New Heliopolis City, North of the 9th District, 46th Km Cairo-Suez Desert Rd, Cairo – Egypt
The educational institutions in Egypt rely on strategic objectives that enable them to achieve their present and future vision, documented and announced in a specific time plan accompanied by performance evaluation and quality assurance within internationally recognized standards. The mission of these institutions reflects their personality, educational role, social responsibility and aspirations in scientific research according to trends And the national priorities. The message is shared by all concerned parties within the university, where human resources represent one of the most important elements of their inputs and one of their strengths is the good management of the educational process. Endodontic labor market needs in addition to continuing the level of knowledge development.
The human resources of the university is formed in the chart of the academic and administrative organizational structure of the leadership positions and posts in the university which is primarily concerned with implementing the vision and philosophy of the university in the activities of education, scientific research and community service.
First: Academic Group:
1) Board of Trustees of the University and its President
The Board of Trustees of the University shall consist of a maximum of 15 members and one by a decision of the Founding Group as follows:
Except for the first Board of Trustees.
Terms of Membership:
Duration of the Council:
The Board of Directors shall have a term of five years. The Founders shall have the right to reconfigure the Council for similar periods at the end of its term or during its session. It may also dissolve the Council completely and reconstitute a new Council whenever it sees legal irregularities during its session.
The Board of Trustees is concerned with the provisions of Law No. 101 of 1992 and its Executive Regulations and the Private and Private Universities Law No. 12 of 2009 and its Executive Regulations issued by the President's Decree No. 302 of 2010, in particular the following:
1- Drawing up the general policy of the university and taking into consideration the recommendations of the scientific conferences.
4 - Management of the university funds.
5 - Adoption of the study plans and the start and end dates and the system of classrooms and hours approved for each certificate and curricula and holidays and stop the study and return according to the circumstances.
6 - Appointing the President of the University and his deputies and Secretary General and the adoption of the formation of the boards of colleges and research units.
7 - Adoption of the formation of specialized committees emanating from the Council of the University and the Councils of colleges and research units, which is concerned with the affairs of education and students and the affairs of graduate studies and research.
9 - Accept donations, wills, donations and grants that achieve the purposes of the university, both inside and outside the country, in accordance with the interests of the country.
11- Adoption of the rules for reduced grants or scholarships free of charge for Egyptian students.
Meetings of the Board of Trustees:
The Board of Trustees shall meet at least once every three months and whenever necessary, at the invitation of its Chairman. In case of absence, the Chairman of the Council shall be replaced by the Vice President of the Council authorized by the Council.
The meeting of the Board of Trustees shall be valid only in the presence of the relative majority of the shares of the contributing members. Decisions shall be taken by a majority vote of those present. If the votes of the members of the Board of Directors are equal, the same shall apply to the financial matters related to the administration of the University's funds. Delegation to the meetings of the Council shall not be taken into account.
The decisions of the Board of Trustees shall be final and binding upon the University and its affiliated bodies within the limits of the powers vested in the Council by virtue of the Law, the Executive Bylaws and the Presidential Decree issued for the establishment of the University.
Selection of the Chairman of the Board of Trustees and Deputies:
Terms of reference of the Chairman of the Board of Trustees:
1 - Presidency of the Board of Trustees and invitation to attend its meetings.
3- Issuing the decisions of appointing the university president, the secretary-general and the decision of the board of trustees and approving the formation of university councils, colleges, institutes and scientific and technical committees after approval by the council.
4 - Referring to the financial and academic plans and the various activities approved by the Council to the competent authorities to put them into practice in each of its own and follow up their implementation.
Membership of the Board of Trustees shall cease as follows:
3 - A judicial ruling against him for reasons of honor and honesty.
4 - If the member came to work harmful to the work and reputation of the university and its educational institutions.
6 - If the member is absent from attendance more than three meetings connected or separated after the invitation to him without an excuse accepted by the Council.
