MESSAGE FROM THE BRANCH MANAGER
Warm greetings!
We at C.A.A. Manpower Corporation are committed to provide our clients with highly qualified and experienced skilled workers. Thereby contributing to the productivity and enhancing the quality of life of our clientele.
We also believe that our clients and workers are our most important assets. We are dedicated to give individual customer service tailored to everyone’s needs and capabilities.
We would like to provide Filipino workers with the opportunity to work abroad giving the chance to enhance his well being and the giving him and his family quality life and Filipino nation as a whole.
Thank you for sharing with us in our commitment to serve.
Ms. Madona M. Ramat
Branch Manager
INTRODUCTION
C.A.A. MANPOWER CORPORATION is an international
employment agency based in the Philippines. It is a highly diversified company in the deployment of highly qualified dedicated and dependable workers worldwide. The company is composed of a competent credible dedicated and ethical group of professionals whose primary goals to maintained a balance between fulfilling their firm commitment to be an effective partner of their clients in maintaining growth and productivity and to ensure the rights of their workers and giving them the benefits due them.
MAIN OBJECTIVES
The main objective of our company is to satisfy the demands and needs of our clients, to provide a broad spectrum of occupational choices according to their specific business concerns and areas of interest. It is supported by a feasible marketing thrust that will eventually orchestrate the company towards the prospect of covering worldwide manpower recruitment, in response that the awesome responsibility of pooling manpower resource that will specifically meets the astringent demands of its clients and the requirements of the job.
The company is committed to serve its clients through a more effective and efficient operations that employs modern procedures, equipments and facilities not only to maximize the cost benefit ratio but also to simply transactions with both clients and workers.
The company believes that the way to success is through a positive impression upon the people/companies that it serves. The company’s service is nurtured with an environment that is people oriented and is geared towards the full development of the potentials of its workers.
The company ensures the workers not only undergo a simple screening process but it is subjected to a process of examinations and in-depth interviews to check not only their mental and skill reliability but their physical preparedness as well.
VISION AND MISSION
Our Company Vision…..
A company that recognized in the principles of fair competition in the market of recruitment and employment industry and maintain a balance between the demands of its clients and the interest and well being of its workers.
Our Company Mission…..
To deploy highly qualified, dependable, competent and dedicated workers who will be responsive to the needs of its clients recognizing that only the finest workers will survive the stiff competition in the world of labor market.
GETTING THE BEST SERVICES OUT OF C.A.A. MANPOWER CORPORATION
C.A.A MANPOWER CORPORATION has efficiently trained its staffers to deliver effective, swift and the best services, as follows:
• Pre – selection of qualified and experienced Filipino workers good moral conduct.
• Proper evaluation and classification of pre – selected workers actually determine skills proficiency of the workers visa foreign employer’s needs/demands.
• Providing the employers comfort and convenience inside C.A.A. MANPOWER CORPORATION during their brief business stay in the Philippines.
• Quick processing of worker’s document in POEA.
• Facilitation and coordination with the airlines desired by the employers.
• Pre – departure seminar given to selected workers on customs, cultured and or way of life of the country of employment for familiarization.
• Delivery of workers within the desired period of the foreign employers.
• Quick replacement of workers to some valid reasons.
PERSONALIZED SERVICES THAT WE OFFER
C.A.A Manpower Corporation has always but put the welfare of our workers in the forefront of our concerns, as we believe that their well-being is in the vein of the quality that we offer. To make certain that we do not miss this thrust, we have engaged the services of refutable service companies who will hold the fort for some specific concerns of our pool of workers.
THOROUGH AND HEALTH CARE SERVICE:
RUBEN C. BARTOLOME M.D. CLINIC is a reputable Philippine based private health center that assumes the responsibility of overseeing the health requirements of our workers. Being an accredited medical clinic for Overseas Contract Workers, our company is in no doubt with respect to the physical preparedness of our workers.
DEPENDABLE AIRLINE SERVICES:
SKYREIGN TRAVEL AND TOURS is a Philippine based travel company with a proven dependability on air transport services. The company having an extensive experienced in a variety of other related services ranging from domestic ticketing to tour and hotel reservations always leaves us a credible assurance of safe and sound air travel.
COMPREHENSIVE EVALUATION & MEASUREMENT ON WORKER’S SKILLS:
UNIVERSAL TREKKER TRADE TEST AND TRAINING CENTER, INC. an accredited skills testing and training center who has provided us an effective means of determining our workers strengths and weaknesses and help us in ensuring their high skill levels through qualitative evaluation.
RECRUITING FROM THE PHILIPPINES THRU “C.A.A. MANPOWER CORPORATION”
C.A.A MANPOWER CORPORATION could provide workers to employers only after complying with the basic documents required by the POEA. These documents are necessary to accredit the principals with the POEA which are:
• A copy of the commercial registration of the foreign principal.
• A Service Contract / Agreement between the CA.A. MANPOWER CORPORATION and the employer / principal duly authenticated by the Philippine Embassy or it’s representative office in the country of employment.
