Decent Work Employment Lecture - University of Perpetual Help System Laguna PDF

NCM 120 Decent Work Employment and Dr. Verminia Aurora A. Basilio RN, MAN, Ph.D Decent Work Employment Decent Work Employment Decent Work Employment  Decent Work Employment In general, work is considered as decent when: it pays a fair income it guarantees a secure form of...

NCM 120 Decent Work Employment and Dr. Verminia Aurora A. Basilio RN, MAN, Ph.D Decent Work Employment Decent Work Employment Decent Work Employment  Decent Work Employment In general, work is considered as decent when: it pays a fair income it guarantees a secure form of employment and safe working conditions it ensures equal opportunities and treatment for all it includes social protection for the workers and their families it offers prospects for personal development and encourages social integration workers are free to express their concerns and to organize.  Decent Work Employment Decent work in the Philippines The primary goal of the ILO is to promote opportunities for women and men to obtain Decent Work in conditions of freedom, equity, security and human dignity. Decent Work is the opportunity for productive work in which rights are protected, adequate income is generated, and sufficient social protection is provided. Decent Work is the goal of ILO’s tripartite constituents - governments, workers and employers.  Decent Work Employment The Decent Work Country Programme (DWCP) Philippines 2020-24 reflects shared priorities of government, workers and employers in the country, focusing on employment, labor market governance and social protection to build back better.  Decent Work Employment The ILO provides support to its member States in the development of the DWCP aligned with national, social and economic development priorities of different countries, to help move towards making decent work a reality and to sustain tripartite efforts in ways that are appropriate for them. Decent Work Employment  Decent Work Employment GENERAL PROVISIONS ART. 1. Name of Decree. – This decree shall be known as the “Labor Code of the Philippines.” ART. 2. Date of Effectivity. This Code shall take effect six (6) months after its promulgation. (November 1, 1974) -Presidential Decree No. 442 (amended, superseded, repealed, and inserted provisions brought about by subsequent laws) - RA No. 10151 – An Act Allowing the Employment of Night workers - RA No. 10395 – An Act Strengthening Tripartism - RA No. 10396 – An Act Strengthening Conciliation-Mediation - RA No. 10644 – Go Negosyo Act - RA No. 10741 – An Act Strengthening the Operations of the NLRC  Decent Work Employment GENERAL PROVISIONS ART. 3. Declaration of Basic Policy. The State shall afford protection to labor, promote full employment, ensure equal work opportunities regardless of sex, race or creed, and regulate the relations between workers and employers. The State shall assure the rights of workers to self-organization, collective bargaining, security of tenure, and just and humane conditions of work. ART. 4. Construction in Favor of Labor. All doubts in the implementation and interpretation of the provisions of this Code, including its implementing rules and regulations, shall be resolved in favor of labor.  Decent Work Employment GENERAL PROVISIONS ART. 5. Rules and Regulations. The Department of Labor and other government agencies charged with the administration and enforcement of this Code or any of its parts shall promulgate the necessary implementing rules and regulations… ART. 6. Applicability. All rights and benefits granted to workers under this Code shall, except as may otherwise be provided herein, apply alike to all workers, whether agricultural or non-agricultural.  Decent Work Employment EXEMPTED FROM RIGHTS AND BENEFITS UNDER THE LABOR CODE EXEMPT FROM BOOK III (Conditions of Employment) Government employees Managerial employees: if primary duty is management, customarily and regularly direct work of two or more Employees, and with authority to hire and fire or suggestions given particular weight Officers or members of managerial staff Domestic Servants Non-agricultural field personnel if regularly perform duties away from office *Those paid by results, piece-work, pakyaw or task basis – are entitled to certain benefits (Labor Congress v. NLRC, 290 SCRA 509)  Decent Work Employment WHEN IS THERE EMPLOYER-EMPLOYEE RELATIONSHIP? FOUR FOLD TEST The selection and engagement of the employee; The payment of wages; The power of dismissal; and The employer’s power to control the employee on the means and methods by which the work is accomplished.  