Top 10 common mistakes job seekers do

Job seekers come to Dubai due to luxuries life and good growth in career. Majority of the people are unable to find jobs in Dubai due to lack of preparation.. and they have some common mistakes.

Any job seeker in Dubai who can avoid these mistakes can increase the chances of getting his/her dream job in Dubai.

1.) Wrong Choice of Month while on Visit

Most common mistake that almost most of the job seekers do is coming to Dubai in wrong month. Dubai is an Islamic country and weather is too hot. These two factors along with other factors have made job market to be seasonal job market. I will advise never to visit Dubai in month of Ramadan or near Ramadan days or Eid days. The Best Month for applying jobs is January (Year Start), December (Year End), June, July (Mid of the year). Most of the companies do hiring in these months.

2.) Unprepared and Unfocused CV/Resume

The most common mistakes that everyone does is having an unprepared or poor CV format. Many job seekers come without unprepared CV. They use such CV format that forced the employer to move for next candidate. CV should be focused. For example, If you are an accountant then whole CV should move around accounting thing. If you have a CV which can impress employers in 3 seconds then believe me you got your job. HR person are getting tons of CV on daily basis and only way to get selected is through your CV as they say first impression is last impression.

3.) Wrong Job Search Strategy

Are you a job seeker? What is your Job Search Strategy? Answer is I did not make any job search strategy. This is the mistake that almost everyone has committed. Job seekers are unaware of art of job search. They fail to get job in Dubai due to poor job search strategy. Take a paper make a complete Job search strategy during your stay. Break down it to days. A good strategy can lead to dream job. Job Search strategies in Dubai can give you better insight of correct job search strategy.

4.) Apply Online only

Job seekers depend upon only one source for applying jobs. It’s most observed Job seeker mistake. Normal Job seeker wake up in the morning go to selected 4-5 websites and apply on daily vacancies and wait for interview calls. Many recruiters do not post jobs on these websites. to get job in Dubai you should use references, social media like LinkedIn , attend walk in interview , apply on career pages etc. the best way to get jobs in Dubai is to find out companies who is your target company call them or visit them personally and drop your CV in the hands of HR person.

5.) Apply with one CV

Applying for all job vacancies with one CV is most observed and worst mistake that almost every job seeker has done. Job seekers think they have made a cv that can work with all jobs position. Job seeker should customize CV according to job requirement if there is job which demands specific skills highlight that skills. Highlighting such skill will lead to enhanced chances of getting job. Customization is necessary before applying for any job in Dubai.

6.) In active or wrong use of social Media for jobs

Job hunters are not aware of power of social media. Social media is most powerful tool for job now a day. Job hunters take fresh candidates from social media also. LinkedIn is one of them. LinkedIn is used by many top level companies recruiter. Quick advice is to create LinkedIn profile complete it and fill each and every detail. Become active on LinkedIn and Facebook Career related and professional discussion groups participate in discussion. Believe me you will be amazed to see the outcomes of power of LinkedIn, Facebook and other social media group.

7.) Lack of Networking

Networking is the thing that many of job seekers don’t use. HR person of many companies don’t advertise jobs in newspaper or online website. They pick candidates from reference. Reference can increase the chances of jobs. Job seekers don’t use networking. Leverage your network to enhance jobs chances. Referencing or networking can land you quickly on the table of interviewer. Try to increase references and expand your network.

8.) Lack of interview Skills

Job hunters don’t know how to give interview. They don’t prepare interview question. If they got any call from any company they just go for interview and lose job due to bad interviewing skills. Interviewing skills are very necessary to get jobs in Dubai. If you prepare your answer of interview before interview then you are selected for job.

9.) Apply for wrong position

I have observed that almost every job seeker in Dubai apply with one CV and on all position. This is total wrong job search strategy. To get job in Dubai you need to save time and money. Search for exact match job position and apply with confidence only for that position. Follow up the job and your chances of selection will be increase.

10.) Become Victims of Agents

I have seen many of job seekers that once they fail or see that they are not getting jobs in Dubai then they go for agents. Agents charge money with promise of giving jobs to job hunters but most of them are scam. Job seekers become victim of fake jobs giving agents. Never pay money to any job search agent before getting job in Dubai.

Source : GulfNews

Tips for Job Seekers who look for jobs in UAE

Even though the tourist visas are a good way to enter the country in order to perform your job search, it’s critical that you either get a work visa, provided you find employment, or leave the country when your visa expires. If you’re caught working on a tourist visa you can be jailed or fined and deported.

The good news is, once you find a job, the visa process is largely out of our hands. Outside of having to provide your employer with some documents, like your passport number, they’ll take care of the entire sponsorship and visa process for you.

1. Know your job market
While the emirate’s overall financial health becoming stable, not all job markets are ready to bounce back. That being said, there are some areas that are expecting to blossom in preparation for Dubai’s hosting duties at expo 2020. Some markets where job-seekers might find success include:

Legal
Finance
Marketing
Procurement
IT
Hospitality
Telecomm
Tourism

Many of the above sectors are performing so well that salaries are expected to continue to rise. LinkedIn’s MENA Recruiting Trends 2017 report goes into further detail, noting that job-seekers looking to take on the following roles within those sectors have the best chances of finding employment in Dubai :

Operations
Sales
Engineering
Business Development
Marketing

2. Check out the big companies
There are some companies that are well known in Dubai for their rigorous hiring and excellent standing as places to work.

