Code of Conduct of FERSA

AHKMA and SHARP CODE OF CONDUCT

AHKMA 與  SHARP 經營行為準則

By promoting and branding excellence in the recruitment of Filipino domestic workers to Hong Kong, members of the Association of Hong Kong Manpower Agencies (AHKMA), also referred as ‘Agencies’ and the Society of Hong Kong- Accredited Recruiters of the Philippines (SHARP), also referred as ‘Recruiters’, provide their employer-clients and recruitment candidates with a stamp of high-quality service commitments that are aligned with ILO General Principles on Fair Recruitment.

香港人力資源管理協會 (AHKMA – 以下稱 Agencies)與 Society of HK-Accredited Recruiters of the Philippines (SHARP – 以下稱Recruiters) 兩會成員,在招聘菲傭到香港過程中,為表現追求卓越及專業的服務,因而為其僱主客戶及待聘菲傭提供了高質素的服務承諾,更符合國際勞工組織所指的公平招聘及㇐般原則。

 

The aim of this Code of Conduct is to support and allow members of both recruitment associations, AHKMA and SHARP, to prove and demonstrate their commitments to the highest principles of integrity, professionalism, fair and ethical business practices in the Philippines-Hong Kong recruitment corridor.

制定 Code of Conduct經營行為準則,目的乃支持並譲 AHKMA 和 SHARP 兩會的會員從菲律賓招聘傭工至香港履新過程中,証明及表現出他們有履行及承諾 :最高準則的誠信、專業精神,以及有公平和有道德地去處理他們的業務。

 

The Code of Conduct is intended to contribute to the enhancement of business operations, of maintaining the reputable brands of AHKMA and SHARP as key industry players, and of optimizing benefits to both employer and domestic worker toward a successful recruitment and employment outcome.

The Code of Conduct旨在改善業務營運,維護作為行業主要參與者的AHKMA 和 SHARP兩會會員之良好聲譽,向僱主和家庭傭工提供最佳利益以便他們達到成功招聘和就業結果。

 

CODE OF CONDUCT – PRINCIPLES AND COMMITMENTS  經營行為準則 – 原則和承諾

  1. ADHERENCE TO LAW

Recruitment across national borders should respect the applicable national laws, regulations, employment contracts, and applicable collective bargaining agreements of countries of origin, transit and destination. Agencies’member should take specific measures against abusive and fraudulent recruitment methods, including those that could result in forced labor or trafficking in persons.
遵守法律

傭工輸出國家,過境國家和傭工工作目的地國家,他們都有各自適用法律、法規及僱傭合約, 以及適用勞資談判之協議。跨國界招募應尊重這些法律、法規,合約和勞資協議。AHKMA會員應採取具體措施,取締不適當和欺詐性招募方法,包括那些可能導致強迫勞動或販運人口的招募方法。

 

A.1 No minors or those below the minimum age requirement shall be recruited.

不得招募未成年或是低於最低年齡要求的人仕。

A.2 All workers are in possession of proper exit clearances and visas before departing the Country of Origin, including any documentation required to enter the Country of Destination and any transit country along the worker’s travel route thereto, where required.

所有工人在離開工人輸出國之前都要擁有適當的出境許可文件和簽證,包括進入目的地國家和沿途過境國家所需要的文件。

 

A.3 Visas, work permits, and employment contracts are consistent and match the worker’s designation (job position) and name of employer, and are renewed regularly in accordance with local law.

工人簽證,工作許可証和僱傭合約的內容必須一致,內容應符合工人指定的工作名稱 (工作職位 ) 和僱主姓名。這些簽證,工作許可証和僱傭合約,都要根據當地法律定期更新。

 

A.4 Agencies’member ensure compliance with Labor Rights and Hong Kong Labor Ordinance in implementing any contract terms and conditions, including termination procedures.

在執行僱傭合約條款和條件過程中,包括合約終止程序,AHKMA 會員要確保勞工權利和香港勞工條例得到遵守。

 

A.5 Agencies’ member shall ensure to transact business only with licensed and accredited agencies to avoid unscrupulous practices.

