News Release
Department of Labor and Employment
6 November 2019

Submit reports on hired OFWs, local, foreign employers told

The Philippine Overseas Employment Administration has reminded recruitment and manning agencies, including foreign employers and principals, of their responsibility to monitor and report the status, condition, or significant events relating to their hired workers.

Administrator Bernard P. Olalia said some recruitment agencies and employers are not reporting material and relevant information about their recruits on account of data privacy and confidentiality, consequently resulting in inconclusive monitoring reports.

But Olalia said incomplete reports are deemed as not compliant to POEA Rules and other issuances and data privacy should not be a reason for their non-compliance.

The processing of personal information about overseas Filipino workers is allowed under existing laws. The Implementing Rules and Regulations of Republic Act No. 10173 or the Data Privacy Act of 2012 allows the processing of personal information when “the processing is necessary to protect vitally important interests of the data subject, including his or her life and health; and the processing of personal information is necessary for the fulfillment of the constitutional or statutory mandate of a public authority (Rule V, Section 21. Criteria for Lawful Processing of Personal Information).

Republic Act No. 8042, as amended, mandates the POEA to “formulate and implement, in coordination with appropriate entities concerned, when necessary, a system for promoting and monitoring the overseas employment of Filipino workers taking into consideration their welfare and the domestic manpower requirements.”

Olalia said failure to report on the status of employment of an OFW is a prohibited act under Republic Act 8042, as amended and the corresponding POEA rules on recruitment and placement of Filipino workers. Non-compliance warrants the institution of appropriate disciplinary actions and imposition of the corresponding penalties provided under the rules.

As a requirement for accreditation, foreign principals and employers sign an undertaking to monitor the employment of overseas Filipino workers and to submit a report of significant incidents relative thereto. Failure to comply with the said undertaking is ground for administrative sanctions.

Failure to monitor and report the status, condition, or significant events relating to its hired worker carries a penalty of suspension from participation in the overseas employment program for 6 months to one year on the first offense and permanent disqualification in the overseas employment and permanent disqualification and delisting from the roster of accredited principals/employers on the second offense.

The POEA has recently developed an online application to facilitate the monitoring of overseas Filipino workers.

The monitoring system will be used by Philippine recruitment and manning agencies as a tool in reporting the status and condition of OFWs they have deployed as prescribed by the POEA through Memorandum Circular No. 12, Series of 2018.

MC 12-2018 requires licensed manning and recruitment agencies to strictly monitor the status and conditions of deployed OFWs onsite and seafarers on-board and submit corresponding quarterly reports.

The initial report on the status and condition of newly deployed OFWs onsite and seafarers on-board shall be done three months after deployment and every quarter thereafter. However, in the event of a significant or critical incident, the deploying agency should promptly submit the report within five working days from occurrence.

POEA Release

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Report sa OFW dapat isumite ng local at foreign employer

Pinaalalahanan ng Philippine Overseas Employment Administration (POEA) ang mga recruitment at manning agencies, kabilang ang foreign employer at principal, sa kanilang responsibilidad na i-monitor at i-report ang estado, kondisyon, o anumang mahalagang pangyayari ukol sa kanilang mga kinuhang manggagawa.

Sinabi ni Administrator Bernard P. Olalia na may ilang recruitment agency at employer ang hindi nagsusumite ng report ng mahalagang impormasyon tungkol sa kanilang mga kinuhang manggagawa dahil sa data privacy at confidentiality, na nagreresulta ng kakulangan sa monitoring report.

Subalit sinabi ni Olalia na ang hindi kumpletong report ay nangangahulugan ng hindi pagtalima sa patakaran ng POEA at iba pang alituntunin at ang data privacy ay hindi sapat na dahilan upang hindi sundin ang batas.

Pinapayagan sa umiiral na batas ang pagproseso ng personal na impormasyon ukol sa overseas Filipino worker. Pinahihintulutan sa ilalim ng Implementing Rules and Regulations ng Republic Act No. 10173 o ang Data Privacy Act ng 2012 ang pag-proseso ng personal na impormasyon kung “ang proseso ay kinakailangan upang protektahan ang mahalagang datos ng kinauukulan, gayundin ang kanyang buhay at kalusugan; at ang pag-proseso ng personal na impormasyon ay kinakailangan sa pagtupad sa konstitusyon at sa mandatong iniatas sa pagtupad ng tungkulin” (Rule V, Section 21. Criteria for Lawful Processing of Personal Information).

Sa inamyendahang Republic Act No. 8042, inaatasan ang POEA na “magbalangkas at magpatupad, kung kinakailangan, ng sistema ukol sa pangangalaga at pagbabantay sa pagtatrabaho ng Filipinong manggagawa sa ibang bansa at bibigyang konsiderasyon ang kanilang kapakanan at ang pangangailangan sa lokal na manggagawa.”

Sinabi ni Olalia na ang hindi pagsusumite ng ulat ukol sa estado ng empleo ng OFW ay ipinagbabawal sa ilalim ng inamyendahang Republic Act 8042, at ang kaukulang patakaran ng POEA ukol sa recruitment at pagtatalaga ng manggagawang Filipino. Ang hindi pagsunod ay nangangahulugan ng pagpataw ng disciplinary action at ng kaukulang parusa na nakasaad sa batas.

Isa sa mga kinakailangan upang mabigyan ng akreditasyon ang foreign principal at employer ay ang paglagda sa isang kasunduan na nag-aatas na dapat nilang i-monitor ang pagtatrabaho ng overseas Filipino worker at isumite ang report ng mga insidente ukol dito. Ang hindi pagtalima sa nasabing kasunduan ay batayan upang sila ay mabigyan ng parusang administratibo.

Ang hindi pag-monitor at pagbigay ng ulat sa estado, kondisyon, o anumang pangyayari ukol sa kanilang kinuhang manggagawa ay may katapat na parusang suspensiyon na anim na buwan hanggang isang taon sa kanilang partisipasyon sa overseas employment program para sa unang paglabag, at permanenteng diskwalipikasyon at pag-alis sa listahan ng mga akreditong principal/employer sa ikalawang paglabag.

Kamakailan lamang ay nagbuo ng online application ang POEA para sa pangangasiwa ng pagmo-monitor ng mga overseas Filipino worker.

Ang monitoring system ay gagamitin ng Philippine recruitment at manning agency bilang pamamaraan sa pag-ulat sa estado at kondisyon ng OFW na kanilang dineploy batay sa POEA Memorandum Circular No. 12, Series of 2018.

Sa ilalim ng MC 12-2018 ay inaatasan ang lisensyadong manning at recruitment agency na i-monitor ang estado at kondisyon ng dineploy na OFW onsite at seafarers on-board at magsumite ng quarterly report.

Ang inisyal na report sa estado at kondisyon ng bagong dineploy na OFWs onsite at seafarers on-board ay dapat gawin tatlong buwan matapos itong ma-deploy at kada kapatan pagkatapos noon. Gayunpaman, kung may mahalagang pangyayari o insidente, kinakailangang mag-sumite ang agency ng report sa loob ng limang araw matapos itong maganap.

### POEA Release

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