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Showing posts with label Labor Law. Show all posts
Showing posts with label Labor Law. Show all posts

Wednesday, May 22, 2019

Senate Approves Shorter Work Days For Local Employees

Under the proposal, which is now approved, alternative working hours shall not exceed 48 hours a week and there is no reduction of existing benefits.

Senator Joel Villanueva, author, and sponsor of the measure said his proposal is an "answer to the changes in the labor market and in the nature of employment."

"As I always say, we are now in the age of robotics, the so-called Fourth Industrial Revolution or Industry 4.0. Today, work need not be confined in a certain place or office. Work need not happen at the same time. Work can be done remotely," he said.
Under the proposal, which is now approved, alternative working hours shall not exceed 48 hours a week and there is no reduction of existing benefits. Senator Joel Villanueva, author, and sponsor of the measure said his proposal is an "answer to the changes in the labor market and in the nature of employment." "As I always say, we are now in the age of robotics, the so-called Fourth Industrial Revolution or Industry 4.0. Today, work need not be confined in a certain place or office. Work need not happen at the same time. Work can be done remotely," he said. Ads The Senate approved on third reading on Monday a bill that will give employers and employees an option to adopt flexible working arrangements. With 17 affirmative votes and no negative votes, the Senate approved Bill 1571 or the proposed Alternative Working Arrangement Act. The bill seeks to the amendment of Article 83 of the Labor Code. It seeks to make an exception to the normal eight hours of work a day Under the proposal, alternative working hours shall not exceed 48 hours a week and there is no reduction of existing benefits. Senator Joel Villanueva, author, and sponsor of the measure said his proposal is an "answer to the changes in the labor market and in the nature of employment." Villanueva, chairman of the Senate Committee on Labor, Employment and Human Resources Development, noted that an alternative working arrangement or flexible working is a necessity and that every Filipino worker deserves to have this statutory right. Ads Sponsored Links The senator also shared that a number of companies companies are already implementing non-traditional working arrangements, such as flexitime, four-day workweek, compressed workweek, working from home, shift flexibility, among others, to give their workers more independence and control over their work. Apart from the benefits, the bill provides to employees, the senator said the bill has massive benefits as well to employers. Among the benefits of flexible working arrangement to employers are less expense on recruitment and training, and huge savings resulting from the reduction of traffic congestion.

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Under the proposal, which is now approved, alternative working hours shall not exceed 48 hours a week and there is no reduction of existing benefits. Senator Joel Villanueva, author, and sponsor of the measure said his proposal is an "answer to the changes in the labor market and in the nature of employment." "As I always say, we are now in the age of robotics, the so-called Fourth Industrial Revolution or Industry 4.0. Today, work need not be confined in a certain place or office. Work need not happen at the same time. Work can be done remotely," he said. Ads The Senate approved on third reading on Monday a bill that will give employers and employees an option to adopt flexible working arrangements. With 17 affirmative votes and no negative votes, the Senate approved Bill 1571 or the proposed Alternative Working Arrangement Act. The bill seeks to the amendment of Article 83 of the Labor Code. It seeks to make an exception to the normal eight hours of work a day Under the proposal, alternative working hours shall not exceed 48 hours a week and there is no reduction of existing benefits. Senator Joel Villanueva, author, and sponsor of the measure said his proposal is an "answer to the changes in the labor market and in the nature of employment." Villanueva, chairman of the Senate Committee on Labor, Employment and Human Resources Development, noted that an alternative working arrangement or flexible working is a necessity and that every Filipino worker deserves to have this statutory right. Ads Sponsored Links The senator also shared that a number of companies companies are already implementing non-traditional working arrangements, such as flexitime, four-day workweek, compressed workweek, working from home, shift flexibility, among others, to give their workers more independence and control over their work. Apart from the benefits, the bill provides to employees, the senator said the bill has massive benefits as well to employers. Among the benefits of flexible working arrangement to employers are less expense on recruitment and training, and huge savings resulting from the reduction of traffic congestion.

Under the proposal, which is now approved, alternative working hours shall not exceed 48 hours a week and there is no reduction of existing benefits. Senator Joel Villanueva, author, and sponsor of the measure said his proposal is an "answer to the changes in the labor market and in the nature of employment." "As I always say, we are now in the age of robotics, the so-called Fourth Industrial Revolution or Industry 4.0. Today, work need not be confined in a certain place or office. Work need not happen at the same time. Work can be done remotely," he said. Ads The Senate approved on third reading on Monday a bill that will give employers and employees an option to adopt flexible working arrangements. With 17 affirmative votes and no negative votes, the Senate approved Bill 1571 or the proposed Alternative Working Arrangement Act. The bill seeks to the amendment of Article 83 of the Labor Code. It seeks to make an exception to the normal eight hours of work a day Under the proposal, alternative working hours shall not exceed 48 hours a week and there is no reduction of existing benefits. Senator Joel Villanueva, author, and sponsor of the measure said his proposal is an "answer to the changes in the labor market and in the nature of employment." Villanueva, chairman of the Senate Committee on Labor, Employment and Human Resources Development, noted that an alternative working arrangement or flexible working is a necessity and that every Filipino worker deserves to have this statutory right. Ads Sponsored Links The senator also shared that a number of companies companies are already implementing non-traditional working arrangements, such as flexitime, four-day workweek, compressed workweek, working from home, shift flexibility, among others, to give their workers more independence and control over their work. Apart from the benefits, the bill provides to employees, the senator said the bill has massive benefits as well to employers. Among the benefits of flexible working arrangement to employers are less expense on recruitment and training, and huge savings resulting from the reduction of traffic congestion.

The Senate approved on third reading on Monday a bill that will give employers and employees an option to adopt flexible working arrangements.

With 17 affirmative votes and no negative votes, the Senate approved Bill 1571 or the proposed Alternative Working Arrangement Act.

The bill seeks to the amendment of Article 83 of the Labor Code. It seeks to make an exception to the normal eight hours of work a day Under the proposal, alternative working hours shall not exceed 48 hours a week and there is no reduction of existing benefits.

Senator Joel Villanueva, author, and sponsor of the measure said his proposal is an "answer to the changes in the labor market and in the nature of employment."
Under the proposal, which is now approved, alternative working hours shall not exceed 48 hours a week and there is no reduction of existing benefits. Senator Joel Villanueva, author, and sponsor of the measure said his proposal is an "answer to the changes in the labor market and in the nature of employment." "As I always say, we are now in the age of robotics, the so-called Fourth Industrial Revolution or Industry 4.0. Today, work need not be confined in a certain place or office. Work need not happen at the same time. Work can be done remotely," he said. Ads The Senate approved on third reading on Monday a bill that will give employers and employees an option to adopt flexible working arrangements. With 17 affirmative votes and no negative votes, the Senate approved Bill 1571 or the proposed Alternative Working Arrangement Act. The bill seeks to the amendment of Article 83 of the Labor Code. It seeks to make an exception to the normal eight hours of work a day Under the proposal, alternative working hours shall not exceed 48 hours a week and there is no reduction of existing benefits. Senator Joel Villanueva, author, and sponsor of the measure said his proposal is an "answer to the changes in the labor market and in the nature of employment." Villanueva, chairman of the Senate Committee on Labor, Employment and Human Resources Development, noted that an alternative working arrangement or flexible working is a necessity and that every Filipino worker deserves to have this statutory right. Ads Sponsored Links The senator also shared that a number of companies companies are already implementing non-traditional working arrangements, such as flexitime, four-day workweek, compressed workweek, working from home, shift flexibility, among others, to give their workers more independence and control over their work. Apart from the benefits, the bill provides to employees, the senator said the bill has massive benefits as well to employers. Among the benefits of flexible working arrangement to employers are less expense on recruitment and training, and huge savings resulting from the reduction of traffic congestion.
Villanueva, chairman of the Senate Committee on Labor, Employment and Human Resources Development, noted that an alternative working arrangement or flexible working is a necessity and that every Filipino worker deserves to have this statutory right.