Entry of new members instead of those who have ceased membership:
2 - If the absence of the place resulted from the demise of the status of one of the appointees by virtue of his job, he replaces him who occupies his place in the job.
The funds of the university and its revenues and the revenues of all its units shall be deposited without deduction of any expenses in a major account in an Egyptian bank. The right to sign it shall be together with the Chairman of the Board of Trustees and one of his deputies or the Chairman of the Board of Trustees and the Financial Director of the University. The right to sign the account in either the head of the Council alone or one of his deputies and the financial director of the University combined.
The statement of the right to sign the subaccounts together in the units of the University is as follows:
The amounts allocated for disbursement shall be deposited in these accounts for the purposes of each of the units referred to above according to the budget prepared by the Unit and the Council of the University, approved by the Board of Trustees and Audit by the Auditors. In the absence of any party having the right to sign the above mentioned accounts, .
Standing Committee of the Board of Trustees
The Standing Committee of the Board of Trustees of the University shall be formed under the chairmanship of the President of the Council and the membership of:
1- The university president.
2- The number of (2) members representing the largest share in the capital of the University.
3- A member of the board of trustees who are employed by law or from abroad.
4- The auditor of the university accounts.
A technical secretariat and a rapporteur shall be appointed for this committee. Their numbers, salaries and terms of reference shall be determined in accordance with the decisions of the Board and required by the Labor Department and its circumstances. The Standing Committee specialized in: - Preparation of data, studies and research on the various topics that are required to be presented to the Board of Trustees, follow up the implementation of decisions of the Board of Trustees and facilitate the procedures of their implementation and work to resolve any problems or obstacles to implementation in accordance with the prescribed rules. - Studying and expressing opinions on the suggestions of the University Council's minutes and submitting them to the Board of Trustees for approval after presentation to the President of the Council. - Study the monthly reports submitted by the President of the University financial, technical and administrative. - The committee shall be responsible for preparing the meetings of the Board of Trustees, the specific committees and other meetings required by the work, as well as proposing the necessary recommendations to facilitate the work and follow up their implementation. Meetings shall be held at least once a month or whenever necessary and at the invitation of the Chairman or his authorized representative. - Develop policies and propose amendments from the practical application and propose to remove the difficulties facing the actual application of the University's established regulations and evaluate the performance of the work of departments in order to raise their efficiency. - To carry out the work of managing the plan and the budget, using the necessary members of this both inside and outside. Supervising the scientific and technical boards and committees of the Board of Trustees. - Coordinating between the Board of Trustees and the University's administration regarding the implementation of the University's plans and policies. The Committee shall forward its recommendations to the President of the Board of Trustees for decision or submit them to the Board of Trustees of the University for appropriate decision. Quality Committees: The Board of Trustees shall have the right to form specialized committees affiliated to it and shall be responsible for directing the departments of education affairs, students, postgraduate studies, research or other committees required by the University's work department. 2) The university president and his deputies University's president : The President of the University shall issue a decision from the Chairman of the Board of Trustees after the approval of the Council and take the opinion of the Minister of Higher Education and stipulate that: 1- Egyptian nationality. 2. To be full-time. 3. Hold at least five years as a professor at a university college or scientific institution. His appointment shall be for a term of four years renewable, and the Board of Trustees shall have the right to renew his sovereignty for a second period only. The President of the University shall administer the affairs of the University and manage its scientific, administrative and financial affairs within the limits of the policy established by the Board of Trustees and the Council of the University, which is responsible for the implementation of the Private and Private Universities Law No. 12 of 2009 and its executive regulations and the republican decision regarding the establishment of the university and the decisions of the Board of Trustees, the University Council and the applicable regulations. The following tasks: 1- Supervising the preparation of the educational, scientific, training and research plan of the university. 2- Supervising all the technical, administrative and financial organs of the University. 3 - Work to complete the need of university faculties of teaching staff, technicians and auxiliary groups as well as facilities, equipment, tools and others. 