upon tips and the commission received from the goods sold on their behalf and were worst hit by the lockdowns.6 2. Non-payment of salaries on time: Although in several CODs, there are laws or policy stating that the salaries should be paid to the bank account of the employee every month there is no strict implementation of this provision. Moreover, a common practice is keeping employees bank debit cards with the employer on the pretext of safe keeping (particularly in the case of domestic workers). 7 The salary is deposited and withdrawn by the employer and consequently, either a part or sometimes the entire salary is taken by the employer. CSO’s also report that for workers who filed complaints with the labour office of the COD in such situations, the hearing was not effective.8 3. Promises of payments which are not fulfilled: Employers promise workers that the payment of statutory dues would be made later, and the workers trusts their word. However, the payment is delayed beyond the period of one year and the worker loses the chance to claim the amount as it would be time barred after one year from the last day of employment. 4. Calculation of leave entitlement: Leave is availed by workers in some companies once in two years. Employers were noted to have calculated leave entitlement without taking into consideration the duration between leave periods. 5. Payment of indemnity periodically: The indemnity is required to be calculated on the last salary. Some employers pay indemnity at the end of every two years. This results in the worker being paid a lower amount than what he would have been entitled especially in cases where there are salary increases over the years. “At the time of issuance/renewal of visa/labour card (ID card), a duly filled in application form needs to be submitted at the Ministry of Manpower (Oman) which does not bear the signature of the employee. In the event of a dispute at a later stage it is the copy of this form which the employer produces at the concerned department. The salary shown in this form is, in most of the cases, much lower than the actual salary paid to the worker. The result is worker losing huge amount from his gratuity by this way.9 6. Termination and deportation: The services of the worker may be terminated, and he may be deported at any time. Employer accountability in settling statutory dues of the worker before he leaves the country is rarely emphasised nor monitored. 6 Nepal member Oman partner 8 Nepal member 9 Oman partner 7 6