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STEP-ONE(1): Manpower Pooling!
- JOB CATEGORIES/POSITIONS;
- QUANTITY(ies) REQUIRED for each CATEGORY or POSITION listed;
- JOB DESCRIPTION for each CATEGORY or POSITION listed;
- NUMBER of EXPERIENCE REQUIRED (usually in terms of years);
- BASIC (base) MONTHLY (preferable) SALARY PAY or OFFER for each WORKER (preferably in U.S. DOLLARS - or if it is in another currency, kindly put the U.S. DOLLAR equivalence);
- PROJECT or WORK LOCATION (if any);
- PERIOD OF EMPLOYMENT (preferably in terms of years - POEA rules & regulation prescribe a maximum employment term of TWO-YEARS);
- WORKING HOURS; and
OTHER VITAL INFORMATION that you may or would want us to share & inform the candidate-applicant-worker such as, but not limited to, the following:
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ARRANGEMENT ON FOOD & ACCOMODATION: does your company offer FREE food & accommodation? Or, do you just provide the accommodation and give an ALLOWANCE for FOOD then let the workers do the marketing & cooking of themselves? (NOTE: if your answer is YES to the latter, you will have to provide the necessary kitchen equipment & utensils, et al). Kindly be more specific & indicate this in the document;
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TRAVEL ARRANGEMENT or PASSAGE TO COUNTRY: to and from the country of origin (upon employment, during vacation and/or upon termination of their employment contract);
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MEDICAL & DENTAL COVERAGE;
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TAXATION POLICY based on country rules (if ever the rule applies);
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LANGUAGE REQUIREMENT (if any);
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ROTATION or LEAVE POLICY: for companies with WORKSHIFT schedules; and
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OTHER BENEFITS.
Should you wish a SAMPLE-COPY of this document, for your immediate reference and/or file copy, PLEASE-CLICK-HERE. |
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ONCE you (or your company) have decided to take this STEP (or procedure), this LEGAL documentation process will require your goodselves to prepare the following DOCUMENTS in PREPARATION for VERIFICATION, as listed below (NOTE: these documents ARE DOWNLOADABLE by CLICKING on their NAMES). They are:
1. MANPOWER REQUEST (also called DEMAND LETTER or MANPOWER REQUEST) - with the same format & conditions as stated & detailed in STEP ONE (1) above;
2. SPA (Special Power of Attorney) issued by the principal or employer (i.e., you) in favour of our company (CMI);
3. RECRUITMENT AGREEMENT - by and between your company and our company (CMI); and
4. MASTER EMPLOYMENT CONTRACT which incorporates, among others, the minimum provisions of employment contracts of land-based workers (see right side of this page of these provisions) of the direct employer (or Foreign Placement Agency - if the situation & rule applies) containing the minimum requirements for contracts of employment of workers as provided in Sec. 2(b), Rule 1, Part III of the 2002 POEA Rules & Regulations.
ADDITIONAL DOCUMENTS THAT YOU WILL BE ASKED TO SUBMIT ALONG WITH THE ABOVE-LISTED DOCUMENTS:
1. COPY (certified-true-copy) of your VALID BUSINESS LICENSE (also called REGISTRATION CERTIFICATE), or equivalent document, or PROOF of existence of PROJECT (especially for construction companies or projects) validated or certified by the issuing authority in the host country
2. COPY of your VALID PASSPORT (or your authorized representative signing on all the documents for and in behalf of your establishment/company);
3. VISA ASSURANCE, or its equivalent certificate or document, validated by the issuing authority in the host country or its Embassy in the Philippines; and
4. COPY OF OUR COMPANY'S (CMI) VALID POEA LICENSE.
NOTE: other than ITEM # 4 (COPY OF OUR VALID POEA LICENSE) above, there are NO (downloadable) SAMPLE-COPIES of these documents as these are considered documents that can only be produced by you.
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ONCE ALL the above documents are available (properly filled or answered), they will have to be submitted to the following office(s) (nearest your destination) for VERIFICATION purposes below. They are the:
In the absence of this POLO office above, you may go or proceed to the nearest:
NOTE: Certain FEES for VERIFICATION (or AUTHENTICATION - as in the case of our CONSULATE OFFICE) will be charged by the above POLO office.
Upon release of these documents, PLEASE SEND them all to us (via courier - YES, we need the original copies) so we may submit the same to POEA for your REGISTRATION (or Accreditation). This procedure is needed in order to process all the travel documents of your workers in Manila.
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QUESTION#1: Do you know there are countries exempted from this VERIFICATION POLICY, RULE or PROCEDURE?
By virtue of two (2) very progressive & market-oriented DIRECTIVES issued by POEA in 2003, countries like the UNITED STATES OF AMERICA (USA), CANADA and the member-states of the EUROPEAN UNION (EU) are EXEMPTED from the VERIFICATION rule above. These countries have labour or employment conditions that are considered "WORKER-FRIENDLY" for their sponsored foreign workers on-site.