3. Apply online
To get a better idea of what companies are hiring in Dubai, bayt.com, a favorite among Dubai job-seekers, is a good place to start.

Some other good sites for finding jobs and internships include:

Dubai Task
GulfNews Careers
Khaleej Times Jobs
Dubizzle
Naukrigulf
Indeed
Laimoon
LinkedIn
Gulftalent
Efinancial Careers

4. Consider a recruiter
Many Dubai businesses hire through headhunters. Working with an agency is very common, and is still the best way to procure a job within the emirate. Some of the best reviewed agencies include:

Jivaro Partners (marketing & communications jobs)
ESP International (conferences, events, hospitality)
MCG & Associates (PR, publishing, marketing & communications jobs)
Robbert Murray (development, construction, engineering & public sector jobs)
BAC Middle East (engineering, marketing & management jobs)

If decide to work through an agency, look for companies that take commission on the employer’s end, not yours. Be wary of recruiters that collect high fees from job-seekers: these tend to be scams.

5. Work on your CV
The single most important tool in your job search will be your CV.

Dubai’s job market is extremely competitive, and on average a recruiter will only spend six seconds checking out your resume. It’s important to avoid major CV pitfalls, like using buzzwords. “I’d rather see applicants present themselves in a more unique way, supported with facts such as targets realised, projects worked on, among others,” said Annalinde Nickisch of The Thought Factory in a recent interview with The Gulf News. Monster offers a great resource for CV tips and advice for those looking for a little more help.

6. Network
Dubai is known for hiring internally and among employee-referenced candidates. If you know someone inside the company, you’re up to 6.6% more likely to land the job. If you can’t get to Dubai for networking events, you can still network. Not only are there plenty of online communities and social media networks, you can also find specific “online job fairs” to help with the “who-you-know.”

7. Other Tips for Job Seekers
Craft your online persona. If a recruiter Googles you and only finds your old MySpace pictures, you’re unlikely to find a job. Not only should your social media networks be professionally tailored or made private, but you should also boost your SEO by creating an online resume, filling out job seeker profiles on websites like LinkedIn and Bayt, and publishing and sharing material relevant to the industry in which you’re seeking a job. The more experienced you seem in a google search, the more likely you are to stand out from the pack.

Don’t apply for jobs you’re not qualified for. Just because you’re excited about a company doesn’t mean you should apply to jobs that aren’t a good fit for your skills. Not only do these applications not typically result in a “way in,” hiring managers tend to see scattered applications as a sign of a candidate who doesn’t know what they want and lacks direction.

Be patient. It takes time to find a job anywhere in the world, but Dubai’s job market is particularly competitive. On top of the talent saturation, hiring in Dubai tends to be seasonal, meaning most recruitment takes place from January to March and almost completely stalls during the holy month of Ramadan and the hottest months of the summer. It’s not uncommon for your job search to take six months to a year-- so hang in there!

Source - GulfNews

Good luck!

How to get residence visa for your wife, children in UAE

Your monthly salary should be Dh4,000, or Dh3,000 plus accommodation, in order for you to be eligible to sponsor your wife and children.

A sizeable chunk of the working population in the UAE lives away from their family. Most of them come to the country leaving behind their parents, and some even have to leave their wives and children behind.

Sponsoring the immediate family to the UAE is a relatively inexpensive affair.

Your monthly salary should be Dh4,000, or Dh3,000 plus accommodation, in order for you to be eligible to sponsor your wife and children. If you are sponsoring your parents, your salary should be Dh20,000.

If they are outside the UAE, you should first apply for an entry residence visa, and once they arrive, you have 30 days to apply for the residence stamp.

Documents required include the typed application form, salary certificate, labour card, labour contract, attested marriage certificate, attested birth certificate of children, bank statement of three months, attested tenancy contract and Emirates ID.

The marriage certificate -- in case the marriage has taken place in your home country -- should be attested there by the relevant ministry, and finally stamped by the UAE embassy/consulate in that country. Then, it needs to be cross-attested by the relevant ministry in the UAE.

An important point to note is that for the family member's residence visa to remain valid, he/she should not be out of UAE for more than six months at a stretch.

source : http://www.khaleejtimes.com/nation/dubai/how-to-get-residence-visa-for-your-wife-children-in-uae-

UAE Labour Law Section 7 - Working hours

VII. WORKING HOURS

1. What are the prescribed working hours?
The maximum prescribed working hours for an adult employee is eight hours daily or forty-eight hours per week. However, the working hours may be increased to nine hours per day in the case of persons employed in trades, hotels, cafeterias, guards.

2. Would travelling to and from work be included in working hours?
No, the time travelling to and from work is not included in working hours.

