Morison menon group provide help in New business establishment in Middle east,Morison menon will be there with our client for all his step,For setting up a business and company formation.
http://www.morisonmenon.com/en/corporate-group/morison-menon-chartered-accountants/
The document discusses key aspects of the Employees' Provident Fund Act of 1952 in India. It defines terms like provident fund, employer, employee, and establishes that the Act applies to factories and establishments with 20 or more employees. It describes how the fund is administered through boards and committees constituted by the central government, and officers appointed to oversee compliance. Penalties for non-compliance by employers include interest on late payments and recovery of dues by the authorized officer.
Employee provident fund & miscellaneous act 1952 abhishek nagreAbhishek Nagre
The document summarizes the key aspects of the Employees' Provident Fund Act of 1952 in India. It discusses that the act established three social security schemes - Employees' Provident Fund, Pension Scheme, and Insurance Scheme. It is managed by the Employees' Provident Fund Organization of India, a statutory body under the Ministry of Labor. The organization has over INR 5 lakh crore in assets under management and covers millions of beneficiaries across India.
Key Takeaways:
- Social security for building / construction workers
- Extension of scope to gig / platform workers
- Creation of social security board for unorganised workers
- Payment of salary to a non-resident director for services rendered outside of India is not considered income that accrues or arises in India, or deemed received in India, and is thus not taxable in India.
- Under FEMA, payment of remuneration to a director would be classified as a current account transaction, allowed without restrictions.
- A company can remit up to $250,000 annually without approval under India's Liberalized Remittance Scheme for current account transactions.
The document discusses key aspects of the Employees' Provident Fund Act of 1952 in India. It defines terms like provident fund, employer, employee, and establishes that the Act applies to factories and establishments with 20 or more employees. It describes how the fund is administered through boards and committees constituted by the central government, and officers appointed to oversee compliance. Penalties for non-compliance by employers include interest on late payments and recovery of dues by the authorized officer.
Employee provident fund & miscellaneous act 1952 abhishek nagreAbhishek Nagre
The document summarizes the key aspects of the Employees' Provident Fund Act of 1952 in India. It discusses that the act established three social security schemes - Employees' Provident Fund, Pension Scheme, and Insurance Scheme. It is managed by the Employees' Provident Fund Organization of India, a statutory body under the Ministry of Labor. The organization has over INR 5 lakh crore in assets under management and covers millions of beneficiaries across India.
Key Takeaways:
- Social security for building / construction workers
- Extension of scope to gig / platform workers
- Creation of social security board for unorganised workers
- Payment of salary to a non-resident director for services rendered outside of India is not considered income that accrues or arises in India, or deemed received in India, and is thus not taxable in India.
- Under FEMA, payment of remuneration to a director would be classified as a current account transaction, allowed without restrictions.
- A company can remit up to $250,000 annually without approval under India's Liberalized Remittance Scheme for current account transactions.
An employment visa allows foreigners to work in India. It is granted to skilled professionals being hired by Indian companies. The visa is initially granted for one year by Indian missions abroad. It can then be extended up to five years total by the Ministry of Home Affairs and state governments. To qualify, the job must require skills not readily available among Indians and cannot be routine, ordinary, or clerical. Employers are responsible for employees and ensuring their departure after the visa expires.
The document summarizes the key aspects of the Employees' Provident Fund Scheme in India. The scheme applies to establishments with 20 or more employees and provides for provident fund, pension fund and insurance benefits. It requires monthly contributions from employers and employees and entitles members to benefits such as partial withdrawals for purposes like housing, education, marriage, or full withdrawal upon retirement after age 55.
The document outlines the key aspects of the Employee Provident Fund (EPF) scheme in India, including eligibility, contributions from employers and employees, investment patterns, withdrawal procedures, settlements on retirement or termination, exemptions from tax, and benefits. EPF is a mandatory savings program for employees in India that provides tax-deferred savings and a lump sum payment on retirement. Non-compliance by employers can result in penalties like fines and imprisonment.
The document discusses the Employees' Provident Fund Act of 1952 which establishes a mandatory contributory pension fund for employees in India. The key points discussed are:
- The act created a provident fund to provide financial security for employees upon retirement or for dependents in case of death. The Employee Provident Fund Organization (EPFO) manages the fund.
- The fund consists of the Employees' Provident Fund (EPF), Employees' Pension Scheme (EPS), and Employees' Deposit-Linked Insurance (EDLI) scheme.
- 12% of an employee's salary is contributed to EPF each month by the employee and employer. A portion also goes to EPS and EDLI to provide pension
The document summarizes key provisions of various Indian labour laws:
- The Workmen Compensation Act, 1923 mandates employers to pay compensation to workers for death or injuries arising from employment. Compensation amounts depend on wages and age.
