Professional Documents
Culture Documents
LEILA S. LIM
Bar Review Secretariat
MARLON MANUEL
RYAN QUAN
LABOR LAW Faculty Advisers
HEZRO CAANDOY
CZARINA CHER CUERPO
CHARLES DANIEL LOVENSKY FERNANDEZ
DONNA NIKKI VARGAS
LABOR LAW Subject Heads
EUNICE A. MALAYO
FRANCES CHRISTINE F. SAYSON
Central Bar Operations
Academics Understudies
Q: What are the rights of employees under the Q: What are the State Policies declared in the
1987 Constitution? (WHOSE-CD) 1987 Constitution relevant to Labor?
A: The rights granted to employees are the rights: A: Sec. 9. The State shall promote a just and
1. To a living wage; dynamic social order that will ensure the
2. To humane working conditions; prosperity and independence of the nation and
3. To self-organization; free the people from poverty through policies that
4. To security of tenure; provide adequate social services, promote full
5. To engage in peaceful concerted employment, a rising standard of living, and an
activities, which includes the right to improved quality of life for all.
strike, in accordance with law;
6. To collective bargaining or negotiation Sec. 10. The State shall promote social justice in
with management; all phases of national development.
7. To participate in policy and decision
making processes affecting their rights Sec. 18. The State affirms labor as a primary
and benefits as may be provided by law social economic force. It shall protect the rights of
(Article XIII, Sec. 3) workers and promote their welfare.
Q: What is the principle of co-determination? Sec. 20. The State recognizes the indispensable
role of the private sector, encourages private
A: The principle of co-determination refers to enterprise, and provides incentives to needed
the right of workers to participate in the policy and investments.
decision making processes directly affecting their
rights and benefits, without intruding into matters 2. Bill of Rights
pertaining to management prerogative. (PAL v.
NLRC, G.R. No. 85985, 1993). Q: What are the constitutional provisions on
Bill of Rights relevant to Labor?
Q: How does the concept of due process work
in illegal dismissal cases? A: Sec. 1. No person shall be deprived of life,
liberty, or property without due process of law, nor
A: Due process under the Labor Code, like shall any person be denied the equal protection
Constitutional due process, has two aspects: of the laws.
substantive, i.e., the valid and authorized causes
of employment termination under the Labor Sec. 4. No law shall be passed abridging the
Code; and procedural. Breaches of these due freedom of speech, of expression, or of the press,
process requirements violate the Labor Code. or the right of the people peaceably to assemble
Therefore, statutory due process should be and petition the government for redress of
differentiated from failure to comply with grievances.
constitutional due process.
Sec. 8. The right of the people, including those
employed in the public and private sectors, to
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Sec. 18(2). No involuntary servitude in any form The State shall regulate the relations between
shall exist except as a punishment for a crime workers and employers, recognizing the right of
whereof the party shall have been duly convicted. labor to its just share in the fruits of production
and the right of enterprises to reasonable returns
Q: Under the Labor Code, what are the to investments, and to expansion and growth.
requirements for the lawful dismissal of an
employee? Sec. 13. The State shall establish a special
agency for disabled person for their rehabilitation,
A: To constitute valid dismissal from self-development, and self-reliance, and their
employment, two requisites must concur: (1) integration into the mainstream of society.
dismissal must be for a just or authorized cause;
and (2) employee must be afforded an Sec. 14. The Slate shall protect working women
opportunity to be heard and defend himseif. by providing safe and healthful working
(Nacague v. Sulpicio Lines, G.R. No. 172589, conditions, taking into account their maternal
2010) functions, and such facilities and opportunities
that will enhance their welfare and enable them
Note that a dismissal with cause is not an illegal to realize their full potential in the service of the
dismissal even if procedural requirements are not nation.
followed.
C. Articles 1700 to 1703 Civil Code
3. Social Justice
Q: What are the Civil Code provisions relevant
Q: What are the constitutional provisions on to Labor?
Social Justice and Human Rights relevant to
Labor? A: Article 1700. The relations between capital
and labor are not merely contractual. They are so
A: Sec. 2. The promotion of social justice shall impressed with public interest that labor contracts
include the commitment to create economic must yield to the common good. Therefore, such
opportunities based on freedom of initiative and contracts are subject to the special laws on labor
self-reliance. unions, collective bargaining, strikes and
lockouts, closed shop, wages, working
Sec. 3. The State shall afford full protection to conditions, hours of labor and similar subjects.
labor, local and overseas, organized and
unorganized, and promote full employment and Article 1702. In case of doubt, all labor legislation
equality of employment opportunities for all. and all labor contracts shall be construed in favor
of the safety and decent living for the laborer.
it shall guarantee the right of all workers to self
organization, collective bargaining and Article 1703. No contract which practically
negotiations, and peaceful concerted activities, amounts to involuntary servitude, under any
including the right to strike in accordance with guise whatsoever, shall be valid.
law. They shall be entitled to security of tenure,
humane conditions of work, and a living wage.
They shall also participate in policy and decision
making processes affecting their rights and
benefits as may be provided by law.
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Q: What are the differences between Q: What are the types of illegal recruitment?
prohibited acts under the Labor Code (Art.
34)and Migrant Workers Act (Sec.6)? A: There are three (3) types of illegal recruitment
under the Labor Code:
A: 1. Simple illegal recruitment (not economic
LABOR CODE MIGRANT WORKERS sabotage)
ACT 2. Large scale or qualified illegal recruitment
Illegal recruitment It is committed by either (economic sabotage)
may only be licensee or non 3. Syndicated illegal recruitment (economic
committed by a licensee (RA No. 8042, sabotage) (R.A. 8042 as amended by R.A.
non-licensee (Labor Sec. 6) 10022)
Code, Art. 34). If the
recruiter is licensed, Q: When is illegal recruitment considered
it may commit a economic sabotage?
prohibited activity
(Labor Code, Art. A: Illegal recruitment is considered economic
38) sabotage in two (2) instances.
11 enumerated acts 14 enumerated acts 1. Committed by a syndicate: where 3 or more
considered as illegal persons conspire with one another in carrying
recruitment, including out any unlawful or illegal transaction or
the following scheme
• Failure to actually 2. Committed in large scale: where committed
deploy a contracted against 3 or more persons individually or as a
group
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3. The illegal recruitment is committed by a A: They are soiidariiy liable with each other. This
group of three (3) or more persons conspiring Is imposed by law against recruitment agencies
or confederating with one another. (People v. and foreign employers as a means to assure the
Gallo, G.R. No. 187730, 2010) aggrieved worker of immediate and sufficient
payment of what is due him. This is in line with
the policy of the State to protect and alleviate the
plight of the working class. (P.l. Manpower
Placements, Inc. v. NLRC, 276 SCRA 451, 1997).
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(b) Theory of Imputed Knowledge which the OFW was not illegally dismissed.
(GBMLT Manpower Services vs Malinao, G.R.
Q: How does the theory of imputed knowledge No. 189262, 2015)
apply to foreign employers and the
recruitment agency? In contrast, cite Dagagdag v. Grand Placement
(Jan 18, 2017) and IPAMS v. De Vera (March 7,
A: The theory of imputed knowledge ascribes the 2016)
knowledge of the agent or recruitment agency to
the principal and not the other way around. The 7. Ban on Direct hiring
knowledge of the principal-foreign employer
cannot, therefore, be imputed to its agent or Q: What is the general rule as regards ban on
recruitment agency. (Sunace International direct hiring?
Management Services, Inc. v. National Labor
Relations Commission, 480 SCRA 146, 2006). A: GR: No employer may hire a Filipino worker
for overseas employment except through the
6. Termination of contract of migrant worker boards and entities authorized by the Secretary
without just or valid cause of Labor.
Q: Can a foreign employer and an OFW enter Q: What are the entities authorized to engage
into a contract that allows termination without in recruitment and placement?
cause provided there is prior notice?
A:
A: Yes, stipulations providing that either party 1. Public employment offices
may terminate a contract even without cause 2. Philippine Overseas Employment
are legitimate if exercised in good faith. Thus, Administration (POEA)
while either party has the right to terminate the 3. Private recruitment entities
contract at will, it cannot not act purposely to 4. Private employment agencies
injure the other. The monetary award provided in 5. Shipping or manning agents or representatives
Section 10 of R.A. 8042 applies only to an illegally 6. Such other persons as may be authorized by
dismissed overseas contract worker or a worker the DOLE Secretary
dismissed from overseas employment without 7. Construction contractors
just, valid or authorized cause as defined by law
or contract. It finds no application to cases in
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Q: What is a Compressed Work Week? Q: What are the regular work hours o f hospital
and clinic personnel?
A: A compressed work week scheme is one
wherein the normal 6-day workweek is A: Hospital and clinic personnel can start and end
compressed to 5 days, which may result in more work at any hour on any day but would not work
than an 8-hour workday. No overtime pay would for more than 8 hours in a day, nor more than 40
be paid for the excess. (Department Order No. hours in one week. (Labor Code, Art. 83)
21-90/ DOLE Advisory No. 2-09 and No. 02-04)
Q: Is there overtime work for hospital and
Q: What standards must be met for a valid clinic personnel?
compressed work week?
