Migration in Canada

Canada is the second largest country and is accepting around 200,000 migrants every year. Many consider working and living in Canada. But before arriving in Canada, make sure that you have acquired a job first. It is hard for migrants to seek job in Canada.

Canada is the most popular destination for skilled workers. It is important that you are holding a working permit to avoid dispute and deportation. After giving you the cost of living in Canada, we’ll give you a guide that would probably give you an idea on how to migrate Canada.

Who needs a work permit
Work permit is issued to those who have a job offer from a Canadian employer. Then the Human Resources and Skills Development Canada (HRSDC) will determine if the foreign worker is suitable for the job. The HRSDC also verifies if the job offer is legitimate.

In Justlanded.com’s guide in migration to Canada, there are migrants who can acquire work permit even without the approval of the HRSDC. You may be exempted from satisfying some conditions for work permit issue if you are:

• Professionals, traders and investors who are citizens of North American Free Trade Agreement (NAFTA) countries. This regulation also allows the issuance of work permits to people who enter Canada under other types of international agreements.
• Some types of entrepreneurs, intra-company transferees and other types of workers, who will provide significant benefit to Canadians or permanent residents by working in Canada.
• Persons whose employment in Canada provides similar employment to Canadians abroad, such as participants in youth exchange programs, exchange teachers and other reciprocal programs.
• Foreign students studying in Canada who need to work in order to fulfill co-op placements.
• Spouses and common-law partners of skilled foreign workers, spouses and common-law partners of certain foreign students, spouses and common-law partners of a person doing post-graduation employment for certain foreign students and post-doctoral fellows.
• Persons undertaking charitable or religious work.
• Certain persons who need to support themselves while they are in Canada for other reasons such as the refugee determination process and certain persons who have been accepted for permanent residence in Canada.

Skilled Workers Migrating to Canada
If you have at least one year of working experience as full time in any skilled position and have knowledge in English or French language, it won’t be hard for you to apply for a work permit.

Applicants are evaluated based on education level, language ability, work experience, age, arranged employment and adaptability. Each factor has a corresponding point and the passing mark is 67.

The passing mark is subject to change by the Minister of Citizenship and Immigration Canada.

For queries and other information about migration in Canada please contact the Canadian Embassy at:
Levels 6, 7 and 8, Tower 2
RCBC Plaza
6819 Ayala Avenue
Makati City 1200
P.O. Box 2098
Philippines
Tel: (02) 857-9000
Fax: (02) 843-1082

This article was firt published in www.ofwguide.com on April 8, 2007

23, Age Requirement for DH

The Department of Labor and Employment (DoLE) has set the minimum age requirement for Filipina domestic helper applying overseas to 23 years old, which before was 25 years old.

“We have to act on this matter immediately so as not to prejudice our common objective of strengthening further our programs that would ensure the protection and welfare of our workers abroad,” said Labor and Employment Secretary Arturo Brion.

The Governing Board has also issued a resolution that relaxes two of the provisions being proposed by the Federated Association of Manpower Exporters, Inc. (FAME), a group of recruitment agencies, which has been asking for exemptions to some of the provisions in the new deployment policy.

The resolution also states that only the newly-hired household service workers (HSWs) are required to undergo competencies assessment under the Technical Education and Skills Development Authority (TESDA) and the language and culture training offered by the Overseas Workers Welfare Administration (OWWA). While there are special rules that would be issued on the implementation of the reform package overseas Filipino workers (OFWs) returning to overseas employment after completion of their contracts.

In terms of salary, the Board exempts returning HSWs under existing contracts and those who have completed their contracts within 2006 and processed before March 1, 2007, and maintain the new rule on the US$400 to all returning HSWs who completed contracts before 2006 and returning under new contracts processed before March 1, 2007. The same rule applies to returning HSWs on a new contract and those newly-hired.

The no-placement fee policy has also been maintained despite opposes from recruitment agencies.

“We understand that the no placement-fee policy affects the business of recruitment agencies. Placement fees can be collected from employers so why burden our workers?” Brion said. “Marami sa mga kababayan natin ang nalulubog sa utang dahil sa placement fee, napapanahon naman siguro na alisin na natin sa kanila ang pabigat na ito.”

The Philippine Overseas Employment Administration (POEA) Governing Board has agreed to relax some of the provisions in the new government policy in the deployment of HSWs without compromising the objective of enhancing the welfare and protection being afforded to overseas workers.

This article was first published in www.ofwguide.com on March 23, 2007

Korea do not accepts OFWs from recruitment agencies

Korea is no longer accepting overseas Filipino workers (OFWs) deployed by a private recruitment agency. Instead, OFWs hired through the Employment Permit System (EPS) under the Philippine Overseas Employment Administration (POEA) are only allowed to enter here.

Korea has abolished the Alien Industrial Trainee System and stopped issuing trainee visas effective January 1, 2007. Thus, recruitment agencies can no longer recruit and deploy workers for Korea under the trainee scheme.

The President of the Human Resources Development Service of Korea (HRD Korea), Dr. Yong-Dal Kim, calls OFWs holding trainee visas to go back to the Philippines and re-apply under EPS upon the expiration of their contract and avoid working illegal in Korea.

Employers can only get applicants through the EPS and they will be punished if they will hire illegal foreign workers. The POEA is the only authorized government agency to implement the EPS and not any private agencies. Korean government insisted the government-to-government recruitment system through the POEA in order to correct the exorbitant collection of fees of the private sector.

Dr. Kim also said that OFWs working illegal in Korea will affect the labor quota that will be given to the Philippines under EPS.

The POEA Administrator Rosalinda Baldoz said former trainees who wish to continue working legally in Korea can register with the POEA. They should pass the Korean Language Test (KLT) and the medical requirements for inclusion in the Roster of Jobseekers to have another chance to be hired by Korean employers. Former trainees should, however, wait for at least six months before they could go back to work in Korea.

Aside from the Philippines there are other nine countries that are also sending workers through EPS; these are Vietnam, Thailand, Indonesia, Sri Lanka, Mongolia, Cambodia, Uzbekistan and Pakistan.

This article was firt published in www.ofwguide.com on March 14, 2007

Working in Korea? Read this…

The Korean government has passed three new labor laws that would give protection to foreign workers, including overseas Filipinos (OFWs), from abuses and exploitation of the employer.

The three new laws are the Contractual and Part-time Worker Protection Act, Dispatched Worker Protection Act and the New Labor Relations Act, which would take effect on July 1 according to the Philippine Labor Attaché Rodolfo Sabulao.

The Department of Labor and Employment Secretary, Arturo Brion, lauds the Korean government for the effort taken, saying that the labor laws and the latest jurisprudence will certainly benefit overseas OFWs including those who entered South Korea as industrial trainees.

“In behalf of the Philippine government and the families of OFWs in South Korea, I express my deep appreciation for the Korean government’s efforts to protect non-regular workers, many of whom are foreigners including OFWs,” he said.

The Contractual and Part-time Worker Protection Act grants the employers to hire contract workers for two years or less. Contractual workers who have been employed for more than years can be considered as full-time workers with open-ended contracts.

This also prohibits the employer in requiring the worker to work beyond the contracted working hours without their consent. It also disallows the employer to discriminate contract workers who are engaged in the same type of work as regular workers do.
Contract workers who are victims of discrimination, either wages or benefits, may file complaints with the Labor Relations Commission.
The Dispatch Worker Protection Act emphasizes the employers’ obligation to give fair treatment with dispatched or temporary workers supplied by staffing agencies. Furthermore, dispatched workers who are employed for more than two years should be hired directly.

Employers who will be caught violating the law should be fined with up to 30 million won or about P1.5 million.

The New Labor Relations Act establishes the Commission for Discrimination Correction as part of the Labor Relations Commission assigned to handle workers complaint of discrimination.

The Supreme Court of South Korea also ruled recently that foreign workers who are on a training program are entitled to minimum wages and retirement pay equivalent to their Korean peers.

Labor Attaché also said that South Korea has integrated this year the Industrial Training Program into the Employment Permit System which entitles foreign workers to full labor rights. And there are some 12,000 Filipino workers who entered South Korea under the training program that will benefit from the new laws.

This article was first published at http://www.ofwguide.com/ on March 13, 2007

8 Hours of Sleep for Filipino Maids in Taipei

The City Government of Taipei urged employers to allow Filipino maids to have eight hours of uninterrupted sleep each night and let them have a separate room. This is in response to the appeal of the Philippine Overseas Employment Administration (POEA) to foreign countries.

The director of the Taipei City Government’s Department of Labor Su Ying-kui said that since the human rights is concern, employers must provide reasonable accommodation for Filipino maids and allow them enough time for sleep.

“These measures concern the human rights of Filipino workers. We will try to achieve this goal through a public awareness campaign. If some employers continue to exploit foreign workers, we do not rule out terminating their hiring contracts,” he warned.

