Date:August 17, 2012

Bylaws of Jordan Health Aid Society

         Jordan Health Aid Society

By-laws governing work at Jordan Health Aid Society

According to Article (55) of Labor Law No.8 of year 1996


Article 1: By-laws…………………………………………………………………. 3

Article 2: Definitions………………………………………………………………..3

Article 3: Scope and Responsibilities ……………………………………………….3

Article 4: Objectives of Society……………………………………………..….…..4

Article 5: Working Hours…………………………………………………..………5

Article 6: Daily Paid Assignments..…………………………………………..……6

Article 7: Leaves……………………………………………………………….…..7

Article 8: Sick Leaves………………………………………………………….…..8

Article 9: Other Leaves…………………………………………………….………8

Article 10: Maternity & Childhood leaves…………………………………………8

Article 11: Emergency/Urgent Leaves……………………………………….…….9

Article 12: Work Obligations…………………………………………………..…..9

Article 13: Appointing Employees…………………………………………..…….9

Article 14: Responsibilities & Duties of Employee.………………………………10

Article 15: Termination of Employee……………………………………….……..12

Article 16: Disciplinary Procedures………………………………………….…….12

Article 17: Suspension…………………………………………………………….13

Article 18: End of Service…………………………………………………………13

Article 19: List of Penalties……………………………………………………….13

Article 1: By-laws

These by-laws shall be called, “Jordan Health Aid Society by-laws”, and shall become in force following endorsement from the Ministry of Labor. No amendment to any of their provisions shall be deemed in force unless approved and endorsed by the Ministry of Labor.

Article 2: Definitions

Each of the following terms and expressions, whenever mentioned in these By-laws, shall have the meanings assigned thereto hereunder unless the context provides otherwise.

Society: Jordan Health Aid Society

Board: The Directors Board of Jordan Health Aid Society

Chairman: Chairman of Jordan Health Aid Society

Director: Financial & Administrative Director of Jordan Health Aid Society

Administration: The Administration of Jordan Health Aid Society

By-laws: Internal regulations and rules

Employee: Any employee working for the Society

The use of the masculine gender herein shall be deemed to refer to the feminine and neuter gender.

Article 3: Scope and Responsibilities

A – The provisions of these By-laws shall be applicable to all the Society’s staff and such provisions shall not affect any right or privilege granted to them by the labor regulations in force and issued by the Ministry of Labor and applicable in the Hashemite Kingdom of Jordan or any other laws. The Administration shall always update the By-laws from time to time whenever needed taking into consideration the changes pertaining to rules and regulations associated with laborers and human resources.

B – The provisions of these By-laws shall not be applicable to persons employed by the Society to perform casual/temporary or seasonal activities and all details related to their work and conditions shall be governed by the agreements and work contracts signed with them.

C – The staff appointed with special contracts shall be subject to the conditions stipulated in their employment contracts. If any term or provision was not included in the contract then it shall be governed by these By-laws and the applicable labor regulations in force.

D – These By-laws and the decisions issued by the Society’s Administration concerning staff shall be deemed complementary to the contract signed between the Society and the employee.

E – The Society’s Directors shall resort to the provisions of these By-laws when dealing with their staff, providing guidance and following up in order to maintain high team spirit, good performance and discipline. Staff shall also resort to these By-laws to know their rights and duties.

F – Heads of departments and sections shall be responsible for the implementation of these By-laws in their respective departments and sections and they can consult with the Chairman or/and the Director concerning the limits and fields of implementing these By-laws and attached instructions concerning any special cases.

Article 4: Objectives


1 – Disseminating the concept of preventive health due to its importance in developing health awareness among the citizens.

2 – Preparing health researches and studies and participating in holding training workshops and courses.

3 – Participating in providing medical counseling and contributing in funding monetary aid and other free assistance to those in need of health assistance within its special program and participating with other similar associations in the Kingdom that are offering similar services and programs.

