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Archive for the ‘OFW Warnings’ Category

May
28
2015

Employment Contract Replacement, A Threat to OFWs

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Overseas Filipino workers or OFWs are advised to be aware of employment contract substitution that is becoming a normal scenario for Filipinos who are to work abroad.

 

The Philippine government is taking up all measures to ensure the safety and welfare of OFWs in foreign countries by creating a standard employment contract. The standard employment contract stipulates various terms and conditions to be agreed upon by the hired OFW and the foreign employer.

 

Informations like job position, contract duration, salary rates, benefits, overtime pay, just causes for termination and other important matters should be included in an OFWs employment contract.

 

Most OFWs in Saudi Arabia and other Middle East countries encounter this replacement of employment contract. Upon arrival in the kingdom, OFWs are once again asked to sign a new contract which has a big difference from what they’ve signed before.

 

Contract substitution is one of the most common problems of OFWs and it usually leaves them underpaid and with extended contract duration. This will also be a mean for foreign employers to abuse and violate OFWs abroad.

 

OFWs should seek first the assistance of the Philippine Embassy in such cases of employment contract substitution.

 

OFWs in Riyadh, Here is Where You Can Seek Help

Where OFWs in UAE Can Seek Help

Related article:

What OFWs Ought to Know About the Employment Contract

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May
22
2015

OFW Guide: Avoid Investment Scams

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How To Avoid Investment Scam

Check the authenticity of the company or the recruiter-  If  the company or the group cannot present authentication from SEC or the Bureau of Internal Revenues (BIR), they are most likely illegal.

Check the product and the services- The product and services of a company is legalized and authenticated by the Department of Trade and Industry (DTI), Bureau of Food and Drugs (BFAD) and SEC. You can also try the product for yourself if it is real or fake.

Do not give your trust easily- Do not give your trust easily and make your own research before you give money. Also, to make sure that it is not a scam, inquire if you can visit the company and try their products to ensure their authenticity.

Observe- Observe the way they talk and their business proposals. The way they converse and their body contact can give you a hint if a person is sincere or just letting you bite their offer.

Be suspicious of e-mail and text alerts- Oftentimes, you receive spam alert through your email that asks you to join a group. You can also receive text messages saying that you won in a certain contest or if you can join them in their lucrative business offer.

Be wise and don’t be a victim of different scams targeting OFWs.

Read more information about Scam Alert for OFWs.

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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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