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The senator also shared that a number of companies companies are already implementing non-traditional working arrangements, such as flexitime, four-day workweek, compressed workweek, working from home, shift flexibility, among others, to give their workers more independence and control over their work.

Apart from the benefits, the bill provides to employees, the senator said the bill has massive benefits as well to employers.

Among the benefits of flexible working arrangement to employers are less expense on recruitment and training, and huge savings resulting from the reduction of traffic congestion.
©2019 THOUGHTSKOTO
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Sunday, August 05, 2018

Philippine Embassy In Riyadh Clarifies Wrong Statement About End Of Service Benefits

Any worker, either in a private company or a government job, is always looking forward to receiving his fair share of ESB or End of Service Benefit. Each country calculates this compensation differently. If a certain employer refuse to provide this benefit to an employee upon termination - be it due to work injury, arbitrary dismissal, or end of contract - the situation falls into a labor dispute.
Any worker, either in a private company or a government job, is always looking forward to receiving his fair share of ESB or End of Service Benefit. Each country calculates this compensation differently. If a certain employer refuse to provide this benefit to an employee upon termination - be it due to work injury, arbitrary dismissal, or end of contract - the situation falls into a labor dispute. Shock and surprise were the reaction among some Filipinos in Saudi Arabia when they watched a recent Facebook live interview of Consul General Christopher Patrick Aro and Vice Consul Von Ryan Ferrera from the Philippine Embassy in Riyadh. Among the topics discussed in the hour-long interview were the repatriation procedures for a deceased worker, as well as the End of Service Award or Benefits. A statement made on the latter is what surprised many viewers. It was around 8 minutes into the interview when embassy officials clearly said Domestic Workers are not entitled to ESB. The same statement was repeated towards the last 15 minutes of the interview. This of course is an erronoues statement on the part of the embassy officials, and it was corrected and clarified the next day with an official press release that you can read below. Household Service Workers or Domestic Helpers are of course accorded several benefits according to the Saudi Labor Law. While social media is a very good medium to inform OFWs, especially those with limited access to information, care must be done in believing what we read, see or hear, especially in the advent of fake news. If you are a Domestic Helper in Saudi Arabia, know your rights and benefits here. SAUDI ARABIA KASAMBAHAY LEGAL RIGHTS OR DOMESTIC LABOR REGULATION This post is filed under: labor dispute, end of service, work injury, arbitrary dismissal, end of contract, household service worker, domestic helper, social media, labor law, KSA, Saudi, fake news

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Shock and surprise were the reaction among some Filipinos in Saudi Arabia when they watched a recent Facebook live interview of Consul General Christopher Patrick Aro and Vice Consul Von Ryan Ferrera from the Philippine Embassy in Riyadh.

 Among the topics discussed in the hour-long interview were the repatriation procedures for a deceased worker, as well as the End of Service Award or Benefits. A statement made on the latter is what surprised many viewers. 

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It was around 8 minutes into the interview when embassy officials clearly said Domestic Workers are not entitled to ESB. The same statement was repeated towards the last 15 minutes of the interview. This of course is an erronoues statement on the part of the embassy officials, and it was corrected and clarified the next day with an official press release that you can read below. Household Service Workers or Domestic Helpers are of course accorded several benefits according to the Saudi Labor Law.
Any worker, either in a private company or a government job, is always looking forward to receiving his fair share of ESB or End of Service Benefit. Each country calculates this compensation differently. If a certain employer refuse to provide this benefit to an employee upon termination - be it due to work injury, arbitrary dismissal, or end of contract - the situation falls into a labor dispute. Shock and surprise were the reaction among some Filipinos in Saudi Arabia when they watched a recent Facebook live interview of Consul General Christopher Patrick Aro and Vice Consul Von Ryan Ferrera from the Philippine Embassy in Riyadh. Among the topics discussed in the hour-long interview were the repatriation procedures for a deceased worker, as well as the End of Service Award or Benefits. A statement made on the latter is what surprised many viewers. It was around 8 minutes into the interview when embassy officials clearly said Domestic Workers are not entitled to ESB. The same statement was repeated towards the last 15 minutes of the interview. This of course is an erronoues statement on the part of the embassy officials, and it was corrected and clarified the next day with an official press release that you can read below. Household Service Workers or Domestic Helpers are of course accorded several benefits according to the Saudi Labor Law. While social media is a very good medium to inform OFWs, especially those with limited access to information, care must be done in believing what we read, see or hear, especially in the advent of fake news. If you are a Domestic Helper in Saudi Arabia, know your rights and benefits here. SAUDI ARABIA KASAMBAHAY LEGAL RIGHTS OR DOMESTIC LABOR REGULATION This post is filed under: labor dispute, end of service, work injury, arbitrary dismissal, end of contract, household service worker, domestic helper, social media, labor law, KSA, Saudi, fake news

 words

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While social media is a very good medium to inform OFWs, especially those with limited access to information, care must be done in believing what we read, see or hear, especially in the advent of fake news.

 If you are a Domestic Helper in Saudi Arabia, know your rights and benefits here.


SAUDI ARABIA KASAMBAHAY LEGAL RIGHTS OR DOMESTIC LABOR REGULATION


 This post is filed under: labor dispute, end of service, work injury, arbitrary dismissal, end of contract, household service worker, domestic helper, social media, labor law, KSA, Saudi, fake news

©2018 THOUGHTSKOTO
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Thursday, June 21, 2018

Transit Visa in UAE is Now Free - Here's How To Avail

The UAE Cabinet has approved new visa regulations, which impact immigration and labour laws, transit passengers, widows and divorcees, overstaying individuals, people of determination and more.

