Scope Of Application
This regulation applies to all members of the office, including permanent staff and trainees, across all administrative levels.
Article (1): Governing Reference Framework of the Bylaw
This Article aims to define the professional, ethical, and governance framework upon which this Bylaw is established. This reference framework shall be binding in the interpretation and application of all its provisions.
The Firm adopts, in the preparation and implementation of this Bylaw, the frameworks and standards issued by professional and regulatory bodies governing the auditing profession and its related professional services, in a manner that ensures adherence to sound professional practices and the protection of the public interest, as follows:
1. Professional Codes of Ethics issued by recognized professional bodies
The Firm and its members shall comply with the professional codes of ethics issued by the competent professional bodies regulating the profession, which are based on the principles of integrity, independence, objectivity, professional competence, confidentiality, and professional responsibility.
2. Professional Standards for Auditing and Related Professional Services
All audit engagements and professional services shall be performed in accordance with the applicable International Standards on Auditing (ISA) and other relevant professional standards issued by competent authorities, in a manner that ensures obtaining sufficient and appropriate audit evidence and issuing an independent professional opinion that can be relied upon.
3. Applicable Regulatory and Governance Frameworks for the Profession
This Bylaw is based on governance and quality control principles issued by the competent regulatory authorities, including, but not limited to, segregation of duties, prevention of conflicts of interest, and strengthening professional accountability.
4. Laws and Regulations Governing the Practice of the Profession
The provisions of this Bylaw shall be applied within the framework of full compliance with the laws and regulations governing the practice of the profession in the relevant jurisdiction, as well as any instructions, circulars, or decisions issued by the competent supervisory authorities.
5. Public Interest and Protection of Confidence in the Profession
The provisions of this Bylaw shall be interpreted and applied in a manner that safeguards the public interest, enhances confidence in financial reporting, and preserves the reputation of the auditing profession and its role in supporting the economy.
These references constitute the governing basis for the interpretation and application of all provisions of this Bylaw. No internal policy, procedure, or practice within the Firm may contradict these principles.
The detailed implementation mechanisms related to these principles are set forth in the approved Procedures Handbook.
Article (2): Purpose of the Bylaw and Scope of Application
This Bylaw establishes a governing framework regulating the conduct of work within the Firm in a manner that ensures consistency of professional methodology, promotes institutional discipline, and supports audit Independence and quality of performance. This Article defines the purpose of the Bylaw and the scope of its application.
First: Purpose of the Bylaw
This Bylaw aims to achieve the following objectives:
1.Regulating the professional relationship within the Firm
To regulate the professional relationship between the Firm and its Firm Members based on clear professional principles that define rights, duties, and responsibilities, ensuring an appropriate balance between operational requirements and the professional rights of Firm Members.
2.Standardizing professional methodology and performance
To establish a consistent framework governing the performance of professional services within the Firm, ensuring uniformity in approach, reliability of outputs, and minimizing reliance on unstructured individual practices.
3.Strengthening Independence and Objectivity in audit work
To support auditor Independence and prevent any administrative, financial, or personal influence that may compromise Objectivity or the integrity of the professional opinion.
4.Enhancing the quality of professional services provided
To ensure that audit services and related professional services are delivered in accordance with applicable professional standards and at a consistently high level of quality.
5.Establishing principles of Governance and accountability
To establish clear rules of accountability and institutional discipline, linking performance with responsibility, and preventing conflicts of interest and misuse of authority.
6.Supporting the institutional sustainability of the Firm
To develop a stable and sustainable operating framework that depends on institutional systems and professional methodology rather than individual practices.
Second: Scope of Application
The provisions of this Bylaw shall apply to:
1.All Firm Members
The provisions of this Bylaw shall apply to all Firm Members, including permanent staff and trainees, across all functional levels, without exception.
2.All professional and administrative activities of the Firm
This Bylaw covers all audit engagements, related professional services, as well as administrative and organizational activities within the Firm.
3.All premises and work locations
The provisions of this Bylaw shall apply at the Firm’s head office, as well as at branches, client sites, or any external work assignments entrusted to Firm Members.
4.Relationship with supporting documents
This Bylaw constitutes the governing framework for all internal policies and is supplemented by the Procedures Handbook, which sets out the detailed implementation requirements for the matters contained herein, without conflict or duplication.