4 – Providing services according to its financial and technical potentials concerning environmental health and anti-pollution by providing consultations and building institutional and technical capacities and if possible carrying out environmental inspection for institutions and companies.

5 – Familiarizing the citizen with his health treatment rights and developing the concept of health insurance and treatment and also familiarizing people with the concept of medical mistakes.

6 – Protecting the community from diseases and protection from pollution.

7 – Cooperating with other entities that have common objectives pertaining to child and family protection.

8 – Providing assistance to elderly people in cases of disease and disability.

9 – Providing health services for citizens and non-insured residents and those who are financially incapable.

10 – Participating in national, regional and international committees concerned with health and environment affairs.

11 – Integrating with public sector institutions to accomplish national objectives in the Society’s field of interest.

12 – Supporting progressive education and training for the local, regional and international health cadre.

13 – Cooperating with local, regional and international establishments for the purpose of achieving the objectives and purposes of the Society.

14 – Developing the administrative and technical capabilities of all the staff working in the field of health.

15 – Contributing to the process of familiarization of Jordanian health expertise and accomplishments.

16 – Contributing with other entities to establish a coordinative umbrella for civil society organizations working actively in the fields of environment and health.

17 – Representing the international organizations that are active in the fields of health, environment and humanitarian affairs.

18 – Forming voluntary medical teams.

19 – Providing necessary medical assistance in cases of humanitarian and natural disasters.

20 – Providing aid in the field of mental health for children and also educating them.

Article 5: Working Hours

A – Work at the Society’s administration starts from 09:00a.m until 17:00p.m with 30 minutes break time from 13:00 until 13:30. Work at the health centers affiliated to the Society shall start at 09:00a.m until 16:00p.m.

B – The official working days at the Society’s administration shall be from Sunday until Thursday with Friday and Saturday as weekend. The official working days at the health centers affiliated to the Society shall be from Saturday until Thursday with Friday as weekend.

C – The attendance and departure of the staff shall be confirmed by signing attendance cards during arrival or departure/signing attendance sheet or through access card or any other electronic method.

D – Working hours during the holy month of Ramadan shall be determined according to other government departments.

E – The employee is not allowed to leave work place for private reasons during the official working hours stipulated by this Bylaw except after obtaining prior approval from the Director or his deputy provided that this leave does not hinder work or provided that the reasons for the leave are urgent and in all cases leave hours should not exceed 2 hours per day and shall be accrued to be later deducted from the annual leaves balance of the staff whenever they become equal to the working hours of a single day.

In case the leave hours have exceeded the approved leave hours per one single day, then this day shall be covered by an annual leave.

F – The persons in charge of general supervision or administration who work in certain cases outside the Society or those whom their duties require travelling inside or outside the Kingdom shall not be subject to the special provisions of overtime and the aforementioned working hours.

G – The employee shall not be allowed to do any overtime work unless assigned by the administration or the direct supervisor and such assignment and the staff approval shall be confirmed in writing on a special form prepared by the administration for this purpose provided that the value of overtime shall be calculated at the end of each month according to Jordanian labor law.

H – All staff are entitled to fully paid leaves during official holidays and religious occasions declared by the Prime Ministry and all staff from Christian denominations are entitled to leaves during Christian religious occasions in the Kingdom and as decided by the specialized references in this regard.

Article 6: Daily Paid Assignments

A-    The employee shall receive, if he is required to stay overnight outside his field station, a daily payment allowance determined previously by the Board.

B-    The employee shall receive, if he was transferred outside the Hashemite Kingdom of Jordan, a wage equal to three times what he used to receive inside the Kingdom in the minimum wage in addition to his right to keep other allowances according to the Board’s decisions.

Article 7: Leaves


A – The employee is entitled/eligible to a fully paid normal annual leave of 14 days and shall increase to become 21 days for the staff who served for five consecutive years.

B – If any weekend holiday or any official or religious holiday coincided with the annual leave, then it shall not be considered part of the leave and shall not also be calculated if it fell at the beginning or end of the leave.