He also added that eight hours of uninterrupted sleep is reasonable and necessary, some employers may find it hard to provide a separate room to Filipino maids.Ying-kui suggested that “reasonable accommodation” should refer to either a separate room or employers should allow the Filipino share a room with their child under five years old. There are more than 150,000 foreign maids imported in Taiwan and most of them are Filipinos. Some foreign maids in Taipei have complained that they do not have separate rooms. They are forced to work long hours and do not have days off, like Sundays or other holidays. Some Filipino Catholic maids have complained that their employers do not allow them to go to church during Sundays, while some Indonesian maids said they are not allowed to go the mosque on Friday.

This article was first published in www.ofwguide.com on February 24, 2007

Filipino Seafarers, World’s Most Sought

The Philippines is the leading supplier of maritime power. About 30% of the worlds’ seafarers are Filipinos. They have been very in-demand all over the world. In fact, Filipino seafarers are the world’s most sought seafarers to meet the shipping industry’s growing need for maritime officers.

But according to labor undersecretary Danilo Cruz, the Philippines can’t fill the need of other country’s demand for seafarers because most Filipino seafarers have only taken up short courses.

“Despite the large number of maritime schools, most of their graduates don’t finish engineering courses. After two years of studies, they get an associate degree and immediately take on jobs (onboard) ships,” he said.
According to the statistics quoted by the National Maritime Polytechnic (NMP), the only government-owned training center, from the International Shipping Federation that there was a shortage of about 10,000 maritime officers last year while ratings or non-officers was oversupply with around 135,000.

It is expected that the shortage for maritime workers will rise to 27,000 while the oversupply of non-officers to 167,000 by year 2015.

The undersecretary said that while most of European and Japanese maritime officers are retiring and their shipping industries is looking to the Philippines to supply their needs but, the country cannot really supply the demand for maritime officers since most of our seafarers are ratings because most Filipino seafarers have only taken up short courses.

“Despite the large number of maritime schools, most of their graduates don’t finish engineering courses. After two years of studies, they get an associate degree and immediately take on jobs ships,” he said.

He also said that the demand for Filipino seafarers will continue to increase. Cruz cited statistics from the Philippine Overseas Employment Administration (POEA) showing that the number of sea-based workers deployed this year increase with 12% compared to last year’s deployment. Sea-based workers deployed from January 1 to September 10 last year were 169,237 and on the same period this year, there are 189,574 seafarers sent to work abroad.

This article was first published in www.ofwguide.com on February 16, 2007

New Labor Law for KSA Migrants

Delay or non-payment of the salary is one of the major complaints of Filipino workers, as well as reasons of disputes between the worker and his employer. Thus, the Labor Ministry of the Kingdom of Saudi Arabia (KSA) has taken measures to safeguard the rights of migrant workers against their employers who fail to give or delay payment of salaries.

There are two important decisions that Labor Ministry Ghazi Al-Gosaibi considered to protect the rights of some seven million foreign workers in the Kingdom. First, any company or institution that delays payment of salaries of its employees for two consecutive months will be banned from recruitment for a year, and second, expatriate workers are also allowed to transfer sponsorship to another company or employer if their company delays payment of their salaries for three months consecutively. While under the current law, a worker cannot transfer his sponsorship until he or she has completed one year under the original sponsor.

“In this situation, a worker can approach the labor office to get his sponsorship transferred to another employer without waiting for a year,” the ministry said.

The decision also states that “while transferring sponsorship, the worker or his new employer shall not pay any compensation to the former employer and the defaulter will not be compensated by providing another worker.”

Ambassadors and Consulates from different countries, including the Philippines, had expressed their thoughts about the new policy that would protect the rights of foreign workers in terms of payment of salary.

The Philippine Consul General Pendosina Lomondot in Jeddah, said that it is a welcome development for workers in the Kingdom and it means that the rights of the workers will be well protected.

“It’s a welcome development. It removes the irritants between the employers and the employees. I am sure this new regulation will be appreciated by all labor-exporting countries,” Philippine Ambassador Antonio P. Villamor said.

P.J.J. Antony, an Indian human resource administrator in Jubail, described the ministry’s decision as a major step toward protecting labor rights.

“The Kingdom has to do more in this respect as a considerable number of workers here do not receive their salaries on time,” he said. “Many workers will not be able to prove that their salaries were not paid as their companies do not keep any files or records for them.”

T. Balachandran and K. Muralidharan, both second secretaries (welfare) at the Indian Embassy, and K.U. Iqbal, a journalist, welcomed the new Labor Ministry decisions. They said that Indian Ambassador M.O.H. Farook had met with Riyadh Gov. Prince Salman and Labor Minister Gosaibi and requested them to take measures to protect the rights of Indian workers, especially housemaids.

This article was first published in www.ofwguide.com on February 8, 2007

Training for DH is not mandatory

The Department of Labor and Employer (DoLE) clarifies that the new policy issued by the Philippine Overseas Employment Administration (POEA) in the deployment of household workers overseas is not mandatory to all domestic helper.

The said policy only requires the workers to take the assessment only if they fail the trade testing three times, according to DoLE Secretary Arturo Brion.

Any worker who has previous and extensive experience as a domestic helper, either locally or abroad, may opt to go directly for assessment to any accredited assessment centers of Technical Education and Skills Development Authority (TESDA).

The Secretary has spoken to oppose reports that the training and testing requirement, as included in the package of reforms for household service workers (HSWs), was merely a scheme of the government to extort money from the workers.

He blamed those organizations for spreading information that domestic helpers who’ll leave the country must undergo the training.

“As we have always been saying, the reforms that we have been implementing are for the long-term as the new standards would place the DHs on a better footing against abuse and exploitation abroad,” he said.

“I appeal to our OFWs not to be misled by some quarters, in their veiled attempt to discredit the reforms that we have set in place,” he added.

Brion also said that the new policy of protecting DHs gained support to the International Labor Association (ILO) consistent with the body’s Decent Work program.

“The global Decent Work program of the ILO is being pioneered by the Philippines,” he said, adding that, “our efforts are also aligned with ILO Convention No. 181, which is against charging, either directly or indirectly, in whole or in part, any fees or costs to workers.”

The Catholic Bishops Conference of the Philippines (CBCP) has also shwoed their support to the new policies particularly through the Bishops’ Episcopal Commission for the Pastoral Care of Migrants and Itinerant People (ECMI), joined by responsible licensed recruitment agencies of overseas Filipino workers (OFWs), and migrants’ rights organizations.

The prevailing training fee ranges from P10,000-15,000 for the mandatory 216 hours training. While the TESDA assessment costs P1,000 only and the whole assessment procedure takes about 3-4 hours and result will follow immediately. The corresponding NC2 certificate issued by the TESDA District Office can be claimed after five days because TESDA reviews and validates the result and procedures conducted by the assessment center.

An HSW who fails in the assessment has to wait for 1 month before she can undergo re-assessment to give her enough time to improve on her skills and increase her chances of passing the assessment.

This article was first published in http://www.ofwguide.com/ on February 6, 2007

100% Employment for Filipino with Technical Skills Training

The Technical Education and Skills Development Authority (TESDA) said that graduates of vocational courses or those with technical skills training have 100% employment here in the Philippines and overseas, primarily because of their tested expertise and industry.

“Compared to graduates of courses for white collar jobs, graduates of vocational courses have 100 percent employment rate. Their skills are in demand in both local industries and job openings abroad,” TESDA regional director Augusto Capio explained.

The TESDA is pushing technical skills training due to high cost of education nowadays since studying vocational courses will train and help Filipino a skill to earn a living. After taking the course, TESDA will assessed the skills earned by the graduates then, they will be given government accreditation that will serve as trade test for overseas job and also civil service eligibility in the government service.

Few months ago, five trainers from TESDA flew to Busan, Korea for two months training as part of the partnership agreement between TESDA Zambales, Subic Bay Metropolitan Authority, and Hanjin Heavy Industries and Construction Company to set up a skills training center at Subic, Zambales to meet the workforce need for Hanjin. They took up training in Welding, Ship Fitting and Painting. Their expenses such as airfare, accommodation, meals, incidental expenses, monthly allowance were shouldered by HHIC, Philippines during their stint in Korea.

After their training they will serve as training assistant in the training center for 3 years. This venture aimed at constructing ship building facilities, developed highly skilled workers, and going to the direction of becoming one of the world ship builders.

So far, workers with expertise in the field of automotive, carpentry, masonry, welding, refrigeration and technical electricity, driving, painting, plumbing, vulcanizing and computer repairs rank as top in the list of most employed skilled workers.

Capio said that information technology (IT) is alongside of President Gloria Macapagal-Arroyo’s emphasis. The government has emphasized the training of youths on skills needed by the growing industries of the country as well as those in foreign countries.

This article was first published in www.ofwguide.com on January 23, 2007

Working in Barcelona

The City
Spain is the newest labor market for overseas Filipino workers (OFWs) due to the recently signed Memorandum of Agreement (MOA) between the Philippine and Spanish government that offers 100,000 job opportunities for Filipino health care workers.

Barcelona is the second largest city in Spain and has experienced economic boom during the past years. It is in very accessible in every city in Europe due to networks of road, rail, air and sea connections.

The city is a major cultural center; its theaters, museums architectures, design and music play the most important part of the city’s everyday life. Barcelona’s cultural activity is one of the key components to its development strategy.

