Professional Documents
Culture Documents
Purpose
Regulate labor-capital or employer-employee relations hi p,
purs uant to the police power of the State and in accordance
wi th the cons ti tuti ona l pol i cy of s oci a l jus ti ce.
Labor Statutes:
1. La bor s tanda rd l a ws thos e tha t provi de for the pa y a nd
other l egal benefi ts to whi ch the worker, whi l e a t work, i s
enti tl ed to recei ve from hi s empl oyer.
Ex. Mi ni mum ra tes of pa y
2. Wel fare legislation those that require payment of benefi t s
of government a gencies to the worker or his family when a nd
whi le he ca nnot work, by reason of s i cknes s , di s a bi l i ty, ol d
a ge, dea th a nd s i mi l a r ha za rds . Ex. SSS La w
3. La bor relations laws those i ntended to stabilize the relations
of employees and their employers, adjust differences between
them thru collective barga i ni ng, a nd s ettl e l a bor di s putes
through conciliation, mediation and arbitration. Ex. Book V, LC
Labor relations laws and labor standards laws mutually exclusive?
No. LR provi des for ri ghts a nd procedures by whi ch workers ma y be
a bl e to obtain from thei r empl oyers benefi ts whi ch a re over a nd
a bove the minimum terms and conditions of employment set by labor
s ta nda rd l a ws .
Social Legislation
La ws passed by the State to promote publ i c wel fa re. Even
when there i s no empl oyer-empl oyee rel a ti ons hi p. Ex.
Agra ri a n reform l a ws
Labor and Social Legislation
Ena cted pursuant to police power of state promote order,
s a fety, hea l th, mora l s a nd genera l wel fa re of s oci ety.
Not vi ol ative of due proces s a nd freedom to contra ct of
empl oyers, resisting the expansi on of the s oci a l ri ghts of
empl oyees a nd workers i s es s enti a l l y ca pi ta l i s ti c,
cons erva ti ve, rea cti ona ry a nd s el fi s h.
Employer
One for whom employe es work in considera ti on of wa ges
or s a l a ri es . Na tura l or Juri di ca l pers on.
Employee
One who works for a n empl oyer; a pers on worki ng for
s a lary or wa ges; a ny person i n the servi ce of a nother under
a contra ct for hi re, expres s or i mpl i ed, ora l or wri tten.
Al wa ys a na tura l pers on.
Employee-Employer Relationship
Contractual in character; by a greement.
Code. Mus t conform to the terms and s ta nda rds pres cri bed i n the
s ta tute. (Art5) Rulemaking is not Lawmaking.
Application to employment contracts already existing at the time of
enactment of LC. remedial i n character, otherwise, i t wi l l be s el fdefea ti ng.
Main Objectives of Labor Code (accdg. to Pres. Marcos who
promulgated LC)
1. Industrial Pea ce ba s ed on s oci a l jus ti ce a nd ma xi mum
protecti on of the ri ghts of l a bor
2. Industrial Development based on trisectoral cooperation of
l a bor, ma na gement a nd government
3. Promoti on of i nteres ts a nd wel fa re of l a bor
Basic Policy of State (in labor code)
Article 3
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.
5.
6.
Probationary Employment
Tempora ry empl oyment s ta tus . Empl oyee termi na bl e
a nyti me as long as such termi na ti on i s ma de before the
expi ra ti on of the 6-month proba ti ona ry peri od.
May only be terminated if:
1. For a jus t ca us e
2. When the empl oyee fa i l s to qua l i fy a s a regul a r
empl oyee i n a ccordance with the reasonable standards
ma de known to him by the employer a t the start of his
empl oyment.
Power to terminate subject to following conditions:
1. Exerci s ed in accordance with specific requirements of
the contra ct
2. Di s satisfaction on the pa rt of the empl oyer mus t be
rea l and in good faith, not prejudicial s o a s to vi ol a te
the contra ct or the l a w
3. There mus t be no unl a wful di s cri mi na ti on i n the
di s mi s s a l .
Burden of proof wi th the empl oyer.
Managerial, Supervisory and Rank-and-file Employees
Managerial
Supervisory
Rank-and-File
On who i s vested Thos e, who i n the Al l other employees.
with powers
or i nteres t of the
prerogatives to l a y empl oyer, effectively
down a nd execute recommend
s uch
ma nagement policies ma nagerial a ctions i f
a nd/or hire, tra nsfer, the exercise of s uch
s us pend, l a y-off, a uthori ty i s not
Ha s no ri ght to s el forga ni za ti on
for
purpos es
of
col l ective bargaining.
merel y routi na ry or
cl eri cal i n nature but
requi res the s ue of
i ndependent
judgment.
Ha s ri ght.
Ha s ri ght.
2.
3.
80% ba s i c s a l a ry
70% ba s i c s a l a ry
70% ba s i c s a l a ry
50% ba s i c s a l a ry
50% ba s i c s a l a ry
50% ba s i c s a l a ry
Prohibited practices
Arti cl e 34 of the LC
Illegal recruitment considered a crime of economic sabotage
When commi tted by a s yndi ca te or i n a l a rge s ca l e.
By a s yndi ca te i f: ca rri ed out by a group of 3 or more
pers ons conspiring or confedera ti ng wi th one a nother i n
ca rryi ng out any unlawful or i llegal tra nsaction, enterpri s e
or s cheme defi ned i n Art38.
In a La rge Scale if: committed a ga i ns t 3 or more pers ons
i ndi vi dua l l y or a s a group.
Illegal recruitment as a criminal offense
(1) offender non-l i cens ee or non-hol der of a uthori ty to
l a wful l y enga ge i n the recrui tment a nd pl a cement of
workers ; a nd (2) offender underta kes a ny recrui tment
a cti vi ty defi ned i n Art 13b of LC.
Purpose of surety bond required of recruitment agencies by the LC
(Art. 31): Protecti on of Filipino ci tizens who a re engaged i n overs ea s
empl oyment by forei gn corpora ti ons . If ri ghts vi ol a ted, recours e
woul d s ti l l be a va i l a bl e to them.
Duration of License to recruit
Va l i d for 4 yea rs from da te of i s s ua nce unl es s s ooner
ca ncelled, revoked or s uspended for vi olation of applicabl e
Phi l ippine La w, rules a nd regulations a nd other perti nent
i s s ua nces or i ts i mpl ementi ng rul es a nd regul a ti ons .
(Sec6Rul eIIPa rtIi , IRR)
Transferability of license or authority
Not a l l owed.
Enforcement of monetary award of the POEA
Ini tially enforced a gainst the cas h a nd s urety bonds fi l ed
wi th the POEA.
Appeal bond required in ca se of a ppea l to further i ns ure
pa yment of the monetary a ward in fa vor of the empl o yee.
Amount of indemnity in case of pretermination of the employment
contract of the OFW
Ful l reimbursement of placement fee wi th i nteres t a t 12%
per a nnum pl us s a l a ri es for unexpi red porti on of hi s
empl oyment contract or for 3 months for every yea r of th e
unexpi red term.
Employment of Aliens
Not prohi bi ted
Prohi bi ted onl y by Anti -Dummy La w (CA 108 a a PD 715)
when the empl oyment of a l i ens i n es ta bl i s hements or
enti ties which ha ve under thei r na me or control a ri ght,
fra nchise, privilege, property, or bus i nes s the exerci s e or
enjoyment of whi ch i s expres s l y res erved by the
Cons ti tution or the laws to ci tizens of the Philippi nes or to
corpora tions or a ssociations a t lea s t 60% of the ca pi ta l i s
owned by s uch ci ti zens (na ti ona l i zed a cti vi ti es ).
By the employer
(a ) Ha bi tua l a bs enteei s m i n on -the-job tra i ni ng a nd rel a ted
theoreti ca l i ns tructi ons ;
(b) Wi llful disobedience of company rul es or i nsubordination to lawful
order of a s uperi or;
(c) Poor phys ical condition, permanent disability or prolonged i llnes s
whi ch i nca pa ci ta tes the a pprenti ce from worki ng;
(d) Theft or ma l i ci ous des tructi on of compa ny property a nd/or
equi pment;
(e) Poor efficiency or performance on the job or i n the cl assroom for a
prol onged period despite wa rnings duly given to the apprenti ce; a nd
(f) Enga ging in vi olence or other forms of gross misconduct inside the
empl oyer's premi s es .