Decent Work Employment CLASSES OF EMPLOYEES REGULAR engaged to perform activities which are usually necessary or desirable in the usual business or trade of the employer PROJECT ~one whose employment has been fixed for a specific project or undertaking the completion of which has been determined at the time of engagement of the employee (SO EVEN IF MORE THAN I YR., NOT NECESSARILY REGULAR) *becomes regular if: Job is usually necessary or desirable in the usual business or trade AND Repeated rehiring  Decent Work Employment CLASSES OF EMPLOYEES SEASONAL ~one whose work or services to be performed is seasonal in nature and the employment is for the duration of the season CASUAL ~activity performed is not usually necessary or desirable in the usual business or trade of the employer, not project and not seasonal Except: if he has rendered at least 1 year of service, whether such service is continuous or broken = considered a REGULAR employee with respect to the activity in which he is employed and his employment shall continue while such activity exists  Decent Work Employment CLASSES OF EMPLOYEES PROBATIONARY ~General Rule: Not Exceed 6 mos. - Except: covered by an apprenticeship agreement stipulating a longer period voluntary agreement of parties (especially when the nature of the work requires a longer period) the employer gives the employee a second chance to pass the standards set ~may be terminated a) just cause, b) when he fails to qualify as a regular employee in accordance with reasonable standards made known by the employer to emplo yee at the time of his engagement ~if allowed to work after the probationary period, he shall be considered a REGULAR employee  Decent Work Employment CLASSES OF EMPLOYEES FIXED TERM -allowed if: period is agreed upon knowingly and voluntarily by the parties without force, duress, or improper pressure exerted on the employee satisfactorily appears that employer and employee dealt with each other on more or less equal terms with no moral dominance exercised by the employer on the employee term employment is not resorted to defeat the rights of the workers’ rights  Decent Work Employment EMPLOYMENT OF MINORS GENERAL RULE: - No child below 15 years of age may be allowed to work Except if: - Under the direct responsibility of their parents/guardians - For a non-hazardous undertaking - The work will not interfere with the schooling *In such cases, the child will not be considered as employee of the employer or their parents or guardians  Decent Work Employment EMPLOYMENT OF MINORS Any person of either sex, between 15 and 18 years of age, may be employed in any non-hazardous work. No employer shall discriminate against such person in regard to terms and conditions of employment on account of his age. Considered as hazardous or deleterious (example): - exposes workers to dangerous environmental elements, contaminations, or flammable substances and the like - engaged in construction work, logging, fire-fighting, mining, quarrying, blasting, deep-sea fishing, and mechanized farming.  Decent Work Employment EMPLOYMENT OF WOMEN ▪ Any woman who is permitted or suffered to work with or without compensation, in any night club, cocktail lounge, beer house, massage clinic, bar or similar establishments, under the effective control or supervision of the employer for a substantial period of time as determined by the Secretary of Labor and Employment, shall be considered as an employee of such establishments for purposes of labor and social legislation. ▪ No employer shall discriminate against such employees or in any manner reduce whatever benefits they are now enjoying by reason of the provisions of this Section.  Decent Work Employment EMPLOYMENT OF WOMEN NIGHT WORK PROHIBITION a. Industrial Undertaking 10pm to 6am b. Commercial or Non-industrial 12am to 6am c. Agricultural undertaking Nighttime, unless given a period of rest not less than 9  Decent Work Employment EMPLOYMENT OF WOMEN EXCEPTION: (a) In cases of actual or impending emergencies caused by serious accident, fire, flood, typhoon, earthquakes, epidemic or other disaster or calamity, to prevent loss of life or property or in cases of force majeure or imminent danger to public safety; (b) In case of urgent work to be performed on machineries, equipment or installation, to avoid serious loss which the employer would otherwise suffer; (c) Where the work is necessary to prevent serious loss of perishable goods;  Decent Work Employment EMPLOYMENT OF WOMEN EXCEPTION: (d) Where the woman employee holds a responsible position of a managerial or technical nature, or where the woman employee has been engaged to provide health and welfare services; (e) Where the nature of the work requires the manual skill and dexterity of women and the same cannot be performed with equal efficiency by male workers or where the employment of women is the established practice in the enterprises concerned on the date these Rules become effective; and (f) Where the women employees are immediate members of the family operating the establishment or undertaking. The Secretary of Labor and Employment shall from time to time determine cases analogous to the foregoing for purposes of this Section.  