NRT Migrants - Challenges and Remedies
For a draft policy on the welfare, security and rehabilitation of NRTs
[India has played a crucial role in transforming the world economies by providing skilled, semi-skilled, and un-skilled
migrant workers. Indian expatriates are either engaged in blue-collar jobs as semi-skilled and unskilled laborers in the
GCC region or as white-collar professionals such as engineers, doctors, and architects all over the world. It is pertinent to
highlight the problems and challenges faced by the socially excluded emigrants in the subject countries particularly in the
Gulf region and to find ways to mitigate the hardships faced by them.
This document highlights the issues faced by the emigrants and suggests a policy framework to be adopted by the Gov’t of
A.P for suitable legislation]
Table of Contents
1
Introduction .................................................................................................................. 1
2
Background ................................................................................................................... 1
3
4
5
2.1
International instruments ........................................................................................ 1
2.2
Migration – The Indian Context ............................................................................. 2
Labour Migration: Issues and Challenges in an Era of Globalization. ........................ 3
3.1
Emigration to the Developed World – USA, U.K, etc. ............................................. 4
3.2
GCC Context ........................................................................................................... 5
3.3
South Asia ............................................................................................................... 5
3.4
Forecasting Future Trends in Migration ................................................................. 6
Strategic Priorities for the State Labour Migration Policy ........................................... 6
4.1
Labour Migration Policy Framework – Vision of the State. ..................................... 6
4.2
APNRT Society..................................................................................................... 10
4.3
The Structure and Activities of APNRT ................................................................ 10
Policy Initiatives ........................................................................................................... 11
5.1
Potential Migrants - Proactive Measures ................................................................ 11
5.1.1
Protection of Migrant Workers .............................................................................. 11
5.1.2
To improve the competitiveness of our emigrants ................................................ 12
5.1.3
Migration Workers Loan Guarantee Fund ............................................................ 12
5.2
5.2.1
5.3
5.3.1
5.4
5.4.1
Established Migrants - Supportive Measures ........................................................ 12
To Improve Safety and Wellbeing ......................................................................... 13
Returned Migrants - Sustainability Measures........................................................ 14
Rehabilitation and Economic reintegration .......................................................... 14
Supplemental Measures ........................................................................................ 15
Investment Opportunities ...................................................................................... 15
5.4.2 Creation of a Shared Information System.............................................................. 15
6
Proposed Action Plan for Three Years ........................................................................ 16
6.1
Plan for Year 1 ....................................................................................................... 16
6.2
Plan for Year 2 ....................................................................................................... 16
6.3
Plan for Year 3 ....................................................................................................... 16
7
Proposed Budget ..........................................................................................................17
8
Definitions ................................................................................................................... 18
9
References ................................................................................................................... 18
Appendices ........................................................................................................................ 20
1
Introduction
Considering the prevalent social and economic aspirations and compulsions among Telugus to
emigrate to other countries to take advantage of superior opportunities and better living standards,
there is a need for a comprehensive governmental policy that would balance the twin objectives of
assuring the safety of emigrants and equipping migrants to enable them to earn a better living and be
competitive in their host countries landscape.
There is a need to create an institutional mechanism in the state to cater to the needs of prospective
and current migrants as well as returnees. The State should provide adequate and timely social,
economic and legal services to the migrant workers from the State, safeguard their dignity,
fundamental human rights and freedoms. The State also needs to take measures to deal with migrants
facing unforeseen adverse situations in host countries.
This entails creating a policy of pro-active as well as welfare measures to be made available for all
Non-Resident migrants from Andhra Pradesh, living across the world, including legal assistance,
repatriation and relief through ex-gratia and other grants for eligible and the needy. The policy would
enhance or balance the economic benefits that accrue to the migrants from cross border migration,
while minimizing the hardships they face.
2
Background
The 2030 Development Agenda, adopted in 2015, recognizes “the positive contribution of migrants
for inclusive growth and sustainable development”. Migration can enable progress towards the
Sustainable Development Goals (SDGs) on poverty reduction and economic growth, on health,
education, and on gender equality. The SDGs also include a specific target (10.7) to ‘Facilitate orderly,
safe, and responsible migration and mobility of people, including through implementation of planned
and well-managed migration policies’. Moreover, migrant workers are identified as a specific target
group for the SDGs.
2.1
International instruments
International treaties and instruments have been adopted with each generation to govern migration
more effectively, meet labour market needs, protect the rights of migrant workers and enhance the
impact of migration on development. These include:
• ILO Convention concerning Migration for Employment (No.97), 1949
• ILO Convention concerning Migrations in Abusive Conditions and the Promotion of Equality of
Opportunity and Treatment of Migrant Workers (No 143), 1975
• International Convention on the Protection of the Rights of All Migrant Workers and Members of
Their Families, 1990
• ILO Multilateral Framework on Labour Migration, 2006
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Governments around the world have drawn from these instruments to adopt laws and policies to
strengthen the governance of labour migration. The following guidelines on formulating labour
migration policies are drawn from the Multilateral Framework.
Guidelines for an Effective Labour Migration Policy
1. Formulating and implementing coherent, comprehensive, consistent and transparent policies to
effectively manage labour migration in a way that is beneficial to all migrant workers and members
of their families and to origin and destination countries;
2. Ensuring coherence between labour migration, employment and other developmental policies, in
recognition of the wide social and economic implications of labour migration.
3. Formulating and implementing multilateral labour migration policies guided by national and
international labour standards and multilateral agreements concerning migrant workers;
4. Implementing policies that ensure that specific vulnerabilities faced by certain groups of migrant
workers, including workers in an irregular situation, are addressed;
5. Ensuring that labour migration policies are gender-sensitive and address the problems as well as
particular abuses women often face in the migration process;
6. Establishing a mechanism to ensure coordination and consultation among all departments,
stakeholder institutions and bodies, employers’ and workers’ organizations involved with labour
migration and ensuring specific structures and mechanisms to develop, formulate and implement
labour migration policies, including, preferably, a special unit for issues involving migrant workers;
and
7. Ensuring that the relevant departments have adequate financial and other resources to carry out
labour migration policies.
2.2
Migration – The Indian Context
Migration has always been the other side of the coin of globalisation. Large migrations from India in
the form of unskilled labour between the late nineteenth and early twentieth century played a
fundamental role in the first phase of economic globalization. Post-Independence, two patterns of
emigration have emerged which have also had a significant impact on the global economy:
1. The emigration of professionals to the industrially advanced countries such as the USA, UK,
Canada, etc., and
2. The emigration of skilled and unskilled labourers to West and South-East Asia.
The emigration of skilled and unskilled labourers from India is entirely different in its economic and
social implication from the 19th and early 20th century emigration. The new migration is voluntary and
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temporary in its nature. In the wake of the oil price boom in the 1970s in the Gulf region there was
an increasing demand for expatriate labour in these oil exporting countries of the Gulf region such as
Saudi Arabia, United Arab Emirates (UAE), Oman, Bahrain, Qatar and Kuwait.
South-East Asia, especially Malaysia has also seen a boom in the demand for expatriate labour. Most
of these emigrants are semi-skilled and un-skilled workers such as construction workers, domestic
workers, cooks and drivers. Kerala has contributed the largest share of these migrants, however,
Andhra Pradesh in not far behind, it is estimated that there are around 9,00,000 Telugu workers in the
Gulf region alone.
There has been much speculation about the costs of migration: the problems borne by migrants,
anxieties about the destabilizing impacts of migration on families, apprehensions about materialism,
and so forth. Although it is acknowledged that migrants and their families have benefited from labor
migration, mostly because of remittances, the economic impacts beyond the family level are less
tangible.
The Emigration Act, 1983 governs labour migration from India. It covers the licensing and regulation
of recruitment agencies, emigration procedures, the role of different bodies, etc. However, within the
bounds of the framework set out in the Emigration Act there is substantial scope for States to set out
their own strategies in relation to labour migration.
3
Labour Migration: Issues and Challenges in an Era of Globalization.
Migration is a complex global phenomenon that has been indispensable to human histories, cultures,
and civilizations. It has occupied one of the most crucial positions in the economic and social
development discourse in various countries of the world. Studies on migration both internal and
international have now come to occupy an important place in social science studies. Return migration