- The Trade Unions Act, 1926 details registration requirements for trade unions and annual return filings. A union must have a minimum number of members to register.
- The Payment of Wages Act, 1936 specifies timelines for wage payments, methods of payment, and permissible deductions. Wages must be paid in coins, currency or account credits.
- The Industrial Disputes Act, 1947 establishes processes for disputes including conciliation, adjudication and arbitration. It prohibits
RiarGlobal LLP provide legal services for individuals who are not citizens of the India, with emphasis on their legal status here. This includes their legal rights, duties and obligations when living in and/or visiting the India, as well as the federally mandated requirements for entering and/or remaining in the India.
The document summarizes various sections under the Income Tax Act that provide exemptions from taxable income. Some key exemptions mentioned include:
1. Agricultural income derived from land in India is totally exempt.
2. Any sum received by a member from a Hindu Undivided Family out of the family's income is exempt.
3. Casual and non-recurring receipts up to Rs. 5,000 are exempt.
4. Interest income earned by non-residents on certain bonds and securities, as well as interest from non-resident accounts, is exempt.
5. Income earned by non-citizens of India on certain accounts and for certain services is exempt.
Useful for Law students, MBA- HR students, CS Students, Employees , Employer.
I have also mentioned a list of forms generally used during gratuity.
Every body should be aware of do's and don't. Knowledge of your rights makes you powerful.
Application of the Act
When gratuity is payable
Amount of gratuity payable
Forfeiture of gratuity
Obligations and rights of the employer
Compliance under the Act
reference: http://blog.simplycareer.net/2013/06/gratuityact.html
I have also refereed other sites and text books.
Al Amin Rahman & Associates is among the very few leading law firms in Bangladesh, having its presence throughout out of the world. We believe in our lawyers, they are very professional in their work and always try to suggest the best opinion according to the situation. We understated the importance of our client and work very carefully towards the procedure of Legal service. For further details in regards to LEGAL SERVICE in Bangladesh follow the down below link.
For further details in regards to LEGAL SERVICE in Bangladesh follow the down below link
Website: http://www.alaminrahman.com/immigration-lawyer-in-bangladesh/
Email: info@alaminrahman.com
Final Settlement Calculations in UAE.pdfFiyona Nourin
While calculating EOS, companies should include all the benefits as
mentioned in the UAE Labor law and Employment agreement between the company and the employee
International (geographical) source of income (1)Mohammad Ghori
This document outlines rules for determining whether income is considered domestic or foreign-sourced for tax purposes in Pakistan. It discusses that salary income is domestic if earned in Pakistan or paid by the Pakistani government. Business income of residents and non-residents is domestic to the extent earned in Pakistan or attributable to a permanent establishment in Pakistan. It also discusses the taxation of permanent establishments of non-residents and allows certain deductions. The document provides rules for various types of income like dividends, royalties, rentals, and addresses avoidance of double taxation through international agreements.
International (geographical) source of income (1)Mohammad Ghori
The document discusses Pakistan's minimum tax rules. Key points:
- Minimum tax of 1% of turnover applies if tax paid is less than 1% of turnover due to losses, exemptions, credits, etc.
- Turnover includes gross sales, fees, receipts, but excludes sales tax and amounts with final tax liability.
- Excess tax paid over actual tax is carried forward for 5 years to offset future tax liability.
The document defines key terms under the Worker's Welfare Fund Ordinance 1971, such as employer, fund, industrial undertaking, total income, and worker. It outlines that 2% of total income must be paid by industrial establishments earning over Rs. 500,000 to the taxation officer. Additional amounts may be determined by committees examining the financial circumstances of each industrial undertaking. The person liable for income tax on the industrial establishment's income is also liable to pay the worker's welfare fund amount. The ordinance establishes a governing body and board to administer the fund and perform other functions.
The Payment of Gratuity Act of 1972 outlines rules for gratuity payments in India. It applies to companies with 10 or more employees. Gratuity is payable after 5 years of continuous service and is calculated as 15 days of last drawn wages for each completed year of service. Employers must make payment within 30 days of application or face penalties including interest on late payments. Disputes are handled by a controlling authority and there is a process for appeals.
This document summarizes key cases related to the Payment of Gratuity Act, 1972 in India. It discusses the Allahabad Bank case, where the court held that retired employees are entitled to receive both pension and gratuity. It also summarizes the Y.K. Singla case, where the court ruled that an employee whose gratuity was withheld is entitled to interest on delayed payments if acquitted of charges. Finally, it discusses the University of Delhi case, where the court found that the Payment of Gratuity Act takes precedence over other statutes in providing more beneficial terms to employees.
