DMW-MC-05-2024 — GUIDELINES ON THE APPROVAL OF JOB ORDERS FOR THE POSITION OF RESIDENTIAL SUPPORT WORKER AND/OR CLEANER BOUND FOR THE KINGDOM OF SAUDI ARABIA

A]{}|EX A Standard Em PlaYment Contract Page t of5 STAHBARD EIJIPLSYiTENT G OHTRAGT FOR RESIDENTIAL SUPPORT I'UORKERS FOR THE KINGDOM OF SAUDI ARABIA This conkact is executed and entered by and behseen: A. Employer: Name National lD No Address Contact Nos. Email B. Worker: Name Civil $tatus Passport No. :. Date & Place of lssue: Address C. Phitippine Recruitment AgencY: Name Civil Status Passport No. Date & Place of lssue: Address : The parties voluntarily bind themselves to the fotlowing terms and conditions, in compliance with the relevant laws of the Kingdom of Saudi Arabia and the Philinpines: 1. Site of EmploYment: Kingdom of Saudi Arabia Z- Contract Duration: Two (2) years, commencing from Worker's arrival in the Kingdom of Saudi Arabia. 3. Position: Residential Support Worker. 4. probationary Period: Three (3) months, in which during this period, any of the parties can automatically cancel the contract for whatever reason without any penalties incurred by any of the parties concerned.

AHI,IEX A Standard Employment Contract 5. Job Bescription: {See Annex o'4"} The job description for the Worker shall be provided and must clearly indicate that the Worker is a residential support worker or cleaner, not a domestic worker or household seruice worker {HSW). The Worker shall not be required to perform duties associated with domestic workers. 6. Baeic Monthly Salary: SAR 2,000, consisting of SAR 1,500 as basic pay and SAR 500 as feod allowance. Food allowance for at least one (1) month shall be provided in advance upon anival of the worker. 7. Wage Payment Wages shall be paid monthly through the Wage Protection $ystem {WPS) to an accredited bank. Payment must be made no later than the third day of the following month. The Worker shall have full access to their bank account, in line with the WPS. 8. Wage Adiustment The wages of the Worker shall be reviewed annually and automatically increased in accordance with any new policy or guideline on minimum wages issued by either the Philippines or KSA authorities. Additionally, the food allowance is set at SAR 500 and shall be subject to periodic review. 9. Standhy Pay: The Worker shall begin receiving pay starting from the first day of actual duty, which shall be no late than one (1) week from arrival in the Kingdom of Saudi Arabia. lf the Worker is required to be on standby but is not actively working, they shall be entitled to receive pay equivalent to the full regular daily rate. '10. Regular Ytlorking Hours: Eight (8) hours per day, six (6) days per week. f ,1 . Overtime Pay: a. Overtime: 15$o/a of the basic hourly rate for work beyond regular working hours. b. Work on Rest Days or Holidays'.2AOo/o of the basie hourly rate. I?.Weekly Day€ff: The Worker is entitled to a paid weekly rest period of at least 24 consecutive hours, in accordance with Article 104 of Saudi Labor Law. The Warker shall have the right to choose how and where to spend their rest day, whether inside or outside the Employer-assigned accommodation. -\h-' 13.Leave Entitlement: a. Annual Leave: 21 days of paid vacation leave per year, in compliance with Article 109 of Saudi Labor Law. b. Sick Leave: 30 days with full pay, followed by 60 days at three-quarters pay, and an additional 30 days unpaid, if necessary, as perArticle 117 of the Saudi Labor Lavv.

AHHEX A Standard Em ployment Contract 14.Annual Leave and Repatriation Ticket The Worker is entitled to a paid three- week annual leave and a return ticket to their point of origin every firo years, in accordance with Article 109 of the Saudi Labor Law. lf the Worker is leaving permanently, only a one-way ticket shall be provided. 15.Free Return Transportation: The Worker shall be provided with ftee retum transportation to their home country in the following cases: a- Contract Completion. b. Termination of the contract by the Employer without just cause. c. Force majeure. d. lnability to continue working due to work-related injury or illness. 16.End cf Service Benefits: The Worker is entitled to end-of-service benefits in accordance with Article 84 of the Saudi Labor Law. The benefit is half a monBt's wage for each year of service for the first five years and one month's \n age for each year thereafter. l7.Accommedation and Transportation: The Worker shall be provided with appropriate accommodation and transportation to and from the workplace. lS.ttedical Care: The Employer shall provide free emergency medical and dental services, including medicines, in the event of illness or injury while executing work duties. This includes health insurance coverage as mandated by the Cooperative Health lnsurance Law in KSA. Medical treatment for work-related injurie* or illnesses urill be provided as per the terms of the insurance policy. lg.Prohibition of Holding Passport and Documenb: The Worker's passpcrt, , residency permit {iqama}, and other personal documents shall always remain in their possession, in compliance with KSA Labor Law. The Employer shall bear all costs related to the issuance and renewal of these documents. 20. Prohibition on Placement Fees: The Worker shall not be required to pay any placementfees. Any fees or costs related to recruitment, placement, or deployment shall be borne entirely by the Employer and/or the recruitment agency. Violations of this provisions will result in penalties as per Saudi and Philippine Labor Laws. 21.KSA Labor Reform Init*rtives Compliance: a. Exit and Re-Entry Msa Reform: The Worker may request an exit or re-entry visa without requiring Employer approval, in accordance with the Saudi Labor Lavy. The costs of these visas shall be borne by the Employer. b. Freedom to Travel: The Worker has the right to travel freely during non- working hours without requiring the Employet's permission, in compliance with Saudi laws.

AHNEX A Standard Employment Contract 22. Humane Treatment: The Employer shall always treat the Worker with dignity and respect. Physical Violence, harassment, or any form of abuse is strictly prohibited. Violations are subject to penalties under Saudi laws. 23. Employment Classification and Visa Requirements: The Worker shall be provided with the appropriate labor visa, which shall not classify them as a Domestic Worker. 24. Termination of Contract: a. By the Employer: The Employer may terminate the contract for just cause, such as serious misconduct or gross negligence of duties. ln such cases, the Employer shall bear the cost of repatriation unless the Worker is at fault. In cases where it is proven that the worker was illegally terminated, the employer and/or the PRA shall pay for the unexpired portion of the contract as per the Philippine labor laws. b. By the Worker: The Worker may terminate the contract without notice for just causes, such as maltreatment by the Employer, violation of the contract terms, or non-payment of wages. The Employer shall cover the repatriation costs in such cases. lf the Worker resigns without just cause, they must provide a one-month notice and bear their own repatriation costs. c. Reimbursement of Mobilization Costs: lf the Worker resigns without valid cause or is terminated for misconduct, fraud, or other criminal acts under host country law before completing the employment contract, the Worker shall reimburse the Employer for actual mobilization expenses incurred. The reimbursement will be prorated based on the remaining duration of the contract. 25. Dispute Settlement: Disputes may be settled amicably with the involvement of the Labor Attach6 or the Philippine Embassy/Consulate. lf unresolved, the matter may be escalated to the competent government authorities in Saudi Arabia. in accordance with Saudi dispute resolution mechanisms. 26, Repatriation of Remains: ln the event of the Workeds death, their remains and personal belongings shall be repatriated to the Philippines at the Employer's expense. lf repatriation is not possible, the remains may be handled appropriately by the Worker's next of kin or the Philippine Embassy/Consulate nearest to the jobsite. 27. Mobile Phone Use: Outside of their working hours, the Worker shall be allowed to use their mobile phone or other devices. The Employer shall not confiscate the Worker's personal devices.

AHNEX A Sta ndard Em ployment Contract 2S.Confidentiality: Worker shall maintain complete confidentiality regarding the affairs af the Employer, including any confidential information related to the business, finances, and personal data of the Employer, clients, or other workers- Confidential information includes, but is not limited to, details of the Employer's business, financial information, and any other information marked or understood to be confidential. The Worker agrees to take all necessary steps to protect such information and shall not disclose it to any unauthorized parties during or after the employment period. 29. Applicable Law and Jurisdiction: This contract shall be governed by and construed in accordance with the laws of the Kingdom of Saudi Arabia and the applicable laws of the Philippines. Any disputes arising from or related to this contract shall be resolved in accordance with the dispute settlement mechanisms outlined in the labor laws and regulations of the Kingdom of Saudi Arabia and the Philippines. 30. Parties' Certification and Acceptance: By signing this contraet, both the Employer and the Worker certify that they have read, understood, and agreed to all the provisions outlined herein. Both parties commit to adhering to these terms throughout the duration of the contract and any extensions thereof. lN WITNESS WHEREOF, we hereby sign this contract on the _ day of in the year _, at our respective locations. Employer's Signature Employer's Printer Name lfforker's Signature lllforker's Printed Name Philippine Recruitment Agency Representative Signature : Phil i ppine Recru itunent Agency Representative Printed Name :

ANNEX *B'' JOB DESCRIPTION Position : Residential Support Worker Country : Kingdom of $audi Arabia Wcrking HounslDay : Eight{8} Houns A DayIOne ({} Day-Off PerWeek 1. Responsible for ensuring and obtaining the highest level of cleanliness in the environment of a residential area, such as bedrooms, bathrooms, kitchens, and all common areas. 2. Performs important tasks, such as cleaning or dusting, vacuuming carpets and hardwood floors, washing dishes, making and arranging beds, cleaning bathrooms. mopoing or scrubbtng kitchen and bathroom floors, sweeping, and several other cleaning and household activities. 3. Cleans and tidies the house with the use of various chemicals, disinfectants, cleaning tools, and machines and appliances. 4. Wash dishes, carefully arranging them in their appropriate positions. 5. Cleans driveways and walkways by sweeping, mopping. vacuuming, or brushing them. 6. Turning mattresses, plumping pillows, and changing cushions. 7. Replenishing amenities that are needed in rooms as required. B. Ensuring that the public and common areas of the house are cleaned to a very high standard in compliance with operational policies and standards. g. ldentifying and reporting any maintenance issues or defective equipment cr appliances, damaged furniture, equipment, or any potential hazard immediately to the head of housekeeper or to the house owner or client- l0.Cornmunicating and maintaining a healthy relationship with homeowners in order to provide excellent service. 11. Must observe and respect the client's privacy, choice, and dignity at all tlmes. CONFORME: Name of Worker and Date Signed Name of Foreign Recruitment Agency and Date Signed