Some things never improve–instead they worsen (Part II)

The list to satisfy the requirements for hiring a new employee has twenty four (24) steps which when all completed require a cash outlay of about $1,200 (including plane fare if he is from off-island and processing fees) and a time frame of about four to six months from the first trip to the DOL for the inquiry until the prospective employee joins the company. In addition, the employee must take a series of health tests at additional costs to the employer. Because of limited space, I will not bore you with the other autocratic requirements. One has to live through them to fully appreciate their devastating moral effect on any employer and employee. Meant to prevent or lessen abuses of employees, in reality, they have done little to prevent such abuses. Also the time wasted is uncountable.

The renewal process for a currently employed employee is equally complicated but luckily it only requires fifteen (15) steps. Again most of these requirements are redundant . However the regulations require that should a resident prospective employee be available for the position that is being renewed, he must be given first preference of hire. This is both a good thing and a bad thing which needs more study. And of course, the law also states that the non-resident is to be sent home after three years but will be allowed to return after a short period in his home country. The cost to the employer for sending him home for a month is a waste, and the reasoning behind this is beyond my logic.

Recently a consensual transfer requirement for any employee who desires to change jobs before his term of employment is completed with his present employer was initiated. These requirements are reduced to only six (6) steps, but the current employer, prospective employer and employee will be scheduled for interview with the DOL before final decision from 9:00 a.m. to 12:00 p.m. every Tuesday and Thursday only. Wow! Again the government controls all movement and decisions affecting employer and employee relations.

I could fill a book with all the inane regulations and examples of how costly it has been to employers and how degrading to employees. They have also attached a stigma to being a non-resident worker like the one that the Nazis placed on Jews. There is endless proof that a bloated bureaucratic labor system has strangled economic development in the CNMI all under the guise of protecting resident labor.

I do not profess to have a simple panacea for this lingering contemptuous labor system as promulgated by our government on private businesses. But I have worked with many serious individuals over the years who wished to improve the system. Sadly I watched as they were shouted down by self-serving politicians eager to betray the prosperity of the CNMI.
They claimed to be “friends” of business but really were enemies of the people.

The present labor system for hiring non-resident workers is killing all economic incentive for businesses. Stop the rape of businesses with outlandish fees and intolerable regulations. Stop degrading intelligent non-resident employees. They all deserve better treatment.

If I have stated the truth, then correct the travesty. If I have stated false statements, then educate me. What an ideal situation for employers if only we had enough ready, willing and able resident workers to hire!
Unfortunately, we do not have a sufficient number. Therefore to continue the monstrosity we have is suicidal. We must learn from our past mistakes and change before it is too late. Gentlemen, with your pen you can right it all. The economic future of the CNMI is at stake.