How Rensol Ensures Foolproof Staff by Background Checking: A Case Study

Client Problem: Original Partner Recruitment Agency of a Restaurant Chain in Dubai Deploys Candidates Who Do not Undergo Thorough Background Check

  • Deployed workers in Dubai consistently displayed unruly behavior such as violent tendencies towards their co-workers, using their mobile devices while working and loudly talking to customers.
  • Upon reviewing the recruitment process of their former partner agency, background check and character referencing seemed skipped.

Rensol’s Solution: Recommended Disciplinary Action to Control Workers’ Attitudes; Turn Over of Recruitment

  • Valuing the plight of every worker overseas, Rensol Recruitment, as the partner agency who took over, recommended imposition of necessary disciplinary action. This comes with the belief that appropriate reprimand can make an improvement to their workers’ behavior.
  • With the nature of the hospitality industry, Rensol jumped in and took over the recruitment for the restaurant chain and utilized specialized background checking and strict character referencing prior deployment.

Background check in every candidate is a recruitment protocol that should not be skipped. Without the standard assessment, recruitment could be a wide door open for possible theft, sexual harassment, violence, fraud, or even drug addiction in the job site. This ethical practice could not just save their people and their customers from possible harm, but their reputation as well, as a hospitality service provider.

Recruitment with little or completely without the background check is a negligent process. Abandoning this step or overlooking the result is a habit that could endanger everyone in the workplace.

Case in Point: A Recruitment Agency who Skips Backgrounding to Expedite Process

A restaurant chain in Dubai consistently received reports from their branch managers that some staff recruited from Asia exhibited mild to alarming misbehaviors which include stealing, physical violence, and altercation. The corresponding reprimand was given to each worker but what bothers the owner the most is that the trend of incidences has been consistent and unrelenting. The owner has been worrying that if this continues, it may cause further harm to their customers, their workers, and worse, the business itself.

The owner asked their first partner recruitment agency to present a report on their professional and criminal background to assess the problem of each worker, but the original agency can’t provide substantial documents. The owner concluded that the recruitment firm may have resorted to skipping some processes, including background checks, that made their process unbelievably fast.

Workers who reach multiple reprimands were subjected to background checking and several of them have tainted records that should’ve been reported to them before their deployment in the first place. Upon learning the failure of recruitment that they never knew had transpired, the owner decided to consult another recruitment firm to know the proper course of action to take.

Rensol’s Strict Background Check and Due Diligence

Rather than termination, Rensol Recruitment recommended that problematic staff be subjected to disciplinary action to manage their behaviors. Rensol shared some talent management guide to the owner as to how they can avoid the worst-case scenario. This will be a lot more cost-effective than rehiring staff all over again.

Rensol believed that overlooking those “repetitive” bad behaviors during the recruitment process is a failure of recruitment. There is nothing costlier than hiring the wrong person.

The employer decided to stop sourcing candidates from their former partner because of negligent hiring. Hence, they turned over the partnership to Rensol Recruitment for their succeeding recruitment needs. With evidently arduous process and transparent reporting on statuses of candidates, the owner was assured that every candidate deployed is the best in quality and has foolproof clean records.

Rensol is strict with its recruitment standards and policies. Every candidate is treated with a comprehensive background check on a case-by-case basis and their past records were assessed based on its probable impact on their respective job sites.

The standard for a restaurant workplace is an extensive checking of their criminal and drug records, psychological and medical history, social security status and professional reputation. Rensol assured the company that all deployed employees are covered with due diligence to avoid problem employees in the future, which the former partner agency forgot to secure.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

A product of the University of Santo Tomas College of Law, Bryan joins Rensol team to aid in its human resource management and legal processes. His strong background in civil law, his intensive experience working for a private law firm, and his being well-versed with the technicalities on existing policies and regulations surrounding overseas employment and ethical recruitment preserves the company on the legal track with all its many endeavors.

How Rensol Expedited Recruitment Needs of a Healthcare Facility in Egypt: A Case Study

Client Problem: Health Facility Fails to Acquire their Urgent Staffing Needs from their Former Partner Agency

  • A newly-constructed healthcare facility in Egypt commissioned a recruitment agency in the Philippines to provide them healthcare professionals with varying fields of expertise.
  • After almost 6 months prior to the signing of the service agreement, nothing happened as the recruitment encountered difficulty in sourcing for the right talents that match their standards.
  • Only six months were left before the hospital became fully-operational.

Rensol’s Solution: Assisted the Client Company with the Most Simplified Process of Accreditation and Fast-track Recruitment

  • Rensol advised discontinuing their partnership with the former recruitment agency as per their failure to comply with some strict terms of the service agreement.
  • Due to the urgent need to fill in the large expertise demand, Rensol made the accreditation and the recruitment process faster and easier for the client.
  • With the new partner recruitment agency’s rich healthcare and medical network – sourcing for the right talents was quick and smooth. ·

In recruitment, time is more worth of gold.