• Letter request form the employer on the list of workers they need, mentioning the salary offered, and positions open.
• Special Power of Attorney appointing C.A.A. MANPOWER CORPORATION as local recruitment agent of the foreign principal.
• Master Employment Contract with the foreign principal wishes to use, likewise stating the compensation package and other incentives or benefits.
CODE OF DISCIPLINE FOR OVERSEAS CONTRACT WORKERS
1. Duty to the Family
a. Maintain regular and constant communication.
a. Ensure regular remittance, materials/moral support.
b. Maintain moral and spiritual values.
2. Duty to the Country
a. Regular payment of taxes.
b. Maintain regular liaison/communication with the Philippine Embassy or Consulate.
c. Uphold and defend ideals of the country.
d. Be an ambassador of goodwill.
e. Abide by rules and regulations set by government which are set to promote the interest of OCWs and enhance national gains, welfare and security.
3. Duty to the Host Country
a. Learn everything about the country of destination its society, geography, people, history etc.
b. Learn the language of the host country.
c. Respect the Religion, traditions, customs, mores and practices of the host country.
d. Respect and observe the host country’s laws.
4. Duty to Co-Workers
a. Assist and cooperate with other co-workers at the jobsite, whether they are Filipinos or foreigners.
b. Refrain from the degrading a colleague in order to get favorable treatment or a promotion.
c. Do not maliciously withhold information in order to put another worker in a difficult situation.
5. Duty to the Agency and Employer
a. Provide correct and accurate statements, certifications regarding one’s skills, experience and qualifications and shall not commit perjury or resort to forgery, the submission of spurious documents or misrepresentation just to ensure one’s selection and deployment overseas.
b. Understand the terms and condition of employment contract before affixing one’s signature and abide by the conditions stated therein.
c. Strive to give one’s best in terms of productivity, work, output, competence and dependability and be a model employee/worker.
d. Report any problem to the employer or agency.
6. Duty to Oneself
a. Ensure one’s immediate adjustment and acculturation in the country of destination.
b. Endeavor to set up necessary mechanisms that shall ensure that the gains of overseas employment will not be wasted or lost and set up necessary support system to ensure a smooth reintegration on one’s return.
c. Save, invest and prosper;
d. Plan for the future on a long-range perspective.
DISCIPLINE OF OVERSEAS WORKERS
Commission by the worker of any of the offenses enumerated below or of similar offenses while working overseas shall be subject to appropriate disciplinary actions as the Administration may deem necessary (Rules and Regulations governing Overseas – As Amended).
1. Commission of misdemeanor, felony or crime punishable by Philippine Laws or by the Laws of the host country.
2. Drug addiction or possession or trafficking of prohibited or dangerous drugs.
3. Drunkenness, especially where the laws of the host country prohibit intoxicating drinks and substances.
4. Desertion or abandonment.
5. Gambling or other games of chance, especially where the laws of the host country prohibit the same.
6. Initiating or joining the strike or work stoppage where the laws of the host country prohibit the same.
7. Creating trouble at the worksite.
8. Embezzlement of company funds, money or property of a fellow worker entrusted for delivery to relatives in the Philippines.
9. Theft or robbery.
10. Prostitution, immorality, Acts of lasciviousness.
11. Vandalism or destruction of company properties.
12. Gunrunning or possession of deadly weapons.
13. Disrespect or violation of religious/sacred laws and
practices of the host country.
14. Unjustified breach of government-approved
employment contract.
15. Breaches of the Code of Discipline for overseas
Workers.
