SAMAHANG PINOY KAWANGGAWA (Pinoy Charity Society)

POEA MEMORANDUM EFFECTIVE 1ST APR2015 - ISSUANCE OF OEC INDEPENDENTLY

noreply@blogger.com (Anonymous) — Sat, 11 Apr 2015 01:47:00 +0000

Overseas Employment Certificate (OEC)

The Overseas Employment Certificate (OEC) is a requirement under the rules and regulations of the Philippine Overseas Employment Administration (POEA) to help ensure that overseas Filipino workers (OFWs) are properly documented and protected.

The OEC, sometimes also called the “exit pass,” is required to be presented to international ports of exit in the Philippines as proof that the holder is a bona fide OFW. It is thus necessary when a Household Service Worker (HSW), or any OFW, goes back to the Philippines for home leave, if he/she intends to return back to the country of employment.

OEC holders are exempted from paying the travel tax and the airport terminal fee.

Under the latest POEA Memo, effective 1^st April 2015 OEC will be issued to vacationing workers separately from PHILHEALTH and PAG-IBIG payment collections. This means that the issuance of OEC is no longer tied up with the payment of fees for PHILHEALTH and PAG-IBIG. Read more >>> POEA MEMORANDUM - ISSUANCE OF OEC INDEPENDENTLY

OFW ADVISORIES / OEC CERTIFICATE

noreply@blogger.com (Anonymous) — Wed, 13 Nov 2013 13:28:00 +0000

SAMAHANG PINOY KAWANGGAWA (Pinoy Charity Society): OFW ADVISORIES / OEC CERTIFICATE: OFW ADVISORY FROM POEA OFW VERIFICATION BALIK-MANGGAGAWA THROUGH POEA, PHILS. PHIL EMBASSY / POLO ABU DHABI LOCATION MAP...

The Catholic Churches in the Middle East: CHRISMASTIDE SCHEDULE 2012-2013

noreply@blogger.com (Anonymous) — Sun, 16 Dec 2012 16:30:00 +0000

2012 Christmas_New Year 2013 Church Programme for Catholic Churches in the Middle East are available now. Please click the link (church's name) to download a copy.

Parishioners are highly requested to be patient, calm and be at peace to one another at all times during the special mass service. Additional info are posted per Parish Church and everyone is requested to abide the rules to have a peaceful service during this event.

St. Joseph's Cathedral Abu Dhabi
You are requested to park your cars near lady’s park just across the road to avoid traffic conjunction in front of the Church gate.

Take note of the additional Christmas mass timing on Christmas Eve due to the ongoing church construction inside the church compound to accommodate the volume of parishioners / attendees. Everyone is encourage to make use of the Christmas Eve' mass schedule available at your convenience.

St. Mary's Catholic Church Dubai

St. Mary's Catholic Church Al Ain

St. Francis of Assisi of Catholic Church, Jebel Ali, Dubai

St. Michael's Catholic Church, Sharjah
Request all parishioners to abide by the Sharjah Municipality notification regarding using the services of illegal car washers. Kindly cooperate with the authorities by not allowing your cars to be washed around the Church premises.

Sacred Heart Church, Manama, Bahrain

Catholic Church of Our Lady of The Rosary, Qatar

St. Daniel Comboni Parish - Jleeb Al Shuyoukh
St. Thérèse Parish - Salmiya
Holy Family Cathedral Parish - Kuwait City
Our Lady of Arabia Parish - Ahmadi
Kuwait Churches Requests (Jleeb Al Shuyoukh / Salmiya / Ahmadi / Kuwait City):
- Request parents with infants to occupy only Room # 1 during the Mass

- Parishioners who bring their vehicles to Church are kindly requested to abide by Kuwait's traffic rules whilst parking so as to not inconvenience others. "Do unto others, as you would have them do to you" should henceforth be our motto whilst parking

- Please do not make use of the building parking place to park your car. This place is allotted ONLY for the people who live in the building. If you come for Mass by car, kindly park your car on the other side of the road and walk to the hall

GENERAL INFORMATION:

Dear Parishioners, we would like to request you to

· Cooperate with the instructions of church’ volunteers/ushers

· Switch of your mobile as you enter into the Church and Parish Compound

· Keep the Church, hall and surroundings clean & tidy

· After the mass give way for other faithful to take part in the Holy Mass Those coming by cars please leave immediately after the mass and allow others to park

It has been remarked that the prayerful atmosphere in the Church is not been kept up. During Mass, children run around, people find talking, mobiles are on, the response is very slow and not audible etc. The Temple of God is made many times a noisy place especially during this special service. Please be aware of the Presence of the Eucharistic Lord and do not forget that people are praying. So, kindly keep up the decorum of the Church and allow others to participate the Holy Mass without disturbances.

Wishing everyone a Blessed, Merry Christmas and a Prosperous New Year 2013!

~ Samahang Pinoy Kawanggawa
www.isabelsaguinsin2.blogspot.com

OEC PROCESSING FOR VACATIONING OFWs FROM UAE

noreply@blogger.com (Anonymous) — Fri, 30 Nov 2012 06:26:00 +0000

The Labor Offices of the Philippine Consulate General and Philippine Embassy in Dubai and Abu Dhabi respectively reminds Overseas Filipinos Workers (OFWs), who are vacationing in the Philippines and returning to the same employer in the UAE, to secure a POEA travel exit clearance in order to be allowed to leave the Philippines.

The OEC, which has a validity of 60 days, can be obtained from POEA’s Head Office, regional centers, satellite units, and deputized OWWA offices, as well as Philippine Overseas Labor Offices in various Philippines Embassies and Consulates. POEA has already opened its One-Way Delivery System (Dropbox) at the Balik-Manggagawa Processing Division in POEA, and On-Line Application (www.oecdelivery.com.ph) as convenient and time-saving ways for OEC issuance.

OFWs in Dubai and the Northern Emirates who prefer to get the OEC from POLO-OWWA in Dubai or Abu Dhabi must meet the following requirements:

1. Personal appearance of OFW-applicant;
2. Original passport and stamped visa;
3. Accomplished information sheet (available in POLO-OWWA and from the Samahang Pinoy Kawanggawa website: OFW ADVISORIES / OEC CERTIFICATE);
4. PAG-IBIG Membership for a minimum of AED10.00 (mandatory coverage per RA 9679 or the Home Development Mutual Fund Law which took effect on 27 August 2009);
5. OWWA Membership for AED92.00 (payment valid per contract duration at a maximum of 2 years);
6. OEC Processing fee of AED10.00;
7. For Household Service Workers, in addition to the above:
- Immigration Contract stating a monthly salary of at least US$400
(the Philippine minimum requirement) or its equivalent of AED 1,500,
to be verified by POLO for AED40.00. This will also be presented at
the Philippine Airport Immigration
- Undertaking and Information Sheet signed by the Sponsor (available
from the website)
- Copy of the sponsor’s passport and residence visa

Labor Attaché also informs OFWs that the POEA has restored the validation of the exit clearance at the Labor Assistance Counter (LAC) in Ninoy Aquino International Airport (NAIA) terminals starting March 1, 2011. Click the attached link for complete info >>> OEC VALIDATION AT POEA-NAIA

The OEC serves as exit pass, as an exemption certificate from payment of travel tax and airport terminal fee, and as a worker’s guarantee that he is covered by government protection and benefits.

For further queries, feel free to ask questions / comment via this post.
~ Samahang Pinoy Kawanggawa
www.isabelsaguinsin2.blogspot.com

REALITY NG BUHAY OFW - Part 2

noreply@blogger.com (Anonymous) — Mon, 03 Sep 2012 04:04:00 +0000

Hard Part of Being an OFW is Leaving….

Whenever I am alone I can’t help it but to recount past events in my life, asking questions and stupid enough in trying to find answers. Why am I here in a foreign land, totally different culture or should I say mix of cultures? Does my eldest daughter know that I have left them to provide for them?

Will my four year old son still see me as his father? I was able to be with my family last April for a month and I am lucky enough that my boy and I didn’t have any trouble bonding, he has this charming character of being able to deal with strangers, yes I was a stranger to him because I left him when he was only 15 months old and have no memory of me. As for my daughter and even with my wife there was this awkwardness but with much effort I was able to patched up things and my vacation was enough to energize me for yet another year of being away from them.

It is unfair for OFWs to be treated as revenue mill or as OFWs consider themselves as government’s milking cow. With their dollar remittances that keep the Philippine economy afloat including the strengthening of peso against the dollar, it is unfortunate that the government continue to levy additional fees on this sector. Although OFWs do not oppose government’s plan to provide universal health insurance to the poor, it is immoral to use solidarity to burden the already suffering workers overseas.

Overseas Filipino Workers sacrifice a lot to provide a better life for their families in the Philippines. They spent holidays, birthdays, anniversaries, Christmas, New Year and other important occasions away from their families.