Longer recruitment process may literally cost you a lot, but a rushed recruitment may even cost you more if it leads you to hire the wrong person. More than “time is gold’, timing in recruitment is everything. Having a reliable partner agency to assist in providing staffing solutions is the most cost-effective and time-efficient considering the extreme cost to hire expatriates.

Case in Point: A Partner Who Fell Short of what was Expected

A healthcare facility in Egypt decided to partner with a recruitment agency in the Philippines. The facility was still under completion and was in need to finalize the pool of their in-house health experts such as a gastroenterologist, endocrinologist, internist, obstetrician-gynecologists, etc. and some bunch of surgeons and physicians as right before it opens.

The promised hassle-free accreditation went with lots of flaws that delayed everything they had initially planned. The manpower pooling started but for almost two months, no qualified profile was presented and there were no actual candidates introduced for an interview. The management doubted if the firm can provide their staffing demand given their healthcare standards.

There was only half a year left for the hospital to complete their pool of experts, but there is still no assurance from the firm if they could still comply even with the lump sum of money they had already devoted to pushing the recruitment process.

Rensol’s Medical Magic

With Rensol’s inbound marketing efforts, the client company was able to learn that there were still recruitment agencies which will not just provide them the most fitting talents, but effective staffing solutions as well to resolve their manpower crisis, all at once.

As assessed, Rensol found out that the client company had dealt with an agency without a proven track record to provide specialists and experts. Upon checking POEA records, there are still no approved job orders, thus the accreditation of the foreign company was not finalized for a couple of months already.

Rensol discussed this with the client company and they, in turn, decided to let Rensol take over the job being neglected by the negligent recruitment firm.  With a simpler and standardized process in accreditation assistance and the overwhelming compliance of the client company, the job order was accredited in less than 3 weeks.

Gantt Chart: Rensol’s Standard Recruitment Process

With Rensol’s vast in-house database of healthcare professionals seeking opportunities abroad, it has never been difficult for the recruitment agency to source their manpower demand with the most qualified one. With effective recruitment marketing, advertisement produced attracted surplus feedback to interested candidates. Assessment, Interviews, and Background Checking were all accomplished in a span of 3 weeks. On the fourth week, pre-selected candidates were already presented to the employer and were already assessed for a final interview.

Selected healthcare experts were subjected to an accelerated processing and documentation, visa stamping, and OEC issuance in less than 2 months, and was deployed flawlessly afterward just on time for the opening of the healthcare facility.

Even with a tight timeframe, Rensol was able to produce the best choices for each job descriptions with its expedited, yet careful talent attraction and selection.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

 

Book Reader. Writer. Educator. Dreamer. – Johann joins Rensol Recruitment and Consulting with 8 years of extensive experience in Sales and Business Development, Brand Marketing, Content Development, Social Media Marketing, and Management. He leads in the creation and moderation of internal and external content and assists in thought leadership in the market to drive the bottom line. He loves the challenges at work and always thrives for customer satisfaction.

How Rensol Came To Rescue a Steel Factory in the Middle East Flocked with Unfit Workers: A Case Study

Client Problem: Steel Factory in Qatar Discovered their Partner Recruitment Agency to Supply them with Workers who Fail the Required Medical Exam

  • Client notices that accidents became frequent with the deployment of foreign workers in his factory.
  • The steel factory in Qatar finds out that the bulk of candidates deployed by a recruitment agency from the Philippines failed their medical exam and are unfit to work.
  • The said Philippine recruitment agency allegedly fakes the medical status of their workers despite the safety risks in a factory workplace.

Rensol’s Solution: Assist in Revocation of Former Partner Agency to POEA, Expedite Process to Replace Incompatible Workers with Fit-to-Work Workers

  • The steel factory sought the help of Rensol to solve the health and safety hazard of retaining unfit workers.
  • Rensol advised to disconnect with the former recruitment agency and assisted with the revocation process as faking medical status is a serious violation of the Revised Rules and Regulations on overseas recruitment imposed by POEA.
  • Due to the urgent need to fill in the large gap on vacated position, Rensol executed a contingency plan in accreditation and recruitment process in the fastest, yet more ethical way.

High standards of physical fitness are vital in a factory workplace with all those rotating equipment and heavy machinery one may be exposed to. Apparently, accident-proneness of a worker is correlated to one’s fitness for the job. With all the hazards, a worker’s technical skills and medical fitness are necessary factors during staff recruitment to an unsafe environment.

Apart from the danger that this pose to their health and their co-workers’, the cost of an accident to the company, even with the worker’s own negligence, is financially hurting and practically troubling to the factory’s operation.

That’s why the pre-employment medical examination is one of the important requisite before a worker’s deployment to the job site. Assurance from an accredited clinic that the worker is fit enough to work is the final go signal for a recruitment agency to pursue one’s application. The medical result is a significant determinant of a candidate’s effectiveness in the workplace, as well as his compatibility to survive the harshest of the conditions.

