Leaves

[[accordion |1.Annual Leave::

Employees of the University of Nizwa are entitled to Annual Leave consistent with Omani Labor Law.

 

1.1  University of Nizwa employees are eligible for annual leave after six (6) continuous months of
service.

1.2 The annual leave request must be approved by the employee’s direct supervisor.

1.3 The employee should apply for their annual leave a minimum of four (4) weeks in advance of the
start date of the leave request.

1.4 The employee should complete all required fields in the WaveERP online system, as appropriate to
their leave request.

1.5 The employee may specify the dates of their Annual Leave request. However, the University
reserves the right to alter, or postpone the leave, in accordance with the work requirements of the
College or Department. Read more...

1.6 The University of Nizwa may divide the Annual Leave throughout the year in accordance with the
specific work requirements of the College or Department and may postpone the leave for up to one
subsequent year.

1.7 Employees may commence their Annual Leave only after the necessary approvals.

1.8 The University, College or Department may contact the employee during their Annual Leave on
matters concerning the employee’s duties and responsibilities. In such situations, the employee shall be
compensated, in time, for their assistance in resolution of the attendant matters.

1.9 The employee must resume work, at the normal time of duty, on the first working day immediately
following their Annual Leave.

1.10 If Omani National, Religious, or Official holidays fall during the period of Annual Leave, the
employee shall not be entitled to compensation.

1.11 The employee must resume work at the end of their approved leave. The following may be
considered as acceptable exceptions however all such situations will be treated upon their individual
merit, and must not be taken as matters for certain approval:

1.11.1 The employee shall inform their direct supervisor (or, in their absence, an appropriate nominated
substitute), in advance, of their failure to return to work from Annual Leave, and state their reasons, and
their proposed revised arrangements for their return to work. A decision will be communicated to the
employee only upon approval by the direct or senior supervisor.

1.11.2 If the employee does not resume to work after the end of an Omani National, Religious, or
Official holiday, they will be considered as absent for the period following the holiday only.

1.1.3 If the employee should resume work on a day between their Annual Leave and an Omani National, Religious, or Official holiday, but only resumes to work after the holiday, they shall be deemed absent for the period in between only. 

1.11.4 If the employee does not resume work after Annual Leave and before or after Omani National, Religious, or Official holidays, they shall be deemed absent for the entire period including the official holidays.

1.11.5 Sick Leave will not be counted if it falls during the Annual Leave.

1.11.6 Sick Leave will be counted only in the period exceeding the approved Annual Leave.

1.11.7 If the Sick Leave was before the Annual Leave, the Annual Leave may be postponed for a similar

time subject to the approval of direct supervisor.

1.12 Absenteeism without approval shall provide grounds for disciplinary action. The Human Resources
Department must document all cases of absenteeism as leave without pay. The following procedures
govern any review of absenteeism:

1.12.1 If an employee does not resume work within seven days after their authorized leave, the Human
Resources Department shall notify them of their unacceptable conduct in writing and set a revised date
for a required return to work.

1.12.2 If the employee does not respond, or does not return to work, the Human Resources Department
will notify the National Immigration authorities within seven days of the revised return to work date.

1.12.3 Under such circumstances the employee shall be liable to forfeit any end of service entitlements
or payments.

1.12.4 Employees who abandon their employment via unauthorized absence are deemed to have
resigned, and their contract of employment terminated immediately.

1.12.4 Employees who are consistently absent without authorization, or demonstrate persistent
tardiness, shall be subject to disciplinary action.

|2. Sick Leave:: Employees of the University of Nizwa are entitled to Sick Leave consistent with Omani Labor Law.
2.1 Employees who provide medical certificates from a medical authority acceptable to the University of
Nizwa, shall be eligible for the following Sick Leave entitlements:
 First and second weeks: Full salary.
 Third and fourth weeks: 75% of salary.
 Fifth and sixth weeks: 50% of salary.
 Seventh to tenth weeks: 25% of salary.
 Tenth week onwards: No salary entitlement. However, the employee may use their Annual
Leave entitlement, after the approval of the Human Resources Department.
2.2 Employees claiming Sick Leave without providing an approved medical certificate shall have their
leave treated as unauthorized and shall not be compensated.
2.3 Any Omani National, Religious, or Official holidays during Sick Leave shall be treated as part of the
leave.
2.4 Employees whose illness is directly due to illegal, immoral, or culturally insensitive behavior (i.e. drug
use, excessive alcohol consumption, abuse or foul language etc) shall not be entitled to any payment.
2.5 Employees on probation shall be entitled to sick leave. Days taken for sick leave shall be added to
the duration of the probation period.
2.6 Employees outside the Sultanate of Oman and wishing to claim Sick Leave must immediately inform
their direct supervisor via email, explaining the circumstances, diagnosis and prognosis, supported by
appropriate documentation. The supervisor will confirm the Sick Leave period by return email, after
consulting the Human Resources Department.
2.7 In cases such as 2.6, upon rejoining the University of Nizwa, the employee must complete the leave
application and obtain the approval of the concerned direct supervisor.
2.8 Also referring to 2.6, the employee must submit the approved leave and all supporting documents to
the Human Resources Department upon their return to duty.

|3. Emergency Leave:: 

Employees of the University of Nizwa are entitled to Emergency Leave consistent with Omani Labor Law.

