New work penalties, complaint system for Dubai government employees introduced

New work penalties, complaint system for Dubai government employees introduced

Sheikh Hamdan issues resolution on sanctions, grievances and complaints for government employees.

Sheikh Hamdan bin Mohammed bin Rashid Al Maktoum, Crown Prince of Dubai and Chairman of The Executive Council approved the Council’s Resolution No. (4) of 2019 related to the regulation of sanctions, grievances and complaints for Dubai Government employees.

The regulation aims to create a strong framework for addressing the challenges facing employees and applying disciplinary measures in a neutral way, a statement issued on Saturday said.

According to the Resolution, the regulations apply to civilian employees of government entities, who are subject to Law No. (8) of 2018 related to human resources management, and every administrative violation or complaint for which a final decision has not been issued. In addition, all decisions issued during the period from 1 January 2019 to the date of issuance of this Resolution are considered valid.


All violators will be subject to penalties unless the violator proves that the administrative violation was made because he or she executed the orders of his managers despite informing them that the order is an administrative violation. In this case, the person who issued the order will be held responsible for the violation.

As per the regulations, the director general of each Dubai Government entity is authorised to issue a decision to set up one or more committees called “Committee of Administrative Violations” to adjudicate the violations and issue a decision within 30 days. The director general of the government entity can extend the deadline for a similar period only once, unless the employee is referred to a competent judicial authority. In this case, the committee must issue its decision within fifteen working days of the date of receiving the decision or the court ruling issued to the employee. The committee should submit a report to the director general in case it fails to issue a decision during the specified period highlighting the reasons for not doing so.

According to the new regulation, resignation will not prevent an employee from being subject to disciplinary action for violations committed by him. The disciplinary actions can include written warning and deduction of salary for upto a maximum of 15 days for each violation per month. Total salary deducted will not exceed 60 days per year.

In case of absence without justification, the employee’s salary can be deducted. In case the absence exceeds 15 consecutive working days or 21 working days per year, the employee will be dismissed from his position. In case he submits a justification, the committee will review the justification and take a decision within 15 days, failing which the justification will be considered valid.

The HR department of the Dubai Government is tasked with training members of the Committees to ensure that they are well qualified to deliver their responsibilities efficiently.


HR Tech MENA Summit 2019

HR Tech MENA Summit 2019

The countdown to our first exhibition is on this April 24th & 25th Emirates HR partners exclusively with Zurich Middle East as the gold sponsors for the 5th Annual HR Tech MENA summit 2019.

The HR Tech MENA Summit has evolved into a one of a kind powerhouse, that plays host to regional thought leaders and international experts. This is the perfect platform for any organization in the MENA region who are on their digital transformation journey in order to be future ready.

“After a fantastic start to 2019, we are excited to meet with yet more business across a variety of industries and sectors based in the region who may not be aware of Emirates HR and our regional specific platform. Having been to many HR technology events across Europe, personally, I am excited to attend my first in the UAE and to represent Emirates HR at the first of many events for us moving forward” explains Lee Bowen, Sales Director.

Over the two-day summit, we will also be joined by our Founder & CEO, Mark Nutter who will be speaking on the 24th April, along with Peter Cox, Head of IPP Sales ME, Zurich Middle East on ‘Filling the void’ – End of Service & Workplace Savings. The keynote presentation shares an insight into the current savings landscape, why employers aren’t fulfilling an important role and End of Service software.

We look forward to meeting you! Find us at stand G4!

Filling the Void – End of Service & Work Place Savings | Keynote Presentation

Mark Nutter & Peter Cox, 24th April | 12:55-13:15 pm

HR Tech MENA Summit, 24th & 25th April. Dubai, Festival City the Intercontinental.

8 am – 5 pm

How many managers realise the impact they have on their staff?

How many managers realise the impact they have on their staff?

Monica Mathijs | Developing People. Developing organisations

“Management is doing things right; leadership is doing the right things.”

Peter Drucker

“Management is about arranging and telling. Leadership is about nurturing and enhancing.”

Tom Peters

When we leave the world of education to enter the big world or work, this can be a defining moment which impacts who we are and our behaviours in the workplace. Whether it is a positive or not so positive experience, we have a role to play and choices to make on how we take these experiences forward.

We often speak with clients who believe that the way their first manager treated them, or comments made by someone of seniority moulded their views of the world. Whether a manager creates a positive impact or a negative one, the manager must be cognizant of this impact. Why? Because as a personal sense of responsibility, every manager and leader plays a role in defining their staff members’ work experience from their growth, sense of safety to the feeling of belonging.

The time we spend in the workplace is the greatest time we spend in any one place. Five days a week and 8 hours a day (averagely speaking) and why wouldn’t we all want to feel a sense of belonging, the knowingness that we are supported and are in an environment where we are given a platform to learn, grow and develop. 