Case on Point: A Steel Factory Flocked with Unfit Workers

After a month of deployment of a bulk of Filipino workers to a steel company in Qatar, the management complained of the number of accidents happening each day despite the specialized skill training, strict supervision, and safety policies being imposed. Each accident cost them a lot. Apart from the financial assistance they provide, impediment of processes caused serious harm to their operations.

The owner finally decided to reevaluate their medical status as he suspected that their negligence and proneness to accident might be caused by something their company may not have control.

After evaluation, more than half of the newly-deployed employees failed the medical exam. Some workers were found to be obese, diabetic, anemic, and high-blood, while a big slice even has liver and lung diseases. Some are even over-age to their prescribed age during recruitment. The client company got back to the responsible recruitment agency, but the latter insisted that they could no longer do something about it since they were already deployed and have been working for a month in their factory. They insisted the legitimacy of their medical certificate and the contract they were bound to follow.

To lessen safety issues and possible legal complications in case of serious accidents that may possibly happen with the kind of workers they have, the client company seek an agency from the country to assist in resolving their dilemma.

Rensol’s Intermediation and Emergency Substitution

The client company sought the help of another recruitment agency to aid this serious human resource problem. When the case was presented before Rensol, it was made under study and it was concluded that the company was misled by their former partner recruiters when the bulk of deployed employees were confirmed to be unfit to work even before their deployment.

Under investigation, their medical exam was forced to be conducted in an unaccredited clinic by the Gulf Cooperation Council-(GCC) Accredited Medical Clinics Association (GAMCA). Papers of their medical results even suggested that some details were forged and manipulated. Rensol was easy to conclude that this is a clear ground for revocation due to non-compliance with the rules and regulations set by the Philippine Overseas Employment Administration (POEA).

Rensol reported the incident to POEA and the partnership of the two were soon dissolved. Unfit workers, whose lives may just be put in danger with the hazardous environment of a steel manufacturing, were subjected to repatriation.

Because of the immediate need to fill in the large gap of vacated slots, the client company decided to affiliate with Rensol to replace the ill agency and to continue the disrupted partnership to aid in their manpower needs.

With Rensol’s proven track record in the easy, convenient, and fast processing of accreditation documents and their sound relationship with the government, the process was expedited, and recruitment was even started earlier than expected.

The first batch of deployment of legitimately fit-to-work workers was made successful in a short span of time.  With Rensol’s strict compliance with the Rules and Regulations on recruitment processes provided by POEA, the steel company was able to equip its manpower with highly-competitive and qualified workers and medically fit ones that can survive the inevitable health hazards.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in the Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

Book Reader. Writer. Educator. Dreamer. – Johann joins Rensol Recruitment and Consulting with 8 years of extensive experience in Sales and Business Development, Brand Marketing, Content Development, Social Media Marketing, and Management. He leads in the creation and moderation of internal and external content and assists in thought leadership in the market to drive the bottom line. He loves the challenges at work and always thrives for customer satisfaction.

How Rensol Remedied a Nurse in Turkey with a “Blabber Finger” Breaching Confidentiality: A Case Study

Client Problem: A nurse posts private information of a Turkish patient on her personal social media accounts, breaching his confidentiality

  • A mother of a patient in Turkey complains of a nurse breaching confidentiality by posting selfies, social media updates, and comments about her good-looking son, revealing confidential information on Facebook, Instagram, and Snapchat.
  • The alleged posts pose risk to the confidentiality of his son’s private data as it discusses the patient’s name, his medical condition, and the treatment he has been undergoing.

Rensol’s Solution: Negotiation, Disciplinary Action, Propose a Confidentiality Agreement for New Hires

  • The partner recruitment agency negotiates to ease the possible criminal implication of confidentiality breach.
  • The nurse has been reprimanded accordingly.
  • Rensol proposes a Confidentiality Agreement that would be signed by all deployed Filipino employees.

Every patient’s medical records are of great personal significance and malicious access of which, or worse, an inappropriate disclosure is a serious infringement on privacy and confidentiality.

When it comes to confidentiality, nurses follow a strict code of conduct to keep the privacy of each patient. Blabbermouths (blabber fingers in the age of social media) within the ranks of health care providers have been prominent when social networking platforms arise as sharing anything and everything online has been convenient unlike before.

It is an ethical responsibility of a nurse to keep information learned from the patient in the context of a nurse-to-patient relationship. It is because this relationship is built on privacy and confidentiality, and any information shared and obtained should be treated with utmost confidence. Anyone breaching this code of conduct should be subject to apt disciplinary action.

Case in Point: An Ill Case of a Blabber Finger

A Turkish parent of a patient presented screen-captured images before the client a series of posts and comments from Facebook, Instagram, and Snapchat showing how a nurse attending her good-looking, 17-year-old son, confined with a communicable disease, shared images/selfies, confidential information, and other care-related scenarios they had online.

Alleged social media updates didn’t display the name of the patient but still bothers his guardian for a possible harm, such action may cause his son’s reputation.

In an initial inquiry, the nurse clarified that there is no intention to expose her patient. She claimed that her only purpose is to post personal updates on what she’s been doing overseas to her family and friends in the Philippines.