LIST OF COMPANIES CURRENTLY CONNECTED WITH…
1. Mega Energy Consultant Co., Ltd.
2. Congreat International
3. Geng yi Human Resources Consultant Co., Ltd.
4. Hung Yu Consultant Co., Ltd.
5. Jaishin Co., Ltd.
6. Hsien Chin Co., Ltd.
7. Shine Young International
8. Yu Wei International
9. Christina Manpower
10. Tein Tan Company Ltd.
LIST OF ACCREDITED TAIWAN PRINCIPALS
1. Ding Ling Garment Co., Ltd.
2. T.W. Granduer machinery Co., Ltd.
3. Samson Industries Co., Ltd.
4. Dabus Co., Ltd.
5. Lucky Cement Corporation
6. Kest System And Services Ltd.
7. Shin Tai Plastic Ind. Co., Ltd.
8. How Yu Industry Co., Ltd.
9. Hi-Sincerity Microelectronics Corp.
10. Done Way Industrial Co., Ltd.
11. Tone Guand Fiber Corp.
12. Bourns Electronic (Taiwan) Ltd.
13. Hwang Dih Lon Textile Co., Ltd.
14. Darting Precision Co., Ltd.
15. Ching Chao Plastic Corp.
16. YKK Taiwan Co., Ltd.
17. Cheng Chen Non-Fiber Co.,Ltd.
18. Advance Chemical Inc.
19. New Era Electronics Co., Ltd.
20. Tai Jin Mold Mfg., Co., Ltd.
21. Lam Soon Ball Yamamura Inc.
22. World Wiser Electronics
23. Great NDC Ltd.
24. Taiwan General Chemical Co.
25. Hi Win Technologies Corp.
26. Integrated Silicon Solution(Taiwan) Inc.
27. Soleytex Industrial Corp.
28. Lea Lea Enterprises Co., Ltd.
29. Winning Spinning Co., Ltd.
30. Fortuna Electronics Corp.
31. Innova Incorporated
32. Sure More Co., Ltd.
OFFICERS ( CALOOCAN BRANCH )
Madona R. Ramat
Branch Manager
• Responsible to entire branch office, screening for the new applicants and selected workers. Monitoring the booking and confirmation of ticket. Checking the documents before deployment)
Maria Rosario M. Lacson
Liaison Officer (TECO) and Documentation Officer 1
• Responsible in filling and releasing of visa stamping as well as checking of the documents-tally)
Remedios M. Alonzo
Liaison Officer (POEA) and Documentation Officer 2
• Responsible in filling and releasing of oec, attestation, job
order accreditation and other poea concerns)
RECRUITMENT AGREEMENT
BETWEEN
_______________________________________
(Name of Company/Philippine Representative)
and
_______________________________________
(Name of Foreign Principal)
This Recruitment Agreement entered into by and between ________________________________ with office address at _______________________________________________represented by its President/General Manager __________________ hereinafter referred to as Legal Representative and ____________________________________ with office address at _____________________________________ represented by its President __________________________________ hereinafter referred to as the Employer/Foreign Principal, set forth the following purposes, terms and stipulations:
1.0 GENERAL PROVISON:
1.1 The employer / foreign Principal shall utilize the facilities and service of _________________________ for the purpose of pre-selecting, recruiting, processing and documenting Filipino workers hired through the said legal representative for its operations in ___________________. It shall also avail of such services and facilities for the re-hiring of the workers as appropriate.
1.2 The Legal Representative shall make available to the employer-prescreened applicants as required. As may be agreed upon by the parties, the employer shall have the final say on the selection that shall satisfy the employer’s requirements for all intents and purposes;
1.3 The service of the said Representative shall include but not be limited to medical examination, processing, documentation, mandatory briefing/orientation on the working and living condition at the country of employment, facilitating for travel like security and police clearance, passport, etc.
1.4 The representative shall also provide facilities and services for the processing and documentation of workers rehired by the Principal under such terms and conditions as may be agreed upon by the parties.
1.5 Fees Against Workers.
(OPTIONAL NOT APPLICABLE TO PRINCIPAL/COMPANIES ADHERING TO A POLICY OF NOT CHARGING ANY FEES AGAINST THE WORKERS)
As may be appropriate and agreed upon by the parties, an additional clause on fees against the workers may be incorporated to read as follows:
“The Principal approves and fully concurs with the imposition by the Company/Representative of fees against the workers in accordance with the rules and regulations of the Department of Labor and Employment.”
It is understood that no other fees in whatever form, manner or purpose shall be imposed upon the worker by the agency. All payments made by the worker shall be covered by appropriate receipts.
2.0 FEES AND TERMS OF PAYMENTS
1.1 The Employers shall pay to the Legal Representative the sum of ___________________ per selected worker as minimum mobilization fee (MMF) for the pre-selection, documentation and processing in accordance with the rules and regulations issued by the Department of Labor and Employment. Such payments shall not in any manner be levied on the accepted applicants by either the representative or the Principal.
1.2 A service fee of __________________ per selected worker and per re-hires shall also be paid by the representative.
3.0 TRAVEL ARRANGEMENT
3.1 The employer shall be solely responsible for and bear the expenses of securing entry visa/or work permits of accepted workers and their ticketing including the payment of travel tax except when it shall, upon payment of the cost, request its legal representative to arrange for the travel of the workers.
4.0 EMPLOYMENT
4.1 The recruits shall take up employment under the master contract of employment (MEC) herein attached as “Annex B” and under the wage scheduled as attached which forms as integral part of this Agreement which are subject to approval by the Department of Labor and Employment.
4.2 In case of renewal of Employment Contract between the Employer and the same Employee, said employee may be entitled to reasonable adjustment in salary and benefits in accordance with the Company’s pay-scale and practices (not suitable for Taiwan workers).
5.0 AUTHORITY, JOINT AND SOLIDARY LIABILITY OF LEGAL
REPRESENTATIVE
The Employer/Foreign Principal authorized the legal Representative as its executive agent and sole representative in all matters involving the recruitment and hiring of Filipino workers for its overseas projects.
By virtue of said Authority, the Legal Representative is granted the following powers and obligations.
5.1 To represent the Employer/Principal before any and all government, institutions or entity in a joint venture or as partner in the recruitment, hiring and placement of Filipino contract workers for overseas employment.
5.2 To enter into any and all contracts with any persons, corporation, institutions or entity in a joint venture or as partner in the recruitment, hiring and placement of Filipino contract workers for overseas employment.
5.3 To sign, authenticate and deliver all documents necessary to complete any transaction related to such recruitment and hiring, including making necessary steps to facilitate the departure of the recruited workers in accordance with Labor Code as amended and its rules and regulations.
