plane tickets out of the country.

Shall we play a game of 'spot the illegalities'?

Again, people complained. Lawyers were hired. All we wanted was what was outlined in our contracts.

A select few people were summoned to the PNU Project Manager's office (R.A.S.). There, they were informed that because of our complaints, all staff would have their contracts terminated on 5th June. Holiday pay would be prorated and tickets would be paid in full for all staff. They agreed that the end of service payment would be treated as an end of service payment rather than a re-signing bonus.

They are now following the letter of the law (mostly) but we have had to suffer through 4 different versions of what our entitlements would be and a screaming (yes, screaming) Project Manager.

The general consensus seems to be that R.A.S. (the PNU Project manager) is behind all of the changes and attempted changes to our contracts. It has been suggested that the head office did not actually know about this until the last blow up when twenty teachers showed up at the office demanding answers (and prompting the screaming from R.A.S.).

Whoever was behind this, QEHC have lost a lot of good will because of these actions.

Reports from elsewhere in the Kingdom suggest that QEHC is not a bad employer and the issues relate only to the staff they provide to PNU.

On a personal note, I think that the Saudi staff at QEHC are reasonably good. The Egyptian PNU Project Manager on the other hand....... In retrospect, I wish we had called the Ministry of Labor immediately rather than trying to sort it out with the company.

To summarize ...... QEHC tried to unilaterally change the terms of the contracts of almost 100 teachers about 6 months into a year long contract. Would you sign with them?

ETA - this has been flagged up to PNU in the hope that it will influence QEHC's actions in future.

[rollingk]

Great representation of a specific problem with a specific employer. If we could all be as level-headed when slighted, then we'd have a lot more useful references when considering employment in the region.

Unfortunately, I'm one to usually take such problems way too personally, when in fact employers generally could care less about me really: it's only filching money that motivates them.

[cnthaiksarok]

[scot47]

Are the offenders aware of this site and how these misdemeanours can be highlighted here ?

[teachr11]

The contract states that it can be terminated with 30 days prior notice from either party.
The end-of-service bonus is only obligatory if you have worked for the company for 2 consecutive years.
Am in no way defending QEHC..they are screwing everyone over. But Ministry of Labour would probably do very little to help due to that termination clause in the contract.

[1sauditeacher]

Scot47, I sincerely hope that the offenders know that they can be named and shamed here.

Teachr11, the Ministry of Labour is unlikely to be involved at this stage but I wish we had contacted them when QEHC came up with the first of several ridiculous contract changes.

Incidentally, we were told that new contracts would be sent out two weeks ago (I think) and then we were told to expect them last week and have now received and e-mail saying that the contracts have been delayed further.

Oh well, that just gives me more time to get other opportunities lined up!

[Lächeln]

[scot47]

If you have an employer who is messing you around, do not hesitate to contact Ministry pf Labor. They have teeth and can use them.

[nomad soul]

[rollingk]

NS, I've never read it anywhere either, but all along I've also thought it was a Saudi labor law. I know many people haven't been paid it, but I thought they were being ripped off, as did they. This is interesting. Does anyone know if this is a law? I've never worked a contract where these two weeks per year wasn't specified.

[scot47]

Roll your eyes over this sticky - to be found here, as is Part 2

http://forums.eslcafe.com/job/viewtopic.php?t=83790

[nomad soul]

[scot47]

Sorry
Link was to wrong sticky

Try this -

http://forums.eslcafe.com/job/viewtopic.php?t=83781

[1sauditeacher]

I heard on the bus this morning that the Ministry of Labor has been involved and a preliminary court date has been set already.

The Ministry of Labor has said that a strong case exists. As Lacheln said in his post, both parties must consent to early contract termination

I'll keep you posted.

[1sauditeacher]

With regards to end of service awards -

Part Five, Chapter Four of Saudi Labor Law:
End-of-Service Award
Article (84):
Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half-month wage for each of the first five years and a one-month wage for each of the following years. The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.
Article (85):
If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years.
Article (86):
As an exception to the provision of Article ( of this Law, it may be agreed that the wage used as a basis for calculating the end-of-service award does not include all or some of the commissions, sales percentages, and similar wage components paid to the worker which are by their nature subject to increase or decrease.
Article (87):
As an exception to the provisions of Article (85) of this Law, the worker shall be entitled to the full award if he leaves the work due to a force majeure beyond his control. A female worker shall likewise be entitled to the full award if she ends her contract within six months from the date of her marriage or three months from the date of giving birth.
Article (8:
Upon the end of the worker’s service, the employer shall pay his wages and settle his entitlements within a maximum period of one week from the date of the end of the contractual relation. If the worker ends the contract, the employer shall settle all his entitlements within a period not exceeding two weeks. The employer may deduct any work-related debt due to him from the worker’s entitlements.