It has an effect of the children of Ofw's. No money can replace the hug of a father or mother, no toy or balikbayan box can take the place of the quality time spent together with ones family.

Children will feel that they are missing the love of their father and or mother but it doesn't have to be that way. The Internet has tools to can bring families together for free. These tools can provide ways for families to see and hear each other for free. It gives them the chance to connect and spent quality time even if they are hundreds of miles away.

Requiring migrant Filipinos in the UAE (United Arab Emirates) to secure an AOS (affidavit of support (AOS) before they can have their relatives visit the country does not resolve the problem of human trafficking but actually increases the financial burden for OFWs (overseas Filipino workers).

The AOS is also a source of corruption for unscrupulous airport and immigration officials in the Philippines and is a form of discrimination because it is a clear restriction against everyone’s right to travel.

While we would like to see human trafficking be solved immediately, we firmly believe that any move by the Philippine government to curb such crime should not result to worse policies for migrant Filipinos.

The cost of obtaining a notarized AOS in the UAE is AED 100 (1,195 Pesos) cuts the already meager salary of most OFWs.

In the face of the budget cuts in operations and services of OFW-related government agencies, we can only see the AOS as part of the Philippine government’s drive to mulct funds from the hapless Filipinos working abroad.

Worse, the Philippine Immigration Department’s restrictions on OFWs and their families are very discriminatory. The vague provision of assessing the “personal capacity to travel” of a person is very subjective and arbitrary. What it means in reality is that if you do not look rich or cannot prove that you are rich – despite having the actual capacity to sustain yourself overseas – then you will most likely not be allowed to leave the country.

The absence of a clear mechanism and guidelines of the Bureau of Immigration breeds confusion, inconvenience, and more exploitation to OFWs and our families.

The OFWs are already discriminated in countries where they work and reside. Are we going to suffer the same problem in our own country by the Philippine government itself?

The issue of AOS has also been already raised by OFWs in other areas such as in Hong Kong and Macau. Sadly, no concrete response has been made by the Aquino government on this concern.

Despite its implementation, there has been no indication that trafficking has abated.

Our rights are at stake. We have formed the (name of the coalition) to represent the voice of OFWs in UAE and we say: Scrap AOS. No to exaction and corruption. Yes to protection.
The AOS is not a solution to the problem of trafficking. It is an added problem to the already burdened OFWs.

STOP STATE EXACTION, STOP EXTORTION ! ! !
PROTECTION NOT COLLECTIONS ! ! !
SCRAP AFFIDAVIT OF SUPPORT ! ! !

Around 9.5 million to 12.5 million overseas Filipinos are the estimated count worldwide or about 11% of the total population of the Philippines as of 2010.

More than a million Filipinos try their luck each year to work abroad through overseas employment agencies and other programs, including government-sponsored initiatives. A majority of them are women applying as domestic helpers and personal service workers. Others emigrate and become permanent residents of other countries. Overseas Filipinos often work as doctors, physical therapists, nurses, accountants, IT professionals, engineers, architects, entertainers, technicians, teachers, military servicemen, seafarers, students, caregivers, domestic helpers, fast wood workers especially in the middle east and maids.

The exodus includes an increasing number of skilled workers taking on unskilled work overseas, resulting in what has been referred to as a brain drain, particularly in the health and education sectors. Also, the exodus can result in underemployment, for example, in cases where doctors undergo retraining to become nurses.

Overseas Filipino Workers have always been seen as the milking cows of whoever is in power in the Philippines. With their huge remittances keeping the Philippine economy afloat, paying homage to them as the unsung heroes of the land has become so commonplace as to now sound insincere and cliché.

What is fair about taxing OFWs? They suffer depression, culture shock and many times abuse, financial, mental or even physical, at the hands of unscrupulous foreign employers. The vast majority of OFWs earn less than $1,000 a month, the high earning engineers and ship captains being only a small portion of all OFWs. Why should OFWs pay taxes on income earned abroad, when they are not living in the Philippines to benefit from government services? Most countries exempt their citizens from income tax if they live abroad, and many OFWs are already being taxed in the countries that they work in.

It’s bad enough that OFWs have to go through an eye-of-the-needle-like procedure at the airport due to the mandatory paperwork they have to show before they can be allowed to board the plane. All that is made even worse now that the fees they may have to pay would leave a big hole in their pockets. The required fee doesn’t stop with the OWWA contribution. They also have to pay the POEA processing fee of PhP100.00; Philhealth contribution of PhP900.00; Pag-Ibig membership of PhP100.00, not to mention the ever-increasing airport tax! All this financial strain just adds to the physical and emotional strain every OFW has to go through every time they leave the country.

The Philippine economy will collapse without the Overseas Filipino Workers (OFWs). Remittances from the OFWs contributed significantly to the 7.3% growth in the economy in 2010. The spending fuelled by the billions of dollars they send back home is a factor that is likely helping the country avoid a Greece-like economic failure.

The POEA is not even clear on where the funds for the exit fees go. It’s not like it will help assist the OFWs who are in need overseas. Some of those who had to leave Libya earlier this year due to the uprising were forced to evacuate without any help from the Philippine government.

Even if you are not good in math, your calculator will show you that P100.00 multiplied by 3500 OFWs everyday is P350,000.00 daily that will go to…I really think that this exit fee should be scrapped.

Life in our country is not that easy that is why a lot of Filipinos go overseas to work. Here we encounter a lot of experiences good and bad. We are lucky if we found a good employer to work with, but sometimes it’s not always a happy ending. Working in a foreign country, we face a lot of challenges and difficulties. We sacrifice a lot just to give our families the best life we dreamed for them, for parents who are not able to take good care of their own children because they are away and for children who cannot enjoy the company of their parents as they grow. We adjust to almost everything like language, their way of living, culture, customs ,beliefs, foods etc.

This is what we call the Real Life of Being An OFW…

>>> Read previous post: REALITY NG BUHAY OFW-Part 1

REALITY NG BUHAY OFW - Part 1

noreply@blogger.com (Anonymous) — Sat, 01 Sep 2012 16:54:00 +0000

This is my life... my story as an Overseas Filipino Worker (OFW) abroad.

As they say, being an OFW is difficult. But behind every OFW, is a story that needs to be heard.

I’ve been a witness to a lot of dramas that usually take place at the NAIA airport. Families hugging at the parking area, husbands, wives and children crying, and well-wishers who incessantly give requests and final instructions to their “dearly-departing”. Yes … overrated as it may sound, but for us OFWs, leaving is like a yearly trip to the lethal injection chamber. That’s why, teary-eyed, highly emotional and hyper-sensitive passengers normally roam around our busy airport every day, and that includes me.

So to keep myself busy while waiting for my flight, I normally observe my fellow OFWs and most of the times have small chats with them especially with the first timers. Then, after the small talks, I would usually sit back and stare at the airplanes outside the departure gate thinking about the life I am about to embrace again going back to the foreign land.

Honestly, the feeling is unbearable even since I started working abroad. That’s why, I cannot help but wonder how could someone who stayed for 25 years or more in the Middle East to bear to go through the same feeling (technically) for 25 times?

We have this notion that when someone is an OFW or based abroad, he or she is loaded. Not true. An OFW might earn from P50K-P300K a month, depending on the location. Those in Saudi Arabia or the United States might earn in the high range. But to say that they're 'rich' is a fallacy (amen!).There's no place like home.

For some OFW's the notion maybe true but for most it's a fallacy like what the author of the article where I got the excerpt said. I have seen the plight of some unfortunate Filipinos working here in Qatar and even heard of some earning as low as QR 700.00 that is roughly Php 8,360.00. Imagine the hardships and the sacrifices it takes just to earn that meagre amount so they can send money home. I just can't imagine how they are surviving with that salary as the cost of living here is relatively higher compare to Saudi Arabia. My food allowance here ranges from QR 500 to 700 depending on what I prepare for my meal. I don't even want to know what he or she may be eating on every meal. Just the thought makes me feel bad but for the sake of their love ones back in the Philippines they are willing to take and bear everything.

If you go and work abroad, expect hard labor, not just strolling and shopping.
Salary value is not that high in the foreign country you will be in but it is a good money because you can support your family in the Philippines.

Expect the worst but use your mind in everything you do. Do not let others discriminate you. Just learn to manage difficulties – away from home, family and working with different nationalities.

Your employers give you the salary so spend wisely. Employers are not that emotional or sensitive to your needs. They just expect you to work. Use your other skills, they value the money that they give to you, so work hard for it.

Don’t trust anyone quickly as not everyone could sympathize with you. You have to learn to face your own battles alone.

Imagine how hard it is to go and work abroad, just to earn money? People in the Philippines better show your OFW family the value that they should get in exchange to the hardships they experienced when they are working abroad.

