قانون العمل / التوظيف في الإماراتLaw No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel of the Emirate of Dubai

Article (2) The following words and expressions, wherever mentioned in this Law, will have the meaning indicated opposite each of them unless the context implies otherwise: UAE: The United Arab Emirates. Emirate: The Emirate of Dubai. Ruler: His Highness the Ruler of Dubai. Government: The Government of Dubai. Chief: The Chief of Police and General Security. Department: Any paramilitary or disciplined civilian entity to which the provisions of this Law apply. Director General: The commander-in-chief or director general of a Department, or a person in a similar position. Pensions Division: The Division for Pensions and Social Insurance of Local Paramilitary Personnel of the Government of Dubai established pursuant to the above-mentioned Executive Council Resolution No. (25) of 2006.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 3 of 78 Human Resources Directorate: The Organisational Unit responsible for the affairs of the Staff Members of a Department. Organisational Unit: A directorate, security station, division, or section of a Department; or a similar unit. Staff Member: A male or female person who occupies a budgeted post in a Department and who holds a paramilitary rank. High-ranking Officer: A Staff Member whose paramilitary rank is not lower than Lieutenant Colonel. Officer: A Staff Member whose paramilitary rank is not lower than Lieutenant and not higher than Major. Non-commissioned Officer: A Staff Member whose paramilitary rank is not lower than First Constable and not higher than First Warrant Officer. Entry-level Member: A Staff Member whose paramilitary rank is Constable. Paramilitary Trainee: Any person who is appointed to a Department and is enrolled in a foundation course at one of the accredited paramilitary or police schools, colleges, or institutes within or outside of the UAE to qualify, after graduation, for a budgeted post in a Department, in accordance with the provisions of this Law. Cadet: A student who is enrolled in an accredited police or academic university, college, or institute, or any other educational institution within or outside of the UAE, to obtain a university or equivalent degree. This includes Scholars who study to qualify as pilots or fire-fighters. Staff Member’s Family: The spouse and children of a Staff Member. Scholar: A Staff Member who is granted study leave to obtain an academic qualification higher than the General Secondary School Certificate, whether his study is self-funded, or funded by a Department or any other entity. Martyr: A Staff Member who dies while engaging in armed combat with criminals, wanted persons, smugglers, or infiltrators.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 4 of 78 A person will be deemed a Martyr if he dies: 1. while on a mission to maintain security and safety; 2. while performing fire-fighting or rescue operations; 3. while engaging in live ammunition training or exercises, or fire-fighting or rescue drills; 4. in an aviation accident or a ship, boat, or other vehicle accident resulting from security training or exercises; 5. in an air landing or diving accident; or 6. in a mines or explosives accident. UAE National: Any person holding the UAE nationality. Total Salary: The monthly salary of a Staff Member, which consists of a Basic Salary and a general allowance. Basic Salary: A portion of the monthly salary equal to fifty percent (50%) of the Total Salary. Aggregate Salary: The Total Salary plus all other allowances to which the Staff Member is entitled pursuant to this Law and the resolutions issued in this respect. Year: A year measured based on the Gregorian calendar. Disciplinary Board: The board formed within a Department to take disciplinary action against Staff Members who violate the provisions of this Law or the relevant legislation in force. Grievances and Complaints Committee: The committee formed at a Department to determine the grievances and complaints filed by Staff Members. Medical Committee: The committee formed pursuant to a resolution of Dubai Paramilitary Human Resources Committee. Demotion of Rank: Reducing the paramilitary rank to Constable.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 5 of 78 Scope of Application of the Law

Article (4) a. The Human Resources Directorate of a Department must apply and implement the human resources policies and provisions stipulated in this Law. b. All Organisational Units of a Department must consult with the Human Resources Directorate regarding the technical issues related to human resources. c. All Organisational Units of a Department are responsible for thoroughly understanding the human resources policies and for ensuring the fair, consistent, non-discriminatory, and non-biased application of these policies to Staff Members in order to create a motivating and performance-driven culture. They must also consult with the Human Resources Directorate in case of any uncertainty regarding the application of this Law. Section Two Code of Professional Conduct Work Relations

Article (5) Departments must maintain a healthy and safe work environment in which both institutional and individual objectives can be achieved. Departments must strive to maintain a work environment that: 1. recognises the individual differences and cultural diversity of Staff Members; 2. provides equal development opportunities based on performance outcomes;

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 6 of 78 3. motivates Staff Members to contribute suggestions related to the development of objectives and improvement of services; 4. is safe, fair, and equitable; and satisfies the basic needs of Staff Members; 5. is free from harassment, discrimination, and favouritism; and 6. motivates Staff Members to provide and adopt creative and innovative ideas. Personal Responsibility

Article (6) A Staff Member must comply with the standards of professional ethical conduct in accordance with the nature of his job. In particular, the Staff Member must: 1. comply with all the legislation in force in the Emirate, including the laws, bylaws, resolutions, and instructions related to the performance of official duties; 2. act in a manner that enhances and protects the reputation of the UAE in general; 3. dedicate his time and effort to performing his duties as stipulated by this Law; 4. perform any duty or job assigned to him with accuracy and integrity, and assume responsibility for the orders he gives; 5. abide by ethical standards, with a view to meeting legal and procedural requirements; 6. treat his colleagues with courtesy, respect their rights and duties, and cooperate with them in performing the duties required to ensure the proper flow of work; 7. deliver outstanding quality services to internal and external stakeholders and maintain a professional, friendly, and helpful attitude in dealing with the public; 8. avoid any waste, or extravagant use, of public resources; 9. not misuse, or seek to misuse, any information acquired in the course of performing his official duties; 10. pay due respect to those with higher ranks in accordance with the rules and principles of paramilitary order and discipline;

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 7 of 78 11. uphold his reputation and the reputation of his Department and post, and avoid raising any suspicions; and 12. not exploit his post or the relationships which he has established in the course of performing his duties to inappropriately influence or interfere with any anticipated actions of competent investigation entities within or outside the Department. Relationships among Staff Members

Article (9) a. During his service period and thereafter, a Staff Member must not disclose any written or verbal information which is confidential by nature or pursuant to any relevant instructions, whether it relates to the Staff Member's Department or to any other person or entity, unless he obtains a prior written permission from the concerned Department or is requested by a judicial authority to disclose this information.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 8 of 78 b. The information referred to in paragraph (a) of this article includes any messages, maps, reports, drawings, presentations, specifications, models, licences, agreements, or other documents, regardless of their nature. c. Upon termination of his service with a Department, a Staff Member must immediately return all military property in his custody and any documents, papers, files, materials, tapes, discs, programmes, or other property that belongs to his Department or any other entity whether or not it contains confidential information. d. For the purposes of this Article, all Staff Members must sign a Confidentiality and Non- disclosure Undertaking. Relationship with the Public

Article (10) A Department must serve the public in a professional manner that ensures satisfying the needs of its clients by establishing distinguished relations with them. To achieve this objective, Staff Members must: 1. exert their utmost efforts to best serve the public in accordance with the standards and procedures prescribed by the Government; 2. remain impartial in their dealings with the public, and not engage in any promotional activity related to any client; 3. wear any uniform prescribed by their respective Departments and carry identification cards where required; and 4. reject any attempt by a stakeholder or supplier to offer inducements or other personal benefits in exchange for favours or special treatment; and, in any case, report any such attempt to the competent authorities in their Departments. Gifts and Bribes

Article (11) a. Subject to the legislation in force which criminalises accepting, receiving, giving, requesting, or offering bribes, all Staff Members of Departments must avoid all types of bribery or corruption.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 9 of 78 b. For the purposes of this Law, bribery includes the acceptance of any sum of money, any service, or anything of either material or moral value in return for providing a specific service that may disturb the ordinary course of business; taking illegal or improper action; or performing or expediting any work that a Staff Member is required to perform as part of his duties. c. A Department must investigate all suspected or reported cases of bribery or corruption. If an investigation confirms, or if there is strong evidence, that a Staff Member has paid, accepted, received, requested, given, or offered a bribe, he will be referred to the competent judicial authorities and subjected to the appropriate disciplinary actions. d. It is strictly forbidden for a Staff Member to accept any gift of material value unless that gift is for promotional purposes, is of nominal value, and bears the logo and name of the entity presenting it. e. A Department will designate the entity that may accept gifts on its behalf. These gifts will be distributed at the Department’s discretion. f. Gifts can only be given or distributed in the name of the Department and by the party designated by the Department. Political Activism

