I'm an international teacher who was offered a two...

We would like to inform you that referring to the Egyptian labor law as long as the contract signed with the employer is limited to two years, and after signing it, you have been informed that it is a year old here.
Article (163) of the Civil Code has stipulated that every mistake that causes harm to others requires the one who committed it to pay compensation for the responsibility to be established there must be a mistake and harm and a causal relationship between them. Especially the provisions of Labor Law No. 12 of 2003. Article (68) of Labor Law No. 12 of 2003 stipulated that the jurisdiction to impose the dismissal penalty shall be for the labor court alone, and the employer cannot impose that penalty.
Article (69) of the same law stipulates that a worker may not be dismissed unless he commits a serious mistake and obligates the employer to the obligation of prior notice to the worker, and this condition is stipulated in the first paragraph of Article 110 of Law 12/2003.
And the judgments of the Court of Cassation have settled on the following ((If the ruling has proven the misuse of the contested company in dismissing the appellant from his work just because he filed a lawsuit to claim what he believes is his right, and the judgment considered that this unfair dismissal is wrong and arranged for him the responsibility of the contested company)
(The reference Encyclopedia of Labor Court of Cassation - a set of legal principles. The judgments of the Court of Cassation settled on the following:
Termination of the work contract without legitimate justification has the right to compensation for direct material damage he suffered)
(Appeal No. 143 of 29 BC, hearing 3/15/1967
Article (70) of Labor Law No. 12/2003 stipulated that if the committee formed to settle the dispute between the worker and the employer did not settle it amicably within ten days from the date of submitting the application, the request may be submitted to refer the dispute to the labor court stipulated in Article 71 Of the same law, or to resort to it within a date not exceeding forty-five days from the date of the end of the settlement period, whether or not he submitted the settlement request to the committee, or if his right to present the matter to the court is forfeited.
Article 71 of Law No. 12/2003 stipulates that the labor court shall be formed from one of the chambers of the court of first instance, with notification of a representative of the relevant trade union organization and a representative of the employers' organization. If he fails, the court continues to hear the dispute.
And the labor court has to settle the dispute expeditiously and by virtue of an enforceable judgment, and if it is appealed within fifteen days, and if the request is rejected, it shall rule that the worker should continue his work and obligate the employer to pay him what he has not received of dues.
If the employer does not implement the ruling, this will be considered an arbitrary dismissal that requires compensation in accordance with Article (122) of this law.
The labor court - in an urgent manner - and by virtue of an enforceable ruling, will award a temporary compensation to the worker equivalent to his total wage for a period of twelve months if the period of his work exceeds a full year.
The worker shall notify the employer of his final requests within thirty days from the day following the date of the issuance of the ruling for temporary compensation, if he has not previously raised them.
Article (122) of Labor Law 12/2003 stipulated the following: (If one of the parties terminates the contract without sufficient and legitimate justification, he is obligated to compensate the other party for the damage he suffers as a result of this termination,
If the termination is without justification issued by the employer, the worker may resort to the labor court referred to in Article (71) of this law to request compensation.
The compensation decided by the Labor Court shall not be less than the wage of two months of the total wage for each year of service.
This does not prejudice the worker's right to the remainder of his legally determined entitlements