OFWs standing in the queue at NAIA Immigration

OFWs going to OFW Lounge at NAIA for OEC Verification / Authentication hours before flight departure.

Isda at kamatis as normal food by some OFWs to save and send more money back home.

Many Filipinos are migrating or working abroad because of the uncertainty in the growth of the country. Around 8 to 10 million land and sea-based Filipino workers worked as immigrants and permanent residents, contract workers, and undocumented or illegal migrants.

Many OFWs are employed in "3-D" jobs: dirty, difficult, and dangerous. Filipinos are often subjected to unfair working conditions, long hours, low pay, and human rights abuses. 10% of migrant Filipinos are undocumented or overstaying in a foreign country. They are often employed through unofficial channels, so are afraid to complain about any wrongdoing, as they will lose their jobs. Most of the money OFWs earn overseas is sent home as "remittances" to support their families.

OFWs at POEA for POEA documentations application

OFWs waiting in the queue at POEA

OFW arrived from Libya; meeting parents at NAIA for safe arrival from foreign land.

There are many Filipina professionals who stepped down from their recent jobs (most are teachers) because of having low salary and not enough to meet their daily needs, some were been laid off and left no choice but to work abroad while others were unlucky on their search for a job in the Philippines and after numerous failed attempts gave up and work abroad. When a college or university graduate Filipina will work abroad as a domestic helper, she'll be probably looked down in her hometown which caused her more pains but a heroine in her own family.

Life of a Filipina domestic helper abroad is not easy . Only a small percentage are considered lucky , most workers receive verbal, emotional and physical abuse from their employers , rights are violated, privacy is invaded with meager food , long working hours , sleep in a corner or uncomfortable little space. The challenge of being away with the family is tough and thanks to the new technology, it helps a lot because video chatting with family back home, it makes somehow close to them , touching their face on the computer screen will temporarily ease the loneliness .

Working abroad is not abandoning one’s obligation to the country, especially if the purpose is to pursue higher knowledge and acquire new experiences and skills while getting better compensation. In fact, the OFWs are our modern heroes. Higit na may malasakit sila sa ating bayan kaysa sa mga dayuhang negosyante at bangkong global na nagpapautang sa atin. Ang mga OFW ang tumutulong na makalutang ang ating bansa para makasabay tayo sa agos ngpag-angat ng Asya.

>>> Read more: REALITY NG BUHAY OFW - Part 2

GUIDELINES ON DEPARTURE FORMALITIES FOR OUTGOING FILIPINOS IN THE PHILS.

noreply@blogger.com (Anonymous) — Fri, 31 Aug 2012 04:46:00 +0000

SAMAHANG PINOY KAWANGGAWA (Pinoy Charity Society): DOJ/BI' Latest Memo: Departure Formalities for Tou...: GUIDELINES ON DEPARTURE FORMALITIES FOR INTERNATIONAL-BOUND PASSENGERS IN ALL AIRPORTS AND SEAPORTS IN THE COUNTRY DOJ Manila Memorandum d...

A Guide for Non-Muslims: THE HOLY MONTH OF RAMADAN

noreply@blogger.com (Anonymous) — Wed, 18 Jul 2012 05:44:00 +0000

Ramadan is the ninth month in the Islamic calendar. Though this year, 2012, expected to begin on July 21 and end August 18. The Islamic year has twelve lunar months, totalling 355 days. Each month starts on a new moon. This means that Ramadan begins about 10 days earlier each year. The Islamic New Year also advances by 10 days per year (compared with the Gregorian Calendar used in the West).

What happens during Ramadan?

Muslims mark Ramadan by fasting each day from sunrise to sunset. This is a strict fast - no food and no drink of any sort, not even water. It is hard for smokers, because that too is disallowed. The faithful rise early in the morning and take a meal, Suhoor, before dawn and first prayers. Their next meal is called Iftar and is taken after the sunset prayer. Within the faith, exceptions are made for the old and infirm, young children and pregnant and nursing mothers.

Throughout Ramadan, families get together to share food and company in the evenings and night-time, and the emphasis is always on reflection, prayer and charity. Ramadan is not a commercialised festival.

If you live in an Islamic country
Ramadan is enshrined in law; it is not simply a religious option. You are not obliged to fast, but you are required to respect the traditions. Here are some tips to avoid accidental offence:
•Take a good breakfast in the privacy of your apartment before venturing out for the day. If you must have lunch, take a packed lunch and find a private place to eat it. Better still, try to do without. Most of us carry a few extra pounds anyway.

•Don't snack - avoid coffees, sweets, gum, etc. during the day. Most of this is habit, rather than necessity, so it's a good discipline. You'll want to drink water. Try to find a private place.

•Try not to smoke. If you really must, find a private place, but also consider why you must!

•Be careful on the roads! Driving standards are low in the Gulf States at the best of times. Around sunset, the roads are full of people rushing home to break their day-long fast with their families. Many are dehydrated and very tired. Seriously - be careful!

Extra tips for Gulf travellers:
Shopping, business and Government Office hours change during Ramadan. Most establishments post a notice of Ramadan Timings at their entrance. Cafes, restaurants and take-away food outlets do not open in daylight. However, food shops do open and you can buy food to cook at home. Expect hotel restaurants to be closed during daylight. International hotels will provide room service.

Dress code during Ramadan is more restrained. Legs, shoulders and arms should be covered. In stricter quarters, even the wearing of jewellery is frowned upon, though this is not universal.

Alcohol outlets (if any) usually remain closed throughout the month. In Dubai, hotel bars open in the evenings (after Iftar) but with no live music. The Filipino bands are often allowed home for the month. In stricter states, bars are closed for the whole month, even for residents (though minbars may be stocked).

Lewd or offensive gestures or speech, never popular in Islam, are particularly to be avoided during this month when people are trying to keep their minds pure. But that's always good advice.

Any queries about Ramadan, please write us via Samahang Pinoy Kawanggawa website www.isabelsaguinsin2.blogspot.com

UAE LABOUR LAW: GRATUITY / SEVERANCE PAY

noreply@blogger.com (Anonymous) — Thu, 05 Apr 2012 08:19:00 +0000

Labour Law in the UAE - Federal Law No. 8 of 1980 regulating labour relations as amended by Federal Laws Nos. 24 of 1981, 15 of 1985 and 12 of 1986 (the "Law").

According to Article 3 of the Law, the Law applies to all staff and employees working in the United Arab Emirates, whether UAE national or expatriate. However certain categories are exempted from its applicability:

Staff and workers employed by the federal government, government departments of the member-emirates, the municipalities, public bodies, federal and local public institutions and those staff and workers employed in federal and local governmental projects are exempt.

Members of the armed forces, police and security units.

Domestic servants and their like.

Agricultural workers and persons engaged in grazing (this exemption does not include persons who are employed in corporations which process agricultural products and or those who are permanently engaged in the operation of/or repair of machines required for agriculture.

GRATUITY / SEVERANCE PAY
Section II, Article 132-141

Employee entitlement at the termination of the employment contract
The employee at the termination of the employment contract will be entitled for to the following:

A notice period, or any amount due in lieu of the notice period, in the case of an unlimited contract.

Compensation for the unreasonable dismissal if the contract was terminated by the employer for unreasonable cause, in the case of an unlimited contract.

In the case of a limited contract, compensation equivalent to the period until the end of the contract, or three month's salary whichever is greater.

Payments equivalent to the balance of unutilized leave or any part thereof.

Payments for overtime or any balance of wages due and not yet paid.

End of service gratuity calculated on the duration of the employment.

Repatriation expense as per the law or the contact.

End of service gratuity in terms of compensation
An employee who completes one year or more in continuous service shall be entitled to gratuity at the end of the service. The gratuity shall be calculated as follows:

21 day's wages for each year of the first five years.

30 day's wages for each additional year on condition that the total of the gratuity shall not exceed the wages of two years.

Gratuity Calculation
Gratuity is calculated on an annual basis if the employee has actually completed one year of employment with the employer or more. The day of absence from work without pay shall not be included in calculating the length of service. However, if the employee completed a year in service he will be entitled to a gratuity for the fraction of the year proportional for the part of the year he spent in work provided that he has completed one year in continuous service.

Without prejudice to what is stipulated by some laws in the granting of pensions or retirement benefits to employees, in some establishments gratuity for those who are paid monthly, weekly or daily wages shall be calculated as follows:

Basic wage which is taken as a basis for the calculation of gratuity is that which is last received by the employee before the termination of the employment contract. This wage will be the basis for calculating the gratuity for all the years during which the employee works for the employer calculated at the rate advised here above.

Basic wage
A basic wage means anything received by the employee as a wage excluding housing, transport, travelling allowances and overtime, family allowances, entertaining allowances and any other allowances or a bonus.