5.4 To bring suit, defend and enter into any compromise for and in behalf of the Employer/Principal in litigations involving the hiring and employment of Filipino contract workers for said principal.
5.5 To assume jointly and solidarity with the foreign principal any liability/responsibility that may arise in connection with the recruitment and hiring of the workers including the full implementation of the employment contract.
6.0 REMITTANCE OF FOREIGN EXCHANGE EARNINGS
6.1 The Employer and his Legal Representative shall undertake the remittance of at least _____ percent of the worker’s monthly basic salary to his designated beneficiary in the Philippines through normal banking channels as mandated by the Central Bank Circular No.364 and Rule V, Sectioni4 (h) of the Rules and Regulations implementing the Labor Code as amended. The Employer and its Legal Representative shall provide the necessary facilities to affect such remittance in the easiest and most effective way possible and assists in the monitoring of the worker’s foreign exchange earnings. It is understood that the Principal assumes primary responsibility in the undertaking. However, the Legal Representative shall be held jointly liable with the principal and shall immediately assume payment thereof upon orders of the Ministry in case of failure or unnecessary/unexplained delay in remittance of that portion of the salary intended for his duly designated beneficiary.
7.1 The Employer will exert all possible effort to enhance the welfare and protect the right of Filipino workers hired under this Agreement in accordance with the laws of the Philippines, his country or domicile and international covenants on expatriate employment and in accordance further with the best possible treatment already extended to other workers at its worksite.
7.2 Except for the reasons caused by the fault of the Employee, force majeure, or flight delay, the Employer shall transport the worker to the worksite within thirty (30) from the date of scheduled departure as specified by the Employer upon filling of job requisition. Should the Employer fail to do so for not valid or justified reasons, he shall pay the worker reasonable compensation as may be determined by the appropriate authorities for every month or a fraction thereof of delay. Payments made under this provision will be made to the worker through the Employer’s Legal Representative or the government agency appropriate for the purpose. Should the Employers cancel the employment contract, or if the delay already exceeds two (2) months and the workers elects to cancel the aid employment contract, the Employer shall pay the Employee additional amount of compensation as may be determined by the appropriate authorities. IN this case, the Employer shall not be reimbursed the amount he paid to its legal representative for documentation and processing fees.
7.3 In case of termination of the worker’s employment for cause or as a result of death or serious injury, the Employer shall immediately inform the Philippine Embassy/Labor Attaché nearest the site of employment and / or POEA and the Employer’s Legal Representative about the said event.
7.4 In case of death of the Employee, the Employer shall bear the expenses for the repatriation of the remains of the Employee and his personal properties to his relatives in the Philippines or if repatriation is not possible under certain circumstances, the proper disposition thereof, upon previous arrangement with the worker’s next-to-kin, or in the absence of the latter, the nearest Philippine Labor Attaché or Embassy/Consulate.
In all cases, the Employer shall insure that the benefits due the Employee shall be made available to him or his beneficiaries within the shortest time possible.
8.0 SETTLEMENT OF DISPUTES
8.1. In case of dispute arising from the implementation of the employment contract between the Employer and the contract worker, all effort shall be made to settle them amicably. If necessary such negotiations shall be undertaker in cooperation and with the participation of the Philippine Labor Attaché/Embassy/Consulate nearest the site of employment.
8.2 In case the amicable settlement fails, the matter shall be submitted to the competent or appropriate body in the country of employment. During the process of settlement or while the case is pending, the pending workers shall endeavor to fulfill his contractual obligations and the employer shall insure that such obligations shall be undertaken without duress or recrimination.
8.3 In case of disputes involving this Recruitment Agreement, the parties thereof must attempt to resolve them amicably. If the efforts to amicably settle fail, then the dispute shall be referred to the w\international Chamber of Commerce for hearing the adjudication to whatever administrative bodies/courts where the parties agree to have the dispute settled.
9.0 TERMINATION OF AGREEMENT
9.1 This Recruitment Agreement shall be in effect for a minimum period of
one (1) year from the date appearing herein below unless sooner terminated either party after thirty (30) days prior written notice. In any case, the responsibilities of the parties shall be in effect up to the completion of the last employee’s contract signed with a recruitment worker and the rights of the workers recruited under his Agreement must be recognized and terms and conditions of the contract of employment shall be strictly adhered to and complied with. Unless, either party so notifies the other of its termination, this Agreement shall be automatically extended or renewed for another year.
10.0 LANGUAGE OF AGREEMENT
This agreement is written in both English and the official language of the country of employment and both shall be deemed binding on the parties.
11.0 GOVERNING LAW
This Contract shall be law between parties and shall be interpreted in accordance with the laws of the Philippines but not to the exclusion of and prejudice to the laws of the country of employment, international laws, covenant and practices.
IN WITNESS WHEREOF, we have hereunto set our hands, this ___________ day of _________________, 20___ at ______________, Philippines.
By: By:
________________________ _______________________
(Name of Legal Representative) (Name of Foreign Principal)
Warm greetings!
