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The Egypt labor law no. 12
from 2003 is the one who regulates the labor market of
Egypt.
This new labor law has 257 articles regarding the
legal aspects that regulates the Egypt`s labor market.
The labor law wants to
increase the involvement of the private sector in the same
time with the achievement of the stability between the
rights of the employees and the ones of the employers.
The
employer` s right to fire employees is among the law`s most
important points. Other point is represented by the
conditions regarding the above mentioned right; the law also
specifies the employees` right to strike. |
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The contracts of employment must be in
written in the Arab language and in 3 copies. Each of the
copies must be kept by the employee, the social insurance
and the employer. The employment contract must include some
precise information, according to the labor law. The typical
contract must include: the employer`s name and the work
place`s address, the employee`s address, name, occupation
and qualifications, the employee`s social insurance number
as well as the documents that prove his/her identity, the
kind and nature of work that makes the contract` s subject,
the time and method of payment.
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The Egypt labor law obliges the employers from the
private sector to employ 5% from the total number of
people with disabilities at the Manpower Offices`
recommendation. It refers to the employers that have
an employee number of 50 or less. The employer can
also establish an appointment with the disabled
people he/she want s to hire, to check the registry
certificate that proves the disability. The employer
who wants to hire a disabled person must send one
registered mail letter that contains the receipt
confirmation at the in charge manpower office in the
first 50 days of the disabled people`s employment. |
The organizations that employee
foreign people, are obliged by the ministry to make a
specific record in order to have a control of the
foreigners` employees. The record must contain the mane and
the surname of the foreigners, the date of birth, the
qualifications of the foreign person, the title of the job
with a exact description of the job, the employment permit`
s number and date and the number and the date of the
employment license wages.
A fixed contract has a period of
maximum 5 years; in case that the employer and the employee
want a longer period of employment, the employee has the
right of terminating the contract later then the 5 years but
without getting compensation. But the employer must be
notified with the most 3 months before. The labor contract
must specify the probation period; no employee must be kept
in the probation period more than maximum 3 months. The
employer has to announce the employee about the dismissal
with 60 days before, if the service` s period doesn`t exceed
ten years and with 90 days before if the period is more than
ten years.
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