36 Employment Agencies With Cancelled Licenses, Offenses

The following employment agencies have been stripped off thier licenses by the Philippine Overseas Employment Administration for various offenses.

1. MARI HUMAN RESOURCES, INC. - Misrepresentation (3rd offense)
2. CHOSEN DIVINE MERCY MANPOWER SERVICES CORPORATION - Excessive collection of placement fees, Misrepresentation (3rd offense)
3. KOSEN INTERNATIONAL INC. - Misrepresentation (3rd offense) involving a domestic worker
4. AL-WALIH INTERNATIONAL MANPOWER SERVICES CO. - Misrepresentation (3rd offense) involving a worker bearing a false overseas employment certificate (OEC)
5. CHANCETEAM INTERNATIONAL SERVICES INC. - Misrepresentation (3rd offense) involving domestic worker with a cashier visa
6. TRANSWORTHY INTERNATIONAL MANPOWER CORPORATION - Misrepresentation (3rd offense) involving a domestic worker
7. PRESTIGE SEARCH INTERNATIONAL MANPOWER CORPORATIONC - Excessive placement fees
8. TCI RECRUITMENT CORPORATION - Illegal exactions involving a domestic worker
9. VALENTINO PROMOTION RECRUITMENT INTERNATIONAL AGENCY, INC. -  Illegal exactions involving a domestic worker
10. UNI-LINK OVERSEAS PLACEMENT AGENCY CORPORATION - Misrepresentation (3rd offense) involving domestic worker
11. MID-SOUTH SHIP AND CREW MANAGEMENT INC. - For charging or accepting directly or indirectly any amount of money from an applicant seafarer
12. WONDER STAR CORPORATION - Illigal exactions involving domestic worker
13. RAYSA INTERNATIONAL SMART EMPLOYEMENT SERVICES (RISES) CORPORATION -  Misrepresentation (3rd offense) involving a domestic worker
14. M.R. INTERNATIONAL MANPOWER SERVICES INC. (formerly M.R. INTERNATIONAL TALENT MANAGEMENT SERVICES) - Excessive placement fees
15. KIMOBO INTERNATIONAL PERSONNEL SERVICES INC. - Excessive placement fees
16. SPRING RESOURCES MANAGEMENT & PROMOTION INC. - Excessive placement fees
17. AL-MASIYA OVERSEAS PLACEMENT AGENCY INC. - Misrepresentation (3rd offense) involving workers with fake OWWA pre-departure training certificates
18. BEST ONE INTERNATIONAL SERVICES & CONSULTANCY INC. Illigal exactions and Misrepresentation (3rd offense) involving a domestic worker
19. ACCESGLOBAL INTERNATIONAL MANPOWER SERVICES INC. - Misrepresentation (3rd offense) in securing or renewal of license through falsification of job orders
20. GUTS INTERNATIONAL SERVICES CORPORATION - Excessive placement fees
21. MARIE GOLD INTERNATIONAL MANPOWER SERVICES - Misrepresetation (3rd offense)
22. WANDA RESOURCES AND MANPOWER SERVICES - Excessive placement fees 
23. LAM HEALTHCARE STAFFING CORPORATION - Misrepresentation (3rd offense) involving a domestic worker
24. FILSCANDIA MANPOWER RECRUITMENT SERVICES INC. - Misrepresentation (3rd offense) involving domestic worker with a physical fitness trainor visa
25. MMS ASIA GROUP RESOURCE CORPORATION - Misrepresentation (3rd offense) involving domestic worker processed as a saleslady
26. EFFICIENT INTERNATIONAL MANPOWER SERVICES INC. - Excessive placement fees and Misrepresentation (3rd offense)
27. STRONGHOLD MANPOWER INTERNATIONAL RECRUITMENT AGENCY CORPORATION - Misrepresentation (3rd offense) involving domestic worker 
28. EASYWAY INTERNATIONAL RECRUITMENT AGENCY CO. - Misrepresentation (3rd offense) involving domestic worker 
29. GREENGATE MANPOWER SERVICES CO. - Misrepresentation (3rd offense) involving domestic worker 
30. ZAREIKO PRODUCTIONS, INC. - Excessive placement fees
31. RILEY INTERNATIONAL EMPLOYMENT SERVICES - Misrepresentation (3rd offense)
32. SML HUMAN RESOURCES INC. - Illegal exactions involving domestic worker and Misrepresentation (3rd offense)
33. THE LAMPLIGHT INTERNATIONAL MANPOWER SERVICES - Excessive placement fees and Misrepresentation (3rd offense)
34. MAYAN INTERNATIONAL STAFFING AGENCY, INC. - Illigal exactions and Misrepresentation (3rd offense) involving caregiver
35. ELBEITAM MANAGEMENT SERVICES, INC. - Misrepresentation (3rd offense)
36. AL-NIEL INTERATIONAL RECRUITMENT - Misrepresentation (3rd offense)

How OFWs can get NBI clearance abroad

Filipinos who want to work abroad needs to submit documents on a licensed recruitment agency. These documents include curriculum vitae, diplomas, transcript of records, police clearance, certificate of trainings and NBI clearance. All of which should be authenticated.

Among these documents, the NBI clearance expires yearly and so an overseas Filipino worker or OFW should renew it. But it would be a hassle if you are working abroad. So, how would you get one since it has to be obtain personally for security purposes?