We at C.A.A. Manpower Corporation are committed to provide our clients with highly qualified and experienced skilled workers. Thereby contributing to the productivity and enhancing the quality of life of our clientele.
We also believe that our clients and workers are our most important assets. We are dedicated to give individual customer service tailored to everyone’s needs and capabilities.
We would like to provide Filipino workers with the opportunity to work abroad giving the chance to enhance his well being and the giving him and his family quality life and Filipino nation as a whole.
Thank you for sharing with us in our commitment to serve.
Ms. Madona M. Ramat
Branch Manager
INTRODUCTION
C.A.A. MANPOWER CORPORATION is an international
employment agency based in the Philippines. It is a highly diversified company in the deployment of highly qualified dedicated and dependable workers worldwide. The company is composed of a competent credible dedicated and ethical group of professionals whose primary goals to maintained a balance between fulfilling their firm commitment to be an effective partner of their clients in maintaining growth and productivity and to ensure the rights of their workers and giving them the benefits due them.
MAIN OBJECTIVES
The main objective of our company is to satisfy the demands and needs of our clients, to provide a broad spectrum of occupational choices according to their specific business concerns and areas of interest. It is supported by a feasible marketing thrust that will eventually orchestrate the company towards the prospect of covering worldwide manpower recruitment, in response that the awesome responsibility of pooling manpower resource that will specifically meets the astringent demands of its clients and the requirements of the job.
The company is committed to serve its clients through a more effective and efficient operations that employs modern procedures, equipments and facilities not only to maximize the cost benefit ratio but also to simply transactions with both clients and workers.
The company believes that the way to success is through a positive impression upon the people/companies that it serves. The company’s service is nurtured with an environment that is people oriented and is geared towards the full development of the potentials of its workers.
The company ensures the workers not only undergo a simple screening process but it is subjected to a process of examinations and in-depth interviews to check not only their mental and skill reliability but their physical preparedness as well.
VISION AND MISSION
Our Company Vision…..
A company that recognized in the principles of fair competition in the market of recruitment and employment industry and maintain a balance between the demands of its clients and the interest and well being of its workers.
Our Company Mission…..
To deploy highly qualified, dependable, competent and dedicated workers who will be responsive to the needs of its clients recognizing that only the finest workers will survive the stiff competition in the world of labor market.
GETTING THE BEST SERVICES OUT OF C.A.A. MANPOWER CORPORATION
C.A.A MANPOWER CORPORATION has efficiently trained its staffers to deliver effective, swift and the best services, as follows:
• Pre – selection of qualified and experienced Filipino workers good moral conduct.
• Proper evaluation and classification of pre – selected workers actually determine skills proficiency of the workers visa foreign employer’s needs/demands.
• Providing the employers comfort and convenience inside C.A.A. MANPOWER CORPORATION during their brief business stay in the Philippines.
• Quick processing of worker’s document in POEA.
• Facilitation and coordination with the airlines desired by the employers.
• Pre – departure seminar given to selected workers on customs, cultured and or way of life of the country of employment for familiarization.
• Delivery of workers within the desired period of the foreign employers.
• Quick replacement of workers to some valid reasons.
PERSONALIZED SERVICES THAT WE OFFER
C.A.A Manpower Corporation has always but put the welfare of our workers in the forefront of our concerns, as we believe that their well-being is in the vein of the quality that we offer. To make certain that we do not miss this thrust, we have engaged the services of refutable service companies who will hold the fort for some specific concerns of our pool of workers.
THOROUGH AND HEALTH CARE SERVICE:
RUBEN C. BARTOLOME M.D. CLINIC is a reputable Philippine based private health center that assumes the responsibility of overseeing the health requirements of our workers. Being an accredited medical clinic for Overseas Contract Workers, our company is in no doubt with respect to the physical preparedness of our workers.
DEPENDABLE AIRLINE SERVICES:
SKYREIGN TRAVEL AND TOURS is a Philippine based travel company with a proven dependability on air transport services. The company having an extensive experienced in a variety of other related services ranging from domestic ticketing to tour and hotel reservations always leaves us a credible assurance of safe and sound air travel.
COMPREHENSIVE EVALUATION & MEASUREMENT ON WORKER’S SKILLS:
UNIVERSAL TREKKER TRADE TEST AND TRAINING CENTER, INC. an accredited skills testing and training center who has provided us an effective means of determining our workers strengths and weaknesses and help us in ensuring their high skill levels through qualitative evaluation.
RECRUITING FROM THE PHILIPPINES THRU “C.A.A. MANPOWER CORPORATION”
C.A.A MANPOWER CORPORATION could provide workers to employers only after complying with the basic documents required by the POEA. These documents are necessary to accredit the principals with the POEA which are:
• A copy of the commercial registration of the foreign principal.
• A Service Contract / Agreement between the CA.A. MANPOWER CORPORATION and the employer / principal duly authenticated by the Philippine Embassy or it’s representative office in the country of employment.
• Letter request form the employer on the list of workers they need, mentioning the salary offered, and positions open.
