The Saudi Labor Law
* A worker may not actually work for more than eight hours a day if the employer uses the daily work criterion, or more than forty-eight hours a week if he uses the weekly criterion. During the month of Ramadan, the actual working hours for Muslims shall be reduced to a maximum of six hours a day or thirty-six hours a week.
* The number of working hours may be raised to nine hours a day for certain categories of workers or in certain industries and jobs where the worker does not work continuously. It may be reduced to seven hours a day for certain categories of workers or in certain hazardous or harmful industries or jobs.
* In firms where work is done in shifts, an employer may, with the ministry’s approval, increase the number of working hours to more than eight hours a day or forty-eight hours a week, provided that the average working hours in three weeks time shall not be more or less than eight hours a day or 48 hours a week.
* The employer pays the fees pertaining to recruitment of non-Saudi workers, the fees of the residence permit (iqama) and work permit together with their renewal and the fines resulting from their delay, as well as the fees pertaining to change of profession, exit and re-entry visas and return tickets to the worker’s home country at the end of work contract.
THE FULL TEXT BELOW:
Important Note: This English translation of the regulations is for general information only. The Arabic text is the official text that has legal force.
Rules & Regulation
Labor Law : 6-2007
Annouced By : Labor and Civil Care Laws
Section : Labor Law
Kingdom of Saudi Arabia
Bureau of Experts at the Council of Ministers
Official Translation Department
Translation of Saudi Laws
LABOR LAW
Royal Decree No. M/51
23 Shaban 1426 / 27 September 2005
First Edition
2006
In the name of God
the Compassionate
the Merciful
This translation is provided for guidance. The governing text is the Arabic text.
PART I
DEFINITIONS AND GENERAL PROVISIONS
Chapter One
Definitions
Article (1):
This law shall be called the Labor Law.
Article (2):
The following terms and phrases, whenever mentioned in this Law, shall have the meanings expressed next to them, unless the context requires otherwise:
Ministry: Ministry of Labor.
Minister: Minister of Labor.
Labor Office: The administrative authority assuming jurisdiction over the labor affairs within an area specified by a decision of the Minister.
Employer: Any natural or corporate person employing one or more workers for a wage.
Worker: Any natural person working for an employer and under his management or supervision for a wage, even if he is not under his direct control.
Minor: Any person of fifteen and below eighteen years of age.
Work: The effort exerted in all human activities in execution of a (written or unwritten) work contract regardless of their nature or kind, be they industrial, trade, agricultural, technical or otherwise, whether physical or mental.
Original Work: For individuals: Their usual business activities. For firms: The activities for which the firm has been established as stated in its articles of incorporation, franchise contract – if a franchise company- or Commercial Register.
Temporary Work: Work considered by its nature to be part of the employer’s activities, the completion of which requires a specific period or relates to a specific job and ends with its completion. It shall not exceed ninety days in either case.
Incidental Work: Work that is not considered by its nature to be part of the usual activities of an employer, and its execution does not require more than ninety days.
Seasonal Work: Work that takes place in known periodical seasons.
Part-time Work: Work performed by a part-time worker for an employer and for less than half the usual daily working hours at the firm, whether such a worker works on a daily basis or on certain days of the week.
Continuous Service: Uninterrupted service of a worker for the same employer or his legal successor from the starting date of service. Service shall be deemed continuous in the following cases:
(1) Official holidays and vacations.
(2) Interruptions for sitting for examinations in accordance with the provisions of this Law.
(3) Worker’s unpaid absences from work for intermittent periods not exceeding twenty days per work year.
Basic Wage: All that is given to the worker for his work by virtue of a written or unwritten work contract regardless of the kind of wage or its method of payment, in addition to periodic increments.
Actual Wage: The basic wage plus all other due increments decided for the worker for the effort he exerts at work or for risks he encounters in performing his work, or those decided for the worker for the work under the work contract or work organization regulation. This includes:
(1) The commission or percentage from sales or profits paid against what the worker markets, produces, collects or realizes from increased or enhanced production.
(2) Allowances the worker is entitled to for exerted effort, or risks he encounters while performing his job.
(3) Increments that may be granted in accordance with the standard of living or to meet family expenses.
(4) Grant or reward: What the employer grants to the worker and what is paid to him for honesty or efficiency and the like, if such grant or reward is stipulated in the work contract or the work organization regulation of the firm or if customarily granted to the extent that the workers consider it part of the wage rather than a donation.
(5) In rem privileges: what the employer commits himself to provide to the worker for his work by stating it in the work contract or the work organization regulation and its estimated at a maximum of two months basic wage per annum, unless it is otherwise determined to exceed that in the work contract or the work organization regulation.
Wage: actual wage.
Firm: Any enterprise run by a natural or corporate person who employs one or more workers for a wage of any kind.
Month: Thirty days, unless it is otherwise specified in the work contract or the work organization regulation.
Regulations: The Implementing Regulations of this Law.
Chapter Two
General Provisions
Article (3):
Work is the right of every citizen. No one else may exercise such right unless the conditions provided for in this Law are fulfilled. All citizens are equal in the right to work.
Article (4):
When implementing the provisions of this Law, the employer and the worker shall adhere to the provisions of Shariah.
Article (5):
The provisions of this Law shall apply to:
(1) Any contract whereby a person commits himself to work for an employer and under his management or supervision for a wage.
(2) Workers of the government and public organizations and institutions including those who work in pastures or agriculture.
(3) Workers of charitable institutions.
(4) Workers of agricultural and pastoral firms that employ ten or more workers.
(5) Workers of agricultural firms that process their own products.
(6) Workers who operate or repair agricultural machineries on a permanent basis.
(7) Qualification and training contracts with workers other than those working for the employer within the limits of the special provisions provided for in this Law.
(8) Part-time workers with respect to safety, occupational health and work injuries, as well as what is decided by the Minister.
Article (6):
Incidental, seasonal and temporary workers shall be subject to the provisions on duties and disciplinary rules, the maximum working hours, daily and weekly rest intervals, overtime work, official holidays, safety rules, occupational health, work injuries and compensation therefore as well as whatever is decided by the Minister.
Article (7):
The following shall be exempted from the implementation of the provisions of this Law:
(1) The employers family members, namely, the spouse, the ascendants and descendants who constitute the only workers of the firm.
(2) Domestic helpers and the like.
(3) Sea workers working on board of vessels with a load of less than five hundred tons.
(4) Agricultural workers other than the categories stated in Article (5) of this Law.
(5) Non-Saudi workers entering the Kingdom to perform a specific task for a period not exceeding two months.
(6) Players and coaches of sports clubs and federations.
The Ministry shall, in coordination with the competent authorities, draft regulations for domestic helpers and the like to govern their relations with their employers and specify the rights and duties of each party and submit the same to the Council of Ministers.
Article (8):
Any condition that contradicts the provisions of this Law shall be deemed null and void. The same applies to any release or settlement of the worker’s rights arising from this Law during the validity of the work contract, unless the same is more beneficial to the worker.
Article (9):
Arabic shall be the language used for data, records, files, work contracts and the like as provided for in this Law or in any decision issued in implementation of its provisions as well as the instructions issued by the employer to his workers.
If the employer uses a foreign language beside Arabic in any of the mentioned cases, the Arabic text shall prevail.
Article (10):
All periods and schedules provided for in this Law shall be according to Hegira calendar, unless otherwise stated in the work contract or the work organization regulation.
Article (11):
(1) If the employer assigns all or part of his original business to a natural or corporate person, the latter shall give his workers all the rights and privileges which the original employer gives to his workers, and both of them shall be jointly and severally liable.
(2) In case of multiple employers, all of them shall be jointly and severally responsible for the fulfillment of the obligations arising from this Law and the work contracts.
Article (12):
Both the employer and the worker shall be familiar with the provisions of the Labor Law in all its contents so that each of them shall be aware of his position and of his rights and duties. Any employer who employs ten or more workers shall submit to the Ministry, a work organization regulation including internal work provisions, within a year of the effective date of this Law or from the date of reaching the quota. Such regulations shall include the work organization rules and all related provisions including the provisions related to privileges, violations and disciplinary penalties, not contradicting the provisions of this Law.
Article (13):
The Ministry shall approve the work organization regulation and all amendments to it within sixty days from the date of its submission to the Ministry.
If such period elapses without approval or objection, the regulation shall be considered effective as of the end of such period.
The employer shall announce the regulation by displaying it in a prominent location in the firm or by any other means that ensures the workers’ awareness thereof.
Article (14):
A model(s) work organization regulation shall be issued pursuant to a decision by the Minister for the guidance of employers.
Article (15):
An employer shall, upon commencement of work in the firm, notify the competent labor office in writing of the following data:
(1) Name, type and headquarters of the firm, as well as its mailing address and any information that facilitates contact therewith.
(2) Line of business for which it is licensed, providing the number of the Commercial Register or the license, its date and issuing authority, together with a copy thereof.
(3) Number of workers to be employed in the firm.
(4) Name of the firm’s manager in-charge.
(5) Any other data required by the Ministry.
Article (16):
(1) If the employer is unable to run the business in person, he shall designate a representative at the workplace. In case of multiple partners or managers in the firm, one of them, from among those residing at the place of work, shall be nominated to represent the employer and be liable for any violation of the provisions of this Law.
(2) The employer shall notify the competent labor office in writing of the name of the partner or manager, and, in case of his replacement, he shall notify the labor office of the name of the new partner or manager within seven days at most of the date of the latter’s assuming the job.
(3) In case no manager is appointed to be in charge of the firm, or if the appointed manager does not assume his duties, then the person who actually runs the firm or the employer himself shall be considered the manager in charge of the firm.
In all cases, the employer is ultimately liable.
Article (17):
An employer shall maintain at the workplace records, statements and files the nature and contents of which shall be specified in the regulations. He shall display at a prominent location at the workplace a schedule of working hours, breaks, weekly rest days and time of start and end of each shift, when operating in shifts.
Article (18):
If the ownership of a firm is transferred to a new owner or a change takes place in its legal form through merger, partition or otherwise, the work contracts shall remain in force in both cases and service shall be deemed continuous. As for workers’ rights accrued for the period prior to the change such as wages or unrealized end- of- service award on the date of transfer of ownership and other rights, the predecessor and the successor shall be jointly and severally liable. However, in the case of transfer of ownership of individual firms, for any reason, the predecessor and the successor may agree to transfer all the previous rights of the worker to the new owner with the written consent of the worker. If the worker disapproves, he may request the termination of his contract and collect his dues from the predecessor.
Article (19):
Amounts due to the worker or his heirs under this Law shall be deemed first rate privileged debts and the worker and his heirs shall, for the purpose of settling them, be entitled to a privilege over all the employer’s properties. In the case of bankruptcy of the employer or liquidation of his firm, the aforementioned amounts shall be entered as privileged debts and the worker is paid an expedited amount equivalent to one month wage prior to payment of any other expenses including judicial, bankruptcy or liquidation expenses.
Article (20):
An employer or a worker may not perform any act that may abuse the provisions of this Law or the decisions or regulations issued for its implementation. Neither of them may undertake any act that infringes upon the freedom of the other or the freedom of other workers or employers to realize any interest or impose a point of view that conflicts with the freedom of work or the jurisdiction of the competent authority in charge of settlement of disputes.
Article (21):
The Minister, in implementing the provisions of this Law, shall coordinate with relevant authorities whenever necessary.
PART II
ORGANIZATION OF RECRUITMENT
Chapter One
Employment Units
Article (22):
The Ministry shall provide employment units, free of charge, at locations convenient for employers and workers, which shall undertake the following:
(1) Assisting workers in finding suitable jobs and aiding employers in recruiting suitable workers.
(2) Gathering necessary information on the labor market and its developments and analyzing such information to make it available to various public and private organizations concerned with economic and social planning affairs.
(3) Performing the following duties:
(3-1) Registration of job seekers.
(3-2) Obtaining data on vacant jobs from employers.
(3-3) Referring workers’ applications to suitable vacant jobs.
(3-4) Providing advice and assistance to job seekers with respect to vocational qualification and training or the required retraining to fill vacancies.
(3-5) Other matters decided by the Ministry.
Article (23):
Every citizen of working age who is capable of and willing to work may register his name at the employment unit, his date of birth, qualifications, previous employment, preferences and address.
Article (24):
The regulations shall specify the rules for work progress and procedures at the employment units, forms of registers, notices and others used for its work as well as the job classification tables, according to the official job classification, which shall be the basis for organization of recruitment.
Article (25):
Every employer shall send the following to the competent labor office:
(1) A statement of vacant and new jobs, their types, locations, wages, and qualifications within a period not exceeding fifteen days from the date of vacancy or creation.
(2) A notice of measures taken to employ the citizens nominated by the employment unit within seven days from receiving the nomination letter.
(3) A list of names, jobs, professions, wages, ages, nationalities of his workers, numbers and dates of work permits for non- Saudis and other data specified in the Regulations.
(4) A report on the status, conditions and nature of work and the anticipated increase or decrease in jobs during the year following the date of the report.
(5) The statements specified in Paragraphs (3) and (4) of this Article shall be sent during the month of Muharram every year.
Article (26):
(1) All firms in all fields, and regardless of number of workers, shall work to attract and employ Saudis, provide conditions to keep them on the job and avail them of an adequate opportunity to prove their suitability for the job by guiding, training and qualifying them for their assigned jobs.
(2) The percentage of Saudi workers employed by the employer shall not be less than 75% of the total number of his workers. The Minister may temporarily reduce this percentage in case of non-availability of adequate technically or academically qualified workers or if it is not possible to fill the vacant jobs with nationals.
Article (27):
The Minister may – when necessary in respect of certain activities and professions and in some provinces and counties – require employers not employ workers until they have been registered at the employment units under the terms and conditions specified pursuant to his decision.
Chapter Two
Employment of the Disabled
Article (28):
Each employer employing twenty- five workers or more where the nature of his work allows recruitment of the professionally disabled shall employ a number of disabled that represents at least 4% of the total number of his workers whether through nomination by the employment units or otherwise, and he shall send to the competent labor office a list of the jobs and posts occupied by the professionally rehabilitated disabled persons and their wages.
Article (29):
If a worker sustains a work injury that results in a loss in his usual capabilities that does not prevent him from performing another job, the employer, in whose service the work injury was sustained, shall employ said worker in a suitable job for the wage specified for such job. This shall not prejudice the workers compensation for the injury.
Chapter Three
Private Offices for Recruitment of Citizens
and Private Offices for Recruitment from Abroad
Article (30):
A natural or corporate person may not engage in the recruitment of Saudis or in the recruitment of workers from abroad unless licensed for the same by the Ministry. The Regulations shall determine the functions of these two types of activities, the conditions for granting and renewing a license to each of them, the duties and prohibitions as well as rules for non-renewal or revocation of the license and the consequences thereof and other conditions and controls necessary for ensuring the proper conduct of business.
Article (31):
The Saudi workers to whose employment the recruitment offices contributed and the workers recruited from abroad on behalf of the employers shall be deemed workers of the employer and bound to him by direct contractual relation.
PART III
EMPLOYMENT OF NON-SAUDIS
Article (32):
Recruitment from abroad for the purpose of work may not be undertaken without the approval of the Ministry.
Article (33):
A non- Saudi may not engage in or be allowed to engage in any work except after obtaining a work permit from the Ministry, according to the form prepared by it for this purpose.
The conditions for granting the permit are as follows:
(1) The worker has lawfully entered the country and is authorized to work.
(2) He possesses the professional and academic qualifications which the country needs and which are not possessed by citizens or the available number of such citizens is insufficient to meet the needs, or that he belongs to the class of ordinary workers that the country needs.
(3) He has a contract with the employer and is under his responsibility.
The word “work” in this Article means any industrial, commercial, agricultural, financial or other work, and any service including domestic service.
Article (34):
No permit or license required by any other agency for engaging in a work or a profession may substitute for the said work permit.
Article (35):
Prior to renewing the work permit, it shall be ascertained that none of the Saudi applicants possesses the required qualifications and is willing to undertake the same work.
Article (36):
The Minister shall issue a decision specifying the professions and jobs which are prohibited for non-Saudis.
Article (37):
The work contract for non-Saudis shall be written and of a specified period. If the contract does not specify the duration, the duration of the work permit shall be deemed as the duration of the contract.
Article (38):
An employer may not employ the worker in a profession other than the one specified in his work permit. Before following the legal procedures for changing the profession, a worker is prohibited to engage in a profession other than his.
Article (39):
(1) Unless he has followed the stipulated legal rules and procedures, an employer may not allow his worker to work for others, and a worker may not work for other employers. Similarly, an employer may not employ workers of other employers.
(2) An employer may not allow a worker to work for his own account and a worker may not work for his own account.
Article (40):
(1) An employer shall incur the fees pertaining to recruitment of non-Saudi workers, the fees of the residence permit (Iqama) and work permit together with their renewal and the fines resulting from their delay, as well as the fees pertaining to change of profession, exit and re-entry visas and return tickets to the worker’s home country at the end of the relation between the two parties.
(2) A worker shall incur the costs of returning to his home country if he is unfit for work or if he wishes to return to his home country without a legitimate reason.
(3) An employer shall bear the fees of transferring the services of a worker who wishes to transfer his service to him.
(4) An employer shall be responsible for the cost of preparing the body of a deceased worker and transporting it to the location where the contract was concluded, or where the worker was recruited unless the worker is interred in the Kingdom with the approval of his family. The employer shall be relieved if the General Organization for Social Insurance (GOSI) undertakes the same.
Article (41):
The Regulations shall specify the conditions for recruitment from abroad, transfer of services and change of profession, and the controls and procedures thereof.
PART IV
TRAINING AND QUALIFICATION
Chapter One
Training and Qualification of the Employer’s Workers
Article (42):
An employer shall be required to prepare his Saudi workers and enhance their technical, administrative, vocational and other skills for the purpose of gradually replacing non-Saudis.
The employer shall keep a record showing the names of the Saudi workers who have replaced the non-Saudis in accordance with the conditions and rules set forth in the Regulations.
Article (43):
Without prejudice to the conditions set forth in concession and other agreements relative to training, qualification, education, and scholarships, every employer employing fifty or more workers shall annually train, in his business, a number of his Saudi workers not less than 6% of the total number of his workers. The Minister may raise this percentage in certain firms pursuant to a decision by him.
Article (44):
The training program shall provide for the rules and conditions to be followed in training, its duration, number of hours, the theoretical and practical training programs, method of testing and certificates to be granted in this regard. The Regulations shall set forth the general criteria and rules to be followed in this regard to raise the worker’s level of performance in terms of skills and productivity.
Chapter Two
Qualification and Training Contract
of Workers other than the Employer’s
Article (45):
The training or qualification contract is a contract which commits the employer to train and qualify a person for a specific profession.
Article (46):
The training or qualification contract shall be in writing, indicating the profession for which the training is contracted, the duration of training and successive stages, and the allowance to be paid to the trainee in each stage, provided that it is not based on piecemeal or productivity.
Article (47):
The Minister may require the firms, to be identified pursuant to a decision by him, to accept a certain number or percentage of the students and graduates of colleges, institutes and centers to receive training and supplementary practical experience in accordance with the conditions, circumstances, durations and trainee allowances to be specified in an agreement to be concluded between the Ministry and the management of the relevant firm.
Article (48):
The employer may terminate the training or qualification contract if the trainee, in his opinion, is not amenable to or incapable of completing the training program in a beneficial manner. The trainee, his guardian or trustee shall have the same right. The party wishing to terminate the contract shall notify the other party at least one week prior to the date of cessation of the training. The employer may require the trainee to work for him upon completion of the training period for a period not to exceed twice the duration of the training or one year, whichever is longer.
Article (49):
The training and qualification contract shall be subject to this Law’s provisions on annual vacations, official holidays, maximum working hours, daily and weekly rest periods, occupational health and safety rules, work injuries and their conditions as well as whatever is decided by the Minister.
PART V
WORK REALATIONS
Chapter One
Work contract
Article (50):
A work contract is a contract concluded between an employer and a worker, whereby the latter undertakes to work under the management or supervision of the former for a wage.
Article (51):
The work contract shall be in duplicates, one copy to be retained by each of the two parties. However, a contract shall be deemed to exist even if not written. In this case the worker alone may establish the contract and his entitlements arising therefrom by all methods of proof. Either party may at any time demand that the contract be in writing.
As for workers of the government and public corporations, the appointment decision or order issued by the competent authority shall serve as the contract.
Article (52):
The work contract shall primarily include the name of the employer, venue, the name of the worker, nationality, identification, wage agreed upon, type and location of work, date of employment, duration of the contract if fixed, subject to the provisions of Article 37 of this Law.
Article (53):
If the worker is subject to a probation period, the same shall be expressly stated and clearly indicated in the work contract. Such probation period shall not exceed ninety days, exclusive of Eid al-Fitr and Eid al-Adha holidays and sick leaves. Each party shall have the right to terminate the contract during this period, unless the contract embodies a clause giving the right to terminate the contract to only one of them.
Article (54):
A worker may not be placed on probation more than once by the same employer. As an exception to this, the worker may, with the approval of the contract parties, be subjected to another probation period of not more than ninety days on the condition that this period involves another profession or work. If the contract is terminated during the probation period, neither party shall be entitled to compensation nor shall the worker be entitled to an end-of-service award.
Article (55):
(1) The fixed-term contract shall terminate upon expiration of its term. If the two parties continue to implement it, it shall be deemed renewed for an indefinite period of time, subject to the provisions of Article (37) of this Law for non-Saudi workers.
(2) If the fixed-term contract incorporates a clause providing for its renewal for a similar term or a specified term, the contract shall be renewed for the period agreed upon. If the contract is renewed for two consecutive terms or if the original contract term and the renewal period amount to three years, whichever is less, and the two parties continue to implement it, the contract shall become an indefinite term contract.
Article (56):
In all cases where the contract term is renewed for a specific period of time, the contract renewal period shall be an extension of the original term in determining the worker’s rights which takes into account the worker’s period of service.
Article (57):
If the contract involves performance of a specific work, it shall terminate with the completion of the work agreed upon.
Article (58):
The employer may not transfer the worker from his original workplace to another place that entails a change in his place of residence, if such transfer is likely to cause serious harm to the worker and is not justified by the nature of work.
Article (59):
A monthly-paid worker may not be reclassified as a daily-paid, a weekly-paid or an hourly-paid worker nor as a worker paid by piecework, unless the worker agrees thereto in writing and without prejudice to the rights he has acquired during the period he spent as a monthly-paid worker.
Article (60):
Without prejudice to the provisions of Article (38) of this Law, a worker may not be assigned duties which are essentially different from the work agreed upon without his written consent, except in cases of necessity dictated by transient circumstances and for a period not exceeding thirty days a year.
Chapter Two
Duties and Disciplinary Rules
First: Employers’ Duties
Article (61):
In addition to the duties provided for in this Law and the regulations and decisions issued for its implementation, the employer shall be required to:
(1) Refrain from using the worker without pay and shall not, without a judicial instrument, withhold the worker’s wages or any part thereof. The employer shall treat his workers with due respect and refrain from any action or utterances that may infringe upon their dignity and religion.
(2) Give the workers the time required to exercise their rights as provided for in this Law without any deductions from their wages against such time. He may regulate the exercise of this right in a manner not detrimental to the work progress.
(3) Facilitate for the employees of the competent authorities any task related to the enforcement of the provisions of this Law.
Article (62):
If the worker reports to work on the prescribed time or expresses his readiness to perform his work at such times but is prevented from doing so only by a cause which is ascribed to the employer, the worker shall be entitled to the wage for the period during which no work is performed.
Article (63):
The employer, his agents, or any person having authority over the workers shall forbid entry of any illegal substances into the places of work. Anyone who is found in possession of or consumes such substance shall be subject to the punishments provided for in this Law on, without prejudice to the other punishments provided for in Shari’ah.
Article (64):
Upon expiration of the work contract, the employer shall be required to:
(1) Give the worker, upon his request and free of charge, a certificate of work experience, indicating date of his employment, date of end of work, his profession, and the last wage received. If the certificate contains any remarks that are prejudicial to the worker’s reputation or likely to limit his employment chances, the reasons shall be given.
(2) Return to the worker all certificates and documents he had submitted.
Second: Worker’s Duties
Article (65):
In addition to the duties provided for in this Law and the regulations and decisions in implementation thereof, the worker shall be required to:
(1) Perform the work in accordance with the trade practice and the employer’s instructions provided that such instructions do not conflict with the contract, the law or public morality and that they do not expose him to any undue hazards.
(2) Take due care of the employer’s machinery, tools, supplies and raw materials placed at his disposal or in his custody and return to the employers the unused materials.
(3) Abide by proper conduct and ethical norms during work.
(4) Extend all assistance and help without making it contingent on additional pay in cases of disasters or hazards threatening the workplace or the persons working therein.
(5) Undergo, upon the employer’s request, the medical examinations required prior to or during employment to ensure that he is free from occupational or communicable diseases.
(6) Keep confidential the technical, trade and industrial secrets of the products or which he directly or indirectly contributed to their production, as well as all trade secrets related to the work or the firm, the disclosure of which is likely to cause damage to the employer’s interests.
Third: Disciplinary Rules
Article (66):
The disciplinary penalties that the employer may inflict on the worker:
(1) Warning.
(2) Fines.
(3) Withholding allowance or postponing it for a period not exceeding one year if prescribed by the employer.
(4) Postponement of promotion for a period not exceeding one year if prescribed by the employer.
(5) Suspension from work and withholding of wages.
(6) Dismissal from work in cases set forth by the law.
Article (67):
An employer may not inflict on a worker a penalty not provided for in this Law or in the work organization regulation.
Article (68):
The penalty shall not be made harsher in the event of repeated violation if one hundred eighty days have elapsed since the previous violation was committed, calculated from the date the worker is informed of the penalty for that violation.
Article (69):
A worker may not be accused of any offense discovered after the elapse of more than thirty days, nor shall he be subjected to a disciplinary penalty after the elapse of more than thirty days from conclusion of the investigation and establishment of the worker’s guilt.
Article (70):
A worker may not be subjected to disciplinary penalty for an act committed outside the workplace unless such act is related to the job, the employer or the manager in-charge.
Nor may a worker be fined for a single violation an amount in excess of a five-day wage, and no more than one penalty shall be applied for the same violation. No more than a five-day wage shall be deducted from his wages in one month in payment of fines, or his suspension from work without pay may not exceed five days a month.
Article (71):
A disciplinary action may not be imposed on a worker except after notifying him in writing of the allegations, interrogating him, hearing his defense and recording the same in minutes to be kept in his file. The interrogation may be verbal in minor violations the penalty for which does not go beyond a warning or a deduction of a one-day salary. This shall be recorded in minutes.
Article (72):
The worker shall be notified in writing of the decision of imposing the penalty on him. If he refuses to receive the same or if he is absent, the notice shall be sent to the address shown in his file by registered mail. The worker may object to the decision of imposing the penalty upon him within fifteen days, excluding official holidays, from the date of notifying him of the final decision. The objection shall be filed with the Commission for the Settlement of Labor Disputes which shall be required to issue its decision within thirty days from the date of registering the objection.
Article (73):
Fines imposed on the workers shall be entered in a special record, showing the worker’s name, his wages, the amount of the fine, reasons and date of the fine. Such fines may not be disposed of except for the benefit of the firm’s workers, upon the Ministry’s approval.
Chapter Three
Termination of Work Contract:
Article (74):
A work contract shall terminate in the following cases:
(1) If both parties agree to terminate it, provided that the worker’s consent be in writing.
(2) If the term specified in the contract expires, unless the contract has been explicitly renewed in accordance with the provisions of this Law in which case it shall remain in force until the expiry of its term.
(3) At the discretion of either party in indefinite term contracts.
(4) The worker attains the age of retirement, which is sixty years for males and fifty five years for females, unless the two parties agree upon continuing work after this age. The retirement age may be reduced in cases of early retirement as provided for in the work organization regulation. If it is a fixed-term work contract which extends beyond the retirement age, it shall terminate at the end of its term.
(5) Force majeure.
The provisions of Paragraph (4) of this Article shall apply two years after this Law enters into force.
Article (75):
If the contract is of an indefinite term, either party may terminate it for a valid reason to be specified in a written notice to be served to the other party at least thirty days prior to the termination date if the worker is paid monthly and not less than fifteen days for others.
Article (76):
If the party terminating the contract does not observe the period provided for in Article (75) of this Law, such party shall be required to pay the other party compensation equal to the worker’s wage for the duration of the notice or the balance thereof. The last wage received by the worker shall serve as the basis for estimating the compensation for workers who are paid by the time frame criterion. For workers who are paid by another criterion, the estimation shall take into account the provisions of Article (96) of this Law.
Article (77):
If the contract is terminated for an invalid reason, the party who is harmed by such termination shall be entitled to indemnity to be assessed by the Commission for the Settlement of Labor Disputes, taking into account the termination circumstances and actual and potential material and moral damages sustained.
Article (78):
A worker who has been dismissed from work without valid reason may demand reinstatement. Such claims shall be considered in accordance with the provisions of this Law and the Litigation Regulations before the Commissions for the Settlement of Labor Disputes.
Article (79):
A work contract shall not expire by the death of the employer unless his person has been taken into consideration in concluding the contract, but shall expire with the death or incapacity of the worker in accordance with a medical report approved by the competent health authority or the authorized physician designated by the employer.
Article (80):
An employer may not terminate the contract without an award, advance notice or indemnity except in the following cases, and provided that he gives the worker a chance to state his reasons for objecting to the termination:
(1) If, during or by reason of the work, the worker assaults the employer, the manager in-charge or any of his superiors.
(2) If the worker fails to perform his essential obligations arising from the work contract, or to obey legitimate orders, or if, in spite of written warnings, he deliberately fails to observe the instructions related to the safety of work and workers as may be posted by the employer in a prominent place.
(3) If it is established that the worker has committed a misconduct or an act infringing on honesty or integrity.
(4) If the worker deliberately commits any act or default with the intent to cause material loss to the employer, provided that the latter shall report the incident to the appropriate authorities within twenty-four hours from being aware of such occurrence.
(5) If the worker resorts to forgery in order to obtain the job.
(6) If the worker is hired on probation.
(7) If the worker is absent without valid reason for more than twenty days in one year or for more than ten consecutive days, provided that the dismissal be preceded by a written warning from the employer to the worker if the latter is absent for ten days in the first case and for five days in the second.
(8) If the worker unlawfully takes advantage of his position for personal gain.
(9) If the worker discloses work- related industrial or commercial secrets.
Article (81):
Without prejudice to all of his statutory rights, a worker may leave his job without notice in any of the following cases:
(1) If the employer fails to fulfill his essential contractual or statutory obligations towards the worker.
(2) If the employer or his representative resorts to fraud at the time of contracting with respect to the work conditions and circumstances.
(3) If the employer assigns the worker, without his consent, to perform a work which is essentially different from the work agreed upon and in violation of provisions of Article (60) of this Law.
(4) If the employer, a family member or the manager in-charge commits a violent assault or an immoral act against the worker or any of his family members.
(5) If the treatment by the employer or the manager in-charge is characterized by cruelty, injustice or insult.
(6) If there exists in the workplace a serious hazard threatening the safety or health of the worker, provided that the employer is aware thereof but fails to take measures indicating its removal.
(7) If the employer or his representative, through his actions and particularly his unjust treatment or violation of the terms of the contract, has caused the worker to appear as the party terminating the contract.
Article (82):
An employer may not terminate the worker’s services on account of illness prior to availing him of the period designated for sick leave as provided for in this Law. The worker may request that his sick leave be combined with his annual leave.
Article (83):
If the work assigned to the worker allows him to get acquainted with the employer’s customers, or to have access to his business secrets, the employer may require the worker in the contract not to compete with him or reveal his secrets upon expiration of the contract. For this condition to be valid, it shall be in writing and specific in terms of time, place and type of work and to the extent required to protect the legitimate interests of the employer. In all cases, the duration of such agreement shall not exceed two years from the date of termination of the relationship between the two parties.
Chapter Four
End-of-Service Award
Article (84):
Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half-month wage for each of the first five years and a one-month wage for each of the following years. The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.
Article (85):
If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years.
Article (86):
As an exception to the provision of Article (8) of this Law, it may be agreed that the wage used as a basis for calculating the end-of-service award does not include all or some of the commissions, sales percentages, and similar wage components paid to the worker which are by their nature subject to increase or decrease.
Article (87):
As an exception to the provisions of Article (85) of this Law, the worker shall be entitled to the full award if he leaves the work due to a force majeure beyond his control. A female worker shall likewise be entitled to the full award if she ends her contract within six months from the date of her marriage or three months from the date of giving birth.
Article (88):
Upon the end of the worker’s service, the employer shall pay his wages and settle his entitlements within a maximum period of one week from the date of the end of the contractual relation. If the worker ends the contract, the employer shall settle all his entitlements within a period not exceeding two weeks. The employer may deduct any work-related debt due to him from the worker’s entitlements.
PART VI
WORK CONDITIONS AND CIRCUMSTANCES
Chapter One
Wages
Article (89):
The Council of Ministers may, when necessary and upon a proposal by the Minister, set a minimum wage.
Article (90):
(1) The worker’s wages and all other entitlements shall be paid in the Country’s official currency. Wages shall be paid during working hours and at the workplace in accordance with the following provisions:
(1.1) Workers paid on a daily basis shall be paid at least once a week.
(1.2) Workers paid on a monthly basis shall be paid once a month.
(1.3) If the work is done by the piece and requires a period of more than two weeks, the worker shall receive a payment each week commensurate with the completed portion of the work. The balance of the wage shall be paid in full during the week following delivery of the work.
(1.4) In cases other than the above, the worker’s wages shall be paid at least once a week.
(2) Wages may be paid through accredited banks in the Kingdom, with the consent of the worker, provided that their due dates do not exceed the dates specified above.
Article (91):
(1) If the worker, as a result of his own fault or violation of the employer’s instructions and not as a result of a third party’s fault or a force majeure, causes loss, damage or destruction to machineries or products owned by the employer while in his custody, the employer may deduct from the worker’s wage the amount necessary for repair or restoration to the original condition, provided that such deductions do not exceed a five-day wage per month. The employer may file a grievance, if necessary, demanding more deductions if the worker has other properties from which collections may be made. The worker may file a grievance with the Commission for the Settlement of Labor Disputes regarding the allegations leveled at him or the employer’s estimation of the damages. If the Commission rules that the employer is not entitled to claim such deductions or if it awards the employer a lower amount, the employer shall return to the worker the amounts unjustifiably deducted, within seven days from the date of the award.
(2) Either party shall file its grievance within fifteen work days; otherwise, it shall forfeit his right thereto. For the employer, the date of filing the grievance shall be from the date the occurrence is discovered, and for the worker from the date of his notification of the same by the employer.
Article (92):
No amount shall be deducted from the worker’s wages against private rights without his written consent, except in the following cases:
(1) Repayment of loans extended by the employer, provided that such deductions do not exceed 10% of his wage.
(2) Social insurance or any other contributions due on the workers as provided for by law.
(3) Worker’s contributions to thrift funds or loans due to such funds.
(4) Installments of any scheme undertaken by the employer involving home ownership programs or any other privilege.
(5) Fines imposed on the worker on account of violations committed, as well as deductions made for damages caused.
(6) Any debt collected in implementation of a judicial judgment, provided that the monthly deduction shall not exceed one quarter of the worker‘s wage, unless the judgment provides otherwise.
First to be collected is alimony, followed by food, clothing and accommodation debts, before other debts.
Article (93):
In all cases, deductions made may not exceed half the worker’s due wage, unless the Commission for the Settlement of Labor Disputes determines that further deductions can be made or that the worker is in need of more than half his wage. In the latter case, the worker may not be given more than three quarters of his wage.
Article (94):
(1) If any amount is deducted from the worker’s wages for reasons other than those specified in this Law without his written consent, or if the employer delays, without a valid justification, payment of the worker’s wages beyond the due date set forth in the Law, the worker, his representative or the head of the competent Labor Office may submit a request to the Commission for the Settlement of Labor Disputes to order the employer to return to the worker any wrongfully-deducted amounts or to pay him his outstanding wages.
(2) The said Commission may, if it establishes that the employer has unjustifiably deducted the said amounts or delayed the payment of the wages, impose on the employer a fine not exceeding twice the amount deducted from the worker’s wage or twice the outstanding wages.
Article (95):
(1) If the work contract or the work organization regulation does not provide for the wage binding on the employer, the wage estimated for the same type of work in the firm, if any, shall be adopted; otherwise, the wage shall be estimated in accordance with the profession’s norms at the place where the work is performed. In the absence of such norms, the Commission for Settlement of Labor Disputes shall estimate the wage in accordance with the dictates of justice.
(2) The same shall also apply in determining the type and scope of the service that the worker is required to render.
Article (96):
(1) If the worker’s wage is determined on the basis of piecework or productivity, the average wage which the worker receives for his actual workdays during the last year of his service shall be used as the basis for calculating any entitlements determined for the worker under this Law.
(2) If the entire wage is the amounts received as commissions, a percentage of sales or the like which are by nature subject to increases or decreases, the daily average wage shall be calculated on the basis of the amounts the worker receives for the actual work days, divided by them.
Article (97):
If a worker is detained or taken into custody by the competent authorities in cases related to work or occasioned by it, the employer shall continue to pay the worker 50% of the wage until the case is decided, provided that the period of detention or custody shall not exceed one hundred eighty days. If said period exceeds that, the employer shall not be required to pay any portion of the wage for the excess period. If the worker is acquitted or the investigation is closed for lack of evidence or invalidity thereof, the employer shall return to the worker the amount previously deducted from his wage. However, if he is convicted, none of the payments made shall be recovered unless the judgment provides otherwise.
Chapter Two
Working Hours
Article (98):
A worker may not actually work for more than eight hours a day if the employer uses the daily work criterion, or more than forty-eight hours a week if he uses the weekly criterion. During the month of Ramadan, the actual working hours for Muslims shall be reduced to a maximum of six hours a day or thirty-six hours a week.
Article (99):
The number of working hours provided for in Article (98) of this Law may be raised to nine hours a day for certain categories of workers or in certain industries and jobs where the worker does not work continuously. It may likewise be reduced to seven hours a day for certain categories of workers or in certain hazardous or harmful industries or jobs. Categories of workers, industries and jobs referred to shall be determined pursuant to a decision by the Minister.
Article (100):
In firms where work is done in shifts, an employer may, with the Ministry’s approval, increase the number of working hours to more than eight hours a day or forty eight hours a week, provided that the average working hours in three weeks time shall not be more or less than eight hours a day or forty eight hours a week.
Chapter Three
Rest Periods and Weekly Rest Days
First: Rest Periods
Article (101):
Working hours and rest periods during the day shall be scheduled so that no worker shall work for more than five consecutive hours without a break of no less than thirty minutes each time during the total working hours for rest, prayer and meals, provided that a worker shall not remain at the workplace for more than eleven hours a day.
Article (102):
The periods designated for rest, prayers and meals shall not be included in the actual working hours. During such periods, the worker shall not be under the employer’s authority. The employer shall not require the worker to remain at the workplace during such breaks.
Article (103):
The Minister may specify, pursuant to a decision by him, the cases and jobs where work shall, for technical reasons or operational conditions, continue without breaks. In such cases and jobs, the employer shall allow prayer, meal and rest periods to be scheduled during working hours by the management of the firm.
Second: Weekly Rest Days
Article (104):
(1) Friday shall be the weekly rest day for all workers.
After proper notification of the competent labor office, the employer may replace this day for some of his workers by any other day of the week. The employer shall allow the workers to perform their religious obligations. The weekly rest day may not be compensated by cash.
(2) The weekly rest day shall be at full pay and shall not be less than twenty-four consecutive hours.
Article (105):
As an exception to the provisions of Article (104) of this Law, in remote areas and in jobs where the nature of work and operational conditions require continuous work, weekly rest periods accruing to the worker may be consolidated for up to eight weeks if the employer and the workers agree to that effect, subject to the Ministry’s approval. In calculating the consolidated weekly rest periods, it shall be taken into consideration that said periods begin at the hour the workers arrive at the nearest city with transportation services and end at the hour the workers return to it.
Article (106):
An employer may not comply with the provisions of Articles (98), (101) and Paragraph (1) of Article (104) of this Law, in the following cases:
(1) Annual inventory activities, preparation of the budget, liquidation, closing of accounts and preparations for discount and seasonal sales, provided that the number of days during which the workers work shall not exceed thirty days a year.
(2) If the work is intended to prevent a hazardous accident, remedy its impact or avoid an imminent loss of perishable materials.
(3) If the work is intended to meet unusual work pressure.
(4) Eids, other seasons, occasions and seasonal activities specified pursuant to a decision by the Minister.
In all of the above cases, the actual working hours shall not exceed ten hours a day or sixty hours a week. The maximum overtime hours allowed per year shall be determined by a decision of the Minister.
Article (107):
(1) The employer shall pay the worker for overtime working hours an additional amount equal to the hourly wage plus 50% of his basic wage.
(2) If the firm is operated on the basis of weekly working hours, the hours in excess of the hours taken as the criterion shall be deemed overtime hours.
(3) All working hours performed during holidays and Eids shall be deemed overtime hours.
Article (108):
The provisions of Articles (98) and (101) of this Law shall not apply to the following cases:
(1) Persons occupying high positions of authority in management and policy, if such positions grant the persons occupying them authority over workers.
(2) Preparatory or supplemental works which must be completed before or after commencement of work.
(3) Work that is intermittent by necessity.
(4) Guards and janitors, excluding civil security guards.
The Regulations shall specify the jobs listed under paragraphs (2), (3) and (4) of this Article and their maximum working hours.
Chapter Four
Leaves
Article (109):
(1) A worker shall be entitled to a prepaid annual leave of not less than twenty one days, to be increased to a period of not less than thirty days if the worker spends five consecutive years in the service of the employer.
(2) A worker shall enjoy his leave in the year it is due. He may not forgo it or receive cash in lieu during his period of service. The employer may set the dates of such leave according to work requirements or may grant them in rotation to ensure smooth progress of work. The employer shall notify the worker of the date of his leave in sufficient time of not less than thirty days.
Article (110):
(1) A worker may, with the employer’s approval, postpone his annual leave or days thereof to the following year.
(2) An employer may postpone, for a period of not more than ninety days, the worker’s leave after the end of the year it is due if required by work conditions. If work conditions require extension of the postponement, the worker’s consent must be obtained in writing. Such postponement shall not, however, exceed the end of the year following the year the leave is due.
Article (111):
A worker shall be entitled to a wage for the accrued days of the leave if he leaves the work without using such leave. This applies to the period of work for which he has not used his leave. He is also entitled to a leave pay for the parts of the year in proportion to the part he spent at work.
Article (112):
Each worker shall be entitled to full-pay leave on Eids and occasions specified in the Regulations.
Article (113):
A worker shall be entitled to one day of paid leave in the case of childbirth and three days for marriage or in the case of the death of a spouse or one of his ascendants and descendants.
The employer may request supporting documents for cases referred to.
Article (114):
A worker shall be entitled to a paid leave of not less than ten days and not more than fifteen days, including Eid Al-Adha holiday, to perform Hajj only once during his service if he has not performed it before. To be eligible for this leave, the worker must have spent at least two consecutive years of service with the employer. The employer may determine the number of workers who shall be given this leave annually in accordance with work requirements.
Article (115):
A worker enrolled in an educational institution shall have the right to a fully paid leave to sit for an examination of an unrepeated year. Days of leave shall be based on the actual number of the examination days. However, for the examinations of a repeated year, the worker shall be entitled to unpaid leave to sit for the examinations. The employer may require the worker to submit documents in support of the leave application as well as proof of having taken the examination. The worker shall apply for the leave at least fifteen days ahead of the due date. Without prejudice to disciplinary action, the worker shall be denied the wage if it is proven that he had not taken the examination.
Article (116):
A worker, subject to the employer’s approval, may obtain leave without pay for a duration to be agreed upon by the two parties. The work contract shall be deemed suspended for the duration of the leave in excess of twenty days, unless both parties agree otherwise.
Article (117):
A worker whose illness has been proven shall be eligible for a paid sick leave for the first thirty days, three quarters of the wage for the next sixty days and without pay for the following thirty days, during a single year, whether such leaves are continuous or intermittent.
A single year shall mean the year which begins from the date of the first sick leave.
Article (118):
A worker may not work for another employer, while enjoying any of his leaves provided for in this Chapter. If the employer proves that the worker has violated this provision, he may deprive him of his wages for the duration of the leave or recover any wages previously paid to him.
PART VII
PART-TIME WORK
Article (119):
Full-time workers who are affected by a collective temporary reduction in their normal working hours for economic, technical or structural reasons shall not be considered part-time workers.
Article (120):
The Minister shall issue the necessary rules and controls for organizing part-time work, indicating therein the obligations of the part-time workers and employers. To the exclusion of the protection extended to the similar full-time workers in terms of occupational health and safety and work injuries, the provisions of this Law shall apply only to the extent determined by the Minister.
PART VIII
PROTECTION AGAINST OCCUPATIONAL HAZARDS,
MAJOR INDUSTRIAL ACCIDENTS AND WORK INJURIES,
AND HEALTH AND SOCIAL SERVICES
Chapter One
Protection Against Occupational Hazards
Article (121):
An employer shall maintain the firm in a clean and hygienic condition. He shall provide lighting, supply potable and washing water and comply with other rules, measures and standards of occupational protection, health and safety in accordance with what is specified in the Minister’s decision.
Article (122):
An employer shall take the necessary precautions to protect the workers against hazards, occupational diseases, the machinery in use, and shall ensure work safety and protection. He shall post in a prominent place in the firm the instructions related to work and workers safety in Arabic and, when necessary, in any other language that the workers understand. The employer may not charge the workers or deduct from their wages any amounts for the provision of such protection.
Article (123):
An employer shall inform the worker, prior to engaging in the work, of the hazards of his job and shall require him to use the prescribed protective equipment. The employer shall supply the workers with the appropriate personal gear and train them on their use.
Article (124):
A worker shall use and preserve the personal protective equipment designated for each process and shall carry out the instructions established to protect his health against injuries and diseases. He shall refrain from any action or omission that may lead to failure to implement the instructions, misuse or impair the devices provided to protect the workplace as well as the health and safety of fellow workers.
Article (125):
An employer shall take necessary precautions for protection against fire and provide the technical means to combat it, including safety exits which shall be maintained in working condition at all times. He shall post in a prominent location in the workplace detailed instructions for fire prevention devices.
Article (126):
An employer shall be responsible for emergencies and accidents which may affect persons, other than his workers, who enter the workplaces by virtue of their official duties or with the approval of the employer or his agents, if such emergencies and accidents are due to negligence in taking the technical precautions required by the nature of his work, and he shall compensate them for damage and harm they may sustain in accordance with the general laws.
Chapter Two
Protection Against Major Industrial Accidents
Article (127):
The provisions of this Chapter shall apply to high risk firms.
Article (128):
1- The term “high risk firm” shall mean the firm which produces, prepares, disposes of, handles, uses or stores, on a permanent or temporary basis, one or more hazardous substances, or categories of these substances in quantities that exceed allowable limits the exceeding of which results in listing the firm among the high risk firms.
2- The term “hazardous substance” shall mean any material or a mixture of substances that constitutes a hazard on account of its chemical, physical or toxic properties either alone or in combination with other substances.
3- The term “major accident” shall mean any sudden occurrence such as a major leak, fire or explosion in the course of an activity within the high risk firm and which involves one or more hazardous substances posing a great immediate or potential danger to the workers, the public or the environment.
Article (129):
The Ministry shall establish controls to identify the high risk firms according to the hazardous materials list, their categories or both.
Article (130):
The employers shall coordinate with the Ministry to determine the status of their firms on the basis of the controls referred to in Article (129) of this Law.
Article (131):
The Minister shall issue the regulations and decisions embodying the necessary arrangements at firm level for protection against major hazards, related duties of the employers, arrangements for protecting the public and the environment outside the site of each high risk firm, the worker’s rights and duties, and other measures necessary to prevent major accidents, minimize their the risks of their occurrence and mitigate their impacts.
Chapter Three
Work Injuries
Article (132):
The provisions of this Chapter shall not apply to the firms subject to the Occupational Hazards Branch of the Social Insurance Law.
Article (133):
If a worker sustains a work injury or an occupational disease, the employer shall be required to treat him and assume directly or indirectly all necessary expenses, including hospitalization, medical examinations and tests, radiology, prosthetic devices and transportation expenses to treatment centers.
Article (134):
An injury shall be deemed a work injury in accordance with the provisions of the Social Insurance Law. Occupational diseases shall also be considered work injuries and the date of the first medical diagnosis of the disease shall be treated tantamount to the date of injury.
Article (135):
Any relapse or complication arising from an injury shall be deemed an injury and shall be treated as such in terms of aid and treatment.
Article (136):
Occupational diseases shall be determined in accordance with the Occupational Diseases Schedule provided for in the Social Insurance Law. Degree of total or partial disability shall be determined according to the Disability Percentage Guide provided for in the said Law.
Article (137):
In the case of temporary disability arising from work injury, the injured party shall be entitled to financial aid equal to his full wage for thirty days, then 75% of the wage for the entire duration of his treatment. If one year elapses or it is medically determined that the injured party’s chances of recovery are improbable or that he is not physically fit to work, his injury shall be deemed total disability. The contract shall be terminated and the worker shall be compensated for the injury. The employer may not recover the payments made to the injured worker during that year.
Article (138):
If an injury results in a permanent total disability or the death of the injured person, the injured person or his eligible beneficiaries shall be entitled to a compensation equal to his wages for three years, with a minimum of fifty four thousand riyals.
If the injury results in a permanent partial disability, the injured person shall be entitled to a compensation equal to the percentage of the estimated disability in accordance with the approved disability percentage guide schedule multiplied by the amount of compensation for the permanent total disability.
Article (139):
An employer shall not be required to comply with the provisions of Articles (133), (137) and (138) of this Law if any of the following is established:
(1) If a worker deliberately injures himself.
(2) If an injury is caused by intentional misconduct on the part of the worker.
(3) If a worker refuses to be examined by a physician or refuses to accept treatment by the physician designated by the employer without a valid reason.
Article (140):
Liability of previous employers of a worker suffering from an occupational disease shall be determined in light of the medical report of the attending physician. Previous employers shall be required to pay the compensation provided for in Article (138) of this Law, each in proportion to the period such worker has spent in his service, provided that the industries or occupations they engage in cause the disease the worker suffers from.
Article (141):
The procedures for reporting work injuries shall be determined pursuant to a decision by the Minister.
Chapter Four
Medical and Social Services
Article (142):
An employer shall make available one or more medical aid cabinets, supplied with drugs and other necessities required for first aid.
The Regulations shall specify the contents of such cabinets of first aid means, numbers of such means and quantities of drugs and shall also regulate the method of keeping them and the conditions and requirements to be satisfied by first aid providers.
Article (143):
An employer shall assign one or more physicians to provide, at least once a year, a comprehensive medical examination for his workers who are exposed to any of the occupational diseases listed in the Schedules of Occupational Diseases provided for in the Social Insurance Law. The findings of the examination shall be kept in the employer’s records as well as in the workers’ files.
Article (144):
An employer shall provide his workers with preventive and therapeutic health care in accordance with the standards set forth by the Minister, taking into consideration whatever is provided for by the Cooperative Health Insurance Law.
Article (145):
An employer may, subject to the Minister’s approval, set up a saving and thrift fund provided that the workers’ contribution is optional. The provisions regulating the operations of such funds shall be made public.
Article (146):
An employer shall provide at his own expense all or some of the following, as may be determined by the Minister, to those who work in remote locations:
(1) Stores for selling food, clothing and other necessities at moderate prices in places where such stores are not available.
(2) Suitable recreational and educational services and sports facilities annexed to the workplaces.
(3) Necessary medical arrangements to protect the workers’ health and provide comprehensive treatment for their families (family shall mean spouse, children and parents residing with the worker).
(4) Schools for the workers’ children in the absence of sufficient schools in the area.
(5) Mosques or prayer areas at the workplaces.
(6) Literacy programs for the workers.
The Regulations shall specify the remote locations.
Article (147):
An employer operating in remote locations, mines, quarries and oil exploration centers shall provide his workers with accommodation, camps and meals.
The Minister shall determine, pursuant to a decision by him, the conditions and specifications of the accommodations and camps as well as the charges for the accommodations, the number of meals, quantities and kinds of food and related conditions, cost of meals to the worker and any other requirements necessary for the workers’ health.
Article (148):
An employer shall provide means for transporting his workers from their place of residence or from a certain gathering point to the places of work and bring them back daily, if the places of work are not served by regular means of transportation at times compatible with the working hours.
PART IX
EMPLOYMENT OF WOMEN
Article (149):
Taking into consideration the provisions of Article (4) of this Law, women shall work in all fields suitable to their nature. It is prohibited to employ women in hazardous jobs or industries. The Minister pursuant to a decision by him shall determine the professions and jobs that are deemed detrimental to health and are likely to expose women to specific risks; in which cases, women’s employment shall be prohibited or restricted under certain terms.
Article (150):
Women may not work during a period of night the duration of which is not less than eleven consecutive hours, except in cases determined pursuant to a decision by the Minister.
Article (151):
A female worker shall be entitled to a maternity leave for the four weeks immediately preceding the expected date of delivery and the subsequent six weeks. The probable date of delivery shall be determined by the physician of the firm or pursuant to a medical report certified by a health authority. A woman may not work during the six weeks immediately following delivery.
Article (152):
During the maternity leave, an employer shall pay the female worker half her wage if she has been in his service for one year or more, and a full wage if she has served for three years or more as of the date of commencement of such leave. A female worker shall not be paid any wages during her regular annual leave if she has enjoyed in the same year a maternity leave with full wage. She shall be paid half her wage during the annual leave if she has enjoyed in the same year a maternity leave at half wage.
Article (153):
An employer shall provide medical care for female workers during pregnancy and delivery.
Article (154):
When a female worker returns to work following a maternity leave, she shall be entitled, in addition to the rest periods granted to all workers, to a rest period or periods not exceeding in aggregate one hour a day for nursing her infant. Such period or periods shall be calculated as part of the actual working hours and shall not entail any reduction in wages.
Article (155):
An employer may not terminate the employment of a female worker or give her a warning of the same while on maternity leave.
Article (156):
An employer may not terminate the employment of a female worker during illness resulting from pregnancy or delivery, and such illness shall be established by a certified medical report, provided that the period of her absence does not exceed one hundred and eighty days. The employment of such female worker may not be terminated during the one hundred and eighty days preceding the expected date of delivery in the absence of one of the legitimate causes provided for in this Law.
Article (157):
A female worker shall forfeit her entitlements under the provisions of this Part if she works for another employer during her authorized leave. In such event, the original employer may deprive her of her wage for the duration of the leave or recover any payments made to her.
Article (158):
In all occupations and places where women are employed, the employer shall provide them with seats for resting.
Article (159):
(1) An employer who employs fifty female workers and more shall provide them with a suitable place with adequate number of babysitters to look after the children under the age of six years, if the number of children reaches ten and more.
(2) The Minister may require the employer who employs a hundred women and more in a single city to set up a nursery, either on his own or in conjunction with other employers in the same city, or alternatively to contract with an existing nursery to care for the children of the female workers who are under six years of age during the work periods. In such case, the Minister shall set forth the terms and conditions regulating such facility as well as the charges imposed on the female workers benefiting from service.
Article (160):
A female worker whose husband passes away shall be entitled to a fully paid leave for a minimum period of fifteen days as of the date of death.
PART X
EMPLYMENT OF MINORS
Article (161):
Minors may not be employed in hazardous jobs or harmful industries or in occupations or jobs that may endanger their health, safety or morals due to the nature or conditions of the same. A Minister’s decision shall specify such jobs, industries and occupations.
Article (162):
(1) Any person under the age of fifteen years may not be employed or allowed to enter places of work. The Minister may, pursuant to a decision by him, raise this age limit in certain industries or areas or for certain categories of minors.
(2) As an exception to Paragraph (1) of this Article, the Minister may allow the employment or work of persons between 13 and 15 years of age in light works, subject to the following conditions:
(2.1) Such jobs shall not be potentially harmful to their health or growth.
(2.2) Such jobs shall not hinder their school attendance, participation in orientation or vocational training programs, or impair their ability to benefit from their schooling.
Article (163):
Minors may not work during a period of night the duration of which is not less than twelve consecutive hours, except in cases determined pursuant to a decision by the Minister.
Article (164):
Minors may not be made to perform actual work for more than six hours a day for all months except for the month of Ramadhan when the actual working hours shall not exceed four hours. The minor shall not stay at the workplace for more than seven hours. Working hours shall be organized so that a minor may not work for more than four consecutive hours without one or more periods, each not less than half an hour, for rest, food and prayers, provided that the minor does not remain at the workplace for more than seven hours.
Minors may not be made to work during the weekly rest days, Eids, official holidays or annual vacations, nor shall they be subject to the exceptions provided for in Article (106) of this Law.
Article (165):
Prior to employing a minor, the employer shall obtain from him the following documents:
(1) The national identification card or an official birth certificate.
(2) A report of physical fitness for the required job issued by a competent physician and duly certified by a health authority.
(3) The consent of the minor’s guardian.
Said documents shall be kept in the minor’s personal file.
Article (166):
An employer shall notify the competent labor office of the employment of each minor within the first week of such employment, and shall keep at the workplace a register for employed minors, showing the name of the minor, his age, full name of his guardian, his place of residence and date of his employment.
Article (167):
The provisions provided for in this Part shall not apply to work undertaken by children and minors in schools for general, vocational or technical education, and in other training institutions, nor shall they apply to work undertaken in firms by persons who are at least fourteen years of age if such work is performed in accordance with the conditions set forth by the Minister and the work constitutes an essential part of the following:
(1) An educational or training course the primary responsibility for which lies with a school or a training institution.
(2) A training program all or the major part of which is implemented in a firm if approved by the competent authority.
(3) An orientation program aimed at facilitating the selection of the career or type of training.
PART XI
MARINE WORK CONTRACT
Article (168):
The following words and phrases, wherever mentioned in the provisions of this Part, shall have the meanings expressed next to them, unless the context requires otherwise:
Vessel:
A floating craft registered in the Kingdom of Saudi Arabia, whose tonnage is not less than five hundred tons.
Vessel chandler:
A natural person, public or private firm for whose account the vessel is being rigged.
Captain:
A seaman qualified to command a vessel and assume responsibility for it.
Seaman:
A person working aboard a vessel on a marine work contract.
Marine work contract:
A work contract for a wage concluded between the vessels owner or chandler or the representative of either of them and a seaman to work on board. Such contract shall be subject to the provisions of this Law, unless they are in conflict with the provisions of this Part and the decisions issued hereunder.
Article (169):
All persons working on a vessel shall be subject to the authority and orders of its captain.
Article (170):
All work contracts of seamen working on a vessel shall be entered in the vessel’s records or appended thereto. Such contracts shall be drafted in a clear language, and shall indicate whether they are made for a specified period or for a single voyage. If the contract is made for a specified period, this period shall be clearly specified. If it is made for a single voyage, it shall specify the city or harbor where the voyage ends, and at what stage of unloading or loading the vessel at this harbor the contract terminates.
Article (171):
The marine work contract shall provide for date and place of its conclusion, name of the chandler, name of the seaman, his surname, age, nationality and homeland, type of assigned work, method of performance, certification for work in sea navigation, the personal marine card, wage and duration of the contract. If the contract is for a single voyage, it shall specify the city or harbor where the voyage ends and at what stage during the unloading or loading of the vessel at the harbor the work ends, and other details of the contract.
Such contract shall be made out in triplicates, one copy for the vessel’s chandler, and one for the captain, to be kept aboard the vessel and a copy for the seaman.
Article (172):
The work terms and rules aboard the vessel shall be posted in the crew quarters. These terms and rules shall include the following:
(1) Seamen’s obligations and duties, organization rules for work aboard the vessel, service timetables and daily working hours.
(2) Obligations of the vessel’s chandler towards seamen in respect of fixed wages, rewards, and other types of wage.
(3) Method of suspending payment of wages and deductions therefrom and method of advance payments.
(4) Place and time of settlement of wages as well as final calculation thereof.
(5) Rules and ways for provision of food and accommodation aboard the vessel.
(6) Treatment of seamen’s illnesses and injuries.
(7) Conduct of seamen and conditions for their repatriation.
(8) Seamen’s paid annual leaves.
(9) End-of-service award and other indemnities payable upon termination or expiration of the work contract.
Article (173):
A seaman shall satisfy the following:
(1) He shall have completed eighteen years of age.
(2) He shall hold a certificate allowing him to work in marine service.
(3) He shall be physically fit.
Article (174):
All the seaman’s entitlements shall be paid in the official currency. They may be paid in foreign currency if they become due while the vessel is outside the territorial waters, subject to the seamans approval.
The seaman may ask the employer to pay his due monetary wage to the person designated by him.
Article (175):
If the voyage is cut short for any reason, voluntarily or forcibly, this shall not entail reduction of the wage of the seaman employed on a marine work contract for a single voyage.
Article (176):
If the wage is set as a share of the profits or the proceeds of the vessels charter, the seaman shall not be entitled to compensation if the voyage is cancelled nor to a wage increase if the voyage is delayed or extended. If the delay or extension is due to the action of the shippers, the seaman shall be entitled to compensation from the chandler.
Article (177):
A seaman shall be eligible for pay, through the day of occurrence, if the ship is captured, sinks or becomes unseaworthy.
Article (178):
Seamen shall be provided with food and accommodation at the expense of the vessel chandler. This shall be regulated by a decision to be issued by the Minister.
Article (179):
Working hours aboard the vessel while on the high seas shall not exceed fourteen hours in a twenty four hour period and not more than seventy two hours in a seven-day period.
Article (180):
A seaman who contributes to aiding or rescuing another vessel is eligible to a share of the reward that the vessel on which he worked is entitled to, regardless of the type of wage of the work performed.
Article (181):
If a seaman dies during the voyage, his heirs shall be eligible to receive his wages through the date of his death, if the wage is on a monthly basis. If the wage is on a voyage basis, the heirs shall be entitled to the full voyage wage, and if the wage is a share of profits, it shall be fully payable. The dues of the deceased or missing seaman, or who is unable to collect his wage shall be deposited with the labor office at the port of destination in the Kingdom.
Article (182):
An employer may terminate the contract without prior notice and without compensation in the following cases:
(1) If the vessel sinks, is confiscated, goes missing or becomes unseaworthy.
(2) If the voyage is cancelled at the outset, for reasons beyond the chandler’s control and the wage is on a single voyage basis, unless the contract provides otherwise.
Article (183):
If the contract expires or is revoked, the employer shall be obligated to:
(1) return the seaman to the port of departure at the commencement of the contract.
(2) provide him with food and accommodation until he reaches that port.
Article (184):
A chandler shall return the seaman to his country in the following cases:
(1) If the chandler cancels the voyage after the vessel sails off.
(2) If the voyage is cancelled after the vessel sails off on account of prohibition of trading with the destination.
(3) If the seaman is removed from the vessel due to illness, injury or disability.
(4) If the vessel is sold in a foreign country.
(5) If the seaman is dismissed from service during the voyage without a legitimate justification.
(6) If the contract concluded with the seaman expires at a port other than the one provided for in the contract.
PART XII
WORKING IN MINES AND QUARRIES
Article (185):
Working in mines and quarries shall mean the following:
(1) Operations involving prospection, detection, extraction or manufacture of (solid or liquid) mineral substances, including precious stones, in the area for which the license has been issued.
(2) Operations involving extraction, concentration or manufacture of mineral sediments on or under the ground surface in the area of the license.
(3) Construction works, installation of structure and equipment related to the operations referred to in Paragraphs (1) and (2) of this Article.
Article (186):
No person under the age of eighteen or any woman regardless of her age shall be employed in a mine or quarry.
Article (187):
No person shall be allowed to engage in operations subject to the provisions of this Part until he undergoes a complete medical examination and proven to be physically fit for the required work. Such examination shall be repeated periodically. The worker may not be required to bear the costs of necessary medical examinations. The Minister shall set forth pursuant to a decision by him the terms, conditions and periods that must be complied with.
Article (188):
The actual working hours spent by the worker underground shall not exceed seven hours a day. No worker shall be kept at the workplace, above or under ground, for more than ten hours a day. If the work is conducted underground, such a period shall include the time needed for the worker to reach the underground and the time needed to return to the surface.
Article (189):
Access to the work location and facilities shall be prohibited for people other than the workers, persons authorized to inspect the mine or the quarry and persons holding special permits from the competent authority.
Article (190):
An employer shall keep a record to register and count the workers before their entry into the workplace and at the time of their exit therefrom.
Article (191):
An employer or the manager in-charge shall draft a list of orders and instructions related to the public safety.
Article (192):
An employer shall establish a rescue point in the vicinity of the workplace, equipped with necessary rescue and first aid equipment. Said point shall be equipped with suitable means of communication for immediate access and the employer shall appoint a trained technician to supervise the rescue and first aid operations.
Article (193):
Without prejudice to the provisions of Article (142) of this Law, the employer of each mine or quarry with at least fifty workers shall set up a suitable location with a room equipped with rescue and first aid equipment, another room for nursing and one or more locker rooms. As for quarries and mines with less than fifty workers located within a twenty-kilometer radius of each other, employers may pool their resources to establish a place of rescue and first aid in between such quarries and mines, or else establish their own places of rescue and first aid.
The Minister may determine the rescue and first aid equipment, protection and prevention measures in mines and quarries as well as employers’ responsibilities and workers’ rights and duties.
PART XIII
WORK INSPECTION
Article (194):
Work inspection shall be undertaken by competent inspectors to be named pursuant to a decision by the Minister. They shall have the powers and authorities provided for in this Law.
Article (195):
In addition to the general conditions for appointment of employees, a work inspector shall satisfy the following requirements when performing his duties:
(1) Total impartiality.
(2) Absence of any direct or indirect relation with the firms he inspects.
(3) Passing a conduct examination following completion of a training period of at least ninety days.
Article (196):
Work inspectors shall have the following powers:
(1) Monitor the proper implementation of the provisions of the Labor Law and its implementing regulations and decisions.
(2) Furnishing employers and workers with technical information and guidelines that enable them to follow the best means for implementing the provisions of the Law.
(3) Reporting to the competent authorities the shortcomings which the existing provisions fail to remedy and providing relevant suggestions.
(4) Recording violations of the provisions of the Labor Law and its implementing decisions.
Article (197):
Before assuming their official duties, work inspectors shall take an oath before the Minister to discharge their duties honestly and sincerely, and not disclose the secrets of any industrial invention or any other secrets which may come to their knowledge by reason of their offices, even after leaving such offices. A work inspector shall carry an identification card issued by the Ministry.
Article (198):
Work inspectors shall have the right to:
(1) Access any firm that is subject to the provisions of the Labor Law at any time, day or night, without prior notice.
(2) Perform any examination or investigation required to ascertain proper implementation of the Law. They may in particular:
(a) Question the employer, his representative or the workers in private or in the presence of witnesses about any matter relating to the implementation of the provisions of the Law.
(b) Review all books, records and other documents required to be kept pursuant to the provisions of this Law and related decisions, and obtain any copies or extracts therefrom.
(c) Take sample(s) of the materials used or handled in the industrial and other operations subject to inspection and believed to have a harmful effect on the health or safety of workers, for the purpose of analyzing such samples in government laboratories to determine the extent of such effect, and duly notify the employer or his representative of the same.
Article (199):
Employers and their agents shall facilitate for the inspectors and officials entrusted with work inspection the performance of their duties. They shall provide them with required data related to the nature of their work, respond to requests to appear before them and dispatch a representative when asked.
Article (200):
A person conducting inspection shall notify the employer or his representative of his visit except where he believes that the task for which the inspection is being made requires otherwise.
Article (201):
A work inspector may instruct employers to amend the rules for operating their equipment and machinery at deadlines he specifies, to ensure compliance with the provisions pertaining to workers’ health and safety. In the event of a hazard threatening the workers’ health and safety, the inspector may request the immediate implementation of measures he may deem necessary to prevent such hazard.
Article (202):
A work inspector shall treat with absolute secrecy complaints he receives regarding any shortage in equipment or any violation of the provisions of the Law, and shall not disclose to the employer or his representative the existence of such complaints.
Article (203):
If, in the course of inspection, the inspector concludes the existence of a violation of the provisions of this Law or of any decisions issued hereunder, he shall, provide advice to the employer on how to avoid such violation, serve the employer with a verbal notice or a written warning to rectify the violation within a certain period or else draft a report recording the violation, depending on the seriousness of the violation and the other circumstances that are left to his discretion.
Article (204):
Whenever the need arises, physicians, engineers, chemists, and specialists in occupational health and safety shall participate in the inspection. If necessary, the director of the labor office and inspectors may request the competent executive bodies to extend the required assistance.
Article (205):
The work inspection chief at the labor office shall prepare a monthly report on the work inspection activities, the aspects of inspection, the firms inspected, the number and type of violations committed and the actions taken with respect thereto. He shall also prepare an annual report on the inspection undertaken within the jurisdiction of the labor office, its findings and effects, and include therein his comments and proposals. Copies of both reports shall be submitted to the Ministry.
Article (206):
The Deputy Minister for Labor Affairs shall prepare, within a period not exceeding one hundred eighty days from the end of the year, a comprehensive annual report on work inspection in the Kingdom, addressing all matters relating to the Ministry’s monitoring of the implementation of the provisions of the Labor Law. In particular, the report shall include the following:
(1) A statement of the provisions regulating inspection.
(2) A list of the officials in charge of inspection.
(3) Statistics on firms that are subject to inspection and number of their workers.
(4) Statistics on inspectors’ visits and inspections.
(5) Statistics on the violations committed and the penalties imposed.
(6) Statistics on work injuries.
(7) Statistics on occupational diseases.
Article (207):
The Ministry shall prepare forms for recording violations, inspection records, notices and warnings, and shall establish the provisions necessary for the filing and use of such forms and for their distribution to labor offices.
Article (208):
Training courses shall be organized for work inspectors, and shall in particular include the following:
(1) Principles for organizing inspection visits and communication with employers and workers.
(2) Principles for auditing books, records and computers, as well as principles for organizing inspection reports and interrogation of persons.
(3) Principles for guiding employers on the requirements of statutory provisions and the benefits of their application, and assisting them in such application.
(4) Fundamental principles of industrial technology and means of protection against work injuries and occupational diseases.
(5) Fundamental principles of production efficiency and its relevance to providing conditions conducive to a proper work environment.
Article (209):
The Council of Ministers shall issue the Implementing Regulations needed to regulate and organize the inspection activities as provided for in this Part.
PART XIV
COMMISSIONS FOR SETTLEMENT OF LABOR DISPUTES
Article (210):
Commissions for settlement of labor disputes are:
(1) The Preliminary Commissions for Settlement of Disputes.
(2) The High Commission for Settlement of Disputes.
Article (211):
Pursuant to a decision by the Minister and following the approval of the President of the Council of Ministers, members of the preliminary commissions shall be named from among holders of degrees in Shari’ah or law.
Article (212):
Based on a decision by the Minister, a preliminary commission comprising one or more one-member circuits shall be formed in each labor office specified by the Minister. Each of these circuits shall decide the cases referred to it. If the commission comprises more than one circuit, the Minister shall name a head from among the members, who shall, in addition to his duties, assign the cases to commission members and organize the administrative and clerical work.
Article (213):
If no preliminary commission is formed in a labor office, the Minister shall, when necessary, delegate the commission formed at the nearest labor office with the duties and jurisdictions of the commission which has not been formed.
Article (214):
The Preliminary Commission shall have jurisdiction to:
(1) Render final decisions on:
(1.1) Labor disputes, irrespective of their type, the value of which does not exceed ten thousand riyals.
(1.2) Objection to the penalty imposed by the employer upon the worker.
(1.3) Imposition of the punishments provided for in this Law for a violation of which the punishment does not exceed five thousand riyals and violations with a combined punishment not exceeding five thousand riyals.
(2) Render preliminary decisions on:
(2.1) Labor disputes the value of which exceeds ten thousand riyals.
(2.2) Disputes over compensations for work injuries, irrespective of the amount of the compensation.
(2.3) Disputes over termination of service.
(2.4) Imposition of the punishments provided for in this Law for a violation the punishment of which exceeds five thousand riyals and violations with a combined punishment exceeding five thousand riyals.
(2.5) Imposition of punishments on violations punishable by fines and consequential punishments.
Article (215):
The High Commission for Settlement of Disputes shall be comprised of several circuits, each comprising not less than three members. The chairman and members of the commission who shall be holders of degrees in Shari’ah and law with expertise in labor disputes shall be named by a decision of the Council of Ministers, based on a nomination by the Minister. A decision by the Minister, based on a recommendation of the Chairman of the Commission, shall specify the number of circuits of the High Commission and their venue jurisdiction. The Chairman of the Commission shall select the heads of the circuits, assign the duties of each and supervise all administrative functions of the circuits.
Article (216):
Each of the circuits of the High Commission shall have jurisdiction to decide finally and definitively on all appeals brought before it against decisions of the circuits of preliminary commissions.
Article (217):
Decisions may be appealed within thirty days from the date of utterance of the preliminary circuit’s decisions made in the presence of the parties and from the date of notification in other cases.
Article (218):
If the decision of the preliminary circuit is not appealed within the period specified in the previous Article, the decision shall be deemed final and enforceable. All decisions of the circuits of the High Commission shall be deemed enforceable from the date of their issuance.
Article (219):
Each of these Commissions shall solely have exclusive right to consider all disputes relating to this Law and the disputes arising from work contracts. It may summon any person for interrogation or assign one of its members to conduct such interrogation. It may also require submission of documents and evidence and take any other measures it may deem fit. The Commission shall also have the right of access to any premises of the firm for the purpose of conducting the investigation and reviewing all books, records and documents it deems necessary.
Article (220):
Cases shall be filed through the competent labor office with the preliminary commissions in whose locality or under whose jurisdiction the place of work falls. Prior to referring the dispute to the Commission, the labor office shall take the necessary measures to settle the dispute amicably. The Minister shall issue a decision setting forth the relevant procedures and rules.
Article (221):
Cases arising from the provisions of this Law shall be reviewed promptly.
Article (222):
(1) No case shall be accepted by the commissions provided for in this Law involving a claim of the rights provided for in this Law or arising from a work contract after twelve months following termination of the work relation.
(2) No case involving a claim of the rights provided for in the previous Labor Law shall be accepted after twelve months following the effective date of this Law.
(3) No complaint regarding violations of the provisions of this Law or the regulations and decisions issued hereunder shall be accepted after twelve months following the date of the occurrence of the violation.
Article (223):
None of the commissions provided for in this Part shall abstain from rendering its decision on the pretext of the absence of applicable provisions in this Law. In such case, the commissions shall resort to the principles of Shari’ah, established judicial precedents, norms and the principles of justice.
Article (224):
The work contract parties may incorporate a clause in the work contract providing for settlement of disputes through arbitration or may agree to do so after the dispute arises. In all cases, the provisions of the Arbitration Law and its Implementing Regulations in force in the Kingdom shall apply.
Article (225):
Neither of the disputing parties may bring the dispute, upon which a final decision has been rendered by one of the commissions provided for in this Part, before this Commission or other judicial bodies.
Article (226):
During the reconciliation or arbitration proceedings or while the case is under review before one of the commissions provided for in this Part, the employer may not change the terms of employment applicable before the initiation of the proceedings in a way that would cause harm to the worker.
Article (227):
The Commission may order the losing party to pay the other party all or part of the costs incurred by him.
Article (228):
The Council of Ministers shall issue the regulations for litigation before the commissions for settlement of labor disputes.
PART XV
PUNISHMENTS
Article (229):
The punishments provided for in this Part shall apply in the absence of harsher punishments provided for in any other laws.
Article (230):
A fine of not less than three thousand riyals and not more than ten thousand riyals shall be imposed on any person who violates any of the provisions related to the vocational preparation of Saudi workers to replace others, as provided for in this Law and the decisions issued hereunder.
Article (231):
Violators of the provisions of Articles (16), (25), (33), (37) and (38) of this Law shall be subject to a fine of not less than two thousand riyals and not more than five thousand riyals. The fine shall be multiplied by the number of workers subject of the violation.
Article (232):
Violators of the provision of Article (30) of this Law shall be subject to a fine of not less than ten thousand riyals and not more than thirty thousand riyals.
Article (233):
Violators of the provision of Article (39) of this Law shall be subject to a fine of not less than five thousand riyals and not more than twenty thousand riyals, and the fine shall be multiplied by the number of persons subject of the violation. The worker shall be repatriated at the expense of the person who employs him.
Article (234):
An employer or any person responsible for violation of the provisions of Chapters Two, Three and Four of Part VI of this Law, or any decisions issued hereunder shall be subject to a fine of not less than two thousand riyals and not exceeding five thousand riyals for each violation.
Article (235):
An employer who violates the provision of Article (90) of this Law shall be subject to a fine of not less than five hundred riyals and not more than three thousand riyals. The fine shall be multiplied by the number of the workers subject of the violation.
Article (236):
Any person who violates the provisions of Chapters One and Two of Part VIII of this Law and the rules issued in accordance with the provision of Article (121) of this Law shall be subject to a fine of not less than three thousand riyals and not more than ten thousand riyals for each violation or closing down the firm for not more than thirty days or permanently. The fine and the closing down may be combined along with the elimination of the source of the hazard.
Article (237):
Without prejudice to the punishment provided for in other laws applicable to those who obstruct an official in the course of his duties, violators of the provisions of Article (199) of this Law shall be subject to a fine of not less than five thousand riyals and not more than ten thousand riyals.
Article (238):
Any employer, project manager or worker who refuses or delays execution of an arbitration award or a final decision rendered by any of the labor dispute settlement commissions shall be subject to a fine of not less than ten thousand riyals and not more than thirty thousand riyals.
Article (239):
A violator of any of the provisions of this Law and the regulations and decisions issued hereunder shall be subject to a fine of not less than two thousand riyals and not more than five thousand riyals, for punishments not provided for herein.
Article (240):
If the violation is repeated within ninety days or the violator fails to correct it within the specified period, the fine shall be doubled.
Article (241):
In all cases, the violator may pay the maximum prescribed fine as provided for in this Part without resorting to the Commission for Settlement of Labor Disputes.
Article (242):
Proceeds of fines collected on account of violations of the provisions of this Law and the regulations and decisions issued hereunder shall eventually be deposited with the Human Resources Development Fund.
PART XVI
CONCLUDING PROVISIONS
Article (243):
The Minister shall issue, within one hundred eighty days from the effective date of this Law, the decisions and regulations necessary for implementing the provisions of this Law. The Implementing Regulations shall be published in the Official Gazette.
Article (244):
This Law shall supersede the Labor and Workers Law promulgated by Royal Decree No. (M/21), dated 6 Ramadan 1389H and shall repeal all the provisions that are inconsistent with it. Regulations and decisions issued prior to the effective date of this Law shall remain in effect until they are amended.
Article (245):
This Law shall be published in the Official Gazette and shall come into effect one hundred eighty days after the date of its publication.
For your copy, please click Saudi-Labour-Law in pdf file.
Gud pm Sir:
Magtatanong lang poh ako regarding sa situation namin dito.. We are working as nurses dito sa Jeddah. We finished our contract January 18, 2012. Our iqama expired last March 26, 2012. Ngayon poh, hinihiling poh namin na pauwiin kami this week but still they were refusing. Dinadaan poh kami sa after 2 weeks ng after 2 weeks. And we informed them regarding our exit as early as November 2011. So, 2 days na po kmi hindi pumapasok sa work kasi ang sabi namin is hindi na po kami makapgtrabaho ng ayos at baka magkamali pa. Nagsubmit din po kami ng exit letter before, stating that we will work until May 3 and both our headnurse and Medical Director signed it. Tinatakot pa kami na hindi kami bibigyan ng certificates and benefits and ibblock kami for 5 years dito sa Saudi. So ano po bang laban namin regarding this matter? And wala poh ba kaming right na magdemand na pauwiin kami even less than 60 days which is written sa exit visa namin? Sana po matulungan nio kami kung anong mas mabuting gawin. Salamat po and Godbless.
Ken,
May right po kayong mag demand na pauwiin dahil tapos na po ang inoyng kontrata, ngunit ang paghinto sa work ay hindi po solosyon sa inoyng problema. Ito ay maging butas pa upang madagdagan ang inyong problema. Ngunit ag hindi kayo bigyan ng EC at benepisyo ayon sa batas PAggawa ng KSA ay hindi po tama.
Una po ninyong gawin ay gumawa po kayo ng sulat reklamo address kay Phil. Overseas Labor Office or POLO Labor Attache Vicente Cabe, ilahad po ninyo ang lahat ng inyong problema lalo na po ang tungkol sa pag-uwi sa Pinas. Perimahan nyo po ito lahat at personal na puntahan si Labatt Vic Cabe sa kanyang opisina. Tawagan nyo po muna siya para sa appointment, sa numeron ito: 0546088934. Pakisabi, ni refer po kayo ng ofwempowerment blog. Pag nandoon na kayo, dumaan na rin kayo kay Consul General NOrman Garibay para malaman niya ang inyong problema. Pakisabi banggit na lang ang aking pangalan, baka hindi pa niya ako nakakalimutan.
Bong Amora
Good Day Sir,
Matanong ko lng po..
Pano po ang process ng Transfering of Sponsor Ship..
me nabasa akong article na pwedeng mag Change ng Sponsorship after two years.. matanong ko lang po kung paano ang process at kung me guide how to do that
Have to work at least two years with their present employer in order to get approval for the transfer of sponsorship to another. Transfer of sponsorship is subject for approval by the sponsor, kung hindi papayag ang sponsor, walang magagawa ang worker.
The first thing that the worker should do is to secure the consent and approval of his sponsor to transfer to another employer. The procedure then is for his prospective sponsor to write a letter expressing his interest in the worker’s service and requesting for his release. If the
conditions are so acceptable to the present sponsor, he should formally consent thereto and sign the release papers. Thereafter, the prospective
sponsor should present these documents with the application for transfer of sponsorship and iqama for official approval of the Ministry.
Unless the legal rules and procedures are followed, an employer may not allow his worker to work for others and a worker may not work for other employer. Similarly, an employer may not employ worker of other employers. An employer may not allow a worker to work for his own account and a worker may not work for his own account. (Art. 39, SLL)
dear sir,
gusto ko lang po sanang malaman if my makukuha akong ESB if ndi ko po natapos ang 2 years kong kontrata? actually po nakaka 20 months na apo ako sa kompanya ko ngayon, tinanong ko po ang payroll dept. namin sabi po wala daw po akong makukuhang ESB kasi daw po hindi ko daw po natapos ang aking 2 taong kontrata? gusto ko lng pong malaman kung totoo po ba yun? kasi po sa dati kong kompanya ndi ko din po natapos ang ang aking kontrata pero po naka receive po ako ng ESB.. sana po matulungan nyo po ako sa aking katanungan maraming salamat po..