4 - Follow up the level of work performance at the university and its faculties and units of scientific, educational, administrative and financial. 5 - Prepare a report at the end of each year on the affairs of the university including the aspects of the university's activity and opinion at the level of workers and affairs of study and examinations and results and the most important problems and obstacles and proposals with appropriate solutions. To be presented to the Council of the League in preparation for presentation to the Board of Trustees. The President of the University may, in any case of disruptions of the system, suspend all or part of the study, provided that the suspension decision shall be submitted to the University Council within a week. The decisions shall be issued by the university council after the proposal has been submitted to the Board of Trustees. The Rector shall have all the powers vested in him by the Regulations for faculty members and employees. However, in cases where resolutions and regulations are to be issued by the Board of Trustees, they shall be brought before the Council for the necessary action. Vice-Presidents: - The University shall have a deputy or vice-presidents who shall assist in the management of its affairs and the oldest shall take his place in his absence. - The appointment of the Vice-President of the University shall be by a decision of the Board of Trustees on the proposal of the Rector. The appointment decision shall specify the terms of reference and duration of the term, not exceeding four years, renewable for a similar period only. - The vice president of the university under the supervision of the university president shall undertake the duties assigned to him in the appointment decision, provided that he is full-time and has held the position of professor or equivalent for at least five years in a university subject to the law of organizing universities or its equivalent. 3) Teaching staff and supporting staff: The University sets up policies and rules to set the number of faculty members and their assistants in the various disciplines and sets objective criteria for evaluating their performance, in order to improve the quality of the educational process, scientific research and community service according to its mission and strategic objectives. The University also develops the abilities and skills of faculty members and their assistants And ensure their satisfaction. The University is interested in ensuring that the percentage of faculty members and teaching staff to students conforms to the corresponding international standards. It also ensures the reasonable proportion of faculty according to academic grades (professor, assistant professor, teacher, assistant teacher, teacher). Of the cumulative experience of part-time professors and full-time professors. It also ensures that the scientific specialization of the faculty member is appropriate for the courses that participate in its teaching. The university is also keen on developing a documented plan and mechanisms to deal with the deficit or surplus in faculty members. The faculty members of the faculties and research units are: 1- Professors. 2 - Assistant professors. 3. Teachers. Supporting Body: 1- Assistant teachers. 2 - repeaters. The appointment of the faculty member in the faculty or research unit shall be by a decision of the President of the University after the approval of the University Council and upon the nomination of the College or the Unit for a period of one year, renewable and in accordance with the procedures stipulated in University Staff System. Dean of the College : The Dean of the College or the Research Unit shall be appointed by a decision of the Chairman of the Board of Trustees upon the nomination of the University Council and the approval of the Board of Trustees from among the professors of the College or the Unit or any other person provided that he is full-time and meets the required conditions for the post of Professor. - The Dean shall manage the affairs of the College or the Unit and manage its scientific, administrative and financial affairs and shall be responsible for implementing the regulations and the decisions of the College Council or the Unit and communicating them to the Rector within eight days from the date of issue. - The Dean shall also be responsible for the implementation of the decisions of the Board of Trustees and the Council of the University issued within the limits of his competence. - The list of the faculty or research unit shall determine its other competences and the financial and administrative powers it has for the affairs of the college or the unit. The Dean shall submit a report to the Council of the University at the end of each academic year on the affairs of education and research and other aspects of the college or unit activities and the obstacles that have affected the level of this activity and the proposed solutions in preparation for submission to the Board of Trustees for making the necessary decisions. The Dean of the College or the Unit shall have the right to invite the Board to present the issues that concern him. He may also invite the committees established in the College or the Unit to present the subjects he deems appropriate. Vice Dean: The Board of Trustees appoints the Vice-Dean of the College or the Unit upon the nomination of the President of the University from among the professors after taking the opinion of the Dean of the College or the Unit, and is required to be full-time for a period of three years, renewable once, and in some colleges or units may appoint more than one agent if necessary. So. Chairman of the Department: Each faculty or unit consists of a number of departments, each of which is responsible for teaching the subjects that fall within its competences. The internal regulations of the faculty or the unit determine these sections. Each faculty or research unit is to be formed by a faculty or research unit. Research and approval by the Board of Trustees after being referred by the Rector. Each Department of the College or Unit shall be responsible for: 1- Head of the department council. 