3. Are breaks included during working hours?
The employee may not work for more than 5 consecutive hours per day without breaks for rest, food and prayer. However, the resting and the food will not be included in calculating the working hours. In the case of factories where people work day and night, shifts or jobs where for technical and economical reasons, continuance attendance is required, the ministers shall specify the manner in which the employee may take intervals for rest, prayer and meals.

4. In what situations does overtime exist, and on what basis is it calculated?
If the nature of the job requires overtime, the employee shall be paid overtime and the payment shall be equivalent to the wage paid for the ordinary working hours plus an increase of not less than 25% of his wage for the overtime period. However, if the employee's overtime fall between the hours 9.00 p.m. to 4.00 p.m. the employee will be entitled to an overtime equivalent to the normal working hours plus an increase of not less than 50% of his wage for the overtime period.

If circumstance of work require the employee to work at the place of work on Friday, he shall be given another day for rest during the week as a substitution or be paid a basic wage plus a minimum of 50% of that wage. However, the employee shall not be asked to work two consecutive Fridays unless his wages are calculated on a daily basis.

In any circumstances, overtime shall not exceed two hours in a day except where work is necessary to prevent big losses, a serious accident or to remove traces of such an accident, or reduce its effects.
The above provisions however, will not be applicable to the following persons.

Persons in a senior position, or in an administrative supervisory role, if such persons have similar authority over employees, as the authority of the employer.

Crews of naval ships and marine employees who enjoy special privileges because of the nature of their work. This does not include port employees engaged in loading and unloading and other related work.

Grab your new and improvement CV template for those looking to stand out from the crowd!

Enjoy a completely customizable template in Word, Photoshop, Illustrator and In Design formats! 
Need a cover letter? That's in there, too! It's creative, simple and FREE. 
Get your download now: http://bit.ly/2saejVP

Courtesy : LinkedIn

Don't make these 5 mistakes on your LinkedIn profile

Every detail matters -- from your profile photo to those lengthy details about your past experiences.

You've managed to locate your dream job and your qualifications perfectly match the job description. But how do you make sure you stand out to recruiters who are sifting through hundreds of profiles trying to find a suitable candidate?
We list out some of the things recruiters look for in a LinkedIn profile:

Photos:
Facebook and Instagram photos won't work as your professional profile pic, let's be clear on that! Also, be careful not to have anything too cheesy, sultry or flirty. Make sure it's also recent. If you have 30 years of experience and a picture taken just after high school, then people will notice! Remember that your photo is a first impression.

A clear job title:
We have seen all sorts of job titles, from "visionary leader" to "business winner" neither of which explain what is it that you do. Have a clean and descriptive job title that says what it is you do in a simple and clear fashion. This will also help you come up in searches, and for recruiters to accurately pinpoint you for a suitable job.

Details:
After your picture and title, recruiters usually scroll down to read through the specifics of your previous and current positions. Always complete this section, there are many profiles where candidates just write their job titles and nothing else. Recruiters usually want to see the specifics, such as responsibilities and achievements. Not only that, but they also like to read a detailed personal summary that gives them further insights into your thoughts, opinions and passions at work, matters that genuinely make you stand out.

Recommendations and groups:
Show off your good work! Recommendations are an obvious endorsement of this. Personally speaking, recruiters always pay attention to a detailed recommendation, not a one-liner, but a good paragraph from a credible source. Not only that, but they also look at the groups and organisations you like and follow. Why? Well, this again gives them an insight into who you are, what you like and what your ambitions are.

New opportunities:
Lastly and perhaps most importantly, if you want to get noticed, then flick on your open to new opportunities switch! This along with all the above will give you the complete profile and ensure the approaches you make are (hopefully) in line with your career expectations.

source http://www.khaleejtimes.com/nation/dubai/dont-make-these-5-mistakes-on-your-linkedin-profile

Ask the Law: Hotels not exempted from overtime pay rule

The maximum hours of work of adult workers shall be eight a day or 48 a week

I have been working for more than three years at a hotel in Dubai on an unlimited labour contract. My offer letter states that my working hours per day would be nine. However, now my duty manager is asking me to work for 10 hours per day but without any overtime pay. He told me that in the hotel industry, employees are not entitled to overtime pay as per the labour law because the nature of work in a hotel is different from other companies. My hotel is under the Labour Ministry’s law. I do not mind working overtime but my employer must pay for that. I would like to know whether the time taken for transportation from our company accommodation in Ajman to our hotel in Dubai (place of work), which takes about two hours, and back included in the hours of work. Do we have the right to ask for overtime pay for this period? Please advise.