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The UAE Cabinet has approved new visa regulations, which impact immigration and labour laws, transit passengers, widows and divorcees, overstaying individuals, people of determination and more. The UAE Cabinet on Wednesday adopted a number of strategic policies with regards to foreign workers’ insurance in the private sector, as well as a legislative package concerning visa facilities. The decisions were approved on Wednesday during a cabinet meeting chaired HH Sheikh Mohammad Bin Rashid Al Maktoum, Vice-President and Prime Minister of the UAE and Ruler of Dubai. Among the decision is to approve the proposal to exempt transit passengers from all entry fees for the first 48 hours. The 48-hour free transit visa can be extended for up to 96 hours for a fee of only Dh50. Obtaining transit visa will be facilitated by a number of express counter at the passport-control hall across UAE airports. Travel agencies report that the announcement has stirred up a lot of interest from customers, citing that they have been swamped with queries since the visa policy was first unveiled. Airports across the UAE attract millions of passengers every year and a huge chunk of that are transit. In 2017, around 70 percent of passengers transit through UAE airports in 2017 en route to international destinations. Dubai alone saw a total of 15.79 million visitors in 2017, up by 6.2 percent over a year earlier. The majority of the tourists were from India, United Kingdom and Saudi Arabia. Here is what we know so far about what the UAE government has decided to implement: 1. Flyers passing through UAE with onward journeys can get a transit visa valid for 48 hours or two days, free of charge. 2. The transit visa can be extended up to 96 hours (four days), but a fee of Dh50 will be charged. 3. Transit visas can be obtained upon arrival. 4. Express counters at the passport-control hall across UAE airports including Dubai and Abu Dhabi, will be on hand to issue the visa. 5. Current transit visa policy does not allow all transit passengers to stay in the UAE even for a limited period. Indians, for example, can obtain a transit visa if their final destination is the United States, United Kingdom or Europe. 6. The new rules are expected to be implemented in the 4th Quarter of 2018. Source: Gulf News

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The UAE Cabinet on Wednesday adopted a number of strategic policies with regards to foreign workers’ insurance in the private sector, as well as a legislative package concerning visa facilities.

The decisions were approved on Wednesday during a cabinet meeting chaired  HH Sheikh Mohammad Bin Rashid Al Maktoum, Vice-President and Prime Minister of the UAE and Ruler of Dubai.

Among the decision is to approve the proposal to exempt transit passengers from all entry fees for the first 48 hours. The 48-hour free transit visa can be extended for up to 96 hours for a fee of only Dh50. Obtaining transit visa will be facilitated by a number of express counter at the passport-control hall across UAE airports.
The UAE Cabinet has approved new visa regulations, which impact immigration and labour laws, transit passengers, widows and divorcees, overstaying individuals, people of determination and more. The UAE Cabinet on Wednesday adopted a number of strategic policies with regards to foreign workers’ insurance in the private sector, as well as a legislative package concerning visa facilities. The decisions were approved on Wednesday during a cabinet meeting chaired HH Sheikh Mohammad Bin Rashid Al Maktoum, Vice-President and Prime Minister of the UAE and Ruler of Dubai. Among the decision is to approve the proposal to exempt transit passengers from all entry fees for the first 48 hours. The 48-hour free transit visa can be extended for up to 96 hours for a fee of only Dh50. Obtaining transit visa will be facilitated by a number of express counter at the passport-control hall across UAE airports. Travel agencies report that the announcement has stirred up a lot of interest from customers, citing that they have been swamped with queries since the visa policy was first unveiled. Airports across the UAE attract millions of passengers every year and a huge chunk of that are transit. In 2017, around 70 percent of passengers transit through UAE airports in 2017 en route to international destinations. Dubai alone saw a total of 15.79 million visitors in 2017, up by 6.2 percent over a year earlier. The majority of the tourists were from India, United Kingdom and Saudi Arabia. Here is what we know so far about what the UAE government has decided to implement: 1. Flyers passing through UAE with onward journeys can get a transit visa valid for 48 hours or two days, free of charge. 2. The transit visa can be extended up to 96 hours (four days), but a fee of Dh50 will be charged. 3. Transit visas can be obtained upon arrival. 4. Express counters at the passport-control hall across UAE airports including Dubai and Abu Dhabi, will be on hand to issue the visa. 5. Current transit visa policy does not allow all transit passengers to stay in the UAE even for a limited period. Indians, for example, can obtain a transit visa if their final destination is the United States, United Kingdom or Europe. 6. The new rules are expected to be implemented in the 4th Quarter of 2018. Source: Gulf News


Travel agencies report that the announcement has stirred up a lot of interest from customers, citing that they have been swamped with queries since the visa policy was first unveiled.

Airports across the UAE attract millions of passengers every year and a huge chunk of that are transit. In 2017, around 70 percent of passengers transit through UAE airports in 2017 en route to international destinations.


Dubai alone saw a total of 15.79 million visitors in 2017, up by 6.2 percent over a year earlier. The majority of the tourists were from India, United Kingdom and Saudi Arabia.
Here is what we know so far about what the UAE government has decided to implement:
1. Flyers passing through UAE with onward journeys can get a transit visa valid for 48 hours or two days, free of charge.
The UAE Cabinet has approved new visa regulations, which impact immigration and labour laws, transit passengers, widows and divorcees, overstaying individuals, people of determination and more. The UAE Cabinet on Wednesday adopted a number of strategic policies with regards to foreign workers’ insurance in the private sector, as well as a legislative package concerning visa facilities. The decisions were approved on Wednesday during a cabinet meeting chaired HH Sheikh Mohammad Bin Rashid Al Maktoum, Vice-President and Prime Minister of the UAE and Ruler of Dubai. Among the decision is to approve the proposal to exempt transit passengers from all entry fees for the first 48 hours. The 48-hour free transit visa can be extended for up to 96 hours for a fee of only Dh50. Obtaining transit visa will be facilitated by a number of express counter at the passport-control hall across UAE airports. Travel agencies report that the announcement has stirred up a lot of interest from customers, citing that they have been swamped with queries since the visa policy was first unveiled. Airports across the UAE attract millions of passengers every year and a huge chunk of that are transit. In 2017, around 70 percent of passengers transit through UAE airports in 2017 en route to international destinations. Dubai alone saw a total of 15.79 million visitors in 2017, up by 6.2 percent over a year earlier. The majority of the tourists were from India, United Kingdom and Saudi Arabia. Here is what we know so far about what the UAE government has decided to implement: 1. Flyers passing through UAE with onward journeys can get a transit visa valid for 48 hours or two days, free of charge. 2. The transit visa can be extended up to 96 hours (four days), but a fee of Dh50 will be charged. 3. Transit visas can be obtained upon arrival. 4. Express counters at the passport-control hall across UAE airports including Dubai and Abu Dhabi, will be on hand to issue the visa. 5. Current transit visa policy does not allow all transit passengers to stay in the UAE even for a limited period. Indians, for example, can obtain a transit visa if their final destination is the United States, United Kingdom or Europe. 6. The new rules are expected to be implemented in the 4th Quarter of 2018. Source: Gulf News
2. The transit visa can be extended up to 96 hours (four days), but a fee of Dh50 will be charged.
The UAE Cabinet has approved new visa regulations, which impact immigration and labour laws, transit passengers, widows and divorcees, overstaying individuals, people of determination and more. The UAE Cabinet on Wednesday adopted a number of strategic policies with regards to foreign workers’ insurance in the private sector, as well as a legislative package concerning visa facilities. The decisions were approved on Wednesday during a cabinet meeting chaired HH Sheikh Mohammad Bin Rashid Al Maktoum, Vice-President and Prime Minister of the UAE and Ruler of Dubai. Among the decision is to approve the proposal to exempt transit passengers from all entry fees for the first 48 hours. The 48-hour free transit visa can be extended for up to 96 hours for a fee of only Dh50. Obtaining transit visa will be facilitated by a number of express counter at the passport-control hall across UAE airports. Travel agencies report that the announcement has stirred up a lot of interest from customers, citing that they have been swamped with queries since the visa policy was first unveiled. Airports across the UAE attract millions of passengers every year and a huge chunk of that are transit. In 2017, around 70 percent of passengers transit through UAE airports in 2017 en route to international destinations. Dubai alone saw a total of 15.79 million visitors in 2017, up by 6.2 percent over a year earlier. The majority of the tourists were from India, United Kingdom and Saudi Arabia. Here is what we know so far about what the UAE government has decided to implement: 1. Flyers passing through UAE with onward journeys can get a transit visa valid for 48 hours or two days, free of charge. 2. The transit visa can be extended up to 96 hours (four days), but a fee of Dh50 will be charged. 3. Transit visas can be obtained upon arrival. 4. Express counters at the passport-control hall across UAE airports including Dubai and Abu Dhabi, will be on hand to issue the visa. 5. Current transit visa policy does not allow all transit passengers to stay in the UAE even for a limited period. Indians, for example, can obtain a transit visa if their final destination is the United States, United Kingdom or Europe. 6. The new rules are expected to be implemented in the 4th Quarter of 2018. Source: Gulf News