By the apprentice
(a ) Subs ta nda rd or del eteri ous worki ng condi ti ons wi thi n the
empl oyer's premi s es :
(b) Repea ted vi ol a ti ons by the empl oyer of the terms of the
a pprenti ces hi p a greement;
(c) Cruel or i nhuman treatment by the employer or his subordina tes ;
(d) Pers onal problems which i n the opinion of the a pprenti ce s ha l l
prevent hi m from a s a ti s fa ctory performa nce of hi s job; a nd
(e) Ba d hea l th or conti nui ng i l l nes s .
Hours of work of apprentice: s ha l l not exceed the ma x number of
hours of work prescribed by l aw, if any, for a worker of hi s a ge a nd
s ex.
Entitlement to increase: Increase based on graduated scale of wages
i ncl uded in the written program in the apprenticeship a greement. If
there i s increase i n statutory minimum wage, change s hall l ikewise be
ma de i n the wa ges of a pprenti ces .
Obligation of employer to employ after apprenticeship period:
None. Unles s , a pprenti ces hi p a greement s ti pul a tes otherwi s e.
Learners
Pers ons hired as trainees i n semi-skilled a nd other i ndus tri a l
occupa tions which are non-apprenticiable and whi ch ma y be
l earned through practical tra ining on the job in relatively sh ort
peri od of time whi ch s ha l l not exceed 3 months (Art73,LC)
Neces s a ry to prevent curta i l ment of empl oyment
opportunities a nd the empl oyment does not crea te unfa i r
competition i n terms of labor costs or impair or l ower working
s ta nda rds .
Mus t be a pproved by TESDA.
Apprenticeship
Learnership
Handicapped Workers
Thos e whose earning ca pacity is i mpaired by a ge or physical
or menta l defi ci ency or i njury.
One whose e fficiency or quality of work i s i mpa i red by hi s
di s a bi l i ty i n rel a ti on to the work performed.
Chapters: Asuncion 1-14, Ortiguerra 15, 18-21, Punzalan 16, Piccio 17
Premium Pay
Addi ti ona l compens a ti on for
work rendered by the empl oyee
on da ys normally he s houl d not
be worki ng s uch a s s peci a l
hol i da ys or res t da ys . Pa y for
exces s of 8hours on s uch da ys
cons i dered overti me pa y.
Hours Worked
Compensable hours worked i ncludes: (a ) a ll ti me during which
a n employee is required to be on duty or to be a t a pres cri bed
workpl a ce, a nd (b) a l l ti me duri ng whi ch a n empl oyee i s
s uffered or permi tted to work. (Art.84)
Res t periods of s hort duration during working hours s ha l l be
counted a s hours worked.
General Principles Sec 4 Rul e I Book 3 IRR
(a ) Al l hours are hours worked which the employee is required to give
hi s employer, regardless of whether or not s uch hours a re s pent i n
producti ve l a bor or i nvol ve phys i ca l or menta l exerti on.
(b) An employee need not l eave the premi s es of the work pl a ce i n
order tha t his rest period s hall not be counted, it bei ng enough tha t
he s tops working, may rest completely a nd may l eave his work pla ce,
to go el sewhere, whether within or outside the premises of hi s work
pl a ce.
(c) If the work performed wa s neces s a ry, or i t benefi ted the
empl oyer, or the employee could not abandon his work a t the end of
hi s normal working hours because he had no repl a cement, a l l ti me
s pent for s uch work shall be considered as hours worked, i f the work
wa s with the knowledge of his empl oyer or i mmedi a te s upervi s or.
(d) The ti me duri ng whi ch a n empl oyee i s i na cti ve by rea s on of
i nterruptions i n his work beyond hi s control s ha l l be cons i dered
worki ng ti me ei ther i f the i mmi nence of the res umpti on of work
requi res the empl oyee's pres ence a t the pl a ce of work or i f the
i nterval is too brief to be uti l i zed effecti vel y a nd ga i nful l y i n the
empl oyee's own i nteres t.
Waiting Time Sec 5 Rul e I Book III, IRR
(a ) Wa iting time spent by a n employee shall be considered as working
ti me i f waiting i s a n i ntegra l pa rt of hi s work or th e empl oyee i s
requi red or enga ged by the empl oyer to wa i t.
(b) An employee who is required to remain on call i n the empl oyer's
premi ses or s o cl ose thereto that he ca nnot use the ti me effecti vel y
a nd gainfully for his own purpos e s ha l l be cons i dered a s wo rki ng
4.
10
11
CHAPTER VI WAGES
Wage
a . i t i s the remuneration or earnings, however designated, for work
done or to be done or for s ervi ces rendered or to be rendered;
b. i t i s ca pable of being expressed i n terms of money, whether fixed
or a s certained on a time, task, piece, or commiss i on ba s i s , or other
method of ca l cul a ti ng the s a me;
c. i t i s payable by a n employer to a n employee under a wri tten or
unwri tten contract of employment for work done or to be done, or
for s ervi ces rendered or to be rendered; a nd
d. i t i ncludes the fair and reasonable value, as determi ned by the
Secreta ry of La bor a nd Empl oyment, of boa rd, l odgi ng, or other
fa ci lities customarily furni s hed by the empl oyer to the empl oyee.
Fair and reasonable value s ha l l not i ncl ude a ny profi t to the
empl oyer, or to a ny pers on a ffi l i a ted wi th the empl oyer.
Salary
-
Basic Salary
Ra e of pa y for a s ta nda rd work peri od excus i ve of s uch
a ddi ti ona l pa yment a s bonus es a nd overti me.
Gratuity pay gi ven to a benefi ci a ry for the pa s t s ervi ce or fa vor
gi ven purel y out of the generos i ty of the gi ver.
Salary pa yment for a ctua l work rendered.
A fair days wage for a fair days labor
Unl ess s pecifically required by law, contract or establ i s hed
pol icy, the employer is not bound to pay wages to a worker
who ha s nt actually rendered a ny s ervice. Absent or only for
a porti on of the da y.
However, if employee is a ble, willing a nd ready to work but
wa s illegally l ocked out, s uspended or dismissed or illega l l y
prevented from worki ng, empl oyer l i a bl e to pa y.
Purpose of Fixing Minimum Wage
12
Facilities
Items of neces s a ry expens e
necessary for the l a borers a nd
hi s fa mi l ys exi s tence a nd
s ubs i s tence.
Pa rt of wa ges a nd a re thus
deductible therefrom if they a re
not furni s hed.
Task Work
Empha si s i s on the ta s k i ts el f;
pa yment i s not reckoned i n
terms of the unit produced, but
i n terms of compl eti on of the
work.
13
Job
Lega l l y recogni zed
Contra ctor has substantial capital
a nd i nves tment i n the form of
equipment, ma chi nery nd work
premi s es
Empl oyee a re i ts own.
14
15
16
2.
Chi l d 15, below 18 8 hours /da y,ma x40 hours /week; not
a l l owed to work between 10 pm to 6 a m.
17
18
Sickness
i l lness definitely a ccepted as an occupational disease lis ted
by the Commi ssion or a ny i llness ca us ed by empl oyment,
s ubject to proof tha t the ri s k of contra cti ng the s a me i s
i ncrea s ed by worki ng condi ti ons .
Occupational Disease
one which develops as a result of hazards peculiar to certain
occupa tions, due to toxi c s ubs ta nces (a s i n the orga ni c
s ol vents i ndustry), ra diation (a s i n tel evi s i on repa i rmen)
repea ted mecha ni ca l i njury, emoti ona l s tra i n, etc.
Jus ti fi ca ti on: every pl a nt of the s a me i ndus try i s a l i ke
cons tantly exposed to the danger of contracting a particular
occupa ti ona l di s ea s e.
Q: Ma y a di s ea s e not l i s ted wi th the Empl oyees Compens a ti on
Commi s s i on a s a n occupa ti ona l di s ea s e be compens a bl e?
A: Yes , a s long as it ca n be established that the ri sk of contracting the
s a me i s i ncrea s ed by worki ng condi ti ons .
Theory of Increased Risk
- The ri s k of contra cti ng the i l l nes s i s i ncrea s ed by worki ng
condi ti ons .
- Requirement: Rea s ona bl e work-connecti on; Proba bi l i ty not
certa i nty.
Chapters: Asuncion 1-14, Ortiguerra 15, 18-21, Punzalan 16, Piccio 17
19
Notorious Negligence
Is equivalent to gross negligence; i t i s s omethi ng more tha n
ca rel essness or lack of foresight; it falls under the designati on
of evi dent a nd manifest negligence; i t signifies a deliberate act
of the empl oyee to di s rega rd hi s own pers ona l s a fety.