I would like to clarify to the questioner that Article 65 of the UAE’s Labour Law (Federal Law No. 8 of 1980) states the following: “The maximum normal hours of work of adult workers shall be eight a day or 48 a week. The hours of work may be increased to nine a day in commercial establishments, hotels and cafés and of guard duties and any other operations where such increase is authorised by the order of the Minister of Labour. The daily hours of work may be reduced in the case of arduous or unhealthy operations by the order of the Minister of Labour.
“The normal hours of work shall be reduced by two during the month of Ramadan.
“The periods spent by a worker in travelling between home and the place of work shall not be included in his hours of work.”
Therefore, the employer has violated provisions in the above-mentioned article of the UAE Labour Law as the hours of work as specified in the questioner’s contract is nine. If the employer refuses to pay for the overtime hours, the questioner shall file a complaint with the Ministry of Labour (Ministry of Human Resources and Emiratisation) in this regard. Finally, hotels as per the UAE Labour Law are not exempted from paying for overtime work to their employees.

Questions are answered by lawyer Mohammad Ebrahim Al Shaiba, of Al Shaiba Advocates and Legal Consultants

A step-by-step guide to getting out of debt in UAE

It is important to get out of debt, but it is also equally important to stay out of debt.
Debt, if left overlooked, can spin out of control, very fast. Many UAE residents find themselves reeling under a personal debt crisis, simply because they borrowed more than they could afford to repay, or were not aware of how overwhelming the debt can become if not managed properly. Here are six steps to help anyone dealing with debt, work out a customised repayment strategy to become debt-free sooner:
Make a list of all your debts
The first step is to take stock of your current debt situation and to figure out exactly how much debt you owe. Start with listing all your existing debts - all loans and credit cards - along with their interest/profit rates and the outstanding amount for each.
Calculate your DBR - Can you negotiate a better payment plan with the banks?
Once you have your total debt calculated, the next step would be to calculate your Debt Burden Ratio (DBR) or debt-to-income ratio, which shows how much of your income goes towards debt repayments every month. Based on UAE Central Bank guidelines, your DBR should stay within 50 per cent.
The DBR will show how indebted you are, and a higher ratio will mean you need to get your debt situation under control. Calculating your DBR will also help in assessing whether you're able to qualify for debt consolidation. If your DBR is too high you most likely won't meet the banks' eligibility criteria, and will have to look for other options. You could speak to your bank about a debt restructuring arrangement, wherein the bank can put you on a revised payment plan or even waive off late payment penalties.
The zero per cent balance transfer option on credit cards may also be worth exploring. You can transfer your existing credit card outstanding balance to a new card that offers a zero per cent rate on balance transfer for usually up to 6 months. But make sure you repay all or most of the outstanding debt during the interest-free period.
Put together a plan - Evaluate your repayment options
Once you know where you stand with the banks, and whether a new repayment plan is feasible or not, the next step is to take matters in your own hands. Think about how you would prioritise your debt repayments.
There are two commonly recommended strategies in this regard. The first is called "debt stacking" wherein you list all your debts in descending order of interest rates, and aim to pay off the one with the highest rate first. The second is called "debt snowball" wherein your aim is to get rid of the smallest outstanding debt first. While the former is better purely from a cost-efficiency point of view, the latter can be more psychologically motivating. Pick the one that works best for you.
 Examine your budget - Where can you make cutbacks?
Now that you have a plan in place, how do you gather the resources to put it in action? This step highlights the importance of budgeting and how making small cutbacks in your day-to-day spending can free up enough cash to help you get rid of your debts faster.
Analyse which expenses can be completely done away with, and which others can be slashed. For example, moving to a cheaper accommodation can help you cut rental payments. Or you could downgrade your mobile plan or even cancel your fixed telephone line and TV subscription.
 Assess your earning potential - Can you boost your income?
Once you've trimmed the expenses, you can then start thinking about ways to increase your income. Is it time to ask your employer for a raise? Or perhaps, a new higher-paying job is what you should be looking for.
If your current employment contract permits it, you can also consider working as a freelancer to earn a bit extra. Another option is to tap into your interests and hobbies to start a small business on the side.
Stick to the plan and track your progress
It is important to get out of debt, but it is also equally important to stay out of debt. Once you've paid off most of your debt, or have brought it down to a manageable level, your top priority should be to stay away from new debt. Cut up and close the credit cards that have been settled, and learn to live within your means.

source : http://www.khaleejtimes.com/business/banking-finance/A-step-by-step-guide-to-getting-out-of-debt-in-UAE

