Labor Relations and Negotiations Page 1 of 15

The Local and Overseas Employment

Topic: The Local and Overseas Employment

Welcome Notes:
WELCOME BSBA STUDENTS!!!
Get ready to be challenged…
Learn something new everyday by adapting the
‘New Normal’

I. INTRODUCTION:
This lesson allows you to understand the local and foreign recruitment or employment. It will also
invigorate you knowledge on the fundamental state policies covering labor and employment.
II. OBJECTIVES:
At the end of this module, you should be able to:
1. identify the policies of the state regarding local and overseas employment, and
2. discover the application of state policies to real-life scenarios

III. PRELIMINARY ACTIVITIES:

This video entitled,

“The Top Five
Before you proceed to the main lesson, test yourself with this activity.
Environmental

Instruction: Look at the photo below. What can you infer from this?

Retrieved from: https://www.remate.ph/dole-tiniyak-ang-ayuda-sa-local-overseas-workers-vs-covid-19/

______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
 Labor Relations and Negotiations Page 2 of 15
The Local and Overseas Employment
______________________________________________________________________________
____________________________________________________________________________

GREAT!!!
You may now proceed to the main lesson.

IV. LESSON PROPER

Let’s begin!

Based on the preliminary activities, what did you notice about it?
________________________________________________________
CONGRATULATIONS!
You may now proceed to the lesson.

Chapter 3 : THE LOCAL AND OVERSEAS EMPLOYMENT

Employment is the skeletal force of the country that regulates income in a household. Filipinos in
this day and age are not only focussing on local employment, but overseas as well. This chapter will
provide some fundamental legal basis to the context at bench.
I. LOCAL EMPLOYMENT
BUREAU OF LOCAL EMPLOYMENT
Statement of Objectives
It is the policy of the state:
1. To promote and maintain a state of full employment through improved manpower training,
allocation and utilization;
2. To protect every citizen deserving to work locally or overseas by securing for him the best possible
terms and conditions of employment;
3. To facilitate a free choice of available employment by persons seeking work in conformity with the
national interest;
4. To facilitate and regulate the movement of workers in conformity with the national interest;
5. To regulate the employment of aliens, including the establishment of a registration / and or work
permit system;
6. To strengthen the network of public employment offices and nationalize the participation of the
private sector in the recruitment and placement of workers, locally and overseas to serve national
development objectives;
7. To ensure careful selection of Filipino workers for overseas employment in order to protect the
 Labor Relations and Negotiations Page 3 of 15
The Local and Overseas Employment
good name of the Philippines abroad (Art. 12 Labor Code as amended) To organize and establish
new employment offices in addition to the existing employment offices under the Department of
Labor as the need arises;

Promotion of Employment
The Secretary of Labor shall have the power and authority.
1. To organize and establish new employment offices in addition to the existing employment offices
under the Department of Labor as the need arises;
2. To organize and establish a nationwide job clearance and information system to inform applicants
registering with a particular employment office of job opportunities in other parts of the country as
well as opportunities abroad;
3. To develop and organize a program that will facilitate occupational industrial and geographical
mobility of labor and provide assistance in the relocation of
4. workers from one area to another, and
5. To require any person, establishment, organization or institution to submit such employment
information as may be prescribed by the Secretary of Labor (Art. 14 Labor Code as amended)
Powers and Duties
Article 15 of the Labor Code of the Philippine as amended (PD 442) was modified or amended by EO 797
issued on May 1, 1982 creating the Bureau of Local Employment(BLE) with the following powers and
duties:
1. To formulate policies, standards and procedures on productive manpower resources, development,
utilization and allocation.
2. Establish and administer the machinery for effective allocation of manpower resources for
maximum employment and placement.
3. Regulate and supervise private sector participation in the recruitment and placement of workers
locally under such rules and regulations as may be issued by the Secretary.
4. Establish and maintain a registration of work permit system to regulate employment of aliens.
5. Develop and maintain labor market information system in aid of proper manpower and
development planning
6. Formulate employment programs designed to benefit disadvantaged groups and communities, and
7. Perform such other functions as may be provided by law (Sec 3 EO 797)
Recruitment and Placement
Recruitment and placement refers to any act of canvassing, enlisting, contracting transporting,
utilizing, hiring or procuring workers and includes referrals, contract services, promising or advertising for
employment locally or abroad whether for profit or not provided that any person or entity which, in any
manner, offers or promises for a fee employment to two or more persons shall be deemed engaged in
recruitment and placement (Art. 13(b) Labor Code as amended). Recruitment includes that act of referral or
the act of passing along or forwarding of an applicant for employment to a selected employer, placement
offices or bureau (People vs. Saley 291 SCRA 715).
 Labor Relations and Negotiations Page 4 of 15
The Local and Overseas Employment
The number of persons dealt with is not an essential ingredient of the act of recruitment and placement of
workers. The provision merely creates a presumption. (People vs Panis GR No. L-58674-77, July 17,
1986).
Private fee-charging Employment Agency
Private fee-charging employment agency means any person or entity engaged in the recruitment
and placement of workers for a fee which is charged, directly or indirectly, from the workers or employers or
both (Art. 13 (c) Labor Code as amended).
License
License means a document issued by the Department of Labor authorizing a person or entity to
operate a private employment agency (Art. 12 (d) Labor Code as amended)
Private Recruitment Entity
Private recruitment entity means any person or an association engaged in the recruitment and
placement of workers locally or overseas, without charging, directly or indirectly, any fee from the workers
or employers (Art.13 (e) Labor Code as amended)

