Sri Lanka Bureau of Foreign Employment
Safe Labour Migration Information ILO project on promoting decent work through good governance, protection and empowerment of migrant workers: Ensuring the effective implementation of the Sri Lanka National Labour Migration Policy. Guide
ILO Country Office for Sri lanka and the Maldives Supported by 202-204, Bauddhaloka Mawatha, Schweizerische Eidgenossenschaft Colombo7 Sri Lanka Confédération suisse Tel: + 94 11 259 2525 Confederazione Svizzera Fax: + 94 11 250 0865 Confederaziun svizra www.ilo.org/colombo Swiss Agency for Development and Cooperation SDC
Safe Labour Migration Information Guide
Technical assistance to develop this information guide was provided by ILO Country Office for Sri Lanka & the Maldives
March 2015
Contents Preface Introduction to safe migration information guide 1 1. Pre-departure 5 1. 1 Pre-decision making considerations 5 1.2. Decision Making 6 1.3. Selection of Job 7 1.4. Recruitment 7 1.5. Pre-departure preparation 9 1.6. Pre-departure Self preparation/self-assessment and Departure Checklist 19
2. Departure 23 2.1 Travel to Airport 23 2.2 At the Airport 23 2.3 In the flight 25
3. Arrival and in- service 27 3.1 Arrival in destination country 27 3.2 At work/In-service 28 3.3 Repatriation due to various reasons 31 3.4 End of Contract 31 3.4.1 Extension of stay 32
4. Return and reintegration 35 4.1 Returning to Sri Lanka 35 4.2 Short term reintegration and re-migrate 37 4.3 Long term reintegration 37 List of Handouts Handout 1 Important information about the medical testing process Handout 2 How to get additional information about an employment agency Handout 3 What is stated in my Job Agreement? Handout 4 Minimum wages and conditions for specific countries Handout 5 Services provided by Labour Sections of Sri Lankan Embassies Handout 6 Pre-Departure Check list Handout 7 Managing your money Handout 8 Services provided by Sahana Piyasa at the 2 International Airports Handout 9 What is the Rataviruwo Programme
List of Annexures Annex 1 How to Obtain a Passport Annex 2 Pre-departure Training Details Annex 3 Address & Contact Details of Training Centers Annex 4 Sample Agreement currently in use Annex 5 Contact details of labor sections in Sri Lanka Missions of labor receiving countries Annex 6 Services provided by the SLBFE including Welfare Services
Preface This safe migration information guide was developed as a result of requests received during the implementation of the Phase 1 of the “Promoting decent work through good governance, protection and empowerment of migrant workers: Ensuring the effective implementation of the Sri Lanka National Labour Migration Policy”. There was a need for accurate and up- to-date information regarding the various aspects in the different stages of labour migration to be available at local levels for sharing by government officers. While the Sri Lanka Bureau of Foreign Employment has taken many measures to ensure decentralization of its services to the District levels, so that prospective and in-service migrants and their family members are able to access services in a more efficient and effective manner, there was a need to ensure information supporting safe migration of women and men was available at the Divisional and village level in order to minimize the many risks faced by migrant workers and their families in the labour migration process. This safe migration information guide was developed through a consultative process with the active involvement of the Sri Lanka Bureau of Foreign Employment, and valuable inputs were also provided by officials of the Ministry of Labour and Labour Relations, civil society organizations, Trade Unions, Employees Federation of Ceylon and the donor, Swiss Development Corporation. ILOs regional experience with developing safe migration and travel smart guides was also taken in to consideration when finalizing the guide. This booklet forms an information resource not only for government officers at District, Divisional and village level but also for all stakeholders working towards the empowerment and protection of migrant workers of Sri Lanka. This booklet is dynamic and requires regular updating to ensure it remains current and relevant to those using it.
Introduction to the safe migration information guide
This is an information guide targeted mainly providing information for the category of workers who are considered as low-skilled and under skilled workers such as those working in the domestic sector (housekeeping assistants, gardeners, drivers etc) and others such as factory workers and labourers. This category of workers were targeted as the highest numbers of workers departing from Sri Lanka annually are from these categories of workers and they remain the most vulnerable of worker categories. The information contained in this guide is in general useful for all skill categories of workers embarking on overseas employment. The main objective of preparing such an information guide is to provide the necessary information to relevant government officials at Divisional and village level, to share correct information among prospective job seekers, in-service migrant workers, returnees and their family members. The guide has been developed based on the labour migration cycle and is complete with handouts, audio-visual guides and annexes of key documents and information for greater understanding of those using it.
There are four main components in the labour migration process 1. Pre-departure 2. Departure 3. In service 4. Return
Under each main component there are sub areas as follows: 1. Pre-departure 1. 1 Pre-decision making 1.2. Decision Making 1.3. Selection of Job 1.4. Recruitment 1.5. Pre-departure preparation requirements 1.6. Pre-departure Self preparation/self-assessment and Departure Checklist
Introduction to the safe migration information guide 1 2. Departure 2.1 Travel to Airport 2.2 At the Airport 2.3 In the flight 3. Arrival and in- service 3.1 Arrival in destination country 3.2 At work/In-service 3.3 Repatriation due to various reasons 3.4 End of Contract
4. Return and reintegration 4.1 Returning back to Sri Lanka 4.2 Short term reintegration and re-migrate 4.3 Long term reintegration
2 Introduction to the safe migration information guide Steps of Safe Labour Migration
1. Pre-departure 1. 1 Pre-decision making 1.2. Decision Making 1.3. Selection of Job 1.4. Recruitment 1.5. Pre-departure preparation requirements 1.6. Pre-departure Self preparation/self- assessment &Departure Checklist
4. Return & Reintegration 2. Departure 4.1 Returning back to 2.1. Travel to Sri Lanka Safe Airport 4.2 Short term 2.2. At the Airport Reintegration and Migration 2.3. In the flight re-migrate 4.3 Long term reintegration
3. Arrival and in- service 3.1 Arrival in destination country 3.2 At work/In-service 3.3 Repatriation due to various reasons 3.4 End of Contract
Introduction to the safe migration information guide 3 4 Introduction to the safe migration information guide Section 1 Pre-departure
1.1 Pre-decision Making Considerations A. Key considerations before the decision making process: • Do I clearly understand my reason for seeking overseas employment? • Does my family understand the objectives of seeking overseas employment? • Have I explored all options for employment within the country? • Can I stay away from my family for a 2 year period? • Do I have infants or children under 5 years old who need my care? • Who will care for them in my absence? • Can my family members manage to be away from me for 2 years? • Can my family members manage day to day activities without my support? • Can my family members manage the finances without my support? • Can my children (over 5 years) continue their school work effectively without my support? • Is the safety, nutrition and health of my children secure without my presence? • Will I get the required support of my immediate and extended family members? • Will the elderly family members be able to manage without me, if not what is the available alternative for their care? B. Whom should I discuss with and consult before taking a decision to migrate for employment? • Spouse – Husband or Wife, Children, Parents/elderly, Extended family members; sisters and brothers and neighboursetc. : to discuss their concerns and seek advice and support
Pre-departure 5 • Service providers; Development Officer of the SLBFE, Grama Niladari, Midwife, Principle of Children’s school, religious or spiritual leaders: to understand the various services provided by them and seek their support towards my family while I am out of the country. • Doctor; to assess physical and mental stability for employment • SLBFE - for guidance on types of jobs available, recruitment process, services provided in areas of training and pre-departure preparation, reintegration • Do I have the ability and required skills and competencies to work in the job I am seeking? C. Am I eligible to seek foreign employment? (Age limit, children’s age, medical requirements) Tools that may be used: PipenaKekulu- (video on protecting children of labour migrants)
1.2 Decision Making • By taking a decision to go overseas on my own: Positives: maybe getting away from a difficult/abusive home environment, increase my earning power and financial contribution towards the family Negatives: will not receive the support of my husband and parents to look after the children, the household, manage finances etc • It will be helpful to take a decision for overseas employment after discussing with immediate family members as their emotional and physical support will give you strength and courage • Decisions should be taken after discussing with extended family members as their support is also required • Discuss and decide with the family about who will handle the finances, how it will be managed and how much you will be saving monthly towards your goals.
6 Pre-departure • Purpose of migration to be clearly established (eg: to purchase assets, children’s education, livelihood start-up capital) • Have a clear reintegration plan after discussing with the family, the authorities and service providers • Consulting returnees to gather information on their experiences and get their advise
1.3 Selection of Job • Obtaining information from SLBFE about types of available jobs to respective countries • Job to be selected based on skills, competencies and willingness to do a particular job type • Job to be selected based on experience if available • Medical fitness based on medical certification
See Handout 1 - Important information about the medical testing process
1.4 Recruitment The process to follow, once you have decided to work overseas A. How to find information on foreign job opportunities? Through the SLBFE information desks by: • Through a licensed foreign employment agency (or their promoters/representatives at the village level with confirmation from the licensed agents) • Through the SLBFE via Government to Government job orders. Information can be obtained through SLBFE hotlines and District centres • Direct information through a foreign employer or through a recommendation from family/friends • SLBFE Provincial and District Centres • SLBFE website (www.slbfe.lk)
Pre-departure 7 • SLBFE information hotlines(24 Hour Service: +94 11 2879900 – 902) • SLBFE information Hotlines(1989) B. If it is through a foreign employment agency, how do you get information • Local intermediaries- foreign employment promoters/ representatives • Newspaper/radio and television advertisements • Ask for and keep receipts for any payments made in the recruitment and migration process C. Verification of recruitment agent • What is the license number of the agent? • Validity of the licensed period? • If the recruitment agency is offering you a loan Sample License before you start work, consider how you will make repayments. If you owe money to your employer or your recruitment agency, they may make you work until you pay it all back. You are vulnerable to this kind of debt bondage if you borrow a lot of money.
If your recruiter or employer is asking you to change your age, or work without a contract, it is a warning sign that your employer does not want to employ you in a legal way and may be planning to take advantage of you. D. General Costs of recruitment for specific categories of employment Cost of migration for female domestic workers to GCC countries
8 Pre-departure Expense Who bears it Agency/broker service fee No such cost Passport preparation Agency Visa fee Agency Cost of medical examination Agency Air ticket Agency SLBFE pre-departure training Agency Uniform for pre-departure Training Agency Travel from village to town for medical and Migrant worker accommodation if necessary for overnight stay Travel to airport from Home Migrant worker From airport to place of employment Migrant worker
• Domestic workers seeking employment in countries other than GCC countries need to bare these cost themselves. • Other categories of workers male workers such as gardeners, drivers, factory workers, laborers etc need to bare all the above costs on their own.
See Handout 2–How to get additional information about an employment agency
Tools that may be used: The sale- A docudrama on prevention of human trafficking & forced labour
1.5 Pre-departure Preparation Requirements: A. Obtaining Family Background Report Family background report is issued by the Development Officer (DO) of the SLBFE. You should inform your decision to DO at the nearest Divisional Secretary office.
Pre-departure 9 B. Obtaining a Valid Passport How to get a passport (See Annex 1) Passport is issued by the Department of Immigration and Emigration, Sri Lanka. C. Obtaining Visa An Employment visa is an immigration document that allows a foreign national to temporarily live and work in a country.
