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Labor Reviewer - Azucena
Labor Reviewer - Azucena
OVERVIEW: tr'UNDAMENTALS
ln reviewing Labor Law, wherri do iou begin? Begin with the statements of
objectives, policies and fundame"dt rigtt in the Constitution, the civil
Code, the Corporation Code and
1. Constitutional Fouridstions
a. Declaration of Principles
*ii
b)
Corporate right or porver tri manage is recognized. The constitrtion
gvps the people the right 'to own, establish and operate ecare
enterprises, subject to the duty of the State to promote distrih,iE ilfic
and to intervene when the common good so demauds'l (Art XII, 'Se- 6I
These provisions are clear indications of the Philippine's "miiof ry*
system, i.e., capitalistic but goveinment-regulated' The goal and ideology
t:-
are social justice; the means and lrocess are basically private property and
the market system.
The Bill of Rights (/\rt. IID
The people's right to freedbm of, association, including formation of
r',ions, carinot be abridgcd, ndt may a law bc passod impairing thc
b.
obligation
of
(l)
Equitablc distribution of
(2)Sustained ircrease in the
the nation
alLunt
To this end, the State shall regulate the acquisition, ownership, use,
and disposition of property.
:
d.
Rights
oflaborand ofCapital
CB (Collective Bargaining)
C A (Concerted Acti vity)
ST (Security ofTanure)
LW (Living Wage)
HC (Humane Conditions)
Labor
has,
fpwth (ROI-EG).
2. Civil Code
Why does the employer flr" th" power to run or marmge the
business? Because he owns it. A business is property, and the Civil Code
law on rights of propet'ty owrrership applies: jus utendi" jus fruendi, jus
abutendi, jus disponendi, jus vindicandi.
But these are rights over property, not rights over people. People are
needed because property is not productive (in economic sense) without
humari effort. Labor is necessary, Lut because people are not propcrty the
connection with the employer is not "ownership" but 'telationship".
Property like land, stocks and machines can be owned but people carmot be
owned though legally they ryay be managed or controlled. So Article 1700
cautions: "The relations between capital and 'labor are not mercly
contractual. They are so impressdf with public interest that labor contracts
must yield to the cornmrrn good. Such contracts are subject to special
laws.
..
"
t
I
Those Special laws are the labor laws. Labor laws therefore arose
because the laws on'property ownership do not define employer-omployee
relationship. Unlike property, perlple are living entities endowed with
dignity, reason and rights. Labor laws informally began when group
production of industrial goods be$an in the 1600s, when people started using
' poople to creato wealth. I-ahor law governs &e legal aspect of MoGregor's
human side of the enterprise.
3. Corporation Code
But what legitimizes the empioyer's control power over people? One,
the employment itself, u'hich is a contract, bocause a contract (written or
unwritten) is generally a binding law between the parties. Two, the
Constitution (Article XII, Sec. 6) that recogrrizes the right of corporatirons
"to operate economic tnterprioes." Third, the Corporation Code that
grants corporations "the powdfs, attributes and properties vxpressly
atrthorized by law or ms!&ntslO-As-9x!s!9n99" (BP Blg. 58, Sec. 2).
r.
.,,..
,-r.:
.:
- -,rjrt..,-i:-..E t?:.
4. LaborCode
2, 218, 252, 256, 293. These are not statements
of labor law oljcctives but of p<ilicy instruments to attain the goals' The
goals are stated in the Constitutiot.
Read Art. 3 ; 4, 12,
17
Llw
wrong ( Blackstone).
of
.,
-:.,]-!
A C0DE is a cornpilation of
law's felating
!4@.1Q,;qg (PD
labor laws.
ln the terms "labor law" and "labor code", "labor" does not refer only to
workers as laborers. "Labor" raditr connotes work, workers, and work
relationsfups. Work covers physl$al and mental application. "Worker"
means a person that applies physical, mental or maerial resources. A worker
B. Two areas of Labor Law: labor staffdards and labor relations. How are they
related?
-.'
B.
JURIS.UPDATE:
For a licensed recruitment agency
recruitment'?
"illegal
agency to
become an officer or member of ttre Board of any corporation engaged in travel
agency
or to
(12)
(13)
licensed
"Authority' is a
'.
