The regulation prescribes rules and procedures to regulate employee right of grievance and appeal against an administrative decision that affects his personnel rights and also to form a committee that reviews such appeals.

The regulation guarantees a fair treatment of employees, job security and reciprocal trust between employee and management. Such a guarantee would strengthen the effective communication between the two parties, and raise employee morale and productivity in the public interest.

1. Fair treatment of employees in various matters relating to their jobs.

2. Insure employees right to grieve decisions that affect their personnel rights without any fear of reprisal.

3. The provisions of this regulation will not cover employees appointed by an Amiri decree or by a Prime Minister resolution.

Administrative Grievance:
A written request by the employee to his director for personal relief concerning any matter of job dissatisfaction resulted from a personnel action or a decision relating to a matter under control of management.

Appeal :
An employee objection to management decision on an administrative grievance, requesting a specialized committee to review and decide on the merit of such administrative decision

1. The Civil Service Bureau will provide technical and legal advice to the Ministries personnel officials regarding the interpretation and implementation of the regulation.

2. Ministries will deal with employees’ grievances and appeals in accordance with the provisions of this regulation, and should keep directors, supervisors and all their employees informed of this regulation which should be kept on the Notice Board. The Ministries will provide the Civil Service Bureau with periodical reports and statistics on the implementation of the regulation.

A committee will be set up in every Ministry or government agency. The concerned minister will issue a resolution forming the committee under the chairmanship of an official whose job rank should be no lower than an assistant undersecretary or his equivalent. The committee reviews employees appeal against management decision concerning his grievance.

1. The employee has the right to present his grievance against all administrative decisions that affect his personnel rights to his director.

2. The regulation does not cover the administrative decisions concerning position classification. This will be covered under other specific rules and resolutions.

3. The employee has the right to appeal to the appeal committee mentioned in clause 6 of this regulation.

The committee will review employees' appeals against management decisions concerning a grievance presented by them to their directors.

1. Grievance prior to appeal:
   1. Before appealing to the committee, the employee should first present his grievance to his director within 15 days of his acknowledgement of the administrative decision.

   2. The director (after discussing the matter with his senior subordinates) should resolve the grievance and notify the employee of the result within 15 days of the date of the grievance presentation. The grievance will be presumed rejected by the director if he fails to communicate his decision to the employee within the 15-day deadline.

2. Appeal duration and subsequent decision:
   1. The duration of appeal is 15 days, starting from the date of notifying the employee of the grievance decision or immediately after the lapse of the 15-day period with no grievance decision taken by the concerned director.

   2. The employee appeal must be recorded by the committee with all relevant documents. The Appeal Committee schedules a meeting to examine and review the appeal. The committee may also call the grievant or others as it deems necessary for an in depth review of the employee appeal.

   3. The committee must take its decision within 15 days of the date of appeal. The 15-day decision deadline may be extended 10 days more if necessary, depending on the nature of the appeal.

   4. The committee makes decision in a recommendations format to the concerned minister or his delegate for approval, amendment or cancellation of the recommended action and whose decision will be final, and must be communicated to the employee.