D. Required documents to obtain visa: I. Valid passport II. Medical report – Recognized and registered medical centresas per Handout 1 III. Police report - Police report requirement for specific countries - Qatar,Kuwait (refer updated information from SLBFE for countries that require such clearances)
E. Obtaining a certificate of Pre departure training of SLBFE Obtaining a certificate of pre-departure is mandatory to register with SLBFE prior to departure. There are several
10 Pre-departure training programmes and categories specifically designed for particular jobs and services. A computer keeps a close track of the participants and their attendance. The biometric system has also been introduced by the SLBFE to ensure correct recording .
SLBFE registration stamp on passport
Sample Visa for Kuwait
Pre-departure 11 Pre-requisites for the Training
Required Valid passport with two copies, National Identity documents Card with two copies,(If the Passport is retained at the sending agency, The trainee should submit copies of passport and NIC along with a passport size photo attested by the sending agency.) Physical condition The candidate must be physically and mentally fit and they should be free from any physical weaknesses such as poor eye sight and hearing. Some employers may reject certain physical attributions. Age • Domestic Workers to Saudi Arabia (Female) – should be above 25 years • Domestic Workers to other Middle Eastern Countries should be above (Female)–23 years • Domestic Workers to all other countries should be above – 21 years • Those who are above 45 years of age should undergo a physical fitness test and should produce a medical report certified by a MBBS doctor. • Both Male & Female workers over 18 can be enrolled for the training if they are going for employment categories other than domestic sector. • However if a male worker goes for a domestic work, he should complete 21 years of age. Literacy level Should have the ability to read and write in their mother tongue and must have knowledge of numbers and basic numeric knowledge. Family Status Based on the recommendation from the family background report for a prospective domestic sector female worker. Other Conditions Should not be pregnant. Should not be a breast feeding. Should be physically and mentally fit for foreign employment
12 Pre-departure Uniform for training Top – White t-shirt Bottom – Black Trouser(Provided by agent free of charge only for female domestic workers ) Accommodation Most are given accommodation facilities by the SLBFE or through the agents. However in some cases the trainees must make their own accommodation arrangements.
See Annex 2 for more information about the Pre-departure training such as country specific training, duration, and cost.
Pre-departure 13 Training certificates
14 Pre-departure F. Obtaining Employment /Job Agreement / Contract – i. What you need to know about the Job Agreement • You must sign a Job Agreement or Contract with your Recruitment Agency and SLBFE before departure. • The Sri Lanka Bureau of Foreign Employment (SLBFE) requests all those leaving for overseas jobs to sign a Job Agreement before they register with the SLBFE before departure. The signed Agreement together with the SLBFE registration will ensure your protection during employment. • Make sure you understand all the terms detailed in the Agreement. Ask someone you trust to explain it clearly to you if needed. See Handout 3 on the information that should be in your Agreement. • Signing of the Agreement is done at the SLBFE Head Office or SLBFE District resource centers after all 3 parties (The SLBFE, the agent and you the employee) agrees to all conditions mentioned on the agreement. • This new arrangement has to be adhered to by the foreign employment agent as well as the prospective migrant worker to ensure the safety and welfare of the worker. • All workers going with employment visa must sign agreements with SLBFE as witness. For self-departures for domestic sector workers, the agreement should be signed at the SL Embassy and registered there. The following signatures and endorsements should be on the agreement. ii. If recruitment is done by an agent: 1. Signature of employer 2. Signature of foreign agent 3. Signature of local agent 4. Signature of employee 5. Signature of the witnessing SLBFE officer
Pre-departure 15 iii. If you are going abroad through a visa sent by a friend or a relative: 1. Signature of the employer 2 Authentication of Embassy / Consulate official for domestic categories (females) 3. Signature of employee 4. Authentication by SLBFE Officer
It is not advisable to obtain private / tourist / holiday visas from friends or relatives as a means to migrate for employment. There is no one to look in to welfare aspects of such travellers. Therefore it is unsafe and not advisable.
See Handout 3 – What is stated in my Job Agreement?
See Handout 4 - Minimum wages and conditions for specific countries
For Middle East countries there is a separate contract for domestic workers with different specifications for each country. For male low-skilled workers there is a standard contract which applies to Middle East countries and a different contracts for other countries. Annex 4 – Sample Agreements of 5 countries
Tools that may be used: Awareness about service agreement – video by SLBFE
G. Registration at SLBFE Key Information on Registration at SLBFE I. Required documents for registration: • Family background report - if female domestic worker • Valid visa • Pre departure training certificate of SLBFE • Signed Agreement/ Contract
II. Why it is necessary to register with SLBFE? • Under the Sri Lanka Bureau of Foreign Employment Act No. 21 of 1985, it is a legal requirement for all
16 Pre-departure workers leaving Sri Lanka for overseas employment to be registered with the Sri Lanka Bureau of Foreign Employment (SLBFE) prior to departure It will help protect you, your job as well as your family through welfare services provided by the SLBFE • When you obtain the registration of the SLBFE, it provides you with many privileges. The most important is the assurance of the terms and conditions of employment contract and access to life insurance It will ensure the safety and welfare of your family members. Some of the benefits/facilities include; Housing loans, Loans for self-employment, Scholarships and support for the education of your school-going children and overseas educational trips and many more benefits for your school-going children. (See Annex 6 –welfare and services of SLBFE) III. Who should register with the SLBFE All those leaving Sri Lanka for employment for the first time or those who have completed their initial contract overseas and want to go back again or those who are hoping to change jobs while they’re overseas have to register themselves with the SLBFE or at the SL Embassy of the country you are in. Important Note (a) The registration you obtain from the SLBFE prior to departure is valid only for 2 years. (b) If you want to extend your stay, continue your employment overseas or change the employer, you must re-register yourself and your employer at the Sri Lankan High Commission / Embassy in that particular country or by getting your relatives to re-register you with the SLBFE head office or the SLBFE district office. (c) Registering yourself or renewing your registration with the SLBFE is highly beneficial for you. Once you’re registered, the SLBFE is committed to providing you with various services including the terms and conditions of the employment contract, safety and care for your family’s welfare.
Pre-departure 17 I. Registration type, Fee and visa type An employment contract and valid visa is required for registration. SLBFE cannot take responsibility without a signed agreement, which clearly indicates the working conditions. Payment category is based on the month salary -subject to changes
First time (domestic housekeeping Rs. 7,700/-approx. assistants -female) (VAT free Registration) Repeat housekeeping Rs. 3,200/- assistants female (same employer) All other Rs. 10,200/- work categories
Frequently Asked Questions Registration, pre-departure training and preparation 1. Can an employee working overseas seek the assistance of the SL Embassy for any disputes? The Embassy through the labour division will assist the SLBFE for all workers. There are 15 Sri Lankan Missions that have a Labour Section to support Sri Lankan Migrant Workers. They are located at Abu Dhabi, Dubai, Riyadh, Jeddah, Kuwait, Lebanon, Jordan, Oman, Maldives, Qatar, South Korea, Singapore, Malaysia, Japan and Israel. 2. If you are changing the employer after the original contract period, (if allowed in that country) what is the procedure? The Employer can make a payment of USD 400 (non-refundable) for female domestic workers in Middle Eastern countries and register with the SL Embassy. 3. Where can I go for my pre-departure training? Apart from the 24 SLBFE training centres there are private training centreswhere registrants can go to.
18 Pre-departure Private training centres are accredited centres with approval of SLBFErun by the licensed agent but reviewed by the SLBFE. Registration fee is the same. See Annex 3 for list of SLBFE and Private training centres and contact details. 4. Are there any special requirements for Middle East countries? All those going to Saudi Arabia must pass the NVQ3 level 21 day residential pre-departure training and obtain the certification before they leave. 5. What is the preparation for Korean employment? Under the Korea Sri Lanka Government to Government Agreement, the Government of Korea allocates a fixed number of jobs for Sri Lankan nationals annually. Applicants for Korean jobs can undergo Korean language training at 33 SLBFE centres island-wide and undergo a 10 day pre-departure training course.
1.6. Pre-departure Self preparation/self-assessment & Departure Checklist If you have followed all formalities / procedures and obtained the necessary approvals from the Sri Lanka Bureau of Foreign Employment (SLBFE) you could prepare yourself for the journey. A. At this moment you must consider the following: You should have made all arrangements and appointed necessary caretakers to look after all your chores and responsibilities which need to be done in your absence • You should consult the following officials in your locality and inform them so that they can look into your family’s welfare, support your family and assist upon your return • Development Officer – MFEPW of your area • Grama Sevaka • Public Health Midwife and Public Health Inspector
Pre-departure 19 • Principals & Teachers (If you have any children who are studying) • Officer of the National Child Protection Authority (you can register with them, they will monitor the safety of your child) • Rataviruwo officer
B. Please also leave the following documents at your home or in the custody of the care taker • Copy of your Passport • Copy of your Job Agreement • Contact details of the recruitment agency both local and abroad and the SLBFE • Details of the employer if available • Details of the SL Embassy in the country of your employment
See List of Sri Lankan Embassies with Labour Sections and contact details as Annex 5
See Handout 5 - Services provided by the Labour Sections of the Sri Lankan Embassies Handout 6 - Pre-Departure Check list
C. Baggage, hand luggage and handbag • Ensure weight of luggage does not exceed the amount specified in the travel ticket • Hand luggage should not weigh more than 7KGs and ensure no restricted items (such as sharp objects, fire arms, materials that can catch fire easily, large amounts of liquid) are carried in the hand luggage.
20 Pre-departure • Ensure most essential items such as passport and copy, ticket, purse (min US$100), information and telephone numbers of foreign agent, local agent, employer and hotlines of SLBFE and Embassy contact details (obtained through agent or SLBFE) pen are in it. • Ensure personal items (powder, comb where appropriate), medication and clothes for a period of 3 months are packed in to the main luggage. • Ensure clothes that are comfortable to travel in and which are culturally suitable are chosen for the journey. You may also take a jacket, scarfs etc as appropriate. • Ensure your name and address at destination is clearly marked on a tag and fixed on to the main luggage • Ensure your luggage is locked with a small padlock and keep the key safely in your hand bag • Ensure you are not taking any un-allowed items (according to country of destination, i.e religious statues, pictures, animals, fire arms, explosives) • Do note that you can no longer obtain SLBFE registration at the departure area of the airport . You must obtain same before you travel, either from the SLBFE district resource centres or from the SLBFE head office in Battaramulla. Be familiar with the services offered at Sahana Piyasa, the welfare centre of the SLBFE located in the vicinity of the Katunayake International Airport and Mattala International Airport. It assists migrant workers who are in difficulty and face hardships upon return to Sri Lanka. This centre offers a host of services to migrant workers prior to their departure as well. Section 2 Departure
Pre-departure 21
Section 2 Departure
2.1 Travel to Airport • Be familiar with the E-ticket system • Ensure airport, airline names, flight times indicated in the ticket are well understood • Ensure transport is arranged so that you reach the airport 3 hours before the time of the flight as indicated in the travel ticket. • You may inform the airline about any meal preferences such as vegetarian and halal meals, a few days in advance. • Remember to refresh yourself and wear clean clothes before departure • Keep your ticket, passport, visa documents, flight details, the sponsor details or the details of the person who would be receiving you at the Airport and contact no. of Sri Lankan Embassy in destination country somewhere safe and secure in your handbag for easy access • Ensure you don’t give personal contact details to unknown persons as you may be at risk of human trafficking – being tricked, cheated and scammed. 2.2 At the Airport • Ensure you go to the correct check-in counter after referring to the information board displayed at the airport or on the basis of airport announcement. Sometimes, Custom Officers will make a personal check to ensure that you do not carry any unauthorized property/articles. • Your passport and ticket will be checked by a SLBFE officer just before you enter the check-in counters. Your baggage will also be security-checked for the second time • Be sure not to carry any packages or bags for unknown persons along with your luggage as they may contain unknown or illegal items.