Commission or payment by percentage as a basic wage
According to recent judgment delivered by the UAE court, any amount payable to employee as wage other than allowances or bonus including wages paid by percent, commission or by performance will be considered a wage and will be taken into consideration in calculating gratuity.

Gratuity calculation if the employee resigned from employment
An employee employed under a contract for unlimited period who resigned after a continuous service of not less than a year and not more than three years is entitled to one third of the end of service gratuity provided above. If the period of continuous service was more than three years and less than five years he is entitled to two thirds of the gratuity.

If his continuous service was more than five years, he shall be entitled to the full gratuity.

If an employee who is employed under a contract of limited period, resigned with his free will before the end of the contract, he shall not be entitled to the end of service gratuity unless his continuous service exceeds five years.

End of service gratuity forfeiture
An employee may also be deprived of his gratuity in either of the following two cases.

He has been dismissed for one of the reasons stated in Article 120 of this law, or if he left work to avoid dismissal.

If he left his job voluntarily without notice in cases other than the two provided for in Article 121 of this law. This applies to unlimited period contract and in cases where the employee did not complete five years of continuous employment in a contract of limited term.

If the establishment or company has a pension scheme which is beneficial to the employee, would it be a substitution for payment of gratuity?

If the employer has pension scheme applicable to all employees at the company or the establishment, such a scheme must be published and known to all employees, and at the same time, specify that this scheme will be a substitution for the gratuity rules governed by the UAE Federal Labour Law. It must be more beneficial to the employees than the gratuity provision of the law. Otherwise the employee may benefit from both.

Employee-Employer gratuity pay agreement determination
The employer and the employer may agree to pay at a certain time the gratuity to the employee for the years during which the employee served the employer, and to start with a new contract for the future period. Provided always however, that this agreement is clearly stated, acknowledged, and agreed between the employee and employer whereby gratuity will be paid for the proceeding period, and a new contract will be entered into for the future relationship. This, bearing in mind that the employee's employment with the employer will still be considered as a continuous period for the purpose of the calculation of the interest, or at the time when he resigns, calculating the years during which he was employed with the employer.

Gratuity due date
Gratuity will only become due and payable at the end of or at the termination of the contract.

Related article:
GRATUITY / SEVERANCE PAY CALCULATION AS PER UAE LABOUR LAW

Reference:
UAE Ministry of Labour
S Sali (Angelfire)
UAE Federal Labour Law 1980

SPECIAL CASES: DOJ / BI Memo on Departure Formalities

noreply@blogger.com (Anonymous) — Fri, 13 Jan 2012 07:57:00 +0000

GUIDELINES ON DEPARTURE FORMALITIES FOR INTERNATIONAL-BOUND PASSENGERS IN ALL AIRPORTS AND SEAPORTS IN THE COUNTRY

DOJ-BI Memorandum dated 03 January 2012

Pursuant to Republic Act No. 9208, otherwise known as the “Anti-Trafficking in Persons Act of 2003”, and its Implementing Rules and Regulations, Republic Act No. 8042, otherwise known as the “Migrant Workers and Overseas Filipinos Act of 1995”, as amended by Republic Act No. 10022 and other related laws, the following guidelines, providing for definite parameters in the strict enforcement of immigration departure formalities intended for the prevention of trafficking in persons, illegal recruitment, and other related offenses, are hereby promulgated for strict implementation/compliance by all concerned:

1. FOR FINAL INTERVIEW/QUALIFYING EXAM

Workers to undergo final interview/qualifying exam as required by their prospective employers shall present the Philippine Overseas Employment Administration’s (POEA) Special Exit Clearance. In the absence of thereof, passengers shall not be cleared for departure.

2. ON THE JOB TRAINING

Travelers intending to depart to another country for the purpose of on-the-job training shall present the following additional documents:

i. School certification on the need for on-the-job training

ii. Acceptance by the host company

iii. Certificate of Overseas Training by the Commission on Higher Education (CHED)

3. For relatives requesting for compassionate visit

To an irregular worker abroad, a certification from Department of Foreign Affairs (DFA-OUMWA) must be secured.

4.Immediate family members of Overseas Filipino Workers (OFWs)

travelling with a tourist/ temporary visitor’s visa shall be allowed without need of further inspection, provided, they establish relationship within the first civil degree of consanguinity or affinity (spouse, children and parents) with the OFW and provided further that they present photo copies of the following documents of the Overseas Filipino worker:

a) Passport

b) Visa

c) Overseas Employment Certification

d) NSO authenticated birth/marriage certificate, as the case may be

5. Passengers who intend to depart for intra-company trainings abroad

for less than three (3) months shall present an invitation from the host company reflecting the duration, entitlements, travel and other incidental expenses; while those exceeding three (3) months shall present the corresponding Trainorship Agreement containing all the above data.

6. IMMIGRANT OR PERMANENT RESIDENT VISA

6A. Filipino emigrants/residence visa or permit holders / permanent resident card holders

Travelers falling under this visa category shall present the following documents for primary inspection:

a) Passport

b) Permanent residence visa / immigrant visa / permanent residence card

c) CFO Emigrant registration sticker

d) Airline/Sea Craft ticket

6B. Filipino spouses and other partners of foreign nationals

Travelers falling under this visa category shall present the following documents for primary inspection:

a) Passport

b) Permanent residence permit or visa / immigrant visa / permanent residence card

c) Guidance and Counseling Certificate

d) CFO Emigrant registration sticker

e) Airline/Sea Craft Ticket

6C. Filipino J1 visa holders or Exchange Visitor Program Participants Departing for the USA

Travelers falling under this visa category shall present the following documents for primary inspection:

a) Valid passport

b) Valid J1 visa for USA

Bureau of Immigration: GENERAL GUIDELINES

1. Travelers presenting fake/fraudulent passports, documents, immigration stamp shall be confiscated by the BI without prejudice to any other action that may be taken against said passenger.

2. The Bureau of Immigration shall turn-over the confiscated passports and other fake/fraudulent documents to the DOJ-IACAT for appropriate action.

3. Passengers who were not cleared for departure by reason of vulnerability to trafficking, illegal recruitment, or other related crimes, shall be immediately turned over by the Bureau of Immigration to the IACAT Task Force or to designated agency/ies for mandatory services provision, such as temporary shelter, legal assistance, or psycho-social interventions, and for more in-depth information-gathering.

4. Immigration Officers, in the performance of their functions and duties, shall adhere to the principles of Courtesy, Accountability, Responsibility, Efficiency and Service (BI – C.A.R.E.S.). The Bureau shall, likewise, institute a mechanism for immediate feedback and redress of grievances of passengers.

5. All agencies and Task Forces designated for the purpose of combating trafficking in persons, illegal recruitment, and other related crimes are hereby directed to revise existing procedures and systems to complements these guidelines within one (1) month from the effectivity thereof, to be submitted to the IACAT and PTFAIR for review and evaluation.

LATEST MEMO FROM DOJ/BI-MANILA: Guidelines on Departure Formalities for OFWs

noreply@blogger.com (Anonymous) — Fri, 13 Jan 2012 07:28:00 +0000

GUIDELINES ON DEPARTURE FORMALITIES FOR INTERNATIONAL-BOUND PASSENGERS IN ALL AIRPORTS AND SEAPORTS IN THE COUNTRY
Latest Memorandum Dated 03 January 2012

OVERSEAS FILIPINO WORKERS

1.First Time Overseas Filipino Workers

1.1 Travelers under this classification shall present the following documents as validated by the Labor Assistance Center (LAC):

a) Passport

b) Visa

c) Airline/Sea craft Tickets

d) Overseas Employment Certificate (OEC)

1.2 Allowable Visa Usage (Based on POEA Rules and Regulations)

Should there be any discrepancy in the actual job position/job title in the visa and in the Overseas Employment Certificate, travel may nevertheless be allowed provided that the POEA through its LAC, has validated and approved the variance based on the following:

a) The visa category is related to the workers’ position or in line with the principal’s nature of business;

b) The recruitment agency executes an Undertaking on Visa Usage; and

c) The worker is aware of the visa discrepancy situation and has executed a Declaration of Awareness and Consent.

1.3 Instance When Visa Usage is NOT Allowed (Based on POEA Rules and Regulaions)

The use of Visa Usage Undertaking (VUU), however, does not, and can never, apply to Household Service Workers (HSW). The visa category should be strictly for household-based positions, otherwise, a traveler will not be cleared for departure and the aforementioned documents shall be confiscated for further investigation and appropriate action.

1.4 For Acts Involving Reprocessing of Contracts and Other Documents

OFWs in possession of “reprocessed” documents shall not be cleared for departure.

Based on R.A. No. 10022, the following constitute acts of reprocessing:
1. The job description/position as indicated in the work visa is different from all other pertinent documents such as the Overseas Employment Certificate, the PDOS Certificate, among others;

2. The actual job as promised or offered is different from the actual overseas work as indicated in the pertinent papers; and

3. The name of the employer or hiring company as indicated in the work visa and/or OEC are not one and the same.

All documents used under the afore-mentioned provision shall be confiscated and turned over to the POEA for further investigation and appropriate action.