Third: Binding Nature of the Bylaw
1.Full compliance with the provisions of the Bylaw
This Bylaw is binding upon all Firm Members, and any breach of its provisions shall be considered a professional violation subject to accountability in accordance with the approved policies.
2.Priority of the Bylaw over other instructions
The provisions of this Bylaw shall apply as the primary governing reference regulating work within the Firm. In the event of any inconsistency, the provisions of this Bylaw shall prevail over any other internal instructions or practices.
3.Amendments and continuous development
This Bylaw may be updated or amended through duly approved decisions, in line with professional and regulatory developments, without prejudice to its fundamental principles.
Article (3): Fundamental Principles of Professional Conduct
The Fundamental Principles of Professional Conduct constitute the ethical and professional framework governing all activities of the Firm. These principles are binding upon management and all Firm Members without exception, and may not be compromised or diminished under any circumstances.
1.Professional Independence
The Firm and its Firm Members shall maintain full Independence in performing audit engagements and related professional services, in a manner that prevents any administrative, financial, or personal influence that may affect the Objectivity of the professional opinion. It is prohibited to take or accept any action or instruction that may influence the auditor’s Independence or subject the auditor to direct or indirect pressure.
2.Objectivity and impartiality
All professional services shall be performed with complete impartiality, free from personal considerations, relationships, or private interests.
Firm Members shall not allow any external factors to influence Professional Judgment or the outcome of professional work.
3.Integrity and professional honesty
Firm Members shall maintain the highest standards of Integrity and honesty in all professional dealings. Any conduct involving misrepresentation, concealment of material facts, or misuse of authority is strictly prohibited.
4.Professional confidentiality and protection of information
Confidentiality includes all client data, professional information, and internal Firm documentation. The obligation of confidentiality shall continue even after the termination of the professional relationship with the Firm.
5.Professional competence and due professional care
Professional services shall be performed with appropriate technical Competence and the required level of Due Professional Care. The Firm is committed to applying applicable professional standards in all Engagements.
6.Disclosure and avoidance of conflicts of interest
All Firm Members shall promptly provide written disclosure of any actual, potential, or perceived Conflict of Interest. Failure to disclose such conflicts shall in itself constitute a serious professional violation, even in the absence of actual harm.
7.Segregation between preparation, review, and approval
The same individual shall not be responsible for preparing, reviewing, and approving the same work. Such Segregation of Duties is a fundamental element in ensuring the quality of outputs and the reliability of the professional opinion.
8.Accountability and institutional discipline
All Firm Members shall be accountable for their professional work and decisions. Compliance with the Firm’s regulations and policies constitutes an essential condition for maintaining the professional relationship.
No provision of this Bylaw may be interpreted or applied in a manner that contradicts or diminishes any of the Fundamental Principles set out in this Article. Detailed procedures governing the implementation of these principles are set forth in the approved Procedures Handbook.
Article (4): Firm Membership and Joining the Firm
This Article aims to regulate the rules governing joining the Firm, define the concept of Firm Membership, and ensure the selection of qualified professional personnel consistent with the nature of work in an audit firm, in a manner that supports Independence, quality of performance, and institutional sustainability.
1.Concept of Firm Membership
A Firm Member is any individual working with the Firm on a permanent, temporary, or trainee basis, participating in the performance of professional or administrative activities, and subject to the provisions of this Bylaw and its supporting documents. Firm Membership represents a professional relationship based on adherence to professional standards and ethical conduct and is not limited solely to a financial contractual relationship.
2.Conditions for joining the Firm
Individuals joining the Firm shall possess appropriate academic qualifications relevant to the nature of work and a level of technical competence consistent with the assigned role. Candidates shall demonstrate full readiness to comply with internal regulations, professional methodology, and continuing professional development requirements. Selection of Firm Members shall also consider alignment with institutional values, professional conduct, and the ability to work within a disciplined team environment.
3.Acceptance and appointment procedures (general framework)
Firm Members shall be accepted by an approved decision issued by the competent authority within the Firm, in accordance with the approved organizational structure. Applicants shall undergo a professional and behavioral assessment to evaluate their suitability for the nature of work and professional requirements. Acceptance or appointment shall not constitute any acquired right to continued engagement, and continuation shall remain subject to ongoing evaluation and compliance.
4.Firm Member file
Each Firm Member shall complete an approved professional and administrative file within the period determined by the Firm. No financial entitlements shall be paid and no professional authority shall be granted prior to completion of the required documentation in accordance with the approved requirements. The Firm Member shall also be responsible for updating personal and professional documents whenever changes occur.