Departure 23 • Submit your passport, air ticket and baggage to the relevant Airline counter and obtain your boarding pass, baggage acknowledgement sticker (If you are going via a transit point, ensure you have your onward boarding pass) • Please do not leave your hand luggage or handbag unattended while at the airport. • Ensure you fill in the Embarkation card correctly. • Proceed to immigration counter and submit your passport, embarkation card and boarding pass for verification and endorsement. • Proceed to boarding gate through duty free areas and go to correct boarding gate as indicated in the boarding pass. Listen to public announcements and enter and stay at the waiting area until boarding announcement is made by the airline staff.
Image of boarding pass
Embarkation Card
24 Departure Image of embarkation card
2.3 In the flight • Ensure you sit according to the seat number assigned in the boarding pass • Ensure your hand luggage is placed in the overhead cabin • Listen to the instructions of the flight attendants. They are there to help you. Ask them if you need any information/ help. • You are given refreshments and meals free of charge in- flight other than budget airlines. • Ensure you use the toilet as instructed during pre-departure training and keep it clean when you leave. • Behave in a manner that is calm and does not disturb other travelers. Section 3 Arrival and In- Service
Departure 25 26 Introduction to the safe migration information guide Section 3 Arrival and In- Service
3.1 Arrival in destination country • Ensure you have correctly filled the disembarkation card if provided while in the aircraft or obtained at the emigration counter at disembarking airport .( most of the middle eastern destinations do not use a disembarkation card) • Ensure the Immigration seal is placed on your passport as proof of arrival • Collect correct luggage from allocated luggage belt. If your baggage is missing you can seek help from the lost baggage counter • Ensure you follow the instructions to the exit gate through the customs • Meet the foreign agent representative or employer as advised by the local agent. • Verify their identification to ensure you meet the correct person (Through ID card or name) • Accompany them to reach your work place safely. • Inform your family of your safe arrival • If possible inform the SL Embassy of your safe arrival. You have the number already In the case of transit via another airport before destination: • You must be aware if your flight is flying directly to your destination country or you will be in transit at another airport. • You can contact the information desk at airport if you need any help • If you need to change your flight, find out from the ticket the details of the next flight such as time of departure & flight time and terminal numbers • Once you disembark from the first flight, find out the correct boarding gate No. of the transit airport and reach there without delay. • Go to the indicated departure gate after following the necessary security procedures
Arrival and In-Service 27 • Ensure your baggage will reach final destination sometimes you may have to collect your bag and check it in once again. 3.2 At work/In-service a. Duty related responsibilities • Keep a copy of your passport with you at all times as your employer may keep your passport with them while you are employed. You can also save your passport number in your hand phone or somewhere safe. • Ensure that your employer obtains your work permit or resident permit with the correct information. Keep the number safely written or saved in your hand phone. This document is important as you must have it with you when seeking other services in the country of employment such as hospitalization. • Ensure you have a good understanding of the home set up and the employer and the exact work that you are expected to carry out • Ensure the expected tasks are communicated to you and you have a good understanding of the employers expectation • Build a healthy relationship and maintain a professional distance with the employer and family members and others in the work place • Ensure the tasks are completed at the appropriate time allocated in the manner preferred by your employer • Ensure the tasks are completed to the full satisfaction of the employer and family members • Ensure you respect the privacy of the employer and family members and do not disturb their routine while carrying out your own tasks • Ensure that your place of employment, assets and family members of employer are free of any risks of accidents, fire etc. • Ensure you follow safety rules and norms when working to ensure your own safety and security.
28 Arrival and In-Service • If there is a problem, the employer should be informed and a suitable resolution should be reached • Ensure your communication in the local language is enhanced during the time of your employment. • To make learning of the local language easier and faster keep a book to write down the words and its corresponding meaning • Ensure your employer sends your monthly salary to your Sri Lankan bank account. Give your account details to the employer and ask for some evidence of deposit if possible • Ensure the use of the mobile phones etc is done at the appropriate and allocated time and not while performing your tasks. • Do not run away prior to the 2 year period • Ensure you keep your work permit with you when you go outside of your place of work • Keep in mind the prohibitions in the country you are to be employed in If you experience problems at work If you are faced with a problem in the workplace: Talk to your employer or supervisor or to the recruitment agency first. It is in everyone’s interest to resolve disputes. Try to record the incidents or problems occurring, in case you need to file a formal complaint. If the problem is not resolved, you should contact an NGO, a trade union, your Embassy, or the SLBFE through a family member. Inform the SLBFE or Embassy if non-payment of salary or if your sponsor had violated your contract while you are working abroad. You cannot collect non-payment of your wages after you come back to Sri Lanka. This must be done while you are in the country of employment. This is quite difficult to do after return & employer is under no obligation.
Arrival and In-Service 29 b. Personal Responsibilities • Establish a good working relationship with other workers in the work place or household • Ensure regular communication with family members during the allocated time period for personal time • Do not misuse the facilities provided to you such as telephones, water (as it is scarce in the middle east), household equipment etc • Ensure safety and security of all important documentation such as passport, contract copy work permit or resident permit where appropriate and return ticket and medical reports if appropriate. • Ensure appropriate and cultural sensitive clothes are worn while in the household or work place • Take special care about your personal hygiene, health including sexual health (prevention from STD, HIV & AIDS), cleanliness and appearance • During the contract period, try as much as possible not to return to Sri Lanka unless essential or allowed a holiday by employer. • Do not steal any item from the household or outside as it is a punishable offense and you will be imprisoned • Do not collect items discarded by the employer as these will pile up over the 2 year employment period and you will not be able to carry everything back to Sri Lanka, unless cargo charges can be borne. • If you want to take items home you are advised to buy them duty free from the airport upon return, electrical goods will also have warranty and can be repaired within the country • Make sure you are aware of the exchange rates when purchasing items • Ensure your salary is being deposited to the bank account with proof given to you (deposit slips) by your employer or check with your family members. See Handout 7 – Managing your money
30 Arrival and In-Service Tools that may be used: Apeksha (video on sexual health), Madara(video on sexual health of the family), Video on HIV& AIDS, Shakthi (video on HIV & AIDS), HarinKadathura (Video)
3.3 Repatriation due to various reasons There are various reasons for repatriation or immediate facilitation of return to home country prior to the contract ending. • Due to host country medical test result • Due to chronic illness whilst in service • Due to occupational injury • Due to death of loved one at home • Running away from employer due to numerous harassment's • Completion or finalization of detention due to illegal/ undocumented status • Completion or finalization of prison term
3.4 End of Contract • Ensure all salary payments have been done by the employer, if paid to you in cash, the cash is secure. • You must make sure that all your salary has been paid to you before the employer gets your exit permit. Once this seal is stamped you cannot claim your salary from your employer. • Ensure the employer is informed of the contract end date and willingness to remain or return back to Sri Lanka • Return ticket should be purchased by the employer which is a contractual requirement • Ensure your Work Permit is in order. It should contain a photo ID with the Sponsor’s name and identification, and the migrant workers names and passport number. Without the Work Permit, you will not be issued an exit permit to leave the country • Not having a Work Permit, can put you at risk of a fine or a jail term
Arrival and In-Service 31 • Inform your family members in Sri Lanka if you will be returning and possible dates • Hand over all items given by the employer for use within the employment period • The domestic worker may suggest that she could train the next person if they are brought one month before she leaves What not to do • Do not promise to send someone as a replacement to your employer, you may be at risk and put others at risk • Do not bring the discarded electrical items and other goods back to SL. They may not be compatible with our systems. • Do not take items that do not belong to you • Do not get tricked in to buying items for others in the plane or at duty free. You are at risk of being cheated and tricked • You must maintain and protect the dignity of yourself and all Sri Lankans.
3.4.1 Extension of Stay If you do not wish to return home at the completion of your contract and you are agreeable to your employers request to remain for a further time period, you must do the following: • Ensure your Work Permit is adjusted accordingly or the sponsor is in the process of doing same • Inform your family members of your plans • Inform the foreign agent and local agent • Inform the Sri Lankan Embassy and renew the contract for the additional period
32 Arrival and In-Service Do not run away from your employers premises unless you have a serious and unavoidable problem. Contact the Embassy or the Police Station if you do have a problem. As soon as you leave your place of employment you automatically become an illegal entity in that country. Running away from your employer’s house is also grounds for the police to arrest you and imprison you indefinitely. Do not get tricked by people who ask you to do so, you may be at risk of trafficking for sexual or labour exploitation.
Section 4 Return and Reintegration
Arrival and In-Service 33
Section 4 Return and Reintegration
4.1 Returning to Sri Lanka
(A) Arrival at the Sri Lankan Airport • Ensure you correctly fill the disembarkation card if provided while in the aircraft or obtained at the emigration counter at disembarking airport .( most of the middle eastern destinations do not use a disembarkation card) • Ensure the Immigration seal is placed on your passport as proof of arrival • Collect correct luggage from allocated luggage belt. If your baggage is missing you can seek help from the lost baggage counter • Ensure you follow the instructions to the exit gate through the customs. You can go through the Green Channel if you have nothing to declare. you can take Green channel without filling any documents if you do not have anything to claim , but still they will do a random check and ask questions, but if you have things to claim such as many electronics (new) items and alcohol or cigarette over the limit then do all the documentations and take the normal channel. • Baggage should not contain goods for others, goods in commercial quantities and prohibited or restricted goods. Some of them are: Dangerous Drugs, Weapons & Explosive Devices, and Gold. • You are entitled for Duty Free Allowance, on arrival according to the period of your stay abroad. • Contact SLBFE Counter soon after Customs and fill in the application form for any medical claim insurance etc. • If faced with a problem or feeling sick, seek assistance from the SLBFE counter at the Airport.
