The Re-Employment Contract is utilized when an organization wishes to formally re-engage a former employee or modify existing employment terms in Saudi Arabia. This document is particularly relevant in scenarios such as returning employees after a break in service, implementing substantial role changes, or formalizing continued employment after organizational restructuring. The contract must comply with Saudi Labor Law and related regulations, including recent reforms under Vision 2030. It typically includes detailed terms about the position, compensation, benefits, working hours, and any recognition of previous service. This document type is crucial for ensuring legal compliance while protecting both employer and employee interests in the Saudi Arabian jurisdiction.
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1. Parties: Identification of the employer and employee, including full legal names, addresses, and relevant identification numbers
2. Background: Brief history of previous employment relationship and context for re-employment
3. Definitions: Key terms used throughout the contract
4. Term of Employment: Duration of the new employment period, including start date and whether fixed-term or indefinite
5. Position and Duties: Job title, role description, responsibilities, and reporting relationships
6. Place of Work: Primary work location and any flexibility arrangements
7. Working Hours: Standard working hours, days, and overtime provisions as per Saudi Labor Law
8. Remuneration: Base salary, allowances, and payment schedule in compliance with Wage Protection System
9. Benefits: Statutory and contractual benefits including social insurance, medical insurance, and other entitlements
10. Leave Entitlements: Annual leave, sick leave, and other types of leave as per Saudi Labor Law
11. Confidentiality: Obligations regarding company confidential information
12. Termination: Grounds and procedures for contract termination, notice periods, and end of service benefits
13. Governing Law: Confirmation of Saudi Labor Law application and jurisdiction
1. Probation Period: Include if a new probation period is applicable for the new role
2. Mobility Clause: Include if the role may require relocation or travel
3. Non-Competition: Include if restricting post-employment activities, subject to Saudi law limitations
4. Performance Targets: Include if the role has specific KPIs or performance metrics
5. Training Requirements: Include if specific training or qualifications are required
6. Company Policies: Include if referring to specific internal policies
7. Intellectual Property: Include if the role involves creation of IP
8. Commission Structure: Include for sales or commission-based roles
1. Schedule 1 - Job Description: Detailed description of role, responsibilities, and requirements
2. Schedule 2 - Compensation Details: Breakdown of salary components, allowances, and benefits
3. Schedule 3 - Company Policies: Key company policies referenced in the contract
4. Appendix A - Previous Service Recognition: Details of how previous service period is recognized
5. Appendix B - Performance Metrics: Specific KPIs or performance expectations if applicable
6. Appendix C - Required Certifications: List of required professional certifications or qualifications
Authors
Relevant legal definitions
Clauses
Relevant Industries
Oil & Gas
Banking & Financial Services
Construction
Manufacturing
Technology
Healthcare
Retail
Education
Telecommunications
Professional Services
Hospitality
Mining
Transportation & Logistics
Real Estate
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Recruitment
Personnel Administration
Compensation & Benefits
Labor Relations
Executive Leadership
Administration
Relevant Roles
Human Resources Director
Legal Counsel
HR Business Partner
Compliance Officer
Employee Relations Manager
Recruitment Manager
HR Operations Manager
Legal Manager
Chief Human Resources Officer
Labor Relations Specialist
Talent Acquisition Manager
HR Administrator
Personnel Manager
Compensation and Benefits Manager
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