However, withholding a patient name on an online post like hers is insufficient and is never an excuse. Posting pictures and updates about patients are intolerable activities in a healthcare environment. This is considered a serious breach of the patient’s privacy and confidentiality.

Rensol’s Prescription

Based on the guide issued by the National Council of State Boards of Nursing (NCSBN) on how nurses should utilize social media, even if the act was found unintentional, the nurse could be terminated on the grounds of unprofessional and unethical conduct, moral turpitude, mismanagement of patient records, and breach of confidentiality.

Apart from negotiating a possible criminal charge that may result to temporary or permanent license revocation of the nurse and fines to be paid by the hospital, Rensol successfully convinced the aggrieved party to let the offense be managed internally.

The Philippine partner recruitment agency believes that the best way to address social media privacy policies is to discuss it directly with the accused.  The nurse ended up facing a temporary suspension sanctioned by the hospital’s management.

Rensol recommended strengthening privacy policies in the said hospital. Prior to healthcare recruitment, Rensol encouraged the hospital to orient every new hire with a confidentiality agreement. This will clarify what information is allowed and is not allowed to be shared and the corresponding consequences in case of violation. Preferably, this should be signed as soon as Rensol deployed new health care staff on their job site.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in the Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

 

Book Reader. Writer. Educator. Dreamer. – Johann joins Rensol Recruitment and Consulting with 8 years of extensive experience in Sales and Business Development, Brand Marketing, Content Development, Social Media Marketing, and Management. He leads in the creation and moderation of internal and external content and assists in thought leadership in the market to drive the bottom line. He loves the challenges at work and always thrives for customer satisfaction.

How Rensol Disciplined a Bartender who was Causing Major Shrinkage in a Wine and Dine Business in Oman: A Case Study

Client Problem: Bartender Reported to Cause Major Inventory Shrinkage for Alleged Employee Theft

  • Omani Bar owner notices great shrinkage on his liquor inventory.
  • A waiter reported an alleged employee theft by a bartender before the owner with eyewitness accounts.
  • The Omani employer has no idea how to reprimand the bartender’s different form of theft.

Rensol’s Solution: Provide HR Solutions, Investigation Assistance, Disciplinary Action

  • Prior to the assistance sought by the bar owner, the partner Philippine recruitment agency recommended an investigation with respect to the right to privacy and respect for reputation.
  • Upon confirmation, Rensol assisted the Omani employer in reprimanding the bartender, and in imposing a just disciplinary action against the accused employee as provided in Art. 145 of the Revised POEA Rules and Regulations Governing the Recruitment and Employment of Land-based Overseas Filipino Workers of 2016.

For bar and restaurants, theft doesn’t just involve sneaking out of stocks outside an establishment’s premises, a simple free drink to a friend is already theft, and when it becomes a habitual practice from one of your staff, it may result to a greater dilemma of inventory shrinkage.

As for bar owners, a bartender could steal from you in various ways even if not resorting to bagging of liquor inside their boots. These various ways are the undetectable ones and if left ignored over time, it could be a crippling financial loss that may hurt your business.

Shrinkage is the mismatch between the actual inventory and net sales that is primarily due to employee theft or fraud. Even with the most skilled and most loved bartender in your bar, one may commit the kind of theft you will never expect.

Case in Point: Just Drink Don’t Sink

An Omani bar owner has been suffering great financial loss for a few months due to an apparent inventory shrinkage for a reason he can’t identify. Based on a surveillance camera, there is no sneaking out of bottles that had transpired. He has been totally clueless on how imbalance on sales and inventory happened until a waiter came out in the open to tell what he has been seeing for a long time.

The bartender hired from the Philippines was alleged to be stealing from him in an odd way. Based on eyewitness accounts of the waiter, the Filipino bartender has this crazy tactic in order to pocket cash and to have extra income from customers. He said that the bartender dilutes water to shots of liquor served to produce more shots out of it. He substitutes a lower brand of liquor for an order of premium liquor shots, he shrinks servings into two shot glasses, and he even brings his own bottles of liquor to be served.

The bar owner was shocked that this kind of misbehavior contributed greatly to the bar’s financial status. He has entirely no idea on how to classify this kind of theft and on how to solve issues like this in his workplace. With claims he had received from the waiter, he sought Rensol’s expertise on what to do next to the employee the agency has deployed.

Rensol’ Intervention

Rensol believes that in cases like this, the employer should take note of due processes and an employee’s right to privacy and respect for his reputation.

Rensol recommended conducting an investigation via surveillance. Rensol asked him to send some assets to observe their foreign bartender. This type of surveillance does not violate the employee’s right to privacy as its workplace is a public place. It was done for a couple of nights to ensure that the integrity of the employee was protected against intrusive investigation or wrongful accusation.

It was confirmed that the bartender has been robbing the bar blindly night in and night out. The staff committed a willful breach of trust and confidence against his bar employer. Such acts of dishonesty or fraud may not be sanctionable directly to dismissal, the ultimate of all penalties, but a just disciplinary action would already suffice.

