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11.9.21

Mabibigyan na ng pagkakataon na maging ganap na Australian permanent resident ang mga manggagawa na nasa agricutural industry. Ito ay sa pamamagitan ng ilalabas na agricultural visa ng Australian government.

Ito umano ang pinakamalaking reporma na nagawa sa Australian a
gricultural laborer at naglalayon na mabigyan ng pantay na opportunidad ang mga migrant workers na manirahan sa Australia ng permanente.

Ayon sa immigration agent na si Joy Arellano isa umanong kasagutan ang visa na ito sa napakaraming manggagawa na nangangarap na magkaroon nang katatagan matapos ang ilang taong pagiging manggagawa sa mga agricultural companies.

"I think its an naswered prayer sa mga migrant worker na nasa Agricultural industry. Marami sa mga nasa ganyang field ang hangarin na maging permanent resident. Yun nga lang zero to none ang opportunity or ang makakapitan nilang visa para maging permanent resident kasi karaniwan diyan mga naka student visa or holiday visa."

Ayon kay Joy, makakapag hikayat pa umano ito ng mas mraming manggagawa na magtrabaho sa Australia ngunit sa kaniyang palagay ay maapektohan ang magandang hangarin na ito nang global pandemic.

Kalakip sa agricultural visa na ito ay ang pagbibigay oportunidad sa mga manggagawa na nasa meat processing, fisheries at forestry sectors, at fruit and vegetable picking.

Hiling lamang niya na sana ay maging malinaw ang ipapatupad na agriculture visa na nakatakdang ilabas sa katapusan ng Setyembre.

Mensahe naman ng mga immigration agent na kung kasado na ang agriculture visa na ito ay baka napapanahon na upang bigyang din ng reporma ang mga solusyon partikular na sa pagka-quarantine.


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17.12.20

Aspiring for an overseas job position? Earning a higher salary is probably the reason why you are willing to work in a foreign land and be away with your family in the Philippines. Before this though, you must bear in mind that it would cost you a substantial amount to process and prepare documents you need for overseas employment.

The Placement Fee: POEA-licensed recruitment agencies are permitted by law to collect placement fees. This is their share for successfully assisting the worker in finding an employment abroad. Placement fee is allowed but there are rules to be followed:

  • It should only be equivalent to the one month salary of the worker abroad.

  • POEA-licensed agencies can only ask for the placement fee upon signing the employment contract. The deployed OFW has a choice to pay the initial half of the fee.

  • The full payment can be made when the agency gives the plane ticket and other travel documents of the OFW.

Documentation Fees: The deployed OFW also need to shoulder the payment for the processing of the following documents:

  • Passport

  • NBI/Barangay/Police Clearance

  • Authentication of Birth Certificate,

  • Medicare/Philhealth Trade Test if needed,

  • Immunization (if required by the host country)

  • Medical Certificate

Fees that Should Be Paid by the Employer: Visa, Airplane Ticket, OWWA Membership Fee, POEA Processing Fees

Exemption to placement fees: Collection is prohibited to seafarers, household service workers (HSWs) and caregivers. There are also foreign countries that disallow placement fee collection such as USA (for workers under H2B visa), Netherlands, Ireland, United Kingdom (UK), and some some parts of Canada (British Columbia, Alberta, Manitoba, Saskatchewan).



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14.12.20

Ayon sa COVID-19 Job Report ng Jobstreet, naapektuhan ng pandemya ang 60% ng mga nagtatrabaho. 43% ang pansamantalang nawalan ng trabaho, habang 17% ang tuluyan nang binitawan ng kumpanya. Dahil sa huminang ekonomiya, may mga kumpanyang nagbawas ng mga empleyado o ‘di kaya’y tuluyan nang nagsara.

Ang ibang nawalan ng hanap-buhay, pumasok sa mga small business na bukod sa madaling simulan, ay hindi nangangailangan ng malaking puhunan. Ang mga ito, kalimitang pwedeng gawin sa sariling tahanan.

