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Published: 2017-09-29   

Bagong UAE Domestic Labour Law, Pirmado Na!

Sapat na oras ng pahinga, isang araw na paid day off, medical insurance na sagot ng employer, disenteng tirahan, at iba pa — ilan lamang...

Sapat na oras ng pahinga, isang araw na paid day off, medical insurance na sagot ng employer, disenteng tirahan, at iba pa — ilan lamang...

Sapat na oras ng pahinga, isang araw na paid day off, medical insurance na sagot ng employer, disenteng tirahan, at iba pa — ilan lamang ito sa mga benepisyong siguradong matatanggap ng mga Domestic Helpers sa UAE, ayon mismo sa bagong UAE Domestic Labour Law na pinirmahan at inaprubhan na noon lamang Martes, Setyembre 26, 2017, ni His Highness Highness Shaikh Khalifa Bin Zayed Al Nahyan, President of the UAE.

Sinu-sino ba ang mabebenepisyuhan ng bagong batas na ito? Ayon sa Government.ae, the official portal of the UAE Government, the new domestic law applies to the following household jobs:

  • housemaid
  • private sailor
  • watchman and security guard
  • household shepherd
  • family chauffeur
  • household horse groomer
  • household falcon care-taker and trainer
  • domestic labourer
  • housekeeper
  • private coach
  • private teacher
  • babysitter
  • household farmer
  • private nurse
  • private PRO
  • private agriculture engineer

Ilan din sa mga importanteng punto ng bagong batas ay ang mga sumusunod:

1. Regulasyon ng mga kontrata
2. Mga karapatan at pribilehiyo ng mga trabahador
3. Legal na mga prohibisyon
4. Regulasyon ng mga recruitment agencies

Regulasyon ng mga kontrata

Ang mga recruitment agency ay obligadong magprisinta ng kopya ng JOB OFFER sa mga trabahador bago pa lumipad ang empleyado patungo sa UAE. Sinisiguro nito ang kasunduan ng magkabilang partido at upang magarantiyahan na batid ng trabahador kung anu-ano ang detalye ng trabahong tinatanggap niya. Isinasaad pa sa batas that a standard contract accredited by Ministry of Human Resources and Emiratisation (MoHRE) will govern the terms and conditions of the employment.

Either employer or domestic worker may terminate the contract if the other party fails to meet his obligations. The employer or worker may terminate the contract even if the other party has met his obligations. This is called a ‘no-fault’ termination and it is subject to compensation as outlined in the Domestic Labour Law. 

Mga karapatan at pribilehiyo ng mga Trabahador

Nais garantiyahan ng batas na ito na makatatanggap ang trabahador ng sweldo sa tamang oras, makapagpapahinga ng sapat, maisasaalang-alang ang emosyonal na aspeto at morale ng trabahador kaya naman ipinanukala ang mga benepisyong matatanggap nila gaya ng mga nasa ibaba:

  • payment of wages, as set out in the standard contract, within ten days from the day they are due
  • one day of paid rest per week
  • twelve hours of rest per day, including eight hours consecutive rest 
  • thirty days paid vacation per year
  • medical insurance provided by the employer
  • thirty days medical leave per year 
  • a round trip ticket home every two years 
  • a decent accommodation 
  • decent meals at the employer’s expense 
  • clothing, if required by the employer, at the employer’s expense
  • possession of their personal identification papers such as passports, IDs, etc. 

Either the employer or the worker can refer a dispute to Ministry of Human Resources and Emiratisation. The ministry will attempt to resolve the dispute amicably within a period of two weeks. If no resolution is reached, then the matter will be referred to a court. Under this law, cases filed by workers are exempted from court fees at all stages of litigation and must be heard in a speedy and prompt manner.

Legal na mga Prohibisyon

Naniniwala rin ang Domestic Labour Law sa patas na pagtrato sa kapwa at ligtas na lugar ng pagtatrabaho kaya ipinagbabawal ang mga sumusunod:

  • the employment of anyone under the age 18
  • discrimination on the basis of race, colour, gender, religion and political opinion
  • sexual harassment, whether verbal or physical
  • forced labour or trafficking in accordance with national law and ratified international conventions
  • exposure to physical harm
  • assignment of tasks that are not covered under the contract. 

Regulasyon ng mga recruitment agencies

Malaking bahagi ng kasunduan sa employer at employee ang ginagampanan ng mga recruitment agencies kaya naman may mga ekslusibong panukala laan para s amga tanggapang ito. 

  • Only UAE-registered natural or legal persons with good standing may recruit domestic workers into the UAE. 
  • An agency may not, on its own or through a third party, solicit or accept from any worker, whether prior to or after employment, any form of commission in exchange for employment. 
  • In the event of early termination, the agency must repatriate the worker at its expense and either offer the employer an acceptable substitute worker or return to the employer the fee they had paid.
  • The agency must at all times treat the worker decently and refrain from exposing him/her to any form of violence. 

Helpful links:

(1) government.ae – https://government.ae/#/
(2) Ministry of Human Resources and Emiratisation – http://www.mohre.gov.ae/en/home.aspx

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