OFWs can obtain their NBI clearance by following the steps below:

1. The OFW should secure NBI Clearance Application Form (NBI Form No.5) from the Philippine Embassy/Consulate in the country where you currently are.
2. Fill out the form and go to the Embassy/Consulate or nearest police station for fingerprinting, which should be rolled impressions. The one who took the fingerprint impression must sign on the form.
3. OFWs must attached a 2×2 picture in a white background, taken within three (3) months prior to application, photocopy of passport and other valid identification card/s.
4. Other than the instructions above, OFWs are also required to register online at www.nbi-clearance.com. An applicant is required to sign-up and or sign-in to apply for clearance where a reference number will appear on the screen. The OFW must copy this reference number which will serve as the NBI's code in the retrieval of the applicant's data and status of application.
5. Enclose money order or bank draft in the amount of two hundred pesos (P200.00), Philippine currency, negotiable in the Philippines, payable to the NBI Director. Cash is also accepted equivalent to two hundred pesos (P200.00). Clearance fee is one hundred fifteen pesos (P115.00) and the remaining eighty-five pesos (P85.00) will be used to send clearance through the Philippine Post.
6. OFWs should send completed application form to: Ms. Sandra P. Sobida, Mailed Clearance Section, 3rd floor, NBI Clearance Bldg., UN Avenue, Ermita, Manila, Philippines. Ms. Sobida can also be reached at (+632) 523 8231 local 5465.
7. Processing time for applications will take a maximum of five (5) days upon receipt of documents.
8. If the OFW would let a relative to submit the documents, a Letter of Authorization should be provided.

SSS Housing Loan for OFW

SSS Housing Loan for OFW

Overseas Filipino Workers (OFW) is entitled to be an SSS member and has the privilege to avail the Direct Housing Loan Facility which aims to provide socialized and low-cost housing.

This SSS housing loan for OFW can help guide you with the following procedures.

SSS defines an OFW as a private sector worker who is:

• currently deployed with a contract processed through the POEA or authenticated by the Embassy abroad 
• with employment contract awaiting renewal/deployment 
• a Filipino national but who is now a citizen or immigrant of a foreign countries but is interested in buying a housing unit for his family who is still in the country.
• a long-term resident overseas Filipinos who wish to avail of housing package either for themselves when they retire or when they visit the Philippines and/or for their extended families.

OFWs who fit under these conditions should also be a member of SSS to be able to apply for a housing loan. The OFW must meet the following requirements:

• Member should be a certified Overseas Filipino Workers 
• A voluntary OFW member of SSS
• Has at least 36 months contribution and 24 continues contribution in the period prior to the application 
• The OFW is not more than 60 years old at the time of application and must be insurable. Members who are aged 60 years at the time of application will have a maximum loan term of 5 years.
• OFW was not previously granted an SSS housing loan.
• Has not been granted a final SSS benefits.
• OFW borrower and spouse is updated in the payment of their SSS loan(s), if any

The housing loan applied for will be approved after meticulous screening and if the purpose is:

• construction of a new house or dwelling unit on a lot owned by the applicant free from lien/encumbrances 
• purchase of a lot and construction thereon of a new house or dwelling unit 
• purchase on existing residential unit which may be a house and lot, a condominium unit or a townhouse .

Upon completion of the needed documents, an OFW may file the housing loan application at the nearest SSS cluster branch or at the Housing and Business Loan Department, 5th floor, SSS Bldg., East Avenue, Diliman, Quezon City.

How OFWs can apply for SSS Housing Loan

How OFWs can apply for SSS Housing Loan

Overseas Filipino who are members of Social Security System (SSS) may apply for housing loan.
Once the OFW has checked that he or she is an eligible member of SSS, the following documents should be prepared before filing the application.

Original copy of:

• Mortgagor's Application for Housing Loan with 1×1 ID pictures of Principal Applicant and Spouse
• Certificate of Loan Eligibility (CLE) -P100 service fee 
• Certification from POEA/DOLE/OWWA/SSS Foreign Representative Office or Philippine Embassy/Consular Office 
• Deed of Sale or Contract of Sale with statement of latest balance for purchase of lot or house and lot
• Appraisal Report from Home Guaranty Corporation accredited appraisal companies 
• Certificate of Acceptance and Occupancy duly signed by the borrower if house is 100% complete at the time of loan filing 
• Duly notarized Special Power of Attorney (if filing is through a representative)

Original and photocopy of:

• Latest Contract of Employment and latest Employer's Certification duly authenticated by the Philippine Consulate 
• Owner's copy of the Transfer Certificate Title (TCT)/Original Certificate Title (OCT)/Condominium Certificate of Title (CCT)
• Certificate true copy of TCT/OCT/CCT issued by the Register of Deeds
• Latest Property Tax Declaration and Realty Tax Receipt 

Other documents:

• Lot plan with vicinity map duly signed and sealed by the Registered Surveyor or Geodetic Engineer (Blue Print)
• Building plans/specification/picture of the house (Blue Print)
• A set of twelve (12) postdated checks covering twelve (12) monthly installments and shall be repeated every twelve (12) months thereafter until the loan is fully paid 
• Tax Mapping/Subdivision Plan
• Affidavit of Undertaking to continue paying monthly SSS premium contribution for the duration of housing loan 

Upon completion of the above-mentioned documents needed for SSS Housing loan application, the OFW may then proceed the nearest SSS cluster branch or at the Housing and Business Loans Department, 5th floor, SSS Bldg., East Avenue, Diliman, Quezon City for filing.

What is Huroob?

Huroob is Arabic word which means escape or absconder or run away (Absent from Work).
As per Saudi Labor Law, employer has to report to passport authorities, If his employee (Saudi Expatriate) is absent from work for a special period of time to declare him as Huroob (Absconder or Escape or Run Away).

When this happens, the Expatriate employee is considered a criminal and can be arrested and jailed and then deported. Any Expatriate who gets reported as Huroob Iqama/Muqeem ID will be cancelled, illegal for him to stay in the Kingdom of Saudi Arabia, benefits and rights of legal employee will be cancelled, leave the Kingdom through deportation, 5 years ban from entering into the Kingdom.

If the employer failed to report the absence of employee, He (Sponsor or Employer) will be finalized as it is mandatory in Saudi Labor Law. The punishment to sponsor for non reporting about runaway employee is 5000SR for first time, 10,000 for second time and 15,000 for third time including one month imprisonment.

Runaway employee shall be deported at employer's expenses or if he was working for his own he shall be deported on his own expenses. Sometimes employers my misused Huroob provision, if an employee is going to approach against employer in labor court for any causes like mistreatment, non payment of salary or any other cases.

