PROBATION AND RECRUITMENT FEES:
An employer may employ any worker on a trial basis to verify his competence and capacities for the work that is required of him, provided that the trial period shall not, in any case, exceed three months. This worker shall not be paid less than the fixed minimum remuneration. The employer has the right to terminate the employment of a worker under probation without notice or indemnity during the trial period.
If a worker continues work after the end of his trial period, his contract of employment shall be considered of indefinite duration and the trial period shall be considered as part of the service period of the worker with the employer.
INSURANCE AND AIR TICKET:
A migrant worker cannot enter the country without being sponsored by an employer and cannot change employment nor leave the country without first obtaining explicit written permission from the employer. However, the worker can leave the country (except for Egyptians) unless his employer issued a felony complaint. The worker then will not be able to claim for his/her rights such as social security and his/her return ticket. The sponsor must report to the immigration authorities if the migrant worker leaves
A foreigner is permitted to enter or leave the kingdom provided either that he holds a valid passport or travel document issued by his own country which is recognized by the Jordanian Government and bearing an entrance or exit visa, or that he holds a travel document issued by the Government of the kingdom on the basis of his residence in Jordan, without having a passport or a travel document issued by a specific Government.
Every worker is entitled to annual leave with full pay for a period of fourteen days for every year of employment. This leave is extended to twenty-one days where the worker has been in the employment of the same employer for five consecutive years. Official and religious holidays and weekly rest days shall not be counted as part of a worker’s annual leave unless they fall in its course.
If a worker’s employment is terminated for any reason before he uses up his annual leave, he shall be entitled to receive his remuneration for all remaining leave days. Any agreement by which a worker relinquishes his right to annual leave in full or in part shall be null and void.
It should be drawn in Arabic and in two copies at least. If no such contract is made, the worker may establish his rights by all legal means of evidence. The duration of the employment contract is set by agreement of the parties. If the worker is employed for an indefinite duration, he shall be considered in service until his employment is terminated in accordance with the provisions of the Code. If he is employed for a specified period, he shall be considered in service throughout that period. In this case, the contract is automatically terminated at the end of that period.
If both parties to the contract continue implementing it after that period has expired, the contract shall be considered to have been renewed as a contract for an indefinite duration, and shall be deemed as such from its commencement. When a worker who is regularly employed for piece-work in the workplace, or performs a series of tasks by piece-work, he shall be considered as a worker employed for an indefinite duration.
When labour relation at stake is subcontracting, workers employed by a contractor for the execution of a project may take direct legal action against the project owner, to claim the entitlements due to them from the contractor. Such claims shall not exceed the amount of payments due to the contractor from the owner at the time when action is taken. Workers employed by a subcontractor may take direct legal action against the principal contractor and the project owner.
The amounts claimed in such action may not exceed payments that are due, at the time when action is taken, to the principal contractor from the owner and to the subcontractor from the principal contractor.
A contract of employment remains in force notwithstanding a change of employer, whether such a change is due to the sale of the undertaking or its transfer by inheritance, the merger of the establishment or any other reason. The original employer and the new employer shall, for a period of six months, be jointly liable in the discharge of any obligations arising out of the contract of employment and maturing before the date of change. After the expiry of that period the new employer has sole liability.
DUTIES OF THE WORKER:
One should ensure they adhere to the Kenyan Immigration laws and the Jordan laws and also make sure they are aware of their rights as migrant workers.
One should ensure that they are sensitive to their environment so as not to offend the culture and customs of the kingdom of Jordan.