• Special Power of Attorney appointing C.A.A. MANPOWER CORPORATION as local recruitment agent of the foreign principal.
• Master Employment Contract with the foreign principal wishes to use, likewise stating the compensation package and other incentives or benefits.
CODE OF DISCIPLINE FOR OVERSEAS CONTRACT WORKERS
1. Duty to the Family
a. Maintain regular and constant communication.
a. Ensure regular remittance, materials/moral support.
b. Maintain moral and spiritual values.
2. Duty to the Country
a. Regular payment of taxes.
b. Maintain regular liaison/communication with the Philippine Embassy or Consulate.
c. Uphold and defend ideals of the country.
d. Be an ambassador of goodwill.
e. Abide by rules and regulations set by government which are set to promote the interest of OCWs and enhance national gains, welfare and security.
3. Duty to the Host Country
a. Learn everything about the country of destination its society, geography, people, history etc.
b. Learn the language of the host country.
c. Respect the Religion, traditions, customs, mores and practices of the host country.
d. Respect and observe the host country’s laws.
4. Duty to Co-Workers
a. Assist and cooperate with other co-workers at the jobsite, whether they are Filipinos or foreigners.
b. Refrain from the degrading a colleague in order to get favorable treatment or a promotion.
c. Do not maliciously withhold information in order to put another worker in a difficult situation.
5. Duty to the Agency and Employer
a. Provide correct and accurate statements, certifications regarding one’s skills, experience and qualifications and shall not commit perjury or resort to forgery, the submission of spurious documents or misrepresentation just to ensure one’s selection and deployment overseas.
b. Understand the terms and condition of employment contract before affixing one’s signature and abide by the conditions stated therein.
c. Strive to give one’s best in terms of productivity, work, output, competence and dependability and be a model employee/worker.
d. Report any problem to the employer or agency.
6. Duty to Oneself
a. Ensure one’s immediate adjustment and acculturation in the country of destination.
b. Endeavor to set up necessary mechanisms that shall ensure that the gains of overseas employment will not be wasted or lost and set up necessary support system to ensure a smooth reintegration on one’s return.
c. Save, invest and prosper;
d. Plan for the future on a long-range perspective.
DISCIPLINE OF OVERSEAS WORKERS
Commission by the worker of any of the offenses enumerated below or of similar offenses while working overseas shall be subject to appropriate disciplinary actions as the Administration may deem necessary (Rules and Regulations governing Overseas – As Amended).
1. Commission of misdemeanor, felony or crime punishable by Philippine Laws or by the Laws of the host country.
2. Drug addiction or possession or trafficking of prohibited or dangerous drugs.
3. Drunkenness, especially where the laws of the host country prohibit intoxicating drinks and substances.
4. Desertion or abandonment.
5. Gambling or other games of chance, especially where the laws of the host country prohibit the same.
6. Initiating or joining the strike or work stoppage where the laws of the host country prohibit the same.
7. Creating trouble at the worksite.
8. Embezzlement of company funds, money or property of a fellow worker entrusted for delivery to relatives in the Philippines.
9. Theft or robbery.
10. Prostitution, immorality, Acts of lasciviousness.
11. Vandalism or destruction of company properties.
12. Gunrunning or possession of deadly weapons.
13. Disrespect or violation of religious/sacred laws and
practices of the host country.
14. Unjustified breach of government-approved
employment contract.
15. Breaches of the Code of Discipline for overseas
Workers.