Kung isa ka sa mga Overseas Filipino Worker (OFW) na kasalukuyang naghihintay makabalik sa bansang pinagtatrabahuan o gustong magsimula ng negosyo sa Pilipinas habang nasa abroad, narito ang ilang small business ideas na pandagdag-kita. Ang ilan sa mga ito, puwedeng ipagpatuloy ng iyong katiwala o kapamilya, at maaaring magbigay daan sa isang matagumpay na family business.

Online Consultation Services
Saang larangan ka bihasa? Isa ka mang dietician, musikero, gym coach, guro at iba pa, maaari mong pagkitaan ang iyong kaalaman at karanasan sa trabaho. Dahil limitado ang paglabas ng mga tao, marami ang naghahanap ng mga serbisyong online. Kung may telemedicine ang mga doctor, pwede mo ring alukin ang iyong serbisyo nang may bayad.

Sa panahon ngayon, marami ang gustong matuto ng mga bagong kakayahan. Ano ang skills mo na pwedeng ituro online? Naglipana ang mga webinar tungkol sa sari-saring  mga bagay—mula paghahalaman at financial planning, hanggang sa pagsusulat at pagpapanatili ng kalusugan. 

Dahil online na rin isinasagawa ang pag-aaral ng mga estudyante, maaari ka ring mag-tutor. Ang iba, inaalok ang mga serbisyo sa labas ng bansa, partikular na sa mga foreigner na gustong matutong mag-Ingles.

Home Delivery Business
Halos lahat ng mga negosyo ngayon ay nag-aalok ng online delivery. Maaari mo ring gawing negosyo, hindi ang produkto, kungdi ang mismong delivery service. Sa simula pa lang ng pandemya, pumatok na ang pag-deliver ng essential needs gaya ng pagkain, mga gamot, at groceries.

Sa pagsisimula ng negosyong ito, dapat may isa o higit pang sasakyan na may kaniya-kaniyang driver. Kapag i-a-advertise ang serbisyo, dapat ilahad nang maayos ang mga bagay na pwedeng bilhin at i-deliver ng iyong mga tauhan, at ang sinasakop na mga lugar ng iyong serbisyo. Kung limitado ang puhunan, pwedeng ikaw mismo ang tauhan; kailangan lang i-schedule nang maayos ang mga lakad para siguradong maserbisyuhan ang lahat ng mga kliyente.

Food Business
Hindi mapagkakaila na mahilig kumain ang mga Pilipino. Basta masarap at sulit ang bayad, siguradong tatangkilikin ang iyong produkto. Bukod sa pwede itong isama sa handaan, patok ang pagkain ngayong Kapaskuhan dahil pwede itong panregalo.

Ayon sa mga eksperto, ang mga matagumpay na online food business ay nagsimula sa hilig ng may-ari. Kung hobby mo ang mag-bake at maraming pumupuri sa iyong chocolate cake, bakit ‘di mo ito subukang ibenta? O baka naman marami sa ‘yong bisita ang nasasarapan sa iyong dinuguan. Dahil na-taste test na ang mga ito, mas malaki ang tyansang magugustuhan din ito ng iba.

Pero dahil maselan ang pagbebenta ng pagkain, dapat masusi ang pagsunod sa health and safety standards, at lalo na sa kalagitnaan ng pandemya. Tandaan na sa ‘yong pag-iingat nakasalalay ang kaligtasan ng iyong mga customer at ang reputasyon ng negosyo mo.

Arts and Crafts Business
Gamitin ang artistic talent sa paggawa ng mga produktong kapaki-pakinabang at kaaya-ayang tingnan. Accessories, pottery, mga damit, scented candles, handmade soap—sa negosyong ito, hindi ka mauubusan ng ideas.

Gaya ng sa food business, mainam kung mag-uumpisa ka sa kung ano’ng hilig mong gawin. Maaaring magsaliksik sa internet o manuod ng online tutorials para lalong mapabuti ang iyong produkto. Patok ito ngayong Pasko sa mga naghahanap ng mga regalo na kakaiba ngunit magaan sa bulsa. Kaya naman dapat kasing ganda ng iyong produkto ang packaging nito para madaling gawing giveaway. Dahil online ang bentahan, dapat agaw-atensyon ang mga retrato ng mga produkto. Kunan ang mga ito sa tamang ilaw, anggulo at sa nababagay na background.