3. Transit visas can be obtained upon arrival.

4. Express counters at the passport-control hall across UAE airports including Dubai and Abu Dhabi, will be on hand to issue the visa.
The UAE Cabinet has approved new visa regulations, which impact immigration and labour laws, transit passengers, widows and divorcees, overstaying individuals, people of determination and more. The UAE Cabinet on Wednesday adopted a number of strategic policies with regards to foreign workers’ insurance in the private sector, as well as a legislative package concerning visa facilities. The decisions were approved on Wednesday during a cabinet meeting chaired HH Sheikh Mohammad Bin Rashid Al Maktoum, Vice-President and Prime Minister of the UAE and Ruler of Dubai. Among the decision is to approve the proposal to exempt transit passengers from all entry fees for the first 48 hours. The 48-hour free transit visa can be extended for up to 96 hours for a fee of only Dh50. Obtaining transit visa will be facilitated by a number of express counter at the passport-control hall across UAE airports. Travel agencies report that the announcement has stirred up a lot of interest from customers, citing that they have been swamped with queries since the visa policy was first unveiled. Airports across the UAE attract millions of passengers every year and a huge chunk of that are transit. In 2017, around 70 percent of passengers transit through UAE airports in 2017 en route to international destinations. Dubai alone saw a total of 15.79 million visitors in 2017, up by 6.2 percent over a year earlier. The majority of the tourists were from India, United Kingdom and Saudi Arabia. Here is what we know so far about what the UAE government has decided to implement: 1. Flyers passing through UAE with onward journeys can get a transit visa valid for 48 hours or two days, free of charge. 2. The transit visa can be extended up to 96 hours (four days), but a fee of Dh50 will be charged. 3. Transit visas can be obtained upon arrival. 4. Express counters at the passport-control hall across UAE airports including Dubai and Abu Dhabi, will be on hand to issue the visa. 5. Current transit visa policy does not allow all transit passengers to stay in the UAE even for a limited period. Indians, for example, can obtain a transit visa if their final destination is the United States, United Kingdom or Europe. 6. The new rules are expected to be implemented in the 4th Quarter of 2018. Source: Gulf News


5. Current transit visa policy does not allow all transit passengers to stay in the UAE even for a limited period. Indians, for example, can obtain a transit visa if their final destination is the United States, United Kingdom or Europe.

6. The new rules are expected to be implemented in the 4th Quarter of 2018.

Source: Gulf News

6 Survival Guides for OFWs

Deciding to work abroad or be an Overseas Filipino Workers (OFW) is one of the hardest things you will do in life. Living and working in a foreign land, away from your family is not really easy. Sometimes OFW cannot survive this kind of life. Homesickness is one of biggest enemy of an OFW. But because you are the breadwinner of the family even it is hard being away from them, you do it anyway and endure the situation until you become used to it. Working abroad is not forever, so before going lay down your survival guide on how to survives years or two without seeing your loved one face-to-face. Here are some guidelines that might inspire you. 1. Make a Plan and Involve Your Family In It! Before getting excited about going to other countries and embrace an OFW life, ask yourself first the following questions; How many years are you planning to be away? How much money do you plan on saving up? Involving your family in this planning is making them aware that they will not have an OFW income for the rest of their lives. Let your family know about your plans so they don't expect your contract to be open-ended. It is sad to see OFWs still working in spite of retirement age. To avoid this, as an OFW you should be in charge of your present and future and eliminate the "Bahala Na" system. 2. Communicate Everyday if You Can! In all kinds of relationship, communication is vital. Take time to talk to your wife or husband and children on the phone or video chat if possible every day. No matter how repetitive and boring it feels after a long day, have conversations with your children. Being physically absent doesn't mean you have to be emotionally unavailable as well. That video chat is all your family especially children have of you while you are away. Be there for them because lost time cannot be replaced. Make sure of your vacation dates every year or two or make your family visits you once a year or every other year if you cannot go home due to your employment contract. 3. Create a Budget Just because you are earning big now, your expenses will also increase. Stay to your old or previous household budget and save bigger for savings that you might need in the future for your investment, child's education, your retirement. Do not leave the budgeting solely to those left back home. Have access to bank accounts. Ask for progress reports and detailed photos of that house you're building. Talk to the contractor of your house construction. Do not leave your dreams in someone else's hands. 5. Do not get your family used to luxuries Before buying an expensive gift such as gadgets and other material things, make sure you have fulfilled first the basic needs of your family, followed by school expenses and savings. After this, you can consider buying small inexpensive gifts. Do not allow your children to develop the habit of constantly asking for non-essential items. Instead, teach them the value of saving for something they want. If you want to help them out in buying a coveted item, let them know that they need to save up half of the amount and you'll save up for the rest as well, to let them know that you need to save up for special items, too. 5. Pay Your Debts On Time If you have loans when you pursue your dream to become an OFW, pay them when you are starting earning. Before you spend on yourself and take requests for presents, create a plan to pay off all your debts. It is the right thing to do and shows your good intentions to the person who helped you out. Not paying one's debts in a timely fashion or on unclear terms makes both parties feel you are indebted for life. Paying off debts builds trust and solidifies financial relationships, and puts your family back home in good standing with your lenders. Make it a priority. 6. Take care of yourself Since you are the breadwinner, your family's success depends on your physical and mental well-being. Spend on healthy food and activities. Treat yourself to a small vacation or something you've always wanted. Quit your vices. Without your health and sanity you will not be able to help your family at all, so make sure your needs are met first. Know your physical boundaries. Do not work through sickness. Know when to rest and take a break. Learn to refuse work that will impact your health. OFWs are experts at forgetting themselves, forgetting too that loss of their well-being means the loss of livelihood for all who depend on them. Remember that you will one day return to your family who will need you to be healthy and in good spirits. 7. Establish an endpoint You know already that working abroad is not forever. Let your family know that too. When you had enough working, then it's enough. One reason you work abroad is for your children, instill in their minds that they are getting a better education so that when you come home, it will be their turn to help the family, and hopefully, not have to leave the country to do so. Give your family a finite number of years that you plan to be abroad. When it comes time for you to go home, do not be persuaded to stay or take on another job just for more money. If you planned it well and managed your money wisely, you should have a decent amount with which to retire or start your own business back home. With a goal in mind and with the help of your family, you can work abroad with inspiration. After 10 or 15 years of working in other countries, coming home with less worry about your family's future is something you can be proud of!