2- The department council. The President of the Department Council shall issue a decision by the President of the University, provided that the decision shall specify the terms of reference and duration. The head of the department council supervises the scientific, administrative and financial affairs of the department within the limits of the policy determined by the college or unit council and the department council in accordance with the provisions of the regulations and decisions in force. Second: Administrative Group Human resources are also made up of the administrative group, 1) Secretary General of the University and falls under the functions of all the directors of the University administration, including: - Director of Human Resources - Chief Financial Officer - Warehouse Manager - Information Systems Manager - Director of Security and Safety - University Librarian - public relations manager - Sales Manager The duties of the Secretary of the University are as follows: - Assisting the President of the University in financial and administrative affairs. He shall be appointed by a decision of the Chairman of the Board of Trustees upon the approval of the Council and after taking the opinion of the President of the University and shall be responsible for implementing the regulations and decisions of the University within the limits of his competence. The Secretary of the University shall be an experienced person in the affairs. The university president may appoint an assistant secretary for the university to assist the secretary-general in what is within his competence. He is required to be full-time and qualified and experienced in these fields. The appointment shall be for a period of two years renewable. - The Secretary of the University shall have the full powers provided for in the Regulations and Decisions for non-faculty members of the University Administration. The administrative and financial departments shall be supervised by the University Administration. The work shall be coordinated and followed up in accordance with the resolutions and regulations issued by the Board of Trustees. 2) Administrative body: The University shall have a qualified and competent administrative staff at all levels to achieve the planned performance efficiently for all the activities of the University, thus ensuring the achievement of its mission, objectives and objectives. The applied practices of the educational institutions in the field of the administrative apparatus are as follows: • The University sets standards for the selection, appointment and promotion of administrative leadership based on scientific qualification, specialization, efficiency in performance, career history, cooperation with presidents, principals, colleagues and others. • Continuous training programs for employees: The University periodically determines the training needs of the employees and uses various mechanisms such as surveys, follow-up reports, future vision for development needs, etc. It also sets up a training plan based on identified needs, including the number and quality of training programs and their implementation mechanisms. At the same time, the commitment of individual candidates to the training programs should be taken into account as one of the criteria for selection, performance evaluation and motivation, and the quality of the training programs and their timeliness. Zimha working conditions in order to be attractive for all university employees, and develop indicators to evaluate the effectiveness of leadership training and maintains databases showing the number and types of training programs implemented, and the proportion of recipients of courses and training programs to the total actual number of advanced training. • Management efficiency in utilizing available human resources: The University maintains records (or databases) of the qualifications and expertise available, and ensures the distribution of personnel to different departments according to the quality of their qualifications and experience and suitability to the requirements of the job and qualify them to characterize the job, taking into account the balance in the distribution of human resources to departments based on the workload. Link incentives to production and activate policies of reward and punishment. • Working conditions according to functional requirements: The University seeks to provide the necessary material and technological facilities to increase the flow of performance and improve productivity while maintaining the satisfaction of the employees. This is achieved through the university's keenness to provide the equipments, tools, furniture and means that lead to the provision of suitable working conditions and incentives for efficient performance. • Performance evaluation systems for administrative leaders and employees: The university sets quantitative and qualitative standards to assess the performance of administrative leaders and employees. These standards must