Return and Reintegration 35 • If you happen to lose an item at the airport, you should firstly contact the relevant airline you are/ were travelling with. Please proceed to the nearest information counter and the personnel on duty will assist you further. • Inform your family of your safe arrival. Telephone facilities are provided at the arrival and exit areas for incoming passengers. • If you wish to change your clothes back in to how you dress in Sri Lanka, you may request to go to Sahana Piyasa, the welfare centre/ transit home of the SLBFE from the SLBFE counter at the airport • Ensure you keep your passport, previous contract and other important documents safely. • You can seek the assistance of the SLBFE officers at the airport, if you have returned to the country due to; illness, injury, harassment or abuse the SLBFE officials based at the airport could provide a variety of services based on your requirement. This includes expenditure to go home and services at the transit house (Sahana Piyasa) • You can request for compensation at the Welfare Division of the SLBFE if you have returned prior to completing the contract due to; Illness, Accident, Any disability or Repatriation due to harassment or physical abuse • Ensure you go home with taxis which are registered with the airport and not to get assistance from brokers / middle men to travel to your home, if you have not informed your family members to pick you from the Airport. Don’t allow unknown people to get in to your hired vehicle as all your valuable things are there. • Do not get tricked by unknown persons at the Airport or outside. See Handout 8 - Services Provided By Sahana Piyasa at the 2 International Airports
36 Return and Reintegration 4.2 Short term reintegration and re-migrate I. If you are returning for a short period, and have plans to go back for employment, you should register again at the SLBFE and obtain your visa facilitated by your employer/sponsor if there is such an arrangement. If not you may request information on jobs available in that country or others. II. You can get an assessment of your skills through the system of Recognition of Prior Learning of the NAITA. Seek further information through the SLBFE III. Look back at the achievements and progress you have made in the past 2 years and compare with your original goal. Have you met your goal? What more needs to be done to reach it? IV. Ensure that no false documentation is prepared and return is done legally through the correct channels, if you wish to do so. V. Join the Ratawiruwo programme and obtain its benefits Handout 9 - What is the Rataviruwo Programme
4.3 Long Term Reintegration I. Recognition of Prior Learning (RPL) can be obtained upon your return to assess your skills through TVEC, NAITA and TVA II. If you wish to start a business venture of your own, you should contact the Welfare Division of the SLBFE regarding the special interest subsidized loans available through the Samurdhi Authority. III. Look back at the achievements and progress you have made in the past 2 years and compare with your original goal. Have you met your goal? What more needs to be done to reach it? IV. Seek the advice and guidance of the SLBFE and get to know all their reintegration related services such as livelihood loans, training. V. Visit the District Secretariat and obtain information about small and medium enterprise loans through Samurdhi, Divi Neguma and other similar programmes, including those of NGOs. VI. If you are taking long term medication, seek regular medical advice. Obtain a health check to ensure you are healthy and fit and are able to engage in a livelihood.
Return and Reintegration 37 Frequently Asked Questions SLBFE Welfare services for migrant workers, their families and returnees
You can obtain welfare services of the SLBFE before departure, while in service and upon return.
1. Who can access SLBFE welfare services? SLBFE provides welfare services to those who are in need or have issues • Welfare of those within SL – Family members of migrant workers • Welfare of those outside of Sri Lanka – Migrant workers • Welfare of returnees
2 What is an Insurance scheme? A facility that provides monetary compensation in case of an injury, disability or death of a migrant worker, to the family members or those appointed as beneficiaries. Only the migrant worker is insured and not the family members. Compensation is paid based on death, injury, disability and illness/ hospitalization, repatriation.
3. How can I make a claim? Death- Claims are accepted up to a max of 3 months after death. The legal family members can make the claim to the SLBFE by submitting a certified death report and death certificate and where appropriate marriage certificates and birth certificates of children. (Legal status of the migrant workers is also important when making claims.)
38 Return and Reintegration Injury Claims When returning at airport you can report to the SLBFE desk just after customs and the SLBFE will take you to Sahana Piyasa. If you go home directly from the airport without reporting to SLBFE desk then you need to get admitted to a hospital and get a medical certificate as proof of injury or disability and submit to SLBFE with your claim request. (This should ideally be done within 3 months after arrival)
You have to be registered to qualify for SLBFE’s welfare services, the registration covers a 2 year employment period. If the contract period is for 3 years, the registration and insurance must be renewed after the end of the 2nd year.
See Annex 6 for a full list of services provided by the SLBFE
1 How is the Workers Welfare Fund (WWF) set up? By Act of Parliament.
2. What are the welfare services for family members of the Migrant worker and support for the development of the family? Scholarship scheme for children – the migrant worker should be registered at the time of child passing the exam • 50% of interest paid through State Mortgage bank up to 500,000/- • Darudiriya Programme for encouraging migrant workers children’s talents • Sesatha- Pension scheme in collaboration with Social Services Department. SLBFE funds are not diverted towards this. Migrant workers can voluntarily join this scheme. • Scholarship for school leavers and members of Rataviruwo organization.
Return and Reintegration 39 3 What are the welfare services provided by SLBFE for in-service migrant workers? Resolve grievances within the overseas country or repatriate them back to SL. Safe houses and their services Tickets to return Foreign Employment Division/Labour Welfare Division handles all these issues Conciliation services are also part of Welfare services 4 What are the available Welfare services for returnees? This service commences from the SLBFE desk near the Green Channel at the airport. • If a returnee is pregnant she may choose to seek assistance at the Sahana Piyasa and take any further decisions or follow-up action • For workers who return with babies, they can also seek assistance at the Sahana Piyasa • For returnees with disabilities, there are facilities to obtain livelihood assistance of the SLBFE based on the assessed need. An officer will support them to develop a business plan. • Reintegration assistance and self-employment loans • Counseling • Assistance for injured or sickly 5 Can those who are not registered also seek welfare services? Assistance can be obtained but not all welfare benefits. Based on case by case basis 6 During civil unrest in foreign countries what support does SLBFE provide? SLBFE can support to evacuate you back home. 7 Is there a time limit to work in Cyprus? Yes. In Cyprus one is able to work only for a maximum of 4 years & 9 months Tools that may be used to advocate: Leaflet on safe migration, Subagaman- film
40 Annex Annex 1 Obtaining a Passport Ordinary Passports Passport Valid for All Countries What are the documents required to be submitted along with the completed application form? 1. Current passport (Please see below for details*) 2. Original Birth Certificate of the applicant. 3. Original National Identity Card of the applicant and a photocopy 4. Marriage certificate where necessary (To confirm the name after marriage) 5. A letter, professional certificate or license confirming your profession *If you already have a valid passport which belongs to M or N series (if the passport number begins with letters M or N) it should be submitted along with the application. Where can I obtain an Application Form? 1. Head office of the Department of Immigration & Emigration, Colombo 2. Regional Offices at Kandy, Matara and Vavuniya 3. Divisional Secretariat of your area 4. Overseas Sri Lankan Missions 5. Download printable versions of the Application Forms from http:// www.immigration.gov.lk Where can I submit my application? 1. Head office of the Department of Immigration & Emigration, Colombo 2. Regional Offices at Kandy, Matara and Vavuniya 3. Overseas Sri Lankan Missions What are the delivery times for All-Countries Passport? Normal Basis – 10 working days Urgent Basis – Same day-submission before 12.00 noon What are the processing fees for All-Countries Passport? Normal Basis - LKR. 2500.00 Urgent Basis - LKR.7500.00 When lost - LKR 10,000 and a fine
Annex 41 Sri Lankan Passport Valid for Specified Countries Sri Lankans who wish to travel to Middle East and some South Asian countries may apply for this passport. This has lesser number of visa pages and the processing fee is lower than that of the All-countries passport.
List of Specified Countries India, Nepal, Bangladesh, Pakistan, Republic of Maldives, Iran, Iraq, Lebanon, Syria, Jordan, Saudi Arabia, United Arab Emirates, Sultanate of Oman, Kuwait, Qatar, Bahrain, Yemen
What are the documents required to be submitted along with the completed application? • Most recent passport of the applicant (Please see below for details*) • Original Birth Certificate of the applicant. • Original National Identity Card of the applicant and a photocopy • Marriage certificate where necessary (To confirm the name after marriage) • A letter, professional certificate or license confirming your profession What are the processing fees for Specified-Countries Passports? Normal Basis - LKR. 1000.00 Urgent Basis - LKR.2500.00
If you already have a valid passport which belongs to M or N (if the passport number begins with letters M or N) it should be submitted along with the application.
42 Annex Annex 2 Pre departure training details
Training Course Target Group Age Duration SLBFE Training NVQ Fee Total fee Limit (Days) Fee (Rs.) (Rs.) to be payable Domestic Domestic sector 21-45 21 5,000.00 2,500.00 7,500.00 Housekeeping female workers Training for Middle East Bound Female Workers (Sinhala & Tamil medium) Domestic Domestic sector 21-45 30 9,600.00 2,500.00 12,100.00 Housekeeping female workers & Care giving those who can Training for speak in English Cyprus Bound Female Workers (Both Male & Female)
Domestic Domestic sector 21-45 30 9,600.00 2,500.00 12,000.00 Housekeeping female workers & Care giving those who can Training for speak in English Singapore / Hong Kong Bound Female Workers Care giving Care giving sector 21-45 25/28 4,100.00 4,100.00 Training male & female for Israel workers Bound Health Care Workers Care giving Experienced 21-45 15 9,100.00 9,100.00 Training workers who leave for Israel for Care giving Bound sector works. Experienced Health Care Workers
Annex 43 Literacy Prospective migrant 21-45 18 2,500.00 Training for workers who can prospective not read & write migrant their mother tongue workers( Sinhala & Tamil Medium) Special Train- First time leav- 18-45 5 1,500.00 1,500.00 ing program ing non over- for overseas job seas workers seekers other (male/female) to the than domestic Middle East, Mal- housekeeping dives & Malaysia.