Malinaw po sAudi Labor Law “Upon the end of the work relationship, the employer shall pay the worker an end-of service award of a half-month wage for each of the first five years and one-month wage for each of the following years. (Art. 84, SLL)
ask k lng po sir,if pwede ako magreklamo about s work ko dito s riyadh, ang nasa contract ko po eh staff nurse pero ang work ko po eh dental assistant s isang clinic…and hindi po nsunod ung salary n pinirmahan ko,…anu po b ang pwede kong gwin?
Labag po sa batas ang ginagawa ng iyong employer. Puwede po ninyong idulog ang inyong problema sa ating POLO.
sir magandang hapon hingi sana ako nang tulong sau sir dalawang taon na po ako d2 saudi jeddah tapos na po ung contrata ko hanggang ngaun ndi pa ako naka tanggap nang iquama at nag file na ako nang final exit sir isang buwan na ako naka tambay sir at nagtanong ako sa main office namin sir palagi nlang cnbi na pinapa process pero hanggang gnaun wala..sir kailangan ko tulong mo gusto kna mka uwi..tnxs sir
Dalawang taon kang walang iqama? Paano ka makauwi kung walang iqama, dapat po may iqama ka bago ka bigyan ng exit or re-entry. Tawagan po ang numberong ito: 0561956142 at isangguni mo po doon ang nararapat mong gawin.
good day sir!
ask ko lng po kung magkano mkukuha na END OF SERVICE AWARD kapag ikaw ay naka 2years lng sa company?
pwede n po b ako mag exit kung ang contract ko may balance pa na 15 days bago matapos?
salamat po sir at more power sa inyo!
Nakapaghintay ka nga ng isang taon at 11 months and 15 days – yong 15 days lang hindi mo kaya? Taposin mo na ang iyong kontrata upang maganda ang iyong Exit.
Tungkol sa ESB, Upon the end of the work relationship, the employer shall pay the worker an end-ofservice award of a half-month wage for each of the first five year…..(Art. 84, SLL)
gud day, sir my mga questions lng po ako, sir pag po terminated k sa work mu.. anu po maillagay sa passport mu ? is it exit, o deported or terminated??
i need your response, sir is it true n pag napauwi k sa pinas di k na mkkbalik sa saudi?? for 5 years??
EXIT po. Hindi po totoo ang balita not unless pipirma ka na hindi babalik sa KSA after 5 years.
Hi Sir Bong:
Waiting for your reply po. I sent a message last March 23, 2012.
thanks,
buks
Buks, siguro nabasa mo ang PAUMNAHIN ko sa ating blog sa SIDEBAR. Sorry po. Puwede po bang pakiulit ang iyong katanongan.
salam sir; gud day po ! kung hindi po sakop ng saudi labor law ang mga hsw household service worker ? ano po ang bisa o tibay ng contract na pino process dyan sa consulate at sa poea saan at kanino po pwedeng humingi ng assisstance kung may pag labag sa pinirmahang kasunduan ? ang imployer ? ako ay mag sa sampong taon nang family driver dito sa jeddah from 26 october 2002 to present ? ni rerequest ko po ang aking 15 days paid vacation for every yr of service total of 7,500 riyals po for 10yrs ! nakasaad po ito sa second page terms and condition no. 9 sa contract pilit pong itinatanggi ng employer ko wala daw po kontrata ? every 2 yrs po pag vacation ko remind ko sya hanggang sa mag reform po noong Dec 16 2006 and march 1 2007 naging hsw po gusto ko pong mapakinabang ang benipisyong ito sir sa 10 taon kung sakripisyo parang wala pong atay at puso ang aking amo ? pwede pong makabili ng isang motor na pang hanap buhay kung ipag kakaloob ! nitong mga nakaraang araw po buwan ng marso parang naging mainitin sya na ipinagtataka ko ?hindi naman sya ganon dati lahat ng gawin ko lagi syang may puna ? parang demanding na sya ? lahat ng gawin ko parang mali ? sinabihan ako ng lying and playing games sa telepono habang nag lilinis ako ng kotse 7 po ang kotse nya pinag papalit palit nililinis ko pong lahat yon bago gamitin at pagkatpos gamitin ginigising po ako ng alanganing oras sa gabi minsan madaling araw na pra balutin lang ? March 15 po pag ka sabi nya ng lying n playing game sinurender ko po ang susi ng kotse kinuha din yung ibang susi then kinuha po ang aking iqama at licensya? sinabihan akong mag mula ngayon kalas naraw ? pilit akong kinakausap ako nunga ama na mag balik ? sabi ko sir ayaw ko na ! ang problema yung anak ang sponsor yung ama nag papasweldo? madalas silang mag argue ? pag may utos ako unahin mo ako sponsor mo yung isa naman ako unahin mo ako nag papasweldo sayo ! lito po ako ? dalawa siang umuutos ng sabay? ngayon po naka standby ako sa kwarto hintay lang kung ano gagawin nila? nag file po ako ng notice effective 01 april 2012 pro nakiusap yung amo ng misis ko na maghintay hanggang june pag tapos ng skwela baksayon po ang misis ko para sabay na kami ! kapatid po ng amo ko ito mutawwah mabaiit po sya na ang mag papasweldo sa kin hang gang june pag uwi isang villa lang po silang magkakapatid nasa 1st floor yung amo ng misis ko nasa second floor naman amo ko tumutulong ako sa trabaho ng misis ko hangang sa pag uwi lang ? Sir kailangan ko po ng inyong payo o tulong sa pinakamaagap na panahon ! salamat po romeo !
Hindi sa ibig sabihin hindi kayo cover sa batas paggawa ng kaharian e wala na rin po kayong karapatan na magreklamo. Puwede po kayong magreklamo sa ating Embahada or POLO upang malaman ang side ng inyong employer. May korte rin po na puwedeng litisin ang reklamo ng FHSW sa kanyang employer kung ito ay kinakailangan or may solid na ebendensya ang FHSW na nilabag ng employer ang mga sumusunod:
Please find below Shoura Council’s directives on this regards.
- Require employers not to demand the workers to undertake chores that were not mentioned in the work contract or to send them to work for someone else.
- A worker should get nine hours of rest every day; he or she should not be asked to do a job that is injurious to health or damaging to honor, and he or she should be provided with suitable accommodation and allowed breaks for entertainment, prayer and food.
- The employer should prepare three copies of the contract in Arabic with translation. The employer and the worker will each keep a copy while the third copy is to be filed in the recruitment office.
good day,
meron lang po akong mga katanungan. ano po ang pwede kong ilaban kung ako ay tanggalin ng employer sa trabaho kung wala naman akong ginagawang masama.
3 po kaming pinoy IT sa Aramco, 2 (software) at 1 (hardware printer).
yung hardware po namin ay nilipat sa riyadh at pinalitan ng saudi.
di sa pagmamayabanag pero ito pong saudi eh walang ka alam alam sa pag a-IT mapa software man o hardware. sa tingin ko dahil lang sa saudization kaya ito nilagay sa area namin. kinukulit ko po kasi na magpadala ng hardware printer technician sa lugar namin at di naman kami ganun kahusay pagdating sa hardware problem. sa madaling salita halos kaming 2 lang ang nagtatrabaho dito at yung saudi eh petiks lang. ang panakot ng employer eh kailangan daw alisin ang isa sa amin para lang maglagay sila ng printer technician. nagsasawa na po ako sa ganung salita nya at gusto ko na po silang hamunin.
kung sakaling magka ganun at ako naisipan nila pauwiin ng pinas, ano po ang mga pwede kong ilaban at makuha?
maraming salamat po
Article (80):
An employer may not terminate the contract without an award, advance notice or indemnity except in the following cases, and provided that he gives the worker a chance to state his reasons for objecting to the termination:
(1) If, during or by reason of the work, the worker assaults the employer, the manager in-charge or any of his superiors.
(2) If the worker fails to perform his essential obligations arising from the work contract, or to obey legitimate orders, or if, in spite of written warnings, he deliberately fails to observe the instructions related to the safety of work and workers as may be posted by the employer in a prominent place.
(3) If it is established that the worker has committed a misconduct or an act infringing on honesty or integrity.
(4) If the worker deliberately commits any act or default with the intent to cause material loss to the employer, provided that the latter shall report the incident to the appropriate authorities within twenty-four hours from being aware of such occurrence.
(5) If the worker resorts to forgery in order to obtain the job.
(6) If the worker is hired on probation.
(7) If the worker is absent without valid reason for more than twenty days in one year or for more than ten consecutive days, provided that the dismissal be preceded by a written warning from the employer to the worker if the latter is absent for ten days in the first case and for five days in the second.
(8) If the worker unlawfully takes advantage of his position for personal gain.
(9) If the worker discloses work- related industrial or commercial secrets.
good day!
sir, ask ko lang po if dapat ba mag terminate ang company na hindi pa tapos ang contract? … dahil ang reason po nila sa company namin … wala na daw silang project na makukuha so tenirminate nila kami i was working all most 9 months palang …
Question:
1. dapat ba silang mag bayad sa remaining months
2. pwede ba namin silang eriklamo sa owwa if ever hindi sila mag bayad
salamat
Puwede po ninyong ireklamo ang employer sa Saudi LAbor Court at hindi po sa OWWA. Puwede rin kayong dumolog sa ating POLO for exact advise kung ano ang nararapat ninyong gawin.
Dear Sir,
Nag apply po ako ng Dental Technician sa pilipinas march 2001 kahit graduate po ako ng Dentistry at pinayagan namn po nila at work po ako for 10 years sa isang Polyclinic as dent tech ang iqama. Mag business partner po ang dalawang amo ko. Nag bakasyon po ako nitong Sept.2010. Pag balik ko nag hiwalay na daw ang dalawang amo ko, at yung anak ng amo ko ang nag manage. Napalitan ng bago ang iqama sa pangalan ng bago kung amo. So tinuloy ko po ang work hanggang dec. 2011 sinabi ko po na exit na ako sa march 2012. Kinukuha ko po ang ESB ko for 11 years sa anak ng amo ko pero ayaw nya ibigay, pina labor ko po sya, ang sagot nya sa labor pag meron dw akong shahada or papers na nagpapatunay na pwede akong mag work as dent. tech kahit dentistry ang papers ko ay bibigay nya ang ESB ko. sabi ko noon ko pa nga binigay pero wala kayong ginawa, nakapagtrabaho ako ng 11 years tapos ngaung pa exit na ako eh kukunin nyo ulit.
Sabi sa labor hintayin ko daw yung papel ko kung ok o pwedeng mag work ako kahit dentistry ang papel, kasi po pinadala sa riyadh. Sabi ko nga sa kanila na ano pa silbi ng papel ko eh pauwi na ko ayoko ko ng mag work sa kanya.
Tanong ko lang sir, Makukuha ko po ang ESB ko kung hindi pumayag na mag work ako as dent. tech?
Kung kinakailangan ng Labor office ang dokumento or shahada, dapat po kayong mag comply. Kung nakasampa na ang complaint mo sa labor Saudi Labor Office, hintayin na lang po natin ang pasya nito.
Kung ano man ang profession na nakalagay sa iyong work permit, ito po ang dapat ninyong trabaho. At kung mapapatunayan na natupad mo naman ang tungkulin bilang Dental Technician sa kabila na ikaw ay Dentistry graduate, maaaring ang batas ay panig sa iyo upang makuha mo ang ESB.
Sir bong,
Good Day…
i am planning to resign coz i have a new offer from qatar. I arrived here in ksa last january of 2010 on visit visa and i had made 2 exits before i was given a working visa last november 2011. i did not receive any contract when i joined the company, i only signed an offer letter two years ago but no contract was ever made after that. technically, i completed the two-year duration of the contract last january 2012. am i allowed to resign considering that my iqama is less than 1 year? some peps are saying that i might be allowed to resign but i might also pay them back with all the expenses incurred. this cannot be called a breach of contract since i started two years ago and technically my contract if you wanna call it, ended last january 2012. and heres the thing, they had let me sign a new offer letter before i came back last november but i had kept conversations between me, the HR supervisor and my project manager that the offer is only just a “dummy” so i have something to present to the poea for exit clearance. nothing was changed in the offer except for the date. i believe i can leave this company if ill make up stories and file for an emergency leave. what is important to me is a graceful exit. i dont want to be banned from coming back to ksa again if had to coz my name is on the blacklist.
please advise.
best regards,
joe
Sabi mo nakatapos ka na ng 2 years even in the absence of a work contract, and no contract was made after that – therefore, your contract is indefinite term of contract. It means either party can terminate the contract. Tungkol sa ticket, sabi mo wala kang kontrata, ibig sabihin di natin alam ang arrangement ninyo ng iyong employer. Pero usually ang ticket ay tuka na ng employer pag natapos ang kontrata.
The employer shall bear the cost of exit visa and return ticket to the worker’s home country at the end of the relation between the two parties. (Art. 40 par 1, SLL).
Hello Sir,
Im OFW dito sa Khobar, KSA. Sir me rights ba ko na humingi na bakasyon after 1 year sa employer ko ? Base po kasi sa Confirmation of Acceptance na pinirmahan ko sa Agency is:
Duration of Contract : 2 years
Vacation Leave : 21 Days
Jun
Puwede po kung papayag ang employer pero kung basihan po natin ang nakasaad sa iyong kontrata, dapat lamang na magkaroon ka ng bakasyon after the duration of your contract.
The info is vastly nice. I am recurrently a wordless reader however compelled me to draft this time. splendid post.
Sir,
Ano po ba ang dapat naming gawin,kasi tatlo kami dito nag file ng EXIT nung first week of January 2012 sa supervisor namin tpos nag stop work kami Feb. 26,2012 at pinayagan naman kami at agad na pirmahan yung clearance namin tapos yung kulang nalang ang HR kasi may nasilip siya na March 01,2012 daw matapos contract namin so ang nangyari nag resign daw kami.Ang tanong po diyan,bat pinirmahan ng General Manager yung application for EXIT at yung Manager namin eh maliwanag naman ang nkasulat ay EXIT at meron kaming photocopy.Heto pa yung nangyari Sir,yung supervisor namin nag bakasyon last week of January 2012 at ang sabi niya pinasa na yung application namin sa HR manager tpos ang sabi ng HR wala daw sya natangap dahil bago lang siyang HR manager.Ano ba ang dapat naming gawin Sir kasi until now andito pa kami at wala pang sahod kaming natangap this month of February.
Pasensiya na Sir,kasi wla na kaming pera pag tatagal pa kami dito sa Riyadh..Salamat Sir
Daryl,
Anong status po ninyo ngayon. Sorry at ngayon lang ako nakapag update sa mga comments natin dito sa blog.
Bong
good po.. im working as a nurse, my contract will end on june 5, 2012 but i, planning to resign on april 30 due of my health condition. (carpal tunnel syndrome) i asked my head nurse to assign me in different area (few patients) coz im working in area which aggravates my condition but she didnt even do any action for that. so maybe i could go home to get some rest. can i get all the benefits like the separation fee? or what can i get? thanks a lot!
If the work relationship ends due to the worker’s resignation, he shall be entitled to one-third of the award after a service of not less than two consecutive years but not more than five years, two-thirds if his service is in excess of five consecutive years but not less than ten years and to the full award if his service amounts to ten or more years. (Art. 85, SLL)
hi sir bong,
itatanong ko lang po sana kung entitled pa ba ako makakuha ng annual bonus namin kasi nag end na ung 2yr contract ko by march 6 tapos nag file na rin ako ng exit for april 5.ang release ng annual bonus namin is march 15. im stiill working on my office and ang stop work ko will be march 31, sa tingin nyo po ba eh dapat pa nila ako isama sa head count nila for the annual bonus?
kung sakali po na dapat pa nila ako isama sa head count nila for the annual bonus at hindi nila ibingay sa akin un saan ko po kaya pede ilapit ung bagay na ito?
maraming salamat and godbless!
Kung ito ay nakasaad sa kontrata puwede mo itong ipaglaban pero kung wala, wala po tayong magagawa, hindi po ito nakasaad sa Saudi LAbor Law na kailangan na may bonus ang worker taon taon.
hi, good day! i just want your opinion about my situation. i’ve read the saudi law but its not clear to me regarding the indefinite contract, if it is applicable to my situation or not. i am working here in KSA for more than 2 yrs already. i finished my first contract july last year but my company did not give me new contract because they said it is renewed automatically even without my signature affixed on it. so now, i am continuously working because as they said, as per company policy,there’s no need for contract renewal, after the end of our contract, it is automatically renewed for another 2 years. hoping for your opinion about this. thank you!
You are in unspecified or indifinite period of contract which means, the expiration date of your iqama is the expiration of your contract.
Dear Bong,
May isa po akong SUPPLIER based on Al Khobar po siya na ipapakulong nya daw po ako dahil po nag threat daw ako sa kanila. Kasi po yung rate per hour ko in Saudi Riyal eh di po nagkakasundo tapos 3 to 4 months pa daw ibibigay yung extra time ko na yun. Kaya po nag email po ako sa kanila na isusumbong ko sila sa MAIN CONTRACTOR namin at sa POLO Office kung di nila ibibgay gusto ko. Tapos bigla sila tumawag na pwede daw ako idala sa jail sa threat daw ko na pagsusmbong. Gaano po katotoo yun? Asa SAUDI LABOR po ba yun. Salamat po.
Makukulong lamang ang isang tao mapa Saudi man or sa ibang bansa kung ito ay may mabigat na kasalanan at siyempre po dadaan po ito sa proseso upang maparusahan ang nagkasala.
Hindi po puwedeng makulong ang isang tao dahil sa ipinaglaban na karapatan. Karapatan mong singilin sila dahil pinagtrabahoan mo ito.
good day sir Bong,
nandito po pala ako sa riyadh ngayon sir working as PDN sa bahay, simula pa po nang dumating ako dito ayaw ko na po talaga ugali nang employer ko kasi hindi po kami pinapakain ako po yung bumibili nang food ko sa 1500sr nasahod,then wala pong standard na binabasihan sa work ko as a private nurse kahit sino po ang nagbibigay nang utos kahit bata kasama,kahit alam ko pong mali ginagawa ko nalang po kasi nagagalit sila pag ayaw ko silang sundin kahit maysapat na rationale ako, noon ko pa po gusto lumipat nang employer may tumawag po sa akin bagong employer from jeddah babayaran niya po lahat kahit mag kano hilingin nang previous employer ko pero hindi nila ako pinayagan umalis then nagyon po 4months to go nalang sir matatapos napo contrata ko pero walang araw kaming hindi nag aaway sa mga tao dito,hindi po nila ako binigyan ng vacation sir kahit humingi ako then wala then po akong day off kasi sabi nila no need daw nasa bahay lang naman daw ako nag tatrabaho pero nakakapagod sir kasi ako lang mag isa yung nurse dito tapos big bedridden yung patient.nasa contract ko po na entitlled po ako nang once a year vacation sir , then ngayong bago lang po they assault me , 10 times ko na pong hiniling sa kanila na i balik nalang nila ako sa agency dito sa riyadh but ayaw nila sir. sir my question is
1. pwde po bang advance yung uwi ko instead of july3,2012? kasi wala akong vacation at day off.
2.kailangan ko po bang gumawa pa nang formal letter to informed them na gusto kung umuwi at the end of my contract?
3.pag uwi ko sir ano po ba mga benefits na pwede ko hingiin sa kanila?
4.then sir what if po hindi nila ako pauwiin pagkatapos ng contrata ko?pwede po ba ako umalis dito sa bahay at mag stay nalang mona sa agency hanggang sa makauwi ako?
sir im waiting for your express reply thank you
more power to you and god bless you sir Bong
1) Puwede mong hingin ito sa amo na uuwi ka ng mas maaga dahil hindi ka naman nakapag-bakasyon. Although sa sulat mo, parang malabo na papayag ang amo mo. Pero wala namang mawawala kung mag try ka uling sumulat at magpakumbaba na aprobahan ang iyong request. Kung may magandan kang reason, mag isip ka na kung ano yon.
2) Para dokumentado ka kung sakaling hindi ka pauwiin at least may sulat ka na pruweba at magagamit pagdating ng araw na nag-abiso ka sa kanila. Itago mo ito, mas maganda kung may acknwledgement na na-receive nila ang sulat notisya mo.
3) Ang private nurse po ay kahalintulad po ng Filipino Household Worker dahil nasa bahay ka anag-work. Sorry at hindi po kasama ang mga ito sa Saudi LAbor Law kaya wala po kayong makukuhang benepisyo kundi kung ano lang ang maibigay nila.
4) Kung gusto mong mag stay sa local agency, magpaalam ka muna sa agency na gawin mo ito. Pangalawa, dapat rin po na mag report ka rin sa ating POLO/OWWA or embahada upang ma-monitor nila ang iyong situwasyon at alam nilang nasa local agency ka tumuloy. Sa ganitong paraan, alam ng lahat kung nasaan ka at madali ang pag-monitor sa iyo.
Pero payo ko, kausapin na lang ng mahinahon ang employer mo na yaw mo na talaga. Malay mo at maawa rin sila at maka-uwi ka na walang problema. Good luck!
sr my tanong po ako .kung sakaling hindi ko parenew yung iqama ko kc sa july papo yung expired nya.ayaw kona pong mag renew kc malapit nadin yung end off contract ko nitong may .mag file napo akong exit ala pong problema yun..ty u sr
Kung matuloy ang uwi mo with EXit clearance, wala pong problema.
Sir Bong,
Ask ko lang po tapos na po ang kontrata ko sa isang kumpanya sa Jeddah na tatlong taon and then umuwi po ako ng pilipinas para sa bakasyon and then suddenly napilitan na akong magresign sa kadahilan na maraming problema d2 pumayag po ang aking boss at may katibayan pong email na pumapayag sya hindi nga lang po formal letter. Meron po ba akong karapatang makuha ko pa ang ESB ko?
OO naman. Please read:
Article 85. If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years.
Sir,
Hindi po malinaw sa akin ang policies regarding NOC at pagreresign s pagbabasa ng blog nyo. Gusto ko sana malaman ano ang mga implications at pwedeng mangyari. Una ay nais ko magresign at lumipat sa ibang company within the kingdom pero stated sa contract ko na i-shoulder ko lhat ng expenses incurred pagpunta dito if i wish to terminate my contract. Tanong ko lang po kung pwede itransfer ang visa sponsorship sa lilipatan ko at hindi ko n kailangan mag exit, at kung mageexit naman ako irerequire ba ako ng saudi embassy o ng ahensya sa pinas ng NOC para makabalik. Gaano katagal po kaya makakbalik once na magresign ako para lumipat sa ibang company.
Regards,
Gbernabe
Simple lamang po sa tagalog.
NOC – ang NOC ay No Objection Certificate na hinihingi ng Saudi Embassy sa atin pag nakita nilang dati kang worker dito at babalik sa Saudi na kung saan ang bago mong employer ay kapareho ang linya ng bisnis nito sa dati mong employer. At ang posisyon na hinahawakan mo ay naging daan upang malaman mo ang mga sikreto ng kanyang bisnis.
Ang NOC po ay hindi po COMPULSORY at ang NOC po ay binibigay lamang ng employer sa worker kung gusto niya or hindi. Ibig sabihin, nasa diskresyon po ng employer kung bigyan ng NOC ang worker or HINDI, kung ang worker ay hihingi nito.
Kung ikaw naman ay mag-resign at binigyan ka naman ng EXIT clearance ng iyong employer, anytime po kayong bumalik sa KSA kung gusto mo. Pero, tandaan mo, huwag kang pipirma ng anomang undertaking or promissory note na nakasaad doon na hindi ka babalik sa Saudi sa loob ng isa o dalawang taon. At kung arabi man ito, may karapatan kang tumangging pumirma.
NGUNIT bago ang lahat, tingnan ang iyong kontrata at alamin kung may nkasaad ba doon, na kung sakaling matapos ng worker ang kontrata at umuwi na sa kanyangbansang pinanggalingan, muli lamang siyang makabalik sa KSA pagkalipas ng dalawang taon.
Kung wala ito sa iyong kontrata, YOU ARE FREE TO COME BACK TO KSA, anytime of the day!
Sa english naman po tayo.
Can the employer be obliged to issue a No-Objection Certificate (NOC) in favor of the worker?
Answer: No. A worker cannot compel the employer to issue a no-objection certificate for the purpose of returning to the Kingdom. However, the employer is required to give the worker upon his request and free of charge, a Certificate of Work Experience, indicating the date of his employment,
date of end of his work, his profession, and the last wage received. If the certificate contains any remarks that are prejudicial to the worker’s reputation or likely to limit his employment chances, the reasons shall be given. (Art. 64 par 1, SLL)
When is a No-Objection Certificate needed in case of workers who want to return and work again in the Kingdom?
Answer: As a general rule, a worker would not need a No-Objection Certificate to return to the Kingdom for work. However, if he had been previously holding a sensitive or highly confidential position where he was privy to his employer’s business or trade secrets, he needs NOC if he returns for
work within 2 years. This is necessary especially if the Work Contract of the worker contains provision prohibiting reemployment within two years. (Art. 83, SLL)
Article 83: If the work assigned to the worker allows him to get acquainted with the employer’s customers, or to have access to his business secrets, the employer may require the worker in the contract not to compete with him or reveal his secrets upon expiration of the contract. For this condition to be valid, it shall be in writing and specific in terms of time, place and type of work and to the extent required to protect the legitimate interests of the employer. In all cases, the duration of such agreement shall not exceed two years from the date of termination of the relationship between the two parties.
dear sir bong,
Salam!
ASSALAMOALAIKOM! I am an employee of Al Takamul Medical Group and I file this complain against my employer Mr. Raad Saad Arim for not following the contract.
The Al Takamul Medical Group has four branches: Khamis Mushait (main office), Al Wadiyen, Azisia, and Khamis Al Bahr. Almost all the employees have the same complain against this employer.
In my 3 months of stay here in Khamis Al Bahr Polyclinic under Al Takamul Medical Group, my life here did not please my needs as an individual or even as an employee because of neglect of an inconsiderate Modir, Dr. Ibrahim Mohammad Ghanim and Employer Mr. Raad Saad Arim.
The Modir did not even ask what I need, did not even ask Ali (cleaner) to clean and prepare my house, did not even orient me about the house rules and regulations in handling and giving patient care at GP and same with his wife, did not also orient me what to do in Dental Assistance during my first day of arrival until first day of duty. Ms. Priya Jeganathan, my co-nurse, did all these orientations to me and helped me clean the nurses’ house.
I arrived here at October 7, 2011 (Friday) and started my duty on October 8, 2011 (Saturday). I did not have salary for the month of October and already received my first salary on November 30, 2012. I signed for a total of 2,200 SR or equivalent to one month salary for my deductions. It is written on my contract, No. 14: Remittance: The Employer shall assist the Employee in remitting __% of his basic salary to his beneficiaries and dependence or to his own bank account in the Philippines through the proper banking channels or other means authorized by Law. But on my case, the employer or Modir never asked that’s why I ask Mr. Ibrahim Macabuat and Mr. Mohaimen Dimaro to send money to Philippines for me. Where is his concern? I tried to ask my co-employees why they allow these things to happen, it’s even legally written in our contract what should be followed and the grounds to complain if some things are not right. Then, that was the time when they told me that the employer does not follow the contract that we signed and that this polyclinic has no license given by the Ministry of Health of Kingdom of Saudi Arabia. This clinic has been also closed many times already because of not passing the requirements of the Ministry.
It’s my 4th month here now; allow me to report to you the things I noticed from the start since I got here. Dr. Ibrahim is choosing his patients depending on his mood. He doesn’t even go down at 9 in the morning and 4 in the afternoon for duty- he is always on-call, same with his wife, Dra. Shaimah. There will be time that he refuses many patients because he doesn’t want to go down and sometimes he even says he will stop work but after some time he will again receive patients. There is also this time that he tells some of the patients who need suture that we don’t have suture materials here even though we have it. Most of the time also, he tells me to Marry him and even ask some of our patients if they want to marry me or if I want to marry them which is a disgrace to a woman like me.
Last November 2012, I complained to my employer and agency because the two doctors let me take over on their children while we are on duty. Like when, I am assisting Dra. Shaimah at dental, and her child Ahmed is crying, she will ask me to get him and to make him stop crying; I do this while suctioning the saliva of the dental patient on my other hand. Also at ER, if we have GP patients, Dr. Ibrahim will tell me “catch him marj” and then he will give me his child Ahmed. It is good that my employer called them, but what’s not good is that they confronted me and asked who complained to our employer and that they asked me if I get angry when they ask me to look after their children, as if it’s me who lied to the employer. They denied to our employer that they make me a babysitter most of the time during duty. Most of the nurses who came here, knew and experienced being babysitter.
As we all know, Doctors should be one of the best models when it comes to cleanliness and proper hygiene. Ever since I came here, he comes down and interacts with the patients without wearing appropriate clothing (soiled white Saudi dress of men and boxer shorts inside). In addition, most of the time he brings down their trash which includes the soiled diapers of his children even after Ali cleaned the clinic. This is already a health hazard to our patients because he leaves it just near the reception area wherein patients pass by. Is this how a good model for health should be?
I don’t know how long he has been doing these things to other nurses and to your clinic and what other cheating he has been doing because I am just new here, but it doesn’t mean if I am new that I will not voice out the bad things that are going on here- I guess it is my right to speak out and your right to know.
Last January 26, 2012 at around 10:20 in the evening, a patient who has a large abscess on the left foot came. I assessed the abscess and presumed that it is for incision. So, I asked Ali to call Dr. Ibrahim but no one answers their phone at house, then I also tried to ring their phone while Ali went outside the clinic, still no one answers. Since I am not yet that good in speaking in Arabic, I told Dra. Noor that no one answers the phone at Doctor’s House so she can tell the patient and if they want they can just go Muhail (next town) but the patient asked what time will he be around tomorrow, and we said at 9 or 10 in the morning. The patient said they will just come back tomorrow.
It was January 27, 2012, between 10:45 to 11 in the morning, the same patient came and Dr. Ibrahim and I attended on the patient. The patient told him that they came here last night and told them that the doctor is not around. He then shouted at my name and asked why we did not call him. I told him that we tried to ring their house phone twice but he insisted that no one did it. He is opposing with the truth and it makes trouble here.
Last January 29, 2012, at around 9:30 in the morning, Dr. Ibrahim and I had an outside patient; he brought with us his two children which gave me another responsibility to take care of. The travel was so long, it took us two and half hours to get to the patient’s house. So, after we attended on that patient, when we are about to ride the car to go home, Dr. Ibrahim told me to sit in front beside the driver so that he can look after his children at the back. I refused because I know that it is not right to sit beside a man if he is not my husband and bad thing is that the man is also married. He insisted that it’s alright, “no problem”, good thing that the driver is in his proper state of mind and also refused and said “it will be a problem”. We got back at the clinic at already 1:45 in the afternoon. At night of the same day, during my duty time I already felt weakness and almost chilled, I resisted that feeling and wait for the duty to end. After duty, I told Dra. Noor, who was with me in the house, that I am not feeling well. Priya gave me Glucose 5% for some strength. I had worse body malaise due to fatigue because of working alone for two doctors and I still have on-call for 24 hours. I had no more enough time to rest and sleep and my meals are not on the right time. I informed Dr. Ahmed Arim, the brother of my employer who is now taking charge of all the polyclinic branches that I am already getting sick and tired of working alone. I told him to send another nurse here, but he just ignored my message, no reply and did not answer any of my call.
Once, we also had an outside patient which is just near the clinic although, after assessing the patient, we had to go back to the clinic to get some paraphernalia which we need to give the patient and I admit that my fault that I forgot to put in the bag because I also had my patient in the ER just before we leave for this outside patient. So, when we are about to go back at the patient, he just let me go alone with the driver and attended the patient by myself while Dr. Ibrahim went to Suk (market) to buy their food. Sometimes also, when he is lazy to go down, he only talk to the patient and then let me write prescriptions and in worse case, he lets me give medications without him seeing the patient. I refused but he said it’s ok, but I know that if something adverse happened to the patient, he will not stand for me. With this, my life here is highly risk.
Since I noticed that nothing is happening about my concerns, I already asked my agency in the Philippines; Al Sadiq Manpower Corporation, to help me communicate with my employer. They promised me to help me solve my problem. Every now and then I follow up, but it seems that nothing happens. Everything is just the same, I’m still working alone and honestly I am suffering.
Yesterday, February 27, 2012, I received my salary and I had two days cut salary without any legal reason. I am on my 4th month here and still I don’t have my IQAMA (Residence Permit), I already have a total of 4,311SR deducted from my salary including my October month salary which I did not receive. I informed my agency again regarding this, but they just promised me again to wait until they talk to my employer. I told them that if they can’t help me, just tell me so that I will not expect for nothing and that I could find another who can help me get out of this employer.
As my POEA contract (Standard Employment contract for Filipino contract workers in Saudia Arabia) No. 15 b. states that: Termination by the Employee. The Employee may terminate this contract on the following grounds namely:
Serious insult, inhuman and unbearable treatment, violation of the Terms and Condition of the employment contract by the Employer of his Representative. Sub- human working and living conditions, failure on the part of the Employer to pay the salaries/ wages of the Employee.
The Employer shall pay the repatriation expenses back to the Philippines.
Thus, the above mentioned article of my contract, legalize my will to terminate my contract without any expense from me.
The complainant wish to be sent home as soon as possible and already talked to her agency in the Philippines- Al Sadiq Manpower Corporation to help her communicate with the employer. The employer told the agency to just wait but there is no further action from the employer. The complainant also tried to call the Philippine Embassy for assistance but no one answered the call.
P.S.
Last thursday, March 1, 2012, hapon at around 4:00pm, tinawagan ko ang modir ko, nagpaalam ako na hindi ako makapagduty dahil halos po matumba ako sa hilo at naduduwal ako, ang isinagot nya sakin ay on-call nalang daw muna ako, tatawagan nalang daw po ako pag may pasyente., ang kaso po, sunod-sunod din ang mga pasyente kaya akyat-baba din ako, mas nakakapagod kaya bumaba nalang din ako at nagduty.nagpapresyon po ako sa modir ko dahil wala na pong ibang pwedeng gumawa nun, bumagsak po ang BP ko sa 80/60mmHg. Binigyan nya ako ng Normal Saline na swero ngunit pagkatapos ng 500ml na swerong yun ay hindi parin bumuti ang pakirmdm ko. Hilong hilo padin po ako pero pinilit kong tapusin ang duty ko hanggang 10pm.
The next day, Friday, March 2, 2012. Nilagnat na po ako, ang nasa reception area ay yung cleaner namin, dahil hindi pumapasok yung receptionist namin na saudi pag friday. kaya sya ang nagbabantay sa ibaba kahit hiindi marunong magsulat at magbasa. Ngayon po, may on-call na pasyente, tinawagan ako ni Ali, ang sabi ko hindi ako makakababa dahil may sakit ako, nagsusuka at hinang-hina ako. Habang ako po ay nagpapahinga, nagising na lamang po ako sa ingay sa may pintuan ko, halos magiba yung pintuan ko pinipilit buksan, pinuntahan ko at binuksan, pagkabukas ko po yung modir ko, galit na galit saken at pinapababa ako dahil may pasyente daw po. Pinipilit po ako magtrabaho khit may sakit ako, ininform ko na sya na may sakit ako at nagtext din po ako sa employer ko kung maaari ako magfile ng sick leave ngunit walang sagot galing sa kanila..
SIR BONG, ANO PO DAPAT KONG GAWIN?? Gusto ko na po iterminate yung contract ko, isn’t i have enough grounds to terminate it as my statutory rights?
Thank You po..
Hi Bong,
Good day!
Sana matulungan mo ko kasi di ko alam kung may karapatan pa ko maghabol sa kumpanya na pinag trabahuan ng Mister ko for 29 years. 4 years ago May 2008, umuwi sya na nakatulala. I had him checked after 2 weeks and he was diagnosed with Dementia. Nagpunta ako ng OWWA pra makahingi ng tulong, but they told me na wla daw sila magagawa kasi wla akong medical certificate para patunayan na ganun na ung sitwasyon nya issued by the accredited doctor ng kumpanya nya. Ngayon ko lng nalaman na hindi sya nag resign sa work nya kundi pra magbakasyon lng. But due to his condition, di na sya nakabalik. May habol pa po ba kami? thank you po and more power!
Mariam, matagal na ang 2008, wala ba kayong ginawang communication man lang sa kanyang employer tungkol dito. Sayang po ang makukuha niya na benefits for 29 years na paninilbihan sa employer. ibig po ba ninyong sabihin, sa loob ng 4 na taon ngayon lang ninyo ito nalaman na nagbakasyon lamang siya?
Sir Bong
ask ko lang po if may laban ako sa company ko, tapos na po yung 2 yrs contract ko last February 19,2012, at nag file ako ng exit sakanila, but they not allowed me na mag exit. im working for them as secretary, at ang reason nila kung bakit di nila aq pdeng i-exit dahil wala pa raw akong kapalit, . . actually hindi po talaga ako secretary ng mapunta ako dito, i work as a Labor at nilagay lang nila ako dun nung makita na may alam ako sa computer and software, ang mahirap po eh ung sahod ko eh pang Labor lang po, e samantalang ako na ang gumagawa ng trabaho ng accountant and production supervisors, hanggang ngaun po ay hindi paren nila tinataasan ang sahod ko at madalas delayed pa. wala ren kameng safety sa Factory .. , at anytime pdeng ikamatay ng tao namen. meron na po akong nahanap na trabaho now, hinihintay na lamang nila ang pag eexit ko, bibigyan na nila ako ng visa bago ako bumalik pinas at ang problema ko nlamang ay ang company ko ngaun. ano po ba pdeng laban ko upang ibigay nila saakin ung Final Exit visa.
sana po matulungan nyo ako… GODBLESS po
Wala po silang magagawa kung ayaw mo ng magtrabaho dahil finish contract ka. Sulatan mo sila uli at sabihin na kung hindi ka pauwiin magrekalmo ka sa Saudi Labor office.
Ngunit ang iyong employer ay may karapatang humingi ng palugit kung ito ay talagang valis reason, katulad ng pag hintay sa iyong kapalit at kailangan ka sa trabaho sa mga oras na ito. Ito ay nakasaad sa batas.
Sana nong araw na tinaggap mo ang trabaho bilang Secretary, dapat lamang na humingi ka ng additional compensation regarding your new position. Karapatan mo ito.
Good Morning Sir Bong,
May tanong lang ako regarding exit re-entry, last year ng bakasyon ako pero d ako nakabalik, na expire ang visa at iqama one week before may flight tumawag ako sa employer ko 4 days dahil may emergency na nangyare sa na expire un visa ko padalhan daw nila ako within two days pero hindi sila nagpadala ng visa. 1 year na ako dito sa pinas pwede na ba ako bumalik sa KSA. hope you will answer me. thank you and good health.
Malalaman mo kung makakabalik ka or wala kang record sa Jawasat tungkol sa iyong Exit Re-entry noon kung istampahan or aprobahan ng Saudi Royal Embassy ang iyong pasaporte.
Dear Sir,
Hello! i have read the articles and yet i need some clarifications po.i finished my 2-year contract na po and nakapagbakasyon na rn last december.now i came back and signed a resumption of duty po. i plan to go after 1year ulet po sna but for exit n po,possible po ba yun?and if possible po, aling month po ang dapat kong sundin s pag alis – yung nasa original contract ko or yung pgkabalik ko after bakasyon?sana po matulongan nyo ako,thank you very much po.godbless po.
Kung wala kang bagong pinirmahang kontrata, ang ibig pong sabihin ay ni-renew mo ang dating contract at ang contract duration ay katulad rin po sa dating kontrata which is 2 years. Ngayon nasa unspecified period of contract ka, it means your contract will expire upon expiration of your work permit.
Magandang araw po.Ako po si Emmanuel Del Castillo, 35 yrs. Old, taga Cebu, nagtatrabaho sa kompanyang National Telecommunication Co.Ltd. bilang Transmitter Technician ng Radio Station dito sa Dammam.
Sumulat po ako sa inyo dahil nais ko lang po’ng magtanong sa inyo tungkol sa pag e exit namin, dahil sinabi ng companya namin na hindi raw kami pwedi mag exit dahil hindi pa raw tapos ang bidding at wala pa silang tao na ipapalit sa amin.Pahihintayin pa raw kami ng dalawang buwan bago kami makapag exit.Hindi na kami makapaghintay pa ng matagal kasi may importanting bagay din kaming aasikasuhin sa pilipinas kaya gusto na naming umuwi.Patapos na ang kontrata namin ngayong March 25, 2012 at mag e expire na rin ang Iqama naming ngayong May 22, 2012.Paano na kami makapag exit nyan eh kung expire na Iqama namin? Matagal na kaming nakapag file ng Exit last Novemver 29, 2011.Halos Tatlong buwan na.
Ang tanong ko po ay “ May karapatan ba kaming makapag reklamo laban sa konpanya namin kung hindi talaga kami pa uuwiin pagkatapos ng kontrata namin?” “ May Laban ba kami rito?”
Gusto na naming umuwi pagkatapos ng kontrata namin.May kontrata kami diba?Ano ba ang purpose ng kontrata kung hindi naman sinusunod?
Sana po ay masagot nyo po ang mga tanong namin at mapayuhan nyo po kami kung ano ang dapat naming gawin kung sakali hindi talaga kami pa uuwiin ng kompanya.
Salamat Po and God Bless..
An employer may postpone, for a period of not more than ninety days, the worker’s leave after the end of the year it is due if required by work conditions. If work conditions require extension of the postponement, the worker’s consent must be obtained in writing. Such postponement shall not, however, exceed the end of the year the leave is due. (Art. 110 par 2, SLL)
Kung gusto nyo pong magreklamo, bakit hindi? kung iyan ang inyong desisyon. Pero huwag po kayong huminto sa trabaho habang may complaint kayo laban sa employer, ito po ang nakasaad sa batas.
Greetings of Peace Sir Bong!
I am working now for 6 years and 3 months as a Lab Tech in one of the Charitable Dispensaries in Eastern Province. My Manager planned to resign his post last year and in his good intention to secure my situation especially with regards to my salary before he leaves, a 3rd time 2-year contract has been signed almost 2 months before it’s renewal. That time, I haven’t find any new job yet within nearby places. My 2-year contract ends every November 30 and by December 04, 2011, I applied in one of the MOH’s Hospital in Dammam since my husband works there also. After few days, I was called for an interview. January 04, 2012, I was given notice to submit for an NOC. January 14, I submitted my resignation letter as a Lab Tech and I even asked for an NOC and the effectivity will be after 3 months, April 30, 2012. This to give them chance to find for a replacement. The first thing they asked was why and I answered them that my husband works there and he wants me to live under a single roof and to work with him under same company. In fact, from the job application til my medical exam, they know about my plans because I am feeding them informations regarding my on- going job application. Now, the Hospital made a letter regarding my transfer of sponsorship from my present employer to the Hospital. But sad to say, after reading the letter I handed to our Manager, he refused on the ground that they will be penalized for more than 100k once they will release me to the company. That decision was only on his level only and the letter was not given chance to be read by the General Manager.I respected his decision so we will return the letter back to the HR of the hospital. Now, in the NOC, it’s stated that I will be repatriated in my homeland and come back for a new working visa. Here comes the dilemma. My husband is here but I am afraid they will not give me release to him. Can I ask for a legal advice on what to do? Or let’s say, how will I convince them to release me to him in form of writing. I don’t want to leave the place I’ve stayed for 6 years with bad feelings in case they will repatriate me to Philippines at the end of April 30, 2012. Furthermore, my husband will be on his annual vacation next month, March. Also I think, there’s no available new working visa for me to be sent once I go for an exit. Kindly help me regarding my case. A million of thanks and appreciation for whatever reply.
Sorry for late reply. I am also an OFW whose priority is work for my family.
Anyway, your employer has the right to send you home with an NOC on hand. This is your employer’s discretion, meaning wala po tayong legal na paraan para bigyan ka ng release dahil ang release ay nasa desisyon yan ng employer at walap o sa batas na kung hihingi ang employee ng release bibigyan ito agad. Wala po. for me you are lucky enough na bibigyan ka ng NOC dahil ang NOC ay nasa disesyon rin ng employer kung bibigyan ang worker or hindi.
So payo kung kung puwede pa, kausapin mo ng masinsinan ang iyong present employer, malay mo maintindihan ka nila at bibigyan ka ng release na ma-transfer habang nandito pa sa KSA.
Good luck.
Bong
Gud day po! magpapatulong po sana sa kalagayan ng asawa ko diyan sa Riyadh, last July 2011 pa po ntapos contract pero matagal na po cya jan since 1996 pa po,nag expire po yata ang iqama nya pero di siya ma2lungan ng bago company nla ngaun n irnew e2 gus2 n rin sna nya mkauwi pero ayw po yta makicooperate ng dati nya amo?
Dapat pong ma-renew ang kanyang iqama para siya maka-uwi, ano po ba ang dahilan na ayaw itong ayosin ng employer. Siguro po, sabihin ninyo sa Mister ninyo na pasyalan ang ating POLO OWWA.
Hello po. Sir Bong tanong ko lang po kapag final exit ka na ba di na po ba pwedeng bumalik ng saudi? Kc ang visa na binigay sa kaibigan ko ay isang visit visa, wala po siyang Iqama. Ngayon po pinapauwi na po siya ng Pilipinas para daw sa bago niyang visa ang working visa na ifinile dito sa Pilipinas, ganon po ba ang patakaran dapat dito sa Pilipinas ang pagfafile ng working visa. Sabi din po sa kanya na babalik siya ng Saudi sa same company within 3 weeks. Binigyan po siya ng FINAL EXIT nakatatak na po un sa passport niya. Makakabalik pa po ba siya sa Saudi? Ano po ba ang ibig sabihin FINAL EXIT na tatak. Malinis po ba ang patakaran na iyon? Sana po ay matulungan niyo po kami ng kaibigan ko. Marami pong salamat at more power.
Tama po. May exit po siya, ibig sabihin nag exit na po siya pagkatapos ng kanyang vist visa. Tama rin po na sa Pinas ayosin ang kanyang dokumento para magkaroon siya ng working permit pagdating niya dito sa KSA. Makakabalik siya sa Saudi sa dati niyang kompanya na binibisitahan kono. Pero ngayon hindi na KONO kundi DOCUMENTED OFW na siya dahil dadaan napo siya sa POEA.
Sir Bong good day po.. lubos po akong nalugod sa walang sawa nyong pagbigay liwanag sa tulad kong ofw. Asahan nyo po ang pagpapala ng langit sa inyo at sampu ng inyong mahal sa buhay. Ako po ay 12 taon na sa HULYO,2012 sa aking employer.May asawa po ako at isang anak na naka “kapil” sa akin at may pribilehiyong 2 round tickets+health insurance ang aking asawa mula sa aking kompanya kada taon. Nais ko lang po malinawan kung sakaling mag-resign po ako sa ABRIL ng taon na ito kung makukuha ko pa ang katumbas na halaga ng tickets namin itong 2012 (equivalent to 4 plane tickets+ 1 month paid vacation) at kung full 12 years serbis award din ang matatanggap ko.. mabuhay po kayo.
Don,
Salamat. Tungkol sa iyong inquiry-finish contract ka ba? Kung wala kang pinirmahan na ibang kontrata everytime ni-renew mo ito, it means you are in unspecified contract kaya check your iqama expiration date dahil iyan na ang duration or expiration ng iyong kontrata.
Kung resignation man ito or finish contract, natural na sundin ng iyong employer ang batas paggawa tungkol dito.
Upon the end of the work relationship, the employer shall pay the worker an end-ofservice award of a half-month wage for each of the first five years and one-month wage for each of the following years. (Art. 84, SLL) If the work relationship ends due to the worker’s resignation, he shall be entitled to one-third of the award after a service of not less than two consecutive years but not more than five years, two-thirds if his service is in excess of five consecutive years but not less than ten years and to the full award if his service amounts to ten or more years. (Art. 85, SLL)
Tungkol sa ticket, dapat pong basahin ninyo ang inyong kontrata kasi usually when it comes to ticket, ito ay naka specify mismo sa kontrata lalo na tungkol sa family status.
Kung ang tanong mo ay “katumbas” or puwede bang ma en-cash ang halaga ng ticket, ang sagot ko po ay depende po sa employer kung ibigay ang katumbas ng halaga ng ticket into cash at kung hindi ito ibibigay wala pong magagawa ang worker. Please note na wala sa batas ang tungkol sa encashment ng ticket.
Bong
Sir, I came to work as Electrical Technician for maintenace in a pre-cast company i finish 10 month from my 2 year contract. Nag-flie ako ng resignation letter one month before Dec.15 attached together are my complains e.g not paying overtime,transfer of work to pruduction crew for pre cast not related to my work. Unjust treatment of my superiors to supress me to hide thier shortcomming regarding works. Also telling lies to our manager unfortunatly he believes them.
I stop working Dec. 16 to this date . I am still waiting to my exit for 2 month now with out incom. I believed i complated all requirments, only plane tiket are not because they told me they will buy it for me. beforehand i was advised by a certain Ziad from HR office to work while waiting but our plant manager disagree.Ziad said they respect the manager decision.
Sir, Please help me ,…I need your advice para masolve ko ang aking problima.
Sir , Salamat po. more power to ofwempowerment. May GOD bless you of your good deeds.
Sa mga huminhingi po sa akin ng payo kung mag stop work ba sila kung gusto nilang mag-resign. Ang palagi kong sinasabi, huwag po ninyong gawin ang mag stop work dahil maging daan pa ito sa mas malala pong problema. Dito sa KSA mga suwapang ang mga modir, hindi naman po lahat pero usually po ang mga nag stop work ay BINUBURO or pinapatagal nila itong maka-uwi hanggang maiinis ang worker dahil wala ng pangastos sa araw2 dahil wala ngang pera or sahod. Kung tutuosin po, pwede kayong pauwiin kahit bukas kung gusto nila, may mga gimik ang mga ito para ka patatagalin.
Puntahan mo uli ang iyong employer at huwag mo ng hintayin na sila ang bibili ng iyong tiket, maghanap ka ng paraan para ikaw na abibili nito dahil kung batas po ang ating babasihan, ikaw talaga ang mag-shoulder ng ticket dahil hindi mo tinapos ang iyong kontrata. Kung sakali man na medyo nahalata mo na patatagalin pa nila ang iyong pag-uwi, dalawa lamang po ang ating option, lapitan mo uli ang HR at bumalik sa trabaho or lapitan ang ating POLO para ma-mediate ang problema at ma-padali ang iyong pag-uwi. Ngunit don’t expect na maayos ang lahat “in a blink of an eye” – you need to be patience, taasan mo pa ang lubid na hawak mo ngayon upang makapag-isip ng tama at nasa lugar.
Hi
Ako po ay nagtratrabaho sa malaking kumpanya etong project na ginagawa naming ay natapos na, natransfer ako sa ibang project ngayun ay nasa Kuwait ako noong January 28,2012.. tanong ko po pwede po ba ako bumalik ng Saudi? Kahit natransfer ako sa Kuwait meron akong papeles na nakasaad na “notice of repatration” pero hindi ako binigyan ng NOC bago ako matransfer sa Kuwait kailagan ba palitan ang passport pag babalik ka ng saudi, Kasi ang balak ko po magbabakasyon ako at hindi na babalik dahil sa pangit ang pamamalakad ng administrasyon sa Kuwait..
Kung naka base po ang inyong kompanya sa KSA, maaaring makabalik ka dito at dito mangagaling before ka ma-repat back to Pinas. Hindi ko lang po kabisado kung ang “Notice of Repat” mo ay puwedeng galing ka sa Kuwait going back home kung ang employment status mo ay nakabase sa Saudi Arabia. Payo ko sa iyo, ayosin mo na lang ang pag exit para wala kang iisipin na problema kung gusto mo pang babalik sa KSA. Ang NOC po ay nasa diskresyon ng employer kung bigyan ka or hindi.
yung head office mo sa korea pa… tsaka po yung repatration o exit ko ay galing pang saudi… ngayun yung employment status ko po ang nakabase na d2 sa kuwait.. hindi po kasi nagbibigay ng NOC ang company ko.. ilang taon po ba ang banned sa saudi? kung exit po..
Nasa diskresyon lang ng employer kung magbigay or hindi ng NOC. Kung Exit ka, no problem just apply for a new clean passport.
sir,
May contract po akong 2years at sa ngayon po eh mag 1year at 6 mos na po ako.Ang tanong ko lang po eh kung paano po ako makakalipat ng kumpanya ng hindi ko tatapusin ang kontrata ko dahil nagiintay na po sa aking yung kumpanya na lilipatan ko at sabi po sa akin ay sa lalong madaling panahon.Ano po ba ang paraan ang maaari kong gawin para makalipat ako?Ano po ba ang pwedeng mangyari sa akin kung sakali?
Sana po ay matulungan nyo ako.Salamat po at More Power!
Hindi ka puwdeng lumipat dahil ikaw ay may kontrata pa sa iyong employer. Taposin mo muna ang iyong kontrata at humingi ka ng release para makalipat ka. Ngayon kung ayaw magbigay ng release wala klang choice kundi mag exit at kung kailangan ka talaga ng lilipatan mo, humingi ka ng visa at dlahin mo ito sa iyong pag-uwi sa Pinas para mas madali ang iyong pagbalik.
Hi Sir Bong,
magpapatulong lang po sana ako, umalis po ung husband last jan.31, 2012 to work as auto denter in jeddah..nung ngsign pa lang po cya ng contact sa agaency nya dito sa Pilipinas my nakita na po akong mali dun sa contract nya..He signed two contacts po kc, ung sa agency nya at sa employer nya..ung salary po kc na nkasaad sa employer contract nya mas mababa compare dun sa nkasaad sa contract ng agency nya..ang sabi po ng agency , ung contract daw po nila dito sa pilipinas ang ssundun na salary pgdating dun sa jeddah…ngaun po nung nandun na cya, according sa kanyang kasamahan nya which is iisa lang ung agency nla na nauna ng 3mos sa kanya,hindi daw po sinusunod ng employer nila ung contrata ng agency…they workd po 7 am to 7pm ..2hrs po ung lunch break nila so ngtatrabaho po cla ng 10 hrs a day…at nkasulat po dun sa contract nila na, ung placement fee nila na bbayaran nila which is salary deduction is ung 1month salary lng nila..and according dn po sa kasamahan niya after 3mos pa dw po nila makukuha ung full sahod nila kc ung 1st and 2nd month na sahod nila ay un daw po ung ipambabayad ng employer nila sa agency nila..
Parang kinakabahan po kc ako na baka po ung nangyari sa kasamahan nya ay mangyayari dn po sa asawa ko kc they both hve the same employer and agency…so itatanong ko lng po sana kung anu po ung dapat kong gagawin since na nandito po ako sa pilipinas, at natatakot dn po kc ako na if ever mgrereklamo po ung asawa ko sa employer nya ay my gagawing masama sa kanya…pwede po ba ako pumunta sa agency nya at mgreklamo dun if ever po na mangyari un? at sabi dn po pla ng employer nya, after 3mos dw my ppirmahan na contrata ung asawa ko dun sa employer nya kc inoobserve pa po ung trabaho nya..parang nguguluhan lng po kc ako at natatakot pra sa kanya…anu po ba sir ung dapat kng gawin.?
Sna naman po sir, matugunan nyo po ung mga katanongan ko…Maraming salamat po..God bless..
Ghee,
May mga agency po sa Pinas na dalawa ang nakahandang kontrata, isa ang sa agency at isa ang format ng employer. Pero dapat po magtugma ang laman o nakasaad na mga terms and conditions sa dalawang kontrata. Usually rin po pagdating ng worker sa KSA, may pipirmahan na naman na kontrata which is Arabic and with English translation at dapat kung ano ang napag-usapan at napgkasunduan sa Pinas ay iyon rin po ang nakalagay sa bagong kontrata. Puwede itong mabago kung sakaling may permiso or consent ang worker. Sa nangyari sa kasamahan ng iyong asawa kung ito man ay totoo na sobra sa nakatakdang oras; ito po ay bawal sa Batas Paggawa, “A worker may not actually work for more than eight hours a day if the employer uses the daily work criterion, or more than forty-eight hours a week if he uses the weekly criterion.. Puwede pong maging 9 hours for certain categories of workers or in certain industries and jobs where the worker does not work continuously. .
Tungkol naman po sa salary deduction ng placement fee, ito ay napagkasunduan ng worker at employer through recruitment agency, ito po ay dapat sundin at hindi mabago. Dito sa KSA, nakasanayan na ang ganitong kasunduan na bayaran ng worker ang employer in a certain amount hangang mabuo ito. Halimbawa kung USD400 dollars ang sahod nila, bayaran po ito ng USD 100.00 every salary hanggang mabuo po ang USD 400.00. Maliban sa placement fee na ito ay dapat wala na pong ibang bayarin ang worker.
Ang probationary period na 3 months ay nakasanayan na dito sa KSA, ngunit dapat po nakasaad ito sa Kontrata.
Kung sakali man na mangyari rin sa kanaya ang sinapit ng nauna niyang kasamahan dapat po puntahan ninyo ang POEA bago ka magreklamo sa Recruitment agency, dahil kadalasan po, wala napong PAKI ang agency pag na-deploy na ang worker kaya dapat itembre mo muna sa POEA bago mo puntahan ang agency. Siyanawa maging maganda ang kahinatnan ng iyong asawa. Lets pray for the best.
hello po,
ask lang po ako ng tulong if yung computation po ng OT per hour according sa Saudi Law ay hourly rate+ 50% ng hourly rate or hourly rate + 50% ng basic salary … tapos legal po bang i-fix in a certain amount ang OT per month, tapos po yung computation po ng off is same din sa OT ng regular days halimbawa po 12 hrs ka nagduty sa off mo, hourly din po ba bayad dun? ……. Tapos po legal din po kaming pauwiin ng employer dahil hindi po kami pumirma dun sa bagong patakaran nila na regarding OT na 400sr/ mo kapag 12 hrs duty ka and may 1day off ka then 800sr/mo kapag stay-in ka? tapos legal din po bang ipadala ka sa Jeddah, Dammam etc ng employer tapos nakalagay sa contract mo riyadh lang tapos wala ka pang iqama. Tapos ilalagay ka for stay-in na work kahit hindi po nakalagay sa kontrata mo. May legal rights po pa kami umayaw sa ganitong kaso and may laban po ba kami if yung sa OT namin ay hindi tama? feeling ko po kasi inaabuso na kami ng kumpanya namin, tinatakot din kami kahit na lumapit kami sa Phil. Embassy dito sa Riyadh hindi kami papansinin at sila pa daw ang papanigan. Pwede din po kami humingi ng employment certificate in case na mapauwi kami tapos 9 months plang kami dito? … pacencia na po madami akong tanong sana po matulungan nyo ako.
Kung pagbabasihan po natin ang batas paggawa ng Saudi Arabia, malinaw po na hindi po dapat mag trabaho ang worker ng sobra sa 8 oras, 48 hours a week. Ngunit puwede po itong madagdagan depende sa klase ng trabaho at ito ay may pahintulot ng Mininistry of Labor. Kung ang patakaran nila ay may pahintulot ng Min. of Labor, ito ay dapat masunod. Pero kung wala, ito po ay illegal.
About overtime, workers should receive one and a half times of your hourly rate. To get your hourly rate divide your monthly salary by 30.4 (basis of calculating your daily rate per month) and again by 8 (the number of hours in daily work shift) Then multiply the sum by 1.5. The answer is your hourly ovetime rate.
TRANSFER from one Place to Other: As a general rule, the right to transfer or reassign worker from one place to other flows from the employer’s right to exercise his management prerogative in line with his interest. This right however is subject to recognized limitations, either by contract or law. Under the Saudi Labor Law, “the employer may not transfer the worker from his original workplace to another place that entails a change in his place of residence, if such transfer is likely to cause a serious harm to the worker and it is not justified by the nature of work.”(Art. 58, SLL)
Kung ang pakiramdam ninyo ay inabuso kayo sa kabila ng mga explanation sa itaas, puwede po kayong bumisita sa ating POLO, at huwag matakot. Humingi po kayo ng tamang guide kung ano ang nararapat na gagawin or action. Kung sakli man na hindi po kayo pakinggan ng ating POLO at pakiramdam ninyo ay pumanig pa sila sa employer, kunin po ninyo ang mga panglaan ng mga kawaning ito at iparating po natin sa mas nakakataas pa sa kanila sa Pilipinas.
Tungkol sa CErtificate: Ito po ang nakasaad sa batas.
Article 64: Upon expiration of the work contract, the employer shall be required to:
1. Give the worker, upon his request and free of charge, a certificate of work experience, indicating date of his employment, date of end of work, his profession, and the last wage received. If the certificate contains any remarks that are prejudicial to the worker’s reputation or likely to limit his employment chances, the reasons shall be given.
2. Return to the worker all certificates and documents he had submitted.
Sir,
Saan po ba kukuha na NOC?ayaw ata magbigay ng NOC ang company namin.
End of contract ko po ay Feb. 27,2012,may kasamahan po kami nag EXIT tapos to be followed lang daw yung mga benefits nila pero naka-uwi na sila sa Pinas and until now hndi pa napadala yung pera.Ano ang dapat naming gawin?…Thanks
John.
Ang NOC po ay puwedeng ibigay ng employer at puwede ring hindi. Ibig sabihin po, nasa diskresyon lang ito ng employer. PAg ayaw magbigay wala po tayong magagawa.
Tungkol sa benefits, HUWAG PO KAYONG MANIWALA na ibigay sa inyo ang benefits pag NASA PINAS NA KAYO. Dapat itong kunin dito pa lang, at kulitin ninyo ng kulitin dahil KARAPATAN nyo na kunin ang dapat para sa inyo ayon sa Batas PAggawa.
Sir,
Kung hindi po kami makakuha ng NOC,may iba pa pong option aside sa NOC na pwede namin makuha or any clearance na wala kaming bad record dito sa KSA atleast naman pag mag apply kami sa ibang bansa wala ng sagabal pa…I need your reply Sir para alam namin ang gawin…thanks…
John
Employment Certificate attesting that the worker worked in the company from (date start) and To (End of service) signed by the manager or HR MAnager or anybody that could attest that you are working in the said company in a certain period of time or duration of employment with the said company. Another option is POlice Clearance check this link: http://www.philembassy-riyadh.org/index.php?option=com_content&view=article&id=445:philippine-embassy-in-riyadh-clarifies-requirements-for-police-clearance-and-urges-filipinos-to-obtain-it-before-leaving-the-kingdom-&catid=43:advisories&Itemid=94
Sir,
Pasensya dami tanong,ang sabi ng department manager namin na EXIT/RE-Entry lang daw yung ilagay sa passport namin kahit Final Exit daw kami.Ma ban kami dito Saudi kung babalik kami dito sa ibang company,ano ba dapat ang ilagay sa passport namin?
Thanks
John
Mali po ang ganitong polisiya, wala po silang karapatang bagohin ang request ng worker from EXit to Exit Re-entry. Kung kayo po ay may sulat notisya for Exit na may acknowledgemnent ng inyong HR or Personnel Dept, dlahin po ninyo ito at ireklamo ang inyong employer sa Saudi Labor Office.
Dear Bong,
Please enlighten me with this situation:
A construction company hired me as an accountant and I signed their contract stating their that I will be working as an accountant of the said construction company.
When I came here in KSA, they assigned me as an accountant of their affiliate company which is providing catering services for their projects and company itself.
Is this violation of the provision of my contract because I agreed to work as an accountant of a construction company?
Thanks and God Bless.
JC
What you mean “affiliate” – a sister company, owned by the same owner of the construction company? Is your company engage in sub-contracting or a manpower agency? Ang sweldo pAreho lang ba sa nakasaad sa kontrata?
If we will look at the legal side of the contract – it is a violation of the provision in the contract.
If we look at the big side of the issue, the SLL says: SLL Article 38: An employer may not employ the worker in a profession other than the one specified in his work permit……..
Dear Bong,
Yes, it is owned by the same owner of the construction company but the construction company is in a partnership form and owned by Korean (1) and Saudi (1) while the catering business is solely owned by a Saudi national.
Our company is engaged in sub-contracting and also manpower services. They are giving me the same salary as what is stated on my contract.
My concern is that I did not expect to work as accountant in a catering company but in a construction company.
My profession in my iqama is electrician but i sign a waiver in the Philippines as per the agency’s standard operation procedure.
Sir, can I terminate my contract with valid cause based on this scenario?
Thanks in advance for your advice and looking forward to hear from you again.
JC
Kung nailipat ka sa isang kompanya na pag mamay-ari ng iyong employer, AT engage in manpower and subcontracting services ang iyong employer, maaaring ito po ay hindi puwedeng basihan upang ma-terminate mo ang iyong kontrata.
Kung napalitan ang iyong actual work ayon sa kontrata, at binabaan ang iyong sahod, maaaring may laban ka for termination of contract.
Dear Sir,
Good day!
Ako po ay nagbabalak magbakasyon sa buwan na ito at wala na po akong plano pa na bumalik dito sa Saudi, ilang taon po ba ang banned ko sa bansang ito? Isa pa po may salary loan pa po ako na hindi ko pa tapos nabayaran,mahabol pa po ba nila ako sa pilipinas para pagbayarin sa aking utang?
Thank you,
ERIC
Dahil balak mong hindi na babalik sa kabila ng exit re-entry visa at may utang ka pang iiwanan, puwede pong mag sumite ang iyong employer will all their evidence at hand sa immigration/passport department na ma-ban ka in an indefinite period of time.
Dear sir,
This is second time I came to saudi.
I hve joined a compny 2 weeks ago.
But recently i hve got another offer in saudi.
If I go back to my country on final exit, Can I come back and join the new compnay?
Pls reply ASAP
- Regards
Sameer
Ha ha! Parang ginawa mong bakasyonan ang KSA kabayan. Joke lang dre!
Kung Final Exit ang clearance na ibigay sa iyo ng iyong employer, No probs!!! Pero nakakasiguro akong may papirmahan sa iyong undertaking kung sakaling aprobahan nila ang iyong resignation.
Good luck!
helo sir,
Kung sa kaling may problima po sa aking resignation hindi nila ako e reles saan ako pwede tumawag o kayay mag reklamo, nandito ako sa saudi arabia ngayon…
salamat….
Pauwede kang magreklamo sa Saudi Labor Court or isangguni muna ang problema sa ating POLO/OWWA. MAkikita ang mga numero sa ating homepage.
Helo po sir,
Tanong ko lang sayo nandito ako sa saudi arabia pwede ko bang iwanan ang aking pwesto na pinag trabahuan ko pagtapos na ang petsa nah nilagay ko sa resignation kahit wala pang aprobal sa employer at doon nalang ako mag antay sa opisina nila..wala bang kaso yan kasi ngayon nag extend cla nang contrata tapos hindi ako bnigyan nang panibagong contrata..
paki bigay naman nang opinion..salamat
Ang resign at non renewal of contract ay magkaiba.
Kung non-renewal man or resignation, hindi po puwedeng huminto sa trabaho. Maaari kang kasohan ng employer kung gawin mo ito. Wala pong strike or sitdown or stop work dito sa KSA. Maari ka pang buruhin or pahintayin ng mahabang panahon lalo na pag walanghiya ang employer mo.
Ang kontrata ay puwedeng walang dokumento dito sa KSA, at kung nag work kapa in the absence of contract, it means you already renew your contract automatically. Ito yong sinasabing UNSPECIFIED contract ng Saudi LAbor Law. Sa usaping ito, ang expiration date ng iyong iqama ang expiration rin ng iyong kontrata.
MAGANDANG HAPON PO MAG TATANONG LANG PO KUNG PWEDE PO BA MA CLAIM NG LIVEIN PARTNER ANG DEATH INSURANCE NG KANYANG KINAKASAMA MAY ANAK PO CLA KAHIT WALA PO SYANG KAUKULANG PAPELES AT PWEDE PO BA NYANG BALIWALAIN ANG CONSETN NG MGA KAPATID NG NASAWI?
Ang batas ay batas po, ang legal na beneficiary lamang po ang maka claim ng death insurance.
Dear Sir Bong,
Bago pa lamang ako tagasubaybay ng blog ninyo, naghahanap po ako ng kasagutan – sa ngayon po under 90 days probationary period ako at gusto ko po terminate ang contract ko. Kailangan po ba ng valid reason? Ano po ba ang babayaran ko dito sa company ko sa Saudi? Sa agency sa Pilipinas di pa ako nagbayad ng placement fee, may kasunduan po kami ng agency na salary deduction ito. Kung may valid reason po ako mayroon din ako babayaran?
Valid or hindi valid ang iyong rason, babayaran mo parin ang nagastos ng iyong employer sa pagkuha sa iyo sa Pinas. ikaw rin ang bibili ng iyong tiket pauwi. Tungkol sa placement, makipag-ugnayan sa inyong agency. Kung may probisyon sa iyong kontrata tungkol sa probationary period, basahin mo ito at makipag-ugnayan sa POEA/OWWA.
Sir…
gud pm po sir bong..sir mag ask lang po ako kung my basihan po na kaltasin sa akin yung naibigay na pera ng company namin..ako po ay kasalukuyang nagtratrabaho dito sa riyadh bilang isang plumber,sa kasamaang palad na aksidenti po ako habang ako ay nagtratrabaho.nagkaron po ako ng 3 months na sick leave pero tuloy tuloy po ang sahod ko habang naka sick leave ako..nung nakabalik na po ako sa work ko nabigyan po ako ng cheque na nagkakahalaga ng 2700SR ang pagkaka alam ko po ay sa insurance galing yun,ang diku po ma intindihan eh kung bakit ngaun kinaltas sa akin lahat ang naibigay nilang pera,nag ask po ako sa company namin kung bakit nagka ganun ang sabi nila cash advance daw yun kz tinanggap ko ang cheque..sir my basihan po ba na kaltasin nila yun,anu po ba ang dapat kung gawin…maraming salamat po sir
WILLY
sir magandang araw.. tnong ko lang ulit kasi di ako pinayagang mag exit.. sabi ng liason namin na sa june 2012 pa daw ang end of contrak ko.. ask ko lng sir kasi sa unang kontrata ko nun ay nag extend ako ng 3 months bago ako nagbakasyon.bale ang nangyari ngayon di na isinama yung extention ko nung pagbalik ko at di naman yun binayaran nung nagbakasyon ako.kaya ang nging end of kontrak ko ay itong pagbalik ko.. tama ba yun sabi ng liason namin na ang umpisa ng bagong kong kontrata ay yung pagbalik ko galing bakasyon..
gud day po sir Bong,
makakabalik po ba kami ng saudi with different employer given a formal letter of resignation and one month notice. and a final exit? no contract violated. hihingi pa ba ng noc ang saudi embassy s pinas para maka kuna ng bagong visa? thanks po. 6 yrs na po kami s saudi open contract.
thanks po,
Arhnell
sir magandang araw.ask ko lng po kng pano i calculate ang benifits ko.kasi balak ko na po mag exit.ang basic salary ko po ay SR2300+200 food allowance.mag 4 years na po ako,bale magkano po ang makukuha ko kng saka sakali..maraming salamat po at more power. godbless you ang your family.
Nhog,
Siguradoin mo lang na hindi ka resign at nabuo mo ang kontrata, iba po ang kalkulasyon ng Specified Contract at Unspecified contract.
Article 84. Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half-month wage for each of the first five years.
Please click this link for sample calculation: http://ofwempowerment.wordpress.com/ofw-guide/patnubay/
Bong
sir bong ako po ulit ito..nalaman ko po na on the process na daw po ang bago kong contract sa nilipatan po saken..and buo po ang desisyon ko na wag pumirma aksi another 2years na naman daw po yun..sinasabi po nila na di daw po ako makakaalis dito sa may ari ng clinic dahil po pagmamayari na po ako ng amo nila..balak na po namen umuwi after 1 year..sa dec 18 po kme 1year and balak po anmen sabihin sa amo namen sa january na uuwe na po kame..february po ang aming expired ng iqama..sa tngen nyo po ba valid yun rison namen na dahil inilipat kame without our consent and di po kame nmapasahod na ng amo namen kaya kame nilipat?natatakot po kasi kame.pero gusto na po namen umuwe..ang ikinakabahal lang po nmen eh kung pagbabayarin po b kame ng amo nmen.salamat po..
Joy,
Kung natapos nyo ang 2 taong kontrata wala karapatan ang inyong employer na ibinbin ang inyong pag-uwo sa Pilipinas. Kayo ba ay nakapagsumite ng formal letter for non-renewal of contract? Kahit hindi kayo unspecified contract, kailangan pa rin na may notisya para sigurado na makauwi kayo.
Pero kung hindi pa tapos ang inyong kontrata at balak ninyong umuwi or lumipat ng ibang employer, maya karapatan po ang inyong employer na singilin kayo sa lahat ng nagastos niya pagkuha sa inyo sa Pinas kasama na dito ang tiket.
Bong
Dear Sir Bong,
Salamat po sa inyong pagtugon sa aking mga katanungan nakaraan.
Sa ngayon nag closed na po ang company namin, at nahaharap na naman kami sa isang masalitmoot na sitwasyon. Ang company namin ay wala maibigay sa samin na mga binipesyo dahil yung princesa ay hindi nagbigay ng pera para dito. Yung natira naming sahod na dalawang buwan ay hindi rin ibinigay. Ang mga iqama po ng ibang kasamahan namin ay expired na. At ang iqama ko ay mag expired na ngayong October 21, 2011.
Dahil closed na ang company namin. Yung inatasan ng princesa dito sa kaharian na humawak sa mga papers namin ay mag-issue sya ng release pero babayaran daw namin ito sa halagang SAR 10,000. Kung mag exit naman kami, sasagutin daw po namin ang pamasahe namin pauwi ng pilipinas.
Sumaryo:
1. Wala kaming benepisyo na matatanggap mula sa company namin na nag closed.
2. Ang iqama ng mga kasama ko ay expired, at ang iqama ko ay sa Oct. 21, 2011.
3. Hindi binigay ang dalawang buwang sweldo namin.
4. Magbabayad kami ng SAR 10, 2011 para sa transfer of sponsorship or release.
5. Kung mag exit kami, kami ang sasagot ng pamasahe namin pauwi.
Tanong:
1. May pag asa po ba na makuha namin ang aming sweldo at binipesyo? Ano po ang gagawin namin?
2. Nasa red category ang company namin at hindi na daw maire-renew ang iqama namin. Ano na lang ang mangyayari sa amin? Paano kami makauwi kung expired na iqama namin?
3. Kung mag apply kami sa iba, mai-tatransfer ba namin ang iqama namin sa bagong employer?
4. Tama po bang pagbabayarin kami sa aming release paper?
5. Tama po ba na kami ang sasagot sa pamasahe kung uuwi kami?
Sir Bong kailangan ko po ang inyong mabilis na pagtugon. Gusto ko pong bigyan ninyon pansin ang katanungan number 3. Sir, 2 pa po ako nakapag two years dito sa kaharian dahil po nag close ang company namin, kung saan 2 years contract ang pinirmahan ko.
Salamat po ng marami.
Regards,
Natz
Ren,
Kung legal na pamamaraan ang pag-uusapan maaaring maibigay ng employer ang inyong benepisyo ayon sa mapagkasunduan ng bawat panig. Ito ay kung may balak ang kompanya na bayaran kayo. Maliban sa benepisyo may karapatan din kayong hingin ang isang buwang sahod habang hinhintay ninyo ang benepisyong nabanggit ko sa itaas.
Article 19: Amounts due to the worker or his heirs under this Law shall be deemed first rate privileged debts and the worker and his heirs shall, for the purpose of settling them, be entitled to a privilege over all the employer’s properties. In the case of bankruptcy of the employer or liquidation of his firm, the aforementioned amounts shall be entered as privileged debts and the worker is paid an expedited amount equivalent to one month wage prior to payment of any other expenses including judicial, bankruptcy or liquidation expenses.
Sa isang kompanya na katulad ng inyong employer, medyo malabong maibigay nila ang mga benepisyo ayon sa batas dahil gaya ng binanggit mo sa akin, hindi na ito nagpapakita na. Kung mag reklamo naman kayo sa Labor Court, maraming buwan or taon tayong kakainin bago maibigay ang desisyong pabor sa complainant.
Sa iyong mga katanongan:
1) Makipag-usap kayo sa inyong employer at pag-usapan ang lahat ng mga posibleng solusyon at kung hindi nila kayang ibigay ang mga benepisyo ayon sa batas, pag-usapan na lang kung ano ang nararapat gawin for the good of both sides.
2) Kung pauwiin kayo as per Nitaqat, ibig sabihin makakauwi kayo maski expire na ang inyong iqama.
3) Kung nasa Red kayo at pagdating ng December 12, ang araw ng full implementation ng Nitaqat maaaring makalipat kayo ng ibang kompanya. Hihintayin muna natin ang implementing guidelines kung papaano ang proseso nito.
4) Hindi po tama, dahil nakasaad sa batas Article 40.3: An employer shall bear the fees of transferring the services of a worker who wishes to transfer his service to him.
5) Hindi po tama, na-bangkarote ang kompanya, hindi po kayo nag resign sa work, hindi po ninyo kasalanan ang nangyari sa inyong kompanya. Kaya dapat lamang na obligasyon nila ang pag-pauwi ng worker.
Dumlog kayo agad sa ating POLO upang maalalayan kayo sa tamang gawin or ma-mediate nila ang tamang solusyon ayon sa bawat kapakanan ng magkabilang panig.
Regards.
Bong
Hello!
I have signed a contract going to abroad, In the contract it is written that if I refused to join the company I will pay the total of 1 month salary(Php60K) for breach of contract. I was signed the contract because I am decided to work abroad and send the contract through email on a PDF file.
Yes I have my mistakes, later on, it happened for personal reasons and that is unintentional on my part and I will no longer want to go abroad.
my questions:
1. I told them that I don’t have that such big money and they said I must pay the terms and condition on the contract(60K is big money for me)
2. Will I be in prison if I didn’t pay? to tell them honestly that I don’t have that big amount?
3. What is the best thing that I am going to do?
4. They are company I am only one
5. They said I will pay them on their branch here in manila but my contract is in abroad(another branch)
Please advise.
Thank you
Mike
Mike,
An employment contract is a legal binding document. Once you accept an offer and signed the employment contract, it means, there will be no turning back. However, if you have second thoughts about the job you have been accepted, and you don’t give an early notice and valid reason for withdrawal, there will be a possibility for breach of contract. Please consult a lawyer for exact reply on your inquiry.
Bong
Sir,
Gud day,. GBS po ulit ito., ang nsa iqama ko ay yong sponsor ko hindi yong AQTE. Bka sbihin nla na final exit ang ibigay skin tpos kdlasan ay tska na nla ibbigay yong passport q doon sa airport tska ko nlng mkkita na re-entry pala. Pano q po maiiwasan ang gnoon na pangyyari yon pong ttingnan ko na ung passport q habang wla pa aq sa airport.
Gbs,
Ang magbigay sa iyo ng final Exit clearance ay ang iyong sponsor or ang nakalagay sa iqama.
Ganito gawin mo GBS, sabihin mo sa employer mo before one week na kukuha ka ng OEC sa Embahada natin at ang requirement ay ang Visa. Totoo naman na Visa ang requirement pagkuha ng OEC sa mga nagbabakasyon. Kaya nga lang ikaw Exit, pero puwede mong idahilan ito para makita mo kung Exit kaba sa Visa. ang Visa ay print out ng papel at hindi ito nakatatak sa passport, ibig sabihin may time ka pa para mag imbestiga kung Exit ka or Re-entry.
Good luck!
Bong
Sir,
Good day!Tanong ko lang po kung anong magandang gawin kung ang comp ay ayaw pag usapan ang tungkol sa pag exit ng mga tao at pinapatgal nila ang process ng mga papel hanggat posible.ssa kalagayan ko po kasi ay 3 kaming sabay sabay na finish contract this coming Oct.20, 2011 at kahit nagpasa na po kami ng notice sa kanila 3moths before the due date ay hanggang ngayon po ay wla parin kaming balita sa kung kailan ang uwi namin dahil hindi po inaasikaso ng comp namin.At posible rin po bang malaman namin agad ang halaga ng matatanggap naming halaga ng pera kaagad dahil ang mga benefits po ng mga nakaraang kasamahan ko ay natatanggap nila sa araw ng alis nila kaya hindi na po nila nagawang i-check kung tama ang nakuha nilang halaga..
Salamat po.
Nald,
Malaman natin yan paglagpas ng 20 October kung mag papauwi ba talaga sila ng worker. May karapatan ang kompany na humingi ng palugit kung ito ay kailangan. Huwag pangunahan ang situwasyon at negative thinking, trabaho lang muna at iwasan ang sobrang pag-iisip at init ng ulo.
Keep in touch.
Bong
Sir,
Na punta po ako dito sa Saudi Arabia, ang kumuha pa sa akin sa Pilipinas ay AQTE na Est. dito ko na lang po nalaman na iba yong sponsor ko bale yong visa ng sponsor ko binagay lang niya sa AQTE tapos hindi pa ako na bigyan ng kontrata. After several months ay na bankrupt po iyong AQTE tapos naka hanap ako ng trabaho as in supply sa isang company ang ginamit ko sa working documents ko po ay sa sponsor ko na, maayos naman magpasahod yong sponsor ko tapos ontime pa pero gusto ko po kasing lumipat sa mas maayos na company at hindi iyong single sponsor lang for my security reason kasi what if ma release or matanggal ako dito sa sinisupplyan ko wala po ability yong sponsor ko na ipasok ako sa ibang trabaho. Gusto kong mag final exit when the time comes na matapos na yong verbal or unwritten contract ko sa kanya na 2 years. What if e-deny nia or e-refusee yong kagustohan kong mag final exit.
Thank,
GBS
GBS,
Ang nakalagay sa iqama mo ay ang AQTE ba or ang kasalukuyan mong employer. Ipaglaban mo kung ayaw kang pauwiin, karapatan mo yan.
Bong
thankyou po sir bong s info. big help po.. ^____^, godbless you and your family.
Welcome Keng!
gudpm po,. . first contract q po sa saudi,. and malapit npo mtpos un contract q,. . i’ve read the articles pro mdyo confusing pdn po s part q. kea gs2 ko po mgtnong. nklagay po s contract nmen 2 yrs, with annual sick leave of 15 days and vacation leave 15 days, d po aq umuwe or nagvacation,. or ngavail ng sick leave of any forms. so meaning earned or accumulated un leaves q.
i came here april 17 2010. anu po ba dpat ang uwe q? april dn? or should be 2 months earlier dhl s accumulated leaves q? kc po. nde nman nla icococnvert into cash un vacation nmen? tama po ba?,.
ask q dn po pla kng anu po ang law about seperation pay,. i mean pag ngexit ka and finish contract. kc po un ksmhan q,. 2 yrs finish contract dn cya pro 2 months salary lng un bngay. and exactong 24 months dn cya bgo nkauwe. gnun po ba tlga or may mali?
hope mgreply po kau,.. malaking tulong po un info pra sa mga novice n k2lad q.. tnx. godbless po..
