CSR – elimination of forced labor

1. CSR – elimination of forced labor Utilizing OJT/Cadets in the office

2. Utilization of OJT/Cadets in the office – current practice and procedures in the Philippines • Pooling Resources : a seafarer, especially senior officers, will normally negotiates their applications to • include their relatives or friends . Thus, to attract/retain senior officers, manning companies are open • and obliged to accept the recommended relatives or friends. • The acceptance of OJT/Utility normally starts from the inception and establishment of a company primarily to assist in fulfilling the needed officers and crew in the fleet and secondly, it provides additional manpower in the office with very minimal cost compared to an employee. • In general, it performs function such as errand boys, as messengers ,delivers any papers and documents to/from offices and other office authorities; visa application; security/look-out to office; helping hands for the manning personnel photocopying, housekeeping , washing utensils etc. and many other that they can be of help. • OJT/Utility in manning companies are provided with free meals, uniforms and they are put under group life insurance for their protection when they are send-out from the office. In selected companies OJT/Cadets are given with monthly allowances for their transportations and meals with ranges from Php 1,500.00 to Php 3,000.00 or more aside from the insurance and boarding house. • Assessment and evaluation are being done prior the acceptance to serve in the office. They will be deployed on-board as Cadet or Messman/Wiper/OS depending on the outcome of the assessment. In other companies, office assignment normally last from 3 to 6 months or more depending on the availability of the position. • In some cases, companies requires OJT/Utility to pass the US Visa interview prior their vessel assignment. Therefore, there is no assurance that manning companies can accommodate the OJT/Utility to board a vessel if they failed the interview. Often, lack of sea experience is the main reason of their failure. This possible scenario are clearly discussed to them prior the acceptance.

3. Utilization of OJT/Cadets in the office – problem, conclusion and recommendation Problem Conclusion Recommendation Utilizing OJT/Utility in the office The acceptance OJT/Utility to serve in the office is not necessarily considered forced labor. However, if they will be utilize in the office and not be treated as an ‘apprentice’ then it is an indication of forced labor and if they performed beyond their duties like personal errand or any task s best handle d by a paid employee. Establishing good policy and practice with regard to apprenticeship helps to ensure that Company was not placed in vulnerable situations that can lead to force labor and job discrimination. Provide clear and concise apprenticeship agreement were would be OJT/Utility understand and clearly the conditions of employment regarding wage payments, period of apprenticeship , scope of job and any other terms and conditions. Hire personnel that can perform internal services, liaison, messenger Risk of forced labor: Utilization of apprenticeship in the office. Pooling : Hiring of resources to attract or retain Senior Officer or Crew. Equal employment opportunities was stated in the ” Philippine Constitution, Article 13, Section 3 and refers to unjust act of differentiating one group of people not on the basis of personal merit but on the basis of partiality or bias. Employers must not discriminate against otherwise-qualified people , job application procedures such as hiring ; advancement ; job training and any other terms and condition and privileges of employment

4. Utilization of OJT/Cadets in the office – action • To ensure that Company is not placed in vulnerable situations that could be misinterpreted as force labor or job discrimination , the following will be implemented: • Acceptance of OJT/Utility at Office. • Clear communication in writing to recommending seafarers • Stating that apprenticeship program is voluntary undertaking by employers. • Explaining that all applicants for apprenticeship must undergo assessment and evaluation • Describing the scope and limitations of their role in the office. • Clear statements of HR personnel • Explaining the terms and conditions of apprenticeship agreement. • Specifying the duration of apprenticeship as stated in Art.61 Book II, Title II, Chapter I of the Labor Code of the Philippines. • Hiring of appropiate resources to perform task not appropriate for an OJT/Utility. • Limit the participation of OJT/Utility in the office work to include theoretical or classroom instruction.

5. Prepared by: Glenn Rosales, MSBM • PMMA-GS • Reference: • 1.) http://pinoy-business.com/content/view/95/105/ • Dr. Jose Mario B. Flamiano - CSR: Basic Principle and Best Practices • 3.) Sample questionnaire sent to various individual in the Maritime Industry • 1) How does this practice started in your oganization? • 1) What are the benefits its contributes in the Manning office and industry? • 2) Is there any instances that it brought disadvantages/dilema on the part of Manning office in using and involving them ? if any, what are these? • 3) Is there a social or ethical issues in utilizing them? if any, what kind of compensation or benefits they should receive? and what is your legal basis? • 4) Is utilizing of OJT and Cadets in the office promotes CSR?