Development Procedure
- Documents Needed From Your Company For Processing And Accreditation With Our Ministry of Labour (MOL):-
- Original Visa Advice
- Consulate Letter
- Demand Letter
- Power Of Attorney
- Dual Employment Contracts
- Block Visa Or Visa Quota
- Copy of Company Registration or Photocopy of Employer’s Passport (for individual employer).
2. Manpower Pooling:-
Upon acquiring your manpower request to receive the requirements listed in item 1 above, we will begin pooling the contract workers. Aside from our present pool ,the possible shortage may be aided with the following procedures:-
- Print and broadcast media advertisement
- On-the-spot-sourcing (city and Provincial)
- Our highly qualified agents
- Recommended Personnel
3. Selection of Contract Worker
The mode of selection of contract workers may be executed under the following procedures:- Selection by the employer or through his authorized representative. By this routine, the employer or authorized representative may conduct personal interviews here in the company’s office and finally select the most competent workers from our manpower reserve.
Transmittal of Resumes:-
Your Company may require us to send you the resumes of all prospective candidates who pass the pre-qualification interview and testing conducted at our end. In such cases, the names of the successful candidates may be relayed to us via phone or fax, or email.
Agency Selection:-
You may authorize our agency to select qualified workers fully guaranteed by us.
4. Full Documentation Assistance for Selected Candidates
We provide the selected applicant’s assistance in securing the travel documents required by both labour office and embassy, like trade test, authenticated credentials, passport, police clearance, medical certificate, overseas employment certificate, and exit pass. This will also include pre-departure orientation seminar where the worker will have to undergo a comprehensive briefing on the working and living conditions, customs and traditions, laws and regulations in the country of destination.
5. Periodic Progress Report
An updated report on the status of the worker’s travel paper shall be transmitted to the employer regularly. flight details shall be furnished one day before departure to ensure that somebody from the employer’s part will assist the arriving staff at the airport of destination.
6. Repatriation
We have to send only well-selected and competent applicants to meet the job requirements of the employer. However, there are causes beyond our control that the contracted worker repatriated, within three (3) months of the probationary period, our company guarantees the worker’s capabilities primarily their physical, mental, and technical know-how to this point, and we will appreciate very much to hear from you and upon your request, we will send more detailed information on the prevailing salary and other terms and conditions for your reference.
7. Communication with Customer
We usually communicate with our customers through different means and methods such as phone, fax, DHL and electronic mail and the address is available on the Contact Us page.
8. Documentation
The documentation process consists of necessary documents of the employers such as-
- Demand letter
- Power of attorney
- Agency agreement
- Recruitment agreement
- Guarantee letter
- Contract of the workers.
WHY NEPALESE WORKERS?
Over the past few years, for work due to several factors that make them desirable in the global job market. One key reason is the strong work ethic and dedication that Nepalese workers are known for. They are reliable, hardworking, and willing to go the extra mile to excel in their jobs, making them valuable assets to employers.
Additionally, Nepalese workers are often skilled in various fields such as construction, healthcare, engineering, and hospitality, making them valuable resources in industries where there is a high demand for qualified professionals. Their adaptability, flexibility, and ability to quickly learn and assimilate new skills make them highly sought after by employers seeking competent and reliable workers.
Moreover, Nepalese employees are known for their loyalty and commitment to their jobs, which fosters a sense of trust and dependability in their employers. Their positive attitude, resilience, and willingness to work in challenging environments make them well-suited for a wide range of roles in different countries around the world.
Overall, the strong work ethic, diverse skill set, adaptability, and commitment of Nepalese employees make them attractive candidates for employers seeking reliable and dedicated workers across various industries and sectors.
Employers Responsibility
Employers have a crucial responsibility to ensure the well-being and fair treatment of their employees. This responsibility encompasses various aspects, including providing a safe and healthy work environment, fair wages, opportunities for advancement, and respectful treatment.
