This is a sample Presentation that will later be used as general orientation for Health Care Professionals.
This presentation covers over Frequently Asked Questions. There are more presentations covering other areas as well. For more information please contact us at firstname.lastname@example.org.
Employees are paid monthly, in Saudi Riyals, by direct deposit into a local bank which are affiliated with international banks.
No. The salary that was proposed to you during the interview is the MOH’s final offer. If you accept this offer in writing via email to our company, you will receive an official contract from the MOH in English as soon as possible.
Employees need to obtain an employment certificate from the Personnel Department and present the same in recommended local bank.
You will obtain an ATM debit card (Visa/Mastercard) which you can use globally for any payments or withdrawals.
In normal conditions, Bank accounts are opened on the same day after completing all formalities of the bank.
No. No exceptions are made.
There are no bonuses for surgeries and the 10 on-call duties are included in your salary. You will not be required to do more than 10 on-call duties per month.
As an International employee, you will be entitled to both Initial Hire and Repatriation tickets to and from your point of origin. In addition, each year you will be entitled to a free round-trip annual leave ticket to your point of origin. Tickets are granted within the limit of up to 4 individuals (spouse & 2 children) as long as you have a family status contract (this means that your children would also have to move to KSA). For single status contract, air tickets will be provided to the employee only. Also, children should be 18 years and below.
Vacation leave is given to all employees and is equal to a total of 40 days (30 days personal leave + 10 days national holidays in KSA).
Leave Applications are generally raised online through department secretary or the time keeper. An employee needs to follow-up with regard to his/her online application.
Leave days are calculated on pro-rata basis. Entitled annual leave days Divided By 12 = Monthly Entitlement. An employee can apply from existing balance of leave days. Additional days / leave in advance is considered as an unpaid leave.
However, exceptions can be approved by medical directors of respective hospital.
As per policy and standard practice, leave applications during probation period are not encouraged by the management.
However, emergency leave can be approved by medical directors of respective hospital. It can be applied online through department secretary.
No, not as a rule. Management doesn’t encourage leisure trips outside Kingdom during probation period.
However, for emergencies, exceptions can be approved through medical directors of respective hospital.
Addition to annual leave, all employee contracts include ten (10) official Islamic/ Saudi holidays. Eid Al Fitr (4 Days) Commencing on the day following the 29th of Ramadan in accordance with Um Al Qura Calendar. If Friday falls within the Eid Al Fitr days, this day will be included in the declared 4 days holiday. Eid Al Adha (5 Days) Commencing on the day of Arafa Stand (the day preceding the feast of Immolation on the 10th of Dulhijja). If Friday falls within the Eid Al Adha, this day will be included in the declared 5 days holiday. National Day (1 Day) Each year, September 23rd is declared as public holiday on account of Kingdom’s National Day.
The MOH grants paid leave to employees in cases of absences due to illnesses to give them time to recuperate without loss of income. If the employee is injured or became sick and cannot perform his duties temporarily, he is entitled to one month sick leave with full salary. This can be extended for another two months with half month salary. This leave is not granted if injury or sickness occurs when the employee is abroad on his normal leave.
Female employees are entitled to 45 days delivery leave with full salary and including official vacation days.
We do not encourage advance leave practice. However, same can be approved by the medical directors of respective hospital as an out of policy exception and without payment.
No, unless you make a personal arrangement with the Head Director of your department and only after the first 90 days.
The first (90) days of employment is considered a probationary period wherein the employee is being evaluated by his/her immediate superior on his/her work performance.
During and by the end of this period the employee assessed as being suitable for employment or not.
There is no notice period required for employees resigning during their probation period. For such employees, company arranges the exit and other formalities in short period of time.
Minimum three months notice period is required from an employee resigning after completion of the probation period.
All recruitment expenses in addition to agency fee (if applicable) are calculated on pro-rata basis and billed to the resigning employee. Upon paying all such expenses, an employee receives clearance letter from the company.
It is absolutely a choice of an employee. At least 6 months before the end of contract, an employee is required to declare his/her intention.
In case where employee would like to re-contract, the performance evaluation results are discussed with the employee by his/her immediate superior and to be forwarded to Personnel Department after acknowledgement by the employee.
If an employee attends his/her full contract, he/she becomes not liable to pay expenses made during recruitment process.
There is no penalty if you give a 90-day notice.
There is no such system of gratuity. However, Employees who have successfully completed the contracted term of employment shall be entitled to receive an end of service award equal to ½ of the most recent monthly base salary for each of the first five years of employment and an amount equal to the most recent monthly base salary for each of the subsequent years of employment.
Yes, there is a possibility for a better contract. You are entitled by KSA law to a 3-5% annual premium for every year of contract renewal.
You are obliged to submit all your documents that will be prepared with the assistance of EuroSynapses to the Saudi Council of Health Specialties (www.scfhs.org.sa) in coordination with your hospital. Upon the submission you will obtain a 6-month temporary license and within this period you must underpass an evaluation (oral interview or written exam) depending on your qualifications.
In Kingdom of Saudi Arabia, once inside the country, an expatriate needs a ‘Exit / Re-entry Visa’ to leave out and return to the Kingdom. In other words, having tickets and passport in hand will not let any one exit the Kingdom until presenting the valid exit permission.
Admin Department is responsible to arrange the Exit / Re-Entry Visas for employees.