Article (13) While performing his duties, a Staff Member must avoid any conflict of interest between his personal interests and the Government interests and operations, and must avoid any act in respect of which allegations of conflict of interest can be made. In particular, the Staff Member must not: 1. participate in any act, disposition, or decision making process that influences, directly or indirectly, the success of a contractor, supplier, or project in which he, his spouse, or any of his relatives up to the fourth degree, has an interest;

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 10 of 78 2. participate in any act, disposition, or decision making process that may be of benefit to him, his spouse, or any of his relatives up to the fourth degree; 3. participate in any act, disposition, or decision making process which influences, directly or indirectly, the success of a contractor, supplier, or project in which the Staff Member, his spouse, or any of his relatives up to the fourth degree, is a partner in any way; and which may lead to the Staff Member acquiring a percentage, share, or direct or indirect benefit; 4. misuse his post, or disclose any information acquired in the course of his service with the Department, to achieve specific goals or to obtain favours or special treatment; or 5. solicit or accept favouritism in any matter related to his post, or seek favouritism for any other person in such a matter. Working for Third Parties and Conducting Business Activities

Article (14) a. UAE National and non-UAE national Staff Members are prohibited from working for a third party, whether on a paid or unpaid basis, without the prior written approval of their Departments. b. Non-UAE national Staff Members will be prohibited from owning any establishment or shares in any company, except for public joint stock companies, without the prior written consent of their Departments. c. UAE National Staff Members may own any establishment or shares in any company, and may manage such company or establishment subject to the following conditions: 1. Work must be performed outside the Staff Member's official working hours. 2. The Staff Member’s private work must not adversely affect the performance of his employment duties or the interests of his Department. 3. The private work must not be related in any manner to the Staff Member's official post and must not affect or be affected by it. Communications Principles

Article (18) a. A Department must designate a Staff Member to give any press statements related to its activities, mode of operation, and strategy. b. A Staff Member must refrain from making any public statements or comments, whether to the media or otherwise, on any matter relating to the Department policies and programmes if these comments or statements can be considered inappropriate or be detrimental to the work of the Department. In particular, the Staff Member must avoid the following, without limitation: 1. making any negative comments about the Department policies and programmes which are developed or implemented with participation of the Staff Member;

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 12 of 78 2. stating or declaring in an official capacity negative opinions or conclusions about Department policies; and 3. making negative comments or statements about the senior management of the Department, and the Department’s mode and methods of operation. c. A Department must encourage and provide internal forums through which Staff Members can participate in their official capacity in giving feedback on the processes and action plans of the Department. Section Three Work Environment Official Working Days and Hours

Article (19) a. The official working days and hours will be Sunday to Thursday from 7:30 to 14:30. Fridays and Saturdays will be weekly rest days. This does not apply to working hours during crises, emergencies, and special occasions. b. Where required, the Director General may make variations to working days and hours of all or certain posts at the Department. c. During the holy month of Ramadan, official working hours will be from 09:00 am to 14:00 pm. A Department must make its own work shift schedules to suit its work requirements during this month. d. Based on its work needs and requirements, a Department may adopt a work shift system. e. Where required, an immediate supervisor may assign overtime to his subordinates. In any event, a Department must announce to the public, through appropriate channels, the official working hours and weekly rest days for each of its Organisational Units. Public Holidays

Article (21) a. A Staff Member must abide by the approved official working hours to avoid disrupting the proper provision of services or placing extra workload on fellow Staff Members as a result of being absent or late. b. A Staff Member must abide by the working hours mandated by extraordinary circumstances, special occasions or events, crises, and emergencies. c. Where a Staff Member is unable to report to work on time, or if he reports to work but fails to duly perform his duties, he must notify his immediate supervisor of the same. d. A Department must take disciplinary action against any Staff Member who repeatedly fails to report to work, or reports late to work, without a reason acceptable to his immediate supervisor. The Department must issue an applicable attendance bylaw that meets its needs in this respect. Maintaining Appropriate General Appearance

Article (23) a. Subject to the provisions of Article (12) of this Law, a Staff Member is prohibited from joining, becoming a member of, or subscribing to professional syndicates, societies, or associations, or similar entities, without the prior written consent of the Department.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 14 of 78 b. The Department will be liable to pay any fees or subscriptions for the membership of the Staff Member in any professional syndicate, society, association, or similar entity; and for obtaining his professional licence, within or outside the UAE, if that membership or licence is a condition or requirement for performing the Staff Member’s employment duties, or is related to his work. Use of Vehicles and Machines

Article (24) a. A Department must not allow any of its Staff Members to drive a vehicle or machine owned by it unless he holds the relevant driving licence in accordance with the procedures and standards applicable in this respect. b. A Staff Member will be responsible for obtaining and renewing the vehicle or machine driving licence and paying all resulting costs, unless his Department decides otherwise. c. When using Department-owned vehicles or machines, a Staff Member must exercise caution and care and follow all approved operating and safety guidelines and standards. The Staff Member must notify his immediate supervisor or the concerned entity of any breakdown or failure of vehicles or machines. d. The Department may take disciplinary action against a Staff Member if it is established that he has used any vehicle or machine in an improper, unsafe, negligent, or destructive manner. e. A Department must issue the instructions and requirements for use of the vehicles and machines it owns, and a Staff Member must comply with these instructions and requirements and sign a written undertaking to this effect before using these vehicles or machines. f. Subject to liability, a Staff Member must not allow any person who is not authorised by the Department to use or drive the vehicles and machines owned by the Department. Government Property

Article (25) a. A Staff Member will be responsible for the safe keeping of all the Department property, materials, or equipment provided to him or placed under his custody or control; and must

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 15 of 78 not use them for personal reasons unless he is authorised in advance by the concerned entity at his Department. b. Security and safety equipment and materials, military property under custody, and all similar items are the property of the Government; and may be used by a Staff Member only within the scope of performing his duties. c. Upon the termination of his employment, a Staff Member must return all Government property delivered to him or in his possession, and obtain a clearance certificate, before the release of his financial entitlements. d. Should a Staff Member cause damage to the Department property either deliberately or due to negligence or omission, he will be subject to the relevant disciplinary action and criminal and civil liability. e. A Department may deduct from a Staff Member’s financial entitlements the cost of any materials, equipment, or property damaged or lost by him, or not returned by him to the Department upon its request. The Department may also take any action it deems appropriate to recover or protect these materials, equipment, or property. Section Four Human Resources Planning

Article (26) a. A Department will prepare an organisational structure which is aligned with its functions and needs. This organisational structure, or any amendment thereto, must be approved by the Chief. b. A Department will have an annual human resources budget based on its approved organisational structure. This budget must include: 1. the number of Staff Members required for each paramilitary post and rank; 2. the expected date of appointment for each paramilitary post and rank; and 3. the actual number of Staff Members in each paramilitary post and rank. c. The human resources budget of a Department will be part of its annual budget, which is approved by the Ruler or His authorised representative.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 16 of 78 d. A Director General or his authorised representative may make any amendments to the annual human resources budget referred to in paragraph (b) of this Article by adding, cancelling, or reallocating financial appropriations between posts, provided that these amendments are within the approved annual budget of the Department. Job Designing

Article (30) a. When submitting the particulars of their human resources needs, concerned Organisational Units must clearly indicate the required posts and the paramilitary ranks, skills, experience, and academic qualifications required to fill these posts. b. A Human Resources Directorate must consider, identify, and approve human resources needs. This identification must be based on the actual need of the Department for posts, paramilitary ranks, and specialisations; and on the approved annual human resources budget.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 17 of 78 Determination of Paramilitary Rank upon Appointment

Article (31) a. The paramilitary rank to which a Staff Member is entitled upon his appointment will be determined based on his academic qualifications and professional experience in accordance with the following table: Paramilitary Rank Academic Qualification Work Experience Captain Doctorate - First Lieutenant Master’s Degree - Lieutenant Bachelor’s Degree - First Warrant Officer Diploma At least four (4) Years of experience in the field of specialisation Warrant Officer Diploma - First Sergeant General Secondary School Certificate At least eight (8) Years of experience in the field of specialisation Sergeant General Secondary School Certificate At least four (4) Years of experience in the field of specialisation First Corporal General Secondary School Certificate - Corporal Second Year of Secondary School - First Constable First Year of Secondary School - Constable Third Year of Preparatory School or Below -