C – Annual leaves shall be eligible during the Gregorian year from 1 January until 31 December of each year. A calculated leave shall be taken into consideration to cover the period that falls between the staff start date at the Society and the beginning of the next year if he was appointed during the year.

D – Annual leaves can be postponed to the next year following consensual agreement between the staff and the Administration and the staff right to the postponed leave shall be lost if the year passes without taking the leave or without asking for the annual leave.

E – The Administration, during every January, has the right to determine the dates of annual leaves for each employee and how to utilize it according to work requirements and the best interest of the staff and this process should be regulated in a program and circulated among all the staff before the end of January in each year.

F – The Director or his deputy have the authority to approve the Society’s staff annual leaves provided that they adhere to the mechanism for submitting annual leaves:

            1 – That the annual leave is taken fully at one time or divided into two periods.

            2 – If the period of the requested leave is for six days or more, then the request should be submitted two weeks prior to its commencement if it was not regulated in advance during the first month of the year.

            3 – The Administration has the right to reject leave requests that cover one or two days for the purpose of integrating it with the weekend holiday or official holidays.

            4 – the employee is not entitled to start the leave before obtaining the written approval for that leave. If the staff was forced to become absent due to an urgent situation, then he should notify his direct supervisor in the same day that he failed to show up.

            5 – Without prejudice to the aforementioned, the employee is entitled to take his annual leave fully at one time provided that this does not conflict with work requirements and provided that he obtains the Director’s approval.

G – The Administration is entitled to pay the value of the annual leaves if the staff failed to utilize them following a decision taken by the Board and according to the availability of funds and according to Jordanian labor law, provided that this is carried out during a period of two weeks following the expiry of the annual contract or following the completion of the project that the staff was working on or the end of the Society’s fiscal year.

Article 8: Sick Leaves


If the employee falls ill then he is entitled to take a full sick leave during the year or a sick leave divided during the same year as the following:

            A – The first fourteen days of the leave during the same year shall be fully paid based on a medical report from the physician approved by the Society.

            B – The authorized medical entities will be approved following a circular issued in this regard for all the employees. Such medical parties shall have the authority to issue medical reports for the time periods limited to sick leaves and staff are not obligated to receive treatment at such medical parties.

Article 9: Other Leaves


The employee is entitled to the following leaves:

A – If he/she joined a course for labor education approved by the Ministry of Labor upon the candidacy of the employer or the manager of the establishment in cooperation with the concerned association.

2. For performing the duty of pilgrimage. To grant this leave, it is stipulated that the employee has worked for five successive years at least for the employer; this leave shall not be given more than once during the period of service.

B. The employee may get an unpaid leave of four months if he/she joined an approved university, institute or college to study.

D – Each of the working couple shall have the right to get an unpaid leave once for a period not exceeding two years to accompany his/ her couple if he/ she moved to another work located outside the governorate in which he/she works inside the Kingdom or moved to a work abroad the Kingdom.

Article 10: Maternity & Childhood Leaves


The employed woman is entitled to the following leaves:

A – An unpaid leave for a period not exceeding a year to dedicate herself for nurturing her children. She shall lose this right if she has worked in any other establishment with pay during that period.

B – The working woman who has worked for three consecutive years shall be entitled to a full paid maternity leave before and after delivery, the total of this leave shall be ten weeks, provided that the period subsequent to delivery shall not be less than six weeks.

C – The working woman shall be entitled to take paid intermittent period(s) for nursing her newborn baby during a year since the delivery date, the total of this period shall not exceed an hour per day.

Article 11: Emergency/Urgent leaves:

A – The employee whom one of his first degree relatives has passed away is entitled to a three-day paid leave, and for one day if the deceased person is a second degree relative effective as of the date of death.

First-degree relatives: father, mother, husband/wife, children, father of husband/wife, mother of husband/wife, siblings, the grandmother and grandfather.