Benefits Payable
- Pri ma ry - Enti tled to a monthly i ncome benefit. Secondary monthly
benefit not to exceed 60 months and shall not be l es s tha n P15,000.
(Rul e XV of the ECC Rul es )
Medical Benefits
Art. 185. Medical services. Immediately after a n employee contra cts
s i ckness or sustains an i njury, he s ha l l be provi ded by the Sys tem
duri ng the subsequent peri od of hi s di s a bi l i ty wi th s uch medi ca l
s ervi ces and appliances as the na ture of hi s s i cknes s or i njury a nd
progres s of hi s recovery ma y requi re, s ubject to the expens e
l i mi ta ti on pres cri bed by the Commi s s i on.
Art. 190. Rehabilitation services.
a . The Sys tem shall, as s oon as practicable, establis h a conti nui ng
progra m, for the rehabilitation of i njured a nd ha ndi ca pped
empl oyees who shall be entitled to reha bi l i ta ti on s ervi ces ,
whi ch shall consist of medical, s urgical or hospital trea tment,
i ncl uding a ppliances if they ha ve been ha ndi ca pped by the
i njury, to hel p them become phys i ca l l y i ndependent.
b. As s oon a s pra cti ca bl e, the Sys tem s ha l l es ta bl i s h centers
equi pped a nd s ta ffed to provi de a ba l a nced progra m of
remedial treatment, vocational assessment a nd prepa ra ti on
des igned to meet the i ndividual needs of ea ch ha ndi ca pped
empl oyee to restore him to suitable empl oyment, i ncl udi ng
a s s i s ta nce a s ma y be wi thi n i ts res ources , to hel p ea ch
reha bi l i tee to devel op hi s menta l , voca ti ona l or s oci a l
potenti a l .
Beneficiaries
Chapters: Asuncion 1-14, Ortiguerra 15, 18-21, Punzalan 16, Piccio 17
20
Perma nen
t
tota l
di s a bi l i ty
Perma nen
t
tota l
di s a bi l i ty
Daily
Income
Benefit
Number of
Days
90%
of
a vera ge
da i ly salary;
not
l es s
tha n P10
nor more
tha n P90
120 da ys
except
where
i njury or
s i cknes s
s ti l l
requi res
medi ca l
a ttendance
beyond 120
da ys but
not
to
exceed 240
from ons et
of
di s a bi l i ty.
Monthl y
i ncome
benefi t
gua ra nteed
for 5 yea rs
a nd s ha l l
be
s us pended
if
the
empl oyee
i s gainful l y
empl oyed
or recovers
from hi s
perma nent
tota l
di s a bi l i ty,
or fa i l s to
pres ent
hi msel f for
exa minatio
n a t l ea s t
once a year
noti ce by
the Sys tem,
except a s
otherwi s e
provi ded.
Amount
equa l to
monthl y
i ncome
benefi ts ,
pl us 10%
thereof for
ea ch
dependent
chi l d but
not
exceeding 5
from the
younges t
wi thout
s ubstitution
.
Equa l
to
perma nent
tota l
di s a bi l i ty.
No. of Months
One thumb
One index finger
One middle finger
One ring finger
One little finger
One big toe
One toe
One arm
One hand
One foot
One leg
One ear
Both ears
Hearing of one ear
Hearing of both ears
Sight of one eye -
10
8
6
5
3
6
3
50
39
31
46
10
20
10
50
25
21
judgments, final orders or resolutions of or a uthorized by a ny qua s i judi ci a l a gency i n the exerci s e of i ts qua s i -judi ci a l functi ons .
Section 2. Cases not covered. Thi s Rul e s ha l l not a ppl y to
judgments or fi na l orders i s s ued under the La bor Code of the
Phi l i ppi nes . (n)
Section 3. Where to appeal. An a ppea l under thi s Rul e ma y be
ta ken to the Court of Appeals within the peri od a nd i n the ma nner
herein provided, whether the appeal i nvol ves ques ti ons of fa ct, of
l a w, or mi xed ques ti ons of fa ct a nd l a w. (n)
Section 4. Period of appeal. The a ppea l s ha l l be ta ken wi thi n
fi fteen (15) days from notice of the award, judgment, fi na l order or
res olution, or from the date of its last publi ca ti on, i f publ i ca ti on i s
requi red by l aw for i ts effecti vi ty, or of the deni a l of peti ti oner's
moti on for new trial or reconsideration duly filed in a ccorda nce wi th
the governing law of the court or agency a quo. Onl y one (1) moti on
for reconsideration shall be allowed. Upon proper moti on a nd the
pa yment of the full a mount of the docket fee before the expiration of
the regl ementa ry peri od, the Court of Appea l s ma y gra nt a n
a dditional period of fifteen (15) da ys onl y wi thi n whi ch to fi l e the
peti tion for review. No further extension s hall be gra nted except for
the mos t compelling reas on a nd i n no ca s e to exceed fi fteen (15)
da ys . (n)
22
Workers As s oci a ti on
a n a ssociation of workers for the mutual a id and protection of its
members or for a ny l egitima te purpos e other tha n col l ecti ve
ba rga i ni ng. (IR)
Sec. 4. Thi s EO s hall not apply to the members of the AFP, i ncl udi ng
pol i ce offi cers , pol i cemen, fi remen a nd ja i l gua rds .
Managerial and Supervisory Personnel
Managerial a re not eligibl e to joi n, a s s i s t or form a ny LO. (A245)
Supervisory ma y joi n, assist or form LO of their own but not eligible
for members hi p i n a l a bor orga ni za ti on of the ra nk -a nd fi l e
empl oyees .
Independent Union
l a bor organization operating at the enterprise level whose l ega l
pers ona l i ty i s deri ved through a n i ndependent a cti on for
regi s tra ti on pres cri bed under Art. 234, LC. (IR)
Chartered Local
La bor orga ni za ti on i n the pri va te s ector opera ti ng a t the
enterprise l evel tha t a cqui red l ega l pers ona l i ty through the
i s suance of a charter certificate by a duly registered federa ti on
or na ti ona l uni on, a nd reported to the Regi ona l Offi ce (IR)
Affiliate
refers to an independent uni on a ffi l i a ted wi th a federa ti on,
na ti onal union or a chartered l oca l , whi ch wa s s ubs equentl y
gra nted i ndependent registration but did not disaffiliate from its
federation, reported to the Regi ona l Offi ce a nd the Burea u.
National Union/Federation
a group of legitimate labor unions i n a pri va te es ta bl i s hment
orga nized for collective bargaining or for dealing with employees
concerni ng terms a nd condi ti ons of empl oyment for thei r
member unions or for participating in the formulation of s oci a l
empl oyment policies, standards a nd programs, regi s tered wi th
the Burea u (IR).
Who are entitled to exercise right to self-organization
Art. 243. Coverage and employees right to self-organization.
1. Al l pers ons empl oyed i n commerci a l , i ndus tri a l a nd
a gri cultural enterprises a nd i n religious, charitable, medical, or
educa ti ona l i ns ti tuti ons , s ha l l ha ve the ri ght to s el f orga nization and to form, join, or a ssist labor organizations of
thei r own choos i ng for purpos es of col l ecti ve ba rga i ni ng.
2. Ambul ant, intermittent and itinerant workers, self-empl oyed
peopl e, rura l workers a nd thos e wi thout a ny defi ni te
empl oyers may form labor organizations for their mutua l a i d
a nd protection. (As a mended by Ba tas Pa mba ns a Bi l a ng 70,
Ma y 1, 1980)
Government Employees
Sec. 8, Art. III a nd Sec. 2 (5), Art. Ix-b of the Cons ti tuti on.
EO 180:
Sec. 2. Al l govt empl oyees ca n form, joi n or a s s i s t empl oyees
orga ni za ti ons of thei r own choos i ng for the furthera nce a nd
protecti on of their interests. They ca n a lso form, i n conjuncti on wi th
a ppropriate govt authorities, labor-management commi ttees , work
counci ls a nd other forms of workers participation schemes to achieve
the s a me objecti ves .
Sec. 3. Hi gh-l evel empl oyees whos e functi ons a re norma l l y
cons idered as policy-making or managerial or whose duties are highly
confi dential in nature shall not be eligible to join the organi za ti on of
ra nk-a nd-fi l e govt empl oyees .