D. ECONOMIC SABOTAGE
10
F!..
El
i
Rccruilmcot
Bcooomic
Sabotaec
Imprisonment of
not less than 12
yean and I day
but not more than
20 years, and;
Life
imprisonmenl
and;
Imprisonment of
not less thaf, 6
yerfs 8nd I day
but not more than
l2 years, and;
Automatic
revocatior of the
license or
registration of the
r cs[urulEuu ulaulrq5
agency, lending
institutions, training
schools or medical
clinic
ttun
P2,OOO,OOO"00
aulhoriE
E. PROHIBITED ACTS
13
(a) frrll reimbursement of the placement fee with 127o interestplus the salary
for the unexpired portion of the contract, or
(b) for three (3) months' salary f,or evcry year of the unexpired term, wtichever
is loss.
In Serrano vs. Call4nt Maritime (March 24- 200?), the Court declared the
phrase "whichever is less" rurconstitutional. Because of this ruling the 3
months' salary option is no longer available; hence, the salary for the unexpired
portion of the employment contract plus refimd of placement fee with 12%
interest must be paid to the OFW.
Question arises, however, whether the declaration of nullity in Serrano on
March 24,2009 still holds, considering that R.A. No. 10022, passed in March
2010, restatcs in R.A. No. 8042 the two options "whichever is less." What is the
effect of re-enacting a legal provision which has been declared
wrconstitutional?
I{. DIRf,CT-HIRING
No employgr may hire a Filiprno worker for overseas employment
except through the Boards and entil;ies authorized by the Secretary of Labor.
Dircct-hiring
mcmbprs
thc diplomatic corps, intcmational
organizations and such other employers as may be allowed by the Secretary
of Labor is exempted from this prov.ision. Article 18. Labor Code.
by
of
1tt
o
o
7. Construction contractors
I.
A recruitnent agency is solidarily liable with the principal for the unpaid
salaries of a worker it recruited for employment overseas. Even if the
recruiter and tlre principal had alre4tly severed their agency agreement at the
time employee was injured, the repruiter may still be sued for a violation of
the employment contract becausfi no uotice of the agency agreement's '
termfuation was givcn to thc
fO
THO AGENCY'
of
ln the Sunace
case the
l.
J.
AUTHORITY
16
The Secretary of Labor hes the power, tu:der Art. 35 of the Code, to.apply
the sanctions, as well aS the authority, conferred by Art. 36, not only to
'restrict and regulate the recruilmont ;rnd placement activities of all
agencies,' but also to 'promulgato rules and regulations to earry out the
objectives and implement the provisions governing said activities.
Pursuant to this rule-making power thus granted, the Secretary of Labor
gave the POEA on its own initiative or uFon filing of a complaint or report
or upon request for investigation by any aggrieved person, (authority to)
conduct the necessary proceedingq.for the suspension or cancellation of the
'license or authority of any agency or entily for certain enumeratdd offenses
including:
The Administator was also given the power to order the dismissal of the
case or the suspension of the licenso or authorily of the respondent agency or
contractor or recommend to the grinister (now Secretary) the cancellation
theroof.
The Secretary of DOLE does not have the power to issue search warrets
and warrants of arrest. Satnzar v. Achacoso. lG.R. No. tl5l0. 14 Merct
r990r.
Y.PERTOD
JURIS.IIPDATE
- - Within
ctaim be filed?
T?ie POEA SEC (Standard Emplo;nnent Contract) states
in Sectior
28 that claims under the contract shall be filed within one (l) year from the
datc of thc scafaer's rctum to the point of hirc. On thc othcr hand, Article
29L of the t abor Code provides for three (3) years to file money claims
18
,l
porson conviotcd for illogal rocruitrnsnt undcr the Labor Codc can be
convicted for estafa if the elements of the crine are present. Tlre elements are:
IIL
l.
2.
deceit;
damage
or prejudice capable of
offended party ofthird person
pec
uniary
fu
means
is caused to
of
the
DEVEI..OPMENT OF WORKERS
APPRENTICES AND LEARNERS
r.
1'
i'
{i
17.20071.
l.
e
o
2. Occupation to be leamed
exceed 3 months
3. Wage of the leamer shall be at least llo/oof the applioable minimum wage
4. Commitnrent to employ the learner, if he so desires, as a regular employee
upon completion of training
20
A learner who has worked during the fi13t two months shall be deemod a regular
employee if training is terminated hy the employer before the end of the
stipulated period tbrough no fault of the lsamer.
