Driving licence will be costing more again

UAE Driving Licence: You may have to take more than 40 classes in Dubai

Soon, new drivers in Dubai may have to take more than 40 classes before they attempt the test.

The Roads and Transport Authority (RTA) felt the number of classes is insufficient to groom new drivers, as the pass percentage for last year was low. Out of the 366,025 people who appeared for the tests in Dubai last year, only 121,151 passed. The fail percentage was 66 per cent.

Decision-makers at the RTA say they are reviewing the minimum number of driving lessons now.

To an e-mail interview with Emirates 24|7, Arif Al Malik, director of drivers training and qualification department said, “Yes. Currently RTA is reviewing the existing 40 classes for the new drivers.”

He added, “We are reviewing the minimum lessons to reflect a reasonable pace of training so that the students will be in the right frame of mind, instead of insisting to go through tests prematurely. This usually results in high failure rates.”

He, however, was unable to reveal what would be the ideal number of classes. “The study is now in progress and when completed, we will be in a position to decide,” he added.

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Parking in Dubai: complete guide

In the new parking tariff system, paid parking zones are divided into three main categories
r the old system, all parking zones were divided into A, B, E and F. E zone refers to parking at the Deira Fish Market and F zone refers to parking in the Tecom area.

Under the new parking system, all zones fall into three categories - commercial, non-commercial and special areas.

1. Commercial
Zone A
This includes all roadside parking in commercial areas and are to remain the same. Drivers with seasonal parking cards for zone A can continue to use them, until expiry, for zones A, B, C and D.

Tariff Dh4 per hour, Dh8 for two hours, Dh12 for three hours and Dh16 for four hours; you can also park for half an hour for Dh2.

Timings 8am to 10pm with no break between 1pm to 4pm like before

Zone B
This zone includes all parking lots in commercial zones and drivers holding seasonal cards for this zone can park in zones B and D.

Tariff Dh3 per hour, Dh6 for two hours, Dh8 for three hours, Dh12 for four hours, Dh15 for five hours and Dh20 for 24 hours

Timings 8am to 10pm with no break between 1pm to 4pm like before

2. Non-commercial
Zone C
This new parking code covers roadside parking in non-commercial areas and signboards have already been set up for this zone.

Tariff Dh2 per hour, Dh5 for two hours, Dh8 for three hours, Dh11 for four hours

Timings 8am to 10pm with no break between 1pm to 4pm like before

Zone D
This parking zone covers all parking lots in non-commercial areas. Signboards have been put up now in these areas. See our full story here.

Tariff Dh2 per hour, Dh5 for two hours, Dh8 for three hours, Dh10 for 24 hours

Timings 8am to 10pm with no break between 1pm to 4pm like before

3. Special Areas
Parking meters at Deira fish market

Zone E
This is the dedicated parking code for the Deira Fish Market.

Tariff Dh2 per hour, Dh5 for two hours, Dh8 for three hours, Dh11 for four hours

Timings 8am to 10pm with no break between 1pm to 4pm like before

Zone F
This is the dedicated parking code for parking in Tecom areas.

Tariff Dh2 per hour, Dh5 for two hours, Dh8 for three hours, Dh11 for four hours

Timings 8am to 10pm with no break between 1pm to 4pm like before

Seasonal parking cards that are still valid can be used as mentioned above. However, the rates for these permits as per the new tariff system are expected to go live late May or early June.

Roadside parking The new seasonal card rates for roadside parking are Dh1,400 for three months, Dh2,500 for six months and Dh4,500 for one year.

Parking lots The new rates for seasonal parking cards for parking lots are Dh700 for three months, Dh1,300 for six months and Dh2,500 for one year.

Which areas fall in each category?
In the new parking tariff system, paid parking zones are categorised into two and payments are according to these specific categories.

Category One
In Deira, it includes Abu Hail, Hor Al Anz, Al Baraha, Al Muteena, Al Khabaisi, Al Muraqqabat, Riqqa Al Buteen, Port Saeed, Al Riqqa, Naif, Ayal Nasir, Deira Fish Market, Al Ras and Al Buteen.