Second-degree relatives: paternal uncle/wife of paternal uncle, paternal aunt, husband of paternal aunt, maternal uncle, wife of maternal uncle, maternal aunt, husband of maternal aunt.

Article 12: Work Obligations


A – To perform his duties himself and to exert utmost efforts to achieve the maximum required quality.

B – To adhere to his supervisors’ orders related to work within the limits of law, regulations, public manners and safety.

C – To preserve and maintain work secrets and confidential issues.

D – To maintain the items and equipment in his custody that were delivered to the staff to perform his duties.

E – To adhere to the process of undergoing necessary medical examinations to ensure that he is safe from any communicable diseases.

 Article 13: Appointment of Staff


A – The jobs included in this Bylaw shall be divided into the following classification of staff:

            1 – Employees: The persons appointed according to the provisions of this Bylaw within the jobs and positions determined by the Society and according to the letter of appointment.

2 – Employees with special contracts: The persons appointed in the Society based on private contracting case by case.

B – Employees shall be appointed in the Society according to work and performance requirements in the field of operation for the Society.

C – The staff appointed in the Society should meet the following requirements:

            1 – The age of the person at the time of appointment shall not be less than 18.

            2 – To be medically fit according to the report issued by the medical entity approved by the Society.

            3 – To obtain a recent non-conviction certificate and to enjoy good reputation and not to be convicted with any felony or misdemeanor related to integrity and honor.

            4 – To obtain a recent clearance letter from the Income & Sales Tax Department.

            5 – To obtain an end-of-service certificate from the last employer.

            6 – To obtain a certificate of experience from his last employer and to grant the Society an authorization to inquire about his pervious job.

D – The appointed person shall be subject to a three-month probation period from the start date and the company (The Society) has the right to end his services during this period without clarifying the reasons and without any notice or remuneration.

E – After completing the probation period, the employee will be notified in writing that his appointment has been confirmed, and if the employee was not notified following the expiry of probation period, then the contract shall be considered as unlimited period work contract, and the probation period shall be considered within the period of service.

F – The Society depends on the validity of the information provided by the applicant and all information contained in that application with the commitment of the applicant to provide all the documents stated in the application. The employee shall be responsible for the inaccuracy of any information or any fraud or for concealing any information.

G – For the employee who works as an accountant, senior accountant, or finance manager, correspondent/dispatcher, driver and warehouse keeper must provide the Society with a judicial or/and bank guarantee to be determined later and according to what the Society deems appropriate in addition to any other official documents that might be required from the employees and according to the Chairman’s decisions.

H – The Chairman, upon his own discretion, has the right to allocate an allowance or grant an incentive at any time to any of the staff based on his/her performance and without contradicting the Society’s bylaws.

Article 14: Responsibilities & Duties of the Employee


A – The employee must adhere to attendance hours and to best utilize working hours and according to what the Society announces from time to time on the advertisements board and to complete his tasks with full integrity, efficiency and loyalty while also adhering to norms adopted in the profession and the safety instructions in addition to the instructions approved by the Society.

B – The employee must exert all efforts to maintain the funds, possessions, assets and secrets of the Society.

C – The employee must maintain work secrets and other parties in business with the Society and all staff are prohibited from holding or providing to any other third party any document or information that affect the interests of the Society or other parties.

D – The employee must not take advantage from his position or authorities to gain any personal interest or for the benefit of any other third party. The employee is prohibited from becoming a third party in any of the Society’s activities within the public norms.

E – The employees shall abide by the public safety instructions that were determined by the law and which were introduced by the Society to protect the Society and the safety of its staff and shall utilize and preserve the safety equipment prepared for this purpose and be held liable.

F – The employee must protect and preserve the Society’s interests, assets, possessions, equipment and any other facilities or devices and not to utilize them to gain personal interests and shall be held liable.