2.
B.
l.
harmed by an act of aa
apprentice? See Filamer case, ELC 2012,p.49
3. How does apprenticeship diSar &om leamership? @La 20D,p' 5l)
HANDICAPPED WORKERS
There must be a link between the dsficiencv and the work which entitles the
employer to lessen the worker's wagg. If the disability of the person is not in
any way reiated to the work for wffiich he was hired, he should not be so
considered as a handicapped worker.
a Handicapped workers may be hirerJ bs 4pprentices or learners if their handicap
is not such as to effectively impede the performance ofjob operation in the
F.
to prevent curtailment of
employment
opportunities
2. Does not create unfair competition in labor costs
3. Does not inpair or lower working standards
2.
3. Prohibitions
96;97)
i'
ry.
Labor Code but only from court decisions. (See ELC, pp' 56-60)
2. "Tests" of E-E Rel
3. Two kinds of "control" as t$Nt of E-E Rel
4. Evidence ofE-E Rel
5. E-E Rel determined by law, not by contract
6. E-E Rol determined by facts ofeach case
7. E-Enot determined by mode of compensation, whether time-based,
ou@ut-based, or commission/percentage-based
B,
support
5. Dome stic Helpers
6. Peisons in the personal service pf another
7. Workers who are paid by resulp
23
2.
3.
c)
r
o
Since the OT work is considered hourly. the pay rate is computed also on
per hour basis. The daily wage is divided by 8 to get the hourly base rate.
If
o
,
.i
a)
b)
rs necessary to
c)
serious loss or
25
c) [cccssary
f)
r
e
r
26
.
r
equal to, the one-hour overtime pay that is due them during weekdays
. .The
based on the employees' quali{ica*ion.
one-hour overtinre, pay d,f ,the 'emplciyees will become due and
d.
demandable if ever they are pelmitted or made to work on any Saturday
during the effectivity of new working time arrangement.
c. The work of thc crnptoyee docs not invotvc strcnuous physical cxertion
and they are provided with adequate rest periods or coffee breaks in the
morning and afternoon.
f. The effectivity of the proposed working time arrangement should be of
Employment.
2.
Where the establishment regulahy operates not less than 16 hours a day
27
during this l-hour lunch break, there is no more need for them to be
compensated for this period. Sime Darby Pilioines v. NLRC.IG.R No.
119205.
Anril
15. 19981.
from 5 to 20 minutes
is
12. Idle time, waiting time, comtrputing time, travel time, whether
of hours ofwork or not
part
ldlc Time
Whether waiting time constitutrgs working time depends upon the
circumstances of each particular gpse. Thc facts may show that omployee
was engaged to wait or may shpw that he waited to be engaged. The
controlling factor is whether wa[ing time spent in idleness is so spent
28
,t,
s-
l.
2.
::
,1.
,
'
'
'
than 5 workers.
Domestic helpers and persons in the personal service of another
Mmagerial ernployees
Field personnel and other employees whose tirne and,pbrformance ia
b.
c.
d.
or contract basis, purely comml$sion basis, or those who are paid a fixed
amount of performing work i$espective of the time consumed in the
performance thercof.
l3l
133;511-514
15. Holidays
Holiday pay
is a
30
Divisors:
i',
28J0Otl
If *rI bmployees
d. In
Ue
case of absences
32
Christnas
vacation.
holiday pay
2. Employee paid by results ([ayment on piece-work)
shall not be less than his av[iage daity eamings for the last 7 act:ual
working days preceding the iegrrlar holi-day; Provided, however, that
in no case shall the holiday ilay be less than the applicable statutory
minimum wage rate.
3. Seaferers - any hout's of work or duty including hours of watch
keeping perfbrmed orr desigrrated rest days and holidays shall be paid
4.
he
r If worked -
employee. entitled
h. Holiday-Sunday
A legal holiday falling on a Sunday creates no legal obligation for
the
employer to pay extra, aside from the usual holiday pay, to its rnorithly-paid
employees.
33
i.
j.
