Latest news with #employers
Gulf Business
2 days ago
- Business
- Gulf Business
UAE fines 40 domestic worker recruitment offices for violations in H1
The Ministry of Human Resources and Emiratisation (MoHRE) has taken administrative and financial measures against 40 domestic worker recruitment offices in the UAE during H1 2025. This follows the confirmation of approximately 140 The ministry said it would not show leniency toward any recruitment office found to have committed legal or administrative violations. MoHRE warned that repeated non-compliance with regulations could lead to tougher penalties, including the potential cancellation of operating licences. In a statement on social media platform, X, MoHRE said the action comes as part of ongoing efforts to regulate the domestic labour market, boost the competitiveness and performance of recruitment offices, and respond promptly to complaints from employers and families. As part of our ongoing efforts to monitor the performance of domestic worker recruitment offices, ensure their compliance with applicable regulations and legislation, and respond swiftly to complaints from employers and families regarding the operation of these offices, 40… — وزارة الموارد البشرية والتوطين (@MOHRE_UAE) 'Continuous monitoring is carried out using both field-based and digital systems to detect and address violations, and to ensure offices are adhering strictly to applicable legislation,' the ministry said. The majority of violations were related to failure to refund full or partial recruitment fees within the legally mandated two-week period. This refund should be issued when a domestic worker is returned to the recruitment office or is reported to have stopped working. Other infringements included failure to clearly display ministry-approved service package prices to customers. MoHRE says its equipped to deal with violations MoHRE affirmed that its inspection and monitoring systems were fully equipped to deal with violations seriously and transparently, and reiterated its commitment to hearing complaints from employers. The ministry encouraged the public to report any negative practices through its digital platforms or by calling the Labour Claims and Advisory Call Centre at 80084. It also urged customers to work only with licenced recruitment offices to avoid the risk of fraudulent or unprofessional conduct. Compliant domestic worker recruitment offices praised Despite the violations, MoHRE praised the majority of domestic worker recruitment offices for complying with regulations and providing competitive services at reasonable prices. These practices, it said, support the growth and leadership of the domestic worker services sector in the UAE.
CBC
2 days ago
- Business
- CBC
Most people want to work remotely — companies want them back in-office
A recent Angus Reid Survey suggests the majority of workers would prefer a fully remote or hybrid workplace, but many employers are opting to have employees in the office more anyway.
Forbes
2 days ago
- Business
- Forbes
How To Add Consulting Work To Your Resume Without Raising Red Flags
How To Add Freelance Or Consulting Experience To Your Resume (Without Raising Red Flags) I've been consulting for the past year and I wasn't sure how to put it on my resume. I know that employers don't like to see that. – Accountant Your resume is an important part of your job search, so it's good that this accountant is thinking about how to maximize each item they include. However, overly generalized assumptions (such as, employers not liking consulting experience) are not good. See previous post, The Reason Your Job Search Isn't Working Is Not What You Think, for a more detailed explanation, but essentially the wrong assumption can derail your search, and even a correct assumption likely doesn't apply to every job you're targeting. Why Employers Care About Consulting Experience If your most recent experience has been consulting (or freelance), then employers care about it because employers prioritize what you have been doing most recently. Listing all of your experience (including the consulting) ensures that you don't leave employment gaps that you'll need to explain. A prospective employer might skip over resumes with gaps, assuming that the candidate hasn't been doing anything. Add consulting experience to your resume as soon as you confirm that you'll be consulting, rather than working a traditional job, for several months, certainly at the one-year mark. Consulting projects give you results to discuss in your interviews and networking meetings. You can point to skills and expertise you have developed and used firsthand. Make sure your resume sells your consulting experience by itemizing specific software and other technical skills you are using. If you are concerned that sharing quantitative information will betray your client's confidentiality, then share less specific information (e.g., % improvement rather than the actual result). If you work with brand-name clients that your target employers know, then your clients give you a halo effect – i.e., if your work is good enough for them, it's probably good enough for the employer. If you have worked with a variety of clients, you can sell your diversity of experience and access to multiple strategies and best practices as a competitive advantage. If you are concerned about listing specific client names, then list a description that still gives readers a sense of the type of client you served (e.g., industry, size using terms like 'small business' or 'Fortune 500', tenure using terms like 'start-up' or 'established'). How To Avoid Raising Red Flags When Looking For A Full-Time Job After Consulting Or Freelancing That said, a move from consulting back to full-time employment can raise red flags if positioned incorrectly. Employers may question your motivation because consulting work and the consulting life is different from being a full-time employee. You need to convince prospective employers that you are genuine in why you're making the change, ideally focusing on why you want to be an employee and not on why you don't want consulting. Motivation is not something that comes across in the resume, so make sure to attach a cover letter framing your transition into consulting as temporary. Focus on networking where you can tell your story prior to sharing a resume. Tell your story in the About section of your LinkedIn profile to preemptively address any questions about your motives. You can't be unemployed for a year, do a day of pro bono work and call yourself a consultant to paper over an employment gap. While you don't need to have worked 40 billable hours each and every week to match a full-time schedule, you should have multiple clients, or multiple projects for a single client, to point to, so your experience is taken seriously. On your resume, if you have multiple clients or projects to showcase, dedicate a separate bullet in your consulting experience section to detail each client or project. Employers are tuned to WIIFM radio (i.e., What's In It For Me). You may have impressive results-focused consulting experience but until you show how it's relevant to your target employer, they