44 Annex Annex 3 Address & Contact Details of SLBFE Training Centres
Ampara Chilaw 23/58 A, Gamunupura, Ampara Maikkulama, Colombo Road, Chilaw. Tel : +94 63 2222188 Tel : +94 32 2221202 Fax : +94 63 2222188 Fax : +94 32 2221202 Email : [email protected] Email : [email protected] Anuradhapura Dambulla 29, Wan ElaNiwasa, Abaya Place, No. 03, NissankaMawatha, Dambulla. Anuradhapura. Tel : +94 66 2284074 Tel : +94 25 4581019 Fax : +94 66 2284074 Fax : +94 25 2223499 Email : [email protected] Email : [email protected] Badulla Galle 161, Kappitipola Road, Badulla. No. 16, Lower Dickson Road, Galle. Tel : +94 55 2222095 Tel : +94 91 2227058/+94 91 4380482 Fax : +94 55 2222095 Fax : +94 91 2227058 Email : [email protected] Email : [email protected] Batticaloa Jaffna 344/5, Chandra Mawatha, Trincomalee Rd., No. 56, Chappal Street, Jaffna. Batticaloa. Tel : +94 21 2220682 Tel : +94 65 2227547 Fax : +94 21 2220682 Fax : +94 65 2227547 Email : [email protected] Email : [email protected] Kadawatha Kalmunai 62/2/A, Eligahawatha, Kandy Road, 203, Main Street, Kalmunai. Kadawatha. Tel : +94 67 2229369 Tel : +94 11 2922284 Fax : +94 67 2229369 Fax : +94 11 2922284 Email : [email protected] Email : [email protected] Kandy Kegalle No. 123, AnagarikaDharmapalaMawatha, No. 436, Ranwala, Kegalle. Buwelikada, Kandy. Tel : +94 35 2229851 Tel : +94 81 2202590 Fax : +94 35 2229851 Fax : +94 81 2202590 Email : [email protected] Email : [email protected] Kurunegala Matara 208 A, Colombo Road, Wehera, Kurune- 390 B, Kumaratunga Mawatha, gala. Pamburana, Matara Tel : +94 37 2232640 Tel : +94 41 2221969 / Fax : +94 37 4692204 +94 41 2231530 / Email : [email protected] Fax : +94 41 2231529 Email : [email protected]
Annex 45 Mathugama Meegoda MatugamaWatta, BandaranayakaMawatha, 23/2, SamanalaUyana, Padukka Mathugama. Rd.,Meegoda. Tel : +94 34 2247188 Tel : +94 11 2751468 Fax : +94 34 2247188 Fax : +94 11 2751468 Email : [email protected] Email : [email protected]
Pasyala Pannipitiya No.175/1/1/A, Nuwara Rd.,Pasyala. No.18, Old Road, Pannipitiya. Tel : +94 33 2284421 Tel : +94 11 2846904 Fax : +94 33 2284421 Fax : +94 11 2846904 Email : [email protected] Email : [email protected]
Rathmalana Ratnapura 21/C, 1st Lane, PiriwenaRoad,Rathmalana. 211/A, PothgulViharaMawatha, Gatan- Tel : +94 11 2721590 gama, Ratnapura. Fax : +94 11 2721590 Tel : +94 45 2222569 Email : [email protected] Fax : +94 45 2224062 Email : [email protected]
SahanaPiyasa Tangalle 101 5/3, Negombo Road, Katunayake. 7/150, Jalasha Road, Tangalle. Tel : +94 11 2259341 Tel : +94 47 2240647 Fax : +94 11 2259953 Fax : +94 47 2240647 Email : [email protected] Email : [email protected]
Trincomalee Vavuniya 344, Near the Timber Corporation, Kandy No.05,10th lane, VairavarKovil Road, Road, 4th Mile Post, Trincomalee. Vavuniya. Tel : +94 26 2242107 Tel : +94 24 2225909 Fax : +94 26 2242107 Fax : +94 24 2225909 Email : [email protected] Email : [email protected]
46 Annex Address & contact details of private Pre–departure training centers No NAME OF THE NAME OF THE ADDRESS OF THE TELEPHONE AGENCY / TRAINING TRAINING CENTERS NO: TRAINING CENTER PROGRAMME 01 Greenway Agencies Middle East “Domestic No.54,Colombo 037-5643077 (Pvt) Ltd Housekeeping Assistant “ Rd,Kurunegala Fax- 037-2229599 (Sinhala)
02 LalaniSachitra Middle East “Domestic No.318,Negambo Road, 011-4812923 Housekeeping Assistant “ Nagoda, Kandana 071-0604040 (Sinhala) Fax-011-2244261 03 MunaRecruting Middle East “Domestic N22,I.D.H Rd,Kolonnwa, 011-2533741 Housekeeping Assistant “ Welllampitiya Fax-2533741 (Tamil) Literacy - Tamil IBN Babuta Services Middle East “Domestic No.111 ,Nagahamulla Rd, 077-7674682 04 (Pvt)Ltd Housekeeping Assistant “ Kolonnwa, Wellampitiya 077-7348771 (Tamil) 011-2672057
05 New Vision International Middle East “Domestic AhlanTraval& Tours 011-2538898 (Pvt) Ltd Housekeeping Assistant “ No. 364/1,Rajasinghe Mw, Fax – 011-4345233 (Tamil) Hewagama, Kaduwela 06 FaizTraval Agency Middle East “Domestic No. 22/6,Mattawa 0777-396771 Housekeeping Assistant “ Rd,Warakamura , Mathale 077-6673213 (Sinhala) Fax- 066-2242163 07 ZaharanEnaterprises Middle East “Domestic House- No.66/22, Rupasinghe 033-2295900 keeping Assistant “ (Tamil) & Garden, Thihariya, Kal- 072-7200639 (Sinhala) gedihena
08 Hope Tours &Travals Middle East “Domestic House- No.4/17/A, Malwatta Gar- 011-2331233 keeping Assistant “ (Tamil) den, Kittampahuwa, 011-2531771 Wellampitiya Fax-011-2531688
09 Nilwala Foreign Employ- Middle East “Domestic House- Gopallwa Rd, Gokarella 037-2057211 ment Agency keeping Assistant “ (Sinhala Fax-037-2057211
10 QP Employment & (Pvt Middle East “Domestic House- No.338/33,Sri Jayanthi Rd, 011-2684433 ) Ltd keeping Assistant “ (Tamil) Akbar Town , Wattala 011-2881212 Fax- 011-4516440
11 StyloTravals (Pvt) Ltd Middle East “Domestic House- No.347, Gamameda Rd, 011-2231437 keeping Assistant “ (Tamil) Thudella, Ja- ela 0777-533411 077-0488676 Fax- 2231437 12 Al-Basid Travels & Man- 12 B, Mobile power Recrutment Agency 3rd Floor, :0777791500, Dambulla Rd, 0773987556 Kurunegala. Tel :0094372232551 , 0094375615102 13 Aruna Travels No:187, Mobile : ( pvt )Ltd Negombo Rd, 0724401540 Kurunegala. Tel : 0372223457
14 Muzadiq Travels No:236, Mobile Sadam Street, :0727706666, Addalachchenai – 04 0722766666 Tel :0114340413 0114360113
Annex 47 Annex 4 Formats of Employment Agreements for Domestic Workers Migrating to Oman, Kuwait, Saudi Arabia, Lebanon and Jordan and Sri Lankan Workers Migrating to Middle East Countries for Employment;
Employment Agreement for Sri Lankan Domestic Workers in Oman
Registration No.
The following parties complete and sign this service agreement by voluntarily obliging to the orders and conditions set out below. (1) First Party (a) Employer’s Name : Identity Card Number : Residential Telephone Number : Fax Number : (2) Second Party (a) Domestic Worker's Name : Date of Birth : Level of Education : Passport Number : National Identity Card Number : Date of Issue : Address : 1. Second party (employee) agrees to work as a domestic worker for the first party (employer) and the second party agrees to pay a sum of ...... Oman Riyal to the Second Party as the monthly salary. 2. This agreement is in effect for a period of 2 years from the date of arrival of the second party to Oman. The second party is subject to a probation period of 90 days.\ 3. This agreement gets extended once again for 2 years or more without notice being given and if a party does not need such as extention, such intention has to be informed in writing, one month prior to the termination of the 2 years. 4. If the second party has to be repatriated to Sri Lanka within 180 days from the day of migration to Oman owing to any of the following reasons, the employment agent in Oman should bear all costs relating to such repatriation. - Having to do a job different to the job mentioned in the agreement. - Inability of the worker to discharge the duties assigned to her. - Resurfacing of a mental or any other illness that prevailed before migration. 5. The first party should (a) Pay the agreed salary within 7 days of the end of the month. If proof is required to the effect that the first party has paid the salary or credited it in a bank account, such details must be provided. (b) Make available to the second party one day leave per week or make a payment in lieu of that. (c) Make available 30 days paid leave at the end of the 2 years or make a payment in lieu of that.
48 Annex (d) Provide an air ticket to the second party to return to the country under any of the following circumstances. - If the first party decides to terminate the agreement before 2 years or at the end of the years - If the second party returns to Sri Lanka during the vacation she gets at the end of the years. 6. The Second party is obliged to carry out the following :- a) to discharge the duties expected of her in the proper manner and following the instructions given by the first party. These instructions should be given within the framework of the laws prevelant in that country. b) to maintain the details of the family of the first party confidentially. c) to hand over the tools and equipment given to the first party to carry out her duties back to the second party after such duties. d) to respect Islam and protect the cultural and religious rituals in Oman. Not to engage in any activity detrimental to the security of Oman. e) not to serve some other employer without fulfilling the relevant conditions pertaining to change of place of work. 7. If the first party wants the service of the second party can be terminated prior to the completion of the years by giving 30 days prior notice and if no such notice is given 30 days salary should be paid. If the second party violates the conditions of the service agreement the first party can terminate the services of the second party without any prior notice or salary 8. If there is evidence to prove that the first party has harassed the second party or when the bond set out in the service agreement has been breached the second party can terminate the service agreement. 9. If the death of the second party occurs the service agreement ends. Further, if a Medical Officer of a government hospital confirms that the second party can no longer work owing to an illness, the service agreement can be terminated. The death of the first party resulted in the termination of the service agreement. At such an occasion, the second party can work under a relative of the first party for the balance part of the agreement if the first party so desires. The relevant new service agreement should be legally instituted within a month of the occurrence of the death. 10. The service agreement ends if the second party is convicted of a crime. 11. The right of the first party to lodge a compliant against a certain condition of the service agreement becomes null and void after one year. (If there are any issues they have to be raised within a year) 12. If it is felt that a condition of this agreement is breached a complaint in that regard can be lodged with the complaint resolution unit of the Ministry of Manpower and after the complaint is resolved in a amicable manner a certificate indicating the bonds of both parties should be given to both parties by the said Department. 13. Two copies of the service agreement should be made in Arabic and English languages and the two certified copies should be given to the two parties one each. If it is translated into any other language a copy printed in the Arabic language should be affixed to that. 14. Cabinet decision (189/2004) remains unchanged. No condition of the service agreement can be altered even on the consent of the parties.
Signed First Party Second Party Name ...... Name ...... Signature ...... Signature ......
Annex 49 Service Agreement for Sri Lankan Domestic Workers in Kuwait
Registration No.
The following parties complete and sign this service agreement by bountarily binding to the orders and conditions set out below. a. Sri Lankan Foreign Employment Agent : b. Licence Number : c. Mobile Phone Number : Telephone Number :
(1) First Party Foreign Employment Agent : Registration number at the Ministry of Commerce : Registration number at the Ministry of Internal Affairs: Address: Telephone Number : Fax Number : Mobile Phone Number :
(2) Second Party Employer’s Name: Nationality: National Identity Card Number: Address: Date of Birth: Profession: Passport Number: No. of members of the family: Residential Telephone Number:
(3) Third Party Employees Name: Nationality: Sex: Date of Birth: Profession: Country: Passport Number: Bank Account Number : Address :
50 Annex Respecting all the conditions set out in the service agreement according to the laws of Kuwait the following agreements are obliged to. (Details pertaining to the decisions taken by the Ministry and other relevant institutions are given in the first chapter.) The decisions taken by the Ministry and other relevant institutions from an essential part of this service agreement and the Employment Agent of Kuwait becomes the first party in it.