According to Saudi Labor Law, "An employer may not terminate the employee contract without an award, advance notice or indemnity except in a few cases, and provided that he gives the worker a chance to state his reasons for objecting the termination".
Thanks SAUDI-EXPATRIATES Read more: here>>>>>>

WORK SCHEDULE OF SSS OFFICE, JEDDAH, KSA

The Philippine Consulate General in Jeddah, Saudi Arabia would like to inform the Overseas Filipino Workers (OFW) and all Filipinos that the Social Security System (SSS) representative will be on annual vacation from October 9 to November 8, 2016.

Miss Argentina Y. Coronel will temporarily manage the SSS office on the said dates from 8 am to 12 noon only, to assist and service those with business transactions. Coronel may be reached through her number 0532358056 or email ups_thina@yahoo.com for concerns and important matters.

PCGJeddah moved to new location

The Philippine Consulate General in Jeddah, Saudi Arabia has been move into a new location.

OFWs who will have transactions with the Consulate must now proceed to its new address at Building No. 4663,  Fajer Street, Al Rehab District 6, Jeddah,  Saudi Arabia.

PCG Jeddah will no longer hold business matters in its old office at Umm Al Qura Street, Rehab District.

The Consulate offers services to OFWs like passport issuance and renewal, visa application, civil registry (birth,  marriage, death), notarial,  police clearance etc. It also give assistance to Filipinos in Jeddah for repatriation, labor cases against employer and more.


Below is a map that will guide OFWs to the new location of the Consulate.

What are Allowed in Balikbayan Boxes?

Just few months before Christmas comes,  most of us OFWs in Saudi Arabia,  United Arab Emirates, Europe, United States and Singapore are getting to fill our Balikbayan boxes for our families in Philippines. It's our evidence of being hardwork and sacrifices for our family.
Unfurtunetly, some of us are experienced tampered or half opened  boxes when delivered to our families. Some boxes are even failed to reach the intended receiver.

To avoid this happening,  before we fill the Balikbayan box we must know first what should not be included in the package.

Here are the list of items we must not put in our box,  as ordered by the Department of Trade  and Industry (DTI).

1. Currencies,  checks, money orders and traveler's checks 
2. Jewelries 
3. Firearms, ammunitions, and explosives
4. Prohibited drugs and other subtances
5. Pornographic materials, gambling cards and toy guns 
6. Pirated products like DVD, CD
7. Items that are of commercial quantity 
8. Plant seeds and plant materials
9. Any food stuff that are not in cans, sealed packages or bottles 

We must remember these lists of items not to send through Balikbayan boxes or it will placed on hold by the Bureau of Customs on which they may face charges against violations.


Additional LIST OF PROHIBITED AND RESTRICTED ITEMS IN BALIKBAYAN BOX as per Bureau of Customs

IMAGE COURTESY OF LBC EXPRESS

DOLE 24/7 Hotline 1349

DOLE Launched 24/7 Hotline 1349
for Local and Overseas Work-Ralated Concerns and Inquiries


The Department of Labor and Employment launched the 24/7 Hotline 1349 for local and overseas work-related concerns and inquiries.


The DOLE 24/7 Hotline will be managed by its Labor Communication Office with 10 call centers and operate in shifts from 6-2pm, 2-10pm, 10-6am.

Filipinos calling DOLE's 24/7 Hotline abroad won't pay anything; DOLE will collect charges.

No OEC for Qualified Balik-Manggagawa OFWs

No OEC for Qualified Balik-Manggagawa OFWs

Balik,manggagawa Overseas Filipino Workers (OFW) will soon be exempted from the overseas employment certificate or OEC requirement.

Department of Labor and Employment Secretary Silvestre Bello III announced a group of OFWs will be the first to try the no OEC policy for balik-manggagawa starting tomorrow September 15, 2016.

The signed Philippine Overseas Employment Administration (POEA) Governing Board Resolution No. 12, Series of 2016 will waive the OFWs OEC requirement if they are:
(1) Returning to the same employer and job site and listed in the POEA's database of OFWs
(2) Hired through POEA's Government  Placement Branch.

An OFW balik-manggagawa shall register at bmonline.ph and encode personal and employment details before their departure date to validate if they are exempted from obtaining OEC. The OFWs updated profile will be forwarded to the Bureau of Immigration to serve as basis for clearance to exit the country without of processing fees.

For OFWs who will go to the airport failing to register first to BM Online System will be referred by the Bureau of Immigration to the POEA's Labor Assistance Counter (LAC) for evaluation and determine if the worker may be cleared for departure or needs to further complete their travel documents.

The resolution is issued following the order of President Duterte to streamline processes in the deployment of OFWs, to afford them facility and ease in transaction before government offices. POEA is already implementing Balik-Manggagawa Online Processing System which has eliminated the long lines at its offices but still needs to improve system for OFWs who are returning to the same employer and job site.

Probation Period Under Saudi Labor Law

Probation Period Under Latest Saudi Labor Law


This article is important for every expatriates and fellow OFW working in Saudi Arabia. Every country has its own labor law which will guide both parties 'Employer and Employee' to stick on it in any situations.

Article (53) in Latest Saudi Labor Law:

- If an employee is subject to probation period, the fact should be explicitly state and mention clearly with in the employment contract, It should be not exceed in 90 days.

-In case both parties agreed in documents, the 90 days probation period can be extendable for another 90 days a total of 180 days (As per 38 Amendments of Saudi Labor Law ) enclusive sick leaves and Eid-Adha, Eid al-Fitr holidays.

Article (54) in Latest Saudi Labor Law:

-An employee should not be placed on probation period more than once by the same employer.

-As an exception to the above rule, An employee may, however and with the approval of the contract parties, be subject to another probation period of not more than 90 days on the condition that this period is for another work or profession.

-If the contract is terminated during the probation period, neither party shall be entitled to compensation nor shall an employee be entitled to End of Service Award.

-As per amended lasbor law, An employee can be placed on additional probation period with both parties agreed on a document, If the relationship between both parties has expired for a period of 6 or more months.