We work with clients who have a low level of confidence because a manager would shout them down, females who believe they are being overlooked in career progression to people who feel so privileged to have worked with bosses and leaders who took the initiative and made the commitments to grow their people.

What kind of manager do you want to be? What kind of manager do you want to work for?

Here are some things management can think about and reflect upon:

Self-reflecting as a manager
  • Assess what kind of manager and leader you are and want to be – there is a need for self-reflection and assessing your own emotional intelligence.
  • Become aware of the body language and non-verbal cues you are receiving and giving your staff. Are they engaged and involved or defensive and unsure – the non-verbal signals can show so much.
  • If you are too busy for your staff members, is this a problem and how are going change this? What can you do to ensure the communication channels are open?
Roles and responsibilities
  • As a manager, is there enough clarity and details available to the team of their roles and responsibilities? If you explain something in a rushed manner, then are you aware of the impact of this?
  • Is the language being used reflecting a sense of progress and integration? For example, the use of language which is reflective of all genders and cultural backgrounds sets the sentiment and values of a team and organisation.
Feedback process
  • As a manager, do you know what others think about you and your team? Traditional feedback models focus on a top-down process, a bottoms-up approach has value whereby a wider pool inputs into the process and a fuller picture is provided. Using methods such as formal 360 degrees feedback processes or online feedback tools can support this.
Team dynamics and purpose
  • Do your team members feel part of something bigger? Have you instilled a purpose and sense of belonging to the vision set and know how to get there?
  • What kind of activities, initiatives and off-site activities are implemented within the team and organisation to create a sense of team belonging and team building? Taking staff outside of the traditional working environment and encouraging interactions creates a platform for this.

As a manager and leader, doing the day job of managing working is simply part of the role, the ability to build and grow teams and people who deliver your vision and feel a sense of fulfilment is greater than managing tasks. What kind of leader are you and what kind of leader do you want to be?

Monica Mahi Mathijs is the CEO and Founder of Our Stillness– a corporate development consultancy based in the UAE offering immersive training programs, executive coaching and more. She is a change agent and works on delivering programs and projects in the region.

The Good, The Bad and The Ugly, When It Comes To Stress.

The Good, The Bad and The Ugly, When It Comes To Stress.

Katie Maycock | Anxiety and Digestive Health Specialist

There are times when stress can benefit you in the workplace. There are times when stress will limit you. There are times when stress will destroy you. 

I do a lot of corporate talks. There is always a divide whether stress is good or bad for you.

Here’s what I know.

The Good.

I’m absolutely a believer that stress can play a role in business. For instance, attending to customer needs and driving towards goals and targets. 

It can also feel great. It can drive motivation for a lot of people. It plays a role in concentration and memory. 

If stress is managed correctly, it can be used as a tool! 

Here’s how: 

1) Increasing How Alert You Are. 

True story. When you are in times of acute stress, you are more alert. Now, why is this important? Because when you are more alert, you are able to focus and concentration at higher levels. This alertness allows you to function at your mental peak. 

2) Increasing Mental Performance. 

Bear with me on this one.

I want you to think back to a time where you were studying for an exam or test. A time when you had to hit a target or deadline. That stress increases how alert you are, which increases your mental performance. Mental performance is incredibly important for success. Being able to think clearly and accurately is going to lead to more success.

3) Increase In Energy

Stress increases your energy! This increase in energy can help you work harder, faster and longer. Becoming more productive. 

However, sometimes we need that extra energy to be able to achieve our goals and targets. 

Not only can it help with increasing energy and endurance at work, but it can also help with our physical activity. This is because of the adrenaline and cortisol that is produced by during stress.

Note: For all you high achievers and Type A Professionals, continue reading. This isn’t permission to keep burning the candle at both ends.

4) Increase Memory

I know, I know, I have harped on (and will mention later in this blog) how stress limits memory. 

However, there are times when stress can increase memory. This can be hypothesised due to an increase in alertness and becoming more aware. Or even if the acute stress is changing the development of brain cells. 

However, recent studies have been able to show an increase in memory after a period of acute stress. 

Being able to tap into “good” stress and harnessing it, will definitely help you become successful. 

However, there is definitely a dark side to it.

The Bad.

Stress is not a limitless pool you can use to drive you forward every day. Like any resource, it has to be used appropriately. Otherwise, it will hinder you. 

Stress increases a sense of urgency. If used correctly, it can be a very beneficial tool.  

Put into context, if one of your clients or customers has an issue, clearly, time is of the essence. A sense of urgency can lead to a speedy resolution. Which is important! 

However, if used incorrectly, it will really limit your success. 

Here’s how.

1) Making Appropriate Decisions

We can all agree, making decisions is a part of everyday life, not just running a business. 

Making appropriate and clearly thought out decisions, just as important. Especially when you are running a business. It means you can solve problems quickly. You prevent the possibility of mistakes and it realistically it can save time in the long run. 