may discount it. Don't just list your experience, and assume your prospective employers will see the value. Promote your value by talking about the specific needs they are facing and showing how your experience, expertise and skills are the solution. This is best done in a cover letter or in a networking meeting. On the resume, include details that your target employer cares about. For example, if you are targeting accounting jobs at large companies and you have large company consulting clients, when you describe your consulting, be sure to include the sizes of your clients. What Career Changers Can Do To Get Past The Resume Screen And Into The Interview Process The change from consulting to full-time employee is a career change, even if you're returning to a similar function, like accounting, and/or returning to the same industry you worked in before (e.g., media, retail, banking, etc.). Generally, employers prefer people who have done the exact role before. In a choice between someone who had been in-house versus a consultant, they may feel the in-house candidate is a safer bet. If your consulting work was taking over for a full-time employee and essentially filling that role, just not on the payroll, then emphasize this for future employers. You're positioning yourself as an employee who happened to be a consultant, minimizing the change. If your work wasn't structured like that, find other similarities between your work and the in-house staff, such as working closely with them, using the same processes, or interacting with the same senior leaders. Resumes make it easy to filter candidates out, not invite them in. Employers look for gaps in dates, search for keywords (and note their absence), scout for recognizable names (and discount ones they don't recognize) and skim years or decades of background in seconds. Relying on a resume to make your case cedes control of your job search to the resume reader (if anyone reads the resume at all!). Spend more time reaching out to decision-makers and other working professionals than sending out unsolicited resumes. If you haven't made it known to your consulting clients that you would prefer a traditional job, do that ASAP. Your clients know, like and trust your work so if there is an ongoing need, they may convert you to a full-time employee. If there isn't, they can at least be strong references for you and may have opportunities to refer. Once they see how serious you are about leaving for a traditional job, they may create something for you in order to keep you. Your consulting experience is a lead generator for your job search, not a detractor. When looking for a job, consider both consulting and traditional jobs.
CTV News
2 days ago
- Business
- CTV News
5 Edmonton-area companies make Forbes list of best Canadian employers
A sign of the University of Alberta north campus. (CTV Edmonton/Evan Klippenstein) Five Edmonton-area companies are being recognized by Forbes for being Canada's 'best employers for company culture.' Forbes surveyed more than 40,000 Canadian-based workers employed at companies with at least 500 people. They were asked if they would recommend their employer to others and to rate it based on company-culture related topics such as fairness, inclusivity, and opportunity. 'For instance, participants were asked whether their employer recognizes good performance, encourages a healthy work-life balance, values input and ideas from employees across the organization, prioritizes collaboration among coworkers and provides avenues to advance,' the article read. Out of 200 Canadian companies listed, the University of Alberta came in at 28, ATB at 49, Stantec at 64, Edmonton Public Schools at 69 and Freson Bros. at 143. Université Laval in Montreal made the top of the list. Some other notable employers on the list include The Hershey Company, Enbridge, Nav Canada, Humber College and Desjardins. You can read the full list here.
The National
2 days ago
- Business
- The National
UAE fines 40 domestic worker recruitment offices for breaching rules
The UAE government fined 40 domestic worker recruitment offices for breaching employment rules in the first half of the year in support of a national drive to strengthen regulation of the industry. The Ministry of Human Resources and Emiratisation on Monday said the companies had committed about 140 offences under domestic labour law, including failing to deliver refunds due to employers. The authority pledged to take a zero-tolerance approach to rogue recruiters, warning that repeat offenders would face severe penalties, including losing their operating licences. The ministry said it would continue to monitor the practices of recruitment offices closely to ensure they abide by employment laws and to protect the rights of those hiring domestic workers, which include nannies maids, cooks and gardeners. It said the majority of recorded offences were due to a failure to refund all or part of recruitment fees owed to employers within a statutory two-week period. Under the ministry's regulations, employers are entitled to refunds in the following circumstances: A worker terminates their contract or abandons their job without a valid reason The worker is deemed incompetent or unsuitable for the role during their probation period The employer ends the contract due to the recruitment office's failure to meet agreed conditions The employee is found to be medically unfit during their probation period Other infringements included a failure to display ministry-approved service package prices clearly to clients. The ministry urged customers to report any unauthorised practices by recruitment offices by calling its Labour Claims and Advisory Call Centre on 80084. It reiterated that customers should ensure they deal only with licensed domestic worker recruitment offices in the Emirates, a full list of which is listed on the ministry's website. The clampdown on rule-breaking recruiters was announced only days after authorities said 77 unauthorised social media accounts had been shut down for carrying out domestic worker recruitment services illegally in the first six months of the year. The labour ministry had joined forces with the Telecommunications and Digital Government Regulatory Authority to take action against the accounts, which were found to be operating without a licence from authorities. The ministry said employers − as well as Emirati and resident families − should only use licensed and approved recruitment agencies when looking to hire domestic staff. In 2022, A domestic labour law boosting workers' rights and clamping down on rogue recruiters and employers came into effect. The updated legislation is the latest step by the government to strengthen regulations safeguarding thousands of employees − including maids, nannies, cooks and gardeners − across the Emirates. The new directives expand the number of offences, which are punishable by fines and/or prison terms, for breaches of working conditions and rules from four to eight. Punishments include fines of between Dh20,000 ($5,450) and Dh100,000 and up to six months in prison for anyone who provides false information or fake documents to employ domestic helpers.