G – The intellectual property rights related to the Society’s information, designs, technology and work mechanism are considered private property of the Society. The Society’s employees are not entitled to utilize any of these rights in any framework other than the Society and shall have no right in disclosing them to any other third party. If the work of the employee requires exerting more efforts in development and innovation then such development or innovation rights that the employee accomplishes during working hours or during the validity of his contract shall be considered fully as the Society’s rights including personal intellectual rights and financial utilization and the Society shall be entitled to exercise its right in generating finances from these rights as it deems appropriate.

H – The employee must abide by attendance and leave hours determined by the Administration for the staff to be available in the work places required from them during the official working hours and according to the best interests of work.

I – The Chairman is entitled to issue any instructions he deems appropriate concerning working hours and their adjustments provided that this does not contradict Jordanian labor law.

J – The guests of the employees shall not be allowed entry into the Society unless the Director has approved them.

K – Monthly loans and sponsoring other employees at commercial banks shall be prohibited for any purpose whatsoever and the employee can request a monthly withdrawal covering the period of work following obtaining approval from the Chairman.

Article 15: Termination of Employee


The Society may dismiss the employee without a notification in any of the following cases:

A. If the employee has assumed the identity of others or provided forged certificates or documents for the purpose of gaining benefit or harming others.

B. If the employee has not met the obligations that have been arisen from the work contract.

C. If the employee has committed a mistake that resulted in a serious financial loss for the employer provided that the employer shall notify the competent authority/ authorities of the accident during five days from the date in which the employer comes to know about it.

D. If the employee has violated the bylaw of the Society including the conditions of the occupational and employees safety in spite of notifying him/her twice in writing.

E. If the employee was absent with no justified reason for more than intermittent twenty days during one year or more than successive ten days provided that the dismissal shall be preceded by a written notification that shall be sent in the registered mail to the employee address and published in one of the local daily newspapers once.

F. If the employee has disclosed the secrets related to work.

G. If the employee was convicted in accordance with a judicial verdict that has gained the final degree in a delict or felony violating honor and morals.

H. If he was found in drunkenness condition, affected by narcotics, or committed an act violating public morals in the place of work.

I. If the employee has assaulted the employer, in charge director, any employee, or any other person during work or because of work by beating or degradation.

Article 16: Disciplinary Measures

A – Penalties against heads of departments shall fall within the authority of the Chairman while penalties for the remaining staff shall fall within the authority of the Chairman based on a recommendation from the direct manager and according to the provisions of this Bylaw.

B – Any employee who has committed any violation or negligence during the performance of his duties in the Society in a manner that affects work or affects the interests of the Society shall be subjected to the Penalties list approved by the Minister of Labor and attached to this Bylaw.

Article 17: Suspension from Work

A – The Chairman has the right to suspend any employee for investigation or for referring him to investigation.

B – The Chairman has the right to assign anyone he deems appropriate from outside the Society or from inside to conduct the investigation and recommend the results to take the appropriate measures.

C – If no charges worthy of any disciplinary measures were confirmed against the suspended employee then the suspension period shall be considered as a paid leave and shall not be calculated from the employee’s annual leave.

Article 18: End of Service

A – The employee who wishes to resign should submit a written notification to the Society one month prior to effective resignation date. If the employee quits before the end of the notice period, then he is obliged to compensate the Society with an amount that is equal to the days not covered by the notice and the resigning employee shall not be entitled to take a leave during the one-month notice period unless he obtains approval from the Chairman.

B – The employee who was in charge of any of the Society’s vehicles must bring a recent document from the Traffic Department indicating that there are no tickets registered against the vehicle.

C – The provisions of these By-laws do not affect any right or privilege granted under the labor law in force or any other regulation.

Article 19: List of Penalties

The provisions of this list shall be applicable on any employee that violates the By-laws that govern work or anyone who violates the duties and responsibilities of his job and such penalties will be applied according to the sequence of penalties and with due observance to the following general provisions:

A – This list shall be considered as an integral part of the By-laws regulating work at the Society.