Muslim Holidays
General Rule: Muslim holidays are observed only in specified
Muslim areas.
Exceotion: Eidul Fitr and Eidul adha (This is celebrated nationwide)
Muslim employees working outside of the specified areas shall be excused
from reporting for work during the observance of the Muslim holidays as
recopized by law, without diminution of salary or vvagos during thc period'
D.
SERVICE CTL{RGES
"ntfuies
Tips
',
it
35
i'
l.
Definition
'Wage- paid to any employees shiitl mean the:
b)
Art
124.
5.
6.
7.
8.
Wages v. Salaries
Th" *ug" aad salary are sy:onlmotrs has been settled in Songco v. NLRC.
Thcrc is no differcnoc botwggn thom. cxcept somantics. 4opitaFle Fanking
Work
2.
Facilities
Articles or services for the berrefit of tlre employee or his family but shall not
includc tools ofthe trade or articles or service primarily for the benefit of the
employer or necessary to the (onduct of the employers busiuess; may be
deducted from the employees u,ages.
Acceptance of Facilities
ln order that the cost of facilities furnished by the employer may be charged
against an employee, the employee's acceptance of such facilities MUST BE
VOLUNTARY
37
oyagE.
(l)
4. Coverege/exclusion
'l"he rule on minimum wages applies to all workers.
a. Farm teflancy/leasehold
b. Domestic service
c. Persons working in thet
d.
'
fiom loans but cxclusivo of the land on which the particulr business eotity's
office, plant and equipment are situated, shall not be more than P3M'
e. A cooperative may apply for. and be granted exemption from minimum
wage law.
5. Minimum
nor-
unwrrtten.
l.
EXCEPTIONS:
a) not established practice
b) negotiated benefits
c) diminution voiunteered try employees
d) benefits on reimbursement basis
e) reclassification of position
f) cootingent benefit, e.g. bonus
39
r
g) To correct an error, otherwise, if the error is left uncorrected for
a reasooable period of ti-", it ripens into a company policy and
ornployeos oan dcmaJ0 for it as a mattd of right'
t\
@EB{L
ernployce.
allowed
IIXQEPIIO\L Payment of wages by check or money or&r shall be
whcn such mSDner of payment is customary on *re date of effectivity of this
code, or is necessary because of special ciraumstances as specified in
ippropriate regulations to be issued bl/ the secretary, or as stipulated in a cBA.
Payment by check
Payment
where
l.
2.
3.
of
of
,trt.
If
cannot be made, the employer shall pay the wages immediately after such force
rnajeure or circumstanceg have ceased.
IN ALL CASES: No employer shall rnake payment with less frequency than
once a month.
4t
Art
EXCEPTIONS: Pa5mrent
p"r-tr-tbt" only
2.
3.
forth.
Under ary other analogous circumstances; Provided, That the time sperrt by
shall be considered as comperusable
the employees in collecting their
hours worked
""t"
Art.
EXCEPTIONS:
I. Payment through another person (a)In cases of force majeure rendering such pa5rment impossible or tmder other
special circumstances to be deteqiiined by the Secretary - the worker may
be paid through another person tu1$er written authority grven by the w,rlker
for the purposc; or
(b)When authorized under 6xisting lay, including:
i. Payments for the insurance preqiums of the employee
42
2.
The claimants, if they are all #age (or in case of a minor, by the nanrral
guardians or next-of-kr.ni, strdlt execrrte an afEdavit attesting to 6eir
relationship to the dect:ased and the fact that they are his heirs" o tb
exclusion of all otlrer persons.
If any of the heirs is a nrinor, tlie affidavit shall be enocrrod u hir bff
rN
*t
-*
heirs.
.
3.
The
of
'it
Arrhle 1?t3.
By the contract for a piece of work ttrc contractor binds himself to execute a
piece of work for the employer, in consideration of a certain price of
compensation. Th contractor nray either employ onty his Iabor or skills, also
furnish the material. ( I 588a)
Article 1721.
If, in the execution of the work, an act of the employer is required, and he
incurs in delay or fails to perform the act, the contractor is entitled to a
reasonable compensation
The amount of tle compensation is cpmputed, on the one hand, by the duratioa
of the delay and the amount of the compensation stipulated, and on the other
hand" by what the contraotor has saved in expcnscs by rcason of thc dclay or is
able to earn by a different employment ofhis time and industrf,
Article1724.
