Reviewer_2023 Handbook on Workers Statutory Monetary Benefits.docx

HANDBOOK ON WORKERS' STATUTORY MONETARY BENEFITS #### All Rights Reserved [COMPLIANCE GUIDE 1](#compliance-guide) 1. [MINIMUM WAGE 2](#minimum-wage) A. B. C. 1. 2. 3. 4. [Attendance at lectures, meetings, training programs, and](#_bookmark8) [other similar act...

HANDBOOK ON WORKERS' STATUTORY MONETARY BENEFITS #### All Rights Reserved [COMPLIANCE GUIDE 1](#compliance-guide) 1. [MINIMUM WAGE 2](#minimum-wage) A. B. C. 1. 2. 3. 4. [Attendance at lectures, meetings, training programs, and](#_bookmark8) [other similar activities 6](#_bookmark8) 5. D. E. F. G. H. I. J. [[Penalty and Double Indemnity for Violation of the Prescribed](#penalty-and-double-indemnity-for-violation-of-the-prescribed-increases-or-adjustments-in-the-wage-rates-ra-8188) [Increases or Adjustments in the Wage Rates (RA 8188) 10](#penalty-and-double-indemnity-for-violation-of-the-prescribed-increases-or-adjustments-in-the-wage-rates-ra-8188)]{.smallcaps} K. L. M. N. O. 2. P. Q. R. S. T. U. V. W. 3. X. Y. Z. 6. 7. A. 4. B. C. D. E. 5. F. G. H. I. [[and Night Shift Differential 24]{.smallcaps}](#guide-computations-for-holiday-pay-premium-pay-overtime-pay-and-night-shift-differential) 6. J. K. L. M. N. 7. O. P. Q. R. 8. S. T. U. V. W. 9. X. Y. Z. A. B. 10. C. D. E. F. G. 11. [LEAVE FOR VICTIMS OF VIOLENCE AGAINST WOMEN AND THEIR](#leave-for-victims-of-violence-against-women-and-their-children-vawc) [CHILDREN (VAWC) 36](#leave-for-victims-of-violence-against-women-and-their-children-vawc) H. I. J. K. L. 12. [SPECIAL LEAVE FOR WOMEN 38](#special-leave-for-women) M. N. O. P. Q. 13. [THIRTEENTH-MONTH PAY 40](#thirteenth-month-paydd) R. S. T. U. V. W. X. Y. [Thirteenth-Month Pay of Female Employee who is on Maternity Leave 43]{.smallcaps} Z. A. [Coverage from Income Tax of Thirteenth-Month Pay and Other Benefits 43]{.smallcaps} B. C. 14. D. E. F. G. H. I. 15. J. K. L. M. N. [Applicable Contract 49]{.smallcaps} O. P. Q.. 50 R. S. T. 16. U. V. W. 8. 9. X. Y. Z. 17. A. B. C. D. 18. E. F. G. H. 19. I. J. K. L. [DIRECTORY OF DOLE REGIONAL OFFICES 66](#directory-of-dole-regional-offices) [DIRECTORY OF DOLE-NCR FIELD OFFICES 67](#directory-of-dole-ncr-field-offices) [THE BWC 68](#the-bwc) COMPLIANCE GUIDE ---------------- -- -- -- -- -- -- -- -- -- -- 1 = MINIMUM WAGE ------------ -- -- -- -- -- -- +-----------------------+-----------------------+-----------------------+ | MIMAROPA | | | | | | | | Regionb | | | +=======================+=======================+=======================+ | Region V | | | +-----------------------+-----------------------+-----------------------+ | Region VI | | | +-----------------------+-----------------------+-----------------------+ | Region VII | | | +-----------------------+-----------------------+-----------------------+ | Region VIII | | | +-----------------------+-----------------------+-----------------------+ | Region IX | | | +-----------------------+-----------------------+-----------------------+ | Region X | | | +-----------------------+-----------------------+-----------------------+ | Region XI | | | +-----------------------+-----------------------+-----------------------+ | Region XII | | | +-----------------------+-----------------------+-----------------------+ | Caraga Regionc | | | +-----------------------+-----------------------+-----------------------+ | Bangsamoro Autonomous | | | | Region in Muslim | | | | Mindanao (BARMM)d | | | +-----------------------+-----------------------+-----------------------+ ### Coverage ### Minimum Wage Rates -- -- -- -- -- -- -- -- #### Summary of Current Regional Daily Minimum Wage Rates (MWR) -- -- -- -- -- -- ### Rules in Determining Compensable Working Hoursf 1. []{#_bookmark5.anchor}Hours worked a. All time during which an employee is required to be on duty or to be at the employer\'s premises or to be at a prescribed work place; and b. All time during which an employee is suffered or permitted to work. 2. []{#_bookmark6.anchor}Principles in determining hours worked c. All hours are hours worked which the employee is required to give his employer, regardless of whether or not such hours are spent in productive labor or involve physical or mental exertion. d. An employee need not leave the premises of the work place in order that his rest period shall not be counted, it being enough that he stops working, may rest completely and may leave his work place, to go elsewhere, whether within or outside the premises of his work place. e. If the work performed was necessary, or it benefited the employer, or the employee could not abandon his work at the end of his normal working hours because he had no replacement, all time spent for such work shall be considered as hours worked, if the work was with the knowledge of his employer or immediate supervisor. f. The time during which an employee is inactive by reason of interruptions in his work beyond his control shall be considered working time either if the imminence of the resumption of work requires the employee\'s presence at the place of work or if the interval is too brief to be utilized effectively and gainfully in the employee\'s own interest. 3. []{#_bookmark7.anchor}Treatment on waiting time g. Waiting time spent by an employee shall be considered as working time if waiting is an integral part of his work or the employee is required or engaged by the employer to wait. h. An employee who is required to remain on call in the employer\'s premises or so close thereto that he cannot use the time effectively and gainfully for his own purpose shall be considered as working while on call. An employee who is not required to leave word at his home or with company officials where he may be reached is not working while on call. 4. []{#_bookmark8.anchor}Attendance at lectures, meetings, training programs, and other similar activities i. Attendance is outside of the employee\'s regular working hours; j. Attendance is in fact voluntary; and k. The employee does not perform any productive work during such attendance. 