Related Articles : Vacations and Leaves in Saudi Arabia,  Working Hours,  Overtime

Requirements for Renewal of MRP or Green Passport

Philippine Consulate General Jeddah

Renewal of MRP or Green Passport for the Overseas Filipino Workers (OFW) and all Pilipinos will only be processed by the PCG in Jeddah upon submission of the following documents:

1. Actual Green Passport
2. Birth Certificate issued by the Philippine Statistics Authority (NSO)
3. At least one (1) valid identification document (SSS ID, Philippine Driver's License, Voter's ID, PRC ID, etc. )

Othet support documents as necessary (i.e. Authenticated Marriage Certificate if married and using married surname).

How to Update PhilHealth Member Data Record

Overseas Filipino Workers (OFW) are recomended to be member of PhilHealth to avail benefits entitled for them. OFWs pay an amount of P2,400.00 per year as their premium contribution so they can avail of PhilHealth benefits for hospital confinements and surgeries.

To be able to enjoy these benefits, any changes in the OFW membership data record should be updated at once (i.e. civil status etc.) to avoid any inconvenience.

OFWs should follow the steps below to update their PhilHealth member data record:

1. Download the PhilHealth Member Registration Form.
2. Check the box 'For Updating'  found on the upper right-hand side of the form.

3. Fill the part where the necessary revisions should be. Double-check the information you are to provide.
4. After filling up, email the accomplished form to ofp@philhealth.gov.ph

5. Wait for an emailed copy of your updated Member Data Record.


OFWs can pay their contribution in advance for five years or depends on the duration of the employment contract with their overseas employer.

DISCLOSURE POLICY

DISCLOSURE POLICY

 This policy is valid from 12 September 2016 This blog is a personal blog written and edited by me. This blog does not accept any form of cash advertising, sponsorship, or paid topic insertions. However, we will and do accept and keep free products, services, travel, event tickets, and other forms of compensation from companies and organizations. The compensation received will never influence the content, topics or posts made in this blog. All advertising is in the form of advertisements generated by a third party ad network. Those advertisements will be identified as paid advertisements. The owner(s) of this blog is compensated to provide opinion on products, services, websites and various other topics. Even though the owner(s) of this blog receives compensation for our posts or advertisements, we always give our honest opinions, findings, beliefs, or experiences on those topics or products. The views and opinions expressed on this blog are purely the bloggers' own. Any product claim, statistic, quote or other representation about a product or service should be verified with the manufacturer, provider or party in question. This blog does not contain any content which might present a conflict of interest. To get your own policy, go to http://www.disclosurepolicy.org

  DISCLAIMER

 Some pictures, images, and videos on this blog were taken and downloaded free from google/bing/yahoo/youtube to support my posts and also for propagation with a good cause. I have no intention to own them. If you own rights on some of the images which offended you, just leave a message on the posted work. I’ll humbly remove it to respect your properties. This is my personal blog containing my mind’s art works from my own observations and personal experiences. Some are highly opinionated ideas. But don’t mind them, they are solely my own opinion. Most people have different prospective too. My opinions don’t reflect the opinion of my families, other expatriates, my nationality, and my race. Despite the fact that this is a personal blog, some public or government related announcements or circulations are also posted. This is to help my fellow expats & nationality, spreading the news for awareness. I’m not liable for any changes in contents or accuracy of the posted facts. My opinions, tips, and recommendations should not be treated as absolute. Though, it's informative and helpful but certain conditions might not be applicable to you. Therefore, this blog is not responsible for any misfortune, in any case.

Privacy Policy

This blog does not share personal information with third parties nor do we store any information about your visit to this blog other than to analyze and optimize your content and reading experience through the use of cookies.

You can turn off the use of cookies at anytime by changing your specific browser settings.
We are not responsible for republished content of this blog on other blogs or websites without our permission.

Links to Other Websites

Our website may contain links to other websites. You understand that these websites are not under our control and are not subject to our Privacy Policy. These websites will likely have their own privacy policies. We have no responsibility for these websites and provide links to these websites solely at your own risk. It is your responsibility to check the privacy policies of these websites to see how they treat your personal information.

This privacy policy is subject to change without notice and was last updated on September 12, 2016.
If you have any questions feel free to contact me directly here: jay.orongan81@yahoo.com

Sponsorship Transfer

Job Change or Sponsorship Transfer or Tanazul If you are on Company visa:


Saudi Arabia has been the best place for employment to expatriates whether they are new visitor or experienced. But, changing job or Naqal Kafala or transferring your Sponsorship (Tanazul) from one company to another company in Saudi Arabia is very difficult. However there are only two ways to do a job change or Tanazul for those who are on  company visa.

First way is go for final exit and come with new visa.
Second way is transfer your Sponsorship to another company, If your employer agree (rarely possible). Employer never agrees transferring you to another company as it is hard and lengthy process to get new visa.

Sponsorship Under Red Category:


If your company is in red, You can get easily transfer to another company without revealing your first company. You can check your company category by following this link "Nitaqat Color Category".


Job Change on Own (Paid or Azad) Visa:


If you are on your own visa (Azad visa) then you can switch easily from one company to another company without transferring Sponsorship to one company, Azad visa is no more entertained in Saudi Arabia and treated as illegal if they caught.


Things to Do Before  Changing Sponsorship (Naqal Kafala) :

1. Read your current company contract, terms and  conditions.
2. Assure you got offer or request letter from new employer requesting transfer.
3. Always be pleasing and kind to current sponsor (employer), satisfy him (else he have right to complain on you).

Things not to Do Before Changing Sponsorship (Naqal Kafala) : 

1. Do not reveal your mind planning to any of your colleague or employer.
2. Do not think of Exit/ Re-Entry visa.

Saudi Arabia Labor Law 2015 38 Amendments

Saudi Arabia Labor Law
38 Amendments 2015


Labor Ministry and the Council of Ministers approved 38 amendments updates in new Saudi Arabia Labor Law on March 2015, Which is affected after 6 months of approval, that is from October 2015.
The major updates of these 38 amendments are as follows.

1. Training for Saudi's : A company with 50 or more employees must train 12% Saudis and take them as original employees. Earlier it was 6% and It is stated in Article (43) of Saudi Labor Law.
You can also see this article " Nitaqat Categories".


