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

Thursday, July 20, 2017

Comparison of Employee Benefits in Asia Pacific Region


Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others. Hong Kong Mainland China Macau Taiwan Australia Cambodia Dubai India Indonesia Japan Malaysia Myanmar (Burma) New Zealand Pakistan Philippines Russia Singapore South Korea Sri Lanka Thailand Vietnam Statutory Paid Holiday per Annum 12 days 11 days 10 days 12 days 11-22 days (varies across states) 28 days Around 10 days 10-15 days 19 days 16 days 11 days 2 weeks 11 days 2 weeks 11 days 16 days 11 days 15 days 16 days 13 days 12 days Statutory Annual Paid Leave 7-14 days, depends on years of service 5-15 days, depends on years of service 6 days 7-30 days, depends on years of service 4 weeks, depends on ordinary hours of work, for both full time and part time 18 days 2 days/month if completed 6 months and 30 days if completed 1 year of service 18 days in factories and 12-21 days (varies across states) in shops and commercial establishments 12 days 10-20 days, depends on years of service 8-16 days, depends on years of service 10 days Min. 4 weeks 2 weeks 13-16 days, depends on years of service Min. 28 days after 6 months’ service 1-2 weeks, depends on years of service 15 days, depends on years of service Max. 2 weeks, depends on years of service (no entitlement in the 1st year of service) Min. 6 days after 1 year’s service and depends on years of service 12-14 days, depends on terms of services Standard Working Hours X 44 hrs/week 48 hrs/week 40 hrs/week, no more than 8 hours per day 38 hrs/week 48 hrs/week 48 hrs/week 48 hrs/week 40 hrs/week 40 hrs/week 48 hrs/week 35-48 hrs/week, depends on job nature X 48 hrs/week 40-48 hrs/week, depends on job nature 40 hrs/week 44 hrs/week 40 hrs/week 45-48 hrs/week, depends on job nature 42-48 hrs/week, depends on job nature 48 hrs/week Statutory Paid Sick Leave Max. 120 days with 80% pay Work-related sickness or injury – up to 12 months with full pay. Non-work-related sickness or injury – ranges from 3-24 months, depends on the employees’ period of employment 6 days First 30 days: half pay, after 30 days: no pay 10 days Up to 6 months, 1st month with full pay, 2nd & 3rd month with 60% pay, no pay for 4th-6th month After 3 months’ probation. 1st 15 days with full pay, next 30 days with 50% pay, no pay for any following period Max. 15 days (varies across states) 1st 4 months with full pay, 2nd 4 months with 75% pay, 3rd 4 months with 50% pay, subsequent months with 25% pay until termination of employment X 14-60 days, depends on years of service 30 days with full pay after 6 months’ services 5 days per year after 6 months’ service, additional 5 days after each subsequent 12 months, employees can continue to accumulate 5 days of sick leave every 12 months, until they reach a maximum balance of 20 days of sick leave 16 days with 50% pay 12-15 days, depends on years of service 60-100% pay, depends on years of service Up to 2 weeks for outpatient non-hospitalisation leave and 60 days for hospitalisation leave Depends on company policy Max. 7 days 30 days with full pay 30 days Statutory Maternity Leave 10 weeks with 80% pay 98 days 56 days 56 calendar days with full pay after 6 months’ service, half pay for service less than 6 months 18 weeks paid leave at the National Minimum Wage 90 days with 50% pay 45 days with full pay Max. 12 weeks 6 weeks before delivery and 6 weeks after delivery with full pay 6 weeks before delivery and 8 weeks after delivery, up to 2/3 of pay covered by social insurance Min. 60 consecutive days 6 weeks before delivery and 6 weeks after delivery with full pay 18 weeks with full pay 12-13 weeks with full pay 60 days for normal delivery and 78 days for caesarian delivery for the first four deliveries and miscarriages 70 days before delivery and 70 days after delivery, covered by the Russian State Social Insurance Fund 16 weeks 90 days (120 days for twins) 84 days with full pay, excludes holidays 90 days with full pay by employer and the Social Welfare Fund 6 months with full pay, additional 30 days for multiple births Satutory Parental Leave (Such as Paternity Leave, Childcare Leave) Paternity leave: 3 days with 80% pay Paternity leave: in general does not exceed 14 days; varies between local rules or age of employee’s wife X Paternity leave: 3 days with full pay, Parental leave: max. 2 years of unpaid leave Parental leave: 18 weeks paid leave at the National Minimum Wage which is fully funded by the government X 3 consecutive working days during the 1st month of the child birth, in public sector only 15 days leave before or within 6 months from date of delivery, pay according to last pay before leave, for male civil servants only Personal leave: 2 days with full pay when employee’s wife gives birth Childcare leave applicable to both female and male employees with child under 1 X X Paternity leave: 1-2 weeks, depends on service period X Paternity leave: 7 working days with full pay for married employee, Solo paternity leave: 7 working days Parental leave: 3 years with 40% pay until the child is 18 months Paternity leave: 1 week, Childcare leave: 6 days Parental leave: min. 5 days, Childcare leave: 6 days per year with child under 7 X Paternity leave: 15 days with full pay for State workers only Paternity leave: 5-14 days, depends on situation Collective Bargaining Law X √ √ √, applicable to those with unions only √ √ X √ √ √ √ √ √ √ √ √, applicable to those with trade unions only √ √ √ √ √ Remedies for Unreasonable / Unlawful Dismissal ^ √ √ √ X √ √ √ √ √ √ √ X √ √ √ √ √ √ √ √ √ Statutory Minimum Wage √ √ √, applicable to cleaning and security workers only √ √ √ X √ √ √, varies across locations √ √, varies across industries and locations √ √ √ √ X √ √ √ √ Unemployment Insurance X √ √ √ √ X √ ,for those who are genuinely unable to work only √ X √ X √ √ X √ √ X √ X √ √ ^ The current labour / employment law of most countries rules the following situations where employers cannot dismiss an employee: - have work-related injury, lose work capability in total or in partial - during designated medical treatment period during sickness or injury • HKIHRM disclaims any liability for any loss or damage arising from any inaccuracy or omission in the information contained herein or from the reliance upon it. No guarantee that such data is accurate as of the date it is received or that it will continue to be accurate in the future. No one should act upon such data without appropriate professional advice. - during pregnancy, delivery, or nursing period for female employees - other situations specified by laws and regulations A Comparative Table on Employee Benefits in the Asia Pacific Main Region (including Hong Kong, Macau and Mainland China)




Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.
Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them.

 Here are the comparison of employee benefits in each country in Asia Pacific: 
Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.
Cambodia is significantly has the highest allowed paid yearly holiday compared to the rest of its neighboring countries in Asia Pacific. However, it does not give parental leave while other countries do.
Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

 The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.
Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.




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China's plans to hire Filipino household workers to their five major cities including Beijing and Shanghai, was reported at a local newspaper Philippine Star. it could be a big break for the household workers who are trying their luck in finding greener pastures by working overseas China is offering up to P100,000 a month, or about HK$15,000. The existing minimum allowable wage for a foreign domestic helper in Hong Kong is around HK$4,310 per month. Dominador Say, undersecretary of the Department of Labor and Employment (DOLE), said that talks are underway with Chinese embassy officials on this possibility. China’s five major cities, including Beijing, Shanghai and Xiamen will soon be the haven for Filipino domestic workers who are seeking higher income. DOLE is expected to have further negotiations on the launch date with a delegation from China in September. according to Usec Say, Chinese employers favor Filipino domestic workers for their English proficiency, which allows them to teach their employers’ children. Chinese embassy officials also mentioned that improving ties with the leadership of President Rodrigo Duterte has paved the way for the new policy to materialize. There is presently a strict work visa system for foreign workers who want to enter mainland China. But according Usec. Say, China is serious about the proposal. Philippine Labor Secretary Silvestre Bello said an estimated 200,000 Filipino domestic helpers are presently working illegally in China. With a great demand for skilled domestic workers, Filipino OFWs would have an option to apply using legal processes on their desired higher salary for their sector. Source: ejinsight.com, PhilStar Read More: The effectivity of the Nationwide Smoking Ban or E.O. 26 (Providing for the Establishment of Smoke-free Environment in Public and Enclosed Places) started today, July 23, but only a few seems to be aware of it. President Rodrigo Duterte signed the Executive Order 26 with the citizens health in mind. Presidential Spokesperson Ernesto Abella said the executive order is a milestone where the government prioritize public health protection. The smoking ban includes smoking in places such as schools, universities and colleges, playgrounds, restaurants and food preparation areas, basketball courts, stairwells, health centers, clinics, public and private hospitals, hotels, malls, elevators, taxis, buses, public utility jeepneys, ships, tricycles, trains, airplanes, and gas stations which are prone to combustion. The Department of Health urges all the establishments to post "no smoking" signs in compliance with the new executive order. They also appeal to the public to report any violation against the nationwide ban on smoking in public places. Read More: ©2017 THOUGHTSKOTO www.jbsolis.com SEARCH JBSOLIS, TYPE KEYWORDS and TITLE OF ARTICLE at the box below Smoking is only allowed in designated smoking areas to be provided by the owner of the establishment. Smoking in private vehicles parked in public areas is also prohibited. What Do You Need To know About The Nationwide Smoking Ban Violators will be fined P500 to P10,000, depending on their number of offenses, while owners of establishments caught violating the EO will face a fine of P5,000 or imprisonment of not more than 30 days. The Department of Health urges all the establishments to post "no smoking" signs in compliance with the new executive order. They also appeal to the public to report any violation against the nationwide ban on smoking in public places. ©2017 THOUGHTSKOTO

