Unless the contract includes specific compensation for its termination by one of the parties for an illegal reason, the party affected by the termination of the contract shall be entitled to compensation under Article 77 of the Labor Law.
The employer may not terminate the contract without rewarding the worker, notifying him, or compensating him, except in cases, and on condition that he gives him the opportunity to show the reasons for his opposition to the termination of the text of Article 80 of the Labor Law.
And between these two articles there is a constant debate and dialogue that will not be interrupted between the owners and senior executives on the one hand, and the workers on the other hand. The first wants to monopolize the worker’s life and harness it to serve him without rest, vacations, or any life or social demands. On the contrary, we see the worker who wants to get the salary while he is at home. .
Between this and that, we find that few companies, owners, and senior executives realize the importance of workers' rights and the importance of human resources as departments that are not concerned with monitoring workers and deducting their salaries, but rather have the duties of good recruitment and responsibilities towards qualification, training, development, and improving the work climate and environment for workers, and there are major companies at the local level And regional and global can quote from its experience.
The worker, especially in middle-management jobs, is the basis of work in the management of companies and businesses, and dealing with him is linked to the culture of work and not the labor law, and the societal culture towards work, which is reflected in education, family, training and social rehabilitation of job seekers to join jobs and respect instructions, decisions and leaders.
In order to be able to improve the work climate and its environment, we need to answer some inquiries. What is the role of universities in qualifying and training students with a real practical reality for the labor market and not sterile routine academic procedures, as is the case with most universities now?
Has the family amended its programs and engagements to enable the children to commit themselves seriously and comfortably to work after being transformed from a student into an employee?
Does society accept that children join simple jobs as natural beginnings necessary to start a journey of more than 40 years in which he rises and becomes a head of a family and a leader in his work and society?
Inquiries answered are not related to the Labor Law and its rights and duties that preserve the rights of the parties to the work, which cannot be adhered to and fulfilled by all parties due to the change and diversity of the size of companies, businesses and institutions.
The size of the company imposes major challenges between being huge, large, small or medium, and the nature of the work from commercial, industrial, service, professional and technical also poses various challenges and difficulties.
Developing the climate and environment of the labor market is a societal culture that is reinforced by laws, but its basis is education, qualification and training supported by specialized and qualitative professional associations such as lawyers, engineers, accountants and others.
Between the rights and duties of employers and the rights and obligations of the worker, there is a great space and gap that will not heal without a societal culture of respect for work and business management professionally and not randomly.
Majid Qaroub