Article 41

Without prejudice to the provisions of Article (37) of this law: a) The employer may terminate the labourer’s service without notice, indemnity or remuneration if the la- bourer commits one of the following acts:- 1. If the labourer commits a fault that resulted in a gross loss to the employ- er. 2. If it is evident that the labourer has used any fraudulent act or cheating to obtain the work. 3. If the labourer discloses any se- crets related to the firm he works for which caused or could have caused certain losses to it. b) The employer may terminate the labourer in one of the following cases: 1. If the labourer has been convicted of a crime affecting honor, honesty or morality. 2. If he commits an act against the public morals in the place of work. 3. If he commits any assaults upon a fellow worker, the employer or his representative during work or be- cause of work. 4. If he commits a breach of, or fails to carryout any of the obligations im- posed on him under the terms of the relevant contract and the provisions of this law. 5. If he repeatedly disobeys the in- structions of the employer. In all these cases, the termination de- cision shall not result in depriving the labourer of his terminal service indemnity. c) The terminated worker for any of the above cases in this Article shall have the right to appeal the ter- mination decision before the compe- tent Labour Circuit according to the procedures stipulated in this law. If it is evident by virtue of a final court judgment that the employer has ter- minated the labourer in an arbitrary way, the latter shall be entitled to a terminal service indemnity and com- pensation for the material and moral damages incurred by him. In all cases, the employer shall in- form the Ministry by the termination decision and its causes. The Ministry shall advise the Labour Force Re- structuring Program accordingly.