If you’re stressed or have a feeling of a sense of urgency, this can be difficult. You’re more likely to make to rash and knee jerk decisions. Which may lead more hassle in the long run. 

Otherwise, if you have been stressed for a while and your stress has turned into anxiety, it could potentially leave you unable to make a decision at all. 

Not making a decision is just as bad (if not worse) than making a rash decision. 

Either way, you’re limiting yourself. 

2) Making Frequent Mistakes

A lot of the time, when we are stressed, we are rushing. Whether that’s reading an email, going to a meeting or simple having a call with someone. 

If we feel rushed, we are more than likely going to miss details. 

How many times have you skim read or not proofread an email and sent it realising that there are typos? Or sent an email to the wrong person? 

Yeah, mistakes are never fun. 

Usually when we are stress and rushing our attention to detail is limited. 

There is a simple solution though. 

Slow down, read that email properly, pay attention in meetings and remain focused. Don’t think about the twenty things you need to do. Stay in the moment. 

Making mistakes is wasting your time. It could also be wasting your customers or clients time.

It also reduces credibility.

3) Damaging Relationships

I want to put this into context.

Think about a time when you felt as though someone hadn’t listened to you. 

A time when someone didn’t hear you and responded inappropriately. 

How did it make you feel? Did you feel heard? Did you feel important? 

I’m going to take a stab in the dark and say no. 

When clients, customers, manager or employees feel that way, they aren’t going to stick around. 

If employees don’t feel heard, they will feel under-valued and leave. 

If your manager feels as though you can take direction or listen, you may miss out on growth within that company. 

If your customer or clients don’t feel heard they will take their business elsewhere.

The Ugly.

There is absolutely an ugly side to stress. 

Stress is damaging to the body. It doesn’t just limit you in regards to success, it also limits you physically. 

Three significant ways it is damaging you:

1) Increasing Your Likelihood Of Burnout

I have spoken about this at lengths. However, it really does increase your likelihood of burning out. 

For a lot of people who have burnt out, a lot of them will say it started off as a positive. Which then turned into a very detrimental negative. 

Burnout isn’t easy to overcome. It takes time, its something that changes the way you work and rest. 

Preventing burnout is the best way. Seriously, don’t think it can’t happen to you. Waiting until you drop down from burnout is not very practical.

2) Increasing Digestive Issues 

Yes, you are increasing the likelihood of developing IBS, allergies, intolerances or even worse an auto-immune disease. 

Having prolonged stress has an immense effect on the way the human body digests food. It limits the blood flow to the digest tract, reducing the way we absorb nutrients and increasing inflammation in the gut. 

Fun fact: 70-80% of your immunity is linked to your gut.  

3) Increasing The Likelihood Of Lifestyle Disease

Such as diabetes, high cholesterol, cardiovascular disease, obesity and the list goes on. 

Stress increases inflammation throughout the body, which then increases the likelihood of disease. 

Stress can be a vicious cycle on health, if not managed. 

What can you do?

The first step is to admit that you are in fact stressed. A lot of people don’t realize they’re stressed. Or they perceive stress in a different way that leaves them living in denial. Never a good place to be. 

The second step, look at how you work. Do you constantly work under a sense of urgency or agitation? Ask yourself, is this a good time to have a sense of urgency? Become more aware of appropriate and inappropriate times to work from that space. For instance, skim reading an email or rushing through a call to get to the next task, may not be the right time to have a sense of urgency. 

The third step, start looking for tools and techniques that you can implement every day. If meditation doesn’t feel right, don’t force it. Go to the gym instead, go for a walk. Even taking a moment to step outside is beneficial. 

Not all tools and techniques are created equally. Find what works for you and utilise them. 

For more blog and videos on burnout, stress and health and wellbeing in the workplace, head over to my website. 

If you want to reach out and see how I can help you or your organisation, reach out.

15 Powerful Habits To Embrace

15 Powerful Habits To Embrace

Simon Alexander Ong | Life Coach & Business Strategist

1. Read every single day. The diet you feed your mind is just as important as what you feed your body.

2. Take care of your wellbeing. Both your mental and physical health.

3. Plan your day the night before.

4. Focus on progress over perfection.

5. Stop comparing yourself to others all the time (I call this “comparisonitis”) and focus more on being better than who you were yesterday.

6. Focus on possibilities over problems.

7. Surround yourself with extraordinarily inspiring people.

8. Reflect on how to grow and contribute more.

9. Be accountable to someone for your visions.

10. Get more sleep and renewal periods during the day. Sometimes we need to slow down in order to speed up!

11. Embrace positivity and cultivate an attitude of gratitude.

12. Worry less about what you can’t control and focus more on the present, and what is in your control right now.

13. Embrace an experimental mindset such that you are overthinking less and taking action more often on those ideas that pop up in your mind.

14. Do more of what makes you feel most alive.

15. Listen to understand instead of just listening to respond.

What else would you add to the above based on your personal experiences? 
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