A: Yes. Hospital and clinic personnel may be
A: According to the Department Advisory Opinion scheduled to work for more than 5 days or 40
No. 32-2004, CWW schemes must: hours in a week, if they are paid overtime. (+ at
1. Result from an express and voluntary least 30% regular rate. (Labor Code, Art. 83)
agreement of the majority of the covered
employees. Q: What are the rules governing
2. In firms using substances and processes that compensability during power interruptions
prolonged exposure to which may pose (brownout)?
hazards to the employee’s health or safety,
there must be certification that work beyond A: If a worker’s work is Interrupted due to
8 hours is within the threshold limits to brownout and -
exposure. 1. Brownout does not exceed 20 minutes, it will
3. Employer must notify DOLE, through the be treated as hours worked
regional office, of the CWW scheme. This 2. Brownout exceeds 20 minutes and the
must follow the CWW Report Form of DOLE. employees can ieave freely, it will not be
compensable
Q: What standards must be met for a valid 3. Brownout exceeds 20 minutes and the
reduction of work hours pursuant to a employees can use the time however they
compressed work week? want, it will not be compensable
A: While financial losses must be shown to In each case, the employer may extend the
reduce the work hours of employees, no working hours of his employees outside the
guidelines have been set to determine the regular schedules to compensate for the loss of
sufficiency of losses to justify the reduction. productive hours without paying overtime.
(Durabuilt Recapping Plant & Co. vs. NLRC, G.R
In the case of Linton Commercial vs. Hellera No. 76746, July 27, 1987)
(G.R. No. 163147; 2007), the SC applied the
standards for suspension of work [not to exceed Q: When is Meal Break compensable?
60 days] and retrenchment:
1. The losses incurred are substantial and not A: General Rule: Not less than 1-hour time-off
de minimis; - for regular meals - non-compensable
2. The losses are actual or reasonably
imminent; Exception: Meal period of not less than 20
3. The retrenchment is reasonably necessary minutes in the following cases are compensable
and is likely to be effective in preventing the hours worked:
expected losses; and 1. Where the work is non-manual work in nature
4. The alleged losses, if already incurred, or the or does not involve strenuous physical
expected imminent losses sought to be exertion'
forestalled, are proven by sufficient and 2. Where the establishment regularly operates
convincing evidence not less than 16 hours a day;
3. In case of actual or impending emergencies
or there is urgent work to be performed on
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A: YES. If the waiver is done in exchange for Q: How much is an employee entitled to for
certain valuable privileges which compensate for night shift differential?
such work, the waiver may be valid. If there is a
stipulation regarding built-in overtime pay, duly A: at least 10%. (10pm-6am) (Labor Code, Art.
approved by DOLE, then the non-payment of 86)
overtime is valid. (Bisig Manggagawa sa Tryco v.
NLRC, G.R. No. 151309, 2008) Q: What if someone is certified unfit for
nightwork?
Q: Is Composite or Package Pay illegal per
se? A: They should be transferred, whenever
practicable, to another job similar to their old one.
A: No. Composite or “package pay” or “all- If not practicable, these workers they should be
inclusive salary” is an arrangement where the granted the same benefits as other workers unfit
overtime pay is already built-in. (Trans-Asia Phils. for work.
Employees Association v. NLRC, G.R. No.
118289, 1999.) If the unfitness is temporary, he enjoys the same
protection against dismissal or notice as other
Q: May under-time be offset by overtime? workers prevented for work by reason of health.
(R.A. No. 10151)
A: No. Under-time work on any particular day
shall not be offset by overtime work on any other
day. Permission given to the employee to go on
leave on some other day of the week shall not
exempt the employer from paying the additional
compensation. (Labor Code, Art. 88)
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Q: Can an employer and an employee enter 1/12 of the basic salary but shall not include
into an agreement reducing or increasing the cash and stock dividends, COLA and all other
minimum percentage provided for night allowances regularly enjoyed by the
differential pay, overtime pay, and premium employee as well as non-monetary benefits.
pay? 3. Employers of persons in the personal service
of another in relation to such workers
A: While as a general rule, the parties may enter 4. Employers of those who are paid on
into any kind of stipulation in a contract and the commission, boundary, or task basis, and
same shall be considered as the law between those who are paid a fixed amount for
them, however, it must be emphasized that a performance of a specific work, irrespective
labor contract is not an ordinary contract since it of the time consumed in the performance
is impressed with public interest. Thus, the thereof
parties are prohibited to enter into any EXCEPTION: where the workers are paid on
stipulation which may result in the reduction a piece-rate basis, in which case the
of any employee benefits. (Labor Code, Art. employer shall grant the required 13th month
100; Republic Planters Bank v. NLRC, G.R. pay to such workers.
117460, 1997). 5. Distressed employers, such as (1) those
which are currently incurring substantial
However, the same may not be said on the matter losses or (2) in the case of non-profit
of increasing said benefits. The employer and institutions and organizations, where their
the employee are not prohibited under the law income, whether from donations,
to enter into an agreement for the increase of contributions, grants and other earnings from
whatever benefit being mandated by law for any source, has consistently declined by
the simple reason that any such increase more than forty (40%) percent of their normal
certainly redounds to the benefit of the employee. income for the last two (2) years, subject to
Thus, the employer and the employee may legally the provision of Section 7 of this issuance
and validly agree to increase the minimum (IRR, Section 3(a) P.D. No. 851).
percentage provided for night differential pay,
overtime pay, and premium pay. (Republic Q: What are the rules on distribution of
Planters Bank v. NLRC, G.R. 117460, 1997). service charges?
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A: There is diminution of benefits when it is A: From a legal point of view, a bonus is not
shown that: demandable. It becomes so when it is made part
1. The grant or benefit is founded on a policy of the wage or salary or compensation. In that
or has ripened into a practice over a long case, the latter would be a fixed amount and the
period of time former would be a contingent one dependent
2. The practice is consistent and deliberate upon the realization of profits. Without profit, no
3. The practice is not due to error in the bonus. (Luzon Stevedoring v. CIR, G.R. L-17411,
construction or application of a doubtful or 1965).
difficult question of law
4. Diminution or discontinuance is done Q: What is the rule on prohibition regarding
unilaterally by the employer. (Supreme Steel wages?
v. Nagkakaisang Manggagawa, G.R. No.
185556, 2011). A: As a general rule, an employer, by himself or
through his representative, is prohibited from
Q: What is the rule regarding non-diminution making any deductions from the wages of his
of benefits? employees. The employer is not allowed to make
unnecessary deductions without the knowledge
A: General Rule: Nothing in the Labor Code shall or authorization of the employees. (Galvadores v.
be construed to eliminate or in any wav diminish Trajano, G.R. No, L-70067, 1986)
supplements, or other employee benefits being
enjoyed at the time of promulgation of the Labor Q: What deductions arc allowed under Article
Code. Benefits being given to employees shall 113?
not be taken back or reduced unilaterally by the
employer because the benefit has become part of A:
the employment contract, written or unwritten. 1. In cases where the worker is insured with his
(Labor Code, Art. 100) consent by the employer, and the deduction
is to recompense the employer for the
Exception: To correct an error, otherwise, if the amount paid by him as premium for the
error is left uncorrected for a reasonable period of insurance;
time, it ripens into a company policy and 2. For union dues, in cases where the right of
employees can demand for it as a matter of right. the worker or his union to check-off has been
recognized by the employer or authorized in
The non-diminution principle is applicable if it is writing by said worker;
shown that: 3. In cases where xhe employer is authorized
• 1. The practice is consistent and deliberate by law or regulations issued by the SOLE.
(Metrobank v. NLRC, G.R. No. 152928,
. 2009) Q: What are the other deductions allowed?
2. The diminution or discontinuance Is done
unilaterally by the employer (Steel A: The Labor Code and other laws provide for
Corporation v. Nagkakaisang other allowable deductions: (DUMP-LAW-CAT)
Manggagawang Supreme Independent 1. In cases where the employee is indebted to
Union, G.R. No. 185556, 2011)] employer, where such indebtedness has
3. The grant of the benefit is founded on a policy become Due and demandable
or has ripened into a practice over a long 2. Union dues
period (Phil. Appliance Corp. v. CA, G.R. No. 3. Deductions for value of Meals and other
149434, 2004); and facilities
4. The practice is not due to error in the 4. In court awards, Wages may be the subject
construction or application of a doubtful or of execution or attachment, but only for debts
difficult question of law (Vergara, Jr., v. Coca incurred for food, shelter, clothing, and
Cola, G.R. No. 176985, 2013) medical attendance
5. SSS, Medicare, Pag-IBIG Premiums
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Q: Who are not included in a Wage Order? 1. By voluntary arbitration after prior referral
to grievance machinery. (Labor Code, art.
124).
A: Household or domestic helpers and persons
2. By compulsory arbitration after prior
employed in the personal service of another, referral to NCMB conciliation. (Labor Code,
including family drivers, from its coverage (Sec. art. 124)\ or
4(c), R.A. No. 6727). 3. By provisions in the CBA, which re
establishes the wage gap, or a unilateral
Under the Kasambahay law, Regional Wage grant by the employer which also restores
Boards must issue separate Wage Order for said gap are valid wage distortion schemes.
Kasambahay. (.National Federation of Labor v. NLRC, 234
SCRA 311, 1994).
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C. LEAVES
Q: What Is the formula for wage distortion?
1. Service Incentive Leave
A:
NOTE: There is no mandated formula but the Q: Who are covered by the Service Incentive
following equation has been provided in Leave (SIL)? (Go-MaMa-FiA-5-10)
jurisprudence:
A: Every employee who has rendered at least 1
[Minimum Wage / Actual Salary] = % * Prescribed year of service shall be entitled to a yearly SIL of
Increase = Distortion Adjustment 5 days with pay.
