4 Emilyzen Ignacio and esenia Mejia
Employment conditions abroad The following findings were based on an analysis of FDHs in the survey whose current or last contract is/was their first employment contract in Hong Kong (max n=54). Whether this was their first experience working abroad was not captured by the survey. Below are the top working condition infringements:
Most surveyed FDHs indicated overcharging by private employment agencies. All Indonesians surveyed experienced paying agency fees beyond the limit set by Hong Kong (i.e. maximum of 10% of first month’s earnings). Only a few Filipinos experienced overcharging (i.e. paying any placement fees) according to Philippine laws.
Job insecurity is a major concern across both populations. The prevalence of early terminations was identified as a top FDH concern by government officials, NGO service providers, and migrants interviewed. Fifty six percent (n=55) of
the contracts were prematurely terminated early at greater rates percent, n=25 respectively).
terminated. than Filipinos
n=30 versus 44
Indonesian FDHs reported greater rates of contract and human rights violations. Violations include performing duties not specified in the original contract, denied rest days and/or statutory holidays, physical and verbal abuse, as well as passport withholding by employers or agencies.
Much like globalization, migration has been globally recognized as advantageous for both sending and receiving economies. However, unlike the transfer of technology or capital, the movement of people for employment is vastly complex, requiring careful management and attention. Through its tripartite structure (employers, employees and governments), the International Labour Organization can serve a critical role in enhancing migration management and strengthening the protection of migrant workers’ rights by reemphasizing the need for transnational cooperation and resolve to this cross-
border quandary. Based on the spearhead the following initiatives:
¾ Support systems for assessing and acting upon primary sources of FDH job insecurity. Specifically, collect data not only on the frequency but reasoning behind early terminations. If insufficient training is cited by the employer as the reason behind firing, for example, after a pre-determined number of identical grievances, careful review of the training center/camp should be prompted. Instituting such mechanisms can provide great insight into employee satisfaction and the actual effectiveness of current migration support systems while bringing accountability to this expanding trade.