On the Bur Dubai side, areas like Al Shindagha, Al Souq Al Kabeer, Al Hamriya, Umm Hurair 1,2, Oud Metha, Al Karama, Al Mankhool, Al Raffa, Al Hudaiba, Al Kifaf, 2nd December street, and the sector between Dubai World Trade Centre and Interchange One on Shaikh Zayed Road fall under category one.

Also falling in category one are Jumeirah Beach Residence and the JBR Walk, as well as 308th street and Al Saada street, parallel to Shaikh Zayed Road between Dubai World Trade Centre and Interchange One.

Category Two
This category includes the rest of Dubai and rates are expected to remain the same as before.

Tariff has increased to Dh5 per hour from Dh3 per hour for RTA multi-storey parking lots.

There are six modes of payment for parking in Dubai

1. Coins You can buy your ticket using coins at the nearest paid parking machine.

2. Prepaid card The pre-paid parking cards are available at supermarkets and grocery stores in denominations of Dh30 and Dh100. The ticket amount is deducted from the balance on the card when inserted into its respective slot on the machine.

3. Seasonal parking cards Seasonal parking cards are available in different values and periods of validity. Cards fall into A , B and T categories and are available in three-month, six-month and annual validity.

4. mParking Send an SMS to 7275 in the following format: number plate-space-area code-number of hours. You can opt for hourly alerts for renewing your parking tickets at an extra charge of 30 fils per SMS.

5. Nol Card Use you Nol card to buy your parking ticket and the amount will be deducted from the card balance.

6. Smart Parking A free app for parking, Smart Parking charges no additional cost for transactions done on the app.

Can't remember your zone number? Use mparking through the RTA mobile app and you don't need to.

Read about 5 free RTA smart apps you should use

Dh150 Not paying the parking fee

Dh100 Overstaying expired time on ticket

Dh100 Exceeding the maximum allowed parking time limit

Dh200 Illegal parking

Dh500 Using parking space allotted for people with special needs without permit

Dh500 Displaying “vehicle for sale” in banned areas

Dh200 Double parking

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Evidence needed to trash absconding report.

Any worker whose work relation ended in escape, and against whom a final escape circular was issued, shall be permanently deprived from working.

In the UAE, cases pertaining to absconding or escaped employees are regulated by the Ministerial Resolution No (721) for 2006 'On Escape Report Procedures' (the "Ministerial Order"). Pursuant to this, an absconding circular results in a labour ban. This is in accordance with the Eleventh Article of the Ministerial Order which states:
"Any worker whose work relation ended in escape, and against whom a final escape circular was issued, shall be permanently deprived from working in the state in accordance with the provisions of this resolution."
A labour ban resulting out of an 'escape circular' usually restricts an individual from taking up an employment anywhere in the UAE for a certain period or indefinitely.

However, it may be noted that if an immigration ban is imposed on your entry into the UAE, you may first ascertain the duration of the ban, reason for the ban and thereafter make an attempt to get the ban lifted on the basis if your previous employer was fully aware of your whereabouts and if you can prove to the authorities in the UAE that you had communications with your previous employer during your stay outside the UAE.

You may take the assistance of a legal practitioner in the United Arab Emirates who may provide you further assistance.

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UAE Gratuity Calculator: Who gets it, how much, and can it be withheld?

UAE Labour Law specifies who is entitled, how it is calculated, what is deductible and cases when this payment is not due.
End-of-service benefits, also known as termination indemnities or end-of-service gratuities, are payable to all employees in the UAE at the end of their service – whether they quit their job on their own or their services are terminated.
The UAE Labour Law clearly specifies who is entitled to this end-of-term benefit, how it is calculated, what is deductible and cases when this payment is not due to the employees.

Are you entitled to gratuity in the UAE?