AHKMA 會員應確保只會與有牌照和認可的代理商進行交易,以避免出現不正當經營行為。

 

A.6 Agencies’member ensure that domestic helper’s compensation is fully compliant with Hong Kong Labor Ordinance, including the provision of receipts for payment.

AHKMA 會員要確保家庭傭工的賠償,完全符合香港勞工條例,包括提供付款收據。

 

  1. FREE OF CHARGE PROVISION OF SERVICES免費提供服務

 

No recruitment fees or related costs should be charged to, or otherwise borne by, workers or

jobseekers.

不得向工人或求職者收取、或要其承擔招聘或相關費用。

 

B.1 Recruiters and Agencies’member do not collect any placement fee from the worker or require the worker to pay or spend for things or expenses not authorized by Philippine and Hong Kong laws.

SHARP 會員或AHKMA會員,不能向工人收取任何中介費,也不會要求工人支付菲律賓和香港法律上未有容許工人自付的費用項目。

 

B.2 Recruiters and Agencies’ member do not collect any fee for documentation and processing of contracts unless required by law.

除非法律指定容許,否則SHARP和AHKMA會員不會向工人收取任何文件和僱傭合約處理費用。

 

B.3 Recruiters’ member ensure that fees that are allowed by law to be charged to workers, such as for government-required training and skills certification and medical examinations, are charged at reasonable market rates, are not exorbitant, and are at rates and limits mandated by government authorities.

SHARP會員要確保在法律允許下只收取工人的費用如政府要求的培訓、技能認證以及體檢並確保要按合理的市場價格收取,不可過高,並且要按政府當局規定的收費率或規定的上限收費額。

 

B.4 Recruiters’ member will not require attendance to additional training for workers possessing TESDA Training Certificate, except for additional skills required by the employer and for which the training fee shall be shouldered by the employer.

SHARP 會員不能要求已經持有 TESDA 培訓證書的工人去參加額外培訓,除非僱主要求工人要有某些額外技能,但僱主必須承擔這些額外培訓費用。

 

  1. TRANSPARENCY TO CONTRACT TERMS AND CONDITIONS

合同條款和條件的透明度

 

The terms and conditions of a worker’s employment should be specified in an appropriate, verifiable and easily understandable manner, and preferably in written contracts. They should be clear and transparent, and should inform the workers of the location, requirements and tasks of the job for which they are being recruited. Written contracts should be in a language that the worker can understand, should be provided sufficiently in advance of departure from the country of origin, should be subject to measures to prevent contract substitution, and should be enforceable. Workers’ agreements to the terms and conditions of recruitment and employment should be voluntary and free from deception or coercion.

工人就業的條款和條件應以適當、可驗證和易於理解的方式詳細說明,最好以書面合約形式說明。合約應該清晰及有透明度,合約應該譲工人知道他們受聘之工作地點、工作要求和工作內容。書面合約應採用工人能夠理解的語言,這合約應在工人離開原籍國之前有充分時間提早向工人提供,應採取措施防止合同被替換,合約應該屬可執行的協議。工人對招聘和就業條款及條件的協議應該是自願的,不受欺騙或脅迫。

 

C.1 Recruiters and agencies establish and implement a “job order system” that communicates to workers details about the employer, including:

SHARP和 AHKMA建立並實施一個 “工作內容說明系統”,向工人傳達有關僱主的資料,包 括:

 

∙ number of family members 家庭成員人數

∙ house size 房屋大小

∙ specific job requirements and duties 具體的工作要求和職責

∙ details of accommodations 住宿細節

∙ commitment to HK Laws 對香港法律的承諾

 

C.2 Recruiters’ member take effective steps to ensure that applicants fully understand and accept the contents of the Standard Employment Contract, including:

SHARP採取有效措施確保申請人完全理解並接受標準僱傭合約的內容,包括:

 

  1. Providing the workers with ample time to decide whether to accept the contract

為工人提供充足的時間去決定是否接受合約

  1. Providing workers with a copy of their signed contract in a language that they understand

向工人提供一份他們簽署的合約,此合約須用他們理解的語言書寫

  1. Encouraging a member of the family to join the applicant at a mandatory orientation conducted by the Agency in the Country of Origin (CoO) explaining in detail the job offer and the recruitment terms and conditions.

鼓勵工人與一名家庭成員一同參與由當地僱傭代理在原籍國 (CoO) 所舉辦之強制性的「未來工作定向硏討會」,這些研討會有詳細解釋工人未來工作內容與招聘條款和條件。

 

C.3 Agencies’ member provides all selected workers with a SHARP-AHKMA Handbook on the Profile of a Typical Hong Kong Employer.

AHKMA為所有已選聘的工人提供一本 SHARP-AHKMA 手冊,內容提供有關典型香港僱主的概況。

 

 

  1. RESPECT FOR WORKER RIGHTS, HEALTH AND SAFETY

尊重工人權利,健康和安全

 

Recruitment should take place in a way that respects, protects and fulfills internationally recognized human rights. Workers should have access to free, comprehensive and accurate information regarding their rights and the conditions of their recruitment and employment. Agencies take affirmative steps to ensure that workers are employed under contractual agreements that respect worker rights.

招募工作應以尊重、保護和實現國際公認的人權方式進行。工人應該能夠免費獲得有關其權利以及招聘和就業條件的全面準確信息。AHKMA應採取積極措施,確保工人是根據尊重工人權利的合同協議之下受僱。

 

At the Country of Origin:

在工人的來原國

 

D.1 Recruiters’ member ensure that all applicants attend the Pre-Employment Orientation Seminar (PEOS) or has accomplished the PEOS on line.

SHARP 確保所有申請人都參加就業前定向研討會 (PEOS) 或已上網完成 PEOS。

 

At the Country of Destination:

在目的地國家

 

D.2 Agencies’ member take effective steps to make sure applicants understand and are clear on their rights as workers as defined in the following :

AHKMA採取有效措施,確保申請人了解並清楚他們作為工人的權利,如下所述

 

  • Foreign Domestic Helpers Rights and Protection under HK Employment Ordinance

外籍家庭傭工在香港僱傭條例下的權利及保障

  • Agreement between HK Principal and Applicants 香港 代理人/ 僱主 與申請人之間的協議
  • Procedure of Employment就業程序

 

D.3 Agencies’ member comply with all procedural requirements to ensure that workers are properly documented in Hong Kong, including:

AHKMA遵守所有程序要求,以確保工人在香港得到妥善記錄存檔,包括

 

  • reporting to HK Immigration TO APPLY FOR HKID

向香港移民局報到申領香港身分證

  • Registering newly-arrived workers for PAOS.

向菲律賓海外勞工局報名參加 PAOS

  • conduct of medical check-up (AS NEEDED)

進行體檢

 

securing a signed acknowledgment from the worker that she retains her copy of her Standard Employment Contract, her passport and information from HK Labor Department are kept by the worker herself

確保工人簽署確認書,確認她自行保留她的標準僱傭合約、護照及香港勞工處發給的資訊包。

 

D.4 Agencies shall ensure the fair implementation of workers’ employment contract terms and conditions.

AHKMA會員應確保工人僱傭合約條款和條件得到公平實施。

 

D.5 Agencies’ member will not confiscate workers’ passports or other identity documents

不會強制保存 工人的護照或其他身份證件

 

D.6 Agencies’ member monitor and report to POLO, OWWA, or other concerned entity any significant event regarding the worker, including illness, accident, hospitalization, resignation, termination, or transfer of employers.

AHKMA會員應監察,並向 POLO,OWWA 或其他相關實體報告有關工人的任何重大事件,包括 疾病,意外事故,入住醫院,辭職,終止合約 或轉換僱主。

 

D.7 Agencies’ member ensure that workers receive adequate medical treatment in case of illness, accident, or injury during their contract period, at the employer’s expense.

AHKMA會員確保工人在合約期內因疾病,意外事故或受傷,得到充分的醫療照顧,費用由僱主承擔。

 

D.8 Agencies’ member shall assist in the worker’s repatriation when needed and ensure that all domestic helpers are safe and well protected post-termination of contract and before returning to their home country.

工人遣返原藉國,AHKMA會員應在需要時向工人提供協助,並確保所有家庭傭工在合約終止後和返回原藉國之前,期間人身安全和受到良好保護。

 

  1. NON-DISCRIMINATION AND HUMANE TREATMENT

不歧視和人道待遇

 

Agencies’s member do not discriminate, on the basis of any characteristic protected by national or international law, in the recruitment, selection, hiring, placement and employment of workers.

根據國家或國際法例,在招聘,選拔, 僱用, 職位安置和聘用過程中 AHKMA會員不得歧視工人

 

E.1 Agencies’ member recruit only applicants qualified and determined to work as a Household Service Worker. AHKMA會員只招聘有資格並有決心擔任家政服務工作的申請人。

 

E.2 Agencies’ member treat all jobseekers and workers humanely and avoid any kind of harassment or abuse in the process of recruiting, placing or managing workers.

AHKMA會員應人道地對待所有求職者及工人,並在招聘、職位安置或管理工人的過程中,避免作出任何騷擾及虐待行為。

 

  1. QUALITY OF SERVICE

服務質素

 

Agencies’ member have systems, procedures, personnel and resources that ensure professional delivery of recruitment and placement services to the satisfaction of customers (employers and workers).

AHKMA會員應擁有系統,程序,工作人員和資源,確保提供招聘和職位安置專業服務,去滿足客戶 (僱主和工人) 的需要。

 

F.1 Recruiters and Agencies exert due diligence and have effective procedures in place to ensure that SHARP和AHKMA盡責並製定有效的程序以確保:

 

∙ All information about the worker is true and correct

有關工人的所有信息都是真實無誤的。

 

∙ Workers are properly trained by a TESDA-accredited training center

工人得到 TESDA 認可培訓中心適當培訓。

 

∙ Workers are physically and medically fit for the job

工人的體能和健康適合工作。

 

∙ Workers complete all departure procedures and documentary requirements

工人完成所有離境程序和文件要求。

 

∙ Workers undergo pre-departure orientation, especially on the departure systems and procedures, including matters on immigration, quarantine and customs.

工人接受出發前定向指導課程,尤其是有關離境系統和程序,包括移民局檢查,檢疫和海關檢查事宜。

 

F.2 Recruiters and Agencies’ member assist jobseekers and workers in gathering or producing the documents required relative to their application, including visas, passports, etc.

SHARP和AHKMA會員協助求職者和工人提供與其申請工作相關的文件,包括簽證,護照 等。

 

F.3 Recruiters and Agencies’ member treat the documents submitted by workers with utmost confidentiality and shall exercise due diligence to avoid its loss or damage or use by other entities for whatever purpose without the workers’ express consent.

SHARP和AHKMA會員對工人提交的文件進行最嚴格的保密處理,盡責地避免此等文件丟失或損壞,或未經工人明確同意的情況下,被其他實體用作其他用途。

 

F.4 Recruiters and Agencies’ member have procedures for protecting confidentiality of information and documents received from employees, workers and jobseekers.

SHARP和AHKMA會員有程序保護從員工,工人和求職者處收到的信息和文件的機密性。

 

F.5 Recruiters’ member provide transient quarters, for departing workers that require such accommodations who are coming from the provinces. Fees are reasonable and set at a reasonable market rate. Workers who wish to live outside of these quarters will not be prohibited from doing so.

SHARP會員為住在外省鄉村而準備出發國外工作的工人,提供短暫的宿舍。 收費要合理,並製定合理的市場價格收費率。但如果工人希望居住在這些宿舍以外的地方,不應禁止。

F.6 Recruiters’ member maintain a directory of the families of workers deployed, help them organize and initiate or sponsor social programs or livelihood projects or seminars, including scholarships in coordination with appropriate government agencies or interested private of non-governmental organizations.

SHARP會員應保存一份工人家庭目錄,幫助他們組織和發起或贊助一些社會計劃,生計項目或研討會,包括協調適當的政府機構或有關非政府組織的私人機構。

 

F.7 Recruiters’ member work only with government-accredited training institutions, PDOS providers, and medical clinics.

SHARP會員只能與政府認可的培訓機構,認可PDOS 提供者,和認可醫療診所合作。

 

F.8 Agencies’ member will only transact business with employers without adverse records with the POLO and the police as far as the treatment of workers are concerned, or employers who are not watch-listed by POLO.

AHKMA會員只可與良好記錄僱主進行業務往來,包括在POLO 和警方沒有不良待遇工人記錄,或者沒有被 POLO 列入觀察名單內的僱主。

 

F.9 Agencies’ member will thoroughly interview employers to document their capacity to comply with terms of the contract.

AHKMA 會員要認真仔細地會見僱主,以記錄他們遵守合約條款的能力。

 

  1. GRIEVANCE MECHANISM AND ACCESS TO REMEDY

申訴機制和補救方法

Workers, irrespective of their presence or legal status in a State, should have access to free or affordable grievance and other dispute resolution mechanisms in case of alleged abuse of their rights in the recruitment process or any violations of the aforementioned Code of Conduct standards, and effective and appropriate remedies should be provided where abuse or violations have occurred.

工人無論是否在那一個國家,或無論其法律地位如何,如果在招聘過程中,其權利涉嫌遭受到侵犯或遇到有違反上述業務行為準則的情況下,都應獲得免費或可負擔費用的申訴渠道下參與其他解決爭議機制,以及如果發生人權侵犯或違規行為,應向工人提供有效和適當的補救措施。

 

G.1 Recruiters’ member provide all departing workers with a “travel kit”, including the directories of persons or offices to be contacted, in case of problems or emergencies.

SHARP會員為所有出發工人提供 “旅行套件”,包括在遇到問題或緊急情況時可聯繫的人員或辦公室的目錄。

 

G.2 Recruiters and Agencies have a monitoring and problem solving procedure in place that includes: SHARP和AHKMA有一個監控和解決問題的程序,包括:

 

∙ Monitoring the status of workers

監察工人的狀況

∙ Providing workers a safe channel, possibly a 24-hour hotline, to report grievances and contract violations

為工人提供安全渠道,也許用24 小時熱線,申訴委屈和申報違反僱傭合約情況。

∙ A non-reprisal policy for workers reporting grievances

不能對申訴工人採取報復

∙ Acting on problems or concerns reported by workers, including an objective, fair and transparent investigation process:

對工人提報的問題或關注,要採取行動,包括進行客觀,公正和透明的調查程序:

 

∙ Counseling workers and helping to mediate worker-employer issues

輔導工人,並幫助調解工人同僱主之間的矛盾問題

∙ Assisting workers to gain access to remedy where workers’ rights or contract terms have been violated

如果工人的權利受到侵犯或僱傭合約條款遭到違反時,要協助工人解決這些困境

 

  1. IMPLEMENTATION MONITORING PROCEDURE 實施監測程序

 

AHKMA and SHARP shall establish their own complaints procedure for members who may violate the principles of the Code of Conduct.

AHKMA 和 SHARP 應為可能違反行為準則的會員,制定自己的投訴程序。

 

H.1 If a complaint is made against a member that has breached the principles and commitments contained within this Code of Conduct, the said member shall be dealt with in accordance with corresponding internal complaints procedure of AHKMA and SHARP.

如果一名會員因違反準則中所包含的原則和承諾而遭到投訴,此名會員應按照 AHKMA 和 SHARP 的內部相應投訴程序處理。

 

H.2 Should a member fail to adhere to the principles of this Code of Conduct after a procedural due process has been completed, AHKMA or SHARP reserves the right to terminate the said member’s membership.

如果成員完成正當調查程序後,發現未有遵守準則,AHKMA 或 SHARP 保留終止該成員會員資格的權利。

 

H.3 If a decision to terminate membership is to be adopted, AHKMA or SHARP shall act in good faith and in compliance with any applicable law and will follow its own rules and procedures including any right to appeal.

如果決定採用終止會員資格,AHKMA 或 SHARP 應本著誠意行事,並遵守所有適用法律,並遵守SHARP及AHKMA自身的規則和程序,包括上訴權利。