The contents of the file and the procedures for review and retention are specified in the Procedures Handbook.
5.Probation period and initial evaluation
- Probation period and initial evaluation
Each Firm Member shall be subject to a probation period intended to evaluate professional competence, commitment, and professional conduct. The Firm may terminate the professional relationship during the probation period in accordance with applicable legal requirements, without this constituting a violation of acquired rights. The decision regarding continuation shall be based on the results of the evaluation conducted during the probation period.
- Professional registration
Firm Members whose roles require professional registration shall apply for registration in the Register of Accountants and Auditors maintained by the Ministry of Finance. The Firm Member shall be responsible for fulfilling the registration requirements, while the Firm shall provide the necessary administrative follow-up. Failure to complete the required registration may result in appropriate regulatory actions in accordance with the approved policies.
- Responsibilities of the Firm Member
Each Firm Member shall fully comply with this Bylaw, the Procedures Handbook, and all approved internal policies, and shall maintain professional conduct both inside and outside the workplace in a manner that does not harm the Firm or the profession. Firm Members shall also commit to developing their professional and technical skills in accordance with the approved training plans.
Detailed procedures related to recruitment, appointment, probation, Firm Member files, and professional registration are set out in the approved Procedures Handbook. No provision of this Article may be interpreted independently from the Handbook.
Article (5): Regulation of Working Hours, Attendance, and Departure
This Article aims to regulate working hours within the Firm in a manner that ensures institutional discipline, effective utilization of working time, and an appropriate balance between professional performance requirements and the rights of Firm Members, consistent with the nature of work in an audit firm.
1.Working days and hours
Working days and hours shall be determined through approved administrative decisions issued by the competent authority within the Firm in accordance with applicable laws and regulations, and shall be formally communicated to all Firm Members.
Working hours may be organized in a manner consistent with the nature of professional duties, particularly during audit periods or external assignments, without prejudice to the requirements of discipline and professional responsibility.
Compliance with working days and hours constitutes an essential element in evaluating professional performance and institutional discipline.
2.Attendance and departure
All Firm Members shall record their attendance and departure times using the systems approved by the Firm, whether manual or electronic.
Signing on behalf of others or providing inaccurate attendance records is strictly prohibited and shall constitute a serious professional violation.
Attendance records shall be subject to periodic review and monitoring by the competent administrative function.
3.Late attendance and early departure
Late attendance without prior and acceptable justification shall be considered a regulatory violation. Leaving work before the end of official working hours shall not be permitted without prior approved authorization in accordance with established procedures.
Repeated instances of lateness or early departure shall be taken into consideration in performance evaluation and may result in appropriate administrative actions.
4.Leave and absence
Leave of various types shall be granted in accordance with an approved policy that considers both operational requirements and the rights of Firm Members. Prior approved authorization shall be obtained before taking leave, except in emergency circumstances. Absence without prior notification or approval shall constitute a regulatory violation subject to accountability.
5. Work outside the Firm’s premises
Firm Members may be assigned duties outside the Firm’s premises, including field audit engagements or meetings with clients.
Time spent performing work outside the Firm shall be considered part of official working hours in accordance with approved policies.
Firm Members shall comply with all professional conduct and discipline requirements while performing duties outside the Firm’s premises.
6. Impact of compliance on evaluation and incentives
Compliance with working hours, attendance, and departure requirements constitutes an essential element in the periodic evaluation of Firm Members.
The level of discipline demonstrated by Firm Members directly affects eligibility for performance-related incentives and benefits.
Detailed procedures related to recruitment, appointment, probation, Firm Member files, and professional registration are set out in the approved Procedures Handbook. No provision of this Article may be interpreted independently from the Handbook.
Article (6): Professional Conduct and Professional Appearance
This Article aims to establish rules governing professional conduct and professional appearance within the Firm, in a manner that reflects the nature of work in an audit firm, preserves the Firm’s reputation, and enhances confidence in its Firm Members before clients and external parties.
1.General professional conduct
All Firm Members shall conduct themselves in a professional and respectful manner in all interactions inside and outside the Firm, in a way that is consistent with the nature of the auditing profession.
Firm Members shall treat colleagues, supervisors, and clients with respect and shall refrain from any conduct that may harm the work environment or professional relationships.
Each Firm Member represents the Firm in all professional interactions and shall maintain the Firm’s reputation and institutional image at all times.