Airline baggage rules are becoming increasingly complex and confusing. Airlines apply different rules and fees depending on the number of bags checked, class of travel, frequent flyer status and routes. The most common questions regarding baggage rules are about permissible size, weight and contents. Read below to see the Do's and Don'ts when checking in baggage. Advertisement Sponsored Links The Allowed Baggage Weight Regarding the weight of one piece of bag, box or package, each item or piece should weigh less than 26kg or 50lbs. This is an international regulation set for the health and safety of airport workers who have to lift hundreds of bags daily. If your bag weighs more than this, you may be asked to repack (or risk being denied check-in), or have it labeled as "heavy luggage" and possibly incur additional baggage cost. First and Business class passengers, as well as medical patients, can get pack much as 32kg or 70 lbs per bag. Quantity Gone were the days when you can pack more than two bags or boxes so long as the total combined weight is within the allowed limit. Airlines today implement the "piece concept." How many pieces can you take? It depends on many factors, including airline, ticket class and route. Generally, two pieces of checked baggage are allowed per passenger. Each piece must conform with the weight limit stated above. The two-piece concept is of course more common in international flights. Domestic flights usually accept one lighter piece, or no check in at all. Again, refer to your travel agent, ticket or airline for more details. Quality Checked-in bags, boxes or packages must be packed neatly. It should be able to maintain its shape throughout the travel. Most airlines and airports will not accept round or irregular-shaped items like baggage wrapped in linen or blankets. Packages must have at least one side flat, so items must be packed accordingly. Items like bicycles, wheelchairs, baby strollers and golf bags are still allowed, but it is recommended that they be wrapped neatly. Most airports now have the facility for wrapping, at a cost of course. This also avoids unnecessary damage to them. Label your luggage accordingly, putting name (initial and family name) as well as city and country of destination -enough to trace your luggage in case of loss. Too many details is a safety and privacy issue. Putting nylon or similar cords or ropes around your baggage is also discouraged by airports as they may get tangled in the conveyor systems and cause overall delays. Dimensions Aside from the weight factor, each checked-in package must meet a specific dimension. Each bag or box should not exceed 158 cm or 62 inches when adding the dimensions: height + width + length. Similarly, an exceedingly long baggage (more than 205 cm) would require special handling (and possible extra fees). Traveling with Infants (below 2 yrs old) Infants are usually not given a seat. Tickets are either free or heavily discounted (up to 90%). They also get a baggage allowance consisting of one piece 23 kg baggage following the recommended dimensions. An extra baggage of baby trolley or tram is also accepted, though this is mostly the airline's consideration. Important Items To Keep Important items like travel documents, jewelries, electronic gadgets(with chargers), cash and maintenance medications must be kept with you (carry-on) and not in your checked-in baggage. You should also pack some extra clothes. Keep your carry on baggage light, as most airlines set the limit to 7 kg. Heavy bags can also cause injury as in some extreme cases where the overhead compartment accidentally opens and spills its contents. Check-in Time Check-in times differ from airport to airport, but the customary practice is to check-in 2-3 hours prior to departure for international travel. Destinations where the security is more strict (like USA), would require a minimum of 2 hours check-in time, but the counters will open 4 hours before the scheduled flight. Having no baggage can lessen this amount. Connecting Flights Under International Air Transport Association (IATA) rules, when two airlines on a connecting flight differ in their checked baggage allowance, the allowance that applies is the one from the first flight. Your baggage will be transferred automatically to the next airline. IATA represents 280 airlines from 120 countries. That is over 80% pf worldwide air traffic. In cases where airlines do not have interline agreements (mostly among low-cost airline operators), they will not transfer checked baggage to another airline. You must retrieve your baggage from the first flight and checke in for the connecting flight, with the second airline's baggage allowance applying. Dangerous Goods For safety reasons, all knives, sharp objects or cutting implements, whether of metal or other material, must be packed in checked baggage. Some sporting materials are included in the list (darts, javelin, guns) Recently, lithium batteries have been banned from flights, but this is limited to the batteries only. Devices that have lithium batteries (like your mobile phone or laptop) are still allowed. In some cases though, hover boards are banned by some airlines. Due to varying gun laws, some countries allow guns to be checked in while others have a total ban. Rules on checking-in firearms and ammunition are usually applied to replica firearms as well. Check your country destination in these cases. Medical syringes, such as for insulin, can be brought inside the cabin. You will need documented proof of the medical need and ensure that the material is professionally packed and labelled. Any dangerous goods in your hand-carry items, including improperly packed or mislabeled medical items, will be taken away and most likely be disposed of. Banned Items Stuff that are banned will be removed and probably not returned to you. The following are banned on any civilian aircraft and should not even be brought to the airport: Explosive and incendiary materials: Gunpowder (including black powder and percussion caps), dynamite, blasting caps, fireworks, matches, flares, plastic explosives, grenades, replicas of incendiary devices, and replicas of plastic explosives. Flammable Items: Gasoline, gas torches, lighter fluid, cooking fuel, other types of flammable liquid fuel, flammable paints, paint thinner, turpentine, aerosols (exceptions for personal care items, toiletries, or medically related items - in limited quantities in containers sized three ounces or smaller). Gases and pressure containers: Aerosols, carbon dioxide cartridges, oxygen tanks (scuba or medical), mace, tear gas, pepper spray, self-inflating rafts, and deeply refrigerated gases such as liquid nitrogen. Oxidizers and organic peroxides: Bleach, nitric acid, fertilizers, swimming pool or spa chemicals, and fiberglass repair kits. Poisons: Weed killers, pesticides, insecticides, rodent poisons, arsenic, and cyanides. Infectious materials: Medical laboratory specimens, viral organisms, and bacterial cultures. Corrosives: Drain cleaners, car batteries, wet cell batteries, acids, alkalis, lye, and mercury. Organics: Fiberglass resins, peroxides. Radioactive materials: There are some exceptions for implanted radioactive medical devices. Contact your airline for details on how to ship other radioactive materials. Magnetic materials: Strong magnets such as those in some loudspeakers and laboratory equipment. Marijuana (cannabis): Marijuana in any form is not allowed on aircraft and is not allowed in the secure part of the airport. In addition it is illegal to import marijuana or marijuana-related items into several countries like US or countries in the Middle East. Other dangerous items: Tear gas, spray paint, swimming pool or spa chlorine, and torch lighters.