Reseller Business
Kung hindi mo naman nakikita ang sarili mong gumagawa ng mismong ibebenta mo, pwede kang magbenta ng produkto ng iba. Reselling ang tawag dito, kung saan ikaw ang tatayong middleman sa pagitan ng manufacturer at customer. Kadalasang binibili ng reseller ang produkto nang wholesale o maramihan sa mas mababang halaga. Ang mga ito naman ay kaniyang ibebenta nang mas mahal para siya’y kumikita.

Bukod sa pagkakaroon ng mga suking pagkukunan ng mga produkto, dapat maayos rin ang imbentaryo nito. Maglaan ng lugar sa bahay kung saan pwedeng itago ang mga produkto nang hindi nasisira. Pag-aralan din ang mga online selling platform at pumili ng maaasahang delivery service para masiguro ang kalidad ng produkto.

Marami mang mga pagsubok at ‘di inaasahang pangyayari ngayong pandemya, ang mahalaga ay ang pagpupursigi upang makabangon. Kayang malamapasan ang anumang krisis kung magiging maparaan at susubok ng mga bagong solusyon.




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12.12.20

The Philippine Overseas Employment Administration (POEA) confirmed that the United Arab Emirates (UAE) Federal Authority for Identity and Citizenship (ICA) has resumed the grant of employment permits for domestic workers as well as employment permits of foreign workers in government and semi-government entities and vital facilities in UAE.

POEA said that last Oct. 5, ICA has resumed accepting applications for work permits through its website www.ica.gov.ae.

Despite this, the POEA reminded that strict health measures will still be implemented in UAE ports and pretesting of COVID-19 prior to the workers’ arrivals will remain mandatory. “Arriving workers to UAE will also undergo strict quarantine for 14 days to be shouldered by their employers or institutions in coordination with concerned authorities,” it added.

Meanwhile, the POEA also announced that the Philippine Overseas Labor Offices (POLO) in the Kingdom of Saudi Arabia
(KSA) has been instructed to resume verification of employment documents of OFWs.

This after the Saudi General Authority of Civil Aviation (GACA) allowed international travel of non-Saudis, including the return of Filipino workers to KSA upon presenting a negative COVID-19 RT-PCR result taken within 48 hours.

“The verification of documents, however, will be limited to 50 percent of the usual volume processed by POLOs in KSA with strict social distancing and health protocols as preventive measure against the spread of COVID-19,” POEA said.

POEA reminded that all OFWs and foreign principals availing of POLO’s “Balik Mangagawa” and verification services are advised to secure online appointment at www.poloriyadh.com.

“Only 50 Balik-Mangagawa clients per day will be accommodated while only 20 clients will be accommodated by POLO on the verification of their employment contract,” POEA explained.

POEA added that the Saudi Recruitment Agencies (SRA) will also be allowed to submit their verification documents once a week. Accreditation of new principals, the renewal of accreditation of erring foreign principals, as well as the application of job orders/additional job orders from construction and mega recruitment companies remain suspended, however.

Aside from a negative COVID-19 RT-PCR result, POEA reminded that all foreign travelers to KSA, including returning OFWs, are advised to download the “tetamen” and “tawakina” application for health and safety purposes and “must adhere to the preventive health protocols of home quarantine as determined by the Health Ministry.”

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1.2.20

OVERSEAS AND AUSTRALIAN EMPLOYMENT FACTORS

The awarding of points for skilled employment factors recognises the benefits of extensive work experience in a nominated skilled occupation or a closely related skilled occupation in providing for successful labour market outcomes. Relevant Australian and overseas skilled employment in the 10 year period immediately before the date the applicant was invited to apply for this visa can be considered for the purpose of awarding points.

The higher weighting of points able to be awarded for Australian skilled employment recognises the value that firsthand experience and understanding of the Australian work environment can have in assisting migrants to establish themselves in the Australian labour market and settle into life in Australia.

Periods of employment do not have to be continuous as it is the aggregated period of relevant employment experience that will be considered. Therefore, applicants can be eligible for points if their relevant skilled employment is interspersed by periods of non-related employment or other activities such as study.