LIST OF COMPANIES CURRENTLY CONNECTED WITH…
1. Mega Energy Consultant Co., Ltd.
2. Congreat International
3. Geng yi Human Resources Consultant Co., Ltd.
4. Hung Yu Consultant Co., Ltd.
5. Jaishin Co., Ltd.
6. Hsien Chin Co., Ltd.
7. Shine Young International
8. Yu Wei International
9. Christina Manpower
10. Tein Tan Company Ltd.
LIST OF ACCREDITED TAIWAN PRINCIPALS
1. Ding Ling Garment Co., Ltd.
2. T.W. Granduer machinery Co., Ltd.
3. Samson Industries Co., Ltd.
4. Dabus Co., Ltd.
5. Lucky Cement Corporation
6. Kest System And Services Ltd.
7. Shin Tai Plastic Ind. Co., Ltd.
8. How Yu Industry Co., Ltd.
9. Hi-Sincerity Microelectronics Corp.
10. Done Way Industrial Co., Ltd.
11. Tone Guand Fiber Corp.
12. Bourns Electronic (Taiwan) Ltd.
13. Hwang Dih Lon Textile Co., Ltd.
14. Darting Precision Co., Ltd.
15. Ching Chao Plastic Corp.
16. YKK Taiwan Co., Ltd.
17. Cheng Chen Non-Fiber Co.,Ltd.
18. Advance Chemical Inc.
19. New Era Electronics Co., Ltd.
20. Tai Jin Mold Mfg., Co., Ltd.
21. Lam Soon Ball Yamamura Inc.
22. World Wiser Electronics
23. Great NDC Ltd.
24. Taiwan General Chemical Co.
25. Hi Win Technologies Corp.
26. Integrated Silicon Solution(Taiwan) Inc.
27. Soleytex Industrial Corp.
28. Lea Lea Enterprises Co., Ltd.
29. Winning Spinning Co., Ltd.
30. Fortuna Electronics Corp.
31. Innova Incorporated
32. Sure More Co., Ltd.
OFFICERS ( CALOOCAN BRANCH )
Madona R. Ramat
Branch Manager
• Responsible to entire branch office, screening for the new applicants and selected workers. Monitoring the booking and confirmation of ticket. Checking the documents before deployment)
Maria Rosario M. Lacson
Liaison Officer (TECO) and Documentation Officer 1
• Responsible in filling and releasing of visa stamping as well as checking of the documents-tally)
Remedios M. Alonzo
Liaison Officer (POEA) and Documentation Officer 2
• Responsible in filling and releasing of oec, attestation, job
order accreditation and other poea concerns)
RECRUITMENT AGREEMENT
BETWEEN
_______________________________________
(Name of Company/Philippine Representative)
and
_______________________________________
(Name of Foreign Principal)
This Recruitment Agreement entered into by and between ________________________________ with office address at _______________________________________________represented by its President/General Manager __________________ hereinafter referred to as Legal Representative and ____________________________________ with office address at _____________________________________ represented by its President __________________________________ hereinafter referred to as the Employer/Foreign Principal, set forth the following purposes, terms and stipulations:
1.0 GENERAL PROVISON:
1.1 The employer / foreign Principal shall utilize the facilities and service of _________________________ for the purpose of pre-selecting, recruiting, processing and documenting Filipino workers hired through the said legal representative for its operations in ___________________. It shall also avail of such services and facilities for the re-hiring of the workers as appropriate.
1.2 The Legal Representative shall make available to the employer-prescreened applicants as required. As may be agreed upon by the parties, the employer shall have the final say on the selection that shall satisfy the employer’s requirements for all intents and purposes;
1.3 The service of the said Representative shall include but not be limited to medical examination, processing, documentation, mandatory briefing/orientation on the working and living condition at the country of employment, facilitating for travel like security and police clearance, passport, etc.
1.4 The representative shall also provide facilities and services for the processing and documentation of workers rehired by the Principal under such terms and conditions as may be agreed upon by the parties.
1.5 Fees Against Workers.
(OPTIONAL NOT APPLICABLE TO PRINCIPAL/COMPANIES ADHERING TO A POLICY OF NOT CHARGING ANY FEES AGAINST THE WORKERS)
As may be appropriate and agreed upon by the parties, an additional clause on fees against the workers may be incorporated to read as follows:
“The Principal approves and fully concurs with the imposition by the Company/Representative of fees against the workers in accordance with the rules and regulations of the Department of Labor and Employment.”
It is understood that no other fees in whatever form, manner or purpose shall be imposed upon the worker by the agency. All payments made by the worker shall be covered by appropriate receipts.
2.0 FEES AND TERMS OF PAYMENTS
1.1 The Employers shall pay to the Legal Representative the sum of ___________________ per selected worker as minimum mobilization fee (MMF) for the pre-selection, documentation and processing in accordance with the rules and regulations issued by the Department of Labor and Employment. Such payments shall not in any manner be levied on the accepted applicants by either the representative or the Principal.
1.2 A service fee of __________________ per selected worker and per re-hires shall also be paid by the representative.
3.0 TRAVEL ARRANGEMENT
3.1 The employer shall be solely responsible for and bear the expenses of securing entry visa/or work permits of accepted workers and their ticketing including the payment of travel tax except when it shall, upon payment of the cost, request its legal representative to arrange for the travel of the workers.
4.0 EMPLOYMENT
4.1 The recruits shall take up employment under the master contract of employment (MEC) herein attached as “Annex B” and under the wage scheduled as attached which forms as integral part of this Agreement which are subject to approval by the Department of Labor and Employment.
4.2 In case of renewal of Employment Contract between the Employer and the same Employee, said employee may be entitled to reasonable adjustment in salary and benefits in accordance with the Company’s pay-scale and practices (not suitable for Taiwan workers).
5.0 AUTHORITY, JOINT AND SOLIDARY LIABILITY OF LEGAL
REPRESENTATIVE
The Employer/Foreign Principal authorized the legal Representative as its executive agent and sole representative in all matters involving the recruitment and hiring of Filipino workers for its overseas projects.
By virtue of said Authority, the Legal Representative is granted the following powers and obligations.
5.1 To represent the Employer/Principal before any and all government, institutions or entity in a joint venture or as partner in the recruitment, hiring and placement of Filipino contract workers for overseas employment.
5.2 To enter into any and all contracts with any persons, corporation, institutions or entity in a joint venture or as partner in the recruitment, hiring and placement of Filipino contract workers for overseas employment.
5.3 To sign, authenticate and deliver all documents necessary to complete any transaction related to such recruitment and hiring, including making necessary steps to facilitate the departure of the recruited workers in accordance with Labor Code as amended and its rules and regulations.