Social Security System (SSS) continues to accept retirement benefits application for Overseas Filipino Workers (OFWs) and voluntary members online through their official website. Advertisement Sponsored Links Acceptance of Social Security System (SSS) filing an application for retirement online from Overseas Filipino Workers and voluntary members started last May 10. SSS President and Chief Executive Officer Emmanuel Dooc said, this is for applicants with ages 60 years old and above. They can access the official SSS website at www.sss.gov.ph. SSS also urges other OFWs and voluntary members to grab the opportunity of applying for retirement benefits as long as they have already reached 120 months of contributions. They must also did not submit any benefit claims at any SSS branch, no cancelled SSS number, No outstanding balance in the Stock Investment Loan Program, Privatization Loan Program, Educational Loan and Vocational Technology Loan. Members with arrears on their salary, calamity Salary Loan Early Renewal Program may also apply. However, members who will apply for Loan Restructuring Program or condonation are not allowed to apply for retirement application online. READ MORE: Do You Want College Scholarship? Check This Out Now! No HSWs Has Been Sent To Kuwait Yet After Lifting Of Ban In Demand College Courses Which Only A Few Take Up OFWs Must Save, Get Insurance And Have An Investment OFW Help Desks From TESDA Now Available at International Airports Signs That You And Your Partner Have An Unhealthy Communication It's More Deadly In The Philippines? Tourism Ad In New York, Vandalized Earn While Helping Your Friends Get Their Loan List of Philippine Embassies And Consulates Around The World Deployment Ban In Kuwait To Be Lifted Only If OFWs Are 100% Protected —Cayetano Why OFWs From Kuwait Afraid Of Coming Home? How to Avail Auto, Salary And Home Loan From Union Bank
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Wednesday, September 27, 2017

