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1. Why do I need to use a recruitment agency?
A foreign employer/principal should course his manpower requirements through a Philippine licensed recruitment agency/entity of his choice to act as his agent. A foreign employer is required to have himself and or/his project accredited with POEA before undertaking any recruitment activity.
2. Name Hires/Direct Hires
Individually-hired workers, or name hires, of foreign employers/principals may be processed through government placement branch of POEA to a maximum of ten (10) workers per employer. Foreign employer requiring additional manpower (in excess of the allowable number of 10) shall be required to course his additional manpower requirements through a local agent and be subject to accreditation.
3. What is POEA accreditation process?
A foreign employer should submit to his local agent documentary requirements for accreditation. The agent in turn, submits the following documents to POEA for appropriate evaluation and approval:
a) Authenticated Special Power of Attorney
b) Agency Recruitment Agreement
c) Model Employment Contract
d) Visa/Entry requirements
e) Manpower Request
f) Photocopy of Employer/Principal valid Business License
The authentication of documents required for accreditation of a foreign employer/principal or project may be undertaken by any of the following, in accordance with respective bilateral arrangements between the Philippines and host country:
- The authorized official of the Philippine Embassy/Consulate offices nearest the jobsite.
- The Philippine Labour Office (POLO) nearest the jobsite.
Once approved, an accreditation certificate is issued to the local agent authorizing him to advertise, recruit and deploy Filipino manpower overseas in behalf of his accredited foreign employer/principal.
A service fee to cover all placement and documentation costs may be charged by the local agent. Such fee is negotiable subject to agreement of both parties.
Please note that Employers can submit to the POEA their own Employment contracts, but it must address the minimum employment contract requirements of the POEA. There is space to negotiate with the POEA regarding minimum requirements, especially if wages will offset the costs of some of the benefits required for Filipino workers working abroad.
For online POEA accreditation documentation, please use the below links: (click to download PDF Format)
4. Minimum Employment Contract Requirements
The Department of Labor and Employment- Philippine Overseas Employment Administration (DOLE-POEA), in compliance with the provision provided for by the Philippine Labor Code, has set minimum requirements of contract for Filipino manpower working overseas. These include:
1. Guaranteed wages for regular working hours and overtime pay in accordance with DOLE-POEA standards.
2. Free transportation from point of hire to site of employment and return;
3. Free and adequate board and lodging facilities or compensatory food allowance at prevailing cost of living standard at jobsite
4. Free emergency medical and dental treatment.
5. Just causes for the termination of contract or of the service of the worker.
6. Vacation leave and sick leave
7. Compulsory Insurance coverage per amended act of RA 10022
5. Which trade testing center does SALVTUG use and what is the process?
The name of our accredited trade test and training center is Executive Technical Consultants. The standard practice in the testing industry is that the applicant/candidate takes theoretical/written examination and then actual trade testing of the craft. The grading system is 30% for written exam and 70% for actual trade testing.
Head of Manning & Recruitment Division, Mr. Jun Gabi, was a trade testing and training officer and elected vice-president of the Trade Testing Officers Association of the Philippines before he joined SALVTUG. His knowledge will assist you in all aspects of the process in the Philippines.
6. Does Malayan charge a placement fee?
It is against SALVTUG Manning policy to charge a placement fee.
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