Managerial
- ves ted with powers of
preroga ti ves to l a y
down a nd execute
ma nagement pol i ci es
a nd/or hi re, tra ns fer,
s us pend, lay-off, recall,
di s cha rge, a s s i gn or
di s cipline empl oyees .
Supervisory
- thos e, who, i n the
i nteres t
of
the
empl oyer, effecti vel y
recommend
s uch
ma nagement actions i f
the exerci s e of s uch
a uthority is not merel y
routi nary or cl eri ca l i n
na ture but requires the
us e of i ndependent
judgment.
23
24
25
1.
2.
3.
26
certa i nly require its members not to a ffiliate with any other
l a bor union a nd to consider i ts infringement as a reasonable
ca us e for separation. (Ang Tibay). Right to s elf-preservation.
Donations, Assistance, etc. given by foreign individuals, orgs and
entities for support of trade union activities
La bor orgs, employers or employers orgs cannot receive directly
or i ndirectly a ny donations, grants or other forms of a s s i s ta nce
gi ven by foreign i ndividual, organization or enti ty i n rel a ti on to
or i n s upport of tra de union activities wi thout prior permi s s i on
from the DOLE (A270).
Industrial Peace res pons i bi l i ty of both empl oyer a nd l a bor
orga ni za ti on
Labor Management Committees ma y be formed vol unta ri l y by
workers a nd employers for the purpose of promoting i ndustrial peace
(A277 (h), LC)
Visitorial Power of Secretary of Labor and Employment
ART. 274. Visitorial power. - The Secretary of La bor a nd Empl oyment
or hi s duly a uthorized representative is hereby empowered to i nquire
i nto the fi nancial a ctivities of legitimate labor organizations upon the
fi l ing of a complaint under oath and dul y s upported by the wri tten
cons ent of a t least twenty percent (20%) of the total members hi p of
the l a bor organi za ti on concerned a nd to exa mi ne thei r books of
a ccounts a nd other records to determi ne compl i a nce or non compl iance with the l aw a nd to prosecute any vi ol a ti ons of the l a w
a nd the union constitution and by-laws: Provi ded, Tha t s uch i nqui ry
or exa mi na ti on s ha l l not be conducted duri ng the s i xty (60) -da y
freedom period nor within the thirty (30) da ys i mmediately preceding
the da te of election of union offi ci a l s . (As a mended by Secti on 31,
Republ i c Act No. 6715, Ma rch 21, 1989).
Inter-union and Intra-union Conflicts Art. 226 provi des tha t BLR
a nd the La bor Relations Divisions i n the regional office ha ve ori gi na l
a nd excl us i ve juri s di cti on
GR: Rul e on exha us ti on of a dmi ni s tra ti ve remedi es .
XPN:
1. Vi ol a ti on of due proces s
2. No cha rge pri or to i ndefi ni te s us pens i on.
Powers of Bureau of Labor Relations
1. Ma y exerci s e vi s i tori a l power i n A274 i f the ma tters of
exa mination of uni on a ccounts i s endors ed to ti by the
DOLE Secreta ry.
2. Independent of delegation, BLR can conduct examination of
uni on accounts under Sec 16, Cha pter 4, Ti tle VII, Book IV of
Admi n Code s et policies, s tandards and procedures on the
exa mi na ti on of fi na nci a l records of a ccounts of l a bor
orga ni za ti ons .
3. Art.226 of LC, a l lows BLR to decide intra-union disputes.(ex.
Exa mi na ti on of the fi na nci a l records of the uni on)
Authority of BLR over union litigation expenses
Cl othed wi th a uthori ty to rul e, motu propi o, on the
propri ety of liti ga ti on expens es a l l eged l y i ncurred by a
uni on.
Procedure for registration of unions of government employees
Chapters: Asuncion 1-14, Ortiguerra 15, 18-21, Punzalan 16, Piccio 17
27
3.
28
Geogra phi ca l
Craft
Ba rga i ni ng
uni t
compos ed
of
empl oyees of the
compa ny wi th the
s a me occupa ti on. Ex.
Pi l ots ,
ground
pers onnel
Occupa ti ona l
Jurisprudence:
+ Non-a cademic personnel have different i nteres ts wi th a ca demi c
pers onnel of school. Thus, not one a ppropriate orga ni za ti ona l uni t.
(UP vs . Ca l l eja , 1992)
+ One company engaged in business of poul try ra i s i ng, pi ggery a nd
a gri culture and opera ti ng s uperma rkets . Agri cul tura l empl oyees
Chapters: Asuncion 1-14, Ortiguerra 15, 18-21, Punzalan 16, Piccio 17
29
30
CBA
Pres uppos es
the
exi s tence of s uch
rel a ti ons hi p
Between employer and
a
uni on
in
repres enta ti on of a
group of workers .
Conti nues
to
be
bi ndi ng a nd effecti ve
a s l ong as no new CBA
i s entered i nto
Important Aims of CB
a . to es ta blish i ndustrial peace by a nabling ca pital and labor to
res olve their disputes a nd controversies on terms mutua l l y
a ccepta bl e a nd s a ti s fa ctory to thems el ves .
b. To enhance industrial efficiency through s peedy resol uti on
of l a bor disputes concerning the fi xi ng of wa ges , worki ng
hours and other terms and conditions of empl oyment, the
execution of contracts incorporating such agreements, a nd
the a djus tment or s ettl ement of a ny gri eva nce a ri s i ng
thereunder.
c. To es tablish benefits for l abor higher or greater than thos e
fi xed by l a w.
Various Aspects of CB
a . duty of the pa rti es to ba rga i n, negoti a te on propos a l s
concerni ng wa ges , worki ng hours a nd other terms a nd
condi ti ons of empl oyment;
b. duty of the pa rties to a dhere to the statutory s ta nda rds of
good fa i th, promptnes s a nd expedi ti ous a cti ons ;
c. duty to refra in from unilateral changes concerning ma tters
s ubject to ba rga i ni ng; a nd
d. In ca s e there is an existing coll ecti ve contra ct, the duty to
a dhere faithfully to i ts terms a nd not termi na te or modi fy
the s a me duri ng i ts peri od of effecti vi ty.
31
Multi-employer Bargaining
Sec5-7, Rul e XVI, Book V, IR, a s a mended by DO 40-03
Effect of vi ol a ti on of duty to ba rga i n
Cons ti tutes unfa i r l a bor pra cti ce on the pa rt of the
empl oyer (A248 (g)) or the labor organiza ti on s el ected a s
repres enta ti ve of the empl oyees (A249(c))
Collective Bargaining is a Continuous Process
CB does not end wi th the executi on of a col l ecti ve
ba rgaining a greement. Also i ncludes grieva nce procedure.
(Republ i c Sa vi ngs Ba nk v. CIR, 1967)
Usual Provisions, Stipulations, or clauses in a CBA
1. Defi ni ti on of Ba rga i ni ng Uni t
2. Uni on Security Cl ause i ntended to maintai n the s trength
of the union during the life of the agreementand safegua rd
i t a gainst the perfidy or fi ckleness of its own members a nd
i ncurs i ons of empl oyer.
3. Check-off Provi s i on deducti on of wa ges
4. Ma na gement Preroga ti ves Cl a us e ri ghts of compa ny
5. Economic Benefits i ncrea s es , va ca ti on a nd s i ck l ea ves
6. Provi s i on on Admi ni s tra ti on of Agreement
7. Vol unta ry Arbi tra ti on Cl a us e (A260)
8. No Stri ke-No Lockout Cl a us e duri ng the term of CBA
9. Compl etenes s of Agreement
10. Provi s ions on Family Pl anning, Pa rticipati on i n s ports , etc.
11. Provi s i on a ga i ns t drug us e i n workpl a ce
12. Dura ti on of Agreement
Closed shop Agreement Agreement whereby empl oyer bi nds
hi mself to hire onl y me mbers of the contra cti ng uni on who mus t
conti nue to remain members of the union i n good s ta ndi ng for the
dura tion of the agreement as a condition for continued employment.
(Art. 248 (e))
Union Shop Agreement One whereby the employer is permitted to
empl oy a non-union worker, but to retain empl oyment s uch worker
mus t become a union member a fter s ome period a nd ma i nta i n hi s
members hi p therei n i n good s ta ndi ng for the dura ti on of the
a greement.