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Thursday, May 04, 2017

Revised Penal Code Updated; 2 Years Penalty For P250 Worth Estafa Is Now Reduced to 4 Months Jail Term


The Senate passed a bill on third and final reading seeking to update the penalties for certain crimes stated on Revised Penal Code which was almost 90 years old. Senate Bill No. 14 seeks to update the penalties which were based on the economic conditions in the 1930's during the effectivity of the Revised Penal Code. During that time, a person found guilty of estafa involving an amount of P250 would be imprisoned for up to two years and four months. The proposed measure will be reduced to it to only four months. There had also been adjustments to the amount of fines . High crimes, such as rebellion and treason, will be having fines of ₱4M and ₱1.6M, respectively — which was ₱20,000 and ₱8,000 respectively on the outdated penal code. The bill as well seeks to update penalties for maltreatment of prisoners, unlawful arrest and indirect assault which was amounting to ₱500 to ₱100,000 while penalties for falsification of documents will be increased from ₱5,000 to ₱1 Million. The bill was approved with 21 in favor, 0 against and without a single abstention. The author of the bill said the proposed measure would have a retroactive effect, and was expected to benefit about 54,189 inmates which are mostly poor. "Not that they will be immediately released, but their sentences will be equitably reduced, corresponding to today's value of the property stolen, not the values set in 1930," he stressed. "We truly believe that the threat of injustice created by an outdated instrument of justice is real, and thus requires immediate legislative action," he added. Recommended: Transfer to other employer An employer can grant a written permission to his employees to work with another employer for a period of six months, renewable for a similar period. Part time jobs are now allowed Employees can take up part time job with another employer, with a written approval from his original employer, the Ministry of Interior said yesterday. Staying out of Country, still can come back? Expatriates staying out of the country for more than six months can re-enter the country with a “return visa”, within a year, if they hold a Qatari residency permit (RP) and after paying the fine. Newborn RP possible A newborn baby can get residency permit within 90 days from the date of birth or the date of entering the country, if the parents hold a valid Qatari RP. No medical check up Anyone who enters the country on a visit visa or for other purposes are not required to undergo the mandatory medical check-up if they stay for a period not more than 30 days. Foreigners are not allowed to stay in the country after expiry of their visa if not renewed. E gates for all Expatriates living in Qatar can leave and enter the country using their Qatari IDs through the e-gates. Exit Permit Grievances Committee According to Law No 21 of 2015 regulating entry, exit and residency of expatriates, which was enforced on December 13, last year, expatriate worker can leave the country immediately after his employer inform the competent authorities about his consent for exit. In case the employer objected, the employee can lodge a complaint with the Exit Permit Grievances Committee which will take a decision within three working days. Change job before or after contract , complete freedom Expatriate worker can change his job before the end of his work contract with or without the consent of his employer, if the contract period ended or after five years if the contract is open ended. With approval from the competent authority, the worker also can change his job if the employer died or the company vanished for any reason. Three months for RP process The employer must process the RP of his employees within 90 days from the date of his entry to the country. Expat must leave within 90 days of visa expiry The employer must return the travel document (passport) to the employee after finishing the RP formalities unless the employee makes a written request to keep it with the employer. The employer must report to the authorities concerned within 24 hours if the worker left his job, refused to leave the country after cancellation of his RP, passed three months since its expiry or his visit visa ended. If the visa or residency permit becomes invalid the expat needs to leave the country within 90 days from the date of its expiry. The expat must not violate terms and the purpose for which he/she has been granted the residency permit and should not work with another employer without permission of his original employer. In case of a dispute the Interior Minister or his representative has the right to allow an expatriate worker to work with another employer temporarily with approval from the Ministry of Administrative Development,Labour and Social Affairs. Source:qatarday.com Recommended: The Barangay Micro Business Enterprise Program (BMBE) or Republic Act No. 9178 of the Department of Trade and Industry (DTI) started way back 2002 which aims to help people to start their small business by providing them incentives and other benefits. If you have a small business that belongs to manufacturing, production, processing, trading and services with assets not exceeding P3 million you can benefit from BMBE Program of the government. Benefits include: Income tax exemption from income arising from the operations of the enterprise; Exemption from the coverage of the Minimum Wage Law (BMBE 1) 2) 3) 2 employees will still receive the same social security and health care benefits as other employees); Priority to a special