Everyone who’s worked for at least one continuous year with a UAE company is eligible for receiving gratuity.
According to Article 132 of the law (amended by Federal Law no. 12 dated 29/10/1986), an employee who has spent one year or more in continuous service shall be entitled to this payment upon the termination of her/his service.
However, the number of years in service shall not include the days of absence from work without pay.
So, when your boss or HR in your office calculates the number of years you’ve worked, your absence without pay shall not be included in the calculation of the period of service and, hence, gratuity payment.
Article 133 of the UAE Labour Law further states that a worker shall be entitled to a gratuity for the served fraction of a year, provided that s/he completes one year of continuous service.

How exactly is UAE gratuity payment calculated?

The gratuity payment as per law is calculated differently for the first five years of services as opposed to the sixth worked year and henceforth.
The wage of 21 days for each of the first five years of service is taken into account, and it is 30 days for every additional year. However, the total pay-out must not exceed the wage of two years.
The end-of-service gratuity is calculated on the basis of the last wage due to monthly, weekly and daily-paid workers.

Is it the same calculation for all kinds of contracts?

No. If any employee on an employment contract with undetermined term (unlimited contract) resigns in the first five years of employment, the end-of-service gratuity entitlement is reduced to 1/3rd if the employee has between 1 and 3 years of service, and to 2/3rd if the employee has between 3 and 5 years of service.
The employee may resign without suffering any reduction in gratuity if he has 5 years of service or more.
If an employee is engaged on a fixed term contract (limited contract), then he must complete the duration of the term in order to be entitled to gratuity.
If, however, s/he has 5 years or more of service, then s/he can resign without completing the term of his fixed term contract and will still be entitled to end-of-service gratuity as per the Labour Law.

Illustrated examples for an employee on unlimited contract

For the purpose of calculations, let’s assume the worker earns a Basic pay of Dh10,000 per month.
The daily pay would, therefore, be = (10,000*12)/365 = 328.77
And 21 days’ pay will be 328.77*21 = 6,904.17
Now, if the service is terminated before the completion of 1 year, then the employee isn’t eligible for any gratuity payment.

If the service is terminated after the completion of 1 year but before the completion of 3 years…
• The amount of 6,904.17 will be reduced to 1/3rd = 6,904.17/3 = 2,301.39
• This amount will then be multiplied by the number of years in service. For the purpose of calculations, let’s assume the service is terminated after 2 full years in service. In that case, the total gratuity payable to the employee will be 2,301.39*2 = 4,602.78
If the service is terminated after the completion of 3 years but before the completion of 5 years…
• The amount of 6,904.17 will be reduced to 2/3rd = 6,904.17*(2/3) = 4,602.78
• This amount will then be multiplied by the number of years in service. For the purpose of calculations, let’s assume the service is terminated after 4 full years in service. In that case, the total gratuity payable to the employee will be 4,602.78*4 = 18,411.12
If the service is terminated any time after the completion of 5 years…
• The full amount of 6,904.17 will be payable.
• This amount will then be multiplied by the number of years in service. For the purpose of calculations, let’s assume the service is terminated after 5 full years in service. In that case, the total gratuity payable to the employee will be 6,904.17*5 = 34,520.85

What’s excluded from the calculations?

While calculating this final payment from your company, remember it does not include everything that forms a part of your pay package.
The wage used as a basis for calculating the end of service gratuity shall not include payments made to the worker in housing, transport and travel allowance, overtime pay, representation allowance, cashier’s allowances, children education allowance, allowances for recreational and social services, and any other bonuses or allowances.

What else is deductible?

Even after excluding all the allowances that do not form a part of gratuity payment, there are certain deductions that an employer can make.
Article 135 of the law permits an employer may deduct from the end of service gratuity any amounts due to him by the worker.
For example, if you have taken any advance salary payment from the company, which has not been paid, will be deducted from the final payout to you.

In case of death of worker

In the event of the worker's death, his end of service gratuity shall be paid to the beneficiaries specified.

When can an employer withhold gratuity payment?