2. Probationary Period : 90 days probation period can be extended by additional 90 days (But not more than 180 days, Earlier it was only 90 days). If both parties agreed for that period. An employee in one organization can go on probation period only once, Unless the job is separate from the earlier one or when worker left and returned back organization.

3. Fixed  Contracts : For Saudi Nationals, If the employment fixed contract is extended for 4 years (successfully renewed 3 times) then it will become unlimited contract. Earlier it was 3 years (renewed 2 times). It is as per Article (55) in Arabic contract of Saudi Labor Law.

4. Absent From Work : As per Article (80) in Saudi Labor Law, Employee absence from work without valid reason for more than 20 days or 10 consecutive days are increased to 30 days or 15 consecutive days are subject to termination without any salary.

5. Termination Notice : Expanded notice periods for termination of unlimited contracts from 30 days to 60 days for monthly payable employees and 15 days to 30 days for hourly payable employees.
Referring Article (75) in 38 new amendments of Saudi Labor Law.

6. Leaves : Increased in Short term leaves of Article (113) in Saudi Labor Law 2015.
- Marriage Leave is increased from 3 days to 5 days.
- Paternity Leave is increased from 1 day to 3 days.
- Bereavement Leave is increased from 3 days to 5 days.
- Muslim women will get 4 months 10 days leave in case of husband dies or divorce. For Non Muslim women she is entitled for 15 days leave with full pay. As mentioned in Article(160).

7. Maternity Leave : 10 weeks maternity leave for women with full pay starting 4 weeks before delivery, Additional 1 month leave with out pay. As mentioned in Article (151, 152).
Similar article " Vacation & Leaves in Saudi Labor Law".

8. Transfer of Employee : The employer must get written permission of employee before transferring from one place to other. In emergency situations employer can transfer employee to other place not more than 30 days in a year.

9. Employment Certificate : Article (64) New Saudi Arabia Labor Law, The employer must provide a certificate of employment at the end of the contract. Certificate should not include anything that harm the reputation of the employee.

10. Working Hours : An employee should not stay at workplace more than 12 hours per day, No more than 5 consecutive hours work without a break, Break should be attacked least half an hour every day for prayer and lunch. You can also read this article "Working Hours as per Labor Law".

11. Work Injuries : As per Article (137), An employee who met with work injury is entitled to full pay of 2 months (Earlier it was 1 month) amount compensation and thereafter 75% pay till the treatment which can be up to 1 year, where upon he shall classified as disabled and eligible for compensation.

12. Wage Protection System : As in Article (90.2), Currently KSA is implementing Wage Protection System where companies are required to deposit salaries into a bank account for each employee. As of now, WPS is on 8th stage which is applicable to firms with 130 or more employees, It started with largest firms with 3000 or more employees.

Be Work-Abroad Ready, Take the PEOS Online Now

Be Work-Abroad Ready, Take the PEOS Online Now 

Are you planning to work abroad? Prepare and be work-abroad ready by taking the Pre-Employment Orientation Seminar or PEOS.



This comprehensive module is provided by the Philippine Overseas Employment Administration (POEA) for free to help Filipinos decide whether or not to pursue overseas employment. PEOS Online has been made desktop and mobile-friendly so anyone can take it anytime anywhere, as long as there is a strong internet connection. To make it more accessible, POEA offices and some license agencies have facilities to accommodate those who wish to take it.


How to take PEOS Online


Here are the step-by-step instructions to help you complete this module:

1. Go to www.peos.poea.gov.ph and choose which training module is right for you. You may select from any of the following existing modules:                                                                                       *PEOS Online for Professional and Skilled Workers;and                                                                       *PEOS Online for Domestic Workers
2. Fill out the form to register.
3. Read the modules and answer all the questions after each module. You need to get at least three correct answers to proceed to the next module.
4. If you choose to take the PEOS Online for Domestic Workers, proceed to Part 2 after passing all 7 modules in Part 1. Select your desired country of destination and answer all the questions.

After passing all the learning modules, You can now print your certificate or take note of your certificate number. You will be ask to present this during your application.

You may also refer to the animated illustration below:

Taking the PEOS Online have been made mandatory for all first-time overseas workers since June 2016. Aside from personal and travel documents, aspiring OFWs will be asked to present their PEOS Certificate number before they  can proceed with their job application.

Be a step closer to your dream job, take PEOS Online now.

Vacations and Leaves in KSA

Vacations and Leaves Policy 
In Saudi Labor Law

Annual Leave:

As per Saudi Labor Law, Employees are allowed to have Twenty One (21) days paid annual vacation. If your employer's employee contract is less than this, You can request it to increase to 21 days.

If you are with same employer since 5 years you are entitled for 30 days paid vacation. If your employer is not following this, He is violating Saudi Labor Law (Article 109.1). However you can apply for vacation only after completing 2 years of employment with your current sponsor.

Every employee in Saudi Arabia should avail for vacation leave during the years it is due. If employee does not do so, It's employer decision to give him leaves for future years or forfeit the benefit.


Sick Leave:


An employee whose sickness has been proven is allowed to take 4 months sick leave from sponsor (employer). As per this condition,
Employer cannot terminate him from his job or remove him from employee payroll. To apply this condition, Employee has to submit doctors certification stating the number of the days employee need to rest. Without doctor medical sick leave certificate, It is discretion of the employer. It is allowed to employee to add his annual vacation leave with the sick leaves. Implemented Yearly basis quota is as follows.

- First 30 Days, Fully Paid
-Next 60 Days, 3/4 of Total Wages
-Next 30 Days, Unpaid


Death in the Family:

As per Saudi Labor Law (Article 160), In case of death of wife or any other blood relation (Father or Mother or Sister or Brother or Daughter or Son) employees are entitled for 5 days paid leave (As per new amendments in SLL 2015, Earlier it was 3 days). For female employees, She is entitled for 4 months 10 days Iddah leave.

Hajj Leave:

If an employee is performing Hajj, He is allowed for 10 days paid vacation. As one can perform Hajj only once in 5 years with the same employer. Employee is required to complete 2 years with the same employer to avail this benefit.


