Salary increment of 2016 in UAE, Qatar, Saudi Arabia, Oman & Bahrain.

A higher salary increase is still on the cards for some employees in the UAE next year, although the impact of falling oil prices can now be felt across the Gulf Cooperation Council (GCC) region, according to a new report.

Based on a survey of 600 multinational companies and locally-run conglomerates in the GCC, Aon Hewitt has forecast salary adjustments in the UAE to average 5 per cent in 2016, higher than the 4.8 per cent forecast and actual increase implemented this year. "Clearly, the impact of lower oil prices can be felt across the region, with governments cutting back on subsidies, reducing spending......" - Aon Hewitt Tweet this.

Across the region, however a slowdown is expected, with increases forecast to average 5 percent, down from an anticipated 6 per cent in 2013, 5.5 per cent in 2014 and 5.1 per cent in 2015.

Aon Hewitt said that the recent moves to cut back on government subsidies and infrastructure spending, as well as the widely publicized plans to implement taxes, are putting pressure on profit margins and operating costs of companies.

The UAE has recently removed oil subsidies, causing pump prices to increase, amid concerns that falling fuel prices could hurt government finances. There have also been discussions about a proposal by the International Monetary Fund (IMF) to collect value-added tax on consumer goods and services.

Robert Richler, GCC compensation survey manager at Aon Hewitt Middle East, noted that the overall outlook for 2016 is not as rosy as recent years. 'But the news that employers are predicting salary increases in the 5 per cent range should come as a comfort to employees, suggesting that there is still optimism in the market,' Richter said.

Kuwait companies lead the region in highest level of salary increase at 5.2 per cent. The forecast, however, is slightly down from the 5.3 per cent predicted for 2015. Salaries in Kuwait rose by 4.7 per cent, on average, this year. Saudi Arabia comes second, with salary adjustments forecast to average 5.1 per cent, followed by UAE, Qatar and Oman, all at 5 per cent.

Workers in Bahrain are likely to receive the lowest salary increase at 4.7 per cent, down from the 4.5 per cent forecast for 2015.

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Electricians vacancies available for Rotana Hotels !! Apply now !!

We are currently seeking for passionate and dynamic Maintenance professional Electrician who pride themselves on their ability to deliver extraordinary levels of customer service and provide creative solutions to our guests.

As an Electrician you are responsible to install, maintain and repair electrical wiring, equipment and fixture that work is in accordance with relevant codes and your role will include key responsibilities such as:

1. Maintenance all Mechanical & Electrical and HVAC  equipment within the hotel complex with special emphasis on health safety.

2. Maintenance and repair works of all Mechanical and Electrical heating and ventilation equipment, ensuring the on-going safe and efficient running of the hotel.

3. Fix mains/Domestic single and 3 phase supplied distribution systems and all lighting and in-house power installations/appliances.

4. Assist with all emergency services, e.g. fire alarms, lighting, batteries and standby power requirements, inclusive of Generators.

5. Control systems to M&E related processes e.g. general equipment, televisions, hair dryers, shavers sockets etc. and all guest and service lifts.

6. Prepare sketches or follow blueprints to determine the location of wiring and equipment and ensure conformance to building and safety codes.

7. Use a verity of tools and equipment such as power construction equipment, measuring devices, power tools and testing equipment including oscilloscopes, ammeters and test lamps.

Skills

Education, Qualification and Experiences:

You should ideally be a qualified Electrician with a diploma in electro-technical services and a basic high school college qualification. You should have a proven knowledge in the operation and electrical maintenance of the equipment. A good command of English and the ability to find fault and rectify systems are essentials.

Knowledge And Competences:

The ideal candidate will be self motivated with a hands-on and flexible approach and able to adapt to unpredictable events. You are pro-active and reliable and will thrive working in a busy environment and stay calm under pressure, have attention to details and should possess following competencies:

Understanding Hotel Operation
Teamwork
Understanding Differences
Effective Communications
Drive for Results
Customer Focus
Adaptability

Job Details:

Job Titles: Electricians 
Job location:  UAE
Department: Engineering
Employment Status: Full Time
Employment Type: Employee
Number of Vacancy: 05
Salary: As per company Rule & Regulation.
Accommodation: Provided by Company
Food: Provided by Company 

Preferred Candidate

Years of Experience: Min: 2 Years
Residence Location: UAE
Degree: Diploma

For More Details and Apply
Please visit this site: www.rotanacareers.com

Rotana Hotels glance !!

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UAE New Labour law.

By now, most of us heard about the Ministry of Labour's new rules which were effective from 1st of January 2016.

How they are going to impact the employer-employee relationship?

keep in mind that these new rules are for private companies registered under the UAE Ministry of Labour.

The new rules are based on 3 Ministerial Decrees: 764, 765 and 766 which will highlight one by one, you can find all Decrees on the official website of the Ministry of Labour.

The Ministry Decree 764 - Approved Standard Employment Contracts:

An Employment offer must conform with the "Standard Employment Contract" as defined by the Ministry of Labour, and must be signed by the employee and presented to the Ministry of Labour to obtain the tentative approval to admit a foreigner worker. This contract must be signed by the employee and employer and presented to the Ministry of Labour to obtain tentative approval to admit a foreign. No causes can be incorporated. Click here to read the Decree 764.

The Ministerial Decree 765 - Rules and Conditions for the Termination of Employment Relations:

Termination of fixed-term contracts (ie. 2 years contracts) need to be approved by the Ministry and can be terminated on one of these such grounds:

• Mutual agreement between the employer and the employee.
• Expiration of the contract without renewing it.
• If either party terminates the contract, the following applies:

1. They should provide a written notice to the other party in advance as agreed between the employer and the employee and stated in the employment contract.
2. The notice period should be a minimum of one month and should not exceed 3 months.
3. Indemnification should be provided as agreed between the employer and the employee: this must not exceed the equivalent of three months of gross wages.
4. The party that terminates the contract without complying with the legal condition and for no reason of non-compliance by the other party, in this case the terminating party bears any legal consequences of early termination.

• If a worker commits violations prohibited under Article 120 of the Federal Labour Law. In this case of unlimited contracts termination can occur if there is a:

• Mutual agreement between the employer and the worker.
• A written notice submitted from the party that terminates the contract and must continue to honor contractual obligations for the duration of the notice period. The notice period is as agreed between the employer and the worker and can not be less than one month and can not exceed three months.
• If a worker commits violations prohibited under Article of 120 Federal Labour Low.

Click here to read the Decree 765.

The Ministerial Decree 766 - Rules and Conditions for granting a permit to a worker for employment by a new employer:

A new work permit may be granted to a worker upon the termination of an old employment contract, if it is for reasons stated in the decree: Click here to read the decree 766.

What this now means, is that the six-month rule is waived if the worker has skill levels classified by the Ministry as 1, 2 and 3 meaning those who hold a university degree, post secondary diploma or high school diploma, respectively. This will surely give employees more flexibility so as long as the conditions in the contract are abide to and in line with the decree.

In a nutshell, here are what these new rules are all about:

• Standard Contracts must be presented to the Ministry of Labour to obtain the tentative approval.
• These contracts can be terminated upon mutual agreement or a written notice.
• A new work permit can be granted to the employees with skill levels 1, 2 and 3 as long as the  employee abide to the conditions of their contract and in line with the decree. 

This is surely a step in the right direction to making the employer - employee relationship smoother and more transparent.

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