Limits of the Audit Bureau’s authority to regulate its Employment affairs (3)

We explained in the previous article what is the truth about the privacy of the Audit Bureau in the affairs of its employees, and perhaps it is appropriate in this regard that we clarify the legislation regulating the state’s employment affairs because of its importance in understanding this topic.

Law (15) of 1979 defined many terms of reference for the Civil Service Council, including what was stated in Article (5) related to proposing general policies for salaries and wages, as well as Article (19) related to defining the Civil Service Council rules, provisions and conditions for granting some compensation and material and in-kind allowances.

Article (14) also permits the Civil Service Council to determine salaries for some jobs without being restricted to the general salary scale. Article (15) also specifies the competencies of the Civil Service Council to set rules, provisions, and formulas for contracts concluded with employees.

It is clear from the foregoing that the competencies of the Civil Service Council differ from those of the Civil Service Bureau as defined by Law No. (15) of 1979, and the Civil Service Bureau does not have any powers related to approving the general policies for salaries related to employment affairs, which was of authority by (employees Bureau Before the issuance of Law (15) of 1979.

And in view of the existence of laws and decrees of establishing government agencies and institutions before released Law (15) of 1979, the law dealt in its articles with transitional provisions to deal with the regulations of employment affairs that had been issued prior to its issuance, including articles (37,38,39).

Emphasizing that the service council has exclusive competence in matters of employment, the Fatwa and Legislation Department issued in 1990 its opinion that the competence of the Civil Service Council in approving and amending the salary systems includes basic salaries, periodic bonuses, additional wages, allowances, and any other material non-cash benefits decided for the employee.