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AnalynCaralde
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Pano magkatrabaho sa ibang bansa?
2 year graduate ako at sanay sa trabaho at puyatan.... gusto kong mag abroad kaso hindi ko alam kong paano kasi takot ako sa mga eligal recruiter.. anu dapat kung gawin?
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malvar_renel
How to Avoid Illegal Recruitment
1. Do not apply at recruitment agencies not licensed by POEA.
2. Do not deal with licensed agencies without job orders.
3. Do not deal with any person who is not an authorized representative of a licensed agency.
4. Do not transact business outside the registered address of the agency. If recruitment is conducted in the province, check if the agency has a provincial recruitment authority
5. Do not pay more than the allowed placement fee. It should be equivalent to one month salary, exclusive of documentation and processing costs.
6. Do not pay any placement fee unless you have a valid employment contract and an official receipt.
7. Do not be enticed by ads or brochures requiring you to reply to a Post Office (P.O.) Box, and to enclose payment for processing of papers.
8. Do not deal with training centers and travel agencies, which promise overseas employment.
9. Do not accept a tourist visa.
10. Do not deal with fixers.
malvar_renel
OFW’s BASIC GUIDE
The Legal Binding Documents
I: The Visa or Job Orders
The Visa/Job Orders has a covering letter from the employer (with company stamp and seal from Saudi Chamber of Commerce) addressed to the Consulate of Saudi Arabia in the Philippines authorizing the recruitment agency to prepare contracts and sign in their behalf all transactions needed in securing manpower as per Job Orders.
It means that the contract signed by the Manager/President of the recruitment agency and the employee is a legal binding documents. Further, the mentioned employment contract signed in the Philippines bears a stamped with agencies accreditation number and marked approved by the POEA.
Ibig sabihin mayroong mga legal na dokumento at legal procedures. Kung ito man ay magkaroon ng hukos pukos iyan ay dapat nating tutukan at bantayan. Dapat rin na ang isang OFW ay aware sa mga ganitong legalities para hindi siya magsisi pagdating sa kanyang country of destination.
Alam po natin na maraming naglipanang illegal recruiters sa ating bansa ngunit mayron pa rin namang mga agency na sumusunod sa alituntunin ng batas.
II. Employment Contracts
Natural na may legal bindings ang lahat ng dokumento ng isang OFW. Sa Pilipinas pa lang dalawang kontrata na ang pipirmahan. Iyan kung hindi illegal recruiter ang nagpadala ng isang OFW. Kaya dapat lamang na alamin kung ito ay lehitimong recruitment agency.
A) Standard Contract from POEA, madali itong makilala dahil ito ay fill in the blanks na dokumento (Employment Contract) at itoy isinusumite ng recruitment agency sa POEA. Usually may Arabic translation ito at may 11 standard provisions. Ito’y may pirma ng employee at thumb mark.
B) Contract of Employment executed between the Employee and the Employer through the recruitment agency.
The following must be written in the Contract.
a. Basic Terms such as:
1) Point of Origin
2) Site Employment
3) Employees Classification position Grade, such as: Job Order
4) Basic Monthly Salary as per Job Order
5) Compensation Benefits as per country of employment
6) Regular Working Hours as per country of employment
7) Probationary Period
8) Food (inclusive or not)
9)Accommodation (Provide or not)
10)Vacation Leave
11)Sick Leave as per country of origin
b) Duration and affectivity of contract
c) The employer shall provide the employee……
d) Abide pertinent laws of the country of employment
e) Termination of contract
f) Settlement of dispute
g) Other applicable rules
h) The employer shall pay the workers iqama. Exit Re-Entry visa fees and other such fees defined in Art. 3 of the Royal Decree No. M8 dated 25/4/1415.
This contract of Employment must bear the signature of the President/Manager of the recruitment agency and the employee, received, stamped and approved by POEA.
The above 2 mentioned contracts usually handcarried by the employee in a sealed envelope and be given to the employer upon arrival. The employee has the right to obtain or request copies of the same. Dapat lang na humingi ng original copies or photo copies sa recruitment agency pa lang sa Pilipinas. Pero minsan pagdating na ng OFW sa destination makahingi ng kopya.
C) Contract of Employment between the Employee and the Employer executed upon arrival at work destination.
Ang kontratang ito pinipirmahan ng isang OFW pagdating sa country of destination. Dapat lamang na ang nakasaad na terms and conditions sa pinirmahang kontrata sa Pilipinas ay mag katugma o pareho. Ito ay nakasulat sa company letter head na may Arabic translation at may pirma ng both parties at may company seal.
Kung ang terms and condition na nakasaad sa pinirmahang kontrata sa Pilipinas ay hindi nasusunod, it means na contract substitution na ito. Dapat hindi ito pipirmahan ng OFW at dapat dumulog sa POLO or Phil. Embassy sa madaling panahon para itoy maiparating sa recruitment agency na nagpaalis sa kanya.
Kindly note also that with regards to the workers position, an employer may change the position provided that there shall be no reduction in rate but with corresponding increase if new category of the job is of higher classification. Regular working hours is 8 hours a day, 6 days a week and one rest day per week as prescribed by Saudi Law.
III. Rules of Evidence
Ang mga dokumentong ito ay may legal basis at hinahanap at kailangang maisumite kung ang OFW ay mag complain sa Labor. Rule of evidence is the basis of decisions, supporting documents is very necessary. Please be noted that Arabic translation of employment contract is essential with signatures of both parties and a company seal.
Settlement of disputes as per laws of Saudi Arabia with the participation of the POLO/ Labor Attache and the Phil. Embassy nearest to the employment site.
malvar_renel
Try to visit the Philippine Overseas Employment Administration (POEA) website www.poea.gov.ph and search for accredited and authorized recruitment agency and verify what is the available job opening, job order in every accredited recruitment agency.
Call the POEA hotline at 722-1144 or 722-1155.
also visit this website: www.workabroad.ph