5. []{#_bookmark9.anchor}Meal and Rest Periods l. Where the work is non-manual work in nature or does not involve strenuous physical exertion; m. Where the establishment regularly operates not less than sixteen (16) hours a day; n. In case of actual or impending emergencies or there is urgent work to be performed on machineries, equipment or installations to avoid serious loss which the employer would otherwise suffer; and o. Where the work is necessary to prevent serious loss of perishable goods. ### Monthly-Paid Employees and Daily-Paid Employees ### Computation of the Estimated Equivalent Monthly Rate (EEMR) of Monthly-Paid and Daily-Paid Employees 6. For monthly-paid employees: 7. For daily-paid employees: p. For those who are required to work everyday, including Sundays or rest days, special days and regular holidays Where 394.4 days/year ----------------------- -- ---------------------- -- 67.6 24.0 [ 10.4 ] q. For those who do not work and are not considered paid on Sundays or rest days Where 313 days/year 293.0 --------------------- -- ------- -- 12.0 313g r. For those who do not work and are not considered paid on Saturdays and Sundays or rest days ### Subsidized Meals and Snacks ### Wage of Kasambahayi -- -- -- -- -- -- -- -- ### Wage of Kasambahay who Works as Salesclerk ### Effect of Reduction of Workdays on Wages ### Penalty and Double Indemnity for Violation of the Prescribed Increases or Adjustments in the Wage Rates (RA 8188) ### Barangay Micro Business Enterprises (BMBEs) ### Wage of Workers Paid by Resultsk ### Wage of Apprentices, Learners, and Persons with disability ### Annual Establishment Report on Wages (AERW)n ### Coverage from Income Taxo 8. Compensation income of Minimum Wage Earners (MWEs) who work in the private sector and being paid the Statutory Minimum Wage (SMW), as fixed by Regional Tripartite Wage and Productivity Board (RTWPB)/National Wages and Productivity Commission (NWPC), applicable to the place where he/she is assigned. 9. Compensation during the year not exceeding Two hundred fifty -- -- -- -- 2 = HOLIDAY PAY ----------- ### Definition ### Coverage 1. Government employees, whether employed by the National Government or any of its political subdivisions, including those employed in government-owned and/or controlled corporations with original charters or created under special laws; 2. Those of retail and service establishments regularly employing less than ten (10) workers; 3. Kasambahay and persons in the personal service of another; 4. Managerial employees, if they meet all of the following conditions: 1. Their primary duty is to manage the establishment in which they are employed or of a department or subdivision thereof; 2. They customarily and regularly direct the work of two or more employees therein; and 3. They have the authority to hire or fire other employees of lower rank; or their suggestions and recommendations as to hiring, firing, and promotion, or any other change of status of other employees are given particular weight. 5. Officers or members of a managerial staff, if they perform the following duties and responsibilities: 4. Primarily perform work directly related to management policies of their employer; 5. Customarily and regularly exercise discretion and independent judgment; 6. \(a) Regularly and directly assist a proprietor or managerial employee in the management of the establishment or subdivision thereof in which he or she is employed; or (b) execute, under general supervision, work along specialized or technical lines requiring special training, experience, or knowledge; or (c) execute, under general supervision, special assignments and tasks; and 7. Do not devote more than twenty percent (20%) of their hours worked in a workweek to activities which are not directly and closely related to the performance of the work described in paragraphs 5.1, 5.2, and 5.3 above. 6. Field personnel and other employees whose time and performance is unsupervised by the employer, including those who are engaged on task or contract basis, purely commission basis or those who are paid a fixed amount for performing work irrespective of the time consumed in the performance thereof. ### Regular Holidays New Year's Day --------------------- -- Maundy Thursday Good Friday Araw ng Kagitingan Eidul Fitr Labor Day Independence Day Eidul Adha National Heroes Day Bonifacio Day Christmas Day Rizal Day ### Holiday Pay Rates -- -- -- -- -- -- E. ### Absences 7. All covered employees shall be entitled to holiday pay when they are on leave of absence with pay on the workday immediately preceding the regular holiday. Employees who are on leave of absence without pay on the day immediately preceding a regular holiday may not be paid the required holiday pay if they do not work on such regular holiday. 8. Employers shall grant the same percentage of the holiday pay as the benefit granted by competent authority in the form of employee's compensation or social security payment, whichever is higher, if the employees are not reporting for work while on such leave benefits. 9. Where the day immediately preceding the holiday is a non-work day in the establishment or the scheduled rest day of the employee, he/she shall not be deemed to be on leave of absence on that day, in which case he/she shall be entitled to the holiday pay if he/she worked on the day immediately preceding the nonwork day or rest day. F. ### Successive Regular Holidays ### Temporary or Periodic Shutdown/Cessation of Work H. ### Holiday Pay of Certain Employees 10. Where the covered employee is paid on piece-rate basis, his / her holiday pay shall not be less than his/her average daily earnings for the last seven (7) actual work days preceding the regular holiday; provided, however, that in no case shall the holiday pay be less than the applicable statutory minimum wage rate. 11. Seasonal workers may not be paid the required holiday pay during off-season when they are not at work. 12. Workers who do not have regular working days, such as stevedores, shall be entitled to this benefit. 