Ma i ntenance of membership clause does not requi re non members to join the union but provides that those who do joi n mos t
ma i ntain their membership for the dura ti on of the uni on contra ct,
under the pena l ty of di s cha rge.
Members hi p
condi ti on
is
a
for
a nd
Closed-Shop
Empl oyer ca nt hi re
worker who i s not a
member
of
the
contra cti ng uni on
empl oyment
retenti on
Union-shop
Empl oyer ma y hi re
worker who i s not a
member, but employee
mus t
become
a
member a fter
Members hi p i s a
condi tion for retention
32
Lockout
temporary refusal of an employer to furnish work as a result
of a n i ndus tri a l or l a bor di s pute.
33
Deadlock in Bargaining
a ri s es when there i s a n i mpa s s e whi ch pres uppos es
rea s onable effort a t good faith bargai ni ng whi ch, des pi te
nobl e intentions, does not conclude i n agreement between
the pa rti es .
+ Thus , no deadlock if employer refuses to bargain i n th e fi rs t pl a ce
Requisites of Lawful Strike or Lockout
1. mus t be based on serious or s ubstantial grounds i nvol vi ng
ba rgaining deadlock a nd/or ULP a nd theses ha ve not been
brought to vol unta ry or compul s ory a rbi tra ti on.
2. Noti ce of strike or l ockout, as the case may be, must be filed
wi th the NCMB a t least 30 days (bargaining deadlocks) or 15
da ys (ULP) before the i ntended da te thereof.
3. Noti ce of s tri ke mus t be fi l ed by the certi fi ed or dul y
recognized bargaining rep but i n ca s es of ULP a nd i n the
a bs ence of a dul y certi fi ed or recogni zed ba rga i ni ng
representative, the notice may be filed by a ny LLO i n behalf
of i ts members .
4. deci sion to s trike mus t be a pproved by a ma jori ty of the
tota l union membership in the bargai ni ng uni t concerned
obta ined by s ecret ballot i n meetings or referenda; a nd the
deci sion to declare a l ockout must be approved by a ma j of
the board of directors of the employer corporation or of the
pa rtners i n a partners hi p obta i ned by s ecret ba l l ot i n a
meeti ng ca l l ed for the purpos e.
5. A report of the s trike must be filed with the NCMB a t least 7
da ys before the i ntended s tri ke or l ockout.
6. the cooling off period of 30 da ys and 15 days has lapsed and
the di spute remains unsettled despite efforts a t medi a ti on
a nd conciliation. XPN: i n union busting, 15 day period does
not a ppl y. Uni on ma y ta ke a cti on i mmedi a tel y.
7. Uni on declaring the strike or the empl oyer decl a ri ng the
l ockout must have been complied with i ts duty to ba rga i n
col l ecti vel y.
8. the s tri ke mus t be s ta ged a nd conducted by pea ceful
mea ns .
Importance of Strike Voting and Prior Notice of the date to the
NCMB
Noti ce - To give NCMB a chance to s upervise the s trike vote
i f i t deci des to exerci s e power of s upervi s i on
Noti ce - To allow NCMB to conduct conference to expl ore
pos s i bi l i ti es of a mi ca bl e s ettl ement
Stri ke Vote to ensure that the decisi on to s tri ke broa dl y
res ts with the majority of the uni on members i n genera l
a nd not wi th a mere mi nori ty, a nd a t the s a me ti me
di s coura ge wi l dca t s tri kes , uni on bos s i s m a nd even
corrupti on.
Cool i ng-off peri od des i gned to a fford pa rti es the
opportuni ty to a mi ca bl y res ol ve the di s pute wi th the
a s s i s ta nce of the NCMB conci l i a tor/medi a tor.
7-da y Stri ke Ban i ntended to give the DOLE a n opportunity
to veri fy whether the projected s tri ke rea l l y ca rri es the
i mpri ma tur of the ma jori ty of the uni on members .
34
+ Ins ubordination by empl oyees of offi cers orders not i l l ega l a ct.
Chapters: Asuncion 1-14, Ortiguerra 15, 18-21, Punzalan 16, Piccio 17
35
36
3.
37
Wildcat Strike
Stri ke not a uthorized by the union representing the strikers
Sympathy Strike
A Stri ke by body of workers for the purpose of s upporting a
ca us e of a nother group of s tri kers .
Prohibition against the use of police or armed escorts during strike
Art 264 (d) No public offi ci a l or empl oyee, i ncl udi ng offi cers a nd
pers onnel of the New Armed Forces of the Phi l i ppi nes or the
Integrated National Police, or a rmed person, s hall bring i n, i ntroduce
or es cort i n a ny ma nner, a ny i ndivi dual who seeks to replace s tri kers
i n entering or l eavi ng the premises of a strike a rea, or work i n place of
the s tri kers. The police force shall keep out of the picket lines unl es s
a ctua l vi olence or other criminal a cts occur therei n: Provi ded, Tha t
nothi ng herein shall be interpreted to prevent any public officer from
ta ki ng any measure necessary to maintain pea ce a nd order, protect
l i fe a nd property, a nd/or enforce the l a w a nd l ega l order.
+ An employer who knowi ngl y rea dmi ts to work the s tri kers who
commi tted illega l a cts duri ng the s tri ke, ma y no l onger s eek the
di s missal of the employee by rea s on of s uch a cts . Condona ti on of
i l l ega l a cts .
Strikers entitled to backwages during period of strike
- GR: No ba ckwages, employer should get equivalent da y of work for
wha t he pa ys hi s empl oyees .
- XPN: When strikers a bandon s trike a nd a pply for reinstatement a nd
empl oyer refus es to rei ns ta te or i mpos es new condi ti ons for
rei ns ta tement whi ch cons ti tute ULP.
Jurisprudential Exceptions
6. empl oyees i l l ega l l y l ocked out
7. when employer i s guil ty of the gros s es t form of
ULP
8. When there i s discri mi na ti on i n the rehi ri ng of
s tri kers
9. when workers who s ta ged a vol unta ry ULP
offered to return to work unconditionally but the
empl oyer refus ed to rei ns ta te them (Phi l .
Di a mond Hotel v. Ma ni l a Di a mond Hotel
Empl oyees Uni on, 2006)
+ Empl oyees who are unable to work by reason of a l ockout va l i dl y
decl ared by employer NOT entitled to wa ges corres pondi ng to the
peri od of the l ockout. No work-no pa y.
+ No Work-No Pa y. A fa i r da ys wa ge for a fa i r da ys l a bor.
Q: Ma y empl oyees of the government go on strike and may the latter
decl a re a l ockout?
A: No. They a re governed by Ci vi l Servi ce La ws (Art. 276, LC)
Right of govt employees to strike under the 1987 Constitution
Sec 3 Art XIII. Recognizes ri ght to organize but s i l ent on the ri ght to
s tri ke.
Chapters: Asuncion 1-14, Ortiguerra 15, 18-21, Punzalan 16, Piccio 17
38
2.
3.
4.
5.
6.
7.
8.
9.
39
5.
6.
40
41
Backwages
- To rel i eve the
empl oyee of l os s of
ea rni ngs tha t he
s uffered duri ng the
peri od between hi s
di s mi s s a l a nd hi s
rei ns ta tement.
- a form of rel i ef ha t
res tores i ncome tha t
wa s lost by rea s on of
unl a wful di s mi s s a l
42
43
+ Pendi ng the res ol uti on of the ca s e by the l a bor a rbi ter, the
di s missed EE may be ordered rei ns ta ted, i f there i s a pri ma fa ci e
fi nding by the a ppropriate official of DOLE that the termi na ti on ma y
ca us e a s erious labor dispute or a n i mplementation of a mass l a y off.
+ Empl oyer ha s the burden of provi ng the exi s tence of va l i d or
a uthori zed ca us e.