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Q: How can Maternity Leave be availed of? Q: What are the conditions for entitlement of
Paternity Leave? (MAC-BG)
A:
1. Employee shall have Notified her employer of A:
her pregnancy and the probable date of her 1. A married male employee at the time of
childbirth, which notice shall be transmitted to delivery of his child;
the SSS. 2. Cohabiting with his spouse at the time she
2. Full payment shall be Advanced by the gives birth or suffers a miscarriage;
employer within 30 days from the filing of the 3. Applied for paternity leave within a
maternity leave. reasonable period from the expected date of
3. Payment of daily maternity benefits shall be delivery or within such period as may be
a Bar to the recovery of sickness benefits provided by company rules or by CBA; prior
provided by the SSS Law for the same period application is not required in case of
for which daily maternity benefits have been miscarriage;
received. 4. Wife has given birth or suffered a
4. The maternity benefits provided under this miscarriage.
section shall be paid only for the first 4 5. Where a male employee is already enjoying
deliveries/miscarriages. the paternity leave benefits by reason of
5. The SSS shall immediately Reimburse the contract, company policy or CBA, the greater
employer of 100% of the amount of maternity benefit prevails.
benefits advanced to the employee by the
employer upon receipt of satisfactory proof of 4. Parental Leave for solo parents
such payment and legality thereof;
6. If an employee member should give birth or Q: What is a solo parent’s leave and how can
suffer miscarriage without the required it be availed?
contributions having been remitted for her by
her employer to the SSS, or without the latter A: A parental leave of not more than 7 working
having been previously notified by the days every year shall be granted to any solo
employer of the time of the pregnancy, the parent employee who has rendered service of at
employer shall pay to the SSS Damages least 1 year.
equivalent to the benefits which said
employee member would otherwise have Conditions for Entitlement: (INI)
been entitled to (R.A. No. 9282, Sec. 14-A) 1. Has rendered at least 1 year of service,
whether continuous or broken;
3. Paternity Leave 2. Has notified the employer within a reasonable
period
Q: What is a Paternity Leave? 3. Has presented a Solo Parent ID to the
employer which may be obtained from the DSWD
A: Paternity Leave refers to the benefits granted office of the city or municipality where the
to a married male employee allowing him not to employee resides (R.A. No. 8972)
report for work for seven (7) days but continues
to earn the compensation therefor, on the 5. Special Leaves for women workers
condition that his spouse has delivered a child or
suffered a miscarriage for purposes of enabling Q: What are special leave benefits under the
him to effectively lend support to his wife in her Magna Carta for Women?
period of recovery and/or in the nursing of the
newly-born child. (R.A. No. 8187, Sec. 3) A: Gynecological Leave benefits of two (2)
months with full pay based on gross monthly
Every married male employee in the private and compensation, for women employees who
public sectors shall be entitled to paternity leave undergo surgery caused by gynecological
of seven (7) days with full pay for the first four (4) disorders, provided that they have rendered
deliveries of the legitimate spouse with whom he continuous aggregate employment service of at
is cohabiting. (R.A. No. 8972) least six (6) months for the last twelve (12)
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However, in PT&T v. NLRC, a company policy of It is committed by one having authority, influence,
not accepting or considering as disqualified from moral ascendancy in a work, education, training-
work any woman worker who contracts marriage related environment. (AIM-WET) (R.A. 7877)
runs afoul of the right against discrimination
afforded all women workers by our labor laws and 2. Minors
by no less than the Constitution. (G.R. No.
118978, 1997) Q: What are the conditions in order that a
child below 15 years of age is allowed to
Q: What are the prohibited acts under Art. work? (SH-20-4-8-6)
137?
A: The following conditions must be met:
A: Art. 137 Prohibited Acts (DEP-R-TeC) 1. Must be directly under the sole supervision of
It is unlawful for any employer: his parents or guardian (Labor Code, art.
1. To Deny any woman the benefits provided for 139)
under the Code 2. Cannot be made to work for more than 20
2. To discharge any woman employed by him hours a week
for the purpose of preventing such woman 3. Work shall not be more than 4 hours per day
from Enjoying the maternity leave, facilities 4. Should not work between 8pm and 6am
and other benefits provided under the Code 5. Work is not hazardous or deleterious to the
3. To discharge such woman employee on child’s health or morals (R.A. 9231, Sec. 3)
account of her Pregnancy, or while on leave
or in confinement due to her pregnancy (Del Q: What are the hazardous workplaces?
Monte v. Velasco, G.R. No. 153477 (March
6,2007). A:
4. To discharge or refuse the admission of such • Exposure to dangerous environmental
woman upon Returning to her work for fear elements, contaminants
that she may be pregnant • Construction work, deep sea fishing and
5. To discharge any woman or child or any other mechanized farming
employee for having filed a complaint or • Handling of explosives and other pyrotechnic
having Testified or being about to testify products
under the Code • Exposure to use of heavy power-driven
6. To require as a Condition for a continuation machinery
of employment that a woman employee shall • Exposure to or use of power-driven tools
not get married or to stipulate expressly or (sec. 12-D, R.A. 7610, as amended)
tacitly that upon getting married, a woman
employee shall be deemed resigned or
separated, or to actually dismiss, discharge,
discriminate or otherwise prejudice a woman
employee merely by reason of her marriage
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Q: What are the maximum working hours and Q: May a Kasambahay be assigned to work in
night work prohibition for minors? commercial, industrial or agricultural
enterprise?
A:
15 AND A: As a general rule, the employer shall not
AGE BELOW 15
BELOW 18 assign the Kasambahay to work, whether in full
Not more Not more or part-time, in a commercial, industrial, or
DAY
than 4 hours than 8 hours agricultural enterprise at a wage rate lower than
Not more Not more that provided for agricultural or non-agricultural
than 20 than 40 workers.
hours hours
8pm to 6am 10pm to 6am The mere fact that the househelper or domestic
PROHIBIT!© servant is working within the premises of the
of the of the
N business of the employer and in relation to or in
following day following day
connection with its business, as in its staffhouses
3. Kasambahay for its guests or even for its officers and
employees, warrants the conclusion that such
Q: What are the rights and privileges of a househelper or domestic servant is and should be
Kasambahay? (ANPACE) considered as a regular employee of the
employer and not as a mere family househelper
a. The domestic worker shall not be subjected or domestic servant as contemplated in Rule X!!l,
to any kind of Abuse or any form of physical Section 1(b), Book 3 of the Labor Code, as
violence or harassment or any act tending to amended. (Apex Mining Co., Inc. v. National
degrade his or her dignity. Labor Relations Commission, G.R. No. 94951,
b. The employer shall provide for the basic April 22, 1991)
Necessities of the domestic worker to include
at least three (3) adequate meals a day and 4. Homeworkers
humane sleeping arrangements that ensure
safety. Q: Who Is a Homeworker?
c. Respect for the Privacy of the domestic
worker shall be guaranteed at ail times and A: Any person who performs industrial homework
shall extend to all forms of communication for an employer, contractor or sub-contractor.
and personal effects. (Labor Code, Art. 153)
d. The employer shall grant the domestic
worker Access to outside communication 5. Night workers
during free time.
e. All communication and information pertaining Q: Who is a night worker?
to the employer or members of the household
shall be treated as privileged and A; A night worker is any employed person
Confidential, and shall not be publicly whose work requires performance of a
disclosed by the domestic worker during and substantial number of hours of night work which
after employment. exceeds a specified limit. (Labor Code, Art. 154)
f. The employer shall afford the domestic
worker the opportunity to finish basic Q: Who are covered by the provisions on
Education and may allow access to night work?
alternative learning systems and, as far as
practicable, higher education or technical and A: All persons who shall be employed or
vocational training. (R.A. 10361 - permitted or suffered to work at night. (Labor
K a S a f f i b a h a y LaVv)
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TESDA-approved
competency-based
system
Duration of training
Not exceeding three More than three (3)
(3) months of months, but not over Limitation on the number of trainees
practical training six (6) months
In leamership, a No similar cap is
Qualifications participating imposed in the case of
Law does not Art. 59 of the Labor enterprise is allowed apprenticeship
mention any Code: to take in learners
qualification 1. Be at least fifteen only up to a
(15) years of age; maximum of twenty
(IRR and R.A. percent (20%) of its
7610, as total regular
amended by R.A. workforce
7658) Option to employ
2. Possess
The enterprise is The enterprise is given
vocational
obliged to hire the only an “option” to hire
aptitude and
learner after the the apprentice as an
capacity for
lapse of the employee.
appropriate tests;
learnership period;
and
Wage rate
3. Possess the
ability to The wage rate of a learner or an apprentice is
set at seventy-five percent (75%) of the
comprehend and
statutory minimum wage.
follow oral and
written
instructions.
Circumstances justifying hiring of trainees
Art. 74. Pre Law does not
requisites before expressly mention any
iearners may be
validly employed:
1. When no
experienced
workers are -
........ available-;...............
2. The employment
of learners is
necessary to
prevent
curtailment of
employment
opportunities;
and
3. The employment
does not create
unfair competition
in terms of labor
costs or impair or
iower working
standards
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Q: What are the requisites for a valid incentives or allowances as a qualified able-
apprenticeship? bodied person.
A: The following are the requisites for a valid Q: What are the rights of PWDs?
apprenticeship:
1. Qualifications of apprentice are met A: Under the law, PWDs are entitled to equal
2. The apprentice earns not less than 75% of the opportunity for employment. Consequently, no
prescribed minimum salary PWD shall be denied access to opportunities for
3. Apprenticeship agreement duly executed and suitable employment. A qualified employee with
signed disability shall be subject to the same terms and
4. Apprenticeship program approved by the conditions of employment and the same
Secretary of Labor; otherwise, the apprentice compensation, privileges, benefits, fringe benefits,
shall be deemed as a regular employee incentives or allowances as a qualified able-
5. Period of apprenticeship not exceed 6 months bodied person.
At the termination of the apprenticeship, the Q: What is the rule against discrimination on
employer is not required to continue the employment?
employment.