2.Professional conduct in dealing with clients and external parties
Firm Members shall demonstrate professionalism, clarity, courtesy, and accuracy in all communications with clients and external parties.
No Firm Member shall express opinions, commitments, or representations on behalf of the Firm without duly authorized approval.
Firm Members shall avoid entering into any relationships or arrangements that may affect their Independence or professional Objectivity.
3.Digital conduct and electronic communication
Communication tools, email, and approved digital systems shall be used for business purposes only and in accordance with the Firm’s policies.
Publishing or sharing any professional content or information relating to the Firm or its clients through social media or any public platform without authorization is strictly prohibited.
Firm Members shall comply with information security and data protection requirements in all digital communications and professional activities.
4.Professional appearance and dress code
Firm Members shall maintain a professional appearance appropriate to the nature of work in an audit and advisory firm, reflecting professionalism and respect.
Firm Members shall adhere to the dress code approved by management, ensuring simplicity, professionalism, and avoidance of excessive or inappropriate appearance.
Appropriate professional appearance shall also be maintained during external meetings, field visits, and official assignments
5.Conduct within the Firm’s premises
Firm Members shall maintain order and discipline within the workplace and shall avoid any behavior that may disrupt the work environment or hinder professional activities.
The Firm’s facilities, equipment, and resources shall be used solely for professional purposes in a manner that protects the Firm’s assets.
Firm Members shall utilize working hours efficiently to perform assigned duties and shall refrain from excessive engagement in personal matters during working time.
6.Impact of conduct and appearance on evaluation
Compliance with professional conduct and professional appearance requirements constitutes an essential component of the periodic evaluation of Firm Members.
Any violation of the provisions of this Article shall be subject to accountability procedures in accordance with the approved disciplinary policies.
The detailed implementation requirements relating to rules of professional conduct, dress code, and the use of communication tools are set out in the approved Procedures Handbook, and this Article shall not be interpreted independently thereof.
Article (7): Professional Confidentiality and Protection of Information
This Article aims to safeguard the confidentiality of information and data handled within the Firm, preserve confidence in the auditing profession, and ensure the professional and responsible use of information, in accordance with applicable international professional standards and legal obligations.
1. Scope of professional confidentiality
Confidentiality applies to all information, data, and documents relating to clients, the Firm, or its Firm Members, regardless of their form or method of communication, whether written, electronic, or verbal.
Financial, accounting, tax, and legal information, audit reports, professional methodologies, and the Firm’s internal data are inherently confidential in nature.
Firm Members shall maintain confidentiality throughout the duration of their professional relationship with the Firm, and this obligation shall continue after termination of the professional relationship for any reason.
The use of confidential information for personal purposes or for obtaining direct or indirect benefit is strictly prohibited.
2. Use of information within the scope of work
Information shall only be used to the extent necessary for the performance of assigned professional duties.
Access to information shall be restricted to authorized persons only, in accordance with the nature of the work and approved authority levels.
3. Protection of data and files
The Firm and its Firm Members shall comply with approved policies for the protection of data and files, including the use of secure systems, passwords, and appropriate storage methods.
Physical and electronic files shall be retained in designated and approved locations or systems, and shall not be removed or copied without authorization.
4. Legal disclosure and exceptions
Confidential information may only be disclosed where required by law or competent authorities and in accordance with applicable legal requirements.
The competent authority within the Firm shall be notified prior to any legal disclosure of confidential information.
5. Digital conduct and information protection
Firm Members shall use only approved technological tools and systems for handling professional information.
Sending, storing, or sharing professional information through unauthorized tools or platforms is strictly prohibited.
6. Responsibility and accountability
Any breach of confidentiality obligations shall be considered a serious professional violation subject to disciplinary procedures in accordance with the approved disciplinary policy.
Administrative disciplinary action shall not prejudice the Firm’s right to pursue legal recourse where appropriate.
The detailed procedures relating to information protection, access authorization, file retention, and data handling are set out in the approved Procedures Handbook, and this Article shall not be interpreted independently thereof.
Article (8): Use of Technology Systems and Artificial Intelligence Tools
This Article aims to regulate the use of technology systems and artificial intelligence tools within the Firm in a manner that enhances professional efficiency and improves the quality of work, without compromising professional responsibility, Independence of opinion, or confidentiality requirements.
