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- If the employee was under a probation period, then such probation period shall be clearly referenced and specified in the work contract. The probation period shall not exceed more than ninety days, such period may be extended, subject to a written agreement between the parties, to a total of a hundred and eighty days. Eid Al-Feter and Al-Adha holydays as well as sick leaves shall not be included in the calculation of the duration period. Either party may terminate the work contract during the probation period, unless the contract includes a provision giving such right exclusively to either party. The employee may not be put under a probation period more than once for the same employer. However, subject to a written agreement between the parties, the employee may be put under another probation period if it's in regard to a different job or work or if a period no less than six months has passed since the termination of the previous labor relationship between the employer and the employee.
- If the work contract is terminated during the probation period, neither party will be entitled to a compensation nor will the employee be entitled to an end of service award.