MAKLUMAN UNTUK MAJIKAN

1. Pembelian insurans wajib dilakukan melalui platform FWCMS, yang telah berintegrasi dengan Gerbang Insurans Malaysia, bagi memastikan proses pembelian insurans yang lebih cepat, mudah, dan teratur.
   
2. Majikan yang telah membeli insurans secara manual sebelum mengemukakan permohonan ePLKS melalui FWCMS dikehendaki:

• Menghubungi syarikat atau agen insurans untuk membatalkan polisi insurans sedia ada dan memohon polisi baharu yang memenuhi keperluan permohonan ePLKS melalui FWCMS.
• Membeli insurans menggunakan nombor Insurance Transaction Reference (ITR) yang dijana secara automatik oleh sistem FWCMS.
• Menyerahkan nombor ITR kepada syarikat atau agen insurans sebagai rujukan bagi pembelian insurans, sama seperti proses pembelian insurans eVDR sebelum ini.

Perubahan ini telah dimaklumkan kepada semua syarikat insurans di Malaysia dalam seminar industri pada bulan Oktober 2024.

MAKLUMAN UNTUK AGEN INSURANS

Sekiranya terdapat sebarang pertanyaan atau isu berkaitan pelaksanaan ini, agen insurans disarankan untuk terus menghubungi ibu pejabat syarikat insurans masing-masing bagi mendapatkan bantuan dan penyelesaian dengan segera.

BANTUAN ATAU PERTANYAAN LAIN

Untuk bantuan atau pertanyaan lain, sila hubungi Pusat Khidmat Pelanggan FWCMS di talian 03- 8689 2822 (Isnin hingga Ahad, 8:00 pagi – 9:00 malam) atau emel kami di enquiries@fwcms.com.my.

Sekian, terima kasih.

Bestinet Sdn. Bhd.

Kementerian Sumber Manusia (KSM) ingin memaklumkan kepada majikan-majikan bahawa mulai Isnin, 1 Ogos 2022, Pusat Kelulusan Setempat (One Stop Centre – OSC) bagi proses temuduga permohonan kuota pekerja asing akan mula beroperasi di Pejabat Tenaga Kerja Negeri.

Majikan dinasihatkan untuk menyemak maklumat lanjut temuduga melalui emel yang diterima.

Senarai OSC

ANNOUNCEMENT

The Ministry of Human Resources (MOHR) would like to inform employers that from Monday, 1 August 2022, the One Stop Center (OSC) for the interview process of foreign workers quota applications will start operating at the Pejabat Tenaga Kerja Negeri.

Employers are advised to check further interview information via email received.

OSC List

ANNOUNCEMENT

Pihak Jabatan Tenaga Kerja Semenanjung Malaysia (JTKSM) memaklumkan bahawa dokumen wajib seperti dibawah tidak diperlukan bagi permohonan atau pengesahan di Pejabat Tenaga Kerja (PTK) Cawangan. Dokumen tersebut adalah:

1. Surat Perakuan Pendaftaran Tempat Pekerjaan – Seksyen 63A
2. Surat Perakuan Pendaftaran Pekerja Asing – Seksyen 60K

Sila ambil maklum.

ANNOUNCEMENT

Jabatan Tenaga Kerja Semenanjung Malaysia (JTKSM) has informed that the below mandatory documents are not required for application or confirmation at Pejabat Tenaga Kerja (PTK) branches. Those documents are:

1. Surat Perakuan Pendaftaran Tempat Pekerjaan – Seksyen 63A
2. Surat Perakuan Pendaftaran Pekerja Asing – Seksyen 60K

Please take note.

PERMOHONAN PENGAMBILAN PEKERJA WARGA ASING

1. Mesyuarat Jemaah Menteri pada 10 Disember 2021 telah bersetuju untuk pengambilan pekerja warga asing dalam sektor yang dibenarkan bagi penggajian pekerja asing. Sehubungan itu, proses permohonan bagi pengambilan pekerja warga asing ini akan dibuka secara berperingkat. Permohonan akan dibuka mulai 28 Januari 2022 untuk pengambilan 32,000 pekerja warga asing dalam sektor perladangan secara pengecualian khas.
2. Permohonan pekerja warga asing untuk sektor-sektor lain yang dibenarkan bagi penggajian pekerja asing termasuk sektor perladangan tanpa pengecualian khas akan mula dibuka pada 15 Februari 2022.
3. SOP Kemasukan Pekerja Warga Asing yang telah ditetapkan oleh Kerajaan merangkumi empat fasa iaitu pra pelepasan, semasa ketibaan, selepas ketibaan iaitu tempoh kuarantin dan pasca kuarantin. Semua pekerja warga asing perlu menjalani tempoh kuarantin selama 7 hari dan ujian saringan COVID-19 sebanyak 2 kali dalam tempoh tersebut yang akan ditanggung oleh majikan.