Keng,
Malinaw sa Article 111 na karapatan ng worker na bayaran siya sa hindi niya nagagamit na bakasyon kung aalis siya sa kompanya.
Article 111. A worker shall be entitled to a wage for the accrued days of the leave if he leaves the work without using such leave. This applies to the period of work for which he has not used his leave. He is also entitled to a leave pay for the parts of the year in proportion to the part he spent at work.
Malinaw rin po sa baba na puweend mag request ang worker na isama sa bilang ng kanyang bakasyon ang hindi niya nagamit na sick leave.
Article 82. An employer may not terminate the worker’s services on account of illness prior to availing him of the period designated for sick leave as provided for in this Law. The worker may request that his sick leave be combined with his annual leave.
Tungkol sa Severance pay, sa Artikulo 84 ng SLL nakasaad doon na tig-kalahati ng isang buwang sahod para sa unang limang taon, so kung natapos ang kontrata within 24 months lang or 2 years, ang severance pay ay isang buwang sahod lamang. Kung nakadalawa siya ayon sa sulat mo, ibig sabihin isang buwang sahod plus severance fee kaya naging dalawang buwang sahod ang natanggap ng kasama mo.
Bong
Sir Bong, ako po ulet to si Ysong.
Ako po ung may problema sa delayed salary.. Gang ngayon po ganun pa rin, more than three (3) months na walang suweldo.. I am planning to resign due to stress dahil nga po sa delayed salary.. Nag-suffer na pati ung pamilya ko sa Pinas.. Un po ang ilalagay ko sa letter. May karapatan po ba ang company na pigilan ako? At kung sakali pong mag-resign ako, ano po ang mga makukuha ko at/o babayaran? (dapat po db wala? kasi sila naman ang may kasalanan kaya ako magre-resign? OK lang po kahit ala kong makuha basta pauwiin lang nila ko). Balido naman ang rason ko sa pag-alis sa kanila.. Ano po dapat kong gawin?
Salamat, sir Bong..
YSONG
Syong,
Wala pong karapatan na e-hold ang inyong suweldo or hindi kayo sasahoran ng inyong employer, bawal po ito sa batas Art. 61.1 ng Saudi Labor law. Huwag mag resign dahil puwede mong ireklamo ang iyong employer sa Saudi Labor Office ayon sa Art. 81. Without prejudice to all of his statutory rights, a worker may leave his job without notice in any of the following cases: If the employer fails to fulfil his essential contractual or statutory obligations towards the worker.
Ibig sabihin puwede kang huminto sa trabaho without even a notice kung hindi ka sinasahoran ng employer. Pero huwag kang mag-resign dahil kung ito ay gawin mo, maaring singilin ka ng employer sa lahat ng ngastos niya sa pagkuha sa iyo kasama na dito ang ticket pabalik sa Pinas.
Bong
sir bong,
sir tanong lang po ako kasi po expired na iqama namin then prior to that po nag file na kami ng exit letter namin na di na po kami mag rerenew pero till now po di pa po kami pinapauwi.sabi po dito need daw po irenew ang iqama para maka exit po.nu po yung totoo?pag expired na po ba yung iqama di po pwede mag exit at kelangan sya irenew muna bago maka uwi? thank you po
Chelle,
Tama po, ang lahat ng magbakasyon or mag exit pero expire na ang iqama, sa gusto man or hindi ng worker, ipa-renew niya ito dahil requirement ito para mabigyan kayo ng Exit clearance ng Jawasat.
Bong
Hello Sir Bong,
Salamat po sa reply nyo sa mga tanong ko previously, may tanong po ako sa bagong Saudi Labor Law kasi medyo generalized po yung mga nakasaad sa mga artikulo kung ihahambing ko po sa Code of Business Conduct sa Pilipinas o sa ibang bansa na mas detalyado. Gusto ko po kasi na mag implement ng disciplinary actions against erring technicians sa trabaho ko, ang problema na nakikita ko ngayon ay hindi specific ang mga nakasaad sa mga artikulo patungkol sa habitual work related issues.
Sincerely,
Roni
Good Day sir! Ako po ay 1yr 1 month na sa aming establishment, 1st kinakaltasan po kami ng IQAMA 750 SR, dba ba po nilabag ng amo namin yong labor law? 2nd 8-5pm po yong work time ko pero pinapareport po kami ng 5pm sa office para sa mga paperworks, etc. minsan po ay 6:30 to 7:00 pm na kami nakakauwi sa kakahintay sa office nangyayari po ito araw-araw so lagpas 48 hrs yong working time ko nilabag na naman nila yong 48 hrs. a week na naka saad sa labor law. Ano po ang maganda kong gawin para mabigyan pansin ang rights ko. Ang sabi nila yon daw yong systema nila ehh d po ba illegel yon? Sana po ay matulongan mo po ako sir, salamat and more power! Thanks!
Ace,
Mali ang sistema at labag sa batas paggawa ang ginagawa sa inyo ng inyong employer. Upang matapos na ang ganitong sistema dapat lamang na isumbong ninyo sa POLO ang inyong employer upang ma mediate ang problema. Tawagan po ng POLO ang inyong employer tungkol sa inyong reklamo. Pag walang aksyon ang employer, puwede na kayong mag file ng kaso sa Saudi Labor office laban sa employer. Please note na habang dinidinig ng Saudi Labor ang inyong reklamo, kayo ay manatiling magtrabaho at hindi kayo puwedeng pahintoin sa work ng inyong employer. Ito ay ayon sa batas.
Bong
Marami pong salamat sir sa iyong payo, grabe talaga nung 4pm naman kami pumumunta sa office nagagalit bakit daw umalis kami ng site namin na hindi pa 5pm, ano pa ang gagamitin na oras para sa mga endorsements, paperworks etc. Cge sir tatawagan ko ang POLO regarding nito. Mabuhay po kayo! More Power!
Hi Sir,
3 months pa lang po ako nagwwork sa company namin.
Additional po pala sir, in case na namatay na ang father ko (due to his serious illness) at hingi po ako ng 5-10 days vacation leave ako pa sasagot ng ticket ko, di po ba dapat ako payagan? Kasi po nung sinasabi ko na serious illness na father ko ayaw pa din po ako pagbakasyunin eh. Pero in case of death, mayroon na po ba ko right? Or kung ayaw pa din po nila wala ko magagawa?
Hope you can help me sir because I can’t concentrate on my work anymore because of what is happening to my father. Please tell me what to do please.
Franz
Franz,
Hope your father is now in good condition.
Dito sa Saudi bihira po ang pinapayagan na umuwi maski for emergency reason katulad ng iyong situwasyon. Lalo na na ikaw ay 3 motnhs pa lang sa work. Nadaaanan ko ang ganitong situwasyon Roy. When my mother died, wala akong magaw kundi magpadala na lang pera dahil hindi ako pinapayagan ng employer (previous).
Just pray Roy na hipoin ng maykapal ang puso ng iyong employer at dapat maging handa ka sa maaring maging pasya nila.
Bong
Good pm. Pa ask Lang po ng current category ng company namin.. iqama # ko po xxx… Thanks hope to hear from you asap.
regard to all OFW
Search Result
No. Group: 1-2-3372519 Name: ELMER – MARTINEZ SABARILLO evaluation of the facility: Green
Good Day!
Sir, madami po ako nalaman dito sa blog-site ninyo tungkol sa mga batas ng paggawa dito sa KSA, at napansin ko din na napakarami nating mga kababayan ang may mga hindi magagandang karanasan sa kani-kanilang mga employer.
Tanong ko lang po sana kung may blog site/website ng mga listahan ng employer/company dito sa S.Arabia na may mga bad record, nang sa gayun naman po ay mabigyan ng babala or paunang abiso ang ating mga kababayan na nais mag abroad para nadin mabawasan ang mga naabuso nating kapwa OFW.
Maraming Salamat Po!
Phil,
Tama ka dapat lamang meron nito at ang makapagbigay nito ang POEA lamang dahil sila ay may complete list. Hayaan mo at sa pagpasyal ko sa POEA next month dadalhin ko po ang inyong suggestion sa opsina ni Admin Carlos Cao.
Pero sana, itong mga swapang natin na recruitment agency ang siyang gumawa ng unang hakbang upang hindi malagay sa alanganin ang ating hanay, sa kanila palang dapat nag-umpisa ang lahat. Dapat inalam nila kung ano ba talaga ang status ng kanilang mga kliyente ang kaso lang PERA LANG ANG KANILANG iniisip at hindi ang kapakanan ng mga dini-deploy nilang OFW.
Salamat sa pagbisita.
Bong
A pleasant day po sa inyo Mr. Bong,
I will end my 2 years contract this Oct 4, 2011. The office already provided me a plane ticket as they have approved my non renewal letter which i have forwarded 3 months ago. But just last week, they called on a staff meeting and brought out the issue of cancelling our final exit. The employer said that nobody will go unless the replacement will come. We didn’t have any assurance if there is a replacement or when that will come.I have had a dialogue with him explaining my reasons of non renewal, but still he firmly denies to let me go without a replacement.
So, I seek the assistance of POLO here in Jeddah, and told us that since our contract will end by oct 4, 2011, we have the right not to go to work after the said date. If ever we pursue the work after Oct. 4, we should ask the office to put into writing any agreement of extending the working days.Because if we continue going to work, that means the contract is automatically renewed (Art. 55 of saudi labor code)
Article (55):
(1) The fixed-term contract shall terminate upon expiration of its term. If the
two parties continue to implement it, it shall be deemed renewed for an
indefinite period of time, subject to the provisions of Article (37) of this
Law for non-Saudi workers.
(2) If the fixed-term contract incorporates a clause providing for its renewal
for a similar term or a specified term, the contract shall be renewed for
the period agreed upon. If the contract is renewed for two consecutive
terms or if the original contract term and the renewal period amount to
three years, whichever is less, and the two parties continue to implement
it, the contract shall become an indefinite term contract.
And I also consulted the Art. 110 Leaves
An employer may postpone, for a period of not more than ninety days,
the worker’s leave after the end of the year it is due if required by work
conditions. If work conditions require extension of the postponement,
the worker’s consent must be obtained in writing. Such postponement
shall not, however, exceed the end of the year following the year the
leave is due. — he said that this does not apply to end of service, but only to leaves.
So, my question is – I am not violating any laws if I notify the office in writing that I will not work after Oct 4? and, do they have the right to hold me considering that there is no assurance of when the replacements will come? Also that 90 days period which you mentioned is also applicable to end of service, but the POLO said, it is only for leaves?
Please I still need some additional advise po.
Jing,
Hope hindi kayo magsawang pasyalan ang ating blog sa kabila ng mabagal kong kasagotan sa inyong inquiry. Pasensya na po, ako ay isa ring OFW dito sa KSA na may obligasyon sa aking employer, kaya minsan mabagal po ang sagot ko sa mga inquiry ninyo.
Well, apki update ako sa iyong concern since this inquiry was dated Sept. 27.
Hope to hear from you Jing.
Bong
Nag renew po ako ng contract dito sa company AJYAD POLYCLINIC, Dammam. 6 months pa lang po ako sa renewed contract ko and I decided to resign. I filed a resignation letter dated August 2, 2011 (almost 2 months now) and based on the article posted, 30 days lang ang kailangan na notice and no need of cceptance from the employer as long as I provided the notice prior time. Sabi naman po nila, hindi daw ako pwede umalis hanggat walang kapalit sa post ko. Emergency po ang reason ko and I cannot wait for their action for a period of time.
Article 75. If the contract is of an indefinite term, either party may terminate it for a valid reason to be specified in a written notice to be served to the other party at least thirty days prior to the termination date if the worker is paid monthly and not less than fifteen days for others.
Good Day Sir Bong,
Isa po ako sa 12 na Filipino na na deploy d2 sa Yanbu last Sep. 2, 2011, may bago daw po batas ang Saudi at ito daw po ay pag bibigay ng GOSI sa bawat worker, ang tanong ko lang po kung ung Annuity branch na tinatawag ay para sa Saudi at ang Occupational Hazard Branch ay sa lahat ng worker sa saudian man o expats, ilang pong porsyento ang ibabawas sa aming mga filipino, kasi po sabi ng employer namin 11% sa employer at 9% sa amin ang bawas buwan buwan. e nung nabasa ko po sa GOSI site nila ang 9% sa saudian pag annuity branch at 2% sa Occupational Hazard Branch which is where we belong. ano po dapat naming gawin dahil next month ay babawasan na kami ng 9%?
Chris,
I would like to ask an apology for my previous reply in your inquiry. Yes, you are right, sa Saudi lamang po ang tinatawag na 9% which is Annuity type of Insurance for Saudi Employees. for non-saudi employees, only the employers are supposed to pay the Occupational Hazard type of Insurance which is 2%, ibig pong sabihin wala pong binabayaran ang employees. As per Saudi Arabia, Taxation of International Executives. see link : http://www.kpmg.com/Global/en/IssuesAndInsights/ArticlesPublications/TIES/Documents/SAUDI_ARABIA_2010_TIES.pdf
And as per Saudi Legal website, ito po ang nakasaad doon.
A workers’ compensation plan exists under the direction of the General Organization for Health and Social Security (GOSI). For both Saudi employees and expatriate employees, employers must contribute an amount equal to 2% of their salary towards a workers’ compensation and disability plan administered by GOSI, which is regulated in some detail in the Social Insurance Regulation, Royal Decree No. M/22 of 3rd Ramadan 1421 Hejra corresponding to 29th November 2000 Gregorian. The retirement scheme is administered by GOSI, but covers only Saudi nationals. Contributions on behalf of Saudi employees equal 18% of an employee’s wages, with the employer contributing 9% and the employee contributing 9%. While there is no government health plan, medical and hospital care is free for Saudi citizens. For all non-Saudi employees, and for Saudi employees who want to be covered, health benefits are required to be provided by the employer depending on the number of employees in a particular geographic area. Taken from: http://www.saudilegal.com/saudilaw/17_law.html
You can use this web site links as source if you decide to complain this matter.
Again, my sincere apology.
Bong
Dear Sir:
Ang nick name ko po ay Renz, 29 years old, higit isang taon na po akong nagtratrabaho sa isang companya dito sa Jeddah, KSA. Ang companya po namin ay pag mamay ari ng Princessa.
Nang una medyo maayos naman ang pamamalakad ng companya, minsan naman nakakaranas kami ng kaltas sa sahod dahil sa dahilan daw na mababa ang benta (sales) ng restaurant namin. Kalaunan, nagkaproblema ang Princessa dito sa kaharian kaya lumisan sya sa kaharian at naninirahan s’ya sa bansang Europa.
Bago s’ya lumisan sa kaharian, nagapatayo sya ng bagong fine dining restaurant ngunit ibenenta nya ito kaagad. Ngunit ang tatlong branches ng Fastfood Resto nya ay hindi nabili. Kaya, hinahayaan nya na lamang itong mag operate hanggang sa ngayon.
Naging hindi na maganda ang takbo ng companya namin dahil sa pinapabayaan na ito ng Princessa. Laging delay na ang sweldo namin at kinakaltasan ang sweldo namin sa isang mababaw na dahilan. Sa ngayon halos dalawang buwan na wala pa kaming sweldo. Halos kaming mga Pilipino na lang ang natira dahil ang ibang lahi ay pinapa-exit na. Nasasaklaw na namin ang mga trabaho na hindi nararapat sa amin. Gusto na namin umalis at mag exit na rin or humanap ng ibang mapapasukan.
Nais ko pong humingi ng payo/kasagutan mula sa inyo sa mga sumusunod:
1. Pwede ba kaming magreklamo sa Saudi Labor hinggil sa mga problemang nararanasan namin?
2. Pwede ba kaming huminto sa pagtatrabaho dahil sa kapabayaan ng companya namin?
3. Makukuha ba namin ang mga ikinaltas nila sa amin?
Salamant po.
Ren,
Sorry for very late reply, isa rin po akong OFW na katulad ninyo na may resposnsibilidad na gamapnan bilang worker sa kaharian. Talaga pong busy lang ako nitong mga huling araw at may mga personal rin na problema na dapat asikasohin. Tao lamang po tayo na magkaroon ng mga problema.
Ren, sa una mong tanong, puwedeng puwede po kayong magreklamo at kasohan ang inyong employer sa Saudi Labor office. Ang mga dahilan ay ang sumusonod: binibinbin ang sweldo at nangangaltas sa sahod.
Article 61. : In addition to the duties provided for in this Law and the regulations and decisions issued for its implementation, the employer shall be required to:
1) Refrain from using the worker without pay and shall not, without a judicial instrument, withhold the worker’s wages or any part thereof.
Sa pangalawa mong tanong, huwag basta basta na lang hihinto sa trabaho baka ito ay maging dahilan sa mas malala pang problema. Puwede po kayong kasohan ng illegal strike or sit in strike at ito ay mahigpit na bawal sa KSA. Wal po kasing strike dito, ang kung gawin ninyo ito, maging susi or makakita ng butas ang inyong employer upang pababayaan na kayo ng tuluyan.
Sa 3rd question, makukuha po ninyo ang mga kinaltas sa inyo kung mapapatunayan na nilabag ng inyong employer ang nakasaad sa batas paggawa Artikulo 92:
Article 92. No amount shall be deducted from the worker’s wages against private rights without his written consent, except in the following cases:
1. Repayment of loans extended by the employer, provided that such deductions do not exceed 10% of his wage
2. Social insurance or any other contributions due on the workers as provided for by law
3. Worker’s contributions to thrift funds or loans due to such funds
4. Instalments of any scheme undertaken by the employer involving home ownership programs or any other privilege
5. Fines imposed on the worker on account of violations committed, as well as deductions made for damages caused
6. Any debt collected in implementation of a judicial judgment, provided that the monthly deduction shall not exceed one quarter of the worker’s wage, unless the judgment provides otherwise. First to be collected is alimony, followed by food, clothing and accommodation debts, before other debts.
Article 93. In all cases, deductions made may not exceed half the worker’s due wage, unless the Commission for the Settlement of Labor Disputes determines that further deductions can be made or that the worker is in need of more than half his wage. In the latter case, the worker may not be given more than three quarters of his wage.
Kung hindi atorisado ang pagkaltas sa inyong sahod, ireklamo ang kompanya sa opisina ng Labor dahil hindi po pwedeng bawasan ang sahod ng worker kung wala itong pahintulot. Hindi rin po pwedeng magkaltas ang employer mahigit sa kalahati ng sweldo ng worker.
Pero bago po kayo pumunta sa Saudi Labor Office, humingi muna kayo ng payo sa ating Labor Attache Vicente Cabe ng POLO-Jeddah.
Regards.
Bong
Hi Sir,
Tanong ko lang po kung napapaloob po ba sa Batas ng Manggagawa ng Saudi Arabia and paghihinge ng Hazard Pay? Kasalukuyan po akong nagtatrabaho sa isang kumpanya na may pagkadelikado ang nature ng trabaho. Hawak namin palagi ang mga chemical, yung iba highly toxic. Meron pong binagay na training sa amin sa chemical handling.
Ang tanong ko po: may karapatan po ba kaming humingi ng hazard pay?
Maraming pong salamat.
RB
Robert,
Sorry for late reply. Like you, I am also an OFW in the Kingdom at medyo busy po talaga nitong mga nagdaang araw at may personal na mga bagay na dapat rin pong aiskasohin.
Wala pong nakasaad sa Saudi Labor Law tungkol sa Hazard pay. Ang nakasaad lamang doon ay ang proteksyon laban sa trabahong may panganib sa mga mangagawa. Please find certain provisions found in SLL.
Chapter VIII: Protection against Occupational Hazards, Major Industrial Accidents and Work Injuries, and Health and Social Services
Section One: Protection against Occupational Hazards
Article 121 . An employer shall maintain the firm in a clean and hygienic condition. He shall provide lighting, supply potable and washing water and comply with other rules, measures and standards of occupational protection, health and safety in accordance with what is specified in the Minister’s decision.
Article 122. An employer shall take the necessary precautions to protect the workers against hazards, occupational diseases, the machinery in use, and shall ensure work safety and protection. He shall post in a prominent place in the firm the instructions related to work and workers safety in Arabic and, when necessary, in any other language that the workers understand. The employer may not charge the workers or deduct from their wages any amounts for the provision of such protection.
Article 123. An employer shall inform the worker, prior to engaging in the work, of the hazards of his job and shall require him to use the prescribed protective equipment. The employer shall supply the workers with the appropriate personal gear and train them on their use.
Article 124. A worker shall use and preserve the personal protective equipment designated for each process and shall carry out the instructions established to protect his health against injuries and diseases. He shall refrain from any action or omission that may lead to failure to implement the instructions, misuse or impair the devices provided to protect the workplace as well as the health and safety of fellow workers.
Article 125. An employer shall take necessary precautions for protection against fire and provide the technical means to combat it, including safety exits which shall be maintained in working condition at all times. He shall post in a prominent location in the workplace detailed instructions for fire prevention devices.
Article 126. An employer shall be responsible for emergencies and accidents which may affect persons, other than his workers, who enter the workplaces by virtue of their official duties or with the approval of the employer or his agents, if such emergencies and accidents are due to negligence in taking the technical precautions required by the nature of his work, and he shall compensate them for damage and harm they may sustain in accordance with the general laws.
Regards.
Bong
ganto po ung sitwasyun ko na released po ako ng dati kong employer, ngayun po pwedi po ba ako bigyan ng exit visa ng kasalukuyang employer ko??? kung mag file po ng exit after finish my contract this year
Mr,
Of course naman, kung ang employer mo sa iqama ay ang kasalukuyan mong employer pero kung hindi pa ito nalipat, puntahan mo ang dati mong employer at humingi ka ng clearance for exit.
Bong
Good day po sir Bong,
Bagong dating lang po kami ditong 12 na Filipino sa Yanbu, sabi po ng employer namin may ibabawas po sa aming sweldo na 9% buwan buwan hanggang matapos ang AMING kontrata. ito raw po ay GOSI membership. Sir tanong lang po namin.. Ang GOSI membership po ba ay mandatory or compulsatory? at kapag tapos na ang contrata namin d2 for 2 years pwede po ba naming e-reimburse yung binawas samin for the GOSI.
marami pong salamat,
From,
Rene,Michael,James,Chris,Cliff, Aldwyn
HALLA Energy & Environment
sir bong
Good day po, ako po ung nang hingi sa inyo ng payo last 2 months ago and maraming salamat po sa tulong na binigay nyo. nsa pinas na po ako ngaun. Ang problema lang po e ung apply ko ulit jan sa ibng company, tanggap npo ako pro wala pa po ung visa ko. may possibilities po ba na mka balik ako sa riyadh, balita ko po kz wala pa po mga visa na binibigay ang ministry??
Thank you po and GOD BLESS
Jek
Jek,
Hi Jek, glad to know na andiyan ka na sa Pinas.
Sa ngayon medyo madalang ang bigayan ng visa dahil nga sa Nationalization pero babalik ito sa dati in the coming months to come.
Bong
sir,
Nag work po kasi ang asawa ko sa Saudi for 1 year.. Sa ngayon po kelangan nya ng Police Clearance as a requirement for application for canada Visa. kasalukuyan pong nasa saudi ang Tatay nya, pero hindi po makakuha ng police clearance. Sinasabi po na kapag nag exit na daw po sa saudi for more than 6 months hindi na daw po nag iisue ng Police Clearance ang Saudi.. Humingi rin po kami ng tulong dito saudi Embassy dito sa Pilipinas. Meron po silang ibinigay na number, pero hanggang sa ngayon po e walang sumasagot sa numerong ibinigay nila.Sinabi rin po nila na pumunta kami sa DFA. Nag punta na po kami sa DFA pero nde rin po nila kami natulungan, sinabi naman po nila na pumunta kami sa Saudi Embassy.Ano po ba ang dapat na gawin para makakuha ng Police Clearance?.. Sana po ay matulungan ninyo kami.
Maraming salamat po.
Mel,
Kung totoo na na ang police clearance ay hindi na po ma-issue after 6 months na itong exit sa KSA, wala na po tayong magagawa kung ito ang kanilang patakaran. Kung may time po kayo, bisitahan po ang Saudi Embassy upang malaman natin ang tamang gawin. Samantala paki basa lamang po itong Advisory ng DFA tungkol dito.
Phl Embassy in Riyadh Clarifies Requirements for Police Clearance, Urges Filipinos to Obtain it Before Leaving Saudi Arabia
Thursday, 22 September 2011 17:26 Mark-PISU . 22 September 2011-The Philippine Embassy in Riyadh reported that Filipinos who used to reside in Saudi Arabia and are seeking permanent residence or employment in other countries are often required to submit a police clearance from countries where they had previously resided.
The Embassy has received numerous requests for such police clearance from former residents or workers in Saudi.
The Saudi authorities have changed their rules twice in the past few years.
As of 11 October 2009, the Saudi Embassies overseas were authorized to receive the request form and required documents including the fingerprint sheets.
However, the Saudi Ministry of Foreign Affairs sent a circular note No. 94/70/19/373270 dated 3 November 2010 changing the procedures for former foreign residents.
According to this circular, there is a new procedure in obtaining a Saudi police clearance for those who left the Kingdom. This new procedure involves the following:
1.The applicant should proceed to his/her country’s embassy in the country of residence.
2.The applicant should submit an accomplished request with an accomplished fingerprint form.
3.This should be sent to his/her embassy in Saudi Arabia (the Philippine Embassy in Riyadh), which would endorse the request by Note to the Saudi Ministry of Foreign Affairs (SMFA).
4.The SMFA then would authenticate the application and accomplishment fingerprint form for endorsement to the concerned local police authorities where the Filipino lived.
5.The Embassy will then submit the authenticated Note Verbale, the SMFA endorsement and the duly-accomplished fingerprinting card to the concerned Office of the Director of the Police Department in the Kingdom of Saudi Arabia for filing and processing.
6.After one or two months, the Embassy will claim from the concerned police authorities the police clearance and send it back to the applicant.
The documentary requirements are:
Duly accomplished Police Clearance Application Form that can be obtained from the Saudi Embassy in the country where the applicant is presently residing;
Duly accomplished Fingerprinting Card obtained thru the State Police of the country where the applicant is presently residing;
Two (2) newly taken 2 x 2 colored picture with white background;
Photocopy of passport used in Saudi Arabia clearly showing the applicant’s photograph, all visas and exit/re-entries of the period of stay of the applicant in Saudi Arabia;
Photocopy of iqama (residence permit);
Photocopy of Certificate of Employment or No Objection Certificate or Release Letter issued by former employer/sponsor in Saudi Arabia;
Request Letter addressed to the Embassy stating the purpose of the Police Clearance;
Other relevant documents, if any, to support the application for Police Clearance;
All non-Arabic documents should be translated into Arabic.
The fees are:
Embassy’s Notarial fee: SR 100.00
Saudi MFA Authentication Fee SR 60.00
Saudi Police Clearance Fee SR 30.00
Courier (sending/return) – arrangement to be made by applicant with the local courier at country of residence
Where possible, the Embassy shall continue to issue a No Derogatory Record in lieu of the requested police clearance.
However, for countries that do not accept the No Derogatory Record issued by the Embassy in Riyadh, it is ready to continue receiving and endorsing the applications for the Saudi police clearance, but the Embassy urges applicants to be aware of the documentary requirements and duration required to obtain such police clearance.
The Embassy strongly urges Filipinos who intend to leave the the country on final exit to secure Saudi police clearance.
Procedure:
1.Secure from the Embassy a Letter of Endorsement addressed to the local Saudi police authorities. Bring a copy of passport or certificate of employment. Fee: SR100.00
The Letter of Endorsement must be authenticated by the Saudi Ministry before presenting it to the local Saudi authorities. END
Maraming salamat po Sir Bong….
Sir magandang araw po.. Ask lng po ako ng question.. ng-end of contract n po kze ako last dec kaso ndi po ako binigyn ng final exit ng boss ko. ang binigay nya saken eh 6 months re-entry which is nalaman ko n lng nung paalis n ako kze nung time n lng ng flyt ko nya binigy.. tpos wala din aq nkuha khit singko pwera n lng sa return ticket ko.. kung gus2 ko po bumalik ng saudi tpos hhingi n lng ako ng NOC sa dati kong boss kze balak kong lumipat.. pwede po b un?..
Mark,
Hindi ka puwedeng bumalik sa KSA with a new employer dahil may exit re-entry ka at sigurado akong hindi ka bigyan ng NOC ng iyong dating employer.
Bong
Sir,
Hi! Im working in KSA now for about 7months kaso ala pa rn po ako Iqama at ngyon po sabe ng company namen may babayaran dw kme penalty 500sr dw. eh! d nmn po nmin kasalanan na kung bket until now wala pa po kme Iqama kompleto nman po mga documento nmen.. meron po ba kme right para mgreklamo about sa penalty po ng Iqama… Thank you!
Ersie,
Para saan itong penalty? Wala pa nga kayong iqama, may penalty na. Sus, bakit naman kayo napunta sa ganitong kompanya. Dapat kasi itong mga recruitment agency, inalam kung ano ba talaga ang estado ng kompanya bago mag deploy ng tao. Huwag kayong magbayad ng kahit halala. May karapatan kayong magreklamo kung walang basihan o konkretong dahilan para saan ang penalty na ito.
Bong
hi sir,
im planning to work in jeddah and i had this offer letter and already signed it but idont have the visa pa… my problem is im only 20 yrs old and sa april 6 2012 p q mg21 ok lng po b un? pwd ko p po bng hnd i2loy? parang risky po kc pag tnuloy ko….
Thanks…
John,
Anong work?
OMNIBUS RULES AND REGULATIONS
IMPLEMENTING
THE MIGRANT WORKERS AND
OVERSEAS FILIPINOS ACT OF 1995,
(vv) Underage Migrant Workers – refer to those who are below 18 years or below the minimum age requirement for overseas employment as determined by the Secretary of Labor and
Employment.
Regards.
Bong
Sir bong,
Food service crew po s isang restaurant…
ok n po lahat ung visa n lng po ang hnd naayos… kc napending po s embassy at sb under age daw po… ang kelangan daw po e 21 yrs old and above…
panu po kya un sir? kung skaling maayos po dto s pilipinas hnd po kaya mgkakaproblema pagdting ng saudi?
salamat po sir.
John,
Kung requirement po ito ng Saudi Embassy, wala po tayong magawa kundi sundin ito. Pero dapat isangguni mo rin ng personal ito sa POEA.
Bong
Dear Mr. Bong,
Sir, salamat po sa sagot nyo sa una kung dalawang tanong.
May dagdag pa po akong tanong. Natapos na po ung contract ko yesterday, Sept. 18, 2011, and last June 11, 2011 pa po ako nagbigay ng notice of non-renewal. Kanina po kinausap ako sa pumalit sakin na naging head sa accounting department na mag-extend up to end of this month or first week ng October 2011. Kailangan ko po bang ipa black & white yong extension na ni request nila? May karapatan po ba akong tumanggi ng any extension? Article 110 of labor law ng KSA about postponement/extension, applicable din po ba ito sa end of contract cases?
Although accountant ang work ko at yon din nakalagay sa contract ko, at kailangan daw nila ng turn-over kahit last few weeks pa ako nagbigay ng orientation sa kanila. Pero po ung contract ko nakalagay din na “the employer shall repatriate the worker upon fulfillment of the contract period without waiting for replacement”. Can I use this statement also to demand my claim to stop working & claim my benefits and ticket for Phils?
Thank you very much in advance. God bless.
Arthur
Art,
Dapat lang na may dokumento ang additional extension dahil na apply mo na ang SLL 110.2. Yes, applicable the word “leave” means vacation and end of contract.
Kung ito ay nakasaad sa kontrata “the employer shall repatriate the worker upon fulfillment of the contract period without waiting for replacement” dapat noon pang June 11, 2011 nag exit ka na.
Bong
Hi Bonng,
Tanong ko lang kung may provision ba sa labor law na pag na reach mo na ang five years of stay mo sa company ay entitled ka na as annual vacation if your orignal signed contract from the start is two years??? or it’s just internal Co. procedures…appreciate yoru concern.
Article 109.1 A worker shall be entitled to a prepaid annual leave of not less than twenty one days, to be increased to a period of not less than thirty days if the worker spends five consecutive years in the service of the employer.
Wala pong nakasaad sa batas na pag naka 5 years na ang worker maging yearly na ang kontrata. Kung two years ang kontrata ng worker ganon pa rin ito not unless kung napgkasundoan ito in a new contract.
Bong
Good Day!
Sir, ako po ay nagta trabaho dito sa may Olaya St. Riyadh KSA..dumating po ako dito nung dec 2009 at ngayong darating na dec 2011 ay plano ko po sanang hindi na ituloy pa ang aking kontrata. nais ko lng po sana itanong ang ilang bagay:
1. kung akoy magpa paalam na hindi na itutuloy ang aking kontrata, ako po bay may makukuhang benipisyo? (tatapusin ko po yung kontrata sa dec 2011)
2. kung sakaling akoy magpa alam na hindi na nga magppa tuloy pa at hindi sila pumayag, ako po bay may habol or karapatang mag reklamo?
maraming salamat po!
regards,
Phil
Phil,
Kung tataposin mo ang iyong kontrata dapat lamang na may matanggap ayon sa batas paggawa Artikulo 84: Para sa kontratang nakasulat ang tiyak na panahon, at ang kontrata ay natapos na, ang trabahador ay may karapatang bigyan ng gantimpala sa kaniyang panahon ng paglilingkod na ang basihan ay ang kalahating (1/2) buwan na suweldo kada taon sa loob ng unang limang taon.
May habol ka, wala silang karapatan na ibinbin ang iyong exit maliban lamang kung sila ay hihingi sa iyo ng palugit, at ito ay dapat may balido or valid reason. Pero kung sa tingin mo ay wala silang balidong rason at iniipit ka lang nila, ikaw ay may karapatan na mag-reklamo sa Saudi Labor Office.
Bong
Dear Mr. Bong,
Sir, thank you for your reply to my first question, It enlightens me. I have some follow up questions.
If in case they insist on giving me exit/re-entry instead of Final Exit, as what they usually do with other staff before who requested final exit. And I will report this act to POLO/OWWA or
saudi Labor, how long would it take to resolve the problem?
Thank you very much.
Arthur
Art,
May katagalan dahil may hearing ito. At kung ang employer ninyo ay tuso maaaring gagawa ng hakbang na tumagal pa lalo pero kung gusto ninyo itong labanan = Go for it, it’s our right to go home after finish contract.
Bong
Dear Mr. Bong,
I currently am working now as accountant in Jeddah. My contract will finish this coming Sept 18, 2011. I already submitted my notice about not renewing my contract three (3) months ago. The president was not happy about my decision because he wants me to stay or to renew my contract for another years. We talk and discuss about it, and he mentioned that he will ban me from going to GCC or KSA for work if I don’t accept his offer. In my letter/notice I submitted on June 11, 2011, I mentioned that I need Final Exit. Do you think they can blacklist me or ban me from working in KSA or GCC without reason of any violation, and since I complied everything about my first contract?
Hoping for your reply. Thank you in advance.
Arthur
Art,
Hindi totoo yan kung wala kang violation sa kompanya. Kung may violation man, may pruweba po ito ng police report or court order.
Huwag kang pumirma ng kahit anong undertaking kung may papirmahan sila sa iyo. Wala rin silang karapatan na ipitin ang iyong uwi dahil nakapag-comply ka ng notice. Kung ayaw ka prin nilang pauwiin, puwede mo silang kasohan sa Saudi Labor.
Bong
sir,
dito po ako sa jeddah nagttrabho, ang case ko po patapos na kontrata ko this coming month, pero ayaw pang iprocess ng company ung mga dapat iprocess for my exit, saka lang daw sila nagpprocess kapag expired na mismo ung kontrata ko. Ang pag kakaalam ko po kc a month before the expiration of the contract kelangan naka book na ang plane ticket ko at pinaprocess na ung exit ko. tama po b?
Ano pong dapat kong gawin sa ganitong siwasyon?
Son,
Dito sa KSA bihira pong masusunod ang sinabi mong naka-process lahat a month before ang mga requirements for exit. Bihira pong mangyari yan, not unless ang company HR ay ang kapakanan ng employees ang nakikita.
All you have to do is to follow it up but do it in a nice way.
Bong
maraming salamat sir bong…
God bless…
Good day Sir bong,
I am currently working here in KSA for almost two(2) years as ME in one of the ministry’s of health hospital under the green colored category company. Ang tanong ko po ay ang mga sumusunod;
1. Possible ba na maibigay ng company sakin yung pera (2000SR) na kinaltas nila sa sahod ko for the month of February, 2011 at 451SR for the month of March, 2011? ang pangyayari pong ito ay related sa pagprocess ko po ng Saudi Council of Engineers accreditation dahil due for renewal na iqama ko for March, 2011.
2. Nagpadala ako ng letter of complain dun sa company namin regarding my unfair salary deduction without legitimate reason at may mga kopya po ako as evidence. Pwede po ba ako makihingi sa inyo ng contact or address details ng POLO at Saudi Labour Office, aking hinihingi po ang iyong paumanhin.
Maraming salamat po, and more power sa inyo.
POLO ALKHOBAR
ADAM MUSA Labor Attache
Address: POLO Communication Center, Al Khobar
Email: , polo_ero2005@yahoo.com
Tel. No.: 0501269742
ALBERT Q. VALENCIANO
Address: Philippine Embassy, King Fahad District, Olaya Road P.O. Box 94366, Riyadh 11693
Email: poloriyadh2010@yahoo.com
Tel. No.: (9661) 483-22004 Fax No.: (9661) 483-2196
Mob. 0565094862
VICENTE CABE
POLO-OWWA (02-665-8462 / 051-512-4793)
Phone (02-660-0348 / 667-0925 /663-0354 / 669-6303) / Fax (02-663-0838)
Email (pc.jeddah@gmail.com)
Website (www.pcgjeddah.com)
Sir.
Good evening
itatanong ko lng sana kung makatuwiran ba yung pagkaltas kaagad agad ng sahod na walang notice manlang o warning,.kasi d2 sa company gngwang pnakot yun sa mga tao, kung gnyan b sitwasyon pde b nmin ipaterminate ung contrata nmin,kc halos lhat kming pinoy d2 sa company n2 gs2 n umalis,.
Sir pde nyo b kmi 2lungan sa problema nmin n2
E2 ung company nmin ” ARABIANS CARE EST. Kingdom of Saudi Arabia-Khamis Mushayt-New Industrial Area-Abu Bark Al-Siddiq Street- tel: 2330002 fax: 2330164
e-mail: Arabianscare@gmail.com
Thank you
Regards
Rene
Saudi Labor Law
Article (66):
The disciplinary penalties that the employer may inflict on the worker:
(1) Warning.
(2) Fines.
(3) Withholding allowance or postponing it for a period not exceeding one year if prescribed by the employer.
(4) Postponement of promotion for a period not exceeding one year if prescribed by the employer.
(5) Suspension from work and withholding of wages.
(6) Dismissal from work in cases set forth by the law.
Article (67):
An employer may not inflict on a worker a penalty not provided for in this Law or in the work organization regulation.
Article (68):
The penalty shall not be made harsher in the event of repeated violation if one hundred eighty days have elapsed since the previous violation was committed, calculated from the date the worker is informed of the penalty for that violation.
Article (69):
A worker may not be accused of any offense discovered after the elapse of more than thirty days, nor shall he be subjected to a disciplinary penalty after the elapse of more than thirty days from conclusion of the investigation and establishment of the worker’s guilt.
Article (70):
A worker may not be subjected to disciplinary penalty for an act committed outside the workplace unless such act is related to the job, the employer or the manager in-charge.
Nor may a worker be fined for a single violation an amount in excess of a five-day wage, and no more than one penalty shall be applied for the same violation. No more than a five-day wage shall be deducted from his wages in one month in payment of fines, or his suspension from work without pay may not exceed five days a month.
Article (71):
A disciplinary action may not be imposed on a worker except after notifying him in writing of the allegations, interrogating him, hearing his defense and recording the same in minutes to be kept in his file. The interrogation may be verbal in minor violations the penalty for which does not go beyond a warning or a deduction of a one-day salary. This shall be recorded in minutes.
Article (72):
The worker shall be notified in writing of the decision of imposing the penalty on him. If he refuses to receive the same or if he is absent, the notice shall be sent to the address shown in his file by registered mail. The worker may object to the decision of imposing the penalty upon him within fifteen days, excluding official holidays, from the date of notifying him of the final decision. The objection shall be filed with the Commission for the Settlement of Labor Disputes which shall be required to issue its decision within thirty days from the date of registering the objection.
Article (73):
Fines imposed on the workers shall be entered in a special record, showing the worker’s name, his wages, the amount of the fine, reasons and date of the fine. Such fines may not be disposed of except for the benefit of the firm’s workers, upon the Ministry’s approval.
sir bong,
kumusta po kayo,ako po ay nandito sa Saudi nasa probation period palang po ako at wala pang iqama kasi delayed mga required documents sa employer ko regarding sa membership sa SCE,pwede po ba akong mag exit nalang after may 90 days prob period kumbaga d nalang ako tutuloy sa 2yrs contract ko kasi may nag offer sa akin na x2 po yung salary ko,sa Saudi law ano po ba ang babayaran ko kasi wala panamn akong iqama,maliban dya ano pa po ba,willing naman po ako magbayad para mag transfer ako kasi ang nag alok kasi akin ng douilbe ay yung dati kung amo na nasa OMAN ang project nila,,pinadala napo nila ang acceptance letter, tapos pirma ko nalang at mga requirements ang hinintay nila para i process napo yong bisa ko…pls i need advice from you..more power to you
salamat po
rex
Rex,
Dito sa KSA mahirapan kang mag resign kung ito ay hindi aprobahan ng employer, if ever ma-approve you will have to compensate the employer’s expenses sa pagkuha sa iyo sa Pinas. It maybe assessed by the court or without the court’s assessment, the employer has the right to ask you for payment of damages icludes, all expenses incurred, like recruitment fees, visa, iqama, and other legal expenses and you will shoulder the air ticket back to your home country.
Article (77): If the contract is terminated for an invalid reason, the party who is harmed by such termination shall be entitled to indemnity to be assessed by the Commission for the Settlement of Labor Disputes, taking into account the termination circumstances and actual and potential material and moral damages sustained.
Bong
Sir,
Tanong lang po.
Tama po ba yung pag hold sa sahod ko?
I resigned 24 August, i gave the final 30 day notice on 24 Aug bale po hanggang 24 sep na lang po ako dito sa work. Sabi po ng paymaster its a normal procedure to hold the salary at the time of the resignation. I release daw po on 24 Sep kasama ng mga claims at benefits ko.
Salamat po sa inyong payo.
William
Article (61): In addition to the duties provided for in this Law and the regulations and decisions issued for its implementation, the employer shall be required to:
(1) Refrain from using the worker without pay and shall not, without a judicial instrument, withhold the worker’s wages or any part thereof. The employer shall treat his workers with due respect and refrain from any action or utterances that may infringe upon their dignity and religion.
Article (88): Upon the end of the worker’s service, the employer shall pay his wages and settle his entitlements within a maximum period of one week from the date of the end of the contractual relation. If the worker ends the contract, the employer shall settle all his entitlements within a period not exceeding two weeks. The employer may deduct any work-related debt due to him from the worker’s entitlements.
Article 61: In addition to the duties provided for in this Law and the regulations and decisions issued for its implementation, the employer shall be required to: (1) Refrain from using the worker without pay and shall not, without a judicial instrument, withhold the worker’s wages or any part thereof. The employer shall treat his workers with due respect and refrain from any action or utterances that may infringe upon their dignity and religion.
If they have internal company policy rearding your concern, it should be written and workers have copy on it.
Bong
sir thank you po.opo may binigay po akong exit letter stated that as soon as my iqama expires, i want an exit po.binigay ko po yun last 3 weeks ago and my iqama po maeexpire by october 11 2011 po.so siguro naman po enough po yung time na nagbigay ako ng notice sa kanila for my exit.besides po about for my iqama they deducted from me 2000 sar for 1 year renewal..kinuha po nila iqama ko last june pa po telling ipaprocess po nila but til now po wala pa din.so gusto ko po irefund yung pera na diniduct sakin pero sabi po nila di na daw nila marerefund. ano po pwede kung gawin?thank you po ulit sir
Mischelle,
Malinaw po na ayaw ka pang pauwiin dahil bakit hanggang ngayon hindi pa binigay sa iyo ang iqama kung ito nga ay na-renew.
May pruweba ba na natnaggap nila ang iyong notice? Kung ito ay meron, itago mo ito at ito ay magamit mo pag kinakailangan. Tungkol sa iqama fees, hindi po makatarungan ang pagbayarin ang worker. Sumulat po kayo address to our Philippine Ambassador tungkol sa iqama at idetalye mo ang iyong hinaing. Kung puwede, ikaw mismo ang mag-abot nito sa Embahada and keep me posted.
Bong
sir
ask ko lang po kasi tapos ko na po yung contrata ko for 2 yrs eh kinausap ko yung moder namin na gusto ko mag exit.sabi sa akin wala daw problema yung exit kaso di daw nila maibibigay benefits ko at di rin nila shoulder plane ticket ko.yung iqama ko po ma eexpire this ocober pero nung june kinuha na nila for renewal but unti now di pa narerenew, so i decided po na mag eexit after finishing my iqama.pero sabi sakin wala sila maibibigay na benefits ko..paano po yun?pwede ko ba to ireklamo sa polo?and one more thing po nag deduct sila ng 2k sar for renewal of iqama at insurance, sabi di daw nila marerefund yun kc they make a step na po for processing..please help me po..thank you
Mischelle,
May proseso ang pag exit sa sponsor. May sulat notisya ka ba sa iyong employer na ayaw mo ng mag renew ng kontrata? Kung meron, may kopya ka ba?
Hindi po totoo na wala kang makukuha, malinaw po sa Art. 84 ng Saudi Labor law that for the first five years of service, an expat is entitled to receive half month’s pay for each year of of service (Note that this is in case of completion of contract).
Maaring wala kang makukuha kung ikaw ay nag resign (hindi tinapos ang kontrata) within the first two years of service.
Ang plane ticket po ay depende kung ano ang nakasaad sa kontrata. In this case, check your contract regarding plane ticket.
Sa iqama naman, paki print ang Saudi Labor Law provision na ito at ipakita mo sa inyong employer:
Article 40. 1: An employer shall incur the fees pertaining to recruitment of non-Saudi workers, the fees of the residence permit (Iqama) and work permit together with their renewal and the fines resulting from their delay, as well as the fees pertaining to change of profession, exit and re-entry visas and return tickets to the worker’s home country at the end of the relation between the two parties.
Ang reklamo ay sa Saudi Labor Office isampa at hindi po sa POLO. Ang ating POLO po ay mag mediate lamang ng problema between the employer and the worker at gumawa ng paraan upang ma-solusyonan ang problema para sa kagalingan at kapakanan ng OFW at ma-ipaglaban ang karapatan nito.
Thanks for coming.
Bong
Good day Sir,
Ask ko lang po,pag nagresign po ba sa isang company na hindi tapos ang contract,pwede pa ba lumipat ng ibang country gaya ng Qatar o UAE na walang ban ng Saudi?
Thanks po.
Gar,
As long that the company give you an Exit Visa, wala pong problema kung lilipat ka sa ibang GCC countries.
Bong
Good Morning Sir Bong, Binigyan po ako ng Final Exit Visa ng Employer ko, after 2months na hire po ako sa Saudi, wala po bang problema kung babalk ako sa Saudi para mag trabaho sa ibang Company?
Blued,
No problem. Good luck!
Bong
sir i just want to ask regarding my case,i have a exit re entry visa,i went home last october and supposed to come back on december but get pregnant when i was on vacation!i didnt go back and didnt inform my hospital employer about this matter!can i still go back to saudi if i will apply to other hospital!thank u so much for your immediate response!more power!
Mar,
Medyo delikado kung babalik ka, your present status ay naka attached na sa iyong iqama and if ever your application for visa stamping (new employer) ay na-aprobahan ng Saudi Embassy, sigurado akong hindi ka lulusot sa immigration dahil makikita ito sa iyong employment record.
I advice you not to come back to KSA but instead try your luck to another country.
Bong
dear sir,
sir ganoon po kasi ang case ko sa una kung emplyment sa saudi sa yanbu po ako galing tinapos ko din po ung contract ko and signed onother umuwi po ako dahil namatay ang nanay ko at hindi na ako bumalik after one and a half year nag re apply nga po at ito na ung second emplyment ko kaso nabuntis when i was on vacation kaya hindi na naman ako nakabalik kung magpapalipas ako ng 2 years yon po ang gusto kung tanungin sir kung puede na uliu ako mag apply sa ibang company!thanks a lot po sa immediate reply!more power!
Mar,
Sorry, pero mahigpit na po sila ngayon sa mga ganitong violation ng worker ang hindi pagbalik galing sa bakasyon. Part na rin ito ng kanilang Saudization strategy.
Bong
sir ..gandang umaga po…this coming ramadan…who many working hours dapat ang none muslim..at karapatan ba namen tmanggi ng wrk ng 12hrs a days during ramadan…tapos ang ibibigay lang smen na overtym is 2hrs a day…nabsa ko sa saudi labor code na none muslim wrk a day 8hrs per day…pero yun contrct namen is 10hrs a day ang wrk…pero cover naman kmi ng saudi labor code na none muslim,,ano po ba dapat gawin para maibigay samen yun karapatan namen,,or nsa tama ba kmi na habulin ang 4hrs a day over tym,,,sir advice naman po.slamat mabuhay ang lahi pinoy…
Cathy,
Kung ang batas paggawa po ang ating sundin, a manggagawa ay hindi dapat magtrabaho ng sobra sa 8 oras sa loob ng isang araw, or 48 hours a week. Ngunit ito ay maaaring mabago kung ito ay may pahintulot ng Ministry of Labor ayon sa batas at ayon sa klase ng trabaho.
Ngunit, ayon sa iyong sulat, nakalagay sa kontrata ang 10 oras, Ito ba ay sinang-ayonan ninyo? Pinilit ba kayong pirmahan ang kontrata na ito?
If you decide to present this matter in court bring an interpreter fluent in Arabic, The Labor office will then approach the manager of your company to demand answer to your complaint.
Regards.
Bong
sir bong…gus2 ko po malaman kung.. my habol po kmi na 4hrs ang ibgay na overtym…oo wla…na ka contarct nga kmi ng per day 10hrs..but as of saudi labor during ramadan 8 hrs ang work…sa tingin nio po my habol ba kmi nun…
maraming slamat po…
Cath,
8 hours ang legal na work per day. Pero sinabi mo na nasa kontrata ito, sinang-ayonan nyo ba ito noon?
Ang 4 na oras na overtime ay hindi na po tama. I suggest you and other employees to visit POLO and inform them of your situation.
Regards.
Bong
SIR BONG,
MERON PO AKONG ITATANONG SA INYO, TUNGKOL SA END-OF-SERVICE-AWARDS KUNG RETIREMENT PO ANG DAHILAN. LUMAMPAS NA PO AKO SA LEGAL RETIREMENT AGE DITO SA SAUDI ARABIA. LIMANG TAON NA ANG NAKAKARAAN. ANG MEDYO MALABO PO SA AKIN E TUNGKOL SA LENGHT OF SERVICE PARA SA COMPUTATION NG NASABING AWARD.
ANG SERBISYO KO PO SA KOMPANYA E NAG-UMPISA NOONG 1991 HANGGANG NGAYON AY SILA PA RIN ANG EMPLOYER KO. ANG EMPLOYER PO NAMIN AY GROUP OF COMPANIES NA IISA LANG NAMAN ANG MAY-ARI. SA PANAHON NG PAGLILINGKOD KO SA KOMPANYA AY NA-TRANSFER AKO SA ISA PANG KOMPANYA NG KANILANG GRUPO NOONG 1998. PERO ITO AY DAHIL WALA NG PROJECT YUNG DATING KOMPANYA. KAYA DITO PA RIN SA PAREHONG BUILDING AT PAREHONG DEPARTAMENTO ANG TRABAHO KO. SA TOTOO LANG PO AY ANG TRABAHO KO NAMAN E HINDI LANG SA KOMPANYA KUNG SAAN AKO NAKA-PAYROLL KUNDI PARA SA LAHAT NG KOMPANYA NG GRUPO. GINAGAMIT NILANG LAHAT YUNG MGA BUSEINESS APPLICATIONS NA GINAGAWA KO.
ANG TANONG KO PO E ANG MAGIGING COMPUTATION PO BA NG END-OF-SERVICE KO E MULA DOON SA DATE OF TRANSFER KO O DOON SA DATE OF ENGAGEMENT SA KANILANG GRUPO AT IBABAWAS KUNG ANO MAN ANG NABAYARAN SA AKIN NOONG MA-TRANSFER AKO.
UMAASA PO AKONG MASASAGUTAN NYO ANG KATANUNGAN KO. NAGPAPASALAMAT PO SA INYO. GOD BLESS.
GUMAGALANG
ANTONIO TADEO
Ton,
Ang iqama ang tingnan mo. Kung ang employer sa iqama mo the first day you arrived in the Kingdom is still the same up to this date, at wala ka pang natanggap na ESB mula noon, ibig sabihin kasama sa kwentada ang length ng computation from the day you arrived here up to date.
Pero kung mayron na silang naibigay sa iyo na ESB each time nilipat ka sa mga sister company ng iyong empoyer, of course iba na po ang kwentada ng ESB. Makikita naman yan sa accounting records.
Bong
SIR BONG,
MERON PO AKONG ITATANONG SA INYO, TUNGKOL SA END-OF-SERVICE-AWARDS KUNG RETIREMENT PO ANG DAHILAN. LUMAMPAS NA PO AKO SA LEGAL RETIREMENT AGE DITO SA SAUDI ARABIA. LIMANG TAON NA ANG NAKAKARAAN. ANG MEDYO MALABO PO SA AKIN E TUNGKOL SA LENGHT OF SERVICE PARA SA COMPUTATION NG NASABING AWARD.
Ton,
Malinaw naman ang SLL, full award if the worker serve his employer to ten or more years. So ito ang dapat sundin, kung ilang taon ang paninilbihan ng isang worker sa kanyang employer ang basihan ng computation ng end of service award.
Ibig sabihin hindi po sa edad babasihan ang ESB kundi sa taon ng kanyang paninilbihan.
Hope this helps.
Bong
Good day Sir. I was already here in Philippines with exit visa for only one month now. My employer is requesting me to comeback. If ever I agreed, what are the processes again to be able to return.Do I need to process my papers same as I am new or just simply stamped visa again.
Thank you very much and more power.
Alex,
Balik sa uno po lahat ang proseso.
Bong
Sir Bong,
Sa ngayon expire na ang iqama ko, what if I will change my passport? I need your advice. I will return or not to KSA. Sabi ng iba basta expire daw un iqama ay erase na lahat ang file sa jawasat at immigration.
thank you
Jimmy
Jim,
Na explain ko na po sa inyo ang tungkol sa proseso or ang ginagawa ng employer pag ang worker niya hindi babalik sa KSa despite of having a re-entry visa. Tungkol sa passport, ask your recruitment agency, all i know is even if you change your passport, your name still the same with the previous passport.
Tungkol sa pag ang iqama na expire, erase na ang record ng worker. Hindi po totoo yon, imposibleng mag erase ngayon ng computer records, siguro ma archive and can be retrieve kung kinakailangan pero hindi ma erase.
Bong
sir bong ,
Falo up lang po,,kasi sa SCE apat kasi ang pag pipilian mo eh,Engineer, Associate Engineer ,Professional Engineer at Consultant,now ang Engineer pinili ko kasi walang examination based on their regulation na nabasa ko sa website nila,yung tatlo kasi meron written exam,sa contrata ko Civil Engineer ang nakalagay pero sa visa di ko pa nakita kasi paalis palang ako, paano kaya ito…any advise
sir bong ,
magandang araw po,ako po ang isang civl engineering graduate(w/o PRC license) pero may experience po ako pero yung iba wala pong certificate at wala po akong mga seminar or workshop plainly expercience lang po ngayon ako ay natanggap sa isang company green category bilang Site Engineer(civil) ,may problema po ba ako sa SCE application,ang pinili ko kasi yung Engineer lang na walang written exam ,kasi ang alam ko requirement ito ng iquama..pls reply
Gab,
Tingnan mo muna ang visa category mo kung ano ang nakalagay, Engineer ba? Kung Engineer, kailangan mong mag take na exam and of course PRC license ang isa sa mga requirement para kumuha ng Saudi Council Exam para sa iqama.
Bong
Sir Bong,
Greeting of peace,
My kunting katanungan po meron po ako exit re-entry last march 2011, d po ako bumalik maganda kumpanya namin problem lang ako isang civil engineer binigyan nila ako ng sasakyan kaso parang naging driver din ako. kahit hating gabi sumusundo ako ng mga tao, wala OT, ng apply ako ng exit ayaw nila, un ang dahilan kaya d ako bumalik, ngayon gusto mag aaply ulit sa saudi. pwede ba ako pumalik dun.
thank you and god bless.
Jim,
Kung umalis ka ng KSA na may exit re-entry visa at hindi na bumalik, ang gagawin ng employer mo ay ang mag report jawasat or passport department upang ipa-kansela ang iyong iqama para na rin hindi sila magbayad ng penalty for not reporting your status. Kalakip sa kanilang request ay ang kopya ng iyong pasaporte na may exit re-entry visa. Pag ma update an iyong record sa passport at immigration department natural lamang na pag dumaan ka sa immigration sa iyong pagbalik, masita ka or ma question ka. Kung sakali naman na nakalusot ka sa airport immigration, may oras na ma-update parin ang iyong record considering that the same name and the same fingerprint appeared on their records, sa puntong ito, mag report ang passport department sa previous employer ng worker na ang worker na ito ay nakapasok na sa KSA with a new employer. Then the employer will report the findings to the Office of Investigation and Tracking Foreigners for immediate legal action.
Hope this helps.
Bong
Magandang Araw po Sir Bong,
May kunting katanongan lang po ako sa inyo, ngayong month of september mag re-resign na po ako sa aming companya bali dalawang taon po ang aking kontrata pero isang taon lang ang aking kukunin. at ayaw ko nag mag extend pa ng iyang taon para tapusin ang 2 years na kontrata. ang tanong ko po anu pong benepisyong makukuha ko po? at makukuha ko ba yung 1 year na service ko kahit di pa tapos ang kontrata ko? or mag babayad ba ako ng lahat ng gastos ng companya? kaka tapos ko lang na paid yung placement ko sa companya namin katumbas ng isang buwan ko na sweldo. anu po ang dapat kong gawin?
Jay,
Wala po kayong makukuha na kahit 1 Riyal. Kung hindi mo taposin ang iyong kontrata ang kompanya ay may karapatan na hingin lahat sa iyo ang kanilang nagastos pagkuha sa iyo sa Pinas, kagaya ng Visa Fees at Tiket. Kasama na rin dito ang cost of the tiket pabalik sa Pinas. Please read below SLL pertains to your concern.
Article 40.2: A worker shall incur the costs of returning to his home country if he is unfit for work or if he wishes to return to his home country without a legitimate reason.
Article 77. If the contract is terminated for an invalid reason, the party who is harmed by such termination shall be entitled to indemnity to be assessed by the Commission for the Settlement of Labor Disputes, taking into account the termination circumstances and actual and potential material and moral damages sustained.
Regards.
Bong
Dear sir,
A pleasant day to you!!!
Sir may gusto lang po sana itanong sa inyo tungkol din po sa makukuha kong benefits sir,2 yrs. po ang contract ko june 30,2011 ang finish nito,next week po ito.Nagfile po ako ng exit na di nman sana kasi po hindi na raw po pinarenew ng plant mngr. namin yung iqama ko,ibig po sabihin panexit po ako ng kumpanya.Dapat po ba ako gumawa ng resignation letter ko.Makukuha ko po ba yung vacation pay benefits ko na 21days/year bukod po dun sa end of service ko na 15days/yr=1 month sa 2yrs ko.Yung mga kasamahan ko po na nagfile ng exit pinagawa po ng letter na exit na sila,bale 72 days(42days vpb+30days esb) ang nakuha bukod po dun sa last salary nila,free po ang food,housing,transpo. namin kasama po ba sa computation to base po sa nabasa ko po d2.Ano po ba ang tamang computation ng makukuha kong benefits.
Hoping for your fast reply sir,and thank you po in advance and more power to your blog.
God bess,
cheers
Cher,
Kung ano ang nasa batas para sa ESB ay yon ang dapat mong makuha at sa tingin ko tama naman ang kanilang computation. Kung wala po kayong allowance sa food, housing at iba pang allowance dahil lahat ito ay free, ibig sabihin hindi kasama sa computation ang mga allowances.
Iwasan ang term na resignation kundi non renewal of contract or final exit. Dapat lamang na may abiso ka sa kompanya na at least 30 days.
Bong
Sir bong, marami pong salamat sa inyo pong kasagutan at nabigyan po ako ng kalinawan ang aking mga katanungan,sana’y marami pa po kayong matulungan na ofw katulad ko.God Bless po sa iyo at sa bumubuo po ng blog na ito.
Thank you po and more power to your blog….
God Bless,
cher
Welcome Cheers! Salamat sa tiwala, ang mga katagang binitiwan mo ay sapat na upang patuloy tayong maglingkod sa ating mga kahanay.
Bong
Sir bong may tanong lang po ako ayon kasi sa mga balita ng mga kaibigan ko mayron daw bagong labas ngayon ang saudi labor na regulasyon na ang isang ofw pag morethan 6 years na di na raw ni renew ang iqama at ini exit na daw po! totoo po ba to sir Bong? thank’s po !!!!!!!!!!
philip/ riyadh ksa
Philip, check this link: http://ofwempowerment.wordpress.com/ofw-guide/new-saudization-program/
Sir,
Eto po ang problema ko.. Meron po kong two years contract na matatapos na po by end of Jan 2012.. Ang problema ko dito sa kumpanya ay laging delay ang sahod.. May 3 buwan na po.. Ang balak ko po sana ay magpa-release na lang kung hindi nila ako kayang suwelduhan sa tamang oras.. Pede po bang gawing grounds ung delayed salary para mag-ask ng release? O mas ok po ung transfer of sponsorship kung sakaling makahanap po ako ng bagong trabaho rito?
Ysong,
May bagong Saudi policy na puwede ka lang humingi ng transfer of employment kung naka dalawang taon ka na sa iyong employer. However if your company falls on yellow and red category specified in their new nationalization policy, the yellow category explained “the enterprise will lose control over its expatriate workers hence giving them the freedom to sign contracts with a new employer and transfer their services to enterprises within the green or excellent zone without the consent of the employer. But be noted that the date of the implementation still of next year Feb. 23, 2012.
If your company falls on red category, they will lose control over its expatriate workers hence giving them the freedom to sign contracts with a new employer and transfer their services to enterprises coming within the green or excellent zone without taking the consent of the employer. Date of implementation: Nov. 27, 2011.
Now if your company falls on Excellent and Green category but having problem of not paying salaries to their workers on time or may 3 buwan na pondo or binibinbin ang sahod ng mga workers puwede ninyo silang kasohan sa paglabag ng batas paggawa Artcle 61.1 which says “In addition to the duties provided for in this Law and the regulations and decisions issued for its implementation, the employer shall be required to: 1. Refrain from using the worker without pay and shall not, without a judicial instrument, withhold the worker’s wages or any part thereof.
Ang Artikulo 90 ng Batas Paggawa ay nagsabing, kung hindi nagbabayad ang kompanya ng overtime at sahod sa mga mangagawa sa takdang oras, ang kompanya ay magmumulta ayong sa Art. 235 of Saudi Labor Law which says: An employer who violates the provision of Article (90) of this Law shall be subject to a fine of not less than five hundred riyals and not more than three thousand riyals. The fine shall be multiplied by the number of the workers subject of the violation..
Huwag basta basta padalos dalos ng desisyon, alamin muna ang karapatan at tamang proseso at huwag idaan sa init ng ulo ang pagtama sa mali ng kompanya.
Bong
Sir Bong,
Salamat sa advice, sir bong..
May mga tanong pa po sana ako.
(1) Pano po malalaman kung anong category ng isang kumpanya? san ko po un makikita o malalaman?
(2) Kasi sir ala pa kong suweldo ng April and May at malabo pong maibigay ang June ko. Ang ibig sabihin po ba ng 3 buwang pondo ay kapag hindi naibigay ang June Salary ko kailangang tumakbo pa ang buong July para masabing 3 buwan ang pondo na hindi pa ibinibigay? O ngayon pa lang po pede ng maituring na violation ng kumpanya ang hindi pagbibigay ng 2 buwang sahod? {buti po nabanggit nyo ung sa OT, pati po pala OT ko hindi pa naibibigay}
(3) Sir, where can I find or read the new Saudi Law Articles you mentioned as per first and second paragraphs of your message?
(4) and Pertaining to Article 235, is this applicable regardless of how many months the salary delayed?
Makakapaghintay pa naman po ako.. Ayoko pong maging masama ang mga mangyayari dahil nakasalalay ang hinaharap ng pamilya ko sa lahat ng gagawin ko sa kasalukuyan.. I just want to be ready when all things not fall to its right place.. Ayoko rin naman pong kasuhan pa ang kumpanya, ang gusto ko lang po ay makaalis sa kumpanyang ng maayos at makahanap ng mas mainam at maayos para sa ikagagaan ng sitwasyon ko..
Salamat ulit, sir bong.
YSONG
Ysong,
Kung may time ka, lubos lubosin mo na man ang pag surf sa ating blog. Anng blog na ito ay puno ng information at dahil na rin sa isa akong OFW na katulad ninyo, may limitasyon rin ako sa oras dito sa office at sa flat kaya let’s be considerate na kung may gusto kayong itanong, hanapin muna dito sa blog.
You can search topic in this blog in our side bar, check the ARROW “Search on this Blog”. Minsan kasi pabalik blaik na rin ang mga tanong ng ating mga kahanay. So, if you can have time, PLEASE try to surf.
Your questions 1 check this link: http://ofwempowerment.wordpress.com/ofw-guide/new-saudization-program/
Question 3: Hindi po sakop ng Saudi Labor Law ang Nationalization ito po ay tinatawag nilang NITAQAT: Check this link again http://ofwempowerment.wordpress.com/ofw-guide/new-saudization-program/
Question 2 and 4 check this link: http://ofwempowerment.wordpress.com/new-saudi-labor-law/ or read carefully below provision:
Article 90.1 : The worker’s wages and all other entitlements shall be paid in the Country’s official currency. Wages shall be paid during working hours and at the workplace in accordance with the following provisions:
• Workers paid on a daily basis shall be paid at least once a week.
• Workers paid on a monthly basis shall be paid once a month.
• If the work is done by the piece and requires a period of more than two weeks, the worker shall receive a payment each week commensurate with the completed portion of the work. The balance of the wage shall be paid in full during the week following delivery of the work.
• In cases other than the above, the worker’s wages shall be paid at least once a week.
2. Wages may be paid through accredited banks in the Kingdom, with the consent of the worker, provided that their due dates do not exceed the dates specified above.
Salamat po!
Bong
Salamat sir Bong.. I will have time to read those articles.. thanks again..
Another thing sir Bong!
I just to express my gratitude for this site. It is really a great help for those people who have problems here in Saudi Arabia. More Power, sir Bong.. If you need any help from regarding IT or anything to make this site stronger and better, I am very willing to help.. I am working as Graphic Designer for Print and Multimedia including web.
Thanks again Sir Bong!
YSONG
Salamat….
Dear sir Bong,
Good day!!
sir mahigit isang taon na po ako d2 sa kumpanya namin. itatanong ko lng po kc simula po nung dumating ako dito ay hindi n po binigay ang overtym pay ko at ng umabot po ko ng isang taon d2 ay binago nila ang kontrata ko pero nakalagay parin doon ang date ng umalis ako sa pilipinas noong april 10, 2010 pero npirmahan ko un at ngaun po nag increase sila ng 200 sr. sa sahod ko pero po nabawasan po ang basic salary ko ng 1160 sr. at inilagay at hatiin nila sa mga allownces na dati ay sagot nila pati air ticket. ngaun po sa bagong papel ay sagot ko na ang mga expences. Tama po ba ang ginawa nila? at ano po ang dapat kong gawain?
Sana po ay bigyan pansin nyo po ang tanong ko
salamat po.,
Jeff
Jeff,
Napirmahan mo na ba ang sinabi mong bagong kontrata? Saan ka ngayon at anong kompanya?
Bong
Dear Kuya bong,
Ako po ay engineer (26 days ON PROBATION) sa isang construction establishment, 26 days palang po ako ay tinerminate ko na po ang kontrata sa kadahilanang sobrang gulo ng sistema at araw araw kaming nag aaway ng manager kong Indian dahil gusto niyang gawin ang paraan niya sa trabaho ko,
Tanong ko lang po kung may karapatan ang Agency na i hold ako sa employer ko para sa aking exit?
ito po kasi ang pinagbayad sa akin:
Agency Service fee: 100 USD
Agency Placement fee: 800 USD
Agency Processing fee: 375 USD
Agency Insurance fee: 144 USD
Air ticket: 550 USD
Nasa 1,969 USD po ang ipinabayad sa akin sa Saudi at dahilan upang i hold ako ng employer, cleared na po ako sa companya, yung mismong Agency pa sa pinas ang umipit sa akin.
May karapatan po ba silang sumingil ng placement fee (1 month salary deduction), Service fee, insurance fee??? kung i terminate ng on probation employee ang kontrata?
Regards
Eric
Ric,
Dito sa KSA, usually ang mag terminate ng contract during probationary period ay ang employer kung sa kanilang assessment sa workers performance. But it must ensure that the worker will be terminated only for justiable reasons. In your case, ikaw ang nag terminate ng kontrata within the probationary period. Medyo, ngayon ko lang narinig ito.
Ric, I think depende yan sa usapan ng applicant at recruitment agency kung ano ang napagkasunduan. Sa iyong problema, malinaw na ang employer ang dapat magbayad sa amount na sinabi mo sa itaas. At dahil ikaw ang nag terminate ng contract, ayaw bayaran ng employer ang mga FEES na ito at instead ikaw ngayon ang sisingilin ng agency? Ito ba ang ibig mong sabihin na “cleared” ka na sa kompanya? Kasi ang pagkakaalam ko, ang tanging bayaran mo lang sa agency ay ang placement fee at wala ng iba.
Pakilinaw lang muna.
Bong
Kuya Bong,
tama po kayo, ako po ang nag terminate ng contract within probation.
Tama po, ayaw po bayaran ng employer ang nasabing amount, dinahilan po ng agency na na “deployed” daw ako, pero as POLO advise, within 3 months ay sakop pa daw ako ng agency. however, decision po ng Employer ay bayaran ko daw po ang amount on behalf of Agency bago makapag exit, ibig sabihin agency ang sumisingil/nag-hold sa akin at hindi ang employer.
Ngayon po, ang advised sa akin ng POLO Saudi, Dammam ay kasuhan ko daw po ang Agency dito sa pinas dahil sobrang laki daw po ng siningil sa akin, Gusto ko lang po ma verify kung ano yung mga dapat kong bayaran sa Agency kung iterminate ko ang contract? dahil ang alam ko contract between “ako at employer” lamang ang bond na kailangang sundin.
hindi po kasi nag aadvise ang POLO kapag usapang pera, which is yun ang pinaka importante sa akin.
Salamat po kuya bong.
Regards,
Eric
In addition, ito po ang pinagbasehan kong article, handa po kasi akong bayaran ang damages sa kompanya:
RESIGNATION
Q68 Can either party (worker or employer) terminate the Work Contract for no valid reason?
A: Yes, either party may cancel or terminate the contract for no valid reason but “the party who is harmed by such termination shall be entitled to an indemnity to be assessed by the Commission for the Settlement of Labor Disputes, taking into account the termination circumstances and actual and potential material and moral damages sustained.”(Art. 77, SLL)
Sir, advise lang po. gusto ko na po kasing mag file ng complaint, yung acknowledgement and undertaking lang po ang kinakatakot ko. May right po ba ako na ipaglaban yung stand ko na hindi dapat bayaran ang Ang hindi ko naman nagamit, ang alam ko po kasing term sa damage ay ibalik sa original ang lahat. Ang nangyari sa akin ay pinagkakitaan ako ng agency.
advise lang po.
Salamat
Regards,
Eric
Ric,
Maaari mong kasohan ang agency pagdating mosa Pinas ay magsumite ka ng complaint sa korte. Habang nandito ka, kung ano ang dapat mong bayaran sa pagkuha ng employer sa iyo sa Pinas ay siyang dapat mong bayaran.
Bong
Sir,
Good Day po!
Hingi lang po ako ng copy ng computation ng end of service award kc ung daw computation ng acctng namin ay 1/3 ng salary for 2 years daw po may contract po kami na pinirmahan for 2 yrs at nag file na ko ng exit nitong july 31 july 4 po finished ng contract ko magkano po ba talaga ang marecib namin sa award.
paki e mail na lang po un sagot nu.
tnx po.
Ponce Nepacena Cleveland Bridge Steel Co. Ltd. Jubail KSA
Ponce,
Please find below Articles in the Saudi Labor Law which is very easy to understand. Kindly note that this provision should be followed and those companies refused to comply this provision, you can file a case against your employer in Saudi Labor Court.
At isa pa, ang kalkulasyon ng ESB ay hindi po ma-calaculate kung walang figure or amount of salary. You can compute it by yourself based on the below articles.
End-of-Service Award
Article 84. Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half-month wage for each of the first five years and a one-month wage for each of the following years. The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.
Article 85. If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years.
Regards.
Bong
Sir Bong,
Thanks po sa reply gusto ko pong hingin ay ung copy nung computation ng ESB na naka post nung Nov. 11, 2009. Maganda kc paliwanag nun tungkol sa specified at unspecified contract dun po ba ko babase sa specified dahil may 2 yrs contract akong pinirmahan. Ang basic salary ko po ay 2,200 SAR w/ free acommodation,transportation, at food allowance . Ang binigay lang po sa naunang nag exit na itik ay 42 days leave at ESB na 10 days lang po tama po ba akong maghabol dun sa 1/2 mos pay per lenght of service?
paki e mail na lang po un sagot nu.
tnx po.
Ponce Nepacena Cleveland Bridge Steel Co. Ltd. Jubail KSA
Baka makatulong ito sa iyo, paki click lang. http://ofwempowerment.wordpress.com/ofw-guide/patnubay/
gud day po sir bhong..hingi lng po ako ng advice..ung asawa ko po ay na depor nung feb 3,2010 dun sa riyadh at ngayun po ay nasa bahrain cya matatapos n po ang 1 yr contract nya dun..gus2 nya pong pumunta d2 sa jeddah kc and2 po ako ngyun.. meron pmpo bang possible way n mkapunta cya d2?pwede po b cyang mag bus papunta d2 sa jeddah w/out pasport.. or may checkpoint din po ba pag nag bus or mag barko cya papunta d2 kc po bka ma trace cya sa immigration ng ssudi hingi lng po ng advice ..thanks po
Ruby,
Hindi makakatawid ang sino mang national, ma Filipino or ma Amerikano man from Bahrain to KSA vice versa kung wala itong pasaporte, mag bus man or mag barko.
Bong
Isang magandang Araw po!
Tanong ko lang po itong , new labor law ng saudi tungkol sa geen zone, red zone at yellow zone, paki paliwanag po kasi ang pagkakasabi sa bailta sa TFC , kapag wala pong saudi na empleyado sa isang establisimento o kumpanya , ang kanyang iqama o pananatili sa saudi ay 6 na taon lang.
Umaasa po ako sa inyong dagliang pagsagot .
Salamat po ng marami.
Godbless.
ron
Ron,
Please find detailed information about NITAQAT.
Bong
New employment rules to shake up Saudi private sector
There is a striking paradox in Saudi Arabia’s labor market. Expatriates working in the Kingdom send home more remittances than those living in any country in the world apart from the US. Yet youth unemployment among Saudi citizens is higher than every country in the Middle East and North Africa (MENA) except Iraq.
Confronting a dilemma of youth joblessness that persists despite reasonable rates of economic growth, Saudi Arabia is unveiling a major overhaul of the long-ineffective plan to nationalize a private sector workforce dominated by foreigners to the tune of nine out of every 10 employees.
The private sector has been creating jobs, but they do not go to Saudis.
This month, the government will inform companies which of four categories — ‘excellent’, ‘green’, ‘yellow’ or ‘red’ — they fall under based on whether they employ enough Saudi nationals to comply with established quotas. Following a grace period, the new Saudization scheme, known as Nitaqat (or ranges in Arabic), would level severe penalties on violators and offer incentives and rewards to those firms meeting quotas.
The government’s ambitious goal: to succeed in creating 1.12 million new jobs for Saudi nationals by 2014, or 92 percent of all new jobs created, as set out in the current development plan.
The previous Saudization quota system required all sectors to have a blanket nationalization rate of 30 percent – although only a third of that was achieved.
The new system is more dynamic, applying 205 categories of quotas that vary based on the line of work and size of the company. In many cases, companies achieving more than 30 percent nationalization would be classified as “excellent”.
The state will impose a six-year cap on residency visas for expatriate workers, if their employers fail to meet quotas.
Companies falling in the ‘red’ category would be barred from renewing the work visas of their expatriate staff entirely, while ‘green’ companies will be entitled to, for the first time, recruit foreign workers freely from the other two categories and transfer their sponsorship visas without their current employer’s consent.
The initial shock of Nitaqat, if enforced with vigor, could lead numerous smaller businesses to shut down, shake already feeble foreign investor confidence in the economy, and further stall the private sector’s recovery.
Private sector growth rates have lagged in recent years well below the six percent minimum we believe is necessary to stimulate enough job creation for a population that is nearing 28 million.
In the medium- to long-term, however, Nitaqat has the potential to introduce much-needed adjustments to wages and efficiency in the private sector, so long as it is supplemented with high-quality training programs at Saudi schools and within companies.
We expect the program will succeed at improving Saudi participation in the private sector.
The private sector must evolve into Saudi Arabia’s main engine for job creation in order to relieve the burden from the state, which has frenetically created jobs for citizens to quell unemployment.
This has led to unsustainable growth in its wage bill and taken a grave toll on public sector productivity.
Beyond the Kingdom, effective implementation of Nitaqat could lead to a downturn in remittances to countries that come to rely on them heavily for foreign currency, and could prompt them to reconsider employment strategies.
Desperate times, desperate measures
Remedying the disparity between recruitment of expatriate workers and nationals in the private sector is one of the biggest challenges facing Saudi Arabia’s labor market.
When authorities conducted a census last year, they discovered that the non-Saudi population had grown more quickly than earlier estimated. Since the 1990s, the ratio of expatriates to the total population remained relatively stable, fluctuating at slightly above or below 27 percent.
But in the past five years this shifted noticeably as recruitment of expatriates intensified during an economic boom that tracked a rise in oil prices between 2003 and 2008. Since 2004, the ratio of non-Saudis to the total population rose sharply, reaching 31 percent of the 27.6 million people living in the country by the end of 2010, according to revised population data. Now, very close to one in every three Saudi residents is a foreigner.
This substantial rise in the expatriate population likely triggered alarm bells among the Kingdom’s policymakers, who had been charged with improving the employment situation for citizens. Many new jobs were created during the boom years, but more often than not they went to foreigners rather than to Saudi nationals.
According to official data, in 2009 alone almost 674,000 new jobs were created in the private sector, and another 42,189 in the public sector. Yet that year, unemployment among Saudi nationals rose to 10.5 percent from 9.8 percent in 2008.
The jump in unemployment, which we believe was more-or-less sustained in 2010, resulted from a particularly sharp increase in the incidence of joblessness among youth. In 2009, some 27.4 percent of Saudis under the age of 30 were without work, including 39.3 percent of those aged 20-24.
Due to the announcement this year that unemployment benefits will be paid for the first time, the official unemployment rate could increase this year as more individuals register their employment status.
Saudi Arabia’s youth unemployment dilemma is acute even by regional standards. International Labor Organization data show Saudi Arabia is second only to Iraq for the highest youth unemployment in the region, and has higher joblessness rates than Tunisia, Jordan, Egypt and Lebanon.
Time for a private sector shake-up
In its current five-year development plan, the government wants the number of Saudis employed by the private sector to grow 5.3 percent per year.
Of an estimated 1.22 million new jobs it estimates will be created between 2010 and 2014, some 1.12 million of them, or 92 percent, should go to Saudi nationals, according to the plan’s stated objectives.
Yet up to now the private sector has perpetuated the Kingdom’s employment quandary rather than alleviated unemployment among nationals. As many young Saudis struggled to find work, 982,420 work visas for foreigners were issued to the private sector in 2009, more than double the number granted in 2005, Ministry of Labor data show.
Data for 2010 has yet to be released, although the labor minister said in May that two million visas were granted to foreign workers in the past two years.
Some 6.21 million of a total 6.89 million private sector employees in 2009 — or nine out of every 10 — were non-Saudis, up almost 30 percent from 2006.
The trends are not surprising when pay expectations and skill level are considered. Private sector companies have greater incentives to employ foreign labor, particularly from South and Southeast Asia, because foreigners tend to demand lower wages than Saudis and are highly skilled.
As a result, there are few incentives to improve training programs.
Private sector firms have not been motivated to change the status quo because they save money due to the economy’s low-wage equilibrium and the government had not been aggressive in enforcing previous Saudization policies.
The new Nitaqat scheme could drastically alter this equation by forcing companies to hire nationals, invest more in training and increase wages if they want to stay in business.
Companies falling in the ‘red’ and ‘yellow’ categories, and hence do not employ enough Saudi nationals, will be unable to renew visas of their expatriate staff or issue new visas unless they reach compliance in the number of Saudi employees they hire.
Nitaqat assigns different nationalization rates according to the size and activity of companies – so smaller companies have smaller overall quota requirements than larger ones do.
As an example, a small company in the wholesale and retail sector wanting to attain ‘green’ status should have 10 percent – 26 percent nationalization, whereas a medium-sized firm needs 17 percent – 33 percent and large firm should have 24 percent – 34 percent, according to Ministry of Labor documents.
Given the skewed balance of employment in the private sector toward non-nationals, as many as 30 percent of private sector companies, mainly smaller in size, will struggle and possibly be forced to shut down as a result of the policy if it is widely enforced.
The Ministry of Labor said one out of every five companies falls in the ‘red’ category, while the majority are ‘green’.
Red companies often have fewer than 10 percent Saudi nationals working for them, in many cases less than five percent. In the longer term, new companies will likely be founded on higher national labor content and could focus on productivity from the onset to save costs, but dependence on low skills will not change overnight.