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 18 of 78 b. The Director General may appoint Officers, Non-commissioned Officers, and Entry-level Members based on their experience without the need to comply with the academic qualification requirements referred to in paragraph (a) of this Article. Appointment to Higher Command Posts

Article (34) To be appointed as an Officer in a Department, a person must: 1. be a UAE National; 2. be at least eighteen (18) Years of age; 3. hold at least a university degree or an equivalent degree from a police college or institute, or from any university or institute recognised by the competent entities in the UAE;

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 19 of 78 4. be of good character and repute and not have been sentenced to a custodial penalty for a felony, or sentenced to a penalty for a crime affecting honour or integrity; 5. meet all the medical fitness requirements prescribed by the medical entities accredited by the Department; 6. pass all prescribed tests; 7. be at least one hundred and sixty five centimetres (165 cm) tall; 8. not have been demoted, dismissed, or removed from service with any security, police, or civil entity; 9. not be a member of any political organisation or banned association; and 10. meet any other employment requirements prescribed by the Director General for exceptional cases and circumstances. Appointment of Non-UAE Officers

Article (37)

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 20 of 78 To be appointed as a Non-commissioned Officer or an Entry-level Member in a Department, a person must: 1. be a UAE National; 2. be at least eighteen (18) Years of age; 3. be of good character and repute and not have been sentenced to a custodial penalty for a felony, or sentenced to a penalty for a another offence affecting honour or integrity; 4. meet all the medical fitness requirements prescribed by the medical entities accredited by the Department; 5. pass all prescribed tests; 6. be at least one hundred and sixty five (165) centimetres tall; 7. not have been demoted, dismissed, or removed from service with any security, police, or civilian entity; 8. not be a member of any political organisation or banned association; 9. have the academic qualifications and work experience stipulated in paragraph (a) of Article (31) of this Law; and 10. meet any other employment requirements prescribed by the Director General for exceptional cases and circumstances. Appointment of Non-UAE Nationals as Non-commissioned Officers and Entry-level Members

Article (39) a. Upon joining the service of a Department, a Staff Member in the category of Officers, Non- commissioned Officers, or Entry-level Members will be subject to a probation period of at least six (6) months. If the Staff Member’s performance reports presented at the end of the probation period state that he has obtained a "Partially Meets Expectations" rating or less, he

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 21 of 78 will be notified in writing of that result and will be transferred to another Organisational Unit, in which case the probation period will be extended to another six (6) months. b. If the Staff Member’s performance reports presented at the end of the second probation period referred to in paragraph (a) of this Article state that he has obtained the same or lower than his rating for the first probation period, the competent entity in charge of his appointment will be notified to terminate his employment or take any other action as it deems appropriate. c. If the Staff Member’s performance reports issued at the end of the probation period referred to in paragraph (a) of this Article state that he has obtained a 'Meets Expectations' rating or higher, the appointment of the Staff Member will be confirmed and his service in the Department will be calculated as of the date of joining. d. Where it is found during the probation period or the foundation course that a Staff Member has a disease that precludes his appointment in the Department, his service will be terminated, provided that it is established that he has withheld information about his disease at the time of medical examination and the Medical Committee confirms that he is unfit for service. In this case, the salaries disbursed to the Staff Member will not be recovered. Seniority of Paramilitary Ranks

Article (40) A Staff Member's seniority in the paramilitary rank will be determined based on the date of his appointment or promotion as follows: 1. If appointed for the first time, the seniority amongst appointees will be determined based on the graduation rankings. In the event of equal rankings, seniority will be determined based on higher grades in police subjects and then based on seniority in age. 2. Seniority amongst Staff Members within the same rank will be determined based on the dates of their promotion to this rank. In the event of same promotion dates, seniority will be determined based on the date of promotion to the previous rank, and then to the preceding ranks. In cases of same rank standing, seniority will be determined based on the date of graduation or appointment. Taking the Oath

Article (41)

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 22 of 78 a. Each Officer, Non-commissioned Officer, and Entry-level Member will, upon his appointment and prior to commencing work or joining the foundation course, take the oath prescribed by the Department before the director of the Human Resources Directorate or his authorised representative, provided that the rank of this representative is not lower than the rank of the appointed Officer. Oath-taking will be documented in an official record, and a copy of this record will be maintained in the Staff Member’s file. b. The provisions of paragraph (a) of this Article apply to Cadets prior to their enrolment in for study. Obligation to Remain in Service

Article (44) a. The Director General or his authorised representative may exempt a Staff Member who has attended a previous training course from enrolment in the prescribed foundation course, and may require the Staff Member to enrol in any other suitable course. b. Without prejudice to the relevant applicable legislation, a Paramilitary Trainee will be exempt from completing the prescribed foundation course if he sustains an injury that results in total or partial disability during or on account of his service. In this event, the Paramilitary Trainee will be granted the rank that he is eligible for under this Law with effect from the date of the injury, provided that he states his wish to remain in service and that this wish is approved by the Department.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 23 of 78 c. A Director General or his authorised representative may postpone the date of enrolment in a foundation course by a Paramilitary Trainee. First-time Appointment and Reappointment

Article (45) a. Once a Staff Member's appointment decision is issued, he will be subject to the relevant legislation applicable to his Department. b. A Staff Member appointed for the first time in a Department will be granted the Total Salary allocated for the paramilitary rank he holds. c. Without prejudice to the relevant legislation in force, a Staff Member reappointed in a Department after the end of his service therein will be treated as a newly appointed Staff Member. At any event, the reappointed Staff Member must meet the appointment requirements stipulated in this Law. d. A Department may appoint UAE-national Officers, Non-commissioned Officers, and Entry- level Members with special needs or with minor congenital disabilities who hold academic qualifications and have outstanding skills and experience to posts that suit their health conditions. In that case, they must be enrolled in suitable qualifying courses. e. A Department appointing Staff Members in the category referred to in paragraph (d) of this Article must provide them with all the means required for performing their job duties, and ensure that their work environment suits their special needs. f. Staff Members in the category referred to in paragraph (d) of this Article will be appointed pursuant to a resolution of the Director General in accordance with the rules and conditions prescribed by the Dubai Paramilitary Human Resources Committee. g. The Staff Members appointed in accordance with the provisions of paragraph (d) of this Article may not apply for disability retirement. Conditions for Appointment of Cadets

Article (50) To be eligible for promotion to a higher paramilitary rank, a High-ranking Officer or an Officer must serve for the following minimum period in the current rank he holds: 1. Promotion from lieutenant general to general Unspecified period 2. Promotion from major general to lieutenant general Unspecified period 3. Promotion from brigadier to major general Unspecified period 4. Promotion from colonel to brigadier Unspecified period 5. Promotion from lieutenant colonel to colonel Unspecified period

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 25 of 78 6. Promotion from major to lieutenant colonel Five Years 7. Promotion from captain to major Four Years 8. Promotion from first lieutenant to captain Four Years 9. Promotion from lieutenant to first lieutenant Four Years Timeframes for Promotion of Non-commissioned Officers and Entry-level Members

Article (51) To be eligible for promotion to a higher paramilitary rank, a Non-commissioned Officer or an Entry-level Member must serve for the following minimum period in the current rank he holds: 1. Promotion from first warrant officer to lieutenant Five Years 2. Promotion from warrant officer to first warrant officer Four Years 3. Promotion from first sergeant to warrant officer Four Years 4. Promotion from sergeant to first sergeant Four Years 5. Promotion from first corporal to sergeant Four Years 6. Promotion from corporal to first corporal Four Years 7. Promotion from first constable to corporal Three Years 8. Promotion from constable to first constable Three Years Competent Promotion Authority

Article (53) a. Promotion will be granted based on the following grounds and in the following cases: 1. completion of the periods prescribed for promotion in Articles (50) and (51) of this Law; 2. promotion by selection based on competency, subject to lapse of half the period prescribed for promotion; 3. seniority in the paramilitary rank; and 4. receiving an annual competency rating not lower than “Meets Expectations”. b. The Director General or his authorised representative may establish grounds and cases for promotion other than those stipulated in paragraph (a) of this Article in accordance with work needs and conditions and in light of the special considerations related to each paramilitary rank. Evaluation of Competency