CONSTRUCTIVE DISMISSALS:
a . EE qui ts work due to ERs unreasona bl e, humi l i a ti ng a nd
demeaning a ctua ti ons whi ch rendered conti nued work
i mpossible is deemed to have been illegally dismissed, w/o
di mi nuti ons of s a l a ry.
b. mea ns qui tti ng beca us e conti nued empl oyment i s
i mpos s i bl e, unrea s ona bl e or unl i kel y, a s a n offer i n
di mi nuti on i n ra nk a nd i n pa y
c. i s a n i nvoluntary resignation resorted to when continued
empl oyment rendered i mpos s i bl e.
d. Tra ns fer a mounts to cons tructi ve di s mi s s a l when i t i s
UNREASONABLE, UNLIKELY, INCONVINIENT, IMPOSSIBLE
AND PRJUDICIAL TO THE EMPLOYEE
Elements of DISOBEDIENCE or INSUBORDINATION:
1. EEs conduct mus t ha ve been wi l ful a nd i ntenti ona l ,
wi l fulness being a wrongful a nd pervers e menta l a tti tude
2. The rul es instructions must be rea s ona bl e, l a wful , ma de
known to the EE a nd perta i n to the duti es whi ch he ha s
been enga ged to di s cha rge
GROSS NEGLIGENCE a s a ground for di s mi s s a l : negl i gence
cha ra cterized by wa nt of even the slight ca re, acting or omitting to act
i n a s ituation where there is duty to a ct, not i nadvertently but wilfully
a nd i ntentionally wi th a conscious indifference to consequences as far
a s other pers ons ma y be a ffected.
LOSS OF CONFIDENCE a s a ground for dismissal- a va lid ground, proof
beyond reasonable doubt i s not required to dismiss him i n his charge.
It i s s uffi ci ent i f there i s s ome ba s i s for the l os s of confi dence.
Requi s i tes :
1. Shoul d not be s i mul a ted
2. s hould not be used as a subterfuge for i llegal or unjusti fi ed
ca us es
3. s houl d not be a rbi tra ry a nd a s s erted i n the fa ce of
overwhel mi ng evi dence to the contra ry
4. mus t be genuine a nd not a mere a fterthought to jus ti fy
ea rl i er a cti on ta ken In ba d fa i th
+ LOC a pplicable only to those EEs who enjoy s ome degree of trus t
a nd confidence of the Er a s that i s one of the rea s ons why he wa s
empl oyed i n the fi rs t pl a ce.
CHAPTER 17 REMEDIES
Art. 217. La bor Arbiters s hall have original and exclusi ve juri s di cti on
to hea r a nd decide wi thin thirty (30) working days a fter submission of
the ca s e by the parties for decision without extension the fol l owi ng
ca s es i nvolvi ng workers, whether a gri cul tura l or non -a gri cul tura l :
1. Unfa i r l a bor pra cti ce (ULP) ca s es ;
2. Termi na ti on di s putes ;
44
4.
5.
6.
May lack of jurisdiction of the Labor Arbiter be raised for the first
time on appeal?
YES. Juri s diction over the subject matter is conferred by l aw. Es toppel
does not apply to confer jurisdiction to a tri bunal that has none over a
ca us e of action. The defense may be i nterposed at a ny ti me, even on
a ppeal, or even a fter final judgment. (Uni on Motors Corp. vs . NLRC,
September 16, 1999)
NO. Whi l e jurisdiction may be a ssailed at a ny s ta ge, a pa rtys a cti ve
pa rti cipation i n the proceedings before a court wi thout juri s di cti on
wi l l estop such party from assailing lack of i t. (Ilocos Sur Electric Coop.
vs . NLRC, Februa ry 1, 1995)
NO. Where a party has voluntarily s ubmitted to the jurisdiction of the
court or tri buna l , he ca nnot l a ter on, i f he gets a n unfa vora bl e
judgment, adopt a n i ncons i s tent pos ture a nd a tta ck the l a tters
juri s di cti on. (Ti ja m vs . Si bongha noy, Augus t 18, 1988)
However, where the tribunal has not yet decided the case, a party can
s ti ll raise the issue of lack of jurisdiction. (Vargas vs . Akai Phi l s ., Dec.
14, 1987)
The La bor Arbiter ca nnot a cquire jurisdiction over the pers on of the
res pondent without the l atter bei ng s erved wi th s ummons . In the
a bs ence of servi ce of s ummons or a va lid waive thereof, the hearings
a nd judgment rendered by the La bor Arbi ter a re nul l a nd voi d .
The La bor Arbiter has no juri s di cti on over a compl a i nt for i l l ega l
di s mi s s a l fi l ed a ga i ns t a bra nch, a gency, s ubdi vi s i on a nd
i ns trumentality of the government, i ncluding GOCCs . It falls under the
juri s diction of the Ci vi l Servi ce Commi s s i on (CSC). However, onl y
GOCCs wi th ori gi na l cha rters a re embra ced i n the ci vi l s ervi ce.
45
46
there was a one day delay i n the filing of the a ppeal occasi oned by a
typhoon, the a ppea l ma y s ti l l be a l l owed.
Even where the reglementary period for filing an appeal ha s a l rea dy
l a ps ed, a peti ti on for rel i ef fi l ed by the workers ma y s ti l l be
entertained in order to prevent depri va ti on of benefi ts whi ch a re
ri ghtful l y due them.
The l aw does not provide that payment of the appeal fee is necessa ry
for the perfection of the a ppeal. Failure to pay the a ppeal fee docket
i s not fatal. As a matter of fact, Art. 277 (d) provi des tha t no docket
fee s ha l l be a s s es s ed i n l a bor s ta nda rd di s putes .
The l egal effect of failure of the a ppel l a nt to furni s h a copy of hi s
memorandum appeal to the adverse party i s a mere formal lapse a nd
a n excusable neglect. It does not jus ti fy di s mi s s a l of the a ppea l .
General Rule: The perfection of an appeal i n the manner a nd wi thi n
the peri od pres cri bed by l a w s houl d not onl y be cons i dered
ma nda tory but juri s di cti ona l .
Excepti on: When there is a n a cceptable reason to excus e ta rdi nes s .
1. funda menta l cons i dera ti ons of s ubs ta nti a l jus ti ce
2. prevention of miscarriage of justice or of unjust enrichment
3. s pecial ci rcumstances of the ca se combined wi th i ts l ega l
meri ts
4. l a bor a rbi ters l a ck of juri s di cti on i s pa l pa bl y cl ea r
Is the order of reinstatement of a labor a rbiter s tayed by a n a ppea l ?
NO. The rei ns ta tement a s pect of the deci s i on i s i mmedi a tel y
executory. The employee s hall either be a dmitted back to work or a t
the option of employer merely reinstated i n the payroll. The pos ti ng
of a bond s ha l l not s ta y the executi on for rei ns ta tement.
How i s an a ppeal by a n employer from a monetary a ward by the labor
a rbi ter perfected?
Upon the posting of a ca s h or s urety bond i s s ued by a reputa bl e
bonding company duly accredited by the Commission in the a mount
equivalent to the monetary a ward i n the judgment a ppea l ed from.
The fi ling of a motion to reduce bond shall not stop the running of the
peri od to perfect a ppea l .
When i s pos ti ng of the bond not neces s a ry?
If the moneta ry a wa rd cons i s ts s ol el y or mora l a nd exempl a ry
da ma ges .
Where the a ppellant employer is prepared to accept and comply with
the moneta ry a wa rds .
Ma y the pos ting of a bond i n order to perfect an appeal be dispensed
wi th?
YES, i f the a ppellant is i nsolvent or a di s mi s s a l of thei r a ppea l for
fa i l ure to pos t a bond wi l l be ta nta mount to vi ol a ti on of the
cons titutional guaranty that free access to courts s hall not be deni ed
to a ny pers on by rea s on of poverty.
Does the a mount of the bond i ncl ude the a wa rd for mora l a nd
exempl a ry da mma ges a nd a ttorneys fees ? NO.
Genera l Rul e: A pa rty who ha s not a ppea l ed i s not enti tl ed to
a ffi rmative relief other than the ones gra nted i n the deci s i on of the
court bel ow.
Excepti on: Errors may be considered, a l though una s s i gned, i f they
i nvol ve:
Chapters: Asuncion 1-14, Ortiguerra 15, 18-21, Punzalan 16, Piccio 17
47
4.
5.
La bor Arbi ter Aquino found that PAL i llegally dismissed Sings on.
PAL a ppealed Aquinos decision to the NLRC. Mea nwhile, Aquino
wa s a ppoi nted the pres i di ng commi s s i oner of the s econd
di vi sion of the NLRC. The s econd division acted on PALs appea l ,
revers ing the decision of then La bor Arbiter Aquino. Is the NLRC
deci s i on revers i ng the l a bor a rbi ters deci s i on va l i d?
NO. There was a deni a l of due proces s when Commi s s i oner
Aqui no participated in reviewing his own deci s i on a s a former
l a bor a rbi ter. Li ti ga nts a re enti tl ed to a revi ew of three
commi ssioners who are impartial from the s ta rt of the revi ew
proces s . Commi s s i oner Aqui no ca n ha rdl y be cons i dered
i mpartial since he was the a rbiter who decided the ca s e under
revi ew.