Marriage Leave:


Employees can get 5 days (Updated October 2015, Earlier it was 3 days) paid leave for marriage, Once in her tenure with employer. Suppose, If you request for two weeks marriage leave. Five days will deduct from marriage leave and remaining from your annual leave.


Maternity Leave:


According to Saudi Labor Law (Article 151 to 156), A female employee is allowed 10 weeks vacation in case of delivery of child. Before delivery date, Four weeks for maternity vacation and 6 weeks vacation after delivery of child, which is fully paid. Probable delivery date shall be decided by the doctor in written statement. Employer cannot terminate her or remove her from payroll of company. She can also add annual leave to the maternity leave if she wants, She can add extra one month leave which is unpaid, After 10 weeks of vacation. Employer should provide her one hour extra rest compare to other staff to feed her  baby.

These vacations may or may not be fully paid. Decision is on number of years she worked with company quota as follows.

- Fully Paid, 3 Years or More
- Half Paid, 1 Year or More
- Unpaid, Less than 1 Year

Male employees can also avail of 1 day paid leave to attend to newborn  child.


Eid-Ul-Fitr & Eid-Ul-Adha:


According to Saudi Labor Law (Article 112), Employees are allowed to have 4 days paid vacation, From 30th of Ramadan for Eid-ul-Fitr. And another 4 days paid vacation, From 9th of Zil Hajj for Eid-ul-Adha.


National Day:


Saudi Arabia National Day is on 23rd of September. All employees are granted one day paid holiday for National Day of Kingdom of Saudi Arabia.


Note for Domestic Workers: Above mentioned leaves are not applied for Visas sponsored by Individual Saudis to work at home, Household Workers and Drivers. Domestic workers are entitled one month paid leave for 2 years and one day off every week.

OVERTIME LABOUR LAW IN SAUDI ARABIA

Overtime Labour Law

1. Employer shall pay the employee or workman overtime hours equal to hourly rate plus 50% of his basic pay.
2. If the establishment or company is operating on the basis of weekly working hours, then additional hours to 48 hours is treated as overtime.

Official holidays and Eid's working hours shall be considered in overtime hours.

Overtime Exception:

1. Overtime hours is an exception to the employees or persons who is high ranking positions of management or who have authority over workers or employees.
2. Guards and janitors, excluding civil security guards.
3. Supplement works or preparatory which must be completed before commencement of work or after commencement of work.

Work that is intermittent by necessity.


Overtime Calculation:



Overtime rate per hour = Hourly wage x 1.5

Hourly Wage = Daily Wage / 8

Daily Wage = Monthly Basic Salary / 30

Annual Basic Salary = Monthly Basic Salary x 12


Example of  Overtime Circulation:

If Monthly Basic Salary is 3000

Daily Wage = 3000 / 30 = 100 SR

Hourly Wage = 100 / 8 = 12.50 SR

Working Hours Under Saudi Labor Law

 WORKING HOURS IN SAUDI LABOR LAW

As per article (98) in Saudi Labor Law. An employee or worker in Saudi Arabia should not work more than 8 hours in a single day, If the employer decided to re adjust the working hours due to any reason then it should not exceed more than 48 hours in a week. Similarly in Ramadan month working hours for Muslims should not axceed 6 hours in a single day or 36 hours in a week.


If you refer article (99) in Saudi Labor Law, It is mentioned that working hours can be raised to 9 hours in a single day for few workmen or employees in certain operations and industries, If the worker is not working continuously. Similarly working hours can be reduced to 7 hours for a few workmen or employees in a certain industries or operations of a harmful nature. The categories of employees or workmen in a few operations or industries shall be determined by Minister's decision.

As mentioned in article (100) of Saudi Labor Law, Employer may seek Minister's approval, If the work is in shift operations and the employer is increasing working hours more than 8 hours in a single day or 48 hours in a week on a  condition that average working hours in 3 weeks should not be less than or more than 8 hours in a single day or 48 hours in a single week.

Saudi Labor Law article (101), Working hours shall be scheduled that no employees should work more than 5 consecutive hours without taking rest or break for prayer and meals. Break or rest period should not less than half an hour during the working hours. Similarly an employee cannot work more than 12 hours in a single day.

Saudi Labor Law article (102), Break or rest period should not be included in working hours, An employee should not be in employer's authority during break time. It is not require to stay workmen or employee at employer 's workplace during break time or rest time.

The employer or sponsor may not comply with provision of Articles (98), (101) and Paragraph 1 of Article (104) of this law:
Read in Article (106) of Saudi Labor Law.

The provision of Article (98)-(101) shall not apply to a few cases:
Read in Saudi Labor Law Article(108).

Nitaqat Categories of Employer or Companies in Saudi Arabia

NITAQAT CATEGORIES OF EMPLOYER OR COMPANIES IN SAUDI ARABIA

Nitaqat category is introduced by ministry of labor in med of 2011 to provide more jobs to Saudi nationals than expatriates. Nitaqat category is categorized in 4 colors, Every company will be in one of four categories which are Red, Yellow, Green and Platinum.

These categories are allotted to the company on the basis of saudi employees on that company.

WHITE CATEGORY:

White category is assigned for those whose employees are less than ten with one saudi employee, it is not covered under nitaqat system.

PLATINUM AND GREEN  CATEGORY:

Platinum or green category is allotted to those companies whose Saudi employees are about 40% (for platinum) and 12% (for green).
Platinum and green color Nitaqat system have benefits like:

1. Easily getting new visa in every 2 months.
2. Can renew Iqama before 3 months of expiry.
3. Easily can change of employees profession.
4. Accept new employees under red or yellow categories.

YELLOW CATEGORY:

The company will fall in yellow zone if their saudi employees are about 7%.

Yellow category have advantages and disadvantages like:

1. Get one new visa for 2 employees sponsorship depart.
2. No transfer from another sponsors.
3. Unable to renew Iqama for those employees who completed 4 years.

Unable to stop those employees who want to move their Sponsorship's to green or platinum category.

RED CATEGORY:

A company having 4% of saudi employees will qualify for red category in nitaqat system. Red  category kafeel or employer does not have any benefits from ministry of labor like:

1. No new visa for expatriates.
2. Unable to accept another company employees.
3. Let the employees go for green and platinum companies.
4. Unable to renew Iqama of employees.
5. Unable to change profession of employees.