1. General framework for the use of technology
Technology systems and artificial intelligence tools shall be used as supporting tools for professional work and shall not replace Professional Judgment or the personal responsibility of the Firm Member.
Firm Members shall use only systems and applications officially approved by the Firm’s management, and the use of unauthorized tools in performing professional work is strictly prohibited.
2. Limits on the use of artificial intelligence tools
Full reliance on outputs generated by artificial intelligence tools in the preparation, review, or approval of professional work without independent human review is prohibited.
Firm Members shall bear full responsibility for the accuracy and validity of professional work, even where technological or AI tools have been used.
Artificial intelligence tools shall not be used in any manner that may impair Independence of professional opinion or result in unjustified automated standardization of Professional Judgment.
3. Data protection when using technology
Firm Members shall not input confidential or client-related data into tools or platforms that are not approved or not under the Firm’s control.
Artificial intelligence tools shall not be used in handling sensitive data except in accordance with strict approved controls and policies.
4.Ethical and responsible use of technology
Technology systems and artificial intelligence tools shall not be used in any manner that violates applicable laws, professional standards, or the Firm’s institutional values.
Firm Members shall provide internal disclosure regarding the use of significant technological tools in the preparation of professional work where required under approved policies.
5.Technological development and capacity building
The Firm supports the controlled and responsible use of technology and artificial intelligence tools to enhance professional efficiency and encourages Firm Members to develop their technical skills.
The use of certain advanced systems or tools may be subject to prior training and qualification in accordance with approved development plans.
6.Monitoring and accountability
Technology systems shall be subject to periodic review and monitoring to ensure compliance with approved policies. Any unauthorized use or violation of the provisions of this Article shall constitute a professional violation subject to accountability in accordance with the approved disciplinary policy.
The detailed procedures relating to the approval of technology systems, the controls governing the use of artificial intelligence tools, training requirements, and monitoring processes are set out in the approved Procedures Handbook, and this Article shall not be interpreted independently thereof.
Article (9): Training and Continuing Professional Development
This Article aims to ensure the continuous enhancement of the professional, technical, and technological capabilities of Firm Members, and to develop qualified personnel capable of performing audit engagements and related professional services efficiently and with high quality, in accordance with professional requirements and applicable standards.
1. Principle of Continuing Professional Development
Training and Continuing Professional Development constitute a fundamental professional obligation for all Firm Members and are not considered an optional benefit.
The Firm shall consider ongoing developments in auditing, accounting, taxation, governance, and technology when establishing training plans.
2. Training plans and programs
The Firm shall establish approved annual or periodic training plans specifying training topics, levels, target groups, and delivery methods.
Training methods may include internal training programs, specialized courses, workshops, on-the-job training, and e-learning.
Training programs shall be designed in a manner consistent with the functional level and professional experience of each Firm Member.
3. Technical and technological training
Firm Members shall participate in technical training programs relating to auditing, professional standards, and professional reporting requirements.
Training shall include development of technological skills, use of approved systems, and application of artificial intelligence tools in accordance with the governing policies.
4. valuation and linkage between training and performance
Training shall be evaluated based on its practical benefit and its impact on professional performance.
Commitment to training and level of professional development shall be considered in performance evaluation, promotion decisions, and career path planning.
5. Commitment and responsibility
Firm Members shall attend approved training programs unless an acceptable and duly approved excuse is provided.
Repeated failure to comply with training requirements shall constitute a regulatory violation affecting professional evaluation.
6. Documentation and training records
The Firm shall maintain approved training records for each Firm Member indicating the training programs attended.
Training records shall be used in professional evaluation, career path development, and demonstration of professional competence.
The detailed procedures relating to the preparation, implementation, evaluation, and documentation of training plans are set out in the approved Procedures Handbook, and this Article shall not be interpreted independently thereof.
Article (10): Performance Evaluation and Career Path
This Article aims to establish a structured and fair framework for evaluating the performance of Firm Members, linking performance to professional competence, responsibility, and discipline, and defining the career path in a manner that ensures fairness, transparency, and institutional sustainability.
1.Principles of performance evaluation
Performance evaluation shall be conducted based on clear and objective criteria that ensure fairness and impartiality, without influence from personal relationships or non-professional considerations.
Evaluation criteria shall be clearly defined and communicated to all Firm Members. Each Firm Member shall be informed of the results of their evaluation in a clear and consistent manner. Performance evaluation shall be conducted on a periodic and regular basis and shall not be limited to an annual evaluation only, where the nature of work requires more frequent assessment.