Article (55) a. In exceptional cases, the minimum period prescribed for promotion, as referred to in Articles (50) and (51) of this Law, may be reduced pursuant to a resolution of the Director General. b. Pursuant to a resolution of the Director General, a Staff Member may be exceptionally promoted up to two (2) ranks higher than his current rank, provided that he performs notable work or outstanding services worthy of appreciation. In any event, the rank to which a Staff Member is exceptionally promoted must not be higher than major.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 27 of 78 Special Promotion

Article (56) a. A Staff Member will be promoted to the next higher paramilitary rank, even if he does not meet the promotion requirements stipulated in this Law, if he dies as a martyr; is formally deemed a martyr; or dies or sustains total disability during or on account of his service. In that case, promotion will take effect as of the day preceding the date of martyrdom, death, or total disability. b. A Staff Member will be promoted to the next higher paramilitary rank as of the day preceding the date of his death in service if he has completed the minimum period prescribed for promotion under this Law, even if he does not meet the promotion requirements stipulated in this Law. c. A Staff Member to be retired will be promoted to the next higher paramilitary rank if he completes half the prescribed service period in his current rank prior to retirement. d. A Cadet will be promoted to the rank of lieutenant if he dies as a martyr; is formally deemed a martyr; or dies or sustains a total disability during or on account of his study. The actual service period of the Cadet will be calculated as of the date on which he is enrolled to study. e. A Paramilitary Trainee will be promoted to the next higher paramilitary rank if any of the cases referred to in paragraph (a) of this Article applies to him. f. For the purposes of this Article, a Staff Member will receive the financial entitlements of the paramilitary rank to which he is promoted or the financial entitlements of his paramilitary rank before promotion, whichever is higher. g. Notwithstanding the provisions of this Article, a Staff Member, Cadet, or Paramilitary Trainee may not be promoted if his death or injury is caused by: 1. the Staff Member, Cadet, or Paramilitary Trainee deliberately harming himself or taking his own life; or 2. the Staff Member, Cadet, or Paramilitary Trainee committing an indecent and premeditated act. This includes injury or death under the influence of intoxicants, drugs, or psychotropic substances consumed without a lawful excuse.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 28 of 78 Promotion Due to Receiving Academic Qualifications

Article (60) a. A Department must seek to achieve the optimal productivity at the lowest feasible cost. Accordingly, the increments, bonuses, and employment benefits stipulated in this Law and the resolutions issued in this respect should be granted to Staff Members in a manner that ensures achieving high efficiency and outstanding performance.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 29 of 78 b. The amounts of increments, allowances, and employment benefits stipulated in this Law and the resolutions issued in this respect may be amended and new increments, allowances, and benefits may be introduced under a resolution issued in this respect by the Ruler upon the recommendations of the Dubai Paramilitary Human Resources Committee. Paramilitary Ranks

Article (61) a. A Department will have a unified table of the paramilitary ranks and salaries of its Staff Members. b. Posts in a Department will be divided into three (3) classification categories, each comprising a range of paramilitary ranks as follows: Category Paramilitary Rank Classification Category 1 General High-ranking Officers Lieutenant General Major General Brigadier Colonel Lieutenant Colonel Category 2 Major Officers Captain First Lieutenant Lieutenant Category 3 First Warrant Officer Non-commissioned Officers and Entry-level Members Warrant Officer

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 30 of 78 First Sergeant Sergeant First Corporal Corporal First Constable Constable Retirement

Article (63) A Non-UAE national Staff Member recruited from outside of the UAE will be entitled to: 1. a joining air ticket to the Emirate, for the Staff Member and his eligible family members, from the nearest international airport to his place of residence in the country of which he holds citizenship at the time of contracting. The ticket will be on the travel class specified in his employment contract. The Director General or his authorised representative may, upon a request from the Staff Member, approve that the joining ticket be for a flight from a destination other than the country of which he holds citizenship; and 2. a repatriation air ticket, for the Staff Member and his eligible family members, from the Emirate to the nearest international airport to his place of residence in the country of which he holds citizenship at the time of contracting. The Staff Member will be entitled to the ticket, which will be on the travel class specified in his employment contract, upon the end of his service for any reason whatsoever.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 31 of 78 Personal Belongings Shipping Allowance

Article (68) The Government will apply in Departments a performance management system based on the performance of Staff Members and their Organisational Units, with a view to promoting individual achievements and teamwork spirit. This system particularly aims to: 1. ensure that individual targets are aligned with the Department targets; 2. ensure continuous improvement of the individual performance of Staff Members by regularly evaluating their contributions and development against the established targets; 3. provide a basis for rewarding achievements and the accomplishment of results; 4. stimulate continuous learning to develop human resources; 5. develop effective task-based training that is targeted towards the fulfilment of job requirements; and 6. ensure that performance assessment is conducted in a fair and impartial manner. Performance Measurement

Article (69) a. The individual performance of a Staff Member will be measured against specific standards and defined objectives as part of the performance management system for the local paramilitary personnel working in the Emirate (the "Performance Management System"). b. The performance of Staff Members will be measured in accordance with the Performance Management System, and will be rated against the following scale: 1. Substantially Exceeds Expectations 5 2. Exceeds Expectations 4 3. Meets Expectations 3 4. Partially Meets Expectations (Relatively Acceptable Performance) 2

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 33 of 78 5. Substantially Below Expectations and Unsatisfactory Performance 1 c. Appraisal of the performance a Staff Member will be conducted annually. The Staff Member must be involved in the review of his performance through setting and agreeing upon performance targets at the beginning of the appraisal period, discussing the results of the appraisal with the immediate supervisor, and signing jointly with the immediate supervisor all the performance review forms. d. Performance ratings affect the promotion opportunities of a Staff Member and disbursement of the periodic salary increments and annual bonuses announced by the Department, as well as any other performance bonuses. e. A Human Resources Directorate will be responsible for implementing and monitoring the performance management system. f. A Staff Member who obtains a 'Meets Expectations' rating or higher will be granted the performance bonuses stipulated in this Law and the bylaws and resolutions issued in pursuance hereof. g. If a Staff Member obtains a 'Partially Meets Expectations' rating, he may be transferred to another job, and the Human Resources Directorate will notify him in writing of the weakness points in his performance and properly guide him to improve his performance. If a Staff Member obtains the same or a lower rating in the next Year, his case will be reported to the Director General or his authorised representative to take the appropriate action in this respect. h. If a Staff Member obtains a 'Substantially Below Expectations and Unsatisfactory Performance' rating, he will be served a written notice requiring him to improve his performance, and informing him that his seniority will be reduced by one (1) Year in case he obtains the same rating again. i. For the purposes of appraising the performance of a Staff Member who is on a scholarship, study leave, a training course, or an official assignment, the Staff Member will submit a report on his attendance and progress in his study, mission, or course. This report will be issued by the Staff Member’s immediate supervisor, or by the cultural attaché or liaison officer at the embassy of the country where the Staff Member is present. j. The last annual performance report of a Staff Member will be adopted in case he is on sick leave, or on escort leave accompanying any of his relatives for more than six (6) months,.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 34 of 78 Periodic Salary Increment

Article (73) a. A Department may pay an annual bonus to a Staff Member with high performance, as measured through the Government performance indicators measurement system, taking into account the performance of the Department or the relevant Organisational Unit as well as the Staff Member's performance, as stated in his annual performance appraisal report. b. The conditions and requirements for granting this bonus will be prescribed in the Government Performance Management System adopted by Dubai Paramilitary Human Resources Committee for this purpose.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 35 of 78 Section Eight Training and Development

Article (76) A Human Resources Directorate will be responsible for analysing the training needs of Staff Members in coordination with their relevant Organisational Units, with a view to: 1. identifying the abilities and competencies of Staff Members at all levels in order to achieve the objectives of the Department; 2. identifying the levels of skills or knowledge required to enable Staff Members to improve their performance; and 3. identifying the skills and competencies required for the next level of the Staff Member's career path and preparing him for that level.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 36 of 78 Devising Annual Training and Development Plans