For example,
if prior to applying for their points tested skilled migration visa an applicant whose nominated skilled occupation is Accountant works for 2 years as an Accountant, then undertakes postgraduate studies for 2 years, then works as an IT consultant for 2 years, then works as an Accountant for a further 3 years, the applicant would be eligible for points based on their 5 years employment experience as an Accountant (if the applicant’s relevant employment took place in the 10 years immediately before the time when the applicant was invited to apply for the visa).

Applicants may also be eligible for points for the employment factor if they have both Australian and overseas skilled employment experience.

For example, 
if prior to applying for their points tested skilled migration visa an applicant whose nominated occupation is assessed as a registered nurse works overseas for 5 years as a registered nurse then works in Australia on a temporary employment visa for 3 years as a registered nurse, the applicant would be eligible for points based on their 5 years’ overseas employment as well as their 3 years’ Australian employment experience.

However, it is not possible for applicants to combine shorter periods of skilled employment gained while working in and outside Australia in order to meet one of the Australian or overseas skilled employment experience factors. For example, an applicant cannot claim 3 years’ Australian employment by adding together 6 months’ overseas employment experience and 30 months’ Australian employment experience.
491 Skilled Regional Visa (Provisional)

The meaning of ‘employed’

Employed is defined to mean ‘engaged in an occupation for remuneration for at least 20 hours a week.’
Remuneration
For ‘remuneration’, the intention is that applicants have been engaged in the occupation on a paid basis. Mere emotional or psychological satisfaction or the acquisition of useful, but unpaid, professional experience is not considered ‘remuneration’ for points tested skilled migration purposes. A person receiving minimal living allowances or scholarships designed to cover expenses would not be considered to be remunerated.
Remunerated at least 20 hours a week
Working for at least 20 hours a week means 20 hours each week generally. However, where employment contracts provide for variable distribution of hours of work that extend beyond a week such as some shift workers, “fly in fly out” workers and seafarers, this can be taken into consideration in determining whether a person has worked ‘at least 20 hours per week.’
To evidence claims, applicants may be asked to provide detailed evidence of their terms of employment and salary payments.
Leave periods
As employment must be for remuneration, only periods of leave on full pay may be counted as time during which an applicant was employed. That means those periods of extended leave without pay (for example, maternity or paternity leave) might not be counted as a period of employment.
When can employment be considered skilled
For employment to be awarded points, it should meet the following standards:
  • had been undertaken at the required standard after the applicant met the entry level requirements as set by the relevant assessing authority for that occupation (that is, completed a sufficient level of study and or amount of on-the-job training and or post-qualification work experience and or registration requirement) and
  • involve duties at the level of depth and complexity expected in Australia.
If the relevant assessing authority has not provided an opinion on skilled employment and there are no standards set by the relevant assessing authority available in the public domain, the department would refer to guidance in the Australian and New Zealand Standard Classification of Occupations (ANZSCO) when assessing the applicants’ skilled employment claims.
When is an applicant skilled
An applicant is considered skilled for the purpose of obtaining skilled employment points from the date the relevant assessing authority assessed them as suitable in their nominated skilled occupation:
  • If a skills assessment provides a date at which the assessing authority is of the view that the applicant became suitably skilled for awarding employment points, the department will consider only employment undertaken from that date as meeting the skilled employment experience criteria. For example, if an applicant has obtained a skilled employment opinion from Australian Computing Society (ACS), they should record in SkillSelect the periods of employment the ACS has determined are at the skilled level and eligible for being awarded points.
  • The date on which an applicant becomes suitably skilled for employment experience points may be different from the date on which a relevant assessing authority assesses the person as suitable. For example, a relevant assessing authority may issue a suitable skills assessment on the basis of attainment of a tertiary qualification but may require a period of post qualification work experience before considering an applicant as suitably skilled for the purpose of employment points.
  • If the applicant has made claims of skilled employment periods that are not considered by the assessing authority on the skills assessment, the department may refer to publicly available information set by the relevant assessing authority or ANZSCO in order to make a full assessment of the claims. This situation might arise if an applicant is claiming skills over a ten year period but the skills assessment states that it only assesses claims of work experience undertaken in the 5 years immediately prior to skills assessment.
Am I eligible for a TSS 482 visa?