5.4 To bring suit, defend and enter into any compromise for and in behalf of the Employer/Principal in litigations involving the hiring and employment of Filipino contract workers for said principal.
5.5 To assume jointly and solidarity with the foreign principal any liability/responsibility that may arise in connection with the recruitment and hiring of the workers including the full implementation of the employment contract.
6.0 REMITTANCE OF FOREIGN EXCHANGE EARNINGS
6.1 The Employer and his Legal Representative shall undertake the remittance of at least _____ percent of the worker’s monthly basic salary to his designated beneficiary in the Philippines through normal banking channels as mandated by the Central Bank Circular No.364 and Rule V, Sectioni4 (h) of the Rules and Regulations implementing the Labor Code as amended. The Employer and its Legal Representative shall provide the necessary facilities to affect such remittance in the easiest and most effective way possible and assists in the monitoring of the worker’s foreign exchange earnings. It is understood that the Principal assumes primary responsibility in the undertaking. However, the Legal Representative shall be held jointly liable with the principal and shall immediately assume payment thereof upon orders of the Ministry in case of failure or unnecessary/unexplained delay in remittance of that portion of the salary intended for his duly designated beneficiary.
7.1 The Employer will exert all possible effort to enhance the welfare and protect the right of Filipino workers hired under this Agreement in accordance with the laws of the Philippines, his country or domicile and international covenants on expatriate employment and in accordance further with the best possible treatment already extended to other workers at its worksite.
7.2 Except for the reasons caused by the fault of the Employee, force majeure, or flight delay, the Employer shall transport the worker to the worksite within thirty (30) from the date of scheduled departure as specified by the Employer upon filling of job requisition. Should the Employer fail to do so for not valid or justified reasons, he shall pay the worker reasonable compensation as may be determined by the appropriate authorities for every month or a fraction thereof of delay. Payments made under this provision will be made to the worker through the Employer’s Legal Representative or the government agency appropriate for the purpose. Should the Employers cancel the employment contract, or if the delay already exceeds two (2) months and the workers elects to cancel the aid employment contract, the Employer shall pay the Employee additional amount of compensation as may be determined by the appropriate authorities. IN this case, the Employer shall not be reimbursed the amount he paid to its legal representative for documentation and processing fees.
7.3 In case of termination of the worker’s employment for cause or as a result of death or serious injury, the Employer shall immediately inform the Philippine Embassy/Labor Attaché nearest the site of employment and / or POEA and the Employer’s Legal Representative about the said event.
7.4 In case of death of the Employee, the Employer shall bear the expenses for the repatriation of the remains of the Employee and his personal properties to his relatives in the Philippines or if repatriation is not possible under certain circumstances, the proper disposition thereof, upon previous arrangement with the worker’s next-to-kin, or in the absence of the latter, the nearest Philippine Labor Attaché or Embassy/Consulate.
In all cases, the Employer shall insure that the benefits due the Employee shall be made available to him or his beneficiaries within the shortest time possible.
8.0 SETTLEMENT OF DISPUTES
8.1. In case of dispute arising from the implementation of the employment contract between the Employer and the contract worker, all effort shall be made to settle them amicably. If necessary such negotiations shall be undertaker in cooperation and with the participation of the Philippine Labor Attaché/Embassy/Consulate nearest the site of employment.
8.2 In case the amicable settlement fails, the matter shall be submitted to the competent or appropriate body in the country of employment. During the process of settlement or while the case is pending, the pending workers shall endeavor to fulfill his contractual obligations and the employer shall insure that such obligations shall be undertaken without duress or recrimination.
8.3 In case of disputes involving this Recruitment Agreement, the parties thereof must attempt to resolve them amicably. If the efforts to amicably settle fail, then the dispute shall be referred to the w\international Chamber of Commerce for hearing the adjudication to whatever administrative bodies/courts where the parties agree to have the dispute settled.
9.0 TERMINATION OF AGREEMENT
9.1 This Recruitment Agreement shall be in effect for a minimum period of
one (1) year from the date appearing herein below unless sooner terminated either party after thirty (30) days prior written notice. In any case, the responsibilities of the parties shall be in effect up to the completion of the last employee’s contract signed with a recruitment worker and the rights of the workers recruited under his Agreement must be recognized and terms and conditions of the contract of employment shall be strictly adhered to and complied with. Unless, either party so notifies the other of its termination, this Agreement shall be automatically extended or renewed for another year.
10.0 LANGUAGE OF AGREEMENT
This agreement is written in both English and the official language of the country of employment and both shall be deemed binding on the parties.
11.0 GOVERNING LAW
This Contract shall be law between parties and shall be interpreted in accordance with the laws of the Philippines but not to the exclusion of and prejudice to the laws of the country of employment, international laws, covenant and practices.
IN WITNESS WHEREOF, we have hereunto set our hands, this ___________ day of _________________, 20___ at ______________, Philippines.
By: By:
________________________ _______________________
(Name of Legal Representative) (Name of Foreign Principal)