It may not be Rensol’s responsibility to reprimand deployed employees but the agency guided the bar owner with principles of proportionality to take the bartender’s conduct into account. Rensol assisted in discussing the problem with the bar staff. With an evident expression of remorse from the bartender, the owner was convinced to reprimand him only with a justifiable suspension for a week without pay.

With Rensol’s above and beyond promise to all our clients, we assure them that problems like this will be resolved hand in hand with our established best practices in human resource management and consulting.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

 

A product of the University of Santo Tomas College of Law, Bryan joins Rensol team to aid in its human resource management and legal processes. His strong background in civil law, his intensive experience working for a private law firm, and his being well-versed with the technicalities on existing policies and regulations surrounding overseas employment and ethical recruitment preserves the company on the legal track with all its many endeavors.

How Rensol Handled a Rude Nurse Who Abused a Disabled Patient in a Healthcare Unit: A Case Study

Client Problem: A rude nurse of a healthcare unit allegedly abuse a patient with cerebral palsy

  • The family of the PWD patient reported an alleged abuse of a nurse to the management of a caregiving unit in United Kingdom
  • The rude nurse was caught abusing their father through a surveillance camera set up by the hospital
  • The family demanded the healthcare facility to replace and reprimand her
  • The nurse has been one of the most trusted and experienced nurse they have that made it difficult for the management to just fire her and send her back to the Philippines

Rensol’s Solution: Rensol served as a Consultant and Partner

  • As a consultant, Rensol advised the principal to follow due process
  • Guided employer to do proper investigation and notices
  • After a fair and careful review, the Filipino nurse was counseled and thereafter terminated and have her license revoked, in compliance with nursing jurisprudence.

Quality healthcare relies heavily on quality caregiving. Adeptness of healthcare professionals in the field and attitude toward providing services are vital elements apart from upfront technology and state of the art facilities. Healthcare is humanitarian and services are expected to be humane.

Knowledge and aptitude in healthcare services are easily detectable in the recruitment process, but a candidate’s attitude and behavior are another. While it’s a tough job for healthcare recruitment agencies to hire the most fitting candidate, it’s an above and beyond responsibility to assure their behavior when deployed in their respective wards.

Rudeness and neglect to a patient with a disability is a grave violation of the code of conduct of healthcare providers, as highlighted in the code of ethics provided by the American Nurses Association (ANA). And it is something we never expect to come from people who are supposed to give them excellent care.

Case on Point: Rude Nurse Abusing a Person with Disability

The family of a patient in a private ward in United Kingdom complained of a nurse because of her alleged rude behavior to their father who has cerebral palsy. The complaints were first ignored by the healthcare facility due to lack of evidence and the nurse has been one of the most promising workers they had in their establishment.

Because of apparent skin bruises, weight loss, and unexplained fear of their father toward his nurse, the family set up a hidden camera to capture if the said nurse really neglects their father. Apparently, what they’ve seen is more than of what they have expected from just plain rudeness, it has been abhorrent.

In the said footage that was shown to the management, the nurse was caught being verbally abusive to their father. She easily got angry whenever the poor man fails to obey her instructions. She even groped him on his neck harshly and scold him hardly while mobilizing and transferring him to places. During mealtime, she never assisted their father to eat his food and whenever their father goes to the restroom to urinate.

The family of the helpless PWD could not just tolerate how the rude nurse throws her heavy hand to his frail body.  She even pushes the medicine to his mouth and even let him skip some doses. Believing that her behavior was inhumane enough and unethical in her chosen profession, the family filed their grievances anew with the hospital’s administration now with a concrete evidence enough to terminate her.

Rensol Intervention: Compliance with Disciplinary Measures and Labor Laws

The nurse has been proven guilty of “disability abuse” due to physical violence, neglect of care, verbal and emotional abuse to the vulnerable victim. As per nursing jurisprudence, disability abuse is just an administrative case, yet penalties shouldn’t be less because the victim had a disability. Anyone guilty of disability abuse is subject to termination and revocation of nursing license.

Rensol acted with due diligence and studied the legitimacy of complaints. With a fair and unbiased review of the incident, Rensol and the client agreed to subject the nurse under counseling as appropriate disciplinary action and as provided in nursing jurisprudence, the staff was terminated thereafter and was sent back to the Philippines with a revoked license.

With Rensol’s assistance, the case was not elevated to a criminal case or worse, a viral healthcare controversy. Rensol and the healthcare unit successfully encouraged the family of the victim to delete their copy of the footage given with a replacement nurse, which was taken care of by Rensol, damage fees were paid, and free hospitalization was offered as well by the healthcare facility.

Apart from Rensol’s responsibility to protect our deployed workers, we also embraced the task of protecting our clients from misbehaviors that may damage their reputation and credibility as a healthcare provider. This may be above the recruitment task we are bound to do, the accountability to all our recruits when they misbehave is a promise our untainted brand of ethical recruitment has been promoting.

Rensol abided with all the rules and measures provided for incidents like such as an act of fairness and accountability to the principal. The Philippine recruitment agency deemed rude attitude as totally unacceptable, especially in a healthcare facility.