3 = PREMIUM PAY ----------- ### Definition ### Coverage 1. Government employees, whether employed by the National Government or any of its political subdivisions, including those employed in government-owned and/or controlled corporations with original charters or created under special laws; 2. Managerial employees, if they meet all of the following conditions: 1. Their primary duty is to manage the establishment in which they are employed or of a department or subdivision thereof; 2. They customarily and regularly direct the work of two or more employees therein; and 3. They have the authority to hire or fire other employees of lower rank; or their suggestions and recommendations as to hiring, firing, and promotion, or any other change of status of other employees are given particular weight. 3. Officers or members of a managerial staff, if they perform the following duties and responsibilities: 4. Primarily perform work directly related to management policies of their employer; 5. Customarily and regularly exercise discretion and independent judgment; 6. \(a) Regularly and directly assist a proprietor or managerial employee in the management of the establishment or subdivision thereof in which he or she is employed; or (b) execute, under general supervision, work along specialized or technical lines requiring special training, experience, or knowledge; or (c) execute, under general supervision, special assignments and tasks; and 7. Do not devote more than twenty percent (20%) of their hours worked in a workweek to activities which are not directly and 4. Kasambahay and persons in the personal service of another; 5. Workers who are paid by results, including those who are paid on piece rate, takay, pakyaw, or task basis, and other non-time work, if their output rates are in accordance with the standards prescribed in the regulations, or where such rates have been fixed by the Secretary of Labor and Employment; and 6. Field personnel, if they regularly perform their duties away from the principal or branch office or place of business of the employer and whose actual hours of work in the field cannot be determined with reasonable certainty. C. ### Special Days 7. []{#_bookmark35.anchor}Special (Non-Working) Days +-----------------------------------+-----------------------------------+ | Additional Special (Non-Working) | | | Day | | +===================================+===================================+ | EDSA People Power Revolution | | | | | | Anniversary | | +-----------------------------------+-----------------------------------+ | Black Saturday | | +-----------------------------------+-----------------------------------+ | Ninoy Aquino Day | | +-----------------------------------+-----------------------------------+ | All Saints' Day | | +-----------------------------------+-----------------------------------+ | Additional Special (Non-Working) | | | Day | | +-----------------------------------+-----------------------------------+ | Feast of the Immaculate | | | Conception | | | | | | of Mary | | +-----------------------------------+-----------------------------------+ | Last Day of the Year | | +-----------------------------------+-----------------------------------+ 8. []{#_bookmark36.anchor}Special (Working) Days ### Premium Pay Rates 1. For work performed on rest days or on special days: Plus 30% of the daily basic wage of 100% or a total of 130%. -- -- -- -- -- -- 2. For work performed on a rest day which is also a special day: Plus 50% of the daily basic wage of 100% or a total of 150%. -- -- -- -- -- -- 3. For work performed on a regular holiday which is also the employee's rest day (not applicable to employees who are not covered by the holiday pay rule): Plus 30% of the regular holiday rate of 200% based on his/her daily basic wage rate or a total of 260%. -- -- -- -- -- -- 4 = OVERTIME PAY ------------ ### Definition ### Coverage ### Overtime Pay Rates 1. For work in excess of eight (8) hours performed on ordinary working days: Plus 25% of the hourly rate. -- -- -- -- -- -- 2. For work in excess of eight (8) hours performed on a scheduled rest day or a special day: Plus 30% of the hourly rate on said days. -- -- -- -- -- -- 3. For work in excess of eight (8) hours performed on a special day which falls on a scheduled rest day: Plus 30% of the hourly rate on said days. -- -- -- -- -- -- 4. For work in excess of eight (8) hours performed on a regular holiday: Plus 30% of the hourly rate on said days. -- -- -- -- -- -- 5. For work in excess of eight (8) hours performed on a regular holiday which falls on a scheduled rest day: Plus 30% of the hourly rate on said days. -- -- -- -- -- -- ### Stipulated Overtime Rates 5 = NIGHT SHIFT DIFFERENTIAL ------------------------ ### Definition ### Coverage 1. Government employees, whether employed by the National Government or any of its political subdivisions, including those employed in government-owned and/or controlled corporations with original charters or created under special laws; 2. Those of retail and service establishments regularly employing not more than five (5) workers; 3. Kasambahay and persons in the personal service of another; 4. Managerial employees, if they meet all of the following conditions: 1. Their primary duty is to manage the establishment in which they are employed or of a department or subdivision thereof; 2. They customarily and regularly direct the work of two or more employees therein; and 3. They have the authority to hire or fire other employees of lower rank; or their suggestions and recommendations as to hiring, firing, and promotion, or any other change of status of other employees are given particular weight. 