EPI News & Events

Administrator Cacdac's  7-point Agenda

1. Streamline OFW documentation and processing systems to provide smoother and more efficient delivery of services to OFWs. We shall regain public confidence in our systems, starting with restoration of the POEA's ISO certification.

2. Strengthen enforcement of anti-illegal recruitment laws and licensed recruitment regulations. We shall implement RA 10022, which heightened the POEA's role in the fight against illegal recruiters. Also, we shall significantly improve the POEA adjudication record in case disposition.

3. Ensure transparency and accountability in the development of policies and regulations. This means institutionalized consultative mechanisms involving stakeholders in the land-based and sea-based sectors.

4. Further protection of certain types of OFWs, such as domestic workers and seafarers. This includes the ratification of the ILO Convention on Decent Work for Domestic Workers and the Maritime Labour Convention.

5. Vigorous pursuit of bilateral agreements with receiving countries, for the better protection and welfare of OFWs.

6. Stronger and more harmonious coordination with government agencies, for the better protection and welfare of OFWs.

7. Ensure measures that implement and promote anti-corruption, anti-fixer, and anti- red tape laws and regulations,  including the operationalization of the POEA Efficiency and Integrity Board.

Source: POEA website

Remittances Up 8.4% to US$1.74 Billion in September.

The rise in money sent home by Filipino workers abroad is a key support of the economy, especially amid current global uncertainties.

Data released by the Central Bank showed that remittances (coursed through formal channels like banks and other financial institutions) from overseas-based Filipinos reached 8.4% in September to US$ 1.735 billion from US$ 1.601 billion a year ago. This brought the total amount in the first 9 months of 2011 to US$ 14.757 billion, up 7.1% from US$ 13.782 billion in the same period last year.

Remittances from land-based Overseas Filipino Workers (OFWs), which made up 78% of the total amount, rose 5.3% to US$ 11.6 billion in the nine-month period, while those from sea-based workers increased by a faster 14.1% to US% 3.2 billion. "New labor markets, greater deployment and bigger values remitted due to slight weakening of the peso caused the increase," University of Asia and the Pacific economics professor Cid L. Terosa mentioned. Growth of inflows may also be attributed to the expanding network of banks and financial institutions that give both remitters and beneficiaries more options for fund transfers (total number of bank branches, correspondent banks, remittance centers and related tie-ups grew 6.7% to 4,688 as of end-September from 4392 in 2010.

POEA data show that the number of land-based workers with processed contracts who are waiting to be deployed increased by 4.5% annually to 933,579 (January to August 2011) while sea-based counterparts rose 5.5% to 314,411.

Major sources of total remittances reported by banks and financial institutions (84.5%) from January to September come from the United States, Canada, Saudi Arabia, the United Kingdom, Japan, Singapore, the United Arab Emirates, Italy, Germany and Norway (US$ 12.5 billion in the first 9 months).

Philippine Daily Inquirer / Business World (Nov. 16, 2011)

37 Overseas Filipino Workers (OFWs) Who Defied Deployment Ban Back From Lebanon

The Department of Foreign Affairs (DFA) reminded prospective OFWs to respect the total ban to Lebanon and warned Filipinos intending to work abroad to steer clear of illegal recruiters.

37 OFWs were repatriated last Nov. 17 from Lebanon where they were employed as domestic helpers despite a ban on the deployment since 2007 due to the security situation and inadequate legal protection for workers in that country.

Majority of the group escaped from their employers for abuses such as unpaid salaries, maltreatment, verbal abuse, overwork, lack of food, forcible extension of contract, illegal reduction of salary or lack of salary increase, refusal of employer to renew the worker's legal papers, and sexual harassment.

Tina G. Santos - Philippine Daily Inquirer (Nov. 18, 2011)

DFA Warns Pinoy Workers to Stay Away from Lebanon (Oct. 23, 2011)

The Department of Foreign Affairs (DFA) called on prospective overseas Filipino workers (OFWs) to respect the total deployment ban to Lebanon and other countries, as well as steer clear of illegal recruiters.

The DFA made this call following the repatriation of 29 OFWs from Beirut who escaped from their employers for reasons ranging from unpaid salaries to emotional or physical abuse.

In 2006, the government ordered a ban on the deployment of OFWs to Lebanon due to the security situation and inadequate legal protection for its laborers there.