A: No entity, whether public or private, shall
8. Disabled Workers discriminate against a qualified PWD by reason of
disability in regard to job application procedures,
Q: What are handicapped workers? the hiring, promotion, or discharge of employees,
employee compensation, job training, and other
A: Those whose earning capacity is impaired by terms, conditions and privileges of employment.
age or physical or mental deficiency or injury, (R.A. No. 7217, Sec. 32)
disease or illness. (Labor Code, Art. 78)
Q: What are incentives for employers that
There must be a link between the deficiency and employ disabled persons?
the work which entitles the employer to lessen the
worker’s wage. If the disability of the person is not A: Private entities that employ disabled persons
in any way related to the work for which he was who met the required skills or qualifications, either
hired, he should not be so considered as a as regular employee, apprentice or learner, shall
handicapped worker. be entitled to an additional deduction, from their
gross income, equivalent to 25% of the total
Q: Define persons with disability under R.A. amount paid as salaries and wages to disabled
7277 as amended by R.A. 9442 vis-a-vis persons.
Impairment and Disability.
Private entities that improve or modify their
A: Persons with Disability are those suffering physical facilities in order to provide reasonable
from restriction or different abilities, as a result of accommodation for disabled persons shall also be
a mental, physical or sensory impairment, to entitled to an additional deduction from their net
perform an activity in the manner or within the taxable income, equivalent to 50% of the direct
range considered normal for a human being. costs of the improvements or modifications.
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A:
judicial, domestic or
SSS ACT GSIS ACT
foreign who carries on
1. Dependent 1. Legal
in the Philippines any
Spouse, until Dependent
trade, business,
remarriage; AND Spouse
industry undertaking,
2. Dependent until
or activity of any kind 1. Employer - the
Legitimate or remarriage
and uses the services national government,
Legitimated or ; AND
of another person who its political
Legally Adopted 2. Dependent
is under his orders as SUbdiViSiOnS,
and Illegitimate Children
regards employment. branches, agencies
Children.
‘ EXCEPT: or Instrumentalities,
SECOND 1. Dependent 1. Dependent
Government and any including GOCCs,
ARY Parents Parents
of its political and financial
2. Absent primary AND
subdivisions, Institutions with
and secondary 2. Legitimate
branches and original charters, the
beneficiaries, descendan
instrumentality, constitutional
any other person ts, subject
including GOCCs, i.e., commissions and the
designated by to
those under GSIS. judiciary
member as restrictions
2. Employee - any 2. Employee - any
secondary on
person who person receiving
beneficiary dependent
performs services compensation while
children
for an employer in service of an
who receives employer as defined OTHERS As to
compensation for herein, whether by BENEFITS,
such services, election or beneficiary
under the Act,
where there is an appointment
employer- benefits shall be paid
employee to Legal Heirs In
relationship. accordance with Law
3. Self-Employed - of Succession
considered both DEATH if no
employer and qualifies.
employee.
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Q: What are the exclusions from coverage? Q: What are the benefits under the SSS and
GSIS Law?
SSS ACT GSIS ACT
therein satisfied. Otherwise, proof must be require a condition of complete helplessness. Nor
shown that the risk of contracting the disease is it affected by the performance of occasional odd
is increased by the working conditions jobs.
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A: Once given disability compensation for loss of Q: What are the benefits the employee is
earning capacity, an additional award for loss of entitled to?
earnings (future earnings) no longer lies,
otherwise, it will result in double A:
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employed people, rural workers and those without Q: Who are prohibited to form, join and assist
any definite employers may form labor labor organizations for the purpose of
organizations for their mutual aid and protection. collective bargaining?
(Labor Code, Art. 253)
A:
Q: Are positions with access to salary and 1. Managerial employees - refers to an
compensation excluded from the bargaining
employee who is vested with powers or
unit?
prerogatives to lay down and execute
management policies or to hire, transfer,
A: No. In SMFI vs. SMC Supervisors and Exempt
suspend, layoff, recall, discharge, assign or
Union (G.R. No. 146206, 2011), Confidential
discipline employees. (Art. 255 LABOR
employees are those who (1) assist or act in a
confidential capacity, in regard (2) to persons who CODE)
formulate, determine, and effectuate management 2. Confidential employees - Confidential
policies in the field of labor relations. They should employees are those who (1) assist or act in a
be excluded from the bargaining unit, as their confidential capacity, (2) to persons who
access to confidential information may become formulate, determine, and effectuate
the source of undue advantage. The Payroll management policies in the field of labor
Master and employees with access to salary and relations. The prohibition is based on the
compensation data are not considered confidential DOCTRINE OF NECESSARY IMPLICATION
employees, because their positions do not involve wherein the reason behind disqualifying
dealing with confidential labor relations
managerial employees to form unions can be
information.
similarly applied to confidential employees
Q: Do alien employees have the right to self (NATU v. Torres, G.R. No. 93468,1994)
organization and join or assist labor unions for 3. Member-Owner of Cooperatives - An owner
purposes of collective bargaining? cannot bargain with himself or his co-owners.
Employees who are neither members nor co
A: Yes. The following requisites must be present: owners of the cooperative are entitled to
a. The alien employee must have a valid working exercise the rights to self-organization,
permit issued by DOLE; and collective bargaining and negotiation
b. The alien employee must be a national of a (Benguet v. Ferrer-Calleja, G.R. No. 79025,
country which grants the same or similar rights 1989)
to Filipino workers, as certified by DFA or 4. Employees of International Organizations
which has ratified either ILO Convention No. which have been granted diplomatic immunity
87 or ILO Convention No. 98. (Labor Code, cannot unionize EXCEPT if the international
. Art. 284) organizations expressly waived their immunity
(I.CMC v. Calleja, G.R. No. 85750, 1990).
Q: What is the minimum membership
requirement for an independent union to be
valid?
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A: (PERLAS-BERNABE) Under Article 276(c) of Q: What is the relationship between the local
the Labor Code, there is union busting when the union and the federation?
existence of the union is threatened by the
employer’s act of dismissing the former’s officers A: Mere affiliation does not divest the local union
who have been duly-elected in accordance with its of its own personality, neither does it give the
constitution and by-laws mother federation the license to act independently
of the local union. It only gives rise to a contract
2. Commingling/ Mixture Of Membership of agency, where the former acts in
representation of the latter. (Insular Hotel
Q: May managerial employees join a labor Employees v. Waterfront Insular Hotel, G.R. No.
organization? 174040-41, Sept. 22, 2010)
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Qi What is the difference between “contract Q: Who may file and on what ground may a
bar rule” and “deadlock bar rule?” protest arising from the conduct of
certification be filed?
A: In contract bar rule, no petition for certification
election may be filed where there is an existing A: Any party-in-interest and on a ground based on
CBA which has been duly registered. A petition for the conduct or mechanics of election. (Sec. 12,
certification election may on be filed within the last Rule IX, Book V)
60 days of the fifth year of the CBA. On the other
hand, in deadlock bar rule, no certification Q: How is a protest done?
election may be held if there is a pending
bargaining deadlock which has been submitted to A:
conciliation or arbitration or has become the 1. Record the protest in the minutes of the
subject of a valid notice of strike or lockout. (Labor election proceedings; AND
Code, Art, 268; Capitol Medical v. Laguesma, G.R. 2. Formalize and perfect the protest within five
No. 118915, 1997) (5) days after the close of the election
proceedings, formalize the protest with
Q: What is the “automatic renewal clause” in a specific grounds, arguments before the Med-
collective bargaining agreement? Arbiter. (Sec. 12, Rule IX, Book V)
A: Automatic renewal clause means that at the Q: What are the election mechanics?
expiration of the freedom period, the employer
shall continue to recognize the majority status of 1. Preliminary Conference
the incumbent bargaining agent where no petition The Med-Arbiter shall conduct a preliminary
for certification election is filed. It shall be the duty conference and hearing within 10 days from the
of both parties to keep the status quo and to receipt of the petition to determine the following:
continue in full force and effect the terms and a. The bargaining unit to be represented;
conditions of the existing agreement during the 60- b. Contending labor unions;
day period and/or until a new agreement is c. Possibility of consent elections;
reached by the parties. (Labor Code, Art. 264) d. Existence of any of the bars to certification
election; and
Q: What are the requirements for validity of a e. Such other matters as may be relevant for the
certification election? final disposition of the case.
actual conduct of the certification election. forum of appropriate jurisdiction at the time of the
Non-submission of this requirement as issuance of the order for the conduct of a
certified by the Election Officer shall disqualify certification election shall be considered a
the local/chapter frpm participating in the qualified voter, unless his/her dismissal was
certification election declared valid in a final judgment at the time of the
f. Directive upon the employer and the conduct of the certification election. (D.O. No. 40-
contending union(s) to submit within 10 days 1-15.)
from receipt of the order, the certified list of
employees in the bargaining unit, or where Q: Can probationary employees vote in a
necessary, the payrolls covering the members certification/consent election?
of the bargaining unit of at least 3 months prior
to the issuance of the order. (Labor Code IRR) A: Yes. All employees in the appropriate
bargaining unit, whether probationary or
Q: When are run-off and re-run elections permanent are entitled to vote. (National Union of
conducted? Workers In Hotels, Restaurant and Allied
Industries-Manila Pavilion Hotel Chapter v.