ILLEGAL RECRUITMENT FOR LOCAL EMPLOYMENT

Article 38 of the Labor Code as amended providing for illegal recruitment is deemed confined for
local employment since as regards the overseas, the illegal Recruitment is provided in Section 7 RA 8042
otherwise known as Migrant workers and Overseas Filipinos Act of 1995.
The illegal recruitment as provided under Article 38 are as follows:
1. Any recruitment activities, including the prohibited practices enumerated under Article 34 of this
Code, to be undertaken by non-license or non-holders of authority shall be deemed illegal and
punishable under Article 39 of this Code. The Secretary of Labor and Employment or any law
enforcement officer may initiate complaints under this article;
2. Illegal recruitment when committed by a syndicate or in large scale shall be considered an offense
involving economic sabotage and shall be penalized in accordance with article 39 to wit:
a. Illegal recruitment is deemed committed by a syndicate if carried out by a group of three
(3) or more persons conspiring and or confederating with one another in carrying out any
unlawful or illegal transactions, enterprise or scheme defined under the first paragraph
hereof.
3. Paragraph C of Article 38 of the Labor Code as amended was declared by the Supreme Court as
null and void for being unconstitutional in the case of Salazar vs. Achacozo. et al GR No. 81510
March 14, 1990 because only the court can issue Search Warrant and Warrant of Arrest.

REPUBLIC ACT NO. 8759- “An act institutionalizing a national facilitation service network through the
establishment of a public employment service office in every province, key city and other strategic areas
throughout the country”
 Labor Relations and Negotiations Page 5 of 15
The Local and Overseas Employment
This Act shall be known as the "Public Employment Service Office Act of 1999." One of the essential
provisions of this law is stated below, the detailed parts of law can be accessed at
https://lawphil.net/statutes/repacts/ra2000/ra_8759_2000.html

Section 4. Objectives of the PESO. - In general, the PESO shall ensure the prompt, timely and efficient
delivery of employment service and provision of information on the other DOLE programs.

Specifically, the PESO shall:

(a) Provide a venue where people could explore simultaneously various employment options and actually
seek assistance they prefer;
(b) Serve as referral and information center for the various services and programs of DOLE and other
government agencies present in the area;
(c) Provide clients with adequate information on employment and labor market situation in the area; and
(d) Network with other PESOs within the region on employment for job exchange purposes.
Section 5. Functions of the PESO. - The PESO shall have the following functions:
(a) Encourage employers to submit to the PESO on a regular basis a list of job vacancies in their respective
establishments in order to facilitate the exchange of labor market information between job seekers and
employers by providing employment information services to job seekers, both for local and overseas
employment, and recruitment assistance to employers;
(b) Develop and administer testing and evaluation instruments for effective job selection, training and
counselling;
(c) Provide persons with entrepreneurship qualities access to the various livelihood and self-employment
programs offered by both government and nongovernmental organizations at the
provincial/city/municipal/barangay levels by undertaking referrals for such programs;
(d) Undertake employability enhancement trainings/seminars for job seekers, as well as those who would
like to change career or enhance their employability;
(e) Provide employment or occupational counselling, career guidance, mass motivation and values
development activities;
(f) Conduct pre-employment counselling and orientation to prospective local and, most especially, overseas
workers;
(g) Provide reintegration assistance services to returning Filipino migrant workers; and
(h) Perform such functions as wilfully carry out the objectives of this Act.

