Many expatriates are afraid of what would be the outcome of this new Saudi policy, and some says it can create chaos among OFWs that will be affected on it. For me, there’s nothing to worry, I don’t even agree that our low skilled and semi skilled OFWs will be displaced. You know why? Under the Nitaqat system an expatriates or a foreign worker will be given a free hand to transfer to another sponsor without even asking for the original sponsor’s consent. This category falls under the Yellow and Red categories.
To those fellow OFWs who wrote in our blog asking if their employer’s move terminating them is legal – my answer is No! Under the Nitaqat system those companies belong to Yellow and Red categories will not be able to renew their foreign workers’ visas – it means, the worker still have the chance to complete their contract till his/her work permit expires (unspecified period) or contract expires (specified period). If your sponsor terminates your contract, don’t panic, don’t sign any documents accepting the termination, tell them that you understand the point and instead submit a letter of non-renewal of contract. In this manner, the worker can receive all the benefits under the law.
Another option is – the worker can transfer his services or can transfer employment to another company even without the original employer’s consent. So why panic? Stop worrying because we are not affected at all. Many good companies especially those belong to Green and Excellent categories will surely hire our services – Filipino pa! Alam nila kung paano tayo magtrabaho. So, those OFW’s out there, if you sense that your company will surely be affected by Saudization for not complying the recent Saudi government Nitaqat system, it’s time for you to start looking for a new employer but just do it cool and ask for their consent if necessary. (Click this link>>> The Facts About Nitaqat “The Nitaqat System in a Nutshell”)
PHL Recruitment Agencies should be aware of the Saudi’s Nitaqat policy; particularly their clients belong to Yellow and Red categories. In the same time job seekers should be smart in accepting job offers from Saudi firms nowadays. Find out how long the Saudi employment company has been in business, see to it that the firm’s present financial condition is stable and more importantly, these companies are in line with the Saudization policy.
One more thing, job seekers or applicants who passed interviews from their prospective employers, please do not sign any documents or comply to the recruitment agencies instruction like, to undergo medical examinations, advance payment of placement fees and others without accepting first the employer’s JOB OFFER in accordance with the POEA Full Disclosure Policy.
The following terms and conditions must be written in the mentioned job offer or Full Disclosure of Employment Contract:
1) Salary per month
2) Food allowance ( If there is)
3) Designation (Work Position)
4) Contract Duration ( includes Yearly/after 24 months with number of days paid vacation)
5) Free Airfare Ticket (upon completion of contract: 1 Year or 2 Years, it depends)
6) Probation period (3 months)
7) Transportation ( Allowance or Provided by employer)
8) Accommodation ( Allowance or Provided by employer)
In addition, an OFW should always be aware of his/her Visa Category. If the visa category is different from the official work at site, an OFW should acknowledge that he/she is aware about it BUT salary and official designation shall be applied at site. This document should be signed by both the OFW and the Manager or Owner of the recruitment agency.
Upon arrival at site or country of destination, DO NOT sign any documents or new contract in which the basic terms and conditions are not the same in the Job Offer you signed with your recruitment agency in the Philippines. –End-