2. Elements and evaluation criteria
Evaluation shall include the quality of work, compliance with professional standards, accuracy of outputs, and the ability to exercise analysis and Professional Judgment.
Evaluation shall also include compliance with internal regulations and policies, discipline in attendance, adherence to organizational instructions, commitment to professional conduct and appropriate appearance, and professional interaction with colleagues and clients.
Evaluation shall further include commitment to training, development of technical and professional skills, and responsiveness to feedback provided.
3.Evaluation mechanisms and procedures
(general framework)
Performance evaluation shall be conducted by the competent authority in accordance with the approved organizational structure, ensuring objectivity and appropriate levels of review.
Evaluation results shall be documented in approved forms and records and maintained within the Firm Member’s file.
Firm Members shall be given the opportunity to review and discuss evaluation results within an organized professional framework.
Detailed evaluation procedures and forms are set out in the approved Procedures Handbook.
4.Linkage between evaluation and career path
Promotion and career progression decisions shall be based on evaluation results, level of professional competence, and institutional commitment.
Evaluation results shall also be used to identify training needs and to guide Firm Members toward an appropriate professional career path.
Performance evaluation or continuation of employment shall not create any automatic entitlement to promotion or position.
5.Addressing unsatisfactory performance
Where performance deficiencies are identified, the Firm Member shall be notified and a performance improvement plan with a defined timeframe shall be established.
Performance shall be re-evaluated after the improvement period to determine whether deficiencies have been addressed.
Where performance remains unsatisfactory, appropriate administrative actions may be taken in accordance with approved policies.
6.Confidentiality of evaluation
Evaluation results and related records shall be treated as confidential information and shall only be disclosed on a need-to-know basis.
Evaluation results shall be used solely for development, organizational, and administrative decision-making purposes.
The detailed procedures relating to evaluation criteria, evaluation forms, evaluation frequency, linkage to career path, and performance improvement plans are set out in the approved Procedures Handbook, and this Article shall not be interpreted independently thereof.
Article (11): Incentives and Benefits
This Article aims to regulate the incentives and benefits framework within the Firm, linking incentives to professional performance and institutional commitment, in a manner that ensures fairness and transparency and motivates Firm Members to achieve the highest levels of quality and efficiency.
1. Governing principles of the incentive’s framework
The incentives framework shall be applied on fair and objective principles, ensuring equal opportunity among Firm Members without non-professional discrimination.
Incentives shall be granted based on measurable actual performance, rather than seniority or personal considerations.
The incentives framework shall be designed in a manner that considers the Firm’s financial capacity and sustainability of resources, without prejudice to its rights and obligations.
2. Types of incentives
Incentives may include bonuses, periodic or exceptional performance-based rewards, recognition of professional contribution, advanced training opportunities, participation in specialized professional assignments, or other organizational benefits.
Team-based incentives may also be granted where outstanding collective performance is achieved, in order to promote teamwork and collaboration.
3. Criteria for entitlement to incentives
Performance evaluation results constitute one of the primary criteria in determining entitlement to incentives and their level.
Consideration shall also be given to compliance with internal regulations, professional conduct, and institutional discipline.
Quality of work, accuracy of reports, and adherence to professional standards shall be taken into account when determining incentives.
4. Controls governing the granting of incentives
Incentives shall be granted by an approved decision issued by the competent authority in accordance with the approved organizational structure.
Granting incentives, regardless of type or frequency, shall not create an acquired right or a permanent obligation on the Firm.
The incentives framework may be amended, suspended, or discontinued, in whole or in part, through approved decisions, depending on operational conditions and financial capacity.
5. incentives and disciplinary actions
Professional or regulatory violations shall affect entitlement to incentives in accordance with the severity of the violation.
Incentives may be suspended or withheld where a Firm Member commits a material breach of professional or conduct-related obligations.
6. Transparency and documentation
The Firm shall clarify the general basis for granting incentives to Firm Members.
Decisions relating to incentives shall be documented in approved records in a manner that ensures transparency and accountability.
The detailed procedures relating to the types of incentives, entitlement criteria, calculation mechanisms, and payment frequency are set out in the approved Procedures Handbook, and this Article shall not be interpreted independently thereof.
Article (12): Disciplinary Actions and Professional Accountability
This Article aims to establish a structured framework for disciplinary accountability within the Firm, ensuring institutional discipline, protection of professional values, and fairness and transparency in addressing violations, without prejudice to the rights of Firm Members or the requirements of the profession.
