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Archive for the ‘Laws and Immigration’ Category

May
21
2015

Scam Alert: Rampant Fake Job Offers to Canada

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POEA Admin Hans Leo Cacdac warned Filipino applicants to be wary of the fake job offers that are circulating right now. On his Facebook post, Admin Cacdac stated:

“Mag-ingat po sa email na kumakalat na nag-aalok daw ng trabaho sa Shriners Hospital for Children sa Montreal, Quebec, Canada. Heto ang mga elemento ng peke o bogus na modus operandi:

  • Ang nagpadala ng email ay tila taga Shriners Hospital for Children (kennethguidera@shrinershopsitalsforchildren.info);
  • Recruitment kuno ng caregivers, nurse aides, midwives, therapists — graduate or undergraduate, with or without PRC license daw; illegal
  • No experience required kuno, no examinations required kuno, no placement fee kuno;
  • May seminar na kailangang puntahan at bayaran ng P3,760;
  • May recruitment agency daw na pinangalanan, pero sa huli ay direct hiring or name hiring arrangement naman daw;
  • Padala daw ng resume o bio-data sa isang email address; at
  • Kailangan daw magmadali kasi “first pay, first reserve basis”.

 

HETO NAMAN PO ANG MGA ELEMENTO KAYA’T HINDI DAPAT PATULAN ITO:

  1. NANININGIL NG PERA.
  2. NAGMAMADALI.
  3. PURO MINATAMIS NA PANG-AKIT (NO PLACEMENT FEE, NO PRC LICENSE. NO EXAMS, ETC.).
  4. MAY LICENSED RECRUITER DAW, PERO DIRECT HIRING NAMAN.
  5. HINDI HO ESTILO O SISTE NG FOREIGN EMPLOYER, LALO NA SA CANADA, NA SUMULAT NG EMAIL.

HUWAG NA HUWAG HONG PATULAN ITO. MAGING MATALINO, HUWAG MAGPALOKO!

 

Hindi nagkukulang ng paalala ang mga authorities ukol sa mga illegal recruiters. We also have the responsibility to protect ourselves from these dangerous elements. Sino nga ba namang gustong maloko? We just have to be curious and be aware para hindi tayo mabiktima. Agree or not?

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May
18
2015

Different Job Title in Working Visa

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This is a common scenario. Most applicants and OFWs encountered this dilemma.

On Ofwguideforum.com, one of the forumers asked:

“Mga kabayan, ask lang po kung ok lang ba na ang visa na papagamit sakin ay ADMIN which is ang dapat na nakalagay ay FACILITIES TECHNICIAN, sa Qatar po ang alis ko. Nagwo-worry lang po kasi ako. Andun po ba sa visa naka-declared po ba dun yung salary na ino-offfer po sa akin?”

 

And this is the answer given by one of the resident moderators:

“Common practice na sa Middle East ‘yung paggamit ng ibang visa category para lamang makaalis ang isang aplikante. To cut the story short, may quota kasi ang mga visas per job category. So, kapag nasa quota na ‘yung job category mo, hindi ka na maiissuehan ng visa hanggang sa mag-cut off ulit ang kanilang government. And the only solution para makaalis ka lang ay pagagamit sa ‘yo ang ibang visa category.

OK ba ito? Technically speaking, hindi. At pupuwede kang tumanggi kung hindi ka comfortable. ‘Yun nga lang, expect na made-delay ka or worst baka tuluyan nang di makaalis dahil ‘yung second selected applicant baka pumayag.

If ever na mag-agree ka, ang importante ay tama ‘yung position na nasa kontrata mo. At pagdating mo ng Qatar, ipapa-medical ka pa din naman para sa Iqama at working visa mo. This time, dapat tama na ‘yung work visa na ibibigay sa ‘yo.”

 

Makes sense, right? Want to learn and find answer to your overseas job application or OFW life? Join the forum at http://www.ofwguideforum.com now!

 

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May
11
2015

OFW Code of Discipline – Part 2

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OFW Code of Discipline:

Duty to the Country, Host Country, and to Employer

 

DUTY TO THE COUNTRY

DOs

  • Uphold the laws and interests of the Republic of the Philippines and to defend it, if warranted.
  • Abide by the rules and regulations aimed at promoting the worker’s interest and enhancing national gains.
  • Be an ambassador of goodwill, projecting the good in the Filipino.
  • Avoid wilful commission of punishable crime, causing to draw sensational public sympathy to put undue pressure to Philippine authorities to come to your rescue.