credit window set up specifically for the financing requirements of BMBEs; and Technology transfer, production and management training, and marketing assistance programs for BMBE beneficiaries. Gina Lopez Confirmation as DENR Secretary Rejected; Who Voted For Her and Who Voted Against? ©2017 THOUGHTSKOTO www.jbsolis.com SEARCH JBSOLIS The Barangay Micro Business Enterprise Program (BMBE) or Republic Act No. 9178 of the Department of Trade and Industry (DTI) started way back 2002 which aims to help people to start their small business by providing them incentives and other benefits. If you have a small business that belongs to manufacturing, production, processing, trading and services with assets not exceeding P3 million you can benefit from BMBE Program of the government. Benefits include: Income tax exemption from income arising from the operations of the enterprise; Exemption from the coverage of the Minimum Wage Law (BMBE 1) 2) 3) 2 employees will still receive the same social security and health care benefits as other employees); Priority to a special credit window set up specifically for the financing requirements of BMBEs; and Technology transfer, production and management training, and marketing assistance programs for BMBE beneficiaries. Gina Lopez Confirmation as DENR Secretary Rejected; Who Voted For Her and Who Voted Against? Transfer to other employer An employer can grant a written permission to his employees to work with another employer for a period of six months, renewable for a similar period. Part time jobs are now allowed Employees can take up part time job with another employer, with a written approval from his original employer, the Ministry of Interior said yesterday. Staying out of Country, still can come back? Expatriates staying out of the country for more than six months can re-enter the country with a “return visa”, within a year, if they hold a Qatari residency permit (RP) and after paying the fine. Newborn RP possible A newborn baby can get residency permit within 90 days from the date of birth or the date of entering the country, if the parents hold a valid Qatari RP. No medical check up Anyone who enters the country on a visit visa or for other purposes are not required to undergo the mandatory medical check-up if they stay for a period not more than 30 days. Foreigners are not allowed to stay in the country after expiry of their visa if not renewed. E gates for all Expatriates living in Qatar can leave and enter the country using their Qatari IDs through the e-gates. Exit Permit Grievances Committee According to Law No 21 of 2015 regulating entry, exit and residency of expatriates, which was enforced on December 13, last year, expatriate worker can leave the country immediately after his employer inform the competent authorities about his consent for exit. In case the employer objected, the employee can lodge a complaint with the Exit Permit Grievances Committee which will take a decision within three working days. Change job before or after contract , complete freedom Expatriate worker can change his job before the end of his work contract with or without the consent of his employer, if the contract period ended or after five years if the contract is open ended. With approval from the competent authority, the worker also can change his job if the employer died or the company vanished for any reason. Three months for RP process The employer must process the RP of his employees within 90 days from the date of his entry to the country. Expat must leave within 90 days of visa expiry The employer must return the travel document (passport) to the employee after finishing the RP formalities unless the employee makes a written request to keep it with the employer. The employer must report to the authorities concerned within 24 hours if the worker left his job, refused to leave the country after cancellation of his RP, passed three months since its expiry or his visit visa ended. If the visa or residency permit becomes invalid the expat needs to leave the country within 90 days from the date of its expiry. The expat must not violate terms and the purpose for which he/she has been granted the residency permit and should not work with another employer without permission of his original employer. In case of a dispute the Interior Minister or his representative has the right to allow an expatriate worker to work with another employer temporarily with approval from the Ministry of Administrative Development,Labour and Social Affairs. Source:qatarday.com Recommended: The Barangay Micro Business Enterprise Program (BMBE) or Republic Act No. 9178 of the Department of Trade and Industry (DTI) started way back 2002 which aims to help people to start their small business by providing them incentives and other benefits. If you have a small business that belongs to manufacturing, production, processing, trading and services with assets not exceeding P3 million you can benefit from BMBE Program of the government. Benefits include: Income tax exemption from income arising from the operations of the enterprise; Exemption from the coverage of the Minimum Wage Law (BMBE 1) 2) 3) 2 employees will still receive the same social security and health care benefits as other employees); Priority to a special credit window set up specifically for the financing requirements of BMBEs; and Technology transfer, production and management training, and marketing assistance programs for BMBE beneficiaries. Gina Lopez Confirmation as DENR Secretary Rejected; Who Voted For Her and Who Voted Against? ©2017 THOUGHTSKOTO www.jbsolis.com SEARCH JBSOLIS SEARCH JBSOLIS ©2017 THOUGHTSKOTO www.jbsolis.com SEARCH JBSOLIS