has recently received the attention of researchers and policy makers. It has become a top socioeconomic and political issue worldwide.
Labour migration affects countries in different ways. In countries that are predominantly countries of
origin problems emerge concerning the recruitment process, pre-departure preparations and
placement costs. High rates of unemployment and poverty create an abundance of lower-skilled
workers looking for employment. These individuals are easily attracted to jobs overseas, which often
pay more than they could earn for the same work in their home country. However, illegal recruitment
practices and high recruitment fees can result in workers becoming trapped in situations of debt
bondage overseas. Labour migrants are often not properly trained, have not been made aware of their
rights and are thus easily exploited.
Countries of destination and transit face problems relating to irregular migration, organized criminal
networks involved in trafficking in persons and people smuggling as well as other social problems.
The trans-national nature of labour migration requires that its associated challenges are addressed by
countries of origin, transit and destination.
Andhra Pradesh has a somewhat unique context in terms of labour migration. Secondary and higher
education is available in all major towns and cities of Andhra Pradesh due to the State Government’s
initiative to make education widely accessible. This emphasis on education has given rise to a steep
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growth in the number of professionals where the supply has far outstripped the demand. The I. T.
boom in the late 1980s has exacerbated the trend.
Developed countries such as the USA, Canada, Germany, Australia, Singapore, etc., deliberately
formulate immigration policies to attract professionals. Highly skilled workers tend to be better
protected overseas in comparison to low or semi-skilled workers as they are often more highly valued
by the governments of destination countries as they fill acute labour market needs with their special
skills set. Andhra Pradesh is a leader in the migration of I. T. professionals and other white collar
workers overseas. There is also a fairly high migration of students for higher studies, many of whom
chose to also work abroad after completing their courses.
However, Andhra Pradesh also ranks behind only Kerala in the number of low- and semi-skilled
migrant workers. Though such workers fill jobs that destination country nationals are not willing to
perform for the prevailing wage, these workers are vulnerable to the restrictive policies relating to their
stay in the destination country and are often subject to harsh punishments for even trivial infractions
of the conditions of their stay.
NRT’s **
Migrants
Illegal Migrants
Legal working classes
Legal professionals & others
Students
Gulf
9,00,000
1,00,000
7,00,000
1,99,500
500
U.S.A
8,00,000
50,000
100,000
3,75,000
1,75,000
U.K
60,000
10,000
15,000
30,000
5,000
Total
17,60,000
1,60,000
8,15,000
6,04,500
1,80,500
0
0
0
2,50,000
2,25,000
25,000
35,000
15,000
20,000
2,85,000
2,40,000
45,000
Overseas Citizens of India
Working Classes
Other than working classes
Person of Indian Origin
0
1,50,000
20,000
1,70,000
** These figures are an estimate put together by collating data from Overseas Associations, consulate
data, etc.
3.1
Emigration to the Developed World – USA, U.K, etc.
From the late 80s on there has been a large scale migration of students and Information Technology
professionals to the USA, which continues to the present day. As of 2017, as per the American
Consulate general in Hyderabad, one every four Indians going to USA is a Telugu person. It is
estimated that almost 1.75 lakh students from Andhra Pradesh are in the U.S.
Around thirty percent of these students are in programs that have an Optional Practical Training
(OPT) component which enables international students to work in paid positions after completion of
their degree programme in the US. The OPT gives the students the necessary experience that makes
them employable and most of the students are absorbed into regular employment through the OPT.
The cost of education in the U.S. is very high and the students invest huge amounts in an American
education in the hope of forging a good career. The new policies of the American Government,
however, may see the OPT program reduced or abolished and make it very difficult for the students
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to obtain any work in the USA after the completion of their education making it very difficult for
them to recoup their investment in their education. A majority of the students, after becoming
employed repatriate money home to reimburse the costs of their education as well as support their
families and these remittances are also likely to be substantially affected.
There are also around 3.75 lakh professionals from Andhra Pradesh in the USA, most of them on
H1B work visas. The American Government is however, rethinking the H1B visas in terms of
restricting and possibly abolishing them. These visa issues may have the impact of the majority of
these professionals losing their livelihood and having to return back to India. However, most of the
employers are strongly in opposition to the American Government’s intent and are also assuring their
employees that their jobs will remain secure even if the workers have to relocate.
Similar protectionist moves are being made by the Governments in the U.K. and other countries,
which could become serious issues for the students and workers currently resident in those countries
as well as those planning to migrate.
3.2
GCC Context
Many countries of origin and destination have delegated private agents to manage the placement and
protection of lower-skilled labour migrants. This often results in a lack of protection for workers,
especially for those in the domestic sector, irregular labour migrants and victims of human trafficking.
The potential for private recruitment abuses is perhaps most visible within the Kafala system of the
Gulf countries. The Kafala system in the Gulf binds migrant workers in a direct relationship with their
private sponsoring recruiters or employers to a particular job for a specific period of time. The system
codifies the centrality of sponsors, as workers cannot change their employment or leave the country
without approval.
Recruitment agencies, often sponsors themselves, orchestrate nearly every stage of labor migration,
including filing visa documentation and providing migrants with information, logistical support, and
loans for placement fees, which are often quite onerous. The competitiveness of the market
compounds this dependency by increasing the costs of employment services, and indebting many
migrants to their sponsor with high initial or return deployment costs and placement fees. The Gulf
labour market is also undergoing upheavals which impacts the continued safety and employability of
the estimated 9,00,000 migrants from Andhra Pradesh in the GCC region.
3.3
South Asia
In Malaysia, which has a large low skilled-migrant population from Andhra Pradesh, migrant
conditions have elicited censure for the exploitation that can result from reliance on sponsors. An
investigation commissioned by the U.S. Department of Labour found abusive workplace conditions
in electronics factories for global brands including Apple, Flextronics, Samsung, and Sony. Sponsors
charged migrant workers illegally high recruitment fees, and with the confiscation of passports for
nearly one-third of workers, most feared that they could not leave their jobs until they paid off their
debt.
There are also several professional workers in Malaysia, Singapore, etc., who face several problems
from the protectionist policies of the respective Governments.
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3.4
Forecasting Future Trends in Migration
Population ageing and evolving economic dynamics affect the global demand for migrant labour.
There is huge uncertainty about how future social, economic and political change will affect the
contextual environment in which future migrations will take place. The role of countries and regions
in the global migration order will likely change fundamentally over the coming decades, with some of
the current major emigration countries potentially transforming into major destination countries.
The lack of good quality data on migrants results in the design and implementation of policies without
having a reliable idea about the current (and future) figures on migration and its determinants. Data
has to be collated from multiple sources such as the Indian Consulates/Embassies overseas,
international organisations, overseas citizens associations, NGOs, etc., on demographic and
workforce trends. This would be essential for imaging the fundamental changes on the global and
international level that alter the macro-structure within which migration takes place and formulating
successful migration policies that are sensitive and responsive to the evolving global labour migration
trends.
4
4.1
Strategic Priorities for the State Labour Migration Policy
Labour Migration Policy Framework – Vision of the State.
Over the last two decades’ globalization and liberalization have triggered a sharp rise in emigration
from the State to countries like the United States, Canada, Australia, Saudi Arabia and many other
countries in the Middle East region, Europe and Africa. The State’s population has become migrationsavvy, having developed the ability to respond and to adjust to the changing demands of the global
labor market. Regardless of government involvement or policy, labor migration will persist thanks to
the social networks, social capital, and social remittances that have flourished. While it is acknowledged
that remittances have buoyed the State's economy, the development impacts have not been clearly
assessed and documented.
Individuals make decisions based on perceptions of what would be beneficial for them. But those
decisions can have a cumulative effect on communities and the State. The I. T. sector is a concrete
example of how perceptions of the international labor market have also woven their way into the
educational and work aspirations of the populace. The anticipation of future demand for I. T.
professionals, for example, had resulted in the proliferation of I. T. colleges and training centres with
often questionable quality of training. The remarkable increase in student enrollment in I. T. programs
(even doctors were studying I. T. to have better chances of working abroad) has raised the specter of
an oversupply of I. T. professionals. The potential mismatches between skills needed and available
human resources create societal-wide concerns that must be considered and must be weighed vis-àvis individual aspirations.
The Hon’ble Chief Minister of Andhra Pradesh, Sri. Nara Chandra Babu Naidu, believes that the Non
Resident Telugu (NRT) people are a natural extension and an integral part of the Andhra Pradesh
community with their own set of unique needs and capabilities. The State of Andhra Pradesh is
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deemed responsible for the welfare, growth and empowerment of NRTs as much as any other people
domiciled within Andhra Pradesh. With proper nurturing, NRTs could play a much bigger role in
development of the state via their access to superior systems and financial and other resources.
Here is a comprehensive framework of priorities and the definition of those priorities for the state of
A.P to formulate a clear, comprehensive and executable immigration policy.
Governance of Labour Migration
Vision Statement
 To create a comprehensive, integrated, sustainable policy framework
to make migration from Andhra Pradesh a more safe, orderly and
responsible process that will work towards the development of the
State and help ensure the welfare of its citizens.
Institutional
Framework