Working in Qatar and Not Getting Your Salary On Time? Here's What You Can Do


The Philippine Embassy in Qatar has issued an advisory regarding the Bangko Sentral ng Pilipinas (BSP) clarification on exchanging Qatari Riyal to Philippine Peso. Reports of difficulty issues in exchanging the Qatari currency in the Philippines both from Qatari Tourists and OFWs who are based on Qatar bringing the currency home as many local banks and money changers and foreign exchange dealers refuse such transactions. However, the BSP clarifies that it has not issued any policy prohibiting the exchange of QAR for PHP through banks, money changers (MCs) and foreign exchange (FX) dealers. The BSP also clarified that acceptance of the QAR (or any other foreign currency) has always been a business decision of banks, MCs and FX dealers. It means that the OFWs who wish to bring the currency home are welcome to do it as long as they know a local bank or money changers who do such transactions. The best way is to coordinate with their family and friends before bringing the currency home. {INSERT 2-3 PARAGRAPHS OR 3 IMAGES HERE} The Ministry of Administrative Development, Labour and Social Affairs (MADLSA) has put a new ruling that employees will have the right to switch jobs without getting a No-Objection Certificate (NOC) from their employers if the company fails to pay their monthly salaries within seven days of the due date. According to an official from the MADLSA, a decision to this effect has been taken at the ministerial level and it will be implemented soon. The official stated that the government wants all companies operating in the country to pay monthly salaries to their employees on time or in certain cases within seven days from the due date. If they fail to do so, employees of such companies will have the right to change jobs even if they have not completed the contract period, as reported by the Qatar Tribune. He noted that few companies in Qatar are yet to adopt the Wage Protection System (WPS), adding that the government is taking action to identify those companies. Many cases have come to light where abusive employers were found to be indulging in the illegal practice of not paying their employees. The issue has brought a lot of negative attention to Qatar, many international news outlets dubbed Qatar as a destination of modern-day slavery. Due to the acts of a few abusive and exploitative employers Qatar’s image when it comes to protecting workers’ rights has been left with a black spot. Sponsored Links According to Article 65 of the ‘current labour law’: The Worker shall be entitled to the wages specified in the service contract and if the contract does not specify the wage the worker shall be entitled to the wage specified in the work regulations. If the wage is not specified in accordance with the preceding paragraph the worker shall be entitled to a wage equivalent to the wage specified for work of a similar type in the establishment and otherwise in accordance with the custom applicable to the profession in the place of performance of the work and if there is no such custom the judge shall specify the wage in accordance with the requirements of justice. This means that every worker is entitled to wages in return for his or her work, if an employer refuses to pay the wages, he or she is doing so in absolute contravention of the law. Furthermore Article 70 of the labour law states: Any part of the wage to which the worker is entitled may not be attached and the payment thereof may not be withheld except for the execution of a judicial decision. In case of attachment in execution of a judgment the Sharia alimony debt shall have priority over all other debts and the total of the sums attached shall not exceed 35% of the wage of the indebted worker. The employer may not charge any interest on the loan he may grant to the worker and shall not deduct more than 10% from the wage of the worker in settlement of the loan. The total of the sums to be deducted from the wage of the worker in settlement of the deductibles and debts due from him shall not exceed 50% of his aggregate wage. If the percentage which shall be deducted from the wage of the worker within one month exceeds this percentage the deduction of the excess percentage shall be deferred to the following month or months. This clearly proves that withholding wages or salaries of employees for reasons other than allowed by the law is illegal and a violation of the employee’s rights. Source: Qatar Day Advertisement READ MORE: ©2017 THOUGHTSKOTO
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The Philippine Embassy in Qatar has issued an advisory regarding the Bangko Sentral ng Pilipinas (BSP) clarification on exchanging Qatari Riyal to Philippine Peso. Reports of difficulty issues in exchanging the Qatari currency in the Philippines both from Qatari Tourists and OFWs who are based on Qatar bringing the currency home as many local banks and money changers and foreign exchange dealers refuse such transactions. However, the BSP clarifies that it has not issued any policy prohibiting the exchange of QAR for PHP through banks, money changers (MCs) and foreign exchange (FX) dealers. The BSP also clarified that acceptance of the QAR (or any other foreign currency) has always been a business decision of banks, MCs and FX dealers. It means that the OFWs who wish to bring the currency home are welcome to do it as long as they know a local bank or money changers who do such transactions. The best way is to coordinate with their family and friends before bringing the currency home. {INSERT 2-3 PARAGRAPHS OR 3 IMAGES HERE} The Ministry of Administrative Development, Labour and Social Affairs (MADLSA) has put a new ruling that employees will have the right to switch jobs without getting a No-Objection Certificate (NOC) from their employers if the company fails to pay their monthly salaries within seven days of the due date. According to an official from the MADLSA, a decision to this effect has been taken at the ministerial level and it will be implemented soon. The official stated that the government wants all companies operating in the country to pay monthly salaries to their employees on time or in certain cases within seven days from the due date. If they fail to do so, employees of such companies will have the right to change jobs even if they have not completed the contract period, as reported by the Qatar Tribune. He noted that few companies in Qatar are yet to adopt the Wage Protection System (WPS), adding that the government is taking action to identify those companies. Many cases have come to light where abusive employers were found to be indulging in the illegal practice of not paying their employees. The issue has brought a lot of negative attention to Qatar, many international news outlets dubbed Qatar as a destination of modern-day slavery. Due to the acts of a few abusive and exploitative employers Qatar’s image when it comes to protecting workers’ rights has been left with a black spot. Sponsored Links According to Article 65 of the ‘current labour law’: The Worker shall be entitled to the wages specified in the service contract and if the contract does not specify the wage the worker shall be entitled to the wage specified in the work regulations. If the wage is not specified in accordance with the preceding paragraph the worker shall be entitled to a wage equivalent to the wage specified for work of a similar type in the establishment and otherwise in accordance with the custom applicable to the profession in the place of performance of the work and if there is no such custom the judge shall specify the wage in accordance with the requirements of justice. This means that every worker is entitled to wages in return for his or her work, if an employer refuses to pay the wages, he or she is doing so in absolute contravention of the law. Furthermore Article 70 of the labour law states: Any part of the wage to which the worker is entitled may not be attached and the payment thereof may not be withheld except for the execution of a judicial decision. In case of attachment in execution of a judgment the Sharia alimony debt shall have priority over all other debts and the total of the sums attached shall not exceed 35% of the wage of the indebted worker. The employer may not charge any interest on the loan he may grant to the worker and shall not deduct more than 10% from the wage of the worker in settlement of the loan. The total of the sums to be deducted from the wage of the worker in settlement of the deductibles and debts due from him shall not exceed 50% of his aggregate wage. If the percentage which shall be deducted from the wage of the worker within one month exceeds this percentage the deduction of the excess percentage shall be deferred to the following month or months. This clearly proves that withholding wages or salaries of employees for reasons other than allowed by the law is illegal and a violation of the employee’s rights. Source: Qatar Day Advertisement READ MORE: ©2017 THOUGHTSKOTO
The Philippine Embassy in Qatar has issued an advisory regarding the Bangko Sentral ng Pilipinas (BSP) clarification on exchanging Qatari Riyal to Philippine Peso. Reports of difficulty issues in exchanging the Qatari currency in the Philippines both from Qatari Tourists and OFWs who are based on Qatar bringing the currency home as many local banks and money changers and foreign exchange dealers refuse such transactions.
However, the BSP clarifies that it has not issued any policy prohibiting the exchange of QAR for PHP through banks, money changers (MCs) and foreign exchange (FX) dealers. 
 The BSP also clarified that acceptance of the QAR (or any other foreign currency) has always been a business decision of banks, MCs and FX dealers.
The Philippine Embassy in Qatar has issued an advisory regarding the Bangko Sentral ng Pilipinas (BSP) clarification on exchanging Qatari Riyal to Philippine Peso. Reports of difficulty issues in exchanging the Qatari currency in the Philippines both from Qatari Tourists and OFWs who are based on Qatar bringing the currency home as many local banks and money changers and foreign exchange dealers refuse such transactions. However, the BSP clarifies that it has not issued any policy prohibiting the exchange of QAR for PHP through banks, money changers (MCs) and foreign exchange (FX) dealers. The BSP also clarified that acceptance of the QAR (or any other foreign currency) has always been a business decision of banks, MCs and FX dealers. It means that the OFWs who wish to bring the currency home are welcome to do it as long as they know a local bank or money changers who do such transactions. The best way is to coordinate with their family and friends before bringing the currency home. {INSERT 2-3 PARAGRAPHS OR 3 IMAGES HERE} The Ministry of Administrative Development, Labour and Social Affairs (MADLSA) has put a new ruling that employees will have the right to switch jobs without getting a No-Objection Certificate (NOC) from their employers if the company fails to pay their monthly salaries within seven days of the due date. According to an official from the MADLSA, a decision to this effect has been taken at the ministerial level and it will be implemented soon. The official stated that the government wants all companies operating in the country to pay monthly salaries to their employees on time or in certain cases within seven days from the due date. If they fail to do so, employees of such companies will have the right to change jobs even if they have not completed the contract period, as reported by the Qatar Tribune. He noted that few companies in Qatar are yet to adopt the Wage Protection System (WPS), adding that the government is taking action to identify those companies. Many cases have come to light where abusive employers were found to be indulging in the illegal practice of not paying their employees. The issue has brought a lot of negative attention to Qatar, many international news outlets dubbed Qatar as a destination of modern-day slavery. Due to the acts of a few abusive and exploitative employers Qatar’s image when it comes to protecting workers’ rights has been left with a black spot. Sponsored Links According to Article 65 of the ‘current labour law’: The Worker shall be entitled to the wages specified in the service contract and if the contract does not specify the wage the worker shall be entitled to the wage specified in the work regulations. If the wage is not specified in accordance with the preceding paragraph the worker shall be entitled to a wage equivalent to the wage specified for work of a similar type in the establishment and otherwise in accordance with the custom applicable to the profession in the place of performance of the work and if there is no such custom the judge shall specify the wage in accordance with the requirements of justice. This means that every worker is entitled to wages in return for his or her work, if an employer refuses to pay the wages, he or she is doing so in absolute contravention of the law. Furthermore Article 70 of the labour law states: Any part of the wage to which the worker is entitled may not be attached and the payment thereof may not be withheld except for the execution of a judicial decision. In case of attachment in execution of a judgment the Sharia alimony debt shall have priority over all other debts and the total of the sums attached shall not exceed 35% of the wage of the indebted worker. The employer may not charge any interest on the loan he may grant to the worker and shall not deduct more than 10% from the wage of the worker in settlement of the loan. The total of the sums to be deducted from the wage of the worker in settlement of the deductibles and debts due from him shall not exceed 50% of his aggregate wage. If the percentage which shall be deducted from the wage of the worker within one month exceeds this percentage the deduction of the excess percentage shall be deferred to the following month or months. This clearly proves that withholding wages or salaries of employees for reasons other than allowed by the law is illegal and a violation of the employee’s rights. Source: Qatar Day Advertisement READ MORE: ©2017 THOUGHTSKOTO
It means that the OFWs who wish to bring the currency home are welcome to do it as long as they know a local bank or money changers who do such transactions. The best way is to coordinate with their family and friends before bringing the currency home. 



 Meanwhile, if any employees working in Qatar has experienced delays on their salaries beyond the allowed period of t days, they can find a new employer immediately without the need of securing a No Objection Certificate (NOC) from their former company or sponsor.

  According to the Ministry of Administrative Development, Labour and Social Affairs (MADLSA) ruling, employees will have the right to switch jobs without getting a No-Objection Certificate (NOC) from their employers if the company fails to pay their monthly salaries within seven days.
According to an official from the MADLSA, this decision has been taken at the ministerial level and will take effect soon.