Decent Work Employment EMPLOYMENT OF WOMEN MATERNITY LEAVE BENEFITS ▪ A covered female employee who has paid at least three monthly maternity contributions in the twelve-month period preceding the semester of her childbirth, abortion or miscarriage and who is currently employed shall be paid a daily maternity benefit equivalent to one hundred percent (100%) of her present basic salary, allowances and other benefits or the cash equivalent of such benefits for sixty (60) days subject to the following conditions: "(a) That the employee shall have notified her employer of her pregnancy and the probable date of her childbirth which notice shall be transmitted to the SSS in accordance with the rules and regulations it may provide;  Decent Work Employment EMPLOYMENT OF WOMEN "(b) That the payment shall be advanced by the employer in two equal installments within thirty (30) days from the filing of the maternity leave application: "(c) That in case of caesarian delivery, the employee shall be paid the daily maternity benefit for seventy-eight (78) days; "(d) That payment of daily maternity benefits shall be a bar to the recovery of sickness benefits provided by this Act for the same compensable period of sixty (60) days for the same childbirth, abortion, or miscarriage; "(e) That the maternity benefits provided under this Section shall be paid only for the first four deliveries after March 13, 1973;  Decent Work Employment EMPLOYMENT OF WOMEN "(f) That the SSS shall immediately reimburse the employer of one hundred percent (100%) of the amount of maternity benefits advanced to the employee by the employer upon receipt of satisfactory proof of such payment and legality thereof; and "(g) That if an employee should give birth or suffer abortion or miscarriage without the required contributions having been remitted for her by her employer to the SSS, or without the latter having been previously notified by the employer of the time of the pregnancy, the employer shall pay to the SSS damages equivalent to the benefits which said employee would otherwise have been entitled to, and the SSS shall in turn pay such amount to the employee concerned."  Decent Work Employment CONDITIONS OF EMPLOYMENT BENEFITS TO WHICH PIECE-RATE WORKERS ARE ENTITLED : Applicable Statutory Minimum Daily Rate* Service Incentive Leave Night Differential Pay Holiday Pay Meal and Rest Periods Overtime Pay* Premium Pay* Thirteenth Month Pay Other Benefits *Follows output rate prescribed by DOLE or standard used conforms with DOLE output rate.  Decent Work Employment CONDITIONS OF EMPLOYMENT NORMAL HOURS OF WORK - Not exceeding 8 hours in a day Meal break – 60 minutes - 20 minutes (with pay) Rest day - one day for every 6 consecutive days of work - it is 24 consecutive hours of rest  Decent Work Employment CONDITIONS OF EMPLOYMENT WAGES – remuneration for hours of work - includes fare and reasonable value of board and lodging and other facilities Who fixes the wage? 1. Employer 2. The CBA, if there is Collective Bargaining Agreement 3. National Wages and Productivity Commission (sets the guidelines) 4. Regional Wage Board  Decent Work Employment CONDITIONS OF EMPLOYMENT PREMIUM RATE for OVERTIME: Normal 25% ON TOP OF HOURLY RATE Holiday/Rest Day 30% Special Day 30%  Decent Work Employment CONDITIONS OF EMPLOYMENT Emergency Overtime Work Country at war/National or Local Emergency Necessary to Prevent loss of life/property or Imminent danger to public safety Urgent work to be performed on Machines to avoid serious loss or damage to employer Necessary to prevent loss or damage to perishable goods Completion of work started before the 8th hour Necessary to avail of favorable weather or environmental  Decent Work Employment CONDITIONS OF EMPLOYMENT Overtime Compensation General Rule : cannot be waived Exception : waiver of OT pay is in consideration of benefits and privileges which may be more than the OT pay Voluntarily agrees to work 9 hours No diminution in pay Value of benefits greater or at least equal to 1hr. OT pay during weekdays OT pay due and demandable even if permitted to work Saturdays Work doesn't involve strenuous physical exertion Temporary duration  Decent Work Employment CONDITIONS OF EMPLOYMENT NIGHT DIFFERENTIAL (10pm-6am) 10% Does not apply to: Government Employees Retail Businesses with less than 5 workers Domestic Helpers Managerial Employees Field Personnel or those unsupervised, task or contract basis, purely commission & fixed amount  Decent Work Employment CONDITIONS OF EMPLOYMENT PREMIUM PAY (Days Worked) Rest Day 30% Special Day 30% Nov.1 & Dec. 31 if also a Rest Day 50%for special day: NO