Article 120 of the UAE Labour Law specifies conditions under which gratuity will not be paid. These include:
• Termination during probation or on its expiry.
• If the worker has adopted a false identity or nationality or submitted forged certificates or documents.
• If a worker makes a mistake causing substantial material loss to the employer provided the employer notifies the relevant labour department within 48 hours of the accident.
• If the worker disobeys instructions regarding industrial safety or the safety of the workplace provided the instructions have been issued in writing and are posted conspicuously in the workplace in a language accessible to the employee or explained to him orally.
• If the worker does not perform his basic duties under the contract and persists in violating these despite being investigated and receiving a written warning notifying him of termination in the event of repeat offences.
• If the worker reveals his employer's trade or business secrets or confidential information.
• If the worker is finally sentenced by a competent court for an offence involving honour, honesty or public morals.
• If the worker is drunk or under the influence of an illegal drug during work.
• If while working the worker assaults the employer or his manager or a colleague.
• If the worker is absent from work without a valid reason for more than 20 non-consecutive days or more than 7 consecutive days.

Those working in another company without getting set approvals from the employer can also jeopardize their gratuity.

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Employee entitled to get salary for unused leaves

The leave salaries so accrued shall be payable even after termination of employment contract and shall be part of the end-of-service entitlements.

All employees are entitled to receiving salaries for the number of days of leave which was not availed by them. The leave salaries so accrued shall be payable even after termination of employment contract and shall be part of the end-of-service entitlements. This is in accordance with the provisions of Article 79 of the Labour Law which states: "A worker who is dismissed or who leaves his job after the period of notice prescribed by law shall be paid for any accrued annual leave days. Such payment shall be calculated on the basis of the worker's wage as on the date when the leave became due."

The entitlement for an air ticket shall depend on the policy of your employer, as there is no clear provision on the same. If your employer had specifically agreed on providing an air ticket for your annual leave, then you may claim for it. However, it may be noted that at the end of the employment, the cost for repatriation of the employee is required to be borne by the employer. This is in accordance with the provisions of Article 131 of the Labour Law which states as follows: "Upon expiry of contract, the employer shall bear the cost of the worker's repatriation to his point of hire or to any other point that was mutually agreed upon. Where a worker joins another employer upon expiry of his contract, the latter shall bear the cost of the worker's repatriation at the end of his service.

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30 days leave only after completion of one year.

You shall be entitled to paid leave after the completion of six months of service in accordance with Article 75 of the Labour Law which states:

"Every worker shall, within each year of service, be granted a period of annual leave of not less than:
(a) Two a month, where the worker's period of service is more than six months but less than one year;
(b) 30 days a year, where the worker's period of service is more than one year.
Where a worker's service is terminated, he shall be entitled to annual leave in respect of fractions of the last year."

Thus, in accordance with the aforementioned provision of the Labour Law, you shall be entitled to take two days of leave every month. Further, you shall be entitled to take the annual leave for a period of 30 days only after you have duly completed one year of service.

However, the commencement date for annual leave is at the discretion of the employer. As such, an employee may be allowed to take his annual leave before the completion of one year if the employer may so decide. This is in accordance with Article 76 of the Labour Law which states:
"The employer may fix the date of commencement of annual leave and, if necessary, divide such leave into not more than two periods. Notwithstanding the foregoing, the provision respecting the division of leave shall not apply to leave fixed for young persons."

There are no specific provisions which make it obligatory on the employer to provide an air ticket to an employee for his annual leave. The provision of an air-ticket forms part of various allowances provided by an employer. You may therefore refer to your employment contract in this regard. However, you should be entitled to receive a leave allowance in accordance with Article 78 of the Labour Law which states:
"Every worker shall be entitled to his basic wage and the housing allowance if applicable in respect of his days of annual leave where the circumstances of the work make it necessary for a worker to work during all or part of his annual leave and the days of leave on which he works are not carried forward to the following year, the employer shall pay him his remuneration, plus a leave allowance in respect of the days worked at a rate equal to his basic wage. It shall be unlawful under any circumstance to employ a worker during his annual leave more than once in two successive years."