The Senate passed  a bill on third and final reading seeking to update the penalties for certain crimes stated on Revised Penal Code which was almost 90 years old.
Senate Bill No. 14 seeks to update the penalties which were based on the economic conditions in the 1930's during the effectivity of the Revised Penal Code.
During that time, a person found guilty of estafa involving an amount of P250 would be imprisoned for up to two years and four months. The proposed measure will be reduced to it to only four months.
There had also been adjustments to the amount of fines . High crimes, such as rebellion and treason, will be having fines of ₱4M and  ₱1.6M, respectively — which was ₱20,000 and ₱8,000 respectively on the outdated penal code.
The bill as well seeks to update penalties for maltreatment of prisoners, unlawful arrest and indirect assault which was amounting to ₱500 to ₱100,000 while penalties for falsification of documents will be increased from ₱5,000 to ₱1 Million.


The bill was approved with 21 in favor, 0 against and without a single abstention.
The author of the bill said the proposed measure would have a retroactive effect, and was expected to benefit about 54,189 inmates which are mostly poor.
"Not that they will be immediately released, but their sentences will be equitably reduced, corresponding to today's value of the property stolen, not the values set in 1930," he stressed.

"We truly believe that the threat of injustice created by an outdated instrument of justice is real, and thus requires immediate legislative action," he added.

Recommended:

Transfer to other employer An employer can grant a written permission to his employees to work with another employer for a period of six months, renewable for a similar period. Part time jobs are now allowed Employees can take up part time job with another employer, with a written approval from his original employer, the Ministry of Interior said yesterday. Staying out of Country, still can come back? Expatriates staying out of the country for more than six months can re-enter the country with a “return visa”, within a year, if they hold a Qatari residency permit (RP) and after paying the fine. Newborn RP possible A newborn baby can get residency permit within 90 days from the date of birth or the date of entering the country, if the parents hold a valid Qatari RP. No medical check up Anyone who enters the country on a visit visa or for other purposes are not required to undergo the mandatory medical check-up if they stay for a period not more than 30 days. Foreigners are not allowed to stay in the country after expiry of their visa if not renewed. E gates for all Expatriates living in Qatar can leave and enter the country using their Qatari IDs through the e-gates. Exit Permit Grievances Committee According to Law No 21 of 2015 regulating entry, exit and residency of expatriates, which was enforced on December 13, last year, expatriate worker can leave the country immediately after his employer inform the competent authorities about his consent for exit. In case the employer objected, the employee can lodge a complaint with the Exit Permit Grievances Committee which will take a decision within three working days. Change job before or after contract , complete freedom Expatriate worker can change his job before the end of his work contract with or without the consent of his employer, if the contract period ended or after five years if the contract is open ended. With approval from the competent authority, the worker also can change his job if the employer died or the company vanished for any reason. Three months for RP process The employer must process the RP of his employees within 90 days from the date of his entry to the country. Expat must leave within 90 days of visa expiry The employer must return the travel document (passport) to the employee after finishing the RP formalities unless the employee makes a written request to keep it with the employer. The employer must report to the authorities concerned within 24 hours if the worker left his job, refused to leave the country after cancellation of his RP, passed three months since its expiry or his visit visa ended. If the visa or residency permit becomes invalid the expat needs to leave the country within 90 days from the date of its expiry. The expat must not violate terms and the purpose for which he/she has been granted the residency permit and should not work with another employer without permission of his original employer. In case of a dispute the Interior Minister or his representative has the right to allow an expatriate worker to work with another employer temporarily with approval from the Ministry of Administrative Development,Labour and Social Affairs. Source:qatarday.com Recommended: The Barangay Micro Business Enterprise Program (BMBE) or Republic Act No. 9178 of the Department of Trade and Industry (DTI) started way back 2002 which aims to help people to start their small business by providing them incentives and other benefits. If you have a small business that belongs to manufacturing, production, processing, trading and services with assets not exceeding P3 million you can benefit from BMBE Program of the government. Benefits include: Income tax exemption from income arising from the operations of the enterprise; Exemption from the coverage of the Minimum Wage Law (BMBE 1) 2) 3) 2 employees will still receive the same social security and health care benefits as other employees); Priority to a special credit window set up specifically for the financing requirements of BMBEs; and Technology transfer, production and management training, and marketing assistance programs for BMBE beneficiaries. Gina Lopez Confirmation as DENR Secretary Rejected; Who Voted For Her and Who Voted Against? ©2017 THOUGHTSKOTO www.jbsolis.com SEARCH JBSOLIS

 The Barangay Micro Business Enterprise Program (BMBE) or Republic Act No. 9178 of the Department of Trade and Industry (DTI) started way back 2002 which aims to help people to start their small business by providing them incentives and other benefits. 
If you have a small business that belongs to manufacturing, production, processing, trading and services with assets not exceeding P3 million you can benefit from BMBE Program of the government.


Benefits include:

Gina Lopez Confirmation as DENR Secretary Rejected; Who Voted For Her and Who Voted Against?
Transfer to other employer An employer can grant a written permission to his employees to work with another employer for a period of six months, renewable for a similar period. Part time jobs are now allowed Employees can take up part time job with another employer, with a written approval from his original employer, the Ministry of Interior said yesterday. Staying out of Country, still can come back? Expatriates staying out of the country for more than six months can re-enter the country with a “return visa”, within a year, if they hold a Qatari residency permit (RP) and after paying the fine. Newborn RP possible A newborn baby can get residency permit within 90 days from the date of birth or the date of entering the country, if the parents hold a valid Qatari RP. No medical check up Anyone who enters the country on a visit visa or for other purposes are not required to undergo the mandatory medical check-up if they stay for a period not more than 30 days. Foreigners are not allowed to stay in the country after expiry of their visa if not renewed. E gates for all Expatriates living in Qatar can leave and enter the country using their Qatari IDs through the e-gates. Exit Permit Grievances Committee According to Law No 21 of 2015 regulating entry, exit and residency of expatriates, which was enforced on December 13, last year, expatriate worker can leave the country immediately after his employer inform the competent authorities about his consent for exit. In case the employer objected, the employee can lodge a complaint with the Exit Permit Grievances Committee which will take a decision within three working days. Change job before or after contract , complete freedom Expatriate worker can change his job before the end of his work contract with or without the consent of his employer, if the contract period ended or after five years if the contract is open ended. With approval from the competent authority, the worker also can change his job if the employer died or the company vanished for any reason. Three months for RP process The employer must process the RP of his employees within 90 days from the date of his entry to the country. Expat must leave within 90 days of visa expiry The employer must return the travel document (passport) to the employee after finishing the RP formalities unless the employee makes a written request to keep it with the employer. The employer must report to the authorities concerned within 24 hours if the worker left his job, refused to leave the country after cancellation of his RP, passed three months since its expiry or his visit visa ended. If the visa or residency permit becomes invalid the expat needs to leave the country within 90 days from the date of its expiry. The expat must not violate terms and the purpose for which he/she has been granted the residency permit and should not work with another employer without permission of his original employer. In case of a dispute the Interior Minister or his representative has the right to allow an expatriate worker to work with another employer temporarily with approval from the Ministry of Administrative Development,Labour and Social Affairs. Source:qatarday.com Recommended: The Barangay Micro Business Enterprise Program (BMBE) or Republic Act No. 9178 of the Department of Trade and Industry (DTI) started way back 2002 which aims to help people to start their small business by providing them incentives and other benefits. If you have a small business that belongs to manufacturing, production, processing, trading and services with assets not exceeding P3 million you can benefit from BMBE Program of the government. Benefits include: Income tax exemption from income arising from the operations of the enterprise; Exemption from the coverage of the Minimum Wage Law (BMBE 1) 2) 3) 2 employees will still receive the same social security and health care benefits as other employees); Priority to a special credit window set up specifically for the financing requirements of BMBEs; and Technology transfer, production and management training, and marketing assistance programs for BMBE beneficiaries. Gina Lopez Confirmation as DENR Secretary Rejected; Who Voted For Her and Who Voted Against? ©2017 THOUGHTSKOTO www.jbsolis.com SEARCH JBSOLIS
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Saturday, July 16, 2016