WORK, NO PAY  Decent Work Employment CONDITIONS OF EMPLOYMENT REST DAY General Rule: Determined by the employer Exception: Employee may be preferred for religious grounds only If there is conflict, employee will be given two days in a month to choose his preferred day of rest. Authorized Work on a Rest Day: Urgent work to be performed on machinery Actual impending emergency Abnormal pressure or work Prevent loss/damage to perishable goods Nature of work requires continuous operations Analogous situations  Decent Work Employment CONDITIONS OF EMPLOYMENT HOLIDAY PAY Unworked 100% Worked 200% Worked and REST DAY 250% - should not have been absent without pay on the working day preceding the holiday Examples: New Year's Day Maundy Thursday Good Friday April 9 May 1 June 12 Dec. 25 Dec. 30  Decent Work Employment CONDITIONS OF EMPLOYMENT EXEMPT FROM HOLIDAY PAY: Government Employees Retail and Service Establishments regularly employing less than 10 Domestic helpers Managerial Employees Field Personnel Hourly Paid Faculty Members – not also entitled  Decent Work Employment CONDITIONS OF EMPLOYMENT SERVICE INCENTIVE LEAVE has worked for at least a year 5 days with pay Does not apply: Government Already enjoying benefit Domestic Helpers and those in the personal service of another Already with vacation leave with pay of at least 5 days Managerial Employees Field Employees including those in Contract basis Employed in establishments regularly employing less than 10 employees  Decent Work Employment CONDITIONS OF EMPLOYMENT 13TH MONTH PAY Entitled : Exempted Employers : All Rank and File employees–worked at least Government 1 month Employers of Household Helpers Those with Multiple Employers Those already paying Paid by Result Employers of paid purely on commission, Private School Teachers fixed, boundary or task basis Resigned or Separated Employees (proportional) Minimum Amount : not less than 1/12 of total basic salary earned within a calendar year  Decent Work Employment CONDITIONS OF EMPLOYMENT *BASIC SALARY – for purposes of 13th mo. pay shall include all remunerations or earnings paid by his employer for services rendered - BUT DOES NOT INCLUDE: allowances and monetary benefits which are not considered or integrated as part of the regular or basic salary such as vacation and sick leave credits, overtime, premium night differential, holiday pay and COLA UNLESS by individual or collective agreement or company practice or policy, they are treated as basic salary.  Decent Work Employment CONDITIONS OF EMPLOYMENT VACATION/SICK LEAVE - not required by law SERVICE CHARGE 85% Covered Employees 15% Management  Decent Work Employment CONDITIONS OF EMPLOYMENT BONUS General Rule : Can't be demanded Exceptions: Given for a long period of time Consistent & deliberate Employer knew he was not required to give benefit Employer continued giving benefit Employer realizes profits  Decent Work Employment RECOVERY OF Wages, Simple Money Claims & Other Benefits - DOLE Regional Director Summary Proceeding Claimant : employee or person in domestic or household service Provided : 1. No claim for reinstatement 2. Aggregate claims of each employee or househelper does not exceed P5,000 (even if it exceeds this, Regional Director may still enforce based on inspection's findings in the nature of enforcement action) 3. Claims arise from employer-employee relationship Notice and Hearing Resolution of Complaint within 30 days from filing (Appeal within 5 calendar days to NLRC) NLRC to resolve appeal within 10 calendar days from submission of last pleading  Decent Work Employment TERMINATION JUST CAUSE – based on fault/omission of employee Serious misconduct or willful disobedience by the employee of the lawful orders of his employer or representative in connection with his work (work-related) Gross and habitual neglect by the employee of his duties Fraud or willful breach by employee of the trust reposed in him by his employer or duly authorized representative (not mere suspicion) Commission of a crime or offense by the employee against the person of his employer or any immediate member of his family or duly authorized representative Other causes analogous to the foregoing  Decent Work Employment TERMINATION ABANDONMENT ~ means the deliberate, unjustified refusal of an employee to resume his/her employment. ~ Two elements must be proved: the intention to abandon; and an overt act from which it may be inferred that the employee has no more intent to resume his/her work. this is negated by immediate filing of an action for ILLEGAL DISMISSAL  Decent Work Employment TERMINATION DUE PROCESS FOR JUST CAUSES Requires notice and due process – ample time to be heard 2 notices are required 1st notice – warning of impending termination and reason 2nd notice – actual notice, informing the employee of