Job Concerns
Foreign workers from the Third World country who want to work in Barcelona and other parts of Spain are required to possess a work permit to legally work here. While those from First World countries, except from the 8 countries that joined the EU on 1st May 2004, need not to possess a work permits to be able to work in Spain.

• The standard working hours is 40 hours per week, with a maximum of 9 hours working hours per day.
• Overtime should not exceed to 80 hours per year. And workers should not be forced to work in overtime.
• Overtime should be compensated either cash or vacation.
• Workers are entitled to 14 paid public holidays, which is 12 national and two local holidays.
• Maternity leave is 16 weeks and newly weds have 15 days leave.

Salary
The minimum wage is regulated yearly by the government of Spain according to standard cost of living and inflation. And this year, 2006, the minimum wage is set to 540,90€/month.

Sectors with collective labor agreements are authorized to implement their own minimum wage provided that it would not be less than the minimum salary set by the government.

Workers in Spain receive bonus salary twice a year, one in summer the other one in Christmas.

Cost of living
Cost of living in Barcelona is relatively cheap than other European countries from transportation to house expenses.

Accommodation
Living expenses in Barcelona depend on the type of accommodation, whether you choose to live in a luxurious or simple one. The cost of apartment depends on its type, fully furnished studio type apartments, range from €350 to €700€ per month, two bedroom apartments range from €600 to €1200 per month, three bedroom family style apartment range from €1000€ to €1500 or more per month and room for rent range from 200€ to 400€ per month or more.

Transportation
Barcelona Metro comprehensively covers most of the city and is affordable. There are different types of ticket that to choose from; Single ticket cost €1.20, T10 Ticket, with 10 journeys cost €6.65, T-DIA cost €5.00, Travel Card, which is good for two and three days, two day cost €9.20, three days cost €13.20 and T-MES cost €42.75€, unlimited ticket good for one month.

Taxi ride for 10 minutes cost €5.

Recreation: Give Yourself a Break
After a long week of working, it’s just right to give yourself a break and enjoy your new environment. Try to explore some places in Barcelona, visit some of its shopping centers or treat yourself in some bars and clubs.

There are various types of shopping centers for all tastes and budget that can be found in Barcelona. You can also buy some stuff at the city market and street fairs at very reasonable prices. The shops are open between 9 a.m and 10 a.m, closes at lunch time at around 1:30 or 2:00. Then it generally opens again at 4:00 and 5:00 until 8p.m to 8:30p.m. If you want to spend nightlife, you can also enjoy some of the city’s bars and clubs as well as catch live concerts.
Person/authority to contact in case of emergency
In case of any labor disputes or misunderstanding between you and your employer or disaster, you can contact the Philippine Embassy located in Barcelona. You can find the embassy at:

Consulate General of Philippines in Barcelona, Spain
C/ Corcega n 284-1 08008 Barcelona
Spain, Barcelona
Phone: (+34) 93 362 43 03
Fax: (+34) 93 362 43 00

This article was first published in www.ofwguide.com on January 19, 2007

OFWs in-demand in Korea

Overseas Filipino workers (OFWs) are highly in-demand in Korea. According to the director of the Foreign Workers Employment Assistance Team of the Korean Human Resources Development Service Cho Byung Gie, Filipinos are the most sought nationality of Korean employers.

The sad part of the fact that OFWs are highly in-demand in Korea is, there are still many OFWs who don’t get the job because they were not able to pass the Korean Language Test (KLT) which is very important requirement for OFWs who aspire to land a job in Korea.

This is proven by the Philippine Overseas Employment Administration (POEA). According to the government agency, there are more than 20,000 jobs have been available for Filipino applicants since the Employment Permit System (EPS) started in April 2004 and there are only 14,256 OFWs who were able to go to Korea.

Cho and other South Korean labor officials visited Manila to observe how the EPS being implemented here in the Philippines.

This article was first published in www.ofwguide.com on January 1, 2007

Your Guide in Working in UAE

The Ministry of Labor and Social Affairs (MOLSA) of the United Arab Emirates (UAE) issued guidelines for foreign workers who wish to work here to protect their rights and at the same time understand their responsibilities.

This guide should be read and understood to avoid misunderstanding between the worker and employer. The MOLSA believes that this guide would help both parties to have a harmonious relationship.

General Directives
The General Directives brought out by the UAE Labor Law is beneficial to both worker and employer, thus, the Ministry advise all concern to abide the following principles:

• Be punctual with the working schedule.
• Do not fail to come to work without a prior permission or acceptable reason.
• Abide by the orders of your client.
• Do not mess with the machines and equipments at work.
• Don’t assault your chief or direct-in-charge neither by act or say.
• Do not feign illness and do not neglect the health and work and safety instruction.
• Do not abscond from work whatever the circumstances.
• Do not fail to come to work at the end of your annual leave or any other leaves.
• Should you have any other grievance, try to solve it amicably with the concerned parties at your company.
• Should you fail to solve any grievance at your company you have to put the issue up to the Concerned Labor Department and you should follow their advice to settle same.
• As you enter the UAE, make sure that your employer has obtained your Labor Card from the Ministry of Labor and Social Affairs.

Work Permits, Employment Contract and Labour Cards

Work Permits
Working in foreign land requires you to be properly documented to avoid any unpleasant circumstances. It’s a must that one should secure a proper working document such as working permit and not a tourist of visit visa in working overseas.

Work permits should be sponsored by the company licensed and registered at the Ministry of Labour. This should be issued with specific terms to foreign workers who are:

• between 18 to 60 years old;
• professional and academic qualifications useful to the UAE;
• hold a passport with six months validity; and
• medically fit and not suffering from any illness.

Employment Contract
Employment contract is the strongest weapon of foreign workers. Workers who’ll arrive at UAE must possess a copy of the employment contract, certified by the Labor Department, with the company who hired them throughout the contract term.

Employment contract states the start and duration, salary, place, term, and type. It should be made in three copies; for foreign worker, employer and the Labor Department. It is very important that the workers read and understand everything written in the employment contract carefully. Do not hesitate to ask the Labor Department or any authorize person if you do not understand something.

The Labour Cards
The labour cards must be provided by the employer within 60 days upon the arrival of the worker and it has three years validity. It should be carried by the worker everytime they move around the UAE.

If the employer failed to provide labour card for the foreign worker, former would be liable for the penalty. If this happens, workers should inform the Labour Department to take the actions against the employer.

The labour card can be renewed within 60 days from the date of expiry upon the consent of both employer and worker. If the card expires, it can only be renewed if the employer was able to justify to the Ministry, fines should charge with the employer too.

Working Hours, Overtime and Leaves
If the employer wishes to increase or decrease the number of working hours, it should be approved by MOLSA depending upon the nature of work. The following working hours, overtime and leaves are approved by the Ministry:

• Eight hours per day or 48 hours workweek
• During Ramadan, two hours will be cut on the ordinary working hours
• Since Friday is the weekend for all workers, except for per day manpower, if they are required to work in this day between 9p.m and 4a.m 50% will be added to his salary, another rest day or receive basic salary plus at least 50% of the said salary.
• Overtime should not exceed two hours except in cases of major force.
• Annual leave for each year of service:
  *For six months and less than a year contract, workers are entitled for two days leave for each month.
  *For contracts exceeded one year, workers are entitled for 30 days leave.
  *Sick leave should not exceed 90 consecutive or alternate days. During the first 15 days of his leave, he will receive a full pay, next 30 days; half pay and no pay for the following periods. This should be granted for workers who have spent three months of continuous service after the probationary period.
  *They are also granted for other leaves such as:
  -10 days of official holidays
  -Hajj leave – without pay and should not exceed 30 days
  -Maternity leave – 45 days against a full pay including the day before and after delivery

Compensation for Work Injuries and Professional Diseases
The employers are responsible to shoulder the expenses in treating the workers’ injury or professional disease. It includes hospitalization, surgeries, X-rays, medical examinations, medicines, donation of the organs, artificial devices, transportation expenses during the treatment, and should also give his compensation.

If the injury prevents the worker to return to his job, the employer should also provide him with financial aid equal to his salary during the whole period of treatment or within six months whichever is shorter. If the treatment exceeded in three months, the assistance will be reduced into half, for another six months or until the worker heals or causes his incapacity to work or death which ever is shorter.

If work injuries or professional disease causes his death, the employer should give the worker’s family with compensation equal to his basic salary between AED 18,000 (about Php 245,500) or US$ 4,900) to AED 35,000 (about Php 477,500 or US$ 9,529) within 24 months.

The above statement does not apply if the investigation found out that the worker has intentionally caused the injury to himself due to suicidal attempt, to obtain compensation/sick leave, under the influence of alcohol or drug, violation of safety rules at the work premises.

Labor Disputes
Labor disputes may be individual, relating to one worker or collective when there is a dispute between the employer and workers about a mutual inters of all the workers or a special team. Any misunderstanding between the worker and the employer should be settled harmoniously. If they failed to do so, it should be brought up to the competent Labor Department.

Termination of Labor Contract
The employment contract can only be terminated if both the employer and workers agreed to do so and a written consent of the worker is presented. The employers have the right to terminate the emp0loyment contract without prior notice if the worker submitted fake documents and adopts false identity or nationality.

