المملكة: Urgent: Among them is the reward…the advantages of transfer contracts in the health clusters in the Eastern Province, Riyadh, and Qassim

This is done by sending job “transfer requests” that guarantee employees’ financial and employment rights in accordance with Cabinet Resolution No. 616. In conjunction with the launch of intensive field visits for the “Employee Care” teams starting tomorrow to provide logistical and cognitive support to the transferees at their workplaces.

Health Clusters

The three health clusters confirmed that the new contracts commit to not prejudice The basic or total salary of the employee, where an employment contract is concluded that guarantees that the wage will not be less than what the employee was receiving before the move, with fixed monthly allowances such as housing and transportation allowances being integrated into the new total salary to ensure financial stability.

The unified contracts in the three clusters include a contractual period of no less than 24 Gregorian months, which is automatically renewed with the same wage and benefits unless there is a legal reason preventing this, which enhances the concept of job security for the cadres that the system considers the basic nucleus of the transformation.

The regulations resolved the controversy over working hours and vacations, as the contracts stipulated 30 days of annual calendar leave, not including official holidays, while working hours were set at 48 hours per week in line with the work system approved in the Kingdom, taking into account the needs of the entity and working conditions.

Qualitative social benefits

The new contract is characterized by qualitative social benefits, most notably the comprehensiveness of medical insurance not only for the employee, his wife, and his children, but also extends to the “parents” within the association’s network. The health clusters and networks affiliated with the Health Holding Company, which is a competitive advantage aimed at enhancing family stability for members.

The health clusters explained that the annual bonus will be linked to performance evaluation, as it is calculated as a percentage added to the basic salary, which will be reflected positively in the automatic increase in the housing and transportation allowances, and thus affect the increase in the end-of-service reward and retirement salary in the future.

The system replaced the term “job offer” with “request for transfer,” as this is considered acceptance. The request is an integral part of the employment contract, and after approval, the employee receives a text message from the “Qiwa” platform to officially authenticate the contract in accordance with the labor system.

Taking regular measures

The new procedures abolished the previous long time limits, as the validity of the “transfer request” was limited to strict time periods that appear in the system “such as 5 working days.” Failure to respond during this period is considered an implicit rejection of the request, which requires taking regular procedures subsequent to the rejection.

The controls ensured that civil service employees were rewarded. An incentive transfer is calculated at a rate of 16% of the basic salary for each year of service, with a maximum of 4 basic salaries, or the reward due is paid according to their previous system, whichever is greater, along with the disbursement of all previous financial entitlements such as secondments and late allowances.

Civil service employees who refuse to transfer face a difficult choice, as they are given a period of 6 months to search for a job in another government agency while allowing them to be absent one day a week to search, and in the event of not transferring, their services are terminated. Their rights are liquidated, while contracts are immediately terminated for self-employment employees who refuse to transfer.

Social Insurance System

The clusters have developed a solution for those whose service has exceeded 25 years of civil service employees, where they have the choice between early retirement or adding their previous services to the social insurance system according to the “exchange of benefits” system so that it is considered a continuous and complementary service for the purposes of future retirement.

The clusters in Al-Sharqiyah, Riyadh, and Al-Qassim confirmed that the transfer takes place in the same way. The current job title registered in the “Mawarid” system, and if the employee holds a higher qualification than his current job, he will be transferred to his current job first, and then he will be able to apply later through internal recruitment.

Contracts have arrived for some employees of the “Al-Sharqiya Health Cluster” including a clause authorizing the cluster to take the necessary measures to complete the transfer in accordance with Resolution 616, in a procedural step aimed at accelerating job placement processes and ensuring the continuity of medical and administrative work without interruption.

And it begins. Tomorrow, intensive field visits will be conducted by the “Employee Care” teams in all facilities affiliated with the targeted communities, with the aim of providing direct support and answering employee inquiries about contracts and allowances, in confirmation of the principle of transparency and partnership in this sensitive transitional phase.