Wrong side of the line
Companies falling in the ‘red’ category – those that “resist the Saudization process” – will be unable to get new licenses, renew their licenses, renew their employees’ visas or hire new foreign labor.
By the end of November, companies falling in this category will have all work permit renewal services suspended.
Firms with a ‘yellow’ label will be able to renew work permits on the condition that employees have not spent more than six years in Saudi Arabia until February 23, 2012, but their rights to new visas and transfers ends by September 10.
By contrast, businesses that have complied with quotas will benefit from incentives.
Those falling in the “excellent” and “green” categories will be able to recruit workers from the other categories without having to obtain their employer’s consent – which had been a drawback of the current system.
Talented expatriates who have been working in the country for years are key beneficiaries of the new system, by encouraging companies to compete in order to retain top talent.
The Ministry of Labor also said it intended to lift a ban on 70 professions now restricted to Saudis.
Further, ‘green’ companies will benefit from a streamlined visa approval process that would grant their employees visas within 10 days as the ministry moves toward decentralizing visa issuance.
If the private sector responds dynamically, there could be some much needed and welcome mergers and acquisitions that take place in order to enable smaller firms to be better able to cope with higher wages and training costs.
But small- and medium-sized enterprises have tended to be disfavored for government contracts and they may also have a harder time enforcing quotas due to their small size and inability to afford the extra costs associated with hiring nationals.
The policy could, hence, hamper the development of the SME sector if nationalization requirements provide difficult to implement. Quotas do not address the lack of incentives in private sector work for national jobseekers.
With Nitaqat, the cost of doing business in Saudi Arabia is likely to rise, although demand among Saudis may also rise if more are employed, thus providing greater overall momentum in the economy.
Confusion over the program risks shaking already weak investor confidence, potentially leading to a decline in foreign direct investment (FDI) as companies wait to see how the program will be implemented.
This would hurt the private sector’s recovery and dampen the country’s effort to support its most-important engine for job creation. A robust private sector growing at six percent or more each year is needed to create jobs for the Saudi population.
We expect the private sector to grow 3.7 percent this year, up from 2.7 percent in 2010, too low to have a meaningful impact on job creation. Still, a less open immigration policy and sub-optimal growth may be a necessary precondition of improving the job situation for Saudis.
Pay adjustments
Yet the benefits of the program may outweigh the short-term costs.
Compelling the private sector to move away from its reliance on cheap expatriate labor and pay higher wages is the right step longer term. Saudis will have greater incentive to invest in improving their skills to get better-paying jobs in the private sector, which would in turn enhance their buying power, and boost aggregate demand.
Currently, private sector companies do not offer as high of pay and benefits as the public sector, so Saudi nationals tend to incline toward government jobs. Some 866,774 Saudi nationals worked in government sectors in 2009, according to SAMA data, 92 percent of the total workforce.
Shorter working hours, comfortable pension schemes and higher overall pay have made the public sector the employer of choice.
But it is the private sector that needs to carry the economy and cater to the needs of the job market.
The average private sector wage in 2009 was SR3,137 for Saudi nationals — considerably below wages for many public sector jobs.
The state raised the minimum wage for a public sector job to SR3,000 this year — and the pay scales reach multiples of that based on the position and tenure.
Private sector jobs need to, over time, pay the same or more than the public sector in order to entice Saudis with higher skills and improve productivity.
Setting and enforcing minimum wages for private sector employment and limiting the working day officially to eight hours could help boost the numbers of Saudis working in private sector roles, in addition to offering them pension plans similar to those offered for the public sector.
Only part of the solution
Moving away from a blanket quota for nationalisation toward a dynamic system whereby quotas are more reasonable and most companies comply with them is a smart move by the Saudi government.
Still, forcing the private sector to be more proactive in employing Saudi nationals is only part of the solution.
The education system has been unable in the recent past to produce enough qualified graduates who are able to fill crucial jobs in the kingdom. Humanities and arts remain the single-largest majors chosen by Saudi students, accounting for 41 percent of total university graduates in 2009.
Yet what are needed are specialists in technical, engineering, science, computer science and medical programs.
The Ministry of Higher Education is working toward rectifying this skills gap, but it will take many years before the skills makeup of the population changes to suit the needs of the economy and reduce the need for foreign talent.
There is a danger, too, that Saudi nationals will be hired just to boost official employee counts, but will not be active participants in the companies they are working in. Hiring Saudis who are not productive just to have them on the payroll will simply exacerbate productivity challenges and do little to rectify longer-term job market imbalances.
The long-term goal should be to create an education system and jobs market that is able to rely on a highly skilled indigenous labor pool. But this will demand drastic shifts in cultural perceptions of work and entitlement.
One of the troubles with nationalization policies in the Gulf region has been that citizens will often take jobs, and private sector firms will invest in training them only to have them hop to new positions for higher pay at the earliest opportunity.
This mentality needs to change as it has curtailed efforts to offer on-the-job training.
The quota system should take into consideration the difficulty in recruiting citizens for certain positions.
At present, Saudis account for more than three-quarters of all management jobs, and form the majority of employees holding clerical posts as well as technicians in humanitarian fields.
They are, meanwhile, very inactive in many fields — auxiliary engineering, industrial, chemical and food industries, and sales positions.
Saudis account for only 14.2 percent of auxiliary engineering jobs, and 19 percent of positions in industrial and chemical industries, CDSI data show.
According to the 2014 plan, even in these areas the vast majority of new Interior to offer 60,000 new jobs to beef up security forces, and create almost 2,000 other jobs in market supervision and regulation.
The state’s hiring strategy offers a short-term fix to the joblessness dilemma but it could complicate the success jobs should go to Saudis including, for instance, 85 percent of new jobs in auxiliary engineering.
Such expectations will likely prove to be unrealistic as it will take time before investments in changing the quality of instruction at primary and secondary education are felt in the job market.
It would be better to ease into such requirements gradually, giving the education system and community’s work ethos time to adjust.
Otherwise, many companies could face higher human resources costs and lower productivity as more-qualified foreign employees are forced to shoulder the workload.
This could deter many firms from expanding in the kingdom.
Productivity problem
A key barrier facing the Nitaqat programme’s success will be the government’s policy of creating tens of thousands of new public sector jobs this year.
Saudis prefer public sector employment and, as such, private sector firms could face difficulty competing for qualified employees who would prefer civil service jobs.
This month, the King ordered 66,000 jobs created in the public sector for graduate teachers and health diploma holders, including 39,000 jobs in the education sector for women.
The King had earlier this year asked the Ministry of Interior to offer 60,000 new jobs to beef up security forces, and create almost 2,000 other jobs in market supervision and regulation.
The state’s hiring strategy offers a short-term fix to the joblessness dilemma but it could complicate the success of Nitaqat because it may hinder the private sector’s ability to recruit Saudi staff in the medium term. It also promotes inefficiency as productivity per employee will wane further.
Government sector productivity has suffered due to big employee additions without a simultaneous gain in the output of government services.
Since 2004, productivity has fallen quickly in the public sector, primarily as the state struggles to offer citizens jobs in a market that favours expatriates.
Higher productivity is essential because it contributes to better economic growth rates and acts as a sustainable engine for job creation.
Hitting remittances
Another implication of implementing Nitaqat would be the affect on outward remittance flows from the Kingdom.
In 2010, expatriate workers in the kingdom sent home SR98.2 billion ($26.2 billion) in remittances, almost double the value of remittances in 2005, initial estimates released by SAMA show.
The World Bank has ranked Saudi Arabia in second place among the world’s biggest remittance-sending countries, only behind the US, which is home to a population that is roughly 11 times larger than Saudi Arabia’s.
Remittances from expatriate workers offer a significant source of hard currency income for oil importing states in the Middle East and Asia, such as Pakistan, India and Egypt.
Pakistan is particularly reliant on such flows, with Saudi Arabia accounting for 25 percent of its total remittances in 2010.
Pakistani workers in the kingdom sent home $1.92 billion last year, an amount that has almost doubled in just four years. Saudi Arabia is Pakistan’s second-most important source of remittances behind the UAE, and ahead of the US.
Filipino workers in the Kingdom sent home almost $1.5 billion in remittances last year – more than 50 percent of the total from Middle East countries, while remittances from the kingdom also account for almost a third of Bangladesh’s total.
Egypt, which counts remittances as among its top sources of hard currency along with tourism and Suez Canal receipts, got $1 billion in remittances from Saudi Arabia in the last fiscal year, although Egypt has become much less reliant on Saudi Arabia as a source of remittances.
In the 2009-2010 fiscal year, 10.3 percent of Egypt’s remittances came from the Kingdom, down from almost 17 percent five years earlier. Egypt more heavily relies on remittances from Kuwait (20.4 percent), the US (29 percent) and the UAE (17.7 percent).
While the effort to create jobs for Saudis would likely reduce reliance foreign workers in the long term, this would not necessarily lead to a rapid decline in the number of expatriates working in the country.
With oil prices around $100 a barrel, the central bank’s foreign assets at record levels, and fiscal and current account balances likely to remain in surplus, the Saudi economy has the potential witness a good resurgence in private sector activity in the coming years under the right conditions.
As such, a properly functioning private sector encouraging small and medium-sized enterprises would create job opportunities for nationals while continuing to open the door for foreign talent.
This is why authorities must tread carefully with the Nitaqat program to ensure it does not wipe out small firms exhibiting potential for long-term growth. It should be balanced with adequate incentives, more streamlined rules for doing business and obtaining visas, and emphasis on quality training and instructions both in schools and in the workplace.
— John Sfakianakis is chief economist at Banque Saudi Fransi, Riyadh
ARABNEWS 15 JUNE 2011
Sir Bong,
Good Day!
Is this new employment rules already practiced and implemented? Or is it just a proposal as of now?
Thank you!
Rocky
Kung ang Saudi Labor Law ang inyong tinatanong, matagal na po last 2005 pa. Pero kung nitaqat or “Nationalization” ang tinatanong mo. Check below.
The nitaqat program comes into effect as of June 11, 2011, and classifies companies as Excellent, Green, Yellow and Red, according to their rates of Saudization – now known as “nationalization” in the ministry’s new terminology. Companies are requested to visit the government website: http://www.mol.gov.sa to verify their category status.
Please click this link for exact dates of implementation and more information: http://ofwempowerment.wordpress.com/ofw-guide/new-saudization-program/
Good day sir,
I’m writing this letter in behalf of my sister who is working at Al Nahda hospital in Taif as a nurse. She and her other Filipino co-workers are forced to work for up to 12 hours a day because of lack of staff , and they are even deprived of the day off that they much deserve. The working condition there is very dismal. There’ no cafeteria and no water at all. My sister and her other companions have just been there for just over a month sir, and they all have developed ulcers already due to the miserable working conditions there. What are their options? Where can they possibly seek help?
Warren,
Are you also in KSA?
Taif is in Makkah, Al-Mukarramah Region, ang jurisdiction po nito ay ang Philippine Consulate na nasa Jeddah. Sa iyong sulat, mahirapan nga ang mga empleyado kung ganito ang kanilang situwasyon at dapat lamang mai-report ito kaagad sa POLO upang mainspeksyon agad ang nasabing hospital.
Sulatan mo ang Labor Attache ng Consulate, addressed your letter to Labor Attache Atty. Vicente Cabe, copy furnished mo na rin si Ambassador Ezzedin Tago at ako sa iyong sulat upang ma-follow up ko ito mismo kay Ambassador Ezzedin Tago. Ibigay mo lahat ang detalye ng probleam, pati na rin ang manager ng hospital, fax at telepono at email address. Ilagay mo na rin sa sulat ang lahat ng mga Pilipino doon at mga contact numbers na kasama ng iyong kapatid.
Ito ang mga email addresses ng konsulado:
pc.jeddah@gmail.com
polo_jeddah@yahoo.com
polo@pcgjeddah.org
Ito naman ang hotlines ng POLO Jeddah, kung gusto ng iyong kapatid na makausap mismo ang mga kawani ng POLO:
Hotline: 056 195 6142
Direct Line : 676-3868
Fax: 619-5223
Regards.
Bong
Sir Bong,
Maraming maraming salamat po sa inyong response sa letter ko at sa invaluable information na binigay ninyo. At saka po, I really really appreciate your willingness to help. God bless people like you. I’ve already sent our conversation to my sister there, and I’m still waiting for her response Sir. If she, along with the rest of her co nurses there decides to make a formal complaint, ipapaalam ko pa sa inyo. Again, maraming maraming salamat po.
Warren
Warren,
Salamat rin Warren sa iyong tiwala at pagbisita. Ang mga katagang iyong binitiwan ay gasolina na para patuloy akong magsilbi in my own personal way para sa mga kahanay naming OFW.
Keep me posted.
Bong
ano po ang requirements para makakuha ako ng iqama. i worked as a newly staff nurse here in jeddah. I`ve been here for 2 months. ask ko poh if ilang months ang processing poh. thanks
Baby,
Madali lang ang pagkuha ng iqama kung kompleto ka sa requirements at trabahoin ito agad ng liaison officer ng inyong personnel department. Siguro sa bagong applicant, ang dalawang linggo ay napakatagal na at sa renewal naman, pinakamatagal na ang isang Linggo. Ito ang requirements.
1) Arabic Form to be filled up as per written details in the passport
2) Original and photo copy of passport with valid working visa and stamp of arrival
3) SAR 500 issuance fee
4) Attachments: Medical report/insurance; copy of company/hospital registration certificate or ID
5) 2 copies of colred photo (size 4×6)
Regards.
Bong
Good Day po,
Sir ask ko lang po iyong regarding sa problema ko. Bali po isa po akong computer technician sa isang company noong una ko pong pasok ditoay iba po ang pinagawa sa akin di naaayon sa computer technician tiis ko po nang ilang linggo at nagsabi po ako na wala po ba na computer technician nilipat nila ako kung saan kasama ko ang electrical technician di na po ako nagsabi kasi baka kung saan na ako ipadala habang ginagawa ko ang mga utos nila lalong lumalayo ang position ko sa pinagagawa nila medyo hazard narin po kasi nagtitibag na kami ng semento o naghahalo ng semento kung saan all around na ako di ko man lang natikman ang position ko. Kinausap ko po iyong manager na humahawak sa amin at tinanong ko na di ko na kaya ang mga pipagawa nila at risky na ito at di narin ako fit para gawin ito nasigawan lang ako at pinagmumura na dapat daw gawin namin kung anong pina-uutos nila dahil pinapasahod naman day kami. Tinis ko po iyong isang buwan mahigit at di ko na po kaya dahil wala namn nakikinig sa hinaing ko at baka mamura lang ako. Sinabihan ko po iyong agency pero wala rin silang diretsong sagot sa akin. Kaya nagreport nalang ako sa POLO at nag file ng complain regarding nga sa estado ng work ko at problema. Advice po ako ng attorny sa polo na makipag dialogo muna at sabihin ko iyong problema kahit natatakot ako ay pumunta parin ako pero ganon din po ang naging resulta at natakot lang ako. Dahil doon lumipat po ako sa kaibigan ko ng tirahan baka pag initan ako at di na ako pumasok. Bumalik po ako sa attorny ng polo para sabihin ko na wala ring nangyari sa pinag usapan namin advice nya ako na magfile nalang ako ng formal na kaso pero parang discourage nya ako kung anong kakahinatnan di po ako nakuntento kasi ako pa po ang tinatanong nya kung anong gagawin ko at sabi niya kahit na manalo ka jan ay talo ka parin dahil babalik kalang naman sa trabaho at ibibigay iyong work na dapat pero ang sabi ko po ang kinankatakot ko kc kung babalik ako doon pag iinitan lang ako at ako pa ang sinisi bakit ako nag report sa polo dahil ang sabi niya kung di ka nagreport di magagalit ang polo kahit sa akin mangyari iyon at kung matalo ka naman sayang lang ang mga nagastos mo at hirap.
Sir may ma aadvice ba kayo sa problema ko di pa po ako nakakapag formal na complain at balita ko sa kasama ko ay pina blotter na ako nandito ako sa mga kaibigan ko nakikitira muna dahil ayaw ko na pong bumalik sa company ko at sa villa ko. Salamat po sir
eric
Ric,
Yan ang problema nating mga OFW, sa umpisa pa lang pinabayaan na tayo ng recruitment agency at ng mga ahensya ng gobyerno na dapat sana sila ang mangangalaga sa ating karapatan bilang OFW sa bansang ito. Masakit man aminin pero mayron talagang mga kawani ng gobyerno na walang pakialam sa problema nating mga OFWs. Malinaw na umiiwas sa trabaho ang mga ganitong aksyon, puwede niyang tawagan or pasyalan ang iyong employer at siya mismo ang makipag dialog at hindi ikaw.
Sa puntong, sabi niya na mag file ka ng kaso, puwede mong gawin ito dahil malinaw sa batas paggawa Artikulo 58. “The employer may not transfer the worker from his original workplace to another place that entails a change in his place of residence, if such transfer is likely to cause serious harm to the worker and is not justified by the nature of work.”
Ngunit dapat sana, ipaalam sa iyo muna ang iyong karapatan, ano ang maaaring gawin at ano ang mga consequences kung sakaling mag desisyon ka na ituloy ang complain. Hindi na sa umpisa palang discouragement na agad ang ipakita sa iyo. Kung ganyan na nga lang ang attitude nila, para saan sila? bakit sila nandito? anong silbi nila?
Puwede bang makuha ang name ng inyong recruitment agency at ang sinasabi mong abogado ng POLO.
Hihintayin ko.
Bong
Good Day Sir Bong,
Name po ng attorny na humahawak ng case ko ay Mr. Salah Oden iyong agency ko naman ay landbase human resource, na picture ko pa iyong mga pinagagawa sa akin at iyon lang ang tanging ebedensya ko na talagang ito ang mga pinaggagawa ko sa kompanya nila . Hindi ko parin alam ang gagawin ko ang masakit po nito nabalitaan ko sa biyenan ko ay di makausap at laging nakatahimik at di na masyadong nagkakain ang asawa ko dahil sa nabalitaang pangyayari sa akin. Minsan po tinitibayan ko nalang ang loob ko na malalampasan ko ang problema na ito at sana ay makauwi nalang ako dahil nag aalala narin ako sa misis ko.
Tanong ko lang din po sir bong kung may advantage po ba na pauwiin ako kung ako ay isa pang probationary?
Maraming Salamat
Frederic Abaigar
Fred,
Dito kaba sa Riyadh? or sa Eastern Province?
Fred, tibayan mo ang iyong loob, may mga pagsubok na dumarating sa ating buhay. Ang iyong na-experienced ay wala pa sa katiting ng aking mga nadaanan sa loob ng 17 taong Saudi Boy. Huwag kang bibitiw sa kanya at magtiwalang may magandang kabanata na darating sa iyong buhay.
Email kita ng direkta at may itatanong ako sa iyong mga detalye na dapat kung malaman.
Ulitin ko, cast all your anxieties on Him because He cares for you.
Cheers!
Bong
Sir Bong,
Sensya na ngayon lang din ako naka replay, maraming salamat sa mga sinabi mo at nagpapalakas ng loob ko. Dito po ako sa riyadh mismo at malapit lang po ako ngayon dito sa riyadh sa mga kaibigan ko po. Ngayon po pumunta ang pamilya ko sa POEA sa pilipinas at sinabi don ang nangyari sakin kaya sabi ng kapatid ko na susulatan daw o iinformed ang agency ko at bibigyan lang ng 15 days at papauwiin na ako. Sir bong tama rin po ba ang ginawa ng kapatid ko at nasa tamang track lang po ba ako?
Maraming Salamat,
Frederic Abaigar
Ric,
Kung iyan ang sabi ng POEA, maaaring magawan nila ng paraan na makauwi ka agad. Sana naman totohanin nila ang pag pressure sa agency upang makauwi ka. Sa ngayon hintayin natin after 15 days. All you have to do is to keep silent lang muna diyan at huwag mo munang ikwento ang mga developments para hindi mapangunahan ang desisyon ng employer mo.
Keep in touch.
Bong
Hi Sir!
Ask ko lang if ever na mag exit ka na with your current employer then you will be back with a VISIT VISA or TEMPORARY WORKING VISA which will be issued by your new employer, wla po bang magiging hassle eto?
- Do i need to renew my passport first pra maging bago sia at mawala ang mga stamp?
- do i need to secure the final exit paper just in case tanungin ako?
- have you heard such case na rin ba?
Maraming Salamat po and more power!
James,
Kung ako ang tanongin mo, hindi ako babalik sa KSA na hawak lamang ang Visit Visa or temporary working visa.
As per the new law, if a worker or an employer has sponsored someone on a visit visa and has failed to renew it (even by a day), he faces a penalty of SR10,000. The person who has been sponsored will be asked to to leave the country immediately.
Nasa sa iyo iyon kung e-renew mo or hindi ang passport, as long na you have an Exit Visa stamp in your passport, wala itong problema.
It is better to secure your exit paper, because sometimes, the Royal Embassy of KSA is asking for it, pero seldom na mangyayari ito, ang importante may EXIT Visa ka.
Regards.
Bong
Thanks a lot sir,,,one more question sana this in regards with bank loans sa saudi arabia……if ever you have an existing bank loans, may possibility ba na makuong if ever di mo mabayaran un? may mga ksama kse ako na nag loan sa bank then nag bakasyon at di na bumalik..
was there any law sa saudi arabia na makukulong ka kung di mo mabayaran ang loan mo sa bangko?
James,
Two important requirements para maka pag loan ka sa banko or magkaroon ka ng credit card dito sa KSA are the iqama and copy of your passport. Bago ka mabigyan ng exit clearance from passport department/immigration/Min. of Interior mag run check muna sa iyong iqama, ibig sabihin all your monetary transactions na hindi pa close or hindi pa nabayaran ay dapat ma clear, it means you need to pay all your financial obligation with bank or any stores using your credit card prior issuance of the exit clearance.
Now, kung uuwi ka na may exit re-entry at hindi na bumalik sa KSA, your financial obligations in KSA will haunt you even if you are already in Pinas. Please note that our passport ay iisang file lamang at hindi ito mababago kahit pa ito ay e-renew or hindi na gagamitin. Banking institutions around the world ay may kooperasyon tungkol sa ganitong usapin, kaya don’t be surprised if someone will knock your door with a subpoena on hand. At kahit saan pa magtago ang taong ito, ay nakasunod pa rin sa kanya ang anino ng nakaraan. Worst, It will affect all your financial transactions with any banking institutions.
Secondly, pag mag abroad uli ang expat, makikita ang nakatagong kalansay sa loob ng kahon at maaaring maging dahilan sa mas malalang problema. It will land you in jail.
Of course may batas ang kahit sino mang bansa sa mundo tungkol dito. Kaya kung puwede, huwag ng mag loan sa banko at huwag ng mag apply ng kahit anong kalseng credit card para maiwasan ang ganitong problema.
Bong
Isang Magandang Umaga po.
Mr. Bong,
Nais ko lamang pong maliwanagan itong tungkol sa exit / re-entry, isang kaibigan ko po ang nais nang mag exit , subalit ayaw payagan ng company, so imbes exit ang ginawa ng kaibigan ko ay nagbakasyon at hindi na bumalik ng saudi nitong nakaraang taon 2010. Maari po ba syang bumalik ng saudi arabia? pero maari syang mag-apply o pumunta sa ibang karatig bansa na kasama sa GCC ?
Sana po ay mabigyan nyo ng kaukulang pansin ang katanungang kong ito.
Maraming Salamat po.
Mabuhay po kayo.
Ron
Jubail , KSA
لعودة إلى أي من دول مجلس التعاون الخليجي :
Employees convicted of any violations in any of the GCC countries which includes violations of any labor or immigrations rules, will not be permitted to re-enter ANY GCC Country. Example : Employees going on vacation and not returning and then trying to re-enter another GCC country will be banned.
الموظفين المدانون بإرتكاب أي مخالفة في أي من دول مجلس التعاون الخليجي و التي تتضمن مخالفة أي من قوانين العمل أو الهجرة , لن يسمح لهم بالعودة لأي دولة من دول مجلس التعاون الخليجي. على سبيل المثال : الموظفون المغادرون في إجازة ولايعودوا, وثم يحاولون العودة إلى دولة أخرى من دول مجلس التعاون الخليجي سوف يتم منعهم.
click link to read this post in our blog: http://ofwempowerment.wordpress.com/2011/05/11/tidbits-saudization-transfer-of-sponsorhip/
Ang kompanya ay may karapatan na humingi ng extension (90 days) kung ito ay kinakailangan or may basihan. Article 110. 2: An employer may postpone, for a period of not more than ninety days, the worker’s leave after the end of the year it is due if required by work conditions. If work conditions require extension of the postponement, the worker’s consent must be obtained in writing. Such postponement shall not, however, exceed the end of the year following the year the leave is due.
Bong
Maraming salamat po, kabayan Mr. Bong.
Godbless
Ron
Welcome Ron!
Dear Sir,
naka 5 years contract na po ako sa Saudi, neagrenew po ako ulit last March 25,2011, but this month I submitted my intention to terminate my existing contract. At pauwiin ako within 30 days after submission of my letter. Kumbaga di ko na po tutuloy yung bago kung contract at mag eexit na po ako. May mga penalties po ba ako na dapat bayaran. Ano po ba ang pwede maing conflict dito kung meron man.
Joseph,
Read your contract carefully. If you are resigning which is according to the terms and conditions of your contract then the company is oblige to give you all the benefits due to you including air ticket. However, if you sense that you are violating the terms and conditions of your contract then the company has the right to ask for compensation and that includes air fare ticket.
Bong
But the problem sir they didn’t send me for my vacation which is due last March 2011, and during that month also I signed the new contract for 2 years, which means I still entitled for a free round trip ticket and a vacation pay as per contract, but instead of going for vacation I just filed for termination of my new contract. Whats your opinion Sir.
Joseph,
Since you signed a new contract, ibig sabihin nasa SPECIFIED period of contract ka. Kung mag resign ka before expriration date of your contract, it means breach of contract ka. Kung susundin nila ang bago nyong kontrata maaaring ikaw ang mag shoulder ng iyong pamasahe pabalik sa Pinas. Kung sakali man na gawin nila ito, pakiusapan mo na lang ang employer. Sana nga hindi nila i-apply ang bagong kontrata kung sakaling ituloy mo ang iyong resignation.
Good luck!
Bong
breach of contract ako sa new contract, does it mean makukuha ko pa rin yung benefits ko for 5 years service.
Joseph,
You are entitled to benefits or to the ESB from the very first day of your work. Ang unang limang taon mong serbisyo ay unspecified period and you are of course entitled to benefits. Kung aprobahan ang iyong resignation, hayaan mo muna silang kwentahin ang iyong benepesyo at tingnan mo sa kalkulasyon kung ikaw ba ang nag shoulder ng ticket.
Good luck.
Bong
sir bong,
gud day po! tanong ko lng po kung ok lng na patuloy po akong mag trabaho dito sa kumpanya ko kahit na wala po akong bagong kontrata? dec. 6 2010 pa po tapos ang kontrata ko, at hanggang ngaun eh di pa nila ako pina pa uwi. pede ko po ba ito idulog sa polo? ano po e mail add ng polo at telephone number?
thanks, and God bless!
Jess,
May notice of non-renewal of contract or nag sumite kaba ng sulat not to renew your contract?
Kung wala, check your IQAMA, the expiration date of your iqama is now the end of your new contract. Puwede kang dumolog sa POLO, hanapin mo sa blog natin ang telepono para ma exercise naman yong daliri mo sa pag surf ng ating blog. Napakaraming info dito na dapat ninyong malaman. Kaya lang, you need to devote time to search for it.
Bong
Sir.
sir bong, itatanong ko n rn po pla kung anu p ba ibig sabihin kpag “TERMINATION WITH CAUSE”? Un po kc palge gnagamit n pananakot ng aming company kpag magteterminate cla, kpag po ba ganong case, may kelangan b bayadan sa company at ano po mga pwedeng rison pra iterminate nla ng “TERMINATION WITH CAUSE”… salamat po..
Jace,
Gaya ng sabi ko, ang “termination with cause” ay ang termination na may dahilan at ang dahilan na sinasabi nila ay ang “unfit for work” kung hindi nagampanan ng worker ang trabahong ibinigay sa kanya ayon sa kontratang pinag-usapan.
Bong
Sir Bong,
Good day!
Jace po ulit to, ung costing engr. Itatanong ko lng po kng tama b ung gnawa saken ng company namen. Ive been in this company for 6months sir, at ang salary ko po ay 3500SR, Nakatanggap po ako ng memo galing sa amo namen, dated 22-May-2011 at nkalagay po don n ayon daw sa knilang evaluation sa performance ko hnd ko daw po ngampanan ung posisyon ko as costing engr, kya pinapipili nla ako kng tatanggapin ung alok nla n maging CADD Operator ako at magiging 2500 n lng ung salary ko o mag eexit ako. Kinausap ko po ung amo namen regarding sa memo at cnbe ko po n hnd ko mtatanggap ung CADD Operator at ung salary n 2500SR, at cnbe ko n lng po n meg eexit n lng ako kng ganon mngyayari. kya lng po, pwede daw ako mag exit, basta bayadan ko ung nagastos nla saken sa pagkuha sa pinas n umaabot sa 10,000 SR. Tama po b un? anu po b ang dapat kong gawin n naayon sa batas? Sna po matulungan nyo po ako… marami pong salamat… -Jace
Jace,
Sorry for late reply.
SLL Article 40. 2. A worker shall incur the costs of returning to his home country if he is unfit for work or if he wishes to return to his home country without a legitimate reason.
Kung totoo ang kanilang evaluation sa iyong trabaho na kung saan sinabi nila na hindi mo nagampanan ang trabahong binigay sa iyo at ito ay kanilang napatunayan, ang unfit for work na tinutukoy sa batas ay siyang rason kung bakit nila binabaan ang iyong sahod. Sa option number 1 na kung saan babaan ang iyong sahod, ito ay dapat sang-ayonan ng worker bago ito maiipatupad.
“Termination with cause” is option two na kung saan ikaw ay pauwiin ang worker, dito na papasok ang Art. 40.2 na kung saan ay pagbabayarin ang worker sa lahat ng nagastos nila sa pagkuha sa iyo, kagaya ng tiket, visa, iqama at iba pang gastosin.
Maging mahinahon at pag-isipan mabuti bago ka mag desisyon.
Bong
Marami pong salamat Sir. Bong… Pag iisipan ko po itong mabuti kc wala dn nman po ako pambayad sa mga nagastos nla sa akin… Sna po ay hnd kyo magsawa n tumulong sa mga OFW, sa mga kagaya po namen n nililiwanagan sa batas, sa tulong nyo po.. salamat po ulit & may god bless you always.
Welcome Jace!
Sir Bong, Anu po mangyayari kpag nag issue cla ng termination with cause, tapos wala nman po pambayad ung worker sa mga nagastos nila? salamat po…
Jace,
Puwede nilang singilin ang inyong agency. May mga employer na tsaka lang nila bayaran ang agency kung nakita nilang okey ang mga empleyado na napa-alis ng agency. Pag hindi naman okey at pinauwi kayo, sigurado akong balikan nila ang recruitment agency, katulad ng hindi pagbayad ng recruitment fees sa mga worker naman na hindi nila pinauwi. Ibig sabihin gulangan ang mangyayari. Puwede namang maghanap ng bagong agency ang mga employer.
Bong
Kahit po b tapos n ung probationary period? Nkasaad po kc sa contrata n 3months lng ung probationary period, eh 6months n po ko bgo cla mag iissue ng “termination with cause”…
Marami pong salamat ulit sir bong… Sna po ay marami pang tao n katulad nyo n walang sawang tumutulong… naway pagpalain kyo sa mga gngawa nyong kabutihan…
Jace
ask ko lng pwede ba ireklamo sa labor office ung manager at acting supervisor namin dito? kasi po lagi nilang pinapalitan ung oras ng pasok namin at kahit wala pang masyadong pahinga papapasukin nila ung mga tao. much better sana kung consistent sila sa working hours. laging naninigaw at ayaw nila tumanggap ng paliwag at lagi nilang sinasabi na mali lahat ng tao dito sa company namin. even the personal matter ay pinapakialaman nila. nakalagay sa contract namin na we have a 15 days leave and not converted in to cash un. so everytime na aabsent kami lagi nila ibinabas sa sahod namin un. meron ba kaming pwedeng gawing hakbang para matanggal ung dalawang un dito?
Maraming salamat po.
Joseph,
Ang mga kompanya sa KSA ay pareho rin sa Pinas, mayron itong sariling internal policy or rules and regulations. Dito sa KSA dapat ito ay maipatupad kung ito ay may aprobal ng Saudi Labor Ministry. Ibig sabihin, lahat po ng company rules and regulations ay dapat naka sumite sa Labor Ministry. Kung meron ang inyong kompanya at ito ay aprobado ng Labor Ministry, ito ay dapat ipatupad or ma-implement. Pero sa iyong sulat reklamo, parang wala yata itong sariling policy dahil paiba-iba, sabi mo. Puwede kayong magreklamo pero idaan sa tamang proseso. Makipag-ugnayan sa ating POLO para matawagan at makausap ang inyong employer.
Tungkol sa sinabi mong 15 days leave, diko makuha, what you mean not converted into cash?
Hindi kayo pagbibigyan ng inyong employer sa balak ninyong ipatanggal ang dalawa kasi mas maniwala sila sa kanilang kabaro. Huwag padalos dalos sa mga desisyon, dapat humingi muna kayo ng payo sa ating POLO bago gumawa ng mga hakbang.
Bong
Dear Sir,
Hello po may tanong ko lang po kasi ang asawa ko supposed to be babalik ng Saudi may return ticket na po siya ang kaso lang po may emergency na nangyari at di po sya nakabalik ng Saudi tumawag po siya at nagtext sa boss nya tungkol dun sabi sa kanya padadalhan dw sya ng bagong re-entry po ba un para makapasok po sya ulit ng Saudi pero hindi po sya binigyan hanggang ngayon. Sabi ng kasamahan nya di daw siya pwedeng makabalik ng Saudi. Di naman po nagkulang ang asawa ko na abisuhan ang employer nya at ang huling OT pay po niya ay di din naibigay sa kanya ang ibang gamit niya andun pa din po sa Riyadh Saudi Arabia. Gustong-gusto na pong bumalik ng asawa ko sa Saudi pero paano po ang gagawin niya para makapasok po ulit ng Saudi. Sana po ang makatulong po kayo.
Maraming salamat po.
Jar,
Ang employer lamang ang makatulong sa iyong asawa. Ito ang pag issue ng panibagong Visa or i-renew ang visa ng iyong asawa. Nasa employer lamang po ang sagot kung bigyan siya o hindi. Tawagan at kulitin uli ang kanyang employer.
Bong
hello po Sir, employer po pala nya sabi nya ay di nakaregister as company sa Saudi dahl po noong may finile po sya sa bank sa Saudi di daw po registered ung company nya kaya bumalik uli sya para humingi ng authorization o patunay na nagtatrabaho sya dun at ang ginamit na lang po nya ay ang Iqama nya di po makita ang company nya sa list ng companies na hawak ng bank.
Jarukz,
Lahat tayong expats sa Saudi ay may sponsor. Puwedeng kompanya, estabishment or individual ang maging sponsor ng expats. Ma-trace naman po kung kaninong sponsor galing ang visa, ibig sabihin doon kayo humingi ng tulong upang ma extend ang visa. Kahit Embahada, agency at ako ay wala pong magaawa tungkol dito. Wala pong ibang makatulong sa iyong asawa kundi ang sponsor niya.
Bong
a pleasant day for you sir bong….salamat po n nasearch ko po ang programang ito…npakrmi pong ninyong ntulungan kagaya namin…sir gusto lng namin maliwanagan about to our contract..ganito po kasi yun pumirma po kami ng 2yrs contract sa pinas pero pinapirma po ulit kami ng blank form…patpos n po kasi contarct ko this august 2011 at iyong mga ka batch ko at blak ko n hindi bumalik…but when i try to ask my manager kng pwede ako mg file ng exit…he answered me no because your contact is three years pero pwede k magbakasyon at mgiging 2yrs ulit un pgbalik mo….my ganun po ba na contrata ang pilipino…sa pagkaalm po ninyo they have the rights n dagdagan ang kontrata…..pero ung mga naunang pilipino sa companyang ito sabi nila 2yrs lng daw contrata nila at pinayagan silng mag exit pero ung batch daw namin (2009) hnd daw pwede…sa palagay po ninyo maaari bng magkaiba ang contract ng mga pilipino sa isang company lmng na pareho ang tintrabaho at sahod. my contrata po bng broken contract…para po kmi nilng pingloloko….sana po mkpagbgay kau ng advise sa amin para makpgdecide ng mabuti at hindi mlagay sa alanganin salamat po
Nor,
Wag mo sanang masamain ang una kong pasakalye. Bakit kayo pumirma ng blanko na papel? Siguro naman alam ninyo ang ibig kong sabihin. Ano ang laman ngayon sa blanko na papel na inyong pinirmahan? Kung sakali man na ito ay laman na, at 3 taon ang nakalagay na duration of contract at ito ay may arabic translation na text, alanganin tayong magreklamo dahil nga ang binabasihan na kontrata ng korte dito sa KSA ayon sa Batas Paggawa ay ang may arabic text. Sa usaping ito, puwede kayong magreklamo o kasohan ang inyong agency sa Pilipinas pag nandoon na kayo. Dahil ito ay malinaw na contract substitution.
Maaring puwedeng magkaiba ang kontrata ninyo sa naunang batch Pero walang broken contract. At dahil nga pumirma kayo ng blanko na papel, pagdating nyo palang sito Naloko na po kayo.
Kung sakali man na mag desisiyon kayong magreklamo huwag mag padalos dalos, pasyalan nyo muna ang ating POLO/OWWA para mabigyan kayo ng tamang payo at guide sa inyong dapat gawin.
Salamat sa inyong pagbisita.
Bong
Sir, Mag tanong lang po ako tungkol po ito sa bayaw ko na nga tatrabaho sa dammam saudi arabia sa PBC Company Industrial Electrician po siya at two years po ang contrata nya na pinirmahan. May 26 po tapos na po nya ang Contrata nya at Nag file na siya ng Exit may pinapipirmahan po sa kanya ang kompanya nila na hindi daw po siya puidi bumalik sa saudi for 2 years, basi po sa POEA Resolution # (826) as of 05/07/1395 amended by resolution # (795) dated 11/06/1397 AH totoo po ba ito? kasi di daw siya makaka uwi ng pinas pag di nya pinirmahan ang kasulatan na yon na pilit sa kanya na pinapipirmahan ng kompanya nila.
please advice kong ano po ba ang dapat nya gawin kasi balak po nya na mag apply uli punta saudi. sa dahilang ayaw na po nya sa kompanya nila dahil sa bukod po sa delay ng mag pasahod ang kompanya nila may isang buwan pang sahod na pundo bago sila makasahod. ok lang po sana kong wala siya binubuhay na sariling pamelya at pina pag aaral na mga anak kaya nyang mag tiis pero may pamelya po siya.
lubos na gumagalang,
Robert
Bert,
Wala po akong batas na alam or rulings tungkol dito. Hindi ko rin makita ang POEA resolution na binangit mo. Ang date na nakasulat ay taon po ito ng Hijri calendar pero sa batas paggawa wala pong nakasaad na pag mag exit ang isang worker ay 2 years pa ito makabalik. NGUNIT, tungkol sa usaping may p inapapirmahan ang employer sa worker na hindi siya puwedeng bumalik sa KSA, ito ay ang sinasabing undertaking na nakasaad sa Batas Paggawa Art. 83If the work assigned to the worker allows him to get acquainted with the employer’s customers, or to have access to his business secrets, the employer may require the worker in the contract not to compete with him or reveal his secrets upon expiration of the contract. For this condition to be valid, it shall be in writing and specific in terms of time, place and type of work and to the extent required to protect the legitimate interests of the employer. In all cases, the duration of such agreement shall not exceed two years from the date of termination of the relationship between the two parties.
Kung hindi nakapaloob ang iyong kaibigan sa nabanggit na probisyon o artikulo, HUWAG siyang pumirma ng undertaking lalong lalo na pag ito ay nasa Arabic language lamang.
Bong
Sir,
Good day.
18 months na po akong nagwork at may nag offer sa akin ng mas mataas at sayang din ang pagkakataon. Nagresign na po ako at ako po ang bumili ng ticket ko. May dapat ba akong problemahin?
Vince,
Kung pumayag na sila sa iyong resignation at bibigyan ka nila ng clearance (EXIT), ibig sabihin ni-release ka na nila at makakauwi ka at makakabalik sa KSA. Pero mostly dito sa KSA, ang employer ay naniningil sa worker ng kabayaran sa nagastos niya sa worker pagkuha nito sa Pilipinas at ito ay legal ayon sa batas paggawa ng KSA sa kadahilanan na hindi mo tinapos ang napagkasundoang kontrata.
Bong
ask lang po sa situation ko regarding sa contract na pinirmahan ko ay computer technician. pag deploy ko sa work ginawa nila akong office clerck na hindi ko naman preffered to work kaya nag ask ako na sundin iyong kontrata ko bagkus ginawa akong cctv installer kung saan lahat ay gagawin ko sa pag install ng cctv which ibang posisyon na sya at meron talaga na may nagksposisyon nyaon sinalpak ako doon sa trabaho na iyon kasi uuwi na iyong tao na naka posisyon doon. Nahihirapan ako sa pagkakabit ng cctv kasi ako na ang magsisinsil ng bato, magsesemento at magtutubo sa cable hanggang configuration ng cctv kung baga package ko na sya which hindi naman iyon ang prefered job ko. Ano po ba ang legal term na gawin ko kasi sinabihan ko na iyong hr at pati iyong nag assign sakin na anak ng may ari na hindi ko kaya lagi nyang sinasabi na kaya ko. 2weeks palang ako sa work ko. please advise naman po
Sir Bong,
Hawak ko po ung passport at multiple visa ko. May offer po sakin sa ibang bansa middle east din, triple ng sweldo ko ngaun. Pede po bang pumunta ako dun direct? Kac they need me immediately. Kung magpaalam ako dito sa company for sure bibitinin nila ako tulad ng ginawa nila sa dating kasamahan ko na nag file ng resignation pero pinatagal lang. Dito lang me maban sa kingdom? or kaya pa nilang habulin kung nasaan ako? Thanks po.
Vash,
Matanong muna kita. Sponsor mo ba ang iyong employer? May residence permit kaba or iqama? Kasi kung puro Yes ang sagot mo, hindi ka basta basta makakalabas ng kaharian na hindi nila malalaman. Pero bilib rin ako sa sponsor mo, pinahawak sa iyo ang passport, bihira dito sa KSA yan.
Bong
yes sir, hawak ko po lahat.. actually pabalikbalik lang me sa bahrain. kung uwi me ng pinas wala naman pong magiging problema sa immigration or tinatawagan pa ba nila ung sponsor bago makapag exit?
Vash,
May work permit ka sponsored by your employer maski nasa sa iyo ang passport, therefore you still need his permission kung mag exit ka.
Bong
Thanks sir, hawak ko din po ung multiple exit/entry visa ko. kung sa bahrain me mag exit?
Hindi ka puwedeng mag exit sa Bahrain dahil ang working visa mo ay Saudi ARabia. Ito ay makikita mo sa iyong passport.
Bong
sir. tanung ko lng po kung panu gagawin ko gus2 ko po kcng kunin asawa ko sa pinas subalit ang iqama ko po ay laborer pero ang tlgang work ko po ay process operator sa planta,,4500 po sahud ko my posibilidad po bng mkuha ko asawa ko khit gnun iqama ko at hindi family status ung contrata ko…mgkanu po b mgagastos sa pgpapaprocess…graduate po ako ng BS mechanical engineer..salamat po ..
Joseph,
Hindo po ninyo makuha ang inyong pamilya kung labor po ang iyong visa or iqama. Pasyalan ang inyong personnel department at ipakita ang iyong diploma at mag request ng change of profession.
Bong
my babayaran po ba dun sa pg change ng iqama?kung merun po mga mgkanu po kaya?sagut po b ng company un?at kpg po b na chnge na pede ko npo b kunin ung asawa ko khit dme family satatus ung contract ko….maraming salamt po ulit.
Joseph,
Changing the profession is not at all an easy thing to do at kailangan pa ang kontrata na may family status. May bayad po ito pero minimal lamang kaya lang napaka haba po ng proseso at hindi ikaw puwedeng maglakad nito kundi ang iyong employer. Minsan at dahil narin sa mahirap nga itong ipa-lakad, mag expect kana na hihingi ng bayad sa iyo ang iyong employer or ang naglalakad nito.
Dadalhin muna ang iyong diploma with arabic translation sa MOFA. Dahil hindi nga family status ang iyong contract, usually pag hindi family status ang iyong kontrata dadaan ka muna sa labor court kaya lalo po itong tatagal. Sa ibang requirements lusot kana nag work ka naman bilang isang engineer at qualified ka naman kung salary ang pag-uusapan.
Regards.
Bong
Sir ask ko lng po, if sa Pilipinas kung ang Files ng mga empleyado is kailangang nakatago ng 50 years sa isang company. sa Saudi po ba gaano kataga dpat nakatago ang file ng isang empleyado. may cases po kasi na ang empleyado ay babalik sa kanyang lumang pinagtrabahuhan para sa kanya employement impformation kaso wla nang maipakita ang knyang kumpanya ngunit xa ay may mga kopya ng dokumento. kailangan ko lng po malaman salamat po.
Wen,
Diko masagot ang tanong mo, medyo behind ako tungkol sa tanong mo. Pero noong nag work ako sa dati kong employer bilang may hawak ng mga 201 files, ang pinapagawa sa akin ay after 2 years, ito ay naka karton na upang ilipat sa isang malaking filing room. Pero may record pa rin kami sa computer tungkol sa empleyado.
Ang pinagtataka ko sa friend mo, bakit pa siya babalik doon sa dati nyang kompanya na kanya ng inalisan. Pero kung wala naman siyang dapat ikatakot bakit siya mag-alala.
Regards.
Bong
Sir maraming salamat po sa tulong ninyo. sir hindi ko po siya kaibigan,sila po ay saudi national. nag apply po sila sa ibang kumpanya, ang bagong kumpanya ay gumawa ng background check. at dahil sinasabi ng mga saudi na ito na sila ay ngtrabaho sa kumpanyang eto. ngunit ang lumang kumpanya ay walang maipakitang mga dokumento na nagpapatunay na sila ay nag trabaho sa nasabing kumpanya. pero dahil my mga konya (paysleep,contract copy atbp.) ang mga empleyado, nagsampa ng kaso ang mga empleyado sa lumang kumpanya at etoy knila ipinanalo. na nag dulot ng pagmumulta ng malking halaga ang lumang kumpanya sa knilang past employees
Ok. Regards.
sir gud pm…last 2009 i worked in saudi arabia for a short period of time. umuwi po ako for an emergency leave at di na ako bumalik ng saudi. at ngayong april 2011, 2 years na po ako dito sa pinas at gusto ko na po ulit mag-apply sa saudi. oaky lang bumalik sa saudi sa ibang kompanya? hindi po ba ako magkakaroon ng problema sa aking pagpasok sa saudi kahit magpalit ako ng bagong passport? magkakaroon pa ba ng traces na meron akong re-entry and unfinished contract? thanks for your prompt reply! god bless!
Adrian,
Sigurado ako nakapag finger print ka na dahil 2009 ka umalis dito sa KSA. Alam mo, lalo na sa ginawa mong emergency leave at dina bumalik baka may galit sa iyo ang iyong amo sa iyong ginawa. Kung hindi ka niya pina block list, ang immigration po ang haharang sa iyo sa paliparan dahil makikita po nila ang record mo na may re-entry visa.
You will be subject for questioning and worst “port to port” po ang mangyari sa inyo. Hindi ko po kayo tinatakot pero marami na rin po akong narinig nitong nakaraang buwan na nangyari sa ating mga kahanay dahil po sa ganitong kaso. Ang iba naman po ay nakalusot pero napakahirap po kung meron kayong dala dalahin sa inyong kalooban.
Bong
Sir bong,
Ask ko lang po if me alam kayo about sa law ng saudi council license kc hnd po sinasadya ay nawala ko ang lisensya ko na nakalagay sa frame dapat.San po ako pwede magsangguni about d2?ayaw ko po sana ipaalam sa employer namin kc hnd maganda relation namin ngayon dahil pinipilit ko cla irelease ako dahil tapos na kontrata ko.Me penalty po ba un?hindi ba sa akin dapat un kc nagbayad ak ng more than 1 thou riyals s exam ko at license na un.I work as a nurse sa clinic.
Thanks po….
Mye,
Tawagan mo itong number : 0563533750. Nilda Ballesteros, Director General po ng OFW Congress representing PNA. Pakisabi ako ang nag refer sa iyo.
Good luck.
Bong
Sir Bong,
Ngfile na akong resignation letter sa amin, and pinayagan naman ako ng boss ko at managing direktor. Pagdating naman sa Main Office namin kinausap ako ng administrative officer ng main office, sabi saakin hindi raw ako makakabalik ng 2 years pagkatapos kong mgresign(yan raw ang bagong law ngayon) nd gusto pa ako ang bumayad ng tiket ko.
Tama ba yung sabi ng admin namin and ayaw nyang mgbigay ng NOC, hindi raw sinda ngbibigay nun. Kaya ang gnawa ko sinabihan ko cya bigyan nya ako ng 3 araw para makapagisip muna and tsaka ko sasabihin yung final kong decision kung itutuloy ko resignation ko.
Tutuo bang hindi nako makabalik pagako ngresign nd mgpapalipas muna ako ng 2 years.
My bagong law bang ganyan na ang mgresign 2 yrs pa makakabalik d2 KSA.
Bigyan mu po ulit ako ng payo, kasi gusto kunang lumipat ng kumpanya nd desidido naman yung lilipatan ko na kunin ako, ipapatanong raw nila sa representative nila dun sa pinas sa Saudi Embassy kung pwede akong makabalik na kahit walang NOC nd exit lng.
Salamat po,
Bert Jaucian
Bert,
Iba ang resignation at final exit.
Tama ang iyong Admin, ang NOC ay nasa employer kung magbigay or hindi.
Pag ikaw mag resign dapat lamang na bayaran mo sila sa kanilang nagastos pagkuha sa iyo galing sa Pinas. Ito ay sa kadahilanang hindi mo tinapos ang kontrata or breach of contract. Kaya pati tiket ikaw ang mag shoulder, tama rin sila.
Ang exit, ay final exit na may clearance ng employer na ikaw ay pinakawalan na sa kanilang poder. Pag mag exit ka na may magnadang relasyon sa iyong employer, maaring makabalik ka kaagad sa KSA. Pero kung mag resign ka, puwede silang mag report sa passport department or jawasat na umuwi ka na hindi tinapos ang kontrata. Ito ay maging dahilan na hindi ka maistampahan ng visa ng Saudi Embassy sa atin.
Malalaman mo rin yan dahil kung wala namang problema, istampahan nila ng visa ang iyong pasaporte. Kung hindi, may ibig sabihin yon.
Good luck!
Bong
dear sir.
Galing po ako sa Saudi Arabia last year on a Business Visa then nag exit po ako before the expiration of my visa last DEC, 6 2010. Then nag issue po sa akin ng Working Visa ang company (Same Company din po) so I can work for them on a two years contract. NagKaroon po ng incident sa Dammam Airport Immigration na ayaw po basahin ang finger print ko at sinsabi po nila sa Immigration Counter eh ‘Blacklisted” daw po ako kaya pinabalik ulit ako dito sa pinas the same day which is nde ko po alam kung bakit dahil wala naman po ako kaso sa Saudi Arabia and same company then po ang babalikan ko…
Gusto ko lang po malinawan kung bakit ganun na ayaw tanggapin ang Finger Print ko ng System nila.. And ang paliwanag sa akin ng Immigration officer eh my New Law daw sa Saudi regarding Finger Print.
Is there a Certain ban kapag bumalik ako dun from BUsiness Visa to Working Visa kaya ayaw tanggapin ang finger print ko. Paki bigyan naman po ng linaw kung bakit nagkaganon ang nangyari sa akin sa Immigration.
Dell,
Sorry for late reply, Nasa Pinas ka ba ngayon?
Siguro po may problema ang iyong status noong nandito ka with business visa. May mga tansakasyon kaba na maaring maging dahilan? Mag appear kasi yon sa iyong previous visa pag naisumete ito sa Immigarion.
Since you are coming back with the same employer, dapat sila na po ang humanap ng paraan upang hindi ka binalik sa Pinas.
Ang fingerprint ay compulsory or requirement para sa lahat ng expats. Kung meron ka mang nilabag sa batas at nakita ito sa fingerprint, dapat nasa kulongan ka na ng KSA ngayon at hindi sa Pinas.
I advice you to ask your employer to dig this matter.
Bong
Sir Bong,
Magandang araw po. This is Jace po, bgo lng po ako dito sa Saudi & im working as a Costing Engineer, almost 5 months p lng po ko dito, & my supervisor always give a job that is not related to my position, prang nagiging secretary nya lng po ako…Ngaun po eh ntatakot ako sa pwedeng mngyari kpag nlaman nung amo nmen n hnd p ako capable dun sa position ko. Lalo n po ngaun n iiwan ako ng supervisor ko at magbabakasyon xa, ntatakot po ako n bka iterminate ako nung amo ko o kya bawasan nya ung sahod ko kpag nlaman nya n ganon ung sitwasyon. Anu po b ung mga consequenses n pwede mangyari at ano po ba dapat gawin ko? marami pong salamat & more power!
Jace,
Ano ang ikinatatakot mo. This is about time to prove to yourself and to the company that you are capable of the position. Habang wala ang supervisor mo, ipakita mo sa kanila na karapatdapat ka bilang cost engineer.
Good luck!
Bong
Marami pong salamat…Lumakas po bigla ung loob ko…
Ntatakot lng po kc ako magkamali kc nagdededuct cla ng salary s bawat mali ng empleyado nla & bago lng ko sa line ng work n to…
godbless you po!
marami pong salamat…
Hi Jace,
Concentrate lang sa work at kasama ang dasal na patnubayan ka sa lahat ng iyong ginagawa. Tungkol naman sa pagbabawas ng sahod, dapat ito ay may basihan at may memo ito at ipinapaalam ito sa worker.
Just keep me posted at be cool.
Bong
sir goodday po,
tanung ko lng po kung magkano na po dpat ang matatanggap na sahod ng mga family driver dito sa saudi
Leeh,
Wala pong batas na may salary bracket ang house driver. Depende po sa iyong employer pero dapat hindi po ito bababa ng SAR 1,000. Usually po, libre po ang pagkain ngunit kung hindi ito libre or provided ng employer dapat lamang na humingi po kayo ng food allowance.
Bong
dear sir bong,
magandang araw po sir! alam ko po na marami na kayong natulungan mga kababayan natin na nag tatrabaho dito sa saudi arabia. maraming salamat din po sa programang ito na napaka laking bagay sa mga tulad kung OWF.
Sir! 1 year na po mahigit ang company ko dito sa riyadh simula ng magtayo sila dito ng establishment at ganun din po ako at aking mga kasamahan sa work. Ang amo ko po ay hindi saudi citizen kundi foriegn investor. Sa kasamaan palad hindi po naging maganda ang takbo ng negosyo nya mula pa sa simula dahil sa mga kakumpitensya company at basak na ang kumpanya. Last march 31, 2011 binigyan po kami ng 2 weeks notice na mag hanap na lang ng malilipatan o umuwi na lang sa pilipinas.
mas gugustuhin ko dito na lang mag hanap kesa satin dahil panibago na naman gastusin at di ganun kadali mag apply ng work kung uwi ako. nga lang hindi daw po sila sigurado kung mabigyan daw kami ng release kasi nga investor lang amo ko at wala kasosyo na saudi citizen.
sir ang gusto ko lang po sana malaman kung may katutuhanan po sinabi nila samin? ibig ba sabihin by chance kung may malipatan ba ako o ang mga kasama ko na magkaroon ng release? saka may benefits ba kami makukuha sa kanila sa loob ng 1 year sa ganung sitwasyon kung meron man anu po kaya yun? saka eto rin po ung month ngayong april 2011 ang expiration ng passport ko ganun din po ang Iqama ko 2 weeks n lang! anu po ba ang maganda gawin namin? ayoko naman po umuwi na lang saatin ng wala assurance na may malilipatan ako dahil marami ako bayarin, pati monthly loan at ako lang ang nag tatrabaho sa pamilya ko.
sir nawa po eh mabigayan mo ako sana ng agarang advice sa abot ng inyong makakaya!
maraming salamat po at pag palain kayo ng maykapal!
Lex,
Salamat sa iyong sulat at sa mga salitang makapagbigay sa amin ng gasolina upang pagsilbihan ang ating hanay.
First of all, ano ang linya ng business ng iyong amo? Is it trading or engineering jobs? Because this line of business in Saudi Arabia is required by law to have a Saudi partner.
Lex, a new policy regarding transfer of sponsorship is that a worker should at least work in his present employer for 2 years. Ibig sabihin po, hindi kayo puwedeng lumipat ng ibang sponsor kung hindi pa kayo lumampas at least 2 yrs. sa inyong dating employer.
Kung sakaling nakapag report na siya for bankruptcy, it means wala na po talaga kayong makukuha na mga benepisyo, not unless nailipat ito sa ibang kompanya (SSL, ART. 11:1 &2).
Dapat lamang na ma-renew ang inyong iqama kung hindi pa kayo pauwiin dahil magka patong patong ang penalty nito at lalong mahirapan ang inyong kompanya. Tungkol naman sa passport, wala naman penalty ang renewal nito kaya hindi ito dapat ikabahala sa ngayon.
Kung ako sa inyo, tanggapin nyo na ang laok na pauwiin kayo kaysa naman magkapatong-patong pa ang problema kung nandito kayo na walang kasiguradoan ang takbo ng inyong buhay.
Ingat po kayo lahat!
Bong
sir bong gud day!!! ung kapatid ko ay nag work ng 4 yrs sa kanyang amo as dh ung sa 4 yrs 2 years lng po cya nkasahod ang ginawa po ng kapatid ko tumakas cya sa kanyang employer at tumakbo sa consulate jeddah..nagkaayos nmn at binayaran ung 2 yrs n unpaid salary nya at pinangako n papauwiin cya pero lage nmn pong d tinutupad pag nsa airport n cya indi nmn cya indi binibigay ung passport at ticket nya ang sbi wala p daw exit visa nka 3 beses mo ganun ang nangyayari..indi makakuha ng exit visa kc pala po 2 yrs n rin pong expired ang iqama nya..nawalan n po ng pag asa ung kapatid ko naisipan po nyang magtrabaho muna..it means po nag tnt cya..sa ngayun po gus2 n po nmin cya pauwiin anu pong dapat nyang gawin..maraming slamat po
Ruby,
Pakisabi sa iyong kapatind na bumalik sa Consulate at lapitan niya ang may hwak ng ka nyang kaso noon, kung wala na doon, kahit sino po doon. Dito kasi sa KSA pag hindi po nakipag-coordinate ang employer mas lalo pong tumagal ang problema. Ganito po yon, dapat po na ma-renew ang kanyang iqama bago po siya ma-isyohan ng exit clearance. Kailangan po ma-renew ito ng kanyang amo dahil patong patong po ang penalty nito, at habang lumalaki ang penalty, ang kanyang amo po ay hindi na magpapakita kasi malaki na po ang kanyang babayaran. Kaya dapat po, puntahan agad ang Konsulada at humingi po ng assistance para makita ang kanyang amo ay maayos ang lahat. Hindi po ako sang-ayon sa planong mag TNT kasi po mas lalong magka-problema ang iyong kapatid.
Bong
sir,
Good day po!!magbabakasakali ako baka dito makarecieve ako ng reply.Nag email na po ako s OWWA pero wala pa rin ako natatanggap na reply tungkol sa problema ko.I work as x-ray technician,tapos na po kontrata ko nitong march 23,2011 at nagbigay po ako ng resignation letter na hindi ako magrerenew pero hindi pa po ako pinapauwi kasi daw nagbakasyon ako ng 2 months after 1 year and 1 month ng kontrata ko pero ako po nagbayad ng tiket ko at visa.Gustong gusto ko na sana makauwi kasi kelangan ako ng mga anak ko ngayon.Balak ata nila ako ihold dito kasi aalis din yong isang technician at kelangan pa daw ako maghintay ng darating.Sabi ko po,matagal na ako nagbigay ng resignation letter since september 2010 at ngayon lang sila nagbigay ng job order.Isa pa dahilan nila,kelangan ko daw bayaran yong isang tao na hindi ko naman hiningian at siya yong makulit na tanggapin ko,bago daw ako pauwiin.Parang blackmail na ginagawa nila kasi personal ko na po yon,di po ba?me karapatan ako ibalik anuman binigay nya at tska siniraan nya ako sa lahat ng tao sa internet.Kung ano ano kasinungalingan sinasabi nya about sa akin na kesyo nagkaroon daw kami ng relasyon na hindi naman po totoo.
Ano po dapat ko gawin?kasi po ginigipit nila ako at paexpired na rin ikama ko ngayon May,ayoko po sana irenew at mag extend dito dahil sa mga anak ko.Sana po this time makarecieve ako ng reply..
thanks po…
Ashlanie,
Saan ka ba dito sa KSA? Walang karaptan ang iyong employer na i-hold ka maliban sa isang request na pinapahintulutan ng batas paggawa. Ang request na ito ay puwede kang ipa-extend sa loob ng 90 days from the end date of your contract or iqama. Pero kung ayaw mo naman puwede mo itong tanggihan hawak ang sapat na dahilan. Puwede mo namang kausapin ng masinsinan at mag pagkukumbaba sa iyong employer para maayos ang lahat.
Tungkol naman sa atraso, kung ang taong ito ay nag report sa opisina na may atraso ka sa kanya, you don’t have other choice but to settle your obligation. Pero you must be smart, may papel ba siyang maipakita na may atraso ka sa kanya? or may ebidensya ba siya? Huwag masyadong intindihin ang mga panankot na walang basihan, pinagugulo mo lang ang iyong isipan.
Una mong gawin or hanapan ng paraan kung paano ma-aprobahan ang iyong exit. Kung talagang medyo sa tingin mo wala ka ng magawa, puwede kang bumisita sa ating embahada or POLO para humingi ng assistance at ma-mediate ang iyong problema.
Bong
hnd nman po nakapangalan s akin mga bnigay nya,nakiusap xa sa mga kasma ko.Kaso inamin ko po dito na binigay nya un sa akin..sir,im so depress po kc lahat ng marinig ko na me koneksyon s embassy tintwgan ko pero wla naman po nangyayari 2lad don sa last na tinawgan ko representative daw po d2 sa aming lugar.Gus2 pa nya makipagmeet in person para maiabot sa akin ang sinsabi na notice na ibibigay ko daw dito.D2 me nagwork sa al-taraf,al ahsa..ano po ung cgrado na contact number na pwd ko po tawagan?
Laine,
Malapit ka Hofuf, subukan mong tawagan ang numerong ito from 4pm to 8AM, Emergency numbers po iyan ng POLO Eastern Province:
POLO Eastern Region 050 126 9742 For labor-related complaints and welfare issues in the Eastern Region:Dammam, Jubail, Al-Khobar, Hofuf, Ras Tanura, Hafr Al-Batin.
Bong
sir,
tnong ko lng din po kung tama po b ung kinaltas sakin ng kumpanya ko n 600 dollars gayung ang sahod ko lng po ay 1,750+250 sr food allowance. kc po nag tataka ako parehas kc kami ng engnr ko ng kaltas gayung 3,750sr ang sahod nya.
more power!
Jess,
Para saan ang SAR 600 na ito? Hindi malinaw sa akin ang iyong problema, paki explain lang.
Thanks.
Bong
sir bong,
maraming salamat po sa tugon nyo sa tanong ko last 3/27/11. follow up lng po kc ni renew ng office nmn ung iqama ko, pero ang buong akala ko kinuha nla yun para i renew to process my visa for vacation. ibig po b sabihin khit tapos n kontrata ko last dec. 6,2010 at wala kaming bagong kontrta until now e,yung bagong iqama ko ang basehan para ako makauwi? next year by january pa ang paso ng iqama ko ngaun.
regards po!
Salam’
Sir, hihingi po ng Advice kong ano po ang dapat namin gawing. ang Iqama po namin ay mag 5 months na sa April 02 ang expiration. nahirapan po ang company namin i-renew dahil sa ibang company po ang visa namin at ngayon po nagsara na ang company na ito at ang sabi samin hinihintay ang pirma ng nagsarang company nang naka pirma na maghintay naman dahil naabutan ng NEW SAUDI LAW. apat po kaming Filipino at ibang lahi ang walang iqama mga walo po kaming lahat. nung September 26, 2010 ang finished contract namin, nag-expired ang Iqama namin sa December 02, 2010. gusto po namin magpahuli sa polis para ma aksyunan nila agad, kasi parang nagtitipid yata ang company namin.
Maraming salamat po,
Aljon,
Sorry for late reply.
Aljon, only the sponsor can obtain work-permit, (renewal) resident permit (“iqama”), final exit/ exit re-entry or any other legal documents for his/her expatriate employee. Kaya pursigihin ninyo ang dati nyong employer na maayos ang inyong work permit.
I discourage you to have such plan like magpahuli ng polis kasi hindi naman lahat ng kahinatnan ay pare-pareho. Siguro humingi na rin kayo ng advice sa ating POLO.
Bong
gud pm po,
kasama ko po kasi yung family ko dito sa saudi under po nung visa ko yung asawa’t anak ko.since failed po ako sa exam kailangan ko magexit po ng kingdom pero exit and reentry po daw ang ikukuha ng employer ko then after a year pa po ako pwede magtake ng exam ulit.kung ikukuha ko po ba ng exit reentry visa yung asawa ko pwede po ba sya makabalik dito sa saudi agad kahit wala po ako dito sa saudi since ako yung sponsor nya?tnx po.
benneth
Dette,
Sorry for late reply.
Assume na natin na bigyan ka ng exit re-entry at ang iyong pamilya, pero ang iqama is yearly ang renewal and you must see to it, na pag renew nila, kailangan nandiyan rin sila sa KSA. Can you ask your employer about your concern para at least malinawan ka.
Bong
dear sir,
tanong ko lang, kung meron bang karapatan ang employer mo na hindi ka papa uwiin sa kadahilanan na wala kang kapalit sa pwesto ko sa kumpanya, kahit na tapos na ang contrata mo?
Dan,
They have the right to postpone the worker’s leave or vacation on certain grounds (arrival of replacement, completion of an ongoing project completes, etc.).
Section Four: Leaves: Article 109.2: A worker shall enjoy his leave in the year it is due. He may not forgo it or receive cash in lieu during his period of service. The employer may set the dates of such leave according to work requirements or may grant them in rotation to ensure smooth progress of work. The employer shall notify the worker of the date of his leave in sufficient time of not less than thirty days.
Article 110: 2. An employer may postpone, for a period of not more than ninety days, the worker’s leave after the end of the year it is due if required by work conditions. If work conditions require extension of the postponement, the worker’s consent must be obtained in writing. Such postponement shall not, however, exceed the end of the year following the year the leave is due.
Regards.
Bong
salamat po sir Bong, bale kung kailangang2x talaga sa trabaho bale maximum of 3 month lang ang kanilang palugit? at hindi na pwede sumumbra?,, kasi mag exit na ako. kung gayun din man, what if pala kung ayoko mag extend nang 3 month, at di na ako papasok sa trabaho, para papauwiin na nila ako, may malalabag na batas ba ako nyan? at ano ang posibleng consequence ko ho dyan?
at saka papanu yon pala, dahil kadalasan pag tapos na kuntrata mo, ma expire narin equama mo?
Dan,
Ang nakasaad sa Saudi Labor Law, pah humingi pa sila ng palugit pagkatapos ng 90 days, dapat ito ay may pahintulot or consent ng worker. Ibig sabihin kung ayaw mo, wala na silang magagawa.
Nasa sa iyo yon kung ayaw mo ng mag trabaho. Pero ang tanong, pauuwiin ka rin ba nila? Baka mamaya iburo ka lang nila, mas lalong problema. Huwag huminto sa trabaho dahil kung ayaw ka nilang pauwiin after 90 days na nakasaad sa batas, ang employer mo ay puwdeng kasohan.
Kung ako sa iyo, magpakumbaba na lang ako at makipag-usap ng masinsinan at maghanda ng matibay at kapani-kapaniwala na rason bakit gusto mo ng umuwi.
Ang iqama naman ay sila ang nagbabayad, kung sakaling i-renew nila, humingi ka ng written agreement na after 90 days, pauwiin ka at hindi ayon sa expiration date ng iyong iqama.
Bong
tnks sir bong, kahit papa ano alam ko mga legalities,, pero kung sa simpleng intindihan lng, dapat kung ano penermahan mo, at dapat yun lng, at saka dapat ma intindihan din nang employer na, walang kwenta ang isang trabahador, kung ayaw na niya mag trabaho, kung talagang para sa kumpanya ang kanilang ginagawa, dapat ma isip din sana nila yun,, cge po maraming salamat, at God bless,
Dan,
Dito sa KSA hindi nila iniisip yon. Magkaiba ang Saudi at Pilipino sa madaling salita.
Sir Bong,
Mgtatanong po sna ako tungkol sa aking sitwasyon d2 sa KSA. Bale 3 and half yrs. po ako d2 sa saudi and magfofour yrs sa Oct.10,2011. Sa hindi mu paniwalaan, ang kontrata kong pinirmahan sa agency ay 4 yrs nd 4 yrs bago ako makabakasyon. Dahil sa Mechanical Engineer ako inerase nila yung 4 yrs na kontrata nd bnago ng 2 yrs with yearly vacation. Nuong tapos na yung 2 yrs ko sa kumpanya ngfile ako ng exit kaso pinakiusapan ako ng isang manager na kailangan nya tulong ko dahil namoroblema sila sa kanilang dept. and ako lng ang pwedeng makatulong sa kanila. sinabi nya na dadagdagan nya salary ko nd benefits, kaso hindi nganangyari yun hangang ngayon.
Balak ko snang magalis na d2 sa kumpanya ko kasi my kumukuha sa akin na magandang kumpanya nd maganda ang mga benefits, kailangan ako sa lalong madaling panahon.
Anu po ang tama kong gagawin para makaalis ako sa present company ko, mgreresign ba ako o magfifile ng exit? pwede po ba yun? Anu po ang consequences kung ako mgfifile ng exit? o kung ako mgfifile ng resignation?
Pwede pong pagpayuhan nyo ako sa tama kong gagawin, gusto ko pong makalipat sa kumpanyang kumukuha sa akin. Nung ngusap kami ng manager ko sinabihan ko cya na try ko nd sabi nya sa akin maski anung oras pwede akong umalis (kaso verbal lng yun nd wala kaming kasulatan, mski yung bagong kontrata wala kaming kasulatan). Please tulungan mupo ako gawin ang nararapat nd tama po, aasahan ko po ang inyong kasagutan.
salamat,
Robert J.
Sir Bong,
Para sa inyong inpormasyon ang iqama ko pala ay matatapos dis Dec.29,2011
salamat,
Robert J.
Bert,
Kung wala kayong pinirmahan na bagong kontrata at kung basihan natin ang iyong 4 years contract, ibig sabihin nasa specified period ang iyong kontrata, dapat lamang na masusunod ang October 11, 2011 at hindi ang expiration ng iyong iqama.
Bong
Bert,
SA aking experience with my previous employer, ang mga engineers po namin ay 4 years ang contract. Some of them may yearly vacation at ang iba ay makapagbakasyon every 2 years. Sa ganitong style ng sistema maaaring taposin ng worker ang 4 years dahil na rin sa panghihnayang sa makukuhang ESB. Mabuti nga sa iyong situwasyon binigyan kapa ng yearly vacation. At dapat magpasalamat ang iyong employer na bumalik ka.
Tungkol sa sinabi mong increase, dapat kasi tayong mga OFW pag nag promise ang employer na may increase ka pag bumalik, idaan sa papel muna bago ka magbakasyon. Ang verbal agreement ay malabong mangyari not unless ang other party ay may word of honor.
Tungkol naman sa sinabi mong binago ng 2 yrs ang iyong kontrata, dapat lamang na may kasulatan upang hindi tayo ma dehado pagdating ng araw. Maaaring papayag sila na mag resign ka pero ito ay may kapalit na compensation dahil kung susundin ang pinirmahan mong kontrata, ikaw ay hindi pa tapos ng 4 na taon.
Bert ang mga professional na katulad mo ay hindi mawalan ng trabaho lalo na pag ikaw ay may experience na bilang OFW. May mga bagay nga lang na sinasabi natin na sayang ang offer pero alam kung mas marami pang darating sa iyo at kung kailangan ka ng prospect mong company, hihintayin ka nila.
Para sakin, taposin mo na lang ang apat na taon, idaan mo na lang sa tamang lugar ang lahat. Isa pa mas maganda kung maghiwalay kayo ng employer mo na may magandang relasyon.
Pero nasa sa iyo pa rin ang kapasyahan, kung ano ang nararapat ayon sa iyong kalooban.
Salamat sa pagbisita.
Bong
Dear Sir Bong,
Salamat po sa advice mo na binigay sa akin, malaking tulong po e2 at naliwanagan ang isip ko. Presently po nakausap ko ang present manager ko at cnabi ko ang sitwasyun ko na gusto ko ng umalis o mgresign sa kumpanya namin sa reason na kailangan ako nd aking pamilya at my mga problema sa atin na ako lng ang pwedeng makasolusyun. Cnabi nya naman na magisip ako nd magdesisyon ng final, pero 1 month daw ang notice period namin.
Kung sakali po magbigay nko ng resignation letter nd payagan nakong umuwi, anung benepisyo kaya ang makukuha ko sa kumpanya nmin? Sila pa ba ang gagastos ng tiket ko pabalik sa ating bansa? pagnabigyan ako ng exit visa o nkaresign nko, mkabalik kaya ako d2 sa saudi kung maprocess ko agad ang papeles ko sa agency kasi sbi ng lilipatan kong kumpanya kailangan nila akong sa madaling panahon at walang problema na sa visa. ipapareport na nila ako sa agency para makabalik agad raw ako. My exit visa po bang my conditions, halimbawa hindi ka pwedeng bumalik sa loob ng 3-6 months? Salamat po, hintayin ko ulit ang advise nyo po.
Bert
Bert,
SLL Article 85: If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years…
With regards to ticket, kung ano ang nakasaad sa kontrata ay siyang masusunod. Ibig sabihin, if the term and conditions says that the employer will provide ticket to the worker back home upon termination of contract, means – your employer will provide the ticket upon expiration or end of the contract.
Pero kung pipilitin mong mag resign before the expiration of your contract – means your employer have to right to ask you for the cost of your ticket back home. Depende pa rin yan sa iyong employer, halimbawa sila ang mag shoulder ng ticket, mas maganda.
Makakabalik ka sa KSA any time, not unless pinapirma ka ng undertaking not to come back KSA in a certain period of time.
Regards.
Bong
gud morning po sir bong!^^
may itatanong lang po sana aq..
malapit na po ma expird ang passport q next month,
pero nxt year p nmn po matatapos ang contract q.
is it a must po ba na mag renew na aq kht di p nmn po aq mag ttravel pauwi ng pinas?
tnx poh sir. Godblez!^^
Jersey,
Wala naman pong penalty pag late renewal of passport ka. Kaya hindi po tayo kabado dahil puwede namang mag renew kahit paso na at wala namang penalty. Ipa renew mo kahit 5 months before your schedule date of departure, ok lang.
Bong
ah ganun poh b? salamat poh sir bong.^^
Jersey,
Nasa sa iyo yon kung gusto mo ng ipa-renew, para narin wala ka ng isipin pagdating ng araw na pauwi ka na. Pero gaya ng sabi ko, walang penalty pag paso na ang iyong passport sa araw ng iyong pag renew kaya puwede mo rin ma delay ang pag renew, it maybe 5 or 3 months before your departure.
Bong
sir,
tapos n po kontrata ko,pero ayw pa ako pauwiin kc nag vacation daw ako ng maaga kahit dpa tapos kontrata ko. sabi ko sa manager ko kayo may kagustuhan nun dahil gusto po nila mag cost cutting kc po ng tym na yun wala po kami masyado project.
may visa po ako pabalik pero ticket wala,bago po ako lumipad pa pinas tinanong kopo employer ko kung bblik ako o hinde sabi nya balik daw ako. ng bumalik po ako ako po bumili ng ticket ko ni re enburst ko po sa opisina pero d nila binayaran. dec 6, 2010 tapos n kontrata ko. pero 1 taon pa daw bago ako mkauwi.
may karapatan po b ako ipilit ang pg uwi ko sa kahit n ano mang petsa n magustuhan ko? wala po kaming bagong kontrta hanggang ngaun.
may nilabag n po b clng batas sa ginagawa nila sa kin?
more power!
Laron,
Matapang silang magsalita ng ganyan dahil wala kang maipakitang papel upang patunayan na ikaw ay pina-bakasyon muna nila.
Dito sa KSA pag hindi pa mature ang iyong kontrata at gusto mong umuwi, gastos mo talaga ang pamasahe. In your case, pianapalabas nila na ikaw ang may kagustuhan na uuwi sa Pilipinas.
Tingnan mo rin ang iyong iqama kung kailan ang expiry. If ever next year pa ito mag-expire, it means your contract will end on the expiration date of your iqama.
Kung paglabag sa sa kasunduan, meron, dahil hindi nila tinupad ang verbal ninyong kasundoan or ang katotohanan. Pero kung paglabag sa batas ang pag-uusapan, may pangontra or rason sila sa korte.
Bong
Sir, Good Day!
Me tanong po kc ako regarding working hours. nagttrabho po kc ako sa hospital d2 sa abha city sa ksa. Nito pong march pngstart kme mgwork ng 12hours/day 2 days off tpos ang bbyaran lng nila e 150 SR with free meal. so bale, 54hours po kme mgwwork per week. Sbi kc nila nabago dw un working hours ng saudi. ngresearch po kme ang nkalagay dun sa saudi labor law na revised na e, pg ang work e hindi continous ska lng sya 9 hours at the same time pde mgpa12 hours ang employer bsta ang number of hours e 48 hours per week prin.
ano po ba ang mainam na gawin, kc hndi n po namin alam ang ggwin nmn, ayaw n kc makinig ng hospital smin, ang sbi nila either we take the schedule or we go home at our own expense.
Slamat po sa abala.
April,
Tama ka sa iyong na research. Article 98. A worker may not actually work for more than eight hours a day if the employer uses the daily work criterion or more than forty-eight hours a week if he uses the weekly criterion.
Kung yan ang kanilang sinasabi sa inyo, you better seek assistance sa ating POLO. Check telephone numbers in our blog.
Thanks.
Bong
Dear Sir,
My co-worker was found doing over pricing and getting money from supplier. what penalty he will face and how long he will wait for the decision?
awaiting for your kind response.
Regards,
Rem
Rem,
Bribery is a serious offense in this country. It is classified under Tazir crimes in which penalties includes; fines, public or private censure, seizure of property, flogging and imprisonment. The judge are the one who set Tazir crimes and punishments. The Sharia court will issue the punishment and it depends on the nature and weight of the offense.
Regards.
Bong
Sir Bong,
thank you for the response. more power to your blog
Rem
sir,
nag serve po ako sa isang company ng 2 years at 7 months tapos po meron po akong saudi exit re-entry visa. expired po last jan.06,2011 pero hangang ngayon di pa po ako pinababalik ng company kaya nag apply po ako sa iba sa saudi din po ang punta. pasado na po ako sa employer at medical kaya lang ang agency ay hinihingian ako ng NOC yun employer ko po ay hiningian ko ng NOC pero di po ako binigyan ,may karapatan po ba akong bumalik sa saudi kahit wala ng NOC.isa po akong Electrical inspector di naman po highly confidential ang work ko.
Bert,
Medyo di ko maintindihan. Usually, if you have an exit re-entry visa, it means you are in Pinas para magbakasyon, ibig sabihin may return ticket ka. In your case ba, wala kang return ticket?
Pag bumalik ka rito na may re-entry visa sa dating employer, medyo magka problema ka sa immigration dahil makita nila na may record kapa doon na dapat bumalik, kahit na exprire pa ang iyong visa. Kaya nga siguro hinigian ka ng NOC sa bago mong employer para na rin sa iyong kapakanan ito upang hindi sila masabit pag magka-problema ka.
Tawagan uli ang iyong employer at humingi ka ng NOC, kung ayaw mag bigay, pakiusapan mo ang bago mong employer na kausapin ang dati mong employer tungkol sa iyong problema.
Bong
Dear Sir,
thank you for the prompt response. it helps a lot to clear my mind accordingly. more power
Respectfully,
Remuz
Welcome Rem!
good day po ulit,
ask ko na din po kung pwede ko po ba tanggihan yung isang chance na magexam as general practioner since yung na failed ko na exam is specialization.dahil babawasan din po nya yung sahod ko after passing the general practitioner exam.mas madali daw po kasi yun ipasa. thanks again
benneth
Ben,
Depende po yan sa inyong usapan at kung sang-ayonan mo na bawasan ang iyong sahod. However you have the right to say NO. Pag-isipan mong mabuti.
Bong
thank you po for the response
Welcome Dette!
sir,, may tatanong lang po ako,ako po ay mag exit na ngayung march.21 2011
gusto ko lang po malaman kung mag kano po ang makukuha kung end of service( ESB)sa cumpanya ko.isa po akung pool attendat,sa isang compound
ang sahod ko po ay 1,350 riyals+200 riyals food allowance+100riyals spescial allowance
5years po akung nag work dito sa riyadh,gusto ko lang po malaman kung mag kano po ang kabuoan,maraming salamat po, god bless….
Howard,
Kailan ba mag expire ang iyong iqama? If you say EXIT, it means your contract is unspecified, i presume, so it will end on the expiration date of your iqama.
Ang ESB ay kinakalkula sa pinaka huling sweldo ng worker or last monthly wage (LMW) which is salary plus all allowances. Bayaran ka ng employer ayon sa haba ng iyong serbesyo na kalkulahin sa tig-kalahit ng isang buwang sahod para sa unang 5 taon at tig-isang buwan sa mga susunod na mga taon.
Bong
good day sir,
ask ko lang po kung 3x failed na po ako sa licensure exam sa saudi sabi ng employer ko automatic deportation daw po yun.sino po ba dapat ang magbayad ng ticket pauwi?since hindi naman po ako ang nagresign o terminated.slamat po.
benneth
Ben,
In SLL Article 40. 2: A worker shall incur the costs of returning to his home country if he is unfit for work or if he wishes to return to his home country without a legitimate reason.
The word “Unfit” is also means “Not Qualified”.
Don’t resign and instead wait for your termination notice and ask them to shoulder your ticket back home.