Reference:

https://blog.soliant.com/healthcare-workers/8-reasons-nurses-get-fired/

http://www.wrcev.ca/get-the-facts/persons-with-disabilities/

http://disabilityjustice.org/medical-or-physical-neglect/

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

Book Reader. Writer. Educator. Dreamer. – Johann joins Rensol Recruitment and Consulting with 8 years of extensive experience in Sales and Business Development, Brand Marketing, Content Development, Social Media Marketing, and Management. He leads in the creation and moderation of internal and external content and assists in thought leadership in the market to drive the bottom line. He loves the challenges at work and always thrives for customer satisfaction.

How Rensol Stepped in and Solved a Conflict between an OFW and a Local Worker: A Case Study

Client Problem: A worker deployed by Rensol and a Local Worker gets into Physical Altercation

  • Filipino worker catches into an altercation with a local worker after an alleged maltreatment by the latter.
  • Employer sends incident report to Rensol and requests for help to defuse the situation.

Rensol’s Solution: Detailed Investigation, Proper Communication and Fact Driven Claims

  • Rensol dives in deeply into the investigation about the incident.
  • Rensol sends findings and recommendations to client company.

Misunderstandings and altercations are not rare things in the working community, RENSOL and with our above and beyond service as a Philippine recruitment agency guarantees to resolve such kind of incident if it involves our deployed employees fairly. While workplace violence is something intolerable yet manageable, it is a special form of bullying and harassment that could inflict damaging effect to productivity and reputation of a company.

Case on Point: Easing Up the Air in the Construction Site

A physical altercation between a Filipino worker and a local employee resulted to minor injuries to the latter. Being a serious incident, this was quickly addressed by the employer’s administration by sanctioning both parties. The Filipino worker claimed that he was treated unfairly by his co-workers and was only forced to get into a physical quarrel.

After Rensol Recruitment came into knowledge about the confrontation, the agency intervened and helped the client to come up with fair and unbiased decision.

Based on a separate investigation conducted by Rensol, with key eye witnesses from the construction site where one-third of workers were Filipinos, it was found that the deployed employee experienced bullying and discrimination in the workplace. The clash started when a group of local workers staged a prank to make fool of him. The OFW, who has already lost his cool, fought back out of too much embarrassment.

These findings were submitted to the client along with prior recommendation on how to resolve the bigger problem in their construction site, bullying and discrimination. Local workers involved in the prank were suspended as disciplinary action while the Filipino worker was given protection against site’s bullies.

Rensol Intervention

As a Philippine Partner Recruitment Agency which values ethical recruitment at the forefront, Rensol made it possible to positively impact both the employer and the employee in the most non-intrusive way possible. Investigation was conducted in a thorough and swift manner resulting in the confirmation of the worker’s claim to be true and factual.

Rensol made sure that the results were brought to the attention of the employer to assure that there will be no biases in their decisions and to defuse any chance of a legal battle between both parties.

After this incident, both Rensol Recruitment and the employer agreed to have stricter policies in their course of action towards these kinds of events, where the client agreed to keep a closer eye on their expats if they’re being treated unfairly by their co-workers.

Rensol Recruitment is unique compared to our industry counterparts in the Philippines as our terms of service does not end after deployment of our candidates, we go above and beyond the limits of our service agreement and make sure to keep an eye on them within the course of their work overseas.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

 

Arnold brings decades of Technical Administration, Processes and Operations Management experience at Rensol. His key experience includes Sales, Marketing, and Business Development. His expertise in Human Resource includes Recruitment and Headhunting, Training and Development, Employee Relations, Employment Law, Conflict and Dispute Resolution, HR Policy Formulation and Performance Management.

How Rensol Answered Hospitality Employer’s Problem on Underperforming Workers due to Excessive Internet Use: A Case Study

Client Problem: Restaurant owner complains of deployed employees exhibiting habitual neglect of duty with excessive internet use during work hours

  • A restaurant owner complained a bulk of new employees from the Philippines working for his Mediterranean restaurant chain who are using the internet excessively during work hours.
  • A customer shared on social media her awful experience on the said restaurant, claiming that its workers were busily using their phone instead of accommodating their customers efficiently.
  • The said post went viral online and gained bad reviews. Restaurant sales fluctuated dramatically.

RENSOL’s Solution: Disciplinary Action / Recommendation / Assessment of Internet Behavior

  • Workers were reprimanded and were given a memo to refrain from using any gadget during working hours.
  • The agency sent recommendations on how to manage internet behavior in their workplace based on company’s standards on talent management.
  • Screening of candidates for hospitality services started to include assessment on their internet behavior and background check on social media activity.

Excessive internet usage is a form of underperformance for taking wages to work employees didn’t render. The parameters of excessiveness may vary, but basically, internet usage are lost hours and is categorizable as “time theft.” This essentially leads to potential loss of productivity and a detrimental effect to customer service.

After all, Internet access in the workplace is only a privilege but never a right to exploit.

