The most promising job opportunities for Chinese people are in service-oriented jobs and sales jobs and middle- and high-level company business personnel
Middle- and high-level labor, such as electrical, architectural, software design, and other types of engineers, the demand for A. China also has considerable potential, but the procedures are more complicated, not only need to provide all kinds of notarized documents in English and even Arabic, but also need to go to the Embassy of the A. China for certification (certification costs are high), and the procedure is more complicated. However, the procedure is more complicated, not only need to provide all kinds of notarized documents in English or even in Arabic, but also need to go to the Embassy in China for certification (the certification cost is higher), and it is difficult to operate in batches, plus the main obstacle for Chinese engineers to communicate in English. Therefore, except for my own use in the project, there are less than 100 middle- and high-level laborers who really work for the companies and organizations in Afghanistan. However, the treatment of these laborers is very good after they come to Afghanistan. Engineers in the governmental departments in Afghanistan are paid about 4,000 to 7,000 dirhams per month, and the foreign side provides them with two-bedroom houses, long-term visas for the whole family to come to Afghanistan, air tickets for the whole family to go back and forth to visit their relatives in China once a year, and medical insurance, etc. Some senior engineers who work in oil companies are also paid by the Chinese government. There are senior engineers working in oil companies with a monthly salary of more than 4,000 U.S. dollars, can live in the annual rent of 100,000 dirhams of four-room, two-bathroom senior apartments.
Most of our laborers in Afghanistan are dispatched by the relevant international economic cooperation companies to work on engineering projects or are arranged to be employed in local business offices, and their legitimate rights and interests are basically protected. However, some of these laborers have received less wages, or lack of adaptability and obedience, service consciousness and work is not satisfactory, and even make strikes and other violations of local laws, thus sending units to send personnel to strengthen the legal education and cultural learning, and strive to improve their own quality. On the other hand, there is a part of the labor force is directly recruited by the owner from the country or introduced into the A market by my individual personnel in A. Most of them hold too high income expectations and blindly come to A without understanding the local market, so it is very easy to be cheated and suffer economic losses to A. They can't find a job and other events. There is also a part of the people who want to use the country as a springboard to sneak into Europe and the United States and other countries.
Working hours and vacations
1. Under normal circumstances, the maximum working hours are 8 hours per day and 48 hours per week. With the consent of the Ministry of Labor, working hours may be extended or reduced in certain special work sectors or nature of work. Article 65 of the Labor Law stipulates that during the month of Ramadan, the daily working hours shall be reduced by two hours. Commuting time is not counted as working hours.
2. For regular overtime work, labor gets 25% of the salary in cash, and 50% of the salary in cash if the overtime work is done from 9 p.m. to 4 a.m.. Except for force majeure, the overtime work cannot exceed 2 hours per day.
3. Friday is a rest day for all laborers except hourly workers. If labor must work on Friday, they shall be given a compensatory day off or receive 50% of the overtime pay.
4. Laborers are entitled to annual leave, which shall not be less than:
1) two days per month if the service period is six months but less than one year
2) 30 days per year if the service period is more than one year
5. If the service is more than three consecutive months after completion of the internship period, the sick leave for each year shall be 90 days (consecutive or intermittent), and the salary shall be calculated according to the following provisions.
1) The first 15 days = full pay
2) Days 16-45 = half pay
3) Remaining time = no pay
6. Vacation leave that labor is also entitled to
1) 10 days of public holidays per year.
2) Pilgrimage leave; only Muslims are entitled to it once during the contract period, not exceeding 30 days, without pay and not counted as other leave.
3) Maternity leave; female workers who have completed one year of enlistment are entitled to 45 days paid leave during or after delivery. For less than one year it is half pay. In addition, if a pregnant or maternity worker is unable to go to work due to illness, she is entitled to 100 consecutive or intermittent days of unpaid leave. The sick leave note shall be issued by a designated qualified medical or authority. The period of maternity shall not be counted as other leave.