The post Points for Work Experience (Skilled Visas) appeared first on Australian Migration Agents and Immigration Lawyers Melbourne | SeekVisa.
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30.1.20


WORK RIGHTS ON A STUDENT VISA 8105

(1A)  The holder must not engage in any work in Australia before the holder’s course of study commences.
(1)  Subject to subclause (2), the holder must not engage in work in Australia for more than 40 hours a fortnight during any fortnight when the holder’s course of study or training is in
session.
(2)  Subclause (1) does not apply:
(a)  to work that was specified as a requirement of the course when the course particulars were entered in the Commonwealth Register of Institutions and Courses for Overseas Students; and
(b)  in relation to a student visa granted in relation to a masters degree by research or doctoral degree if the holder has commenced the masters degree by research or doctoral degree.
(3)  In this clause:
fortnight means the period of 14 days commencing on a Monday.’

STUDENT WORK HOUR RESTRICTIONS

Student type When course is in session When course isn’t in session
Coursework students who have started their degree 40 hours per fortnight Unlimited hours
Research students who have started their degree Unlimited hours N/A
AusAwards or Defence students 40 hours per fortnight Unlimited hours


Visa Assessment Skilled Occupation List Skilled Visa Processing Times Visa Comparison Charts Skilled Migration News


SECONDARY APPLICANT’S ON STUDENT VISAS

Your partner can work full time as condition 8104 covers both master by research and coursework even though 8105 which is for the MAIN applicant ONLY allows only full time work for master by research or doctoral students.

8104 (all family members)

Condition number Who this applies to Description
8104
 All family member visa holders You cannot work more than 40 hours per fortnight. A fortnight means the period of 14 days starting on a Monday.
You must not start work until the primary student visa holder has started their course.
Exceptions – family members of the following students can work unlimited hours once the primary student visa holder has started their course:
  • students studying a master’s by coursework or research degree
  • students studying doctorate degree.

The post Work Rights on Student Visa appeared first on Australian Migration Agents and Immigration Lawyers Melbourne | SeekVisa.
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3.8.14
The employment contract is an important document for overseas Filipino workers (OFWs) as it specifies their rights and privileges while working in a foreign country.  But what if the work contract one signed while still here in the Philippines is replaced or altered with another work contract that puts a worker to a disadvantage?

Contract substitution is one of the most common problems of OFWs and it usually leaves them underpaid and extended contract duration. Usually the altered contract indicates a much lower salary compared to what is indicated in the original contract. It also lengthens the duration of the stay of the OFW in the country. 

Rolando Coquia, Welfare Officer of the Philippine Overseas Labor Office (POLO), Philippine Embassy in Riyadh, advised OFWs to avoid signing new employment contract if it is still not verified by the Philippine Embassy.

“Contract substitution is widely imposed by employers and is always to the disadvantage of expatriate workers,” said Coquia during the forum organized by the Filipino Overseas Workers Association (FOWA).

He also said that upon signing the altered employment contract, the original work contract which they signed prior to their arrival in their host country is considered null and void.

“Saudi labor laws recognize the new substituted contract. So if you file a labor case against your employer citing a claim that your salary was reduced and the duration of your contract extended, the labor court will pass its ruling based on the substituted contract,” he said.

To prevent alteration of the employment contract, foreign embassies, including the Philippines, are trying to find ways to fight this kind of violation and protect the welfare of the workers. Workers from Asian countries are the ones that are most often victimized by contract substitution.

Even if OFWs have placement agencies who set requirements and terms of recruitment prior to their deployment, once the employee signed the substituted contract, the agency will not be able to protect the worker.

The Philippines aims to create a bilateral labor agreement with the Kingdom of Saudi Arabia, where most cases of contract substitution happen. The agreement includes banning and non-recognition of substituted contract and that the original work contract must prevail in case of employee-employer dispute.

Newly arrived workers are usually forced to sign the new contract as their employer threatens to have them deported.  They don’t have a choice but to sign it since they need the job and needs to earn money.