A: A run-off election refers to an election Secretary of Labor, July 31, 2009)
between the labor unions receiving the 2 highest
number of votes in a certification or consent Q: What is the "double majority rule"?
election:
a. When such certification or consent election A: For there to be a valid certification election,
provides for 3 or more choices (including "no majority of the bargaining unit must have voted
union") AND the winning union must have garnered
b. Results in none of the contending unions majority of the valid votes cast. (National Union of
receiving a MAJORITY of the valid votes cast, Workers In Hotels, Restaurant and Allied
and Industries-Manila Pavilion Hotel Chapter v.
c. There are no objections or challenges which if Secretary of Labor, G.R. No. 181531, 2009)
sustained can materially alter the results,
d. Provided, that the total number of votes for all Q: Is a certification election held by a labor
contending unions is at least 50% percent of union, whose validity was being contested,
the number of votes cast. valid?
e. "No Union" shall not be a choice in the run-off
election. A: Yes. An order to hold a certification election is
proper despite the pendency of the petition for
A re-run election occurs when a certification, cancellation of the registration certificate of the
consent or run-off election results to a TIE respondent union. The rationale for this is that at
between the 2 choices, The choice receiving the the time the respondent union filed its petition, it
highest votes cast during the re-run election shall still had the legal personality to perform such act
be declared the winner and shall be certified absent an order directing the cancellation.
accordingly. (D.O. No. 40-1-15.) (Legends International vs. Kilusang Mangagawa,
NOTE FROM ATTY MANUEL: In relation to the G.R. No. 169754, 2011)
re-run election, ADD in relation to failure of
election.
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D. RIGHTS OF LABOR ORGANIZATiON general membership meeting duly called for the
purpose. The secretary of the organization shall
1. Check Off, Assessment Fees, Agency Fees record the minutes of the meeting including the list
of all members present, the votes cast, the
Q: When can Special Assessments and purpose of the special assessment or fees and the
Extraordinary Fees be (a) levied and (b) recipient of such assessment or fees. The record
checked off? shall be attested to by the president.
A check-off is a process whereby the employer, on A valid collection presupposes a valid levy.
agreement with the EBR, deducts union dues or
agency fees from the latter's wages and remits 2. COLLECTIVE BARGAINING
them directly to the union. No special
assessments, attorney’s fees, negotiation fees or Q: What is a Collective Bargaining Unit (CBU)?
any other extraordinary fees may be may be
checked off from any amount due to an employee A: A CBU is a group of employees sharing mutual
without interests within a given employer unit, comprised
a. An INDIVIDUAL WRITTEN authorization duly of all or less than all of the entire body of
signed by the employee employees in the employer unit or any specific
b. The authorization should specifically state the occupation or geographical grouping within such
(1) amount, (2) purpose and (3) Beneficiary of employer unit. (Rule i, § 1(d), Omnibus Rules)
the deduction. (Labor Code, Art. 249)
Q: Does the Union have the authority to
Q: What is an agency fee? compromise individual rights?
A: This is an amount, equivalent to union dues, A: No. Absent a showing of the Union’s special
which a nonunion member pays to the union authority to compromise the individual claims of
because he benefits from the CBA negotiated by private respondents for reinstatement and
the union. It is an agency fee because in backwages, there is no valid waiver of the
negotiation the CBA, the union served as the aforesaid rights. (Golden Donuts vs. NLRC, G.R.
employees’ agent. (Labor Code, Art, 259) No. 113666-68, 2000)
Article 241, par. (o) of the Labor Code provides A: The performance of a mutual obligation to meet
that no special assessment or extraordinary fees and convene promptly and expeditiously in good
may be levied upon the members of a labor faith for the purpose of negotiating an agreement
organization . unless authorized by a written with respect to wages, hours of work, and all other
resolution of a majority of all the members at a terms and conditions of employment including
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proposals for adjusting any grievance or questions (Standard Chartered Bank Employees Union v.
arising under such agreements if requested by Confesor, 432 SCRA 308, 2004)
either party but such duty does not compel any
party to agree to a proposal or to make any b) Collective Bargaining Agreement
concessions. (Labor Code, Art. 263)
Q: What is a Collective Bargaining Agreement
Q: What are the jurisdictional requirements to or CBA?
trigger the duty to bargain collectively?
A: A CBA is executed upon the request of either
A: [MPD] the employer or the exclusive bargaining
1. Possession of the status of Majority representative incorporating into the agreement
representation of the employees’ reached after negotiations with respect to wages,
representative hours of work, and all other terms and conditions
2. Proof of majority representation of employment, including the mandatory
3. Demand to bargain (Kiok Loy vs. NLRC, G.R. provisions for grievance and arbitration
No. L-54334, 22 January 1986) machineries. (Davao Integrated Stevedoring
Services v. Abarquez, G.R. 102132, 1993).
Q: Would an agreement that effectively
abrogates the right of workers to self (1) Mandatory Provisions of the CBA
organization and collective bargaining be void
for being unconstitutional and against public Q: What are the mandatory subjects of the
policy? CBA?
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enterprise is not legally bound to absorb the 5. To ask or accept negotiations or attorney’s
employees of the seller of such assets or fees from employers as part of the settlement
enterprise, the parties are liable to the employees in any dispute.
if the transaction between the parties is colored 6. Violation of CBA. (Labor Code, Art. 260)
with bad faith. (Sundowner Development Corp. v.
NLRC, 180SCRA 14, 1989). F. PEACEFUL CONCERTED ACTIVITIES
Q: What are the acts which are ULP by Labor Compliance with all the legal requirements, as
Organizations? stated by National Federation of Sugar Workers
vs. Ovajera) G.R. L-59743, 1982), are meant to be
A: and should be mandatory. Necessarily, a
1. To restrain or coerce employees in the strike must comply with the purpose and means
exercise of their right to self-organization. test which means that both the purpose and the
2. To attempt to or cause an employer to means to carry out the strike must be legal. The
discriminate against an employee to whom purpose must be based solely on bargaining
membership in the labor organization was deadlock (economic) and/or unfair labor practice
denied or to terminate an employee on any (political). The means to carry out the strike should
ground other than the usual terms and also be legal where there should be no illegal acts
conditions under which membership or committed in the course of the strike.
continuation of membership is made available
to other members. Q: What comprises a strike?
3. To refuse to bargain collectively with the
employer, if it is the representative of the A: A strike comprises not only concerted work
employee. stoppages but also slowdowns, mass leaves,
4. To attempt to or cause the employer to pay sitdowns, attempts to damage, destroy or
money or other things of value, in the nature sabotage plant equipment. The fact that the
of an exaction, for services which are not conventional term “strike" isn’t used is of no
performed or not to be performed. This moment. (Solidbank v. Gamier, G.R. No. 159460,
includes fees for union negotiations. 2010 )
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Q: Is the act of not showing up for work Q: What are the different kinds of strike?
considered a form of strike?
A:
A: Yes. The Court held in Toyota vs. NLRC (G.R. 1. LEGAL STRIKE - one called for a valid
158786, 2007) that the strikes were illegal purpose and conducted through means
because they were in reality temporary stoppages allowed by law.
of work perpetrated through the concerted action 2. ILLEGAL STRIKE - one staged for a purpose
of the employees who deliberately failed to report not recognized by law, or if fora valid purpose,
for work. Apart from the fact that they defied the conducted through means not sanctioned by
assumption order of the Secretary of DOLE, it was law
apparent that the ultimate goal of the union 3. ECONOMIC STRIKE - one staged by workers
members was to coerce Toyota to acknowledge to force wage or other economic concessions
them as the sole bargaining agent of the company. from the employer which he is not required by
law to grant (Consolidated Labor Association
Q: What are the effects of a strike on an of the Phil. vs. Marsman and Company, 11
employer-employee relationship? SCRA 589)
4. ULP STRIKE - one called to protest against
A: Strikers remain as employees while they are on the employer’s acts of unfair labor practice
strike; the effects of employment are merely enumerated in the Labor Code
suspended during that time. Mere participation of 5. SLOWDOWN STRIKE - one staged without
a worker in a lawful strike shall not constitute the workers quitting their work but merely
sufficient ground for termination of his slackening or by reducing their normal work
employment, even if a replacement had been hired output
by the employer during such lawful strike. 6. WILD-CAT STRIKE - one declared and
staged without filing the required notice of
Even if declared illegal, the strike need not have strike and without the majority approval of the
been attended with such a drastic consequence as recognized bargaining agent.
termination of employment of relationship. (Labor 7. SIT DOWN STRIKE - one where the workers
Code, Art. 279) stop working but do not leave their place
A: As a general rule, where a union believes that Q: What are the differences between a legal
an employer committed ULP and the surrounding and illegal strike?
circumstances warranted such belief in good faith,
the resulting strike may be: considered legal ILLEGAL STRIKE LEGAL STRIKE
although, subsequently, such allegations of unfair Contrary to a specific Not contrary to a
labor practices were found to be groundless. prohibition of law, specific prohibition of
(Hotel Enterprises v. Samahan Manggagawa ng such as strike by law (government
Hyatt, G.R. No. 165756, 2009). government employees do not have
employees; or the right to strike)
Q: What is the difference between a sympathy Observes the
strike and a general strike? procedural
Violates a specific requirements, which are
A: Workers go on a sympathy strike to show their requirement of law mandatory, and non-
sympathy for certain workers who are on strike. (failure to comply observance makes
with the procedural strikes illegal
In a general strike, workers in the country or in a requirements set by i. notice of strike
re o
VJ>
io n .' n rn vin n p > n r r.itv
i ....................... J >
n r mi in irin a litv n
1------------ J £3
n nn g ui
;;
!!=L-UUM
-------:—i
! !yU!! pG! !UU
PAGE 47 OF 89
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The standard of “economic dependence” of the (Mariwasa Manufacturing v. Leogardo, G.R. No.