The contractor who undertakes to build a structure or my other work for a
stipularcd prico, in conformity with plans and specifications agreed upon with
the land-owner, can neither withdraw from the contract nor domand an increase
in the price on account of the higher cost of labor or materials, save when there
has been a change in the plans and specifications, provided:
44
BANKRUPTCY
i''
rE
,'{
Workers shall enjoy first preference as, [egards their wages and other monetary
claims, any provisions of law to the conff'ary notwithstanding. Such unpaid wages
-and
monetary claims shall be paid in {ttfl before claims of the governmont and
other creditors may be paid.
G. ATTORNEY'S FEES
recovered.
2. tt shall
performance"lt
Ordinary Concept
ln
;'
Extraordinary Concept
In its extraordinary concept, an attomey's fee is an indemnity for damages orderod
by the court to be paid by the losing party in a litigation. The basis of this is any of
the cases provided by law where such .award can be made. This extraordinary
concept of attorney's fee is payable not to the lawyer but to the client, unless they
45
have agreed that the award shall pertain {o the lawyer as additional coinpensation
IBIY
or as paxt thereof. fftzv. San Misuel CorDoration. IG.R
Nos.
llr 20081.
Art.ll2 Non-titerfcrence
in Disposal of Wrges
No employer shall limit or otherwise i6terfere witl the freedom of any employee to
dispose oi hir n ug". and no employe{i shall in any marmer oblige any of his
ooployr"* to patronize any store or avail of &e services offered by any person'
H. WAGE DEDUCTIONS
GENERAL RULE: Not allowed.
EXCEPTIONS:
l.
In cases where the worker is insuped with his consent by the employer, and
the deduction is to recompense thq ernployer for the amount paid by him as
premium
on the insurance
-For
2.
union dues, in cases where the right of the worker or his rmion to checkoff has been recognized by the employer or authorized in writing by the
individual worker concemed.
3. In cases where the employer is agthorized by law or regulations issued by
the DOLE Secretaryi
l.
In
7.
{gency
Fee
I0.Withholding
lax
the
Deposits for loss or Damage (Art" I l4)GENERAL RULE: No employer shall ril[uire his worker to make deposits for the
reimbursement of loss o. a'u*"g* to matirial, equipment, or tools supplied by the
i:mployer.
"-*iaor
desirable.
iI-
4.
I.
ardwhatis not
47
without
3.
of the
4-
country.
I999L
2.
CBA
3. If dispute
l.
Board(NCMB)
3. If
l0
days of conciliation,
it shall be referred to
the NLRC
Any issue involving wage distcjhioo is not a valid ground for a strike or a
lock out.
l99il.
it8
Minimum Wage:
Actual Salary
7o
PrescriliLd Incrcase
trbbruarv 17.2004t,
Eremptions froir Wage Order
Wage 0rder
An order issued hy the Regr onal Board whenever the conditions in the region
so warrant after studying and investigating all pertinent facts and based m
the standards and criteria pto.scribed by the Labor Code.
wage order adjusts the rninimurn level but not the levels above the
miriimum. It does not mand:rte across the board salary increase.
Employees NOT Coverod
l. Household or domestic helpers. including family drivers ,and workers in
the personal seivice of alrother
Frequency
A wage order issued by the Board may not be disturbed for a period of 12
months from its effectivity and no petition for wage increase shall be
entertained during said period EXCEPT when Congress itself issues a law
increasing wages.
Note:
:- nke this up
l.
(Art
Art
K.
l.
-t,
,':
, 2. Child below
J.
:
53
4. No child below l8
work nor in any other "worst fdfln" of child labor which include;
:
'
l.
Deftnition
6Houschclper'
Any person, whether male or femali, who renders services in and about thc
employer's home and which servicds are usually necessary or desirable for
the maintenance and enjoyment thereof, and ministers exclusively to the
personal comfort and enjoyment of the employer's family.
.
r
54
,i
tn
.:
renewable
1. If the period for househpld service.is fixed, neither the employer-nor the
of thc term
househclper may tcrminate rhe corlhact bcforc thc expiratioh
,
except tbr
.., j,
Just cause.
55
f5':
2.
3.