Case on Point: A Tasty Course of Action for a Restaurant Chain

A viral post involved a customer of a big restaurant chain in the Mediterranean who complained about inefficient service after waiting for more than an hour for the meal of her kids.  After the long wait, they surprisingly received the wrong order because their request was apparently not available all the while. The confrontation scene was recorded by another customer and was shared on various social networking sites and eventually, made rounds online.

This had generated bad reviews for the restaurant and had even landed on the local news. The publicity caused serious damage to their reputation that took them over a quarter to recover.

The customer in the said video was wailing over staff members of the restaurant who are frequently checking on their smartphones while at work. She claimed that they are not accommodating, and they are spending most of their time on their phone rather than attending to their customers.

Because of shortage in manpower and increasing demand at work, the restaurant could neither suspend nor dismiss them. The company sought the help of Rensol, the partner recruitment agency in The Philippines, for necessary course of actions to be taken.

Rensol Intervention

Reprimanded workers were lucky that there is no existing policy on internet usage in the said restaurant. Dismissal is to no avail as it will be unfair for the employees due to lack of regulation. In lieu with that, Rensol responded by:

  1. Issuing all concerned workers a memo that they could no longer use any gadget during working hours, except for mid-breaks and that they should abide by the new rules regarding internet usage that will be imposed by the company. Failure to follow the said warning guaranteed sanctions from the recruitment agency via The Philippine Labor Laws which may affect their future participation to overseas employment program.
  2. Rensol discouraged the client to terminate their workers because they believe that this pose a culture of fear in their workplace that might affect their productivity. The partner recruitment agency helped the restaurant chain to craft clear policies and measures to rehabilitate negative behaviors, which is more cost- effective.
  3. Hospitality recruiters of Rensol started to deliberately ask candidates’ internet behavior as part of assessment. Internet misuse tendencies are easily detectable during the recruitment process. We also include background check on their social media accounts to know how frequent and how long do they spend surfing online. This way, we can easily screen out those who are potential internet abusers.

The role played by Rensol as a partner Philippine recruitment agency for the Mediterranean restaurant chain is a crucial intervention to accommodate employee and employer internet concerns. Rensol, in this case, served as a critical link to abridge the gap between two parties with regards to their needs and culture. This role may have been beyond their mandate to just provide manpower, but with their dedication to foster good relationship with their global partners and their consistent liability to all their deployed employees, Rensol managed this case ethically and efficiently, with their strong expertise in talent management.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

 

“Genz” is a self-made Entrepreneur and a Seasoned Business Development Professional with an extensive background in all levels of sales and business development. He is a dedicated and enthusiastic manager with more than 6 years of experience in research and lead generation from the initial phase to completion. He is also flexible and empathic with a strong work ethic and professional demeanor.

How Rensol Solved an Employee Theft Incident for a Hospitality Customer: A Case Study

Client Problem: Hospitality staff caught stealing from hotel guest’s luggage.

  • Filipino bellboy opened a luggage when guest was away, and the guest complained of missing jewelries.
  • He was caught on CCTV and the footage of the incident was uploaded on social media.
  • The video scandal made rounds online swiftly.

 RENSOL’s Solution: Investigation, Disciplinary Action, Intensive Background Checking

  • Rensol Recruitment imposed disciplinary action toward the accused employee as provided in Art. 145 of the Revised Philippine Overseas Employment Administration Rules and Regulations Governing the Recruitment and Employment of Land- based Overseas Filipino Workers of 2016.
  • The Philippine Partner Recruitment Agency employed a more intensive background check and rigorous character referencing in screening candidates for hotel and restaurant sites moving forward.

Theft in hospitality is not uncommon. It is not as rampant as we think but it is not also an isolated case to ignore. While the nature of the industry makes it more prone to opportunities of stealing from guests, honesty and integrity are still expected among hotel employees.

Case on Point: Resolution given for a Travel Hotspot

A Filipino bellman of a famous hotel and resort in the Middle East got sacked after having caught stealing jewelries from a guest’s luggage. CCTV footages showed that he opened her luggage while the guest was away. The accused didn’t plead no contest to charges of stealing as all evidences prodded him. He confessed that he was forced to steal from the guest because of his father who got ill. He pawned the jewelries he stole and sent the money to his family in the Philippines.

Unfortunately, a copy of the CCTV was uploaded online, and it became viral on different social media sites. As much as the hotel valued the service of the Filipino bellboy, who has been a reliable and trustworthy employee for more than three years, they can’t just tolerate the damage that the incident has caused their reputation as a major tourism destination.

It is good that the accuser didn’t push through sending the employee to jail but was only terminated and repatriated to save the company from further embarrassment.

Rensol Intervention

As their global partner recruitment agency in The Philippines, Rensol assures that their partnership does not end with just providing the principal a competitive manpower. They are guaranteed with a friend and a defender in times of need and serious crises. That is how they build lasting relationships. As soon as Rensol received the incident report, it was acted upon accordingly even if it was above and beyond their mandate as a recruitment agency.