employee is whether the worker is dependent on 74246, 1989)
the alleged employer for his continued
employment in that line of business. (Orozco v. 2. Regular
CA, G. R. No. 155207, 2008) Regular employment is an arrangement where the
employee:
Thus, the determination of the relationship 1. Has been engaged to perform tasks usually
between employer and employee depends upon necessary or desirable to the usual trade or
the circumstances of the whole economic activity, business of the employer;
such as: 2. Has rendered at least 1 year of service,
1. The extent to which the services performed are whether such service is continuous or broken,
an integral part of the employer’s business; with respect to the activity in which he is
2. The extent of the worker’s investment in employed; or
equipment and facilities; 3. When an employee is allowed to work after a
3. The nature and degree of control exercised by probationary period (Labor Code, Art. 295)
the employer;
4. The worker’s opportunity for profit and loss; The primary standard of determining regular
5. The amount of initiative, skill, judgment or employment is the reasonable connection
foresight required for the success of the between the particular activity performed by the
employee to the usual trade or business of the
claimed independent enterprise;
employer. (Lopez v. MWSS, G.R. No. 154472,
6. The permanency and duration of the
2005)
relationship between the worker and the
employer; and 3. Project employment - One whose employment
7. The degree of dependency of the worker upon has been fixed for a specific project or
the employer for his continued employment in undertaking, the completion of which has been
that line of business. (Francisco v. NLRC, determined at the time of engagement of the
G.R. No. 170087, 2006) employee. (Labor Code, Art. 295)
The employer and employee may extend by Exception. If he has rendered at least 1 year of
agreement the probationary period of employment service, whether such service is continuous or
beyond 6 months, but it cannot be ad infinitum. broken, he is considered a REGULAR employee
with respect to the activity in which he is employed
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and his employment shall continue while such basis may be terminated for any of the following: a
activity exists. (Labor Code, Art. 295) just OR an authorized cause; AND when he fails
to qualify as a regular employee in accordance
6. Fixed-term with reasonable standards prescribed by the
Fixed-term employment was repealed by Labor employer. Corollary thereto, Section 6(d), Rule I,
Code. But the Civil Code, a general law, allows Book VI of the Implementing Rules of the Labor
fixed-term employment. (Brent School, Inc. v. Code provides that if the employer fails to inform
Zamora, G.R, No. 48494, 1990) the probationary employee of the reasonable
standards upon which the regularization would be
The elements of a valid fixed-term employment are based on at the time of the engagement, then the
the following: said employee shall be deemed a regular
1. The fixed period of employment was employee (Abbott Laboratories, Phils, v. Alcaraz,
knowingly and voluntarily agreed upon by the G.R. No. 192571, July 23, 2013).
parties without any force, duress, or Improper
pressure being brought to bear upon the In all cases of probationary employment, the
employee and absent any other employer shall make known to the employee the
circumstances vitiating his consent; standards under which he will qualify as a regular
2. It satisfactorily appears that the employer and employee at the time of his engagement. Where
the employee dealt with each other on more or no standards are made known to the employee at
less equal terms with no moral dominance the time he shall be deemed a regular employee.
exercised by the former or the latter. (Aberdeen Court vs. Agustin, G.R. 149371, 2005).
Q: Does the DOLE Secretary have the power to Double or successive probation is not allowed.
decide whether or not an employer-employee The evil sought to be prevented is to discourage
relationship exists? scheming employers from using the system to
circumvent the mandate of the law on
A: Yes. DOLE now has the authority to determine regularization and make It easier for them to
the existence of an employer-employee terminate their employees. (Holiday Inn Manila vs.
relationship. Under Article 128(b) of the Labor NLRC, G.R. No. 109114, 1993)
Code, as amended by RA 7330, the DOLE is fully
empowered to make a determination as to the The determination of "adequate performance" is
exercise of an employer-employee relationship in not, in all cases, measurable by quantitative
the exercise of its visitorial and enforcement specification. It is also hinged on the qualitative
power, subject to judicial review, not review by the assessment of the employee’s work; by its nature,
NLRC (see People’s Broadcasting Service v. this largely rests on the reasonable exercise of the
Secretary of Labor, G.R. 179652, 2012) employer’s management prerogative. A good
example would be. the case of probationary
Q: What limitations, if any, do law and employees whose tasks involve the application of
jurisprudence impose on an employer’s right discretion and intellect, such as - to name a few -
to terminate the services of a probationary lawyers, artists, and journalists. (Abbott v. Alcaraz,
employee? G.R. No. 192571, 2014)
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b. have investments in the form of tools, Manufacturing Company, Inc., G.R. No. 80680,
equipment, machineries, supervision, 1999).
work premises among others, and
2. The contractor’s or subcontractor’s Q: What is a trilateral relationship in job
employees recruited and placed are contracting?
performing activities which are directly
related to the main business operation of A: It refers to a job contracting or subcontracting
the principal; or arrangement where there is a contract for a
3. The contractor or subcontractor does not specific job, work or service between the principal
exercise the right of control over the work of and the contractor, and a contract of employment
the employee (D.O. No. 174-17, Sec. 5) between the contractor and its workers.
Furthermore, agency-hired employee becomes Security of tenure is the constitutional right granted
entitled to benefits under the CBA of client to the employee, that the employer shall not
company. (Tabas, et al. v. California terminate the services of the employee except for
just cause or when authorized by law. it extends to
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Q: What are the legal implications of an Q: What are the various just causes for
employee being on “floating status?” termination?
A: Being placed on floating status is legal. It A: Just causes: (SoMe WiD GAN FWeT CO)
means “waiting to be posted.” However, this status 1. Serious Misconduct or Willful Disobedience by
must not exceed 6 months. Otherwise, it would the employee of the lawful orders of his
amount to constructive dismissal. (Reyes vs. RP employer or representative in connection with
Guardians Security Agency, Inc., 695 SCRA 620, his work (work-related)
2013).
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2. Gross And habitual Neglect by the employee should be meted out since an employee's past
of his duties misconduct and present behavior must be taken
3. Fraud or Willful breach by employee of the together in determining the proper imposahle
Trust reposed in him by his employer or duly penalty. (Merin v. NLRC, G.R. No. 171790)
authorized representative (not mere
suspicion) Q: Is the existence of a pregnancy out of
4. Commission of a Crime or offense by the wedlock a disgraceful or immoral conduct?
employee against the person of his employer
or any immediate member of his family or duly A: Pre-marital sexual relations between two
authorized representative consenting adults who have no impediment to
5. Other analogous cases (Labor Code, Art. 297) marry each other, and, consequently, conceiving
a child out of wedlock, gauged from a purely public
Q: What are the elements of serious and secular view of morality, does not amount to a
misconduct? disgraceful or immoral conduct. (Leus v. St
Scholastica, G.R. No. 187226, 2015)
A:
1. There must be misconduct; Q: What are the elements of willful
2. The misconduct must be of such grave and disobedience?
aggravated character;
3. Relates to the performance of the employee’s A:
duties; and 1. There must be disobedience or
4. A showing that the employee becomes unfit to insubordination;
continue working for the employer. (D.G. No. 2. The disobedience or insubordination must be
147-15, Sec. 5.2[a]) willful or intentional characterized by a
wrongful and perverse attitude;
Q: is theft of company property a serious 3. The order violated must be reasonable, lawful,
misconduct? and made known to the employee; and
4. The order must pertain to the duties which he
A: (DEL CASTILLO) YES. Jurisprudence has has been engaged to discharge. (D.O. No.
classified theft of company property as a serious 147-15)
misconduct and denied the award of separation
pay to the erring employee. The employee in this Q: What are the elements of gross and habitual
case attempted to steal the property of her long neglect?
time employer. (Reno Foods v. Nagkakaisang
Lakas ng Manggagawa-Katipunan, G.R. No. A:
164016, March 15, 2010) 1. There must be neglect of duty; and
2. The negligence must be both gross and
Q: What is the ‘totality of infractions’ doctrine? habitual in character. (D.O. No. 147-15)
A: The totality of infractions or the number of Q: What are the elements of fraud or willful
violations committed during the period of breach of trust?
employment shall be considered in determining
the penalty to be imposed upon an erring A:
employee. Fitness for continued employment 1. There must be an act, omission, or
cannot be compartmentalized into tight little concealment;
cubicles of aspects of character, conduct and 2. The act, omission or concealment involves a
ability separate and independent of each other. breach of legal duty, trust, or confidence justly
While it may be true that petitioner was penalized reposed;
for his previous infractions, this does not and 3. It must be committed against the employer or
should not mean that his employment record his/her representative; and
would be. wiped clean of his Infractions. After all, 4. it must be in connection with the employees’
the record of an employee is a relevant work. (D.O. No. 147-15, Sec. 5.2[d])
consideration. in determining the penalty that
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Q: What are the elements of ‘commission of a Q: What are the elements of ‘analogous
crime or offense?’ causes?’
A: A:
1. There must be an act or omission punishable/ 1. There must be an act or omission similar to
prohibited by law; and those specified just causes;
2. The act or omission must be voluntary and/or 2. The act or omission must be voluntary and/or
willful on the part of the employees. (D.O. No. willful on the part of the employees (D.O. No.