Article (80) a. A Human Resources Directorate will conduct an overall assessment of training in coordination with the concerned Organisational Units. b. Prior to training, the Staff Member’s immediate supervisor must agree with the Staff Member on the objectives of training and the skills and knowledge that the Staff Member is expected to gain from training pursuant to the form adopted for this purpose. The form will be sent to the Human Resources Directorate. c. The assessment of training and development will cover the objectives, form, content, providers, costs, locations, schedules, and any other aspect of training. The assessment must be based on: 1. self-assessment by the trainee Staff Member; 2. assessment by the immediate supervisor of the impact of training on the performance of the trainee Staff Member; and 3. any other tools used for assessing training and its impact. d. The Human Resources Directorate will, on a regular basis, collect all data required to assess all aspects of training. Amending Training and Development Plans

Article (85) For the purposes of selecting the best training and development prospects, the Human Resources Directorate may: 1. explore and assess the best available training and development options, including evaluation of the centres and other entities providing these options, with a view to achieving the optimal outcome. 2. negotiate and finalise agreements with training and development providers to ensure that the Department avails of the best options and prices; and 3. modify any aspect of the training and development prospects after obtaining the approval of the concerned Organisational Unit if the assessment outcome reveals drawbacks related to the training and development deliverables. Appointment of Fresh Graduates

Article (87) 1. A Department may, in accordance with the conditions it determines, sponsor UAE National secondary school graduates to study in vocational or technical disciplines or to obtain vocational training that is compatible with the functions and nature of work of the Department, provided that these graduates commit to work for the Department. 2. The Department must, as per its budget, pay a monthly lump sum of six thousand dirhams (AED 6,000.00) to each of these students or trainees throughout the period of study or training. 3. Where a student or a trainee who is a beneficiary of the Department sponsorship fails to fulfil his commitment to work for the Department, he must repay all the sponsorship expenses incurred by the Department. Section Nine Leave Leave Types

Article (100) a. A Staff Member will be granted sick leave for up to five (5) consecutive days at a time, with a maximum of fifteen (15) days per Year, based on a medical report issued by an officially accredited medical authority. Any sick leave in excess of that period must be approved based on a medical report issued by the Medical Committee. b. Where the duration of the medical condition of a Staff Member exceeds six (6) consecutive months, the Medical Committee must review his condition and decide whether to grant him an extension of up to six (6) months, renewable for the same period, or recommend the termination of his service on grounds of medical unfitness. c. A Staff Member whose sick leave is approved in accordance with the provisions of paragraphs (a) and (b) of this Article will be paid the Aggregate Salary for the first six (6) months from the commencement of his sick leave and the Basic Salary for any period in excess of that period if his sick leave is renewed by a resolution of the Medical Committee. d. A Staff Member must notify his immediate supervisor of any sick leave within five (5) working days of obtaining that leave. e. Sick leave may not, under any circumstances, be carried forward to the following Year; and no cash payment may be made in lieu of the sick leave.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 43 of 78 Referral to the Medical Committee

Article (107) a. A female Staff Member will be entitled to maternity leave of sixty (60) days with Aggregate Salary. This leave may be combined with any annual leave or unpaid leave, provided that the total period of leave does not exceed one hundred (100) days from the date of commencement of the maternity leave. b. A pregnant female Staff Member may take her maternity leave up to one month prior to the expected date of delivery, in which case the leave may not be interrupted. c. Upon expiry of her maternity leave and for the duration of four (4) months from the date of her return to work, a female Staff Member will be authorised to leave the workplace for two (2) hours per day to nurse her baby. These hours will be fully paid.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 45 of 78 d. The weekly rest days and official holidays occurring during maternity leave will be part of this leave, whereas the weekly rest days and official holidays occurring at the beginning or end of the maternity leave will not be deemed part of it. e. Maternity leave, or any part thereof, may not be carried forward to the following Year; and no cash payment may be made in lieu of maternity leave. Paternity Leave

Article (113) a. Upon the recommendation of an official medical authority, the Director General or his authorised representative may grant a Staff Member up to six (6) months special leave with Aggregate Salary to accompany a first-or second-degree relative for overseas medical treatment where that treatment is not available in the UAE. Where mandated by treatment requirements, leave may be extended with Total Salary for up to six (6) months pursuant to a resolution of the Director General or his authorised representative issued upon approval of the Medical Committee. However, where it is required to extend the leave for a longer period pursuant to a resolution of the Medical Committee, the Staff Member will be disbursed Basic Salary only for that period. b. Upon the recommendation of an official medical authority, the Director General or his authorised representative may grant a Staff Member special leave with Aggregate Salary for up to three (3) months to accompany any person other than those referred to in paragraph (a) of this Article for overseas medical treatment where that treatment is not available in the UAE. Where required, the Director General or his authorised representative may extend this leave with Total Salary for up to three (3) months.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 47 of 78 c. The Director General or his authorised representative may grant a Staff Member up to two (2) months non-renewable special leave with Aggregate Salary to accompany his spouse or any of his first-degree relatives who receives medical treatment in the UAE. This leave will be granted based on a medical report issued by an officially accredited medical authority confirming the patient’s need for an accompanying person during the period of treatment inside or outside the hospital. d. The Director General or his authorised representative may grant a Staff Member up to two (2) months non-renewable special leave with Aggregate Salary to accompany a first-or second- degree relative for overseas medical treatment at his own expense. Unpaid Special Leave

Article (114) a. The Director General or his authorised representative may grant a UAE National Staff Member unpaid special leave to accompany a spouse who is sent abroad on a scholarship, study leave, assignment, secondment, or business trip; or who is transferred to a post abroad or joins any international or regional authorities, organisations, or agencies, provided that this special leave does not exceed the period of travel or work abroad. The special leave will be deemed part of the period of service of the Staff Member, provided that he pays the contributions prescribed in the above-mentioned Law No. (21) of 2008. Where the Staff Member fails to pay such contributions, the special leave will not be deemed part of his period of service. b. Throughout the period of the leave mentioned in paragraph (a) of this Article, the Department may fill the vacant post of the Staff Member granted the leave. Upon expiry of the leave and return of the Staff Member to the UAE, the Department must reinstate the Staff Member to his original post or to any other equivalent post. Study Leave

Article (115) a. A UAE National Staff Member may be granted full-time study leave within or outside of the UAE to obtain a post-secondary school qualification. This leave will be for a period equal to that of the approved study programme. b. A UAE National Staff Member may be granted part-time study leave within or outside of the UAE for a consecutive or non-consecutive period of sixty (60) days to obtain a post-secondary school qualification.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 48 of 78 c. A short or long study leave within or outside of the UAE may only be granted if the study programme is approved by the Department in advance. d. Study leave will be governed by the provisions and conditions stipulated in Article (137) of this Law. Study Leave to Take Examinations

Article (118) a. The Director General or his authorised representative may grant a Staff Member administrative leave of up to fifteen (15) working days in a single Year. The Staff Member’s right to administrative leave will be forfeited upon the lapse of one (1) Year from the date of granting that leave. b. A Staff Member will be granted the administrative leave referred to in paragraph (a) of this Article in the following cases: 1. where the Staff Member performs outstanding work during his service;

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 49 of 78 2. where the Staff Member demonstrates high efficiency in solving the intricacies of a case or performing a specific project; 3. where the Staff Member works beyond the official working hours based on an official assignment by his immediate supervisor. This does not apply to work at times of crises or in emergencies; 4. where the Staff Member submits a proposal which benefits his Department upon its implementation; and 5. any other cases determined by the Director General or his authorised representative upon the recommendation of the Staff Member’s immediate supervisor. Casual Leave

Article (119) a. Casual leave is leave taken due to an emergency situation or unexpected reason which could not be reported in advance. A Staff Member may not be absent from work due to an emergency situation or unexpected reason for more than twenty-four (24) hours at a time, or for more than five (5) times in a single Year. A Staff Member may not carry forward casual leave to the following Year. b. Upon his return from casual leave, a Staff Member must submit the reasons for his absence to his Department to determine whether to approve or reject the leave. Where the leave is rejected, the days of absence will be deducted from the Staff Member's annual leave balance if the balance is sufficient. Without prejudice to any disciplinary liability, where the annual leave balance is not sufficient, the casual leave will be deemed unpaid absence from work without valid reason. General Provisions Relating to Leave

