What OFWs Ought to Know About the Employment Contract
Audrey, Oct 1, 2014
OFWs must be aware what their contract should contain to be sure that you won't be placed in a unfavorable situation.
The Philippine Overseas Employment Administration or POEA has set minimum provisions for OFWs standard employment contract as guide and protection.
The standard employment contract contains the following:
1. The employer's information.
2. The agency or employer's representative in the Philippines' information.
3. The employee's (OFW) information.
4. Site of employment – Where the area of work would be.
5. Contract duration – This would start from the employee's departure from the country to the arrival at site of employment. This should also include for how long the contract would be, i.e. two years, three years, or five years.
6. Employee's position – The contract should state what will be the position of the employee in the company. This is to clarify the nature of work he will do.
7. Basic monthly salary – This should be according to the prescribed standards or guiding rates.
8. Working hours – Regular working hours of eight hours per day, six days per week.
9. Overtime pay – For services beyond the regular working hours, rest days and holidays.
10. Free transportation to and from the worksite – The employer shall provide transportation access for the worker to and from the worksite for his employees.
11. Free food and accommodation – Food allowance should be set, and the worker/employee should be provided with suitable housing.
12. Benefits that includes vacation leave, sick leave, medical and dental, and workmen's compensation in cases of work related sickness, injury or death.
13. Personal life accident insurance in accordance with host government and/or Philippine government laws without cost to the worker/employee – The personal life accident insurance shall be provided at no cost to the worker.
14. In the event of death of the employee, worker's remains and personal belongings shall be repatriated to the Philippines at the expense of the employer.
15. Just causes for termination – Termination may be by the employer, by the employee, due to illness, or without just cause given that there will be one month advance notice to the employer.
-source: poea.gov.ph and CAIRTIM