We don't require a minimum contractual commitment however under Philippines law we are required to pay a minimum of 3 months wages to new hires. Our deposit terms cover the unlikely event that you cease a contract with us within 3 months of commencement.

Yes we are. You are contracting Yoonet Pty Ltd (ACN 631 046 690) to provide you with the services. Australian law governs the terms and conditions of our engagement. All offshore staff are engaged by a related entity registered in the Philippines, Yoonet Pty Ltd INC and we maintain a separate services agreement between our two companies.

Technically we employee the individual in our Philippines entity to comply with Philippines law, we then second that employee to your organisation to work exclusively for you. You task the individual and engage with them just like you would an internal employee.

We like to think of it as "our employee" but "your team".

We are responsible for all compliance with Philippines HR law.

Under our Yoonet employment agreement your team member is entitled to 2 weeks annual leave and 8 days sick leave each year. You can increase the amount of leave days available to your team members at any time.

Your employee is also entitled to the statutory public holidays in the Philippines. We substitute wherever possible Australian public holidays for Philippines public holidays but there are times you team member will take a public holiday that does not align with ours.

Monthly billing remains unchanged if your employee is on paid leave of any kind. If your employee has no leave entitlements (and Yoonet no obligation to pay them whilst taking said leave) we will adjust your billing to reflect the additional leave days taken without pay.

We don't provide a replacement guarantee if your initial hire does not work out. We back ourselves to present only quality candidates that if appropriately supported by you will add value.

If in the unlikely event that your hire does not work out we will work closely with you to find a replacement and support you within internal resources whilst we do so.

Depending on the circumstances, there are various ways in which we can cease employment of staff. In a very general sense, what applies in Australia applies in the Philippines. So if a redundancy or termination pay would arise from the same action in Australia it is highly likely to apply in Philippines.

We assess each case on a case by case basis and work with you to find the most appropriate and lawful way to transition staff. Ultimately, given the liability rests with our employing entity in the Philippines, we retain the ultimate say in how an employee is terminated.

Our pricing is made up of two components; our management charges and the selected employee expenses. Our management fees cover the provision of HR management services, desking, internet, hardware and peripherals along with our team engagement and general management services. Management charges are charged per employee and reduce with each additional hire.

We also charge a one of recruitment fee for each new hire and an initial deposit calculated as two (2) months of our management fee.

Employee expenses are the direct wages payable to the employee plus statutory benefits calculated at 17% of the employee base wage.

The initial deposit is used to cover any termination costs should you choose to end the employment of a selected team member. Under Philippines law, like Australia, there are a number of statutory payments that may apply in certain circumstances (redundancy, annual leave etc). The deposit can be used by us to pay these costs or returned to you at the completion of an employees employment with us should no payments to the departing employee be required.

We accept either direct debit or credit card payments only and do not offer payment terms. We charge monthly in advance for all ongoing fees.

The initial deposit is charged upon enragement with us along with the recruitment charge. Should you not select an employee, the deposit is returned to you.

Overtime is available up to an agreed cap each month. Should you wish to use overtime, you are required to subscribe to our overtime platform. You can then pre-approve an amount of hours for your team to utilise during a specified time period.

The team logs their hours up to the agreed cap and you are automatically billed at the completion of each month for overtime consumed.

Our management fees are increases each July 1 by the average Philippines CPI (all items) for the preceding 12 month period.

Employees wages are increased based on performance. Our team will recommend increases as and where appropriate. Should you approve a salary increase, your contract is updated automatically to reflect the increase. You can approve salary increases or performance bonuses at anytime by notice to us.

We bill in Australian Dollars.

You can view our privacy policy here. We take the privacy of your data seriously and take all reasonable steps we can to ensure its security. We are aware of the obligations imposed by the Australian Privacy Guidelines and act within those obligations in the performance of our services.

We also implement a comprehensive data security breach procedure that can be viewed here.

From as technical perspective we enforce two factor authentication on all accounts your team accesses. We do not allow local saving of any data and utilise only those cloud solutions used by you during the normal course of your business, typically this will be google drive or dropbox. All USB ports are disabled on hardware.

Our premises are guarded 24/7 by security and CCTV. Access to our facilities are solely via biometric fingerprint scanners.

Our general terms and conditions cover confidentiality between you and us. We are happy to enter into standalone confidentiality agreements or Non Disclosure Agreements both at a company level and for individual employees working directly with you.