By Tina G. Santos - Philippine Daily Inquirer

Facebook vs Job Scams

Overseas Filipino Workers (OFW) in Afghanistan are using social media networks to warn relatives and other Filipinos against attempts by illegal recruitment syndicates to lure victims to high-paying but phantom jobs in the Central Asian states. 

In a statement, the Filipinos in Afghanistan (FIA), said that 3 groups of illegal recruiters are operating in Bataan, Batangas and Cabanatuan City in Nueva Ecija. Some OFWs and former workers in Iraq and Afghanistan were among those lured to nonexistent jobs with some of them charged Php 150,000 for jobs at the Kandahar Airfield. One OFW said he coughed up Php 120,000 but the job offer did not materialize.   

Jerome Aning - Philippine Daily Inquirer - Sept. 20, 2011

Four Who Duped 23 On Fake Jobs Nabbed

Cebu City - Four alledged illigal recruiters were arrested for duping 23 persons,  into paying a total of Php1.2 million in fees for nonexistent jobs in London.

The victims included nurses from a military hospital, a school principal, a wife of a police officer and other professionals who were recruited to work as nurses, caregivers, nannies, encoders and programmers with salaries ranging from British Pounds 2,000, 2,500 and 3,400 a month.

By Jhunnex Napallacan - Philippine Daily Inquirer Visayas (Sept. 18, 2011)

The Ambatovy Project 

As of August 31 2009, Euroasia Philippines Incorporated (EPI) ventured into the Ambatovy Project located in Antananarivo, Madagascar. Ambatovy is a world-class, large tonnage nickel project that is positioned to be among the world's biggest lateritic nickel mines. Sherritt, the project operator, has a 40% ownership position, Sumitomo and Korea Resources each have a 27.5% stake, and the project's engineering contractor, SNC-Lavalin, has a 5% interest.

Ambatovy is a long-life lateritic nickel project with annual design capacity of 60,000 tons of nickel and 5,600 tons of cobalt. The mine life is currently projected to be 27 years.

It is currently one of the most important projects for EPI, with over 400 employees recruited and deployed, in very diverse departments and positions:

Departments:

• Mine & OPP
• Precomm
• Technical Services
• SCM Contract
• Utilities
• Finance
• PAL Plant
• Refinery
• IT
• Maintenance
• Health & Safety

Positions: 

• Instrumentation Engineer                                                            Electrical Foreman
• OPP Foreman                                                                                OPP Leader
• Shift Supervisor                                                                             Lead Operator
• Control Room Operator                                                               Shift Engineer
• Field Operator                                                                                Maintenance Coordinator
• Permit Coordinator                                                                       Commission Engineer
• Process Engineer                                                                         Electrician
• Instrument Technician                                                                  Millwright
• Shipping Coordinator                                                                   Control System Specialist
• Instrument Technician (Analytical)                                             Document Control Coordinator
• SCM Analyst Lead                                                                         Maintenance System Admin
• Contract Administrator                                                                 Supervisor Contracts
• Project Leader                                                                               Machinist
• Ammonia Plant Operator                                                             Utilities Supervisor
• Emergency Response Specialist                                              H&S Specialist
• Financial analyst/General Accounting                                       Financial Reporting Supervisor
•  IT Administrator (Citrix, Microsoft, Linux, database/network)
• Foreman (HVAC, Utilities, Acid/Gas/Hydro plant, PAL/Refinery, etc.)

EPI MANAGEMENT

The deployed workers are recruited, deployed and managed by EPI.

EPI organizes and participates in the recruitment process for the workers in the Ambatovy Project. EPI pre-selects candidates and coordinates with DMSA Hiring Managers to decide on the final selection of a candidate.

EPI manages each of his workers from the day they sign the offer letter to the day they complete their contract and receive their final settlement in Manila. EPI has the responsibility of:

• Organizing the entry and exit of each employee,
• Following a good management of corporate governance (handle the promotion, change of role/ department, vacation leaves, sick leaves, resignations, terminations and disciplinary actions & processes)
• Managing the payroll process/system and ensure that the contractual due dates for the payment of salaries are respected.
• Handling the day-to-day management of the workers on site. Organize and implement better solutions on key issues that concern the worker and their relationship with the project. (Organize activities, excursions, etc.)

To facilitate and render more efficient the management of the EPI workers, a support structure was implemented on site in Madagascar. Decision-making is now centralized and the flow of information between the concerned parties is more fluid. It has also provided better management of Human Resources that follows the standards of the client and benefits from our 20 years of experience in the Manpower industry. 