the decision to terminate Conference – may be had, if employee request through writing. Preventive suspension – not a penalty; only part of disciplinary procedure when employee’s presence poses serious threat to co-employees or employer Maximum period is 30 days (No work, no pay) More than 30 days (with pay)  Decent Work Employment TERMINATION – AUTHORIZED CAUSES GROUNDS Introduction to labor-saving devices view to effecting more economy and efficiency in its method of production Redundancy exists where the services of an employee are in excess of what is reasonably demanded by the actual requirements of the enterprise a position has become superfluous as an outcome of a number of factors such as over hiring of workers, decreased volume of business, dropping of a particular product line or service activity previously manufactured or undertaken by the enterprise (THUS IT ONLY REQUIRES SUPERFLUITY NOT DUPLICATION OF WORK)  Decent Work Employment TERMINATION – AUTHORIZED CAUSES Retrenchment resorted primarily to avoid or minimize business losses criteria of who to lay off (1) less preferred status (2) efficiency rating (3) seniority (4) performance Standards of Retrenchment losses expected should be substantial and not merely de minimis in extent substantial loss apprehended must be reasonably imminent  Decent Work Employment TERMINATION – AUTHORIZED CAUSES ▪ retrenchment must be reasonable necessary and likely to effectively prevent the expected losses ▪ alleged losses, if already realized, and the expected imminent losses sought to be forestalled, must be proven by sufficient and convincing evidence Closure of business as a result of grave financial loss Closure not due to losses  Decent Work Employment TERMINATION – AUTHORIZED CAUSES b. NOTICE AND SEPARATION PAY - written notice served on the worker and the DOLE at least 1 month before the intended date thereof - Separation Pay: 1 month pay or 1 month pay 1 month pay or at least 1/2 month for every year of service pay for every year of service whichever is higher whichever is higher - installation of labor- - retrenchment to prevent saving devices losses - redundancy - closures or cessation of operations of establishments or undertaking NOT due to serious business losses or financial reverses - disease ** A fraction of at least 6 moths shall be considered as one year.  Decent Work Employment TERMINATION – ILLEGAL DISMISSAL Employer must prove that dismissal is for valid, just or authorized, cause. Dismissal without cause: Employee will be entitled to a. reinstatement, without loss of seniority b. full back wages are to be awarded to an illegally dismissed employee and should not be diminished or reduced by earnings derived elsewhere  Decent Work Employment TERMINATION – AUTHORIZED CAUSES Ailment or disease (other authorized causes: non-economic ground) ▪ when his continued employment is prohibited by law or prejudicial to his health or to the health of his co-employees ▪ there is a certification by a competent public health authority that the disease is of such nature or at such stage that it cannot be cured within a period of 6 months even with proper medical treatment SEPARATION PAY : equivalent to at least 1 month salary or 1/2 month salary for every year of service, whichever is higher  Decent Work Employment RESIGNATION WITHOUT JUST CAUSE at least 1 month prior notice employee may be held liable for damages for failure to give notice WITH JUST CAUSE Grounds serious insult on the honor and person of employee by the employer or his representative inhumane and unbearable treatment accorded to the employee commission of a crime against person of the employee or any of the immediate members of his family other causes analogous to the foregoing Notice Not Necessary  Decent Work Employment RETIREMENT PAY WHO ARE EXEMPTED: ~ retail, service, agricultural establishments ~ operations employing not more than 10 employees or workers KINDS: OPTIONAL - 60 years old / 5 years in service (includes authorized absences/vacations/regular holidays/mandatory military or civic service) COMPULSORY - 65 years old/ regardless or years of service (company not bound to dismiss employee)  Decent Work Employment RETIREMENT PAY BENEFITS: 1/2 month salary per year of service which shall include: 1. 15-day basic wage, plus 2. 1/12 of the 13th month pay, plus 3. 5-day Service incentive leave pay plus * a fraction of at least 6 mos. considered as one whole year other benefits as maybe agreed upon by Employer and Employee ** MINIMUM ~ no. 1 + no. 2 + no. 3 = n x years of service ~ minimum only so employer must pay deficiency in case agreed amount be less than the above  Decent Work Employment ACTIVITY Do a journal reading about the updated Labor Cases that involves healthcare workers.  