Monitoring &
Evaluation(M&E)
Framework

Set indicators and targets in line with Vision 2029
o State priorities on employment and development
o Targets of the Ministry of External Affairs
o Sustainable Development Goals.
Dialogue with the
Centre

Participate in high-level communication on a regular basis with the
Centre on the labour migration issues facing the State(s).
At the request of the Centre, share research and information, and
submit recommendations on proposed changes to the Emigration
Act 1983 and MOUs with destination countries.

Research and
Analysis


7
Establish high-level Committee on Labour Migration among relevant
departments, representative social partners, recruitment agencies, etc.
to set strategic priorities, review progress, allocate resources and
ensure coordination.
APNRT shall operationalize the strategy, support implementation
and measure progress. APNRT should also ensure that the labour
migration strategy is reflected in discussions related to the
implementation of strategies on employment and skills, and on
development programmes and schemes.
Maintain platforms for open dialogue with migrant groups, women’s
groups, NRI groups, recruitment agencies, employers’ organizations,
etc. operating within the State.
Provide support to State-level institutions and non-government
actors to ensure adequate capacity to deliver on the strategy.
Collect and analyze sex-disaggregated data on migrants (and return
migrants), by destination country, by ECR/ECNR, sector, etc.
Additional analysis by age, caste and religion would allow for more
targeted programmes to address vulnerability.
Review administrative and institutional data sources. Work with State
Planning Board and S.E.R.P to modify existing surveys to identify
how these instruments can be adjusted to systematically collect and
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

publish sex- and age-disaggregated data on labour migration to
systematically monitor the situation of certain groups of migrants and
inform policy.
Adopt a research agenda for the State that can supplement the data
and inform the strategy.
Publish an annual report on labour migration from the State,
including data disaggregated by sex, skill level, destination country,
etc.; key issues; recommendations for State-level strategy.
Potential Migrants - Pro-Active Measures
Protection of Migrant  Campaign against Illegal Recruitment
Workers
 Mitigate recruitment and migration costs
 Implement standard terms of employment and a uniform Model
Work Contract (in line with ILO Convention 189)
Build Network of
Support Services
Particularly within
Migration Prone
Districts