Bong
dear sir.
ako po ay empleyado sa metal services company bilang isang QC civil inspector. nag simula po ako noong may 29,2008 bilang isang civil foreman.sa loob po ng anim na taon naging qc civil inspector ako hanggang sa ngayon. kinuha ko po ang benipisyo noong anim na taon ako bilang isang civil foreman. sa ngayon po gusto nilang tangalin ako sa kumpanya. kase nag karoon ng problema sa isang resibo na binigay ko sa kanila na hindi naman ako ang naka pirma. kundi yung bumili ng asphalto. sa akin po pina amin na ako raw po ang nag dagdag ng presyo ng binbili. katunayan po hindi naman ako ang bumili nun. sa akin po pina paratang na hindi ko naman ginawa. naka receive po ako ng termination paper ngayon pero date pa po ng 14 ng febrero. ano po ang dapat kong gawin kanino po ako dapat lumapit para matulungan ako.
thanks,
sincerely yours,
jose b. cabigting
Jo,
Ibig sabihin before 2008, nakuha mo na ang iyong benepisyo at mula 2008 up to this date or up to 14 February 2011 ay ang bago mong 2 taon mahigit. Am I correct? In my understanding you are in unspecified term of contract. Pakitignan ang iyong iqama, your end of contract is now based on the expiration of your iqama.
Okey, kung talagang wala kang kasalanan puwede kang mag labor, magpa-assist ka lang sa ating POLO. Pero kung ang habol mo ay ang benepisyo mo na makukuha sa loob ng 2 taon in exchange for the waste of time while waiting for the resolution of the case, kung ako ikaw, uuwi na lang ako at maghanap ng ibang employer.
Bong
sir,pwede po ba ako mg exit ganung mula ng bumalik ako dito last year eh wala pa ako pinipirmahan bagong contract sa aming establishment.gusto ko na rin po kasing mg exit dahil sa pahirap ng pahirap ang sitwasyon namin.sana mabigyan nyo ko ng sagot sa aking katanungan.
John,
Artikulo 51: Ang kontrata ay tig-iisang kopya sa isang partido. Gayunman, ang isang kontrata ay dapat ituring na umiiral kahit na hindi nakasulat.
Article 51: The work contract shall be in duplicates, one copy to be retained by each of the two parties. However, a contract shall be deemed to exist even if not written. In this case the worker alone may establish the contract and his entitlements arising there from by all methods of proof. Either party may at any time demand that the contract be in writing.
Article 37: The work contract for non-Saudis shall be written and of a specified period. If the contract does not specify the duration, the duration of the work permit shall be deemed as the duration of the contract.
Noong ikaw ay bumalik galing bakasyon at hindi ka pumirma ng bagong kontrata, ibig sabihin, you’re employment status is in unspecified period. Ang expiration na ng iyong iqama ang basihan kung kailan magtatapos ito.
Bong
Gusto ko lng po mlaman kung meron b ako babayaran sa company if ever n iterminate nla ako after my probationary period of 3months. Sa kadahilanan po kc n hnd daw nararapat ung position n bnigay saken, at hnd ko kyang gampanan ung trabho ko. At tama po ba n babaan nila ung agreed namen n basic salary kc nga ganon ung ngyari… Maraming pong salamat & Godbless you all! More power to this site.
Jace,
First, probationary period has to be mentioned in the work contract. Saudi Labor Law is silent in this regards, but if a worker is found unfit on arrival by the employer for the job for which he was recruited, the employer has the right to repatriate the worker. However, in many instances, the employer may reduce the salary of the worker and accommodate the worker in some other capacity or line of work where he can be useful to the company.
Regards.
Bong
may krapatan po ba ako n tanggihan kpag binawasan nila ung agreed n salary namen nung asa pinas p ako? salamat po.
Jace,
May karapatan kang tumangi dahil iyan ang nakapaloob sa kontrata at kung sa palagay mo na mali sila sa kanilang evaluation.
Bong
sir bong, additional lng po… kung babawasan po b nila salary ko, at tatanggihan ko, pwede ko bng sabihin sa knila n irepatriate n lng nila ako kesa mag work ako ng hnd sa agreed salary namen.. in that case po b, meron ako obligation n babayran sa company ko? thanks po…
Jace,
Nasa sa iyo yon kung ano ang gusto mo na ayon sa iyo tama. Kung tatanggihan mo at mag request ka ng repat at kung ma aprobahan, well, good. Depende sa kompanya kung pagbabayarin ka pero usually kasi pag within probationary period, pinapauwi ka at their own expense pero doon nila ibawas sa recruitment agency ang kanilang nagastos, like hindi nila bayaran ang ahensya sa napag-usapang kabayaran between the employer and the agency sa pagkuha sa iyo sa Pilipinas.
Bong
marami pong salamat… sana ay marami pa kayong matulungan sa programang to.. godbless po & more power!
Thanks din Jace. Dahil sa inyo kaya nandito parin ang blog natin.
Bong
Sir Bong, si nixon po ulit..
Tanong ko po kung pwede ko po bang iwan sa kingdom ang anak which is attached to me at the moment, kapag nag-exit ako? then ikabit na lang ulit pag balik ko? kung pwede ko po bang iwan ko sya sa wife ko physically kasi hindi rin pwedeng ikabit sa kanya as per the rules sa hospital na pinagta-trabahuan niya….
Thanks, More Power!
Xon,
May problema tayo dito, isangguni ito sa inyong HR para sa tamang kasagotan. Ang alam ko hindi ito pupuwede pero check mo pa rin para sigurado.
Bong
Thanks Sir Bong…
meron po ulit akong tanong…huwag po sana kayong magsawa sa kakatanong ko.
anu po ba sa pagkakaalam nio: na kapag nag exit daw ang isang 10yrs na nagwork dito sa KSA, hindi na raw sya pwedeng makabalik… ito daw po ung bagong rules ng KSA..totoo po ba ito??
thanks, more power!
Nix,
Wala pa akong nabasang bagong rules tungkol dito. Kung meron man post natin sa blog.
Bong
Thank you Sir Bong, naitanong ko po kasi iyon kung pwede makabalik dahil lumapit ako sa isang agency dito sa atin, dahil alam ko po na dapat ay magdaan ako sa isang Agency para sa legal at maayos na paraan pero ang sabi po sa akin eh after 6 MONTHS pa ako pwede makabalik kahit may mag – sponsor na sa akin sayang din po kse ang mga araw na walang work kaya gusto ko na mag-work uli. May rules po ba na ganon talaga?
Anyway po pwede nyo rin po ako ibigyan ng step by step Guidelines How i can prepare my paper kse po ung sponsor ko eh first time po kukuha ng Filipino kse po magiging Private Tutor po ako sa mga anak nya. Kaya namn po ako nag ask ay sabi po niya may nagsabi na more than 10,000 riyals ang gagastusin nya (excluding Visa & Airfare bcoz this things my sponsor already have it). Pasensya na po at madami akong tanong. Maraming salamat po sa patuloy at walang sawang pagsuporta sa amin lahat.
Respectfully,
KC
KC,
Hindi ko kasi kabisado ang pasikot sikot sa pagkuha ng worker sa Pilipinas. Ang alam ko lang, dapat may job order ito. Pag meron, dadaan po ng Agency para ito ang mag-asikaso sa mga dokumento. Kaya medyo wala akong alam sa kung magkano ang magastos ng employer. Pinaka maganda mong gawin, bumisita ka sa POEA at isangguni ang tungkol sa inquiry mo or humingi ng guidelines.
Tungkol sa 6 months, wala po akong alam na batas or regulasyon or policy ng KSA na after 6 mos. pa makabalik ang isang worker sa KSA. Not unless of course kung meron kang kaso dati or isa kang absconder or takas noon dahil ito ay hindi lang 6 mos. kundi puwede ka pang ma-ban, depende sa kaso na meron ang isang worker sa KSA.
Ano ba ang work mo dati?
Bong
Magandang Araw po Sir Bong, ask ko lang po is it possible na makabalik po ako ng Riyadh just after 1 or 2 months even last Dec. 29, 2010 lang po ako nag exit from Riyadh? Although sabi ng Manager ko ippadala na lng daw po ung NOC ko pero until now wala pa rin sabi ng kasamahan ko pero wala naman po akong liabilities or bad record sa last company. Please tell me if how long or how many months before i can comeback in riyadh coz i already have a friend who will help me find a new sponsor. If ever ba i can comeback pwede ko kayang kunin personally sa dati kong work ung NOC ko, hindi kaya nila ako gawan ng problema, anyway ibang line of work naman po ang papasukan ko.
KC,
Kung maganda ang inyong employer, employee relationship, bakit hindi. Makakabalik ka anytime. Pero kung nandito ka na, bakit mo pa kunin ang NOC? Hindi mo na kailangan pa yon at hindi na rin hahanapin ng bago mong employer ang NOC dahil ang NOC po ay requirement lamang po ng Saudi Embassy sa ating bansa as required prior visa stamping. Pero hindi lahat ng panahon kailangan ng Saudi Embassy ang NOC, doon lamang po ito nila kailangan pag may ideya sila na may problema sa iyong previous employment status.
Good luck!
Bong
Good Morning po.
Nais ko pong itanong , ang personnel Manager po namin ay nag-issue po ng STATEMENT OF UNDERTAKING , isa pong dokumento na pilit na papipirmahin ang isang magreresign sa company , upang hindi makabalik sa KSA sa loob ng tatlong taon. Ito po ba ay nasa batas ng paggawa sa KSA? nais ko pong bigyan nyo ng linaw ang katanungan ko.
Marming salamat po
Nuqui
Ron,
Article 83: If the work assigned to the worker allows him to get acquainted with the employer’s customers, or to have access to his business secrets, the employer may require the worker in the contract not to compete with him or reveal his secrets upon expiration of the contract. For this condition to be valid, it shall be in writing and specific in terms of time, place and type of work and to the extent required to protect the legitimate interests of the employer. In all cases, the duration of such agreement shall not exceed two years from the date of termination of the relationship between the two parties.
Upang maging tama ang kondisyon na nakasaad sa Art. 83, ay mangyayari na sa pamamagitan ng sulat at tiyak na panahon, lugar at uri ng trabaho at sa lawak na kinakailangan upang maprotektahan ang mga lehitimong interes ng mga employer. Ang kasunduang ito ay hindi dapat lalampas ng dalawang taon mula sa petsa ng pagwawakas ng ugnayan sa pagitan ng dalawang partido.
Samakatuwid, pinapapirma ng employer ang kanyang worker na may sensitibong trabaho sa kanyang kompanya, ibig sabihin kung ikaw ay labor, clerk, janitor, at iba pang trabaho na walang hinahawakang sensitive matters ng kompanay, ikaw ay hindi kasama sa mga nakasaad sa itaas at kung ikaw ay papirmahin ng undertaking, ipaglaban mo ito at huwag kang pumirma dahil hindi ka within the scope of the mentioned Article 83.
Kung pipilitin kang pumirma, humingi ng agarang assistance sa ating POLO.
Bong
Maraming salamat po, sa paglilinaw sa isyung itinanong ko.
Malaking bagay po ito sa akin at para sa mga kasama kong pilipino
dito sa kumpanya.
Salamat po muli
Godbless
Ron,
Nandito po tayo upang kahit papaano maibsan ang inyong mga kabalisahan. Hindi man po 100% na ako ay makatulong po sa inyo, sa sulat man lang ay magkaroon po kayo ng kahit konting kapanatagan. Ako rin po ay nagpapasalamat sa inyong tiwala at dahil po sa inyo kaya po ako ay nagpupumilit na makahanap man lang kahit konting oras sa kabila ng aking trabaho upang makasama po kayo.
Maaasahan po ninyo na habang nandiyan kayo na nagtitiwala, andito ang ating blog para sa inyo.
Salamat sa pagbisita.
Bong
Good day, I want to know if I have to stay in my country for a period of time (1-2yrs.) before going back to KSA because I want to make an exit to my sponsor and then come back to work in a company. My Iqama as of now, states that I’m a House driver. You said that house driver is exempted to saudi labor law and does finger-printing has do with it. I already had my finger-print. Thanks!
More Power!!!
Nixon,
What country?
Exit or Re-entry?
Even house driver is exempted from the implementation of the provisions of the Saudi Labor Law, it doesn’t mean that you are also exempted from the regulations and policies issued by the Saudi government.
Regards.
Bong
Nixon,
What country?
Exit or Re-entry?
Even house driver is exempted from the implementation of the provisions of the Saudi Labor Law, it doesn’t mean that you are also exempted from the regulations and policies issued by the Saudi government.
Regards.
Bong
Sir, EXIT from my current employer. Home country: Philippines. Can I come back again after a short period? maybe 2 months?
Thanks Sir..God bless you..
More Power!
Nixon,
Kung exit ka at maganda naman ang relasyon mo sa iyong employer, bakit hindi? Siguradohin mo lang na hindi pareho ang line of business ng dati mong amo at sa iyong lilipatan, dahil kung nagkataon na nakita ka or may naka pag bulong na nandito ka sa Saudi, nag work sa karibal nilang kompanya at may alam ka na sikreto sa trabaho ng dati mong employer, maaring sampahan ka ng kaso.
Tungkol sa makabalik kaba kaagad, depende po sa agency na lumalakad sa iyong travel docs.
Bong
Thank you Sir Bong… I’m sure God will bless you for helping us!
Welcome!
I would like to ask lang po how much po kaya ung babayaran or may dapat po bang bayaran if incase magresign ang employee. 2 years po ang contract, 8 months from now po expiration ng contract. pero gusto na pong magresign ngayon. at pano po kung ayaw pumayag. wala po bang magagawa ang tao kung gusto na talagang magresign since ang dami na po kcng hindi magandang nangyayari sa company espeially s atreatment sa employee ng mga nakatataas. Aside from that pwede bang gawing reklamo ung pinarerental sa ibang company yung worker dahil wala ng project ung main company na naghire.thanks po
Hi,
Kung 2 taon ang iyong kontrata at hindi ito nakompleto, ayon sa SLL Artikulo 40.2 pagbabayarin ka sa nagastos ng employer sa pagkuha sa iyo, kagaya ng visa at tiket papunta rito at maging pabalik sa Pilipinas. Ngunit ito ay maigawad lamang kung walang lehitimong rason ang iyong pag resign.
Sa kaso po ninyo na hindi maganda ang treatment at pinag pa trabaho pa kayo sa iba, maaari kayong umalis sa trabaho ayon sa SLL Article 81: 1 – 7.
Article 81: Without prejudice to all of his statutory rights, a worker may leave his job without notice in any of the following cases:
1. If the employer fails to fulfil his essential contractual or statutory obligations towards the worker.
2. If the employer or his representative resorts to fraud at the time of contracting with respect to the work conditions and circumstances.
3. If the employer assigns the worker, without his consent, to perform a work which is essentially different from the work agreed upon and in violation of provisions of Article (60) of this Law.
4. If the employer, a family member or the manager in-charge commits a violent assault or an immoral act against the worker or any of his family members.
5. If the treatment by the employer or the manager in-charge is characterized by cruelty, injustice or insult.
6. If there exists in the workplace a serious hazard threatening the safety or health of the worker, provided that the employer is aware thereof but fails to take measures indicating its removal.
7. If the employer or his representative, through his actions and particularly his unjust treatment or violation of the terms of the contract, has caused the worker to appear as the party terminating the contract.
Ngunit hindi ko po kayo pinayohan na huminto sa trabaho, bagkus huwag kayong mag resign dahil puwede ninyong sampahan ng kaso ang inyong employer at makauwi pa ng libre ayon sa nakasaad sa itaas. NGUNIT, kung mag desisyon kayo na kasohan ang inyong employer, YOU MUST be open to any consequences that may happen habang dinidinig ang kaso.
Payo ko po sa inyo, dumolog sa pinakamalapit na POLO office at humingi ng konkretong advice.
Regards.
Bong
thank you po sir Bong…u r such a big help…God bless po and sana mas marami pa po kaung matulungan.
Welcome po kayo sa ating blog anytime at maraming salamat sa tiwala.
Sir, Good day!
Gusto ko lng po mlaman kung meron b ako babayaran sa company if ever n iterminate nla ako after my probationary period of 3months. Sa kadahilanan po kc n hnd daw nararapat ung position n bnigay saken, at hnd ko kyang gampanan ung trabho ko. At tama po ba n babaan nila ung agreed namen n basic salary kc nga ganon ung ngyari… Maraming pong salamat & Godbless you all! More power to this site.
Jace,
First, probationary period has to be mentioned in the work contract. Saudi Labor Law is silent in this regards, but if a worker is found unfit on arrival by the employer for the job for which he was recruited, the employer has the right to repatriate the worker. However, in many instances, the employer may reduce the salary of the worker and accommodate the worker in some other capacity or line of work where he can be useful to the company.
Regards.
Bong
hi! i cousin working in Saudian Airlines he has a problem he bought a stollen iphone to his co-worker who is assign in cargo and he dont know its a stollen item…what will happen to him if ever? are they going to put him on jail and how many weeks…do he have the chance to tell the truth? please help us? thank u
May,
Sorry for late reply.
Theft is a serious case in KSA but the authorities will hear his side. All I can say is – he must inform his employer about what the truth is. His employer can help him in this case.
Regards.
Bong
Dear Si,
Magpapatulong po sana ako regarding sa concerns nang husband ko, last november nag email po ako sa POLO RIYADH, pero hangng ngayon wla prn po akong malinaw na natatnggp mula sakanila, puro panagko ang employer ng aswa ko sa akin. Ang sabi nila pauuwiin ang asawa ko, dahil wla na po syang trabaho doon, ang pangalan ng employer nya RS LANES, ALI MORAISEL, MANAGER MR. BASIL ASHRY, ang pangalan ng aswa ko ADRIAN MERINO ang contact number nya +966558539525, last november pa po syang walang trabaho, ang sabi pauuwii sya pero wla nman po, hindi na po sya kumakain don, kung wala siyang kaibigan na tumutulong sakanya, sana po matulungan nyo po kami. salamt po
Erlyn,
Subukan kong tawagan ang asawa mo bukas at malaman sa kanya ang buong istorya ng kanyang problema.
Kung may time po kayong mag email uli sa POLO, paki address po kay Atty. Cesar Chavez at pakisabi na rin na ako ang nag refer sa inyo upang matulongan at ma assist ang iyong asawa. Huwag po kayong mag-alala, alamin ko muna ang kanyang situwasyon at mabigyan ng guide kung ano ang dapat gawin.
Regards.
Bong
hi po sir bhong tatanung ko lang po kung 6 months lang po b talaga ang binigay ng saudi ministry para sa amnesty para sa mga gus2ng umuwi ng mga kababayan ntin matagal ng nagtatatrabaho sa saudi ng walang kaukulang dukumento?nag start daw po ng sept.25,2010 at matatapos daw po sa march 23,2010..may katotohanan po b e2? or hanggang kelan po e2ng amnestiyang e2..salamat po ng marami at good luck po sa inyong column..
Ruby,
May posting po ako tungkol sa tanong mo dito sa blog. I pasted it below for your convenience.
The Philippine Consulate General in Jeddah on their Advisory # 2011-001 published in their website Tuesday, 4 January 2011 advises all Filipino nationals in the Kingdom who wish to avail of the Saudi government’s amnesty for overstayers of their umrah, hajj or visitor’s visas, that they would need to do the following in order to fast-track their deportation:
•Prepare the ORIGINAL OR COPY OF THE PASSPORT USED TO ENTER THE KINGDOM WHERE THE ENTRY NUMBER WAS STAMPED OR WRITTEN;
•Prepare the money needed to purchase a one-way ticket back to the Philippines and SR 120, if without passport or passport has expired; and
•Approach the Philippine Consulate General – Assistance to Nationals Section for a briefing and issuance of Travel Document, as needed.
The following procedure will be observed:
•Upon presentation of the original or copy of the passport where the entry number is written, the Philippine Consulate General would obtain the appropriate computer print-out record from the General Directorate for Passports [Jawazat] for Hajj and umrah pilgrims. The print-out is needed in applying for an exit visa. This is done during regular office days.
* APPLICATIONS OF FILIPINO OVERSTAYERS FOR EXIT VISAS ARE ENTERTAINED ONLY ON SATURDAYS.
•The Filipino overstayer, together with the computer print-out of the record from the Immigration Office for Hajj and Umrah Pilgrims, will proceed to the Finger Printing Office to have his personal details, picture and fingerprint taken.
•The exit visa is stamped.
•THE FILIPINO MUST EXIT WITHIN THE VERY SAME SATURDAY. Failure to exit within the day would require redoing the whole process.
Those who have lost the passports that they used when they entered the Kingdom and do not have a copy of the same will be duly assisted by the Philippine Consulate General by making appropriate representations with the Saudi Government regarding their repatriation.
For inquiries, please: (a) write the Philippine Consulate General, P.O. Box 4794, Jeddah 21412 or Uum Al Qurah St., Rehab District, Jeddah, KSA; or (b) fax letter to +966(02)66967697; or (c) email to pc.jeddah@gmail.com This e-mail address is being protected from spambots. You need JavaScript enabled to view it ; or (d) call Vice Consul Lorenzo Rhys G. Jungco, CP No. 0505691801.
For more information, please visit Philippine Consulate General-Jeddah web site or click the following link : http://pcgjeddah.org/home/pcg-advisories/394-saudi-guidelines-issued-for-those-who-overstay-their-umrah-hajj-or-visitors-visas-and-seek-deportation
Thanks.
Bong
magandang araw po sir my follow up question po ako tungkol doon sa apat na kasamahan ko about doon sa problema nila. bale po ung 1 ko pong kasamahan ay natanong po sa supervisor naming ibanag lahi tungkol doon po sa totoong kalagayan nilang 4, ang pagkakasabi sa kanya ay wala na daw po silang kaso at parusa sa jawasat ang pagkakasabi pa po sa kanya na tanging ung boss po namin ang pwede po nilang kausapin, ang nakikita po kasi nming palan ng boss namin ay iipitin sila para di makauwi dahil siguradong magkukulang ng tao sa amin. ano po kya ang pinakamaganda nilang gawin 4 para di magkaroon ng pagkakataon ang kumpanya para ipitin silang 4 at ung iba tpos na ang kanilang contract.. maraming salamat po more power.
Joop,
Kung totoo na wala na silang problema sa polis or sa jawasat, mas maganda dahil talagang maipit sila kung may pending pa silang kaso sa Saudi authorities. Tungkol doon sa iipitin kayo ng employer para hindi maka-alis or maka-uwi, cool lang kamo sila, ang importante sinunod nila ang proseso – like 1 or 2 months notice letter of non-renewal of contract na ayaw na nilang mag renew. Ipa-receive ito na may date at signature, sa kung sino man ang authorize mag receive at pag may problema, sulat ka uli sa akin.
Pasensya na pala sa late reply, medyo abala sa trabaho.
Regards.
Bong
sir,
im working as a nurse in a company… this coming feb mag 2 yrs na po ako dito sa saudi, then ang contract na pinirmahan ko ay 3 yrs. then i planned to file for exit this feb or magpa release na po ako para uuwi na sa pinas… ang concern ko lng po kung hindi ako papayagan ng branch manager namin na mag exit, do i have d rights to leave? then my iqama will expire this coming april, do i have the rights na hindi na ako mag re renew para mka uwi na ako sa pinas?
thanx and godbless
Jun,
May karapatan kang mag resign kung gustohin mo. Huwag gamitin ang exit na salita dahil hindi pa tapos ang iyong kontrata na 3 taon. Kung hindi papayag, kausapin mo ng maayos ngunit mag expect kana na hingan ka ng bayad such as visa fees, ticket at iba pang kabayaran sa pagkuha ng iyong employer sa iyo sa Pilipinas.
Puwede mong hindi ipa-renew ang iyong iqama, sa iyong resignation letter isama mo na rin ang request of non-renewal of iqama. Pero sa kabilang dako may karapatan silang i-renew ito ng isa pang taon dahil 3 taon ang inyong agreement.
Regards.
Bong
maraming salamat po sir. may kunting tanong lng po ako if do i need to write my letter in handwritten or in computerized?
thanx po sir sa reply and happy new year to u and ur family… godbless
Jun,
Any of the two as long that the letter bears your signature. Don’t forget the date and have it receive with date and signature too.
Regards.
Bong
Sir Good day, house driver po ung profession na nasa iqama ko, tanong ko po sana na is it possible na makapag-work ako sa isang company? meron po kasing offer, kaya lang may nagsabi na non-transferable iqama daw ako? anu po ba ung rules regarding this matter?
More power!!!
Nixon,
HIndi po kasama ang house driver sa mga probisyon ng Saudi Labor Law ayon sa Art. 7 ng SLL.
Regards.
Bong
Good day po sir bong my 4 po ako n kasamahan sa work n ngpapatulong kung pano po ang gagawin nila kc po last year nahuli sila ng mga jawasat sa isang lugar na my mga kasamang babae at medyo nglalaro ng palying cards, dahil po dito sila po ay nkulong pero panandalian lang po dahil nailabas sila ng pansamantala ng companya nmin sa kadahilanang ngkulang po ng mga magtratrabaho sa companya at my deadline ung project, hanggang sa panahon pong ito sila po ay malaya, ngunit ang problema po nila ay ung 3 po expire na ang iqama at ang sabi ng company on process ang renewal ngunit ung nauna pong 2 marahil my 3 buwan n ang nakakalipas wla pa ring balita sa knilang iqama, ang sabi po sa office namin my parusa daw silang 120 lashes dahil sa kasalanang ngawa nila ngunit di nila alam kung kelan ito. ano po kya ang pwede nilang gawing hakbang para malaman nila ang estado ng kaso nilang 4?
Joops,
Ang immorality or prostitution ay isang mabigat na kaso sa Saudi Arabia at dapat lamang na sila ay maparusahan. Kaya kung may parusa silang 120 lashes, dapat lamang na obligasyon nila ang pumunta sa presinto kung saan naka dokumento ang kanilang kasalanan at sila ay mag palatigo ng 5 or sampu kada biyernes (depende sa bilang na iginawad ng korte) hangang matapos ang bilang na 120 lashes.
Dapat lamang na sila ay pumunta sa dating lugar or police station kung saan sila dinala or sa kulongan kung saan sila nakulong at mag inquire ng status sa tungkol kanilang pending case.
Please note that an Exit or Exit re-entry visa ay hindi po ma-aprobahan kung hindi sila mag comply sa parusang dapat nilang harapin. Maaari rin na ang hindi pag comply nito ay maging sanhi sa pagka binbin ng renewal of iqama.
Thanks for coming.
Bong
hi sir, gud day! I need some advice. My brother applied as welder in Riyadh. The contract he has signed in his agency stated the same WELDER and in RIYADH. But, on the day of his departure, he signed documents from POEA stating that his work is Hydraulic Machine Technician and the location would be in Jedda. As per agency’s advise, it’s for documentation purposes only. Now his in Riyadh and my brother worries much since the engineer handling them refused to tell them their exact location in Riyadh. The work he is doing now is nagliliha/naglilinis ng mga bakal. Natural lang po ba yun or we should stop worrying? Please advise.
Thanks & more power to your benevolent works.
Lan,
Pasensya na sa delayed na reply.
Ang exact category ng worker ay minsan or kadalasan hindi magkapareho pagdating ng worker sa site, dahil minsan ang available na visa na nakukuha ng employer sa Passport Dept/Jawasat dito sa KSA ay ang kategoriyang hindi naman para doon sa kanilang kailangan na worker. Ang POEA naman, dahil sa ito ang nasa dokumento or job order, dapat lamang na ito rin ang kanilang sundin for documentations. Pero pagdating ng worker sa site, ang kanyang work ay dapat ayon sa kontratang kanyang pinirmahan.
Ang pagliliha or paglilinis ng bakal ay ayon sa scope ng trabaho ng isang welder, so huwag kayong mabahala. Tungkol naman sa location niya dito sa Riyadh, may karapatan ang iyong kapatid na malaman kung saan ang exact address or lugar ng kanyang place of work.
Salamat sa pagbisita.
Bong
sir,
magandang araw po,
ako po ay humuhingi po ng advive tungkol sa situatiuon ko na may kaso na obsconder khit na yung amo ko po mismo ung nag benta sa akin, sir, 7 months na po expire iqama ko at d ma re renew dahil sa kaso, natawagan ko na po ung embassy at polo regarding dito pero wla pa rin nangyayari po . at lagi na lng pasa pasa. sir, nabasa ko po sa isang site na may pardon ung hari, san po ako pedeng sumuko at humungi ng tulong o kahit number ng pede makakatulong. salamat po . 0540983713
Sir, ask ko lang po. Mag end na po ang contract ko (2years). I’m planning not to extend my contract. What benefits will i get? and also as stated in my contract that i have a 21days vacation leave every year. Will the company pay for that Vacation Leave? What documents should i get from them when i exit the kingdom? Is there a computation for the benefits and Vacation leave? Sorry sir for asking a lot of questions.
Thank you very much in advance and more power to you sir
Andrew
Andrew,
Sa ating blog, sa may bandang itaas buksan mo ang GCC Labor Laws, click mo ang Saudi Labor Law sa bandang baba ng Saudi Flag. Basahin mo ang Article 84 tungkol sa End of Service Benefits.
Tungkol naman sa Vacation Leave, linawin mo muna sa iyong kontrata kung ang yearly vacation mo ba ay may katumbas na bayad or entitled kaba ng leave pay pagkatapos ng isang taon. I ask you to verify it because as what you’ve said your contract is two years. Kadalasan kasi dito sa KSA, bayaran ng kompanya ang bakasyon kung matapos lamang ang kontrata (2 yrs) ng worker at nag renew ang worker ng kontrata.
SLL Art. 111 “A worker shall be entitled to a wage for the accrued days of the leave if he leaves the work without using such leave. This applies to the period of work for which he has not used his leave. He is also entitled to a leave pay for the parts of the year in proportion to the part he spent at work.”
Regards.
Bong
Sir,
maitanong ko lang po sa inyo kung ano po ang mabuting gawin sa situation ko dito sa Riyadh.
i am currently working here as Secretary, mag da-dalawang taon na po sa August 2011 but due to some situation na di maganda lalo na sa boss ko na siya rin ang may ari ng isang firm na pinapasukan ko.
solo lang po ako dito sa opisina at expired na po ang iqama ko last Nov. 5 2010 pa peru until now di nya pa rin narerenew and matagal na pong di maganda ang aming pagsasama dito sa trabaho until last day sinabi nya i-ki-kick out nya ako sa opisina kagaya ginawa nya sa isang matandang sudanese na kung saan ang away nila ay umabot sa kaso at sa pagtatago ng nasabing dating empleyado.
binan-taan na po ako ng amo ko na papalayasin nya sa opisina na walang mapuntahan at expired pa rin ang iqama. marami na rin po akong pan-iinsulto na natangap sa kanya umpisa pa ng ako ay nagtrabaho sa kanya.
sa ngayon po ay nagawa ko na ang resignation ko kaso di ko pa naiibigay kasi kasalukuyang namamahinga siya due to his minor medical operation.
ang tanong ko po kung anong magandang gawin sa kalagayan ko. ayaw ko na man pong umabot sa puntong maglayas or tumakas ako.
kakaiba po ang ugali ng boss ko sabi nga nila araw araw iba iba ang togtog at di ko masayawan.
kung ibibigay ko nman ang resignation letter ko baka di nya ako pasahorin at baka lalo nya akong pahirapan.
puede rin po bang mahingi ang personal email mo?
pasensya na po sa abala.
maraming salamat po sa pagbigay ng oras sa aking mga katanungan.
Godbles po
merry Christmas po and a happy new year!
Rick,
Una, dapat niyang i-renew ang iyong iqama upang hindi aabot sa malaking halaga ang penalty nito. Huwag kang mag resign dahil kung gawin mo ito, ikaw pa ang gagastos sa pamasahe mo at pagbayarin kapa sa nagastos niya sa pagkuha sa iyo sa rason na hindi mo tinapos ang kontrata na 2 taon. Mas mabuti pa na ikaw ay kanyang i-terminate dahil kung gawin niya ito, kargo niya ang lahat ng gastosin sa iyong repatriation. Kung sakaling takotin kapa niya na paalisin sa trabaho, kausapin mo siya ng mahinahon at humingi ng request na gawin niya ito na may formal termination letter.
Sa kabila ng kanyang masamang ugali, may napansin lang ako sa sulat mo na hindi kagaya ng iba – ikaw ay pinasahod naman ng on time dahil hindi kasama sa reklamo mo ang tungkol dito. Ibig sabihin, may konting malambot pang parti na natitira sa puso ng iyong employer. Baka naman makuha sa magandang pag-uusap ang iyong problema upang ma renew ang iyong iqama at hintayin ang panahon na kung saan matapos mo ang iyong kontrata.
Merry Christmas too and Happy New Year!
Bong
MAGANDANG ARAW PO.
SIR BONG,
AKO PO AY SI GERARDO B.ALMONTE MAY ASAWA AT TATLONG ANAK EMPLEYADO SA KOMPANYANG MOHAMMAD H. AL-HAIDER GROUP NAKABASE DITO SA DAMMAM.AKO PO AY NAKATAPOS NA NG CONTRATA NOONG AGOSTO 11,2010 PERO HANGGANG NGAYON HINDI PA NAKAUWI DAHIL MAY PROBLEMA TUNGKOL SA AMING EXIT VISA ATSAKA BENIPISYO HINDI IBINIGAY SA AMING EMPLOYER NA ANG PANGALAN AY SI MOHAMMAD H. AL-HAIDER.ANG GUSTO NG AMING EMPLOYER NA KAMI AY MAGRE-ENTRY SA KANYANG COMPANYA DAHIL DITO NAGKAPROBLEMA UMAABOT NA KAMI SA LABOR COURT DITO SA DAMMAM.SIMPLY LANG ANG AMING MGA REKLAMO ANG MAKUKUHA ANG AMING BENIPISYO,PONDO NGA SAHUD AT SAKA EXIT VISA.HANGGANG NGAYON AY HINDI IBINIGAY NG AMING EMPLOYER.NGAYON NAHIHIRAPAN NA KAMI DAHIL WALA KAMING TRABAHO MAGLIMANG BUWAN NA AT HINDI NAKAMI BINIBIGYAN NG FOOD ALLOWANCE AT SAHUD DAHIL KAMI AY TAPOS NA RAW ANG CONTRATA.MINSAN TINATAKOT PA KAMI NG AMING EMPLOYER HINAHARAS AT GUSTO NA KAMING PALAYASIN SA AMING TINITIRAHAN AT SINABIHAN PA KAMI WALANG MAGAGAWA ANG INYONG EMBASSY AT
POLO DAHIL NANDITO KAYO SA SAUDI. ARAW ARAW NAG-AALALA KAMI SA AMING KALAGAYAN DITO HINDI NAMIN ALAM KUNG KAILAN KAMI MAKABALIK SA AMING PAMILY AT HIRAP NA HIRAP NA KAMI KUNG SAAN KAMI KUKUHA NG MAKAKAIN SA ARAW ARAW.
SIR BONG MARAMI PO KAMING PINOY NA EMPLEYADO NG AL-HEIDER NA PAREPAREHO ANG SITWASYON. YUN IBA TINITIIS NALANG NA HINDI MAGREKLAMO XE NATATAKOT SILA NA MATULAD SA NANGYARI SAMIN. MAHIGIT NA 3 MONTHS NA HINDI NAGPAPASAHOD ANG KOMPANYANG ITO. AT HANGGANG NGAYON PATULOY SILANG NAKAKAKUHA NG TAO SA PILIPINAS.
HUMIHINGI KAMI NG TULONG SA INYO AT AGARANG SOLUTION NG AMING PROBLEMA.
LUBOS NA UMAASA…
GERARDO B. ALMONTE – 0546525278
DEXTER PADAOAN
MARK APPLE DAVIS
ANTONY ARAO
NELSON MENDOZA
Gerry,
Batid ko po ang inyong paghihirap, kasamahan ninyo si Mark at dati na pong ninyo itong naidaing sa akin at sa mga emails. Alam narin po ito ng ating Labor Attache Des Dicang. Sa ngayon na nasa Saudi Labor Office na po ang inyong complaint ang ibig sabihin po niyan ay wala pong settlement or magandang negosasyon na nangyari between our POLO at sa inyong employer.
Gerry, nakasampa na po ang kaso, payo ko lang po sa inyo na habaan pa ang pasensya at huwag kayong basta naniniwala sa sinasabi ng inyong employer dahil kung mapikon kayo, maaring mag-init ang inyong ulo at pag may emosyon na kasali dito lalabas ang hindi maaring mangyari. Alalahanin ninyo na ang batas ng KSA ay nagbabala sa inyong employer at hindi pinapahintulotan from doing any action against the complainants na maaaring makasira sa kanila at maging sanhi pa ng mas malala pa nilang problema. Bawal po ito sa batas pag nakasampa na po ang kaso. Bawal rin po na kayo ay hindi pagtrabahoin or alisin sa trabaho kung walang permiso sa hukuman.
Kailan ba ang hearing ninyo? nasa Primary court na ba kayo?
Kung matapos na ang problemang ito dito sa KSA, tutulongan ko po kayong maghanap ng abogado para masamapahan ng kaso ang inyong BUWAYA AT SUWAPANG na RECRUITMENT AGENCY sa Pilipinas upang pagbayarin lahat sa mga purwesyong ginawa nila sa inyo dahil sa pagka SUWAPANG nila sa pera.
Huwag kalimutang tawagan ang POLO Al Khobar, may karapatan kayong tumawag at mag follow-up.
Ingat kayo at konting hinahon at pasensya pa.
Kahit alam ko na hirap na kayo, I need to greet you “Maligayang Pasko at Manigong Bagong Taon.”
Bong
Hi,
Ano po ba mga requirements pagnag-apply ako po ako ng family visa status?
Currently po kc im holding a bachelor’s visa. hindi ko rin po sure if qualified/capable ako to process my papers from bachelor’s to family visa status.
Please advise. Thanks.
Doy
Doy,
Usually, workers whose contract include “family status” can easily get their family to come to KSA. In a family status of course you need to submit to your employer Marriage Certificate and your passport must be Married and not Single. To bring your family in KSA you must have the following requirements: a) Visa Category/Professional like Engineers, Doctors, Accountants, Technicians etc. 2) College or University Diploma 3) Residence Visa/Work Permit should be the same as your Visa Category 4) A salary of SAR 3,000 or higher.
As for Bachelor to Family Visa, I think you need to declare yourself as Married first and not single and if your passport is single, you need to change it to married.
Regards.
Bong
Hi thanks for the info..sa lahat ng nabanggit po ay qualified po ako…
Ano po mga steps ang gagawin ko to expidite po ung process?
thanks ulit…Merry Christmas kuya Bong!
Doy
Doy,
Una, ayosin mo muna ang kontrata mo dahil sabi mo bachelor ang status mo, paano maging family status ang kontrata mo? So, you need to have a new contract where family status is one of the condition of your employment and be sure that in the contract includes a yearly housing allowance, transportation allowance, and medical expenses to all members of the family are to be shouldered by the employer. These are the basic terms and conditions na puwede nilang ibigay not unless you ask for more at ibigay naman nila.
Tungkol sa pag change from bachelor to married, please visit Phil. Embassy and ask advice on what to do.
Merry Christmas too.
Bong
Hi Bong,
Gusto ko sana humingi ng advise regading sa Job Offer sakin ngayon sa Riyadh as Engineer.
I got a job offer directly from a local employer in Riyadh, medyo ok naman yung employment package.
Ask ko lang, anu ba ang proper procedure kapag direct hire ka from Riyadh Saudi?
Ok lang ba na hindi na ito ipadaan sa recruitment agency or poea sa pilipinas for easy access in entering to Riyadh?
Paano ba ang processing ng work visa nito or any initial entering procedure pag pumunta for work at riyadh from Manila?
Hoping you’ll reply on my queery.
Thanks a lot.
Jess
Jess,
I discourage you to accept an offer for a job in KSA under direct hiring. May mga kompanya kasi dito na mag promise na ang visit visa mo ay gawing working visa pagdating dito pero hindi ito ginagawa ng mga employer. Isa pa, kung hindi ka dadaan sa POEA, ikaw ay matatawag na undocumented OFW, ibig sabihin non, wala kang proteksyon at wala kang makukuha na mga benepisyo kung sakaling may mangyaring problema sa iyo dito.
All you have to do is to let them hired you through a recuitment agency in Pinas. Ito lang ang tanging paraan na makrating ka dito na walang gusot na mangyari at hindi ka kabado sa iyong pag owrk dito sa KSA.
Good luck.
Bong
magandanag araw po!nais ko lamang magtanong tungkol sa batas end of contract service…ako po ay nagtratrabaho sa isang kumpanya maintenance cneter ng sasakyan dito sa riyadh.ako po ay halos walong taon na dito sa kumpanya namin…at nais ko na po sanang mag exit na .nais ko po lamang malaman tungkol sa makukuha kong benepisyo dito sa aming kumpanya.nabasa ko po ang ilang detalye patungkol sa end of contract service,at maliwanag po sakin ang nakasaad dun.ang isa lamang pong nakakagulo sa aking isipan ay ang batas (daw) ng aming kumpanya…may sarili daw po silang batas ukol dito.na ang sinuman na gusto ng mag exit sa knilang kumpanya ay makakakuha ng tig kalahating sahod sa isang buwan sa loob ng limang taon.at isang buong sahod nmn sa mga susunod na taon ng pagtatrabaho.at yun po ay tama naman.ngunit ito po ay ibabase po nila sa unang kontrata na pinirmahan namin.at hindi daw po sa sinasahod namin sa kasalukuyan nila ibabase ang makukuha naming benepisyo.maari po ba ito sa ilalim ng saudi labor law?na kung susumahin po ay parang nabale wala ppo ang ilang taon ng aming paghihrap sa kumpanya kung ganun po lamang ang aming makukuha,dahil napakaliit ng aming makukuha kung dun nila ito ibabase sa una naming kuntrata.ano po ang aming pwedeng gawin? upang makuha namin ang ang aming naipundar na pagod at sakripisyo sa tamang proseso?maraming salamat po sa inyong tulong!mabuhay po kayo
Clark,
Napaka linaw sa Artikulo 84 ng Saudi Labor Law na ang ESB ay kalkulahin base sa huling rate or suweldo or basic pay ng isang manggagawa.
Hindi puwedeng gumawa ng sariling batas ang kompanya lalo na kung ang sweldo ang pag-uusapan. Puwedeng magkaroon ng sariling policy ang employer sa ibang usapin ngunit ito ay dapat may pahintulot ng Ministry of Labor.
Payo ko sa inyo, pag totoo talaga na ito ang kanilang gagawin, bago kayo pipirma ng Waiver at Quitclaim para ESB settlement, dumulog muna sa opisina ng POLO at humingi ng payo kung ano ang dapat gawin.
Bong
Assalam Alaikum
Hello po. ask q lng po f what mga requirements for changing religion and name for the iqama. I’m a newly converted Muslim, plan q po sna mg umrah. Hope u can help me.
Jun,
Wa Alaykum-us-Salam Wa Rahmatullahi Wa Barakaatuh! Mashallah
Bro. Jun, kung nandito ka sa Saudi Arabia ngayon, ang kailangan mo lang ay ang “Certificate of Conversion to Islam”. Pasyalan mo ang Islamic Center na kung saan ka na convert at magpalista sa mga batches na papuntang Holy City for Umrah. Bibigyan ka ng schedule kung kailan, kasama na rin ang sulat na galing sa Islamic Center para sa Personnel Dept. ng inyong kompanya upang i-request na ikaw ay mag Umrah kasama na rin sa sulat na dapat full pa rin ang sahod habang ikaw ay nag-umrah.
Tungkol sa change name into muslim name in your Iqama, Ill advice you to request it in person to your personnel dept at sila ang mag asikaso nito.
Ma’salama.
Bro Bong
Magandang umaga po!
May tanong lang po ako regarding “change of contract.”
May 2 pong bagong saltang kabayan less than 2 weeks palang sila dito sa KSA. Kahit “hindi tugma” ang position nila sa requirement ng kumpanya ay pina-alis sila ng ahensya.
Hindi nila nagawa ang ipinapagawa ng may-ari ng kumpanya. Kina-usap ng may ari ang 2 at umamin naman sila na hindi talaga yon ang skill nila. Nag-sabi ang may-ari ng BABAWASAN ang sahod nila. Shempre hindi papayag ang kabayan.
Ang tanong ko po. Legal po ba ang “contract substitution?” Pwede bang habulin ng may-ari ng kumpanya dito ang ahensya sa pinas na nag pa-alis sa 2 pinoy na “siguro” pina-alis kahit na hindi tugma ang kanilang skills. May binayaran pa daw po ang 2 sa ahensya.
Saan/kanino po sila pwedeng makipag-usap sa problema nila?
Salamat po.
Bert,
Hindi legal ang “contract substitution” at kung ano ang terms and conditions or mga provisions na nakalagay sa pinirmahan ng worker sa Pilipinas ay siya ring dapat nakasaad sa kontrata na maaring gawin sa KSA upang lagdaaan ng magkabilang panig.
Nasa workers kung tatanggapin nila ang bawas sa orihinal na sweldo na pinirmahan sa Pilipinas pero dapat lamang na may bagong kontrata and acceptable ng workers (in good faith).
Yes! puwedeng habolin ng inyong employer ang recruitment agency dahil nagpabaya at mali ang kanilang pinadala na worker based sa job order request ng kanilang kliente.
If ever pauwiin ang worker, makipag-ugnayan kaagad sa POLO/OWWA bago lumagpas ang 3 buwan. Pag nasa Pilipinas na sila, puwedeng mag file ng complaint sa NLRC ang worker laban sa kanilang recruitment agency for money claims and damages.
Regards.
Bong
Good day Mr. Bong.
Salamat po sa reply nyo sa tanong. Ipapa abot ko po yong reply nyo sa kanila.
Welcome Bert!
Hi Sir,
Tanong ko lang po pag nag resign po ba sa company un fiance ko, makukuha nya po ba lahat pati ang ESB nya. Naemploy po sya in May 6, 1999. Ang reason po na gusto na nya umuwi ng pinas is because meron na naman pong nadiagnosed sa kanya na abscess. Actually po, nun 1st time na may nadetect na abscess sa knya, umuwi po sya sa pinas para magpaopera, then the 2nd time po just about a month ago, inoperahan po uli sya because of another abscess, then just few weeks back meron na naman po nakitang abscess sa knya at sabi po nya yan po un unang-unang sumakit noon. Sa sobrang tagal po ng scheduling sa company insurance nila at sa sobrang sakit na tinitiis nya gusto na po sana nyang umuwi at mag resign para sa pinas na po sya magpaopera. Kapag po ba nagresign sya, makukuha pa din po ba nya un ESB nya? kc un po sana gagamitin nya pang paopera?
Gustong gusto na po talaga nya umuwi dahil nahihirapan na daw po sya, iniisip lang nya un ESB nya. Sabi nya po by May 6 pa ang dapat na exit nya.
Pakitulungan po kami kung ano dapat namiin gawin.
Thank you po.
Hi Jean,
Tell your fiancee to produce all the medical records in his hands and write a letter to his employer, stating his present health condition. Huwag gamitin ang word na “resignation” dapat “termination of contract due to health problem”. Yes! dapat lamang na ang computation ng kanyang ESB ay ayon sa tamang benepisyo na kanyang makukuha.
Regards.
Bong
Sir,
A pleasant day to you! I would like to ask about my problem and I hope you can help me.
This is my Question as follow:
1. If I go home for annual vacation for my 2 years contract agreement and I have a plan that I will not return to my previous company, It is true that I will be banned for 2 years in KSA or all GCC Countries?
2. If my contract is already end then I have a plan that I don’t want to renew my contract or (EXIT) then my company will not give me Exit instead they will give me “ EXIT & RE-ENTRY VISA”. I can fight this one in the LABOR so that they will give me FINAL EXIT?
Regards,
Vic
Vic,
1) Sa gagawin mo, posibleng maging rason ito para ka i-ban from entering the country or to other GCC countries. Though, hearsay lamang ito maaring puwedeng gawin ng employer dahil sila ay na-agrabyado sa hindi mo pagtupad ng usapan. Marami na rin sa ating mga reader ang nagpapatunay nito.
2) Bakit hindi? anong gusto nila dito na tayo matigok at dina lang uuwi sa Pinas? Yes of course, you can fight for you right. Puwde mo silang kasohan s Saudi Labor Office. Ngunit may paraan rin sila sa pag delay ng iyong pag-uwi, kagaya ng 2 buwang extension or palugit before your final departure. Pero hindi na ito maaring dagdagan pa.
Thanks for coming.
Bong
magandanag araw po!nais ko lamang magtanong tungkol sa batas end of contract service…ako po ay nagtratrabaho sa isang kumpanya maintenance cneter ng sasakyan dito sa riyadh.ako po ay halos walong taon na dito sa kumpanya namin…at nais ko na po sanang mag exit na .nais ko po lamang malaman tungkol sa makukuha kong benepisyo dito sa aming kumpanya.nabasa ko po ang ilang detalye patungkol sa end of contract service,at maliwanag po sakin ang nakasaad dun.ang isa lamang pong nakakagulo sa aking isipan ay ang batas (daw) ng aming kumpanya…may sarili daw po silang batas ukol dito.na ang sinuman na gusto ng mag exit sa knilang kumpanya ay makakakuha ng tig kalahating sahod sa isang buwan sa loob ng limang taon.at isang buong sahod nmn sa mga susunod na taon ng pagtatrabaho.at yun po ay tama naman.ngunit ito po ay ibabase po nila sa unang kontrata na pinirmahan namin.at hindi daw po sa sinasahod namin sa kasalukuyan nila ibabase ang makukuha naming benepisyo.maari po ba ito sa ilalim ng saudi labor law?na kung susumahin po ay parang nabale wala ppo ang ilang taon ng aming paghihrap sa kumpanya kung ganun po lamang ang aming makukuha,dahil napakaliit ng aming makukuha kung dun nila ito ibabase sa una naming kuntrata.ano po ang aming pwedeng gawin? upang makuha namin ang ang aming naipundar na pagod at sakripisyo sa tamang proseso?maraming salamat po sa inyong tulong!mabuhay po kayo!
hi good day sir. i am working as a nurse in one private hospital here in Riyadh. i read my contract thoroughly and i truly understand that i am entitled to have an annual vacation for 15 days. it is also stated that i should use my own money for the my expenditures such as airline tickets and re-entry visa.
nalilito lang po ako kasi kung icocompare yung privilege namin na ito from government hospitals dito sa saudi, parang lugi nman yung mga nasa private. ang pagkakaalam ko po, sa government hospitals dito, pwede silang mg-annual vacation more than 15 days at sagot ng institution nila yung airline ticket. maliban na lng kung natapos mo yung 2 year contract at sila na sasagot ng airline ticket mo.
ganon po ba tlga yung mga private hospitals dito kung mag-implement ng regulations nila? isa pa, ayaw kaming pagbakasyunin without VALID reasons. then ano ang valid? pahirapan pa bago pa kami payagan.
sir, implemented na po ba yung 21 days na vacation stated sa new saudi law?
thank you and more power.
Hi chelle!
Sorry for late reply, medyo abala sa work. Like you, i am also an OFW.
Contract is a contract and once it was signed by both parties, it means you understand fully the provisions written on it. Wala na po tayong magagawa kung iyan ang nakasaad sa inyong kontrata.
Tungkol naman sa government hospitals, ang alam ko, hindi po lahat maganda ang patakaran sa kanilang mga expats, katulad rin po sa inyo. It means, it depends talaga sa napapasokan nating hospitals or company. Gaya ng sabi mo na maliban na lang kung maka 2 years na tsaka lamang nila i-shoulder ang ticket. Depnede talaga yan sa kontrata na napagkasunduan ng 2 parties. Kaya sa lahat ng mga readers, basahin muna ang nakapaloob sa kontrata bago pumirma.
Tungkol sa ayaw kayong pabakasyonin without valid reason – medyo hindi na yata puwede yan. Not unless it is written in the contract na puwede lang kayong magbakasyon after 2 years or 1 year. Ito ay ang tinatawag na emergency leave which really needs a valid reason. Pero kung natapos na ang inyong kontrata or period of service as per contract dapat lamang na pauwiin kayo or pabakasyonin. Puwede kayong magreklamo sa Saudi Labor.
Tama po, nakaimplement na ang 21 days vacation at ito nakapaloob sa Article 109.1 ng Batas Paggawa it says: “A worker shall be entitled to a prepaid annual leave of not less than twenty one days, to be increased to a period of not less than thirty days if the worker spends five consecutive years in the service of the employer.”
Usually if the contract period is 2 years, you can apply for 42 to 45 days vacation, depende rin kung ito ay aprobahan pero ang legal ay 42 days.
Hope this helps and thank you for the visit.
Bong
Salamat po sir bong
Wala pong anoman Chelle. Salamat rin.
gudday sir!
I would like to inquire about the time frame an exit visa is valid..my contract finished last October and I already informed our office last june about my intention of not renewing my contract with them. MY manager has been saying to wait and that i will soon go home..THey got my iqama and hand me a photocopy of it with stamp and a note, I asked my arab friend of what was written there and she said that I am for exit and they are processing my papers.just would like to know the real score about exit visas cos they have been telling me dates before but they were all lies and this time I am quite positive about it since they got my iqama already. Thanks and more power.
Mr. Bong,
Greeting of Peace!
Gusto ko lang po malaman kung may karapatan ang employer na i-extend ang kontrata ng employee ng 3 months after the Contract. Yun po kasi ang sinasabi ng mga kasamahan namin at wala daw po kami magagawa dun kasi nakasulat daw yun sa Saudi LAbor Law.
May batayan po ba ang sinasabi nilang ito? kasi gusto na namin umuwi after ng contract namin, pwede ko bang tanggihan yung 3 months na extension?
Maraming salamat po sa inyo and God Bless!
Dane,
Ang sinasabi nila ay ang nakasaad sa Section 4: Article 110: 2 na ang titutlo ay “LEAVE” – ang exit ay nakapaloob parin dito at ito ang kanilang binabasihan ngunit malinaw na wala ng ibang extension maliban dito not unless sasang-ayonan ito ng worker.
Translation of Article 110: 2 – The employer shall have the right to postpone, for a period of not more than 90 days, the workman’s leave at the end of the year of accrual if dictated by work requirements. If the work conditions require extension of the postponement, the workman’s consent must be obtained in writing. Such postponement shall not, however, exceed the year following the year of leave accrual.
Bong
sir gud day po. ask ko lng po kung pwd po iextend ng 90 days ang pag stay nmn sa trabho gyong tpos n po ang contrata ko nitong 20 ng nov. sbi po ng boss ko ay nasusulat daw po ito sa labor law ng saudi.. hnd po ako pumayag, at ngyn ay ng stay n lng sa bahay, nsa labor law po b ng saudi na pwd i extend ng 90 days.. e expire n po ang ecama ko sa january.. tska finish contract n dn nmn po me ng 2 yrs.. 1200 sr po ang basic ko. mgkano po kaya ang mkukuha ko sa knila ..
Jei,
May probisyon ang SLL tungkol sa pag-uwi ng worker bakasyon man or exit kung ang worker ay kinakailangan pang magtrabaho. Kasama na rin sa probisyon na ito ang araw ng paghinhintay sa kanyang kapalit.
Makikita ito sa SLL Article 110 : 2 “An employer may postpone, for a period of not more than ninety days, the worker’s leave after the end of the year it is due if required by work conditions. If work conditions require extension of the postponement, the worker’s consent must be obtained in writing. Such postponement shall not, however, exceed the end of the year following the year the leave is due.”
Alamin mo sa kompanya kung magkano makukuha mo dahil “fist” 2 years contract lang ang iyong paninilbihan sa kompanya, maaaring may patakaran sila sa pagkwenta ng iyong ESB ayon sa SLL.
Regards.
Bong
thank you po sir bong, ung overtime po kasi namin verbal lang po between sa supervisor naming pinoy at sa amin and nung ngtanong po kami sa office sabi nila wala daw binigay sa kanila ung supervisor namin at nung tanungin po nmin ung supervisor namin sabi nya binigay nya sa office, ang nature po kasi ng work namin ay sa automatic door at meron pong mga pagkakataon n kailangan ng extra hours para matapos ang ginagawa nmin lalo n po kung nasa destino kami.. meron po bang pagkakataon na pwedeng imbestigahan ang kumpanya namin sa kadahilanang nakikita po namin na wala silang konkretong mga policy at ang mga batas na iniimplement nila sa amin ay nakikita naming di makatarungan.. sir bong meron po bang pagkakataon lalo n po kung emergency na pwede humingi kami ng financial na tulong sa kumpanya at meron din ba silang karapatang tumanggi khit sabihin namin na willing kaming ibawas nila sa aming salary?
Jo,
Depende rin sa financial status ng company kung kaya nilang magpaluwal sa mga worker in time of needs.
Puwede kayong pumasyal sa Saudi Labor upang maimbistighan ang inyong company. Kung may nilabag sila batas paggawa ng kaharian, dapat lamang na mag complain kayo sa Saudi Labor Office.
Ingat.
Bong
sir isang magandang araw po. ako po ay dalawang taon mahigit na tumakas sa employer dahil sa nd na siya nagbibigay ng pasahod sa akin. ang tanong ko po ay ganito: kung makakauwi ako sa ating bansa at magbalak na bumalik dito sa saudi, ilang taon ba ang dapat kong ipagliban? hindi po ako napagawaan ng iqama ng employer sa simula pa lamang. maraming salamat po sa iyong sagot.
John,
Hindi ka na nga pinasahod wala ka pang iqama. Siguro naman hindi ka pina blotter ng iyong employer dahil kung pina blotter ka magkaroon ka ng record sa MOI or Jawasat as absconder at mahirapan kang bumalik dito dahil naka red tag na ang iyong pangalan. Kung wala naman, subukan mong bumalik, malaman mo naman yan kung ban ka sa KSA dahil hindi maistampahan ang iyong visa sa Saudi Royal Embassy sa atin pa lang.
Good luck!
Bong
Sir,
Magandang araw po! gusto ko lang po sanang homingi ng payo sa inyo sa sitwasyon ko ngayon sa trabaho ko… almost 3 years na ako dito sa kompanya kong pinag tatrahuhan,gusto kona sanang mag file ng exit(bali release po ako from my old co.) nung kausapin ko ang boss ko sabi nya di raw po nya ako mabibigya ng exit pero kung ako daw po ay gustong lomipat ng kompanya ay bibitawan daw naman nya ako..sa ganoong pag uusap po namin posible nga po ba na di nya ako bigyan ng exit kasi dito ny ako na hire? ayaw kona pong mag trabaho dito kaya naisip kopo na mag bakasyon at wag nalang bomalik. sakali po ba na di ko balikan ang exit re entry ko ay malaya akong makakapunta sa ibang bansa gaya ng dubai halimbawa? sa totoo lang po ang ayaw ko sa trabaho ko kaya gusto kong umalis ay sobra na ang load na binibigay ng boss ko sa akin, tapos po nakikita ko kung papano nya tratuhin ang mga kasama ko na pinoy sa akin di naman nya magawa ang bastusin ako kasi palagi akong may katwiran sa tama lamang.. seryano po un isa sa may ari pero ang major owner po ay prinsesa. sir isa pa pong tanong may advice po ang friend ko na kung mag bakasyon ako ay dumaan ako sa dubai upang dun humanap ng trabaho bali may ahensya daw naman po doon na mag aayus ng visit visa ko sa kaukulang halaga.. ang tanong kopo ay sakaling makapunt nga po ako doon ano po ang posibilidad na mangyari sa akin mababaliwala na poba un re entry ko sa saudi? malaya poba akong makakhanap ng trabaho sa dubai?ano ano po ang mga posibilidad na problema ang maari kong kaharapin sakaling mag pasya ako at maari nyo po ba akong bigyan ng kaukulang pag papayo.
maraming salamat po at mabuhay po kayo…
leo
gud am po sir. meron po akong katanungan tungkol sa hindi namin pagpasok sa work ngaung araw ng mga holiday.. npagkasunduan po nmining magkakasama na hindi magwork ng 4 n araw from nov. 15-18 sa kadahilanan po na malamng di n nman bayaran ang overtime namin. meron pa po kasing mga pending overtime kami n hindi pa binayaran ng companya at ngtuturuan ang pilipinong supervisor namin at ng kumpanya kung nasaan ung mga isinumite nming overtime paper, ang problema po lng namin ng mga ksamahan ko pinapirma kami sa hindi namin pagpasok ngaung holiday dahil meron silang nairelease n memo na ang tanging walang pasok ay sa nov 16 lng po.. nadala na po kasi kami na magovertime hindi nman nbabayaran sa katunayan last year po haj pinasukan nmin lahat ang overtime na cut pa ng 70% ung buong overtime nmin.. wala po kaming magawa pag sinabi nila na ganon.. un po kasing inaasahan namin na supervisor namin na pinoy hidi na kmi tinutulungan.. ang masasma pa po sinabi pa sa amin na my consequence ang hindi namin pagpasok malamng po cut salary na nman kami ng ilang araw pati nga po mga susi ng sasakyan ay kinuha nila.. tpos ngaung araw po na ito ung ibang mga kasamahan nmin n hindi pumirma kahapon ay hindi naman pumasok ngaun pati ung supervisor namin.. unfair po nman sa aming mga pumirma.. Meron po bang posibilidad na paimbestigahan sa saudi labor ang kumpanya namin at mareami po silang nilalabag na law ukol sa mga manggagawa? sana po sir bong mapayuhan mo ako sa aking mga katanungan.. salamat po.
Joel,
Sorry for late reply. I’m out of the country and can open our blog when my time allows.
Speaking about overtime Jo, a worker should not work more than 8 hours a day or 48 hours a week. BUT it depends on the type of work and with the consent of the Labor Ministry.
To get overtime during Friday’s and Holidays, companies should need to inform the workers in a form of a Memorandum or written instructions. Instructions usually be posted in a Bullettin Board, without written memos or instructions – your overtime work will be considered voluntary. Voluntary work are considered not official instruction to render overtime. If there is really a proper instruction to work overtime then you are entitled to claim overtime fees.
If you or all of you can take the risk and have the guts to face the consequences to fight for your right. Yes! Why not? If there are enough evidence that your company violates the rules of overtime as per Saudi Labor Law then you have a case to present in the Saudi Labor Office. Just do it in writing, signed by all those who wants to complain but it should be translated in Arabic writing or language and submit it to Saudi Labor Office. BUT before you decide, please try to check if type of work you have been rendering with your employer needs overtime owrk during holidays and with the consent of the Labor Ministry.
Regards.
Bong
Sir Bong,
May katanungan lang po ako, this coming december ay vacation ko po, plano ko pong wag ng bumalik sa saudi. pwede po b akong lumipat sa GCC countries para sa job offer kahit na hindi ako nag exit sa saudi.
Angel,
Depende sa employer mo yan kung mag submit sila ng rekalmo sa passport department or immigration or MOI na i-ban ka from entering GCC countries. Please note na ang member countries ng GCC ay may labor cooperation agreement na maaaring ang usaping ito ay kasama sa mga napagkasundoan.
Para sa akin kung risky man ang gawin ko, hindi ko ito gawin upang hindi ako malagay alanganin. Kausapin ko na lang ang aking employer na pauwiin ako ng maayos. Kung ayaw naman, dumolog sa POLO OWWa or sa Saudi Labor.
Sa iyong tanong, ikaw lamang ang may karapatang makapagdesisyon in the end.
Ingat.
Bong
Sir Good evening po,
Sir ang contract ko dito is just a domestic helper,pero po photographer ang job. Then now malapit na po ako umuwi, 6 months ago, nagpaalam na ako na di na ako babalik,pero di ksi sila payag… inuuto nila ako,maraming promises, actually now moder na daw po ako dito, di ko rin nman po gusto, ksi alam ko na siya, di nman nila ginagawa ang mga sinasabi nila… para nlang po matapos ang ilang araw na pagpapaalam ko, sinabi ko nlang na babalik ako,para matapos na.
Sinungaling ako… ksi po ayoko na bumalik. Meron po akong lilipatan sa Riyadh, now dahil nga po magpanibago ako ng employer, worry ako na baka may kaso na, iniwan ko sila at napunta lang ako sa iba. Ngayon po na bago ako uuwi dala ko na po ang bago kong visa para sa next sponsor ko. Pero po Sir kung may kaso po,ayoko po na bumalik pa. Mag aaply na lang po out of Saudi. At kung pwede nman na bumalik at di ako makakasuhan willing ako na bumalik dito. Pahingi po ng advise about dito. Salamat po.
Ghae,
Mahirapan kang bumalik dito kahit may dala kang visa dahil aktibo pa ang record mo bilang OFW sa KSA sa kadahilanang may re-entry visa ka sa kasalukuyan mong employer. Ilagay na lang natin na makalusot ka sa immigration despite of your active record (fingerprinting etc, etc) puwede kang gawan ng problema or kasohan ng iyong kasalukuyang employer kung malaman nila na bumalik ka at nanilbihan sa ibang employer.
Kung ako – ikaw, hindi ako mag desisyon ng basta basta lang na maaring maging daan sa mas malalang problema sa hinaharap. Hindi lamang Saudi Arabia ang nanganga-ilangan ng Pilipino.
Regards.
Bong
Gud day uli sir,gumanda po ang development ng problem ko,dahil sa mga advise mo,hindi man direkta sa akin,pero inaplay ko sa kaso ko at un, nagkaroon ng linaw na makauwi ako with in this month,dahil lumabas na ung visa ko for exit,wait ko na lang po ung ticket na inaasahan ko po sa kalahatian ng buwan na ito.KAYA DAHIL JAN SIR AY NAGPAPASALAMAT AKO AT NASULYAPAN KO ANG (OFW EMPOWERMENT) sa pangunguna mo,na talagang malaki ang papel na ginagampanan.at syempre sa panalangin lalo na sa kanya(DIYOS).
Pero syempre nagpapasalamat din ako sa POLO dahil kahit papaano e,sinasagot naman nila ung mga tawag ko.willing naman talaga sila na magbigay ng serbisyo,katunayan ay humingi ako sa kanila ng appointment minsan,at 5 ng hapon ang usapan,nauna akong dumating mga 2 minutes before 5,may kasama ako nung time na yun.tinawagan ko ung POLO at sabi malate lang daw sya ng konti,pero nasa daan na daw sya.ung kasama ko po ang may ari ng sasakyan,pero nung time po nayun ay alam ko na po na lumabas na ung exit visa ko.So ang nangyari,nainip po ung kasama ko at sa susunod n lang daw po.kaya tinawagan ko uli ung POLO to cansel the appointment..Pero dahil sa maganda napo sa ngayon ang sitwasyon,nagdecide po ako na wag nag abalahin pa ang POLO,dahil sa mas marami ang dapat nilang ipriority na asikasuhin.at dahil jan salute din naman ako sa kanila.napahaba na po uli sir.May pahabol pa yan sir,sa personal email mo.paki pasadahan sir baka may magawa ka.WAG KA MAG ALALA SIRhehehe!!! SAlamat po uli.
Briggs,
Salamat naman at medyo may malinaw na developments sa iyong mga concerns.
Dapat lang na magpasalamat tayo sa kanila (POLO). Gaya ng sabi ko sa latest entry ko “the wheat or grain should be separated from the chaff”. Hindi natin puwedeng lahatin dahil ilan sa kanila ay minsan hindi maganda ang pakikitungo sa kapwa. Sana isipin nila na sa ITAAS pantay pantay tayong lahat. Walang naka puwesto sa trono.
Yes, hindi ko man nakikita ng personal ang mga taga POLO/OWWA Al Khobar, ang mga iyan ay umaaksyon sa ating mga referral. Katulad ni Labor Attache Des Dicang tumawag pa sa akin para ipaalam na nasa kanila na ang mga kahanay nating may mga problema. Nakulong man ang isa sa ating mga coordinator diyan dahil na rin sa kapabayaan ng kanilang employer ang importante nailabas at dokumentado ang kanilang complain. Mabuti na lang 3 araw lang sa kulongan at kung hindi pa ito nakulong, hanggang ngayon wala pa itong iqama.
Ang sa atin lang naman dito Briggs ay ma-refer natin sa kinauukolan ang inyong mga hinaing. Inaamin ko na wala kaming power to solve your problem pero napadali natin ang proseso dahil sa aming gabay at ituro sa inyo kung saan pupunta at saan mag-umpisa ang isang distress OFW na magulo na ang pag-iisip. Sad to say na dahil na rin sa kagagawan ng iba ay nadamay ang kredibilidad ng mga ahensya ng gobyerno na dapat maging taga pangalaga sa ating karapatan.
Ok Briggs, ingat ka at patuloy na manalangin sa poong maykapal upang gabayan ka sa iyong pang araw araw na ginagawa.
Good luck!
Bong
NASABI KO PO ITO SIR,KASI PO SA SARILI KO ,SA NGAYON!!NAIISIP KO LAHAT YAN.PERO SALAMAT AT MAY MGA KAGAYA NYO,AT SYEMPRE ANG ATING DIYOS.SALAMAT.ULI.
Briggs,
Let me know of the developments. Thanks.
Bong
Maraming salamat sir sa pag reply,Nakadulog na po ako sa polo,at inirefer po nila ako kay Mr. Bautista(yan lang po ang binigay na pangalan at cell no.) na nakatalaga d2 sa jubail.Tinawagan ko po sya kahapon(oct.23 4:30 pm) sumagot naman po kaso nasa jeddah daw siya,at tawag na lang sya,w8 na lang ako.
Sir,sa dami sir ng nabasa ko sa mga nagpapatulong sayo ay napansin ko na ang madalas ipayo sa kanila ay kung uuburan ko ay ang maging mapagpasensya,dahil sa tayo nga naman ay nananyuhan lang sa kanilang bansa.Tamang tama sa akin un sir,kaya naman magsisilbi itong aral sa akin. upang di na mangyari uli ang ganito.Sinubukan ko po uling kausapin with matching letter of apology ang manager ko,at un nga po sa mahinahon na paraan,medyo naging positive namn.actually sir,sa aming direktor ko po talaga ini address yun,pero sabi nya wag na natin ibigay,kasi daw masyadong personal.Di napo ako kumibo,kasi baka magalit nanaman,mainitin po kasi ang ulo e,e ayaw ko na rin pong magalit,dahil wala namn maganda idudulot yun.pina gagawa nya ako nw ng letter na iaadress ko sa kanya na humihiling ng original copy ng contract ko from our agency in phil. to support my 2 years contract that i hold.NAGAWA KO NA PO ITO AT HINTAY KO PO UNG RESULTA WITH IN THIS WEEK.
ngayon po may tanong uli ako,kinukuha po kasi nila ung ikama ko for processing for my exit visa,nov. 16 2010 po ang paso nito,baka po kahit di sinasadya e ma renew,at kung sakali po na marenew,makaka apekto po b ito sa kontrata ko,kung lumabas nga na 2 years ito?dahil sa na renew po,at wala akong pinirmahang bagong kontrata ,so kung di po ako nagkakamali magiging unspecified po ba ang contract ko,at syempre magiging over 6 at di over 2 ang computation ng ESB ko.Ano po kaya ang mainam na gawin.Sensya napo sa abala sir bong,
Naiintindihan ko naman po ang polo e,na siguro po marami silang gawain nw.Alam mo sir,may kutob ako na isa ang mabagal na aksyon ng ating ahensya na tumutulong sa atin dito,kung bakit,ang isang distress ofw na katulad ko na nagsisimula pa lang sa ngayon,nakaka isip ng di maganda.like pagpapatiwakal,or di kaya mawala sa katinuan at iba pa.hindi naman po kasi natin cila masisisi,dahil kaunti lang po ang nasa kanilang hanay,.Sensya napo napahaba,SANA PO WAG KAYO MAGSAWA NA TUMULONG SA MGA KAGAYA NAMIN. MORE POWER SIR,AND GOD BLESS YOU ALWAYS.
Briggs,
Kaya ko palaging pinapayohan ang ating mga readers o kahanay na huminahon at mag-isip muna bago gumawa ng hakabang dahil nga nandito na tayo at batas pa rin nila ang masusunod. Yes, we have right to question them and of course dapat lang lumaban tayo kung tayo ay nasa lugar, NGUNIT idaan sa tama at mahinahon na paraan at proseso dahil kung isama natin ang init sa ulo siguradong TALO tayo.
Salamat naman, hinipo ng Panginoon ang puso ng boss mo at alam ko may magandang mangyari ang ginawa mong pagpakumbaba.
Briggs, ito gawin mo, gumawa ka ng paraan na malaman mo kung ni-renew o hindi ang iqama mo at kung maka-abot pa ba before Nov. 16 ang release ng Exit Visa mo. Dahil kung di aabot sa Nov. 16, tiyak na i-renew nila ang iqama mo dahil hindi naman puwedeng mag issue ang jawasat ng Exit or re-entry kung paso na ang iyong iqama. At kung sakali na itoy i-renew nila, dapat mo lang na ma remind sila na kahit na-renew na ito “you don’t wish or want to renew your contract”.
Ang ating POLO ay kulang sa mga kawani, kulang sa sasakyan at naka pila pa ang kaliwat kanan na mga problema ng ating mga OFW in distress, intindihin naman natin kung sakaling hindi agad ma-aksyonan ang ating mga problema. NGUNIT pag medyo, ma-notice natin na ino-upoan na ito at parang pa tsaa, tsaa na rin sila (style Saudi), dapat lamang na gisingin natin dahil baka hindi lang ito uupoan kundi TUTULOGAN na rin. Gaya na formal letter of appointment ko sa ating POLO-Riyadh noong huwebes, medyo hindi yata pinansin. Baka gusto nila walang formal appointment kundi BARA BARA sa military tactics pa AMBUSH.
Sige Briggs, at salamat sa iyong pagbisita at sa iyong tiwala.
Bong
Sir,
magandang gabi po sa inyo mag tatanong lang pa ako kung may balita po ba kayo tungkol sa family visa papunta dito sa saudi na kahit labor ang nakalagay sa iqama na work ay puwedi na makuha ang family kailan po kaya mag open yun ulit salamat po ..!
Roldan ( al-qassim kingdom of saudi arabia )
Dan,
Binawi ng Jawasat at MOI ang nakalathala sa diyaryo tungkol dito. Sabi nila wala daw silang binaggit tungkol dito or order from higher up na bagohin ang sistema. Sa ngayon kailangan parin natin na bagohin ang ating iqama from labor to professional category para makuha natin ang ating mga mahal sa buhay.
Regards.
sigi po salamat tatanong kona rin po kung electronics tech. po ba ang nakalagay sa iqama puwedi na makuha ang family kasi yun po ang work ko dito kung mag request ako sa company na papalitan baka yun din ang ilagay ng company pero tapos po ako ng BS. IN ELECTRONIS . salamat po ulit..!!
Best Regards..!
Dan,
Puwede Dan, basta ipakita mo ang iyong Diploma with B.S. in Electronics degree.
Good luck!
maraming salamat po sir. more power po sa inyo ..!
best regard..!
Salamat rin Dan. ingat po kayo.
sir sabi nang agency ko wla na daw problema bumalik after 1 yr bastat wla kang administrative case na nka-pending. kasi nkapag finger printing po ako and na verify ko po na expire na ung iqama ko last oct 2 kasi may kasamahan ako dati na mka-access cya sa office namin…tama po ba na paniniwalaan ko po ung agency…kasi assurance nila may napapalipad na daw din claa na may case na gaya sa akin..
ano po comment nyo dito…need ko po advice nyo talaga kasi tapos napo akong magmedical and nakapag-pdos na rin po ako..
Mr. Pile
Gaya ng sabi ko sa isa sa ating mga readers, tayong mga pinoy mahilig sa “risk” at handang suongin ang naka antabay na mga problema masunod lamang ang kagustohan.
Kung iyan ang sabi ng recruitment agency at hindi ka nila pababayaan kung anoman ang mangyari, why not? Sa tingin ko handa kana lahat sa iyong muling pagbalik. Good luck!
sabi nyo po sure kau kung my ban order ako sa previous employer ko, the Saudi Royal Embassy will not stamp or approve my visa. alin po ba nk ban ang dati kong visa or pangalan ko? pag po ba nag tsek ng status sa saudi royal embassy sa pinas ano tinatanong nila?
jules,
sabi ko kung sakaling gusto kang ipa ban ng iyong employer siguradong naka timbre na ito sa Saudi Royal Embassy. Of course naman pangalan mo. Ang recruitment agency ang nag asikaso ng visa stamping, maaring alam na nila kung paano mag inquire ng status.
Regards.
Gud day sir, ask ko lng po regarding po sa contract nmin pinirmihan po nmin is 2 yrs contarct dumating po kmi d2 Sept 2008, then nag vacation po ako after 1 yr oct 2009 bgo po kmi mag vacation ni renew ng employer yung iqama nmin ang naging expitarion date is 1432/12/06, tpos this sept 2010 end n po ng 2 yrs nmin wala nman po bago contract na pinapirmahan.. ask ko lng po kng specified contract or Unspecified contract n kmi. at kng mag final exit ako ano po ang sundin kong end ng contract yung sept 2008 na joining date ko or yung date n po sa expiration ng iqama.pra di po lumabas na resign kc pag resign po ata iba yung computation ng ESB? salamat po more power and God Bless
Joey,
Binigyan ka ng yearly vacation ng iyong employer inspite of having a 2 years contract. Well, ok good, at least yearly vacation mo.
Now, when it comes to iqama, mayron pong iqama na good for 1 year (gaya ng iqama ko). MAyron ding good for 2 years, depende yan sa iyong employer. Dahil ni-renew ang iyong iqama before ka nagbakasyon, ibig sabihin non, good for 1 year lang ang iqama mo dati. Natural lamang na itoy i-renew before your vacation para hindi ito mapaso habang ikaw ay nasa Pilipinas.
Now, ang sabi mo naging 1432/12/06, maliwanag na 2 years ang ni-renew niya sa iyong iqama, instead of 1 year.
Joey, alamin mo muna ang situwasyon mo sa work, baka naman ni-renew lang ng 2 taon ng iyong employer ang iyong iqama para kung sakaling magbakasyon ka wala na siyang asikasohin pa at ini-honor parin niya ang 2 years employment agreement ninyong dalawa.
Ngunit kung sakaling sabihin niya or pagdiinan ng employer mo na 3 years ang iyong kontrata dahil naka unspecified period na ang iyong employment status based on your work permit, wala kang magagawa kundi magbakasyon lang muna ngayong september at bumalik para taposin mo ang 3 taon. OR papayagan kang umuwi kung gusto mong mag exit ngayong september in exchange for SAR 500.00 ( 1 year fee for iqama) and forfeiture of your ESB (huwag naman sana).
Gaya ng sabi ko, alamin mo muna ang tunay mong employment status sa kompanya.
Payo ko sa ating mga kahanay, bago mag pa renew ng iqama, alamin kung ilang years ang na-renew (1 year ba or 2 years.) Mas maganda, kung balak mong bumalik after vacation, humingi ka ng black and white na bagong kontrata bago ka magbakasyon.
Regards.
Bong
salamat po sir sa inyong pag sagot. by december po kc this year mag vacation po ulit ako. tanungin ko po ang status ng employment ko. samalamat po ulit ng marami naway marami pa kaung matulungan sa ataing mga kahanay… God bless
Welcome Joe! Regards.
hi kua bong ask ko lang po anu pong requirement para sa visit visa sa kua ko sa dubai?need po b dumaan sa agency?at nid din po b magpamedical?thanks po and more power
Ruby,
Visit visa to UAE must be sponsored by a UAE company, hotel, and holder of residence visa earning at least AED 4000 a month. For stays longer than 30 days, all travelers must obtain a visit visa before arrival in the UAE. A Dubai visit visa is valid for 55 days from the time of entry into the UAE and can be renewed. I think you need to undergo medical examination through an agency in the Philippines. Check with any recruitment agency on this matter. If your visit to Dubai is to find a job, and if you are hired, you need to have another full medical exam.
Thanks for coming.
Bong
Dear Sir,
I was working for an employer in KSA (referred to herewith EMPA) , and after serving him for 6 years, we ended the relation where i was provided no objection letter and sponsorship transfer where i am working with my new employer by now.
Anyhow during my earlier period of employment with my EMPA i had a bonus scheme that was used to be issued to me annually. The bonus scheme states that such monies are being released to me annually , and in any case should i resign or leave the company prior projects are being closed I shall return that bonus money back to the company or shall settle the same thru a proper arrangement with the company.
At the time of ending the relation between me and EMPA a settlement was made , which was kept in employer custody , which nullify my rights as well as their rights for any advance bonus given to me, and I was released from the EMPA sponsorship . Since over two years.
Surprise now is the EMPA came back calling me in and inquiring me to pay back the earlier released bonuses to me , threatening if i declined they will go to court.
My questions are :
- After my transfer was made since some 28 months from my earlier EMPA to my new employer, does the Saudi Law allow the entity to get back to me as such?
- I understand that the Saudi Law limits the rights for either party (employer or employee) to be claimed, within a maximum period of one year from date of termination of relation. Is that applicable in my case?
- My Opinion is , should the earlier employer EMPA have such plan, why would he had issued me no objection letter and release me, and suddenly get back to me after over two years from releasing me and clearing my settlement? Despite the bonus payments that i used to receive were shown in my statement of account and in hand of the company administration and accountant and management as well, which they could have declined to release me and allow me to transfer prior paying back such monies as received. Am i correct ? Kindly advise
Eliar,
Once you are released from your original employer and your kafil now or sponsor as per your iqama (nailipat na sa iyong new employer) ay wala ng pakialam sa iyo ang dati mong employer. Huwag kang padala sa kanilang pananakot, ignore them dahil hindi ka na nakatali sa kanila. If you need exact advice in your concern, visit POLO and ask their opinion.
Regards.
Bong
sensya na sir pahabol,para malinaw.sept. 2008 po nang dumating ako..saka sir ,gusto ko po sanang idulog sa inyo ang buong detalye,para malinaw.san ko po ba pwedeng i email na di maipost sa blogspot na kagaya nito.nag email napo ako sa polo sa problemang ito pero hanggang now sir wala pang reply.pakitulungan namn sir o,ginigipit talaga ako ng company ko e.salamat po uli.
Briggs,
Email ko sa iyo ang aking email address. Pakiusap ko lang sa lahat ng readers, kung may follow-up kayo sa inyong problema sa POLO or mag reklamo, pakibigay lang po ang tunay na pangalan ninyo at mobile number.
Regards.
Bong
Briggs,
Noong panahon na hindi ka pumasok ay isang violation na puwede nilang idahilan upang mapauwi ka at magbayad ng kaukulang amount sa nagasto nila sa pagkuha sa iyo sa Pilipinas. Ngunit hindi ito natuloy, so ang ibig sabihin nakompleto mo ang iyong kontrata, kung dalawang taon ang iyong kontrata (check the copy of your contract). Sa problema mo, kailangan natin ng pruweba na 2 years ang pinirmahan mong kontrata para ma avail mo ang benefits at tiket pauwi sa atin.
