Agree with QS' posties above. Very true. Some employees are out to get what they can from their employers... vice versa too, of course. SOME...
Also agree that the "one thing that can be and probably should be changed is a "NOC letter" issue." NOC should be given to the employee automatically when his contract is completed or mutually terminated. If it was terminated due to employee's misconduct, then the NOC should not be given.
Not just the rights of employees should be protected but also the employers. But I'm aware of many instances where the sponsorship system has allowed abuse and infringement of employees' human rights. Any system has pros and cons, it's a matter of the implementation and having checks and balances in place to curb the abuse. Sometimes, absolute power corrupts absolutely.
Agree with QS' posties above. Very true. Some employees are out to get what they can from their employers... vice versa too, of course. SOME...
Also agree that the "one thing that can be and probably should be changed is a "NOC letter" issue." NOC should be given to the employee automatically when his contract is completed or mutually terminated. If it was terminated due to employee's misconduct, then the NOC should not be given.
Not just the rights of employees should be protected but also the employers. But I'm aware of many instances where the sponsorship system has allowed abuse and infringement of employees' human rights. Any system has pros and cons, it's a matter of the implementation and having checks and balances in place to curb the abuse. Sometimes, absolute power corrupts absolutely.