Further, if during the annual leave there are public holidays, for which there are provisions made by law, it shall be considered to be part of the annual leave and no additional days of holiday shall be given in this regard. This is in accordance with Article 77 of the Labour Law which states:
"Holidays for which provisions have been made by Law or agreement or any other days of absence from work on account of sickness shall be reckoned as part of the annual leave if such holidays fall within the annual leave."

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Help for low-paid workers in UAE to understand law.

Labourers have been urged to report their bosses to the authorities “without hesitation” if they believe they are breaching UAE labour laws.
Labour ministry officials delivered the message to hundreds of low-paid workers at a ‘Know Your Rights’ event in Abu Dhabi yesterday.
The event at the ICAD camp in Musaffah involved workers being advised that they do not have to pay fees to recruitment agencies – something governments and many expat workers have long complained about.

Labour officials also told the workers that visa, travel and postal costs, for example, must not be borne by the employee.
“The employer should pay the costs of your recruitment and deployment – which includes fees paid to a private recruitment agency in the labourer’s country,” said Ali Ibrahim Al Shehhi, a labour relations officer.

He said workers have the right to change jobs if they wish, under recently introduced changes to the law, although he said “appropriate notice” had to be given and agreed employment terms had to be completed.

Pakistani driver Amir Usman, 30, said: “I’ve been here for two years and miss my family and kids a lot.
The only reason keeping me here was that I was under the impression I would owe my employer money if I left.
“Now I am at peace knowing I can leave once my contract is over, and I am under no obligation to sign a new one.”

Another worker, Bangladeshi Mohammed Ashfaq, 42, said he has lived in Abu Dhabi for almost two decades.
He said: “I did not know I actually had a place to go and complain if anything went wrong.
“What we think is, we are labourers – we either make the best of what we get or go back to our home country. Now I know where I can complain if I have any problems.”
Ashfaq also spoke of the living conditions he and his workmates.
“It varies between two to 10 people living in a room. If you are lucky you have less people.
That is something we can’t do anything about. It is uncomfortable, but it is our home.”

Pakistani Shezadullah Khan, 29, also said: “I used to hear about other jobs that pay better but thought since my employer brought me here, I could not leave. Now I can look for a change if a better job comes my way.
“I used to be scared to leave my current job.”

Saqr Ghobash, Minister of Human Resources and Emiratisation, attended the event and said: “The UAE is committed to providing all means of protection to workers’ rights.”

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Rules to follow when resigning your job. Why NOC not pre-requisite anymore for switching jobs

The UAE’s Ministry of Labour has recently made several changes to the country’s Labour Law with the aim of making the employee-employer relationship more transparent, as well as mutually beneficial.

The new labour decrees were implemented at the beginning of the year on the directives of Labour Minister Saqr Ghobash.

The first discussed the mandatory offer letter that aims to promote transparency or openness between the employer and the employee.

Q. about how the changes in terminating a limited and unlimited contract will empower the expat workers in the country.

She lists a number of things to keep in mind when terminating limited or unlimited employment contracts, as well as explains why a no-objection certificate (NOC) is not a pre-requisite anymore for switching jobs.

“These amendments to the law should make it easier and quicker for expatriate workers to terminate their employment contracts,” she told Emirates 24|7.

“Historically, employees required a no-objection certificate [NOC] from their employer to leave their employment.

“It was also fairly simple for an employer to place a labour ban on an employee where the employee had not completed at least two years’ service or had terminated a limited contract before the period of the contract had finished,” she says.

“The new changes should increase job mobility for employees and make it easier for workers to change employers.

“As a result of this, we think that employers will seek to improve employees' work conditions and offer better packages as a way to retain staff,” she added.

Procedure to follow when terminating a fixed-term employment contract

Elaborating on the UAE Ministerial Decree 765 of 2015 on Termination of a Limited Contract, She explains that for employees who are employed on a limited (fixed term) employment contract, the relationship can be terminated on

1) expiration of the fixed term - not renewed;

2) Article 120 of the Labour law (termination for cause); and

3) unilateral termination by either party subject to compliance with certain formalities.