be documented and publicized and involve individuals in evaluating themselves. It also provides an opportunity to inform individuals of the results of the evaluation. • Level of satisfaction of administrative leaders and employees: The university measures employee satisfaction, discusses the results with them to determine the causes of dissatisfaction and seeks to make decisions and appropriate actions to address the causes of dissatisfaction. - The Labor Law and the Social Insurance Law shall apply to employees of faculties and research units who are not members of the teaching staff, in the absence of a special text in the university staff system. The appointment of the employees shall be by a decision of the President of the University. - The first-time appointment shall be for three months from the date of receiving the work. If they are valid, they shall be placed on the job. In case of invalidation, the worker shall be entitled to the required salary according to the salary schedule attached to the university staff system. Date of hiring . - The university president may appoint two workers whose practical experience is more consistent with the nature of the work than the required period, with the stipulation of their salary on the basis that at the beginning of the recruitment fee for each year the value of a bonus shall be added to a maximum of five bonuses, . - The staff of the University shall determine the procedures for the recruitment of employees, the measurement of their adequacy, the rules of promotions, allowances, incentives, health care, transport, assignment, secondment, leave, discipline and separation. - Non-faculty members • Appointment Without prejudice to the provisions of the By-Laws regarding staff, the Rector shall appoint the non-faculty members in accordance with the functional decisions and the budget of the posts approved by the Board of Trustees. Those who are appointed to one of the University's positions must: - Have Egyptian nationality. - Mahmoud has a good reputation and has never been sentenced to a criminal penalty or dishonesty and honesty. - To be in compliance with the requirements of filling the post as determined by the list of administrative appointments and in a manner not inconsistent with the internal regulations of the university units. - To prove his fitness by the competent medical authority. - Not less than 21 years of age. - That the military service has been discharged or permanently discharged. • Measuring the performance of employees The Personnel Affairs Committee of the University shall establish a system to ensure the measurement of the adequacy of the performance to be achieved. The performance shall be measured periodically once every year. The adequacy assessment shall be at an excellent, good, average and weak level. The employee shall be notified of the adequacy report as soon as it is approved by the Personnel Affairs Committee and may lodge a complaint within one month from the date of his knowledge to the President of the University. The worker submitted shall be deprived of an annual report at a rate of less than half the amount of the periodic allowance in the year following the year in which the report is submitted. The worker who submits two consecutive annual reports with a weak rank is presented to the Personnel Affairs Committee to determine the appropriateness of transferring him to another job or dismissing him from service while preserving his right to pension or remuneration. The committee submits its report to the university president for approval. • Promotions Taking into account that the worker fulfills the requirements for filling the promoted job to which the promotion is to be taken from the job that precedes it directly in the category. The promotion to senior positions or supervisory positions shall be by choice and by a decision of the Rector based on the recommendation of the Personnel Affairs Committee and in accordance with the promotion regulations established by this committee. The promotion shall be effective from the date of issue of the decision and the worker shall be entitled to the beginning of the salary due for the promoted job or a premium from its allowances whichever is greater from that date. It is not permissible to upgrade to the higher category until after the necessary periods have been met for at least the highest category in accordance with the provisions of these regulations, in a manner that does not contradict with the provisions of the university units regulations. • Wages and allowances The beginning and end of the salaries of each category are determined according to the following: - The worker shall be entitled to the periodic allowance prescribed for the category of his job which he occupies in accordance with the salary schedules of the university, so that it does not exceed the end of the salary for the post category. - The periodic bonus is due on the first of September following the expiry of one year from the date of appointment or from the date of the previous periodic bonus. • Incentives and health care The worker shall be granted an incentive allowance equivalent to the periodic allowance prescribed even if he has exceeded the end of the wage due for the category of job, in accordance with the following conditions: - The worker's efficiency has been determined at an excellent level, and he has made a special effort, saved expenses or raised the level of performance. - The number of employees who receive this bonus in one year shall not exceed 10% of the number of employees and the grant of this allowance