5. Officers or members of a managerial staff, if they perform the following duties and responsibilities: 4. Primarily perform work directly related to management policies of their employer; 5. Customarily and regularly exercise discretion and independent judgment; 6. \(a) Regularly and directly assist a proprietor or managerial employee in the management of the establishment or subdivision thereof in which he or she is employed; or (b) execute, under general supervision, work along specialized or technical lines requiring special training, experience, or knowledge; or (c) execute, under general supervision, special assignments and tasks; and 7. Do not devote more than twenty percent (20%) of their hours worked in a workweek to activities which are not directly and closely related to the performance of the work described in paragraphs 5.1, 5.2, and 5.3 above; and 6. Field personnel and those whose time and performance are unsupervised by the employer. ### Night Shift Differential Rate -- -- -- -- -- -- ### Guide Computations for Holiday Pay, Premium Pay, Overtime Pay, and Night Shift Differential +-----------------------------------+-----------------------------------+ | Ordinary day | | +-----------------------------------+-----------------------------------+ | Sunday or rest day | | +-----------------------------------+-----------------------------------+ | Special (non-working) day | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | Double special (non-working) days | | +-----------------------------------+-----------------------------------+ | Double special (non-working) days | | +-----------------------------------+-----------------------------------+ | Regular holiday | | +-----------------------------------+-----------------------------------+ | Regular holiday falling on rest | | | day | | +-----------------------------------+-----------------------------------+ | Double holiday | | +-----------------------------------+-----------------------------------+ | Double holiday falling on rest | | | day | | +-----------------------------------+-----------------------------------+ | Ordinary day, night shift | | +-----------------------------------+-----------------------------------+ | Rest day, night shift | | +-----------------------------------+-----------------------------------+ | Special (non-working) day, night | | | shift | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | Regular holiday, night shift | | +-----------------------------------+-----------------------------------+ +-----------------------------------+-----------------------------------+ | Regular holiday, rest day, night | | | shift | | +===================================+===================================+ | Double holiday, night shift | | +-----------------------------------+-----------------------------------+ | Double holiday, rest day, night | | | shift | | +-----------------------------------+-----------------------------------+ | Ordinary day, overtime (OT) | | +-----------------------------------+-----------------------------------+ | Rest day, OT | | +-----------------------------------+-----------------------------------+ | Special (non-working), OT | | +-----------------------------------+-----------------------------------+ | Special (non-working) day, rest | | | day, OT | | +-----------------------------------+-----------------------------------+ | Double special (non-working) | | | days, | | +-----------------------------------+-----------------------------------+ | Regular holiday, OT | | +-----------------------------------+-----------------------------------+ | Regular holiday, rest day, OT | | +-----------------------------------+-----------------------------------+ | Double holiday, OT | | +-----------------------------------+-----------------------------------+ | Double holiday, rest day, OT | | +-----------------------------------+-----------------------------------+ | Ordinary day, night shift, OT | | +-----------------------------------+-----------------------------------+ | Rest day, night shift, OT | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | Regular holiday, night shift, OT | | +-----------------------------------+-----------------------------------+ | Reg. holiday, rest day, night | | | shift, OT | | +-----------------------------------+-----------------------------------+ | Double holiday, night shift, OT | | +-----------------------------------+-----------------------------------+ | Double holiday, rest day, night | | | shift, OT | | +-----------------------------------+-----------------------------------+ 6 = SERVICE CHARGES --------------- ### Definition ### Coverage ### Distribution of Service Chargesq ### Frequency of Distribution ### Increase in Minimum Wage 7 = SERVICE INCENTIVE LEAVE ----------------------- ### Definition ### Coverage 1. Government employees, whether employed by the National Government or any of its political subdivisions, including those employed in government-owned and/or controlled corporations with original charters or created under special laws; 2. Persons in the personal service of another; 3. Managerial employees, if they meet all of the following conditions: 1. Their primary duty is to manage the establishment in which they are employed or of a department or subdivision thereof; 2. They customarily and regularly direct the work of two or more employees therein; and 3. They have the authority to hire or fire other employees of lower rank; or their suggestions and recommendations as to hiring, firing, and promotion, or any other change of status of other employees are given particular weight. 4. Officers or members of a managerial staff, if they perform the following duties and responsibilities: 4. Primarily perform work directly related to management policies of their employer; 5. Customarily and regularly exercise discretion and independent judgment; 6. \(a) Regularly and directly assist a proprietor or managerial employee in the management of the establishment or subdivision thereof in which he or she is employed; or (b) execute, under general supervision, work along specialized or technical lines requiring special training, experience, or knowledge; or (c) execute, under general supervision, special assignments and tasks; and 7. Do not devote more than twenty percent (20%) of their hours worked in a workweek to activities which are not directly and closely related to the performance of the work described in paragraphs 4.1, 4.2, and 4.3 above; 5. Field personnel and those whose time and performance is unsupervised by the employer; 6. Those already enjoying this benefit; 7. Those enjoying vacation leave with pay of at least five (5) days; and 8. Those employed in establishments regularly employing less than ten ### Meaning of "one year of service" ### Conversion +-----------------------------------+-----------------------------------+ | SIL earned as of 31 December 2022 | 5.000 days | +===================================+===================================+ | Proportionate SIL for January and | 0.833 day | | February 2023 | | | | | | (2/12) x 5 days | | +-----------------------------------+-----------------------------------+ | Total accrued SIL as of 1 March | 5.833 days | | 2023 | | +-----------------------------------+-----------------------------------+ 8 = MATERNITY LEAVE --------------- ### Definition ### Coverage ### Duration ### Conditions for Entitlement ### Frequency of Availment 9 = PATERNITY LEAVE --------------- ### Definition ### Coverage ### Duration a. If the existing paternity leave benefit is greater than the benefit herein provided, the greater benefit shall prevail; and b. If the existing paternity leave is less than that provided herein, such existing benefit shall be adjusted to the extent of the difference. ### Conditions for Entitlement 1. He is an employee at the time of delivery of his child; 2. He is cohabiting with his spouse at the time that she gives birth or suffers a miscarriage; 3. He has applied for paternity leave with his employer within a reasonable period of time from the expected date of delivery by his pregnant spouse, or within such period as may be provided by company rules and regulations or by collective bargaining agreement, provided that prior application for leave shall not be required in case of miscarriage; and 4. His wife has given birth or suffered a miscarriage. ### Frequency of Availment 10 == PARENTAL LEAVE FOR SOLO PARENTS ------------------------------- ### Definition ### Coverage 1. A parent who provides sole parental care and support of the child or children due to -- a. Birth as a consequence of rape, even without final conviction: *Provided*, That the mother has the sole parental care and support of the child or children: *Provided*, further, That the solo parent under this category may still be considered a solo parent under any of the categories in this section; b. Death of the spouse; c. Detention of the spouse for at least three (3) months or service of sentence for a criminal conviction; d. Physical or mental incapacity of the spouse as certified by a public or private medical practitioner; e. Legal separation or de facto separation for at least six (6) months, and the solo parent is entrusted with the sole parental care and support of the child or children; f. Declaration of nullity or annulment of marriage, as decreed by a court recognized by law, or due to divorce, subject to existing laws, and the solo parent is entrusted with the sole parental care and support of the child or children; or g. Abandonment by the spouse for at least six (6) months; 2. Spouse or any family member of an Overseas Filipino Worker (OFW), or the guardian of the child or children of an OFW: *Provided*, That the said OFW belongs to the low/semi-skilled worker category and is away from the Philippines for an uninterrupted period of twelve (12) months: *Provided*, further, That the OFW, his or her spouse, family 3. Unmarried mother or father who keeps and rears the child or children; 4. Any legal guardian, adoptive or foster parent who solely provides parental care and support to a child or children; 5. Any relative within the fourth (4th) civil degree of consanguinity or affinity of the parent or legal guardian who assumes parental care and support of the child or children as a result of the death, abandonment, disappearance or absence of the parents or solo parent for at least six 6. A pregnant woman who provides sole parental care and support to the unborn child or children. ### Duration ### Conditions for Entitlement 7. They have rendered at least six (6) months of service, whether continuous or broken, at the time of the effectivity of RA 11861y; 8. They have notified their employer of the availment thereof within a reasonable time; and 9. They have presented a valid Solo Parent Identification Card (SPIC). ### Frequency of Availment 11 == LEAVE FOR VICTIMS OF VIOLENCE AGAINST WOMEN AND THEIR CHILDREN (VAWC) --------------------------------------------------------------------- ### Definition ### Coverage ### Duration ### Conditions for Entitlement ### Frequency of Availment 12 == SPECIAL LEAVE FOR WOMEN ----------------------- ### Definition ### Coverage ### Duration D. ### Conditions for Entitlementcc 1. She has rendered at least six (6) months continuous aggregate employment service for the last twelve (12) months prior to surgery; 2. She has filed an application for special leave with her employer within a reasonable period of time from the expected date of surgery or within such period as may be provided by company rules and regulations or collective bargaining agreement; and 3. She has undergone surgery due to gynecological disorders as certified by a competent physician. E. ### Frequency of Availment 13 == THIRTEENTH-MONTH PAYdd ---------------------- ### Definition ### Coverage 1. The government and any of its political subdivisions, including government-owned and controlled corporations, except those corporations operating essentially as private subsidiaries of the government; 2. Employers who are already paying their employees a thirteenth- month pay or more in a calendar year or its equivalentee at the time of the issuance of PD 851; 3. Employers of household helpers and persons in the personal service of another in relation to such workers; and 4. Employers of those who are paid on purely commission, boundary, or task basis, and those who are paid a fixed amount for performing specific work, irrespective of the time consumed in the performance thereof, except where the workers who are paid on piece-rate basis in which case the employer shall grant them thirteenth-month pay to such workers.ff ### Amount ### Computation #### Illustration: January ₱ 14,867.50 ---------- -- ------------- February 14,867.50 March 14,867.50 April 14,867.50 May 14,867.50 June 14,867.50 July 15,389.17 August 15,910.83 9,810.83 -- -- ----------- 15,910.83 15,300.83 15,910.83 ### Time of Payment F. ### Thirteenth-Month Pay for Certain Types of Employees 5. Employees who are paid on piecework basis are entitled to the thirteenth-month pay. 6. Employees who are paid a fixed or guaranteed wage plus commission are also entitled to the thirteenth-month pay, based on their earnings during the calendar year (i.e., on both their fixed or guaranteed wage and commission). 