2. Balik-manggagawa/ Returning Workers

2.1 The following OFWs fall under the category of Balik-Manggagawa/Returning Workers:

a) Worker-on-Leave – a worker who is on vacation or on leave from employment under a valid and existing employment contract and who is returning to the same employer, regardless of any change in jobsite, to finish the remaining unexpired portion of the contact.

b) Rehire – a worker who was rehired by the same employer after finishing his/her contact and who is returning to the same employer, regardless of a change in jobsite.

c) POLO registered worker – a returning worker whose employment contact was not processed with the POEA but was subsequently verified and registered with the Philippine Overseas Labor Office (POLO) in the jobsite and who is returning to the same employer either as a worker-on-leave or rehire, regardless of any change in jobsite. Same employer/principal refers to the current employer of the worker at the time he/she came home for vacation and to whom he/she is returning to resume employment upon return to jobsite.

2.2 Balik-Manggagawa OFWs shall be required to present the following:

a) Passport

b) Valid visa

c) Airline/sea Craft Ticket

d) OEC issued onsite by the POLO or by the POEA

2.3 In case of incomplete or questionable documentary requirements, the OFW shall be referred to the POEA-LAC for further investigation and appropriate action.

3. Overseas Filipino Workers on vacation but visiting other countries before returning to original worksite/destination

A Balik-Manggagawa OFW with a valid visa and existing work contact who intends to go to other countries while on vacation need not get a POEA travel exit clearance/OEC. Hence, he/she is considered a tourist and is not exempt from travel tax and terminal fee, but shall be allowed to travel.

4. Special Travel Exit Clearance

Pursuant to a Memorandum of Agreement between POEA and BI, the following are required to secure Special Travel Exit Clearance from the POEA:

a) PEZA registered companies sending their employees to South Korea for training program with worker trainee visas;

b) Seafarers who are under the employment of a Philippine shipping company who are assigned to accompany or “conduct” a vessel that is being imported by the said shipping company from a foreign port to the Philippines, also referred to as “conduction crew” since they remain to be under the employ of their local companies;

c) Filipino seafarers who are required to undergo special training abroad as prescribed by the prospective foreign employer;

d) Filipino workers and spouses who are covered by the Work to Residence Policy, and who applied for immigration to New Zealand with no prearranged employment with an employer prior to their departure; and

e) Filipino workers required to undergo final interview or qualifying examination abroad as prescribed by the prospective foreign employer.

Bureau of Immigration - GENERAL GUIDELINES
1. Travelers presenting fake/fraudulent passports, documents, immigration stamp shall be confiscated by the BI without prejudice to any other action that may be taken against said passenger.

2. The Bureau of Immigration shall turn-over the confiscated passports and other fake/fraudulent documents to the DOJ-IACAT for appropriate action.

3. Passengers who were not cleared for departure by reason of vulnerability to trafficking, illegal recruitment, or other related crimes, shall be immediately turned over by the Bureau of Immigration to the IACAT Task Force or to designated agency/ies for mandatory services provision, such as temporary shelter, legal assistance, or psycho-social interventions, and for more in-depth information-gathering.

4. Immigration Officers, in the performance of their functions and duties, shall adhere to the principles of Courtesy, Accountability, Responsibility, Efficiency and Service (BI – C.A.R.E.S.). The Bureau shall, likewise, institute a mechanism for immediate feedback and redress of grievances of passengers.

5. All agencies and Task Forces designated for the purpose of combating trafficking in persons, illegal recruitment, and other related crimes are hereby directed to revise existing procedures and systems to complements these guidelines within one (1) month from the effectivity thereof, to be submitted to the IACAT and PTFAIR for review and evaluation.

DOJ/BI' Latest Memo: Departure Formalities for Tourist Travellers

noreply@blogger.com (Anonymous) — Thu, 12 Jan 2012 06:59:00 +0000

GUIDELINES ON DEPARTURE FORMALITIES FOR INTERNATIONAL-BOUND PASSENGERS IN ALL AIRPORTS AND SEAPORTS IN THE COUNTRY

DOJ Manila Memorandum dated 03 January 2012

TOURIST TRAVELERS

A traveler intending to go abroad with a tourist/temporary visitor’s visa shall be subjected to:

1. Primary Inspection

During primary inspection, the following documents shall be required from a traveler:

a) Passport

b) Visa when required

c) Roundtrip Ticket

2. Secondary Inspection

2.1 The Bureau of Immigration shall conduct a secondary inspection of a traveler, when deemed necessary, for the purpose of protecting vulnerable victims of human trafficking and illegal recruitment and other related offenses, through the assessment of the following circumstances:

a) Age

b) Educational attainment

c) Financial capability to travel

i. If not financially capable to travel, an authenticated affidavit of support, indicating therein the relationship within the 4^th civil degree of consanguinity or affinity, together with the supporting documents, may be entertained; and

ii. An affidavit of undertaking/ guaranty may likewise be entertained.

2.2 Any passenger/traveler who will be subjected for secondary inspection shall be required to accomplish the Bureau of Immigration Border Control Questionnaire (BCQ) to be furnished by the Immigration Officer.

2.3 However, the following shall automatically be subjected to secondary inspection:

a) Travelers without financial capacity to travel escorted/accompanied by a foreigner who is not related;

b) Minor traveling alone or unaccompanied by either parent or legal guardian without the required travel clearance from the Department of Social Welfare and Development (DSWD);

c) Repatriated irregular workers, in which case, travel may not be allowed without the clearance from the IACAT (generate data);

d) Partners and spouses of foreign nationals intending to depart to meet and/or marry his/her fiancé without the CFO Guidance and Counseling Certificate;

e) Passengers traveling to counties with existing deployment bans, alert levels and travel advisories and those in possession of a visas to the said countries; and

f) Passengers who stayed abroad for more than one (1) year during a previous departure from the country as a tourist/temporary visitor, intending to depart for the second and/or subsequent time.

2.4 Clarificatory questions may be propounded relating to the above-mentioned documents/purpose by the Bureau of Immigration.
2.5 A traveler found to be misrepresenting the purpose of his/her travel as tourist shall not be cleared for departure.

Bureau of Immigration: GENERAL GUIDELINES
1. Travelers presenting fake/fraudulent passports, documents, immigration stamp shall be confiscated by the BI without prejudice to any other action that may be taken against said passenger.

2. The Bureau of Immigration shall turn-over the confiscated passports and other fake/fraudulent documents to the DOJ-IACAT for appropriate action.
3. Passengers who were not cleared for departure by reason of vulnerability to trafficking, illegal recruitment, or other related crimes, shall be immediately turned over by the Bureau of Immigration to the IACAT Task Force or to designated agency/ies for mandatory services provision, such as temporary shelter, legal assistance, or psycho-social interventions, and for more in-depth information-gathering.
4. Immigration Officers, in the performance of their functions and duties, shall adhere to the principles of Courtesy, Accountability, Responsibility, Efficiency and Service (BI – C.A.R.E.S.). The Bureau shall, likewise, institute a mechanism for immediate feedback and redress of grievances of passengers.
5. All agencies and Task Forces designated for the purpose of combating trafficking in persons, illegal recruitment, and other related crimes are hereby directed to revise existing procedures and systems to complements these guidelines within one (1) month from the effectivity thereof, to be submitted to the IACAT and PTFAIR for review and evaluation.

THE OFW PROJECT: Coca-Cola Where Will Happiness Strike Next

noreply@blogger.com (Anonymous) — Fri, 02 Dec 2011 08:43:00 +0000

Coca-Cola is the most popular and biggest-selling soft drink in history, as well as the best-known product in the world.

Created in Atlanta, Georgia, by Dr. John S. Pemberton, Coca-Cola was first offered as a fountain beverage by mixing Coca-Cola syrup with carbonated water. Coca-Cola was introduced in 1886, patented in 1887, registered as a trademark in 1893 and by 1895 it was being sold in every state and territory in the United States. In 1899, The Coca-Cola Company began franchised bottling operations in the United States.

Coca-Cola might owe its origins to the United States, but its popularity has made it truly universal. Today, you can find Coca-Cola in virtually every part of the world.