Management in Madagascar is composed of four key positions:

• Human resources manager
• Administrative Assistant
• Camp Manager
• Assistant Camp Manager

From the beginning EPI has worked closely with its client to ensure the success of the Ambatovy project. Our team's professionalism and flexibility has allowed us to meet with the client's international standards. This is EPI's commitment to demonstrate through this project our capability to excell in managing contracts, sites and handling persons.

What is Saudization?

Saudization', officially known as Saudi nationalization scheme, or Nitaqat system in Arabic, is the newest policy of the Kingdom of Saudi Arabia implemented by its Ministry of Labor, whereby Saudi companies and enterprises are required to fill up their workforce with Saudi nationals up to certain levels. It calls for an increase in the share of Saudi manpower to total employment and for expanding work opportunities for Saudi women and youth.

Why is the K.S.A. implementing 'Saudization'?

The 'Saudization' scheme is the government's response to improve employment participation of Saudi nationals in the private sector and ultimately address the Kingdom's unemployment problem.

How is the 'Saudization' scheme implemented?

To carry out the scheme, the Ministry of Labor is coming up with 41 classifications of its employment sectors. It will also classify Saudi companies into five categories according to the number of their workers. Lastly, it will also categorize companies into four zones or bands —Nitaqat—according to compliance or non-compliance with the 'Saudization' requirements.

What are the five company classifications according to number of workers or employees?

What are the categories or zones of companies according to compliance or noncompliance with 'Saudization'?

These categories or zones are Blue (VIP Category), Green (Excellent Category), Yellow (Poor Compliance), and Red (Non-Compliant). Blue and Green companies are more or less already compliant, while Yellow and Red companies are not.

When did the 'Saudization' scheme take effect?

June 11, 2011. From this date, all Saudi companies, estimated to number around 300,000, are required to 'nationalize' or fill up their workforce with Saudis (for those who have not done so) or speed up their hiring of Saudis (for those who are slow to comply or are not complying). Yellow category companies have nine (9) months (11 June 2011 to 11 March 2012) to improve their compliance, while Red category companies have six (6) months (11 June 2011 to 11 December 2011) to comply with 'Saudization'.

Has the categorization of companies according to compliance or non-compliance been completed?

The categorization would be completed on 30 August 2011.

What will happen after August 30, 2011?

Generally, starting on 11 September 2011, the Ministry of Labor will provide incentives to compliant companies and will impose restrictions to those which are not.

What are the privileges of compliant companies?

Categorized as Blue (VIP) will enjoy the following privileges:

• Hire anybody from anywhere in the world;
• Apply for new visas for foreign workers with open professions through eservices, provided they remain in the blue category after issuance of new visas
• Change the professions of their foreign workers to other professions, including those restricted to Saudi nationals, but except those which have been identified by the Saudi Council of Ministers;
• Hire foreign workers from Yellow and Red categories without the permission of their employers;
• Renew work permits of their foreign workers irrespective of their period of stay in the Kingdom; and
• Apply for replacement visas.

Companies categorized as Green (Excellent) will enjoy the following privileges:

• Apply for new foreign workers' visas not more than once every two months.
• Obtain one replacement visa for every two transactions for exit-only visas;
• Change the professions of their foreign workers to other professions, except those which are restricted to Saudi nationals;
• Renew work permits of its foreign workers regardless of their period of stay in the Kingdom; and
• Hire foreign workers from companies in the Red and Yellow categories without the permission of their employers.

Yellow category establishments will NOT be able to:

• Apply for new visas;
• Hire or transfer foreign workers from any of the categories; and
• Change the profession of its foreign workers.

They will also lose control over their foreign workers because they will be free to sign contracts with new employers in the Blue and Green categories. However, they would still be able to:

• Obtain one replacement visa for every two workers who have left the KSA for good;
• Renew the work permits of its foreign workers regardless of their stay, provided the remaining period in their foreign workers' residence permits is at least three (3) months on the date of renewal; and
• Renew the work permits of its foreign workers, provided these workers have not spent a total of more than six (6) years with their employers.

Red category companies will NOT be able to:

• Apply for new, replacement, or seasonal visa;
• Change their foreign workers' professions;
• Hire or transfer foreign workers from any category;
• File application for opening new enterprises (whether they are branches or entities).

They will also lose control over their foreign workers because they will be free to sign contracts with new employers in the Blue and Green categories. They will also be barred from renewing the work visas of their entire foreign staff.