Is your employer threatening you with a ban? Read this

It is not mandatory for employers to issue a permanent confirmation certificate of employment at the end of probation period.
I am working for a free zone company in Jumeirah Lakes Towers. I just completed my probation a few days back but still haven't received my permanent confirmation certificate. I am planning to change my job, and my boss is not allowing me to do so. He says that he will get a labour ban imposed on me and also seek damages from me. In my contract it says that I will have to serve one-month notice and if I don't, I will have to reimburse an amount. I just want to know what I can possibly do or if I have to pay how much will be the amount?
It is presumed that your employer is an entity registered with the Dubai Multi Commodities Centre (DMCC) and that your employment is subject to provisions of the Federal Law No 8 of 1980 on the Regulation of Labour Relations (the "Labour Law").
Pursuant to the first part of your question it may be noted that it is not mandatory for employers to issue a permanent confirmation certificate of employment at the end of probation period. The continuation of the employment relationship after the completion of the period of probation may be considered to be proof of successful completion of your probation period.
It is further noted that you wish to leave your employment whereas your employer seeks to get a labour ban imposed on you and also seek damages from you. However, it is learnt that labour bans are usually not imposed at the DMCC.
In respect of the reimbursement of amounts to your employer, it may be noted that you shall be only liable to compensate your employer for any prejudice suffered by the latter in the event you elect to leave the employment. The amount of such compensation is not supposed to exceed your 45 days' salary. This is in accordance with the provisions of Article 116 of the Labour Law which states -
"Where a contract is revoked by the worker for reasons other than those specified in article (121), he shall be required to compensate the employer for any prejudice the latter sustains as a result: provided that the amount of compensation shall not exceed half the worker's remuneration for three months or the residual period of the contract whichever is shorter unless the contract contains a provision to the contrary."
However, the aforementioned provision shall only be applicable if you are working under a limited period contract. A limited period contract is usually executed for a pre-defined period and the end date of the contract is specified in the contract itself. Also it may be noted that apart from the amount of compensation as stated above, you shall not be liable to pay for any other compensation to your employer.
If, however, you are working under an unlimited period contract, it may be noted that you shall only be liable to serve a notice period of 30 days prior to the termination of your employment. This is in accordance with the provisions of Article 117 of the Labour Law which states
1. Either the employer or the worker may terminate an indefinite term contract for a valid reason at any time following its conclusion, by giving the other party a notice in writing at least 30 days prior to termination.
2. For the daily-paid workers, the notice period shall be as follows:
> One week: if the worker has been employed for more than six months but less than one year.
> Two weeks: if the worker has been employed for not less than one year.
> One month: if the worker has been employed for not less than five years."
Based on the foregoing provisions of the Labour Law you may try to prevail upon your employer in respect of your rights. Should you face any hardships or in the unfortunate event of a dispute you may consider to approach the competent forum at DMCC.
Airfare to home country
Since June 2013 till date, I am working under Dubai visa and my visa is expiring soon. I do not want to renew my visa. My question is that after completion of my two-year service when my visa expires, can I get airfare to go back to my homecountry? Also, how many days will I get as gratuity after two-year completion of my service?
It is noted that you are about to complete the term of your employment visa and that you do not wish to renew the same. It is presumed that your employment is subject to provisions of the Federal Law No 8 of 1980 on the Regulation of Labour Relations (the "Labour Law").
Pursuant to the first part of your question, it may be noted that upon completion of your employment visa, you are entitled to receive airfare for your return journey. This is in accordance with the provisions of Article 131 of the Labour Law which states:
Upon expiry of contract, the employer shall bear the cost of the worker's repatriation to his point of hire or to any other point that was mutually agreed upon. Where a worker joins another employer upon expiry of his contract, the latter shall bear the cost of the worker's repatriation at the end of his service.
Without prejudice to the foregoing, if the employer fails to return the worker or to pay his repatriation expenses, the competent authorities shall do so at the employer's expense and may then recover any expenditure incurred in this connection by attachment. Where the reason for the termination of the contract is attributable to the worker, his repatriation shall be at his own expense if he has the means to pay."
Further it may be noted as follows: Article 131 (repeated 1)
1. For the purpose of the preceding Article, the worker's "repatriation expenses" refers to the value of his travel ticket as well as the travel expenses of his family and the cost of shipping of his personal effects, as stipulated in the Labour contract or the firm's policies.
2. A worker who is provided with accommodation by his employer shall vacate it within thirty days from the date of termination of his service.
3. The worker shall not overstay in the accommodation beyond the specified period for any reason, provided, however, that the employer pays the worker the following:
> the expenses specified in paragraph 1 of this Article.
> severance pay and any other entitlements the employee is bound to pay in accordance with the employment contract, the firm's policies, or the law.
4. If the worker contests the amount of the expenses and entitlements referred to above, the Labour Department concerned shall urgently determine these expenses and entitlements within a week from notification, and shall promptly inform the worker accordingly.
5. In this case, the thirty-day grace period referred to in paragraph 2 of this Article shall be calculated to run from the date on which the employer deposits the value of the expenses and entitlements, as determined by the Labour Departments concerned, with the Ministry of Labour's treasury. If the worker does not vacate the accommodation within the said thirty-day period, the Labour Department, with the assistance of the authorities concerned in the emirate, shall take the necessary administrative measures for eviction.
6. The provisions of this Article shall not prejudice the worker's right to contest its application before the competent court."
Pursuant to the second part of your question, it may be noted that the gratuity or severance pay shall be payable to you upon termination of your employment and prior to the formal cancellation of your visa. And in this regard, it may be noted that your visa shall not be cancelled unless you sign an acknowledgement to the effect that you have duly received your entire end of service benefits.

Source : http://www.khaleejtimes.com/legalview/Is-your-employer-is-threatening-you-with-a-ban%3F-Read-this-

Working in UAE? Know the types of visa bans

Here are the dos and don'ts to avoid them.