3.1 Emergency Leave is limited to four (4) days of paid leave per annum and may not be accumulated.

is limited to four (6) days of paid leave per annum with an acceptable reason and cannot be accumulative to the following year.
3.2 Employees requiring Emergency Leave shall apply to their direct supervisor, who may support and
approve the leave.
3.3 Employees must complete all required fields in the WaveERP online system, though the practicalities
of the situation may influence the timing. In appropriate situations WaveERP may be completed after
the leave dependent upon the circumstances, and the agreement of the direct supervisor.
3.4 Employees requiring an extension to the maximum four days of leave may only use their Annual
Leave entitlement, after the approval of the Human Resources Department.

|4. Bereavement Leave:: 

Employees of the University of Nizwa are entitled to Bereavement Leave.

4.1 Bereavement Leave is limited to three (3) days of paid leave upon the passing of a first degree
relative defined as parents, grandparents, children, brothers, sisters, and spouses.
4.2 Bereavement Leave is limited to two (2) days of paid leave upon the passing of a second degree
relative defined as aunts and uncles.
4.3 Employees requiring Bereavement Leave shall apply to their direct supervisor, who may support and
approve the leave upon production of appropriate documentation.
4.4 Employees must complete all required fields in the WaveERP online system, though the practicalities
of the situation may influence the timing. In appropriate situations WaveERP may be completed after
the leave dependent upon the circumstances, and the agreement of the direct supervisor.
4.5 Employees requiring an extension to the maximum days of leave may only use their Annual Leave
entitlement, after the approval of the Human Resources Department.

|5. Uddah Leave:: Employees of the University of Nizwa are entitled to Uddah Leave.

5.1 Uddah Leave is limited to female Muslim employees upon the passing of a husband, payable for four
(4) months and ten (10) days.
5.2 Employees requiring Uddah Leave shall apply to their direct supervisor, who may support and
approve the leave upon production of appropriate documentation.
5.3 Employees must complete all required fields in the WaveERP online system, though the practicalities
of the situation may influence the timing. In appropriate situations WaveERP may be completed after
the leave dependent upon the circumstances, and the agreement of the direct supervisor.
5.4 Employees requiring an extension to the maximum days of leave may only use their Annual Leave
entitlement, after the approval of the Human Resources Department.

|6. Maternity Leave:: Employees of the University of Nizwa are entitled to Maternity Leave.

6.1 Female employees who provide medical certificates from a medical authority acceptable to the
University of Nizwa, shall be eligible for fifty (50) days of paid Maternity Leave.
6.2 The University may not terminate an employee due to illness due to pregnancy, or difficulties in
childbirth.
6.3 Employees requiring Bereavement Leave shall apply to their direct supervisor, who may support and
approve the leave upon production of appropriate documentation.
6.4 Employees must complete all required fields in the WaveERP online system.
6.5 Employees requiring an extension to the maximum days of leave may only use their Annual Leave
entitlement, after the approval of the Human Resources Department.

|7. Hajj Leave:: Employees of the University of Nizwa are entitled to Hajj Leave.

7.1 Muslim employees with more than one (1) year of continuous service shall be eligible for fifteen (15)
days of paid leave.
7.2 Hajj leave may only be taken one (1) time during an employee’s service with the University of Nizwa.
7.3 Employees requiring Hajj Leave shall apply to their direct supervisor, who may support and approve
the leave upon production of appropriate documentation.
7.4 Employees must complete all required fields in the WaveERP online system.
7.5 Employees requiring an extension to the maximum days of leave may only use their Annual Leave
entitlement, after the approval of the Human Resources Department.

|8. Examination Leave:: Employees of the University of Nizwa are entitled to Examination Leave consistent with Omani Labor
Law.

8.1  University of Nizwa employees may be granted Examination Leave of 15 (Fifteen) days paid leave,
to attend professional examinations, at the discretion of the Vice-Chancellor for Administration and
Finance and may not be claimed as a right.
8.2 The leave request must be approved by the employee’s direct supervisor.
8.3 The employee should apply for their Examination Leave a minimum of four (4) weeks in advance of
the start date of the leave request.
8.4 The employee should complete all required fields in the WaveERP online system, as appropriate to
their leave request.

|9. Business Trip Leave:: Employees of the University of Nizwa are entitled to Business Trip Leave.

9.1 University of Nizwa employees may be granted Business Trip Leave at the discretion of the Vice-
Chancellor for Administration and Finance and may not be claimed as a right.
9.2 The leave request must be initially approved by the employee’s direct supervisor.
9.3 The leave will then require the approval of the Vice-Chancellor for Administration and Finance.
9.4 The leave will be unpaid.
9.5 The employee should apply for their Business Trip Leave a minimum of four (4) weeks in advance of
the start date of the leave request.
9.6 The employee should complete all required fields in the WaveERP online system, as appropriate to
their leave request.

|10. Research Leave/Scientific Leave/Seminar/Workshops/Thesis discussion:: 

Employees of the University of Nizwa may be entitled to Research / Scientific / Seminar / Workshop /
Thesis / or other specialist service Leave.
10.1 University of Nizwa employees may be granted specialist service leave at the discretion of the Vice-
Chancellor for Administration and Finance and may not be claimed as a right.
10.2 The leave request must be initially approved by the employee’s direct supervisor.
10.3 The leave will then require the approval of the Vice-Chancellor for Administration and Finance.
10.4 The leave will be unpaid.
10.5 The employee should apply for their leave a minimum of four (4) weeks in advance of the start date
of the leave request.
10.6 The employee should complete all required fields in the WaveERP online system, as appropriate to
their leave request.