Other grounds to terminate the contract are as follows:

• Workers who commit error causing material loss to the employer, unless the incident was reported the within 48 hours.
• Failure to abide by the safety instructions posted at the premises of the work place.
• Failure to perform duties written in the contract and keep on repeating the same mistakes.
• Drunk or under the influence of drugs during working hours.
• Commits assault on the employer, manager and colleagues.
• Absent without lawful excuse for more than twenty intermittent days or for more than seven successive days during one year.

End of Service Benefits
Workers who have completed one year or more in the continuous service are entitled to the end of service benefit. The end of service benefit is not given to workers who leave their work without notice and to workers who have a contract under unlimited period who leave their work, unless his service exceeds five years.

The benefit is computed as follows:

• Twenty one days pay for each year of the first five years in the service.
• Thirty days pay for each additional year provided that the entire total benefit shall not exceed to years pay.
• On the basis of the last salary of the worker, allowances are not included.
• If the worker left his work in not less than a year of not more than three years, he is entitled to two third of the end service gratuity.

Transfer of Sponsorship
The foreign worker cannot transfer the sponsorship from another employer he works for to another employer, except if the following conditions are fulfilled:

1. Classified under the following categories:

-Engineers
-Doctors, pharmacists and nurses
-Universities and higher college teachers
-Experts, legal consultants, economists, financial and management staff, who hold university degrees
-Computer/information system analysts and programmers who hold university degrees in these field
-Specialists and technician in the field of oil and gas exploration and other related fields.
-Athletes coaches for different sports.
-Specialist in sea and air navigation
-Other categories subject to Ministry approval.

2. Conditions for Sponsorship transfer approval
-Foreign worker shall not work with the new sponsor who has the same industry as his previous sponsor.
-Foreign worker should hold a valid residence visa stamped in his passport.
-Foreign worker should have completed at least two years of service in his former employer.
-Foreign worker should obtain approval of the visa transfer from the sponsor after completing two years.
-No UAE or GCC citizen, who is registered as job applicant with the competent is available to occupy the job, subject matter of the visa transfer.

Repatriation
It is must foreign workers should make arrangements to leave the country after the end of the employment contract, otherwise, he will be considered as illegal alien. Employers must be responsible for the cancellation of the work permit and repatriation of the foreign worker from his native country or other place according to their agreement.

The employer will shoulder the expenses of the worker in his repatriation. If in case the worker signed another contract with another employer, subsequent to the determination of the former employer, the latter would be the one responsible to bear the expenses of the workers repatriation.

Employer should not be held liable for the repatriation expenses of the foreign worker only if the termination of the employment contract can be blamed to worker. The worker will shoulder the expenses if he has sufficient means.

In case of death, employers are responsible to bear the repatriation expenses of the worker’s coffin.

Source:
“Basic information about the UAE”
United Arab Emirates Ministry of Labor and Social Affairs (MOLSA)

This article was first published in www.ofwguide.com on December 30, 2006

Wage Hike for OFWs in Saudi Soon

The Department of Labor and Employment (DoLE) said that the salary Filipino workers in the Kingdom of Saudi Arabia (KSA) may increase plus other employment benefits for overseas Filipino workers (OFWs) in the Kingdom.

Labor Secretary Arturo Brion said that the labor officials in KSA are currently reviewing the employment policies including the wage rates of OFWs in Saudi.

“Our labor attachés, welfare officers and other concerned personnel in Saudi Arabia met last week to discuss the wage rates of Filipino workers in different job categories,” Brion said.

Other matters that the officials discussed include the jurisdiction of the Philippine Overseas Labor Office (POLO) with regards to case management, contract verification and processing.

Brion said that the operational systems and policies affecting OFWs in Saudi Arabia should be reviewed and synchronized.

The Middle East countries, particularly Saudi Arabia, rank first as top destination for Filipino workers. The statistic reported by the Philippine Overseas Employment Administration (POEA) in 2005 shows that there are almost 200,000 new hires and rehires OFWs are working in the Kingdom.

More than 70% of total deployment of OFWs in the Middle East is in Saudi. Other popular destinations and with great number of OFWs in the region are United Arab Emirates (UAE), Kuwait and Qatar.

This article was first published in www.ofwguide.com on December 26, 2006

How much would it cost living in Spain?

Spain is a new destination for overseas Filipino workers (OFWs) offering about 100,000 jobs in the health care sector. With regards to that, many OFWs have thought how much of their salary would be spent while living and working in Spain.

Cost of living in Spain is less than those in the United Kingdom and the lifestyle here is better. Since you have to send money for your family, you need to make financial arrangements with your accommodation, food, transportation, other bills, and relaxation after a long workweek. Here’s a breakdown of your monthly expenses in Spain.

Accommodation
Rental costs greatly depends in location, apartments located in cities are more expensive than those in rural areas. Fully furnished studio type apartments located in metropolitan centers such as Barcelona, Madrid, Valencia, Sevilla, etc, range from 350€ to 700€ per month, two bedroom apartments range from 600€ to 1200€ per month, three bedroom family style apartment range from 1000€ to 1500€ or more per month.

Apartments in smaller centers and rural areas are cheaper, studio type apartments range from 200€ to 500€ per month, two bedroom apartment range from 400€ to 800€ per month and a three bedroom family style apartment range from 700€ to 1500€ or more per month.

Since you have to minimize your expenses, room for rent is the most economic accommodation. Rooms for rent in cities range from 200€ to 400€ per month or more and those located in smaller centers and rural areas starts from 125€ per month.

Food
Food allowance cost about 200€ per month, if you choose to eat in a restaurant, a good lunch cost from 5€ to 9€ and an average bill of a person is 12€.

Other Bills
Electricity bill is about 20€ per month and about 30% rise during summer if you have air conditioning.

After a week of working, you need to take a short break, you can spend time with other Filipinos or you can watch a movie. A movie theatre ticket is 6€ and if you need a hair cut, it only costs about 12€.

This article was first published in www.ofwguide.com on December 4, 2006

Canada to Hire More Filipino Workers

More overseas Filipino workers (OFWs) are expected to work in Saskatchewan Province of Canada when the memorandum of agreement (MOA) between the Philippines and Canada are finalized.

The minister of the Department of Advanced Education and Employment (DAEE) Pat Atkinson of with Randy Boldt, Assistant Deputy Minister; and Heath Packman, Ministerial Assistant Saskatchewan Province of Canada visit the Philippines last September to conclude the MOA between the two countries.

The MOA seeks to promote and strengthen the areas of cooperation in the fields of labor, employment and training between Canada and Philippines.

The DAEE minister came to discuss the process of migration for Filipino workers to Saskatchewan under the Saskatchewan Immigrant Nominee Program (SINP).

The SINP, which operates under an agreement with the federal government, can provide an alternate and quicker means of entry into Canada. This program allows Saskatchewan to nominate applicants, who qualify under criteria established by the province, to the federal government for landed immigrant status.

The Philippine Overseas Employment Administration (POEA) Chairman Rosalinda Baldoz said that the proposed agreement will define the mechanism for the selection of employers, recruitment of Filipino workers, offers of employment, labor contracts, and training and protection of workers.

The visit includes a courtesy call on Labor Secretary Arturo D. Brion, and briefing on the programs and services of the POEA, Technical Education and Skills Development Authority (TESDA), and Overseas Workers Welfare Administration (OWWA).

For latest job openings in Canada please visit www.workabroad.ph

This article was first published in www.ofwguide.com on November 30, 2006

Europe Opens More Jobs for OFWs

The Department of Foreign Affairs (DFA) Director Maria Cleofe R. Natividad said that there are market openings in European countries for overseas Filipino workers (OFWs). The said opportunities are not only for domestic helpers and health workers but as well as in other fields.

“Although the policy of the government is not really to export our services, but since there are market openings in Europe, we want to take advantage of this in as much as it helps the Philippine economy,” Director Natividad said.

The DFA director also said that their agency is trying to upgrade the export of the country’s services abroad especially for professionals. She also gave assurance that the OFWs will be given enough protection.

“We want to assure them that there will be adequate protection when they go there like adequate compensation and opportunity for them to go higher in the hierarchy of their respective careers,” she said.

Natividad added that President Gloria Macapagal-Arroyo guarantees that OFWs will be given enough protection as well as opportunities during her visit in the European countries.

Europe is next to Saudi Arabia and United States as top source of overseas Filipino workers (OFWs) remittances. There are about 500,000 Filipinos working in Europe.

This article was first published in www.ofwguide.com on November 28, 2006

Malaysia needs Filipino Workers

Malaysia is a favorable destination for Filipinos aiming to work abroad due to its proximity. Currently, some skilled and professional Filipino workers are needed in Malaysia because of the country’s shortage with skilled manpower.

English teachers and Information and Technology (IT) professionals is the country’s most in-demand jobs. Aside from that, engineers, and skilled workers such as welder and factory workers are also needed in Malaysia.