On the other hand, kung sakaling tama nga sila na tatlong taon ang iyong kontrata or may pinirmahan kang bagong kontrata na 3 years, ibig sabihin noon hindi mo pa natapos ang obligasyon na mag work sa kanila. Malinaw na maging basehan nila ang iyong sulat (demand Letter) as resignation letter para hindi sila ma-obligang magbigay ng benepisyo at tiket mo pauwi sa Pilipinas.
Dapat lamang na kontakin mo ang iyong agency para maging testigo na 2 years ang pinirmahan mong kontrata at hindi 3 years at para matawagan or maka email ang agency sa HR ninyo. Payo ko pumunta ka mismo sa POLO at humingi ng payo kung ano ang dapat gawin.
Payo ko lamang hindi lamang sa iyo kundi sa lahat ng ating mga kahanay, huwag painitin ang ulo dahil walang mangyari sa atin kung ipairal natin palagi ang init ng ulo. Wala tayo sa bansang Pilipinas, hindi uubra dito ang “isang bala” ka lang. Ang lahat ng problema ay masulosyonan kaagad kung idaan natin sa mapayapang aksyon at pananalita, hinahon at pagkukumbaba.
Pag makabisita ka ng POLO, pakibigyan mo lang ako ng update ang kung sino ang iyong case officer para ma follow-up ang iyong problema.
Regards and God Bless!
Bong
gud day sir,
paiikliin ko lang sir ung idudulog ko,sept.8 po ng dumating po ako dito.sa saudi.feb.2010 ngkaroon po ng problema,di po ako pumasok dahil doon.nag decide po na pauwiin ako ng company ,nang nattakan na raw po ng exit ung visa ko,nagkaroon po ng pangangailangan ung isang proyekto namin(draftsman document controller)sa pakiusap po ng manager na pinoy sa aming director,kinansel ung exit ko at paaktohin na lang ako sa nasabing posisyon dahil qualified naman ako dun.kaya lang ay pinagawa nila ako ng sulat na babayaran ko ung nagastos sa pag kansel ng visa ko;3 buwan ako umakto ng ganong posisyon.ibinalik nila ako sa pagiging foreman.pero naki usap ako na wag muna humandle ng tao,kundi bigyan uli ako ng special assignment.pumayag naman ung manager ko.
dahil ang alam ko ay tapos na ang 2yrs contract ko,last sept.nag file ako ng demand na magpataas ng sahod at kung hindi ,ako ay eeksit.nagulat ako at may inilabas silang dokumento na 3 taon daw ang kontrata ko.kaya ang inilagay nilang dahilan ng pag alis ko ay resignation.at hinahamon po nila ako na kahit maglabor daw kami.d2 po ako sa jubail at malayo sa riyadh.paano ko po magagawa iyon.at makakauwi daw po ako na kahit noc ay hindi bibigyan tama po ba yun?paki reply naman namn sir ,plis.!!!!
Dear Sir,
I just want to inquire kung ano po ba ang dapat gawin ng relative ko na nagtatrabaho sa saudi. More than 1 year pa lng po cya doon at hinde dw po cya sinuswelduhan ng amo nya ng 5 months. Pumunta po cya ng labor pero wla ring nangyari. Humihingi po cya ng release pero ayaw dw ibigay. Totoo dw po ba na pag tumakas eh hinde agad agad mkakauwi. Kung totoo mn din po, mga gaano po ba katagal bago mkauwi kung gugustuhin nang umuwi? Wla po bang makakatulong sa kanila doon sa mga katulad nyang hinde sinuswelduhan ng amo? thank you po.
Jen,
Ano ang ibig mong sabihin “na walang nangyari” paki linaw lang ito or kung makausap mo siya, pakisabi gumawa ng sulat na may pirma niya (sworn statement) kung ano ang siansabi ng POLO at kung sino iyon. Hindi tayo pupuwede na magsalita lamang na “walang nangyari”. Dapat na asikasohin ng POLO ang problema ng mga OFW dahil yan ay trabaho nila at sa kaso ng iyong kaibigan na 5 months na walang suweldo, dapat lamang na tulungan siya ng POLO. Pero hindi tayo puwedeng sa salita lamang. Kung may reklamo kayo sa POLO, dapat idaan sa sulat (sworn statement) para tayo ay may basehan o pruweba na magreklamo.
Tototo, na ang tumakas ay hindi ka agad agad makauwi dahil maging illegal ang kanyang status. Ang tawag doon ay absconder. Ang makatulong sa kanya na makauwi ay ang mismong amo niya dahil sa sponsor pa rin hihingi ng clearance ang POLO para siya ay makauwi.
Ang makatulong sa kanya upang makuha ang sahod ay ang POLO. Pag magreklamo ang isang OFW sa kanyang employer, tatawagan or bibisitahan ng POLO or case officer ang sponsor para malaman niya ang reklamo ng OFW at kausapin ang amo na ibigay ang dapat para sa OFW.
Salamat sa iyong pagbisita.
Bong
dear sir,
sabi nya po sir eh pumunta cya ng labor dyan tapos dapat magmemeet dw cla ng amo nya, hinde dw nya nabigay sng letter from labor kasi nasa bakasyon dw. naglapse na dw ang sulat na ipinadala.ang nangyari dw ksi, parang ibinenta dw cla ng arabo sa isang syrian.tumakas na dw ngayon ang syrian sir, pumunta po cya sa arabo, babae dw pala.ngayon sabi sa kanya ng arabo, bumuo dw muna cla ng pang iqama. bale wla na dw yung 5 months na sweldo nya dapat. pinababalik na lng cya sa trabaho pra magkaroon ng iqama. Ayaw nmn dw po siyang pauwiin.
Thank u so much for enlighting me.
Dear sir,
magandang hapon sir,itatanong ko lang sana kung pwede ko ba na kunin yong pamilya ko dito.kc kinausap ko yong employer ko at pumayag nman sya kaya lang ako ay isang Technician lamang at my basic salary na 4,900..ano sir ang requirement…at pwede b itong kategorya ko.
maraming salamat….and more power,god bless…
Ed,
Ang iqama mo ba ay Technician? Kung technician ang iyong iqama or work permit, you can bring your family here in KSA. Just have your original diploma ready (Engineering related profession), kailangan din masumite yan sa application for family visa. When it comes to salary, pasok ka na dahil more than 3K ang iyong suweldo.
Visit your Personnel section or visit Passport Department ng kaharian for more information.
Good luck!
Bong
Dear Sir,
I am an Indian and have been working in the kingdom for last 12 years. About 7 years ago I had a small case for drinking alcohol for which I was punished with lashes. I beleive the new law says any such cases commited 5 years and before are now pardon and excused. Less then 5 years are subject to deportation. My case is 7 years old now. Would you please let me know what is the procedure I should complete to get my name clear from your record so I can renew my Iqama.
PLEASE ADVICE ME THE PROCEDURE HOW TO GET MY CASE CLEAR AND CONTINUE WORKING IN THE KINGDOM.
With best personal regards,
Akhtar
Akhtar,
Thanks for dropping by.
AS what you’ve said, you were arrested and punished. It means, you are now cleared after you comply to undergo punishment. All you have to do is to obtain a certificate of clerance and attach it to the renewal of iqama application form.
Regards.
Bong
Dear Sir,
Thank you very much for your reply, It has given me a relief.
Actually my iqama is expiring after 5 months. two months ago I had planned to go on vacation ( exit re-entry) when I submited the exit re-entry form, the passport office refused to stamp exit re-entry and would stamp only exit. In their computer system it shows that my recent fingerprints taken had matched with those fingerprint taken 7-8 years ago. I was punished for drinking little alochol. Please advise what should I do. How can I have this matter clear and go on vacation. please help.
With best personal regards,
Akhtar
Hi Akhtar,
Try to dig the status of the case. I am sure you still remember the police station the authorities brought you when you were caught drinking alcohol. Ask about the status of the case and inform them that you were arrested for the mentioned offense and was tried, and punished and you need a clearance from them or to any concerned agency confirming that the case is closed. Then submit the clearance documents to the immigration together with the application for exit re-entry visa.
Regards.
Bong
good afternoon sir!
ayon po s nabasa ko, kng ang pinirmahan mong contract s pinas for example is 2 years, it is specified contract, and kng ntapos mo n ung 2 years mo at bumalik k d2 without renewing your contract, it means ns unspecified ka, kng tama po ung pagkakaintindi ko s mga blog n nabasa ko d2 n kng unspecified ka eh ung expiration ng iqama mo ang pinaka-duration ng present contract mo, tama po b un sir….?gus2 ko po kasing umalis n sana kc almost 3 years n ak d2 kht 1SR wala png increase, pero ung responsibility n inaatang nila sken eh mabigat…salamat po!awaiting for your reply…thanks and more power…!!!!
Jb,
Malinaw po sa Artikulo 74 na magbigay ng notice ang worker kung gusto nyang taposin ang kanyang kontrata “specified period”. Ibig sabihin matatapos ang kontrata mo sa expiration date na kung saan mabibilang from the date you sign the contract ( KSA signed contract).
Kung ikaw ay magbabakasyon at wala kayong bagong pinirmahan na kontrata between you and the employer bago ka nagbakasyon or sa iyong pagdating galing sa bakasyon, ang iyong kontrata ay maging unspecified period. Therefore, your contract will end or magtatapos sa petsa na kung saan ma expire ang iyong iqama.
Paki check mo nga ang iyong iqama kung 1 year ba or 2 years. Kung sakaling 1 year ito, sumulat sa iyong employer na ayaw mo ng mag renew ng kontrata “notice non-renewal of contract /non renewal of work permit. Your notice must be at least 1 month pior to the expiration date of your iqama. It is better if you give the notice at least 2 months para sila makahanap ng iyong kapalit. Ang kalkulasyon ng ESB ay 1/3 dahil sa serbisyo ng worker sa kompanya na hindi bababa ng 2 taon at hindi lalagpas ng 5 taon (SLL: Art. 85).
Pero kung two years validity ang iyong work permit, may karapatan ang employer na tumangi sa iyong kahilingan.
Regards.
Bong
hi sir bhong and2 n nmn po ako upang magtanung muli…kelan po ba ulet pwede mkbalik ang isang deportee?nadeport po kc ako gus2 ko po bumalik ng saudi..ilan buwan or taon po kaya bago ako ulet mkbalik jan sa saudi..salamat po and more power sa inyong column
Ruby,
Ang pagkakaalam ko ang lahat ng listahan ng mga Filipino deportees lalo na po doon sa mga absconder/runaways ay nasa record na ng Saudi Royal Embassy sa Pilipinas, ibig sabihin pag kasama ka doon sa listahan at may request for visa stamping mapupurnada ang iyong pag alis papunta sa kaharian. Ask your recruitment agency to inquire about your status sa Saudi Royal Embassy sa atin bago ka pumirma ng kontrata.
Kung ako sa iyo, hindi na ako babalik sa KSA kundi maghanap na lang ng trabaho sa ibang bansa.
Ingat.
Bong
Gud day sir… may plano po akong lumipat sa ibang kumpanya and matatapos po ang kontrata this coming december 2010, and im planning to sumbit a non renewal of contract. my ready visa na po sa lilipatan ko, pero my nakapagsabi po na meron banned na 1 to 2 years sa mga proffessional visa kaya hinde raw po kami mkkablik kgad. ito po ba ay totoo? at makakabalik po ba kagad kahit walang NOC? salamat po sana po ay masagot nyo po ito kagad….
Jules,
There are rumors circulating around the FilCom but i don’t have any copy of it and even our personnel department don’t have a copy of the said memo or law. But If you have an NOC from your previous employer/sponsor, you can re-enter immediately because the Saudi Royal Embassy in our country is asking for an NOC if you want to come back to KSA. If you do not have an NOC, you have to check your status at Saudi Royal Embassy in our country. Am sure if you have a ban order from your previous employer, the Saudi Royal Embassy will not stamp or approve your visa.
Regards.
Bong
Sir, magandang umaga po, ko po ay magtatatlong taon na pong nagtrarabaho sa aking employer by this coming december 2010, bilang engineer, guzto kong lumipat sa ibang co. at dahil dito balak ko ng magfile ng non-renewal of contract sa mga susunod na araw. mag nakapagsabi sa akin na kapag nag-exit ako ngaun ay makakabalik lang daw ako after two(2) years dahil dun sa BAN for managerial/professional post visa. bagong batas lang daw eto at naimplement na raw.gaano ba katoto eto ? Dahil dito, naisip ko tuloy na humingi ng release at kahit ang kapalit nito ay ang akin ESB. Papaano ba ang kalakaran dito ? Sana mapagpayuhan ninyo ako sa lalong madaling panahon. Maraming salamat po.
Ress,
My answer to you is same with my answer to Jules.
Pero, maybe both of you are talking about transfer of sponsorship. There is a memorandum order from the the Labor Ministry that expatriates have to work at least two years with their present employer in order to get approval for the transfer of sponsorship to another.
The new measure took effect last April 2010. All labor offices across the Kingdom was informed of the said measure. The order was made to fight illegal visa trade
where sponsors sell visas or transfer their workers to other companies after recruiting them.
Kung magpa release ka, no problem kasi naka 2 years ka na. Though you need to bargain some of your benefits if it is needed, however if they release na walang bargaining agreement, mas ok. Pag ayaw naman magbigay, you need to go home and ask for an NOC para sigurado makabalik ka agad. One more thing, you apply for a new passport if you really wish to come back soon.
Regards.
Bong
sir gud day po ask ko lang sa inyo pano ung mgiging proseso sa akin kapag ako nag exit na next year?Nag start po aq mag work dito januayr 2007 at nakapag bakasyon na ko last january 2010.ng start ulit ako ng work noong jun 2010.Balak ko po mag exit next year ang validity po ng aking iqama ay hangang april 2010 pero sa arabic calendar ay march daw ma eexpire.ask ko lang po kung i charge sa akin ung aking air tiket kahit naka 1year and 7months na ko salamat mo sir Godbless always
Ramon,
Year January 2007 ka dumating, it means kung English calendar ang basehan natin January 2011 ang end of contract mo for 4 years of working with your employer.
Iqama mo April 2010 ang expiration? Baka naman April 2011? Kung March ang sabi nila in ARabic calendar, ibig sabihin natapos mo ang 4 na taon na kontrata. Dapat lamang na full ang makukuha mong ESB dahil natapos mo ang iyong kontrata at libre ka ng tiket pauwi.
Regards.
Bong
sir help me tumakas po ako sa boss ko last november 2009 tapos kontrata ko nag-resign ako( january) last month ng may nagfile ako sa embassy pero hopeless daw sabi ng embassy kasi sa bahay daw ako nagwo-work at ang visa ko family driver. expired na nga pala yung passport ko last april which is sinabi ko sa boss ko iyun na mae-expire na ng april sabi aasikasuhin daw niya at di naman niya ginawa…
Arga,
There is an on-going amnesty program ng host country. Visit the Embassy and register yourself as a runaway para masama ka sa mga pauwi sa atin. Please note that the amnesty program by the Saudi government will end on March next year, after that there will be no amnesty at mas matindi pa ang parusa pag nahuli ang mga takas na hindi naka avail sa nasabing amnesty program.
Ingat.
Bong
gud day sir.. may importante po akong tanong kasi po itong company na npasukan ko dito sa saudi ay may plan na baguhin ang sestema ng pagpapasahod sa amin, from monthly wage basis ay magiging per contract ng project or installation na ng pinto or any kind of product ng company, may agam agam po kc ang aking kasamahan sa main branch na uumpisahan nila this month of october without the proper dialogue between sa aming mga workers at ng kumpanya.. alam ko po na labag yon sa pinirmahan naming contract sa company, pero wala po kming power para maipaglaban ang aming karapatan one sided po ang company di nila kami iniintindi na mga workers nila, at isa pa po basta basta n lang sila ngpapatigil trabaho ng walang sinasabing dahilan.. ano po kaya ang pwede naming gawin para po magkaintindihan kami ng mga namamahala sa company..
Joel,
Kung walang kondisyon sa inyong kontrata na puwede nilang gawin ito, malinaw na labag po sa batas ang plano ng inyong employer. The law states in Article (59):A monthly-paid worker may not be reclassified as a daily-paid, a weekly-paid or an hourly-paid worker nor as a worker paid by piecework, unless the worker agrees thereto in writing and without prejudice to the rights he has acquired during the period he spent as a monthly-paid worker.
Huwag kayong pumayag sa kanilang plano o huwag sumang-ayon na bagohin ang sistema ng inyong pasahod. Kausapin ang employer na masinsinan sa mapayapang pamamamaraan at ihayag ang inyong pagtutol emphasizing the provision of the law (above). Kung sakaling hindi sila makinig sa inyo, dapat lamang na sampahan sila ng reklamo sa Saudi Labor. Kung kayo ay takot mag reklamo sa Saudi Labor, humingi ng payo o pasyalan ang POLO.
Regards.
Bong
thank you po sir bong sa advice, dudulog po ulit aq sa inyo kapg nconfirm ko po ung mga sinasabi ng mga kasamahan ko sa riyadh..
Welcome Joel! Anytime.
sir ask ko lng po kng dapat b na kami ang bumili ng ticket namin pauwi kahit tapos naman namin ang aming kontrata,,,basehan po ba yong pg file namin ng exit para kami ang pagbayarin nila sa ticket namin?nalaman ko po kc sa isang manager namin dto na gnun daw ang sabi sakanya ng H.R. at utos daw po yon ng may ari.
salamat po!
Larry,
OFWs should be aware of the condition written in the contract such as pertains to air ticket. Make sure that it is written in the contract which stipulates that the employer should provide the worker an air ticket everytime the worker goes home for vacation and shoulder the air ticket upon his final departure from his employer.
In your case that you already finish your contract, the law requires the employer to bear the cost of air ticket on final leave at the end of the worker’s contract.
Regards.
Bong
salamat po sir bong actually im blessed kc ticket pinahandle sa akin den they give me an exit….followup question..
ask ko uli makakabalik po ba agad ako dito sa kingdom even no NOC,is it a requisite para makabalik agad?
what will be my last options para makabalik agad dito someone told me na i can comebackhere agad if the line of my work will be different from my previous one? may katotohanan po ba ito?
salamt
JB,
Basahin at unawain ang Art. 83 ng Saudi Labor Law sa ating blog. Makakablik ka agad kung ang bago mong employer ay hindi kakaumpetisyon ng dati mong iniwanan na employer. Ngunit nasa diskresyon pa rin ng Saudi Embassy sa ating bansa kung hiihingiin ito or hindi. Makipag ugnayan sa iyong agency pagdating sa Pilipinas.
Bong
Dear Sir Manny,
Magandang araw po sa inyo. Sana bigyan ka lage ng kalakasan ng poong may kapal para makapaglingkod sa ating mga kababayan.
Anyway sir,,,ako po yun sumulat sa inyo mahigit 2months na ang nakalipas,,,pero hanggang sa ngayon wala pa po akong balita tungkol dun sa kaso ko. May mga tumatawag po saken galing sa POLO pero nagtatanong lang po tungkol sa aking problema.
Gusto ko pong malaman kung ano po ang magandang sulosyon, first timer lang po ako d2 sa KSA di ko pa po alam kung ano ang po ang tamang proseso sa problema ko.
Five months na po ako sa September 29 as a Safety Officer hanggang ngayon wala pa po akong IQAMA. Isa lang po ang IQAMA sa mabigat na problema, iisaisahin ko po na banggitin sa inyo ang aking mga problema tungkol sa Al-Heider.
Interview palang po sa agency sa Pilipinas nilinaw ko na po muna ang lahat tinanggap ko kahit 1800 lang ang offer saken basta Basic + free junior accommodation + free transportation at free food allowance at sinabi ko rin na dapat 8 hours lang ang duty and the rest is overtime. Sinabi ko rin na dapat yearly ang aking bakasyon at dun nga sa mga demand ko ay nagkasundo kami ang sabi pa saken ng interviewer malaking kompanya ang papasukan ko at yun nga po ang ARABIAN GRANITE.
Pero pag dating ko po dito sa Saudi wala pong Arabian granite, dinala nila ako sa isang bulok na accommodation na marami kaming pinoy na nagsisiksikan, isa lang po palang stablishment na supply company ang napuntahan ko. Kinabukasan dinala ako sa opisina para papirmahin ng panibagong kontrata, sabi samin wag daw mag alala xe pareho naman yun sa kontrata na pinirmahan namin sa pinas, bago ko pirmahan syempre binasa ko muna ng maige at pareho nga dun sa kontrata sa pinas, pero ang mali po dun ay di nila ako binigyan ng duplicate copy lahat po kaming pinoy na nandun sa al-heider pareho ang sitwasyon, wala po kaming hawak na kopya ng panibagong kontrata.
Ang sunod ko po na naging problema dito ang pasahod nila, five months na po ako na nagtratrabaho sa kanila pero 2 months palang na salary ang natatanggap ko, at yun 1800 na napag usapan namin ay naging 1500 nalang di ko alam kung bakit may deduction na wala namang kasulatan o paliwanag na sinabi saken. Nagtratrabaho ako sa kanila ng 10hours na taliwas sa napagkasunduan naming 8hours duty.
Sir, nandito po ako ngayon sa Buraydah Al-Qassim magpafive months na ko dito mula ng naisupply nila ako. Ngayon wala na pong trabaho dito sa site na pinagsuplayan saken kaya irerelease na nila ako at babalik na sa dammam. Ang problema ko po ay kung pano po ako makakapunta ng dammam kung Xerox lang ang IQAMA ko at expired pa. Ang sabi saken na napagtanungan ko hindi tumatanggap ang SAPTCO bus ng Xerox na IQAMA na lagpas na ng 3months.
Sir Manny sana matulungan nyo po ako sa aking problema, masgugustuhin ko nalang po na umuwe kaysa magtiis dito. Di ko mabibigyan ng magandang bukas ang aking 4 na anak sa ganitong sitwasyon.
Maraming salamat po at pagpalain po kayo ng Poong Maykapal.
Lubos na gumagalang;
Mark Merelos Davis
I’ll forward your letter to Labor Attache Des Dicang and we will wait for their reply (at least for a week).
Bong
salamalaykom…….. sir bong ng papasalamat ko sa allah na my isang taon ka2land ninyo na mahihigian ng 2long ng mga kababayan nating para makapagdisesyon sila ng nag iisip muna.i very pruod ko sa yo sir bong.sana wag kang mag sawa 2mulong sa ating mga kababayang.salamat poh………………………
Josie,
Assalamu alaikum wa rahmatu Allah (Peace and Mercy and blessings of Allah be upon you).
Hindi man pisikal o pinansyal na paraan ang ating pagtulong, ako ay lubos na nagpapasalamt sa ating mga bisitang katulad po ninyo na naniniwala na ang pagsusulat ay isang daan upang kayo po ay matulongan.
Dahil po sa inyo (readers/kahanay) kaya ang OFWEmpowerment blog ay umabot na po ng limang taon.
Maraming salamat sa inyong pagbisita.
Ma’a salama.
Bong
hello po again.. thanks po sa pagsagot..
sir ask ko lang po, i do resign already kaso d ko natapos kontrata ko na 2 years, den my employer issue me a exit visa.
Questions
* do can i comeback to saudi arabia even i dont finished my contract?
*pag po ba exit visa ka makakabalik po ba agad sa kingdom kung hindi man ilang buwan o taon and aking hihintayin para makabalik? .
*And if exit ka po ba kailangan pa po ba ng NOC ? para san po ba yang NOC na yan, is it a requirement sa mga d tinapos ang contract para makabalik ng saudi agad?
salamat po
JB,
Since you resign or did not finish your contract you need to request an NOC (No Objection Certificate) from your employer. Para magpapatunay na hindi sila agrabyado sa iyong pag resign at puwede kang bumalik with a new employer. However, it is a sole discretion from your employer to issue such NOC. Issuance of NOC ay hindi kasama sa mga provision na makikita sa Saudi Labor Law. It means kung ayaw nilang magbigay wala tayong magagawa.
If you want to come back here in KSA without an NOC, you should request your recruitment agency to check your status sa embahada ng Saudi Arabia sa ating bansa.
May kumakalat na balita, na isang taon pa raw puwedeng bumalik ang isang nag exit na worker wtihout NOC, pero magpahangang ngayon wala pa akong nakikitang Memo tungkol dito. I advice you to apply for a new passport.
But before I forget, your employer is oblige to issue a certificate of employment from the day/date you start work till the last date you work in the company. Ito ay nakasaad sa Batas Paggawa.
Than kyou and best regards.
Bong
sir.. hello po.. i am a medical technologist po and i will be working in Khobar, KSA.. first time ko po na magtrbaho sa saudi.. I just want to know kung meron din po bang midyear bonus and christmas bonus sa saudi? private hospital po yung aking pupuntahan..
Hi,
Wala pong mid-year bonus at christmas bonus sa Saudi Arabia at ang sahod po dito ay makukuha lamang tuwing kataposan ng buwan (English Calendar) or every 25th day of the month naman sa Arabic Calendar. Ang sahod ay makukuha through your Bank ATM account, hindi naman lahat ganito ang sistema pero karamihan sa mga kompanya at establishment sa banko dinadaan ang sahod ng mga empleyado.
Salamat sa pagbisita.
Bong
Good day sir. Bago lang po ako dito sa KSA. Gusto ko lang pong itanong kung legal ba na kami ang pagbayarin ng iqama namin? ang sabi po kasi samin ibabawas daw po un sa sweldo namin. Salamat sa response.
April,
Malinaw na nakasaad sa Saudi Labor Law ang mga provision na ito:
Article (40): (1) An employer shall incur the fees pertaining to recruitment of non-Saudi workers, the fees of the residence permit (Iqama) and work permit together with their renewal and the fines resulting from their delay, as well as the fees pertaining to change of profession, exit and re-entry visas and return tickets to the worker’s home country at the end (Finish Contract) of the relation between the two parties.
Salamat sa pag bisita.
Bong
sir bong,
I’m sorry not to mention, it was duty time.
thank you so much for the reply and advise sir
that will guide me in the right way and keep me think better than bad
more guidance and power to you sir.
Maraming salamat Nic!
You are most welcome anytime sa ating munting tahanan.
Bong
sir bong,
maayung adlaw,
usa ko ka driver nya na aksedente ko unya ang resulta sa polis report ako maoy may sala, ako na storya ang HR nag ingun nga shoulder nko ang tanan expenses sa repair nabalaka ko ug maayu kay dako raba ang damage sa duha ka sakyanan im sure nga dako sad ang gastu…… nya gamay ra rba kaau ako sweldo.
ako pangutana: naa bay nakasulat sa SLL ang mahitungud aning mga kasoha?
: unsa may maayu nko buhatun arun dli sad tawon bug at kaau
ang ako oblegasyun?
: makatabang ba nako ang labor office?
palihug hatage ko ug idea.
daghan kaau salamat sir and more power.
Nic,
You did not mention if you are in time of work when the accident happen. If ever, your employer will be also partly liable when it comes to car repair.
Walang provision sa SLL when it comes to traffic violation. Though in KSA drivers are likely to be held responsible for the repair of the damage if found out violating traffic rules during the accident. In your case, the traffic police held you liable.
All you can do is to talk to your employer to pay the half of the cost for the repair. Think they will understannd considering your present salary status.
I am sure insurance company will also shoulder the expenses for the repair if merit based on the insurance policy (coverage).
Regards.
Bong
Salamat po sa advice..isang hirit na lng po, may maitutulong kaya ang agency na malulusutan ko ang ganitong sitwaston gaya nang pag-verify nila sa saudi embassy if ever nka-ban ako? kasi yong iba nkalusot eh…yong record ko po sa jawasat does it mean na ma hold ako sa immigration nang saudi,? or yong may ban na record lng, na na file nang previous employer ko. pwede rin po ba makakatulong yong bagong employer ko kung ilalahad ko ang aking sitwasyon? thanx again po…
Sir gud pm, salamat sa site na ito kasi marami po kayong natutulungan. Sa akin naman po, may exit re-entry po ako pero hindi na po ako bumalik and nkapagfinger print na rin po ako. Na verify ko po na expired na yong visa and iqama ko po kasi one year na rin ako dito sa pilipinas. Pwede na po ba akong makabalik nang saudi if ever may bagong employer na mag-hire sa akin? wla ho bang problema sa immigration? if ever yong previous employer ko wla na pakialam sa amin or hindi nag-file nang case against me sa labor office nang saudi, may chance po ba ako makabalik ulit nang saudi? may mga case po ba na napa-deport kagaya sa case ko? and if ever na issuehan po ako nang bagong visa sa bago ko pong employer good as go na po ba yon?
Need ko po comment nyo and advice… Thanx po…
Mr. Drive,
May Exit-RE entry ka at di ka bumalik at mag isang taon na ang nakaraan. Ngunit ang record mo ay kasalukuyang naka floating status sa record ng jawasat dahil sa iyong hindi pagbalik.
May mga narirnig na rin ako na naharang sa immigration dahil ni request mismo ng employer na ma ban ito sa KSA. Hindi ko alam kung paano nila nalusutan ang record nila sa Saudi Embassy na kung saan doon ang final approval ng workers visa.
Tungkol naman sa bagong visa, please note that a visa coming from the employer or sponsor ay walang pangalan ng worker. Ang nakasaad lamang doon ay ang category ng visa. Pagdating nito sa Saudi Royal Embassy, ito ay magkaroon na ng pangalan ng worker for passport visa stamping.
Ask your agency to verify your status in the office of the Saudi Embassy.
Regards and thanks for the visit.
Bong
magandang araw po !!! ako po ay nagtrabaho sa jeddah bilang kasambahay.umalis po ako nung april 9,2009 papuntang jeddah,sa loob ng 5 buwan indi ako pinasahuran ng amo ko,lagi po nilang cnasabi n oo lang cla ng oo.minsang inulit ko ang pag claim ng salary ko pinagbantaan po ako ng ipapakulong ako sa indi ko malamang kadahilanan dahil sa takot ko napilitan akong tumakas at tumakbo sa embahada ng pilipinas..ang tanung ko lang po ay
1) makakabalik pa po ba ako ng saudi arabia khit ako ay na deport ?
2)meron akong pinirmahan sa employer ko ng promisory note n awala na kong
hahabulin salary sa knya at uuwi n lang d2 sa pinas.
binigyan po ako ng employer ko ng no- objection-certificate…pwede p po b akong makapagtrabaho sa saudi?thank you po and more power!!!
Ruby,
Basahin ang una kong reply sa iyo.
Regards.
sir bhong khit po b may NOC ako from my employer? kc po gus2 ng amo ko na bigyan ako ng exit kaya lang po indi po cya nkakuha ng exit visa kc po nai report nya ako sa immigration.1 day lang po ako sa deportation at nkauwi n ako kc po amo ko gumawa ng paraan para mkauwi ako agad…thank you po and more power
Ruby,
Kung may NOC ka, maaring walang problema. Ang sa akin lamang, isa kang deportee, ang ibig sabihin noon may record ka sa immigration dahil dumaan ka sa deportation.
Try to inform your recuitment agency tungkol dito, maaring makatulong sila sa pag check ng iyong status.
Good luck!
Bong
Good day!
does ESB applicable to house workers as well? (e.g drivers, maids, private nurses.)
Your reply is greatly appreciated.
Thanks!
Hi Owen,
Article 7 of SLL says: Domestic helpers and the like; Sea workers working on board of vessels with a load of less than five hundred tons; Agricultural workers other than the categories stated in Article (5) of this Law; Players and coaches of sports clubs and federations.
Ang mga nakasaad sa itaas ay hindi sakop ng batas Paggawa ng Kaharian. Family drivers and private (family) nurses are (note: Family) considered workers who are working in a household- so it means they are not part of the Saudi Labor Law.
Thanks for dropping by.
Bong
Sir,
Magandang araw po sa inyo, paki tulunga ninyo po ako kung paano ang kumputasyon ng ESB ko. Ang sahod ko ay SR 2,000 kada buwan at isa akong Pellet Mill Operator mag 20yrs na ako dito sa feed mill factory. Sa isang taon ko serbisyo ay katumbas ng isang buwan ng sahod ko po? Maraming Salamat po God Bless
Ed,
Since you work with your employer for 20 years now, your status of employment pertains to calculation of ESB is under Article 84 of SLL.
Hindi kita mabigyan ng calculation pero puwede kitang bigyan ng formula. Sa unang limang taon ang ESB mo ay tigkalahati or 1/2 ng isang buwang sahod. At ang kasunod ng limang taon nito ay tig-siang buwan at sa mga susunod pa na mga taon. And remember that calculation of ESB will be based in your latest or last monthly basic salary plus allowances.
Herein below a simple formula / calculation, just fill in the blanks:
SR2000 divide it by 2 = SR 1000 multiply by five years (5 yrs.) = SR _______( for the first 5 yrs.)
SR2000 times (succeeding number of years)= SR________ ESB
Then:
SR (ESB first 5 yrs) plus SR (ESB for the succeeding years) = SR _______ (Total ESB for 20 Years. )
Regards.
Bong
Isang mapayapang araw po sa inyo Kabayan Bong. Ako po ay may mga katanungan sa iyo na sana po ay matulungan nyo pong sagutin ang mga ito. Ako po ay 1 yr na dito sa Saudi at 2 yrs po ang kontrata ko. Ano po ang mangyayari sa akin pag i-terminate ako ng employer ko? may makukuha pa ba akong mga benepisyo like end of service? free ticket going home etc..? Maraming salamat po sa inyong tulong.
God bless!
Andrew,
SLL Article (80): An employer may not terminate the contract without an award, advance notice or indemnity except in the following cases, and provided that he gives the worker a chance to state his reasons for objecting to the termination.
(1) If, during or by reason of the work, the worker assaults the employer, the manager in-charge or any of his superiors
2) If the worker fails to perform his essential obligations arising from the work contract, or to obey legitimate orders, or if, in spite of written warnings, he deliberately fails to observe the instructions related to the safety of work and workers as may be posted by the employer in a prominent place.
(3) If it is established that the worker has committed a misconduct or an act infringing on honesty or integrity.
(4) If the worker deliberately commits any act or default with the intent to cause material loss to the employer, provided that the latter shall report the incident to the appropriate authorities within twenty-four hours from being aware of such occurrence.
(5) If the worker resorts to forgery in order to obtain the job.
(6) If the worker is hired on probation.
(7) If the worker is absent without valid reason for more than twenty days in one year or for more than ten consecutive days, provided that the dismissal be preceded by a written warning from the employer to the worker if the latter is absent for ten days in the first case and for five days in the second.
(8) If the worker unlawfully takes advantage of his position for personal gain.
(9) If the worker discloses work- related industrial or commercial secrets
If ever non of the above may cause your termination. Then you are entitled to your legal rights stated in your contract of employment, ESB ang ticket back home are included.
If ever your employer will not comply then you can complain to the Labor Office.
Best regards.
Bong
Hello po, kailangan ko lang ng advise nyo at confirmation; nag expired na po ang iqama ko last march 2010 at up till now under processing pa via connections kung bakit sasabihin ko po. unang question ko po kahit gusto ko pong mag final exit na hindi ba puede until ma renew ang iqama ko?
ang problem ko po kasi nag start last year 2009 ng ma implement yung fingerprinting. Nag karoon po kasi ako ng record nung 2001 nung bago pako sa saudi na clueless pa sa culture dito. I got involved in an unfortunate incident ng paulakan ko ang offer ride ng isang arabo. to make the story short sex pala gusto nya and he took me sa isang parang picnic area and nadaanan kami ng Mutawa ng paalis na kami after I convinced him to take me home. wala pong nangyari pero dahil bago lang ako at hindi marunong mag arabo na pahamak po ako. Dinala po kami sa police station, but my sponsor took me out. It just so happen pa exit din po ako sa sponsor so after matapos ang contract ko binigyan naman po ako ng final exit pero parang deportation ang nangyari kasi the day before my flight i was taken to Malaz police yata yun. We were 4 filipinos yata nun ng hatid sa airport.
After three months in 2002 po I came back to saudi with a new sponsor and new passport. ok naman po lahat until nga po last year May 2009 ng mag pa fingerprinting. Actually po tinawag ako sa loob ng jawazat office before giving my iqama pero after a while without saying anything binigay din ang iqama ko. then I found out sa HR namin na parang na trace nila yung incident nung 2001 pero after a while wala na silang sinabi. in fact dalawang beses nga po akong lumabas ng saudi at bumalik ng walang problema so I thought ok na po, until last march 2010 ng pa renew ko ang iqama ko I was told by our HR na hindi nila ma renew dahil sa record ko yata ng 2001.
Our HR & Muwaqab asked from me SAR5K riyals to take care of the matter thru connections but up till now hindi pa po tapos. Obviously nag aalala rin po ako kasi alam naman natin mahirap ang expired ang iqama bank accounts mo frozen, Im driving and my car registration is expiring Oct.
Question ko lang po, worst scenario kung hindi maayos ng Muwaqab namin ang renewal ng iqama ko via connections pano ko ma re resolve ang problem ko? should we go directly to the concerned police dept. or the concerned dept. like the information center yata yun? Pls. advise po.
Pasensya na mahaba ang kuwento ko.
Ed
Ed,
Dapat ma renew muna ang iyong iqama bago maka apply ng re-entry or exit visa.
Kaya payo ko sa ating mga kahanay kung may balak kayong di mag renew ng kontrata, tingnan maige ang expiration date ng inyong iqama at i-remind ang inyong employer na dapat asikasohin ang mga kailangan para sa exit visa bago ma expire ang inyong iqama.
In your case nakapagtataka dahil na renew mo na ang iyong iqama noon, at bakit ngayon hindi na ito ma-renew? Para sa akin masyadong malaki ang 5K para ma renew ito via connections.
Ed, all you have to do is to get a police clearance then submit it to your HR. Your HR will then apply for the renewal with the police clearance as proof that you don’t have pending case.
REgards.
Bong
Magandang araw po Sir…same po km ng hinanakit ni Mr. iniezer…ng file aq notice na hndi na mgextend ng contract ko 1month before ng end of contract ko…pro sabi sa akin gusto nila aq maiextend at with conditions na hindi na mgdedelay ung sahod dahil 4months prati delay…ngaun umabot na ng ilang buwan expired na contract q tapos wala pang pinirmahang bagong contract tapos ung conditions hindi din tinutupad…my yearly vacation din kami pero evertime pinaff-up q prati nlng extend ung vacation at 4th times na sinasabi na ganitong araw pro pagdating nang ganung araw, wala pa rin…hanggang dumating sa punto nag sms sya na kami nlng mgbayad ng ticket pauwi dahil wala na pera at bayaran after eid…bumili nga aq ng ticket dahil sabik na rin makauwi…pero parang duda pa rin aq na baka hindi aq mabayaran at mga remaining balance q na sahod na sabi ipapadala din…very unprofessional ung boss namin, tuwing tatawag ka hindi sinasagot pro pag ibang lahi tatawag sinasagot, pag email ka naman, wala ka rin hihintaying sagot at hindi ngpapakita sa ofis…ngayon plano ko po sana na hindi na babalik sa company ko pgmkabakasyon this Sept.12 dahil parating delay at tapos yung trabaho ko prang 5katao ngttrabho dahil nagresign ung lima at sa akin ibinigay lahat, sumasakit na nga ulo mu, puyat ka pa dahil tinitake home pa ang trabaho, dahil prati urgent submission, wala pang overtime at delay pa sahod…mababanned po ba ako sa Saudi if ever? kasi po balak ko po sana na babalik dito at mgtatrabaho sa ibang company?ilang buwan po kaya pwede makabalik sa saudi dahil ayon sa employment contract namin 6months mkapgtrabaho pag same field?
Maraming Salamat!
Vic,
Once na makarating kana sa Pilipinas, medyo mahirap paniwalaan na ibigay nila ang dapat para sa iyo.
All you have to do for now is to talk to your employer, man to man, ano ba talaga ang status ninyo sa kanya. Do it in a manner that they will understand your present situatation or ask for a release sabihin nninyo na may obligasyon kayo na dapat gampanan sa Pilipinas. Just do it in a professional way with humility. Pag hindi umubra wag mag renew ng iqama at dumulog sa POLO OWWA para matawagan ang inyong employer.
Good luck!
Bong
Maraming salamat po…Nakausap q na rin po ung boss namin dati pa at sinabi ung sitwasyon namin at ngpromisa xa pero walang nangyari…Tapos nagpunta po km ng POLO OWWA Aug.31 tapos tinawagan po ng legal officer ng POLO at sinabi namin ng employer namin na pa bakasyonin kami at bilhan nang ticket on or before Sept.1…Pero nung sumunod na araw, hindi na ngpapakita ang employer namin at hindi sinasagot ung tawag at email namin sa kanya…Hanggang dumating ang araw kahapon po, Sept.7, ngtext lng po na kmi ung mgbabayad ng ticket at papadala lng ung pera after eid…closed na po kasi ung POLO from Sept.2-Sept.15 kya hindi namin naff-up na ganun nangyari…ma eexpire na pala ung Iqama q sa darating na Oct.10 at wala rin aqng pinimarhang bagong kontrata (at ng email aq dati na hindi na magrenew,subalit gusto nila aq ipaextend) at plano kung hindi na babalik pa dun…my posibilidad ba na makuha pa namin ung pera?ano po ba maaari naming gawin para maipadala talaga ng employer ung pera na binayad namin sa ticket at iba pang balanse?makakabalik pa po ba ako dito ng Saudi at makalipat sa ibang kumpanya since maeexpired na rin ung iqama q sa Oct.10 at ung kontrata q expired na rin at wala pinimarhang bagong kontrata?
Salamat ulit…
Rovic,
Basahin mo ang reply ko kay Ezer.
You need to move faster since your iqama will expire on October 10. Once na ma expire ito, hindi ka makakuha Exit-Re-entry visa. Kung ito ay ma expire dapat ito ma renew prior issuance of Exit-re entry visa. Dagdag gastos na naman ito.
If ever mag decide kayong umuwi with exit-re entry visa at hindi babalik, it is not that your employer will ban you from entering the Kingdom (dapat nga siya ang ipa ban natin), it is your record/status in the Immigration ang may problema. Pag dating mo rito with a new employer, makikita kaagad sa immigration database na may re-entry visa + match ang fingerprint mo sa record with your previous employer.
Good luck!
Bong
last nlng po regarding sa immigration database na my re-entry visa, etc….meron po bang duration iyon Sir?kahit expire na po ung re-entry visa at iqama? may mgagawa ba ung new employer q pra makapgtrabaho ulit dito sa Saudi? Ksi handa ung kakilala qng employer na mgtrabaho aq sa kanila…mkpgtrabaho din po ba aq sa other GCC countries baka sakali without hassle?
Maraming maraming salamat at naliwanagan ako ng husto…
God Bless always!
Rovic,
Gaya ng sabi ko noong una, hindi ka dapat i-ban ng iyong employer dapat nga siya pa ang ating i-ban. Ngunit naka record sa immigration na meron kang re-entry at habang ang iyong pagbabalik ay naka pending sa kanilang record, kung babalik with new employer, maaring ito ang maging dahilan ng problema.
Tungkol sa duration, wala akong alam kung kailan. Makaktulong sa iyo ang iyong bagong employer to be, tungkol dito. Siguro naman mayron siyang daan kung paano ma check ang iyong status. Or you can check your status sa Saudi Royal Embassy sa atin dahil lahat naman ng visa approval ay dadaan muna sa kanilang tanggapan ganon na rin sa mga GCC countries na may diplomatic mission sa ating bansa.
Good luck.
Bong
Good day Sir,
tanong ko lng sana kung anung dapat gawin, ung contract na napermahan ko 1yer lng simula july 12 2009 to July 12 2010 pro automatic renewable, nag apply ako ng resigntion tru email pro d sumagut ung mployer ko hanggng sa natapus ung contract hindi ako nakauwi kaya nag inisip ko nlng na mgrenew pro hanggang ngayun september 8 walang akung new contract na napermahan. sa unang contract ko dapat may vacation leave ako pag katapus ng isang taon, nag aply ako na vacation leave noong july pro sabi nya sa august 12 nlng daw dumating ang august 12 pina xtend nya sa august 25 and then extend again sa september 1, follow up ako palagi sa boss ko tungkul sa vacation leave pro hindi cya nag rereply ng email ko hindi rin sumasagot sa tawag ko, hindi narin nag papakita sa office, at nong september 7 nag follow up ako nag text lng cya na kung gusto kung umuwi ako daw bibili ng ticket ko sa sariling pera ko kac wala daw siyang pera, pro alam ko sir may pera ung compny kac nasa Invoices ako naasign alam ko kung may perang pumasok sa company namin. dahil sa gusto ko ng umuwi at nagwa na ung visa ko bumili nlng ako ng ticket ko amount of 1750 sr 1 way lng po ngayung september 12 2010 flight ko.
tanong ko sir anung gagawain ko para makuha ko ung vacation leave ko na d nabgy, 8 days ko na work sa september at sa nagasto ko sa ticket. nang hiram lng kac ako ng pera pambili ng ticket. tungkol namn sa contract wala kasi akung napermahan na another contrct for 2010 to 2011 ma banned kaya ako d2 sa riyadh,balak ko kac hindi na bumalik,nakapagud na kasi doble2x na nga ung trabahu delay pa palagi sahud umabt pa ng 4 na buwan.
thanks in advance sir,
iniezer
Iniezer,
If your contract is good for one year with a term clause “renewable” and up to now you don’t have a new contract, It is mean your’re now working with your employer in an unspecified period, that will end on the date your iqama expire (kung na renew na ang iyong iqama).
However, as per your letter, ini-extend ka ng iyong employer at sinag ayonan mo naman, which means nag extend ka lang at hindi nag renew ng kontrata. Please note that you don’t wish to renew your contract that ends last July 12. Also be careful using the term resignation because resignation is different from non-renewal of contract. So if ever your employer finally agrees you to go home – then it is the responsibility of your employer to provide you a return ticket back home and other benefits prescribed by SLL.
Also, please note that in Saudi law, employer are allowed to delay workman’s wages for 2 months, after that, the worker can free to look for a job in the Kingdom and ask his employer to be released. In this manner, walang risk sa iyo kaysa mag plano na umuwi with re-entry visa at bumalik sa KSA with a new employer.
Bear in mind that whatever move you will do- sarili mo lamang ang maka pag desisyon.
Bong
Maraming salamat po sir.
How about yung remaining balance namin sir na di namin nkuha at sa nagastus namin sa ticket. Makukuha pa kaya namin yun kahit nasa pinas na kami? Sabi kac ng mama ko mag pagawa daw ako ng SPA sa embassy para makuha ko ung remaining balance ko.
God bless
Ezer,
Kung talagang hindi na kayo makapaghintay na maibigay sa inyo ang mga benepisyo at tiket at habang may isang buwan pa ang inyong iqama bakit nga hindi kayo pumunta sa Embassy or POLO at magpagawa ng SPA at papirmahan ninyo sa inyong amo with a promissory note na ipadala niya ang pera at ang amount katumbas sa tiket. Kausapin nyo na rin ang taga POLO na samahan kayo. Ngunit huwag kayong umasa ng 100% na mag comply ang inyong employer sa kanyang obligasyon kung andoon na kayo sa Pilipinas.
Pag andoon na kayo, mag report kayo sa inyong recruitment agency at humingi na rin ng tulong kung paano maibalik ang nagastos ninyo sa tiket at makuha ang inyong benepisyo.
Good luck!
Bong
Maraming salamt po sir sa info. God Bless
sir, can i terminate our contract? mag 1 year ako this october and gusto ko ng umuwi pede bang iterminate ung contract? nakalagay kac sa contract namin na kailangan ng 1 month notice. tsaka ung overtime pay namin dapat regular days 150% at 200% pa.g holiday.. nde naman nasusunod un.. tapos labis labis pa sa oras ung work.. 7 to pm ang trabaho tapos thursday eh 7 to 1pm pa.. help is very much need.. thanx..
Vash,
If you contract is 1 year it means you can terminate your contract by giving your employer a 1 month notice (as specified in your contract) of non-renewal of contract.
Kung napansin mo na ang iyong employer did not comply important terms and conditions in your contract, why prolong the agony – you have the right not to renew your contract.
Bong
sir, ung contract ko dito eh 2 years. pede din iterminate un? ok lang kahit sagot ko ung air fair going to the philippines.. thanx nga po pala sa reply.
Vash,
Ang kontrata mo ay 2 years. If you decide to resign and shoulder your ticket, its fine, your employer will ask you to buy your ticket anyway. But your employer can also demand you to compensate all the costs incurred in getting you to KSA, that includes visa fees and other such fees for the inconvenience resulted in not complying the agreed 2 yrs contract.
Good luck!
Bong
Ganun po ba sir. Kac po ung nakalagay sa contract namin eh 1 month notice kung gustong iterminate ung contract. ung fees wala naman pong nakalagay kung shoulder po namin. Tsaka sir d din nila cnusunod ung nakalagay na 48hours per week at 150% at 200% pag nag overtime. bale ung working hours namin dito ay 9.5hours per day sat-wed un.. tapos thursday eh 7-1pm total po eh 53.5 per week. Thanks po sa advice.
Mr. Vash,
SAbi mo sa una mong sulat na mag 1 yr. ka this coming october 2010. SA sunod mong sulat, sabi mo 2 years ang iyong kontrata. Ang 30 days na sinasabi ay notice of non renewal of contract or termination of contract – meaning end of contract.
So if you resign today without a valid reason, (non payment of overtime is not a valid reason) it means you will leave your employer prematurely by not completing the agreed 2 years contract. And because of this, he will ask compensation for the loss incurred in getting you to work in KSA. Art. 40: 2 of SLL says: A worker shall incur the costs of returning to his home country if he is unfit for work or if he wishes to return to his home country without a legitimate reason.
In Art. 77 of SLL says: If the contract is terminated for an invalid reason, the party who is harmed by such termination shall be entitled to indemnity to be assessed by the Commission for the Settlement of Labor Disputes.
Please understand the word Indemnity.
Im sure if I’m your employer, I will just ask you to pay rather than ask the Commission to assess the loss and my expenses in getting you to work in KSA. Now, if you insist not to pay, I will raise my concern to the Commission. Am sure also you will pay na lang than have it settle by court. Kindly note that indemnity is a sum paid by A to B by way of compensation for a particular loss suffered by…blah blah.
with regards to non payment of overtime. What i can advice you is make a complain and do it in writing address to the owner of the company, copy furnish, the manager and personnel department. Request their reply in writing para may ebidensya ka kung ano ang kanilang sagot.
By the way the overtime calculation as per Saudi policy is you will get half of your hourly salary as overtime on top of your regular hourly salary. To arrive in an hourly rate, just divide your annual salary by 365 days and divide the sum by 8 hrs. to have your basic hourly wage. Then mulitpy your hourly rate by 1.5 (standard) to arrive your overtime rate per hour.
Bong
Hi!i saw ur blog while browsing the net. I would like to know some info. about dependents who are working in KSA. I am a dependent by my husband and I was offered by one school here in KSA to be a teacher. Is there any procedures needed in order to obain permit to work even without having transfer of sponsorship? as i have checked the new saudi labor law, there is no specific law that entails about my status. thanks. and looking forward to your response.
Rose,
Kung ang iyong asawa ay lumipat ng ibang employer, yon ang nangangailangan ng pag sangayon ng kanyang employer bago ito maka pag work sa iba. Ang tawag dito ay transfer of iqama or transfer of sponsorship.
Kung ikaw ay dependent ng iyong asawa, it means naka dugtong ka ng kanyang iqama. Meaning, your husband should inform his employer that you (wife) want to work in the Kingdom – then everything follows. Tell your husband to visit his employer’s human resources dept. or personnel dept. and ask what to do.
Regards.
Bong
Sir magandang araw po. nagumpisa po ang prob ko nung pauwiin kami ng employer namin thru a vacation with 6 months valid exit’re-entry visa. wala na po syang project kaya parang forced vacation ang nangyari. 2 kami na napauwi at napangakuan na after 45 days papadalhan kami ng return ticket but lumipas ang 45 days, ang another 21 days na sabi nya extension tumawag uli kami para makabalik. his response was a cold “if you cannot wait, don’t come”. Sir napagtanto namin na ang ginawa sa amin ay isang way nya para makatakas sa responsibility at the end of the contract, kasi mapapaso na ang visa at the same time na end na ang kontrata namin. ang nagpalala pa po sa sitwasyon ay yung employer namin ay nakigamit lang ng visa ng isang legal na kumpanya dito, nung sa pinas pa upon recruitment napaniwala nya kami na yung kumpanya nga dinadala nya but nung andito na sa riyadh it turned out na separate entity rin pala sya na connected sa isang kumpanya na na-ban na ng poea. Sir may laban ba po kami sa kasong ito? salamat po
Dear Mike,
Malamang o isa sa mga dahilan kung bakit naging ganyan ka lamig ang inyong employer ay upang makatakas sa responsibility at the end of the contract.
Dahil nandiyan na kayo sa Pilipinas mahirapan na kayong habolin ang inyong employer. Puntahan ninyo ang agency na nag paalis sa inyo sa Pilipinas at humingi ng payo kung ano ang dapat gawin. Kung sakaling hindi kayo inaasikaso or gaya ng inyong employer, kasing lamig rin ang pakikitungo sa inyo. Dumulog sa POEA at mag complain laban sa inyong agency at sabihin ninyo ang lahat ng inyong nalalaman tungkol sa inyong employer upang ma ban ito ng POEA at hindi na maulit ang nangyari sa inyo.
Good luck!
Bong
Magandang Gabi po,
Tapos na ang two years ko sa pinapasukan ko. Pinaalam ko na sa amo ko na ayaw ko nang e-renew ang aking iqama. Nakapagbigay na rin po ako ng resignation letter at gagawa po ako ng kaukulang action after ng effectivity nito.
Plano nilang i- process for renewal ang aking iqama.
May karapatan ba akong pigilan ito at i-hold ko ang aking iqama? at kung sakali po marenew nila ito this week. legal po bang ikakaltas nila ang cost nito sa aking matatanggap after resignation?
Salamat po,
Nilo
Nilo,
Magkaiba ang resignation at non-renewal of contract. Tungkol sa non-renewal of contract, at least you inform your employer 2-3 months in advance para makahanap sila ng kapalit sa iyo. At kung ikaw ay binigyan ng exit visa, natural lamang na sila ang mag secure ng iyong tiket pauwi sa atin dahil natapos mo ang iyong kontrata.
Sa tanong mo na kung ma renew nila ang iyong iqama, ikakaltas ba ang halaga nito sa yo? Ang sagot ay HINDI ito ikakaltas dahil malinaw sa Council of Ministers Decision No. 90 dated 14/5/1418H (September 15, 1997) or Royal Decree M51 dated 1415H that Iqama or work/residence permit shall be borne by the employer.
Kausapin ng masinsinan at mahinahon ang iyong employer na ayaw mo ng mag renew ng iqama – meaning ayaw mo ng mag renew ng kontrata. Tingnan sa iyong kontrata kung ilang taon ang iyong period of employment or employment contract.
Good luck!
Bong
gud am poH sir…
baguhan lan po aq d2 sa al khobar, 24 yrs old po, waiter po aq sa isang restaurant sa mall. 3 months p lan po aq d2 at kabubukas p lang po ng restaurant namin nung 1st week of june, mula po nun hangang bago mag ramadan ay nagtrbho po kmi ng 14 hrs araw araw at 2 months po kming wlang day off, puro pinoy po kmi, basic salary lang po ang binigay sa amin, inasahan po namin n my overtime pay pero wala pong ibinigay sa amin. nangangamba po kmi n pagktapos ng ramadan eh bumalik po sa dati ang sitwasyon namin na 14 hrs on duty at madalas po ay pinapagtrbho p rin kmi kht prayer time.
sana po ay matulungan ninyo kami.. marami pong salamat.
Jersey,
Maraming mga kababayan natin na ka pareho ang inyong situwasyon. Ngunit andito tayo handang labanan ang mga unos na dumating at paparating pa, ang lahat na ito ay dahil sa gusto nating guminhawa ang ating naiwan na mga pamilya. 3 months palang kayo kaya naintindihan ko ang inyong nararamdaman. Ganyan talaga pag bagong salta, tibayan nyo lang ang inyong loob at huwag padalos dalos ng desisyon na maaring maging daan ng inyong kapahamakan.
Andito ako Jer sa Riyadh kaya mas mabuti pang dumirikta na kayo kay POLO Labor Attache David Dicang ng Al Khobar sa mga numerong ito:055-860-5765
and Landline (03-894-1846/2890), POLO Khobar Hotline (050-126-9742) / or Email (polo_ero2005@yahoo.com).
Ingat kayo Diyan.
Bong
marami pong salamat Sir Bong.^^
Godbless poH.
Hello Sr.
I wonder if yoy could inform me where I can find the work organization regulation model (Article 14 of the Saudi Labor Law).
Thanks in advance and best regards.
Hi Clara!
Mayron na tayo nyan dito sa blog kaya lang Arabic. It is a sublink found at Saudi Labor Law page, for your easy reference please click this IIR . If ever walang maka pag translate sa iyo. I’m just a click away.
Regards.
Bong
Sir,
I read some of your column of new labor code can you please give me a advice on my complained that bother on me.Can you please schedule me to talk you in person so that I can deliver all my questions and complain.I’m working now in Rabya Company Al- Khobar Branch.Hope you give me time so that I know your advice..Thanks and more power to you. Gob Bless ….
Truly yours,
Baby Cartilla
cel # No.
Hi!
Im in Riyadh and I will try to call one of the community leaders there to assist you.
Regards.
Bong
Magandang araw po sa inyo sir.
Tanong ko lang po kung pwede akong mag-apply sa ibang GCC members kahit may re-entry visa ako sa Saudi. Actually po finished contract na ako at nag-file na ako ng exit kaso binigyan parin ako ng re-entry visa. Sa ngayon po ay nasa pinas na ako.
Maraming salamat po.
Joven,
Kung ako ikaw, siguro bumalik na lang muna ako rito. Mahirap na ang malagay sa peligro. Isa pa rin yan na problema na dapat bigyang pansin ng ating mga magigiting na lider sa Pilipinas, wala kasi tayong magawa kung re-entry ang ibigay instead na exit. Kaya kaysa naman hindi makauwi at makita ang mga mahal natin sa buhay, payag na lang tayo which is hindi dapat.
Ang GCC countries ay may mga cooperation agreement at marami na rin akong naririnig na nagka problema tungkol sa usaping ito.
Sa ngayon, ikaw lamang ang maka pagdesisyon or maka sagot sa iyong katanongan
Good luck!
Bong
i’m a nurse here. 1 year lang ang validity ng iqama ko. my iqama will expire this sept 9 in gregorian calendar. kahit nun bagong dating ako dito, kami ang pinasagot sa iqama namin. di na ako tumanggi kasi sabi nun nagdirect hire sa amin, ganun daw talaga policy nun may ari. kami ang magbabayad ng iqama namin. so it means wala akong benefit na makukuha since suppose to be dapat next june pa mageexpire ang contract ko?
Jehan,
You should talk to your employer about the exact status of your employment. Without a written contract, naka hang ka sa hangin kung ano ba talaga ang mga terms and conditions. Although you are legally employed even in the absence of contract pero kung basehan lamang ang iqama/residence permit kulang pa rin ang mga dapat malaman mo tungkol sa iyong karapatan.
Bong
bago po ang lahat, magandang araw po sa inyo.. 1 year and 2 months na po ako dito sa jeddah. first time kong mag out of the country. pumapatak pong direct hire ako since may direct person from this clinic na lumapit sa agency na inaplayan ko. Umalis po kami sa Pinas na walang contract or should I say ndi yun yung supposed to be contract ko. The agency told me pagdating ko dito saka nila ibibigay ang original contract ko. I asked before pero sabi nun kasama ko na nagdirect hire sa amin, ok na din daw na wala kaming contract since binibigay naman sa amin yun exact salary na napagusapan..so I stop complaining since it seems na ako din lang naman ang nagkocomplain..now I got problem.. I have to renew my iqama (which I am personally paying) and they said that I need license from the saudi council as one of the requirements for renewing. I went to the saudi council and they said that they cant accept my papers since i dont have the 2 years experience they required. Now, I cant renew my iqama and I dont know if in case I’m going to make exit, is it my employer who will pay for my ticket? will I get reward for my service(my 2 years contract will not fullfill for that reason)? Ano po bang dapat kong gawin?
Hi Jehan,
First, what is your job? I need to know, think you dont mention in your letter. Ask someone to read your iqama, kung kailan ma expire ( 1 year or two years). Another question, bakit ikaw ang mag shoulder ng iqama? Your employer dapat ang magbayad sa renewal fees at yan ay ayon sa batas. Although wala kayong kontrata ng iyong employer, ang batas paggawa ng kaharian ay sumang ayon na puwedeng wala kayong kontrata since you and your employer ay may legal na relasyon based on the expiration period of your residence/work permit. Ngunit may karapatan ka rin na humingi ng kontrata (black and white) para malaman mo ang mga terms and conditions na dapat gampanan ng bawat isa (both parties).
Ang ticket dapat shoulder ng employer upon the end of contract. Yes, dapat lamang na may end of service ka kung matapos mo ang iyong kontrata.
Bong
Dear Sir,
Una po sa lahat magandang araw po sa inyo. Ako po ay first timer dito sa Saudi 6months plang po ako dito this coming September 05,2010. Ako po ay direct hired as a Aircon Technician sa isang workshpo d2 sa AL QATIF DAmmam. May kumuha po sa akin n Pinoy d2 sa Saudi.Ang usapa nila ng emplyer ko ay 1400SR ang sahod pero pgdating ko po dito ay ginawa nilang 1100SR. Sa ngayon po ay wala parin akong pinirmahang contract at wala pa po akong IQAMA o work permit at insurance. Tapos ung Lebanese po na modir namin hindi maganda ang trato nila sa amin at 10hrs pa ang working time namin. Gusto ko na pong umuwi sa Pilipinas. Ano po ba dapat kong gawin. Sana po matulungan ninyo ako.
Nagpapasalamat
Marlon martinez
Dear Marlon,
Biktima ka ng contract substitution, you need an immediate assistance from our POLO office there in Al Khobar para makausap agad ang inyong employer or file charges against your employer and the recruiting agency na nag paaalis sa iyo sa Pilipinas.
Ihanda mo ang kaukulang statement na nakasaad ang detalye ng iyong problema, pirmahan ito at puntahan ang POLO office natin sa Al Khobar. But before that, alamin ang karagdagang kailangan bago ka pumunta sa mga numerong ito: POLO Khobar (03-894-1846/2890), POLO Khobar Hotline (050-126-9742) / Email (polo_ero2005@yahoo.com) or contact Labor Attaché David Des Dicang @ 055-860-5765.
Good luck and best regards.
Bong
sir,
nagresign ako dito sa pinas noong ako’y nas bakasyon ako tinanggap ng kompanya na pinapasukan ko ang resignation ko by email. hanggang naitrminate na nila ang aking working visa.ang tanong ko sa ganung sitwasan makatwiran ba na kaltasan ako ng 2 buwan na sahod at kukunin sa magiging benipisyo ko..at ang isa pang tanong ano ang dapat kong gawin dahil hanggang ngayon ay wala paring linaw ang benifit ko sa loob ng 19 taong paninilbihan sa kumpanya…
salamat po
randy
Hi Randy,
Para sa akin, isang pagkakamali ang ginawa mo, bakit ka nag resign noong nasa bakasyon ka? Wala kang laban sa ganitong problema to get your benefits. All I can advice you is to visit your agency on this matter. Maybe they can be of help.
Good luck!
Bong
Sir,
Good day! May tanong ako sir, dito ako ngayon nagtatrabaho sa Qatar at gusto kong lumipat sa Saudi Arabia. Kung ibond ako ng company ko dito sa Qatar, bond rin ako sa Saudi Arabia?
Hi Joe,
Depende yan sa kung anong rason ka na “ban”. If it is a criminal offense or violation of contract then I think GCC countries might be aware of your status. Pero kung wala ka namang masamang ginawa or wala kang record sa dati mong employer then wala kang dapat katatakotan.
Regards.
Bong
Good pm po sir,
Inquire ko lng kung anong step ang ggwin ko.
Anf present establisment na pinapasukan ko ay smartec pero ayon sa visa ko ay Kettaneh turnery ang sponsor ko. 2 years contract and apat kami na pareho ang Kafil.
Tapos n po ang contract ko last july 21 and ng bigay ako sa kanila ng non renewal of contract at request ng exit visa one and half before. Nung august 3 hiningi nila iqama na mag expire this sept 21 sa pag aakla ko n aasikasuhin na nila. Den dumating yung kafil me n pinagpilitan na bigyan me ng re-entry even sinabi ko sa kanila na ayaw ko na dahil sa laki ng load ng work compare sa sinasahod ko. ng apply ako as designer den later on for 2 years e pati pag ooperate ng machine e pinagagawa na sa akin. Till now insist parin ng kafil ko na re entry ang bigay sa akin dahil yung owner ng smartec ay gusto ang trabaho ko. Palestine and sponsor ko and jordanian ang may ari ng smartec. 2 days ago ng decide me tumigil dahil nga sa ganung issue. Nagusap kaming tatlo pero firm talaga ang plano nila.
Balak ko bumalik sa established company dito sa riyadh and maganda offer kumpara sa kanila na puro pangako. Pinagpipilitan na kaya me humuhingi ng exit dahil lilipat me sa competitor. Fabrication sila pero construction and balak kong lipatan.
Ano po kaya ma advice nyo sa akin? Hope makarinig po agad ako ng sagot nyo.
Hindi po ako makapunta sa inyo dahil wala na po akong hawak na iqama and wala kahit kopya. thank you po and more power
Denis,
It seems that they want you, i mean nagustuhan ng kompanya ang iyong serbisyo. What I can advice you is to ask a demand that would satisfy you and it should be in a written new contract. How about giving them a chance but laid out your demands in a professional way. Kung hindi kayo magkaintindihan, please remind them not to renew your iqama.
Ayon sa rules and regulations ng Saudi Arabia, dapat may kopya (photo copy) ka ng iyong iqama, na may sulat galing sa kompanya na ang iqama mo ay kasalukuyang nasa jawasat for processing ( exit or re-entry or renewal) at ito ay may STAMP ng inyong kompanya. Ang papel na ito ay magsilbing temporary permit mo sa kaharian at puwedeng ipakita sa mga polis pag pag may sitahan.
Good luck!
Bong
gud pm po,,
ask ko po first tme po ng kaibigan ko sa saudi pinapirmahan sya ng contract sa pinas na 1500 riyals ang basic nya 3 hours ot at free accomodation at food at laundry ,pero po pag dating nya sa sompany nya papasukan nalaman na lang nya na 1 hour ang binibigay na ot,hindi nman po nadedelay ang sahod pero ang ot po ay kulang 12 hour po siyang nagwowork,sabi daw po sa kanya ng company yung daw accomodation food at may laundry iaawas sa ot pati po yung breaktime nla kaya po yung 3 hours na ot nla ay dun pupunta.tapos po nagfile sya ng exit sabi sa kanya kailangan tapusin ang iqama bago magfile ng exit,ngayon po may bago na naman silang sinabi sa kanya,hindi na raw po sila nagppa exit ng tao,exit reentry lang daw ang pwede magawa nla.marami silang ngfile ng exit pero hindi nga po sila pumapayag mag exit ng tao…
sana po matulungan nyo ang kaibigan ko at iba pang mga kasamahan nya ano po ang dapat tamang gawin nya,,,,,
maraming salamat po…..
Dear Peter,
It is very clear in his contract that accomodation & food & laundry are free – meaning, provided by the company (employer’s expense). Since there was no agreement about the deductions to cover the expenses for laundry, food and accomodation agreed by both parties prior to your friend’s deployment then, may nilabag na batas ang kanyang employer, ito ay makikita sa provision na nakasaad sa SLL Article Art. 92. that “No amount shall be deducted from the worker’s wages against private rights without his written consent.”
Tungkol sa pag-uwi pagkatapos ng kontrata, nakasaad sa Batas Paggawa ng kaharian ang mga sumusonod: Article 74 – A work contract shall terminate in the following cases: 2. If the term specified in the contract expires, unless the contract has been explicitly renewed in accordance with the provisions of this Law in which case it shall remain in force until the expiry of its term.
Paki sabi sa iyong kaibigan na puwede silang dumolog sa Expatriates Grievences Committee ng Ministry of Labor upang magreklamo. Gumawa kayo ng sulat at isalin sa Arabic language, kasama na rito ang sobrang oras ng pag trabaho na kung saan walong oras lamang o mahigit 48 oras sa isang linggo dapat mag trabaho ang manggagawa sa kaharian.
Pirmahan ninyo lahat ang sulat with corresponding Iqama numbers and send it via fax to this number # 210-4565. Pag natanggap ito ng Labor, sila ay makipag ugnayan sa inyong employer tungkol sa inyong complain.
Kung natakot naman kayo na sumulat or mag reklamo sa saudi labor office, paki sabi sa iyong kaibigan na dumolog sa ating Phil. Labor Office (POLO) para sa karagdagang payo or solusyon sa inyong problema.
Bong
sir, gud day!!ask q lng ung ate q po nsa Riyad cia..ung amo nia hinaharas cia.paano po kya cia mka2uwi…tnx po
Hi Cher, sorry for late reply.
Ang maganda mong gawin ay tawagan ang agency na nag paalis ng iyong ate. Alam nila ang contact information ng employer ng kapatid mo. Tawagan nila ito at alamin kung anong klaseng harassment ang ginagawa sa kanya. Follow-up mo ito sa kanila at ibigay mo sa akin ang status upang matawagan natin ang mga kaibigan natin sa Embahada kung kinakailangan ba na may rescue na dapat gawin sa kaso niya. Kung walang action ang agency, paki inform na rin ako.
God Bless!
Bong
maraming salamat po sir bong…. Godbless
sir gandang araw po…
tanong ko lang po tungkol sa non-renewing of contract…. ang contract ko po’y nag end ng july 12, 2010, nag serve ako ng non-renewal letter jun20. i knw na dapat 1 month b4… but ang manager d availble june 12, so dumating sya june 20.. pinasa ko tapus sabi palitan ko daw ang date ng 20. kasi ayaw nyang tangapin. s madalign salita pinalitan ko.. then ng bigay ng counter offer. sabi bbigay july 10 pag sahod. after july 10 walang nangyari sa offer. nag submit ako uli ng letter july 14 exit letter na… as ive knw 1 month after pa antayin palugit kung baga sa kanila para makahanap ng kapalit….
ngyon kinausap ko ang big boss sabi sakin magbigay ako ng 2 to tree mnths…. napagalaman ko na d ininform ng manager ang may ari na nakapass na me nong july 14. mag aantay me ng 3 mths pa bago maka uwi…
kasal ko po sa 15 september at my aayusin ang paper pa ibang bansa… month of september so pag sabi nya 2 mnths to three months d na uubra…
tanong ko sir…… 1. gawain ko ba to look for my replacement sa comapny?
2. ilang buwan ba talaga ang palugit sa kanila for this situation ?
3. my rights ba ako mag file ng case sa kanila maglabor para makauwi ako this first week of september?
4. may laban po ba ako sir?
advice po sir please?
Dear Aco,
Sa SLL nakasaad doon sa Art. 75, “If the contract is of an indefinite term, either party may terminate it for a valid reason to be specified in a written notice to be served to the other party at least thirty days prior to the termination date if the worker is paid monthly and not less than fifteen days for others”.
Malinaw na puwedeng 30 days ang notice letter. However, they can prolong your stay depends on the availability of your replacement.
Aco, kung mag labor ka lalo kang tumagal dito dahil sa haba ng proseso, in your case na gusto mong umuwi para sa iyong kasal, i advice you not to go labor instead, lapitan mo ng mahinahon ang iyong employer and explain to him the important reason bakit ka gustong umuwi agad.
Good luck!.
Bong
Sir
Good Day!
Hihingi lang po ako ng payo sa inyo tungkol sa ESB Calculation
Nahire po ako ng kumpanya namin nung May 13, 2003, after po noon puro amendment of contract na lang ang aming natatanggap para sa pagbabago ng suweldo taon taon.
Magmula po noong July 1, 2008 ay nalipat po ako sa site project eto po ung aking natatangap magmula noon at nakasaad sa amendment of contract ko
Basic Pay SR 3,000
15% Site Allowance 450
Relocation 1,000
Food Company provided
Housing Company provided
Transport Company provided
Dati po nung ako ay nasa opisina ay may Food Allowance ako na SR 1,000, Transport SR 500 at Housing SR 700
pero dahil nalipat ako mula sa bayan papuntang disyerto ay ginawa po nila na bigyan ako ng relocation allowance pero ung food/transport/housing ay libre at sagot ng kumpanya
Tanong ko lang po, paano ko po compute ung ESB ko ng 7 taon at 3 buwan? kasama po ba ung food/housing/transport?
Unspecified po ba ung contract ko kasi walang end date at amendment lang ang binibigay sa amin taon taon para sa increase?
Pasensya na po sa pag abala
Asahan ko po ang inyong tugon
Salamat po at Mabuhay po Kayo!!!!
Hi! Thanks for coming, sorry for late reply.
Ang kalkulasyon po ng ESB ay based doon sa tinatawag na Actual Wage. Meaning Basic + Allowances = Actual Wage. The allowances mentioned here are the Food/TRansportation and Housing.
Kaya lang hindi malinaw sa akin ang iyong sulat. Kaya tatanongin kita, ang sinasabi mo ba na Food Allowance, TRasnport at Housing ay nakasaad sa unang kontrata na iyong pinirmahan?
Regards.
Bong
sir gud am po!hope u r always in gud health!sir ako po ay isang service crew lng d2 s isang restaurant s riyadh,mgda2lawang taon n po ako ngyng aug13,and my salary is 1,125SR,balak ko pong d muna umuwi instead i want to refund my tickets and vacation leave mku2ha ko p kya yun?at ska ngyn ko lng po nlaman n ang dpat n working hrs are only 8hrs…12 hrs po kming ngttrbaho (including the prayers)..pwd ko po kyang itanong un s employer namin?ska tanong ko din po kng mgkano po b tlga ang basic salary ng isang servie crew?i’m waiting for ur rply sir,thanks and more power to you!godbless po!
Kris,
Sumulat sa iyong employer na hindi ka magbabakasyon pagkatapos ng iyong kontrata instead kunin mo ang 1 month pre-paid annual leave fee. Tungkol sa tiket, hindi mo ito ma convert ng cash at wala sa batas na ma-encash mo ang tiket pag hindi ka magbakasyon ngunit discretion pa rin ito ng iyong employer kung ibibigay o hindi. My advice is to include it in your letter, however pag hindi ito (encashment of ticket) aprobahan, wala kang magagawa.
Tama ka, 8 hrs lamang ang nakasaad sa batas, madagdagan ito ng isang oras kung ang trabaho ng mangagawa ay hindi tuloy tuloy. Kausapin at itanong ng may pagkukumbaba sa iyong employer ang tungkol dito. Puwede mong gamitin ang Artikulo 98, 98, 99 at 107 ng Batas Pagagawa ng KSA.
Tungkol sa sahod ng service crew wala akong alam tungkol dito.
Regards.
Bong
thanks po sir bong!godbless!
Welcome Kris!
Hello Kuya,
May kaibigan ako dito sa Al Khobar na sobra may problema sa amo nya. Gusto nya ma-terminate in a drastic way. Halimbawa ay magpahuli sa labas na lasing sya; or magpahuli na naninigarilyo sa Ramadan.
Ano po ba ang parusa dito? May kaso po ba na ganito sa mga Pinoy? Ano po ang posible na mangyari o iparusa sa kanila.
Salamat po.
ALVIN of Al Khobar
Alvin,
There’s a saying that goes ““When pride comes, then comes disgrace, but with humility comes wisdom”.
Ang padalos dalos na desisyon ay walang magandang kahitnatnan sa kalaunan. Huwag gumawa ng move na maaaring maging worse pa ang problema. Ang nais niyang gawin ay may kaukulang parusa lalo na pag ikaw ay makulong at hindi maki pag coordinate ang employer sa polisya or sa ating embahada. Tatagal lalo ang worker sa pagka kulong. Ang ating embahada o konsulada ay mahihirapan na ayosin ang problema kung hindi makipag ugnayan or maki pag coordinate ang employer tungkol sa kaso ng worker. Idaan sa tamang proseso, humingi ng advice sa ating POLO/OWWA sa Al Khobar bago gumawa ng hakbang.
Good luck!
Bong
Dear, Sir Bong
Salamat po ng marami. pero buo na po ang isip ko na magresign nalang po xe di po talaga makatao ang ginagawa nun stablishment. Kawawa po ang mga kalahi nating pinoy na nagsisiksikan sa 2 kwarto pag hindi naisusuply. Lahat po kami walang hawak na kontrata. Kung mapapasyalan nyo lang po yun accomodation namin para po kaming mga preso dun.
Thanks po ng marami at Pagpalain po keo ng poong may kapal
Mark,
Email kita mamaya. God Bless!
Bong
Hi Sir,
Ask ko lng of what are the consequences if in case I went back home for annual vacation then suddenly I will not comeback and the my employer provided me re-entry visa, in short I will not finish my contract just a ‘NO SHOW’. Please advise Sir. Shokran
Robb,
No problem, but don’t come back in KSA with another employer, immigration police is waiting for you once you arrive in KSA airport. If ever you succeeded na nakapasok sa airport or immigration – sa application ng iqama medyo 99.9 percent timbog. Kaya kung ako sa ating mga kahanay, maraming bansa na nangangailangan ng Pilipino, huwag na lang KSA kung sakali gusto nyo pa dito.
Good luck!
Bong
Dear Sir Bong,
I am Mark Apple Davis, working as Safety Officer here in Saudi. First timer palang po ako dito kaya di ko po alam ang kalakaran at sistema dito.
Nabiktima po ako ng buwaya na agency sa atin sa Pinas ang name ay Al-Awael sa malate.
Nun inenterview palang po ako ng employer nagkasundo kami ng employer ko sa rate at demand ko sa food, accomodation at transportation allowance. Fix po ang rate ko sa 1800 + food + accomodation and transportation. At tinanggap ko po yun xe alam ko na malaking kumpanya ang pagtratrabahuan ko ang name ay ARABIAN GRANITE. Pero nun dumating na po ako dito sa KSA isang stablishment lang ang napuntahan ko at isa po palang RENTAL STABLISHMENT ang name po ay MOHHAMED AL-HEIDER GROUP wala po yun ARABIAN GRANITE, maraming Pilipino po ang nadatnan ko sa accomodation. halos 50 kami katao na pinagkakasya sa 2 kwarto.
Kinabukasan dinala po agad ako sa opisina para papirmahin ng panibagong kontrata, pero bago ko po yun pirmahan binasa ko muna ng maige at paulit ulit. D naman po ako nangamba xe pareho naman dun sa pinirmahan ko sa Pinas. Pero ang problema po ay di nila ako binigyan ng kopya. Wag daw ako mag alala kasi pareho naman yun sa kontrata na pinirmahan ko.
Pero Sir ang malaking problema ko po ay hanggang ngeon 3 months na ako, 1500 lang ang natatanggap ko at naging 1400 nalang po ang naging basic ko. Ilang beses na po ako nag eemail sa kanila at tumatawag pero di po nila sinasagot yun email at yun tawag naman po ay lage nila akong binababaan ng telepono.
Sir ano po kaya ang magandang paraan para masulosyunan tong problema ko. Nakakaawa po ang ibang mga kasamahan ko na bago na takot po gumawa ng aksyon. Ako lang po ang naglakas ng loob na sumulat sa inyo para humingi ng tulong.
Maraming salamat po at patnubayan po kayo ng Poong Maykapal
Mark Apple Davis
Dear Mark,
All employees/expats should have acopy of the contract. If your employer don’t have a copy of the Saudi Labor Law or is ignorant of their own law, please tell your employer to comply this important provision of SLL.
Article 51
The work contract shall be in duplicates, one copy to be retained by each of the two parties. However, a contract shall be deemed to exist even if not written. In this case the worker alone may establish the contract and his entitlements arising there from by all methods of proof. Either party may at any time demand that the contract be in writing.
In your case both parties signed the contract, so it means you should have a copy of it.
It is very clear that you are a victim of contract substitution, talamak hindi lang dito sa KSA kundi sa ibang Middle East countries. Our government should act on this matter and craft up concrete solution in this problem or else katulad pa rin ng dati ang sino mang umupo sa gobyerno, wala pa ring silbi ang ating DOLE/POEA/DFA. Hanggang kailan tayo magtitiis.
Ang pagbawas sa iyo sa iyong sahod without your consent and justification is a violation of SLL Art. 92 and 94.
You can also leave your job if you will decide to take the risk, see Article 81 of SLL. But that is not my advice at this moment and do not resign.
You can visit to our POLO/OWWA at diplomatic quarter and ask for advice or you can write directly to Expatriate Grievance Dept. of the Ministry of Labor at fax No. 01 2104565. But do it in arabic, ask someone that could translate your complain, someone who is not inside your company, taga labas na marunong mag arabic at may simpatiya sa inyong complain. Include in your complain all the necessary contact numbers, fax, trunk line, name of the contact person/manager.
Please update me of the developments.
Regards.
Bong
Dear Sir,
Magandang araw po sa inyo. Ask ko lang po kung pano masulosyunan yun problema @ sitwasyon ko dito sa employer ko sa Saudi. First timer po ako dito as Safety Officer, 3 months na po ako nagwowork dito mula nun April pero nun June 27 lang po ako pinasahod. Ang pinirmahan ko po sa kontrata ay1800 + food + accomodation at transpo. Pero lahat po yun di natupad at nun matanggap ko po ang sahod ko naging 1400 nalang po ang per month ko.
Nun nasa Pinas pa po ako inenterview ako ng employer na malaking kompanya daw ang papasukan ko, pero pagdating ko po dito isang stablishment lang at supply or rental stablishment lang ang napuntahan ko. Ang nature ng business nila ay pinaparenta kami sa ibat ibang kompanya.
Dinadala kami sa kung saan my open at sinasalang sa panibagong interview. Kapag bagsak ka balik ka ulit sa accomodation at stambay ka lang dun, at yun iba di nakakasahod kung mahaba ang tambay.
Sir kawawa po ang sitwasyon namin dun sa accomodation kapag di ka naisusuply.
Mahigit 20 katao kami na pinagkakasya sa isang kwarto na luma ang aircon, minsan halos 50 kaming Pinoy na pinagkakasya sa 2 kwarto.
Nung unang dating ko po dito, pinilit akong papirmahin ng panibagong kontrata, pero binasa ko po muna ng maige bago ko pirmahan at pareho naman dun sa kontrata na pinag usapan namin. Pero nun hinihinge ko na po ang kopya ng kontrata di po nila ibinigay saken.
Sir, ano po kaya ang magandang payo na maibibigay nyo saken.