If
M. EMPLOYMENT OF HOMEWORKORS
l.
Defmition
HoMEWORKER applies to any person who performs industrial homework for
an employer, contractor or sub-contractor.
b.
about a homc and then ro-buys them aftcr suoh processin! or fabrication,
either by himself or through some other person
be, for, the work performed l6ss corf6sponding homeworker's share of SSS,
MEDICARE and ECC premium contiibutions whiqh shall be remittetl by the
contractor/subcontractor or cmployct to the SSS with the cmploycr's sharc.
. However, where payment is madd to a contractor or subcontractor, the
homeworker shall likewise be paid lmmediately after the goods or articles
have been collected from the workerli. (Sec. 6, DO No. 5)
requires exposure
to
toxrc
substance
N.
LEAVES
1. Servicc Inccntivc Lervc (SlL) Pav .
Evcry emploiee who has rcndercd at leiist I year of scrvice shall be entitlcd to a
(Art. 9s)
yedy service incentivc lpave of
o
o
sIL.
purely commission basis, or those who are paid a fixed amount lbr
performing work irrespectil-e of the time consumed in the per.formance
thereof.
Those who are already lnjoying the lienefit herein provided
Those enjoying vacation f,eave with pay ofat least five days
5.
6.
7. Those employed
in
len
onployoos
2. Meternity Legve
a. Coverage
SSS Law (R.{. ll5l.
as emended
bv RA E2E2)
trr-ffiffiGr-tas
paid at least
monthly
contributions in the l2-month period immediately preceding the semester of her
childbirtVmiscarriage shall bo paid a daily maternity benefit equivalent to
100% of her average daily salary credit for 6C days (in case of normal delivery)
or 78 days (in case of caesarean delivery).
female member
L
2.
3.
4.
5.
Employee shall have Notified her ernployer of her preguancy and the
probable date of her childbirth, which notice shall be transmitted to the SSS.
Full payment shall bc ldvancod by the ernployer within 30 days from tho
filing of the maternity leave.
Pa5zment of daily matemity benefiLs shall be a lar to the recovery of
sickness benefits provided by the S$S Law for the same period for which
daily maternity benefits have been rgpeived.
The maternity benefits provided unqfl tt ir Section shall be paid only for the
fu st ! deliverieVmiscarriages.
Thc SSS shall immcdiatcly lcimburqc thc cmployer of l00o/o of thc arnorunt
of maternity benefits advanced to thg employee by an employer upon recerpt
of satisfactory proof of such payment and legality thereof;
58
6.
in thd private
c. Availment
Thc maternity bcnefits .provided urder this section shall bc paid ouly for the
tust four (4) deliveries or miscarriages. [Sec. l4-A(d), RA 8232]
'.,1.
3. Paternitv Lcave
e. Coverage
PltemitY Ifave Act (R-A1 8I87)
Paternity leave is available only for the first 4 deliveries of the legitimate
spouse with whorn tlre husbarrd is,lohabiting. This law contomplates the
time and,allowance required by employed fathers. The,leave is 7 calendar
days, not *.ork days.
b, C.oaditions to entitlemgnl
1. A mar,ried male omployeq
2.
misc4rriage;
4.
In the event that the paternity leave benefit is not availed of, said leare
shall not be convertible to cash (Sec. 3 IRR. ofRA 8187)
Where a male employee is already enjoying the paternity leave betefits by
reason of contractJ company policy or CBA, the greater benefit prevails.
c. Availment
The male employee applying for paemity le.ave shall noti.fu his enrployer
the prepancy of his legitimare spouse and the expe cted date of such delivery.
of
f,EEyo
t.
iRA
a paxent
Wclfere
,,i
the nrarriage was annulled by a court or l ohrirch decree, and the childl is
in sole patent's custody.
the spouse abarrdoned him/her fotr at leasl one year.
the other sporrse is detained or is'pervirg sefltence lbr a crime for at least
one ycar.
8.
hds
preferred to keep and rear the chfld himself, instead ofhaving others care
for them or give up to a welfare ipstitution.
Sole provider of parental care an$ support to a child or children-
50
9.
pareht.
RA 19721
b. Conditions to Entitlerngu!
l.
2.
3,
c. Aveilfreirt
"t
.'.