These formalities include that each has to notify the other party (maximum of a 3 month notice); the parties have to honour the contractual obligations and indemnify the other with the agreed compensation between one and three months for early termination.

The term of a limited contract cannot extend over two years (maximum term).

The reduction of the fixed term to a two-year limit should bring more flexibility to employees who may want to leave their employer and the term will also be in line with the majority of UAE visas which has a two-year life span.

Procedure to follow when terminating an unlimited employment contract

For those on unlimited contract, the decree states the relationship can be terminated with mutual consent, by giving a notice between 1 and 3 months under article 120 of the UAE Labour Law (Termination for Cause).

The parties involved are to honour obligations throughout the notice period. For terminations all parties should follow legal procedures.

The unlimited employment contract is by its very nature more flexible and currently parties are permitted to terminate the employment contract subject to each party giving notice.

The major amendment in respect of unlimited contracts is the capped duration of notice at three months.

It is a common feature in the UAE to have senior executives and teachers constrained to six months’ notice.

The decrees are intended to create a mechanism in which all employees are free to leave soon after notice is submitted.

This may call for employers to think of other mechanisms of retaining staff, such as long-term incentive plans that vest periodically, or deferred bonus schemes.

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Abu Dhabi roadside sensors to detect cars that make too much noise

ABU DHABI // New roadside sensors will be installed in residential areas of the capital to detect cars that make too much noise.

The system consists of a sound meter linked to a sophisticated camera. If the noise level from a vehicle is excessive, the camera captures the licence plate and the driver may be fined.

The equipment was designed by Capt Ahmed Al Muhairi, head of safety at Abu Dhabi traffic police, and is thought to be the first of its kind.

Maj Gen Mohammed Al Romaithi, commander-in-chief of Abu Dhabi Police, said it would help to reduce noise pollution.

“Traffic noise is considered a health hazard in Dubai and Riyadh, with the traffic noise levels being 69 and 80 decibels," said Salaheddine Bendak, associate professor inindustrial engineering at the University of Sharjah, who has studied street traffic noise in both cities.

“I think it’s fair to assume Abu Dhabi traffic noise levels are similar to those of Dubai and this is a big health issue that needs to be addressed.

“Such a new technology would be a step in the right direction."

Glenn Havinoviski, a traffic expert in the United States, said the equipment would be useful if the camera and sound sensor were able to differentiate between closely spaced vehicles and determine which ones were too noisy.

He suggested that several sensors be installed on key routes, and should not be obviously visible. “Otherwise, it is possible for drivers to trick the system by maintaining their vehicles at lower volumes near sensor locations," he said.

Vehicle noise is regulated in many countries. Most states in the US have local ordinances that limit noise levels to about 90 decibels. Vehicle noise in the UK is limited to 74 decibels, and Europe-wide legislation will reduce that to 68 decibels by 2026.

Abu Dhabi Police were unable to say on Tuesday what noise levels would be considered excessive, or what penalties offending drivers would face.

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Mixed reactions from people on Dh35 Sharjah Airport fee

The move comes barely a week after Dubai airport introduced the same fee.

The Sharjah Executive Council (SEC) has issued a resolution that calls for collection of a Dh35 departure fee at the Sharjah International Airport for the use of airport facilities and services.

According to Resolution No. 12 for year 2016, the airport facilities' fee will be paid by all passengers,including transit passengers who leave Sharjah through the airport.

Passengers under the age of two, on-duty aircraft crew and transit passengers who have the same flight number for arrival and departure will be exempted.

The decision was taken during the SEC session chaired by Shaikh Abdullah bin Salem bin SultaN Al Qasimi, Deputy Ruler of Sharjah and Deputy Chairman of the Executive Council.

The council also endorsed a memorandum of understanding (MoU) involving the Sharjah International Airport Authority, the General Command of Sharjah Police and the Sharjah Seaports and Customs Department on security measures implemented at the shipping centre of Sharjah International Airport.