II. OVERSEAS EMPLOYMENT

Philippines Overseas Employment Administration (POEA)
Philippine Overseas Employment Administration (POEA) was created by Executive Order No. 797 issued
on May 1, 1987. Thus, modifying Art. 17 of the Labor.
Notes:
 Seaman- Seaman means any person employed in a vessel engaged in maritime navigation (Art.
13 (g) Labor Code as amended)
 Labor Relations and Negotiations Page 6 of 15
The Local and Overseas Employment
 Overseas Employment- Overseas employment means employment of a worker outside the
Philippines (Art. 13 (h) Labor Code as amended). It is an employment of a worker outside the
Philippines covered by a valid contract (POEA Rules and Regulations Governing the Recruitment
and Employment of Land Based overseas Worker, Feb. 2, 2004).
 Emigrant- Emigrant means any person, worker or otherwise who emigrates to a foreign country by
virtue of an immigrant visa or resident permit or its equivalent in the country of destination (Art. 13
(1) Labor Code as amended)
No Private Employment Agency
Except as provided by law, no person or entity, other than the public employment offices, shall engage in
the recruitment and placement of workers (Art. 16 Labor Code as amended)

Philippines Overseas Employment Administration (POEA)

Philippines Overseas Employment Administration (POEA) was created by Executive Oder No. 797
and issued on May 1, 1987. In additional, it modifies Art. 17 of the Labor Code as amended.
While the functions of POEA are provided by Executive Order No. 247 issued on July 27, 1987 as follows:
1. Regulate private sector participation in the recruitment and overseas placement of workers by
setting up a licensing and regulation system;
2. Formulate and implement in coordination with appropriate entities concerned, when necessary, a
system for promoting and monitoring the overseas employment Filipino workers taking into
consideration their welfare and the domestic manpower requirements;
3. Protect the rights of the Filipino workers for overseas employment to fair and equitable recruitment
and employment practices and ensure their welfare;
4. Exercise original and exclusive jurisdiction to hear and decide violation of the conditions for
issuance of license or authority to recruit workers (Sec.3 EO No. 247)
5. Ban on Direct Hiring
6. No employer may hire a Filipino worker for overseas employment except through the POEA and
entities authorized by the Secretary of Labor, Direct hiring by members of the diplomatic corps,
international organizations and such other employers as may be allowed by the Secretary of Labor
is exempted from this provision (Art. 18 Labor Code as amended)
Commission on Filipino Overseas under the Foreign Affairs Department
Commission on Filipino overseas under the Department of Foreign Affairs was created by BP 29. Thereby
amending Art. 19 of the Labor Code to wit:
The functions of the Commission on Filipino Overseas are as follows:
1. To maintain close ties with Filipino Migrant Communities and promote their welfare as well as establish
a data bank in aid of national manpower policy formulation pursuant to national policy,
2. To promote among others the well beings of emigrants and maintain their close link to the homeland
through the following:
a) Serving as a liaison with immigrant communities;
b) Providing welfare and cultural services
c) Promote and facilitate reintegration of immigrants into the national
mainstream,
 Labor Relations and Negotiations Page 7 of 15
The Local and Overseas Employment
d) Promote economic, political and cultural ties with the communities:
e) To undertake generally, such activities as may be appropriate to enhance
such cooperative link (BP 29).
Foreign Service Role and Participation
To provide ample protection to Filipino workers abroad, the labor attaches, the labor reporting officers
designated by the Secretary of Labor and the Philippine diplomatic or consular officials concerned shall,
even without prior instruction or advice from the home office exercise the following:
1. To provide all Filipino workers within their jurisdiction assistance on all matters arising out of
employment;
2. To ensure that the Filipino workers are not exploited or discriminated against
3. To verify, certify and authenticate that the terms and conditions of employment contracts involving
Filipino workers are in accordance with the Labor Code and Rules & Regulations of the Philippine
Overseas Employment Administration (POEA)
4. To make continuing studies or researches and recommendations on the various aspects of the
employment market within their jurisdiction
5. To gather and analyze information on the employment situation and its probable trends, and
6. To perform such other duties as may be required of them from time to time (Art. 21 Labor Code as
amended)
Mandatory Remittance of Foreign Exchange Earnings
It shall be mandatory for all Filipino workers abroad to remit a portion of foreign exchange earnings
to their families, dependents, and or beneficiaries in the country in accordance with the rules and
regulations prescribed by the Secretary of Labor Art 22 Labor Code as amended)
POEA Structural Organization under EO 247
Executive Order No. 247 issued on July 24, 1987 amended Article 23 of the Labor Code (PD 442) Said
Executive Order 247 provides the organizational structure of POEA to wit:
1. The POEA shall be composed of the Governing Board, the Office of the of its internal structure:
2. The governing board shall be composed of the Secretary of Labor and Employment as Chairman,
the Administrator and a third member , considered well versed in the field of overseas employment
who shall be appointed by the President for a term of two (2) years,
3. The Administrator and such Deputy Administrator and Directors as may be necessary shall be
appointed by the President upon the recommendation of the Secretary
4. The functional structure of the POEA shall be established along the areas of market development,
employment, welfare, licensing regulation and adjudication. Each of the principal substantive
subdivisions of the Administration shall be headed by a Director and shall have such departments
and units as may be necessary (Sec. 4 EO 247)
Report on Employment Status
Whenever the public interest requires, the Secretary of Labor may direct all persons or entities within the
coverage of this title to submit a report on the status of employment, including job vacancies details of job
descriptions, separation from jobs, wages, and other terms and conditions and other employment data.
(Article 33, Labor Code, PD 442)
 Labor Relations and Negotiations Page 8 of 15
The Local and Overseas Employment