The OFW Project: Coca-Cola Where Will Happiness Strike

All overseas workers regardless of nationalities can relate to the "real thing" of working overseas for the sake of family and loved ones... click the above link "The OFW Project: Coca-Cola Where Will Happiness Strike"

....Share your thoughts with us

~ Samahang Pinoy Kawanggawa ~

OFFICIAL HOLIDAYS IN UAE

noreply@blogger.com (Anonymous) — Fri, 18 Nov 2011 07:17:00 +0000

According to the Federal Law No 8 of 1980, Article 74 of United Arab Emirates states the following: “Each worker shall be entitled to official holidays with pay on the following occasions:

A) New Year’s Day (Hijra): One day;

B) New Year’s Day (Christian): One day;

C) Eid Al Fitr: Two days;

D) Eid Al Adha: Three days;

E) Birthday of the Prophet [PBUH]: One day;

F) Ascension of the Prophet [PBUH]: One day;

G) National Day: One day.”

Therefore, the employee is entitled to such holidays as per the law.

Questions answered by Advocate Mohammad Ebrahim Al Shaiba of Al Shaiba Advocates and Legal Consultants, UAE

Any queries, use the comment box for this post
~ Samahang Pinoy Kawanggawa

Reminder for Balik Manggawa: OFW ADVISORIES / OEC CERTIFICATE

noreply@blogger.com (Anonymous) — Mon, 07 Nov 2011 22:12:00 +0000

ABU DHABI: FR. TROY'S 42nd SACERDOTAL ANNIVERSARY

noreply@blogger.com (Anonymous) — Tue, 30 Aug 2011 02:30:00 +0000

St. Joseph's Church Abu Dhabi's Fr. Troy will be celebrating his 42nd Sacerdotal Anniversary on Tuesday, 30 August 2011 at St. Joseph's Cathedral 8pm.

We are encouraging all the Catholics to attend the service / mass celebration.

~ Samahang Pinoy Kawanggawa

www.isabelsaguinsin2.blogspot.com

PHILIPPINE EMBASSY CLOSED FOR EID AL FITR 2011

noreply@blogger.com (Anonymous) — Tue, 23 Aug 2011 06:09:00 +0000

UAE: Phil Embassy / Consulate - 28 August 2011 to 01 September 2011
Tel. No. +971 2 658 2889 / 02 639 0006 / 04 254 4331

KSA: Phil Embassy / Consulate - 29 August 2011 to 03 September 2011
Tel No.: +9662 669 6303 / 667 0925

JORDAN: Phil Embassy Tel No.: +962 6 592 9402 / 592 9403 / 592 3748

KUWAIT: Phil Embassy - (965) 2534-9099, (965) 2534-5762

SULTANATE OF OMAN: Philippine Embassy - (00968) 24-605-140 / 143/ 335; 695-359; 696-641

SAUDI ARABIA: COMPUTER COURSES FOR FILIPINOS

noreply@blogger.com (Anonymous) — Fri, 12 Aug 2011 18:17:00 +0000

RIYADH: Filipino expatriates in the Kingdom who want to enhance their technical skills now have the opportunity to enroll in computer cluster courses.

The courses are offered by the Computer Society of Filipinos International, Inc. (COMSOFIL-CENTRAL), a Riyadh-based professional organization composed of volunteer IT experts.

Overseas Filipino Workers (OFWs) and Filipino expatriates, active and inactive members who are currently working and residing in the Kingdom who wants to enhance their technical knowledge and improve their level of expertises and professional career, may now have the opportunity to enroll and choose any of the computer cluster courses offered by the Computer Society of Filipinos International, Inc. (COMSOFIL-CENTRAL).

As part of the organization’s lofty mission-vision to professionalized OFWs in the Kingdom and to prepare them for their eventual return to the country, the Computer Society of Filipinos International, Inc.,(a Riyadh-based professional organizations composed of Volunteer professional IT experts and specialists in the Kingdom, will conduct a 3-month in-house intensive cluster seminars on Information and Communication Technology (ICT) starting September 23, 2011 to December 9, 2011.

There are a total 22 ICT cluster courses offered and lined-up for OFWs, these are: Word Processing and Powerpoint, Computer Fundamentals, Electronic Spreadsheet (EXCEL), Web Development (HTML), MS Access, Visual Basics, 3D Max Modelling, 3D Max V-ray, Microstation for AutoCAD users,Basic AutoCAD, Advanced AutoCAD-3D Modelling, Adobe Illustrator, Advanced Photoshop, Basic Photoshop, Basic and Advanced PC Assembly, Laptop Repair Technician, Basic Electronics, Basic Digital Photography, Networking 1, Networking 2, Basic Digital Video Editing, Web Design with 3D Max Modelling and Adobe After Effects.

Enrollment cluster registrations is going on every Fridays from 8:00 a.m. to 5:00 p.m. at the 2^nd Floor, Elite International School (EIS)Building located at the back of the Pakistan International Airlines, Al-Olaya Road, Riyadh, Saudi Arabia.

For inquiries about the fortcoming schedule of cluster seminars, interested OFWs and COMSOFIL active and inactive members may contact the following KSA' Hotlines numbers: 050938872, 0503479001, 0540364396, 0565378288, 0557682508, 0505981126, 0569725530, 0507596013 or visit and log-on to COMSOFIL Community Portal at http://www.comsofil.com/.

~ Samahang Pinoy Kawanggawa

www.isabelsaguinsin2.blogspot.com

Workers With Six-month Labour Ban, UAE

noreply@blogger.com (Anonymous) — Fri, 12 Aug 2011 06:44:00 +0000

People who have been slapped with a six-month labour ban for breaking their contracts before the expiry of two years can work for a new company, provided they hold at least a high school diploma and have been offered a good position and salary by the new company, employers were told by the Ministry of Labour last week.

To lift the ban, an employee should have been offered a minimum salary of Dh5,000 for high school graduates, Dh7,000 for diploma holders and Dh12,000 for bachelor’s degree holders.

The salary must be mentioned in the labour contract.

No fee will be imposed for lifting the ban when these conditions are met, Ali Al Shehi, Senior Administrator at the ministry, said in a seminar held to inform employers about their rights and duties as well as recent ministerial decisions.

“We are still imposing the six-month labour ban on employees who quit their jobs before completing two years of service, but the ban can be lifted if the new employer offers the candidate a good position and an appropriate salary,” he said.

The new employer needs to submit the employee’s educational certificate, which does not need to be attested at this stage. It will be scanned and entered into the Tas’heel system, and a new labour permit will be issued accordingly.

Al Shehi told employers that as of January 2012, company categories will have a different scale when it comes to labour permit applications.

“When a new company is registered, it will be charged Dh1,500 for each of the first four work permits to be issued to the company, which corresponds with category B2,” he said.

Afterwards, the company can move up or down categories B1, B2 or B3, or C depending on its activity, the number of employees it hires, their qualifications and diversification in the nationalities of workers.

Companies in B1 category pay Dh600 per work permit, while B2 companies pay Dh1,500 and B3 companies pay Dh2,000 for each permit.

Diversification
“This step aims to encourage diversification and hiring employees from various nationalities, so companies who hire workers from one nationality will not be upgraded, while those that hire from more nationalities will move up to categories B3, B2 and so on,” Al Shehi said, adding that companies will also upgrade their categories by hiring skilled workers.

He advised people who want to start new companies to check their sponsor’s record at the Department of Economic Development to ensure that their record is clear and they have no other companies facing problems, which will hinder their application.

“The sponsor of a company has to clear any outstanding dues or labour issues before he can sponsor another one, so we advise those who want to open a new business to look for a sponsor who has no other companies registered under his name,” Al Shehi said.

To lift the ban, an employee should have been offered a minimum salary of Dh5,000 for high school graduates, Dh7,000 for diploma holders and Dh12,000 for bachelor’s degree holders. The salary must be mentioned in the labour contract.

WORLDWIDE JOB VACANCIES -P1

noreply@blogger.com (Anonymous) — Thu, 11 Aug 2011 07:12:00 +0000

If you cannot find a suitable opportunity and would like to submit your resume for review please send an email with a covering letter to Samahang Pinoy Kawanggawa at activejobseeker@yahoo.com.au

Cashier / Dubai – Take cash payments from customers, coordinate with the sales department, ensuring that the correct amount has been received, prepare all documentation required, ensuring that this is done in a customer orientated manner; Receive finance cheques from banks, commercial companies, and lease customers; ensure all relevant documentation is completed to allow for accuracy of reports; Prepare documentation required to deposit cash and cheques ensuring that monies are allocated to the correct bank accounts, as advised by the Finance Manager; Maintain petty cash levels, ensuring levels do not fall below minimum set, requesting cash when required. Deliver employees or visitors to their desired destination with efficiency and courtesy; Produce daily, weekly and monthly reports as required detailing the mix of cash and cheques.

High School / O Levels with minimum knowledge of accounting procedures; Computer literacy; 2 to 3 years experience in a similar position; Knowledge of spoken & written English essential, any additional languages including Arabic advantageous.