Is the NLRC or a Labor Arbiter empowered to conduct a n ocul a r
i ns pecti on?
YES. Under Art. 219, a t a nyti me during worki ng hours a nd a s k
a ny empl oyee or a ny pers on for a ny i nforma ti on or da ta
concerning any matter relative to the object of the i nvestigation.
Ma y the NLRC cons ider evidence submitted for the first ti me on
a ppea l ?
YES, i n order to a voi d deni a l of due proces s . But where the
document submitted to the NLRC for the fi rs t ti me on a ppea l
wa s available during the proceedings before the l a bor a rbi ter,
the a ppellant cannot offer any excuse for i ts non -s ubmi s s i on,
a nd a dmission of such document by the NLRC i s unwa rra nted.
Duri ng the pendency of the appeal before the NLRC, the pa rti es
entered i nto a compromi s e a greement. Is the co mpromi s e
a greement whi ch wa s a pproved by the NLRC va l i d?
YES. Under Art. 2041 of the Ci vi l Code, s houl d a pa rty fa i l or
refus e to comply with the terms of a compromi s e or a mi ca bl e
s ettl ement, the other pa rty coul d ei ther (1) enforce the
compromise by a writ of execution, or (2) regard i t as res ci nded
a nd s o i ns i s t upon hi s ori gi na l dema nd.
Summons on the respondent shall be served on the respondent
pers onally or by registered mail. If the pa rty i s repres ented by
couns elor or a ny a uthorized representative or a gent, s ummons
s ha l l be s erved on s uch pers on.
Wha t i s the judicial remedy a gainst deci s i ons of the NLRC a nd
the Secreta ry of La bor a nd Empl oyment?
Peti ti on for certi ora ri under Rul e 65, for gra ve a bus e of
di s creti on a mounti ng to l a ck or exces s of juri s di cti on. The
peti ti on s houl d be fi l ed wi th the Court of Appea l s .
Wi thi n what period should the peti ti on for certi ora ri be fi l ed
wi th the Court of Appea l s ?
Wi thi n 60 days from notice of the judgment or from noti ce of
the res ol uti on denyi ng the peti ti oners moti on for
recons i dera ti on.
Is the failure of the petitioner to file a motion for reconsideration
before filing a petition for certiorari before the Court of Appeal s
a l wa ys a fa ta l omi s s i on?
NO, i n the i nterest of substantial justice, the procedura l l a ps e
ma y be di s rega rded to a fford protecti on to the di s mi s s ed
empl oyee. But an MR is not required when the questions ra i s ed
i n the petition for certiorari a re those which have been squa rel y
ra i s ed i n a nd pa s s ed upon by the NLRC.
The deci s i on of the Secreta ry of La bor i s s ubject to judi ci a l
revi ew onl y through a s peci a l ci vi l a cti on for certi ora ri .
The general rule i s that a n MR i s indispensable before res ort to
the s peci a l ci vi l a cti on for certi ora ri to a fford the court or
tri bunal the opportuni ty to correct i ts error, i f a ny. Any pa rty
cl a i mi ng exempti on from thi s rul e mus t s how s uffi ci ent
jus ti fi ca ti on.
Wha t weight should be given to the factual findings of the NLRC?
Not onl y respect but at ti mes even final i ty i f s uch fi ndi ngs a re
s upported by s ubstantial evidence, especially s o i f the fi ndi ngs
a re a ffirmed by the CA. Such findings of fact ca n only be set aside
upon s howing of gra ve abuse of discretion, fraud, or error of law.
The contra di ctory fi ndi ngs of the NLRC a nd the CA provi de
s uffi ci ent jus ti fi ca ti on for the SC to revi ew the fa cts .
How s hould the monetary a ward of the POEA a gainst a recrui ter
be i mpos ed?
It s hould i nitially be enforced against the cash a nd s urety bonds
fi l ed wi th the POEA. These bonds answer for all sorts of liabilities
of the recruiter to the worker and to the POEA. The obl i ga ti ons
they gua ra ntee a re conti nui ng; they a re s ubject to
repl enishment when they a re garnished and failure to repleni s h
Chapters: Asuncion 1-14, Ortiguerra 15, 18-21, Punzalan 16, Piccio 17
48
Art. 262-B provi des that awards of voluntary a rbitrators are final
a nd executor. Ma y s uch a wa rds be neverthel es s s ubject to
judi ci a l revi ew?
YES. The errors of fact or l aw must be so potent a nd gros s a nd
prejudi ci a l a s to a mount to a gra ve a bus e of di s creti on.
The proper remedy from an adverse deci s i on of the vol unta ry
a rbi trator i s a peti ti on for revi ew under Rul e 43 of the 1997
Rul es of Ci vil Procedure, which must be filed with the CA wi thi n
15 da ys from notice of the decision of the vol unta ry a rbi tra tor.
Do La bor Arbiters or the NLRC ha ve juri s di cti on over cri mi na l
ca s es i nvolvi ng vi olations of the penal provisions of l a bor l a ws ?
NO. They do not a dhere s tri ctl y to the techni ca l rul es of
evi dence. This is required in cri minal cases where the guilt of the
a ccus ed must be establi s hed beyond rea s ona bl e doubt. The
regul ar courts have jurisdi cti on over cri mi na l ca s es i nvol vi ng
vi ol a ti ons of the l a bor l a ws .
Is P.D. 1508, the Ka ta rungang Pambarangay La w, a ppl i ca b l e to
l a bor ca s es ?
NO. The conci liation and mediation of labor disputes, grievances
or probl ems fa l l wi thi n the juri s di cti on of the DOLE.
Are uns igned print-outs presented by the empl oyer before the
La bor Arbi ter to show that the employees attendance was poor
a dmi s s i bl e i n evi dence?
NO. The pri nt-outs whi ch were not s i gned ei ther by the
empl oyer or by the empl oyee a fford no a s s ura nce of thei r
a uthenti ci ty.
Ma y the buyer of a business be held liable for the obligati ons of
the previ ous owner to the empl oyees ?
As a GR, NO. But where before buyi ng the bus i nes s
es tablishment, the new owner very well knew that the previ ous
owner had outstanding obligations to the employees, the former
ma y be held jointly and severally l i a bl e wi th the l a tter for the
pa yment of the cl a i ms .
Li a bi l i ty of corpora te offi cers :
Corpora te officers and/or agents are not pers ona l l y l i a bl e for
money cl aims of discharged employees a bsent any s howing tha t
they a cted with evident malice a nd bad faith i n terminating their
empl oyment.
The employee or a gent of a corpora ti on enga ged i n unl a wful
bus i nes s na tura l l y a i ds a nd a bets i n the ca ri ng on of s uch
bus iness and will be prosecuted as principal i f, wi th knowl edge
of the bus i nes s , i ts purpos e a nd effect, he cons ci ous l y
contri butes his efforts to its conduct a nd promoti on, however
s l i ght hi s contri buti on ma y be.
49
COMPULSORY
TAX EXEMPT
COVERAGE
(COMPULSORY)
1. Empl oyees, not over 60 yea rs of a ge
2. Empl oyers
3. Domestic Helpers earning not less than P1,000/month
4. Sel f-employed
(VOLUNTARY)
1. Spouses who devote full time to managing their
hous ehold a nd fa mily a ffairs, unless engaged in other
voca ti on or employment (homemakers)
2. Overs eas Filipino Workers
Employer a ny person, natural/juridical, domestic/foreign, who
ca rri es in the Philippines a ny tra de, business, industry, undertaking or
a cti vi ty of any kind and uses the s ervices of a nother who is under his
orders as regards the employment
Except: Government
Incl udes religious organization
Self-employed empl oyer and employee a t the SAME TIME
Suffi cient that such power could have been exercised under
the ci rcumstances.
EXEMPT FROM COVERAGE:
1. Purel y ca sual employment
2. Servi ce performed on or i n connection with a n alien vessel
3. Government employees
4. Servi ce performed i n the employ of foreign government or
i nternational organization
5. Temporary employees which may be excluded by regulation of
the Commission
PURELY CASUAL when the servi ces rendered was not for the
purpose of the occupation or business of the employer.
