PEOS

1. PEOS PRE- EMPLOYMENT ORIENTATION SEMINAR

2. LEGAL BASIS of PEOS • SEC. 6 Rules & Regulations Implementing RA 8042: “The POEA may undertake other programs or resort to other modes of information and dissemination campaign such as the conduct of nationwide, comprehensive and sustainable Pre-Employment Orientation Seminar.”

3. Objectives of PEOS • Provide information on labor and employment conditions, migration realities and other facts on overseas employment • To adequately prepare participants into making informed and intelligent decisions about overseas employment

4. STRATEGIES FOR PEOS • What POEA has done on PEOS: - conducted PEOS in schools - tapped LGUs thru PESOs - conduct of PEOS prior to or during jobs fair - PEOS in regions thru POEA and DOLE regional offices

5. STRATEGIES FOR PEOS • Regular in-house PEOS at POEA • Developed country-specific information materials for PEOS • Completed 16 country specific modules in cooperation with the private sector

6. STRATEGIES FOR PEOS • The nine (9) country specific modules is also available at the POEA website: www.poea.gov.ph (click “Working abroad? Things you should know about your destination)

7. PEOS vs. PDOS

8. PEOS vs. PDOS

9. PEOS Module

10. DAPAT KA BANG MAGTRABAHO SA ABROAD? (A Pre-Employment Orientation Seminar)

12. NOTE: The audience will be provided with reference materials as to the modes and legal procedures of application together with the costs/fees.

13. ILLEGAL RECRUITMENT FREE LOCAL GOVERNMENT UNIT

14. OBJECTIVES • Expand the network of POEA in its campaign against illegal recruitment at the grassroots level; • Strengthen the institutions that provide support through continuing technical assistance such as training, information materials, resource persons, etc; • Sustain LGU participation in the campaign through mechanisms that will motivate partners such as recognition and awards, semi-annual consultative meetings, periodic reporting and evaluation.

15. IMPLEMENTATION STRATEGIES • Forging of formal Memorandum of Agreement with LGU executives • Continued conduct of capability enhancement trainings for PESO Managers and the conduct of PEOS at the local levels to help increase the awareness of prospective overseas workers on the physical, emotional, social and financial demands of overseas employment and empower them to make intelligent and well-thought of decisions. • Dissemination of information against illegal recruitment such as posters, brochures, • Incentives and rewards system • Sustained monitoring and evaluation

16. ROLES OF POEA AND LGUs IN THE CAMPAIGN

17. Information Dissemination

18. Conduct of Pre-Employment Orientation Seminar

19. Establishment of Illegal Recruitment Complaint Help Desk and Referral System

20. Courtesy lane for job applicants

21. Monitoring, Evaluation and Assessment • The LGU-PESO shall submit on or before the second Monday of very month the activities undertaken using the prescribed format designed POEA. • The POEA and the LGU-PESO shall hold quarterly meetings to review the record of performance based on the provisions of the Guidelines and to introduce improvements, as the need arises. The venue shall be at the Blas F. Ople (BFO) Building, corner Ortigas Avenue, EDSA Mandaluyong City.

22. ACCOMPLISHMENTS…

23. Forged MOUs with LGUs

24. Partner LGUs

25. Pampanga Baguio Conducted PESO Capability Enhancement on Overseas Employment Bohol General Santos City NCR

26. Conducted PESO Capability Enhancement on Overseas Employment • Bulacan • MIMAROPA • NCR • Region VI,VII,VIII (Bohol City) • Region 12 (General Santos City) • the Province of Palawan • Region III (Pampanga) • Western Mindanao (Pagadian City) • Northern Mindanao/SOCSARGEN (Butuan City) *408 PESO Managers benefited from these trainings

27. 2007 4th quarter Target Areas (covered area) (venue) Region II Aparri Southern Luzon Batangas Western Visayas Bacolod Region III Bulacan