Pengumuman : Selepas pengumuman daripada YB Datuk Seri M. Saravanan, Menteri Sumber Manusia pada 15 Januari 2022 mengenai permohonan online pengambilan pekerja asing, dimaklumkan bahawa ia akan dapat diakses mulai 28 Januari 2022 melalui laman web untuk sektor perladangan (Pengecualian Khas). Semua SOP yang terpakai dan berkaitan akan diumumkan terus oleh Kementerian Sumber Manusia.

ANNOUNCEMENT

APPLICATION FOR RECRUITMENT OF FOREIGN WORKERS

1. The Cabinet Meeting on 10 December 2021 has agreed to the recruitment of foreign workers in sectors permitted for the employment of foreign workers. Accordingly, the application process for the recruitment of foreign workers will be opened in stages. Applications will be open from 28^th  January 2022 for the recruitment of 32,000 foreign workers in the plantation sector with special exemptions.
2. Applications for foreign workers for other sectors allowed for foreign workers, including the plantation sector without special exemptions, will be open on the 15^th of February 2022.
3. The Government’s SOP for the Admission of Foreign Workers includes four phases: pre-departure, on arrival, after arrival (quarantine period) and post-quarantine period. All foreign workers must undergo a quarantine period of 7 days and a COVID-19 screening test of 2 times during that period, of which the employer will bear the cost.

Announcement: Subsequent to the announcement from YB Datuk Seri M. Saravanan, Minister of Human Resources on 15 January 2022 regarding the online application for the recruitment of foreign workers, please be informed that it will be made accessible from 28 January 2022 through the website for the plantation sector (Special Exemption). All applicable and related SOPs will be announced directly by the Ministry of Human Resources.

International Labour Organizations (ILO) has been at the forefront of highlighting malpractices in recruitment processes where the primary concern is on the high migration costs i.e. high fees paid to recruiters which have the impact of the migration on the migrant worker to indebtedness and contributing to the unbalanced distribution gains from migration (Piyasari Wickramasekara and Nilim Baruah; January 2017). High recruitment costs also lead to irregular migration by deterring the migrant workers from using the legal channels or driving them to abscond from their employers when excessive recruitment fees are deducted from their wages. Based on ILO Migration Agenda in 2014, fair recruitment is adopted as one of its main pillars and is understood to mean as recruitment carried out within the law, in line with international labour standards, and with respect for human rights, without discrimination and protecting the migrant workers from abusive situations. There are many challenges to ensure fair recruitment; one of it is to combine the responsibility of both labour sending countries and receiving countries of a fair recruitment process, by harmonizing the legislation in conformity with existing international standards.

Divergences between origin and destination countries have created opportunities for unscrupulous recruitment agencies to exploit the system to their advantage. In fact, labour migration has become a business involving substantial amounts of money, often paid by the most vulnerable and unprotected categories of low-level migrant workers from developing countries. If the cost can be reduced, more money would be left in the hands of the migrants and their families and their communities’ benefits. A study by the Action Group in 2015 stated that a human rights-based approach is essential to ensure that migrant workers have real opportunities for decent work. The main challenges for the governments of the labour sending and receiving countries are to promote legal migration, regulate the labour market for labour recruiters efficiently, establish an adequate enforcement mechanism and encourage partnership between public employment services and private employment agencies, protect migrant workers from abuses and prevent unfair competition in recruitment. The recruitment process involves three components: first mile issues in labour sending countries, the migration process itself, and the last mile issues in labour receiving countries. Measures can be taken at each stage of the recruitment process include the pre-departures procedures and services, regulating labour recruiters including private employment agencies through statutory legislation, bilateral agreements (Memorandum of Understanding), reducing recruitment costs, and corruptive practises, education migrants about working conditions and rights, and supporting business to adopt and implement policy commitments. 

In Bestinet, our mission is to create a holistic platform that is beneficial to all stakeholders while protecting the rights and improving the quality of life for the migrant workers and their families. We always believe that by carrying this out, the world would be fairer and more equitable. Through the years of our establishment, we have developed modules within the holistic platform which is in conformance to what ILO and the UN Sustainable Development Goals (UN SDG) have stated all along. Modules such as Bio-Recruitments, Bio-Induction and Bio-Medical System in which, if implemented in labour sending countries would resolve the challenges highlighted by ILO. We also have built a platform that complements and enhances the capabilities of the labour sending countries called Migrant Management System (MiGRAMs). Both platforms, either in labour sending and receiving countries are integrated with which the management of migrant workers be done holistically. These give benefits for all stakeholders including the migrant workers themselves.