Will 'Saudization' affect the employment of OFWs in Saudi Arabia and up to what extent?

Yes, if the Saudi government pushes through with a sustained implementation of the policy.

However, there will be no massive, short-term displacements of OFWs as feared by some sectors, based on the foregoing incentives for compliant companies and restrictions for non-compliant companies. For example, semi-skilled, low-skilled, or unskilled OFWs in Yellow and Red categories who will be most likely affected, particularly if their length of stay in Saudi have exceeded six (6) years and, therefore, whose work permits could not be renewed, could still transfer their services or be hired by Blue and Green category companies. This can be done without the permission of their employers.

On the other hand, OFWs in Blue category companies who may still face the risk of being displaced may change their professions to other professions, even to professions restricted for Saudi nationals, except those identified by the Saudi Council of Ministers exclusively for nationals. Those in Green category companies may change their professions to other professions, except to those restricted for Saudi nationals.

Companies in the Blue and Green professions may also renew the work permits of these OFWs regardless of the length of their stay in the Kingdom.

Due to this complex process, it is not possible at this time to provide an accurate number of OFWs who might be affected, pending the completion of the categorization of companies by the Saudi Ministry of Labor set on 30 August 2011.

The categorization could change the current classification of companies and their status may also change after the grace periods of nine (9) months and six (6) months, respectively, given to companies in the Yellow and Red categories to improve their compliance.

Will household service workers be affected?

No. Household service workers (HSWs) are not included in the 'Saudization' requirements. The announced ban for new-hire HSWs was brought about by the Note Verbale sent by the Saudi Ministry of Foreign Affairs on 12 March to the Philippine Department of Foreign Affairs asking the Philippine government to stop the verification of contracts for new-hire HSWs.

What will the government do to assist OFWs who might be affected by 'Saudization'?

• The Department of Labor and Employment is taking three immediate steps:
• Deployment of an online registration system to capture accurate data and information on OFWs affected by the Saudi nationalization scheme.
• On-site re-employment assistance to facilitate the transfer of the services or hiring of affected OFWs from Yellow and Red category companies to Blue and Green category companies.
• Reintegration assistance to returning OFWs with final exit visas for local employment or for re-deployment to other foreign markets, or for self employment through entrepreneurship and livelihood undertakings.

Source: POEA website (http://www.poea.gov.ph/ofw/nitaqat.htm)

Repatriation of Overseas Filipino Workers (OFWs) more than doubled in the first few months of the year because of the political turmoil in the Middle East and North Africa (MENA).

The Overseas Workers Welfare Administration (OWWA) has repatriated 13,047 OFWs as of May, out of whom 12,444 were Filipinos affected by the MENA crisis, figures more than double the number of migrant workers brought home last year (6,719).

Of those repatriated this year, 150 were physically ill, 38 were mentally ill and 280 were minors. A total of 126 were dead, data showed.

Aside from security concerns in MENA, other reasons for repatriation requests were maltreatment, physical and sexual abuse, unpaid wages and human trafficking. Many distressed OFWs were female household workers.

Source - Copyright Business World June 10, 2011

Euroasia Philippines Inc. (EPI) finally introduced its new and improved website to the public. The updated website is the result of an in-depth analysis, design, and programming to demonstrate EPI's dedication and commitment to excellent service.

The recent site has been given an absolute overhaul in terms of design, layout, features, and content. Improved functionality will also allow job-seekers and visitors to learn about the available job opportunities through the Job Opening page. In addition, potential candidates can now submit application without visiting EPI's office in Manila via the On-line Application page of the reconstructed site.

Potential clients and applicants are encouraged to visit the site to learn more about the company. “The website reflects the company's position as service provider from New Caledonia to Africa, that is a company without boundaries,” Nona Banuelos-Lim, Chief Financial Officer of EPI said.

“Also, the website is a convenient way to discover a company from anywhere, get to know all activities it is involved in, find out about job opportunities it offers and eventually apply online, whether you are in Manila, Baguio, Batanes, General Santos or even reaching the end of your contract abroad and already planning for a new position abroad, “Banuelos-Lim added.

EPI has a solid 25 years of experience in the field of recruitment and deployment. With thousands of employees deployed to different parts of the world such as UAE, Singapore, Hong Kong, Madagascar, etc., EPI has proven its expertise and outstanding reputation among its contemporaries. And now, with the launching of its new website, EPI aims to provide more jobs to Filipinos and create a stronger working relationship with its clients worldwide.