Chapter 11 - Bridging the Cultural Divide

Are You Right for the Expatriate Lifestyle? | Financial Planning
Household Staff

Whether you are here in the Philippines on a fixed assignment or, like many of us, have fallen for the laid back life style and are here "for the duration", chances are you will be leading a life somewhat different from that you would have in your home country. This includes the opportunity to enjoy domestic help.

At first, the thought of being able to employ domestic staff to take care of many of the daily routine chores sounds exciting and even perhaps a little exotic. Few of us have either the means to employ household staff in our home country or the space to put them. But the reality of the situation is often quite different.

If, like many expatriates in Manila, you are living in an apartment or condominium, your requirements for domestic staff may be quite simple and confined to a single cook-housekeeper (perhaps with some baby sitting duties on the side). If you are fortunate to have a house in one of Manila's leafy suburbs, you may also need a gardener, houseboy and one or more security guards - plus of course a driver.

Whatever type of residence you find yourself living in, chances are that at least some of your domestic staff will be living with you. More often than not, this affects the structure of your entire household and lifestyle. Yes, there are costs as well as benefits from employing live-in helpers. More often than not privacy is curtailed and many aspects of your family life become open to scrutiny by strangers. Often too a relationship of dependency is created and obligations that go beyond the immediate contractual relationship can be implied. If family relationships are involved this becomes even more acute.

The Employee Perspective

To the Filipino, the sense of family and family obligation is very strong - as indeed it is throughout Asia. Unfortunately however, and for a complex of reasons, the Philippines has not progressed economically as fast as many of its neighbors. Therefore with poverty levels in the country remaining very high and unemployment as well as underemployment a problem for many families, the pressures on those family members who are income-producing can sometimes be extreme. To this there is the added effect of large families - a fact of life in a country where many follow the Catholic faith but not family planning. In such circumstances, family survival often depends on the regular remittance of funds from those who are working.

Often in such circumstances, money management is not a strong point. Salary paid will disappear overnight as friends and relatives descend on the hapless employee seeking to "borrow" from the one that is lucky enough to have cash in their pocket. This is a hand-to-mouth world and such "loans" are rarely repaid. Indeed anyone who has spent any length of time in the Philippines is dismayed at the number of pawnshops that are on every street corner. Such shops charge interest at the rate of 5% per month. Moneylenders - often the Barangay captains - are even worse and can charge up to 20% per month. No wonder that some succumb to the temptation to take items of value from the household of the employer as a means of raising some quick money to help family in need. This is not considered dishonesty but a God-given opportunity.

If you have been lucky enough to have had a Filipino helper working for you outside of the Philippines, you may have been spoiled as locally the market is not as selective. For many Filipinos that go and work in western households in Manila or other urban centers within the Philippines, this may well be their first taste of a different lifestyle and one that they can never possibly attain for themselves. Even a basic knowledge of English can sometimes be a problem.

In such circumstances you are well advised to obtain your domestic helper through a professional agency rather than rely on word of mouth recommendations. Good help does exist but it can sometimes be hard to find unless you are looking in the right places.

Filipinos are generally excessively polite and will rarely question an elder person or an employer and especially not a foreigner. It is therefore imperative that when explaining things to an employee, that you speak slowly and clearly. Use simple and concise words and phrases. Check to see that your instruction has been understood. Far too often "Yes, Boss" simply means that you have been heard and not that you have been understood.

There is one other important point to remember. Provincial Filipinos are very "old fashioned" in their ways and habits and this comes as quite a shock to foreigners who have acquired their cultural understanding of the Philippines based on the Manila bars. Outside of Manila, life is much different. People are generally shy and modest in the extreme; a western bathing suit would be considered quite immodest to many Filipinos. This shyness and modesty needs to be borne in mind if employing someone not used to Manila customs and ways.

Striking the Balance

In such circumstances it is quite natural for many foreign employers to wittingly or unwittingly become involved in seeking to help the family of domestic helpers above and beyond the contractual obligation. This can be a mistake. Unfortunately acts of kindness or generosity can be interpreted as a sign of weakness and lead to other demands. In this regard, any such act could under the Labor Code of the Philippines, create a precedent and therefore an obligation to continue such acts well beyond the original intention.

Some precautionary words - written from bitter experience are advisable at the outset:

1. The duties, remuneration and obligations of a domestic employee should be clearly spelled out in the written Contract of Employment to which both parties should adhere to the letter; sample contracts are included in the online version of this guidebook.