Obligations of the First party 1. The first party, the Employment Agent of Kuwait on behalf of the employer, the second party, has agreed to accept the employee, the third party to serve for a maximum period of two years from the date of issue of visa to enter the country. 2. The first and second parties have accepted that KD ...... is the cost for migration of the third party to service and a sum of KD ...... is paid as an advance and the balance is paid after the third party is handed over to the second party. 3. The first party should provide to the second party the accurate personal details and a recently taken colour photograph along with a copy of the passport of the proposed third party. 4. The first party (employment Agent of Kuwait) should handover to the second party (employer) the third party (employee) as soon as the third party arrives in Kuwait. 5. The first party should inform the Domestic Employment Department that the third party has been handed over to the second party, within 24 years of the arrival of the third party to Kuwait. Obligations of the Second Party 1. The second party should fulfill all needs of the third party including food and clothing necessary for the well being of the third party. Medical facilities should be arranged from government hospitals and no services outside the limitations of the employment should be obtained. 2. In the event of the death of the third party, the second party should give a sum of money equivalent to the months agreed salary in addition to the salary relevant to the month of the death to the family members of the third party. 3. At the end of the month of the commencement of service by the third party, the salary should be paid. 4. The second party should make arrangements for the third party to obtain the legal permission to remain in the country and the work permit within a period of two months of commencement of service. 5. The second party cannot handover the third party to the first party on account of breach of service agreement, without obtaining instructions of the Domestic Employment Department. 6. The second party should pay corporation to the third party owing to accidents taking place in the work place in accordance with the laws prevelant in Kuwait. 7. If an external party is harmed owing to an illegal activity carried out by the third party while service to the second party, the third party stands accountable to the third party over such harm. 8. The second party should bear costs of the third party being brought to the country and no cost should be charged from the third party. The second party is bound to arrange the return. 9. The second party cannot transfer the third party to any other person. In the event of a breach of this law the second party shall arrange for the third party to return to her motherland. Obligations of the third party 1. The third party is entitled to 3 times of rest not less than an hour each in addition to sleeping time. The party is also entitled to one day paid holiday a week.
Annex 51 2. The third party is obliged to serve the second party from ...... the date of arrival to Kuwait to ...... Unless the second or third party informs at least 2 months prior to the expiration of the service agreement that he / she dislikes to renew the agreement, the agreement automatically comes into effect. 3. While the third party has accepted the employment agreeing to serve to a salary of K.D...... , the salary should be paid to the third party at the end of the month. The second party should obtain a signed receipt from the third party to the effect of payment of the salary. 4. The third party is entitled to one month’s paid leave at the end of each year and at the end of the contract period the third party is entitled to two month’s paid leave and an up and down air ticket to return to Sri Lanka and back. If the third party does not go back a return ticket should be given. 5. The third party is bound to protect the secrets and resources of the family of the second party and no damage should be caused to the second party. Further, the third party is bound to respect the laws of the country and the rituals of the family and act upon the instructions of the second party. 6. The third party cannot engage in any paid or unpaid acitivity outside her place of work. If it is revealed that the third party does so, the second party has the power to terminate the service and send the third party back to her motherland. In such an instance the third party should buy the air ticket. General Rules 1. This agreement comes into effect upon the agreement of the second and third parties and the agreement commences on ...... (the date of arrival to Kuwait) and ends on ...... Unless party mentions 2 months prior to the termination of the contract, that it dislikes the extension of the contract, the agreement comes into effect automatically once again for a period similar to the original period of service. 2. If there is a medical report to the effect that the third party suffers from a mental or physical or communicable disease within six months from the date of arrival or if there is a security issue the second party is bound to send the third party to Sri Lanka. 3. The employment of the third party depends on the needs and places of residence of the second party. 4. If there is an issue arising out of the agreement, it should be referred to a court in Kuwait. The service agreement is in 4 copies. A copy each should be given to the Domestic Employment Department, Employment Agent in Kuwait, the Second party and the third party. No provision of this agreement can be altered even with the consent of parties.
Any other matters to be included
1.
2.
...... Employee Employer
...... Employment Agent, Kuwait Employment Agent, Sri Lanka
52 Annex Employment Agreement for Domestic Workers in Lebanon Registration No
The following parties complete and sign this service agreement voluntarily obliging to abide by the orders and conditions set out below. (a) Employer’s Name : Nationality : Identity Card No. : Home Address : P.O. Box : Home Telephone No. :
(b) Name of the Foreign Employment Agent Address :
(C) Employee’s Name : Telephone Number : Profession : Civil Status : Passport Number : Local Address :
(d) Sri Lankan foreign Employment Agent Telephone Number :
1. Place of work will be employer’s residence. If the place of resident changes, it has to be informed to the Ambassador / consul of Sri Lanka within 7 days. 2. Period of agreement is 2 years from the day of arrival at the work place including a probation period of 90 days. 3. A monthly salary of ...... will be paid at the end of every month. If the employee makes a request the employer should assist for the salary to be credited to her account. 4. The period of service a day including short periods of work, should not be more than 12 hours. 5. The employer should provide free air ticket to the employee from Sri Lanka to the plac of work and return air ticket should be provided in the event of the agreement being terminated before the expiration of the period of agreement without any offence being committed by the employee.
Annex 53 6. The employer should make it a point to provide the employee with the visa and work permit at his cost without undue delay. 7. The employer should provide the employee with hygienic accommodation and sufficient food free of charge. 8. The employer should provide the employee with medicine and other required facilities in addition to hospital changes and the suitable clothing when the temperature is less than 20o 9. In the event of the death of the employee during the period of this contract the Embassy / consular office should be immediately notified of it and the dead body of her and possessions should be sent to Sri Lanka at the cost of employer. If it is difficult to send the dead body it must be cremated without delay on the approval of the Embassy / Consular office. 10. Terminating the Agreement. (a) The employer can at any time terminate the agreement on any of the following grounds,. severe improper conduct or deliberately disobeying the instructions of the employer or his immediate family members, habitual neglect of duty or violating the law of the host country. At such on instance the cost of the air ticket must be borne by the employee. On fair grounds the employee too can terminate the agreement but in such on event 2 months salary and the air ticket should be arranged by the employee, (b) Under one or more of the following grounds the employee can terminate the agreement without informing the employer. The employer or any of his family members harassing the employee, violating the orders and conditions of this agreement, non payment of salaries, subjecting to physical harassment or assault, at such as even the cost of repatriation should be borne by the employer. Within two months after completing the 90 days probation period the employee can terminate the agreement of fair grounds. In such an event the cost of air ticket should be borne by the employee. (c) When it is legally banned for the employee to work under conditions of severe sickness, injuries or disease or when it has been decided that working under such conditions, is detrimental to the health of the employee, the employer and his family members, the agreement can be terminated and the cost of the air ticket should be borne by the employer. (d) When the agreement is terminated at anytime under chapter 10 a, b, c the advice of the employment agent / Sri Lankan Embassy / consular office should be obtained and act on the inspections of the embassy / consular office. 11. Dispute Resolution When there is a dispute between the employer and the employee it should be referred to the Embassy / consular office. If it is beyond resolution at the Embassy / consular office it should be referred to the authorities of the host country decision, without the Embassy / consular office decising what course of action should be taken on the aggrieved party. 12. Special Provisions (a) The employee should limit herself to the employer and the inmates of his residence. The employer, under no circumstance, should get the employee to work in other houses or any industrial or agricultural business. (b) The employer should treat the employee humanely. No physical harassment should be meted out to the employee. (c) The employer should facilitate the employee to receive the letters, post letters and exchange messages.
54 Annex 13. No provision of this agreement should be altered even on the consent of parties. 14. After the completion of the period of this agreement, a new agreement should be entered into on the agreement of the employer and the employee by informing the Sri lankan Embassy / Consular office. 15. Other conditions of employment should be in compliance with the laws of the host country.
Signed this agreement in Beirut ...... as evidence to this.
...... Employer Employee
...... Employment Agent in Lebanon Employment Agent in SriLanka
Annex 55 Special Service contract for Domestic Workers who are Non Jordan Nationals Registration Number
This service contract is entered into being voluntarily bound on the terms and conditions mentioned below. 1. First party (Employer) (a) Name: Sex: Nationality : Occupation : Telephone No. of the place of work: Address of the place of work: Name of the District: Residential District: Household numbers: Postal Box No.: (b) Name of employment Agency that introduced the client : Name of the Employment Agency: Telephone Number: Address: Licnece Number of the Ministry of Labour
2. Second Party (Employee) (a) Name: Date and Place of Birth: Nationality : Passport Number: Date and Place issue of the passport : Date on which the passport expires: Address : (b) Employment Agency Date on which the contract was entered into : ...... Month ...... Year
56 Annex Conditions of Service The period of contract shall be 2 years from the date on which the second party arrives in Jordan. The period of service may be extended upon the consent of both parties and the first party shall obtain the visas and work permits required for it as per the 3rd and 9th conditions of the contract. The first party shall deploy the second party as a household employee at the aforesaid address mentioned in the contract and the second party concurs to provide his complete service to the first party in accordance with the service conditions mentioned below. Service conditions: 1. Introduction of the service contract is mandatory and all the facts therein incorporated shall be read together. 2. (a) The first party shall provide air tickets to the second party to depart for Jordan and return to Sri Lanka back upon the condition that the second party shall provide service to the first party for a period not less than 2 years. In case the first party intends to terminate the service of the second party before the lapse of due period of service the first party shall provide the second party the air ticket required to return to Sri Lanka similary in case the employer of the second party is changed or the second party terminated the contract upon whatsoever reason arising from a need of the second party, the first party on such occasion shall not provide the return air ticket to the second party. (c) In case the employer is changed, the new employer and the second party shall jointly sign a new service contract with consent of the relevant institutions. The aforesaid contract shall mention about the provision of return air ticket after the completion of the period of contract. 3. The first party shall without delay obtain the visas and the work permits required by the second party and in case the first party fails to comply with that requirement the first party shall pay all the fines which the second party may be liable to incur as a result of that. 4. (a) The employer shall pay the monthly remuneration in US$ or a similar type of currency at the end of each month within a period of 07 days from the due date. Both parties shall keep the originals of the relevant receipts to the effect that remuneration was paid and received (b) Written consent of the second party shall have been obtained to pay the agreed remuneration to a third party. The remuneration of the second party shall not be paid to a third party without such written consent of the second party. 5. The first party shall not deply the second party in service in any other place except the place which is mentioned in the contract. In cased the second party is taken to any other country for whatsoever reason the consent of embassy in Jordan which is relevant to the second party shall be obtained for it. 6. The employer shall deploy the second party in the job and the place of work mentioned the conteract and shall not be deployed in any other services. The second party shall provide his / her service to the first party in an obedient and legal manner being subject to the customs, social ethics and rules in Jordan. It is an illegal act to leave the place of work without the permission of the first party. 7. The first party shall provide suitable and hygienic accomodaiton, food, cloting and medical facilities to the second party. The first party shall make no interference in the communication by the second party with his / her relations. 8. Both parties shall treat each other in humane manner and should act in accordance with the rules in Jordan and the international rules which Jordan has ratified.