IN A NUT-SHELL: any and all PRINCIPALS or EMPLOYERS residing or having registered businesses (or companies) in any of these three (3) aforementioned countries/destinations will NO LONGER be required to undergo the VERIFICATION procedure. They are, HOWEVER, REQUIRED to have their documented ATTESTED by their LOCAL NOTARY PUBLIC office. Just the same, the ORIGINAL COPIES are still NEEDED in Manila for REGISTRATION at POEA. These said DIRECTIVES are the:
This exemption, however, DOES NOT APPLY to HSWs of HOUSE-HOLD SERVICE WORKERS (domestic helpers, caregivers, nannies, house-cooks, family drivers, etc.)
QUESTION#2: Have you, or your company, ever been REGISTERED (or ACCREDITED) with another licensed recruitment agency in the Philippines before?
IF the answer is NO, then PLEASE IGNORE this question.
However, IF the answer is YES, then you have TWO (2) CHOICES to deal with this situation. By picking any of the given choices below, i.e., either you take:
1. CHOICE # 1: CANCEL or REVOKE the REGISTRATION (or ACCREDITATION) of your existing or previous Philippine AGENT, so you may TRANSFER the REGISTRATION (or ACCREDITATION) to our COMPANY (CMI). In order to achieve this, you will have to issue a REVOCATION LETTER, so you may CANCEL the existing or previous SPA (Special Power of Attorney) or authority you issued earlier in favour of the last Philippine Agent. PLEASE-CLICK-HERE to download a SAMPLE-COPY of this document; or
2. CHOICE # 2: INVOKE the rule on ADDITIONAL REGISTRATION (please choose whether you wanted an OPEN or DUAL REGISTRATION - whichever is applicable - PLEASE READ the provisions on this rule at the right-hand-side of this page) making us as your new or additional agency (i.e., CMI) servicing your manpower requirements. What you only need is a LETTER REQUEST stating the reason why you wanted to INVOKE this rule. Qualifying provisions, however, will have to be followed accordingly in order to obtain the approval of the request. WE CAN GUIDE YOU THROUGH THE PROCESS by preparing the said letter for you (case-to-case basis). |
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As may be clearly stated in the respective sections of our RECRUITMENT AGREEMENT (note: these are government approved fees and are in no way violation of any provision of law, rule & regulation of the Philippines):
1.5 FEES CHARGEABLE TO PRINCIPAL or EMPLOYERS FOR EVERY SUCCESSFULLY RECRUITMENT WORKER:
The Employer shall pay to the Legal Representative the sum equivalent to one (1) month salary per selected worker as minimum mobilization fee (MMF) for any and all pre-selection procedures in accordance with the rules and regulations issued by the Department of Labor and Employment. Such payments shall not is any manner by levied on the accepted applicants by either the representatives or the Principal/Employer upon arrival of said worker at site of employment.
Any and all such payment(s) shall be made by the Employer to the COMPANY/LEGAL REPRESENTATIVE in three (3) days prior to the scheduled departure date of selected worker.
1.6. FEES CHARGEABLE TO WORKERS IN THE PHILIPPINES FOR EVERY SUCCESSFUL RECRUITMENT:
As maybe appropriate and agreed upon by the parties, a clause on fees against the workers may be incorporated read as follows:
“The PRINCIPAL approves and fully concur with the imposition by the COMPANY/REPRESENTATIVE of fees against the workers accordance with the rules and regulations of Department of Labor and Employment. The pertinent provisions and the total amount of which shall form an integral part of this Agreement and should not exceed to the equivalence of one (1) month salary of each recruited worker, excluding pre-employment expenses, as the case may be.”
Pre-Employment Expenses are defined as follows: documentation and/or personal expenses that only the candidate-selected-worker can only produce personally such as, but not limited to, passports, NBI Clearances, pictures, medical examination, trade-skills tests, POEA/OWWA processing. PDOS (Pre-Departure Orientation Seminar), airport taxes, et al. These are expenses that the administration (POEA) fully considered as worker-borne “out-of-pocket” expenses prior to his departure.
In any given probability that the selected worker might not be able to pay the fees that he should be paying the COMPANY/REPRESENTATIVE (in aggregate or in full), the same shall be collected by the EMPLOYER and/or his representative, on site, and remit the same (at the same account stated above) by the former to the latter. In which case, the COMPANY/REPRESENTATIVE shall either fax or email a copy of the promissory note signed by the selected worker to the Employer for immediate collection of the same.
It is understood that no other fees in whatever form, manner or purposes shall be imposed upon to the worker by the agency, other than what is specified and/or listed above. Appropriate receipts shall cover all payments made by the worker. |
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ALL documents given in this page! Always look for the phrase “PLEASE-CLICK-HERE" in all the downloadable documents to be able to download the same. Or, simply point the cursor to the name of the document (depending on your computer's features, DOWNLOADABLE documents may change in color. JUST CLICK-IT!
ADOBE ACROBAT READER is needed in some documents - PLEASE-CLICK-HERE to download the FREE software at the accredited (VIRUS-FREE) download site - please let us know if you encounter any problem(s).