1.Governing principles of disciplinary accountability
Disciplinary actions shall be applied in accordance with the principles of fairness and proportionality, taking into consideration the nature of the violation, its severity, and its impact.
No disciplinary action shall be imposed arbitrarily or without a valid professional or regulatory basis.
Due consideration shall be given to the distinction between unintentional professional errors and serious misconduct when determining the appropriate disciplinary action.
2.Types of violations
Administrative violations
Include failure to comply with working hours, administrative procedures, or organizational instructions.
Professional violations
Include failure to comply with professional standards, rules of conduct, or the principles of Independence and Confidentiality.
Serious violations
Include actions that affect the integrity of professional work, the reputation of the Firm, or constitute a material breach of professional codes of conduct.
3. Types of disciplinary actions
Notice or warning
Applied in cases of minor violations or first-time occurrences.
Deduction or temporary withholding of benefits
Applied
In cases of repeated violations or violations of moderate severity.
Temporary suspension from work or assignments
Applied in professional violations requiring temporary removal from professional duties.
Termination of the professional relationship
Termination of the professional relationship
Applied in cases of serious violations affecting Integrity, Independence, or Confidentiality.
4. Disciplinary procedures (general framework)
The Firm Member shall be notified of the alleged violation clearly and in writing, and shall be given the right to present a response and clarify their position prior to the imposition of any disciplinary action.
Disciplinary action shall be imposed by an approved decision issued by the competent authority in accordance with the approved organizational structure.
Detailed investigation procedures, notification forms, and decision-making mechanisms are set out in the Procedures Handbook.
5. Severity of violation and determination of disciplinary action
In determining the appropriate disciplinary action, consideration shall be given to the nature of the violation, its frequency, its impact, and the Firm Member’s prior record.
The imposition of disciplinary action shall not prejudice the Firm’s legal rights to pursue further action where appropriate.
6. Impact of disciplinary actions on evaluation and incentives
Disciplinary actions shall affect performance evaluation results and career progression.
Disciplinary actions may result in suspension or withholding of incentives in accordance with the approved policies.
7. Confidentiality of disciplinary procedures
All disciplinary and investigation procedures shall be treated as confidential information.
Protection of the reputation of all parties shall be observed, and no information shall be disclosed except to the extent required for organizational purposes.
The detailed procedures relating to investigations, determination of disciplinary actions, grievance procedures, and implementation of decisions are set out in the Procedures Handbook, and this Article shall not be interpreted independently thereof.
Article (13): Grievances and Internal Dispute Resolution
This Article aims to establish a fair and structured framework for receiving and reviewing grievances within the Firm, ensuring the right of Firm Members to object and submit grievances, achieving procedural fairness, and maintaining institutional stability.
1. Right to submit a grievance
The Firm ensures that all Firm Members have the right to submit a grievance against any administrative or disciplinary decision they consider unjust or inconsistent with the provisions of this Bylaw.
Exercising the right to submit a grievance shall not result in any negative or retaliatory action against the Firm Member.
2. Scope of grievances
Grievances may be submitted regarding decisions related to performance evaluation, disciplinary actions, incentives, or any administrative decision that materially affects the Firm Member.
Grievances shall not be admissible against general policy or regulatory decisions issued within the approved authority, unless such decisions involve clear misuse of authority or explicit violation.
3. Grievance submission procedures (general framework)
A grievance shall be submitted in writing within a specified period from the date the Firm Member becomes aware of the decision subject to grievance.
The grievance shall include a clear statement of the reasons for objection and the relevant facts in dispute.
The grievance shall be submitted to the competent authority as defined in the approved organizational structure.
The grievance form, applicable timelines, and detailed procedures are set out in the Procedures Handbook.
4. Review and determination of the grievance
The grievance shall be reviewed by a neutral authority independent from the authority that issued the decision subject to grievance.
Relevant facts and supporting documentation shall be reviewed objectively and professionally.
A reasoned written decision shall be issued within 15 days, subject to adjustment depending on the nature of the grievance.
5. Confidentiality of grievance procedures
All grievance procedures and related documents shall be treated as confidential information.
Protection of the reputation of all parties shall be observed, and no information shall be disclosed except to the extent necessary for organizational purposes.