2. While many of the provisions of the Labor Code - such as work hours etc - do not apply to domestic staff; some provisions do and a domestic helper can, in certain circumstances, seek redress for an alleged grievance from the Department of Labor which an employer is bound to defend. Where the parting of the ways has been less than amicable, this if often used by employees as a means of "hitting back" at the employer; often it amounts to extortion. Increasingly, the Labor Act is being applied to domestic staff.

3. Wherever possible issue written instructions and ensure these are explained in the local language to any employees who may have a less than adequate command of English.

4. Ensure that the security considerations of the household are explained at the outset. We recommend that all household staff be forbidden from allowing any person onto the premises without the express permission of the employer. This includes family members. Unintentionally, any one of the many aspects of security, which relate to you or your family could be compromised.

5. Keep an account book and record all transactions between the employer and the helper including salary, bonuses and even money advanced for grocery items. Ensure that receipts are retained and that all money advanced is accounted for. Under no circumstances allow your employee to do the shopping for you without checking the accounts. There are 1001 ways to skim.

6. Avoid advancing money to your employee at all costs. There is a sub-culture in the Philippines that loans do not have to be repaid and unless the loan is recorded and acknowledged it could later become a matter of dispute.

7. Never leave cash, jewelry or other valuables around the house. It is not fair to the employee and may pose too great a temptation.

8. The same is true of liquor. A well-stocked wine cellar or liquor cabinet can provide to be too great a temptation for someone under pressure to provide "gifts" for family and friends.

9. At the end of the contract period, require the helper to sign a "Quit Form" before final payment is made. This can avoid any subsequent claim against you.

The best advice in terms of setting up the parameters of the relationship at the outset is to keep the relationship strictly business like and to resist any temptation to show "kindness" Sure if things go well, you can relax a little but do so with care.

Using an Agency

Quite often the best means of seeking a domestic helper is through a professional agency. There are many such agencies around Manila and many of them advertise in the daily press. Word of mouth is also a good recommendation.

Agencies usually require a simple Agency Contract and will allow a prospective employer to interview suitable candidates. The normal contract period is six months. Should the first selection not prove suitable, the agency often allows both a grace period (usually 15 days) before the contract is considered to be enforced and will thereafter provide up to two replacements should their be such differences between employer and employee that the relationship clearly does not work.

An agency will normally charge around P2,500 for its services plus registration and delivery fees - each around P300. It is also common practice for the employer to advance one week's salary to the employee at the start of the contract and which is used to purchase basic necessities. This advance is deducted from subsequent salary payments.

The agency will provide a bio data sheet relating to prospective applicants as well as National Bureau of Investigation (NBI) clearance stating that the applicant has no criminal record as well as a health clearance. Since TB and other infectious diseases such as hepatitis are very common in the Philippines, a full medical check should be made a condition of employment. Often though where the check comes back showing evidence of infection, the employer will be expected to foot the bill for medical treatment.

Alternative Means of Recruitment

Use of an agency is not the only means of obtaining domestic staff. Probably best of all is word of mouth although if you are new to Manila then your circle may be somewhat limited.

Using former bar girls as domestic helpers in not considered advisable although we know of some (bachelors or bachelor wannabees) who do. Many such girls will offer themselves as live in helpers but as they say - "you can take the girl out of the bar, but you cannot take the bar out of the girl." Sadly, most such arrangements do not work.

If however you are married to a Filipino then one option would be to employ members of your spouse's family and you will have no shortage of applicants. It is a standard joke in Manila "Marry a Filipino and you instantly acquire, 5,000 new close relatives." This works for many people we know although we still advise to set the parameters of the relationship at the outset and to ensure that employed relatives do not take over the household. It does happen.

Setting Out the Contract

Work contracts can be simple or complex. Generally we find that relationships work best when the contract is as specific as possible. At a minimum a contract should entitle a domestic helper to the following:

Remuneration
The Philippines Labor Code specifies that employees are to be paid every two weeks or at intervals no less than 15 days apart. In fact many domestic helpers are paid on a monthly basis. This is possibly unwise and a bi-monthly payment system - half the monthly salary on the 15th of the month and the balance on the 30th of the month is usually preferable. Because of the family and other social pressures mentioned, many domestics, especially younger ones have difficulty budgeting their funds from one period to another and small amounts paid at more frequent intervals is usually preferable to a larger sum paid over a longer period. Either way, experience has shown that the employee will probably have little left after a couple of days.