There is also a need for service workers like waiter/waitress, janitor/janitress, attendants and housemaids. According to Philippine Overseas Employment Administration’s statistics there are about 6,000 new hires and rehires overseas Filipino workers (OFWs), deployed in Malaysia in 2005.

For job openings in Malaysia please visit www.workabroad.ph.

This article was first published in www.ofwguide.com on November 4, 2006

US Needs About 700 Filipino Nurses

The United States of America (USA) is continuously facing a critical shortage with registered nurses (RNs) due to its rapid graying population, with regards to that, US is currently in need of some 700 licensed Filipino nurses.

Healthcare is the fastest growing industry in the United States of America (USA), since too many nurses are retiring, and too few are entering the profession. Thus, the need for qualified nurses becomes more pronounced especially in hospitals, nursing homes clinics and doctors’ offices.

According to the U.S. Bureau of Labor and Statistics reports, the health care industry of US will need more than 1.2 million new and replacement nurses by the year 2014. And about 703,000 new RN positions will be created by the same year, which accounts for two-fifths of all new jobs in the health care sector.

The Bureau of Labor Statistics of US Department of Labor states that RNs, regardless of specialty or work setting, are responsible to perform basic duties that include treating patients, educating patients and the public about various medical conditions, and providing advice and emotional support to patients’ family members. They are also in charge to record patients’ medical histories and symptoms help to perform diagnostic tests and analyze results, operate medical machinery, administer treatment and medications, and help with patient follow-up and rehabilitation.

Added to that, RNs teach patients and their families how to manage their illness or injury, including post-treatment home care needs, diet and exercise programs, and self-administration of medication and physical therapy. Some RNs also are trained to provide grief counseling to family members of critically ill patients. RNs work to promote general health by educating the public on various warning signs and symptoms of disease and where to go for help. RNs also might run general health screening or immunization clinics, blood drives, and public seminars on various conditions.

The Philippines is one of US source of registered nurses since the country has lots of supply of nurses.

Please visit www.workabroad.ph for job openings, you can create your online resume their and instantly apply to the job that you think best for you..

This article was first published in www.ofwguide.com on October 31, 2006

Japanese Language for OFWs

Following the nursing and caregiving job opportunity offered by Japan to overseas Filipino workers (OFWs), the Philippine government is planning to offer Japanese courses soon in vocational schools accredited with state-run Technical Education and Skills Development Authority (TESDA) according to President Gloria Macapagal-Arroyo.

She has ordered the Department of Trade and Industry (DTI) to work on details of such plan so this can be implemented as soon as possible. According to her, it would be very helpful for OFWs who are looking for job in Japan to enhance their competitiveness.

“We should also make arrangements for this program with the Japan International Cooperation Agency (JICA),” the President said.

Japan International Cooperation Agency (JICA), founded in 1974, aims to implement Japanese technical assistance covering institution-building, strengthening of organizations and human resources development in various developing countries to help ensure sustainable socio-economic development.

The President aims to boost OFWs’ competitiveness since Philippines and Japan entered into a new partnership agreement known as 2006 Japan-Philippines Economic Partnership Agreement (JPEPA). Through this agreement, both countries are expecting to increase flow of goods, persons, investments and services between.

This agreement also provides for protecting intellectual property rights, controlling anti-competitive activities and improving the business environment. It also covers cooperation in the fields of mutual interest like human resource development, financial services, information and communications technology, energy and environment, science and technology, trade and investment promotion, small and medium enterprises, tourism, transportation and road development of both countries.

International Trade Undersecretary Thomas Aquino of DTI expressed that JPEPA is a breakthrough for OFWs search for a better work abroad. He also added that this is the first time that Japan will allow Filipino caregivers to enter in Japan.

Japanese language training for nurses and caregivers is among projects cited in the component of JPEPA Human Resource Development. The President said that proficiency in the Japanese language is necessary for OFWs especially for caregivers aspiring to work in Japan since JPEPA opened up opportunities for them.



This article was first published in http://www.ofwguide.com/ on October 29, 2006

Skilled and Professional OFWs needed in Bahrain

More and more overseas Filipino workers (OFWs) such as doctors, nurses, architects, engineers and educators are coming to Bahrain. Currently, there are more than 1,000 job openings available for skilled and professional overseas Filipino workers (OFWs) in Bahrain.

Bahrain needs professional and service workers such as engineers, architects, room attendants, waiters/waitresses, bartenders, receptionists and cook due to the booming industry of construction projects in hotel and restaurant.

The country also needs professionals and skilled OFWs such as accountants, mural artists, interior designers, mechanics, firemen, and secretaries.

Bahraini companies mostly preferred Filipino workers among other nationalities. In fact, the number of OFWs working in Bahrain is continuously increasing and according to Philippine Embassy Labor Attaché Alejandro Santos, the population of OFWs in Bahrain has increased for the past months.

For job openings in Bahrain and all over the world, please visit www.workabroad.ph.

This article was first published in www.ofwguide.com on October, 27, 2006

Stricter Entry Policies for Taiwan-Bound OFWs

Taiwan ranks fourth among the top OFW destinations of 2005. An estimate of 90,000 overseas Filipino workers (OFWs) are currently working in Taiwan, majority of them employed as factory workers who earns about P30,000 a month.

Foreign workers in Taiwan including overseas Filipino workers (OFWs) are allowed to be employed for a maximum of three years. However, many OFWs still find ways to return and work in Taiwan even after the allotted period by using false documents.

According to the Department of Labor and Employment (DoLE), the rampant use of fake documents compeled the Taiwan government to imposed stricter regulations and control the entry of returning OFWs. Added to that, the Taiwanese government required additional requirements to ensure the identities of OFWs and prevent re-entry of Filipino workers who have finished their three-year contract.

Still, OFWs who wishes to work in Taiwan need not be alarmed. According to a labor official, there is no ban in hiring of OFWs in Taiwan. The new rule is just a mild freeze so they can identify returning OFWs and prevent the entry of illegal workers in the country.

A local recruitment official said, “What usually takes a week for authentication now takes at least two months.”

Nevertheless, recruitment agencies worry that the additional requirement for OFWs can cause delay in the issuance of visas. A local recruitment official said, “What usually takes a week for authentication now takes at least two months.”

Therefore, the new rule might result to decreased number of deployed OFWs in Taiwan
as well as the dollar remittances.

This article was first published in www.ofwguide.com on October 25, 2006

TUCP Condemns Security Surcharge for OFWs

The Manila International Airport Authority (MIAA) imposed a $3.50 or P175 security surcharge for departing overseas Filipino workers (OFWs), unfortunately it only gained criticism from the Trade Union Congress of the Philippines (TUCP).

Former Senator Ernesto Herrera, TUCP secretary general said that the imposition of security surcharge to OFWs is a violation in the existing law. He cited Section 35 of the Migrants Workers and Overseas Filipinos Act, which he authored, that migrant workers shall be exempt from the payment of travel tax and airport fee upon proper showing of proof of entitlement by the POEA.

The secretary general stated following the announcement of MIAA General Manager Alfonso Cusi that the start of collecting surcharge from all departing international passengers exiting the Ninoy Aquino International Airport (NAIA), including OFWs, will start any moment this month.

From $5 security surcharge, in which MIAA originally wanted to impose, cut down to $3.50 or about P175 which will be on top of the P550 terminal from passengers boarding international flights.

Cusi said the surcharge will be used to fund the P1.25 billion updated security and emergency system at the airport, this includes additional communication equipment, surveillance cameras and monitors, metal and explosive detection devises, ID system for airport staff and security mobile vans.

However, Herrera emphasized that departing OFWs who were able to present a valid Overseas Employment Certificates (OEC) issued by the POEA prohibits MIAA from collecting any airport fees. The certificate proves their travel exit clearance at the airport and immigration.

Herrera added that today, OFWs needs to pay $100 processing fee at the POEA, another $25 for Overseas Workers Welfare Fund membership fee and P900 for OWWA medicare.

“This, apart from the fact that workers have to shell out a lot of money to pay for recruitment and documentation fees, including passport and visa charges,” he added.

If the security charge will be implemented on all foreign-bound passengers MIAA anticipate to collect some P200 million annually from OFWs alone.

“The surcharge is really an oppressive indirect tax and a totally unnecessary burden on departing OFWs,” Herrera added.

This article was first published in www.ofwguide.com on October 23, 2006

Filipino Workers needed in Turks and Caicos Island

Turks and Caicos Island (TCI), a British Overseas Territory, is one of the new and emerging labor destination for overseas Filipino workers (OFWs). The country needs Filipino workers in their hotel and construction industries.

It was only in 2004 when this Caribbean country became part of the labor market and recruited 500 Filipino medical workers. The Philippine Overseas Employment Administration (POEA) is expecting 3,000 job vacancies for both professional and skilled industry in TCI this year.

Working in TCI
Turks and Caicos Island has a favorable working condition, compensation are carried out directly between employers and employees. The country’s Employment Ordinance 2004 (Ordinance 21 of 2004) covers Unfair Dismissal, Minimum Wages, Contracts of Employment, and Discrimination. It was patterned with the current UK practice, consequently, it reflects much of European Union (EU) law. Employers are also responsible for the workers’ accommodation.

