Motherland Overseas Pvt Ltd (MOPL) is a registered organization of overseas employment promoters. It is registered with the Ministry of Labour and Social Security formerly the Ministry of Labour and Transportation Management under the Department of Foreign Employment (DOFE).
We understand how important it is to safeguard the rights of migrant workers abroad. However, it is not possible only with the efforts of foreign employment agencies.
The Government of Nepal should initiate talks with its counterpart governments and hold seminars draft and formulate clear policies with strict regulations and ethical recruitment practices which could safeguard the right of migrant workers.
We believe that the Code of ethics focuses on ethical recruitment that protects the rights of migrant workers in the host countries and improves the image of MOPL in the market.
To formulate a framework of ethical standards, our recruitment consultants adhere to the ILO migrant policies and have gained knowledge while attending the seminars conducted by the International Organization for Migration (IOM).
The Code of Ethics provides a framework to:
To promote professionalism, integrity, quality, honesty and trust of MOPL with job seekers, employers and other stakeholders.
To promote fair recruitment practices and improve the image, reputation and credibility as an overseas employment agency.
To promote self-accountability and accountability with clients, job seekers, fellow business enterprises and the MOPL.
To regulate the conduct of MOPL staff with ethical standards that comply with international labour standards.
PRINCIPLES OF CODE OF CONDUCT
We ensure that all our staff members obey all relevant legislation, statutory and non-statutory requirements, and official guidelines to such requirements during the provision of their services.
Business standards and best practices
MOPL ensures that all its staff members follow the highest principles of integrity, professionalism and fair practice in handling all transactions with job seekers or prospective migrant workers, employers and other stakeholders.
MOPL & its staff members abstain from activities that set a bad example, such as withholding the documents of job seekers or taking token money from them as a service charge when there is no job available.
MOPL its staff members refrain from immoral or unhealthy competition for money and charging exorbitant fees or service charges.
MOPL& its staff members have well-defined and clear business policies.
MOPL & its staff members engage with job seekers, employers and the regulatory body in a manner that is transparent, open, honest and of high quality.
MOPL & its staff members present job seekers with accurate information on all types of fees and costs that MOPL staff would charge for their services before any work is undertaken for a client.
MOPL & its staff members document all stages of the recruitment process, in line with regulations.
All details of a job advertisement must be accurate, complete and clear.
A job advertisement must clearly mention the required occupational qualifications, working conditions and wages for the category of jobs announced.
A job advertisement must not overstate nor understate the reality of wages, benefits, working conditions, accommodation, bonus, leave day entitlement, health insurance and other living conditions of workers in their country of destination. Similarly, the contractual obligations and challenges that could arise for workers must be clearly explained before any contract is signed.
All advertised vacancies are registered with DOFE and with due approval.
We clearly explain in their job advertisements that the agency has no sub-agent and job seekers are to directly contact the provided address and phone numbers.
We make sure to put our effort to protect job seekers against fraud, misinterpretation, and unethical practices in the recruitment process for overseas employers.
Discrimination will completely be discouraged and prevented by paying full consideration to the rights and needs of female job seekers and endeavour to always protect their dignity.
We make sure we will be vigilant with job seekers who appear underage for foreign employment, bearing in mind the age limits established for different countries and different job categories by the Government of the Host country.
It is ensured that each migrant worker recruited for an overseas employer has read and fully understands their Foreign Service agreement, it would be translated into the native language.
We make sure not to misinterpret the medical fitness, qualifications, authenticity of documents and any other required information of a job seeker to the prospective employer.
We abstain from recruiting workers for jobs in which a worker may be subjected to a dangerous or hazardous work environment.
We directly carry out the recruitment process.
We only use legal and protected means to send workers overseas for employment and must not use such reasons as holiday travel, visiting relatives or business trips to send workers for employment.
Protection and welfare of workers
We make sure not to take any action that may lead to the disturbance or violation of the labour or human rights of migrant workers.
We respect the international instruments for the protection of migrant workers' rights.
MOPL staff must be conscious of the global shortage of skilled labour and raise awareness about these needed skills among intended job seekers to urge the acquisition of skills that are in high demand.
We organize Pre-Departure Orientation (PDO) for workers to provide them with practical information on their contract, living conditions, work environment, responsibilities, laws, and culture of the destination country.
We ensure that prospective overseas workers are aware of the negative implications of irregular migration as well as the dangers of human trafficking and smuggling.
Handling of complaints and dispute settlement
We make sure to respond promptly to a complaint made about their (or their employees') work or services offered.
If an overseas worker (or prospective migrant worker) registers a complaint with the Department of Foreign Employment (DOFE) about an overseas employment MOPL regarding such violations as the provision of false information on the visa or travel schedule, withholding of documents or charging exorbitant service fees, then that we make sure to respond appropriately within the time frame specified.
We make sure that all disputes between workers, overseas employers and MOPL staff will be settled based on the contract signed between the parties and in compliance with the laws of the host country or under the framework of any bilateral agreement between the Government of the source country and the government of the host country.
Obligation to clients, job seekers and customer care
We make sure to maintain a customer-friendly office environment.
We employ and train staff members who would be public relations and courteous interactions with job seekers, and promoters must put in place appropriate measures to protect the privacy of job seekers, with special attention to women.
MOPL maintains the confidentiality of job seekers' and clients' data, with exemptions for data that is legally required to be shared.
MOPL abstains from engaging in any activity that may unethically jeopardize job seekers' current or future employment prospects.
MOPL provides job seekers with appropriate advice on employment and placement options, including current labour market information.
MOPL maintains a professional working relationship with the Department of Foreign Employment (DOFE) and other relevant departments.
MOPL responds to inquiries from the Department of Foreign Employment(DOFE) and other relevant departments.
MOPL works closely with its respective business partners and is mutually supportive.
MOPL makes sure of the fair with competitors and abstains from taking contracts from others by raising their prices excessively over the agreed levels, which could in turn burden migrant workers.
AWARENESS OF THE CODE OF ETHICAL CONDUCT
We display the Code of Ethics on our website and update any amendments immediately.
Code of Ethics would also be displayed prominently on our office premises.
IMPLEMENTATION OF THE CODE OF ETHICS
We take responsibility for the implementation of the Code of Ethics. Reported violations will be investigated swiftly and thoroughly, and any warnings or other disciplinary action will be documented and highlighted in the management meetings.
In the event of gross misconduct by MOPL staff, MOPL management suspends or terminates such staff from the organization. The Code will come into force with the approval of MOPL management, and the Plan of Action for Ethical Recruitment.