Social Protection and
Empowerment
Strategies for
Vulnerable Groups



Skills Training,
Certification and
Recognition


8
Institutionalize mass awareness and behavioural change campaigns
on safe migration (for which awareness must be supplemented with
opportunity and motivation), focused on the pre-decision stage.
Provide gender-sensitive pre-departure training to intending migrants
on labour migration, their rights and how to safeguard them. The
training should be tailored according to the occupation, gender and
destination country.
Train relevant government departmental functionaries such as labour
officers, and other service providers to provide guidance on safe
migration.
Support the creation and strengthening of networks of migrants
(prior to departure and in destination) and return migrants to facilitate
access to information and support services, and also to participate in
dialogue on migration at different levels. These groups can be formed
along the lines of sex, occupation, experience, district, etc.
Develop specific strategies to ensure the empowerment of women
migrants, irregular migrants and other vulnerable groups to make
informed decisions on migration.
Examine the impact of restrictions on women migrants and how
negative consequences can be mitigated.
Explore which social protection measures at State level can be
extended to migrant workers and their family members, including for
migrant workers that suffer accidents while abroad.
Facilitate Partnerships with organisations such as APSSDC and
promote training opportunities and appropriate curricula that meet
the intended profile of migrant workers.
Emphasise pre-departure languages training in foreign languages such
as Arabic.
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Established Migrants - Supportive Measures
Capacity Building
 Incentivise the NRTs to avail the services of the Migrant Resources
offered by the State
 Use existing infrastructure created by S.E.R.P. and similar
Government Organisations and NGOs to maximise effectiveness.
 Use existing schemes and policies of the Central Government, etc.,
to maximise coverage.

NRI Engagement
 Build links with NRI and PIO groups to promote investment in the
development of the State and its people, with particular programmes
for migrant workers.
 Support government and coordinate with non-government actors in
the State and host countries to facilitate migrants’ access to justice, in
consultation with the Centre and labour attaches in overseas missions
where necessary.
 Strengthen links with NRI and PIO support groups in the Gulf States
that provide assistance to migrants in distress, including shelter, legal,
labour dispute and repatriation facilities.
 Enable returned migrants, NRI and diaspora to assist in skills training
and pre-departure orientations, e.g. replicating the model of other
country domestic workers working in the Gulf.
Services for Family
Members



Provide financial literacy training.
Provide entrepreneurship mentoring and support.
Establish communication booths (e.g. P2P Messenger services) to
allow family members to connect with migrant workers at minimal
cost.
Establish family support networks.
Returned Migrants - Sustainability Measures
Services for Migrants  Tailor services to assist economic reintegration: employment services,
particularly within
certification of skills developed abroad, financial literacy training.
migration prone
 Provide entrepreneurship training and support to returned migrants.
districts
 Develop financial products tailored for migrant workers.
 Establish peer support networks across the State to support
economic and social reintegration.
 Conduct campaigns to recognize the contribution of migrant
workers.
Enhanced Impact of Migration on Development
Investment
 Create and promote Safe Investment Vehicles back home in Andhra
Opportunities
Pradesh for migrants to invest and subsequently depend on after
returning back to India.
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4.2
APNRT Society
The Andhra Pradesh Non Resident Telugu Society (APNRT) has been established by the Gov’t of
Andhra Pradesh to cater to the needs of worldwide NRTs. A state of the art concierge centre with a
multimodal communication portal was created to function as one stop conduit and platform to unite
all NRTs in to a seamless extension of Andhra Pradesh community. The concierge centre is
responsible for attending to all NRT’s unique needs as well as to offer informed advice. This centre
liaisons with all departments in state administration as well as with reputable vendors to arrange for
the necessary services.
All “Core” services including Concierge services, Accidental Death Insurance, Temple Travel, lost
documents, PIO/OCI cards are available and complementary to all NRT members. Other
“Extended” services like travel assistance, taxation/FERA advice are provided via preapproved
qualified vendors with a minimal “handling” fee. Quality assurance program and complaint
management of vendors will ensure the members receive the highest quality in provision of services.
A transparent platform to direct donations by NRTs to their favourite locations and projects was
created. A real time “Track your donation” is available online to assure complete accountability for all
transferred funds.
NRT also functions as a single window for assisting all NRTs considering investing in projects within
the state. Pre-screened investment packages suitable for small and medium scale investors for
development within the state also will be offered for consideration by NRTs in future.
4.3
The Structure and Activities of APNRT
Currently APNRT is staffed by NRT volunteers living in India as well as about 250 voluntary
coordinators living in many foreign countries. Awareness campaigns, assistance services and execution
of philanthropic projects are administered by APNRT staff in all areas of Andhra Pradesh.
Since its inception APNRT has become the largest worldwide Andhra Pradesh community with more
than 33,000 members from more than 80 different countries. APNRT has provided a multitude of
services to worldwide NRTs, brought more than 100 companies to Andhra Pradesh and more than
15 crores worth of welfare works via its Smart Village program.
The Internal Organisation Structure of APNRT Society is envisaged as tabled below:
S.No
Name of the Org Division
1
Administrative Division
2
3
4
10
Functions of the Org Division
Consists of Legal, HR, Information Technology,
Finance and Internal Audit(Outsourced)
Services Division
Consists of NRT Concierge Services, Migrants
Resource Centre, Migrant Economic ReIntegration Centre
Investments Division
Consists of Internal Investments Wing and an
External Investments Division
Smart Villages and Smart Wards Consists of
Rural Adoption and Village
Division
Development Division
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The APNRT Society is thus the ideal nodal agency to deal with all issues related to migrants prospective, current or returnees. APNRT Society has the knowledge and expertise to take lead in
adopting the key elements of the policy and partner with sister organizations in making a successful
delivery.
5
Policy Initiatives
It is clear that enormous work needs to be done in managing the migration, provide knowhow and
grant relief to those who bring economic growth to the society, but are marginalised as they do not
follow all the rules of statutes. The areas that need focus are measures that will bring an order to the
chaotic process of recruitment of migrant labour coupled with outreach programmes to ensure their
ongoing safety and to improve the life of returning migrants. The State migrant policy undertakes
realistic and achievable policy initiatives, while still balancing the State’s other priorities.
The APNRT Society, as the largest organization of Non-Resident People from Andhra Pradesh,
would be best suited to act as the delivery platform to bring the policy and programmes to a speedy
end state. APNRT Society would collaborate with other stake holder agencies of the state to promote
welfare, safety and empowerment of emigrant Telugus from Andhra Pradesh. Non-governmental
organizations, duly recognized as legitimate, are also partners of the State in the protection of migrant
workers and promotion of their welfare, so APNRT shall closely work with them in a spirit of trust,
mutual respect and cooperation.
5.1
5.1.1
Potential Migrants - Proactive Measures
Protection of Migrant Workers
To develop a well-designed Pre-departure Kit in collaboration with UN Women, ILO, IOM, MEA
and NGO stakeholders. The Kit shall include dos and don’ts, language assistance, behavioural training,
cultural differences in host countries especially regarding sensitive issues such as domestic violence
and the disciplining of children, etiquette, dress code, personal safety and preventive tips necessary to
remain safe and productive in their occupation. These pre departure kits need to be region specific to
address specific issues expected to make our migrants vulnerable.
Promote and incentive pre-departure training, especially for ECR departures. Awareness could be
done using apps and social media as well as via recruitment agents, public awareness campaigns,
skilling centres and employment agencies. Provide information and support services through various
channels at local levels to influence behavioural change.
Issue information booklets and/or disseminate information on labour and employment conditions,
migration realities and other facts, which will adequately prepare individuals in making informed and
intelligent decisions about overseas employment. Such informations shall be made available at
appropriate locations such as Airport kiosks, District Headquarters, etc., as well as be published online.
Explore alternate recruitment systems like Government to Government.
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Conduct research to monitor recruitment costs paid by migrant workers from the State, with a view
to identifying and reducing costs and introduce measures to mitigate migration-related costs, including
agency fees, skills training, medical check-ups, etc.
Government levies and other administrative costs of recruitment, introduction, placement and
assistance to migrant workers shall be rendered free or at nominal cost. Nonetheless, the deployment
of overseas workers by duly qualified and licensed local service contractors and manning agencies
employing them shall be encouraged.
Strengthen cooperation with the Protectorate General / Protector General to identify and eliminate
illegal recruitment activity within the State. Publish the names of convicted/charged unscrupulous
agents on the APNRT Website and illegal recruitment agents to protect prospective migrants.
5.1.2
To improve the competitiveness of our emigrants
Collect sex dis-aggregated data regarding the trades in demand from respective embassies,
employment agents and APNRT sources. Assess the skills that are necessary to improve the
competitiveness for our emigrants in those countries.
Organize skill training camps for all prospective migrants via A.P. State Skill Development
Corporation in respective trades that are in demand abroad. Develop standards for certification
programs for those trades. Promote adoption of those certification courses across the state for easier
access for all potential emigrants.
Consult with the Gov’t of India to establish their second women emigrant training centre in East
Godavari District where most of the women migrants to Gulf countries emanate from.
Programs to increase awareness among potential migrants about the opportunities salaries,
requirements and risks in various countries, throughout the state.
Ensure training institutions have access to information on the needs of the labour market in
destination countries.
Link graduates of training institutions with employers in destination to streamline the recruitment
process.
Facilitate intending migrants and returned migrants’ access to training centres for certification of
existing skills.
5.1.3
Migration Workers Loan Guarantee Fund
The State Government, in coordination with financial institutions, shall institute financing schemes
that will expand the grant of pre-departure loan and family assistance loan. For this purpose, a Migrant
Workers Loan Guarantee Fund may be created with a revolving amount set aside as a guarantee fund
in favour of participating financial institutions.
5.2
12
Established Migrants - Supportive Measures
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5.2.1
To Improve Safety and Wellbeing
Establishment of a Migrant Worker’s Resource Centre in APNRT.
The Migrant Worker’s Resource Centre shall work in coordination with the Indian
Embassy/Consulate and Host Country NGOs and relevant International Organisations, to provide
the following services to migrant workers:









Counselling and legal services;
Provide training on using tools such as Smart Phones, Whatsapp, Skype etc., and teach how
to report any threat to personal safety using such tools to their friends, co-workers etc.
Welfare assistance including the procurement of medical and hospitalization services;
Information, advisory and programs to promote social integration such as post-arrival
orientation, settlement and community networking services for social integration;
Human resource development, such as training and skills upgrading;
Gender sensitive programs and activities to assist particular needs of women migrant workers;
Financial counselling
Orientation program for returning workers and other migrants; and
Monitoring of daily situations, circumstances and activities affecting migrant workers and
other overseas workers from Andhra Pradesh.
Setup a region specific (e.g., GCC) 24-hour hot line for emigrants to direct them to appropriate
resources.
Establishing a re skill training centres in USA in collaboration with NRTs might be considered for
improving the employability of NRTs.
Accident insurance – Low or no-cost insurance programs should be made part of the pre-departure
kit. The Gov’t of India already provides for accidental, limited health and legal insurance for all ECR
emigrants for a nominal sum of Rs 750 for three years under Pravasa Bharatiya Bima Yojna program.
APNRT Society has already negotiated a free Accidental Death Insurance benefit added to all
beneficiaries of bank accounts created in Yes Bank branches abroad for all emigrants including non
ECR Indians. Similar schemes could be negotiated with commercial vendors and other banks.
Health insurance - Explore the possibility of creating health insurance coverage similar to
“Chandranna Bhima” or NTR Arogya Raksha for all emigrants.
Migrant Workers Legal Assistance Fund - Free access to the courts and quasi-judicial bodies is essential
to ensure that the rights and interest of distressed overseas citizens, in general, and migrant workers,
in particular, documented or undocumented, are adequately protected and safeguarded. APNRT shall
work with the Indian Embassies/Consulates, NGOs and Telugu Associations in the Host Countries
to assure adequate legal assistance to the Overseas citizens, including assistance in availing the
Amnesty schemes that are offered by host countries from time to time.
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There is need for the creation of a Legal Assistance Fund to be used exclusively to provide legal
services to migrant workers and overseas Andhra Pradesh citizens in distress. The expenditures to be
charged against the Fund shall include the fees for the foreign lawyers to be hired by the Legal
Assistance for Migrant Workers Affairs to represent migrant workers facing charges abroad, bail
bonds to secure the temporary release of workers under detention, court fees and charges and other
expenses such as travel and transportation.
Remittances - Migrants overwhelming have expressed a necessity to decrease the cost of remittance
of funds back to India. APNRT has been able to successfully negotiate a preferential exchange rate
via special agreements with banks for all members of APNRT Society. The same facility can be
extended to a wider community by creating the right mechanism in consultation with the willing banks.
Emergency Repatriation Fund for mass mobilization - APNRT, in coordination with the Indian
Embassies/Consulates and appropriate international agencies, shall facilitate the repatriation of
workers in cases of distress, war, epidemic, disasters or calamities, natural or man-made, and other
similar events without prejudice to reimbursement by the responsible principal or agency. However,
in cases where the principal or recruitment agency cannot be identified, all costs attendant to
repatriation shall be borne by the emergency repatriation fund created and established for this purpose.
Loss of Life Emergencies - There is a dire need to create a program similar to Team Square USA to
be deployed primarily in GCC states for the facilitation of logistics and the processing of mortal
remains, thereby ensuring that families can provide last rites to their loved ones, in the unfortunate
event of loss of life abroad when the usual agencies responsible are unable to for some reasons.
Emergency repatriation fund may be used for this purpose as well if the resources at the host country
turn out to be inadequate.
5.3
Returned Migrants - Sustainability Measures
5.3.1
Rehabilitation and Economic reintegration
A Migrant Economic Reintegration Centre (MERC) on the lines of NORKA ROOTS in Kerala, shall
be created under APNRT for the returning migrant workers. This centre shall provide a mechanism
for their reintegration into society, serve as a promotion house for their local employment, and tap
their skills and potentials for development.
The MERC centre shall provide the following services:





14
Develop livelihood programs and projects for returning migrant workers in coordination with
the private sector;
Coordinate with appropriate private and government agencies for the promotion,
development, re-placement and the full utilization of their potential;
Develop a computer-based information system on skilled migrant workers which shall be
accessible to all local recruitment agencies and employers, both public and private;
Provide a periodic study and assessment of job opportunities for returning migrant workers.
Provide Psycho-social counselling to help migrants re-integrate back in to the society
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
Subsidize the skills upgrading and certification of vulnerable populations to reduce pressure
for them to (re)migrate.
Transition Fund: APNRT may create a Fund to benefit the returning migrants for retirement or for
joining the work force to earn their livelihood. This fund may be used to support them for a limited
time period till they are ready to re-join the work force.
APNRT will work with the MSME Department to create a Soft Loan Programme similar to
DWAKRA in order to provide self-employment opportunities to returning migrants.
APNRT shall provide Free Skill and Re-Training sessions for returnee migrants in their trade of choice
by utilizing the services of the skill development department for such initiatives.
The State Government may consider providing return migrants owned enterprises preferential quotas
for procurement and also a quota for preferential recruitment in state employment.
5.4
Supplemental Measures
5.4.1
Investment Opportunities
There is a need for the creation and promotion of Safe Investment Vehicles back home in Andhra
Pradesh for migrants to invest and subsequently depend on after returning back to India. This has
been the primary request from a majority of the migrants. Migrants often remit most of their earnings
to India, and after meeting their family’s living expenses, they expressed a strong desire to find safe
avenues that would create income streams for retirement or for life after return.
Both pre-packaged investments relevant and appropriate for NRTs as well as general promotion of
entrepreneurship need to be undertaken by APNRT.
5.4.2
Creation of a Shared Information System
APNRT shall endeavour to implement a shared government information system for migration in
coordination with the Government of India and other Stakeholder agencies. These shared data bases
could initially include, but not be limited to, the following information:








15
Master Lists of departing/arriving migrants;
Inventory of pending legal cases involving Andhra Pradesh migrant workers and other overseas
Andhra Pradesh citizens, including those serving prison terms;
Master-lists of migrants departing/arriving Andhra Pradesh;
Statistical profile on Andhra Pradesh migrant workers/overseas citizens of Andhra
Pradesh/Tourists;
Blacklisted foreigners/undesirable aliens;
Basic data on legal systems, immigration policies, marriage laws and civil and criminal codes in
receiving countries particularly those with the large numbers of people from Andhra Pradesh;
List of labour and other human rights instruments where receiving countries are signatories;
A tracking system of past and present gender dis-aggregated cases involving migrant workers; and
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
Listing of overseas resources which may render assistance to overseas citizens of Andhra Pradesh,
in general, and migrant workers, in particular.
APNRT would function as the primary nodal agency to collect data, tabulate information, administer
programs, monitor progress, spread awareness among NRTs and communicate with Government as
well as with worldwide diaspora. The APNRT shall operationalize the strategy, support
implementation, collect data and measure progress on all the above recommendations. It will develop,
manage and monitor the Migrant worker’s resource centre as well as the Migrant economic
reintegration centre. APNRT also will administer the payments and disbursements under various
proposed initiatives. During the process, APNRT will standardize the protocols and develop standard
operating procedures for all functions. It will also create necessary checks and balances necessary for
seamless operation and bring transparency to all its processes. And produce annual report.
6
Proposed Action Plan for Three Years
We propose the following high level action plan for the next three year period (Years 2017-2020)
6.1
Plan for Year 1
1.
2.
3.
4.
5.
6.
7.
8.
9.
6.2
Skilling centre
Advisory committee
Establish and manage 24 hour hot line to assist all vulnerable migrants in need.
Develop an effective pre departure training kit in collaboration with other national and
international agencies.
Establishment of Migrant worker’s resource centre and Migrant economic reintegration
centre.
Collect and tabulate more accurate demographic data regarding NRTs in other countries.
Creation of all ancillary funds to assist NRTs
Document that links SDG, vision 2029 and indicators
Develop protocols for all proposed initiatives and productise actionable items.
Plan for Year 2
1. Liaison with all central governmental and international agencies to develop a more
comprehensive migrant protection and empowerment program.
2. Lobby for more effective legislation at state and central governmental levels.
3. Build a more comprehensive migrant database with all necessary demographic, social and
economic information.
4. Develop possible investment vehicles and financial plans appropriate for NRTs to reduce
their dependence of state’s resources upon returning to India.
6.3
Plan for Year 3
1. Lobby for enfranchisement of all Migrants and for effective procedure for participation of
eligible migrants in electoral process
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2. Launch investment projects to make the society self-sustaining or to reduce reliance on
state’s grants.
7
Proposed Budget
In order to provide the recommended services and to fulfil the various measures contemplated to be
delivered, we propose the following budget to be approved by the state:
S. No. Action Item
Resource Elements
Proposed Annual
Budget
Rs. 5 Crores(See
Appendix-II)
1
Administration Division for
Managing the APNRT Society.



Manpower
Office Space
Equipment
2
Migrant Worker’s Resource Centre
for prospective and established
migrants. Including a 24 hour call
centre.




Manpower
Office Space
Equipment/Licenses
Consultants
Rs. 5 Crores(See
Appendix-III)
3
Migrant Economic Reintegration
Centre for returned migrants.