147-15, Sec. 5.2[f]) 147-15, Sec. 5.2[gJ)
Conviction or prosecution of the employee is not NOTE: No act or omission shall be considered as
necessary. A criminal case need not be actually analogous cause unless expressly specified in
filed. Commission of acts constituting a crime is the company rules and regulations or policies.
sufficient. (Nicolas v. NLRC, G.R. No. 113948,
1996) 2. Authorized Causes
Previous offenses may be used as justification for Q: What are the Authorized causes for
dismissal from work only if the past infractions are termination? (RRLCD)
related to the subsequent offense upon which the 1. Redundancy
basis of termination is decreed. (Salas v. Aboitiz 2. Retrenchment
One Inc., G.R. No. 178236, 2008) 3. Introduction of labor-saving devices
4. Cessation or Closure of Establishment of
Q: What is the Bona Fide Occupational Operation of the Establishment or Undertaking
Qualification (BFOQ)? 5. Disease
A: General Rule: Where the job itself necessarily Q: What are the elements of ‘redundancy?’
requires a particular qualification, then the job
applicant or worker who does not possess it may A: The elements are the following:
be disqualified on that basis and such will not be 1. There must be superfluous positions or
considered unlawful discrimination. services of employees;
2. The positions or services are in excess of what
Exception: To justify a BFOQ, the employer must is reasonably demanded by the actual
prove that: requirements of the enterprise to operate in an
1. The employment qualification is reasonably economical and efficient manner;
related to the essential operation of the job 3. There must be good faith in abolishing
involved; and redundant positions;
2. There is factual basis for believing that all or 4. There must be fair and reasonable criteria in
substantially all persons meeting the selecting the employees to be terminated; and
qualification would be unable to properly 5. There mustbe an adequate proof of
perform the duties of the job (Star Paper redundancy such as but not limited to the new
Corporation, et. a l vs. Simbol, et. aI., G.R. No. staffing pattern, feasibility studies/ proposal,
164774,2006). on the viability of the newly created positions,
job description and the approval by the
management of the restructuring. (DO 147-15)
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Q: What are the requisites for an employer to OR a some reasonable period of time, and not
justify or effect a valid redundancy program? merely the actual year of business loss;
4. The retrenchment must be in good faith for the
A: advancement of its interest and not to defeat
1. A written notice served on both the employees or circumvent the employees’ right to security
and the DOLE at least one month prior to the of tenure; and
intended date of retrenchment; 5. There must be fair and reasonable criteria in
2. Payment of separation pay equivalent to at ascertaining who would be dismissed and who
least one month pay or at least one month pay would be retained among the employees,
for every year of service, whichever is higher; such as status, efficiency, seniority, physical
3. Good faith in abolishing the redundant fitness, age, and financial hardship for certain
positions; and workers. (D.O. No. 147-15, Sec. 5.4[c])
4. Fair and reasonable criteria in ascertaining
what positions are to be declared redundant Q: What does “prevent losses” mean?
and accordingly abolished. (DAP v. CA, G.R.
165811, 2005). A: The phrase “to prevent losses” means that
retrenchment or termination from the service of
Q: How is the “last in first out” policy to be some employees is authorized to be undertaken
effected in a retrenchment or redundancy by the employer sometime before the losses
program? anticipated are actually sustained or realized.
Actual losses need not set in prior to retrenchment
A: The decisions of the Supreme Court only posits (Cajucom VII v. TPI Phil. Cement Corp., G.R. No.
the rule that seniority need not be strictly followed 149090, 2005)
in effecting a retrenchment or redundancy
program and should be included in the fair and Q: When is retrenchment justified?
reasonable criteria along with a) less-preferred
status (i.e. temporary employees); and b) A: Management cannot be denied recourse to
efficiency rating. (Asiaworld v. Ople, G. R. No. retrenchment if it can successfully prove the
56398, 1987) existence of the following:
1. Substantial losses which are not merely de
In Philippine Tuberculosis Society vs. National minimis in extent;
Labor Union, (G.R. No. 115414, 1998), the 2. Imminence of such substantial losses;
Supreme Court held a retrenchment invalid for 3. Retrenchment would effectively prevent the
failing to consider the seniority factor in choosing expected additional losses; and
those to be retrenched, a failure which, to their 4. Alleged losses and expected losses must be
mind, should invalidate the retrenchment, as the proven by sufficient and convincing evidence
omission - immediately makes the selection
process unfair and unreasonable. Financial documents, which are audited by the CA,
are the normal and reliable method of proof of the
Q: What are the elements of ‘retrenchment?’ profit and loss performance of a GOCC. (NDC-
GUTHRIE Plantations vs. NLRC, G.R. 110740,
A: 2001).
1. The retrenchment must be reasonably
necessary and likely to prevent business
losses;
2. The losses, if already incurred, are not merely
de minimis, but substantial, serious, actual
and real, or if only expected, are reasonably
imminent.
3. The expected or actual losses must be proved
sufficient and convincing evidence such as
financial statements (audited by an
independent firm) over a span of several years
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Q: What are the elements of a valid termination before the intended date of termination of
based on Installation of labor-saving employment.
devices?’
3. The employer can lawfully close shop even if
A: not due to serious business losses or financial
1. There must be introduction of machinery, reverses but separation pay, which is
equipment or other devices; equivalent to at least one month pay as
2. The introduction must be done in good faith; provided for by the Labor Code as amended,
3. The purpose for such introduction must be must be given to all the affected employees,
valid such as to save on cost, enhance
efficiency and other justifiable economic 4. If the closure or cessation of operations of
reasons; establishment or undertaking is due to serious
4 There is no other option available to the business losses or financial reverses, the
employer than the introduction of machinery, employer must prove such allegation in order
equipment or device and the consequent to avoid the payment of separation pay.
termination of employment of those affected Otherwise, the affected employees are entitled
thereby; and to separation pay.
5. There must be fair and reasonable criteria in
selecting employees to be terminated. (D.O. 5. The burden of proving compliance with all the
No. 147-15) above-stated falls upon the employer. (Manila
Polo Club Employees' Union v. Manila Polo
Q: What are the elements of ‘closure or Club, Inc., G.R. No. 172846, 2013)
cessation of business operations?’
Q: Does the closure of a department or division
A: constitute retrenchment or closure?
1. There must be a decision to close or cease
operation of the enterprise by the A: The closure of a department or division of a
management; company constitutes retrenchment by, and not
2. The decision was made in good faith; and closure of, the company itself. (Waterfront Cebu
3. There is no other opinion available to the City Hotel v. Jimenez, G.R No. 174214, 2012)
employer except to close or cease operations.
(DO No. 147-15) Q: Differentiate Redundancy, Retrenchment,
and Closure.
Q: What are the guidelines to follow in
closure? Retrenchment Redundancy Closure
Reduction of The service The reversal
1. Closure or. cessation of operations of personnel of an of the fortune
establishment or undertaking may either be usually due to Employee is of the
partial or total. poor financial in excess of employer
returns so as to what is whereby there
2. Closure or cessation of operations of cut down on required by is a complete
establishment or undertaking may or may not costs of ! an cessation of
be due to serious business losses or financial operations in enterprise business
reverses. However, in both instances, proof terms of operations
must be shown that: salaries and and/or actual
a. It was done in good faith to advance the wages locking-up of
employer's interest and not for the purpose the doors of
of defeating or circumventing the rights of the
employees under the law or d veniu establishment,
agreement; and usually due to
b. A written notice on the affected employees financial
and the DOLE is served at least one month losses
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Q: May reinstatement and backwages be A: According to the SC, “in lieu of reinstatement,
awarded together? petitioner is entitled to separation pay equivalent
to one (1) month salary for every year of service
A: General Rule: Yes, reinstatement and reckoned from the time he commenced his
backwages may be awarded together. employment with TAWTRASCO until finality of this
Decision.” (Bahares vs. TAWTRASCO, 694 SCRA
Exceptions: 312, 2013).
• Separation pay
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Q: What salaries may be paid after a decision employer of the school. (International School v.
for reinstatement has been reversed? International School Alliance, 2014)
grant of moral damages under the Civil Code Q: Differentiate the reliefs of local workers
(Primero vs. (AC, 56 SCRA 435, 1987). versus those of migrant workers?
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process, the employee remains dismissed, but the Q: Who are eligible to the Retirement Pay Law?
employer must pay nominal damages.
A: All employees in the private sector, regardless
F. Preventive Suspension of their position, designation or status and
irrespective of the method by which their wages
Q: When is Preventive suspension be are paid.
imposed?
The only exceptions are [CDR-SA10]
A: Preventive suspension may be imposed upon 1. Employees covered by the Civil Service Law
an employee who is under investigation for certain 2. Domestic helpers and persons in the personal
serious offenses. As its purpose is to prevent harm service of another
from befalling the company/business/other 3. Employees in retail, service and agricultural
workers, this can only be resorted to when an establishments or operations regularly
employee’s continued presence poses a serious employing not more than 10 employees. (IRR
and imminent threat to the life or property of the R.A. No. 7641, Sec. 2)
employer. (Sec. 3, Rule XIV, Omnibus Rules
Implementing the Labor Code) Q: When is retirement due for underground
miners?
G. Retirement
A: Optional retirement is due for underground
Q: What is the age of retirement? miners upon reaching the age of 50 years or more
and compulsory retirement at age 60 provided he
A: has served at least 5 years as such. (R.A. No.
1. Where there is a CBA or other applicable 8558)
employment contract (or retirement plan): any
employee may be retired upon reaching the Q: Is an employee who was terminated for
retirement age established therein authorized causes (redundancy), also entitled
2. Where there is no CBA/retirement plan: to avail of early retirement benefits? Otherwise
a Optional retirement: an employee upon stated, may an employee be paid both
reaching the age of 60 or more (but not retirement and separation pay benefits?
beyond 65) who has served at least 5
years in said establishment, may retire A: YES, as a general rule.
b. Compulsory retirement: upon reaching
the age of 65. (Labor Code, Art. 302) Exception: When there is an explicit provision in
the company rules prohibiting the availment of
Q: May the optional and compulsory both. Employees are legally entitled to recover
retirement ages be lowered? both separation pay and retirement benefits in the
1. Written policy - such as in the CBA absence of a specific prohibition in the Retirement
(Pantranco North Express v. NLRC & U. Plan or CBA. In such an instance where both the
Suniga, G.R. No. 95940, 1996); or company rules or CBA and the retirement plan are
2. Assented to by the employees (Jaculbe v. silent, an employee is not barred from claiming his
Silliman University, G.R, No. 156934, 2007) early retirement benefits, even if he/she had
already received his retrenchment pay, and has
Q: What must the nature of the employees’ executed a Quitclaim to that effect. This must be
acceptance be of early retirement age? so because he is legally entitled thereto as a
general rule. (Goodyear vs. Marina Angus, G.R.
