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    Svcnoon: Philippine Ove Ra Lu

    Uploaded by

    Rhea Mae Amit
    1) This memorandum outlines interim protocols for the recruitment, deployment, and employment of land-based overseas Filipino workers during the COVID-19 pandemic. 2) It covers all land-based OFWs, including those already deployed, and recruitment agencies and employers. It establishes responsibilities for ensuring health and safety compliance. 3) Upon arrival at their jobsite, OFWs may be required to undergo an uncompensated quarantine period according to the destination country's regulations. Recruiters and employers are responsible for quarantine costs and potential repatriation of infected workers.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd

    Svcnoon: Philippine Ove Ra Lu

    Uploaded by

    Rhea Mae Amit
    18 views4 pages
    1) This memorandum outlines interim protocols for the recruitment, deployment, and employment of land-based overseas Filipino workers during the COVID-19 pandemic. 2) It covers all land-based OFWs, including those already deployed, and recruitment agencies and employers. It establishes responsibilities for ensuring health and safety compliance. 3) Upon arrival at their jobsite, OFWs may be required to undergo an uncompensated quarantine period according to the destination country's regulations. Recruiters and employers are responsible for quarantine costs and potential repatriation of infected workers.

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    MC-01-2021

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    1) This memorandum outlines interim protocols for the recruitment, deployment, and employment of land-based overseas Filipino workers during the COVID-19 pandemic. 2) It covers all land-based OFWs, including those already deployed, and recruitment agencies and employers. It establishes responsibilities for ensuring health and safety compliance. 3) Upon arrival at their jobsite, OFWs may be required to undergo an uncompensated quarantine period according to the destination country's regulations. Recruiters and employers are responsible for quarantine costs and potential repatriation of infected workers.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    18 views4 pages

    Svcnoon: Philippine Ove Ra Lu

    Uploaded by

    Rhea Mae Amit
    1) This memorandum outlines interim protocols for the recruitment, deployment, and employment of land-based overseas Filipino workers during the COVID-19 pandemic. 2) It covers all land-based OFWs, including those already deployed, and recruitment agencies and employers. It establishes responsibilities for ensuring health and safety compliance. 3) Upon arrival at their jobsite, OFWs may be required to undergo an uncompensated quarantine period according to the destination country's regulations. Recruiters and employers are responsible for quarantine costs and potential repatriation of infected workers.

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    PHILIPPINE OVE · · - .

    'l RATlu,
    Republic of the Philippines
    Philippine Ad

    a
    Department of Labor and Employment
    M Overseas BFO Building , Ortigas Avenue cor. EDSA, Mandaluyong City 1 50 CPI'\

    o[1 Employment

    It .I
    Website: www.poea .gov.ph E-mail : info@poea.gov.ph
    Administration Hotlines: 8722-1144 , 8722-1155

    BY: MARTIN L;

    MEMORANDUM CIRCULAR No . .Q-1_


    Series of 2021

    To All Concerned

    Subject Interim Protocol/Guidelines on the Recruitment, Deployment and


    Employment of Landbased Overseas Filipino Workers (OFWs)

    Pursuant to the Revised POEA Rules and Regulations Governing the Employment of
    Landbased Overseas Filipino Workers (OFWs) of 2016 and in consonance with the prevailing
    protocols set forth by the Inter-Agency Task Force on Emerging Infectious Diseases (IATF-
    EID) and countries of destination to mitigate and combat the spread of the Coronavirus
    Disease 2019 (COVID-19) pandemic and to ensure the safety of OFWs during the declared
    state of public health emergency, the following interim protocol/guidelines are hereby issued
    for the recruitment, deployment and employment of landbased OFWs:

    I. Coverage

    These Protocol/Guidelines shall cover all landbased Overseas Filipino Workers


    (OFWs) including workers already deployed overseas as well as
    Licensed/Philippine Recruitment Agencies (L/PRAs) and Principals/Direct
    Employers recruiting, deploying and employing landbased OFWs.

    II. Responsibilities of the OFWs, the Licensed/Philippine Recruitment Agencies


    and their Principals/Employers

    1. The OFWs, licensed/Philippine recruitment agencies and their


    principals/employers shall ensure compliance with all the deployment protocols
    stated in this Circular and in other related issuances by the PhHippine
    Government.

