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This article attempts to identify the level of awareness among the employers towards the welfare and rights of foreign domestic workers (FDW) being employed.This survey involves 72 employers (management and professional staffs) of 3 public universities (IPTA) i.e UUM, KUKUM and UiTM at Arau. Factor...
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| Main Authors: | , |
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| Format: | Article |
| Language: | English |
| Published: |
Universiti Utara Malaysia
2005
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| Subjects: | |
| Online Access: | http://repo.uum.edu.my/11954/1/7.pdf http://repo.uum.edu.my/11954/ http://jgd.uum.edu.my/ |
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| Institution: | Universiti Utara Malaysia |
| Language: | English |
| Summary: | This article attempts to identify the level of awareness among the employers towards the welfare and rights of foreign domestic workers (FDW) being employed.This survey involves 72 employers (management and professional staffs) of 3 public universities (IPTA) i.e UUM, KUKUM and UiTM at Arau. Factor analyses and correlations were
used to identify the dimensions of employers’ awareness within their profiles and FDW. Results of analyses identified 13 dimensions relating to employers’ awareness, namely, (1) basic and human rights, (2) recruitment
process of FDW at Immigration Department, (3) salaries offered based on employers’ wants, (4) monetary rights and work benefits to FDW, (5) FDW’s rights to union, (6) crime and civil liability of FDW, (7) filing
of important documents belonging to FDW, (8) FDW’s rights to protection from embassy, (9) responsibility towards contract,(10) renewal of work permit and medical check-up,(11) discretionary power,(12) leave and training of FDW, and(13) religious rights of FDW. The findings of correlation analysis show that employers with low and high incomes were inclined to use discretionary power and there
were significant differences in terms of the level of awareness based on gender, contract period, age of FDW, and FDW’s work experience. Among the recommendations discussed are such that if conflicts arise from the use of discretionary power and legal provision hence, employers should therefore resort to legal provision.The use of discretionary power is only confined to selected cases involving problem solving related to human rights and FDW’s personal needs requiring employers’ consideration. |
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