Decent Work Employment THE BASIC RIGHTS OF EMPLOYEES Equal Work Opportunities for all ▪ The state shall protect labor, promote full employment, provide equal work opportunity regardless of gender, race, or creed; regulate employee-employer relations  Decent Work Employment THE BASIC RIGHTS OF EMPLOYEES Work days and work hours ▪ The normal hours of work in a day are eight hours. ▪ An employee must be paid his or her wages for all hours worked  Decent Work Employment THE BASIC RIGHTS OF EMPLOYEES Weekly Rest Day ▪ A day-off of 24 consecutive hours after six days of work should be scheduled by the employer upon consultation with the workers.  Decent Work Employment THE BASIC RIGHTS OF EMPLOYEES Wage and wage related benefits ▪ An employer cannot make any deduction from an employee’s wage except for insurance premiums with the consent of the employee. ▪ Pag-ibig, SSS, PhilHealth Gross pay - total salary received before taxes are deducted Net pay- total wage when taxes are already deducted ▪ Premiums are deducted at the last salary of the month (30th)  Decent Work Employment THE BASIC RIGHTS OF EMPLOYEES Payment of Wages ▪ Wages shall be paid in cash, legal tender at or near the place of work. ▪ Wages shall be given not less than once every two weeks or twice within month at intervals no exceeding 16 days 15th and 30th day salary According to DOLE, salary should not be late but can be given early  Decent Work Employment THE BASIC RIGHTS OF EMPLOYEES EMPLOYMENT OF WOMAN ▪ Night work prohibition unless allowed by the rules In industrial undertakings from 10 pm to 6 am In commercial/non-industrial undertakings from 12 mn to 6 among Industrial workers In agricultural undertakings, at night time unless given not less than nine consecutive hours of rest For pregnant women, a month before they should already file a maternity leave till 90 day  Decent Work Employment THE BASIC RIGHTS OF EMPLOYEES EMPLOYMENT OF CHILDREN ▪ Minimum employable age is 15 years old. ▪A worker below 15 years of age should be directly under the sole responsibility of parents or guardians; work does not interfere with the child’s schooling or normal development For emancipated minors, they are allowed to work since they are already living independently  Decent Work Employment THE BASIC RIGHTS OF EMPLOYEES Safe working conditions ▪ Employers must provide workers with every kind of on-the-job protection against injury, sickness, or death through safe and healthful working conditions. ▪All aspects of the work should be secured of safety (holistic health, building structure, etc.) ▪Protective equipment should be provided by the company or employer.  Decent Work Employment THE BASIC RIGHTS OF EMPLOYEES RIGHT TO SELF-ORGANIZATION AND COLLECTIVE BARGAINING ▪ Right to self-organization Right of every worker to form or join any legitimate worker’s organization, association or union of his or her own choice ▪Labor unions and organizations of employees They demand the rights of employees  Decent Work Employment EMPLOYEE’S COMPENSATION (EC) BENEFITS FOR WORK-RELATED CONTINGENCIES ▪ The employee’s compensation program is the tax-exempt compensation program for employees and their dependents. Medical benefits for sickness or injuries Health cards Disability benefits Rehabilitation benefits Death and funeral benefits Pension benefits Government workers highly benefits this *Usually, only the regular workers may experience these benefits  Decent Work Employment TYPES OF LEAVE VACATION LEAVE ▪ All employees, with the exception of casual workers, are entitled of four weeks of vacation per year This type of leave is paid In some companies, if vacation leave is not used it may be converted to cash Amount will be based on the salary  Decent Work Employment TYPES OF LEAVE PARENTAL LEAVE ▪ All employees are entitled to unpaid parental leave after working for 12 months Should be legal spouse Leave to attend school meetings of children is an example of unpaid parental leave ▪ Female employees are entitled to 90 calendar days of maternity leave with full pay ▪ Male employees shall be entitled to 10 working days of paternity leave with full pay during the period of maternity leave of their legal spouse  Decent Work Employment TYPES OF LEAVE PERSONAL LEAVE ▪ If he/she is unfit for work due to personal illness or injury (Sick Leave) Medical certificate should be presented ▪If a member of the employee’s immediate family suffers a serious injury or illness or dies (2 days paid care leave)  Decent Work Employment TYPES OF LEAVE STUDY LEAVE ▪ Study leave shall be granted by the university only on the basis of the needs of the university and the interests of staff development ▪ Usually applicable to teachers and professors  Decent Work Employment RA 9173 – “The Philippine Nursing Law” ▪ Philippine Nursing Act of 2022  Decent Work Employment RA 9173 “the Philippine Nursing