The document lists various types of incomes that are fully or partially exempted from tax under Section 10 of the Indian Income Tax Act. Some key exemptions include agricultural income, income from house property, income of members of armed forces, income of MPs/MLAs, income from certain investments, scholarships, pension funds, and capital gains from sale of certain assets held for long term. The exemptions are subject to various conditions specified under the relevant sections of the Income Tax Act.
An employment visa allows foreigners to work in India. It is granted to skilled professionals being hired by Indian companies. The visa is initially granted for one year by Indian missions abroad. It can then be extended up to five years total by the Ministry of Home Affairs and state governments. To qualify, the job must require skills not readily available among Indians and cannot be routine, ordinary, or clerical. Employers are responsible for employees and ensuring their departure after the visa expires.
The document summarizes the key aspects of the Employees' Provident Fund Scheme in India. The scheme applies to establishments with 20 or more employees and provides for provident fund, pension fund and insurance benefits. It requires monthly contributions from employers and employees and entitles members to benefits such as partial withdrawals for purposes like housing, education, marriage, or full withdrawal upon retirement after age 55.
The document outlines the key aspects of the Employee Provident Fund (EPF) scheme in India, including eligibility, contributions from employers and employees, investment patterns, withdrawal procedures, settlements on retirement or termination, exemptions from tax, and benefits. EPF is a mandatory savings program for employees in India that provides tax-deferred savings and a lump sum payment on retirement. Non-compliance by employers can result in penalties like fines and imprisonment.
The document discusses the Employees' Provident Fund Act of 1952 which establishes a mandatory contributory pension fund for employees in India. The key points discussed are:
- The act created a provident fund to provide financial security for employees upon retirement or for dependents in case of death. The Employee Provident Fund Organization (EPFO) manages the fund.
- The fund consists of the Employees' Provident Fund (EPF), Employees' Pension Scheme (EPS), and Employees' Deposit-Linked Insurance (EDLI) scheme.
- 12% of an employee's salary is contributed to EPF each month by the employee and employer. A portion also goes to EPS and EDLI to provide pension
The document summarizes key provisions of various Indian labour laws:
- The Workmen Compensation Act, 1923 mandates employers to pay compensation to workers for death or injuries arising from employment. Compensation amounts depend on wages and age.
- The Trade Unions Act, 1926 details registration requirements for trade unions and annual return filings. A union must have a minimum number of members to register.
- The Payment of Wages Act, 1936 specifies timelines for wage payments, methods of payment, and permissible deductions. Wages must be paid in coins, currency or account credits.
- The Industrial Disputes Act, 1947 establishes processes for disputes including conciliation, adjudication and arbitration. It prohibits
RiarGlobal LLP provide legal services for individuals who are not citizens of the India, with emphasis on their legal status here. This includes their legal rights, duties and obligations when living in and/or visiting the India, as well as the federally mandated requirements for entering and/or remaining in the India.
The document summarizes various sections under the Income Tax Act that provide exemptions from taxable income. Some key exemptions mentioned include:
1. Agricultural income derived from land in India is totally exempt.
2. Any sum received by a member from a Hindu Undivided Family out of the family's income is exempt.
3. Casual and non-recurring receipts up to Rs. 5,000 are exempt.
4. Interest income earned by non-residents on certain bonds and securities, as well as interest from non-resident accounts, is exempt.
5. Income earned by non-citizens of India on certain accounts and for certain services is exempt.
Useful for Law students, MBA- HR students, CS Students, Employees , Employer.
I have also mentioned a list of forms generally used during gratuity.
Every body should be aware of do's and don't. Knowledge of your rights makes you powerful.
Application of the Act
When gratuity is payable
Amount of gratuity payable
Forfeiture of gratuity
Obligations and rights of the employer
Compliance under the Act
reference: http://blog.simplycareer.net/2013/06/gratuityact.html
I have also refereed other sites and text books.
Al Amin Rahman & Associates is among the very few leading law firms in Bangladesh, having its presence throughout out of the world. We believe in our lawyers, they are very professional in their work and always try to suggest the best opinion according to the situation. We understated the importance of our client and work very carefully towards the procedure of Legal service. For further details in regards to LEGAL SERVICE in Bangladesh follow the down below link.