“In any such case, foreign workers must first seek the assistance of their respective embassies. This is the first line of protection against the rampant tactic of contract substitution,” Coquia added.
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3.8.14
The Philippine Overseas Employment Administration or POEA is the central government authority under the Department of Labor and Employment in charge of regulating the employment of Filipino workers and professionals overseas. The POEA likewise administers a host of services to promote and facilitate the employment of qualified Filipino manpower in many parts of the globe. As a public employment service institution, it maintains an in-house recruitment and job placement facility known as the Government Placement Branch or GPB.

The GPB serves as an alternative facility in the hiring of Filipinos for overseas employment. It boasts of years of experience dating back to the 70’s in the recruitment and placement services primarily for foreign governments and select non-government employers. It has deployed thousands of top-caliber professionals and workers to construction, production and service industries of countries in the Middle East, Asia, United States and Europe.

Advantages of applying to POEA for an overseas job

1. No placement fee
2. Employers/workers are closely monitored to avoid incidence of welfare / legal cases
3. Provision of Employee Guarantee Trust Fund
4. Processing cycle time is kept at a minimum to meet deployment date

Employment Guarantee Trust Fund

The Employment Guarantee Trust Fund is established for all workers hired on a government-to-government arrangement for the purpose of covering monetary claims of workers that may arise from breach of contractual obligations of employers.
How applicants from provinces can avail of the in-house recruitment program of POEA-GPB
All regional applicants should apply thru the Regional Labor Center / Office where applications are pooled and forwarded to the POEA Head Office.

Requirements for landbased worker registration
  • 2 pcs. Pictures 2x2
  • 6 pcs. For MOH-KSA applicants
  • Typewritten Self-made Bio-Data/Resume with detailed job description
  • Certificate of Employment of at least 2 years experience in one position
  • Passport for applicants with overseas experience
  • High School Diploma
  • College Diploma
  • Transcript of Records
  • Valid PRC ID
  • Board License
  • Board Rating
  • OMA Certificate for Muslim applicants (Certification from DFA or Camp Crame)
  • Birth Certificate
  • Training Certificate if applicable ONLY.
(Original copy of the above documents must be presented upon registration)

Submission of requirements for landbased registration

Qualified applicants may submit the requirement for landbased registration at the Manpower Registry Division, Employment Branch or at POEA Regional Centers; Extension Units; and Satellite Offices.
Registration is free.

Sourcing manpower requirements from the POEA registry

Aside from the in-house placement facility of the Administration, private recruitment agency may source their manpower requirements from the POEA registry.

How to secure referral from POEA

Applicants for overseas employment may secure referral from POEA at the
Manpower Registry Division by submitting comprehensive resume, school credentials and other documents that attest to the experience, training and trade or professional certification of the applicant.

Role of the Administration in migrant worker education

In accordance with the policy of full disclosure, the Administration shall provide a comprehensive and integrated education program on overseas employment in all stages of recruitment and employment in partnership with other relevant organizations and government entities.

Programs implemented by the Administration

The Administration shall conduct a nationwide, multi-media and sustainable grassroots information campaign to create public awareness on the realities of overseas employment.

Changes in Migrant Workers orientation

The POEA is paving the way for an OWWA Membership Pre-Departure Orientation (PDO) Program.

Orienting licensed agency representatives and foreign employers

The Administration shall have the responsibility of providing orientation to officials and staff of licensed agencies and foreign employers on the requirements, standards, laws and regulations in the recruitment and employment of Filipino workers.

Contact Information

THE GOVERNMENT PLACEMENT BRANCH (GPB)
Philippine Overseas Employment Administration
Ground Floor, POEA Building
EDSA cor Ortigas Avenue
Mandaluyong City, Philippines
Telephone numbers: 722-11-77; 722-11-76; 722-1175
Fax Number: (632)-727-77-81
E-mail Address: gpb@poea.gov.ph
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31.7.14
Online job-hunting is the trend nowadays because it is simple, fast, and convenient for both employers and applicants. However, be reminded that if it is easy for jobseekers to apply and get jobs online, it is also easy for scammer and fake recruiters to conduct their illegal activities.