shall not be prevented from accruing the periodic bonus on time. - The Rector of the University may report encouraging bonuses to employees who perform excellent services, works, research or proposals that help improve working methods or increase the efficiency of performance and save expenses. Such bonuses may also be a percentage of the net profit of the University in accordance with the rules and limits established by the Board of Trustees. - The University Council shall establish a system of health, social, cultural and sporting care for the employees of the University, taking into account the provisions of Law No. 79 of 1975 promulgating the Social Insurance Law and the supplementary and amended laws thereof. • Transport, lending and lending: - By a decision of the university president, the employee may be temporarily assigned to perform another job of the same level of his job or post directly above the university. - The university president or his delegated representative may delegate the worker from any outside party in non-official working hours to work at the university. - By a decision of the Rector and after the offer to the Board of Trustees may loan the worker abroad and determine the decision issued on secondment, provided that the wages of the entire worker on the side of the counterparty. - The period of secondment shall be within the period of participation of the employee in the social insurance system and the entitlement of the allowance and promotion, subject to the provisions of Law No. 79 of 1975 promulgating the Social Insurance Law, provided that the worker bears his share and the university's share in the insurance. • Holidays - A worker shall not be disqualified from his work except on the leave to which he is entitled within the limits of the prescribed holidays and in accordance with the regulations and procedures established by the University Council. - The employee has the right to leave with full pay on the holidays and official occasions determined by a decision of the Prime Minister. The worker may be employed on these holidays with double payment if necessary. The provisions of the decision of the Prime Minister in this regard shall apply to non religious religious festivals. - The worker is entitled to a seven-day paid leave for the year for an emergency reason that can not be obtained for any other leave. - The worker shall be entitled to a regular annual leave at full wage not included in the account during the holidays and official occasions except for the weekly holidays and shall be included in the account on the days of the casual leave if the worker performs the regular leave as follows: 15 days in the first year after six months from the date of receipt of the work. 21 days for those who have spent a full year. 30 days for those who have spent ten years in service. - The President of the University may authorize a leave on ordinary leave in case of necessity if the worker has not exhausted his leave in previous years. The worker shall be entitled to a sick leave every three years, provided by a decision of the competent medical authority, within the following limits: Three months with full pay. Six months with a wage equal to 50% of his basic wage, 75% of the basic wage for those over the age of fifty. The worker has the right to extend sick leave for another three months without pay if the competent medical authority decides to recover him. The worker has the right to request the transfer of sick leave, either full pay or reduced wage, to a regular leave if he has provided it and with the approval of the university president. To notify the University of his illness within 24 hours of his failure to work unless it was impossible for compelling reasons. - If the sick worker wishes to terminate his leave and return to work, he must submit a written request and the competent medical authority agrees to do so. - The university president may grant a husband or wife if one of them is allowed to travel outside the country for at least six months without a salary. This leave may not exceed the period of stay of the husband or wife abroad for three years after the offer to the Board of Trustees. - The worker shall be entitled to leave without pay to care for her child, up to a maximum of one year at a time and three times throughout her career, provided that the university shall pay the insurance contributions due to the worker or grant the worker compensation for her wages. 25% of the salary she commits at the start date of the vacation, To select them. - The worker shall be entitled to a special leave with full pay and shall not be counted within the holidays stipulated in the preceding articles, in the following cases: To perform the Hajj and be for one month for one time throughout his career. The worker has the right to a maternity leave for 50 days after her birth three times throughout her career. - The worker who suffers a work injury shall be entitled to a period of treatment for a period of time determined by him, subject to the provisions of the Social Insurance Law No. 79 of 1975 and the laws supplementing him with respect to determining the compensation due. - The Recruiter shall not be entitled to a vacation of any kind from the foregoing for the length of his stay in the armed forces. - If the worker is cut off from his work, he is deprived of his wage for the period of his absence, without prejudice to the disciplinary responsibility. - The Secretary of the University may decide to calculate the period of interruption of his leave and grant him his wage if he has a balance