B – It should be taken into consideration that the penalty of suspending the employee should not exceed three days in the month, and the fine should not exceed the wage of three days monthly.

C – The employee should be given the opportunity to hear his testimonies to defend himself before imposing the penalty against him, and this should be documented in writing.

D – The employee has the right to object against the penalty imposed against him to the labor inspector during one week from the date of being notified of it.

E – All violations shall be obliterated subsequent to the lapse of 12 months from the commitment thereof.

E – The employee who has received two valid warnings shall be dismissed from work if he commits, during the valid period of the two warnings, any of the violations detailed in the List of Penalties.

F – The fines imposed by virtue of this article shall be recorded in a special register in which the name of the employee, his wage, and the reasons of imposing the fine against him shall be registered, the fines shall be assigned to providing social services to the employees of the establishment according to the decision of the Board.

G – The employee shall not be entitled to a wage that covers absence or delay periods without any excuse in addition to the penalty that he will receive according to this List.

H – In addition to the penalties stipulated in this List, the Administration has the right to the following:

            1 – To deduct from the employee’s wage the value of the lost or damaged things or the cost of their fixing provided that the amount of deduction for this purpose shall not exceed the wage of five days in the month, If it was proven that the employee has caused the loss or the damage or due to violating the instructions of the Administration.

2 – The Society has the right to resort to the competent regular courts to claim the compensation of the damages caused by the employee.

List of Penalties approved by the Society

Type of violation Penalty against 1st violation Penalty against 2nd violation Penalty against 3rd violation Penalty against 4th  violation Remarks
Arriving late:

Irregular attendance & leave hours

Deducting 50% of each hour of delay or part of it Deducting 100% of each hour of delay or part of it Deducting 150% of each hour of delay or part of it Written warning In addition to entire deduction of delay period including grace period


Absence: * The repetition of the same violation more than 4 times within 3 months might lead to termination without prejudice to the provisions of disciplinary measures






* During the implementation,   fractions of an hour shall be considered as full hour.

A – Absence for one day Deducting 10% of daily wage Deducting 25% of daily wage Deducting half of daily wage Deducting full daily wage Deducting the period of absence from salary
B – Absence for 2 consecutive days Deducting 25% of daily wage Deducting half of daily wage Deducting full daily wage Deducting full day & half wage Deducting the period of absence from salary
C – Absence for 3 to 7 consecutive days Deducting half of daily wage Deducting full daily wage Deducting full day & half wage Deducting 2-day wage Deducting the period of absence from the salary
Hindering work: Pretending sickness during work & not obeying orders Deducting 25% of daily wage Deducting half of daily wage Deducting full daily wage Final written warning  
Signing attendance & leaves on behalf of others or forging signature Deducting full daily wage Deducting 2-day wage Deducting 3-day wage Final written warning
Fighting during work or threatening another employee Deducting full daily wage Deducting 2-day wage Final written warning Termination without notice
Misuse of the Society’s equipment, resources & assets Deducting full daily wage Deducting 2-day wage Final written warning Termination without notice
Debating political or religious issues inside the Society Deducting full daily wage Deducting 2-day wage Final written warning Termination without notice
Consuming alcohol or drugs during work Final written warning Termination of service without notice
Embezzlement of the Society’s funds or possession or participating in this by incitement or providing assistance Termination of service without notice
Committing an act contrary to ethics and honesty at workplace Termination of service without notice
Disclosing secrets related to work at the Society Termination of service without notice
Absence for more than 10 days without excuse Termination of service without notice
Obtaining the job through fraud or forging Termination of service without notice
Committing a mistake, act or negligence that causes considerable damage to the Society Termination of service without notice
Convicted in a delict or felony violating honor and ethics/morals Termination of service without notice
Failure to commit to any of the employee’s obligations according to the contract and labor law Termination of service without notice
Physically attacking any supervisors, colleagues or managers during work Termination of service without notice
Disobeying the instructions of managers or rejecting the implementation of legitimate orders and instructions related to work Termination of service without notice