Annex 57 The first party shall provide a day of leave per week to the second party and the second party shall not leave the house without the permission of the first party on the aforesaid day of leave. 9. In case the second party contravenes the 3rd and 4th conditions or any other condition of the contract the first party may terminate the contract without notice to the second party. In case the first party contravenes the 3rd or 4th conditions of the contract he / she shall be dealt with as per the general law applicable in Jordan. 10. The first party shall have no right to keep in his / her possession the passport or any other personal document which belongs to the second party. 11. In case the second party happens to return to Sri lanka as a result of a disease or pregnancy which existed before his / her departure for employment, the employment agency, in Jordan shall bear all the expenses related to it along with all the expenses borne by the first party to take the second party to Jordan. 12. The first party shall obtain an a life and accident insurance coverage for the second party from an insurance company approved by the embassy of the second party of which the annual premium is not more than 20 JD. 13. In case a dispute has arisen between the employer and the employee, either party may refer that matter to the recruitment agency or the Sri Lankan Embassy / Consular office, which shall make an attempt to resovle the aforesaid dispute in a friendly manner. In case, the aforesaid dispute could not be resolved, the Sri Lanka Embassy / Consular office shall inform the competent authortieis in the host country about that matter in order that the affected party may take legal action against the other party without being subject to prejudice. 14. Once the second party completes the 2 year period of service oc the contract, the first party shall provide to the second party an allowance which is equal to the salary of 15 days. 15. Three copies of the contract which are written in Arabic and English languages are issued and the aforesaid copies shall be provided to the first party second party and the embassy of the relevant country in Jordan. The copy of the embassy shall be kept in the embassy without obtaining a payment from the first party. 16. This contract was entered into in Jordan on this day of ...... Any provision incorporated in this contract shall not be changed either on the consent of the parties to it.
If there are other conditions which do not contravene the conditions incorporated in the contract.
1. 2...... First Party Second Party
...... Employment Agent in Jordan Employment Agent in Sri Lanka
...... Ministry of Jordan Affairs Sri Lanka Embassy in Jordan
58 Annex Service Contract for Sri Lankan Domestic Workers working in Middle East countries Registration Number
This service contract is entered into between the following parties being bound by terms and conditions mentioned below.
(a) Employer’s Name: Nationality : Identity Card No.: Address: Postal Box: Telephone No. of Residence :
(b) Recruitment Agent / Company representing the country in which the worker is employed. Telephone No: Address: (c) Recruitment Agent representing Sri Lanka Licence No. : Telephone No. and (d) Employee : Details of the Job / Post : Married / Unmarried Passport No. : Address in Sri Lanka.
1. Place of work shall be the reisidence of the employer. In case the place of residence is changed the Sri Lankan Ambassador / Consular in that country shall be informed about it. 2. The period of contract shall be two years which includes a probation period of 90 days commencing from the day on which the employee arrived in the plce of work from Sri Lanka. 3. A monthly remuneration of ...... shall be paid at the end of ech month. The employer shall send an amount not less than 80% of the salary of the employee to a bank account maintained by the employee in Sri Lanka if a request is made by the employee to that effect and the remaining 20% shall be paid to the employee in cash. 4. The number of hours that employee works from time to time on a day shall not exceed 12 (twelve) hours.
Annex 59 5. The employer shall provide transport facilities to the employees to travel to his / her place of work from Sri Lanka free of charge and transport facilities shall be provided to the employee free of charge even to return to Sri Lanka from the place of work due to the lapse of the period of contract or any other reason which is no fault of the employee. 6. The employer shall make it a point to provide the visas / work permits required by the employee on the due time at the expense of the employer without delay. 7. The employer shall provide suitable hygienic accommodation food and clothing to the employee free of charge. 8. The employer shall provide medical facilities including hospital charges and medicine to the employees and the employer shall even provide winter clothes to the employees if the environmental temperature goes down below 20 C. 9. The employers shall provide to the employee life and accident insurance cover or worker compensation benefit scheme as per the rules of the host country on order to benefit the employee in a disease, accident or death related to the job. 10. In case the employee dies during the period of contract it shall be immediately informed to the Sri Lankan Embassy / consular office and the dead body and the personal belonging of the employee shall be sent to Sri Lanka at the expense of the employer on an occasion on which the dead body is not able to be sent to Sri Lanka action can be taken to dispose the dead body with the prior approval of the closest relation of the deceased and the Sri Lankan Embassy /Consular office. 11. Termination of the contract (a) The employer may terminate the contract of service of the employee on any of the reasonable grounds mentioned below. Engaging in serious misconduct of the employee. Being wilfully disobedient by the employee to the legal directions given by the employer or closest inmates of his / her household in regard to the duties / services of the employee. Defaulting duties by the employee continuously in a serious manner, contravening the laws of the host country by the employee may provider room to the employer to terminate the contract. On such occasions the employees shall obtain the return air ticket to Sri Lanka on his / her own. The employer may terminate the contract on personal grounds as well subsequent to the provision of a salary of additional two months and the return air ticket to the employee. (b) The client may terminate this contact on any of the reasonable grounds mentioned below without notice of the employer. • Contravening the terms and conditions of the contract by the employer. • Not paying salaries • Inflicting physical pain and assaulting On such occasions the employer shall bear the expenses for the employee to return to his / her country. The employe can terminate contract on personal grounds after the lapse of the 90 day period of probation subsequent to prior notice of at least 2 months to the employer. On such occasion, the employee shall bear the cost for returning to his / her country. (c) Either party may terminate the contract on such occasion on which deployment of the employee in service continuously is illegal due to serious illness or an accident or it may cause harm to the health of the employer or the members of his household. On such occasion the employer shall bear the expenses for the employee to return to his / her country. (d) In any case, the contract is terminated under section 11 (a), (b) and (c) the recruitment agent and the Sri Lankan Embassy / consular office shall be consulted.
60 Annex 12. Dispute Resolution In case a dispute has arisen between the employer and the employee either party may refer that matter to the recruitment agency or the Sri Lankan Embassy / Consular Office which shall make an attempt to resovle the aforesaid dispute in a friendly manner. In case the aforesaid dispute could not be resolved the Sri lankan Embassy / Consular Office shall inform the competent authorities in the host country about that matter in order that the affected party may take legal action against the other party without being subject to prejudice. 13. Special Provisions (a) The employee shall provide his / her service only to the employer and the inmates of his / her household. The employer shall not deploy the employee in whatsoever manner in the service of other households or in any other commercial or agricultural business. (b) The employer shall treat the employee in a reasonable and humane manner. No physical torture shall not be indicted on the employee. (c) It shall not be legal to deduct any amount from basic salary of the employee. (d) The employer shall provide facilities to the employee to receive letters, send letters and for to her forms of communication. 14. Any of the provisions herein incorporated shall not be changed either with the agreement of the parties. 15. A new contract may be entered into with the mutual consent of the employer and employee having informed to the recruitment agent and the Sri Lankan Embassy / Consular office subsequent to the lapse of the period of the this contract. 16. Other conditions of the service contract are subject to the relevant laws of the host country.
In witness hereof this contract was entered into on this day of ...... in Colombo, in Sri Lanka.
...... Employer Employment Agent in Sri Lanka
...... Embassy Employee
Annex 61 Annex 5 Contact details of labour sections in Sri Lanka Missions of labor receiving countries
Abu Dhabi, U.A.E Dubai, U.A.E. Sri Lanka Embassy, Sri Lanka Consulate General, Villa No 03, Sector E4, Madinat Zayed, Villa No.02, Plot B-44,Street 322-B, Abu Dhabi, U.A.E Al Hudhaiba, Postal address: P.O Box 46534 Dubai, U.A.E. Abu Dhabi, U.A.E. Tele: 0097-43986991 Tele : 0097-126325335 E-Mail: [email protected] : 00971-26332271 E-Mail: [email protected] Cyprus Bahrain Sri Lanka Hony Consulate General, Sri Lanka Hony Consulate General, 149,Larnakos Ave,2103, P.O.Box.21486,Flat 61, Aglantziva, Bld 409, road 1705, Cyprus. Block 317, Diplomatic area Tele: 00357-22331299 Kingdom of Bahrain E-Mail: [email protected] Tele: 0097-339460644 E-Mail: [email protected] Israel Japan Tele: 00972-35447356 Sri Lanka Embassy, E-Mail: [email protected] 2-1-54,Takanawa,Minato-ku, Tokyo 108-0074, Japan Tele: 00813-34401648 E-Mail: [email protected]
Jordan Jeddah, K.S.A. Sri Lanka Embassy, Sri Lanka Consulate General, Al Madina Al Munawara Street, P.O.Box 23561,Jeddah 21436, P.O.Box 830731, Kingdom of Saudi Arabia. Amman,11183, Tele: 00966-26064012 Jordan : 00966-26065305 Tele: 00962-65820858 E-Mail: [email protected] : 00962-65820858 E-Mail : [email protected] Kuwait Lebanon Sri Lanka Embassy, Sri Lanka Embassy, Building No.01,Block No:10, No. 549, Mohamed K. Awad Building, Street No.107,Jabriya, P.O Box 175, Hazmieh State of Kuwait Beirut, Lebanon. Postal address: P.O.Box 44650 Tele: 00961-5956041 Hawally-Code 32061, State of Kuwait. :00961-5924602 Tele : 00965-25312428 E-Mail: [email protected] : 00965-25339178 E-Mail: [email protected]
62 Annex Maldives Malaysia Sri Lanka High Commission, Sri Lana High Commission, 01st Floor, H. Haifa, Bodufungadu Magu, 12, Jalan Keranji Dua, Off Jalan Kedondong, Male 20-05, Jalan Ampang Hilir, 55 000, Kuala Lumpur, Republic of Maldives Malaysia. Tele: 00960-3322845 Tele: 00603-42574194 E-Mail: [email protected] E-Mail: [email protected] Oman Qatar Sri Lanka Embassy, Sri Lanka Embassy, Villa No. 701, Way No. 2114, No. 04, Shara Kharja, P.O. Box 19075, Al Bashair Street, Madinat Al Sultan Qaboos, Al Hilal, Doha, Postal Address: P.O. Box 95, P.C.115, State of Qatar. Madinat Al Sultan Qaboos, Tele: 00974-44674847 Sultanate of Oman. : 00974-44567415 Tele: 0096824691011 E-Mail: [email protected] : 00968-24600231 E-Mail: [email protected]
Riyadh, K.S.A. Korea Sri Lnak Embassy, Sri Lanka Embassy, P.O. Box 94360, Riyadh 11693, No.347-359, K.S.A. Shindang-Dong, Tele: 00966-14195267 Jung-Gu, Seoul ( 100-450), : 00966-14605731 South Korea. E-Mail: [email protected] Tele: 00822-7228562 : 00822-7352966-67 E-Mail : [email protected]
Singapore Sri Lanka High Commission, 51, Newton Road, 13-07/12,Goldhill Plaza, Singapore 308900 Tele: 0065-62546773 E-Mail: [email protected]
Annex 63 Annex 6 Services (including Welfare) Provided by the SLBFE to Migrant Workers The Sri Lanka Bureau of Foreign Employment (SLBFE) is committed to providing the necessary job security as well as taking care of your family’s welfare through a variety of ways. The services provided by the SLBFE are: • Registration Services Quite a few divisions and units have been set up to register migrant workers leaving Sri Lanka for overseas employment. Individuals leaving on their own or through an agency can obtain these services at the SLBFE offices throughout the country or at the airport upon departure. • Granting of Recruitment Licenses The SLBFE carefully investigates and follows strict guidelines in issuing licenses to foreign employment agents and agencies. • Dispute Settlement Services If a migrant worker faces any problem / hardships while they are in employment overseas, the SLBFE will take instant steps to adequately settle the issue. If a complaint is received about a particular employer, the SLBFE will liaise with the Embassy / High Commission of that particular country in an efficient manner to sort out the issue. The SLBFE also provides conciliation services between the recruitment agent, employer and migrant worker. • International Relation Services The SLBFE has excellent relationships with the comprehensive network of Embassies / High Commissions in countries where foreign employment is offered to Sri Lankans. This enables the SLBFE to take instant steps to settle any issue that may arise. • Social, Insurance Service Facilities This scheme provides a variety of social and insurance services to the family members of migrant workers. To help the families of these migrant workers, the SLBFE conducts medical clinics, advisory service conferences and discussions throughout the island. (More details on benefits are listed below) Decentralisation of SLBFE tasks The services provided by the SLBFE are now decentralized to the District level throughout the island. This ensures that migrant workers or their family members do not have to come to Colombo to obtain services but could get them attended to at the district sub-offices of the SLBFE. Special Informative Programmes The SLBFE, through the divisional secretariats conducts a variety of informative and educational programmes for migrant workers, their family members and the general public on the importance of foreign employment and its related topics.