An employee needs to request the same through online application. Shortcut to this application is already available on all desktops. However, department secretary can also help to access it. Further information can be obtained directly from the departments of respective hospital.
It is an extremely important document for stay in the Kingdom. You must always carry the original with you at all times. Lost Iqama can be replaced by paying government fines. It can also have other consequences.
It is advisable that employees bring their Iqama to Administration Department of their respective hospitals at least 6 months before its expiry. Delay in the same may lead an employee to other consequences.
Dealing with passport is absolutely an employee’s responsibility. An employee needs to follow-up with his/her own embassy in the Kingdom (can be supported by EuroSynapses).
The MOH will provide you housing upon your arrival in the KSA. The housing facilities of the MOH hospitals are located within, or in close proximity, to the premises of the hospital that you will be appointed to.
If the residence that is provided to you by the MOH of KSA is not satisfactory for you, you are entitled to SAR 50.000 (12.500EUR) Housing Allowance in order to move to a housing facility of your preference.
Our company can refer you to a real estate agency in order to find a housing that facility that covers your needs and meets your expectations.
In addition to complete bedroom set, cutlery, dishes, pots, pans, a kettle come with the apartment, as do basic appliances such as a fridge, stove, laundry etc. Utilities are included, and basic TV channels are also included.
If you want more channels you can purchase satellite packages that include more stations.
If the hospital accommodates you in its own housing facilities the transportation to and from the hospital will be covered. Otherwise, you are entitled to a monthly Transportation Allowance equal to SAR 400 to cover your transportation costs to and from the hospital to your residence.
You can either buy a car there or rent one yourself (approximately half the cost of acquiring and maintaining a car in Greece).
Yes, employees are free to move out and rent the apartment of their own choice. Advise on different areas can be taken from Housing Department. However, there is no such facility provided by the hospital to assist an employee in finding the house (EuroSynapses can refer you to a real estate agency).
‘Akari’ is usual term that is used for agents in real estate business. In almost all areas, Akaris can be found easily. http://www.expatriates.com/ is generally considered as one of the biggest sources in order to find apartments in Kingdom of Saudi Arabia. This website also helps you in finding other household items and recreational activities (can be supported by EuroSynapses).
Yes, an employee leaving company accommodation is entitled for both housing allowance and transportation allowance. Transportation facility is given to only those living in hospital accommodation.
Your contract grants you public health insurance for all your family members.
As per Saudi Arabia law the working week is 5 days and 48 hours long (1 hour lunch break).
Couples are always appointed, if not at the same hospital, for sure to hospitals in the same city.
Same as your current position in the hospital that you work.
No, you are not expected to learn the Arab language, all your communication in the hospital and with the patients will be carried out in English. You will have a translator to help you communicate with patients not able to communicate in English.
Consultants will only be asked to do 10 on-call duties without having to be physically present at the hospital. If an emergency arises that requires the presence of the doctor and cannot be resolved by his advice through the phone he may have to attend the hospital.
Specialists are required to stay in the hospital for 10 on-call duties per month.
No schooling or nursing allowance is included in your contracts and it will not be covered by the MOH. There are many international kindergartens with certified staff that can attend to your child/baby while you are at work, since there are many international couples (from USA, UK, Germany and many other countries) that live and and work in the KSA.
You will be able to participate in research programs, but not during your working hours and upon coordination with the head director of your department.
Family members and friends can be invited any time to stay for as long as they want and the Visa will be arranged from the HR department of the hospital.
The employees are not allowed to deal with personal gifts from/to patients and/or any client, supplier or associate. The hospital expects all employees to avoid following:
The hospital practices strict guidelines on Anti-Discrimination and cannot tolerate discrimination of any type. It is the policy of the hospital not to discriminate against anyone on the basis of race, color, religion, sex, age, national origin, marital status, physical or mental disability, parental status or any other legally protected classification.
We are committed to the protection of patient health information in accordance with the Kingdom of Saudi Arabia law and accreditation standards regarding patient privacy.
All employees at the hospital at KSA must know and understand the Kingdom of Saudi Arabia strictly prohibits the use of alcohol and all the drugs not recommended by the doctor.
There are strong penalties for possession of or dealing in illegal drugs, including in some cases the death penalty.
All the hospitals are a smoke-free zone. Smoking is prohibited in all of the enclosed areas within the hospital’s worksites, without exception. This includes common work areas, the manufacturing facilities, conference and meeting rooms, private offices, the lunchrooms, stairs, restrooms; employer owned or leased vehicles, and all other enclosed facilities. Smoking in front of entrances or at any place wearing hospital ID badge or uniform with Logo, is not acceptable.
The hospital’s employees are not permitted to have personal visitors while at work. With the exception of emergency situations, no one may enter the work area unless working or conducting business with the hospital.
Employees of the hospital may not bring their children to work while on duty, except for special programs such as Bring Your Child to Work Program or any other approved program.
Men and women who are not married to each other cannot mix socially, physical contact between couples, i.e. handholding is not permitted and generally handshaking between men and women is not practiced.
Drugs, alcohol, pork and pornographic materials are strictly forbidden. Men and women should dress modestly in public. For women, an abaya should be worn outside the hospital and compounds. Women should cover their head in public places.
We do not encourage our staff to engage in any conversation the Kingdom and the Government with patients, visitors, colleagues and other people outside organization. This is for the safety of our employees.