The MOU signed by the two parties in 2013 aims to enhance cooperation on domestic worker recruitment in a way which realizes the interests of both countries and securies the rights of both workers and employers.
Under this MOU th charging or deducting from salary any cost attendant to recruitment and deployment from workers’ salaries is prohibited.
A unified, standardized contract for all migrant workers in Jordan’s garment sector was developed in 2015 and agreed upon by two apparel employer associations and Jordan’s garment union. The contract is helping to end the practice of contract substitution. Also, the contract gives migrant workers a clearer understanding of their working conditions and offers a certain amount of salary irrespective of nationality.
The Employment Agency Regulations (RACT) of 2006, as amended in 2014, regulates private recruiters in Mexico.
The Indian ICICI Bank offers hybrid solutions with remittance kiosks and ATMs in migrant areas and dormitories. Kiosks in Singapore and Bahrain can be used to transfer funds to India on the same day. ICICI sees mobile banking as a powerful medium for further financial inclusion.
The Employment Agencies Act, 1973, as well as the Conduct of Employment Agencies and Employment Businesses Regulations, 1976 and 2003, are the main statutory instruments regulating employment agencies in the United Kingdom.
The Vietnam Association of Manpower Supply (VAMAS) Code of Conduct (COC-VN) was adopted in 2010, and 108 recruitment agencies signed up to commit to its principles and guidelines relating to various aspects of the recruitment process (fees, contracts, pre-departure training, dispute settlement, etc.).
In 2009, Jordan and Indonesia signed a Memorandum of Understanding (MOU) concerning domestic workers which covers not only the costs migrants incur at the pre-departure stage, but also while at the destination and even upon return.
Part VII of Kenya’s Labour Institutions Act of 2007 has provisions to regulate the activities of private employment agencies that engage in internal and cross-border recruitment. These include registration requirements, obligations on agency directors, competency requirements for employment officers, recruitment-related offences and appeals procedures.
Launched in 1994, EURES is a European cooperation network of employment services, designed to facilitate the free movement of workers. The network has always worked hard to ensure that European citizens can benefit from the same opportunities, despite language barriers, cultural differences, bureaucratic challenges, diverse employment laws and a lack of recognition of educational certificates across Europe. It has a portal network of 1,000 EURES advisors who maintain daily contact with employees and employers across Europe.
The provision of basic skills to manage finances can have a considerable impact on the choice of modes of remittance transfers, expenditure preferences, savings behaviour and options for converting remittances into assets.