Thanks very much po
Mark Apple Davis
Ma
Magandang araw po sa inyong muli Sir. Kaugnay po sa tinanong ko po sa inyo noon tungkol sa ESB gusto ko lang pong makahingi muli ng inyong tulong hinggil dito dahil sinasabi po ng aming accountant na hindi po kasama sa pag compute ang allowance, halimbawa po ang basic ko ay 2,500.00+500=3,000.00 diba po yan ang dapat kung makukuha sa loob ng 2 taon na aking tuloy tuloy na serbisyo. Ang tanong ko po, tama po bang na amend na po itong batas na hindi kasama ang allowance sa computation ng ESB at ano pong taon ang latest na SAUDI LABOR LAW for OFW para narin macompare namin sa sinasabi nilang bagong batas. Muli kung maari po sana ay mahingi namin ang inyong tugon sa wikang English para maipakita po namin sa accountant naming INDIA. Marami pong salamat at Mabuhay po kayo. GOD BLESS.
Dear Mr. Alejandro,
What I can advice you is to print the New Saudi Labor Law known as Royal Decree No. M/51 23 Sha’ban 1426 / 27 September 2005.
Highlight the pertinent provisions about ESB and hand it to your accountant without giving him copy of my reply. As what I have emphasized here in our blog, I don’t have the authority to do so. My opinions are based only on my experiences as an OFW for 16 years nor I have legal authority to do so.
I will send to you the copy of the SLL in my separate email.
Here are important points about ESB or End of Service Benefits also known as ESA, End of Service Award.
End-of-Service Award
Article (84): Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half-month wage for each of the first five years and a one-month wage for each of the following years. The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.
What is the meaning of WAGE. As per provisions written Article 2 it says in Article 2: Definitions;
Basic Wage: All that is given to the worker for his work by virtue of a written or unwritten work contract regardless of the kind of wage or its method of payment, in addition to periodic increments.
What is Actual Wage? Actual wage is composed of the Basic Wage plus all others. It is clear that all others means “those decided for the worker for the work under the work contract or work organization regulation.”
Actual Wage: The basic wage plus all other due increments decided for the worker for the effort he exerts at work or for risks he encounters in performing his work, or those decided for the worker for the work under the work contract or work organization regulation. This includes:
(1) The commission or percentage from sales or profits paid against what the worker markets, produces, collects or realizes from increased or enhanced production.
(2) Allowances the worker is entitled to for exerted effort, or risks he encounters while performing his job.
(3) Increments that may be granted in accordance with the standard of living or to meet family expenses.
It is very clear in the above provisions that AW (Actual Wage) or LMW (Last Monthly Wage) are BASIC plus ALLOWANCES.
Note: ALLOWANCES are Housing and Transportation.
Article (8):
Any condition that contradicts the provisions of this Law shall be deemed null and void. The same applies to any release or settlement of the worker’s rights arising from this Law during the validity of the work contract, unless the same is more beneficial to the worker.
However, as an exception to the rule those ALLOWANCES derived from SALES are not included as per provision stated in Art. 86 of SLL.
Article (86):
As an exception to the provision of Article (8) of this Law, it may be agreed that the wage used as a basis for calculating the end-of-service award does not include all or some of the commissions, sales percentages, and similar wage components paid to the worker which are by their nature subject to increase or decrease.
Regards and Good luck!
Bong
Dear Sir,
1. Ano po ba ang mga legal na babayaran ng employer sa empleyadong nag resign na “hindi tinapos ang kontrata” at “tinapos ang kontrata”? (unspecified contract) approximate magkano po ito? gusto ko po kasing mairelease at makapagtrabaho sa ibang kumpanya.
2. Ano ano po legally ang ibabawas o babayaran ng empleyado sa kanyang employer kung ang empleyado ay magreresign na “hindi tinapos ang kontrata” at “tinapos ang kontrata” at hihingi ng release?
Marami pong salamat.
Mon,
Hindi ako puwedeng magbigay ng calculation kung magkano ang iyong matatanggap dahil I am not authorize to do it, especially if you will use my computation which might contradict to your company’s calculation. However, you can use the provisions written in the SLL as basis in your complain if you think their calculation does not comply with the SLL.
With your questions, i can only provide you the provisions of SLL which is very ELEMENTARY to compute.
For Specified contract or Definite Contract:
Article (84):
Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half-month wage for each of the first five years and a one-month wage for each of the following years. The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.
For Indefinite/unspecified contract:
Article (85):
If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years.
May babayaran lamang ang worker sa Employer kung hindi niya natapos ang kontrata in an SPECIFIED CONTRACT.
Article (74):
A work contract shall terminate in the following cases:
(2) If the term specified in the contract expires, unless the contract has been explicitly renewed in accordance with the provisions of this Law in which case it shall remain in force until the expiry of its term.
If a worker has an SPECIFIED CONTRACT but he resigns before the contract ends, above provision (Art. 84 & 85) contradicts Article 40 which says: Article 40 (2) A worker shall incur the costs of returning to his home country if he is unfit for work or if he wishes to return to his home country without a legitimate reason.
Kasama sa kalkulasyon dito (Art. 40) ang cost ng ticket na ginamit or nagamit ng worker pagpunta rito, cost of visa, at ang worker ang magshoulder ng tiket pabalik sa country of destination.
Bong
Hi Sir,
Good Day!
Gusto ko po sana humihingi ng payong legal.
1.)Kung magreresign po ako sa aking work sino po ang magshoshoulder ng ticket ko?
2.)Totoo po ba na kapag nagresign po sa company ako ang magshoshoulder ng ticket at babayaran ko sila sa visa expenses nila?(Almost 1 year and 6 months na po ako dito 2 year contract po ang pinirmahan ko po)
3.)May karapatan po ba ang employee na di kunin ang sales quota na hinihingi ng company sa kadahilanan na tinanggal ng management ang incentives? dahil daw hindi napapaloob sa contract ang incentives.
(sabi kasi nila wala na ang monthly incentives dahil wala ito sa contract, the contract stated only my job description and salary which is that’s true.but in our contract can’t stated also the monthly quota so therefore I do my job based on the contract so pede ko rin pong di kunin ang quota na hinihingi nila?correct me if i wrong po sir..
Maraming salamat po sir
MOre Power and God Bless
Jay,
Sa iyong liham, 1 year and 6 months ka na. MAtanong nga kita, Hindi mo na ba kayang tiisin ang 6 months?
Kung mag resign ka at kailangan ka nila ngunit pumayag sila, natural lang na pagbabayarin mo ang ginastos nila (visa, etc) sa pagkuha sa iyo sa Pilipinas dahil sa hindi mo pagtapos ng iyong kontrata.
Ang tiket ay libre lamang doon sa mga nakapagtapos ng kontrata or nag bakasyon ka, malinaw na nakasaad yan sa inyong kontrata) Ngayon kung mag re-sign ka, natural, ikaw ang mag shoulder ng iyong tiket.
Malinaw sa akin na ang iyong employer ay Selling ang business. Sa sales mayroong tinatawag na quota at ito ay dapat masunod kahit wala sa kontrata dahil ito ay nakapaloob sa company rules ang regulations or internal company policy, kasama na dito ang incentives.
Regards.
Bong
sir,
gud day po sa inyo,tanong ko lng po kung paano ang tamang proseso kung mag exit ka sa kumpanya yung legal prosses po sir, thank you po sir at naway masagot nyo ang katanungan ko god bless you….
Mhike,
Give at least 2 months notice in writing that you don’t want to renew your contract at least enumerate a valid reason why you decide not to renew. If your contract is in specified period, then the end of your contract will be based on the date the contract was signed (depends if it is yearly or two years contract). If your contract is in unspecified period, meaning you don’t sign any contract after you finish your first contract, then the end of your contract will end on the date your iqama will expire. It means you should not renew your iqama.
Good luck!
Bong
Good Afternoon Sir,
I am working for a contractor company here in Riyadh, nawala na po yung project namin sa STC. and wala po kaming work for almost 1 week now. Delayed na din po yung salary namin for 2 months. And based dito sa saudi labor law under article 61 (1) Refrain from using the worker without pay and shall not, without a judicial instrument, withhold the worker’s wages or any part thereof. We have been totally violated some of us wala na pong makain cause our job requires us money, field work po kasi. Hindi pa po kami binibigyan ng payslip simula ng nagtrabaho kami d2. Yung contract po na pinirmahan naman clearly stated that we should be paid monthly. Also nabalitaan po namin na talagang wala na kaming project. Ano po ba the best solution? If we are going to ask for exit or release, papaano po gagawin in a legal way. Kami po ba mag sho-shoulder ng expenses? Hoping to hear from you soon.
Hi Ron,
Yes Ron, you are right, 2 months lang ang puwedeng mabinbin sa sahod kasunod noon ay labag na sa batas at kung mapatunayan na sila ay may nilabag sa Batas Paggawa ng kaharian may kaukulang multa mula SR 500 – SR3000 per worker. The law says in Art. 235: An employer who violates the provision of Article (90) of this Law shall be subject to a fine of not less than five hundred riyals and not more than three thousand riyals. The fine shall be multiplied by the number of the workers subject of the violation.
Pero sa sinabi mo na magbigay lang sila ng 1 month lamang, maging 1 month delayed na lang ang kanilang utang sa manggawa. Kung sakaling in good faith sila dahil sa wala ngang proyekto dapat pa rin na ibigay ang dapat para sa atin. At higit sa lahat dahil field work kayo, dapat lamang na ibigay ito pati ang mga allowances upang may makain ang mangagawa.
For now, do not resign, be patient and dont do any drastic moves that can make worse of the situation. First, write a letter asking for release ( malapit na bang matapos ang inyong kontrata?).
Tungkol sa gastosin ng pag lipat, in SLL Art. 40 (3) the employer shall bear the fees in case of transfer of sponsorhip. Ngunit, kung may gastosin man na hingin sa inyo ang dating employer, iyan ay ang nagastos niya sa pagkuha sa inyo galing sa ating bansa. You are oblige to pay for not completing the contract term stipulated in the contract. Maari rin na if you are asking for exit, hihingi ng kabayaran ang inyong employer sa kadahilanang hindi ninyo pagtapos ng kontrata at sa mga nagastos nila gaya ng visa at sa pag shoulder ng inyong pamasahe.
Another option is to go to POLO or to Saudi Labor and submit a complain.
In the meantime, we should stick first in the first option.
Good luck!
Bong
sir, good day po and thank you so much for your courageous initiative to be of help to your kababayans. sir, I just like to know if this hearsay circulating in our workplace is true. the hearsay is this “if you finish your contract and go exit from your employer, you have to wait for 1 year to lapse before you enter saudi arabia again to work for another employer.” were going home next month after finishing our contract and we do not like to recontract anymore. our plan is to go home and apply to other companies. this info bothers us so much because we have to wait for so long. please confirm as soon as possible. thank you very much
sir, maraming salamat po for your reply which i read on the other side. i will pass this site to the others for them to click, read and understand for proper guidance. your site is very important to new comers who are prone to seek advices from old timers in saudi and sometimes obtain misleading advices. congratulations again for your initiative, more power and God bless you.
Dian,
I am also an OFW like you and I’m not telling to all my readers that I am 100% right in all my opinions in here. You ask my opinion and my reply are expressed in good faith to the best of my knowledge. Whenever i have doubts I also ask advices or opinions from fellow OFWs at work and friends. That is why I always remind everyone that I take absolutely no responsibility for the consequences arising out of such opinion or views.
With regards to your inquiry, you can ask for a second opinion from your recruitment agency or to Government agencies that oversees the plight of our OFWs. You can also ask directly to the Royal Embassy of Saudi Arabia regarding this issue.
However, I want to take this opportunity to say to our fellow OFWs/readers, that there is no harm in asking for an NOC with your employer. If ever they will give NOC or not, “there’s no harm in trying”, afterall an NOC is an important document that can be used if you have plan to come back in KSA or other ME countries without any hassles.
BUT remember – the most important person that can help YOU is – YOU, Yourself, because YOU know exactly WHO YOU ARE!
Good luck everyone.
Bong
sir, if ever n hndi na nila ako magawan ng aksyon may habol ba ako or may pwede ba akong puntahan na pwede ako matulungan kasi hhindi ko nman kasalanan ang pagkaexpire ng visa ko at may pwede bng tumulong sa katulad kong ofw na mgkapagsimula ng hanap buhay d2 sa pinas kasi 39 na ako ala na akong mkita na work d2 sa pinas kc nga over age na ako …. salamat po!!!
Efren,
Nasa kamay ng iyong employer ang kasagotan ng problema mo at wala kang habol, sole discretion ng iyong employer ang pag extend o hindi sa napaso mong visa.
Pumasyal sa OWWA regional office kung saan kang probinsya, mayroong livelihood program ang ating gobyerno sa mga OFW returnees na hindi na gustong mangibang bayan.
Again, good luck!
sir,
Gud am sir..wla nmn po ako pending case actually ngkroon nga po ako traffic violation khit hnde ako mrunong mgdrive at wla po ako license pro bnyaran ko n din.khpon po nkuha ko n ung passport ko at iqama kya m22loy n ako mkauwi s 26..
Khit po fingerprint ako bsta wla lang ako case mkkblik po b ako or hnde po b ako mdedeport kung sakali..need ko po b mg plit ng passport? Thx sir
Denise,
Ang iqama ay dapat i-surrender sa employer pag exit ka na. Humingi ka ng NOC at kung hindi ka bibigyan, pag andoon ka na sa sa atin humingi ng payo sa agency na mag papaalis sa iyo tungkol dito.
Good luck!
Bong
sir, follow ko lng po dun sa re entry visa ksi cla ang nagprocess nun dpat po alam nila na aabutan ako expiration period ksi po umalis ako ng saudi may 19 tpos po ang nakalagay po sa re entry visa ko ay 60days from departure ang balik ko po ayun sa plane tiket ko ay july 18 tpos ng nandun na ako sa airport pra bumalik sabi ng visa reader expire na po ang visa ko nong july 16 pa kya 2mawag na po ako sa supervisor ko na pinoy ngrply cla kina bukasan na hndi n nga mgbibigay ng bgong visa ang employer ko hndi ako may kasalanan kasi sila ang ngprocess nito gumastos na ako ngrenew na ako ng membership sa owwa kumuha nrin ako ng oec kya hndi ko alam gagawin ko ngaun kung papano ako matulungan sa problema ko til now nand2 pa ako manila w8 ko po ang rply nyo sana mabigyan nyo ako ng payo kc 2mtawag ako sa supervisor ko hndi n sumasagot maraming salamat po..
Efren,
Kung bibilangin natin sa araw mismo ng pag-alis mo rito, ang 60 days falls on the 17th of July corresponding 5 in Arabic calendar. Tama rin ang reader kung base sa knayang bilang 16 July pa napaso ang iyong visa.
Kung hindi ikaw ang nag book sa iyong ticket, tama ka, ang inyong opisina ang may kasalanan at hindi ikaw.
Nong ako pa ang may hawak sa pag book ng mga tickets sa lahat ng mga empleyado ng dati kong employer, sinisigurado ko na may bawas ng 2 – 3 days ang booking sa pagbalik ng pasahero before the expiration of the workers visa. Ito ay sa kadahilanang emergency na maaaring mangyayari sa worker during their vacation, that includes delay of the airline due to technical problem or nature like bagyo at ano mang pangyayari na hindi natin inaasahan habang ang isang worker ay nasa bakasyon. Minsan galit pa sa akin ang mga kapwa natin pinoy dahil bakit hindi ko raw sinasagad sa ang 30 days, 45 days and 60 days na bakasyon nila. Pero hindi ko ito pinapansin kaysa naman sa akin ang bagsak ng sisi pag sila ay hindi makabalik dito.
Ang dapat mong gawin, kausapin ang inyong personnel dept or HR and expalin to them the exact situation or rason why the visa expires. Siguro kung kailangan ka nila or bigyang halaga ang iyong explanation or ang totoong nangyari, ang visa ay nagkakahalaga SR 200 lamang.
Ang airline naman, sa pagkakaalam ko ang 60days ay puwedeng gawing 100 days ang expiraion meaning puwede pang gamitin within 100 days period depende yan sa kompanya at airline agency agreement. alamin mo ito sa ariline ticketing office.
Ipanalangin mo lang na mahipo ang puso ng iyong employer or manager ng inyong HR, sa kadahilang hindi ikaw ang dahilan ng pagkapaso ng visa at ito’y kanilang ma extend.
Good luck!
Bong
sir, wala pong nakalagay sa kontrata namin na may target kami na dapat sundin, and ung sa over time po na 200% nde po binibigay un. ung iba pa po samin dapat salesman pero ginawa pong bus driver ung pinirmahan po nila ay parehas ng samin . ung target naman po 1 wik p lng po papalitan na nila kaya magulo po at masyado nilang tinaasan. d2 lng naman po nila binangit yung about sa target nung andito na kami.
Pyrone,
Gumawa ng sulat agad kahit sulat kamay, pirmado ninyo lahat na 17 ka OFWs. Ilagay sa sulat lahat ang inyong reklamo, let it numbered 1 up to 10 and so on with the photo copy of your contract (kung lahat pareho ang kopya ng kontrata, kahit isa lang ang naka attach). Address the letter to the Labor Attache Atty. Cesar Chavez, Jr., POLO-Riyadh.
(Saan nga pala kayo? Riyadh?).
Copy furnish ako at ang inyong agency. Email the scan copy and I will be the one to send a copy of the letter complaint to your agency in the Philippines. Do it ASAP. Dalhin ang sulat sa POLO/OWWA Diplomatic Quarter at hanapin mismo si Labor Attache Atty. Chavez, Jr. At paki banggit ang aking pangalan, na ako ang nagbigay sa inyo ng payo para humingi ng tulong sa POLO.
Pahabol: Huwag kayong mag-init ng ulo at gumawa (sa planta at maging sa inyong accomodation) ng mga hakbang na bawal sa Kaharian. Huwag padalos-dalos ng desisyon. Idaan sa tamang proseso.
Ingat kayo.
Bong
sir, kami po ung kasam ni mr. abell ung nag work sa ice cream company, ung about po sa iqama namin ang pinapirmahan po samin d2 laborer pero sa pinas po van salesman. at ung naka indicate sa iqama namin ice maker. ung work po namin ay nag bebenta ng ice cream gamit ang track, kami nag reresibo at tumatangap ng pera. anu po ba dapat naming gawin kasi po 17 person kami may problem d2. salamat po god bless.
Pyrone,
Nakasanayan na dito sa KSA ang ganyang paraan ng visa category. Kung nag browse ka lang sa blog natin makikita mo ang tungkol sa usaping ito. Ang tnaong ko, sa inyong kontrata ba, nakasaad ba doon na dapat may quota kayo sa benta? Hindi nyo pa sinasagot ang tanong.
Gaya ng sabi ko, idaan sa papel ang inyong reklamo, sumulat sa ating POLO pirmado ninyo lahat at iabot ng personal.
Bong
sir, ask o lng nagkaproblema po ang reentry visa ko kya hndi po ako nakaalis pblik ng saudi ng 2mawag ako sa employer ko sa saudi sabi sa akin hndi na raw ako ppdalhan visa tanog ko pwede ba akong mgpatolong sa poea? galing pa ako ng probinsiya ano po ang maganda kong gawin? sila nman po ang ng proccess ng exit at re entry pati ang 2way tiket ko.
Dear Efren,
Only your employer can help you in this regards. POEA has nothing to do when it comes to Visa expiration. However, if you can convince the Saudi Embassy to extend your visa such as medical report that you are sick during those period or other convincing reason, maybe they can grant you, yet you have very little chance.
Im sorry, try to contact your employer again.
Bong
hi sir!
i need help regarding my current situation. I have been terminated from work and currently, I have stopped working since the last 3 months. Hopefully, this 26th, I will be flying home to the Philippines. My main concern is, will I be able to work back in Riyadh even if I was terminated from work? Will there be any problems with regards to fingerprints and all that (I don’t have any pending case whatsoever).
If in case i will buy my own visa, would there be a chance for me to come back here in Riyadh? Can you please give me the chances as to my coming back?
Please enlighten me. Thank you.
Denise,
No need to worry since you don’t have pending case and I hope you don’t sign any documents such as promissory notes or undertaking.
In Article 83 of SLL it states: If the work assigned to the worker allows him to get acquainted with the employer’s customers, or to have access to his business secrets, the employer may require the worker in the contract not to compete with him or reveal his secrets upon expiration of the contract. For this condition to be valid, it shall be in writing and specific in terms of time, place and type of work and to the extent required to protect the legitimate interests of the employer. In all cases, the duration of such agreement shall not exceed two years from the date of termination of the relationship between the two parties.
Malinaw na ang ibig sabihin nito ay ang NOC (Non-Objection Certificate), which emphasize that an expatriate should not be employed to another or new employer with the same line of business of his former employeer. Otherwise, an expat can’t come back to Saudi Arabia for a period of 2 years.
However, the Saudi Royal Embassy in Philippines issued a Memorandum dated 03 April 2007 that “effective Monday, 16 April 2007 all visa applicants except household workers (domestic helper, family driver, houseboy, babysitter, family dressmaker, family cook, private nurse) are required to submit their old passports, if any. Visa applicants without old passports are required to submit from Department of Foreign Affairs (DFA) certificates that the passports issued to them are their first.”
The issue of NOC was not mentioned in the said memorandum. Yet, there are so many humors circulating around the expatriate community that without an NOC, a worker can not come back to Saudi Arabia for a period of 1 year. This rumors in fact coincides of what Muhammad Jaber Nader of Arab News under column “LAW and YOU” that “If a worker does not obtain an NOC, the worker must stay out of the Kingdom for one year, if he is an ordinary employee. If the nature of his work gave the worker access to information that is considered confirdential to the company then he must stay away for 2 years.”
As of this writing, I am still looking for the black and white declaration of this Implementing Rules. As of now I can’t give you precise/exact reply regarding this matter. So, I am asking my readers, if you have copy of the said memorandum, please furnish me a copy.
Thanks.
BOng
Maraming Salamat po sa inyong reply.
Isa pa pong katanungan,Since na pinatigil na kami ng aming employer sa work sino po ang magshoshoulder ng expenses namin pauwi ng pinas?
At ang nakasaad po sa iqama namin ay “laborer”but ang work po namin dito ay van salesman.?
Ano po ang maipapayo ninyo sa aming since we not work today because of that incident.We All plan we go home na lang.
Maraming Salamat po ulit Mr.Bong
Abell,
Article (78):
A worker who has been dismissed from work without valid reason may demand reinstatement. Such claims shall be considered in accordance with the provisions of this Law and the Litigation Regulations before the Commissions for the Settlement of Labor Disputes.
Article (80):
An employer may not terminate the contract without an award, advance notice or indemnity except in the following cases, and provided that he gives the worker a chance to state his reasons for objecting to the termination…..
Kung pinatigil kayo ng inyong employer sa pag trabaho, it means they are the one terminating your work without valid reasons which is illegal; therefore you are still entitled to have your salary. Yes, since they terminate you, it means they should shoulder your repatriation ticket back to our country.
By the way, matanong nga kita. Ang kontrata nyo bang hawak ngayon ay may nakasaad tungkol sa sales quota na dapat gampanan ninyo? What do you mean “van salesman”? Nagbebenta ng ice cream gamit ang van or nagbebenta kayo ng Van? Pakilinaw lang.
Bong
Hi Sir,
Good Day!
Currently working po kami ngaun dito sa riyadh sa isang ice cream company.
Nagkaroon kasi ng changes ng manager(from saudi to palestinian) noon nagpatawag po ng meeting.Itong bagong Palestinian na manager ay “Bastos”.He Insult all the Pilipino,He say “No One Can Talk to Filipino Languages or else you Eat the Dust of my SHoe.”And He said that “If you don’t Hit the 80% of the Target you will be NO Salary for 3 MOnths and Go to your Home with your own expenses.”When we clarify about he said,He say give your iqama and go home,so that all of the Filipino give their iqama.He don’t give us a chance to explain How we sent money to the philippines if we don’t have salary for 3 months?Because we don’t have iqama we don’t go to work.
The Question is…
1.Makakatanggap pa po ba kami huling sahod?
2.Makaka-uwi po ba kami ng pilipinas na sagot nila ang pamasahe?
3.Ano-ano po ba ang mga benefits namin makukuha sa aming employer kung sakali po kaming pauwiin?
4.Pwede po ba kami humingi ng tulong sa embassy natin dito sa riyadh?
Note:Lahat po pala kami ay 2 years contract.ang manager in charge po ang nagterminate samin.
Nabasa ko rin po yun Saudi Labour Law Article 81 Sec.5 ano po ang ibig sabihin nito?
Maraming Salamat po
Abell,
Ang inyong kompanya ay lumabag sa inyong kontrata at ang rason ng terminasyon ay hindi tama ayon sa nakasaad ng Batas Paggawa ng Kaharian. Ma cancell lamang ang inyong kontrata kung kayo ay may malaking paglabag ayon sa patakaraan o polisiya ng inyong kompanya, as prescribed in Article 80 of SLL.
Article 81.5 and Article 61.1 (Dapat tratohin ang manggagawa ng may paggalang at iwasan ang salita at kilos na nakakasakit sa damdamin ng isang tao at amging sa kanilang relihiyon.)
All of you are entitled of the ff:
- all rights written under the provision of your contract
- the company will pay your wages till the end of your contract
- you are entitled of your end of service benifits
Report your problem to POLO/OWWA or to the Labor Ministry. The Labor will call your manager to give him enlightenment about the SLL.
In the meanwhile, DO NOT sign any documents, do not stop to work, do not RESIGN. if ever their is case already filed, still
DO NOT RESIGN. In case nag stop work kayo dahil hindi kayo pina trabaho, the employer will pay you the loss days due to the pending case.
Prepare a letter stipulating all the details as per your complain letter above. Know the address details, contact information, name of your employer or manager, cell phone numbers, every little details of your company. Address the letter to POLO addressed to Labor Attache.
Have the letter signed by all concern OFWs with corresponding copies of Passport or Iqamas. If you have an existing contract, have it photo copied and attach it in the letter complaint.
Ipaglaban ang inyong karapatan.
Dont forget to ask the Lord’s guidance.
Bong
Ako ay nag-plano mag file ng isang reklamo sa labor laban sa aking kumpanya. Puwede ba ninyong ma-ipaliwanag ang mga alituntunin tungkol sa overtime, tulad ng mga nagtatrabaho sa Biyernes (day-off), sa Saudi National Day at sa panahon ng Eid holidays. At kung ano ay ang rate ng overtime pay alinsunod sa batas ng Saudi?
Vier,
SLL provisions pertains to Overtime are the following; 98,99,102,104,107. (Please read it above)
I will give you a basic sample of the calculation but do not base my calculation with the exact days and rate of the calculation provided below, because maybe it differs with your current employment situation but more or less the calculation herein given is the computation for those company who respect the provision of their own law.
Art. 107 Overtime is 1 and ½ times of your hourly rate = 1.5
No. of Days = 30 or more/less
No. of hours in daily work shift = 8 hours
Ex: Basic Salary = 1,500 / 30 (days??) = SR 50 (daily rate) / 8 (hours per day) = 6.25 (the number of hours in daily work shift) * 1.5 (Overtime as per SLL 1.5) = SR 9.375 (hourly overtime rate)
Remember that the weekly rest day shall be at full pay (included in your basic salary). Some companies in favor for their employees, if they are ask to work on holidays like Friday which is the rest day, they will give a bonus of double pay (1 day rate SR 50). But it is seldom practice in KSA.
Based on my experience, an overtime must have specific written instruction or memorandum from your employer that you should work overtime. It will be posted at the company bulletin board in case of Factory employees. If not then an individual written instruction will be given to the worker asking for him/her to work overtime. This is to prove that you really work overtime, without it, don’t waste your time to file a case against your employer for not paying overtime.
Regards and good luck!
Bong
Sir,
Greetings!!!
I do work here in K.S.A. for a Private Establishment though it is already a Company status. I’ve been working here for almost 11 years now and i only took my vacation once. I work as an Office Secretary and i found out that every OFW who took their vacation was obliged to sign a piece of paper which is written in Arabic Language and has a translation in English which said ” Clearance”. But i found out that the translation in English is not the same as it was written in Arabic. This piece of paper i also signed when i took my vacation last 4 years ago. As i gathered some info on that Arabic Language i found out that it says that we all took all our salary and benifits and we do not have any balance fron the said company. Although i only took my balance salary.
My main question is that, those 4 1/2 years i’ve worked will not be calculated when i resign and will be forfieted? Should i sue my employer with regards to that matter?
We do have one co-worker who resigned and he work on this company for almost 20 years now and he didnot recieved any compensation. He went to Saudi labor office to appeal his case but until now the his case is not yet been resolve for 4 years now. And that co-worker died here in KSA last May until now his remains is not yet been repatriated.
So, i do have second thoughts of pursuing my legal rights as an OFW, for this is not my Territory and maybe i will have the same fate with the one of my co-worker. I need your good advice of what process or procedure should i follow?
Thank you very and more power…
Sincerely yours,
Ron KSA
Dear Ron,
I am sorry to tell you that once you sign a waiver and quitclaim stating that you already received all the monetary obligation from your company, that piece of paper with your signature counts most, especially written in Arabic. You can go to court, why not? It is your right but remember in KSA, arabic document is the only document admissible in court. Yes, the years covered on the said quitclaim ay hindi na maisama sa calculation ng iyong ESB.
Im sorry to hear about your co-worker. It seems that your employer is not cooperating well with saudi authorities, that is the reason why until now his remains not yet repatriated. The number 1 reason is that the police will see to it that the deceased receive all the monetary claims from the company. Since the deceased worker has pending case with your employer, then your employer should ask the court to render the decision and submit it to the police for clearance purposes. Please report this case to the Assistance to National Section (ANS), Repatriation Section/Department of our Philippine Embassy so that they can facilitate the necessary for the immediate release of the court decision and the calculation of the deceased monetary claims.
Regards.
Bong
kabayan im 3 yrs and 3 months now here in QATAR is it possible that i can get a release for the company for free?
and also i signed contract from the philippines that my salary is 1400 qatar riyals then when i arrived here they ask me to sign again another contract that written that my salary is basic 800 riyals pwede ko ba ireklamo ung company ko dito at sa pinas ?
sagot ba nila plane ticket ko pag nag resign ako ngayon?
Hi Jon,
I am sure, KSA and Qatar ay hindi maaring magkapareho ang batas paggawa or mga policy when comes to foreign workers.
Here in KSA, walang bayaran ang worker pag may release. In fact, ang kompanya pa nga ang gagastos sa transfer fees or whatever expenses that may occur in the transfer of sponsorhip.
Malala na talaga ang Middle East countries sa contract substitution, (Kuwait, KSA, Dubai, Qatar) at marami pang ibang bansa na gumagawa nito at magpahanggang ngayon walang nagagawa ang ating pamahalaan tungkol dito. If ever, you sign a contract in arabic text stating your salary is 800 then wala kang magagawa dito dahil sa bansang Middle East ang Arabic version ng contract ang mahalaga or bina basehan or tinatanggap ng korte. The best thing you will do is to keep safe the english contract signed in the Philippines and file a case against your “CROCODILE RECRUITMENT AGENCY” in Philippines. Bring with you all the necessary documents in your possession.
When it comes to ticket, the employer must shoulder the cost of the ticket from the point of origin to site and site going back to his home country.
Regards.
Bong
bong bakit hind nyo i try na i sumite ung mga kaso natin your in the position right? 1 more thing what is the goverment doing? dapat tulungan ang mga nangangailangan hindi yung uupo nalang sila at mag papalaki ng tiyan samantalang tayo nandito patuloy na naloloko ng mga kabayan natin at nang ibang lahi bong im hoping that you will help us regarding to this complain and also i want to thanks the ofwempowerment kase may napagtatanungan kmi.
sir ang finish contract ko po ay june 3, 2011,yan ang finish contract ko po for 2yrs.me karapatan po ba ko ipaglaban at mag stop work ko ng june3?2months before june 3 magpapasa po ko ng notice na mag exit nako,,ang problema po baka idelay po nila ang pag uwi ko.me karapatan po ba ko na ipag laban to sa labor d2 sa saudi sir?tnx po..god bless.
sir, I was working in govt hospital here in saudi arabia, started june 2000 till at present . in year 2001 and 2002, hospital paid our half service award.(so 2year’s).
My question is what is the exact calculation of my service award in case im will have my final exit next year 2011.
Sir, just sent your comment to my email address… leecopper68@yahoo.com
Thank you very much and more power !!..
joe agustin 2010 July
Mr. Joe,
I dont exactly understand your inquiry. From 2000 to 2010 mag ten years kana. And you mention 2 yrs. binigay sa iyo ang half ng esb.
Joe, you have the right to inquire in your accounting department how much exactly esb you will be getting. Try to ask them in writing, it is your right. If they can’t give you, don’t sign any documents like “waiver” if you have doubt pag dating ng time na mag exit kana. If ever you can obtain a copy of the calculation, you can visit POLO/OWWA and ask them to verify kung ang calculation are based on the provision of SLL re: ESB.
Thanks.
Bong
Bong
good day po sir,
tanong ko lng po ksi po naka 2 balik na po ako sa company ko yung 1st na contract ko po ay natapos nung sept 26 .2009
tapos nag extend po ako at pina uwi ng amo nung dec.23.2009 tpos po bumalik ako ng feb.17 2010,diretso po yung contract ko pag balik ko wala naman ako pinirmahan new contract ang tanong ko po kung ang unang dating ko po ba sa saudi sept 26 ay yun padin po ba masususnod na contrata kasi po wala naman me pinirmahan
pls answer and help me salamat po…
Mhike,
Naging unspecified period na ang kontrata mo. Ibig sabihin sa date ng expiration ng iyong iqama ang maging basehan kung kailan magtatapos ang iyong kontrata.
Bong
Nais ko lang pong malinawan ang tungkol sa Service Award Benefit. Mayron po akong kontrata na 2 taon. Nagsimula po akong magtrabaho noong September 02, 2008 hanggang September 01, 2010. Ako ay mag eexit na sa aming kompanya. Nais ko pong malinawan kong ako po ay makakatanggap ng service award sa loob ng 2 taon na tuloy tuloy na paglilingkod sa kompanya sa aking huling serbisyo o araw sa kompanya. Kung maari po sana ay matulungan nyo ako na mabigyan ng malinaw na kasagutan hinggil dito dahil hindi po nagbibigay ang kompanya namin sa mga naunang mga umalis (exit) dahil katuwiran ng kompanya ay hindi pa daw umabot sa 3 taon ang kanilang serbisyo. Ito po ay tama o hindi. Kung maari po sana ay matanggap namin ang inyong kasagutan sa wikang English para maipresenta at mapabasa namin sa aming kompanya. Maraming salamat.
Vicente Alejandro, Jr.
Dear Mr. Vicente Alejandro, Jr.,
Article 84 of the Saudi Labor Law is very clear that the end of service benefits to be paid for expatriates is proportional to the number of years he serve or work with his employer. So, for the first five years of service, an expatriate is entitled to receive half a month’s pay for each year of service, and one month’s pay for each subsequent year of service.
Article 84 says: Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half-month wage for each of the first five years and a one-month wage for each of the following years. The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.
But please note that ESB is only applicable to those expats who completed a two years contract – it means not a resignation. However, if he has resigned between two to five years of continuous service, he is entitled to one third of the salary.
Also note that calculation of ESB is based on the last wage a person has received that includes allowances. However, commissions or sales percentage, etc., are not properly determined.
Bong
P.S. You ask my opinion and my reply are expressed in good faith to the best of my knowledge and based on my own experiences as an OFW in the Kingdom for almost 16 Years and as a Community Leader recognized by our Philippine Embassy and Philippine Overseas Labor Office (POLO) / Overseas Workers Welfare Administration (OWWA).
I take absolutely no responsibility for the consequences arising out of such opinion or views. That is why I am asking you to seek more exact and accurate advice from the Philippine Government offices in the Kingdom overseeing the plight of fellow OFWs.
Thank you.
Bong Amora
sir Bong,
daghang salamat…bisaya pd diay ka! tga Cebu mn pd ko!.. CIT ko graduate!
regards & God Bless,
Boyong
Mao ba. Cebu man sad ko ron puyo. Ako 2 ka brother product sa CIT, EE ug IME. Sa Manila ug Cebu nag work. Check this link if you have time: http://ofwempowerment.wordpress.com/motivation/
Thanks sa pagbisita bai!
Regards.
Bong
good day sir!
i am a working as an Engr. in a diaper factory here in riyadh, my contract is 2 yrs w/ annual vacation..this coming august mag babakasyon na ako for my annual vacation pro plano ko kasi hindi na babalik dito sa riyadh kasi pangit yung pamamalakad nang kompanya… Ang sabi nang manager namin na palestine pag di raw kami babalik maba.ban kami sa GCC countries (meaning countries in middle east like dubai, qatar, etc.) .. may posibilidad ba na pwede kami ma ban sa GCC countries? gusto ko kasing mag qatar in my next job…
salamat at mabuhay ka!
Boyong=)
Hi Engr. Boyong!
Please click link : http://ofwempowerment.wordpress.com/ofw-guide/
Scroll down and read comments and ofwempowerment blog reply.
Best regards.
Bong
magandang araw po. irereport ko lng po un delayed na sweldo ng father ko. simula ng magchange management sila nun may 2010 mahigit 1 buwan bago sila mapasweldo.dati naman po laging on time. un company po nila ay
Gulf Glass Fiber Technological Ind. Co. (FIBERTECH)
P. O. Box 11844, Jubail 31961, K. S. A.
nung nagtanong ung isa sa mga co- employee ng father ko ang sabi sa kanila ay umalis na lang kung hindi na makatiis at kung kaya pa ay magtiis.di ba po ayon sa law ng saudi sa baba.10 years na po ang father ko before na pangakuan sila n pag naka 10 years ay my makukuha sila pero wala pa din.sana po matulungan nyo po kami.
* If a worker resigns his job, he will be entitled to one third of the award after a service of not less than two consecutive years and not more than five years. It will be increased to two thirds if his service is in excess of five successive years but less than ten years, and to the full award if his service amounts to ten or more years.
*Article (90):
(1) The worker’s wages and all other entitlements shall be paid in the Country’s official currency. Wages shall be paid during working hours and at the workplace in accordance with the following provisions:
(1.1) Workers paid on a daily basis shall be paid at least once a week.
(1.2) Workers paid on a monthly basis shall be paid once a month.
(1.3) If the work is done by the piece and requires a period of more than two weeks, the worker shall receive a payment each week commensurate with the completed portion of the work. The balance of the wage shall be paid in full during the week following delivery of the work.
(1.4) In cases other than the above, the worker’s wages shall be paid at least once a week.
(2) Wages may be paid through accredited banks in the Kingdom, with the consent of the worker, provided that their due dates do not exceed the dates specified above.
*Article (92):
No amount shall be deducted from the worker’s wages against private rights without his written consent, except in the following cases:
(1) Repayment of loans extended by the employer, provided that such deductions do not exceed 10% of his wage.
(2) Social insurance or any other contributions due on the workers as provided for by law.
(3) Worker’s contributions to thrift funds or loans due to such funds.
(4) Installments of any scheme undertaken by the employer involving home ownership programs or any other privilege.
(5) Fines imposed on the worker on account of violations committed, as well as deductions made for damages caused.
(6) Any debt collected in implementation of a judicial judgment, provided that the monthly deduction shall not exceed one quarter of the worker‘s wage, unless the judgment provides otherwise.
First to be collected is alimony, followed by food, clothing and accommodation debts, before other debts.
Kristine,
Pasalamat tayo na 1 month lang ang delay ng father mo, samantalang ang iba nating kababayan dito sa KSA ay umaabot ng 5 to 6 months ang delay ng sahod. At kung walang BAKALA ( Sari sari Store ) na magpapautang, patay sa gutom ang aabotin ng OFW. Yan nga lang pag sweldo naman, napunta agad sa Bakala. Kaya wala ring mapadala sa pamilya.
Kung may pangako ang employer na ibigay ang kanilang ESB (end of service benefits) pag umabot na ng 10 years, malamang na meron. Ngunit kung Batas Paggawa ang masusunod, makukuha lamang ang ESB pag ang OFW ay mag exit na or mag for good na.
Regards.
Bong
gud day po…salamat po..ok p rn po pla un company ng father ko kesa dun s iba…kya lng hnd n po mgnda un management nila xe nbili n ng china un company nila eh d ba po pg china n un ngppalakad eh maliit n mgpasweldo?wla p nman po balak mgresign un father ko mali po pla un sabi ko dati,un pla po pg nka 10yrs eh my benefits clang mttangap and mgincrease un sweldo pero hndi po ngyari.hangganh ngyn po w8ng p un father ko s benefits n un..
Kristine,
Hindi ko alam ang pamamalakad ng Chinese sa isang business or sa mga taohan nila.
Tungkol sa end of service benefits, natural lang na meron dahil iyan ang nakasaad sa Batas Paggawa ng KSA.
When it comes to increase or salary increment, it is an internal company policy at walang nakasaad sa batas nila na there is a compulsory increase of salary in a certain period or time. It means, nag depende lang iyan sa kompanyang pinaglilingkuran namin dito sa KSA kung magbigay o hindi.
Bong
sir bong,
magtatanong lang po sana me kung pwede po bang pauwiin ang worker kung nagkasakit sya at kailangang operahan? 8 months p lng po ako dito sa dammam. nagkaroon po kasi ako ng inguinal hernia or luslos sa tagalog. May babayaran po ba ako tulad ng gastos ng kompanya sa pagpunta ko dito?
maraming salamat po at aasahan ko po ang inyong sagot. God bless po.
Reuel,
May mga kompanya dito sa KSA na pag may ganitong problema ang kanilang mga employees, sila pa mismo ang mag paospital nito. At deduction sa salary ng employee ang kabayaran nito. Ngunit sa inyong kalagayan na 8mos pa lang at gustong umuwi para mag opera, sigurado akong ikaw ang mag provide sa gastosin pauwi dahil hindi pa tapos ang iyong kontrata. Kung sakali man, kausapin ang employer tungkol dito.
Bong
meron naman po kaming medical insurance kaya lang po ang inaalala ko yung mag aasikaso sakin dito kasi medyo mahaba ang panahon ng recovery nun once na naoperahan ka. Medyo natatakot pa ako kasi wala man lang akong kamag anak dito na malapit. kusapin ko po ang employer nmin about dito. Maraming salamat po sa inyong advice at sana marami pa kayong matulungan. God bless po sa inyo…
Reuel,
Walang anoman.
Ang pangingibang bayan at magkaroon ng karamdaman na malayo sa mga mahal natin sa buhay ang pinakamasakit na bahagi sa ating hanay. May kasabihan nga “malalaman mo lang ang kahalagaan ng isang bagay kung ito ay wala na sa iyo”. Katulad nating mga OFW, nalalaman na lang natin ang kahalgaan ng isang pamilya/asawa/anak pag kailangan na natin sila. Sana naman maramdaman rin ito ng ating mga mahal sa buhay na ang pera nating pinadala ay ating pinaghirapan, dugo at pawis at sa kabila ng pangungulila na malayo sa kanila – dapat bigyan nila ng halaga ang ating paghihirap.
Hayaan mo Reuel, ipagdasal ka namin na siya nawa ay makaraos ka sa iyong kalagayan ngayon. Kausapin ang iyong employer para ikaw ay maoperahan kaagad.
Good luck and God Bless!
Bong
Good day sir. Isa lang po ang tanong ko: anong period po ba pwede ka na mag-resign na di na pabayaran sa iyo ang visa, iqama, etc. Two years po ang kontrata ko. Yun wala ka na back charge except ticket na normally sagot ng magre-resign..
Well,
Walang period na nakasaad sa batas (SLL) kung kailan ka puwedeng mag resign, not unless there is an internal company policy na pinairal ang kompanya tungkol dito.
Termination of contract by worker for any reasons or causes (personal and other reasons) is considered as resignation. Hence, payment of indemnity herein for failure to comply with the contract, may include actual expenses needed to get for his replacement, and such other fees as may reasonably be charged by the employer. The worker shall also bear the cost of his return ticket.
Thank you so much sir bong………more power at sana marami ka pang matulungan…God bless…
Wala pong anuman Jo.
Hanggang walang makitang trabaho ang ating mga kababayan sa ating bansa, madagdagan pa ang ating hanay, di lamang sa gitnang silangan kundi sa lahat ng sulok sa mundo. Maipapayo ko lang, sa mga bagong salta o may balak na mangibang bayan lalo na sa Middle East, tiyakin na ang kontratang nilagdaan o bago kayo pumirma, alamin kung ang kompanya na inyong pupuntahan ay maibigay sa tama ang nakasaad sa inyong employment terms and conditions. Kung mayron man kayong doubt o pangamba sa inyong pupuntahan huwag kaagad agad mag desisyon. Kung may mga promises ang nag interview sa inyo o ang recruitment agency na hindi nakasulat sa inyong kontrata huwag tanggapin ito. Huwag pumirma ng bagong kontrata kung hindi naisalin sa salitang english at karaatan mo ang humingi ng kopya nito. Huwag pumirma ng blankong papel pag kayo ay nandito na. Huwag rin kalimutan ang kasabihan na “ang pagsisisi ay laging nasa huli.”
Kung kayo ay nandito na, alamin ang inyong karapatan at obligasyon.
Lastly, dont forget that we are visitors in this country (saan man bansa ito), we are oblige to obey their laws, and respect their customs, religions and traditions.
Good luck!
kaya mahalaga ang papel ng inyong iqama dito sa ksa. at kung may plano kayong mag extend, dapat lamang na abisohan mo ang iyong employer tungkol dito. ibig sabihin, you must inform your employer the exact date or month sa iyong last day of work. make it in writing so that if they will extend your iqama for a year, may usapan kayo kung hanggang kailan ka lang mag trabaho kahit malayo pa mapaso ang iyong iqama.
in other way around, kung ang employer naman ang mag request sa iyo to extend your work contract to a certain period of time, they must do it in writing specifying the last date of performing your work based on their request. in this manner, kahit pa 2 years nila ni-renew ang iyong iqama, may pruweba ka na hanggang doon lamang ang iyong extension.
dito sa saudi kung smart sila, dapat lang na mas smart tayo ngunit idaan sa tamang lugar o proseso.
bong
Hi Sir,
Thank you for your prompt reply. Tama po kyo na ang binabangit ko po ay yung iqama or residence permit at yun ang hawak ko ngayon. Since natapos na po ang 2 years contract ko last June 10, 2010 at indi na uli ako ng sign ng new contract it will consider as indefinite or unspecified contract tama po b ako? at since wla po akong work permit ngayon since then wlang duration of contract ko after matapos ko ang 2 years contract ko as per article 37….tama po b ako…Ang tanong ko po ay makakaapekto po b ang pag exit ko even if my iqama is not yet expire during my exit? Indi po b ako makakaencounter ng problem sa immigration pag bumalik ako in a matter of month…for sure finger printing din ako pag bumalik ako at don malalaman kung ilan buwan lang ang tinagal ko sa pinas…..so wla pong basihan kung ilang buwan lang ang pag exit at entry mo sa kingdom?
Thank you
Jo,
Ang iqama ang ibig sabihin ng work permit na nakasaad sa baba. For my 16 yrs in Saudi, Iqama lang ang hawak ko wala ng iba. Yes, tama ka it is now consider as an unspecified contract kaya sa iqama mo na ang duration ng iyong work contract.
Once na nag exit ka, wala ng pakialam ang dati mong iqama o residence or work permit kasi naka record ka ng exit. Pag dating mo rito, panibago na namang iqama ang ma issue sa iyo. At wala ng pakialam ang immigration sa dati mong iqama. Tama ka, dahil bago na ang iyong employer, panibagong fingerprint na naman ang gawin mo pero walang problema ito dahil maganda ang pag exit mo sa dati mong employer.
Ang may problema lamang ay ang mga OFWs na may exit- re-entry visa ngunit bumalik sa kaharian with new employer.
Good luck!
Bong
Kaya, payo ko sa ating mga kapwa OFWs, pag yearly ang inyong kontrata, siguradohin na kung hindi kayo pumirma ng bagong kontrata pagkatapos ng 1 year, dapat lamang na yearly rin ang pag renew ng inyong iqama dahil sa iqama mo na babasihan ang iyong contract duration.
Kung dalawang taon naman ang inyong kontrata, sigurado ako na 2 years rin ang application for renewal ang gamitin ng inyong employer. So kung alanganin ka na mag renew ng contract, dapat lamang na abisohan mo ang iyong employer not renew your iqama or non-renewal of contract.
Kung sakali naman na gusto mong mag renew ng contract na may papel, you have the right to request a new contract in writing and the new contract should be based on a new datre correspond or the same to the first contract. Ibig sabihin, kung ano ang nakalgay na date sa dating kontrata i.e. june 10, 2010 mag end, dapat lamang na ang bagong kontrata mag start sa June 10, or June 11, 2010 mag start or mag commence. In this manner, maski anong nakalagay na date sa iyong iqama, wala itong pakialam dahil ang susundon ay ang iyong pinirmahan na bagong kontrata.
Dear Sir,
Please advise if my renewed 2 years residence permit has nothing to do kung ako po b ay mag fifinal exit sa current employer ko? Kailangan ko po b na hintayin na mag expire yung residence permit ko bago ako maka pag file ng exit sa current employer ko? ksi po indi ko pa inaasahan na may bagong employer na kukuha skin na mas maganda ang offer kaya indi ko na advisan na wag e renew yung residence permit ko for 2 years more & will expire on Sept. 2011 at wla rin po bang problema sa immigration kung makakabalik ako in a matter of month sa kingdom? Currently, wala po akong work permit im just holding a residence permit to work.
Jojo,
Ang residence permit ay ang iqama. ang hawak ko ngayon ay iqama (like an ID or plastic ID) na may nakalagay na residence permit sa bandang taas/harap nito. ano ba ang hawak mo?
Please read below SLL provision re: contract.
Article (55):
(1) The fixed-term contract shall terminate upon expiration of its term. If the two parties continue to implement it, it shall be deemed renewed for an indefinite period of time, subject to the provisions of Article (37) of this Law for non-Saudi workers.
Article (37):
The work contract for non-Saudis shall be written and of a specified period. If the contract does not specify the duration, the duration of the work permit shall be deemed as the duration of the contract.
Bong
Sir,
Finish contract na po ako, ang ibibigay dapat sa akin na visa ay EXIT VISA, kaso yung contractor ko po dito ang ini issue sa amin ay exit re entry visa.
exit re-entry visa ang ini issue sa lahat ng finish contract, para daw po hindi kami makabalik sa saudi at ma banned kami.
Tanong ko lang po? finish contract na po ako pero ang inissue sa akin ay exit re entry visa ng contractor ko dito, puede pa po ba akong maka balik sa kingdom pero ibang company na ang babalikan ko?
Maraming salamat po…
Ma hold ka sa immigration dahil kapangalan mo at identical ang fingerprint ninyong dalawa based sa kanilang record na may exit re-entry sa kanilang system.
Dear Sir,
Sir tapos na po yung contract ko nung last May 20, 2010, ngayun po yung company namin ang ibinibigay po ay exit re-entry visa po, nalaman ko po na pag exit re-entry visa pala po ang binigay sainyo at kung hindi po kaya nakabalik dito sa kingdom ay ma babaned po kayo.
Sabi daw po kailangan exit visa lang dapat ang iissue sayu, ehh pano po yan Sir ehh exit re-entry po pala ang binibigay sa amin para daw wag kaming umalis sa company nila.
Sir di po ako ngayun makapag exit kasi ini isip ko na ma babaned nga po ako dito.
Sir meron pa naman po akong na applyan dito sa Riyadh na maganda ang offer.
Ano po ang gagawin ko?
Sir puede po ba humingi ng copy regarding po jan sa exit re entry para ma ifax ko sa company namin.
Kailangan kailang ko po ang payu. maraming salamat po
Jay,
Una, hindi malinaw sa akin kung ikaw ba ay nag file ng exit. Kung nag file ka ng exit bakit exit/re-entry visa ang na issue sa iyo?
Kausapin mo ng masinsinan ang inyong kompanya, kung sakali man na hindi nila bagohin ito, mapilitan kang babalik sa kanila pagkatapos ng iyong bakasyon.
Please note below provision re: SLL
Article (55):
(1) The fixed-term contract shall terminate upon expiration of its term. If the two parties continue to implement it, it shall be deemed renewed for an indefinite period of time, subject to the provisions of Article (37) of this Law for non-Saudi workers
Article (37):
The work contract for non-Saudis shall be written and of a specified period. If the contract does not specify the duration, the duration of the work permit shall be deemed as the duration of the contract.
Regards,
Bong
Sir, nag file na po ako ng resignation pero hang gang ngayon wala pa ding reply sila sa resignation letter ko, matatapos po ang work ko sa resignation letter ko sa Aug. 10, 2010… ang contrata ko po sa kanila ay 2 years pero tina tapos kna po ang contrata ko sa Aug. 10, 2010,,, eksaktong isang taon pa lang po ako sa trabaho ko sa company na eto. makaka kuha po ba ako ng NOC or Release ayon din po sa contrata na pinirmahan ko sa kanila na mag bibigay sila ng release once na ayaw muna mag work sa kanila…
maraming salamat po
Buk,
Depende at karapatan ng kompanya mo kung tatanggapin ang iyong resignation at tiyak may dahilan sila kung bakit hindi nila ito tatanggapin at ipa tatapos sa iyo ang 2 taon ayon sa pinirmahan mong kontrata. Ngunit, puwede nila itong tanggapin in exchange for a payment incurred/expenses sa kanilang pag kuha sa iyo sa Pilipinas at ikaw ang mag-produce ng iyong tiket pabalik.
NOC, siguro malabo ka na makakuha nito.
Sa release, bakit hindi, kung iyan ang nakasaad sa iyong kontrata. Kausapin ng mahusay ang iyong employer.
Good luck!
Bong
Dear sir,
Good day! regarding po sa pag kuha ng exit visa sa employer ko, meron na akong letter sa company namin a month notice po yun to informed them na hindi na ako makaka pag renew ng contract at humihingi ako ng exit visa, verbal conversation nmin gusto nila sabihin ko kung magkanong salary ang minimum ang gusto ko dahil sa letter ko walang nakasaad dun na increment just plain exit visa lang po! ngayun sinabi ko sa kanila in writing kung ano ang minimum wages na pwede kong i accept n alam kung dapat para sa posisyon ko sa company! ngayun nag reply ang company sakin na willing silang renew ang contract ko at pag usapan nalang daw namin ang ibang detalye after na tawagan nila ako at makabalik sa job site dun lang mag kakaroon ng agreement at alam kung di tama yun, nag request ako ng NOC pero ayaw nilang mag bigay, hangad ko po na makakuha ng exit visa o NOC dahil sa magagandang opportundid na maaari kung makuha sa ibang company lalo nat madami gustong mag hire sa akin. gusto ko lang po malaman kung ano po ba ang pwede kong gamitin o maipakita na nag sasaad na karapatan ko ang makakuha ng exit! nabasa ko na po ang SLL meron mga nilalaman dun na pwede kong basehan kaya lang po dahil sa kalaliman ng english medyo nag aalangan po ako na magamit yun. meron akong copy ng letter ko na received ng admin nmin, at kahit yung reply nila meron din po akong copy. gusto ko lang po malaman na magagawa ko pa bang habulin ang exit visa ko kahit nasa pinas na ako, at ano ang pwede ko gawing basehan para masabi sa kanila na karapatan ko na makakuha ng exit visa.
Maraming salamat po!
Arnel
Dear Arnel,
Ang nakasaad sa SLL na nabasa mo ay ang tamang explanation na dapat lamang na bigyan ka ng exit dahil ayaw mo ng mag renew ng contract. Kung malalim ang pag unawa mo, maghanap ka ng translation office english to arabic para mas maintindihan ng iyong employer. or mag search ka ng SLL na arabic language hanapin mo ang artikulo nito at ito ang i-attach mo sa iyong letter.
Ang NOC ay dapat lamang na i-request ng employee, kung hindi ito ibigay ng employer ay wala tayong magagawa ngunit karapatan mo ang humingi ng employment certificate or certificate of employment ayon sa kanilang Batas Paggawa.
Depende ng iyong employer kung bigyan ka ng exit habang nasa Pilipinas ka hawak ang re-entry visa. Pero malabo ito.
Good luck!
Bong
Dear Sir,
good morning .
Na hired po ako sa kumpanya around December 2000 at ngayon po bago magtapos ang taon ay ika 10th year anniversary ko na sa kumpanya (indefinite contract) my first contract was 2 years at ang mga sumunod pong taon ay wala na pong pinirmahang kontrata, I have plan to resign this coming 2011 after kong makabalik from vacation…,
May epekto po ba sa end of service calculation kung mag reresign ako EFFECTIVITY DATE in the following cases…
1. before expiration of Iqama?
2. on the same day of Iqama expiration?
3. After Iqama expiration?
4. After anniversary/hiring date
I’m aware of the following
send notice of termination/resignation at least a few months or 1 month before effectivity date…
First 5 years = 1/2 salary
After 5 years = 1 month salary
Ano pong article no. sir na nagsasabing ang mga may indefinite contract ay ibabase ang katapusan ng kontrata sa expiration date ng Iqama?
Marami pong salamat…
Thanks
Rod,
The calculation will be based from hiring date to the date you stop working.
I advice you to read the full text of the SLL and try to understand the below provisions, if possible visit POLO and ask their exact opinion.
Chapter Four
End-of-Service Award
Article (84):
Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half-month wage for each of the first five years and a one-month wage for each of the following years. The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.
Article (85):
If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years.
Article (74):
A work contract shall terminate in the following cases:
(2) If the term specified in the contract expires, unless the contract has been explicitly renewed in accordance with the provisions of this Law in which case it shall remain in force until the expiry of its term
Thanks,
Bong
Sir, Good day sir .. nais ko lang pong itanong kung maka babalik ba ako agad if dko tapusin ang contrata ko sa employeer ko ngayon, i have a 2 years contract and i want to resign this coming aug. 2010 eksaktong isang taon, may nag offer po sa akin ng medyo mataas kaysa sahod o benefits ko ngayon kaya balak ko pong gawin ang pag re resign which is ma kaka ganda sana sa trabaho ko at sa pamilya ko.. Pls advice at kung ano ang mga dapat mangyari maraming salamat po..
Kung maganda naman ang pag alis or pag resign mo, i mean maganda ang relationship ninyo ng iyong employer at awala kang alinlangan sa iyong pagbalik, wala naman sigurong problema. Depende lang yan sa bago mong recuitment agency kung makabalik ka kaagad.
salamat.
Dear Sir,
Good morning…
My question is related to your answers to Joe question and with similar story, tungkol sa problema sa pagpasok muli sa kaharian…
Kung sakaling mangyari po ito, ang paghohold po ba sa babalik na manggagawa ay nagaganap sa immigration sa Pilipinas bago umalis ng ating bansa… o sa immigration sa lugar na kanyang patutunguhan o babalikan…?
Mas mahirap po kasi kung nakarating na ang manggagawa sa kanyang destinasyon…, at doon po sya ihohold….
Thanks and Regards,
Mon
Mon,
Gaya ng sagot ko kay Joe, wala pa akong nabalitaan na na hold sa immigration ang isang bumalik na worker dahil sa promissory note.
Kung mangyari man ito, tatawagan ng Immigration ang bagong employer upang kunin sa Immigration at ipaalam rin ng Immigration sa dating employer nito.
Bong
SALAMAT DIN PO SIR…YON LANG KASI ANG INI-ISIP KO GUSTO KO LANG MALIWANAGAN….THANK YOU PO…SA ULITIN..
Sir,
good day!!
Sir, Joe po to dito po ako sa jeddah, Tanong lang po me…” Kung halimbawang mag end of contract ako sa company ko, kasi this comming july 29,2010 I finnished already my 2 years contract in my present company. May nakapagsabi po kasi sa akin na kung may exit or end of service ako sa aking company di daw ako makakabalik dito sa Saudi with in 6 months to 1 year. Kasi daw ganun daw ang bagong policy ng Saudi..Totoo po ba to? kasi po mayroon akung other company na aaplyan dito din po sa saudi kaya nagdadalawang isip din po ako.. Thank you po…hintayin kopo ang reply nyo po…
joe.
Joe,
Salamat sa pagbisita sa ating blog.
Wala akong nababasa even a newspaper article tungkol sa tanong mo. Kung meron man behind ako sa mga balitang ito.
Ang alam ko may mga company policy na ang worker ay sapilitang pumirma ng isang “promissory note” na hindi muna babalik ang worker na nag exit in a certain period of time. Ang dahilan nito ay gusto ng employer na ma protektahan ang kanilang interest dahil may pangamba sila na babalik ka ulit sa ibang kompanya na pareho ang kanilang line of business. Pangalawa dahil na rin siguro hindi maganda ang relasyon ng employer at worker. Kadalasan ginagawa nila ito upang takotin ang worker na bumalik. Ngunit kung ang employer ng worker ay may tanim na galit sa worker dahil sa hindi magandang nilang relasyon, maaring isumite ng employer ang promissory note sa immigration office na maging dahilan ng problema pag pasok muli sa kaharian. Ngunit wala pa akong nabalitaan na na hold sa immigration ang isang bumalik na worker dahil sa promissory note. Kaya gaya ng mga payo ko sa iba, piliting maging maganda ang relasyon ninyo ng inyong employer.
Ang dapat gawin ng isang nag exit na worker ay ang maga ito:
- Una sa lahat magsumite ng notice of non-renewal of contract isa o dalawang buwan bago matapos ang iyong kontrata.
- Kapag may stamp na exit sa iyong passport o kalakip na papel nito na kung saan doon naka stamp o doon makikita ang makapag patunay na ikaw ay may exit visa, ang worker ay dapat kumuha ng isang kopya ng mga ito ay itago hangang pagdating sa pilipinas. Kakailanganin mo ito pag bumalik ang worker sa kaharian with new employer. Ito ay lubhang mahalaga. Ang lumabas sa papel ay maaaring o hindi maaaring magkaroon ng selyo, ito ay hindi mahalaga. Ang pagkakaroon ng papel na ito ay mahalaga.
- Kadalasan may kasama kang taga kompanya na maghatid sa iyo sa paliparan ng kaharian, dala dala niya ang waiver quitclaim na pinirmahan mo sa iyong employer, ito ang papel na kung nakasaad doon ang deklarasyon na wala ka ng sisingilin sa kompanya at naibaigay na lahat sa iyo ang dapat na ibigay ( ex: esb and etc). Hindi ka puwedeng lumabas papaunta sa paliparan kung wala ito.
- Gaya ng nabaggit ko sa itaas siguraduhin na mapapa sa iyo ang exit paper sa airport o sa immigration counter. Kakailanganin mo ito sa iyong pagbalik kung sakaling magkaroon ng problema sa iyong muling pagababalik.
Salamat muli Joe sa iyong pagbisita.
Bong
sir;
my husband is an OFW in saudi, he decided to resign for us to have a baby again because our first child was unborn due to cord accident. He decided to resign last june 3, he already gave his letter to his employer and agent. But his boss wants to have a replacement of him as good as him, or else he will not sign the release paper of my husband. Is there any other chance that he will be release even if his boss will not sign? The agency gave his boss already a manpower to replace my husband, but his boss doesn’t seem to take it or accept his replacement. What will my husband do? Please help us. Thank you – carissa
Carissa,
One valid reason when contract of employment deemed terminated is the resignation of worker. Just take note that in KSA there is what we called Specified contract and Unspecified contract where in an specified period a worker can terminate upon the expiry of its term while the unspecified contract ( both parties continue to enforce the contract after the end of its term without signing any other documents aside from the original contract) either party may cancel it for a valid reason, subject to giving the other party a thirty day prior notice.
Either party may cancel or terminate the contract for no valid reason but take note again, the SLL states that “the party who is prejudices by such cancellation shall be entitled to an indemnity to be assessed by competent Commission or Court provided that such assessment shall take into account actual and contingent material and moral prejudice suffered by such party.”
Termination of contract by worker for any reasons or causes (personal and other reasons) is considered as resignation. Hence, payment of indemnity herein for failure to comply with the contract, may include actual expenses needed to get for his replacement, and such other fees as may reasonably be charged by the employer. The worker shall also bear the cost of his return ticket.
The employer cannot force the worker to continue with his work or duties against his consent or will but the employer has the right to let him continue with his work within reasonable period to allow time to secure for a replacement. The employer may also request the worker, in order not to prejudice the service or disrupt the operations of his business
Regards,
Bong
Dear Sir,
Base po sa aking nabasa na ang katapusan ng kontrata ng unspecified ay based on Iqama expiration date. (New Saudi Labor Law?)
1. If the above statement is correct, karapatan po ba ng employer na tumanggi kung sakaling irequest ng manggagawa na isang taon lang po irenew ang iqama instead of 2 years?
Usually our employee renewing our iqama effective for 2 years visa.
2. Halimbawa po na effective na po ang resignation or termination ng isang manggagawa in specified date and for whatever reason ay nagkaroon ng delayed sa side ng employer, ang mga araw or buwan ba na inilagi ng mangagawa habang hindi pa sya napababalik sa pilipinas ay dapat bayaran ng employer? nagtatrabaho man o hindi? ito po kasi ay magiging problem financially because our expenses is continued like paying our bills, housing etc…
Thanks and Regards,
Mon,
1) May karapatan kang tumanggi.
2) Dapat lang na bayaran ng employer kung ang rason ng pagka delay mo ay sa kanila side.
Mon, for more info, please read below issues about termination of contract
TERMINATION OF CONTRACT
Kadalasan ang ating mga OFW’s ay hindi alam kung paano ang isang kontrata mag tatapos dahil sa tinatawag na Specified Contract and Unspecified Contract. Para malinaw ang mga ito sa lahat basahin ang mga sumusunod.
TANONG: When is a contract of employment deemed terminated?
There are several instances when an employment contract is effectively deemed terminated. These include, among others the following:
a) Expiration of the term or period of contract
b) Death of the worker
c) Death of employer in certain cases
d) Resignation of worker
e) Termination by employer or worker for authorized causes
f) Total disability of worker to perform work
g) Serious illness of worker resulting in long absence from work
h) Bankruptcy, dissolution and authorized shutdown of employer’s business, and
TANONG: When does the employment contract terminate in both specified and unspecified period?
A labor contract concluded for a specified period shall terminate upon the expiry of its term. If both parties continue to enforce the contract thereafter, it shall be considered renewed for an unspecified period.
If the contract is for an unspecified period, either party may cancel it for a valid reason, subject to giving the other party a thirty day prior notice in respect of workman employed at a monthly rate, and a fifteen-day prior notice in respect of other workmen.
TANONG: Is the requirement of advance or prior notice by either party mandatory in all cases of termination or resignation?
As a general rule, an employer or worker is required to give prior notice to either party in cases of cancellation of contract before its expiry period, or in case of resignation by worker.
Failure to observe the prescribed notice period shall make the party liable for indemnity equivalent to the worker’s pay for the notice period or the remainder thereof.
However, the requirement of advance notice does not apply to authorized or valid grounds for termination as provided for in SLL. Either party can terminate the contract without serving advance notice. Notice of termination may however be served as a matter of courtesy or practice.
VALID GROUNDS FOR TERMINATION BY EMPLOYER
TANONG: When can an employer validly and legally terminate the services of the worker?
SLL enumerates the valid grounds or just causes for termination of worker’s service, namely:
a)Assault by worker against the employer or against any of his supervisor
b)Failure to fulfill the essential obligations of the contract, or obey legitimate orders, or deliberately fails to observe employers instruction despite written warning
c)When the worker is proved to have committed an act affecting honesty or honor
d)Deliberate commission of any act or negligence with intent to cause material loss to employer
e)If the worker is hired on probation
f)Absence by worker without valid reason for more than 20 days subject to written warning by employer after 10 days of absence.
g)If the worker is proved to have left the hospital or place for treatment without permission
h)If the worker is proved to have divulged commercial and industrial secrets of the work in which he is engaged.
TANONG: What is the effect of termination of worker’s service under the abovementioned grounds?
Under the aforementioned provision of the Saudi Labor Law, the employer may effect the forfeiture of the worker’s termination award provided that he gives the worker a chance to explain his reasons or defense.
PART 6 (C): VALID GROUNDS FOR TERMINATION BY WORKER
TANONG: What are the instances or grounds whereby the worker can validly terminate his services from the employer?
The worker may terminate his service in the following cases allowed by law:
a)Non fulfillment of employers obligations
b)If the employer requires him to perform work essentially different from the nature of work agreed upon under the contract, or transfers residence which would cause serious prejudice to him and has no valid reason dictated by the nature of work
c)Assault or immoral act committed by employer or representative against worker or member of the family
d)If there is a serious hazard known to employer which threatens the safety or health of worker
e)If the employer or his representative has misled worker with respect to terms of employment
f)If the employer through his actions and unfair treatment, or breach of the terms of contract, has caused worker to appear as the party terminating the contract.
TANONG: By terminating the contract for any of the aforementioned valid grounds, will the worker forfeit his service award or indemnity entitled him?
SLL states that the worker may terminate his service before the expiration of the contract without prejudice to his right to service award and indemnity for any damage sustained by him.
To avail of this right, it is advised however that the worker should present his claims or actions to the competent labor office or local authorities for appropriate determination.
TANONG: Is it advisable for the worker to stop work immediately upon the occurrence of any of the grounds constituting valid termination by the worker?
The determination of the factual basis of the grounds invoked by worker for valid termination is left with the competent labor office or police authorities, where the same is disputed or denied by the employer. Such being the case, and to avoid technicalities resorted to by the employer, it is advised that the worker should avail of the assistance of the Saudi Labor Office or competent local authorities.
PART 6 (D): RESIGNATION
TANONG: Can either party (worker or employer) terminate the contract of service for no valid reason?
Yes either party may cancel or terminate the contract for no valid reason but “the party who is prejudices by such cancellation shall be entitled to an indemnity to be assessed by competent Commission provided that such assessment shall take into account actual and contingent material and moral prejudice suffered by such party.”
Termination of contract by worker for any of the authorized reasons or causes (i.e., for personal and other reasons) is considered as resignation. Hence, payment of indemnity herein for failure to comply with the contract, may include actual expenses needed to get for his replacement, and such other fees as may reasonably be charged by the employer. The worker shall also bear the cost of his return ticket.
TANONG: Is acceptance by employer needed in case of resignation?
Legally, there is no need to get acceptance by employer provided that the 30 day advance notice has been complied with. However, to preserve harmonious relation with employer, it is advised that the worker should talk things out with the employer.
The employer cannot force the worker to continue with his work or duties against his consent or will, but the latter may however be made to indemnify the employer for the consequence of his act or no-compliance of contract. The employer may also request the worker, in order not to prejudice the service or disrupt the operations of his business, or for medical or humanitarian reasons as in case of medical workers, to continue with his service within reasonable period to allow time to secure for a replacement. This also holds true in case of completion of contract in the medical sector especially where the worker is supplied or hired indirectly through a local manpower contractor.
Important Note:
The content of the reply does not constitute legal advice and should not be relied on as such. Specific advice should be sought to the proper Philippine Mission in Saudi Arabia about your employment problem. Thanks.
Dear Sir,
Panu kapag ang empleyado ay naterminate ng wla pang 2 taon sa kanyang trabaho? makaktangap ba sya ng eos base sa bilang ng araw na ngtrabaho sya sa isang kompanya?
Maraming salamat.
Hi Dan! Sorry for late reply. Medyo nagkasinat lang dahil siguro sa sobrang init ngayon dito sa KSA.
Dan, dapat lamang na may makukuha ang emplyadong na terminate ngunit depende po iyan sa sitwasyon kung bakit na naterminate o sa dahilan kung bakit na terminate ang isang worker, kasama na dito ang tinatawag nilang may kasalanan ka against the following: honesty, life and property.
Thanks.
Dear Sir,
Magandang araw po
Follow up po lang po regarding to your answers on my previous questions.
ibig po bang sabihin.. company has the right not to give employees ESB the fact that the problem is on their side at hindi sa manggagawa?
Ang calculation po ba ng ESB ay nagsisimula from employee hiring date or after probationary period?
Thank you very much… and more question to come… I wish na hindi po kayo magsawa na sagutin ang aming mga katanungan.
Dear Mon,
Ang ESB ay binabasihan sa taon ng iyong panunungkulan o pagtrabaho sa isang kompanya dito sa KSA. Ang batas ng kaharian tungkol sa usaping ito, please note the following:
“when the worker resigns, the worker shall be entitled to one third (1/3 of the award) given in the case of specified period and (1/6 of the award), if the worker’s service period is less than two consecutive years and not more than five years. If the service period is more than five years but less than ten years, he shall be entitled to 2 / 3 of the award. The worker shall be entitled to the full award if he has served for more than ten years.”
Dapat lamang na ibigay sa iyo ang nararapat na para sa iyo alinsunod sa batas paggawa ng kaharian.
Tunkgol sa calculation ng ESB, ito ay dapat mag commence from the day you arrive or the day you start working. Dapat lamang na ang kontratang pinirmahan pagdating mo dito sa KSA ay naka petsa sa iyong pagdating or sa umpisa ng iyong panunungkulan.
salamat!
Dear Sir,
Good day po… May Ilan po akong katanungan.
1. May karapatan po ba ang isang empleyado na maghanap ng ibang employer kung ang kumpanyang kanyang pinaglilingkuran ay nadelay na ang pagpapasahod sa loob ng ilang buwan?, (ilang buwan po ba ang itnakda ng batas?).
2. Kung sakali man naisin na ng mangagawa na mag resign sa kadahilanan delayed ang sweldo., paano po ang magiging calculation ng EOS.
3. Base on my above first two question’s, May karapatan po ba na ang kumpanya ay tumanggi at i hold ang manggagawa.?
4. Lately our company issued letter to all employee with signature of both party, contained the following Number
a. Decision No.
b. C.R No.
What are this ? (a and b figures.)
If this is legal document, Where can we verify?
Thanks and Regards,
Mon,
1) Not unless your employer applied for bankruptcy and he can not pay his workers services then you have the right to look for another employer through transfer of employment. Wala po sa batas kung ilang buwan itinakda.
2) EOS? or ESB, kung ESB ang tanong mo, if ever pumayag sila na mag resign ka, ang calculation ng ESB naka commence sa araw ng kanilang pag aproba sa iyong resignation.
3) Kung ang kompanya mo ay sales company or nag depende sa production at bentahan, then may karapatan silang tumanggi dahil may rason sila kung bakit delay ang kanilang pasahod, katulad ng nag hinhintay sila ng mga kabayaran ng kanilang kliyente. pero kung gutom naman kayo dahil sa walang pa sweldo may karapatan kayong mag reklamo sa Ministry of Labor or mag sumbong sa ating POLO upang matawagan or masulatan ang inyong employer.
4) Sa 16 years ko dito sa KSA ngayon lang ako nakarainig ng ganyang klaseng papel na pinirmahan ng both sides. huwag pumirma ng anomang papel na hindi ninyo nauunawaan lalo na sa pag pirma ng blankong dokumento. maya karapatan kang hujingi ng translation sa anumang arabic documents bago mo ito pirmahan, alam mo ang nakasaad sa dokumento.
Dumolog sa ating POLO upang mabigyan ng kaukulang pansin ang inyong problema.
salamat.
i am bound to al khobar, KSA. I signed a 2-year contract. The contract stipulates that we have annual vacation leave provided we shoulder our round-trip fare, pay a band fee which is the only refundable, and acquire a “guarantor” . How are these condition fair enough?
Hi jacque! Usually dito sa ksa ang kontrata ay 2 taon at makapag bakasyon lamang pagkatapos ng 2 taon. U are lucky na makapag bakasyon ka after 1 year kahit hindi pa tapos ang iyong kontrata. Kaya nga lang ikaw ang mag shoulder ng iyong ticket. Based on my own experienced sa aking dating employer, after 2 yrs, if we decide to renew the contract, they provide the half cost of the ticket at ako ang magbayad sa other half at ito ay ma-reimburse upon my arrival from vacation. Masalimuot na sistema or policy, ngunit ang lahat na ito ay sa kadahilanan na ang mga expats dito ay di na bumabalik after vacation. So, they will resort or enter into this kind of condition. Ngunit ang sinasabi mong “bond fee” at may guarantor pa ay bago sa aking pandinig. For me it is not fair.
Well.. security and stability of the business world depends upon the law of contract. once you agree to its terms and condition and sign the contract, it means it is already an agreement containing a promise from both parties enforceable in law.
So think about it before you sign the contract. At ikaw lang ang maka pagdesisyon kung tanggapin mo ito o hindi.
Regards.
Dear Sir,
Magandang araw po sa inyo.. Ako po nagtatrabaho dito sa K.S.A,
1. Makababalik po ba ang isang mangagawa sa ibang employer kung wala syang NOC?
2. Makababalik po ba ang isang mangagawa kung wala syang NOC at may pinirmahang promisory note sa employer na hindi sya maaring bumalik in a certain period of time.?
3. tama po bang sagot aking unang dalawang katanungan ang pagpapalit ng passport upang makabalik agad kung nanaisin.?
4. ako po ay nakapapafinger print na… ito po ba ay magiging hadlang kung sakali sa aking pagbabalik?
Maraming marami pong salamat marami po kayong natutulungan…
hi mon, in my experience wala akong NOC pero nakabalik ako dito sa ksa sa loob ng 6 buwan. pero ang line of business ng previous at kasalukuyan kong employer ay magka iba.
tungkol sa promissory note, kung ang employer mo ay nagsumite ng kopya nito sa immigration, maaaring makita ito sa airport immigration at maging dahilan sa pagka hold mo na pumasok sa ksa. lalo na pag ikaw ay may finger print record sa immigration.
tungkol naman po sa pag palit ng passport, based on my experienced parin, 3 na ang aking naging employer dito sa ksa at tatlong beses na rin akong nagpalit ng passport. meaning, sa 3 kung employer, puro bago ang passport ko…well of course with the same details or information. required kasi ng employment agency sa atin sa pinas na mag renew or kumuha ng bagong passport.
Hello sir!
paki advise naman kung paano makakuha ng information about the status ng brother ko na nasa central jail in Riyadh in violation of Saudi Law : possesion of alcohol drink and tresspassing (nag deliver po ng padala sa female employee). Ang pag kakaalam ko po ay na sestensiyahan na siya for 1 moth at na served na daw po ang sentenced (4/16/10 – na huli ng pulis).
ang mga information po na ito ay napapaabot lang po sa akin ng isa niyang kaibigan dahil mayroon daw pong cellphone doon sa jail na pinag papasapasahan po yata???
Ang tanong ko po:
1) sino po ba ang mag babayad ng ticket nila for deportation back home?
2) paano po namin malalaman kung ano na ang kalagayan niya?
3) information po about his deportation para po maka gawa kami ng arrangment tungkol sa pag uwi niya… kasi baka ni wala pong pang taxi or bus man lang.
masyado na pong napakalaki ng naga gastos kong calls to Saudi – calling his friend nakakahiya na rin po sa kaibigan ng nag bibigay sa akin ng information, pero hindi pa rin po malinaw lalo na re: plane ticket
Maraming maraming salamat po sa patuloy ninyong pag tulong sa ating mga kababayan ….
virginia DC
sorry again,
If i have the NOC, then i planning to get back ASAP on other company, wala po bang magiging problema: hinde na ba ako kailangang maghintay ng ilang buwan para makabalik? & indidcated din po ba ito sa New Labor Law?
Salamat po ulit.
Ang pagkakaalam ko pag amy NOC, walang problema kung babalik ka agad. Walang nabanggit ang SLL tungkol dito.
Salamat po!
Sir, gusto ko na po na mag-resign at effective po ng eksaktong ikapitong (7th) buwan ko. nasa ikalimang buwan na ako at gusto ko nang isumite ang resignation ko. nakaltas na ang recruitment fee sa sahod ko. ako na rin ang bibili ang ticket ko pabalik sa Pinas. Posible na po ba ito? Wala na po ba na pababarayan sa akin ang employer ko?
isama mo na ang iqama at maaaring wala ka nang babayaran. depende yan sa employer mo. alamin mo lang kung tama ang iyong babayarin. good luck!
Pacensya n po!
Yung cert. na sinasabi nyo po, yun po ba yung NOC?
& my kailangan pa ba akong bayaran sa company because i did not finish my contract?
Salamat po ulit
NOC po yon.
mga kompanya sa ksa pag dimo natapos ang contract minsan mag pa reimburse ng kanilang nagastos sa pagkuha sayo sa pinas. good luck!
Tnx!
One more thing, what are the legal documents do i need to ask to my company? para walang magiging problema ang bago kong lilipatan na company.
tnx in advance!