He noted that few companies in Qatar are yet to adopt the Wage Protection System (WPS), adding that the government is taking action to identify those companies. MADLSA  wanted that the workers will receive their salary on time without even a bit of delay.
Due to the reports that some employers in Qatar are not paying their employees well and on time, it reflects to the reputation of Qatar and they want to accordingly address this issue once and for all.
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The employees in Qatar including thousands of the Overseas Filipino Workers are protected under the Qatar labor law with regards to receiving their salary properly and on time.
The Philippine Embassy in Qatar has issued an advisory regarding the Bangko Sentral ng Pilipinas (BSP) clarification on exchanging Qatari Riyal to Philippine Peso. Reports of difficulty issues in exchanging the Qatari currency in the Philippines both from Qatari Tourists and OFWs who are based on Qatar bringing the currency home as many local banks and money changers and foreign exchange dealers refuse such transactions. However, the BSP clarifies that it has not issued any policy prohibiting the exchange of QAR for PHP through banks, money changers (MCs) and foreign exchange (FX) dealers. The BSP also clarified that acceptance of the QAR (or any other foreign currency) has always been a business decision of banks, MCs and FX dealers. It means that the OFWs who wish to bring the currency home are welcome to do it as long as they know a local bank or money changers who do such transactions. The best way is to coordinate with their family and friends before bringing the currency home. {INSERT 2-3 PARAGRAPHS OR 3 IMAGES HERE} The Ministry of Administrative Development, Labour and Social Affairs (MADLSA) has put a new ruling that employees will have the right to switch jobs without getting a No-Objection Certificate (NOC) from their employers if the company fails to pay their monthly salaries within seven days of the due date. According to an official from the MADLSA, a decision to this effect has been taken at the ministerial level and it will be implemented soon. The official stated that the government wants all companies operating in the country to pay monthly salaries to their employees on time or in certain cases within seven days from the due date. If they fail to do so, employees of such companies will have the right to change jobs even if they have not completed the contract period, as reported by the Qatar Tribune. He noted that few companies in Qatar are yet to adopt the Wage Protection System (WPS), adding that the government is taking action to identify those companies. Many cases have come to light where abusive employers were found to be indulging in the illegal practice of not paying their employees. The issue has brought a lot of negative attention to Qatar, many international news outlets dubbed Qatar as a destination of modern-day slavery. Due to the acts of a few abusive and exploitative employers Qatar’s image when it comes to protecting workers’ rights has been left with a black spot. Sponsored Links According to Article 65 of the ‘current labour law’: The Worker shall be entitled to the wages specified in the service contract and if the contract does not specify the wage the worker shall be entitled to the wage specified in the work regulations. If the wage is not specified in accordance with the preceding paragraph the worker shall be entitled to a wage equivalent to the wage specified for work of a similar type in the establishment and otherwise in accordance with the custom applicable to the profession in the place of performance of the work and if there is no such custom the judge shall specify the wage in accordance with the requirements of justice. This means that every worker is entitled to wages in return for his or her work, if an employer refuses to pay the wages, he or she is doing so in absolute contravention of the law. Furthermore Article 70 of the labour law states: Any part of the wage to which the worker is entitled may not be attached and the payment thereof may not be withheld except for the execution of a judicial decision. In case of attachment in execution of a judgment the Sharia alimony debt shall have priority over all other debts and the total of the sums attached shall not exceed 35% of the wage of the indebted worker. The employer may not charge any interest on the loan he may grant to the worker and shall not deduct more than 10% from the wage of the worker in settlement of the loan. The total of the sums to be deducted from the wage of the worker in settlement of the deductibles and debts due from him shall not exceed 50% of his aggregate wage. If the percentage which shall be deducted from the wage of the worker within one month exceeds this percentage the deduction of the excess percentage shall be deferred to the following month or months. This clearly proves that withholding wages or salaries of employees for reasons other than allowed by the law is illegal and a violation of the employee’s rights. Source: Qatar Day Advertisement READ MORE: ©2017 THOUGHTSKOTO
The employer may not charge any interest on the loan he may grant to the worker and shall not deduct more than 10% from the wage of the worker in settlement of the loan.

The total of the sums to be deducted from the wage of the worker in settlement of the deductibles and debts due from him shall not exceed 50% of his aggregate wage. If the percentage which shall be deducted from the wage of the worker within one month exceeds this percentage the deduction of the excess percentage shall be deferred to the following month or months.

Withholding  the employees wages or salaries for reasons other than which are allowed by the law is a violation of the employee’s rights and deemed illegal.
Source: Qatar Day
The Philippine Embassy in Qatar has issued an advisory regarding the Bangko Sentral ng Pilipinas (BSP) clarification on exchanging Qatari Riyal to Philippine Peso. Reports of difficulty issues in exchanging the Qatari currency in the Philippines both from Qatari Tourists and OFWs who are based on Qatar bringing the currency home as many local banks and money changers and foreign exchange dealers refuse such transactions. However, the BSP clarifies that it has not issued any policy prohibiting the exchange of QAR for PHP through banks, money changers (MCs) and foreign exchange (FX) dealers. The BSP also clarified that acceptance of the QAR (or any other foreign currency) has always been a business decision of banks, MCs and FX dealers. It means that the OFWs who wish to bring the currency home are welcome to do it as long as they know a local bank or money changers who do such transactions. The best way is to coordinate with their family and friends before bringing the currency home. {INSERT 2-3 PARAGRAPHS OR 3 IMAGES HERE} The Ministry of Administrative Development, Labour and Social Affairs (MADLSA) has put a new ruling that employees will have the right to switch jobs without getting a No-Objection Certificate (NOC) from their employers if the company fails to pay their monthly salaries within seven days of the due date. According to an official from the MADLSA, a decision to this effect has been taken at the ministerial level and it will be implemented soon. The official stated that the government wants all companies operating in the country to pay monthly salaries to their employees on time or in certain cases within seven days from the due date. If they fail to do so, employees of such companies will have the right to change jobs even if they have not completed the contract period, as reported by the Qatar Tribune. He noted that few companies in Qatar are yet to adopt the Wage Protection System (WPS), adding that the government is taking action to identify those companies. Many cases have come to light where abusive employers were found to be indulging in the illegal practice of not paying their employees. The issue has brought a lot of negative attention to Qatar, many international news outlets dubbed Qatar as a destination of modern-day slavery. Due to the acts of a few abusive and exploitative employers Qatar’s image when it comes to protecting workers’ rights has been left with a black spot. Sponsored Links According to Article 65 of the ‘current labour law’: The Worker shall be entitled to the wages specified in the service contract and if the contract does not specify the wage the worker shall be entitled to the wage specified in the work regulations. If the wage is not specified in accordance with the preceding paragraph the worker shall be entitled to a wage equivalent to the wage specified for work of a similar type in the establishment and otherwise in accordance with the custom applicable to the profession in the place of performance of the work and if there is no such custom the judge shall specify the wage in accordance with the requirements of justice. This means that every worker is entitled to wages in return for his or her work, if an employer refuses to pay the wages, he or she is doing so in absolute contravention of the law. Furthermore Article 70 of the labour law states: Any part of the wage to which the worker is entitled may not be attached and the payment thereof may not be withheld except for the execution of a judicial decision. In case of attachment in execution of a judgment the Sharia alimony debt shall have priority over all other debts and the total of the sums attached shall not exceed 35% of the wage of the indebted worker. The employer may not charge any interest on the loan he may grant to the worker and shall not deduct more than 10% from the wage of the worker in settlement of the loan. The total of the sums to be deducted from the wage of the worker in settlement of the deductibles and debts due from him shall not exceed 50% of his aggregate wage. If the percentage which shall be deducted from the wage of the worker within one month exceeds this percentage the deduction of the excess percentage shall be deferred to the following month or months. This clearly proves that withholding wages or salaries of employees for reasons other than allowed by the law is illegal and a violation of the employee’s rights. Source: Qatar Day Advertisement READ MORE: ©2017 THOUGHTSKOTO

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