Posts

On the 24th of October 2022, A very meaningful discussion entitled “Basic, Must Know, Winnable (BMW) Learning Session on Crisis Management” occurred in The Bayleaf Restaurant at Intramuros, Manila. It was co-organized by the Japan Employment Providers of the Philippines and Consultant’s Association (JEPPCA), Europe Canada – Australia & New Zealand Association of Employment Providers of the Philippines, Inc. (EC- ANZAEPP), and Philippine Employment Agencies and Associates for Corporate Employers in the Middle East, Inc. (PEACEME). Mr. Noel Litan, President of EC-ANZAEPP began the program by acknowledging the presence of the guests. The presentation was commenced by Ms. Nora Braganza, President of JEPPCA. Invaluable guests have come over to participate in this learning session. Department of Migrant Workers officials; Director II Atty. Celso J. Hernandez Jr. and Asst. Secretary Atty. Francis Ron C. De Guzman attended to give meaningful insights.

Mr. Arnold Mamaclay, the Chairman and CEO of Rensol Recruitment and Consulting, Inc., and President & Incorporator of PEACEME has shared a presentation about a Guide on Exit Process Compliance for Every Overseas Principal/Employer. He has shared the legal process for a worker’s dismissal. Mr. Mamaclay aims that industry members of PEACEME should comply with proper labor documentation and POEA regulations.

There are two due processes: Procedural and Substantive. The former considers twin requirements of notice and hearing. Two written notices before the termination should be furnished by the employer. The first notice is notifying the employee about the omissions and actions that causes the dismissal while the second is about informing the employee about the employer’s decision concerning his/her dismissal. Moreover, Compliance of the employer should be observed in giving the employee the right to be heard and it must happen before the issuance of a second notice.

On the other hand, the latter process of worker’s dismissal or Substantive due process considers the authorized cause under Articles 282 to 284 of the Labor Code. These are Serious misconduct, Willful disobedience of the lawful orders of the employer or representative Medical/Health problems, and so on. In line with that, punishment to an employee should be equivalent to the offense committed.

Mr. Mamaclay, the president of the top licensed recruitment agency in the Philippines – Rensol Recruitment and Consulting, Inc. has shared an encounter that is relevant to the topic he is discussing. He emphasized that in case of doubt, it shall be resolved in favor of labor. Overseas workers should be protected by our laws. There are some instances in an agency in which he had to step up for the rights of the employees against avaricious employers. However, it does not purposely mean the destruction of the employer since capital and management are entitled to no less protection under the law.

It is very essential to provide a guide to the employer of overseas workers. As part of their responsibilities, an employer should report significant incidents to the recruitment agency partner. Therefore, A Philippine licensed agency plays a vital role with the principal/employer and the workers themselves.

Rensol Recruitment and Consulting, Inc is jointly liable to both parties. Certainly, the goal is to promote working together without any labor disputes and work-related problems. A set of standard procedures in handling situations of the workers with their respective employers can be applied. A wide range of audiences listened to a beneficial discussion by experienced presenters.

 It is with Mr. Arnold Mamaclay’s gratitude and privilege to present a fruitful discussion wherein Rensol Recruitment and Consulting, Inc.’s realistic encounters have been shared and led to the enlightenment of the attendees. They determined the best plan of action for the innovation.

Indeed, a Learning session hosted by trusted associations constitutes meaningful insights. As one of the Philippine top licensed agencies, Rensol Recruitment and Consulting, Inc. optimistically anticipates that this will happen oftentimes to expand the network together by sharing great ideas.

For Valuable Clients, Do let us know if you have any other concerns. Kindly Message [email protected]

Follow us on our Social Media Accounts:

Facebook – Rensol Recruitment and Consulting, Inc.

LinkedIn – Rensol Recruitment