Monday, February 11, 2008

Guidelines on the Direct Hiring of Filipino Workers

Pursuant to Article 18 of the Labor Code of the Philippines, as amended and Governing Board Resolution No. 04, Series of 2007, the following guidelines are hereby issued to govern the direct hiring of Filipino workers for overseas employment.

I. Coverage
These Guidelines shall cover employers wishing to directly hire Filipino workers who may be classified into any of the following:

1. Individual Employers
a. Members of the diplomatic corps and international organizations
b. Immediate members of royal family and family of heads of State/government
c. Ministers, Deputy ministers and other senior government officials of the host country
d. Employers residing in countries where foreign placement agencies do not operate
e. Filipino expatriates and resident with capacity to hire Filipino workers
f. Others as may be approved by the Secretary of Labor and Employment

2. Institutional Employers
Employers who are hiring on a one time basis
Employers who need workers immediately and have submitted an Undertaking to tie-up with licensed Philippine agencies for its next recruitment.

II. Pre-Qualification of Employers Wishing to Directly Hire Filipino Workers
Employers wishing to directly hire Filipino workers shall pre-qualified by the Philippine Overseas Labor Office and the POEA under the following criteria:

1. No derogatory track record at the jobsite and in the Philippines
2. No involvement of an intermediary in the recruitment process whether in the Philippines of in the jobsite.
3. Submission of all the following documentary requirements:

a. Business/commercial registration and/or identification documents
b. Sample employment contract for the workers to be directly hired
c. Proof of capability to hire Filipino workers under the terms and conditions offered
d. Undertaking by the employer relating to the following:

i. No charging of placement fee from the worker
ii. Provision of a performance bond equivalent to the worker’s three months salary to guarantee compliance of the employer with the provision of the employment contract.
iii. Provision of a repatriation bond in the amount of USD5,000 or its peso equivalent to guarantee the following:

iii.a. actual cost incurred for the repatriation of the remains and subsequent burial following death from any cause.
iii.b. actual cost incurred for the repatriation from other causes such as violation/non-compliance with the contract rules and regulations of the company and Philippine laws as well as the laws of the host country except when violation is attributable to the worker or when worker voluntarily resigns or returns to the Philippines.

iv. Provision of a medical insurance for the worker at an amount equivalent to those provided to nationals of the host country.

for complete details of the guidelines please click this link:
http://www.poea.gov.ph/mc/mc4_2007_namehire.pdf or visit the POEA website at www.poea.gov.ph.

1 comment:

Anonymous said...

Bakit kailangan ang mga repormang ito?

* Para sa proteksyon at pangangalaga sa mga HSWs - Proteksyon kaino? Di bam as kelangan ata ng proteksyon sa inyo kasi kayo ang nagapapahirap sa mga HSW? Bago pa man nagpadala ng mga skilled workers ang Pilipinas sa ibang bansa nangunguna na nag HSW or DH mangibang bansa. We do not see the relevance of all these changes since ganun pa din naman ang takbo sa gobyerno.
* Para mapataas ang antas ng kaalaman - So you mean yung mga nakaalis na dating OFW (before niyo pa ipatupad yan) na naging matagumpay sa kanilang buhay eh dahil sa inyo? What they reap now is because maabilidad ang Pilipino, it’s not a question of higher learning kasi nakita ko ang assessment paper ng TESDA for HSW natawa na lang ako kasi pang tanga lang yung mga tanung dun and yung pagserve ng drinks and pagserve ng food using either hands is for HRM hindi pang DH. San niyo naman nakuha ang ideyang yan?me mga nagreklamo bang mga employer/kung meron ilan? Ilan sa ilang libong DH or HSW ang bilang nila? Sa ganyan eh ginagawa niyo lang tanga ang mga aplikante. Yung trainings niyo na kelangan ganito ang pag gawa ng HOT DRINKS and COLD DRINKS san niyo naman binase yun? Ang employer pa din ang tamang magturo ng gagawin ng DH or HSW kasi sila ang pagsisilbihan at di kayo. How would you know kung ano ang gusto nila? Not all man made rules have basis, lalo na yang TESDA NC2 for HSW or DH. Napaka Pointless nito at napaka baseless and irrelevant na magturo ng tamang paraan sa pagsesreve, pagluluto, paglilinis ng CR, paglalaba, pamamalantsa at iba pa. Kasi yung mga machine na ginagamit niyo sa trainings are also different from the machines that the employers might have, did you ever thought of that?parang pinagastos niyo lang ang mga nag aaply ng HSW at DH sa walang kakwenta kwnetang assessment at training na bukod sa mega effort na sila kasi nanggagaling pa sila sa malalaytung lugar eh napaka mahal pa at walang kwenta. Kung meron mang mga scenario na me nagreklamong mga employer it’s not because hindi marunong ang PINOY kundi maaring ayaw nila sa employer, tinatamad kasi nahohomesick or baka naman hindi katulong ang hanap nila kundi waiter or waitress or hotel workers. Pati yang OWWA na yan kelangan pa ba namang turuan ang mga HSW na ilang beses ng nakapunta sa host country na inaplayan nila? Natural malamang may idea na sila lung pano ang pamamalakad dun at ang culture, unless they are DUMB. Wala naming taong bobo, tamad meron at maarte. Yun ang dapat niyong gawan ng paraan hindi yang higher whatever of learning? We learn things hands on during work not on training, headstart ang training I agree but then if its basic things like cooking and washing dishes and doing laundry which is an everyday life experience for almost everyone. Pointless!

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