Article (121) a. Without prejudice to any disciplinary liability, where a Staff Member is absent from work without prior permission or valid reason, he will be deprived of his Aggregate Salary for the period of absence. b. Where a Staff Member is absent from work without valid reason for more than twenty-one (21) consecutive days, his service will be terminated; he will be deemed to have deserted service; and, when apprehended, he will be brought to trial in accordance with the applicable legislation. Notwithstanding the foregoing, the service of a Staff Member will continue if he provides a valid reason that prevented him from notifying his Department, or from reporting for duty, in which case the Staff Member will be deprived of his Aggregate Salary for the period not covered by any leave prescribed by the provisions of this Law. Staff Member’s Leave Entitlement During Probation Period

Article (127) a. The Department may send a Staff Member on a trip within or outside of the UAE to perform any official duties or attend training courses in its name and for specific purposes. b. A Staff Member will be sent on an official assignment or training course within or outside of the UAE under a resolution of the Director General or his authorised representative. This resolution will determine the nature, objectives, duration, and destination of the assignment or course. c. The financial benefits and travel tickets to which a Staff Member is entitled when sent on an official assignment or training course within or outside of the UAE will be determined pursuant to the relevant resolution issued by the Ruler. General Provisions

Article (131) a. Travel ticket allowance will be disbursed to the Staff Member's eligible family members to accompany him on any official assignment or training course which exceeds six (6) months. The travel tickets of family members or companions will be of the same class of travel as that of the Staff Member. b. A Staff Member sent on an official assignment or training course pursuant to paragraph (a) of this Article will receive the following benefits: 1. Unless the entity to which the Staff Member is sent provides accommodation, the Department will bear the costs of furnished accommodation for the Staff Member throughout his period of travel, including the costs of water, electricity, and gas consumption, provided that these costs do not exceed fifty percent (50%) of the total accommodation costs prescribed for his paramilitary rank.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 53 of 78 2. The Department will bear the costs of medical treatment and medication for the Staff Member and his family members in accordance with the regulations of the country to which he is sent. 3. Where the period of the official assignment or training course exceeds one (1) Year, the Staff Member and his family members will be granted additional travel tickets for each Year, provided that the remaining period of the official assignment or training course is not less than three (3) months. 4. A Staff Member who is not accompanied by family members will be entitled to additional travel ticket every six (6) months. The ticket allowance may not be disbursed in cash. 5. Where the period of the official assignment or training course exceeds nine (9) months, the Department will bear the school fees and expenses of the Staff Member’s children aged not less than five (5) Years. This does not apply to post-secondary school stages. Travel Visas

Article (133) a. A Department may send a UAE National Staff Member at its expense on a full-time or part- time scholarship, within or outside of the UAE, in accordance with the Department’s need for various specialisations. b. The Department must appoint any Staff Member returning from full-time study leave to a post commensurate with his new academic qualification. c. The allowance payable to a Staff Member on a scholarship will be determined pursuant to the relevant resolution issued by the Ruler.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 54 of 78 d. Where the Staff Member studies at the expense of the Department, the Department may deduct any study-related amounts that the Staff Member receives from any other party. Obligations of Scholars

Article (134) a. A Scholar who studies at the expense of a Department must work for that Department for five (5) yeas after obtaining the academic qualification for which he is awarded the scholarship, failing which he must repay all the expenses incurred by the Department during the course of his study, including all Total Salaries or monthly remunerations disbursed to him, as the case may be. b. Where the Department grants a Scholar study leave with Total Salary, under this Law, based on a scholarship or study grant which he is awarded by another entity within or outside of the UAE, and through which he obtains an academic qualification, he must work for the Department for five (5) Years after obtaining the academic qualification, failing which he must repay the Total Salary received throughout the study leave period. c. Where a Scholar fails to complete the period of service mentioned in paragraph (a) or (b) of this Article, he must repay all expenses, Total Salaries, and monthly remunerations paid to him throughout the period of scholarship, pro rata to the remainder of the period of service referred to in paragraph (a) or (b) of this Article calculated from the date he leaves the service of the Department. Scholars Studying at the Expense of Departments

Article (135) a. A Department may, pursuant to the terms of scholarship agreements, award scholarships to secondary or post-secondary school graduates to study certain disciplines that are in line with the work of the Department, provided that these graduates undertake to work for the Department. In that case, the period of scholarship may not be deemed part of the period of service. b. The provisions of this Section, except for Articles (133), (136), and (137) of this Law, apply to the secondary school graduates referred to in paragraph (a) of this Article. c. The secondary school graduates referred to in paragraph (a) of this Article must sign the scholarship agreement prepared by the Department for this purpose.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 55 of 78 d. Where a Staff Member is sent on a study scholarship, the period of scholarship will be deemed part of his actual period of service. e. If a Scholar fails a Year, that Year will not be deemed part of his actual period of service unless it is proved that the failure is due to reasons beyond his control. Studying at the Expense of Other Entities

Article (137) a. When awarding scholarships, the vacancies and approved financial appropriations allocated to scholarships in the Department’s budget will be taken into account. To be awarded a scholarship, a Staff Member must meet the following requirements: 1. The Staff Member must be a UAE National. 2. The Staff Member must have completed at least two (2) Years of service with the Department. However, he may be exempt from this requirement if the Department deems, in accordance with the public interest, that it is necessary to send him on the scholarship. 3. The Staff Member must have obtained at least a “Meets Expectations” rating for the past two Years. 4. The scholarship of the Staff Member must be approved by his immediate supervisor and Organisational Unit.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 56 of 78 5. The academic discipline of the Staff Member's scholarship must be consistent with the work of the Department, or needed by the Department. 6. The Staff Member must sign the scholarship agreement prepared by the Department for this purpose. b. Subject to the provisions of paragraph (a) of this Article, a Staff Member who obtains the academic degree for which he has been awarded a scholarship may be awarded another scholarship to obtain a higher or equivalent degree at the expense of the Department only after the lapse of two (2) Years of service with the Department starting from the date of obtaining the first academic degree. This does not apply to Scholars who obtain academic qualifications with not less than a “Very Good” grade. Maximum Periods for Obtaining Academic Qualifications

Article (138) a. The maximum periods of scholarships prescribed for obtaining academic qualifications and degrees will be as follows: SN Academic Degree Period 1. Foreign language One Year 2. Bachelor’s degree, or an equivalent degree Period is determined depending on the discipline in the country of scholarship 3. Master’s degree Two Years 4. Doctorate degree Four Years b. Notwithstanding the provisions of paragraph (a) of this Article, the period of scholarship may, upon the request of the Scholar, be extended pursuant to a resolution of the Director General or his authorised representative. In that case, the extension may only be granted once, for not more than one (1) Year, throughout the period of study prescribed for obtaining the academic qualification or degree.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 57 of 78 Waiver of Periods Prescribed for Obtaining Academic Degrees

Article (140) a. A Scholar must repay to the Department all expenses paid to him during his study, except for the Total Salary or monthly remuneration, in the following cases: 1. where the service of the Scholar is terminated pursuant to a resolution of a disciplinary committee during his study; or 2. in case the Scholar fails to comply with any of the obligations stipulated in the scholarship agreement signed with the Department. b. Where the Scholar resigns from the Department before completion of the period of study, he must refund the expenses, Total Salaries, and monthly remunerations disbursed to him during his study. Section Twelve Employment Relations Transfer Transfer between Departments

Article (142) a. A High-ranking Officer will be transferred pursuant to a resolution of the Chief or his authorised representative; and an Officer, a Non-commissioned Officer, or an Entry-level Member will be transferred pursuant to a resolution of the Director General or his authorised representative, based on a written request from the director general of the Department or entity requesting the transfer. In any event, the prior written consent of the Staff Member must be obtained. b. The transfer of a Staff Member will not affect his seniority, and his period of service will be deemed uninterrupted by the transfer. c. All existing rights and annual leave entitlements of the Staff Member will be maintained upon his transfer to another Department or entity. d. A transferred Staff Member must obtain clearance from his Department before joining the service of the new Department or entity. e. Copies of all documents and decisions related to the transfer, and all other relevant documents, will be maintained in the Staff Member’s file at both the former Department and the new Department or entity. Transfer at the Request of Staff Members

