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...