For further details in regards to LEGAL SERVICE in Bangladesh follow the down below link
Website: http://www.alaminrahman.com/immigration-lawyer-in-bangladesh/
Email: info@alaminrahman.com
Final Settlement Calculations in UAE.pdfFiyona Nourin
While calculating EOS, companies should include all the benefits as
mentioned in the UAE Labor law and Employment agreement between the company and the employee
International (geographical) source of income (1)Mohammad Ghori
This document outlines rules for determining whether income is considered domestic or foreign-sourced for tax purposes in Pakistan. It discusses that salary income is domestic if earned in Pakistan or paid by the Pakistani government. Business income of residents and non-residents is domestic to the extent earned in Pakistan or attributable to a permanent establishment in Pakistan. It also discusses the taxation of permanent establishments of non-residents and allows certain deductions. The document provides rules for various types of income like dividends, royalties, rentals, and addresses avoidance of double taxation through international agreements.
International (geographical) source of income (1)Mohammad Ghori
The document discusses Pakistan's minimum tax rules. Key points:
- Minimum tax of 1% of turnover applies if tax paid is less than 1% of turnover due to losses, exemptions, credits, etc.
- Turnover includes gross sales, fees, receipts, but excludes sales tax and amounts with final tax liability.
- Excess tax paid over actual tax is carried forward for 5 years to offset future tax liability.
The document defines key terms under the Worker's Welfare Fund Ordinance 1971, such as employer, fund, industrial undertaking, total income, and worker. It outlines that 2% of total income must be paid by industrial establishments earning over Rs. 500,000 to the taxation officer. Additional amounts may be determined by committees examining the financial circumstances of each industrial undertaking. The person liable for income tax on the industrial establishment's income is also liable to pay the worker's welfare fund amount. The ordinance establishes a governing body and board to administer the fund and perform other functions.
The Payment of Gratuity Act of 1972 outlines rules for gratuity payments in India. It applies to companies with 10 or more employees. Gratuity is payable after 5 years of continuous service and is calculated as 15 days of last drawn wages for each completed year of service. Employers must make payment within 30 days of application or face penalties including interest on late payments. Disputes are handled by a controlling authority and there is a process for appeals.
This document summarizes key cases related to the Payment of Gratuity Act, 1972 in India. It discusses the Allahabad Bank case, where the court held that retired employees are entitled to receive both pension and gratuity. It also summarizes the Y.K. Singla case, where the court ruled that an employee whose gratuity was withheld is entitled to interest on delayed payments if acquitted of charges. Finally, it discusses the University of Delhi case, where the court found that the Payment of Gratuity Act takes precedence over other statutes in providing more beneficial terms to employees.
The document lists various types of incomes that are fully or partially exempted from tax under Section 10 of the Indian Income Tax Act. Some key exemptions include agricultural income, income from house property, income of members of armed forces, income of MPs/MLAs, income from certain investments, scholarships, pension funds, and capital gains from sale of certain assets held for long term. The exemptions are subject to various conditions specified under the relevant sections of the Income Tax Act.
To start a business in South Africa, several administrative procedures must be followed. These include registering the company with the South African Registrar of Companies within 21 days, and registering with tax authorities as a taxpayer, VAT vendor, and for income tax deductions. Businesses employing staff must also register with the Department of Labour for unemployment insurance and local authorities for specific industries. Foreign nationals wishing to start a business need to obtain a business permit, which requires investing at least R2.5 million and creating jobs for South African citizens.
The Immigration Regulations 2017 consolidate existing regulations and provide a legal framework for immigration. Key provisions include requiring business permits for foreigners establishing businesses and allowing residence permits for those with lawful entry valid up to 2 years. Permanent residence permits may be issued to those importing annual minimum capital over time. Employers must comply with expatriate quota rules like employing Nigerian understudies or face penalties. Non-compliance with permit renewals can result in fines and imprisonment.
The document outlines regulations for private sector participation in recruitment and placement of workers under the Philippine Labor Code, including requirements that at least 75% of recruitment agencies be owned by Filipino citizens, agencies must meet capitalization thresholds, and licenses are non-transferable and may be suspended or cancelled for certain prohibited practices. Recruitment agencies can only charge documented fees for approved costs and any unauthorized fees must be refunded.
Ahmed Elbaqary has been offered a position as a Project Engineer with National Petroleum Services in Abu Dhabi, UAE. The two-year contract will pay a monthly salary of 35,500 AED plus allowances for housing, transportation, and yearly bonuses. Elbaqary must contact the specified travel agency to obtain his work visa and permits, with all fees to be reimbursed upon arrival in Abu Dhabi. He is expected to begin work on January 25th, 2017 and will receive medical coverage, paid leave, and other benefits during the contract period.
The document summarizes the property and investment visa options for obtaining residency in the UAE. It outlines the eligibility requirements and process for each. The property visa allows owners of completed properties valued over 1 million AED to stay for up to 6 months and can be renewed by exiting the country. The investor visa requires a deposit of 10,000-20,000 AED and proof of funds to make a significant investment in a UAE business to obtain a 3-year temporary residency. Other options include employer, family sponsorship, or obtaining a trade license to incorporate a company.