Working in Turks and Caicos Island requires work permit. Since the government ensures hiring of local workers, work permits are granted only if the applicants possess skills or qualifications that are highly needed. Although government is promoting localization program, qualified person wishing to obtain employment in the Island are still welcome.

Work Permits
Work permits issued to skilled workers who are hired by the local company must be obtained by the employer. The employer will have to post a “repatriation bond” and must prove that there are no resident workers who are able to perform the job.

While work permits for unskilled workers are naturally harder to obtain due to the country’s high level of unemployment. However, when they are available, the same terms as skilled workers can be applied.

Work permits in Turks and Caicos Island can be acquired by applying for:

• an annual work permit under the Immigration Ordinance 1992.
• permanent residence certificate under the Immigration Ordinance 1992.
• naturalization under the British Nationality Act 1982.

Work permits are granted for up to 5 years at a time with an annual fee of $2,000 and are given to those applicants who:

• can establish that they meet the Government's good health and good character requirements,
• are capable of financially maintaining themselves and their dependants throughout the duration of their stay on the Islands and,
• who have available house or apartment for their use.

Living in Turks and Caicos
The US dollar is the official currency of Turks and Caicos. It is augmented by the crown and quarter.

Cost of living in TCI is somewhat high since there’s a need to import all goods. Here’s a breakdown of how much a single person have to spend in a month.

• US$100 for groceries and other supplies every week
• $550 rent for a one-bedroom apartment or $1,300 for a self-contained house (Most landlords require the equivalent of three months' rent in advance, though this can sometimes be negotiated to two.)
• $75 for charge for electricity (28¢ per kilowatt-hour) with an initial connection charge of US$350
• US$45 cost of connection to the television system
• Gasoline is approximately $2.80 per US gallon.
• For telecommunications, the rates to the USA are $1.32 per minute, $1.10 off-peak, and 83¢ at weekends; to the UK, $1.65, $1.38 and 99¢; and to New Zealand, $2.20, $1.93 and $1.09.

For job openings in TCI please visit the POEA website at www.poea.gov.ph

This article was first published in www.ofwguide.com on October 21, 2006

Got a Job Offer in Canada???

The Philippine Overseas Employment Administration (POEA) warns the public about a certain Baby Domingo who offers job, particularly nursing and caregiving, in Canada using tourist visa.

Domingo is not a license agent to recruit applicants but she is going around the provinces to recruit lure applicants to work in Canada. She collects as much as US$1,000 or about P50,000 for processing fee from her unsuspecting victim.

The POEA prohibits any agent to conduct recruitment outside the registered address of the agency. Agencies that will conduct recruitment in the province must have provincial recruitment authority.

The POEA advised to report to POEA or to other law enforcement authorities the activities of Domingo.

This article was first published in www.ofwguide.com on October 17, 2007

Kazakhstan needs Filipino Workers

Due to its emerging economies, Kazakhstan is currently in need of Filipino professionals in medical field and technical experts in oil, energy and construction sectors.

In 2004, Kazakhstan’s President Nazarbayev, during his State Visit offered employment to the Filipinos with expertise in cooperative projects in the oil, energy and construction sectors. And currently the country is still in need of same workers added to that is their need for medical workers.

Working Condition

• Normal workweek should not exceed 40 hours and limits heavy manual labor or hazardous work to no more than 36 hours a week.
• Overtime not exceed 2 hours in a calendar day or 1 hour a day for heavy manual labor, and requires overtime to be paid at a rate of no less than 1½ times normal wages for hours over the normal workweek.
• Overtime is prohibited for work in hazardous conditions.
• The law provides that labor agreements may stipulate the length of working time, vacation days, holidays, and paid annual leave for each worker.
• Undocumented foreign workers are not covered by the Labor Laws.
• Legal foreign labor was limited by a yearly quota of workers, which generally was filled by Turkish, Western European, and American workers in the oil industry.

For job openings please visit http://www.workabroad.ph/

This article was first published in http://www.ofwguide.com/ on October 5, 2006

Japan Soon to Accept Entertainers Again

The Philippine Overseas Workers Administration (POEA) chief Rosalinda Baldoz is still optimistic that Filipino overseas performing artists (OPAs) can enter again in Japan.

“There’s still hope for deployment of OPAs to Japan,” said Baldoz.

Along with her statement is the stern warning to Filipino OPAs not to enter Japan other than through valid visas, noting that with the decline of OPAs deployed through entertainer visas, other schemes to enter Japan have been proliferated.

“The use of tourist visas, temporary visitor pass, and “spouse or children of Japanese National visas have gone up. Under these visa categories, Filipino entertainers are able to work in Japan but without protection under Philippine or Japanese laws,” she said.

The Administrator also said that Filipino workers entering in Japan using such visa categories are more vulnerable to human trafficking. For that reason, she recommends that the government continue pursuing bilateral discussions with the Japanese government at the technical and senior officials’ level and to include in such bilateral discussions measures to ensure the qualifications of the OPAs as well as ways for their better protection.

The government is still negotiating to pursue high-level consultations with the view of forging a Memorandum of Understanding (MOU) between the Philippines and Japan on anti-human trafficking.

She underlined that it is only through these concrete undertaking that the legitimate concerns of the entertainment industry can be addressed.

“We would not want to see our OPAs victimized by illegal recruiters and human traffickers either for deployment to Japan or to any other parts of the world,” she said.

The OPAs are often described as “sex slaves”, but Baldoz denied it.

“It is already enough that they have fallen prey to unscrupulous recruiters and traffickers. We do not want to further aggravate their suffering and condition by having to label them,” she added.

This article was first published in www.ofwguide.com on September 25, 2006

Trinidad and Tobago Needs Filipino Workers

Some Filipino professional workers are needed to fill vacancy mostly in medical and some in engineering positions in Trinidad and Tobago, the country also needs some construction workers.

In medical sector, the country needs doctors, dentist, microbiologists, ophthalmologists, nurse, neonatologies, nephrologists, anatomic pathologies and surgeon vitreo retinal.

Trinidad and Tobago also needs some draftsman and civil engineers in their engineering sector, some construction workers are also needed.

Working Condition

• TT$9.00 per hour (approximately Php 73 per hour)
• 40-hour workweek usually from 8 am to 4 pm
• Time-and-one-half pay for the first 4 hours of overtime on a workday, double pay for the next 4 hours, and triple pay thereafter.
• For Sundays, holidays, and off days, double pay for the first 8 hours and triple pay thereafter.
• Daily rest periods and paid annual leave formed part of most employment agreements.

How to enter in Trinidad and Tobago
Trinidad and Tobago’s immigration laws do not exempt anyone from obtaining entry visas and work permit. So anyone who wants to work in Trinidad and Tobago must secure a work permit.

However, under the Free Zones Act, workers employed by approved enterprises engaged in free zone operations are not subject to work permit application procedures.

Trinidad and Tobago is one of the wealthiest countries in the Caribbean. It has large reserves of oil and gas, the exploitation of which dominates its economy. The country’s natural gas where much of it is exported to the US, is anticipated to overtake oil as its main source of revenue.

Please visit http://www.workabroad.ph/ for more job opening all over the world.

This article was first published in www.ofwguide.com on September 17, 2006

How to Catch Recruiters' Attention

The Internet has been very useful, it can give you any information you need in just one click. And now, it has made the world of recruitment changing, no need to spend hours searching through classified ads.

Since applying through the Internet is so effortless, companies were swamped by applicants and got no time to sort them by skill. So make sure that your resumé can catch recruiters’ attention. Here are some tips that can help you make a winning resumé and get your dream job.

Keep your resumé updated. WorkAbroad has more than 100,000 applicants resumés reside in its database and is expected to rev up and that will give you just a little chance to get recruiters attention. Recruiters prefer resumés that are regularly updated, aside from that, WorkAbroad displays the latest resumés on the top of the pile.

Put all necessary information. Make sure that you put all the necessary information in your resumé. If you have attended trainings related in the job you are applying you can also include it. If you have advanced education, special skills, and if you are certified, do not forget to put them in your resumé. You can be easily search by the employers if you provide all your skills and qualifications in your resumé.

Apply only in jobs that best suits you. Apply and choose only on jobs that best suit your qualifications. Recruiters/employers get irate when they see the same name in different job openings. Applying in every vacancy might break your dream to land a job abroad.

Use Keyword. Using keywords is one method of company in searching qualified applicants. Using keywords in your resumé can help you catch your recruiters/employers’ eyes.

Recruiters use keywords based on applicants’ skills/knowledge on the field they are applying. Examples of keywords they use are “mechanic,” “trailer,” “komatsu,” for heavy machinery operators and “Oracle,” “JAVA,” “C++,” for information technology professionals.

Companies receive thousands of applicants’ resumé daily and instead of viewing it one by one, they just make use a computer tracking system to sort applicants by skill. So it is best to tailor your resumé with keywords that recruiters and employers mostly looked for.

Check and update your contact information. Be sure that when you display your resumé you provide accurate contact number. It should be updated so that recruiters and employers can easily reach you.