IN SAUDI ARABIA CYBER BULLYING OR HARMING ANYONE USING SOCIAL MEDIA -ONE YEAR JAIL AND SAR500,000 FINE


The National Society Of Human Rights (NSHR) announced in a tweet from their official Twitter account that anyone who harms anyone through the use of social media could be criminally liable and will be subjected to imprisonment of not more than a year and will be ordered to pay a fine up to SR500,000 The president of NSHR,Mufleh Al-Qahtani, explained that as part of its duty to disseminate the culture of human rights throughout the community and to encourage people to abide by the law, the society publishes booklets and posts tweets to educate and familiarize Saudis with the consequences of their actions and the crimes that they might commit without their knowledge. Al-Qahtani said that the popularity of social media, especially among young people, coincided with the emergence of various crimes committed using these means. “This entailed the enactment of the Anti-Cyber Crimes Law under a royal decree in 1428,”says Al-Qatani. advertisement The NSHR earlier twitted the relevant prison punishment of not more than a year and the payment of a fine of SR500,000 as possible punishments for any person who invades the private life of others by using their mobile phone camera abusively,bullying and defaming others or by harming them through social media . Meanwhile a certain A.Khaliq A.Jabbar's comment has drawn my attention on the Arab News article about this issue and it reads: "When employers abuse their maids, why there is no such huge fines? Where go human rights at that time?"
CYBER BULLYING OR HARMING ANYONE USING SOCIAL MEDIA CAN PUT YOU A YEAR IN JAIL AND PAY SAR500,000 FINE IN SAUDI ARABIA


The National Society Of Human Rights (NSHR) announced in a tweet from their official Twitter account that anyone who harms anyone through the use of social media could be criminally liable and will be subjected to imprisonment  of not more than a year and will be ordered to pay  a fine up to SR500,000

 The president of NSHR,Mufleh Al-Qahtani, explained that as part of its duty to disseminate the culture of human rights throughout the community and to encourage people to abide by the law, the society publishes booklets and posts tweets to educate and familiarize Saudis with the consequences of their actions and the crimes that they might commit without their knowledge.
Al-Qahtani said that the popularity of social media, especially among young people, coincided with the emergence of various crimes committed using these means.

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 “This entailed the enactment of the Anti-Cyber Crimes Law under a royal decree in 1428,”says Al-Qatani. 

The anti-cybercrime law in the Kingdom of Saudi Arabia involves various offenses. These include spying, 
interception of data transmitted through an information network without authorization, 
unlawful access to computers with the intention of threatening or engaging in blackmail, 
unlawful access to a website or hacking with the intent of changing design, 
destroying or modifying websites, 
invasion of privacy through the misuse of camera-equipped mobile phones and defamation 
and infliction of damage on others through the misuse of information.

The NSHR earlier twitted the relevant prison punishment of not more than a year and the payment of a fine of SR500,000 as possible punishments for any person who invades the private life of others by using their mobile phone camera abusively,bullying and defaming others or by harming them through social media .

Meanwhile a certain A.Khaliq A.Jabbar's comment has drawn my attention on the Arab News article about this issue and it reads:
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"When employers abuse their maids, why there is no such huge fines? Where go human rights at that time?"
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