So extra caution and vigilance must be observed at all times.
The following are a few reminders to bear in mind:

Don’t readily give cash
Think twice before giving money to a supposedly job offer that requires you to shell out a certain amount of payment. It is not common practice for legitimate recruitment agencies to ask for payment to applicants right away.

A foreign company/agency that requires you to send money is most probably a scam. Some scammers will even offer a money-back guarantee but will disappear once payment is made.

Note:
WorkAbroadToday.com does not solicit fees from applicants. Report to WorkAbroadToday.com any company or agency who are requiring payment in behalf of the website.

Be suspicious of unsolicited e-mails
Remember that many unsolicited emails are fraudulent. If you get a job offer through e-mail, ask yourself these questions before responding. Is the company/recruitment agency legitimate? How did the sender get your e-mail address? Have you sent an application to this company/recruitment agency?

Note:
A jobseeker’s résumé or personal information will only be available to registered recruiters.

Do your research.
As always, checking if you are dealing with a licensed recruitment agency is necessary. Check the agency’s history and if it has a good standing with the Philippine Overseas Employment Administration (POEA).

If you get a job offer by an overseas company, check with the Embassy of that country if the company offering employment does exist.

Note:
Scammers are able to lure jobseekers to comply with their requisites by offering false promises. If a certain job offer appears too good to be true, it probably is.

Be well informed
For any job offers, do not forget to ask for references. Request the name of the employer, the name of the company as well as their contact information such as address and telephone numbers. Avoid agencies that operates only through telephone or mail. A legitimate placement agency will require personal appearance before it can market you to an employer.

Check the website
Send in job application only to websites containing the following information: The real name of the persons involved, (not just a company or business name), a telephone number, and a street address (not just a P.O. Box).

Note:
Always check if the company/ website received any complaints in the past.

Keep some personal information confidential
Online resumes require personal information such as educational background and work experiences. Fill only the fields that is necessary for employers to evaluate your competence for the job.

Note:
Financial information like Credit Card or Bank Account Numbers are not necessary and may even be used to steal your identity.
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31.7.14
The Philippine Overseas Employment Administration or POEA is the government agency, which is responsible for optimizing the benefits of the country’s overseas employment program.

This agency was created in 1982 through Executive Order 797 to promote and to monitor the overseas employment of Filipino workers.

In 1987, through Executive Order 247, POEA was reorganized to include the following expanded functions:

To respond to changing markets and economic condition; and to strengthen the workers protection and regulatory components of the overseas employment program.

POEA is also the lead government agency tasked to monitor and supervise all recruitment agencies in the Philippines.

Looking for information on overseas employment?
For the complete list of recruitment and manning agencies that send Filipino workers abroad:

For tips on how to avoid illegal recruitment:

For the revised rules and regulations on overseas employment of land-based workers:

For the labor code of the Philippines discussing the provisions on overseas employment:

For the migrant workers and overseas Filipino act of 1995:

Got questions or concerns regarding a particular recruitment agency in the Philippines?
Visit the POEA website at:

Email POEA at:

Visit POEA at their address:

  • Philippine Overseas Employment AdministrationEDSA corner Ortigas Ave.,
    Mandaluyong City, Philippines    POEA 24-hour hotlines : 722-1144 or at 722-1155
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31.7.14
Filipino workers can work abroad through direct hiring by foreign employers or by applying to a POEA licensed Philippine recruitment agencies. Our guide below outlines the important information you need to know.



Working Abroad thru Philippine Recruitment Agencies

Foreign Placement Agency refers to a foreign principal indirectly engaging the services of Overseas Filipino Workers or OFWs.

Private Employment Agency refers to any person, partnership or corporation engaged in the recruitment and placement of workers for a fee, which is charged, directly or indirectly, from the workers or employers or both.

If the job you are applying for was posted by a recruitment agency (either a foreign placement agency or a local employment agency); verify, first, to make sure the agent you are dealing with is authorized or licensed by POEA (Philippine Overseas Employment Administration) and has the proper job order and the person transacting business with you is legitimately connected with the licensed agency. You should apply only at the registered office of the recruitment agency. If the recruitment is conducted outside the registered office address, verify if it has a provincial recruitment authority issued by POEA or has been allowed to conduct recruitment activity outside their office. Ask for a copy of employment contract and study the terms and conditions. Do not pay the any fee unless you have been hired and signed the employment contract. Always ask for a receipt corresponding to any payment

Agencies shall charge from their principals a service fee to cover services rendered in the recruitment, documentation and placement of workers.