Accountant (General) / Corporate Office (UAE) – Assisting the Sr. Accountant in all areas of accounting and control functions, including day-to-day accounting process; Chartered Management Accountant / or similar Accountancy qualification; Internal Audit Certification – Desirable; 2 – 3 years experience within a medium to large Automotive company; Ability to comprehend & communicate in English language; Basic computer knowledge (particularly excel is a must); Age limit 25 to 35

** Only Candidates on visit visa and those with three or more years with their current company are encouraged to apply. Kindly note that a job knowledge test will be a part of the selection process .

Heavy Duty Driver / Volkswagen Commercial Division (Dubai) – Driving heavy duty vehicles; strictly comply with traffic rules and regulations; Keep accurate logs of on and off duty status and goods transported; Timely reporting of Vehicle Condition; Routine Safety Inspection; Required Skills and knowledge:

Valid UAE license no. (4); Previous UAE experience in auto industry; Sound knowledge of UAE roads; Safe and disciplined driving; Understand and speak English; Flexible and open approach; Candidates on visit or transferable visa preferred

Send CV to careers@nabooda-auto.com; ** Kindly attach your valid passport copy and visa page and mention position title in the subject line.

Waitress / Singapore – Candidate must possess at least a High School Diploma, Vocational Diploma / Short Course Certificate, Bachelor’s/College Degree, any field; Female only, at least 5’2″ in height; At least 2 year(s) of working experience in the related field is required for this position; Three (3) years work experience in reputable hotel or fine-dining restaurant; Can handle pressure, willing to work long hours; Excellent Personality; Fluent in English

10 Full-Time positions available.

WALK-IN APPLICANTS WILL BE PRIORTIZED, Please Bring:

Resumes with Job Description; Employment Certificates; School Documents (TOR/Diploma); Vocational Diploma & TESDA Certificate; Passport; 2X2 Photos w/ White Background; 2 Full Body Photos

Accepting applicants until September 2, 2011

Light And Hope Overseas Placement Agency Inc.

Address: 105 Ground Floor, Pearl Of The Orient Tower, 1240 Roxas Boulevard Manila Metro Manila; Office Hours: 10AM-6PM; Telephone: +63 2 559-5904 (Ask for CJ); Email: cj@lhphil.com

RECEPTIONIST / UAE – looking for a dynamic, young, clever and presentable candidate with accounting backgrounds; female only. Must have at least 2 years GULF experience and fluency in English is a must. Please send your CV to rorense@multicontinental.ae. Salary is between 4,000-5,000 as a starting, and will increase after evaluation. Please make sure that you are wearing formal attire on your picture.

Account Service Representative / Hong Kong – exhibits behaviours outlined in Account Service Representative - AGB Competencies; Experience 2 years working experiences with customer service or business development role with the insurance and financial institution sector.

To apply please send your CV with a covering email to: agbrecruitment@aetna.com

Aetna Global Benefits (Asia Pacific) Limited
Suite 401-403, DCH Commercial Centre, 25 Westlands Road, Quarry Bay, Hong Kong

Telephone: +852 2860 8021; Fax: +852 2147 9960

Carpenter / uae – urgently need 2; Salary negotiable Please send your cv to jeffrey@omiros.com.au

Mascot / uae – 2 pax (2 shifting sched – 1 for morning & 1 in evening); for the WETEX 2011; Needed for 6 months (temporary assignment only); Salary is approx. AED 5,000.00; Male or Female are welcome; preferably physically tall is required

Email CV to: Catherine Balza, Officer-Coordinator / Human Resources - Talent Acquisition

P.O.Box: 564 Dubai – UAE, Phone: 04-515-0482• Catherine.Balza@dewa.gov.ae

Document Controller cum Secretary cum Receptionist / uae – must have an experienced as Document Controller cum Secretary; must be a Filipina; have background of Microsoft Office Application; have strong personality; send CV to info@adcconsultant.com

Application Analayst (e-voucher) / uae – to join our IT Team. Previous knowledge and experience in Java is a requirement for this role; Graduate in Computers; 4-6 years of IT experience in software development

Good communication (English); Knowledge & experience in J2EE/ J2SE; Knowledge & experience in Java Spring; Knowledge & experience in Core Java

Care & Logistics Executive / uae – to join our Service City Team. Min. 1 year operations experience is required for this role; Good Communication (English); Graduate in any field; Min 1 year experience in the Operations field; Computer proficiency

LMS Coordinator / uae – Fluency in English; Good communication in another language desirable; Familiar with LMS / Rapid Learning; Computer proficiency; Adaptability / Flexibility

Junior Auditor / uae –Graduate in Finance / Account preferred; Good English communication (Written & Verbal); Bi-lingual (English / Arabic) desirable; Computer proficiency; Willingness to travel across UAE; UAE Driver’s License / Car desirable

Submit the application either in person or via email to Mamatha Salian, HR Officer (HR Department) mamatha@axiomtelecom.com or careers@axiomtelecom.com Only Short-listed candidates will be contacted by HR

Accounts Assistant	United Arab Emirates	3 + years of experience
Assistant Manager - Welding	United Arab Emirates	8 +
Assistant Production Manager	United Arab Emirates/India	8 +
Electrical Engineer	United Arab Emirates	5 +
Estimation Engineer	United Arab Emirates	5 +
Estimation Manager	United Arab Emirates	10 +
IT Manager(Head of Department)	United Arab Emirates	10 +
Materials Manager(Head of Department)	United Arab Emirates	15 +
Mechanical Engineer	United Arab Emirates /India	5 +
Mechanical Fitter	United Arab Emirates /India	5 +
Pipe Fabricators/Fitters	United Arab Emirates /India	5 +
Piping Design Engineers	United Arab Emirates	5 +
Planning Engineer	United Arab Emirates /India	5 +
Plant Manager	United Arab Emirates	15 +
Procurement Engineer	United Arab Emirates	5 +
Project Accountant/Accounts Manager	United Arab Emirates/India	10 +
Project Engineer	United Arab Emirates	5 +
Project Manager	United Arab Emirates/India	15 +
Sales Manager for Oil & Gas Industries	United Arab Emirates	15 +
Stores Executive	India	10 +
Quality Manager	India	8 +
Welders	United Arab Emirates	5 +
Welding Engineer	United Arab Emirates	5 +
Welding Supervisor	United Arab Emirates	5 +

PPME is a rapidly expanding organization and we are constantly looking for talented new people to join our team. To apply to work at Perma-Pipe please email your resume to hr@permapipe.ae.

Perma Pipe Middle East (FZE), Post Box: 4988, Fujairah, United Arab Emirates
Telephone: +971 9 2282540 / Fax: +971 9 2282541

Training Executive/ Restaurant Manager (uae) – The candidate should have a 5* hotel experience and willing to start immediately. Please request them to send their CV at: recruitment@dubaigolf.com

FOOD & BEVERAGE SERVICE MANAGER - FB 02 / oman – Responsible for the delivery and management of all food & beverage services, working with the staff to provide friendly and quality services to our guests and members; 5 - 6 years' food & beverage operational experience, displaying a steady career growth through the ranks of F&B, including restaurant, bar and banqueting.
RESTAURANT SUPERVISOR - FB 03 / oman – Manage, supervise and organise the daily operation of the outlet, to provide an efficient service to guests; Secondary School Qualification with previous experience in a similar position or National Hospitality Institute food services qualification or similar, with minimum 1 year at supervision level.

RECEPTIONIST - FB 04 / oman – Maximise efficiency in customer relations; Secondary School Qualification with experience in hotel, airline or travel agency reception and reservation, or reception qualification from the National Hotel Institute or similar.
WAITERS/WAITRESSES - FB 05 / BEVERAGE SERVICE - FB 06 – oman – Provide an efficient and professional food & beverage service; Secondary School Qualification with previous experience as a waiter or waitress and beverage service or qualification from the National Hospitality Institute or similar.
SKILLS AND KNOWLEDGE FOR ALL POSITIONS: Good command of English, excellent attitude, willingness to learn and belief in making a difference
To apply for any of the above positions, please send your CV to aiman@thewavemuscat.com with the relevant job reference FB number in the subject of your email.

Customer Service Rep for Logistics Dept / uae –need of Customer Sevice Rep for our Logistics Dept in our Abu Dhabi Office; -Degree Graduate of any related course; Male; Visit Visa; Computer literate & fluent in English; With good interpersonal & communication skills; Having background in Logistics in a Pharma or Medical Company

Kindly send resumes to valerie@pharmatradeuae.com

Telephone Operator / Front Desk Attendant/Receptionist / Doorman / Food & Beverage Coordinator / bahrain positions

Employer: Kempinski Hotel Bahrain City Centre

To apply, you will need to have a min. of 3-5 years work experience in the same or similar position for an international hotel or similar business in the service sector. We are looking for people who are young-minded, prove flexibility, with dedication at work. All our people are team players and good communicators so we expect you to integrate into Kempinski's unique international working culture easily; Further technical knowledge in the scope of work is required, either administrative, operational, technical or culinary; English is our company language; Languages are welcomed and rewarded, whereas a good level of spoken and written English is minimum requirement.