Additionally, the SEC discussed a comprehensive study of light signals in Sharjah with a focus on traffic control systems and proposals will be submitted to His Highness Dr Shaikh Sultan bin Mohammed Al Qasimi, Member of the Supreme Council and Ruler of Sharjah.

Reactions of residents were mixed. Egyptian national Islam Al Shiwy said the extra service charges will bring more revenues to fund the ongoing and planned development projects at the airport.

"But this means that passengers have to shell out more money whether they fly through the Sharjah or Dubai international airports as similar additional service charges have been recently imposed on users of Dubai airports," he said.

Sulaiman Al Mahi, a Sudanese expat, said he believed that the extra service charges must have been well-studied to provide better services to the passengers and finance other infrastructure projects.

Adnan Ukasha, a Jordanian resident, said the extra charges will be hopefully used for the development and expansion projects of the airport .

"The move may encourage passengers to fly through the Ras Al Khaimah International Airport, from where they can take their favourite affordable carriers," he said.

Sherif Al Wakeel, an Egyptian, said: "The additional Dh35 service charges, similar to those of Dubai, which means that I would have to pay more than Dh140 to cover my family, and that is really too much as extra charges are to be paid back home at Egyptian airports."

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Sharjah taxi sensors to remind you of forgotten items

"RTA Sharjah taxi fleet transported hundreds of thousands of passengers covering 16,500 daily trips in 2015."

Don't dare to leave your personal belongings in Sharjah taxis! Sensors are ready to 'remind' you of collecting the items forgotten on the seats before getting off.

With 5,040 reports on lost items last year alone, Sharjah Roads and Transport Authority (SRTA) has decided to install 5,400 special sensors in 1,800 out of 5,200 taxi fleet.

Abdulaziz Al Jarwan, Director of SRTA for Transport Affairs, on Tuesday told Khaleej Times that three sensors, worth Dh110 each, are fitted in the passenger front and back doors of each cab.

"These sensors, on trial, are to be fitted in all the 5,200 cabs being operated by four franchise companies across the emirate this year," Al Jarwan added.

"The sensors installed are valued at Dh594,000, and are connected with the LED screen in front of the driver to give a special signal or light if the belongings are left in the taxi." As a passenger gets off the taxi, the sensor alerts the driver that the passenger's items are still on seats.

Al Jarwan said that the sensors will also curb illegal transport by preventing cabbies from transporting any passenger while the meter is off. These sensors are linked with a central operation room at the SRTA headquarters.

"Customers are advised to remember the cab colour, and keep the ticket to easily identify the details of the trip, such as the number plate, operating company, fare, and timing of the trip," Al Jarwan said.

RTA Sharjah had earlier honoured a number of cabbies for honestly returning different amounts of cash, jewels, very important documents and precious items passengers left behind.

Meanwhile, staff quality controllers issued 8,700 fines against cabbies last year for flouting set traffic and conduct rules.

Al Jarwan said: "Some drivers were fined for transporting passengers without turning on the meter while others were nabbed while improperly parking, ignoring the head shoulder rule, smelling bad, and failing to wear the uniform and clean the cab."

A fine of Dh200 to Dh3,000 is slapped against erring driver as per the nature of the violation registered, he added.

Also, an erring cabbie may face suspension or even termination in case of repeating the same violation. "Some 50 staff inspectors are on the roads round the clock to ensure drivers' adherence to rules."

"Once we receive a complaint on the customer service centre (600525252), the driver is summoned for interrogation. If he is proven guilty, the due penalty is enforced." Official statistics show that 4,700 cabbies, with four taxi franchise companies, drive 5,200 cabs on the roads of Sharjah.

"These include 1,239 cabs with Sharjah Taxi, 1,077 with Citi Taxi, 1,137 with Union Taxi, and 1,247 with Emirates Taxi."

These 5,200 cabs ran about 36million trips last year, covering 469,832km, Al Jarwan added.

"RTA Sharjah taxi fleet transported hundreds of thousands of passengers covering 16,500 daily trips in 2015."

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