If you are working in the UAE, it is crucial for you to know the different types of visa ban rules that apply to the region.
A visa ban prohibits a person from entering the country or taking up a new job. It is important to know the dos and don'ts to make sure you avoid getting a ban.
Permanent residency ban:
This type of ban is applicable to any serious labour offense considered illegal or absconding. The federal department keeps record of banned individuals (fingerprint and scanned sample).
Labour Ban
> Labour ban is only executed under the following situations:
> On the expiry of contract, when on action is taken by the present employer's end in relation to your employment.
> In case, if no new application is applied by different employer.
> Termination of unlimited labour contract before completing 1 year service.
> Termination of limited labour contract before date of expiry.
Immigration ban
This ban denies the entry of the employee in the UAE. The reason depends. It may be a criminal offence, bad debt, bounced cheque, rape violence, rash drinking, drinking, theft, inappropriate relationship, etc. Immigration ban is also applicable when you have broken government rules and regulations.
Employment ban
This type of ban is also called work permit ban. You can work in the UAE for a limited period of time, but can be applicable for 6 months or permanently.
Six-month ban
Candidates who left their job without legally binding reasons may be given a 6 month ban by the employer. This is imposed by the Labour ministry on the employee's labour card or work permit.
Howsoever, this ban does not affect your entry in UAE. You can easily enter UAE on tourist or visit visa.
One-year ban
When you resign any job prior to its completion of limited contract, this is enforced. When you lose your case filed against labour ministry, this rule comes to exist. In this case, the employer needs to start the proceeding of work permit even before the expiry of the visa. The ban gets automatically activated, if new application is not forward well before expiry of work permit or visa.
How to avoid getting a visa ban?
First thing that you need to assure is that your current employer has executed proper action for extension of your employment contract, even before it expires. The employer needs to go to the Ministry of Labour. If changing jobs, you need to be sponsored by the new employer or else your labour card gets banned. Lastly, knowledge is power. Always keep up to date with the latest rules about Dubai visa and employment issues, as well as amendment to labour laws.

Source http://www.khaleejtimes.com/nation/dubai/working-in-uae-know-types-of-visa-bans

Switching jobs in UAE? Don't forget these 6 things

Changing jobs in UAE can be tricky with contracts involved. Tread carefully to avoid the ban.

Dubai has abundant opportunities for expats relocating to the city for better pastures. While working with a company, there might always be the temptation to take up a better-paying job. But you need to be careful before switching jobs as it may invite a ban.

Understand the technicalities of entering into a limited or unlimited contract with your employer before signing one. Also, pick your job carefully after extensive research as switching jobs might not be as easy.

We address the top 6 concerns to be considered before switching jobs in the emirates:
Get an NOC from your employer

After the completion of a limited contract of two years, both the employer and the employee have to agree on termination and non-renewal of the contract. After both the parties have agreed, you can secure a no-objection certificate from your current employer and submit it to your prospective employer. Also, remember that in case of conflict with your current employer, your future employer may not be able to help you in the removal of your ban, if imposed.

No ban if you finish 2 years of employment
If you signed a limited contract of two years and have terminated your employment after the completion of the decided period of continuous service, you will not face an employment ban. Further, you may note that you shall be entitled to receive your leave salary for the number of days of paid leave that were not availed by you.

Terminating the contract within two years

If both the employer and employee mutually agree to terminate the contract within the completion of two years, an NOC can be issued by the employer. Considering a situation where your employer imposes a ban for termination of contract, the employee shall be liable to compensate the employer for up to half the employee's remuneration for three months. In case, the employer has breached the contract, he shall be liable to compensate the employee for three months of remuneration.  

Quitting within the contract period
If you quit before the completion of your contract period of two years, you will be liable to compensate your employer with an amount not exceeding your 45 days' remuneration. If the employer proceeds with an action against you, an employment ban may be imposed. It can be avoided if the employer and the employee have mutually agreed to the termination of the contract.
Importantly, it should also be noted that an employee terminating his employment before the completion of two years may not be imposed an employment ban if he has been offered a salary in accordance with his professional qualifications by the prospective employer. In this regard, it should be noted that certain professionals (ex. engineers) are exempted from an imposition of a labour ban to change employment from one employer to the other.

Working on an unlimited contract
In cases where the employee is working with a company on an unlimited contract, a one month notice period is enough before switching your job. The employer can also terminate the services of its employee with a 30-day notice period. If either of the parties cannot complete the notice period, then the one responsible for reducing the notice period must compensate the other party.

Taking the new job while fighting the ex-employer
If the employee is embroiled in a legal battle with his ex-employer, he can take up a new offer from a different employer. You may apply for a temporary work permit, which will allow you to work with your prospective employer for a period of six months pending the litigation.

Thank you note from Ishara Perera

Its Time To say Thank You for a great help from one of member and admins...

I posted on Saturday about a srilankan boy on visit visa who doesnt have a place to stay & asked for the help.. Finally he got a job and place to stay Because of Our admin Sanjeewa Marasinghe & Mr Channa.

Mr Channa immediately contacted him and given a job with accommodations and all..

Mr. Sanjeewa given a great support with contacting Sahana UAE & mr channa.
Thank you...