Compensation for Work Injury and Occupational Disease
1. If an employee suffers from a work injury or occupational disease, the employer shall pay for his/her treatment at a local government or public **** medical center or clinic until he/she recovers or is diagnosed as disabled. The cost of treatment includes hospitalization in a hospital or sanatorium, surgical procedures, the cost of taking X-rays and pharmacological analysis, the cost of purchasing medicines, organ transplants, and the cost of providing rehabilitation equipment and prostheses, etc., for the disabled, as well as transportation costs incurred in connection with the treatment.
2. If an employee is injured and unable to work, the employer shall pay him or her a cash allowance equal to the medical expenses for the period of treatment or half a year, according to the shorter one. If the period of treatment exceeds six months, the allowance shall be reduced to one-half until the diagnosis is made, whether the employee recovers, becomes disabled or dies.
3. If the employee dies as a result of a work-related accident or occupational disease, his family shall receive compensation equal to two years of his salary; not less than 18,000 and not more than 35,000 dirhams. The amount of compensation shall be calculated on the basis of his last salary during his lifetime. The compensation shall be given to his family members, namely:
1) the widow or husband;
2) the sons, those under 17 years of age and those under 24 years of age who are studying at the university, as well as those who are physically or mentally handicapped and are unable to live independently.
3) Unmarried daughters.
4) Parents;
5) Siblings.
4. The labor law also specifies the circumstances under which employers do not have to pay workers' compensation to labor. Sick leave or other reasons for his/her own injuries; the employee's injuries are caused by drug and alcohol abuse; his/her own injuries are caused by willful violation of safety regulations conspicuously posted at the workplace or by carelessness or negligence; refusal to be seen by a medical examiner or a medical team without a valid reason, and the employee is not entitled to any compensation for the injuries or disabilities caused by the above mentioned cases if they do not result in death. The Employer shall have the right not to provide compensation for medical treatment or benefits in the above circumstances.
5. Workers in the following cases will not receive an end-of-service incentive;
1) Workers who have been dismissed in accordance with Article 5 of Chapter VIII of this Guide.
2) Non-fixed-term workers and fixed-term workers who have served for more than five years and left voluntarily but in order to fulfill the notification procedures.
6. Replacement of Guarantor
Foreign laborers are not allowed to replace their guarantors, i.e., they cannot work for someone other than the one who employs them, unless they meet the following conditions:
1. They are engaged in one of the following professions:
1) Engineers
2) Doctors, pharmacists, and nurses
3) Teachers at universities or colleges
4) Experts, lawyers, economists, and other professionals
5.
4) Experts, lawyers, economists, financial or managerial personnel with a university degree or higher
5) Computer, information system analysts, programmers with a university degree or higher, specialized in the same field
6) Professionals and technicians in the field of oil and natural gas exploration or related fields
7) Sports coaches
8) Maritime transportation or aviation professionals
9) Other professions licensed by the Ministry of Labor
2. Requirements for consent to change sponsor
1) The new job is the same as the one under the original sponsorship
2) The residence visa is valid
3) The person has been working for the original sponsor for more than two years
4) The person has obtained the sponsor's consent to change the visa
5) The person has no UAE citizenship and is not a member of the Gulf Cooperation Council (GCC). No UAE or GCC nationals applying for the job
VII. Repatriation
Laborers should leave the UAE quickly after the expiration of their service period, otherwise they are illegally residing in the UAE.
The employer takes the following measures:
1. Cancellation of the work permit and repatriation to the same place or to another place agreed upon by both parties.
2. The employer bears the cost of repatriation.
3. If the labor transfer sponsor works for another employer, the new employer bears the cost of repatriation after the expiration of the service period.
4. If the contract is terminated due to the laborer's reasons, the laborer is responsible for the repatriation costs if he/she is able to do so.
5. In case of death of the laborer, the coffin and shipping costs will be borne by the employer.
At present, there are more than 400 Chinese companies registered in the UAE, which are mainly companies set up by private enterprises and engaged in trade, catering and other industries. As of March 2004, with the approval of the Ministry of Commerce or for the record, Chinese companies have invested and set up 80 enterprises in the UAE, with an agreed investment of 57.68 million US dollars between the two sides, and 52.21 million US dollars by the Chinese side. As of the end of 2004, the amount of investment in China, A 234.61 million U.S. dollars, mainly invested in real estate, clothing, suitcases, paper products, plastic products, rubber products, sanitary ceramics manufacturing and other industries.