Law” SECTION 32 : SALARY ▪ The minimum base pay of nurses working in public health institution shall not be lower than salary grade 15 prescribed under RA 6758 otherwise known as “Compensation and Classification Act of1989” SG15 = Php. 32,000.00 Government: Entry level is nurse I until nurse V and salary is also increasing Not applicable to private hospitals  Decent Work Employment RA 9173 “the Philippine Nursing Law” SEC. 33. INCENTIVES AND BENEFITS ▪ The BON in coordination with the DOH and other concerned agencies, association of hospitals and the accredited professional organization shall establish an incentive and benefit system in the form of: Free hospital care for nurses and their dependents Scholarship grants Other non-cash benefits PNA is the accredited professional organization of nursing  Decent Work Employment JOBS SEARCH IN NURSING ▪ Different Fields in Nursing  Decent Work Employment COMMUNITY NURSING ▪ Refers to the practice of nursing in the local, national, and city health departments which include health centers and public schools ▪ Focus: Families and Whole Community ▪ Roles: Vaccinations Assessments of Children and Pregnant Women Implementation of DOH programs  Decent Work Employment SCHOOL HEALTH NURSING ▪ Responsible for the school’s activities in the areas of health service, health education and environment health and safety ▪ Focus: Students, Teachers, and Personnel ▪ Roles: Health education Attend to the complaints of Students, Teachers, and Personnel  Decent Work Employment INDUSTRIAL/ OCCUPATIONAL NURSING ▪ Work alone in situations where they may have to give immediate care to patients with serious injuries, they need to be fully informed about their legal responsibilities ▪ Companies may have their own nurses ▪ Emergency situations in the workplace, especially needed when toxic or hazardous products are handled in the company  Decent Work Employment HOSPITAL/ INSTITUTIONAL NURSING ▪ Nursing in the hospitals and related health facilities such as extended care facilities, nursing homes, and neighborhood clinics, comprises all of the basic components of comprehensive patient care and family health  Decent Work Employment HOSPITAL/ INSTITUTIONAL NURSING ▪ Roles: OR/ ER/ DR Infection control Hemodialysis/ Renal ICU/ PICU/ NICU Pediatric Psychiatric Nursing Geriatric Nurse Midwife Nurse Anesthetist ▪ Acute care settings  Decent Work Employment CLINIC NURSING ▪ Acts as the receptionist, answers phone, does the billing, take x-ray and ECGs, changes dressings, give injections (BCG, DPT, measles), and assist in Physical examinations ▪ Attends the needs of the patients in the clinic  Decent Work Employment NURSING INFORMATICS ▪ Is a field of nursing that incorporates ▪ Documentation of e-health records, information science ▪ There is a levelling- beginning, advanced, and expert levels  Decent Work Employment FORENSIC INFORMATICS ▪ Registered nurses who received specialized education and training to provide care to patients who experienced victimized or violence ▪ Needs specialization before you can enter this field ▪ Medico-legal cases  Decent Work Employment PRIVATE DUTY NURSING ▪ Is a registered nurse who undertakes to give comprehensive nursing care to a client on a one-to- one ratio ▪ In any setting, ration is 1:1 ▪ Usually for long-term care and chronic patients e.g., patients with NGT  Decent Work Employment MILITARY NURSING ▪ Provides comprehensive and quality nursing care to all military personnel and their dependents and authorized relatives ▪ Army reserved personnel ▪ Has to complete a general military course ▪ In military hospitals, in order to become a chief nurse, s/he should have a Colonel Ranking  Decent Work Employment NURSING EDUCATION ▪ Nurse who likes to consider teaching as their field of expertise ▪ According to RA 9173, for a nurse to become a faculty in the CON a nurse should have: ▪ At least 1 year of nursing experience in the hospital ▪ A registered nurse with a master’s degree ▪ Member of the PNA ▪ With good moral character  Decent Work Employment NURSE ENTERPRENEUR ▪ Business should still be related to the medical field ▪ Review Center ▪ Derma Clinic ▪ Med tools  Decent Work Employment FLIGHT NURSING ▪ Responsible for patients, military or otherwise, who have been evaluated from battle areas to the nearest installation for treatment ▪ First aid management while transporting the patient from one place to another  Decent Work Employment INDEPENDENT NURSING PRACTICE ▪ The nurse is self-employed and provides professional nursing services to the clients/patients and their families ▪ Nurse may take different certifications to have specializations then put-up business that is inclined with specialization ▪ Considered as clinicians ▪ Practiced more often in other countries ▪ Nurse anesthetists Decent Work Employment