DON’Ts

  • Unduly put the Philippine Embassy, the Philippine Overseas Labor Officers and service attaché’ corps in a bad light.
  • Spread rumours and other forms of misinformation which could cause panic or threaten public interest.
  • Take sides and join civil conflicts at the country of work.
  • Disregard official travel and other precautionary advisories, especially during wars, conflicts and disasters posing threat to safety, life and property.

 

DUTY TO HOST COUNTRY

DOs

  • Respect the customs and traditions of the host country.
  • Respect and obey the laws of the host country.

 

DON’Ts

  • Commit felony such as murder or any other crime punishable by Philippine law and by their law.
  • Use, possess and/or sell prohibited drugs.
  • Gamble in countries prohibiting such activity.
  • Drink excessively especially in countries where alcoholic beverages are prohibited.
  • Smuggle or break customs regulations of the Philippines or of the host country.

 

DUTY TO EMPLOYER

DOs

  • Fulfil your duties and responsibilities provided in your employment contract.
  • Observe basic workplace decorum, code of ethics and company policy.
  • Handle company equipment and property with due diligence and care.

 

DON’Ts

  • Engage in other jobs which may jeopardize use of official work hours or draw conflict of interest.
  • Spend for personal use company’s funds or commit any form of theft/robbery and/or vandalism.

 

Being in a foreign land is challenging as one has to learn to adapt to its culture and laws. With this Code of Discipline that POEA created, may the Filipino workers find it easier to live and work abroad.

 

The OFW Code of Discipline: Duty to Oneself, Family and Fellow OFWs

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May
7
2015

The OFW Code of Discipline

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The OFW Code of Discipline:

Duty to Oneself, Family and Fellow OFWs

Many Filipinos opt to work in a foreign land for the sake of their loved ones’ betterment. This motivation is one of the reasons why the Philippine Overseas Employment Administration (POEA) created the OFW Code of Discipline.

 

The code encompasses what an OFW’s duties to himself, to his family, fellow OFWs, country of origin and destination, and to his employer are.

 

DUTY TO ONESELF

DOs

  • Assert the occupation, position and job scope to which you have been hired for.
  • Assert one’s entitlements to all wages, compensation, and benefits agreed upon in the employment contract.
  • Be professional; maintain self-respect, good image and track record.
  • Ensure personal health as well as psycho-social and economic well-being; be aware of one’s vulnerabilities to HIV/AIDS.
  • Be responsible for one’s safety and security at all times, including that of one’s belongings and personal property.
  • Notify the Philippine embassy or diplomatic mission of your presence in the country of work.

DON’TS

  • Engage in prostitution, drug trafficking, illegal recruitment, human smuggling and trafficking or other transnational crimes whether as principal party or accessory.
  • Possess deadly weapons, explosives and prohibited drugs, alcohol, pornographic or other contraband materials.
  • Solicit services of unauthorized manpower brokers and fixers for underground migration.
  • Don’t fall to “4D” jobs – dirty, dangerous, demeaning and (unreasonably) difficult.

 

DUTY TO FAMILY

DOs

  • Provide ample financial and moral support to your family in the Philippines.
  • Communicate with your family as often as you can and make your presence felt just as if you were around.
  • Provide them detailed information and documents about your overseas employment.
  • Be faithful to your spouse.

 DON’Ts

  • Abandon your family and refuse/discontinue support for the children.
  • Bring your family, especially young children, to hardship posts or countries where there is high risk to one’s welfare and security.

DUTY TO FELLOW OFWs

DOs

  • Assist and cooperate with other  OFWs working in the same site, especially in times of crisis.
  • Support OFW organizations of Filipino diaspora groups and contribute to their productive role.

DON’Ts

  • Degrade a colleague or put him/her in bad light in order to get a position/rank or other personal gains.
  • Act as an unofficial remittance courier for all its risks of loss or robbery or spend for personal use money entrusted by fellow workers.
  • Invent lies and allegations against fellow OFWs to have them deported, detained or to be under police surveillance.
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Apr
13
2015

Just Causes for Termination of Contract By the Employer

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The employment contract of an OFW may be terminated by his or her foreign employer prior to the completion of a two-year service due to any of the following reasons/causes:
  • serious misconduct
  • willful disobedience of employer’s lawful orders
  • habitual neglect of duties
  • absenteeism
  • Insubordination
  • Revealing secrets of establishment
  • Violating customs, traditions and laws of host country
  • Violating terms and conditions of the employment contract
If the employer decides to terminate the contract and services of the OFW employee, the OFW must shoulder costs of repatriation. However, due process must be observed and the OFW may have the chance to explain his side.

 

Be totally informed about your rights, learn more about this topic by reading OFWGuide: Valid Reasons Why a Work Contract Gets Terminated.

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