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beats verbal promises anytime
A maid (sometimes seen as a mother's helper) can be a great help
to busy mothers. But occasionally something goes wrong. A busy working
mother's expectation that her domestic helper take care of the
children while she is out and give her time to relax when she comes
home might not materialise.
Super maids are very rare in real life. Sometimes the domestic
takes advantage of the good nature of the employer who finally loses
her patience. Sometimes she speaks only Taglish and no English or a
Chinese dialect (as one might expect) and drives the employer or
granny up the wall. One thing leads to another and the employer of a
foreign domestic worker declares that she has had it.
When the employment relationship breaks down, it is pointless to
apportion blame. Often it takes two hands to clap. The best
solution, the common practice, is for the agency to arrange for
another domestic worker to replace the original one.
This is a reasonable solution. But the fun comes when the
inevitable arises. Should the employer pay for a replacement for the
first domestic helper? Some employers feel that they should not have
to pay a single cent citing the practice of some maid agencies that
are said to give unlimted "free
replacement maids for two years".
Even if some agencies (the more "creative" ones) do promise a
"free replacement maids for two years" one should not assume that
all agencies will do that. Study the terms of the service agreement!
Sometimes the replacement is free, but ...
What should an employer look for in a service agreement?
- Replacement period should be specified, eg: 90 days from the
date the domestic worker starts work
- The cost of replacement should be clearly stated:
- if free, then no buts, no surprises
- if X dollars is quoted, then there should be no
additional charges
- If the agent quotes a "package" price, then he should furnish the
prerequisites without additional cost, viz:
- Letter of Guarantee (by Insurance Company) in lieu of
$5,000 cash for the Security Bond
- Insurance - Personal Accident, Hospitalization and
Repatriation of Remains
- Meeting at the airport, Medical Check-up (applicable for new
arrivals only, not domestic helpers on transfer)
- Collection of Work Permit
But even more important is the overall tone of the service
agreement. If any of the following applies, look out!
Examples of danger signals!
- The service agreement is unduly long. Three to four pages
should suffice. At any rate, it should not be more than five
or six pages. The print should be of even size and easy to
read.
- An ordinary English word is redefined.
- Terms differ from those advertised, e.g.: If "zero placement
fee" is advertised and one ends up being to asked pay a lot
more for whatever purpose (for everything except placement
fee which is zero).
- Onerous terms, such as the employer being obligated to
employ an FDW for a minimum of 4 months, even if it turns
out that she is not quite as competent as she is made out to
be in her resumé, or if never gets up early enough to fix
breakfast.
- The amount the agency charges the FDW is unduly high! (At
this writing, there is a move by AEA(S) to limit this amount
to 4 months. Currently some agents are charging the FDW as
much as 8 to 10 months of her salary. The employer who pays
up the "loan" forfeits it if the FDW is transfered before she
has repaid the "loan"!!!!
- Some agencies charge an FDW three more months of her salary
each and every time she is transfered, regardless of the
reason.
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