Sponsor Transfer Without Kafeel Approval

Sponsor Transfer Without Current  Sponsor Approval

Sponsorship transfer is also known as Naqal Kafala in Saudi Arabia.
Labor Ministry made it possible for employees to transfer their sponsorship legally without  kafeel approval in Saudi Arabia. If the employees met any of the below condition.


If your current company is in Red or Yellow Nitaqat  categories of Sponsorship. Labor Ministry allows you to transfer your Sponsorship to another company without informing your current sponsor. To know you current sponsor Nitaqat color read this article.Nitaqat Categories of Employer

Iqama Sponsorship Transfer, If you are a new employees in Saudi Arabia and your company or sponsor failed to provide Iqama or Muqeem card to you within 3 months, then you can change your sponsorship legally with another company without current kafeel approval.

1. Being an employee of your current sponsor, If you did not receive salary from more than 3 months then you are free to join another company. You can transfer your Sponsorship to another company without your current sponsor approval.
2. If you are new in Saudi Arabia as employee and your kafeel or sponsor is in Red or Yellow category, Then you can transfer your Sponsorship without kafeel approval, However you need to contact Labor officers in this situation.
3. If your Iqama or Muqeem is expired before one month and your sponsor did not renew it, Then also you can transfer to new sponsor with the help of labor office.
4. Most of the companies failed in Wage Protection System of Labor Ministry, Tjose companies employees can transfer their Sponsorship to new companies.

Labor Ministry allows employees with the above conditions for Sponsorship transfer to any individual company. If your current sponsor is under Green Nitaqat category then you need your kafeel approval for Sponsorship transfer.

It is not possible for Sponsorship Transfer if you met any of below condition:

1. If your Passport is expired.
2. If you have a valid final exit visa or exit re-entry visa.
3. If you or your new sponsor have any traffic violations.
4. If Labor Ministry (MOL) does not approve your Sponsorship transfer.
5. If you are under huroob or run away status.
6. If sufficient funds not available for transfer service.

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Watch here:

Father TVC - Be a PartnerFor Change Against Drugs

Droga para makalimot? Droga rin ang dahilan para kalimutan ka ng lipunan. Oras na para kalimutan ang droga. Hindi lang ito laban ng gobyerno; laban ito ng bawat Pilipino. Be #PartnerForChange against drugs. This film was created by award-winning director Brillante Mendoza  and produced by the Presidential Communications Office in partnership with the MTRCB. Dangerous Drugs Board, PDEA, Philippine National Police, Department of Health(Philippines), Department of Education Philippines, Commission on Higher Education (CHED)

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Memorandum Circulars Nos. 3 and 4 (POEA)

Sa mga kapwa ko OFW at sa mga mag aabroad, naglabas po ang Philippine Overseas Employment Agency (POEA) ng Memorandum Circulars Nos. 3 and 4 Series of 2016 para sa mga lisensyadong Recruitment Agencies  na ang layunin ay subaybayan at bigyan ng pansin ang mga reklamo at hinaing ng kanilang mga deployed overseas Filipino workers.

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Karapatan ng mga empleyado sa ilalim ng Saudi Labor Law

Dito sa Saudi Arabia kung wala kang alam sa kanilang batas maaari kang pagsamantalahan ng iyong employer.

1. Recruitment Expenses: Ang employer ay walang karapatan na maningil sa isang manggagawa na may kaugnayan sa recruitment. Ang mga bayad sa pag iisyu ng residence permit (iqama) at pagrerenew nito. Bayad sa sponsorship transfer at exit re-entry visa fees.
2. Rights of Iqama: Sa Saudi Arabia ang iqama isang permit upang manirahan sa Saudi Arabia at kailangan mo panatilihin ito sayo sa lahat ng oras. Ito ay iyong karapatan hilingin sa iyong employer kung wala kapa nito. Kung ang iyong sponsor ay hindi nagbigay sa loob ng tatlong buwan maari kang maghanap ng ibang trabaho.
3. Rights to keep your Passport : Lahat tayo ay aware na ang mga employer ang humahawak ng ating passport. Gayunpaman, ilan lang sa atin na may alam sa batas na walang karapatan ang mga employer na sila ang hahawak nito.
4. Probation Period: Ayon sa Saudi Labor Law ang probationary at dapat hihigit sa 3 buwan. Kung ang iyong employer ay humiling na pahabain, ito ay labag sa batas.
5. Nature of Contract: Mahalaga na dapat mong nauunawaan ang napapaloob sa kuntrata at kung ito ay hindi nakakaapekto sa iyong karapatan at tungkulin.
6. Working Hours and Overtime: Kahit ito ay hindi saklaw ng kontrata. Ang Saudi Labor Law ay nagtakda ng limitasyon na 48 hours maximum per week. Kung ang iyong employer ay humiling ng higit dito ikaw ay may karapatang humingi ng overtime pay.

Ang Buhay OFW sa Saudi Arabia

Siguro isa lamang ako sa mga libo libong OFW na may ganitong karanasan dito sa bansang Saudi.
Ginawa ko ang blog na ito dahil gusto kung makatulong sa kagaya ko o sa mga gusto pang mag abroad kung anong buhay mayroon dito sa Saudi Arabia. Sa totoo lang hindi naman talaga ako mahilig magsulat o gumawa ng blog, wala din akong alam kung paano gumawa ng blog, ginamit ko lang kung anong technology meron tayo ngayon, at saka ito lang sa tingin ko ang paraan para ilabas ang pagka-homesick ko. Alam mo naman internet lang ang pangunahing libangan dito sa Saudi. Ang lifestyle dito trabaho - accomodation lang. Makakapasyal ka lang  tuwing araw lang ng sahod, magpapadala ng pera at kakain ng lutong pinoy  sa downtown.

Sabi nga nila paswertehan lang ang pag aabroad, dahil merong employer na makatao at nakakantindi at meron din namang abusado at sarili lang ang iniisip, hindi ko alam kung ito ba ay dahil sa kultura nila o talagang ito na ang kanilang pagkatao.

