DUBAI // An Egyptian security guard was charged at the Criminal Court of First Instance yesterday with forging three Dubai Metro work visas.
The defendant, MS, 30, is also accused of attempting to swindle a Bangladeshi waiter who knew people interested in vacancies at the light rail project.
MS allegedly told him that the Metro was looking to hire security guards and that he could help him get them work permits.
MS is alleged to have taken Dh9,000 from the waiter and issuing a dud cheque for the same amount.
According to the case file, on April 15, MS approached the waiter and informed him of job opportunities with Dubai Metro. The waiter, identified as MZ, told prosecutors that he told MS he had six candidates for the jobs.
A few days later MZ said that he handed MS three passport copies and Dh9,000 to process the visas and, as security, he received a cheque for Dh9,000 from the Egyptian.
According to MZ, on June 13 the defendant gave him three visa documents that made him suspicious because they were worded only in Arabic. "I know for a fact that visa documents come in English and Arabic," he told prosecutors.
He said the defendant dismissed his concerns and told him that four days later he would hand him the original copies.
The waiter, though, took the documents to Dubai Metro offices and asked about their validity. He was told they were forgeries. According to prosecution records, the defendant then asked MZ to remain quiet about the affair.
The court will issue its verdict on December 20.
amustafa@thenational.ae
Labour dispute
The insured employee may still file an ILOE claim even if a labour dispute is ongoing post termination, but the insurer may suspend or reject payment, until the courts resolve the dispute, especially if the reason for termination is contested. The outcome of the labour court proceedings can directly affect eligibility.
- Abdullah Ishnaneh, Partner, BSA Law
What the law says
Micro-retirement is not a recognised concept or employment status under Federal Decree Law No. 33 of 2021 on the Regulation of Labour Relations (as amended) (UAE Labour Law). As such, it reflects a voluntary work-life balance practice, rather than a recognised legal employment category, according to Dilini Loku, senior associate for law firm Gateley Middle East.
“Some companies may offer formal sabbatical policies or career break programmes; however, beyond such arrangements, there is no automatic right or statutory entitlement to extended breaks,” she explains.
“Any leave taken beyond statutory entitlements, such as annual leave, is typically regarded as unpaid leave in accordance with Article 33 of the UAE Labour Law. While employees may legally take unpaid leave, such requests are subject to the employer’s discretion and require approval.”
If an employee resigns to pursue micro-retirement, the employment contract is terminated, and the employer is under no legal obligation to rehire the employee in the future unless specific contractual agreements are in place (such as return-to-work arrangements), which are generally uncommon, Ms Loku adds.
Our family matters legal consultant
Name: Hassan Mohsen Elhais
Position: legal consultant with Al Rowaad Advocates and Legal Consultants.