A parontal leave of not m,re than 7 working days eyery yoar shatl bc
granted
servlce.
61
b. Con3itiops to Entitlcmcnt
l. The ernployee has to submit a certiflcation from tho Punong Baraagay
. or Kagawad or prosccutor or Clerk of Court that an action rmdcr RA
9262bas been filed and is pending.
2' The use of the 10{ay leave is at the option of the employee.
3. It shall be used for the days that she needs to attend to medical and
legal concems.
i
4. Leaves not availed of are non-gumutative and not convertible to cash.
c.@!
Leave up to ten days in addition to other paid leaves under the Labor Code,
or other laws. [Sec. 43, RA 92621
7. Soccial Lceve bencfits for women undlr RA 9710 (Mama Crrtr for
Women)
v.
EMPLOYEES COMPENSATION
COMPENSABILITY
COVERAGE AND
Coverage:
a Every employer
b. Evcry cmployco not ovcr 60 ycars pld
c. Any employee over 60 years bfagg ifhe has been paying contributions prior
to age 60 add has not been compulqpry retirod.
An enrployee who is coverable Uy (ptn tno GSIS and SSS shall be
compulsorily covered by both systerrs.
62
l.
2.
L,IW
a cooperative
JURIS.UPDATE : Section l3-A of the SSS law states that complete loss of
sight of both eyes is permanent total disabiliry. If loss of sight is of only one
sye, may the disability be considered also as permanent total?
l.
Covemse:
A. Compulsory
B. I'oluntrry
(l)Filipinos recruited by foreip-based omployers for employment abroad
(2)Erryloyee separated from employmgnt to maintain his right to full benefits
(3) Self-cmployed who rcalizes no inogpo fcr certain months
(4)Spouses who devote full time ro Fanaging household and family affairs
rrnless specifrcally mandatorily covgrod
64
or business
Employmont purely asual and not foi the purpose of, occupation'
when
(2) Servioe.performed on or in connection with alien vessel' if-employed
such vessel is outside ofPhilippines
i
(3)Employees of Phihppine govemment br mstrumntality or agericyithreof
2. Bensfits
a, Momtl-rly Pension
b. DopendentsPension
c. Retirement
d. Death
e. Permanent DisabilitY
f.
Funeral
g.
Sickness
65
i.
LoanGrant
3. Degmdents
a. Legal spouse entitled for support,
b. Chil4 whether lcgitimato, lcgitimatcd, lcgally adoptod or itlcgitimate
c. Parentsdepondentforsupport
r
5. Bcnefcirrries
Primarv
C. Othgrs
6. Brsis of Contributions
All
actual remuneratiori for emplqyment, including the mandated cost-ofliving allowance, the cash value of any remuneration paid in aay rnedium
other than cash EXCEPT that part ot.or,*oution in excess of the maximum
salary credit.
66
,':
:i'jrr
^l
!h
-l'r,
3.
4.
with
Contractual employees , who have no employer-employee relatiurship
the agency
Mernbers ofjudiCiary and constitutiopal conrmissions: covered by life
insurance only
Dependen6;
l. legitimate spouse depcndent.for support upon tho mmber or'pensioner
2. lcgitimatc, lcgitimatod, lcgally adoptcd ohild, including &e illogitimatc
child, who is unmarried, not gainfully employed, not over the age of
majorityorovertheageofmajorityputincapacitatedandiacapableofselfsupportduetoamentalorphysicaldefectaoquiredpriortoageofmajority.
3.
Benefrciaries - PrimerY:
a. Legal, Dependent Spouse pptil'rouarriage and
b. Dcpendentchildren
a.
b.
SecondarY:
Depandent Pareots and
Legitimate descendants subject to resfiictions on depende'nt
chil&en, legitimate descendants
Baris of Contribution
The basic pay or salary received by an gpployee, pursuant to his
election/appointrnent, excluding per dieirs' bonuses, overtime pay, honoraria'
pay.
allowances and any other.emoluments rxceived in addition to the basic
Basb of Claim
68
1;]
:x{
old-age, disability, survivorship and other bensfits in oase the covcrcd menbcr
does not quali& for such benefits in either qy both Systems without tohlidion.
Overlapping periods of membership shall be crrdited only once for purposes
totdization.
of
.-
70
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