Supply a picture in your resumé. Choose a formal picture. Adding a photo in your resumé can also impress the recruiters. You must upload a photo with a maximum size of 20KB and must have maximum dimension of 150x150 pixels, or else you will encounter a problem uploading it.

Follow-up with the recruitment agency. WorkAbroad.ph is not a recruitment agency, it only facilitates job application. It doesn’t have direct connection with the agencies register in the website. This means that follow-ups must be made directly with the recruitment agencies. So, when you want to inquire with the application you made, you can call or e-mail the agency. Contact information of each agency can also be found when you click the job opening.

These are some simple ways on how you can easily catch recruiters’ attention. When you finally land a job, it is still necessary to update your resumé. You have to put your resumé to “hide status” to avoid receiving calls and emails from employers.

This article was first published in http://www.ofwguide.com/ on August 28, 2006

How to identify swindlers?

People with great desire to work abroad and earn more than what they currently earn are easily misled when they heard an effortless way of living and working abroad. And little did they know that they are being dupe by swindlers. Here are some tips from POEA on how to spot con artists.

1. They asked for a placement fee up front.
Right after you applied for a vacant position they offer, they will immediately asked for a placement fee telling you that the money you’ll give will be used for processing your travel documents without giving you a receipt. Always asked for official receipt in every transaction you make with your recruiter.

2. They promise that you can leave the country hassle-free.
They know that they can lure you with their offer and they also know your weakness.

3. They immediately require you to have a medical examination or training.
They will ask you to have a medical exam/training even if you still don’t have an employer as well as employment contract. Please be reminded that your medical result lasts only for three months, so you should have an examination if you already have an employer and employment contract.

4. Recruitment is done in public places.
Recruitment should only be done within the premises of the recruitment agency. It should not be done in malls, restaurant, etc. they also do a house to house recruitment. They went to remote places to look for possible victim.

5. Recruiter cannot give complete details about the job.
When applying for overseas job, it is very important to know all the details regarding your work. Recruiters must give you all details about your job. If they cannot state your job description, beware, you might be risking your life.

6. Illegal recruiters say that you already have an employer and no need for POEA’s verification.
Even if you already have an employer, you still have to go to the POEA, to verify your employment contract.

7. They recommend the use of visit or tourist visa.
They promised that you can easily leave the country if you use tourist or visit visa. This kind of visa only last for months, and if it expires you will be deported back to the Philippines and you might be jailed too. They encourage you to use visit visa because they have already send some workers overseas.

8. They cannot show the employment contract or working visa.
It is very important that before you leave the country you have read and understand everything that is written in your employment contract. Make sure that you are also holding a working visa and not a visit visa.

9. They claim they are legitimate recruiter from a licensed recruitment agency.
Illegal recruiters claim that they are from duly licensed agency but they do not possessed any identification card issued by the agency. Likewise they cannot give you some information about them, such as their complete name or address.

10. They claim that they are from travel agency or training center.
Bear in mind that travel agencies and training centers are not authorized to recruit and deploy workers. Only recruitment agencies duly licensed by the POEA are allowed to do so.

11. They request the applicant to invite more applicants to facilitate their application.
They only say that it would be easier to process your application if there would be more applicants. No, they asked to invite more applicants so there will be more people to give them money.

12. They promised that your documents will be sent to POEA to process the application.
They will tell you that they will call for after few days because your documents will be sent to POEA to process your application (especially those applying for EPS-Korea).

This article was first published in www.ofwguide.com on August 28, 2006

Better Skills and Pay for Filipino Domestic Helpers

The Department of Labor and Employment Secretary Arturo Brion said he had endorsed reforms that would improve the skills of Filipinos who plan to work as domestic helpers overseas.

He also said that the package would include country-specific orientation courses on language and culture. It would also seek to ensure protective mechanisms at job sites, oblige employers to shoulder the cost of deploying the domestic helper, and increase their salaries to levels commensurate with their competencies.

“These policy reforms will minimize the departure of inexperienced, ill-trained and undocumented workers who are most prone to abuse by both recruiters and employers,” he said.

According to Brion, applicants for domestic helper (DH) must undergo skills assessment to be conducted by the Technical Education and Skills Development Authority (TESDA) to upgrade their capabilities as DH. After taking the course TESDA will be giving certificates of competency to the certified workers.

The Overseas Workers Welfare Administration (OWWA) will sponsor a country-specific language and culture training that workers must also take.

The Philippine Overseas Employment Administration (POEA) will not process any employment contracts of domestic helper if they are not holding certificates issued by TESDA and OWWA.

Brion also said that the POEA governing board is planning to replace the “one-month salary placement fee” with “no placement fee” policy particularly for applicants of domestic works.

He added that salary deductions on site for the payment of service or placement fee will not be allowed.

Since household workers are highly trained, Brion said that the recruiters in the Philippines can asked for a higher service fee from the employers including the placement fee which is normally shouldered by the worker.

Brion also said that he asked the POEA board to raise the minimum salary of domestic helpers, which is pegged at $200 in all countries, same to the minimum remuneration for domestic workers in Hong Kong.

This article was first published in www.ofwguide.com on August 26, 2006

How to get a Japanese Visa

Every foreigner, except shipping and airline crews, who wish to enter in Japan, whether to work or visit, needs to secure a visa at an embassy or consulate. This visa will be stamped or attached to the passport. If you do not have the necessary visa, you will not be granted to enter in Japan.

A visa is different from landing permission. Landing permission is stamped in the passport by the immigration officers at the airport or seaport where he or she goes through immigration procedures. Landing permission serves as the legal basis of that the foreigner can stay in Japan. A visa is only a recommendation and does not automatically guarantee landing permission.

Visa Application
When applying for a Japanese visa, you must submit an application in person to a Japanese Embassy or Consulate.

Requirements
When applying for a Japanese visa you are required to submit:

• passport
• two 45mm x 45mm passport-type photos taken within the previous six months (stateless persons must submit three photos)
• two official visa application forms, available at the embassy or consulate
  documents certifying the purpose of the visit (refer to table below)

For short-term stay

Temporary Visitors
A ticket for boarding an airplane or a vessel to leave Japan, or a written guarantee issued by a transport company.

1. A valid passport which enables the foreign national concerned to enter foreign countries out of Japan.
2. Documents certifying that the person concerned can defray all expenses incurred during the stay in Japan.

For Work or Long Term Stay

Diplomat/Official
Note verbal and/or documents issued by the foreign government or international organization, certifying the identity of the person concerned and his or her purposes while visiting Japan.

Professor
Documents certifying the activity, its duration, the position, and the remuneration of the person concerned.

Artist-Documents certifying the activity, its duration, and the position of the person concerned.

Material showing the achievements of the artistic activity of the person concerned.

Religious Activities
Documents from the foreign religious organization, certifying the duration of stay, position, and remuneration of the person concerned.

Material showing the outline of the foreign religious organization which is sending the person concerned, and the recipient Japanese religious organization.

Documents certifying the position and career of the person concerned as a religionist.

Journalist
Documents certifying the activity, its duration, the position, and the remuneration of the person concerned.

Investor/Business Manager
In cases where the person concerned intends to commence the operation of international trade or other business, or to invest in the business, the following materials are required.

• A business plan, copies of the company registration, and a statement of profit and loss.
• Material showing the number of full-time staff except the foreign national concerned, and in the case where the number of the full-time staff is two, copies of resident cards or certificates of alien registration and documents regarding wage payments of the staff concerned.
• Material showing the outline of the business office.

In cases where the person concerned intends to engage in management of international trade or other business on behalf of the foreign national who began or invested the business concerned, the following materials are required.

• A business plan, copies of the company registration, and a statement of profit and loss.
• Material showing the number of full-time staff except the foreign national concerned, and in the case where the number of the full-time staff is two, copies of resident cards or certificates of alien registration and documents regarding wage payments of the staff concerned.
• Material showing the outline of the business office.
  d. Documents certifying the activity, its duration, the position, and the remuneration of the person concerned.

In cases where the person concerned intends to engage in management of international trade or other business on behalf of the foreign national who began or invested in the business concerned or is engaged in management of the business concerned which was begun or invested in Japan, the following materials are required.

• A business plan, copies of the company registration, and a statement of profit and loss.
• Material showing the number of full-time staff except the foreign national concerned, and in the case where the number of the full-time staff is two, copies of resident cards or certificates of alien registration and documents regarding wage payments of the staff concerned.
• Material showing the outline of the business office.
• Documents certifying the career of the person concerned and his or her certificate of graduation with a major in management or administration.
• Documents certifying the activity, its duration, the position, and the remuneration of the person concerned.

Legal/Accounting Services
Documents certifying that the person concerned is qualified to do the activities under the status of residence of "Legal/Accounting Services" provided for in Annexed Table 1 (2) of the Immigration Control Act.

Documents certifying the activity, its duration, the position, and the remuneration of the person concerned.

Medical Services
Material showing the outline of the recipient organization.

Documents certifying that the person concerned is qualified to do the activities under the status of residence of "Medical Services" provided for in Annexed Table 1 (2) of the Immigration Control Act.

Documents certifying the activity, its duration, the position, and the remuneration of the person concerned.

Researcher
Material showing the outline of the recipient organization.

A diploma, a personal history, and other documents certifying the career of the person concerned.

Documents certifying the activity, its duration, the position, and the remuneration of the person concerned.

Instructor
Material showing the outline of the recipient organization.

Documents certifying the academic career or a copy of an educational license of the person concerned.

Documents certifying the professional career of the person concerned.

Documents certifying the activity, its duration, the position, and the remuneration of the person concerned.

Engineer
Copies of the company registration and a statement of profit and loss of the recipient organization.

Materials describing the business undertaken by the recipient organization.

A diploma or a certificate of graduation with a major in the subject regarding the activity of the person concerned, and documents certifying his or her professional career.

Documents certifying the activity, its duration, the position, and the remuneration of the person concerned.

Specialist in Humanities/International Services
Copies of the company registration and a statement of profit and loss of the recipient organization.

Materials describing the business undertaken by the recipient organization.

A diploma or a certificate of graduation with a major in a subject relating to the activity of the person concerned, and documents certifying his or her professional career.

Documents certifying the activity, its duration, the position, and the remuneration of the person concerned.

Intra-company Transferee
Documents certifying the relationship between the business office in a foreign country and the business office in Japan.

Copies of the company registration and a statement of profit and loss of the business office in Japan, and material describing the business activities.

Documents certifying the details of his or her duty and its duration at the business office in a foreign country.

Copies of the company registration of the business office in a foreign country, and material showing its outline.

Documents certifying the activity, its duration, the position, and the remuneration of the person concerned.

A diploma and documentation certifying the career of the person concerned.

Skilled Labor
Copies of the company registration and a statement of profit and loss of the recipient organization.

Materials describing the business undertaken by the recipient organization.

A personal history and documents issued by the official organization which is certifying the career and the qualification regarding the activity of the person concerned.

Documents certifying the activity, its duration, the position, and the remuneration of the person concerned.

Long-Term Resident
A copy of the family registration, the marriage certificate, the birth certificate, and other documents certifying the status of the foreign national concerned.

Documents certifying that the person concerned can defray all expenses incurred during the stay in Japan. In cases where the expenses incurred during the stay in Japan are defrayed by another person, documents certifying the income of the person who intends to defray all expenses.

A letter of guarantee by a person living in Japan.

Visa Fees
Foreigners who obtain a visa for Japan must pay a visa fee.
3,000 yen = Php1358.9501 for a single-entry visa,
6,000 yen = Php 2717.9002 for a double-entry or multiple-entry visa, and
700 yen= Php 317.0883 for a transit visa

In the case of applicants from countries with reciprocal arrangements relating to visa fees with Japan, fees are reduced or exempted in accordance with the arrangement.

This article was first published in www.ofwguide.com on August 20, 2006

Work and Live in US

Almost everyone dreamed to work and live in the rich and famous country of the United States of America. Although the country minimize hiring foreign workers to give chances to US workers, U.S. Department of Labor's (DOL) Employment and Training Administration (ETA) also allow US employers to employ foreign workers provided that there are insufficient qualified US workers are willing to get the job.

How to Enter in the US
There are different types of labor certifications for permanent and temporary employment issued by Department of Labor for foreign workers who want to work in the US. Said labor certifications are as follows:

• Permanent Labor Certification
• H-1B Specialty (Professional) Workers
• H-1C Nurses in Disadvantaged Areas
• H-2A Temporary Labor Certification (Seasonal Agricultural)
• H-2B Temporary Labor Certification (Non-agricultural)
• D-1 Crewmembers Certification

These foreign labor certification programs allows US employer to hire foreign workers on a temporary or permanent basis to occupy jobs that are essential to the US economy. Provided that the employer can prove that no qualified US workers are available and willing to accept the work at wages that meet or exceed the prevailing wage paid for that occupation in the area of intended employment.

Foreign labor certification programs are designed to assure that foreign workers who will enter and work in the US on a permanent or temporary basis will not adversely affect the job opportunities, wages, and working conditions of US workers.

Job Opening in the US
In-demand jobs in the US mainly focus in teaching, medical, and services jobs.

Medical

• Nurse Staff
• Therapist

Services

• Attendant House
• Commis IV General
• Cook Prep
• Utility Universal
• Server Counter
• Click here for more job openings in US.

Salary
Migrant workers salary in the US depends with what type of visa you are holding.

H-1B and H-1B1 Specialty (Professional) Workers must be paid the higher of the prevailing wage (average wage paid to similarly employed workers in the occupation in the area of employment) or the actual wage paid by the firm to workers with similar skills and qualifications.

H-2A Agricultural Workers must be paid the highest of the

• Adverse Effect Wage Rate (AEWR)
• the prevailing rate for a given crop/area or
• the federal or state minimum wage

The prevailing wage rate means the average wage paid to similarly employed workers in the requested occupation in the area of intended employment. It can be obtained by contacting the State Workforce Agency (SWA) who have the jurisdiction over the geographic are of intended employment or from other legitimate sources of information.

The law also required employers to shoulder meals and transportation of workers and restricts the deductions that may be legally made from workers' wages.

H-2B Non-agricultural Workers must be paid the prevailing wage (average wage paid to similarly employed workers in the occupation in the area of employment).

D-1 Crewmembers (longshore work) must be paid the prevailing wage (average wage paid to similarly employed workers in the occupation in the area of employment).

Permanent Employment of Aliens - employer must agree to offer and pay the prevailing wage, determined in accordance with one of several options under the regulation, from the time permanent residency is granted or the alien is admitted to the United States to take the position.

For more job openings please visit www.workabroad.ph.

This article was first published in www.ofwguide.com in August 18, 2006

Minimum Salary for Housemaids in Bahrain Set

The Philippine government has set the minimum salary of Filipina housemaids in Bahrain to 75 Bahraini Dinar (BD) or approximately P10,000 as part of their campaign in protecting housemaids working in Bahrain and in other part of the Middle East.

Employers who want to employ Filipina must first submit declarations notarized by the Justice Ministry stating that they agree to pay the BD75 as minimum wage of the housemaid they are hiring.

Labor Attaché Alejandro Santos said that without the new document, the Philippine Embassy would not process the contract.

Santos said that they are implementing the new rule strictly after the embassy discovered that several employers failed to follow the BD75 minimum salary for housemaids, which was introduced in the Philippines last year.

“We have discovered that many employers still do not observe the new minimum wage and to make sure that they do, we have introduced this new requirement with the help of the Justice Ministry,” he said.

Last May, the government also introduced the compulsory personal accident insurance for Filipina maids in Bahrain.

Aside from that, the Philippine Embassy has started sending the Labor Ministry the list of recruitment agencies and employers who have allegedly abused Filipino workers.

“If an employer has a problem with BD75 salary, BD25 insurance and the declaration needed to be notarised, then by all means hire another maid from another country,” said Mr Santos.

“Without fulfilling our requirements, we will not process any contracts at the embassy,” he added.

The insurance policy covers the maid’s death or permanent disablement by violent accident, external or visible means. It cost BD25 (minimum) and is good for two years.

This article was first published in www.ofwguide.com on August 6, 2006

Beware of Illegal Recruitment on the Internet

The Philippines Overseas Employment Administration (POEA) reported that a syndicate is using the Internet in recruiting overseas Filipino workers (OFWs) and collecting exorbitant fees from prospective overseas workers for non-existent jobs abroad.

The public is reminded that WorkAbroad.ph and OFWGuide.com are not recruitment agencies. It only facilitates job application and information dissemination. Job openings posted in the website are from POEA's list of licensed agencies. Added to that, registration at WorkAbroad.ph is for free and do not require the applicants to shell out any amount of money.

“We have received reports about such activity and we are waiting for complainants to come to us so that we can take action against these recruiters who promise applicants with ghost jobs,” Baldoz said.

Baldoz also said that the syndicates post advertisements or messages on various websites, online forums and chat rooms in conducting the recruitment.

The Philippine Overseas Employment Administration (POEA) together with the National Bureau of Investigation (NBI) launched a renewed campaign against illegal recruitment.

“The alarming rise in illegal recruitment has forced us to act,” said Baldoz.

Usually, poor workers, whose dream is to give better future for their families, have to sell their farm animals or mortgage their house to raise the money for their placement fees became victim of illegal recruitment.

Said recruiters, usually unlicensed agencies, collect placement fees in excess of the authorized fee which is the equivalent of a worker’s one-month pay. The victims of the non-exiting jobs were left stranded in the foreign land with no means to return in their homeland.

“Payments are also coursed through the Internet, eliminating face-to-face meetings with the victim,” said Baldoz.

The POEA and NBI are planning to conduct anti-illegal recruitment consultations in different regions of the country to make the public aware of the gravity of the spurious recruitment problem. They will also distribute guides on how to avoid dealing with illegal recruiters.

Baldoz said victims of illegal recruitment from January to May this year have increased by 242.2% compared to the same period last year.

Meanwhile, she also warns the public to avoid dealing with illegal recruiters operating in Dubai with a tie-up with Manila-based agencies. Many Filipino women have been lured to work in Dubai where they are sold to prostitution rings.

This article was first published in www.ofwguide.com in July 27, 2006