Tatlumpo kaming magkakasamang dumating dito sa Saudi Arabia, mayroong firstime sa pag aabroad, meron namang ex-abroad na, Sabi ng mga galing na sa Saudi maliit daw ang bigayan 1,300 + 200 SR. Pero nainganyo kami sa kumisyon na binanggit sa amin sa orientation ng agency na nagpaalis sa amin, Minsan daw halos malaki pa ang kumisyon sa sahod. Kaya pumayag na ang karamihan sa napagkasunduang kuntrata. Kahit na may complication dito, tulad ng under wage at position title. Dahil ang nakasaad dito 1,300 + 300 SR at small truck driver ang posisyon namin. Wala na akong magawa dahil nakapagbigay na ako ng pera para sa placement fee na inutang lng sa lending  at nakapagresign na sa trabaho.

Unang araw ng pagdating namin ay pinagreport na agad kami sa main office para medical na kailangan sa pagkuha ng iqama o residence permit. Binigyan din kami ng temporary residence permit o waraga na hanggang 90 days ang effectivity. Binigyan din kami ng food allowance para makabili ng simcard at mga pangangailngan. Wala kaming sinayang na panahon at nag apply din kami na kumuha ng drivers license.

After 3 Months of probitionary na deploy kami sa iba't ibang probinsya sa Saudi, ako dito sa Jeddah napunta.
Isa akong Retail salesman sa isang malaking manufacturing company dito sa Jeddah Saudi Arabia. Ang trabaho ko ay pumupunta sa mga mini Market o bakala at mag-aalok ng aking produkto. Halos naikot ko na yata buong Jeddah sa pagaalok ng aking tinitindang produkto. Kaya naman imposeble kung di ko pa makuha ang monthly target ko. Ganito lang ang  labanan dito pasipagan at patyagaan. Yun nga lang minsan di mo agad makukuha ang inaasam na kumisyon, kasi minsan sa loob ng isang buwan mayroong mga costumer na mahirap singilin, papabalikin ka nalang sa sunod na linggo, pagkatapos ng isang linggo di naman magbabayad. Kaya ang siste stop commission ang kinalabasan, ito ang masaklap, pinagpaguran mo na...pahirapan pa makuha.

Maganda ang sistema ng kumisyon sa mga unang buwan pero habang tumatagal hindi maganda ang tinatakbo ng kumpanya at lumalala ito pa ito. Umaabot sa punto na ang kumisyon ko ay nauubus dahil sa mga kaltas na  hindi maiwasan, tulad nang short sa stock, mga  expired goods at mga nagsarang tindahan at mga di nakapagbayad na costumer. Hindi pa kasama ang mga traffic violations at unspecified deductions na others lang ang nakalagay sa payslip.
Pero sa aking pagkakaalam meron kaming budget sa expired goods, at di namin sagot ang mga nagsarang tindahan.

Ito ang naging daan upang humingi ako nang tulong sa Philippine Overseas Labor Office (POLO) sa loob ng Jeddah Consulate General. Inihain ko ang aking reklamo laban sa kumpanya tulad ng di maipaliwanag na kaltas at ang mga paglabag ng kumpanya sa Saudi Labor Law.


Marami kaming nagreklamo noong una, hanggang umurong ang aking mga kasama at ako nalang ang natira, dahil siguro sa takot at panggigipit ng kumpanya nang napagalamang nagreklamo kami sa Consulate. Matapos pagaralan ng POLO ang aking reklamo, binigyan nila ako ng recomendation para ihain ang reklamo sa Saudi Labor and Settlement Dispute isang ahensya ng Saudi na itinalaga upang mangasiwa sa mga likramo at hinaing ng mga expatriates sa bansang Saudi Arabia.
 Matapos ang translation ng mga ibedinsya naifile ang kaso at naglabas ng subpoena ang  Ministry of Labor (MOL) para sa kumpanya.


Dahil sa ginawa kong hakbang naghigpit ang kumpanya,ko nag audit at sinaliksik ang aking mga customer kung lihetimo ang  lahat ng mga pautang at naghanap ng butas na pwedeng ibato laban sa akin.


Hindi ako nagkamali sa aking naisip, Nagsampa sila nangkaso laban sa akin sa Riyadh kung saan nakabase ang main office, na ako ay inaakusahang nagnakaw di umano ng 25,000sr.
Ginawa nila lahat ng paraan, nagpadala din sila ng notice for transfer of worker. Nakikiusap sila na pumunta ako ng Riyadh para magpatuloy ng trabaho, at babayaran ko tuwing sahod ang 25,000 SR na di umano ay ninakaw ko sa kanila. Hindi ko ito sinunod at pinagpatuloy ko ang pag attend sa mga hearing.


Ako ay pinahinto sa trabaho at hindi binigyan ng sahod, makalipas ang isang buwan isinama ako ng manager na Egyptian ang sabi may meeting daw at ibabalik ako sa trabaho. Hndi ko nadala ang aking mga document dahil ang pagkaalam ko ay sa  opisina lamang ang punta ngunit dumiretso kami sa pulis kung saan ako pala ay made-detaine.
Umabot ako nang isang linggo na nakulong, pero ako din ay nakalabas dahil sa aking nauna nang nereklamo sa MOL at ito ay iginalang ng mga pulis kaya ako ay nakalabas ng kulungan.
Itinuloy ko ang kaso hanggang umabot ng limang buwan, ang aking pamilya sa pilipinas ay nagtiis dahil sa wala akong maipadala, hndi makapag hanap ng ibang trabaho dahil pinipigil ito ng dati kong employer. Sana kung nagkaisa lang ang aking mga kasama na lumaban hanggang sa huli matatakot sa amin ng kumpanya.
Sa ngayon tapos na ang kuntrata ko dito sa Saudi ngunit nandito parin ako, ang mga dating kasama ko ay nakauwe na ang iba naman ay tinatamasa ang pagbabago ng sistema ng kumpanya dahil sa reklamo ko sa Ministry of Labor ay nakita ng kumpanyang ito na marami silang nailabag sa Labor law ng Saudi.