This PPT is from the INSZoom Immigration Conference 2015 - Bengaluru. The presentation was provided to the audience by Satya Prakash and Steve Rao of Sapient Corporation.
Kowit Somwaiya, Managing Partner of LawPlus Ltd, provided an update on Thai visa and work permit laws. Key points included:
1. The major laws governing visas and work permits are the Immigration Act and Emergency Decree on Foreign Employee Management.
2. Foreigners are exempt from work permits if they fall under certain categories such as diplomats, UN officials, or experts beneficial to Thailand.
3. Employers must notify authorities of hiring foreign employees and employees must notify of changes to maintain legal status. Penalties apply for non-compliance.
4. The Smart Visa program provides long term residency and work rights for qualified experts, executives, investors and entrepreneurs in targeted industries.
Immigration Law in Turkey (updated on July 3, 2015)Melis Buhan Öncel
This document summarizes Turkey's laws regarding residence and work permits for foreigners. It outlines that foreigners staying less than 90 days require a visa, while those staying longer need a residence permit. It also explains that work permits are required to work legally, and there are different types of work permits for definite periods, indefinite periods, and independent workers. Employers must meet criteria like having a minimum number of Turkish employees to qualify for work permits.
UAE Reforms Its Visa Policy For Both Residents And Visitors.pdfFiyona Nourin
The new visa scheme intends to bolster the UAE’s reputation as a desirable place to recruit international talent and highly trained individuals and would improve the employment market’s viability and versatility, as well as develop a strong feeling of consistency among UAE citizens and their dependents.
Pan American Development Foundation Haiti..Adarsh Kumar JainAdarsh K. Jain
The document is an employment contract between Pan American Development Foundation Haiti and Adarsh Kumar Jain. It outlines the terms of employment including salary of $17,500, benefits such as housing and auto allowance, insurance, and leave terms. It requires the employee to obtain an FBI criminal background check and notes reimbursement terms. The contract is for an initial 5 year period and outlines termination terms and confidentiality requirements.
Dej-Udom & Associates’ survey of work permit and visa policies and application procedures for foreign workers employed in the ASEAN member states prior to the ASEAN Economic Community integration in December 2015.
The document provides information on taxation and compliance requirements for expatriates working in India. It discusses obtaining the proper work visa and registering with immigration authorities. It also outlines individual tax rates and residency rules in India, as well as key employer obligations like providing maternity leave and minimum wages. Compliance areas like tax registrations, filing returns, and double taxation avoidance agreements are also summarized.
This document provides guidance on visa and migration services offered by the AIFC Expat Center (AEC) for foreign business partners and employees of AIFC Bodies and Participants.
It outlines the various visa categories available (business short-term, business long-term, work), and details the application process and required documents for each service offered. These services include obtaining an invitation letter, visa issuance/extension/renewal/cancellation, registration, tax services, and digital signatures.
The document also provides general instructions that clients must follow, such as only applying for visas through AEC and complying with Kazakhstan's migration laws. It explains the process for employers to establish an employment allocation for hiring foreign
This document provides guidance on services offered by the AIFC Expat Center (AEC) for foreign business partners and employees of AIFC Bodies and Participants. It outlines the general instructions for applying for AEC services and details the specific procedures and requirements for various services, including:
1. Visa services for short-term, long-term, and work visas. Requirements for visa invitation, issuance, extension, renewal, cancellation and category changes are provided.
2. Migration services including registration rules and procedures.
3. Tax services including procedures for obtaining tax identification numbers.
4. Obtaining an electronic digital signature for e-government services.
5. AEC
Present Guide is a detailed handbook covering all aspects of services offered by the AIFC Expat Center (AEC) to the foreign business partners and employees of the AIFC Bodies and Participants. It has been developed and compiled in accordance with the Constitutional Law of the Republic of Kazakhstan dated December 7, 2015 "On the Astana International Financial Centre, the legislation of the Republic of Kazakhstan and the AIFC Acts,
in order to manage the services obtained.
The Guide provides a comprehensive list of services, including the following details for each service:
• Definition and Description;
• Application process;
• Documents required to be submitted;
• Timeframe.
This document outlines the terms of employment for Ahmed Elbaqary as a Project Manager for Chevron Dubai. Key details include a monthly basic salary of 25,950 AED plus allowances for housing, entertainment, car maintenance, leave and relocation. The contract is for 2 years and offers benefits such as accommodation, medical insurance, annual flights home, and 30 days of paid vacation. Elbaqary must maintain confidentiality, devote full attention to work duties, and comply with health and safety regulations.