Rensol made the proper intervention to manage the case.

  1. Upon receiving the report, Rensol coordinated with the hotel, the aggrieved party, and the accused to follow the progress of the investigation and the decision on penalties to be charged. They assisted the hotel with their best practices in crisis management and employed necessary measures to settle the dispute peacefully.
  2. Upon repatriation, The Philippine partner recruitment agency temporarily disqualified the dismissed employee to participate in any overseas employment program from the agency for a year as a standard disciplinary measure.

Employee theft in hospitality services can only be prevented by hiring people on whom employers can trust. A hospitality recruitment agency should have the best practices on pre-screening candidates, which includes an ethical system of backgrounding.

Aside from strictly seeking for clearance from the National Bureau of Investigations, Rensol conducts intensive reference check among every candidate before referring them to any client. By checking each applicant’s criminal backgrounds, they systematically eliminate culprits from their pool of potential hires. They also require each to have valid character references to counter check their academic background, professional track record, and even family history.

Rensol is also one of the very few recruitment agencies out of more than a thousand in the Philippines who can conduct their own Pre-departure Orientation Seminar (PDOS) where workers will be oriented on prior consequences of misconducts like theft.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

 

Book Reader. Writer. Educator. Dreamer. – Johann joins Rensol Recruitment and Consulting with 8 years of extensive experience in Sales and Business Development, Brand Marketing, Content Development, Social Media Marketing, and Management. He leads in the creation and moderation of internal and external content and assists in thought leadership in the market to drive the bottom line. He loves the challenges at work and always thrives for customer satisfaction.

How Rensol helped a Retail Customer resolve an Overtime Pay Dispute: A Case Study

Client Problem: Former Workers Seek Overtime Pay for Work Hours They Never Rendered

  • Groups formed at Employer Site before end of contract
  • Former workers complained about alleged non-payment of overtime pay of previous employer.

RENSOL’s Solution: Proper Coordination and Problem Solving for the Client

  • Rensol intervened by getting individual sides of both parties regarding the issue.
  • The partner Philippine Recruitment Agency worked on proof using official time sheets and pay slips.
  • Rensol resolved the issue satisfactorily for the client, who was very happy with the resolution and said “More than a recruitment partner, we found new friends at Rensol. We felt their genuine care mediating between us and the complainants and their actions led to the speedy resolution of the problem.”

It’s normal for Rensol Recruitment, a leading reputable recruitment agency in The Philippines to encounter problems the employer faces, and solve these problems keep client and worker satisfaction in mind.

Case on Point: Dispute solved for a Retail Giant

Former employees of a retail giant in the middle east who had their contracts ended and were already sent back to The Philippines petitioned for non-payment of overtime. Their complaint was raised to The Philippine Overseas Employment Administration (POEA) which had threatened the retail company’s accreditation and reputation before the administration. Being the distinguished and high-principled employer that they are, the retail client is apprehensive of the ill-effects this issue might cause them.  It may harm all their existing contracts and future projects. They also had to face penalties that will be sanctioned by the government in lieu of the alleged damages imposed by their former employees.

Retail client sought Rensol Recruitment’s help to address the Filipino workers’ issue. It’s outside of the agreement signed by Rensol and the Retail principal, however, they went by their above and beyond commitment to their partner and intervened.

Rensol made the proper intervention to address the grievances of both parties.

  1. a) Rensol coordinated with the two parties by means of phone calls, Skype Video Calls, and personal visits to consolidate the opposite sides.
  2. b) Rensol investigated on what really transpired by counterchecking time sheets and pay slips to verify each other’s claims.

Apparently, no paper trails could back up what the two complainants had been appealing. By working on proof, Rensol discovered that there is really no overtime job rendered and the company has no monetary obligations pending for both of their former workers.

RENSOL Intervention

In cases when an Overseas Filipino Worker (OFW) is still under a contract, mediation or conciliation will be conducted between the company and the employee with the Department of Labor and Employment’s (DOLE) labor attaché or Overseas Workers Welfare Administration’s (OWWA) welfare officer. Discussion regarding the complaint and finding an amicable and mutually-acceptable solution will be concluded. This doesn’t need to go as far as a legal battle or worse, repatriation.

In the given case where the two employees have already gone home for over two months, a mediation was made between the employees and the employer with the intervention of the POEA and with Rensol, the partner recruitment agency. This case may have been above the agency’s jurisdiction already, but with their promise to serve their partners even beyond the limitations of their service agreement, Rensol intervened and took the necessary course of action accordingly.

Rensol is as equal protecting their clients from abuses like this. Abiding with due processes, they successfully settled the dispute between the parties, assuring that every right has been protected.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

Book Reader. Writer. Educator. Dreamer. – Johann joins Rensol Recruitment and Consulting with 8 years of extensive experience in Sales and Business Development, Brand Marketing, Content Development, Social Media Marketing, and Management. He leads in the creation and moderation of internal and external content and assists in thought leadership in the market to drive the bottom line. He loves the challenges at work and always thrives for customer satisfaction.