Karthik Meiyappan inspired UAE to a victory over Singapore in Muscat that kept alive their chances of qualification for the Asia Cup.
The leg-spinner took three for 13 on his return to the side, as the much-changed national team claimed a vital win at the Oman Cricket Academy ground.
The 47-run success over a team ranked 11 places below them in the ICC standings put UAE back in contention for a place in the main event.
One side will advance to play against India and Pakistan in Dubai and Sharjah next week.
Had UAE lost to Singapore, progress would have been impossible. Now, victory against Hong Kong in Wednesday’s final match could seal their place.
Ahead of the start, the national team sprung the latest in a series of surprises in making four changes to the starting XI after the previous night’s loss to Kuwait.
Absent from the starting XI to face Singapore were the three leading wicket-takers in UAE’s T20 international history.
That included Ahmed Raza, the former captain who was deposed on the eve of this tour to Muscat, as well as another previous captain, Rohan Mustafa.
Zahoor Khan, the most experienced pace bowler in the country, was also out.
The changes did mean recalls for Sultan Ahmed, a left-arm spinner who has been curiously absent since last October, until which point he was a mainstay of the T20 side, and Meiyappan.
Sultan was back to his thrifty best, with one for 15 from 3.3 overs, while a pair of wickets in consecutive deliveries for Meiyappan ended Singapore's resistance in the run chase. Fast bowler Junaid Siddique also excelled, taking three for 14.
The fact UAE were able to post 160 for eight from their 20 overs was due to the belligerence of Muhammad Waseem at the top of the order.
The prolific opener posted his sixth score in excess of 50, in just the 14th match of his T20I career, as he top scored with 58.
Honeymoonish
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Tightening the screw on rogue recruiters
The UAE overhauled the procedure to recruit housemaids and domestic workers with a law in 2017 to protect low-income labour from being exploited.
Only recruitment companies authorised by the government are permitted as part of Tadbeer, a network of labour ministry-regulated centres.
A contract must be drawn up for domestic workers, the wages and job offer clearly stating the nature of work.
The contract stating the wages, work entailed and accommodation must be sent to the employee in their home country before they depart for the UAE.
The contract will be signed by the employer and employee when the domestic worker arrives in the UAE.
Only recruitment agencies registered with the ministry can undertake recruitment and employment applications for domestic workers.
Penalties for illegal recruitment in the UAE include fines of up to Dh100,000 and imprisonment
But agents not authorised by the government sidestep the law by illegally getting women into the country on visit visas.
Red flags
- Promises of high, fixed or 'guaranteed' returns.
- Unregulated structured products or complex investments often used to bypass traditional safeguards.
- Lack of clear information, vague language, no access to audited financials.
- Overseas companies targeting investors in other jurisdictions - this can make legal recovery difficult.
- Hard-selling tactics - creating urgency, offering 'exclusive' deals.
Courtesy: Carol Glynn, founder of Conscious Finance Coaching
Scoreline
Saudi Arabia 1-0 Japan
Saudi Arabia Al Muwallad 63’
Islamophobia definition
A widely accepted definition was made by the All Party Parliamentary Group on British Muslims in 2019: “Islamophobia is rooted in racism and is a type of racism that targets expressions of Muslimness or perceived Muslimness.” It further defines it as “inciting hatred or violence against Muslims”.
MATCH INFO
Asian Champions League, last 16, first leg:
Al Jazira 3 Persepolis 2
Second leg:
Monday, Azizi Stadium, Tehran. Kick off 7pm
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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.
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