Similar to Doing business in abu dhabi part 9 (20)
Morison Menon Chartered Accountants provides professional advisory services in the areas of Accounting Services, Audit Dubai Services, Audit UAE Services, Internal Audit Dubai and Business Consulting.
Forming an offshore company in the UAE has fewer restrictions than an onshore company. An offshore company is the initial step towards registering a firm in Dubai. UAE offshore companies have little to no restrictions on foreign ownership. These offshore companies are normally located in free zones outside the country and offer tax benefits and 100% foreign ownership. After incorporating, offshore companies must submit regular audits but receive ongoing services from the consulting firm.
The new Middle East headquarters of Morison Menon was inaugurated on September 15th, 2014 in Dubai by the Director General of the Department of Economic Development and the Ambassador of India to Dubai. The group's Managing Partner and Chairman Raju Menon and CEO Khalid Shams were proud as distinguished guests from business admired the new plush office in the Lake Central Tower. After nearly two decades in the advisory field, Morison Menon has emerged as one of the leading accounting and professional advisory firms in Dubai and the UAE with offices in the region and expertise in services like auditing, consulting, and offshore company formation.
Morison Menon - the first Audit ,Accounting , Management & Business Consulting firm in the UAE to be awarded Superbrands status. Morison Menon received the Superbrands status at the Superbrands Tribute Event held on June 18 at the Intercontinental, Dubai Festival City. The award was presented to Morison Menon by the Superbrands Council in the UAE, an offshoot of the Superbrands Organization, an independent brand arbiter, which comprises Councils throughout the World. The UAE Council consists of Senior Executives from top Companies in the UAE.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Easily Verify Compliance and Security with Binance KYCAny kyc Account
Use our simple KYC verification guide to make sure your Binance account is safe and compliant. Discover the fundamentals, appreciate the significance of KYC, and trade on one of the biggest cryptocurrency exchanges with confidence.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...Aleksey Savkin
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
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Doing business in abu dhabi part 9
1. DOING BUSINESS IN ABU DHABI
76
IMMIGRATION
REQUIREMENTS
FOR NEW
ENTITIES
11
General Directorate of
Residence and Foreigners
Affairs - Abu Dhabi
(GDRFA)
GDRFA provides services related to
security, nationality, residence and
passports. It is a mandatory requirement
to register a new company’s name with
GDRFA and the Ministry of Labour.
Since most of the companies recruit
their employees from abroad it needs
to open a file at these authorities as
soon as they received the trade licence.
Upon registering, the company/entity
shall be issued a registration card from
the Ministry of Labour called ‘Labour
Establishment Card’ and the card
issued by GDRFA is called ‘Immigration
Establishment Card’.
2. 77
Employment Permits/Visas
Employment Visa or Permit shall be
issued by the GDRFA for a foreign
national in order to work in a company
in UAE after the approval from Ministry
of Labour. Employment permit/visa
allows the holder to enter UAE once
for a period of 30 days and is valid
for a period of 2 months. When the
employee enters the country on the
basis of the employment visa, the
sponsoring company should arrange to
complete the formalities of residence
stamping. The employee must undergo
a medical test and obtain a medical
fitness certificate and a health card.
Once the medical certificate is issued by
the health department an application for
Labour Card should be submitted to the
Ministry of Labour within 30 days of the
employee’s entry into the country. The
next step is to submit the application
to GDRFA for stamping the residency
on employee’s passport. All the above
formalities should be completed within
60 days of the arrival of the employee in
the UAE.
Investor Visa
An expatriate investor in a Limited
Liability Company (LLC) who holds
minimum shareholding of AED 70,000 in
the share capital shall be issued with an
investor visa. Such visas shall be issued
directly from GDRFA and does not need
the approval from the Ministry of Labour.
Residence Visa
A residence visa is required for those
who intend to enter UAE for living
indefinitely with a person who already
is a resident of the country. This type of
3. DOING BUSINESS IN ABU DHABI
visas are issued for spouse and children
whose husband/parent is employed in
the UAE. It should be noted if the person
who is a resident of the UAE stays more
than six months period at a time out of
the country, his permit becomes invalid.
Visa Requirements and
Regulations for Visitors to
Abu Dhabi
GCC Citizens
Citizens of the Arab Gulf Co-operation
Council member states (Bahrain, Kuwait,
Qatar, Oman, Saudi Arabia) do not need
a visa.
GCC Residents
GCC expatriate residents who meet
certain conditions may obtain a non-renewable
78
30-day visa upon arrival at
the approved ports of entry.
