two weeks after the termination of her contract, whichever is the shorter (although the Director of Immigration could adjust this requirement to suit the particular circumstances of a particular case);
changes of employment will be permitted only in exceptional circumstances (e.g. when the employer is unable to continue with the contract because of external transfer, death or for financial reasons);
(d) to publicise that it is against the law to employ, fulltime or part time, FDHS who have been permitted to stay in Hong Kong to work for another person, and that the maximum penalty for so doing is a fine of $50,000 and imprisonment for one year (Section 17 (I) of the Immigration Ordinance);
(e)
to publicise that persons who assist FDHs to break the law commit an offence (Section 89 of the Criminal Procedures Ordinance on "aiders,
accessories" generally);
abettors
and
(£) to review quarterly the wage range of FDHs to ensure that they do not fall outside the pay trend of local domestic helpers; (and if the legal difficulties can be overcome, consideration will be given to revised wage ranges applying to existing as well as to new contracts);
(g)
to remind employers that they are
that they are required to take out insurance policies. for their FDHs to cover accidents arising out of and in the course of employment, under the provisions of the Employees' Compensation Ordinance, Cap 282. It is not proposed that employers be obliged to provide general medical insurance for their employees since employers of local
of local workers are not obliged to do so. FDHS are entitled to seek medical treatment from government hospitals, the expenses of which should be borne by employers under the existing contract.
in
In respect of the various "problems" summarised paragraphs 4 to 10, what is now proposed should have the following effect :
(a)
Job-hopping: will по longer be allowed except in very exceptional circumstances (see para 14(c) above);
No comments yet.
Private notes are available after approval.