TAXES
Purpos e is to ra ise revenues
Funds belong to the coffers of
the government
Si ckness
Perma nent Disability
Ma ternity
Reti rement
Dea th & Funeral
50
Loa ns
Membership with the SSS is the basis for enjoyment of
benefits under the law
NO REIMBURSEMENT:
1. Empl oyer failed to notify the SSS of confinement
2. For Unemployed Member, failure to send the notice directly
to SSS except when the confinement is in a hospital
3. When cl aim is made a fter one year from confinement
PERMANENT DISABILITY: Perma nent Total | Permanent Pa rtial
Permanent Total:
1. Compl ete l oss of sight of both eyes
2. Los s of 2 l i mbs a t/or above a nkle/wrists
3. Perma nent complete paralysis of 2 l imbs
4. Bra i n injury res ulting to i ncurable imbecility or i nsanity
5. Such ca ses as determined & a pproved by SSS.
Permanent Disability Benefits: Sec. 13-A
Upon the permanent total disability of a member who has paid a t
l east thirty-six (36) monthly contributions prior to the s emester of
di s ability, he shall be entitled to the monthly pension: Provi ded, That
i f he has not paid the required thirty-six (36) monthly contributions,
he s hall be entitled to a lump s um benefit equivalent to the monthly
pension times the number of monthly contributions paid to the SSS or
twel ve (12) times the monthly pension, whichever is higher. A
member who (1) has received a lump sum benefit; and (2) is
The res ult obtained by divi ding the sum of the last sixty (60)
monthly s alary credits immediately preceding the semester
of conti ngency by s i xty (60), or the result obtained by
di vi ding the s um of a ll the monthly s alary credits paid prior
to the s emester of contingency by the number of monthly
contri butions paid i n the same period, whichever i s greater:
Provi ded, That the i njury or s ickness which ca used the
di s ability s hall be deemed a s the permanent disability for
the purpose of computing the average monthly s alary
credi t.
Average daily salary credit (SEC. 8 (n))
The res ult obtained by divi ding the sum of the six (6)
hi ghest monthly salary credits i n the twelve-month period
i mmediately preceding the s emester of contingency by one
hundred eighty (180).
DEPENDENTS:
1. Lega l Spouse, dependent, livi ng with the member
2. Chi l dren (legitimate, legitimated, illegitimate & a dopted)
a . Unma rried
b. Not ga i nfully employed
c. Not over 21
51
Primary
a . Dependent spouse until he marri es
b. Dependent children
Secondary
a . Dependent parents
b. Any other person designated by the covered
empl oyee
In ca s e no beneficiary qualifies the death benefits shall be
pa i d to te legal heirs i n accordance wi th the law on
s uccession
2.
Monthly
1.
2.
3.
Death Benefits:
Upon the death of a member who has paid a t least thirty-six (36)
monthly contributions prior to the s emester of death, his primary
beneficiaries s hall be entitled to the monthly pension.
Provi ded, That i f he has no primary beneficiaries, his s econdary
beneficiaries s hall be entitled to a lump s um benefit equivalent to
thi rty-s ix (36) ti mes the monthly pension. If he has not paid the
requi red thirty-six (36) monthly contributions, his primary or
s econdary beneficiaries shall be entitled to a l ump sum benefit
equivalent to the monthly pension times the number of monthly
contri butions paid to the SSS or twelve (12) ti mes the monthly
pension, whichever is higher.
Funeral Benefits:
P12,000 pa i d i n cash/kind to help defray the cost of expenses upon
the death of a member
Maternity Leave Benefit: need not be married
1. Fema le member
2. Pa i d at l east 3 months contribution in i mmediately
preceding the 12-month period prior to the semester
of chi l dbirth or miscarriage
60 da ys normal
78 da ys ca esarean delivery
Conditions:
1. Noti ce to the employer
2. Ful l payment s hall be a dvanced by the employer within 30
da ys from the filing of the maternity l eave
3. Pa yment of daily ma ternity benefit s hall be a bar to recovery
of s i ckness benefit fromt eh same period daliy ma ternity
benefit is received.
4. Pa i d for the first 4 deliveries/miscarriages
5. SSS s hall immediately reimburse the employer 100% of the
a mount of MB a dvanced upon receipt of satisfactory proof of
s uch payment & l egality thereof.
6. Empl oyer s hall pay SSS damages = to MB whi ch employee i s
enti tled to i f the employer fails to remit the contribution or to
noti fy.
LOANS:
1.
2.
3.
4.
Sa l ary Loan
Educa tional Loan
Hous ing Loan
Community Hospital Loan
52
Benefits provi ded for i n the SSS law are not tra nsferable a nd no
power of a ttorney or other document executed by those entitled
thereto, in favor of a ny a gent, attorney, or a ny other person for
the col lection thereof on their behalf s hall be recognized except
when they a re physically unable to personally collect s uch
benefits.
53
54
FUNERAL BENEFIT not l ess than Php 18, 000 pa ya ble upon the
dea th of:
1. a cti ve member
2. s eparated members
3. pensioner
4. reti ree who at the time of his retirement was of
pensionable a ge under reason by 8291 PD1146 but opted to
reti re under RA 1616
LIFE INSURANCE COVERAGE
Compulsory a l l employees except members of the AFP a nd PNP
s ha ll under such terms a nd conditions as may be promulgated by the
GSIS be compulsorily covered which shall automatically ta ke effect a s
fol l ows:
on the date of employment
for thos e whose insurance will ma ture after the effectivity of this Act,
thei r i nsurance s hall be deemed renewed on the day following the
ma turi ty or expiry da te of their i nsurance
For thos e without a ny l ife i nsurance as of the effectivity of this Act
thei r i nsurance s hall ta ke effect following said effectivity.
Optional s ubject to the rules and regulations prescribed by the GSIS
a member may a pply for i nsurance and/or pre needed coverage
embra cing life, health, hospitalization, education, memorial plans for
hi mself or his dependents.
EMPLOYER ma y l i kewise apply for group i nsurance coverage for i ts
empl oyees
EXCLUSIVENESS OF BENEFITS
RETIREMENT:
COMPULSORY
65 yea rs old
At l east 15 yea rs of s ervice
VOLUNTARY
At l east 60 yea rs old
At l east 3 yea rs of s ervice, not more than 15 yea rs
COVERAGE:
1. Empl oyed (Government, Priva te)
2. Indigents
3. i ndividually Pa ying
a . Sel f employed
b. OFW
c. Pri va tely s ponsored
d. Others
e. EE/ER of Intl Org a nd Foreign Govt based i n the
Phi l ippines
4. non pa yi ng
Personal
1.
2.
3.
4.
Health Services
Inpatient hospital ca re
Outpa tient ca re
Emergency a nd tra nsfer s ervices
s uch other health care that the NHIC s hall determine to be
a ppropriate and cost effective
Lega l Dependents:
1. Legi timate spouse who is not a member
2. unma rried a nd unemployed l egitimate, l egitimated,
i l legitimate, acknowledged children as a ppearing i n the
Chapters: Asuncion 1-14, Ortiguerra 15, 18-21, Punzalan 16, Piccio 17
55
3.
4.
1.
2.
3.
4.
5.
6.
AGRARIAN REFORM
more tha n restructuring of or change in the nature of the
property ownership
i ntegral parts of the program are: s ervices extended to the
fa rmers i n the form of:
credi t s upport
i nfrastructure
fa rm extension
l egal assistance
el ectrification
development of rural institutions
a bolished tenancy
AGRARIAN REFORM
The redistribution of l ands, regardless of crops or fruits
produced, to farmers and regular farmworkers who a re
l a ndless, i rrespective of tenurial arrangement to i nclude the
tota l ity of factors a nd s upport s ervices designed to l ift the
economic s tatus of the beneficiaries a nd a ll other
a rra ngements a lternative to the physical redistribution of
l a nds
56
1.
2.
LANDLESS BENEFICIARY
7. One who owns less than three hectares of a gricultural land
AGRARIAN REFORM = revolutionary expropriation
Affects all private a gricultural l ands and is i ntended to benefit
the entire Filipino nation
FACTS FOR CONSIDERATION IN LAND DISTRIBUTION
1. mus t be a just one
2. s ubject to l imitations of retention a nd priorities prescribed
by Congres s
3. ecol ogy
4. development
5. equity
6. pa yment of just compensation
WATERSHED a n a rea drained by a ri ver and enclosed by a boundary
or di vi de which s eparates it from adjacent watershed
1.
2.
57
58
1.
2.
3.
4.
5.
6.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
59