7. Employees with multiple employers. ### Thirteenth-Month Pay of Resigned or Separated Employee ### Thirteenth-Month Pay of Female Employee who is on Maternity Leavehh ### Non-inclusion in Regular Wage ### Coverage from Income Tax of Thirteenth-Month Pay and Other Benefitsii a. Thirteenth-month pay equivalent to the mandatory one (1) month basic salary of official and employees of the government (whether national or local), including government-owned or controlled corporations, and/or private offices received after the twelfth month pay; and b. Other benefits such as Christmas bonus, productivity incentives, loyalty award, gift in cash or in kind, and other benefits of similar nature actually received by officials and employees of both government and private offices, including the Additional Compensation Allowance (ACA) granted and paid to all officials and employees of the National Government Agencies (NGAs) including State Universities and Colleges (SUCs), Government-Owned and/or Controlled Corporations (GOCCs), Government Financial Institutions (GFIs) and Local Government Units (LGUs). ### No Exemption or Deferment ### Report of Compliance 8. Name of establishment 9. Address 10. Principal product of business 11. Total employment 12. Total number of workers benefitted 13. Amount granted per employee 14. Total amount of benefits granted 15. Name, position and telephone number of person giving information 14 == SEPARATION PAY -------------- ### Definition ### Coverage C. ### Amount 1. One-Half (1/2) Month Pay per Year of Service a. Retrenchment to prevent losses (*i.e.*, reduction of personnel effected by management to prevent losses); b. Closure or cessation of operation of an establishment not due to serious losses or financial reverses; c. When the employee is suffering from a disease not curable within a period of six (6) months and his/her continued employment is prejudicial to his/her health or to the health of his/her co-employees; d. Lack of service assignment of security guard for a continuous period of six (6) months;kk and e. Lack of service assignment of a worker in a contracting or subcontracting arrangement for a continuous period of three (3) 2. One-Month Pay per Year of Service f. Installation by employer of labor-saving devices; g. Redundancy, as when the position of the employee has been found to be excessive or unnecessary in the operation of the enterprise; h. Impossible reinstatement of the employee to his or her former position or to a substantially equivalent position for reasons not attributable to the fault of the employer, as when the reinstatement ordered by a competent authority cannot be implemented due to closure or cessation of operations of the establishment/employer, or the position to which he or she is to be reinstated no longer exists and there is no substantially equivalent position in the establishment to which he or she can be assigned;mm and i. Lack of service assignment of security guard by reason of age.nn ### Computation ### Notice of Terminationpp ### Coverage from Income Tax of Separation Pay 15 == RETIREMENT PAY -------------- ### Definition ### Coverage 1. Government employees; and 2. Employees of retail, service and agricultural establishments/ operations regularly employing not more than ten (10) employees. ### Amount ### Computation 3. Fifteen (15) days salary based on the latest salary rate; 4. Cash equivalent of five (5) days of service incentive leave; and 5. One-twelfth (1/12) or 2.5 daystt of the thirteenth-month pay. #### Formula: ### Retirement Benefit under a Collective Bargaining Agreement or Applicable Contract ### Retirement Benefit of Workers who are Paid by Results ### Retirement Benefit of Part-time Workers ### Retirement Benefit of Underground or Surface Mine Employees under Republic Act No. 8558, as amended by Republic Act No. 10757ww ### Retirement Benefit of Racehorse Jockeys ### Other Benefits upon Retirement ### Coverage from Income Tax of Retirement Pay 16 == EMPLOYEES' COMPENSATION PROGRAM ------------------------------- ### Employees' Compensation Program ### Coverage 1. Private sector workers who are compulsory members of the Social Security System (SSS) including sea-based Overseas Filipino Workers (OFWs) and kasambahays. Employees shall be covered starting on the first day of their employment. 2. Government sector employees who are mandatory members of the Government Service Insurance System (GSIS), including uniformed personnel from the Armed Forces of the Philippines, Philippine National Police (PNP), Bureau of Jail and Management Penology (BJMP), Bureau of Fire Protection (BFP), and Philippine Coast Guard (PCG). 3. Active self-employed members of the SSS.yy ### Conditions of Compensability 4. Compensable Diseases a. There must be a direct connection between the offending agent or event and the worker based on epidemiologic criteria and occupational risk (e.g., healthcare workers, screening and contact tracing teams, etc.); b. The tasks assigned to the worker would require frequent face-to- face and close proximity interactions with the public or with confirmed cases for healthcare workers; c. Transmission occurred in the workplace; or d. Transmission occurred while commuting to and from work. 5. Compensable Injuries e. at the workplace; f. while performing official functions; g. outside of the workplace, but performing an order/ instruction of the employer; h. when going to or coming home from work; while ministering to i. while in a company shuttle bus; or j. during a company sponsored activity. 