First and foremost, employers have a duty to prioritize the safety and health of their employees. This involves implementing and enforcing proper safety protocols, providing necessary personal protective equipment, and ensuring that the work environment complies with relevant health and safety regulations. Employers should actively promote a culture of safety and provide training to employees to minimize workplace hazards.
Fair compensation is another key aspect of an employer’s responsibility. This includes not only providing employees with wages that meet or exceed legal standards but also offering benefits, such as healthcare coverage, paid leave, and retirement plans. Fair compensation reflects an employer’s commitment to recognizing the value of their employees’ contributions and supporting their financial well-being.
Moreover, employers play a significant role in fostering a work environment free from discrimination, harassment, and exploitation. It is their responsibility to implement policies and practices that promote diversity, equity, and inclusion. This involves providing equal opportunities for career growth and addressing any instances of discrimination or unfair treatment promptly and effectively.
Employers also have a responsibility to communicate openly with their employees, provide clear job expectations, and offer avenues for feedback and grievances. Transparency in communication helps build trust and ensures that employees feel heard and valued in the workplace.
In conclusion, employers hold a critical responsibility in creating an environment where employees feel safe, respected, and fairly compensated. By fulfilling these obligations, employers contribute to the overall well-being and satisfaction of their workforce while nurturing a positive and productive work culture.
Visa Processing Steps
Pre Selection
The pre-selection process involves advertisements in local mass media to inform potential applicants about the job. Some applications we draw from our existing data bank. The pre-selection is done by our company management to assess the capability/ competency of the individuals to meet employer expectations.
Final Selection
In general, the final selection is made among those selected in the preliminary stage, through direct interviews taken by the employer company or its representative. It comprises oral as well as practical trade tests. Many companies authorize our agency to do a final selection on their behalf. Sometimes skype interview is also conducted with the employer’s consent.
Trade Test
Trade tests are conducted by a competent testing board and a committee consisting of professionals, experts, and instructors at the concern’s trade test centers.
Medical Checkup
A medical board, including psychiatrists, conducts check-ups of selected candidates. Candidates are sent to the doctor/ hospital/ clinic nominated by the embassy of the respective country which is approved by the Nepal Government medical board as advised by the employer, for the examination.
Documentations
We assume the responsibility of accumulating the necessary documentation of medically fit candidates. Required documents are a passport, photographs, and related certificates to meet their job specifications. We merely do not gather documents, but try to check the authenticity of these documents to our best.
Applications & receipt of Visa
The selected candidate’s visa application is made in the respective Embassy as authorized by the employer. the process varies from country to country. Upon receipt of the visa, we initiate the departure procedures for the workers.
Department of Labor/Protector of Emigrant Processing
- Once upon receiving a visa from the employer company, we get candidates to do mandatory insurance amounting to Nepalese rupees of 6,00,000 by paying the required insurance premium amount under the foreign employment insurance scheme.
- We apply for department of labour approval, which takes about 4 (four) working days to get final approval from there.
Orientation
After getting a confirmed joining ticket from the employer, before deployment, candidates attend an orientation class conducted by our company Management. It is the most prominent factor for the employee to know the working conditions, political conditions, climatic conditions, socio-cultural values, rules, and regulations of their destination country for their adaptability towards work. So the orientation program is held to give them the necessary information based on the recruitment. The orientation directs them to maintain good circumstances and motivates them to their duties and responsibilities.
Deployment
The total deployment period would be 30-45 working days at maximum driven by visa quantity and both party’s consent. Once we get final approval from concerned authorities we request the employer to provide a joining ticket for the earliest available date.
Guarantee
When we recruit workers to our clients, upon the provisional period we guarantee for workers:-
- Medical fitness
- Readiness to do assigned duties
- Proficient to the assigned job.
Follow Up
Our responsibility does not end with the deployment of workers. We make sure workers properly join the company, start work, get salary and other facilities as specified in the agreement paper, which was signed/consented by the worker before departure & the most important thing, their performance meets the employer’s expectation as well.