Prohibited Practices
It shall be unlawful for any individual, entity, license or holder of authority.
1. To change or accept, directly or indirectly, any amount greater than that specified in the schedule
of allowable fees prescribed by the Secretary of Labor or to make a worker pay any amount greater
than that actually received by him as a loan or advance;
2. To furnish or publish any false notice or information or document in relation to recruitment of
employment;
3. To give any false notice, testimony, information, or document or commit any act of
misrepresentation for the purpose of securing a license or authority under this Code;
4. To induce or to attempt to induce a worker already employed to quit his employment in order to
offer him to another unless the transfer is designed to liberate the worker from oppressive terms
and conditions of employment;
5. To influence or to attempt to influence any person or entity, not to employ any worker who has
applied for employment through his agency:
6. To engage in the recruitment or placement of workers in jobs harmful to public health or morality or
to dignity of the Republic of the Philippines;
7. To obstruct or to attempt to obstruct inspection by the Secretary of Labor or by his duly authorized
representatives,
8. To fail to file reports on the status of employment, placement, vacancies remittance of foreign
exchange earnings, separation from jobs, departures and such other matters or information as may
be required by the Secretary of Labor
9. To substitute or alter employment contract approved and verified by the Department of Labor from
the time of actual signing thereof to the periods of expiration of the same without the approval of
the Secretary of Labor,
10. To become an officer or member of the Board of any corporation engaged in travel agency or to be
engaged directly or indirectly in the management of a travel agency, and
11. To withhold or deny travel documents from applicant workers before departure for monetary or
financial considerations other than those authorized under this Code and its implementing rules
and regulations. (Art. 34 Labor Code as amended)

Illegal Recruitment of Overseas Workers

Republic Act no. 10022- “An act amending republic act no. 8042, otherwise known as the Migrant
Workers and Overseas Filipinos act of 1995, as amended, further improving the standard of protection and
promotion of the welfare of migrant workers, their families and overseas Filipinos in distress, and for other
purposes”

For purposes of this Act, illegal recruitment shall mean any act of canvassing, enlisting, contracting,
transporting, utilizing, hiring, or procuring workers and includes referring, contract services, promising or
 Labor Relations and Negotiations Page 9 of 15
The Local and Overseas Employment
advertising for employment abroad, whether for profit or not, when undertaken by non-licensee or non-
holder of authority contemplated under Article 13(f) of Presidential Decree No. 442, as amended, otherwise
known as the Labor Code of the Philippines: Provided, That any such non-licensee or non-holder who, in
any manner, offers or promises for a fee employment abroad to two or more persons shall be deemed so
engaged. It shall likewise include the following acts, whether committed by any person, whether a non-
licensee, non-holder, licensee or holder of authority:

"(a) To charge or accept directly or indirectly any amount greater than that specified in the schedule of
allowable fees prescribed by the Secretary of Labor and Employment, or to make a worker pay or
acknowledge any amount greater than that actually received by him as a loan or advance;
"(b) To furnish or publish any false notice or information or document in relation to recruitment or
employment;
"(c) To give any false notice, testimony, information or document or commit any act of misrepresentation for
the purpose of securing a license or authority under the Labor Code, or for the purpose of documenting
hired workers with the POEA, which include the act of reprocessing workers through a job order that
pertains to nonexistent work, work different from the actual overseas work, or work with a different
employer whether registered or not with the POEA;
"(d) To include or attempt to induce a worker already employed to quit his employment in order to offer him
another unless the transfer is designed to liberate a worker from oppressive terms and conditions of
employment;
"(e) To influence or attempt to influence any person or entity not to employ any worker who has not applied
for employment through his agency or who has formed, joined or supported, or has contacted or is
supported by any union or workers' organization;
"(f) To engage in the recruitment or placement of workers in jobs harmful to public health or morality or to
the dignity of the Republic of the Philippines;
"(h) To fail to submit reports on the status of employment, placement vacancies, remittance of foreign
exchange earnings, separation from jobs, departures and such other matters or information as may be
required by the Secretary of Labor and Employment;
"(i) To substitute or alter to the prejudice of the worker, employment contracts approved and verified by the
Department of Labor and Employment from the time of actual signing thereof by the parties up to and
including the period of the expiration of the same without the approval of the Department of Labor and
Employment;
"(j) For an officer or agent of a recruitment or placement agency to become an officer or member of the
Board of any corporation engaged in travel agency or to be engaged directly or indirectly in the
management of travel agency;
"(k) To withhold or deny travel documents from applicant workers before departure for monetary or financial
considerations, or for any other reasons, other than those authorized under the Labor Code and its
implementing rules and regulations;
"(l) Failure to actually deploy a contracted worker without valid reason as determined by the Department of
Labor and Employment;
 Labor Relations and Negotiations Page 10 of 15
The Local and Overseas Employment
"(m) Failure to reimburse expenses incurred by the worker in connection with his documentation and
processing for purposes of deployment, in cases where the deployment does not actually take place
without the worker's fault. Illegal recruitment when committed by a syndicate or in large scale shall be
considered an offense involving economic sabotage; and
"(n) To allow a non-Filipino citizen to head or manage a licensed recruitment/manning agency. (The
LawPhil Project, Available @ https://www.lawphil.net/statutes/repacts/ra2010/ra_10022_2010.html)
EMPLOYMENT OF NON-RESIDENT ALIEN
Employment Permit of Non-Resident Aliens
All foreign national seeking gainful employment in the Philippines or there prospective employers
shall file their applications with the DOLE Regional Office having jurisdiction over the intended place of
work . (Sec 4. DO 146-15, August 20, 2015)
The applicant shall pay Php 9,000.00 for a valid permit of (one) 1 year and Php 4,000.00 for every
additional year of validity. (Sec. 5 DO 146-15)
Grounds upon which Permit must be issued:
Alien Employment Permit (AEP) shall be issued based on the following grounds:
1. Compliance by the applicant employer or the foreign national with the substantive and
documentary requirements:
2. Determination by the DOLE Secretary that there is no Filipino national who is competent able and
willing to do the job for which the services of the applicant are desired, and
3. Assessment by the DOLE Secretary that the employment of the foreign national will redound to
national benefit

