OFWs as models of good behavior



Responding to recent reports about proposals to provide separate buses for
OFWs in Singapore, POEA Administrator Hans Leo J. Cacdac said that, aside
from being contributors to thriving economies all over the world, an
overwhelming majority of overseas Filipino workers have been models of good
behavior and have taken responsibility for their actions and decisions.

“OFWs for the most part have behaved responsibly and possess natural
willingness to become citizens of the world, thereby shielding themselves from
problems and requiring less government intervention while abroad," Cacdac
said.

The Administrator said that responsible OFWs have the skills and training
needed for the job. They have the power to negotiate for higher salaries and
benefits and they sign an employment contract only when they are satisfied
with its provisions. They leave the country using legal travel documents and
proper work permits.

Cacdac said OFWs generally stay out of trouble and are fully aware of their
duties and responsibilities while working abroad.

“While living and working in another country as ambassadors of goodwill,
OFWs conduct themselves appropriately -- respecting laws, customs and
traditions," he added.

What would be the POEA's advice to current and future OFWs? Administrator
Cacdac counts the ways:

"1. Be constructively assertive. Prove your worth and merit to your employer,
while being vigilant about entitlements provided in your employment
contract.

"2. Do not engage in illegal and criminal activities.

“3. Communicate with your family regularly. Provide them moral and financial support. Never forget your status as the moral and spiritual compass of your
children.

“4. Respect the rights of your co-workers. Help other OFWs in need.

“5. Honor your employment contract. Fulfill your duties and responsibilities
provided therein. Do not leave your employer without any justifiable reason.
Do not abandon your work capriciously. Remember that any challenge or
conflict at work can be hurdled with a positive mindset and an openness to
peaceful and humble resolution.

"POEA Rules and Regulations list the following as legitimate reasons for an
OFW to leave the employer: a) Exposure to hazardous, demeaning working
and living conditions; b) Refusal of the employer or principal to grant, release
or remit wages and other benefits due the worker; c) War, plague or other
calamities at the worksite; and d) Violation of labor laws of the Philippines, the
host country or international labor laws."

Cacdac clarified that, just like foreign employers and licensed recruitment
agencies, erring OFWs are also subject to disciplinary action. The POEA has
exclusive jurisdiction to hear and decide such cases filed against them.

Cacdac said the POEA docketed 1,116 disciplinary action cases against Filipino
workers in 2012 and 1,192 cases in 2013.

Cacdac cited the offenses committed by an OFW that are ground for
disciplinary action as follows: 1) Using, providing, or submitting false
information or documents for purposes of job application or employment; 2)
Unjustified refusal to depart for the worksite after all employment and travel
documents have been duly approved by the appropriate government
agency/ies; 3) Commission of a felony or crime punishable by Philippine Laws
or by the laws of the host country; 4) Unjustified breach of employment
contract; 5. Embezzlement of company funds or monies and/or properties of a
fellow worker entrusted for delivery to kin or relatives in the Philippines; and
6) Violation of the sacred practices of the host country.

An OFW with a pending complaint for disciplinary action or those who are
subject of a warrant of arrest or hold departure order shall be disqualified from
overseas employment unless temporarily cleared.

An OFW may also be preventively suspended when the evidence of guilt is
strong and the charge involves a serious offense. /END

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