of which allows this and if it is not contrary to the interest of work. - The calendar year from the first of September to the end of August of the following year is the basis for the calculation of leave granted to employees. • Duties of employees and businesses prohibited: The worker shall observe the provisions governing the work in the applicable regulations and laws as follows: - To perform the work entrusted to him / her faithfully and to allocate the official working time for the performance of the duties of his job. The worker may be assigned to work outside the official working hours in addition to the appointed time if the interest of the work so requires. - Improve the treatment of students and others while accomplishing their interests in a timely manner. - To preserve the dignity of his job in accordance with public practice and to behave in his conduct in a manner consistent with respect and duty. - Maintain work schedules and follow the procedures determined by the University administration in the event of absenteeism or delay in scheduling. - To inform the university of his place of residence and social status and any change occurring within a month at most from the date of change. - To carry out the orders issued to him accurately and faithfully within the limits of the laws and regulations in force. Each head shall be responsible for the orders issued by him to be responsible for the proper functioning of the work within his limits. The following worker is prohibited: - Violation of the rules and regulations stipulated in the University's regulations and decisions. - Violating the regulations and all the financial rules of the university. - Negligence or default resulting in the loss of one of the financial rights of the University. - Disclose the matters which he is aware of by virtue of his employment if they are confidential in nature or under instructions to do so. - Does not keep for himself the origin of any paper of the University's papers or remove this original from the files allocated for its preservation, even if it is private work assigned to him personally. - Violate the security measures issued by a decision of the competent authority. • Termination The worker's service ends for one of the following reasons: - The age limit for leaving the service. - Dishonesty for health service. - Resignation . - Separation from service. - Sentencing him to a criminal penalty in one of the crimes stipulated in the Penal Code or similar crimes stipulated in the special laws or a penalty restricting freedom in an offense against honor or trust unless the sentence is suspended. - Canceling the temporary job. - Death . The service may be extended by the age of 60, subject to the provisions of the Social Insurance Law No. 79 of 1975 and the supplementary and amended laws. The service may be extended by a decision of the President of the University. An unfitness to the health service shall be proved by a decision of the competent medical authority. It shall not be permissible to disqualify him from health before the validity of his sick and normal leave unless he is requested to terminate his service without waiting for the end of his leave. - The worker may submit his resignation from his job and the resignation shall be written, and the service of the worker shall not end unless the decision to accept the resignation. During this period, the resignation may be postponed for reasons related to the employer's interest, provided that the worker is notified not to exceed two weeks in addition to the fifteen days mentioned in the preceding paragraph. , And the worker must continue to work until he is informed of the decision to resign or until the deadline stipulated in the third paragraph. The worker shall be considered in advance of his resignation in the following cases: - If he ceases to work without permission for more than ten consecutive days unless within the next ten days he proves that his interruption was an acceptable excuse, in which case the university president or the university secretary may decide not to deprive him of his wage for the interruption period if he has A balance of leave shall be allowed, otherwise he shall be deprived of his wage for such period. If the worker fails to provide reasons to justify the interruption or present such reasons, his service shall be considered terminated from the date of his absence from work. - If he ceases his work without permission, the University administration shall accept him for more than twenty days in a separate absence in the year that his service shall be terminated in this case from the day following the completion of the period without the need for a warning. - If he joins the service of any other party and in this case the service of the worker is terminated from the date of joining the service in this other party. - The worker shall pay his wages until the day his term of service expires for one of the reasons stated in the preceding articles. In case of dismissal for unfit health, the worker shall be entitled to full or incomplete wages as the case may be until the date of exhaustion of sick leave or referral to the pension at his request. At the request of the worker, his remuneration shall be paid until the date of the decision to accept the resignation or the expiry of the period for which the resignation is deemed acceptable. - If the worker dies while serving, he shall pay the equivalent of three full months' wages to meet the funeral expenses of the widower or to guide the children or to the person who proves that he has paid these expenses.