HIBAPRESS – Oujda
The Mohammed VI University Hospital Center in Oujda is experiencing a state of tension following the announcement by the unified office of the National Union of Health (Moroccan Labor Union) of a protest action program, in response to which the center's administration has issued official clarifications attributing delays in resolving some files to ongoing administrative procedures and legal mechanisms.
According to a statement issued by the unified union office of the National Union of Health in Oujda, the union announced a warning strike on Thursday, October 1, 2026, targeting the central pharmacy custodians, accompanied by a protest vigil in front of the general administration headquarters at 10:30 AM on the same day.
The union attributed this step to what it described as "the exhaustion of dialogue mechanisms, continuous regression, and administrative bankruptcy," pointing to a accumulation of material, professional, and organizational demands. The most prominent demands of the workers are: addressing the huge shortage in human resources and accelerating recruitment competitions; settling financial dues related to rank, grade, and seniority years; disbursing guard allowances (since 2024) and managing transfer allowances (since 2023) according to transparent criteria; addressing imbalances in internal and external transfer movements and rectifying delays in the selection and assessment promotion schedule; providing essential medical supplies and addressing communication and administrative hierarchy problems.
The union also threatened to escalate its protest actions through comprehensive strikes and marches outside the center, the dates of which will be determined later.
In contrast, the administration of the Mohammed VI University Hospital Center in Oujda issued a comprehensive explanatory statement to inform employees of the latest developments in their administrative and financial situation and to remove any "ambiguity or misunderstanding."
The administration affirmed in its statement its commitment to the continuity of health services and the protection of employee rights in accordance with legal provisions, explaining the data of the files under consideration as follows:
Promotions and Professional Exams:
Professional Proficiency Exams (2025): Dues for successful candidates who signed the return-to-work minutes will be settled starting next October.
Professional Proficiency Exam (2026): It has been decided to hold it in December next to ensure the benefit of a larger number of nurses and health technicians.
Promotions by Selection (2026): This is subject to the annual assessment procedure and employee evaluation, and cannot be announced until legal conditions are met and the principle of equality and equal opportunity is guaranteed.
Seniority Years and Financial Dues:
The procedure for the seniority years file has been completed and referred to the specialized processing center (DDP/CNT), which has resulted in settling the status of more than 239 employees, with the status of another 119 to be settled by the end of next October.
Regarding guard and on-call allowances, the administration defended the new incentive scheme, and the financial credit has been included in the 2024 budget, with correspondence and coordination with the relevant government sectors for its retroactive application. As for transfer allowances, more than 90% of the allowances for 2023 have been disbursed.
Transfer Movement and Work Organization:
Internal Transfer (2026): Its results have been announced for all categories.
External Transfer (2026): This remains contingent on the availability of financial positions listed in the law, and the file is under study by the competent authorities.
Continuity in the Pharmacy: The administration stressed the importance of operating a on-call system to ensure the continuity of providing medicines and vital supplies in accordance with the recommendations of the Board of Directors.
The center's administration concluded its statement by emphasizing its open doors for dialogue and its commitment to consensus and transparent internal communication with all social partners and employees.