Permit issued shall be Valid for Multiple Employment

The permits of resident foreign nationals shall be valid for multiple employment, regardless of the
nature and duration of their employment, provided that they shall report changes in their employment status
and the identity of their employers to the DOLE Regional Office which has issued the permit (7-4, Rule 11
Department Oder No. 7 Series of 2000)
Permit issued shall be Valid for Multiple Employment
The permits of resident foreign nationals shall be valid for multiple employment regardless of the
nature and duration of their employment, provided that they shall report changes in their employment status
and the identity of their employers to the DOLE Regional Office which has issued the permit. (7-4, Rule 11
Department Oder No. 7 Series of 2000)
Revocation / Cancellation of the Alien employment Permit (AEP)
The Alien employment Permit issued may be cancelled / revoked on the following grounds
1. Misrepresentation of facts or falsification of documents submitted;
2. The foreign national has been declared as an undesirable alien by competent authorities;
3. Non compliance with the conditions for which the AEP was issued;
 Labor Relations and Negotiations Page 11 of 15
The Local and Overseas Employment
4. Failure to renew AEP within one (1) year after its expiration (1.1-4, Rule 11 DO No. 07 Series
2000).

We had just finished the discussion on The Local and Overseas

Employment. Let’s move on to the next higher level of activity/ies or exercise/s
that demonstrates your potential skills/knowledge of what you have learned.

V. ANALYSIS, APPLICATION AND EXPLORATION

ACTIVITY 1
Name: ______________________________ Course & Section: __________________
Instruction: Identify whether the following statement is TRUE or FALSE. (10 items x 1 point each)
________1. It is the policy of the state to promote and maintain a state of full capital through improved
manpower training, allocation and utilization.
________2. It is the duty of the President to organize and establish new employment offices in addition
to the existing employment offices under the Department of Labor as the need arises.
________3. Recruitment and placement refers to any act of canvassing, enlisting, contracting
transporting, utilizing, hiring or procuring workers.
________4. Private fee-charging employment agency means any person or entity engaged in the
recruitment and placement of workers for a fee which is charged, directly or indirectly, from the workers
or employers or both.
________5. Private recruitment entity means any person or an association engaged in the recruitment
and placement of workers locally or overseas, without charging, directly or indirectly, any fee from the
workers or employers.
________6. REPUBLIC ACT NO. 8769 is “An act institutionalizing a national facilitation service network
through the establishment of a public employment service office in every province, key city and other
strategic areas throughout the country”
________7. Seaman means any person employed in a vessel engaged in maritime navigation.
________8. Emigrant means any person, worker or otherwise who emigrates to a foreign country by
virtue of an immigrant visa or resident permit or its equivalent in the country of destination.
________9. It is lawful to o furnish or publish any false notice or information or document in relation to
recruitment of employment.
________10. Republic Act no. 10022 is “An act amending republic act no. 8042, otherwise known as the
migrant workers and overseas Filipinos act of 1995.
 Labor Relations and Negotiations Page 12 of 15
The Local and Overseas Employment

Finally, let us summarize the lesson of what we had discussed today.

VI. GENERALIZATION
Name: ______________________________ Course & Section: __________________
Instruction: Research at least one news article about local or overseas employment. Write a summary and
reflection about it on the space provided below.
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
 Labor Relations and Negotiations Page 13 of 15
The Local and Overseas Employment

KUDOS!
You have come to an end of Module 3.
OOPS! Don’t forget that you have still an assignment to do.
Here it is….

VII. ASSIGNMENT

Name: ______________________________ Course & Section: __________________

Instruction: Fill out the appropriate answer that is being described in the following statements: (2 items X 2
points each)

1. Republic Act no._____________________ is “An act amending republic act no. 8042, otherwise
known as the Migrant Workers and Overseas Filipinos act of 1995.
2. ______________________ includes that act of referral or the act of passing along or forwarding of
an applicant for employment to a selected employer, placement offices or bureau (People vs. Saley
291 SCRA 715).
3. ______________________ means a document issued by the Department of Labor authorizing a
person or entity to operate a private employment agency (Art. 12 (d) Labor Code as amended)
4. ______________________means employment of a worker outside the Philippines (Art. 13 (h)
Labor Code as amended). It is an employment of a worker outside the Philippines covered by a
valid contract (POEA Rules and Regulations Governing the Recruitment and Employment of Land
Based overseas Worker, Feb. 2, 2004).
5. ______________________means any person, worker or otherwise who emigrates to a foreign
country by virtue of an immigrant visa or resident permit or its equivalent in the country of
destination (Art. 13 (1) Labor Code as amended)

After your long journey of reading and accomplishing the module, let us now
challenge your mind by answering the evaluation part of this module.
 Labor Relations and Negotiations Page 14 of 15
The Local and Overseas Employment

VIII. EVALUATION

Name:______________________________ Course & Section: __________________

Direction/Instruction: Choose the letter that contains the best answer.