Procedures for issuing
Entry Permit for Visit
This permit is issued by either the
GDRFA or Consulate institutions that
represent UAE. This permit is given to
the foreigner who wants to enter the
country for the following reasons:
• Visit a relative or a friend residing in
the country.
• Visit public or private moral identity.
• For tourism and under the
sponsorship of companies working in
tourism sector.
• Visit entry permit allows its holder
to enter the country once during 2
months from issuing date and stay
for 30 days from entry date. It can
be extended for 2 times to the same
period for serious reason and not for
tourists.
• Entry permit application forms are to
be applied after preparing all data and
required documents for each case,
and the following procedures must be
complied:
If the entry is to visit a relative or a friend
who is a legal resident in the country,
following are the conditions:
• Visitor must be husband or wife to
the sponsor or relative from the first
degree. Second degree relatives
can be allowed to visit according to
approval from the department.
• The sponsor must be a local if the
visitor is a friend.
• Attach documents to prove marriage
or kinship or reasons of the visit.
Sponsor must apply enough
guarantees that the sponsored will not
violate the rules.
If the visitor is a foreign wife to a GCC
national, the wife must have valid
residency in the husband’s country.
If the entry is to visit public or private
moral identity, acceptable reason must
be provided to the concerned authorities
for the reasons of the visit.
If the entry is for tourism, the sponsor
must be a company working in tourism
sector and have enough guarantees.
The application must be submitted to the
department one week before arrival date
4. 79
with a list of the visitors’ names and their
personal data. The group of visitors must
be 10 persons or more and their tourism
program must be attached with the dates
of arrival and entry, places of residence
and places they are going to visit in the
country.
Entry Permit for
Employment
• GDRFA after approval from the
concerned authorities according to
each case- can give the foreigner
permission to enter the country for
work. Consulate institutions that
represent UAE outside can issue
entry permits for foreigners to work
in the government or public sector
companies and organisations
depending on approval from the place
they are going to work in and after
approval from GDRFA department.
• Work entry permit allows its holder
to enter the country once during 2
months from date of issuing and stay
for 30 days maximum from the date of
entry.
• To obtain work entry permit the
person must comply to all procedures
and apply with the required
documents.
Companies and
Organisations operating in
the Free Zones
Naturalization and residency department
issues work permits to these bodies
according to the following:
• These companies and organisations
must be located inside the borders
5. DOING BUSINESS IN ABU DHABI
of the Free Zones that have been
established by decrees or federal or
local laws.
• Work permits for employees in these
companies or organisations are given
according to the approval from the
committee. This committee is formed
by ministerial decree according to
the regulations approved from the
Ministry.
Sport Unions, Clubs and
Associations:
GDRFA department issues work permits
to these bodies and it must be approved
from Ministry of Education and Youth.
Religious and Charity organisation:
Naturalization and Residency
Department issues work permits to these
bodies according to the following:
• Attach an approved copy from the
federal or local decree to establish
it and consider it as public benefit
organisation.
• Approve the form from the concerned
governmental body.
People working in the Police and
Security forces:
To issue work permit for people
working in police and security forces,
the application must be approved
from personal affairs in the concerned
department.
People working in the Defense and
Army:
To issue work permit to people working
in the Defense and Army, the following
must be done:
80
6. 81
• Sign the form from the appointing
place.
• Approve the form from military
investigation in the department that
submits the form.
Work Permit for Housemaid
sponsored by expatriate:
To issue entry permit for servant to
foreign person, the following must be
done:
A) Sponsor’s monthly salary must be
AED 6,000 or more.
B) Sponsor should pay every year to the
state treasury an amount equal to the
servant’s annual salary and servant’s
monthly salary must not be less than
AED 400.
• Sponsor must not abdicate the
servant’s sponsorship during one year
till the date of submitting the form.
• Sponsor and sponsored must not be
relatives.
• Sponsor must be staying with his
family in the country.
• Women can sponsor servants if they
are working in rare specialization like
medicine, teaching, engineering or
similar specialisations.
UAE Labour Law
The Federal Law No. (8) of 1980, or the
UAE Labour Law, is a comprehensive
law that regulates all aspects of labour
relations between employers and
employees. It is an advanced and
balanced law that clarifies the rights
and duties of all parties concerned and
brings numerous benefits to employees
and workers.
The Labour Law was developed in 1980
and was amended by Federal Law No.
(24) of 1981, Federal Law No. (15)
of 1985 and Federal Law No. (12) of
1986. In its 193 articles, the law outlines
everything from employee entitlements
(working hours, holidays, leaves, end of
service gratuity, workers’ compensation,
etc.) to employment contracts, labour
dispute settlement, disciplinary rules,
safety and protection and labour
inspection, among others.