No objection certificate will do…
Good morning, ask ko lang po if 2 years ang contract ko then kung magreresign ako 1 year palang, possible po ba na makabalik din ako dito sa Saudi on different company.
why not? kung may blessing ang kompanya mo sa iyong pag resign at walang problema ang iyong pag resign or exit. regards.
gudmorning sir,regarding po s esb,dumating po ako d2 nov.1,2003. at ndi p po ako nkakauwi,so lumlabas po n mhigit 6 n taon n po ako,sumasahod po ako ngayun ng 1750SR.mgkano po b lahat ang makukuha ko s company nmin,nung tinanong ko ung accountant namin dito 4000sr. lang dw mkukuha ko,parang ndi yata po tama,ang ginagawa pa po nila ibibigay syo ung pera isang oras bago ka sumakay ng eroplano,yung tipong wala ka ng habol kc baka maiwan ka ng eroplano,kya po ung ibang mga ksamahan namin d2 wala ng mgawa kung ndi umalis n lng ayoko pong mngyari sakin yun,maari po b akong hindi sumakay ng eroplano kung ndi nila ibinigay ng tama ang benefits ko?baka ako naman ang pagbayarin nila ng fine s pagcancel ko ng flight 1200 ang sinisingil daw po s gnun ,gusto ko n po magexit this coming june.6years at 7mos. po ako s june..magkano po kya maiuuwi kong esb ko,at kung ndi nila maiibigay ng tama pwede po b akong ndi tumuloy ng alis?yun lang po salamat po!
darwin, kung june pa ang iyong uwi dapat na makpag ugnayan ka na sa polo kasi parang tama ka sa iyong hinala. dahil bakit sa araw ng pag uwi mo pa ibigay ang esb. habang may panahon pa dumolog agad sa ating polo.
tungkol sa computation, please click “patnubay” in pages section of this blog and look for the computation which is very elementary to understand.
thanks.
sir tanung ko lang po may karapatan b kaming tumangi sa trabaho lalo nat tapos na ang kontrata namin. kasi po ang kontrata ko ay 2yrs at tapos n nitong april 18, 2010 pero pilit pa rin kami pinagtratrabaho at pinagbabantaan pa kami n kung hindi kami mag wowork eh kami pa ang elalabor. lima kami dito na parehong tapos n ang kontrata pero pilit pa rin kaming pinagtratrabaho at pag tumangi kami i kakaltasan daw kami ng 2 days sa sweldo namin tama po ba yun sn na po ay matulungang nyo po kami sa madaling panahon salamat po.
please read your contract kung may nakasaad tungkol sa pag extend ng inyong work kung kinakailangan ang inyong serbisyo. usually, saudi employer has the right to extend your work prior to your final exit if they need your services or wala pa kayong kapalit sa loob ng 2 buwan. ngunit wala silang karapatang i-labor kayo kung wala kayong nagawang pagkakamali at wala rin silang karapatan na kaltasan kayo ng 2 araw sa sweldo, not unless nag sit down strike kayo o hindi pumasok sa work na labag sa kanilang batas. dumulog sa pinaka malapit na labor office para mabigyan ng tamang solusyon ang inyong problema.
thanks po sa reply sir kaso pwede po bang malaman contact no ni consul general ezzedin tago kasi po wala pong chance makapunta ng embassy,malayo po,d2 me jizan sir….tanx po ulit
Hotline Assistance to Nationals
0555-219-613
Hotline Consular
0555-219-614
Hotline POLO/OWWA
Facebook Account: Ezzedin Tago
sir,katulad po ng iba ma nag tanung sa ingo,tungol po sa ESB. kasi po ako ay may 15 yrs na nag wo work d2 sa Al-hammam co. may chance po ba ako na makuha ko ang ESB ko sa company namin?kasi po napa ka higpit dito sa company na ito at marami na din ang matatagal dito na hindi nakuha ang ESB nila. sayang naman po kasi kung di ko makukuha lung meron man akong ESB. puede po ba na bigyan ngo ako ng example ng computation or kung may chance po talaga ako ng ipag laban ang ESB ko. tuwing manggagaling kami ng bakasyun may binibigay sila at pinapipirmahan sa amin na new contract at pag nagbabaksyun kami 2 months sallary po ang binibigay sa amin. sana po ay mabigyan ngo ako ng payo tungkol dito kasi po nag pa plano na po akong mag exit dito sa company namin. salamat po.
please check below link and read patnubay ng mangagawang pilipino, you can find sample computation. thanks.
http://ofwempowerment.wordpress.com/ofw-guide/patnubay/
hi sir,almost 6 yrs na po ako d2 sa kingdom sa isang employer lng po at nagdecide na po na mag exit this august.napaalam na po ako sa mga amo ko at sabi naman nilang walang problema.gumawa na po ako ng resignation letter kaso po ayaw nilang pirmahan. may nabasa me nuon na item na kailangan may pirma sila para po maging valid,tama po ba?ang pinagaalala ko lng po baka po pagdating ng august sabihin na naman nila na sandali lng tulad po nung nakaraang mga taon na kesyo kulang ng nurse,o kaya tapusin na lng ang expiration ng iqama.bale sa 26-1-1432 pa po ang expire nun e.ang tanong ko po,panu po kung di ako pinayagan sa date na sinabi ko sa kanila,panu po kung di nila ibigay ung service award ko,may kilala po kaung pwede kong kontakin sa consulate of jeddaH at matanungan at makatulong na din kung sakaling magkaproblema ako dito?tanx po and GOD BLESS…..
hi lhynne, kung 2 years ang kontrata mo at hindi ka pumirman ng bagong kontrata noong natapos na ang una mong 2 years, it means sa iqama na ang basihan ng iyong end of contract. hindi ka dapat nag resign, dapat nagsumite ka lang ng notice of non-renewal of contract. dalawin ang ating kaibigan na si consul general ezzedin tago sa embahada upang ma i-refer ang problema mo sa polo jeddah. banggitin mo ang aking pangalan. good luck.
hi sir,i’m evelyn of jizan.ksa….more than 5 yrs na po ako dito sa kingdom at never pa po akong umuwi,sa mga kadahilanang personal at sa pakiusap na din po ng mga amo ko nuon dahil sa kakulangan ng mga nurse sa clinic nila,pero ngaun nagdecide na po ako na mag final exit.nagpaalam na po ako na uwi ako ng august sabi nila walang problema.nag submit na po ako ng resignation letter at kinuha po nila kaso ung kopya po na naiwan saakin ay tinangihan nilang pirmahan.panu po kung pagdating ng august e hindi pa nila ako pinauwi.ano po ang gagawin ko para masigurong makauwi na ako.at panu po kung hindi nila ibigay ang service award ko….salamat po …
pakitago lang ang letter notice of non renewal of contract mo sa kanila at lagyan mo ng date kung kailan nila na-received. let your co-employee attest that you really submit your letter to the management. dapat lamang na ibigay ang esb sa iyo dahil iyan ang nakasaad sa saudi labor law, karapatan mo itong makuha. good luck!
Sir I apologize for some terms I used which may inflict damage. I was just carried out with my emotions when I wrote it. Thank you anyway for the advice and I appreciate it very much. God bless us all.
no problem, natural lamang iyan sa mga ofw’s na andito sa ksa.
By the way Sir my position in the contract is Testing and Commissioning Engineer I come to know that my Iqama is steel worker when one time I have to secure a work permit in SCECO and I was rejected moreover I will be banned from entering and performing my work in that Company. Your advice and recommendations on this issues is highly appreciated..Thank you sir for whatever reply or advice you can give me.Just as I write this comments is the day of my resignation.
Greetings
Sir 2 years po contract ko (na rental ako sa ABB) pero ng resign ako half ng contract ko with 45 days notice as per our contract which state that” The worker shall shoulder the expenses pertaining to his repatriation if he decided to stop working and eventually repatriated back to the country of origin.” ) pumayag boss kaso pati daw ung “loss ng companya namin?” na hinde naman nya in specify and to the best of my knowledge wala akong kahit na anong accountability or liability sa companya eh gusto nyang pabayad sa akin. Sabi ko sa boss ko eh wala sa contrata namin yun and besides wala man lang company policy na pinirmahan namin na magiging basis niya for computing such. The main reason n ngresign ako is yung direction ng companya, walang policy ang companya namin delayed ung sahod ng 2 months at sa ngayun eh 6 lng kaming empleyado niya Ang ina-alala ko eh baka mgimbento ng kung anu-anu kasi may pagkatarantado boss ko. In a professional manner akong humarap sa kanya para magresign tapos kung anu-anung paninira ang sinabi na niya sakin Di ko alam gagawin ko email me your number pls sir so I can talk to you the detailed information.
gaya ng aking nabangit o reply sa katulad mo na problema, may karapatan ang kompanya mo na pababayarin ka sa kanilang nagastos sa pag kuha sayo sa pinas sa kadahilanang hindi mo tinapos ang iyong kontrata. tungkol sa losses na babayaran mo, ask them what is this all about. dumulog sa ating polo para sa karagdagang payo kung ano ang dapat mong gawin.
Respected Sir,
Please clearify me that in which conditions i can get the release from my sponser. Speacialy company business going down day by day and they want remove some person or sponsar want decrease the salary.
I looking forward your reply soon.
Regards
Aijaz
hi aijaz, thanks for dropping by. some companies will give release to their employees when they feel that they cant provide their obligation anymore to their workers. the best thing to do is to write a letter asking for release due to the present condition of the company. do your request in a professional way as not to offend your sponsor. good luck!
regards.
manuel
” good day !!! Sir, ask ko lng magkano po ang makukuha ko na end of service , I just finished my 2 yrs contract this april 15,2010, my salary is 1,800rial. Slamat po. ” mabuhay kayo. godbless
)END OF SERVICE BENEFITS (ESB) or Service Award
A service award or end of service benefit refers to the incentive pay or grant given by employer in recognition of the number of years of service rendered by worker. Generally, the award or benefit is given by employer at the end of, upon the termination of the contract.
The grant of service award under Saudi Labor Law depends on the nature of the contract of employment agreed upon by the worker and employer, i.e., whether it is for a specified period or not.
1) 5 Years and below
a) Wages: Basic + Allowances
b) Specified Contract: 1 / 2 month pay
c) Unspecified Contract: 1/6 of months pay
2) Above 5 years but below 10 years
a) Wages: Basic + Allowances
b) Specified Contract: 1 month pay
c) Unspecified Contract: 2 / 3 of months pay
3) Above 10 Years
a) Wages: Basic + Allowances
b) Specified Contract: 1 month pay
c) Unspecified Contract: 1 month pay
sir regarding sa problema ko puede po ba akung magtanung sa owwa?
puwede kang magtanong ang humingi ng payo. good luck!
oo naman…
maganda umaga po sir bog,
Sir may tatanong lang po ako regarding to my contract. nag sign po ako ng contract for 2 yrs after, nakapag vacation na po ako after my contract, kaso ng file ako ng yearly vacation sabi nila 2years contract daw ulit kasi yon contrata ko with is hindi naman ako ang sign ng bagong contrata. ask ko lang po pag company po ba ang napasukan after 2year contract yearly na po ba yong uwian… saka may karaparatan din bo ba ang company na mag delay ng 4months overtime? kasi po puro basic lang po ibinibigay nila. panay pangako lang po kasi ng pangako sinasabi nila pero di naman binibigay…
maraming salamat po.
Dear RC,
Basahin mo ang iyong kontrata, kung 2 years ba with yearly vacation or 2 years with vacation after completion of 2 years. Kasi kung walang nakasaad doon na yearly vacation, dapat lang na magbakasyon ka lang every 2 years. Now if you dont sign any contract after your vacation, it means na ni-renew mo ang iyong kontrata in the absence of a new contract, it means, no need to sign a new contract. Diyan na papasok ang tinatawag na unspecified or specified contract. alamin mabuti at kung ayaw mo ng ganyang sistema, you have the right to ask for a new contract na may pirma ka.
Walang karapatan ang kompanya na mag delay ng bayad sa pinag serbisyohan ng worker, so dapat hingin mo sa kanila ang dapat para sa iyo. Do it in writing or verbal request, wag mo lang suntokin o wag kang magalit, idaan sa tamang proseso. kung ayaw parin ibigay, humingi ng payo sa POLO/OWWA kung ano ang dapat gawin.
Bong
Good day po Sir, gusto ko lang po sana magtanong sa mga sumusunod:
1. Ilang buwan po ba ang papalipasin bago makabalik sa KSA with another employer kung may exit re-entry ako sa aking paguwi?
2. May undertaking po kasing pinapapirmahan un employer ko na di ako pwede bumalik sa KSA in 3 yrs, at pagtumanggi ako ay eh re-entry daw nila ako. Sakali po bang pirmahan ko un mati-trace po ba ako sa Immigration pag bumalik ako agad with another employer?
3. At pag ni re-entry po nila ako kahit final exit ang file ko ay pwede po ba akong wag umuwi at ipaglaban na gawin nilang final exit un nakatatak sa passport ko?
Maraming salamat po at umaasa po ako na masasagot nyo po agad ang aking mga katanungan.
Luigi
Hi Luigi,
Mahirap sagotin ang unang tanong, dahil hindi ko alam ang sagot. Ang alam ko lang, di ka dapat pumayag na mag re-entry kung ayaw mo na, simple, ganon lang. Bakit kapa mag re-entry visa kung may iba ka naman palang babalikan. May karapatan silang mag pa pirma ng undertaking, it means company policy nila yan. pumirma rin ako ng ganyan sa last employer ko. May akrapatan kang ipaglaban ang dapat alam mong tama ngunit dito sa Saudi Arabia mahirap gumawa ng mga hakbang na pagsisihan mo balang araw. Ang maipapayo ko lang, pumunta ka sa POLO/OWWA aty humingi ng payo kung anong dapat gawin.
Bong
sir end n po contract ko ngaung july at gusto ko n magexit kaso kinausap ako ng manager ko n magextend ako ng 3 months pagkatapos ng contract ko kasi hirap sila kumuha ng manpower pero sa totoo lang eh ayaw talaga n nila kumuha ng manpower.
pede po b ko tumanggi na magextend ng service of work kapag natapos n contract ko,anu po dapat ko gawin kung umayaw n ko tapos pinipilit p rin nila ko magwork kahit tapos n contrata ko.anu po ang mga legal action na dapat ko gawin
may karapatan ang iyong employer to hold you for 3 mos. as per saudi labor law till your replacement arrive. after that 3 monts time, you have the right to request na makauwi na, kung ayaw pa rin, isanguni mo na ang problema sa POLO.
bong
Good Day! ask ko lang po sana kung pano at anong dapat namin gawin sa aming kompanya. Tama po bang pagbayarin kami ng Bills foe electricity?. Actually wala po sistema ang aming kompanya. Kadalasan nga po late ang shod. Isa poh akong sekretarya sa isang clinic halos lahat po kami s clinic PINOY at ang mga doctors ibang laki. Nalaman nga po namin na di kami naka rehistro sa POLO?. May laban po kaya kami s company if ever ireklamo namin sila actually naririnig ko na po sa mga kasamahan ko isang reklamo na lang daw di nakakuha ng tao ang employeer namin. so ano poh kayan ang tamang gawin namin?
Nag-iisip din po sana akong magresign pag nka 1year na ako?. kaso di ko po alam kung my makukuha ako?
Dear Sir,
Kami po ay lumalapit sa inyo upang humingi ng tulong para sa aming ama na si Ruben D. Lacson, Crane Operator sa Dammam Saudi Arabia. Siya po ay kasalukuyang naka confined sa Almana Al Khobar Hospital at nasa ICU hanggang sa ngayon. Ayon po sa impormasyong ibinigay sa amin ng Nawras Manpower Services, Inc., agency ng aming ama dito sa pilipinas, ang aming ama ay sinugod sa hospital last monday, Feb 8, 2010. Siya daw po ay nakaramdam ng pagka hilo at habang siya ay kumakain siya ay nabuwal at tumama ang ulo sa sahig. Nagkaroon ng internal hemorrhage na naging sanhi ng brain damage, kaya agad siyang inoperahan. Ngunit iba naman po ang ipinarating sa amin ng kasama sa trabaho ng aming ama sa totoong nangyari. Kaya hangad din po namin malaman ang tunay na dahilan ng pag-ka ka hospital ng aming ama. Siya po ngayun ay kasalukuyang nakikipaglaban sa kanyang kalagayan, kaya kailangang-kailangan po niya kami sa kanyang tabi upang mabigyan siya ng lakas ng loob na lumaban. Hindi po niya deserve makaranas ng ganito, dahil napaka buti po niyang anak, kapatid, ama, asawa at kaibigan.
Dahil sa critical na condition ng aming ama, naki-usap at nag-maka awa po kami sa agency na makapunta ang aming kapatid na si Arnold M. Lacson as soon as possible sa hospital na kinaroroonan ng aming ama, upang siya ay maasikaso at malagaan mabuti ng aming kapatid. Sa unang pakikipag-usap po namin kay Mam Loida ng Nawras Agency, sinabi niya na hindi allowed na makarating ang isa sa pamilya ng OFW sa bansang kinaroroonan nito. Muli po kaming naki usap at sinabing kahit mag-maka awa kami na lumapit sa ahensya ng mga gobyerno upang kami ay matulongan upang mapuntahan ang aming ama, dahil kailangang kailangan po niya kaming pamilya nya sa condition nyang iyon. Higit sa lahat ang aming presensya upang siya ay magkaroon ng kalakasan upang lumaban at mabilis na maka recover. Dahil sa maka-awa po namin kami ay kanilang pinag-bigyan sa aming kahilingan na makarating ang aming kapatid sa hospital na kinaroroonan ng aming ama. Ngunit tanging masasagot lang daw po ng employer ay ang visa ng aming kapatid, kami po ang mag sho-shoulder ng kanyang pamasahe at ibang gastosin. Wala man po kaming hawak na halagang gagamitin sa pag-punta ng aming kapatid doon, pumayag na din po kami dahil ito lang po ang paraan upang maasikaso at maalagaan ng mabuti ang aming ama. Wala po kaming maasahang tulong mula sa Nawras Agency na dapat po ay sila ang nag-aasikaso at nag-bibigay ng tulong sa naging kalagayan ng aming ama.
Lumapit po kami sa ibat-ibang ahensya ng gobyerno dito sa pilipinas, upang kami ay mabigyan ng tulong para makapunta agad ang aming kapatid sa aming ama. Ngunit, nabigo lanamang po kami na mabigyan ng ating gobyerno ng financial assistance na makaka-tulong sa pag-punta ng aming kapatid doon para sa aming ama na isang OFW at almost 26 years na din pong nag work abroad. Lahat po ng mga taong dapat lapitan ay aming hiningan ng tulong upang maka pag-provide ng kakailanganin ng aming kapatid sa kanyang pag-alis. Dahil malaking halaga po ang kakailanganin sa kanyang pamasahe at gastosin doon, pati ang kanyang tutuloyan habang siya po ay nagbabantay sa aming ama, hanggang sa maging stable po ang kanyang condition. Kumakatok po kami sa inyong mga puso,nawa matulongan nyo po kami para sa kakailanganin ng aming kaptid at kanyang tutuloyan sa pag-punta sa aming ama. Maging stable lamang po ang kalagayan ng aming ama, hangad na din po namin na siya ay ma-i uwi ng aming kapatid dito sa pilipinas. Upang siya ay aming maalagan nang mabuti at makasama na. Dahil sa nangyari sa kanya ay patuloy pa din po ang magiging medication at therapy sa kanya para sa mabilis nyang recovery. Nawa sa paglapit po naming ito, kami po ay inyong matulongan sa abot ng inyong makakaya. Maliit na tulong man po kapag pinag sama-sama ay malaking bagay upang maka pag provide ng kakailanganin ng aming kapatid sa pag punta sa aming ama. Hangad po namin ang inyong lubos na pang unawa at panalangin para sa mabilis na full recovey ng aming ama.
Maraming Salamat po,
LACSON FAMILY
B16 L21 St.Mary St. Lamar Village
G. B. II San Mateo, Rizal Philippines
(+6302) 213-1695 / (+63919) 374-3477
Dear USEC Rafael Seguis and Hon. DOLE Secretary Marianito Roque:
Sir(s), please find below letter of appeal from a daughter ( Anabelle M. Lacson ) of an OFW (OFW Ruben D. Lacson) who is currently confined in critical condition at Al Mana Hospital in Al Khobar, Saudi Arabia.
Sir(s), I, personally asking for your help and whatever necessary we can do under the circumstances for the family of OFW Ruben D. Lacson.
Happy Valentines Day!
Thank you and best regards.
OFW Manuel “Bong” Amora
*******
Dear Anabelle,
Maraming salamat sa inyong pagbisita sa ating blog ( http://ofwempowerment.wordpress.com/ ).
Ako po ay nakikidalamhati sa nangyari po sa inyong ama. You touches my heart too because I am also a father of two. Ang mga katagang (dahil napaka buti po niyang anak, kapatid, ama, asawa at kaibigan) nanggagaling sa puso ng isang nagmamahal na anak ay isang yaman na dadalhin naming mga ama sa huling hantongan at sa buhay na walang hangan.
Belle, ang maitutulong ko sa iyo ay ang pag endorse ng sulat na ito sa dalawang taong naging kaibigan ko. Una ang aming kaibigan at dating Ambassador sa Saudi Arabia at kasalukuyang Undersecretary of Foreign Affairs Rafael E. Seguis. Sa lahat po ng aking hinihingi sa kanyang tulong para sa aming mga kahanay na may problema ay kanyang madaliang tinutugunan, siya man ay nasa Pilipinas o sa ibang bansa.
Pangalawa ang kaibigan ng mga ordinaryong OFW sa KSA, walang iba ang ating mapagkumbabang Secretary ng Department of Labor and Employment Marianito Roque. Minsan lang naman po akong lumalapit sa kanya pag hindi ko na kaya ang hinihinging tulong ng aming mga kapwa OFW dito sa KSA. Alam ko na sa pagkakataong ito, ang sulat ko at sulat mo ay agarang bigyang pansin ng ating mahal na Kalihim sa Paggawa.
Sa ngayon, tayo po ay magdarasal na nawa bigyan ng kalakasan ang iyong ama upang siya ay maibalik agad sa ating bansa at maalagaan ninyo at matingnan ng mabuti ang kanyang kalagayan.
Belle, umaasa ka na bigyan ng kaukulang pansin ng ating USEC Rafael Seguis at DOLE Sec. Marianito Roque ang inyong sulat. Ano man ang proseso o dapat ninyong gawin ay siya nating tanggapin dahil sila lamang ang tamang makakasagot sa iyong mga kahilingan.
God Bless!
Bong Amora
======================================
From: Annabelle M. Lacson
simply_anna23@yahoo.com
120.28.113.59 2010/02/14 at 6:01am
Dear Sir,
Kami po ay lumalapit sa inyo upang humingi ng tulong para sa aming ama na si Ruben D. Lacson, Crane Operator sa Dammam Saudi Arabia. Siya po ay kasalukuyang naka confined sa Almana Al Khobar Hospital at nasa ICU hanggang sa ngayon. Ayon po sa impormasyong ibinigay sa amin ng Nawras Manpower Services, Inc., agency ng aming ama dito sa pilipinas, ang aming ama ay sinugod sa hospital last monday, Feb 8, 2010. Siya daw po ay nakaramdam ng pagka hilo at habang siya ay kumakain siya ay nabuwal at tumama ang ulo sa sahig. Nagkaroon ng internal hemorrhage na naging sanhi ng brain damage, kaya agad siyang inoperahan. Ngunit iba naman po ang ipinarating sa amin ng kasama sa trabaho ng aming ama sa totoong nangyari. Kaya hangad din po namin malaman ang tunay na dahilan ng pag-ka ka hospital ng aming ama. Siya po ngayun ay kasalukuyang nakikipaglaban sa kanyang kalagayan, kaya kailangang-kailangan po niya kami sa kanyang tabi upang mabigyan siya ng lakas ng loob na lumaban. Hindi po niya deserve makaranas ng ganito, dahil napaka buti po niyang anak, kapatid, ama, asawa at kaibigan.
Dahil sa critical na condition ng aming ama, naki-usap at nag-maka awa po kami sa agency na makapunta ang aming kapatid na si Arnold M. Lacson as soon as possible sa hospital na kinaroroonan ng aming ama, upang siya ay maasikaso at malagaan mabuti ng aming kapatid. Sa unang pakikipag-usap po namin kay Mam Loida ng Nawras Agency, sinabi niya na hindi allowed na makarating ang isa sa pamilya ng OFW sa bansang kinaroroonan nito. Muli po kaming naki usap at sinabing kahit mag-maka awa kami na lumapit sa ahensya ng mga gobyerno upang kami ay matulongan upang mapuntahan ang aming ama, dahil kailangang kailangan po niya kaming pamilya nya sa condition nyang iyon. Higit sa lahat ang aming presensya upang siya ay magkaroon ng kalakasan upang lumaban at mabilis na maka recover. Dahil sa maka-awa po namin kami ay kanilang pinag-bigyan sa aming kahilingan na makarating ang aming kapatid sa hospital na kinaroroonan ng aming ama. Ngunit tanging masasagot lang daw po ng employer ay ang visa ng aming kapatid, kami po ang mag sho-shoulder ng kanyang pamasahe at ibang gastosin. Wala man po kaming hawak na halagang gagamitin sa pag-punta ng aming kapatid doon, pumayag na din po kami dahil ito lang po ang paraan upang maasikaso at maalagaan ng mabuti ang aming ama. Wala po kaming maasahang tulong mula sa Nawras Agency na dapat po ay sila ang nag-aasikaso at nag-bibigay ng tulong sa naging kalagayan ng aming ama.
Lumapit po kami sa ibat-ibang ahensya ng gobyerno dito sa pilipinas, upang kami ay mabigyan ng tulong para makapunta agad ang aming kapatid sa aming ama. Ngunit, nabigo lanamang po kami na mabigyan ng ating gobyerno ng financial assistance na makaka-tulong sa pag-punta ng aming kapatid doon para sa aming ama na isang OFW at almost 26 years na din pong nag work abroad. Lahat po ng mga taong dapat lapitan ay aming hiningan ng tulong upang maka pag-provide ng kakailanganin ng aming kapatid sa kanyang pag-alis. Dahil malaking halaga po ang kakailanganin sa kanyang pamasahe at gastosin doon, pati ang kanyang tutuloyan habang siya po ay nagbabantay sa aming ama, hanggang sa maging stable po ang kanyang condition. Kumakatok po kami sa inyong mga puso,nawa matulongan nyo po kami para sa kakailanganin ng aming kaptid at kanyang tutuloyan sa pag-punta sa aming ama.
Maging stable lamang po ang kalagayan ng aming ama, hangad na din po namin na siya ay ma-i uwi ng aming kapatid dito sa pilipinas. Upang siya ay aming maalagan nang mabuti at makasama na. Dahil sa nangyari sa kanya ay patuloy pa din po ang magiging medication at therapy sa kanya para sa mabilis nyang recovery.
Nawa sa paglapit po naming ito, kami po ay inyong matulongan sa abot ng inyong makakaya. Maliit na tulong man po kapag pinag sama-sama ay malaking bagay upang maka pag provide ng kakailanganin ng aming kapatid sa pag punta sa aming ama. Hangad po namin ang inyong lubos na pang unawa at panalangin para sa mabilis na full recovey ng aming ama.
Maraming Salamat po,
LACSON FAMILY
B16 L21 St.Mary St. Lamar Village
G. B. II San Mateo, Rizal Philippines
(+6302) 213-1695 / (+63919) 374-3477
gud day!sir this is my follow up letter medyo natagalan nga lang..u advised me na contact ko un sponsor ko..but sad to say na nde cya namen nakakausap talaga..nde nya cnsagot un fone nya at sumulat na rin kmi sa kanya thru text pero negative pa rin ang result.as of now lalong lumala ang stwasyon d2 sa clinic namen.maraming nilalabag na labour rights ang bago nameng medical director tulad ng :
1. kapag nalate ka 1 minute ay equivalent 1 riyal na bawas sa sahod.
2. kapag nkipagdiscuss ka at explain mo un side u upon certain issues ay kakaltasan ka sa sahod u(no given/certain amount at minsan depende sa gusto ng medical director (usually upon his moods.
3. like holidays (eids of ramadan&hajj) pinag OT ang mga staff .they agreed to pay it double pero upon payment nde nasunod.
4.like absences nman khit nagpaalam ka..it will depend parin sa mood ng director if he will agree or not. then 1 day absent equivalent to 2 days deduction. then as for my case umabsent me recently lng without asking permission ( 1day) then they said they will deduct my salary 2 days at kung
uulitin ko daw umabsent khit 1 day lng kakaltasan nila ako ng 15 days salary (makatarungan ba to?)
5.binibgyan ng medical director ng priority ang mga local hires which are not really nurses etc.( transpo and overtime)
at maraming pa pong iba..tumawag na po ako sa embassy at bngay ko un number ng sponsor namen pero unfortunately nde pa rin kmi nirrplyan until now. nde kmi assured sa status namin sa work kc nde tlaga klaro ang kalagayan namen d2..sana po matulungan nyo po akong maliwanagan sa mga tanong ko..thank u and more power!!
by the way my company is al jazirah printing and publishing.eto po ang cp no ko 503635183
my contract will expire 5 months from now and im going on an exit,but the problem is that my co worker whose contract already expires last jan 2010,he was told by our employer to render at least 2-3 months extension,until they can get new manpower.When i review my contract there’s nothing mention about extending,what its stated is that if were going to exit at least 2 months before our contract expires we should notify our employer.My manager ask desperately to renew the contract of my co worker because he cant go on an exit only he can offer was vacation,blindly,my co worker renew his contract.
My question is,is there any grounds to refuse the extension of my service when my contract expires?will it goes in smooth transition?
Hi Marc! The New Saudi Labor Law under Article 110 (2) states: “An employer may postpone, for a period of not more than ninety days, the worker’s leave after the end of the year it is due if required by work conditions. If work conditions require extension of the postponement, the worker’s consent must be obtained in writing. Such postponement shall not, however, exceed the end of the year following the year the leave is due.”
If an OFW don’t have any wish to renew his/her contract, it is your right not to do so.
Dont forget to do all in writing any request to your employer, whatever it is, related to your job or employment and have it stamp “receive” signed by the person who receive the letter. if they refuse to receive, note tha date when you submit the letter witness by your co-employee.
Regards.
Bong
Sir,
Salamat po at nabigyan nyo po ako ng idea. Tnry ko po tawagan kumpanya pero medyo hirap lang dahil halos lahat sa mga nakausap ko di gaano makainti ng ingles. Malalaman ko po lahat sa sunod na linggo. Malaking tulong itong site nyo di lang po sa mga OFWs kundi pati na rin sa mga pamilya na umaasa sa kanila. Maraming salamat po ulet. God Bless!
Jean
Sir,
Gusto ko po sna humingi ng tulong sa inyo tungkol sa pagclaim ng benefits ng nasira kong ama. Namatay po sila noong April 2009. Sa Riyadh, Saudi Arabia na po sila namatay sa sakit na aneurysm. Bale isa po silang civil engineer at sa pagkakalam ko po supervisor pa po sila at nagtrabaho sila sa kumpanya ng mahigit 20 years. Ang naglalakad po nito ay ang aking ina pero binawian na rin po sya ng buhay noong October 2009. Kamakailan nakatanggap po kami tawag mula sa mga taong tumutulong samin na tumawag daw ang kumpanya at sa katapusan ay mairerelease na nila yung end of service benefits. Bale 6000 Riyals po ang sinabi na amount. Naisip ko po parang maliit lang po yung benepisyo mula sa kumpanya dahil matagal din po sila nagtrabaho dun. Gusto ko po sana malaman kung ano po yun mga karapat-dapat na benepisyo para saming mga naiwan na anak at kung paano ang pagkompyut nito. Marami pong salamat. God Bless.
Jean
dear jean,
our heartfelt condolences.
Jean, ang esb kasi puwedeng hingin or ca be requested for emergency purposes. Kaya alamin mo sa kompanya o sa mga kasamahan ng iyong ama kung nag advance ba siya noong nabubuhay pa. Kasi sa sinabi mong 20 yrs at engineer pa siya, dapat lang na malaki ang kanyang end of service benefits. alamin mo rin kung ano mga nakasaad sa kontrata.
bong
dear sir,
greetings!!! isa po ko dito filipino workers s riyadh.. nagkakaproblema po kase kmi mga filipino workers s company nmin.most of us wants to go back to philippines or look for another good job here.una po s problem nmin eh un employment contract nmin as we verified in polo we are not registered,gusto po sana nmin maayos contract nmin but our company did not make any action for that matters.2nd po the way n magpauwe ng workers.they are not giving any notice that thw workers will send back to phils.they just let us the person know that he or she will be going 3 to 4 hrs before the flight.and even if we ask them if we can go out or attend medical mission they will not allow us to go. as they said unless they receive a letter from our ambassador/phil embassy.sir 1yr n po ko dito,ayoko n po tapusin contract ko, pwede po b un kase po as a medical allies we are supposed to have a continous practice of our profession which is NOT hapening .sad to say i am stagnant here for 1 year already and not happy. ano po b ang pwede ko gawin. thank you very much po. god bless
joy,
maraming hospital na mapapasokan na maganda dito sa ksa, diyan kapa bumagsak. ang pinagtataka ko lang, bakit hindi kayo naka rehistro sa polo, samantalang ang job orders ay dadaan muna sa ating POLO for review and approval before mag issue ng job order for recruitment sa pinas. paano kayo na recruit sa Pilipinas? baka na bUWAYA kayo sa atin, andami kasing BUWAYA na recruitment agencies sa Pinas.
Ang sabi mo na verify nyo na sa POLO, bakit hindi kayo humingi ng tulong doon kung ano ang dapat gawin. Sana tinutuloy nyo na ang reklamo laban sa kompanya. sa iyong binanggit dapat lamang na itama ang mali.
Tungkol sa paglabas, ang masasabi ko lang, nasa discretion na po ng kompanya ninyo kung allowed kayong mag medical mission at tama rin na galing sa embahada ang imbitasyon or sa POLO para kayo payagan. Mabuti na rin yon para mapangalagaan kayo habang nasa labas. Ang importante kahit papaano siguro nakakalabas kayo during Friday para mag grocery di ba? Pag wala kayong day off, yan ang masama.
Ingat.
bong
Good day po sir,
tatanong lang po sana. kasi ang mother ko at ako ay iisa ang employer. Balak po nang mother ko na mag retire na sa trabaho…kaya lang po ang sabi nang amo namin na pag umalis ang mother ko..ay kasama ako iteterminate.
ano po ang maia-advice nyo sa akin regarding my rights and benefits….housemaid nga po pala mother ko at ako po ay isang I.T. sa company ng boss ko
Sir, magandang araw po.. dati na akong naginquire sa inyo, ako po yung nagend ang contract ng Dec31.Mula nuon, hindi na ako nagwowork at waiting for our ticket (with my family).Ask ko lang po kung hindi ba pwedeng ireklamo ang isang kumpanya na hanggang ngayon, 13 days na pero wala pa ring binibigay na ticket sa amin pabalik ng Pinas? May expiration ba o penalty kapag sa specified duration hindi pa rin kami nakakalabas ng KSA? Nagpafollow up ako sa head office pero sinasagot lang ako na wala daw pera pambili ng ticket namin.Saan pwede magcomplain Sir?
Hi Carlos and everyone!
Sorry for late reply at pasensya na talaga, pareho lang kasi tayo rito sa bansang Saudi Arabia and its hard to hit two birds in one stone.
Anyway, kung andito ka pa sa KSA at hanggang ngayon hindi ka pa rin nakauwi, may karapatan kang mag reklamo sa iyong employer. Maliban lang kung wala sa kontrata ninyo na sila ang mag shoulder sa iyong pamasahe.
Ang expiration ng iyong iqama o working permit ang basehan ng iyong pag stay dito sa KSA at dapat lamang na ma renew ito para legal ang inyong pananatili sa kaharian.
Kung sabihin nila na walang pera, ibang usapan na iyon at huwag kang maniwala na wala silang pambili ng ticket. Dumulog sa ating POLO office upang matawagan ng ating mga welfare and labor officers ang iyong kompanya.
Bong
sir bong,
kelan kyu punta sa kumpanya na inemail ko sa yo?naghihntay ung ibangmga pilipino na bumisita kayu…
ask nyu ang iqama, look nyu ang timecard, luk nyu ang mga protective gear kung meron, luk nyu ang contract dahil mali at fake…
please…….
til now dkame pinapasahod….
maaari ko po bang dalhin dito sa riyadh ang anim kong mga anak?
ang asawa ko po ay kasalukuyang nagtatrabaho bilang isang day-care aid sa isang pribadong ospital dito po sa riyadh. siya po ay na-hire mula pa sa pilipinas at nakapagsimula ng kanyang trabaho noong nakalipas na may 2009. ang iqama po niya ay nasa kategoryang labor.
ako po ay kasalukuyang nagtatrabaho bilang isang executive secretary sa isang pribadong kumpanya. ang iqama ko po ay mechanical engineer.
ang sabi po ng opisina namin, kinakailangan daw po na mapa transfer sa aking sponsorship ang iqama ng aking asawa nang sa ganon ay madala ko rito ang anim naming mga anak.
maaari po bang malaman tunay na proseso nito?
gumagalang
pete roa
Dear Pete,
Ibig mong sabihin nandito ka rin sa Riyadh? at ang asawa mo ay andito rin nag work? Ang gusto mong malaman kung makuha mo ang iyong mga anak.
Tama po yon Pete, dapat lang na ma transfer ang sponsorhip ng iyong asawa sa iyo sa legal na kaparaanan para makuha mo ang iyong mga anak. Madali lang naman ito kung kompleto kayo ng mga papeles na magpapatunay na kayo ay mag-asawa. Sulat lang ng iyong kompanya ang pina ka importante. Subukan mong bisitahan ang iyong personeel department at itanong ang mga dapat gawin at anong dokumento ang kailangan for arabic translation. Siguro sa bagong saudi policy ngayon about “family status”, madaling mag request sa iyong kompanya.
Ingat at Good Luck!
Kung may time ka read below invitation, magsdala ka ng kahit ilan, 300 sitting capacity ang venue natin with lunch and snacks. See you.
WHO : KALIPUNANG KAAKABAY NG MANGAGAWANG PILIPINO SA IBAYONG DAGAT (KAKAMPI-KSA) in coordination with the New Islamic Center-Industrial Area – Riyadh and GUARDIANS NewHope Brotherhood Int’l., Inc. (GNBII)
WHAT : OFW Forum “Know your Rights and Obligations as an OFW in the Kingdom”
WHERE: New Islamic Center Auditorium, 2nd Industrial Area, Riyadh (near Saudi Ceramic Employees Compound)
WHEN: 22 JANUARY 2010 / FRIDAY (8:00 AM to 5:OO PM), Lunch and Snacks will be served (Whole Day Event).
Note: “OFW Forum” is under the auspices of Philippine Embassy, Philippine Overseas Labor Office (POLO) and (OWWA) Overseas Workers Welfare ADministration
happy new year sa inyo.. meron po sana akong ilang katanungan sa inyo. first time ko pong
makapagtrabaho dito sa saudi at mag iisang taon na po akong nagtitiis sa aming kumpanya.
medyo minalas lang po at napunta kami sa hindi magandang kumpanya. nais ko po sanang mag resign
sa marami pong kadahilanan at isa po sa mga dahilan ang pagbago ng aming kontrata na hindi
namin alam. malinaw ang
napagkasunduan namin ng employer at agency namin nung nasa pilipinas pa kami ang ONE MONTH YEARLY VACATION.
at nagulat na lang ako at ang batch namin na nakalagay sa aming kontrata ay ONE MONTH BI-YEARLY VACATION.
kaya marami po sa amin ang nag aalala na hindi makapag bakasyon. sir ang plano ko po sana ay mag resign tutal ay matatapos ko
ang isang taon na pagtatrabaho ngunit nag aalala po ako na baka hindi rin tanggapin ng employer namin
ang resignation ko. eto po ang aking mga katanungan:
1. Gaano po ba kalaki ang karapatan namin na mag-resign?
2. Kung sakaling hindi kami payagan ng employer na magresign ano po ang dapat naming gawin?
3. Ano po ang pwede naming ilaban sa pagbago ng employer namin sa aming kontrata?
4. Saan po ba kami dapat humingi ng tulong? dahil wala po talaga kaming ibang alam maliban sa inyo.
5. Kung sakli po naman na kami ay payagan mag resign posible po ba na makabalik dito sa saudi sa ibang kumpanya?
6. Ano po ang pinagkaiba ng self-termination of contract at resignation?
Yan po muna ang aking katanungan. Hihintayin po namin ang kasagutan at sana po ay matulungan nyo kami. Maraming maraming salamat po.
Hi Lindo,
Asan location mo? Kung Riyadh, please join our OFW Forum, details below:
WHO : KALIPUNANG KAAKABAY NG MANGAGAWANG PILIPINO SA IBAYONG DAGAT (KAKAMPI-KSA) in coordination with the New Islamic Center-Industrial Area, Riyadh and GUARDIANS NewHope Brotherhood Int’l., Inc. (GNBII)
WHAT : OFW Forum “Know your Rights and Obligations as an OFW in the Kingdom”
WHERE: New Islamic Center Auditorium, 2nd Industrial Area, Riyadh (Near Saudi Ceramic Employees Compound)
WHEN: 22 JANUARY 2010 / FRIDAY (8:00 AM to 5:OO PM), Lunch and Snacks will be served (Whole Day Event).
Note: “OFW Forum” is under the auspices of Philippine Embassy/POLO/OWWA
Gusto ko man pumunta sir kaso malayo po.. nasa Jubail po ang camp namin.
Sir, good day! Ask ko lang po, may nakapagsabi po kasi sa akin na hindi na raw ako makakabalik sa KSA once na nakauwi ako dahil merong rule ang KSA na kailangang may NOC stamp ng old employer ang passport o old passport for Filipino workers returning to Saudi Arabia with new contracts? At namomonitor nila daw yun dahil sa nirequire nila ang lahat na magcomputer fingerprinting recently? Totoo po ba ito? Kasi po, may contract akong bago na babalikan dito sa KSA after this previous employment…Hoping for your reply soon.Salamat po
Via,
Di ko makuha, correct me please. NOC is No-Objection Certificate ang ibig sabihin ang iyong employer ay walang problema kung babalik ka rito. Malinaw na may permiso sila kung sakaling babalik ka dahil may NO OBJECTION Certificate ka.
Tungkol sa fingerprinting, Yes! totoo, pero kung ako tanongin mo, hindi ako matatakot bumalik kung maganda ang naging atmosphere ng pag alis ko sa aking dating employer even in the absence of an NOC. Pero kung mayroong anino na susunod sunod sayo, hindi malayo na pagsakay pa lang sa paliparan ng Pilipinas ang lakas na ng kalabog ng pusos mo. Hope u understand my point.
Kung andito ka sa Riyadh, please join us. Read below:
WHO : KALIPUNANG KAAKABAY NG MANGAGAWANG PILIPINO SA IBAYONG DAGAT (KAKAMPI-KSA) in coordination with the New Islamic Center-Industrial Area, Riyadh and GUARDIANS NewHope Brotherhood Int’l., Inc. (GNBII)
WHAT : OFW Forum “Know your Rights and Obligations as an OFW in the Kingdom”
WHERE: New Islamic Center Auditorium, 2nd Industrial Area, Riyadh (Near Saudi Ceramic Employees Compound)
WHEN: 22 JANUARY 2010 / FRIDAY (8:00 AM to 5:OO PM), Lunch and Snacks will be served (Whole Day Event).
Note: “OFW Forum” is under the auspices of Philippine Embassy/POLO/OWWA
Sir Bong:
May tanong ulit ako kabayan, Carlos po ulit ito… Tanong ko kung may karapatan ba ang kumpanya na magbigay ng waiver sa akin na hindi ako pwedeng bumalika t magwork sa KSA in a specified duration? End contract ako sa 31. Salamat ulit…
Hi Carlos! Sorry for late reply.
Merong dahilan ang kompanya na mag papirma sa iyo ng isang waiver or promissory note na hindi ka muna babalik sa Saudi Arabia in an specified duration of time. Sa kadahilanan takot sila na ang hinahawakan mong posisyon ngayon ay may mga confidential na mga information na maaari mong maibigay sa bago mong employer na pareho ang linya ng business ng pinagtrabahoan mo ngayon. Discretion ng kompanya ang mga ganitong kaparaanan.
Kung itanong mo kung na meron bang batas ng Saudi ang pag papirma ng waiver, wala ito sa SLL.
Happy trip!
Bong
Sir,
may mga tanung po ako..
almost 1yr and 4 months na po ako ditos a riaydh nagwowork. nabasa ko po ang saudi law na ang iqama, medical, presentable accmmdtion for professional eh sagot ng employer. pero dito eh ang iqama kinakaltas sa amin, medical, ang accmmodation eh looks like dove cage., 10 hours regular working hours, tapus pag kukuha k ng gamot sa eh kelangan pa ng maliit ng papel at papepermahan sa HR then bibigay sa doctor, tapus ikakaltas sa amin… pwede po bang pacheck sa government ang kumpanya nmin…
ang mga pinoy po dito eh d binbgay ang iqama card intead phto copy lang ng passport with sgnature ng hr.
me case pa po ako. kase po nagfile po ako ng release last year tapus ang sabi skin eh dnya ako irelease unless magbayad ako ng 10000SR. pero that time wala nmn akung perang ganun kalaki..
after months, me tumwag saking company. nakpagusapa ako s knila at sinbi ko ang case ko sa knila. un compny n lilipatan ko eh sila ang magbabayad ng 10000. tpus ang sabi po ng anak ng GMnmin na ibablock list nila ako.
MAKATARUNGAN po ba un gann..?
saka ung 10k SR po eh tama ba na hingan ako ng ganun kalaking halaga?
pwede po bang mag SURPRISE VISIT kyu sa company nmin..
luk nyu po ang status ng mga pinoy dito, working hours, iqama nila(ung mga labors po walang mga iqama), protective gear(painter po ang mask eh ung yellow). last year po me namatay dto painter din po(indiano).dhil po un sa wlang protectve eqpmnt.
sana nmn po mabgyan nyu ng aksyun ang aming problema…
pwede nyu po ako mkontak sa eadd ko..
salamat po..
Fiel,
Please email at bongamora14@yahoo.com your exact company name and location.
Thanks.
Bong
gusto ko lang po sanang humingi ng advice para sa husband ko presently nasa Al Khobar saudi arabia po siya, mag 6 mos na po siya don, kaso po sa kasamaang palad magsasara na po yong kumpanya nila, nag aaply na rin po siya sa ibang kumpanya doon at mayron na pong sumagot sa isa nyang inaplayan, kaya lang po hindi niya po alam kung mabibigyan siya ng release ng present employer nya, kung iassume po natin na hindi siya mabigyan ng release ano po kaya ang dapat nyang gawin? saka pwede po ba yong ganon ang mag apply ng diretso sa bago kumpanya? sana naman po masagot nyo po agad tong tanong ko, at kung may release naman po siya, maaari na po ba syang dumiretso sa bago nyang employer ng hindi na nag eexit. salamat po ng marami.
Dear Mrs. Garing,
May karapatan ang iyong husband to request for release kung na bankrupt na ang kompanya. Dito sa KSA, practice na ng mga na bankrupt na company to release their employees para hindi na sila mag shoulder sa renewal ng work permit or iqama ng kanilang mga empleyado. Ibig sabihin, once na release na ang OFW or naka kita na ng bagong employer ang iyong husband, iba na ang “kafil” or sponsor nya. Dapat lang bigyan siya ng release ng dati niyang pinapasokan para makakuha ng transfer of sponsorhip as required for the issuance of new work permit or iqama.
Oo naman, maari siyang dumiretso sa bago nyang employer na hindi na mag exit. Sabihin mo lang sa husband mo na kausapin niya ang bago nyang employer na tawagan ang dati niyang sponsor para sa mga release papers.
Salamat sa pagbisita.
Bong
Salamat po sa impormasyon makakatulong nang malaki yan sa aking asawa, syanga po pala paano po kung ayaw siyang bigyan ng release ng present employer niya? ano po ba ang dapat niyang gawin? kasi po ayon po sa aking asawa ayaw daw siyang bigyan ng release papers ng may ari ng kumpanya kung mag eexit po ba siya ano po ang mangyayari? sana po ay muli ninyo po akong bigyan ng advice tungkol dito, at sa loob po ba ng 6 mos na stay niya don sa company may makukuha pa rin po ba siyang benefits kahit po papaano? salamat pong muli.
magandang araw po, gusto ko lang po sana itanong kung meron po batas ngayon sa saudi for salary increment? balita ko po, nagpalabas po ng bago batas ang saudi na ang lahat po ng company ay magbibigay po ng20-30% incremetn sa mga empleyado? tama po ba ito? malapit na po kasi matapos ang 2 years contract ko po dito sa riyadh, pero ayaw po ako bigyan ng increase pero di naman po ako pinapaygan bigyan ng final exit, re-entry po ang lagi ipinipilit.
Hi wendel,
walang batas o provision sa saudi labor law na magbigay ng salary increase ang lahat ng kompanya sa kanilang empleyado. kung meron wala pa akong nabasa o nakita na official document tungkol dito. ang pagkakaalam ko ang mga saudi government lang or saudi government agencies lang ang nagbigay ng increment sa kanilang mga emplyedao saudi man o ibang lahi ng 10% to 20% (depende sa evaluation ng iyong trabaho) of their basic salary upon renewal of contract or upon arrival from vacation.
windel, wala silang magawa kung exit ka, ipaglaban mo ang iyong desisiyon na mag exit, pero sa maayos, matiwasay at magandang kaparaanan. sa ksa bawal ang magalit, hindi puwede rito ang “isang bala ka lang”, ngiti naman diyan.
bong
hi po! gusto ko lng pong itanong kung ano po ang dapat gawin ng asawa ko nasa saudi. tapos na po ang contract nya ng two years, gusto na po nyang mag exit kaso di sya pinayagan. ang advice sa kanya ay humingi lng ng bakasyon tapos di na babalik. Kaso po ang kinakatakutan namin pag kumuha sya ng police clearance sa saudi baka lumabas sa record nya na di sya bumalik sa work. Mag aapply po kasi sya papuntang Canada. Meron po ba kayong maipapayo kung ano ang dapat nyang gawin. O kaya may kakilala po ba kayo sa Labor office na pwedeng tumulong sa kanya? Di na po kasi makatao ang ginagawa nila kasi di naman nila hawak ang buhay ng isang tao.
Umaasa po kami sa reply ninyo. Maraming salamat po!
Iris Chiong
Hi Iris,
yan pa ang isang problemang dapat bigyan pansin ng ating gobyerno. napakarami sa aming mga kahanay na pagkatapos ng kontrata hindi pa makakauwi dahil sa ayaw ng employer, maski extend na ito ng 5 to 6 mos. sobra sobra na ang extension na ito. minsan antayin ang kapalit bago makauwi ang ofw. ang probelmang ito ay dahil sa walang konkretong labor bilateral agreements ang sending at host country sa mga ganitong situwasyon lalo na dito sa gitnang silangan.
nasa riyadh ba ang mrs mo? kung nandito sa riyadh tawagan mo ang phil. overseas labor office sa numero tel: (9661) 483-2201 to 05 fax: (9661) 483-2204/483-2196 . Hanapin si Welfare Offcier Atty. Cesar Chavez Jr. Paki banggit na lang ang aking pangalan.
Kung hindi i-report ng kanyang employer sa saudi immigration or saudi police siguro naman makakuha siya ng clearance.
Bong
hello po. thank u po sa lahat ng information na binigay nyo. i try po na lang ng asawa kong tawagan ang mga numbers na binigay nyo. maraming salamat po at magandang araw sa inyo.
iris
magandang gabi po! nagtry po akong tawagan ang embahada pero busy lang ito lagi. meron po akong kakilala dito na nagbigay ng # a nagwowork sa embahada name po nya si atty. wesley (0560959022) sinabi nya po na magtiis na lang, binigay ko po sa kanya ung name & add ng clinic, name ng amo ko at fax #. sinabi ko naman na wag nya padalhan ng notice kasi pwedeng lalo me madiin. ask ko lang po pwede po bang gawin ng amo ko yung sinabi nya na kung uulitin ko daw ung ginawa kong pagtakas pwede nya me gawan ng kaso or ipahuli sa mutawa or pulis at dalhin sa kung saan ng walang nakakaalam? snabihan rin po ako ng head nurse namin na wag ko na tangkain magsumbong sa embahada kasi matutulad lang daw me sa datng nagreklamo sa amo namin na pinahirapan bago nakauwi. ano po ba talagang dapat ong gawin? hayaan na lang na ganito nangyayari saken? apektado na rin kasi health ko dahil sa di tamang oras ng duty. salamat po sa pagsagot nyo sa aking hinaing at payo.
hi jhen!
sorry for very late reply. busy lang sa work. puwede bang email (bongamora14@yahoo.com) mo sa akin ang lahat ng napag usapan ninyo ni atty. wesley 0560959022 at paano niya nasabi ang “magtiis ka na lang”. hihintayin ko.
bong
magandang araw po! i’m jhen, nurse po ako dito sa al sameria medical center sa jeddah. yung employer kong palestene di nya po me allowed na lumabas since sept. 18, accdg to him wala daw definite na date kung kelan nya me allowed na palabasin, he punished me w/o any valid reasons. whenever i asked him na lumabas at least for buying foods he still didn’t allow me. sinasabi nya pasasamahan nya ko sa driver para mamili pero di nya tinupad. napilitan me tumakas & nalaman nya yun, so now ginawa nya from 10 hours of duty ginawa nyang 12 hours (9am-1pm, 5pm-10pm, 1am-4am) then may deduction ako na 5 days..ano po bang dapat kong gawin? alam kong mahirap magtrabaho abroad pero hindi naman dapat ganito ang gawin saken, ipinaglaban ko lang po yung alam kong karapatan ko..sana po matulungan nyo ako..
Dear Jennifer,
Labag sa karapatan pantao at labag sa iyong kontrata at sa batas ng Saudi Arabia (Saudi Labor Law) ang pag trato sa iyo ng iyong amo. Matanong lang kita, ang Sameria Medical Center ba ay isang clinic or Hospital? Bakit may driver kapa? Hindi ba kayo binigyan ng bus para sa mga nurses ng Hospital? Karamihan kasi dito sabay sabay mag grocery or mag mall ang mga nurses na may sasakyan na bus provided by the clinic or the hospital. At huwag mo lang masamain ang tanong kung ito, ikaw ba noong panahon na makalabas, nakipag date sa mga kapwa natin pinoy rito? At kung naki pag date ka, may nakakaalam ba na kasma mong pinay sa work? kasi hindi malayo na may kasalanan ka rin, isipin mo na bawal sa Saudi Arabia ang makipag date o makipagkita sa opposite sex na walang relasyon. at siyempre maiinggit ang mga kasamahan mo diyan. kung nakalusot ka, hindi malayo sinumbong ka. kaya ganon nalang ang pag trato sa iyo ng amo mo. Not unless may personal na motibo ang palestino sa iyo. Pero kung sakali man straight ka at walang nagawang kamalian sa kanilang mga patakaran, isang paglabag ng karapatan pantao ang ginagawa sa iyo ngayon. Subukan mong tawagan ang mga numerong ito: Tel. Nos (02) 6696-303, 6600-348, 6670-925, 6600-354. Pindotin mo ang #3 (Assistance to National) pag katapos ng voice prompt. Sigurado naman may telepono diyan sa clinic or di kaya may cell phone ka. Ang mga numerong iyan ay sa ating Konsulada. Kunin mo ang pangalan sa iyong makakausap at kung ano ang payo niya sa iyo. May aksyon man ang Konsulada o wala sa loob ng isang Linggo, mag email ka sa akin lakip ang detalye ng inyong pag uusap, pangalan ng taga Konsulada na kausap mo.
Dahil nandito ako sa Riyadh at nasa Jeddah ka, yan muna ang tanging paraan sa ngayon ang dumulog sa ating Konsulada. Marami akong mga kaibigan na FilCom leader diyan na makatulong sa iyo ibigay ko ang mga contact details pagkatapos mong matawagan ang atind Assistance to National Section ng Konsulada.
Relax ka lang at wag padalos dalos sa desisyon na maaring ikapahamak mo.
Regards,
Bong
halos lahat po ng nurse dito eh lumalabas kasama pinoy or ibang lahi..pag lumalabas po kasi me mag1 lang pero may regular patient po kasi kami dito na lagi ngdadala ng pagkain para sa mga nurse pero mas madalas po para saken..may nagsabi po sa amo ko na may relasyon ako dun at lumalabas kasama un. ask ko po sya kung may pruweba ba xa or iharap nya ung taong nagsabi sa kanya para mprove ko na mali ung bintang saken. pero di xa nakinig, karapatan daw nya na gawin kahit ano kasi hawak nya ko at ayon daw sa batas ng saudi ung ginagawa nya. wala kami driver or any service, kanya-kanya ng labas dito. bawat isa samin bibigyan ng gate pass nakalagay dun ung time na dapat na labas mo at pagbalik(8 hrs lang un). marami pa o syang katiwalian dito. sweldo namin dito 1600 pero nakukuha na lang namin 1200 kasi every month may deduction kami(iqama-1650, visa-1850, training-360, licensure exam-840, processing fee-250, food allowance-300) dapat daw o mabayaran yan w/in 2 years. ung contract namin dito 3 years, actually may pinapirma samin contract na sabi samin eh receipt lang daw un(written in pure arabic words) nakalagay daw dun na wala kami marereceive na kahit anong benefits except ung sahod lang namin. at pag may nagrereklamong pasyente sa kanya may deduction agad kami..ung eid namin di nya rn binayaran..ung overtime namin every friday bayad nya lang samin 50sr=10 hrs. mula ng di nya me pinalabas twice pa lang me nakiusap sa kanya pero di talaga xa nakinig kaya napilitan na ko tumakas, sabi nya sa headnurse namin pag inulit ko daw ulit un kukuha daw xa ng pulis na magdadala saken sa malayo walnang makakaalam kahit sino until the end ng contract ko. private clinic lang po ito, 13 nurses po kami lahat filipina dito. wala rin kami allowance dito, ung 1st month lang namin..lahat kami na nagpoprovide, pero libre ung accomodation namin, every month may kaltas kami 20sr for water consumption daw..at hindi lahat ng nagwowork as a nurse dito eh professional kaya every time na may MOH or taga-labor na dumadating, pinagtatago nya ung mga nurses na walang lisensya..nagwoworry na po kasi me saka may dai pong nurse dito na nagsumbong din sa embassy at nang malaman nya pinahiraan nya ung taong un…may karapatan po ba kong magresign? at kung gsto ko umuwi ako po ba dapat magprovide ng lahat ng gastusin? or pwede po bang magrequest ako na malipat ng trabaho kng san maayos ung trato saken..di lang po ako concern sa sarili ko pati na rin sa mga kasamahan ko, natatakot po kasi sila..salamat po sa inyong payo.
Dear Jennifer,
Dito kasi sa KSA, alam na nila ang gimik ng mga pinoy, kunyari magdala ng regalo o pagkain sa clinic ng isang pinay pero ito pala ay manliligaw na. Alam mo naman na talagang bawal dito ang magliligawan. Ibig sabihin ikaw ang palaging pinapadalhan, meron na itong dahilan. Kaya siguro hinihigpitan ka. Ngunit ang ginagawa sa yo na pagtrato lalo na sa iyong karapatan bilang manggawang pinay dito sa ksa ay hindi na naaayon sa tamang paraan ng pag displina sa turo ng Islam. So may karapatan kang mag complain at ito ay idaan mo sa tamang proseso. Humingii ng payo sa ating Konsulada, kunin mo ang pangalan ng taong kausap doon mo at i-follow up natin ito.
Tungkol sa tanong mo kung puwede ka lumipat or mag resign, puwede mong gawin, karapatan mo yan ngunit ang mga ganitong paraan ay maging dahilan na ikaw ay lalong gipitin o lalong mapag initan ng iyong employer. Tawagan ang mga numerong ibinigay ko at humingi ng tamang payo. Gaya ng sabi ko huwag padalos dalos ng desisyon. Magpakumbaba at humingi ng gabay sa Taas upang ma gabayan ka sa iyong mga desisyon at gawain sa araw araw.
Bong
Thank you very much Kabayan sa reply.. malaking tulong po ito.. Gusto ko sana makarating sa OFW Forum, pwede po pakibigay yun exact address, hindi kasi ako taga-Riyadh. Again Maraming salamat po
Sir good day po. I want to ask for your help on computing my monetary benefits according to the Saudi Labor Law. MagExit (end contract) na ako sa December 2009, first contract ko,2years – Basic Salary: 2800 + Food Allowance: 200… 2nd contract ko, another 2years – BS: 3200 + FA: 300 + Housing Allowance: 2 months…
*Until I almost finished my 4 years, hindi nila binayaran yung mga holidays (Eid,Haj,Nat’l Holidays) which nakalagay sa kontrata 7 days each year yun na nagtrabaho ako, maihahabol ko pa ba yun sa monetary benefit ko?
*Wala din akong natanggap na vacation salary nung nagbakasyon ako after my 1st contract, pwede bang isama yun?
*1st contract ko ‘single status’ pero yun 2nd contract ko nasa ‘family status’ na, does it affect the computation (aside sa libre yun plane ticket namin ng buong family ko)?
*Nasa batas din ba na idededuct nila yung 4 years Iqama renewal fee ko sa benefits ko?
I hope you will help me on this dahil nagbigay sila ng amount ng total which is SR 9000, na makukuha ko sa kumpanya pero tama lang po ba na yun lang after 4 years? Gusto ko rin lang sana na malaman nila na hindi ako basta basta paloloko sa kanila pagdating dito tulad ng ginawa nila sa previous workers nila. Sana po matulungan nyo ako dito. Maraming salamat po.
I will also email this message to your private email.
Hi Carlos! Sorry for late reply, medyo busy lang sa work at nakaligtaan ang extra curricular activities. Herein below a simple computation.
(1) END OF SERVICE BENEFITS (ESB) or Service Award
A service award or end of service benefit refers to the incentive pay or grant given by employer in recognition of the number of years of service rendered by worker. Generally, the award or benefit is given by employer at the end of, upon the termination of the contract.
The grant of service award under Saudi Labor Law depends on the nature of the contract of employment agreed upon by the worker and employer, i.e., whether it is for a specified period or not.
1) 5 Years and below
a) Wages: Basic + Allowances
b) Specified Contract: 1 / 2 month pay
c) Unspecified Contract: 1/6 of months pay
2) Above 5 years but below 10 years
a) Wages: Basic + Allowances
b) Specified Contract: 1 month pay
c) Unspecified Contract: 2 / 3 of months pay
3) Above 10 Years
a) Wages: Basic + Allowances
b) Specified Contract: 1 month pay
c) Unspecified Contract: 1 month pay
I: Specified Contract
For contract with specified period, and the contract comes to an end, the worker is entitled to an award for the period of his service to be computed on the basis of half (1/2) months pay for each of the first five years and one (1) month’s pay for each of the subsequent years.
Example: 5 years & below
Computation: Basic + Allowance / 2 x 5 years = ESB
Basic pay : 1,200.00
Food Allowance : 200.00
Transpo Allowance : 200.00
Housing Allowance : 300.00
==========
Total : 1,900.00
Divide 2
==========
950.00
x 5
========== = Total ESB : 4,750.00
II: Unspecified Contract
For contract with unspecified term, the worker who resigns or cancels the same shall be entitled to one third of the award given in the case of specified period (1/6 of the award), if his service period is less than two consecutive years and not more than five years. If the service period is more than five years but less than ten years, he shall be entitled to 2 / 3 of the award. The worker shall be entitled to the full award if he has served for more than ten years. (Art. 88, Saudi Labor Law).
Example: 5 years & below
Computation: Basic + Allowance / 6 x 5 years = ESB
Basic pay : 1,200.00
Food Allowance : 200.00
Transpo Allowance : 200.00
Housing Allowance : 300.00
==========
Total : 1,900.00
Divide 6
==========
316.66
x 5
==========
Total ESB : 1,583.30
Note: Computation of ESB upon final termination of contract will be based on your current monthly basic pay and present allowances.
(2) Overtime
Carlos pag mag overtime ka sa Holidays, double pay yan. Paki check nga doon sa kontrata mo kung anong specific terms nag nakasulat tungkol sa kontrata. Karapatan mo makuha ang kabayaran sa mga pinagpawisan mo. Please note that overtime is included in the computation of ESB.
(3) Ang plane ticket makikita yan sa kontrata mo kung libre ba kayong pamilya sa plane ticket back and forth. Walang nkasaad tungkol sa plane ticket sa SLL, pero natural na yan dito sa Saudi na ang mag shoulder ng pamasahe mula sa country kung saan ang empleyado nanggaling at pabalik sa kanila, mabakasyon man or final exit. Basahin mo rin kung anong nakasaad tungkol sa mga pribilihiyo bilang family status. Very simple lang naman yan sa kontrata kung anong nakasaad. I mean self explanatory kumbaga.
It would affect the computation of course, kasi kung andito ang pamilya mo, tumaas ngayon ang housing at transportation mo. Ang note na nakasaad sa itaas, very self explanatory: Computation of ESB upon final termination of contract will be based on your current monthly basic pay and present allowances.
(4) The employer shall bear the cost for Iqama. Pursuant to the Council of Ministers Decision No. 90 dated 14/5/1418H (September 15, 1997) or Royal Decree M51 dated 1415H, IQAMA or residence permit shall be borne by the employer.
Sana nasagot ko ang iyong katanungan. Kung hindi pa, at gusto mo ng malinaw, imungkahi mo ang iyong mga tanong sa ating POLO/OWWA, sa loob ng Diplomatic Quarter, hanapin mo si Atty Cesar Chavez. If you have time please join us on the 27th of November sa OFW Forum sa 2nd Industrial ARea, it is a joint undertaking of KAKAMPI-KSA and POLO/OWWA.
Have a nice weekend.
Bong Amora
respected sir, I READ THE LAW BUT IS DOES NOT CLEARED ME 1 THING PLSSS I NEED U R MORE GUIDE LINE IN THIS.MY ONE FRIEND WHO WORK WITH ME IN SAME ORGANIZATION GOIN ON A FINAL EXIT. HE WANT TO COME BCK AGAIN TO KINGDOM HE IS FROM PHILIPINE. IS THT POSSIBLE HE CAN COME BCK AGAIN WITH OUT ( NOC ). AND IS WILL TAK HOW LONG TO APLLY IN OTHER COMANY TO GET IN AGAIN,,,
sir ako po ay nagtratrabaho bilang medical staff sa isang clinic sa riyadh may katagalan na rin po ako d2 almost 6 yrs na rin..nitong august 30 lng ay binenta ng sponsor namen un clinic.So ngaun bago na un may ari, pero nde pa rin nalilipat un sponsorship namen sa bago. b4 ibenta to, nagsbi sa amin ang aming sponsor na kung ayaw namin sa bagong may ari, we could come back to him and work sa iba nyang clinic or irerelease nya daw kmi.So hoping na ganun nga so we waited muna sa new admin kung Ok cla, but unfornately eh worst pa sa inaasahan nman.nde kmi ngaun hinaharap ng sponsor namin regarding with our situation here..were confused at blangko po tlaga, nde namin alam ang aming gagawin at kung cno ang aming lalapitan.2 yrs na rin kming nde bngyan ng increase sa dating sponsor namin at sbi ng new owner eh nde daw cla magbbgay din kaya kmi ngaun ay nagpapaplanong umalis at humanap ng ibang mapapagtarabahuan. at sir may ilang katanungan po ako.
1.dapat po ba na tanungin kami ng aming sponsor kung gusto naming lumipat kmi sa bagong owner or nde.
2. may karapatan po ba ang bagong may ari na mag pauwi sa amin khit na nde pa kmi na tatransfer sa kanila .(kc nga ayaw namin na magwork para sa kanila so they re threatening us na bbgyan kmi ng exit).
3.May karapatan po ba kaming humingi ng release sa aming sponsor kung meron kaming malalapitan na iba?pwd kaya namin ipaglaban un?
Sana po mabgyan nyo ako at ung mga kasmahan ko d2 ..nde na rin kmi makapag trabaho at makatulog ng mabuti kc nga po nabababahala kmi sa aming stwasyon..hoping for ur soonest answers…thank po.God bless!
Dear Angela,
Pasensya na sa late reply.
Kapag binigyan ka ng “release” ng kompanya or hospital or clinic na pinagtrabahoan, i t means malaya ka na maghanap ng ibang employer. Sa iyong sulat, binigyan nga kayo ng release pero nilipat kayo sa nakabili ng clinic. Kung may kasulatan between your previous employer at bagong employer tungkol dito, it means legal ang pagkalipat ninyo sa bagong employer. Kaya nga lang hindi pa kayo inilipat sa pangangalaga or sponsorship ng bago ninyong amo or clinic. However, if they dont have any agreement and you dont like to stay with the new employer, then all you have to do is to ask permission sa inyong “kafil” or sponsor.
Try to contact your sponsor asap before your iqama expires.
Thank you.
Bong
Sir, una sa lahat magandang araw.
D2 po ako sa riyadh work as a cad operator/ architectural designer.
Mangyari po kc sir, gs2 k pong mag resign sa kadahilanan na hindi k n kaya yung tension sa workplace, over work, no overtime saka na rin po ang inaplyan k d2 sa companyang ito cad operator/architectural designer.mangyari ngyn ako na rin ang foreman sa site.sa kabila ng maraming trabaho mura pa inaabot ko.
isang araw me sinabi sya na i-cancell ang isang item for ordering and then he said i will cancell this to the factory.tapos nagkta kmi ulit sa i discuss the item he cancell, ang sabi nya po.” i did not tell you that” i replied nman po.. ” i swear sir u did, and i swear it to my God” ang ganda po ng sagot nya skin..” ————-”. for this matter i cant resit anymore working with them.
Ngayon po sir gs2 n po mag resign nlang sa trabaho.sa dami ng trabaho at maliit ang sahud.beyond that wala po silang respeto bilang tao.
tanong ko po sir me babayaran po b ako sa companya sakaling magreresign ako?naka 1 yr and 5 months n po ako sa kumpanya.
maraming salamat po..
best regards,
raymund
Good am Architect, pasensya na at medyo busy sa work.
Kung ang kontrata mo 2 years, ang ibig sabihin 7 mos na lang matapos na ang iyong kontrata. Bakit hindi mo na lang taposin ito. Just inform them 5 months before ma expire ang iyong kontrata. Mabuti naman at on time ang pa sweldo diyan, at least on time rin ang padala mo.
Maraming kompanya or employer dito sa KSA na hihingi ng kabayaran sa kanilang nagastos para makuha ka, katulad ng visa, placement fee (kung sila ang nagbayad), iqama at iba pa…kung sakaling mag resign ka at di mo tinapos ang iyong kontrata. Kung ako ikaw, taposin ko na lang ang kontrata, magtrabaho ng pitong buwan na umaayon sa agos ng kanilang pamamalakad, not unless sinaktan ka na o sinuntok, ibang usapan na yon. Pero hindi ito mangyari kung sa pitong buwan na darating maka pagtimpi ka parin sa kanilang mga ugali. Ayosin mo lang ang trabaho sa loob ng pitong buwan para kaagad ma aprobahan ang iyong exit notice.
Sa aking mga unang taon bilang isang OFW dito sa KSA dumaan din ako ng ganyang pagtrato, mas masahol pa nga ang na experience ko ngunit pinanghawakan ko ang mga linyang ito “It was pride that changed angels into devils; it is humility that makes men as angels.”
Good luck Raymund, email ka lang sa akin in private kung may mga problema pang darating. Ingat at huwag kalimutan humingi ng gabay sa Taas sa iyong pang araw araw na ginagawa.
Bong Amora
ask ko lang po kabayan kung papano ako makakuha ng visit visa para sa asawa ko? at kung magkano un? kasi bachelor’s visa lng binigay sa akin ng current employer ko dito sa riyadh kaya di ko sya makuha kuha. ang trabaho ko ho dito ay executive secretary since ala namang visa for exec. sec. kaya nkalagay sa visa ko telecom technician ako. plano ko na lang kasi na kukuhanan ko sya ng visit visa then d2 na lang mag aapply directly sa mga hospitals. Nurse po asawa ko at gusto rin sya makapagtrabaho d2 sa riyadh na kasama ko sya d2 at to follow na din ang anak namin. please pakisagot naman po ng mga tanong…u can send me din po sa email address ko..salamat kabayan!
Hi Frandy!
I have little knowhow about Visa Application and Issuance re: to enter the Kingdom more particularly on “visit visa”. Though, I am certain that Saudi diplomatic post abroad grant visit visa application to facilitate the entry of businessmen and investors in KSA; and of course visit visa of relatives or family of diplomats to enter KSA; So with other nationalities that have invitation (business) visa’s from companies, establishments and influential people in the Kingdom.
I heard from a friend that families of fellow OFWs ay nakarating dito sa KSA using visit visa, well…of course puwede if your employer/company is willing to help you.
I think the best way to do is to let your wife visit the Royal Embassy of Saudi Arabia in Philippines and inquire what are the requirements to apply for a visit visa in the Kingdom. in the meantime, you can check this link found at Royal Embassy of Saudi Arabia-RP re: the list of requirements for Visa application of the ff: Working Visa, Business Visa, Transit Visa, Umrah Visa and Hajj Visa (http://www.mofa.gov.sa/Detail.asp?InSectionID=3047&InNewsItemID=37395).
You can also visit : the Saudi Arabia’s “Ministry of Foreign Affairs” website and im sure you can find some important informations about the Kingdom’s Visa Regulations and Rules ( http://www.mofa.gov.sa/Detail.asp?InNewsItemID=36407 ).
Thank you and regards.
Bong Amora
Totoo po ba na bagong policy ng KSA na pauwiin na this month ang mga Pinoy OFWs na may edad na 55 & above? Salamat po.
Hi Leonard,
Siguro hindi ko nabasa ang bagong Saudi policy na nabaggit mo. Ngunit hindi po malayo na magkarron ng ganong policy ang kaharian. Dito sa aking pinaglilingkuran na Government institution, may mga balita na sa susunod na taon papauwiin na sa atin ang mga Pinoy na may edad na 60yrs old. Karamihan sa mga kasamahan ko dito na mga pinoy ay umabot na sa 60 ang edad na umabot sa 20 to 25 years of service na rin.
Pero sa Saudi Labor Law naka saad doon na ang retirement period ma implement lamang o maisaganap na isang provision sa batas pagkalipas ng 2 taon. Meaning the said provision below ca be applied two years after the NEW SLL enters into force.
SLL Article (74):
A work contract shall terminate in the following cases:
(4) The worker attains the age of retirement, which is sixty years for males and fifty five years for females, unless the two parties agree upon continuing work after this age. The retirement age may be reduced in cases of early retirement as provided for in the work organization regulation. If it is a fixed-term work contract which extends beyond the retirement age, it shall terminate at the end of its term.
Nitong nakaraang buwan, 6 Pinoy engineers ang dumating dito, karamihan sa kanila ay mga bata pa, at sabi nila may darating pang 8 sa susunod na linggo. Ito’y nagpapahiwatig lamang na mga bago at mga bata ang kanilang mga kinukuha sa atin, hindi malayo na ang mga ito ang papalit o kapalit sa mga tumanda na rito.
The Kingdom’s Saudization policies are currently geared toward encouraging the replacement of foreign workers with local workers, though matagal na itong plano hindi natin maipagkaila na gradual o mabagal ang pagkakaroon ng implementasyon nito.
According to IMF report expatriates population in Saudi Arabia is about 1/4 of its country’s total population. The U.N. also estimates that expatriates workers in Saudi Arabia will rise to about 3.7 million by 2010.
So ang pinangangambahan natin na bagong Saudi Policy on expats age limitation ay hindi malayo. And it is about time na dapat lang talaga na mag ipon na tayo or habang andito pa sa Saudi magkarron na tayo kahit man lang maliit na negosyo sa Pilipinas in preparation for our eventual return.
Thanks Leonard for your time sa pag bisita. You are most welcome, anytime.
Bong Amora
Is it true that if you exit in your company and you want to return again in a different company do i have to wait for 3 yrs to return again?
Hi Hermie,
Maraming kompanya dito sa KSA na pag exit ka na aside from quitclaim/waiver na nagpapatunay na nataggap mo ang iyong end of service benefits at iba pang mga monetary claim ay nagpapapirma rin sila ng promissory note na nakassad na ang employee upon final exit ay hindi muna babalik sa KSA sa loob ng dalawang taon. Kung ang OFW ay pumirma at ito ay isinumite ng employer sa immigration or labor ministry malamang na ito ay naka record sa immigration. Ang ganitong aksyon ng employer ay dahil sa ayaw nila na bumalik ka rito sa KSA na kung saan ang bago mong (to be) employer ay katulad ng business ng inalisan mong kompanya.
Kung wala namang pinapirmahan na promissory note ang isang exit na OFW, ikaw ay puwedeng bumalik sa KSA. Siguradohin mo lang na sa pagbalik mo dito, bagong issue na passport ang dala mo. Mas maganda rin na pag nandito ka na, huwag ka munang gumala at magpakita sa dati mong amo o kompanya o dating mga kasamahan para sigurado na walang problema. Minsan kasi pag alam nila na andito ka at lumipat sa ibang kompanya na kung saan ganon ang nature ng business nila, hindi malayo na i-report ka sa ministry of labor, pero ang mga ganitong pangyayari ay bihira.
Marmaing salamat Hermie sa iyong pagbisita. Sa karagdagang importmasyon makipag ugnayan sa ating POLO/OWWA office or sa ating Embahada.
Good morning!
Bong
Sir,
I am working in Saudi Arabia since 16 year in a private company. I have one question about the eid holidays. My question is
If i not attend the office before last working day of Eid Holidays, shall company deduct my salary of that one day which i not attend along with all eid holidays?
For Example : last working day was saturday i.e. 29.09.1430H and eid holidays start from 01-10-1430H for next six days, If i not attend the office on saturday i.e. 29.09.1430H the eid holiday also can be deductable by company?
Please let me know ASAP by return email or sms on my mobile, your prompt respons will be appreciated.
Regards,
S. M. Aijaz
smajaaz@hotmail.com
0551851479
Dear Aijaz,
Your inquiry is : shall company deduct my salary of that one day which i not attend along with all eid holidays? If your employer is very strict with employees attendance then the company will deduct only 1 day absent from your salary and not 1 day plus the eid holidays.
Thanks for your visit.
Manuel
Dear Sir,
Can i get release from my sponser/company as i am working since 16 years with them and now i want release due to some resons. And my real visa was issued by another sopnser means present company/sponser done the sponser change “Nakal Kiffala”.
I hope you understand.
Please reply,
Thanks and regards,
Aijaz
Dear Sir,
I am working since 16 year in a company and my contract for Air ticket is on/after every 2 years. according this shall we get 8 return ticket in 16 years ? because till date i drew only 6 ticket from company account and i want to go on vacation now in this month of february 2010 means just after one hand half year from last vacation.
according labour law under chapter 4, Article 109 clause (2) is mentioned that “worker shall enjoy his leave in the year it is due.” return ticket related to leave and If i going irregualar after 2 year or more or less. Company can give me 8 return ticket according my services of 16 year or not ?
shall company can object and refuse to give me return ticket or not ?
Please reply me ASAP.
Aijaz
hi mr aijaz,
the company will shoulder your ticket when you goes home for vacation, it maybe after two years or 3 years, etc etc., as long you go home for vacation, they should buy you a ticket as per provision written in your contract. if your vacation time is irregular that is not company’s fault.
thanks for dropping by.
you must ask your original sponsor.
regards.
Thank u for sending me new saudi labor la.It will help me know my rights as a OFW.Thanks and more power
Dear Sir,
Good Day!
i am working in my company for going 3years now. i am suspended last week without any letter or reasoning. my employer just take my iqama & company ID and told me to stay in our accommodation and wait for their further notice. it’s been going to 2weeks this monday and i didn’t know til now the reason why i am suspended. what should i do?…how many days or months a suspension will take effect?..awaiting for your kind response.
Respectfully yours,
Remuz
Article 70. A worker may not be subjected to disciplinary penalty for an act committed outside the workplace unless such act is related to the job, the employer or the manager in-charge.
Nor may a worker be fined for a single violation an amount in excess of a five-day wage, and no more than one penalty shall be applied for the same violation. No more than a five-day wage shall be deducted from his wages in one month in payment of fines, or his suspension from work without pay may not exceed five days a month.
Article 71. A disciplinary action may not be imposed on a worker except after notifying him in writing of the allegations, interrogating him, hearing his defence and recording the same in minutes to be kept in his file. The interrogation may be verbal in minor violations the penalty for which does not go beyond a warning or a deduction of a one-day salary. This shall be recorded in minutes.
Article 72. The worker shall be notified in writing of the decision of imposing the penalty on him. If he refuses to receive the same or if he is absent, the notice shall be sent to the address shown in his file by registered mail. The worker may object to the decision of imposing the penalty upon him within fifteen days, excluding official holidays, from the date of notifying him of the final decision. The objection shall be filed with the Commission for the Settlement of Labor Disputes which shall be required to issue its decision within thirty days from the date of registering the objection.
Please see and read by yourself SLL Article 66 to 73 Re: Disciplinary Rules.
You can also file a complain to Saudi Labor Office or visit POLO for assistance.
Thanks.
Bong
hi
ask lang po,i am one of the applicant for job oversea in qatar,now po ngkaroon ng problema ako sa aking agency w/c i hve decided to pull out my passport,problem po di daw pwede mapull out passport ko if hindi ko binayaran visa ko kasi merrun na ako,my question is,dapat ko bang bayaran talaga visa ko when in fact hindi sya na-stamp ng qtar embassy dahil daw sa underage ako?in my point of view,its not my fault if hindi nastamp visa q dahil sa age q so i dont have the obligation to pay for the visa.
i hope someone will help me w/ this problem i have…tanx a lot!
Ann,
Please read carefully the contents of this link: http://ofwempowerment.wordpress.com/ofw-guide/withdrawal-of-applications-10-myths-and-facts/
Bong
Sir bong,
Greetings of peace!
We would like to seek for an advice as to what & whom we could possibly reach out regarding our problem here in King Abdullah Hospital,Bisha (under Self Operating Program/MOH). It regards to financial issues focusing on our salary situation. Actually, we were staff nurses before who’s been doing charge nursing duties in critical areas when they demoted us to nursing assistants due to the process of accreditation for CBAHI standards. We’ve been denied of 60% allowance from our salary as per recommendation from our Director of Nursing addressed to the FINANCE DEPARTMENT. Automatically,they deducted 60% from our salary when it must have been only 20% deduction (40% allowance for the ward & 60% allowance for special area). It was a year ago, when they deprived us with this allowance. The written contract we signed was 3 years back when we are still in special areas. So far, we never signed an updated contract stating the nature of our job and the corresponding salary.3 months back, we were called for salary settlement in MUDERIYA here in the province.It was fair enough with computations done & approved by the committee basing on our credentials regardless of the fact that we don’t have registration from our country. They gave us basic salary mainly focusing in which degree we finished in college (either diploma or bachelor’s degree), years of experience & 40% allowance in the ward we are deployed to.Lately, the finance secretary told us that the salary settlement done in MUDERIYA is a mistake & cancelled. But upon inquiring to the same officer in charge it is not cancelled & was never a mistake.
We’ve been following up regarding this matter to the Nursing Administration (Director of Nursing) and to the Hospital Administration itself for 3 months now. And we couldn’t hardly get the appropriate answers regarding to our concerns. This issue had been circling around the hospital right now and too many were affected.
Would u mind to lend us your time and share us some advice as to what we must do? Because honestly po naging miserable na mga buhay namin dito at hindi na namin alam kung sino pong dapat naming pagkatiwalaan regarding this issue kahit lantaran na po ang panloloko sa amin at paglabag sa karapatan naming sumahod ng tama. May mga hawak po kaming mga ebidensiya na magpapatunay na tinanggalan kmi ng sobra2 sa sahod basing on our latest salary certificate compared to the last contract we signed.
Please po tulungan nio po kami. Maraming Salamat po sa site niyo! Hopefully po ma resolved tong issue na to with ur help. Please guide us po.
More power sir Bong & GOD bless!
Ang Bisha ay sakop po ng Jizan province, di po ba? Kung sakop ito ng Jizan, ibig pong sabihin nasa jurisdiction ng ating POLO-JEDDAH ang inyong area.
Pakitawagan po ang numerong ito: 0546088934, cp no. po ito ng ating POLO LAbor Attache sa Jeddah na Atty. Vic Cabe. Sabihin mo po sa kanila ang inyong problema at itanong mo na rin kung kailan mobile outreach nnila sa Jizan upang makausap mo siya ng personal.
Pakibanggit na lang na ako po ang nag refer sa inyo para humingi ng payo or ano ang nararapat ninyong gawin.
Salamat sa pagbisita sa ating blog.