1. Intoxication; 2. Willful intention to injure or kill himself or another; or 3. Notorious negligence. ### Benefits 6. **Sickness/disability benefits** -- Under the ECP, it is the disability, or the incapacity to work, which is being compensated and not the illness or the injury. There are three types of loss of income benefit, namely: k. **Temporary total disability (TTD)** -- For a disability that prevents an employee from performing his work for a continuous period not exceeding 120 days. The amount of daily income benefit shall be ninety percent (90%) of the employee's average daily salary credit as determined by the Systems. l. **Permanent total disability (PTD)** -- A monthly income benefit granted for disabilities, such as, but not limited to, complete loss of sight of both eyes, loss and function loss of both limbs, and brain injury resulting to imbecility or insanity. The amount of monthly income benefit for PTD shall be determined by the Systems based on the average monthly salary credit or average monthly compensation (AMSC/AMC). m. **Permanent partial disability (PPD)** -- A monthly income benefit is granted for disabilities that result in physical loss (amputation) or functional loss of a body part. The number of monthly pensions is based on the corresponding body part loss or functional loss, as provided under Article 193 of PD No. 626, as amended, and EC schedule of compensation. 7. **Medical benefits** -- It includes reimbursement of the cost of medicines for the illness or injury, payment to providers of medical care, hospital care, surgical expenses, and the costs of rehabilitation appliances and supplies. The medical services are limited to ward services of hospitals duly accredited by the Department of Health (DOH). 8. **Carers' allowance** -- A supplemental pension of P1,000/month is provided to pensioners under the ECP who suffer from work- connected PPD and PTD. 9. **Rehabilitation services/KaGabay Program (Katulong at Gabay sa Manggagawang May Kapansanan)** -- Provision of remedial treatment, vocational assessment and preparation which is designed to meet the individual needs of each handicapped employee to restore him to suitable employment and to help each person with work-related disability (PWRD) to develop his/her mental, vocational or social potential. Availed directly at ECC once employee has an approved EC claim from the Systems. n. Medical-surgical management; o. Hospitalization; p. Necessary appliances and supplies; q. Physical restoration; r. Psychosocial counseling; s. Psychiatric evaluation; t. Skills training; u. Entrepreneur training; v. Hearing impairment evaluation; w. Visual impairment evaluation; and x. Job referral. 10. **Death benefit** -- The beneficiaries of the deceased employee are entitled to an income benefit if the employee died as a result of a work-related injury or sickness. They shall receive an income benefit paid at the beginning of the month of death of the member and will continue for as long as they are entitled thereto. 11. **Funeral benefit** -- An amount of ₽30,000 may be granted for the private and public sectors upon the death of an employee who died as a result of a work-related accident or disease. 1. Sickness/disability benefit; 2. Medical benefit; 3. Death benefit; and 4. Funeral benefit. ### Notification and Filing of Claims ### Contributionzz -- -- -- -- 17 == PHILHEALTH BENEFITS ------------------- ### National Health Insurance Program ### Coverage C. **Benefitsaaa** 1. Inpatient Benefits 2. Outpatient Benefits 3. Z Benefits 4. SDG Related D. ### Contributionbbb -- -- -- -- -- -- -- -- 1. Employees with formal employment; 2. Kasambahays; 3. Self-earning individuals and professional practitioners; 4. Overseas Filipino Workers; 5. Filipinos living abroad and those with dual citizenship; 6. Lifetime members; and 7. All Filipinos aged 21 years and above with capacity to pay. 18 == SOCIAL SECURITY BENEFITS ------------------------ ### Social Security Benefits ### Coverage ### Benefits 1. **Sickness** -- a daily cash allowance paid for the number of days a member is unable to work due to sickness or injury. 2. **Maternity** -- a daily cash allowance granted to a female who is unable to work due to childbirth or miscarriage/emergency termination of pregnancy (ETP). 3. **Retirement** -- a cash benefit granted---either as a monthly pension or a lump sum amount---to a member who can no longer work due to old age. 4. **Disability** -- a cash benefit granted---either as a monthly pension or a lump sum amount---to a member who becomes permanently disabled, either partially or totally. 5. **Death** -- a cash benefit granted---either as a monthly pension or a lump sum amount---to the beneficiaries of a deceased member or pensioner. 6. **Funeral** -- a cash benefit given to whomever paid for the burial expenses of the deceased member or pensioner. 7. **Unemployment**ddd -- a cash benefit granted to eligible employees -- including househelpers and OFWs -- who were involuntarily unemployed or separated from employment. ### Contribution 19 == PAG-IBIG BENEFITS ----------------- ### Home Development Mutual Fund ### Coverage ### Programs and Benefits 1. #### Provident Savings a. **Pag-IBIG Regular Savings** -- The Pag-IBIG Regular Savings, or the monthly mandatory membership savings, is a savings facility that gives members high annual dividend earnings. Members who are formally employed contribute a minimum of P100 from their monthly income, while their employers also match their contributions with a share of P100. Self-employed members can contribute for as low as P100 per month. Members can withdraw their Pag-IBIG Savings and its dividend earnings upon retirement, or after 20 years, or equivalent to 240 monthly contributions. b. **Modified Pag-IBIG 2 (MP2) Savings** -- A special voluntary savings facility that is open to all active Pag-IBIG Members who wish to save more and earn higher dividends, in addition to their Pag-IBIG Regular Savings. The MP2 Savings is an easy and flexible savings program with a 5-year maturity period. Members can start saving for as low as P500 per remittance, making it more accessible. The dividends earned in the MP2 Savings are tax-free and can be withdrawn annually or after the 5-year maturity period. 