A: Acceptance by the employees of an early No. 185499, November 14, 2014)
retirement age option must be explicit, voluntary,
free, and uncompelled. (Cercado v. Uniprom, Q: Can retirement be voluntary? How do you
Inc., G.R. No. 188154, 2010, cited in Laya, Jr. v. differentiate this from involuntary retirement?
CA, G.R. No. 205813, January 10, 2018)
A: (PERLAS-BERNABE) Retirement is the result
of a bilateral act of both the employer and the
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Q: What is the extent of the employer’s right to Q: Is the imposition of productivity standards
discipline? an allowable practice?
A: Except as limited by special laws, an employer A: The SC said, in the case of Leonardo v. NLRC
is free to regulate, according to his own discretion (G.R. Not 125303, 2000), that this arrangement
and judgment, all aspects of employment, appears to be an allowable exercise of company
including hiring, work assignments, working rights. An employer is entitled to impose
methods, time, place and manner of work, tools to productivity standards for its workers and non-
be used, process to be followed, supervision of compliance may be visited with a penalty even
workers, working regulations, transfer of more severe than demotion.
employees, work supervision, lay - off workers
and the discipline, dismissal and recall of work.
(NLUv. Insular La Yebana Co., G.R. No. L-15363,
July 31, 1961)
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A: Except as limited by special laws, an employer Q: Who has the burden of proof to show the
is free to regulate, according to his own discretion validity of the exercise of management
and judgment, all aspects of employment, prerogatives?
including hiring, work assignments, working
methods, time, place and manner of work, tools to A: It is the Employer.
be used, processes to be followed, supervision of
workers, working regulations, transfer of HOWEVER: The employee initially has the
employees, work supervision, lay-off of workers burden to prove that he is an employee of the
and discipline, dismissal and recall of workers. company (Javier v. CA, G.R. No. 192558,
(San Miguel Brewery Sales v. Ople, G.R. No. L~ February 15, 2012)
53515, 1989)
The burden of proof rests upon the party who
F. MARRIAGE BETWEEN EMPLOYEES OF asserts the affirmative of an issue’.” Since it is
COMPETITOR-EMPLOYERS Valencia here who is claiming to be an
employee of Classique Vinyl, it is thus
Q: What Is the rule regarding marriage between incumbent upon him to proffer evidence to
employees of competitor-employers? prove the existence of employer-employee
relationship between them. He "needs to show
A: It is unlawful for an employer to require as a by substantial evidence that he was indeed an
condition of employment or continuation of employee of the company against which he claims
employment that: illegal dismissal.”
1. A woman employee shall not get married,
or Corollary, the burden to prove the elements of
2. To stipulate expressly or tacitly that upon an employer-employee relationship, wz.:(1)
getting married a woman employee shall the selection and engagement of the employee;
be deemed resigned or separated; or (2) the payment of wages; (3) the power of
3. To actually dismiss, discharge, dismissal; and (4) the power of control, lies upon
discriminate or otherwise prejudice a Valencia. (Valencia v. Classique Vinyl, G.R. No.
woman employee merely by reason of her 206390, January 30, 2017)
marriage. (Labor Code, Art. 136)
G. POST-EMPLOYMENT BAN
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Q: May the NLRC of the courts take Q: Does the SOLE have the power to give
jurisdictional cognizance over compromise arbitral awards in the exercise of his authority
agreements/settlements involving Labor to assume jurisdiction over labor dispute?
matters?
A: Yes. The arbitral award given by the Secretary
A: Art. 227 provides that any compromise of Labor can be considered as an approximation
agreement involving labor matters entered into by of a collective bargaining agreement. While the
the parties with the assistance of the DOLE shall award cannot per se be categorized as an
be final and binding upon the parties, except in agreement between the parties (because of the
cases of non-compliance or, if based on fraud, Secretary’s interference), it still has the force and
when misrepresentation or coercion is present. effect of a valid contract obligation between the
parties, as is stated in (Cirtek Employees vs. Cirtek
Q: May non-lawyers appear before the NLRC or Electronics, G.R. 190515, 2011).
Labor Arbiter and may they charge attorney’s
fees for such appearance provided it is 2.Requirements to perfect appeal to NLRC
charged against union funds and in an amount
freely agreed upon by the parties? Q: What are the requirements to appeal the
LA’s decision?
A: Yes, non-lawyers may appear before the
Commission or any Labor Arbiter only: A: Appeal from the decision of the Labor Arbiter is
brought by ordinary appeal to the NLRC within 10
1. if they represent themselves; or calendar days from receipt of the decision. (Vir-jen
2. if they represent their own legitimate labor Shipping and Marine Services v. NLRC, G.R. No.
organization or members thereof; or 58011-12, 1982)
3. if they are duly accredited by a Legal Aid
Office which is DOJ or IBP recognized. The 10-day period is reckoned from receipt by
counsel of the final decision, order or award. This
Non-lawyers may not charge attorney’s fees applies to both appeals from the LA to NLRC and
though charged against the union funds and NLRC to CA. (Sy. v. Fairland Knitcraft, G.R. No.
agreed upon. Attorney’s fees presuppose the 182915, 2011)
existence of an attorney-client relationship.
(PAFLUvs. BISCOM, G.R. L-18782, 1963). This 10-day period is both mandatory and
jurisdictional in nature. (Charter Chemical &
Q: May a decision of the Labor Arbiter which Coating Corp v. Tan, G.R. No. 163891, 2009)
has become final and executory be novated
through a compromise agreement of the NOTE: There is no appeal from the decision of the
parties? NLRC. The only way to elevate the case to the CA
is by way of special civil action of certiorari under
A: Compromise agreement is encouraged and Rule 65, Rules of Court.
authorized by law. Hence, they may be made even
when the judgment is final and executor. The From the ruling of the Court of the Appeals, it may
validity of the agreement is determined by the be elevated to the SC by petition for review on
compliance with the requisites and principles of certiorari under Rule 45 of the Rules of Civil
contract, and not by the time it was entered into as Procedure. (St. Martin Funeral Home v. NLRC, et
provided by the law on contracts, a valid al., G.R. No. 130866, 1998)
compromise must have the following elements:
1. The consent of the parties to the
compromise;
2. An objects certain that is the subject
matter of the compromise;
3. The cause of the obligation that is
established.
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Q: What are the grounds for appeal? Q: How is the Employer’s Liability Determined
After the Finality of the Case?
A:
1. Prima facie evidence of abuse of discretion on A: After finality of the case, the records will have
the part of LA. to be remanded to the Labor Arbiter to determine
2. The decision, order or award was secured the actual liability of the employer to each and
through fraud or coercion including graft and every employee. Both parties will have a chance
corruption to submit further proof and argument in support of
3. Pure questions of law their respective proposed computations.
4. Raised serious errors in the findings of facts
which could cause grave or irreparable damage or For the guidance of the labor arbiter, as well as the
injury to the appellant parties, this court lays down the following
yardsticks in the computation of the final amount
Additional Requirement: in case of judgment of liability:
involving a monetary award, employer (appellant)
may perfect the appeal of the LA’s decision only 1. Employees who have been re - employed
upon the posting of a cash or surety bond Issued without loss of seniority rights shall be paid
by a reputable bonding company duly accredited backwages but only up to actual reinstatement;
by the NLRC in the amount equivalent to the 2. Employees who have been re - employed as
monetary award in the judgment appealed from. new hires shall be restored their seniority and
other preferential rights. However, their
Q: What is the effect of self-executing order of backwages shall be computed only to date of
reinstatement on back wages? actual re- hiring;
3. Employees who shall have reached compulsory
A: The law intends the award of backwages and age of retirement shall receive backwages up to
similar benefits to accumulate past the date of the their retirement only. The same is true as regards
Labor Arbiter’s decision until the dismissed the heirs of those who have passed away;
employee is actually reinstated. (Siemens 4. Employees who have not been reemployed plus
Philippines v. Domingo, G.R. No. 150488. 2008) those who have executed quitclaims and received
separation pay of financial assistance shall be
However, if reinstatement is no longer possible, reinstated without loss of seniority rights and paid
backwages shall be computed from the time of full backwages, after deduction of whatever
illegal dismissal until the date the decision amounts already received; and
becomes final. (Javeilana v. Belen, G.R. No. 5. Employees who had obtained substantially
181913 and 182158, 2010) equivalent or even more lucrative employment
elsewhere in 1998 or thereafter are deemed to
Note: If there was implementation of have severed their employment with their previous
reinstatement pending appeal, either through employer, and shall be entitled to full backwages
actual or payroll reinstatement, and the employee from the date of their retrenchment only up to the
received his/her salary for the period of such date they found gainful employment elsewhere.
reinstatement, the said amount received shall be (FASAP v. PAL, G.R No. 172013, 2009)
deducted from the total amount of backwages due
the employee, assuming the final decision of the Q: What are the requisites for perfection of
case awarded backwages to the employee. appeal?
from the time he is refused work after acquittal. 4. Cash, property, or surety bond, if
(Standard Electric v. Standard Electric employees judgment involves monetary award 5. