Podcast
Questions and Answers
Knowing laws on labor and employment is vital because a minor violation could lead to big ______.
Knowing laws on labor and employment is vital because a minor violation could lead to big ______.
trouble
The Philippines established a minimum wage law under the REPUBLIC ACT No. ______.
The Philippines established a minimum wage law under the REPUBLIC ACT No. ______.
602
An ______ includes any individual employed by an employer.
An ______ includes any individual employed by an employer.
employee
An employment shall be deemed to be __________ where the employee has been engaged to perform activities which are usually necessary or desirable in the usual business or trade of the employer.
An employment shall be deemed to be __________ where the employee has been engaged to perform activities which are usually necessary or desirable in the usual business or trade of the employer.
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Agriculture includes farming in all its branches, including the cultivation and tillage of the ______.
Agriculture includes farming in all its branches, including the cultivation and tillage of the ______.
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The term ______ includes any person acting directly or indirectly in the interest of an employer in relation to an employee.
The term ______ includes any person acting directly or indirectly in the interest of an employer in relation to an employee.
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Employment is considered __________ if it is not covered by the provisions mentioned in the previous paragraph and involves employees with at least one year of service.
Employment is considered __________ if it is not covered by the provisions mentioned in the previous paragraph and involves employees with at least one year of service.
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In probationary employment, the period should not exceed __________ months from the date the employee started working.
In probationary employment, the period should not exceed __________ months from the date the employee started working.
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An employee who is allowed to work after a probationary period shall be considered a __________ employee.
An employee who is allowed to work after a probationary period shall be considered a __________ employee.
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An employee engaged on a probationary basis may be terminated for a just __________ or if they fail to qualify as a regular employee.
An employee engaged on a probationary basis may be terminated for a just __________ or if they fail to qualify as a regular employee.
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Study Notes
Strategic Human Resource Management
- Understanding labor laws is crucial; ignorance can lead to severe consequences for individuals and businesses.
- Knowledge of Philippine labor laws helps prevent legal issues and promotes a healthy work environment.
Basic Terminologies
- Republic Act No. 602 established minimum wage, later repealed by Presidential Decree No. 442.
- "Person" encompasses individuals, partnerships, associations, and corporations.
- "Employer" includes any entity acting in the interest of an employer, including government entities.
- "Employee" refers to any individual hired by an employer.
Employment Types
- Regular Employment: Employees performing necessary tasks in the employer's business are considered regular unless specified as temporary.
- Probationary Employment: Lasts up to six months; can be terminated for just cause or non-qualification for regular status.
- Project Employment: Fixed for specific projects; concludes upon project completion.
- Seasonal Employment: Employment for a defined seasonal period based on work nature.
- Casual Employment: Non-essential work relative to the employer's core business; employment becomes regular after one year of service.
- Contractual Employment: Defined-term employment requiring both parties' voluntary agreement on duration.
Employee Benefits
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Wage and Compensation Benefits:
- Minimum wage ensures a baseline salary.
- Overtime Pay applies for work beyond standard hours.
- Premium Pay for working on holidays or rest days.
- Night Shift Differential compensates for overnight work.
- 13th Month Pay is mandated for employees.
- Separation and Retirement Pay are required upon employment termination.
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Leave Benefits:
- Service Incentive Leaves for employee wellness.
- Parental Leaves for family responsibilities.
- Special Leave Benefits cater specifically to women's health issues.
- Bereavement Leave for employee support during loss.
- Mandatory Government Contributions: Employees must contribute to social security, health insurance (PhilHealth), and housing (Pag-IBIG).
Minimum Wage and Just Causes
- Minimum wage defined as the least remuneration allowed by law for employees' work.
- Protect workers from excessively low wages.
- Just causes for termination include gross neglect, fraud, crime, or analogous reasons.
Termination Procedures
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Twin Notice Rule:
- First notice must state specific grounds for termination and allow employees to explain their side.
- Employers should hold a conference to clarify allegations and present evidence.
- A final notice must confirm that all factors were considered before termination.
Authorized Causes for Termination
- Reasons for termination include installation of labor-saving devices, redundancy, retrenchment, company closure due to financial losses, or employee illness.
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Description
Test your knowledge on Philippine Labor Laws with this quiz covering basic terminologies, employment types, employee benefits, and work hours. Understand the essentials of compliance and rights as an employee in the Philippines.