2. #### Short-Term Loans c. **Pag-IBIG Multi-Purpose Loan** -- An affordable and easily accessible cash loan program offered by Pag-IBIG Fund. Qualified members can borrow up to 80% of their total Pag-IBIG Regular Savings, which includes their monthly contributions, employer\'s contributions, and accumulated dividends earned. The loan proceeds can be used to pay for tuition fees, medical expenses, minor home improvements, travel, or even as a capital for a small business. The loan is payable in 24 or 36 monthly installments at a low interest rate of 10.5% per year. d. **Pag-IBIG Calamity Loan** -- The Pag-IBIG Calamity Loan aims to provide immediate financial assistance to Pag-IBIG members who have been affected by calamities and are residing in areas declared under a State of Calamity. Eligible members may borrow up to 80% of their total Pag-IBIG Savings, which consist of their monthly contributions, the counterpart employer's contributions, and accumulated dividends earned. Pag-IBIG Calamity Loan is offered at a rate of 5.95% per annum, the lowest rate in the market and is payable over a period of up to three years, with a grace period of three months. 3. #### Home Financing e. **Retail** i. **Pag-IBIG Housing Loan** -- Allows Pag-IBIG members to borrow up to P6 million at low interest rates with borrower- friendly terms, and a maximum repayment period of up to 30 years. ii. **Pag-IBIG Affordable Housing Loan for Minimum-Wage Earners** -- Designed for minimum-wage and low-income members who earn up to P15,000 a month within the National Capital Region (NCR), and earn up to P12,000 per month outside the NCR. Under the loan program, Pag-IBIG Fund offers a subsidized rate of of 3% per annum for home loans up to P580,000 in socialized subdivision projects and special low rates for home loans of up to P750,000 for socialized condominium projects. iii. **Pag-IBIG Home Equity Appreciation Loan (HEAL)** -- A low- interest loan available to all members with updated payments for their Pag-IBIG Housing Loan. With the Pag-IBIG HEAL, eligible members can borrow an amount based on the net value of their mortgaged property with Pag-IBIG Fund to help them fund their life goals -- such as to renovate their homes, buy a car or purchase furniture and appliances. iv. **Pag-IBIG Home Saver Programs** -- Provides options to Pag- IBIG Housing Loan borrowers who have missed payments to update their accounts and save their homes from foreclosure. f. #### Institutional v. **Direct Developmental Loan \[DDL\]** -- Provides loan financing for property/real-estate developers/proponents to develop residential subdivisions or medium-rise residential buildings, and housing units eligible for mortgage financing under Pag- IBIG Housing Loan. vi. **Direct Developmental Loan Program for the Pambansang Pabahay Para sa Pilipino Housing (4PH) Program \[DDLP- 4PH\]** -- Encourages public-private partnership by providing access to affordable financing mechanism for property developers, Local Government Units (LGUs), contractors, and joint venture entities for the development of residential subdivision/condominium housing projects, and construction of housing units. Aims to support the national government and the Department of Human Settlements and Urban Development (DHSUD) to reduce the 6 million housing backlog of the country. vii. **Rental Housing Construction Loan \[RHCL\]** -- A financing facility which may be used to fund the site development and construction of residential units meant for rental housing, which may include staff houses, dormitories, and other similar dwellings. This program is open to employers, whether private or from the government sector. 4. #### Other Programs and Benefits g. **Pag-IBIG Loyalty Card Plus** -- The Pag-IBIG Loyalty Card Plus is a discounts and rewards card that allows members to enjoy exclusive offers from more than 380 Loyalty Card partner- establishments nationwide. Members can get discounts and reward points on their grocery purchases, furniture upgrades, tuition fees, hospital bills, fuel expenses, and many more. The Loyalty Card Plus can also be used as a Savings Account, and a means for members to receive their savings claims and loan proceeds more conveniently. h. **Virtual Pag-IBIG for Members** -- An online platform that allows members to access Pag-IBIG services 24/7, anytime, anywhere. It also includes a 24/7 chat service where members can go to for their inquiries and concerns. i. **Virtual Pag-IBIG for Developers** -- An online facility that aids partner-developers in evaluating borrowers' eligibility. Through the Virtual Pag-IBIG for Developers, Pag-IBIG Fund is able to digitize and expedite housing loan applications. j. **Virtual Pag-IBIG for Employers** -- The Virtual Pag-IBIG for Employers is an online facility that allows employers to enjoy Pag- IBIG Fund services for their businesses and employees safely and conveniently. k. **Virtual Pag-IBIG Mobile App** -- The official mobile application of Pag-IBIG Fund that aims to bring its services closer to the members. With just a few taps on their smartphone and with the internet, members can conveniently access Pag-IBIG Fund's services, such as keeping track of their savings and loan records, and online payments for their dues. ### Membership Contribution -- -- -- -- -- -- DIRECTORY OF DOLE REGIONAL OFFICES ---------------------------------- +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ |  (083) | | | 826-1237; (083) 228-2190; | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ | | | +-----------------------------------+-----------------------------------+ DIRECTORY OF DOLE-NCR FIELD OFFICES ----------------------------------- -- -- -- -- The BWC ------- ### Vision ### Mission - To formulate policies and initiate legislations on labor standards, based on relevant information culled from monitoring, consultations, networking, and researches. - To standardize the use of enforcement instruments and to clothe the inspectorate system with strong enforcement authority to ensure compliance with laws and regulations. - To develop and sustain the capability of enterprises toward self- management of safety and health in workplaces, thus, upholding the principle of shared responsibility between workers and employers. - To enhance the capability of small enterprises in implementing practical and efficient methods of improving working conditions and productivity. - To inform and advise the public on labor standards, including occupational safety and health, and on innovative work practices or arrangements.