28. Updates on Overseas Employment

29. Reform Package Affecting Household Workers (Governing Board Resolutions (GBR) # 3-12 of 2006 and GBR # 1-2 of 2007)

30. Guidelines on the Implementation of the Reform Package Affecting Household Service Workers (HSWs) I. Newly hired HSWs[1] a) With visas issued prior to 16 December 2006, or processed under job orders registered with POEA prior to 16 December 2006, or processed under employment contracts that were verified by the concerned POLOs prior to 16 December 2006 shall be exempted from the following reform package: • Minimum age of 23 • Minimum entry salary of US$400 • No – placement Fee policy • TESDA NC2 Certificate • Attendance to the OWWA Language and Culture Orientation Provided that these newly hired HSWs are processed at POEA before 1 March 2007. b) With visas issued after 16 December 2006, or processed under job orders registered with POEA after 16 December 2006, or processed under employment contracts that were verified by the concerned POLOs after 16 December 2006 shall be covered by the following: • Minimum age of 23 • Minimum entry salary of US$400 • No – placement Fee policy; • TESDA NC2 Certificate • Attendance to the OWWA Language and Culture Orientation.

31. Guidelines on the Implementation of the Reform Package Affecting Household Service Workers (HSWs) Newly hired HSWs shall exempted from the TESDA and OWWA requirements if bound for countries with prescribed skills training and language and culture orientation as conditions for visa issuance. The determination of the countries with such requirements shall be done by POEA. II. Returning HSWs • Vacationing HSWs or those with existing overseas employment contracts executed prior to 1 March 2007 and are returning to their employer at anytime within the duration of their contract are exempted from the coverage of the following reforms: • Minimum age of 23 • Minimum entry salary of US$400 • TESDA NC2 Certificate • Attendance to the OWWA Language and Culture Orientation The No-placement Fee policy does not apply to them since they are merely resuming their employment under an existing contract and are processed at the POEA without the participation of an agency.

32. Guidelines on the Implementation of the Reform Package Affecting Household Service Workers (HSWs) b) HSWs who completed their overseas contracts within 2006 and thereafter, and are returning to the same or new employer with their OEC issued before 1 March 2007, are exempted from the following: • Minimum age of 23 • Minimum entry salary of US$400 • Payment of placement fee, if hired thru an agency • TESDA NC2 Certificate • Attendance to the OWWA Language and Culture Orientation unless returning to a country with a different language and culture, as determined by OWWA • HSWs who completed their overseas contracts before 2006 and are returning to the same or new employer with their OEC issued before 1 March 2007 are covered by the new minimum salary rate of US$400. They are, however, exempted from the following: • Minimum age requirement • Payment of placement fee, if hired thru an agency • TESDA NC2 requirement, unless required by their employer • OWWA Language and Culture Orientation unless returning to a country with a different language and culture, as determined by OWWA

33. Guidelines on the Implementation of the Reform Package Affecting Household Service Workers (HSWs) • HSWs who completed their overseas employment contracts which were executed prior to 1 March 2007 and are being processed under a new contract with the same employer or new employer on or after 1 March 2007 are covered by the new minimum salary rate of US$400. They are, however, exempted from the following: • Minimum age requirement; • Payment of placement fee, if hired thru an agency; • TESDA NC2 requirement, unless required by their employer; and • OWWA Language and Culture Orientation unless returning to a country with a different language and culture, as determined by OWWA. • HSWs who completed their employment contract before or after 2006 and are being processed under a new contract with the same or a new employer on or after 1 March 2007 are covered by the new minimum salary rate of US$400. They are, however, exempted from the following: • Minimum age requirement • Payment of placement fee, if hired thru an agency • TESDA NC2 requirement, unless required by their employer • OWWA Language and Culture Orientation unless returning to a country with a different language and culture, as determined by OWWA [1] Referring to HSWs without any previous overseas work experience as a HSW and former HSWs who failed to finish their previous contract as a HSW.