6. Relationship with legal recourse
Submitting or deciding upon a grievance shall not prejudice the right of the Firm Member or the Firm to seek recourse before the competent legal authorities where necessary.
Internal resolution of disputes in accordance with this Article is encouraged whenever possible in order to maintain institutional stability.
The detailed procedures relating to the submission, review, determination, and applicable timelines of grievances are set out in the approved Procedures Handbook, and this Article shall not be interpreted independently thereof.
Article (14): Termination of the Professional Relationship
This Article aims to regulate the circumstances and procedures governing the termination of the professional relationship between the Firm and the Firm Member, in a manner that balances business interests with the rights of the parties, preserves institutional discipline and the Firm’s reputation, and ensures compliance with applicable laws and professional standards.
1. Cases of termination of the professional relationship
Resignation
A Firm Member may terminate the professional relationship voluntarily, provided that the Firm is notified in writing within the period specified in accordance with the approved policies.
Termination by the Firm
The Firm may terminate the professional relationship where required by business needs or in cases of material breach of professional or regulatory obligations.
Mutual termination
The professional relationship may be terminated by mutual agreement between the parties, subject to clear written terms.
2.Termination for disciplinary or professional reasons
Serious violations
The professional relationship may be terminated immediately in cases of serious violations affecting Integrity, Independence, Confidentiality, or the reputation of the Firm.
Continued unsatisfactory performance
The professional relationship may be terminated where unsatisfactory performance continues after completion of evaluation procedures and performance improvement plans.
3.Termination procedures (general framework)
The decision to terminate the professional relationship shall be issued by the competent authority in accordance with the approved organizational structure.
The Firm Member shall be notified of the termination decision in writing with stated reasons, unless the seriousness of the violation requires otherwise.
The termination decision and related procedures shall be documented in the Firm Member’s file.
4.Settlement of obligations upon termination
The Firm Member shall hand over all work, files, documents, and property belonging to the Firm prior to termination of the professional relationship.
Financial settlements shall be completed in accordance with applicable laws and approved policies after fulfillment of all obligations.
All technical and professional access rights granted to the Firm Member shall be revoked immediately upon termination of the relationship.
5.Continuing obligations after termination
The obligation of Professional Confidentiality shall continue after termination of the professional relationship without time limitation.
The Firm Member shall refrain from any conduct that may harm the reputation of the Firm or disclose any internal information after termination.
6.Effect of termination on future professional relationship
Experience Certificate
Experience certificates shall be issued based on factual information without exaggeration or understatement. Termination of the professional relationship shall not create any future obligation between the parties unless expressly agreed otherwise.
Article (15): Final Provisions and Interpretation of the Bylaw
This Article aims to establish the general principles governing the interpretation and application of this Bylaw, define its relationship with supporting documents, and ensure its continued effectiveness and updating in accordance with professional and regulatory requirements.
1. Priority of the Bylaw and its integration with supporting documents
This Bylaw constitutes the primary governing reference regulating work within the Firm, and its provisions shall prevail over any other internal instructions or practices in the event of inconsistency.
The Procedures Handbook supplements this Bylaw with respect to detailed implementation requirements, without creating provisions that contradict or diminish its authority.
2. Interpretation of the provisions of the Bylaw
The provisions of this Bylaw shall be interpreted in light of the governing reference framework, the Fundamental Principles of Professional Conduct, and applicable professional standards, in a manner that serves the public interest and protects the profession.
No provision shall be interpreted in isolation or in a manner that contradicts its intended purpose or undermines the consistency and integrity of the Bylaw.
3. Effectiveness and application
This Bylaw shall enter into force as of the date of its approval and shall be binding upon all Firm Members.
All Firm Members shall be notified of the provisions of this Bylaw, and awareness thereof shall constitute presumption of commitment to its provisions.
4. Amendments and updates
This Bylaw may be amended or updated by an approved decision issued by the competent authority within the Firm whenever required by professional or regulatory developments.
No amendment shall prejudice the Fundamental Principles of Professional Conduct or the governing reference framework of the Bylaw.
5. Matters not expressly provided for
In matters not expressly addressed herein, reference shall be made to the Fundamental Principles of Professional Conduct and applicable professional standards.
Decisions in such cases shall be taken in a manner that ensures professional fairness and protects the interests of the Firm and the profession.
Any additional executive or detailed procedures relating to the implementation of this Article are set out in the approved Procedures Handbook and shall apply to the extent that they do not conflict with the provisions of this Bylaw.