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The RECRUITMENT of WORKERS, under this arrangement called MANPOWER POOLING, shall be done under the following SET-CONDITIONS:
1. IT DOES NOT, in any manner, prevent you (or your company) from patronizing (i.e., seeking the services) any other LICENSED RECRUITMENT AGENCIES (LRAs) in the Philippines;
2. IT ONLY allow us to perform the conduct of MANPOWER POOLING procedures, such as ADVERTISING, PREQUALIFYING INTERVIEWS, SHORT-LISTINGS and SENDING (via courier, fax or email) the documents of candidates to your goodselves (when instructed);
3. THE ADVERTISING COST(s): shall be, and must be, borne by you (or your company) - depending on the size & scheduled time of said advertisement(s), which will determine the actual cost of the advertisement, we can design the advertisement & send them to you (for your approval) and arrange with the two (2) largest broadsheet newspapers in the Philippines (i.e., Philippine Daily Inquirer or the Manila Bulletin) for the same (Sunday is usually the best day to advertise); and
4. IT DOES NOT, permit you to conduct PERSONAL or ACTUAL final interviews of the candidates in Manila - as this will require your company to undergo the NEXT STEP (i.e., STEPS 2 & 3) of the procedures.
Rules on Advertising for Manpower Pooling
Sec. 2. RULE VII, PART II of the 2002 POEA Rules & Regulations states that: Licensed agencies may advertise for manpower pooling without prior approval from the Administration (POEA) subject to the following conditions:
1. The advertisement should indicated in BOLD LETTERS that is for MANPOWER POOLING ONLY and that NO FEES WILL BE COLLECTED from the applicants; and
2. The advertisement indicates the name, address and POEA license number of the agency, name and worksite of the prospective registered/accredited principal and the skill categories and qualification standards.
Minimum provisions in the Employment Contract
Sec. 2(b), Rule 1, Part III of the 2002 POEA Rules & Regulations - states that, Master Employment Contract which incorporates, among others, the minimum provisions of employment contracts of land-based workers, as follows:
1. Guaranteed wages for regular work hours and overtime pay, which shall not be lower than the prescribed minimum wage of the host country or not lower than the appropriate minimum wage standards set-forth in the bilateral agreement or international convention, is applicable, or not lower than the minimum wage in the country, whichever is highest;
2. FREE transportation to and from the worksite, or offsetting benefit;
3. FREE food and accommodation, or offsetting benefit; and
4. Just (or authorized) causes for termination of the contract or of the services of the workers taking into consideration the customs, traditions, morals, practices, company policies and the labor laws and social legislations of the host country.
Verification or Accreditation, what is the difference?
Sec. 1, Rule 1, Part III of the POEA 2002 Rules and Regulations describe VERIFICATION as: all the recruitment documents of foreign principals, employers and projects shall undergo verification at the work-site prior to registration with POEA. The Philippine Overseas Labour Office (POLO) nearest the worksite shall review and verify the recruitment documents, including the master employment contract with the view to establish the existence of the employing person, company or project, its capability to hire workers at the applicable rates and at desirable working conditions that are in conformity with the minimum standards prescribed by the Administration (POEA) and/or with the labour laws and legislations of the host country.
Sec. 1, Rule II, Part III of the POEA 2002 Rules and Regulations describe ACCREDITATION as: Foreign principals, employers or projects in countries or work-sites where there are NO POLOs to verify recruitment documents shall undergo accreditation at POEA. |
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RULE I (Verification of Foreign Principals, Employers and Projects)
Sec. 8 - OPEN REGISTRATION: A foreign principal that acts as direct employer may be accredited to more than one Philippine agency provided that:
1. A uniform compensation package shall be adopted by the principal and the agency; and
2. The principal has a verified job order of at least 50 workers; or
3. That the principal must have hired at least 50 workers within a period of one (1) year immediately preceding the accreditation.
Sec. 9 - DUAL ACCREDITATION: A principal that is licensed to operate as foreign placement by its government may be registered to a maximum of two (2) Philippine agencies, provided that:
1. A uniform compensation package shall be adopted by the principal and the agency; and
2. The principal has a verified job order of at least 50 workers; or
3. That the principal must have hired at least 50 workers within a period of one (1) year immediately preceding the accreditation.
Sec. 10 - TRANSFER OF REGISTRATION: The registration of a foreign placement agency may be transferred to another agency provided the compensation package previously approved by the Administration shall be maintained; and provided further the transferee shall assume full and complete responsibility for all contractual obligations of the principals to its workers originally recruited and processed by the former agency.
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PLEASE point to the country destination you would wish to know as to the SALARY STANDARD for each category or position of workers you may need, then “LEFT-CLICK” the mouse, giving you the right info. This info is complied & supplied by POEA (Philippine Overseas Employment Administration). NOTE: these given information never guarantees that any and all categories or positions you have in mind specifically are listed therein.
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Accredited Jobs 