Documentation costs to be paid by the worker shall include, but not limited to, the following:
a. Passport
b. NBI/Police/Barangay Clearance
c. Authentication
d. Birth Certificate
e. Medicare
f. Trade Test, if necessary
g. Inoculation, when required by host country
h. Medical Examination fees

In the event that the recruitment agency agrees to perform documentation services, the worker shall pay only the actual cost of the document which shall be covered by official receipts.

These are the only authorized payments that may be collected from a hired worker. No other charges in whatever form, manner or purpose, shall be imposed on and be paid by the worker without prior approval of the POEA.

Direct Hire

Direct or Name hires are Filipino workers who are able to secure an overseas employment opportunity with an employer without the assistance or participation of any agency. They may have been directly contacted by a foreign employer by referral or have directly applied to their company.

Although your future employer would take care of your requirements (plane ticket, work visa, etc.), you must still have certain documents processed at POEA (Philippine Overseas Employment Administration).

The requirements are the following: passport, work visa or work permit, employment contract verified or authenticated by the Philippine embassy or Philippine consulate in the country of your destination. You are also required to undergo a medical examination by a DOH-accredited clinic or hospital and a pre-departure orientation seminar (PDOS).

Fees and Costs
POEA Processing Fee - US$100 or its peso equivalent
OWWA membership fee - US$25 or its peso equivalent
OWWA Medicare - Php900.00

Required Documents
You shall be issued an Overseas Employment Certificate (OEC), which serves as the OFW travel exit clearance at the airport and immigration counters. The OEC is also an exemption for OFWs from payment of travel tax and airport terminal fees. You shall likewise get a free OFW electron ID card or e-Card, which is your permanent identification card to facilitate your departure and access to services as OFW.
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31.7.14
The new labor policy in the Kingdom of Saudi Arabia (KSA) that would prioritize the hiring of Saudi nationals is a hot issue nowadays as overseas Filipino workers (OFWs) in Saudi Arabia and their families are worried about the possibility of losing their jobs. There are about 1.2 million Filipinos working and living in Saudi Arabia.

The new Saudization law or Nitaqat system will require Saudi companies to allot a number of their job positions to Saudi citizens. Saudi workers will be categorized to determine the number of Saudi workers they need to hire. The categorization of companies is expected to be completed next month.

However, the chief of the Philippine Overseas Employment Administration (POEA), Carlos Cao Jr. said during a press conference that the Saudization will not be fully implemented yet. He said, “Saudization" — a nationalization-related labor policy that directs companies to prioritize Saudi nationals in employment — will not be implemented “drastically" and “on a full scale."

Cao added, “If they move on a full-scale implementation, how can they send home the big number of migrant workers there?"

The POEA described the Saudization policy as a “a complex and complicated policy," which will be implemented in a “gradual and calibrated" manner.

Advise to OFWs in Saudi Arabia
Meanwhile, the head of Filipino Migrant Workers Group, Francisco Aguilar Jr. said that OFWs in Saudi Arabia should check the category of their company so they can prepare if ever they need to return to the Philippines.

Aguilar who used to be a contract worker in Saudi Arabia said, “We advise them to determine if their company is in the yellow and red categories. If so, they can scout for other companies, which are in the green and platinum [blue] categories."

He added, “It will bring no harm to them for it is clear in the Nitaqat system that those in the green and blue [categories] can get workers from the yellow and red category, even without the [no objection certificate]."

Other Options for OFWs to Be Affected by Saudization
The Philippine government is prepared to give assistance to OFWs in Saudi Arabioa that may be displaced. According to Nicon Fameronag, Department of Labor and Employment communications director, the government is ready to provide reintegration assistance to returning OFWs.

The POEA chief on the other hand, suggested alternative destinations for OFWs such as Guam, Australia, and Canada.
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