34. Ban on direct hiring(GBR # 04 series of 2007)

35. Prohibits an employer from hiring Filipino workers for overseas employment, except through the boards (POEA) or entities authorized by the Secretary of Labor and Employment, such as; • members of the diplomatic corps • international organizations

36. On-Site Remedies(GBR # 07 of 2007)

37. Remedial Measure for Stronger Protection of OFWs • Complaints by on-site OFWs pertaining to violations of POEA rules and regulations shall be received by the concerned Philippine Overseas Labor Office (POLO) • In docketed POEA cases involving complainants or witnesses deployed for work overseas, the POEA Adjudication Office should have all reasonable means to ascertain the facts and information on such cases

38. Repeal of RA 8042 particularly on phase out of regulatory functions of POEA(Republic Act 9422)

39. Section 1.Regulation of Private Sector Participation. – Part IV, Section 7 of the Omnibus Rules are hereby amended as follows:

40. Section 7.Role of POEA. – The POEA shall continue to regulate private sector participation in the recruitment and overseas placement of workers through its licensing and registration system pursuant to its Rules and Regulations on Overseas Employment.

41. The POEA shall ensure the imposition of stricter licensing measures to ensure the participation of only private entities that can guarantee the best possible terms and conditions of employment for OFWs. Towards this end, the following shall be undertaken:

42. periodic review of capitalization and escrow deposit/bond requirements to uphold the financial viability of recruitment agencies; • rationalization of licensed agencies through reasonable deployment quotas, with emphasis on deployment of skilled workers; • a mandatory continuing licensed agency education program that emphasizes the national interest and welfare of OFWs;

43. increase penalties for acts of fraud and misrepresentation committed by licensed agencies in the recruitment and placement of workers; • institute a classification and awards system for licensed agencies, based on relevant criteria; and • other measures consistent with the above-stated objective, as approved by the POEA Governing Board.

44. Section 2.POEA Placement Authority. Article IV shall be amended with the insertion of Sections 7-A, 7-B, and 7-C, as follows:

45. Section 2.POEA Placement Authority. Article IV shall be amended with the insertion of Sections 7-A, 7-B, and 7-C, as follows:

46. Section 7-A.POEA Placement Authority. – The POEA shall undertake recruitment and placement of workers to service the requirements for trained and competent Filipino workers for foreign governments and their instruments, and such other employers as public interests may require, based on the following parameters: • that the POEA shall deploy only to countries where the Philippines has concluded bilateral labor agreements or arrangements; • that such countries shall guarantee to protect the rights of Filipino migrant workers; and • that such countries shall observe and comply with international laws and standards for migrant workers.

47. “Section 7-B.Conclusion of Bilateral Labor Agreements or Arrangements. – In concluding bilateral labor agreements or arrangements with foreign governments, the DOLE and POEA shall observe the following procedures: • The composition of the Philippine panel or delegation of negotiators shall be determined by the President upon recommendation of the Secretary of Foreign Affairs and the Secretary of Labor and Employment;

48. The DOLE shall convene a meeting of the panel members prior to the commencement of any negotiations for the purpose of establishing the parameters of the negotiating positions of the panel. No deviation from the agreed parameters shall be made without prior consultations with the members of the negotiating panel;

49. All bilateral labor agreements shall be transmitted by the DOLE to the DFA after their signing, for the preparation of the ratification papers. The transmittal shall include the highlights of the agreement and the benefits which will accrue to the Philippines by virtue of such an agreement; and • The DFA, pursuant to the DOLE endorsement, shall transmit the agreement to the President for ratification. The original signed instrument of ratification shall be returned to the DFA for appropriate action.

50. Section 7-C. Requirements for Negotiations. In addition to the above-stated requirements, bilateral labor agreements or arrangements that require the exercise of POEA placement authority shall be concluded only under the following circumstances: • Where government placement was requested and specified by the foreign government employer; • Where the government-to-government arrangement is a “goodwill vehicle” for prospective employers endorsed by diplomatic missions or is a result of high-level ministerial meetings;