Contact Mr Michael Wierling

Kempinski Hotel Bahrain City Centre

Sheikh Khalifa bin Salman Highway, Manama, Bahrain

Email careers.bahrain@kempinski.com

Housekeeping Attendant Dubai – The ideal candidate must have 1 year experience in a similar role in a 5 star hotel. The applicant must have an eye for detail and is able to provide high level of cleanliness; Must have a good knowledge of the English language, has excellent communication skills and is customer oriented.

Storekeeper Dubai – some of the responsibilities of a Storekeerper are the following: Double check and verify all goods received for the Stores to ensure that goods are in accordance with the purchase specifications, maintain high standard of cleanliness of the store areas, Maintain an accurate record of all Store items and a proper filing system, Assist the Cost Controller in the monthly food & beverage inventory count for Stores.

The ideal candidate must be fluent in English and must have previous work experience in a similar position in a 5 star hotel.

Telephone Operator Dubai – The Telephone Operator is responsible to proactively handle inquiries through phone, fax or email and communicate with internal and external customers in a professional, courteous and constructive manner. The agent at all times meets and exceeds performance standards while maintaining exceptional service level for guest satisfaction and maximize potential hotel revenue by applying the Raffles Standards. The ideal candidate must have previous 5 star hotel experience in a similar position. A good knowledge of spoken and written English is essential.

Front Office Agent Dubai – Perform check in / out and room change procedures, maintaining cash float and ensures daily report of all money received, assist guests with currency exchange, attend to guest complaints, inquiries and requests, check night report, prepare morning report and prepare all necessary forms for the guest arrival.

Only candidates with a 5 star hotel background will be considered. The applicant must have good English and Opera knowledge. Arabic is an advantage.

Contact Raffles Dubai, Email career.dubai@raffles.com

If you cannot find a suitable opportunity and would like to submit your resume for review please send an email with a covering letter to Samahang Pinoy Kawanggawa at activejobseeker@yahoo.com.au

BIRTHDAY PRAYER

noreply@blogger.com (Anonymous) — Sun, 03 Jul 2011 07:02:00 +0000

Thank you, God, for giving me another year of life.
Thank you for all the people who remembered me today
by sending cards, and letters, gifts and good wishes.

Thank you for all the experience of this past year;
for times of success which will always be happy memories,
for times of failure which reminded me of my own weakness and of my need for you,
for times of joy when the sun was shining,
for times of sadness which drove me to you.

Forgive me
for the hours I wasted,
for the chances I failed to take,
for the opportunities I missed this past year.

Help me in the days ahead to make this the best year yet,
and through it to bring good credit to myself,
happiness and pride to my loved ones,
and joy to you.

Amen.

Thank you God for the wonderful blessings, friends and acquaintances who love and like me, and my family who are always there for me. To everyone, thank you very much for being around to be my mentor and true friend in life. Maraming Salamat po!!!
~ Isabel Saguinsin II

GRATUITY / SEVERANCE PAY CALCULATION AS PER UAE LABOUR LAW

noreply@blogger.com (Anonymous) — Sat, 04 Jun 2011 12:21:00 +0000

The UAE labour law covers many of your rights as an employee including employment contracts, records of employees, salaries, working hours, national holidays, annual leave, health and safety of employees, disciplinary codes of conduct, termination of appointment, repatriation and gratuity or end of service benefits. The Ministry of Labour has introduced a compulsory electronic salary transfer system, to guarantee prompt salaries of all employees.

Calculation of Gratuity/Severance Pay

According to Article 132 of the UAE Labour Law, a worker who has completed one or more years of continuous service shall be entitled to severance pay at the end of his employment. The severance pay shall be calculated as follows:

21 days’ wage for each of the first five years of service

30 days’ wage for each additional year of service provided always that the aggregate amount of severance pay should not exceed two year’s wage.

Severance pay shall be calculated on the basis of the wage last due, but shall not include whatever is given in kind, housing allowance, transport allowance, travel allowance, overtime pay, representation allowance, cashier’s allowance, children’s education allowance, allowance for recreational and social facilities and any other bonus or allowances (Article 134)

Deductions in Severance Pay

Where a worker under an indefinite term contract abandons his work at his own initiative after a continuous service of not less than one year and not more than three years, he shall be entitled to one-third of the severance pay. Such a worker shall be entitled to two-thirds of the said severance pay, if his continuous service exceeds three years up to five years and to the full severance pay if it exceeds five years. (Article 137)

Where a worker under a definite term contract abandons his employment at his own initiative before the expiry of his contract period, he shall not be entitled to severance pay, unless his continuous period of service exceeds five years. (Article 138)

For more queries / clarifications about Severance / End of Benefits Pay as per UAE Labour Law, please contact Ma'am Isabel Saguinsin II at +971 50 752 8573 any day after 9pm or send your comment and will respond accordingly.

OFW ADVISORIES / OEC CERTIFICATE

noreply@blogger.com (Anonymous) — Mon, 02 May 2011 05:11:00 +0000

MARCH 2011 - OFW ADVISORY FROM POEA
OFW VERIFICATION
BALIK-MANGGAGAWA THROUGH POEA, PHILS.
PHIL EMBASSY / POLO ABU DHABI LOCATION MAP
OFW INFOSHEET FOR OEC APPLICATION
PAG-IBIG / HDMF MEMBERSHIP FORM

Schedule of Services

Philippine Embassy / Consulate, UAE

Passport renewal:Sunday to Thursday ( 8:00am to 12:00pm and 1:00 to 3:30pm)
Notarial Services: Sunday to Thursday ( 8:00am to 12:00pm and 1:00 to 3:30pm)
Visa Application: Sunday to Thursday ( 9:00am to 12:00pm)

Schedule of Release

Release of Passport: Sunday to Thursday (8:00am to 5:00pm) and Friday (2:00pm to 4:00pm)
Release of Visa: Sunday to Thursday (3:00pm to 5:00pm)

Reminder:The Embassy is closed on UAE and Philippine holidays.

For more info and queries, please feel free to contact us or Ms. Isabel Saguinsin II at +971 50 7528573 / +63 908 5107809 or sie_2@hotmail.com or via Samahang Pinoy Kawanggawa website at http://www.isabelsaguinsin2.blogspot.com/

BALIK-MANGGAGAWA PROCESSING IN THE UAE

noreply@blogger.com (Anonymous) — Sun, 01 May 2011 04:53:00 +0000

New POLO-OWWA Office - location map

This refers to the various email received by POLO and being circulated inquiring the new requirements of the Philippine Overseas Labor Office (POLO) for our departing OFWs here in the UAE for their vacation leave to the Philippines.

Please take note that our requirements for OFWs who are applying for Balik-Manggagawa/OWWA and Pag-Ibig are as follows:

(Prior OFW departure in the UAE)

1) Personal appearance of the OFW/applicant strictly required;
2) Original passport
3) Fees: Aed 92 -OWWA / Aed 10- OEC/ Aed 10 -Pag-ibig
4) *For Household Service Worker (Housemaid) must provide Immigration Contract to be verified by POLO at Aed 40.00 with the standard salary of AED 1,500.0 or & $400.00

However, those OFWs who left UAE and FAILED to secure BM-OEC/OWWA & Pag-Ibig at POLOs they will proceed to their nearest POEA regional/satellite offices nationwide or at the Central Office in Ortigas. It is POEA Philippines who is requiring to submit the below mentioned documents to those applicants/OFWs who left the Philippines with UNDOCUMENTED STATUS ---- meaning departed the Philippines on VISIT VISA and after sometime found job/employment in the UAE.

We encourage all OFWs in UAE to secure their Balik-Manggagawa at POLO Dubai office in order to avoid the below mentioned POEA processing considering that our vacationing workers has limited time to stay in the Philippines.

For information dissemination and guidance.

Philippine Overseas Labor Office (POLO) Dubai, UAE

Advisory on Online Registration for Filipinos

noreply@blogger.com (Anonymous) — Mon, 11 Apr 2011 05:55:00 +0000

The Philippine Embassy in Riyadh has launched an online registration for all Filipinos in Saudi Arabia as mandated by Philippine regulations.

The link to the online registration is available on the websites of the Philippine Embassy in Riyadh and the Philippine Consulate General in Jeddah... > FOR FILIPINOS IN SAUDI ARABIA

http://www.philembassy-riyadh.org/

http://www.pcgjeddah.org/

On the site, to reach the link and the registration page, please click on the image below on the homepage.

The Embassy encourages all Filipinos to register with the Embassy, and assures that the information on the database shall not be shared with the public.

The online registration system was done with the valuable help of a Filipino community organization in the Eastern Region, Global Pinoy Solutions (GPS) under its president Mr. Rodrigo Madrid Jr.