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I.
under the local laws to certain controls on his/her employees. Only the sponsor
can obtain work-permit, resident permit (iqama), final exit/ exit re-entry or any
other legal documents for his/her expatriate employee. Saudi sponsors usually
keep passports of their workers with them and provide only resident permits to
allow the workers to move around inside Saudi Arabia. The only legal way for an
expatriate worker to leave Saudi Arabia, if the sponsor does not co-operate, is
through labour courts, which may take several months.
workers are now finger-printed on arrival, it is not possible to leave Saudi Arabia
without sponsors clearance.
II
Free Visa:
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Domestic workers: The domestic workers are not covered under the Saudi
Labour Law.
IV.
away (huroob), if the worker absents himself from work without permission
(work-strikes are illegal in Saudi Arabia). Once a worker is reported run-away,
his status becomes illegal and he cannot approach any Saudi authority for
redressal of his grievances. The only course left to a run-away worker is to
submit to the law of the land and report to the nearest deportation authority
(Tarheel). Obtaining requisite clearances (from the sponsor and other Saudi
authorities) may take the deportation authorities a couple of months and during
this time the run-away worker may have to stay in overcrowded deportation
centers. A detainee deported through deportation centre is banned from entering
Saudi Arabia for a period of five years (The ban may be extended to other GCC
countries in near future).
Leave/vacation:
However, in practice, the sponsor can postpone the leave taking the plea of
functional requirements. Sanctioning Emergency leave to an employee depends
entirely on the subjective satisfaction/ state of relationship between the employee
and his/her sponsor. Since a large number of employees do not return to Saudi
Arabia after availing leave, most small establishments/individual employers retain
the visa cost, resident permit, medical insurance and other incidental expenses
incurred for recruiting the worker as security before allowing the worker to go on
leave.
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to leave Saudi Arabia before completing the contract (2/3 years). A sponsor can
legally claim all expenses incurred for recruitment to release his worker before
completion of contract term. Usually, the Saudi contracts do not include clause
for mid-term termination of contract (after due notice). Even where the mid-term
termination clause is there, the Saudi labour courts may postpone release of
worker on certain grounds (arrival of replacement, completion of an ongoing
project completes, etc.).
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Legal recourse:
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agents authorized by MOIA and pay only the prescribe charges. Middlemen
should be avoided. They are advised to check the work visa & work contract
(salary and other conditions) carefully and should never leave India without
obtaining a copy of written work contract (signed both by the worker and
recruiting agent/representative of the sponsor) and preferably attested by
Embassy/Consulate General of India.
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Alcoholic drinks.
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Vital information:
work-visa & work contract and also complete contact details of the sponsor,
recruiting agent(s), Embassy/Consulate of India in Saudi Arabia. The information
should also be available with the family of the worker in India.
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accordance with the Shariat. Apart from the sentence for a crime (under public
rights), the convict also has to pay damages to the affected party (under private
rights) before he could be released.
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The
Embassy
may
be
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worker may not be allowed to return to Saudi Arabia before one year after
exiting.
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