Wages Protection System
In line with the UAE government efforts
and its development and modernisation
plans which aim at improving
government performance and providing
better and faster services to the public,
the Ministry of Labour has implemented
a Wages Protection System. This
system is an important step towards
ensuring and protecting the rights of
workers, and towards establishing
trust between establishments and their
employees.
Companies are now obliged to transfer
the salaries of their employees through
the new system within a period not
exceeding nine months. Companies
that fail to abide by the decision will be
subject to punishments and fines, and
will not be able to obtain work permits.
8. 83
The judicial system in the UAE is
functioning in a two fold legal framework
which includes local judiciary and
the federal judiciary. The relationship
between the two systems is regulated by
articles of the UAE Constitution (Articles
94 to 109). All emirates have Courts of
First Instance and Courts of Appeal,
either federal or local, in addition to the
Sharia Courts which mainly deal with
the matters of personal status, such
as marriage, divorce and inheritance,
among others. The primary source of
legislation is Sharia (Islamic Law), based
on the Holy Qur’an and the traditions of
the Prophet.
The judicial system in the country,
both in its local and federal forms, has
presented an excellent model for rule
of law and separation of powers over
years. The system has significantly
contributed to the community safety,
economic and social stability, public
accountability and administrative
transparency and efficiency.
Laws and Decrees
The development of laws in the UAE
started with the birth of the UAE Union
in 1971. A series of federal and local
laws were developed with the purpose
of regulating relations and ensuring the
stability of transactions and the safety of
society.
Federal Laws
Federal laws are issued under the
provisions of the UAE Constitution.
Before becoming a law or a bill, a
draft law is prepared by the Cabinet
and submitted to the Federal National
Council, the fourth authority in the
hierarchy of federal authorities, for
its review, recommendations and
amendments, if any. The bill is then
submitted to the President of the country
for approval and presentation to the
9. DOING BUSINESS IN ABU DHABI
Federal Supreme Council, the highest
constitutional authority in the country,
for ratification. After the ratification by
the Council, the President signs it and
issues the law.
Laws Issued by Decrees
The President, together with the Cabinet,
issues urgent federal laws in between
the sessions of the Supreme Council
in the form of decrees, which have the
force of laws, provided that they do not
violate the Constitution.
Ordinary Decrees
Ordinary decrees are issued after
approval by the Cabinet and the
President, in accordance with their
respective powers, and are published
in the Official Gazette. Ordinary
decrees are used for matters vested in
the President under the Constitution,
including international treaties and
appointments of some public officials.
Cabinet Decisions
Cabinet decisions are used for matters
which do not require a law or a decree,
but which is beyond the authority of an
individual minister or the head of an
institution. They are issued to regulate
the work of government and to ensure
that ministries and other institutions
perform their functions according to the
mandate.
Local Laws
The process of issuing local laws in
Abu Dhabi emirate begins with the
Executive Council referring a draft law
84
to the National Consultative Council. As
per Article No. 6 of Law No. (2) of 1971,
the Executive Council should present
all local draft laws to the Consultative
Council during its gathering to discuss
and make recommendations. The draft
law is then submitted to the Ruler of the
Emirate to sign it and issue as a law.
Local Judicial System
According to the UAE Constitution, each
of the seven emirates has the right to
either join the federal judicial system or
to maintain its own judicial system. The
local judicial authorities in each emirate
can look into any judicial matters not
assigned to the federal judiciary under
the provisions of the Constitution. The
jurisdiction of local judiciary covers
80 per cent of the country’s area and
nearly 75 per cent of the nation’s entire
population.
Abu Dhabi Courts
Abu Dhabi Courts were formed
under the Law No (23) of 2006 which
restructured Abu Dhabi Judicial
Department (ADJD). Abu Dhabi Court
System follows three stages of litigation,
Court of First Instance, Court of Appeals
and Court of Cassation. The Courts
report to the Judicial Council. Each
court is presided over by a President
supported by a number of judges and
administrative staff.
Federal Judiciary
The federal judiciary in the UAE began
in 1973 with the issuance of the Federal
Law No. (10) of 1973 establishing the
10. 85
Federal Supreme Court. The federal
judiciary comprises the Federal Supreme
Court, Federal First Instance Courts and
Federal Appeal Courts.
Federal Supreme Court
The Federal Supreme Court is the
highest federal judicial authority in the
country and Abu Dhabi is the seat of
the Federal Supreme Court (Court of
Cassation). The Federal Supreme Court
consists of a President and a maximum
number of five judges appointed by a
decree issued by the President of the
UAE, after approval by the Supreme
Council. The rulings of the Federal
Supreme Court are final and binding on
all.