Manpower
Office Space
Tools
Training programs
Consultants
Rs. 5 Crores(See
Appendix-IV)
4
Transition Grants Fund

Disbursements
Rs. 3 Crores
(Estimated
Returnees- 5000
Per Year. Need for
pensions – 2000
people at Rs 1500
per month)
5
Emergency Repatriation Fund

Disbursements
Rs.7 Crores (As
corpus. Most of this
expense will be
reimbursed by the
Gov’t of India and
insurance
companies.)
6
Migration Workers Loan Guarantee
Fund ( Revolving)

Payments
Rs. 10 Crores (As
corpus)
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7
Legal Assistance Fund (For services
abroad and in India)
Total
8

Disbursements
Rs. 5 Crores (As
Corpus)
Rs. 45 Crores
Definitions
(a) "Migrant Worker" refers to a person who is to be engaged, is engaged or has been engaged in a
remunerated activity in a state of which he or she is not a legal resident to be used interchangeably
with overseas worker.
(b) "Gender-sensitivity" shall mean cognizance of the inequalities and inequities prevalent in society
between all genders and a commitment to address issues with concern for the respective genders.
(c) "NRT" or "Overseas Telugus" refers to Non Resident Indians (NRIs) of Andhra Pradesh origin
who are currently living outside India.
(d) “Returned Worker” refers to a Migrant Worker who has permanently returned back to the state
from an overseas employment and is likely to remain in the state of A.P for livelihood.
(e) “APNRT” refers to Andhra Pradesh Non-resident Telugu Society, A gov’t of A.P undertaking
created for the welfare of NRTs all across the globe.
9
References
1. https://factfinder.census.gov/faces/tableservices/jsf/pages/productview.xhtml?pid=DEC_
10_SF1_QTP8&prodType=table
2. http://www.arabnews.com/saudi-arabia/news/742886
3. http://indiandiaspora.nic.in/diasporapdf/chapter4.pdf
4. https://blogs.worldbank.org/peoplemove/pm-modi-s-visit-non-resident-indians-nris-uae
5. https://thewire.in/9112/nris-in-saudi-kuwait-10-times-more-likely-to-die-than-those-in-us/
6. https://scroll.in/article/681728/dont-forget-the-gulf-nris-they-send-india-more-moneythan-all-other-expats
7. http://gcc-nri.com/
8. http://www.pewresearch.org/fact-tank/2014/09/30/5-facts-about-indian-americans/
9. http://blogs.wsj.com/indiarealtime/2016/09/22/india-is-the-fastest-growing-source-ofnew-illegal-immigrants-to-the-u-s/
10. https://en.wikipedia.org/wiki/British_Indian
11. http://shodhganga.inflibnet.ac.in/bitstream/10603/1827/10/10_chapter4.pdf
12. http://www.friendsoftelugu.org/UCB/index.php/telugu-people-stats
13. http://www.nriol.com/indiandiaspora/statistics-indians-abroad.asp
14. http://mea.gov.in/images/attach/NRIs-and-PIOs_1.pdf
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Appendices
I.
Precedents from other Governments’ Policies
A. Kerala State Government Initiatives
NORKA
The Kerala Government was the first state to appreciate the possibilities in engaging with the NRKs institutionally and setup a specific
agency for liaisoning with them.
NORKA was setup up primarily for the welfare of NRKs and a field agency – a company named NORKA ROOTS – was created to
permit independent action and ensure nimble responses. NORKA ROOTs provides policy inputs and implements the policies framed
by the department.
Main Takeaways
Most of the schemes are emigrant welfare oriented and may not be relevant to our context but there are three interesting schemes that
could be very useful when adapted to the NRT context. These are:
1. Pre-immigration orientation program.
2. NORKA identity card for NRKs which also carries an insurance package. There are nearly 3, 00, 000 enrolees for the card.
3. NRK entrepreneurship/investment program where KSIDC is the nodal agency with a specific NRK investment policy.
NORKA and KSIDC work together to facilitate NRKs and returning NRKs to setup enterprises by mentoring them,
arranging bank funding, giving investment subsidy, marketing tie-ups and so on. They also handhold them throughout to
ensure that that the enterprises stay viable and the loans are repaid. By careful monitoring and interventions where needed,
they have kept NPAs below 5%.
B. Gujarat State Government Initiatives
NRI Division – General Administrative Department, Government of Gujarat
The Gujarat Government has a special NRI division within its GAD for engaging with the NRGs institutionally. It has also setup a NRG
Foundation for liaisoning with them.
Main activities of the NRI Division are:
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





Receiving suggestions from NRGs and resolving their concerns
Extending financial help to Gujarati Samajs outside India
Allocating funds to Non Resident Gujaratis Foundation (NRGF) activities
Creating and maintaining a NRG database
Facilitating participation in Pravasi Bharatiya Divas
Maintaining website for information dissemination
Non-resident Gujaratis Foundation (NRGF)
The NRGF was established in 1998 to facilitate the involvement of the NRG community in the development of the State with the
following objectives:







To establish effective communication with NRGs in various parts of the world, prepare and maintain a comprehensive data-base
about NRGs.
To study from time to time, social and cultural issue of NRGs and take steps to formulate schemes for meeting their requirements.
To take effective steps to survey and assess the technical and professional skills of NRGs and to dovetail the same into Gujarat’s
development effort.
To tap the technological, managerial and financial resources of the NRGs so as to upgrade the technical and professional skills
and the human resource of the state for the economic and industrial development of the state.
To channelise the savings and surplus financial resources of the NRGs into the Gujarat’s developmental efforts for mutual gain.
To monitor the general welfare of the NRGs and in time of crisis identify specific problems of Gujarati Non Resident Indians
groups and take up the same with and through Government of India.
To co-ordinate with the NGOs on behalf of the State Government during the natural/manmade calamities.
Industrial Extension Bureau (iNDEXTb), Gujarat
iNDEXTb is Gujarat’s investment promotion agency which provides as a single point of contact for all investment-related activities
in the State. The INDEXTb’s broad areas of functioning are investment promotion in industrial and infrastructure projects;
mobilisation of NRI and foreign investments; and coordination with various departments of the Central and the State governments.
Non Resident Gujarati (NRG) Centre
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Non Resident Gujaratis (NRG) Centre was started in December 2009 as an alliance between the Gujarat Chamber of Commerce and
Industry and Government of Gujarat. The main objectives of the NRG Centre are:



To provide information about investments opportunities, real estate, tax matters and legal matters.
Provide information on Tourism in Gujarat.
To accept the representations from Non –Resident Gujaratis for resolving their issue on various aspects, and take up the same
with Government agencies.
NRG Ambassadors - Gujarat
The Government of Gujarat has appointed prominent individuals and leading organizations from the NRG community as “Honorary
representatives of the Government of Gujarat” to contribute their suggestions and ideas on the State’s development policy. This
policy has created a lot of goodwill among NRGs and has been very useful in channelizing capital.
Receiving Donations - Gujarat
The Government of Gujarat has floated several schemes for receiving investments for the development of the State. Donations from
the public are accepted for these schemes in the name of ‘Vatan Seva’. A book on different schemes for service to the country is
published and distributed among NRGs/NRIs - (The schemes are – Gokul Gram Yojana (Objective of providing basic amenities to
18,242 villages in the State), Mid-Day Meal Scheme, E-Gram (Computerising all records of gram panchayats), Sardar Patel Sahbhagi
Jalsanchay Yojana (Scheme to construct check dams for water conservation), schemes for accepting donations for Government
hospitals, dispensaries, health centres and institutions for medical education, Jyotigram Yojana (Uninterrupted power supply for
domestic purpose) and Chief Minister’s Relief Fund. Contributions to this fund are exempt under section 80G of the Income Tax
Act, 1961.
The NRGs who want to give back have found these schemes an effective way to make an impact with their donations in a structured
manner.
Outreach Initiatives - Gujarat
The Government of Gujarat has initiated several schemes for the benefit of the Gujarati diaspora residing outside the country.
NRG District Committees: NRG District Committees have been set up in every district to resolve any issues that NRGs may face,
including those related to property in their native homes in the State. The collector is the chairman of the District NRG committee.
These committees have help desks for Micro, Small and Medium Enterprises (MSME), Insurance, Legal and Indirect Tax.
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NRI marriage bureau: The marriage bureau assists the NRG community in seeking suitable match. Details regarding NRI grooms
including visa, passport, social security numbers, voter or alien registration card among others should be included in the marriage
registration forms for pre-marital verification.
Gujarati language cultural support: Projects to develop educational CD ROMs on Gujarati language, distribute books and other
materials for self-instruction of Gujarati and create awareness about Gujarat among its diaspora. A fortnightly e-magazine called
NRG Times, published in Gujarati language, is available on the Government of Gujarat – NRI division website
(www.nri.gujarat.gov.in). A yearly English newsletter – ‘Aapnu Gujarat’ is also published on the website.
Gujarat Card: The NRGF issues the ‘Gujarat Card’, a distinctive identity card for NRGs. Having a ‘Gujarat Card’ gives special
privileges such as discounts at 200 vendors across Gujarat including prestigious hotels, garment stores, jewellery shops, and major
hospitals and so on. A ‘Gujarat Card’ holder is provided priority support and assistance at all NRG Centres established by NRGF
and local Gujarat Government offices such as the Collectorate or the Police. Assistance may be sought for tourism guidance,
accommodation, medical services, business opportunities, and foreign exchange guidance. The cardholders get special attention from
the Gujarat Government agencies and can avail facilities at all Gujarat Samaj Bhavans.
Gujarati Samaj Bhavan: A scheme has been introduced by the Gujarat Government for extending financial assistance of up to
US$ 16,650 to the ‘Gujarati Samaj’ to build or expand existing Gujarat Samaj Bhavan buildings in India and abroad. Gujarati Samaj
is present in 25 countries worldwide.
All these outreach schemes have found tremendous favour with the NRGs as they feel that the Government is committed to not
building ties with the NRG community and has helped them to feel connected to the State and, in the opinion of the Gujarat State
Officials, has been instrumental in facilitating the flow of capital in to the State.
Main Takeaways
Gujarat has a very small proportion of unskilled migrants and distressed migrants thus the Gujarat NRG policy is focused mostly on
providing an easy platform for facilitating donations and investments. Investments in Gujarat are done in a more personal manner
with the industries department and other such related departments and corporations both soliciting and facilitating investments.
While there are several liaison centres and persons who facilitate investments, as of now online facilitation of NRG investments or
donations is minimal.
C.
Phillipines Government Initiatives:
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Among the countries of origin in Asia, the Philippines offers a fairly comprehensive package of programs and services covering all
phases of migration, from predeparture to on-site services to return and reintegration. Although the government could improve its
implementation of these programs, the programs demonstrate the government's efforts to balance the marketing of workers with
protection.
Some of these initiatives, such as the predeparture orientation seminars for departing workers and the deployment of labor attachés
and welfare officers to countries with large OFW populations, are good practices that other countries of origin have also implemented.
Protecting Workers Abroad - Philippines
The irregular operations of recruitment agencies in the Philippines and their counterparts in the countries of destination are one of
the sources of vulnerabilities for migrant workers. Excessive placement fees, contract substitution, non-payment or delayed wages,
and difficult working and living conditions are common problems encountered by migrant workers, including legal ones. Migrant
women face particular vulnerabilities. Aside from the usual problems that plague migrants, their jobs in domestic work and
entertainment usually mean long working hours, surveillance and control by employers, and abusive conditions, including violence
and sexual harassment. Given the "private" context in which they work, the problems encountered by migrant women in these sectors
go unnoticed.
Main Takeaways
In general, compared to other national groups, Filipino workers are relatively better protected because they are more educated, more
likely to speak English, and they are better organized. NGOs for migrants in the Philippines and their networks abroad not only
provide services and support to migrants, but, more importantly, they advocate for migrants' rights. The development of a legal and
institutional framework to promote migrant workers' protection is also an important factor. The Philippines was the first among the
countries of origin in Asia to craft a law that aims "to establish a higher standard of protection and promotion of the welfare of
migrant workers, their families and overseas Filipinos in distress."
Briefly, the law's provisions include:
(a)
(b)
(c)
(d)
(e)
Deployment of workers in countries that ensure protection, including the banning of deployment if necessary;
Providing support and assistance to overseas Filipinos, whether legal or in an unauthorized situation;
Imposing stiff penalties for illegal recruiters;
Free legal assistance and witness protection program for victims of illegal recruitment;
The institution of advisory/information, repatriation, and reintegration services;
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(f) The stipulation that the "protection of Filipino migrant workers and the promotion of their welfare, in particular, and the
protection of the dignity and fundamental rights and freedoms of the Filipino abroad, in general, shall be the his/her priority
concerns of the Secretary of Foreign Affairs and the Philippine Foreign Service Posts;"
(g) The establishment of the Migrant Workers and Other Overseas Filipinos Resource Centres in countries where there are large
numbers of Filipinos;
(h) The creation of the Legal Assistant for Migrant Workers Affairs (now the Office of the Undersecretary of Migrant Workers
Affairs) and the Legal Assistance Fund.
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