Hats off for both of you sir...

Has your salary not been released? Report to ministry

No claim of any entitlement due will be heard if brought to court after the lapse of one year from the date on which such entitlement became due.

Suppose two LLC companies are owned by a single owner and sponsored by two individuals. Under these circumstances is it legal for an employee sponsored by one of the two companies to work in the other company.

b) There is delay in releasing the salaries in the company where I'm employed. What is the best way to deal with this situation in order to have the pending salaries released? Reporting to Labour department or filing a case in the appropriate court or with any other authority? Normally how long does the process take? Should the complainant surrender the passport to the authority concerned while the case is under process? Approximately what may be the expenses involved? What are the documents the complainant will have to provide?

It is understood that you are working at an entity in the UAE, while your visa is issued by a different entity. It is further understood that in the two entities, the 49 per cent shareholder is the same individual, while the 51 per cent Emirati shareholders in both entities are different individuals. And it is presumed that your employment is subject to the provisions of the Federal Law No 8 of 1980 of the Regulation of Labour Relations (the 'Labour Law').

Pursuant to your question, it may be advised that under the prevailing labour regulations in the UAE, it is not permissible for an individual to work in one entity while his visa is issued by a different entity, especially where the Emirati shareholders who hold 51% stake are two different persons in both the entities. This is in violation of the existing labour regulations which may attract penalties for both the entities and the employee. Further, it may be noted under certain circumstances an individual may be allowed to work for an entity other than the entity who has issued his visa, if he has secured a no-objection letter from the visa issuing entity subject to the approval of the Ministry of Labour.

Subsequently you have mentioned that you have not received your salaries for some time now. In view of this, it may be advised that you may report the matter to the Ministry of Labour and register a complaint against the entity that you are working for. In this regard we may refer to Article 6 of the Labour Law which states as follows: "Without prejudice to the provisions concerning collective labour disputes states in this law, if the employer or the worker or any beneficiary thereof raised a claim concerning any of the rights accruing to any of them according to the provisions of this law, he shall submit a request thereof to the concerned Labour Department. This department shall summon the two parties to the dispute and shall take whatever it deems necessary to settle the dispute amicably.

If the amicable settlement is not reached, the said department must within two weeks from date of submitting request, submit the dispute to the concerned court. The submission must be accompanied with a note including a summary of the dispute - the arguments of the two parties and the observation of the department. The court shall, within three days from the date of receiving the request, fix a sitting to consider the claim and the two parties shall be notified thereof. The court may summon a representative of the labour department to explain the note submitted by it.

In all cases no claim of any entitlement due under the provisions of this law will be heard if brought to court after the lapse of one year from the date on which such entitlement became due. Also no claim will be admitted if the procedure stated in this Article is not adhered to."

Once a complaint is registered, the Ministry of Labour usually takes four weeks for an amicable settlement of disputes between the employer and the employee. Subsequently, if no amicable settlement is reached between the parties as aforesaid, the dispute may be referred to the court of first instance - labour division. There is no fixed time-span for proceedings at the court of first instance, though due care is taken to settle disputes with an expeditious concern.

No need to surrender passport

Further it may be advised that in case of labour disputes, a complainant normally does not have to surrender his passport to the concerned authority unless there is a specific order from a court of competent jurisdiction asking the individual to submit his passport.

Usually cases of labour disputes initiated by the employees are exempt from court fees at all stages of litigation. However, few minimal expenses may be required for preparation of necessary documents. We may refer to Article 5 of the Labour Law which states: "Cases brought by employees or their beneficiaries under this law shall be exempted from court fees at all stages of litigation and shall be heard in an expeditious manner. Where the court does not accept the claim or dismisses the case, it may order the claimant to pay all or part of the expenses."

Further it may be advised that the number and nature of documents to be submitted may vary from case to case, but essentially you will be required to submit copies of your labour card, your Emirates National ID and your labour contract along with copies of any other employment contract that you may have signed with the entity you are working for and or the visa issuing entity. In addition, you will be required to submit an application form typed in Arabic, the services for which are usually available at the offices of the Ministry of Labour.

12-month notice a must for eviction of tenant

I have been asked to vacate my flat without prior notice. My landlord is not ready to renew my contract which expires in a month. I was not informed earlier. My payments are on schedule. Can he evict me without prior notice? I live in Dubai.

It is understood that you live in Dubai in a rented apartment and the owner of your apartment is not willing to renew your tenancy contract which expires in a month's time. Further, it is noted that you are asked by the owner of your rented apartment to vacate the apartment with no prior notice.