Days of Rest
The minimum requirement is one day off every two weeks and this is what the contract should state. In fact many people allow their helpers to leave the house on Saturday noon should all work be completed and there be no requirement for assistance with dinner guests or baby sitting needs. Such an arrangement at least gives the family some private time.

Where an employee is granted a day off, then the requirement to leave the house should be specified along with the time of return. Otherwise there may be a tendency to "hang around" the house and intrude upon family time.

Employees for their part should be conscious of the need for privacy and should not intrude upon the living and sleeping areas of the employer except during work hours.

Indeed the wise employer will insist that the employee take the rest day and not remain in the house as some are inclined to do - especially in the hotter summer months when they wish to enjoy the benefits of air-conditioning.

Food Entitlement
Again it is wise to specify in the contract the specific food entitlement, if any, of the employees. At a minimum this would amount to rice and potable water plus other staples such as bread, spaghetti, dried fish, vegetables, eggs and basic Filipino condiments.

Food available to domestic staff ideally should be stored separately from other food otherwise you may well find your helper and her friends eating better than you do. We have seen bucket loads of prawns disappear from refrigerators because "Sir did not tell us not to eat them."

An alternative would be to provide a separate meal allowance to each domestic helper and to forbid access to the family food.

It is not usual for domestic staff to eat with family members unless the helper is herself a member of the family.

Uniform
Household staff are normally provided with two uniforms which should be worn when guests are on the premises or when escorting the family outside the house. Such uniforms can be purchased at reasonable prices from all major department stores as well as specialist tailors.

Domestic Quarters
Most apartments and houses in Manila used by expatriate families have separate domestic quarters - usually off from the kitchen providing sleeping quarters, laundry and shower and toilet facilities. Such quarters are not usually air-conditioned although providing an electric fan would be an appropriate entitlement.

Do not be dismayed by the minute size of some domestic accommodation. By local standards it is acceptable.

Leave Entitlement
Any leave entitlement is usually at the discretion of the employer. There is no set standard though it is not unreasonable to allow one week minimum per year with bus fare paid by the employer to the employee's hometown. If a sea journey is necessary pay only the cheapest fare as that is what your employee will opt for in any case plus a small amount as pocket money but no more than P500.

Generally, domestic helpers are not entitled to take time off on national holidays although at times of religious festivals it is not unreasonable to provide time to go to church.

You will find that few domestic helpers want to go home to their families for Christmas. Not only is the local transportation system extremely crowded, a returning employee will be expected to present gifts for family members that may well be beyond his or her means. Often the town "fiesta" is the time of year that staff will want to return home and is often used instead of Christmas as a period of family reunion.

Bonuses
The Labor Code specifies an entitlement of all employees to an annual bonus in the form of one additional month's pay and this is usually paid at Christmas time or at the end of the contract period.

If the period of employment is less than 12 months, then a pro-rata payment is due.

At Christmas time it would be normal to provide a Christmas gift often in the form of a food hamper.

At birthday, a small cash gift of not more than P500 - 1,000 would be reasonable plus a few hours off to celebrate with friends.

A Pro-Active Policy
The family that finds perfect help from day one is a rarity - unless of course you are prepared to pay the price for an experienced helper who has lived and worked overseas. More likely than not you will be training someone who is hoping to use the experience in your household to make the jump to overseas employment at a later time.

In such circumstances, a sense of humor and a hands-on approach to managing the household is the best approach. Most people want to do a good job - they just do not know what is expected of them.

Nowhere does this hold true more than in the kitchen. There is some wonderful food in the Philippines but you would shudder at the way much of it is prepared. Your employee comes from a "fresh only" environment where food is purchased - usually on a daily basis - from the local market and cooked either over a gas ring or over an open fire. Fish, chicken and pork is often baked to a cinder and many have had the experience of the "tossed green salad" that was deep fried. Salads and raw vegetables are definitely not part of the local scene. Food tends to be chopped not sliced and most Filipinos eat with their hands or with a fork and spoon. Table knives are a rarity.

Most Filipinos love pizza, bread and cakes but would have no idea how to use an oven. Baking and oven roasting are not part of the local culinary culture and will have to be taught. The same goes for the use of refrigerators and freezers.

Finally there is the issue of cleanliness and care of the household. Again, a western house represents a totally different environment to most domestic staff and the household routine and what is expected has to be learned.




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