Philippine Labor Laws Quiz

30% premium if worked.

100% premium if worked, paid if unworked.

5 days paid leave for every year of service.

<p>Labor-only contracting.</p> Signup and view all the answers

<p>Daily maternity benefit equivalent to 100% of her average salary for up to 78 days.</p> Signup and view all the answers

<p>7 days leave with pay for every year of service.</p> Signup and view all the answers

<p>10 days leave with pay.</p> Signup and view all the answers

<p>To ensure they are legitimate employers and not just intermediaries.</p> Signup and view all the answers

<p>Just causes for termination include serious misconduct, willful disobedience of a lawful order, and habitual neglect of duties.</p> Signup and view all the answers

<p>Employees are entitled to due process, which includes being informed of the reasons for termination and the opportunity to defend themselves.</p> Signup and view all the answers

<p>Separation pay is generally equivalent to one month's salary for every year of service, depending on the cause of termination.</p> Signup and view all the answers

<p>A conflict of interest arises when an employee's personal interests interfere with their duties and responsibilities to the organization.</p> Signup and view all the answers

<p>The Labor Code defines regular employment and its criteria, ensuring employees receive benefits and protections mandated by law.</p> Signup and view all the answers

<p>Employers are responsible for providing mandatory benefits such as minimum wage, 13th month pay, and overtime compensation.</p> Signup and view all the answers

<p>'Security of tenure' protects employees from arbitrary dismissal, ensuring they can only be terminated for just causes.</p> Signup and view all the answers

<p>Employers might misuse subcontracting or employ schemes that misclassify workers, undermining their security of tenure.</p> Signup and view all the answers

<p>Just causes for termination include serious misconduct, willful disobedience of lawful orders, gross and habitual neglect of duties, and other analogous causes recognized by the Supreme Court.</p> Signup and view all the answers

<p>Employers may be held liable for illegal dismissal if there is no just cause for termination.</p> Signup and view all the answers

<p>Separation pay is calculated as at least one (1) month salary or one-half (1/2) month salary for every year of service, whichever is greater.</p> Signup and view all the answers

<p>An employer can terminate an employee if they suffer from a disease that is prohibited by law or is prejudicial to their health and that of coworkers.</p> Signup and view all the answers

<p>Fair and reasonable criteria must be established to select which employees will be terminated due to redundancy.</p> Signup and view all the answers

<p>Authorized causes include the installation of labor-saving devices, redundancy, retrenchment, and closure or cessation of business operations.</p> Signup and view all the answers

<p>The Labor Code lays out the just and authorized causes for termination, guiding employers in lawful dismissal processes.</p> Signup and view all the answers

<p>An unauthorized termination violates employee rights, potentially resulting in claims for reinstatement and damages due to illegal dismissal.</p> Signup and view all the answers