Pursuant to your questions it may be advised that, in order to not renew a tenancy contract and seek eviction of tenant, owner of a property must serve a written notice to the tenant at least 12 months prior to the expiry of a tenancy contract or 12 months prior to the date of eviction sought by the owner of a property, whichever is later. The owner of a property should serve such a notice, duly attested by the Notary Public, to the tenant through the court bailiff or by registered mail, in accordance with the provisions with of clause 2 of Article (25) of the Tenancy Law which states as follows:

"Landlord may demand eviction of tenant upon expiry of tenancy contract limited in the following cases:

a. If the owner wishes to demolish the property for reconstruction or to add new constructions that prevent tenant from benefitting from the leased property, provided that necessary licenses are obtained;

b. If the property requires renovation or comprehensive maintenance which cannot be executed while tenant is occupying the property, provided that a technical report issued by Dubai Municipality or accredited by it is to be submitted to this effect;

c. If the owner of the property wishes to vacate the property for personally use or by his next of kin of first degree provided that he proves that he does not own a suitable alternative property for that purpose;

d. If the owner of the property wishes to sell the leased property;

And for the purposes of clause (2) of Article (25) of the Tenancy Law, a landlord must notify a tenant stating one or more of the aforesaid reasons."

In view of the above the owner of your rented apartment should have notified you 12 months prior to the expiry of a tenancy contract or the 12 months prior to the date of eviction sought by the owner, whichever is later and such a notice should have been served upon you through the court bailiff or by registered mail. Since the owner of your apartment did not comply with the aforesaid requirements you are not obliged to vacate the apartment upon completion of tenancy contract. If this matter is not amicably resolved between you and the owner, either of you may approach the committee for the resolution of rental disputes, in Dubai.

Source : http://khaleejtimes.com/legalview/legal-view-report-to-ministry-if-salary-not-released

10 Things Employees Want From Leaders (But Won't Tell Them)

What keeps employees happy isn't always as obvious as it may seem.

It's no secret. Employee satisfaction has everything to do with business success. An employee who jumps ship costs your business around 20 percent of his or her salary -- and that's just part of the impact. Workplace productivity, company culture and brand reputation can all suffer when just one team member quits.

But let's be honest: There isn't always an open line of communication between executives and employees. Even if the channel exists, employees often fear voicing their wants, needs and feedback will make them seem like complainers and lead to negative repercussions.

If a vibrant, productive, innovative workforce is on your list of priorities for 2017, consider some things your employees might want but won't tell you.

1. Updated Workplace Technology

If technology doesn't exist, doesn't work properly, or doesn't help your employees do their job, productivity will suffer. In addition to the most common workplace technologies, there is a bevy of mobile applications, collaborative tools, multimedia tools and more that are worth investing in to bolster productivity, efficiency and employee engagement.

2. Less Micromanaging

Micromanagement weakens your workforce's ability to think for themselves. It also stretches management teams too thin and strips employees of their autonomy. This is not an environment in which innovation thrives, and could drive your top talent out the door.

3. Greater Flexibility

Mobility is one of the greatest gifts technology has given today's workforce. Over 60 percent of workers report having the option to work outside the office at least part time. According to a Forbes report, these people are generally happier, too, because they "enjoy the freedom and flexibility."

As for the other 40-something percent of employees who still haven't been given the option? Don't be surprised if they leave for a company that supports greater work-life balance.

4. A Clear Career Trajectory

Your employees want to know what opportunities lie ahead and where your organization sees them fitting into its future. Without a clear vision, motivation fizzles and employees feel unfulfilled and underappreciated.

5. Continuing Education Opportunities

Development is important in a job, according to 87 percent of millennials, which makes it a top employee retention factor. If you want to cultivate an ambitious workforce, you must provide them with opportunities to continue their education, hone their skills and grow as professionals.

6. An Ergonomic Work Environment

About 30 percent of human life is spent working. As reported by Medical News Today, sitting for long periods of time every day has a remarkably negative impact on our health. By investing in ergonomic chairs, desks and keyboards, you can create a healthier environment for your employees that allows them to work with less exertion and greater efficiency. A more comfortable workspace will also improve employee engagement and overall productivity.

7. Logical and Effective Processes

Another element that kills job satisfaction is illogical processes. If employees are forced to abide by workflows and protocols they know are inefficient, and nothing is done to improve processes, they may seek a more progressive employer.

Pro Tip: Space, reservation and asset management technology will help leaders identify workflow bottlenecks and adjust floor plans to streamline processes and better support resource demands.

8. Recognition & Appreciation

Employees want to be seen and heard by managers and executive leaders. They want recognition for a job well done, constructive feedback if they fall short and routine performance reviews so they know where they stand.

9. Inclusion

The science behind why social media is so popular is our inherent human desire to belong. The workplace is no different, which means a strong company culture goes a long way with employees. Define your brand's purpose and values, assign cultural ambassadors, invest in the treatment of your employees and create events that fortify inter-office relationship building.

10. Fair Compensation

We placed this "want" last on the list because surprisingly, it's not the most prioritized item on your employees' wish list. But it still matters. Your employees know what they're worth, and online platforms like Glassdoor and PayScale make sure of it. Competitive compensation will keep your staff loyal and motivated.

Just because your employees haven't mentioned the above items doesn't mean they aren't top of mind. But ensuring you're making efforts to meet these 10 wants and needs, you'll enjoy a happier, more fulfilled and more productive workforce.

Source http://www.inc.com/elizabeth-dukes/10-things-employees-want-from-leaders-but-wont-tell-them.html