Article (145) a. A Staff Member may be transferred to a federal or local government entity in any emirate of the UAE, or to a non-government local entity in the Emirate, in accordance with the provisions of paragraph (b) of this Article. b. A High-ranking Officer will be transferred pursuant to a resolution of the Chief or his authorised representative; and an Officer, a Non-commissioned Officer, or an Entry-level Member will be transferred pursuant to a resolution of the Director General or his authorised representative, based on a written request from the person in charge of any of the entities referred to in paragraph (a) of this Article. In any event, the Staff Member’s prior written consent of the transfer must be obtained, and his Total Salary must not be reduced unless he otherwise agrees to the reduction in writing. Assignment

Article (148) a. A Staff Member may be assigned to perform only the duties of another post, in which case this assignment will be deemed a development assignment and the Staff Member will not be entitled to the assignment allowance stipulated by paragraph (b) of this Article.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 60 of 78 b. Where a Staff Member is assigned the duties of a post in addition to the duties and responsibilities of his original post, he will be entitled to an assignment allowance of twenty percent (20%) of the Basic Salary for the paramilitary rank of the post whose duties are assigned to him. This will apply only to the cases where the assignment period exceeds two (2) months. The allowance will accrue effective as of the date of undertaking the assigned duties. Secondment

Article (149) A High-ranking Officer will be seconded pursuant to a resolution of the Chief or his authorised representative; and an Officer, a Non-commissioned Officer, or an Entry-level Member will be seconded pursuant to a resolution of the Director General or his authorised representative, to any federal or local government department or entity in the Emirate or in any emirate of the UAE, to a non-government local entity in the Emirate, or to any Arab or foreign government, or regional or international authority or organisation. The Staff Member may be seconded for a period not exceeding one (1) Year extendable for the same period subject to the Staff Member’s written consent to the secondment or extension. Entitlements of Seconded Staff Members

Article (155) a. The Government will seek to maintain a healthy work environment and to ensure the safety and wellbeing of all its Staff Members. All Staff Members and stakeholders will be responsible for achieving this goal. b. All Staff Members and stakeholders must comply with the environmental policies, rules, and principles prescribed by the relevant competent authorities in the UAE and the Emirate. c. A Department and its Staff Members will have a joint responsibility to create and maintain a safe and healthy work environment in accordance with the relevant policy adopted by the Government.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 62 of 78 d. A Staff Member who violates or breaches any of the policies or principles referred to in paragraph (a) of this Article will be subject to disciplinary action; and, where necessary, will be subject to judicial prosecution. Responsibilities of Departments

Article (156) In order to achieve the goals of the health, safety and environmental policy, the Department must: 1. establish health and safety standards and rules, and prescribe the procedures and practices governing health and safety; 2. inform Staff Members, stakeholders, and visitors of its adopted health, safety, and environmental procedures; 3. provide Staff Members with appropriate safety equipment in accordance with work requirements; 4. provide adequate training, information, instructions, and supervision; 5. ensure that all equipment, military machinery, tools, and armaments are in good working condition; 6. ensure that all hazardous materials, such as ammunition and weapons, are stored in accordance with safety standards and rules; 7. immediately investigate any accident or error, with a view to rectifying and redressing any threat and ensuring non-recurrence of the threat; and 8. conduct periodic medical examinations for those who handle hazardous materials and for those who are at high risk of contracting infectious or other diseases in the course of performing their job duties, to ensure that they remain free from any diseases. Obligations of Staff Members

Article (164) The disciplinary penalties that may be imposed on Staff Members are as follows: 1. initial written warning; 2. final written warning; 3. overtime work of up to twenty-four (24) hours; 4. a fine of not less than one hundred Dirhams (AED 100.00) and not more than one thousand Dirhams (AED 1,000.00). Any deduction made to implement this penalty may not exceed one quarter of the monthly Basic Salary of the Staff Member; 5. a deduction from Basic Salary of up to twenty (20) days. Any deduction made to implement this penalty may not exceed one quarter of the monthly Basic Salary of the Staff Member;

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 65 of 78 6. disciplinary transfer from an Organisational Unit to another within the Staff Member’s Department; 7. detention for a period of no more than fifteen (15) days, and disbursement of his Basic Salary only during that period; 8. reduction of seniority; 9. demotion to the next lower rank; 10. stripping of rank; 11. forced retirement under a disciplinary decision; 12. termination of service for redundancy; 13. discharge from service; and/or 14. dismissal from service. Authority to Impose Disciplinary Penalties

Article (164) of this Law, he will be deprived of the suspended portion of his salary. Where the Staff Member is acquitted or the case is closed, the Staff Member will be paid any suspended portion of his salary. c. Notwithstanding the provisions of paragraphs (a) and (b) of this Article, a UAE National Staff Member who is suspended from work will continue to receive his Total Salary if he has completed at least thirty-five (35) Years of service in the Department, unless he has committed an act warranting the deprivation of the rights and benefits to which he is entitled under Article (36) of the above-mentioned Law No. (21) of 2008, or any act affecting honour or integrity.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 68 of 78 Suspension from Work for Being Remanded in Custody

Article (165) a. The penalties referred to in sub-paragraphs (1) to (5) of Article (164) of this Law will be imposed on Staff Members holding the rank of Major and higher pursuant to a resolution of the Director General or his authorised representative, and on Staff Members holding the rank of Captain and lower pursuant to a resolution of the manager of the concerned Organisational Unit or his authorised representative. b. The Director General or his authorised representative may place a Staff Member in a paramilitary detention facility pending investigation in any gross disciplinary violation attributed to him, until the conclusion of investigation and imposition of penalty. c. Subject to paragraph (a) of this Article, the rank of a Staff Member authorised to impose disciplinary penalties must not be lower than that of the Staff Member on whom the penalty is imposed. Grievances in Respect of Disciplinary Penalties

Article (170) a. A disciplinary board will issue reasoned decisions in respect of the Staff Member referred to disciplinary trial in presence of that Staff Member. This decision will be deemed final only upon its ratification by the Director General or his authorised representative. The Staff Member may

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 67 of 78 appeal the decision, within fifteen (15) days of being notified of the same, before an appellate disciplinary board formed for this purpose pursuant to a resolution of the Director General or his authorised representative. b. The disciplinary board decision may be issued in absentia, in which case it will become enforceable fifteen (15) days after the date of its issuance. In this event, the Staff Member may, if he has a valid reason, challenge the disciplinary board decision; and request, within thirty (30) days of being notified of the decision, that the case be re-tried by a different disciplinary board formed pursuant to a resolution of the Director General or his authorised representative. Additionally, the Staff Member may appeal the disciplinary board decision before an appellate disciplinary board in accordance with paragraph (a) of this Article. c. Where the Organisational Unit in charge of legal affairs at the Department disagrees with a disciplinary board decision, it may, within fifteen (15) days of the decision, appeal the decision before another disciplinary board formed for this purpose pursuant to a resolution of the Director General or his authorised representative. d. The Director General or his authorised representative may reduce the disciplinary penalty imposed by an appellate disciplinary board. Precautionary Suspension from Work

Article (172) a. Where a Staff Member is remanded in custody, he will be suspended from work and disbursed his Basic Salary only throughout the period he spends in custody. Upon expiry of custody period, the Staff Member will be paid any suspended portion of his salary if the investigation is closed or the Staff Member is acquitted of the charges for which he was remanded in custody. Otherwise, the Staff Member will be deprived of the suspended portion of his salary. b. Where a Staff Member is sentenced to a custodial penalty under a final judgement, he will be suspended from work and deprived of his Aggregate Salary from the date the final judgement is rendered until a final decision is issued in respect of the Staff Member by the disciplinary board. c. Where the disciplinary board decides to terminate the service of a Staff Member, the termination decision will be deemed effective as of the date of suspension from work. The salary disbursed to the Staff Member from the suspension date to the date of the termination decision will not be recovered from the Staff Member. d. A judgement rendered by the competent judicial authorities closing the investigation, or determining that no grounds for filing a penal case or remanding the Staff Member in custody, will not preclude the disciplinary accountability of the Staff Member or imposition of any penalty against him in accordance with this Law. Disciplinary Accountability of Seconded Staff Members