    2. The OFW shall abide with the health and safety policies and protocols of the
    country of destination.

    3. The licensed/Philippine recruitment agencies and/or the principals/employers


    of the Filipino workers shall be responsible for the following:

    a. Provide appropriate briefings to their workers about COVID-19 and


    various precautionary measures and health-related protocols mandated
    by the Philippine Government and countries of destination;

    b. Ensure that all the necessary documents and clearances are complete
    (i.e. verified/authenticated employment contract and other related
    documents, declaration signifying worker's knowledge and

    CON"fROU.ED ANO DISSEMINATED


    svcnooN JAN D7 2021
    understanding of risks involved , POEA-issued Overseas Employment
    Certificate [OEC], passport, valid medical clearance for COVID-19, and
    other pre-departure and/or travel documents);

    c. Coordinate with the concerned government agencies and local


    government units to facilitate the ease of deployment of workers such
    as transport, health clearances and provision of Green Lanes for OFWs;

    d. Provide for the appropriate free COVID-19 testing to its workers , as


    required by the employer and the country of destination , as well as
    meals , accommodation , and transportation from the point of hire to
    intended destination in order to ensure that the deployed workers are
    negative for COVID-19 prior to deployment;

    e. Coordinate with the relevant medical facility for the emergency medical
    assistance and appropriate treatment in the point of departure or arrival
    of the worker who may test positive for COV1D-19;

    f. Provide an enhanced insurance coverage, if available, to include acts


    of god , force majeure and health issues at the jobsite in addition to the
    minimum coverage provided under the compulsory insurance for
    agency-hired workers;

    g. Guarantee the welfare, safety, and benefits of the OFW in both the
    workplace and in the accommodation by providing social protection
    benefits (health and medical insurance); leave credit entitlements; end-
    of service entitlements (if applicable)/social security provisions (if
    applicable) including maternity provisions; as well as occupational
    health and safety provisions including hygiene kits, personal protective
    equipment/gears in the work place including observance of health
    protocol in the work place guidelines issued by the World Health
    Organization such as temperature checks, among others; and

    h. Ensure the immediate repatriation of the worker, as the need arises,


    back to the Philippines and, if necessary, to the worker's residence .

    Ill. Quarantine at the Jobsite

    1. The licensed/Philippine recruitment agency shall be responsible to inform the


    workers and secure their consent at the time of recruitment that he/she may
    need to undergo quarantine upon arrival at the jobsite for a number of days in
    accordance with the health regulations of the country of destination and that
    the said period may or may not be compensable.

    2. The worker will not receive his or her salary while on quarantine, unless
    otherwise provided by the principal/employer or mandated by the government
    of the country of destination, or if s/he is required to work during quarantine.

    3. The licensed/Philippine recruitment agency or the principal/employer shall


    shoulder the costs of quarantine upon arrival of the worker in the jobsite which
    may include expenses for accommodation, food, COVID-19 test, and cost of
    medical treatment if tested positive , among others.

    cornRO~Li=D AND oassa.~INATED


    I,. av cno ON JAN O7 2021
    4. Unless otherwise mandated by the host country, the Employer shall not utilize
    the worker's leave credits for the duration of the quarantine period. The worker,
    however, may opt to utilize his/her leave credits during the said period in order
    to be entitled to the payment of salaries if the quarantine period is not
    compensable.

    IV. Alternative Work Arrangements

    1. The employer may implement alternative work arrangements, except for


    domestic workers, to ensure the safety and tenure of the workers and avoid job
    displacement, through the following :

    a. Transfer of employees to another branch or outlet of the same employer


    that is also accredited with the POEA;

    b. Assignment of employees to other function or position in the same or


    other branch or outlet of the same employer and same jobsite;

    c. Reduction of normal workdays per day or week;

    d. Job rotation alternately providing workers with work within the


    workweek or within the month;

    e. Partial closure of establishment where some units or department of the


    establishment are continued while other units or departments are
    closed ; and

    f. Other feasible work arrangements considering specific peculiarities or


    different business requirements.

    2. The above-enumerated alternative work arrangements may be allowed subject


    to the following conditions:

    a. Consented to by the worker in writing;

    b. Not resulting to demotion in position nor diminution in salary if they will


    be required to work for the normal working hours; and

    c. Reported to the POEA and the Philippine Overseas Labor Office


    (POLO).

    V. Joint and Several Liability (JSL)

    In accordance with the provisions of Republic Act No. 10022 and the 2016 Revised
    POEA Rules, licensed/Philippine recruitment agencies and their
    principals/employers shall be jointly and severally liable for all claims and liabilities
    which may arise in connection with the implementation of the employment contract,
    including but not limited to unpaid wages, death and disability compensation and
    repatriation.

    CON"fROLU:D AND OISSB.~l~ATt:D


    BYCf~LlON 3 JAN O7 2021
    VI. Appllcablltty and Effectlvlty

    The responsibilities and/or benefits herein provided shall be in addition to whatever


    responsibilities and/or benefits specified in the existing standard employment
    contract .

    Th is Interim Guidelines shall be implemented only during the period of the declared
    state of public health emergency under Proclamation No. 1021 , Series of 2020
    unless otherwise shortened or extended by virtue of another issuance.

    This Circular shall take effect after fifteen days following its publication in a
    newspaper of general circulation and filing with the National Administrative
    Register.

    Administrator

    _ _ January 2021

    CON"(ROLL~O ANO OISSB.~INATEO


    svcnudN JAN O7 2021

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