64 Annex Foreign Employment Approval Services Sending workers overseas cannot be done in an ad-hoc manner; it has to be done through the proper channels after receiving the proper approvals. The SLBFE has taken steps to provide these approval services in a highly efficient manner. The job vacancies offered by the foreign employment agencies are carefully scrutinised and checked through the Embassies / High Commissions in those respective countries before being given the final approval. The foreign employment agency should not break any clauses, pertaining to employees, mentioned on the agreement. The SLBFE is strictly committed to upholding the rights of migrant workers and seeking justice on their behalf. Grooming of Skilled Workers In order to meet the ever-increasing demand for skilled migrant workers, the SLBFE conducts pre-departure training programmes to develop the skills of prospective migrant workers in the industries they have chosen as well as the languages in the countries of prospective employment. These pre-departure training programmes are conducted through the SLBFE’s island wide network of training centres and affiliated private training centres. Signing of Service Agreements The SLBFE insists that all prospective migrant workers have a signed job agreement. They will help you to read (or translate) and ensure you understand all the details and conditions contained in it. The job agreements must be signed in the presence of a SLBFE officer. Opening of Savings Accounts It is very important that the hard-earned monies of the migrant workers are directed back to the country through legal and safe channels. The SLBFE has made it compulsory for all workers to open up savings accounts and have made a variety of bank booths (of all the main state banks in Sri Lanka) available at the head office to facilitate this. Some banks have set up booths at the SLBFE District officers for the ease of migrant workers. Special Investigative Services A special police unit is housed within the SLBFE to investigate and file action against complaints of errant recruitment agents, agencies or migrant workers. Information Technology Services All services provided at the SLBFE have been computerised on a central network to ensure its efficient functioning. The grievance handling process is now computerised with access made available to SL Embassies and High Commissions to facilitate quick follow-up. Research and Library Services Latest trends and developments in the foreign employment industry are being closely monitored and reported on by this unit of the SLBFE. For those who wish to gain more knowledge on the industry the SLBFE also has a library provided for them. The Official Website of the Sri Lanka Bureau of Foreign Employment Accessible online on www.slbfe.lk, this website offers a plethora of services that include obtaining information on job opportunities, accurate information on foreign employment agencies and the necessary procedures to be followed at the SLBFE and contact details of key officials.
Annex 65 Special scholarships are awarded to children of migrant workers annually Description Amount Rs. Those who qualify for the year 5 scholarship 15,000.00 Those who qualify for the G.C.E. Advanced Level Examination 20,000.00 Those who qualify for higher studies in Universities and the State Technical College 30,000.00
School equipment is distributed among the children of migrant workers in three selected districts annually. Scholarships to children of Migrant Workers This is a significant project conducted on behalf of the children of migrant workers and is also one of the nation’s premier scholarship awarding campaigns which has seen many students being granted scholarships so far. These scholarships are provided to those who have passed the Grade 5 Scholarship Examination, the GCE Ordinary Level Examination and those who have passed the GCE Advanced Level Examination and are currently following higher studies. For their children to be eligible for these scholarships, it is a must for the parents to be registered with the SLBFE prior to their departure overseas. Providing of stationery and other important educational items The children of migrant workers will stand to receive important educational items vital for their studies as well as English - Sinhala Dictionaries. Providing Housing loans and loans for self-employment Through an MoU with the Samurdhi Authority, housing loans and loans for self-employment are granted at very low interest. A housing loan of Rs. 300,000/- and a self-employment loan of Rs. 50,000 can be obtained if within the required criteria. "Diriya Piyasa" Housing Programme - Sponsored by The Samurdhi Authority, Sri Lanka Provides Following Facilities. ÷ A loan amount : Rs. 300,000.00 ÷ A Completed House : Worth of Rs . 500,000.00 ÷ Monthly Instalment : Rs. 5,000.00 ÷ Pay back period : Within 60 months Repatriation of Migrant Workers This scheme is intended for migrant workers returning back to Sri Lanka and looks after their social welfare and development. Returning Migrant workers are given the proper guidance and advice on how to spend, save and invest the money that they have earned through their hard work overseas in a manner which is beneficial to themselves as well as the country.
66 Annex A special unit to provide for the needs of the children of migrant worker parents This 24-hour service coordinates and provides for the protection and welfare of the children of migrant worker parents and also handles a variety of issues related to them. Providing housing loans for those who fall in to permanent disability during their overseas employment For Sri Lankan migrant workers who fall in to permanent disability during their registered period of employment overseas a housing loan of around Rs. 400,000 will be provided (for those without a house for themselves) Sesatha Voluntary Retirement Scheme For migrant workers who return back, this scheme provides an opportunity to relax and enjoy their twilight years in retirement. This scheme which helps them to live in retirement without being a burden to anyone is coordinated by the Welfare Division of the SLBFE. Medical treatments for migrant workers returning to Sri Lanka due to illness Under this scheme, the migrant workerswhome have fallen sick can obtain free medical treatments at the Sri Jayawardenapura General Hospital while an ambulance is also offered free of charge. SahanaPiyasa Welfare Service Centre The SLBFE provides immediate support through a welfare centre located near the Bandaranaike International Airport, Katunayake to assist migrant workers who fall in to trouble due to various issues and hardships and return back to Sri Lanka. This centre offers a host of services to migrant workers prior to their departure as well. There is a Sahana Piyasa at the Mahinda Rajapakse International Airport at Mattala as well.
Annex 67 Annex 7 Schedule of Benefits of the insurance coverage to migrant workers The “Videsha Rakiya Insurance Scheme” Every Sri Lankan employee those who get registered with the Sri Lanka Bureau of Foreign Employment is covered in this scheme. In a situation where it is subject to claim under this insurance policy the beneficiary should submit a duly filled application before 6 month at time of the event occurrence.
EVENT BENEFITS OF THE INSURANCE COVERAGE 1.Repatriation 1.1 Repatriation due to Medical expenses incurred after returning to Sri Lanka- harassment, illness ,accident or Rs.25000.00 (Medical expenses incurred abroad are not injury after leaving employment entitled) abroad Cost incurred in respect of return ticket of the migrant worker. (Receipt or the original return ticket should be furnished ) 1.2Repatriation due to pregnancy as a result of sexual harassment by a sponsor or his family All certificates, information and evidence required(relevant members whilst working abroad to the occurrence) should be furnished by the beneficiary during the contract period along with the application which is available in Bureau. (runaways from sponsor not entitled) (Documents needed – Medical report from overseas, local medical report, medical bills, Letter of request, copy of Bio page of passport with the pages of immigration and emigration notes (seal of immigration officers of Sri Lanka) copy of bank book (bio page),Embassy report and other reports 2.Death due to any cause whilst Compensation to legal heirs- Rs. 400,000 working abroad. All certificates, information and evidence required (relevant to the occurrence) should be submitted by the beneficiary along with the application which is available in Bureau.- In an occasion where the death/ medical report indicated the cause of death as ‘’suicide’ the legal heirs of the migrant worker (Documents needed – Medical report from overseas, will not be entitled to this Letter of request, affidavit, Death certificate and/or benefit. judiciary medical report, copy of Bio page of passport with the pages and immigration emigration notes (seal of immigration officers of Sri Lanka) , copy of bank book (bio page) of each dependent, Embassy reports and other required reports
68 Annex 3.Death in Sri Lanka within Compensation to legal heirs including medical expenses 3 months of arriving due to incurred after returning to Sri Lanka –RS.200000.00 a critical illness or accident occurred whilst working abroad •Cost incurred in respect of return ticket of the migrant during the contract period worker All certificates, information and evidence required (relevant to the occurrence) should be furnished by the beneficiary along with the application which is available in Bureau. (Documents needed - Medical report from overseas, Local medical report, medical bills, Letter of request, affidavit, Death certificate and/or judiciary medical report, copy of Bio page of passport with the pages and emigration notes (seal of immigration officers of Sri Lanka ) , copy of bank book (bio page) of each dependent and other required reports 4) Permanent disability occurred Compensation depending on the extent of disability- while Rs.200,000.00 (maximum) working abroad during the contact Cost incurred in respect of return ticket of the migrant worker period. Medical expenses incurred after returning to Sri Lanka- Maximum 50,000/- ) All certificates, information and evidence required( relevant to the occurrence) should be furnished by the beneficiary along with the application which is available in Bureau.- (Documents needed – Medical report from overseas, Local medical report, medical bills, Medical examination report from local consultant doctor, Letter of request, copy of Bio page of passport with the pages of immigration and emigration notes (seal of immigration officers of Sri Lanka) , copy of bank book (bio page),Embassy report and other required reports
5) Partial disablement occurred Compensation depending on the extent of disability- while working abroad during the Rs. 100000.00 (maximum) contract period. Cost incurred in respect of return ticket of the migrant worker Medical expenses incurred after returning to Sri Lanka- Maximum 50,000/- ) All certificates, information and evidence required( relevant to the occurrence) should be furnished by the beneficiary along with the application which is available in Bureau. (Documents needed – Medical report from overseas, Local medical report, medical bills, Medical examination report from local consultant doctor, Letter of request, copy of Bio page of passport with the pages of immigration and emigration notes (seal of immigration officers of Sri Lanka), copy of bank book (bio page),Embassy report and other required reports
Annex 69 Sri Lanka Bureau of Foreign Employment
Safe Labour Migration Information ILO project on promoting decent work through good governance, protection and empowerment of migrant workers: Ensuring the effective implementation of the Sri Lanka National Labour Migration Policy. Guide
ILO Country Office for Sri lanka and the Maldives Supported by 202-204, Bauddhaloka Mawatha, Schweizerische Eidgenossenschaft Colombo7 Sri Lanka Confédération suisse Tel: + 94 11 259 2525 Confederazione Svizzera Fax: + 94 11 250 0865 Confederaziun svizra www.ilo.org/colombo Swiss Agency for Development and Cooperation SDC