Article (176) a. To avoid disputes and grievances, the Government will seek at all times to maintain fair and effective communication between Departments and their Staff Members. b. In the event of any dispute, a Department must exert prompt efforts to settle the issue or dispute to the satisfaction of all parties involved. Where possible, Staff Members’ grievances will be settled through the Department’s internal procedures. c. A Department must adopt a specific and fair procedure for submitting grievances, and must give the Staff Member a proper opportunity to state his case. d. In any event, the heads of Organisational Units must not block or ignore any complaints or grievances communicated to them, and must exert their utmost efforts to resolve and settle such complaints and grievances, where possible, to avoid the aggravation of their impacts.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 70 of 78 Grievances and Complaints Committees

Article (178) a. A Staff Member may submit to the Grievances and Complaints Committee a written grievance in respect of his annual performance appraisal report or any disciplinary penalties imposed on him under Article (165) hereof. b. A Staff Member may submit to the Human Resources Directorate any work-related complaint, including, without limitation, any complaint regarding work environment and tools, physical abuse, offensive language, spreading rumours, disparaging the Staff Member or his opinions, verbal or written harassment, or sexual harassment. c. The Human Resources Directorate must review the complaints submitted to it and refer them to the Grievances and Complaints Committee to make the appropriate decisions in respect thereof. Challenging the Decisions of Complaints and Grievances Committees

Article (180) a. The service of a Staff Member will be terminated for any of the following reasons: 1. death of the Staff Member or delivery of a judgement declaring him missing; 2. revocation or withdrawal of the UAE nationality; 3. reaching the age of sixty (60) Years. Where mandated by work requirements, the service of the Staff Member may be extended on a Year-by-Year basis pursuant to a resolution of a Director General or his authorised representative, and for up to eight (8) Years; 4. resignation; 5. inability of the Staff Member to perform his job duties for health reasons, as established by the Medical Committee; 6. professional incompetence, as determined under this Law; 7. issuance of a final disciplinary decision discharging or dismissing the Staff Member, terminating his service for redundancy, or retiring him; 8. sentencing the Staff Member for a felony or misdemeanour affecting honour or integrity. However, in case of stay of execution of the sentence, the termination of service will be at the discretion of the Director General or his authorised representative; 9. retirement; 10. absence from work for more than twenty-one (21) consecutive days, or for thirty (30) non- consecutive days, within a Year; 11. non-renewal or termination of contract prior to expiry; or 12. conviction of the Staff Member of any crime compromising state security. b. The Director General or his authorised representative will issue the decision terminating the service of the Staff Member.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 72 of 78 Early Termination of Service of Non-UAE National Staff Members

Article (182) a. A Staff Member may resign from his post by serving a written notice. The resignation must be free from any stipulations, and must be submitted by the Staff Member at least sixty (60) days prior to the date scheduled for the end of his service. In all events, the Director General or his authorised representative may reduce this notice period. b. The Staff Member must continue to perform his duties until he is notified of the acceptance of his resignation. Where the notice period referred to in paragraph (a) of this Article expires without rendering a decision on the resignation, the resignation will be deemed accepted by law. c. A Staff Member may not resign from the Department in war times, or where martial law or state of emergency is declared. A Staff Member may not also resign while being under interrogation, or while standing a disciplinary or criminal trial, until the charges attributed to him are adjudicated. Termination for Professional Incompetence

Article (183) A Staff Member may, pursuant to a resolution of the Director General or his authorised representative, be terminated for professional incompetence if he obtains a “Below Expectations” or “Unsatisfactory” performance rating for two (2) consecutive Years, provided that the rating becomes final either due to his failure to file a grievance with the Grievances and Complaints Committee or due to dismissal of such a grievance. A termination notice must be served on the Staff Member two (2) months prior to the date of termination of his service, and he must be disbursed all of his entitlements.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 73 of 78 Non-Renewal or Early Termination of Contracts

Article (185) a. In the event of death of a Staff Member due to any cause other than suicide, the Department will immediately disburse, in one payment, his Aggregate Salary for the month in which death occurs in addition to the Aggregate Salaries for the three (3) following months, to the person designated in writing by the Staff Member before his death. b. Without prejudice to any other entitlements stipulated in this Law, and where no person is designated by the Staff Member, the salary amounts mentioned in paragraph (a) of this Article will be disbursed to the Staff Member’s dependants at the time of his death. These amounts must be distributed equally among male and female dependants. c. The amounts mentioned in paragraphs (a) and (b) of this Article will be deemed a grant and may not be deemed part of, or deducted from, the end-of-service entitlements. These amounts may not, under any circumstances, be subject to attachment or set-off with any other amounts owed by the deceased Staff Member to the Department. Costs of Repatriating the Remains of Staff Members

Article (186) In the event of death of a non-UAE National Staff Member within or outside of the UAE while in, or in relation to, his service with the Department, and if the family requests that the Staff Member be buried in his home country, the Department will bear the costs of repatriation of the Staff Member’s remains to the nearest international airport to his home country in addition to air tickets for the Staff Member’s dependant relatives of the first degree. In the absence of such dependants,

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 74 of 78 an air ticket will be disbursed to one of his relatives, friends, or colleagues to accompany the remains. Exit Interviews

Article (189) a. A non-UAE National Staff Member will be entitled, at the end of his service, to an end-of- service gratuity as follows: 1. one month's Basic Salary per Year for the first five (5) Years of service; 2. one and a half month’s Basic Salary per Year for the following five (5) Years of service; and 3. two (2) months’ Basic Salary per Year for Years in excess of the above-mentioned periods. b. For the purposes of calculating the end-of-service gratuity, any part of a month will be rounded up to a full month. The end-of-service gratuity will be calculated based on the last Basic Salary received by the Staff Member.

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 75 of 78 c. Unpaid leave periods and absence days will not count towards calculating the service period of a Staff Member. Any periods of suspension from work will not also count towards the Staff Member's service period unless he is acquitted of the charges attributed to him. d. A Staff Member will not be entitled to end-of-service gratuity if his period of service with the Department is less than one uninterrupted Year. General Provisions

Article (192) a. A permanent committee named the “Dubai Paramilitary Human Resources Committee” will be formed pursuant to a resolution of the Chief, and will be comprised of experts and specialists in human resources. The committee will have the duties and powers to: 1. establish general policies and plans for paramilitary human resources; 2. review and propose the legislation regulating paramilitary human resources;

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 76 of 78 3. propose the regulations, resolutions and general directives related to paramilitary human resources; 4. review and consider the proposals and complaints of Departments in relation to paramilitary human resources; 5. coordinate with the concerned entities in the Emirate to interpret any of the provisions of this Law; 6. conduct, in coordination and consultation with Departments, periodic reviews of the schedule of paramilitary ranks, salaries, increments, allowances, and other employment benefits prescribed by the legislation in force; 7. provide opinion on the organisational structures introduced or amended by Departments; 8. coordinate with the Pensions Division to follow up the affairs of Paramilitary Retirees and provide opinion on the legislation issued in this regard; 9. determine the violations that may be committed by Staff Members and the penalties to be imposed on violators; 10. coordinate with the Department of Finance in the Emirate on matters relating to the human resources draft annual budgets of Departments, and issue general directives concerning the disbursement of budget funds; 11. coordinate with local, regional, and international human resources entities concerning best practices, benchmarking processes, seminars, workshops, consultations, and similar matters; and 12. conduct research and issue recommendations for holding human resources training courses for paramilitary cadres; a. For the purpose of exercising the duties and powers referred to in paragraph (a) of this Article, the Dubai Paramilitary Human Resources Committee may form permanent or temporary sub- committees and work teams as required to assist it in performing its duties. Additionally, for the purpose of exercising these duties and powers, the committee may seek the assistance of experts and specialists, as it deems appropriate, whether from the Departments or from other entities, including Government entities within and outside of the Emirate; and may coordinate

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Law No. (6) of 2012 Concerning Management of the Human Resources of Local Paramilitary Personnel in the Emirate of Dubai Page 77 of 78 with the Department of Finance in the Emirate regarding allocating the required financial resources to the committee. b. The Dubai Paramilitary Human Resources Committee will submit its recommendations to the Ruler to take the appropriate action in respect thereof. Issuing the Internal Bylaw of the Committee