(This evaluation will be submitted on ________________.)
1. Which of the following statement is not aligned with the state policies of local employment?
A. To regulate the employment of aliens, including the establishment of a registration / and or work
permit system.
B. To facilitate and regulate the movement of workers in conformity with the national interest.
C. To promote and maintain a state of full employment through improved manpower training,
allocation, and utilization/
D. To protect every citizen deserving to work overseas by securing for him the best possible terms
and conditions of such employment.
2. In terms of employment promotion, who shall have the power and authority to require any person,
establishment, organization or institution to submit such employment information as may be prescribed by
the Secretary of Labor (Art. 14 Labor Code as amended)?
A. Secretary of Labor
B. Chief of Staff
C. Employer
D. President
3. Which of the following does not belong to the power and duties of the Bureau of Local Employment?
A. Formulate employment programs designed to benefit disadvantaged groups and communities.
B. Establish and administer the machinery for effective allocation of manpower resources for
maximum employment and placement.
C. Regulate and supervise private sector participation in the recruitment and placement of workers
locally under such rules and regulations as may be issued by the Secretary.
D. Provide a venue where people could explore simultaneously various employment options and seek
the assistance they prefer.
4. What do you call an act of canvassing, enlisting, contracting to transport, utilizing, hiring, or procuring
workers and includes referrals, contract services, promising or advertising for employment locally or abroad
whether for profit or not?
A. Recruitment and placement
B. Workers and Employment
C. Local and Overseas Employment
D. Skill and Labor
5. How does the Labor Code defines illegal recruitment for local employment?
A. Any recruitment activities, including the prohibited practices enumerated under Article 34 of Labor
Code, to be undertaken by non-license or non-holders of authority shall be deemed illegal and
 Labor Relations and Negotiations Page 15 of 15
The Local and Overseas Employment
punishable under Article 39 of this Code.
B. An act that regulates private sector participation in the recruitment and overseas placement of
workers by setting up a licensing and regulation system.
C. An act of exercising original and exclusive jurisdiction to hear and decide violation of the conditions
for issuance of license or authority to recruit workers.
D. All answers are correct
6. What are the functions of the Commission on Filipino Overseas under the Foreign Affairs Department?
A. To maintain close ties with Filipino Migrant Communities.
B. To promote their welfare as well as establish a data bank in aid of national manpower policy
formulation according to national policy.
C. To promote among others the well beings of emigrants.
D. All answers are correct.
7. Which of the following statement is a prohibited act?
A. To furnish or publish any false notice or information or document concerning the recruitment of
employees.
B. To influence or to attempt to influence any person or entity, not to employ any worker who has
applied for employment through his agency.
C. To engage in the recruitment or placement of workers in jobs harmful to public health or morality or
the dignity of the Republic of the Philippines.
D. All answers are correct
8. What are the grounds for the Employment of Non-Resident Aliens?
A. Compliance by the applicant employer or the foreign national with substantive and documentary
requirements.
B. Determination by the DOLE Secretary that no Filipino national is competent able and willing to do
the job for which the services of the applicant are desired.
C. Assessment by the DOLE Secretary that the employment of the foreign national will redound to
national benefit.
D. All answers are correct
9. What are the grounds for Revocation / Cancellation of the Alien Employment Permit (AEP)?
A. Misrepresentation of facts or falsification of documents submitted.
B. The foreign national has been declared as an undesirable alien by competent authorities.
C. Noncompliance with the conditions for which the AEP was issued.
D. All answers are correct
10. What law refers to the Migrant Workers and Overseas Filipinos Act of 1995?
A. Republic Act No. 10022
B. Republic Act No. 7589
C. Republic Act No. 11022
D. Republic Act No. 8042
Labor Relations and Negotiations Page 16 of 15
The Local and Overseas Employment

CONGRATULATIONS on reaching the end of this module!

You may now proceed to the next module.
Don’t forget to submit all the exercises, activities and portfolio
on ___________________.
KEEP UP THE GOOD WORK.
Well Done!!!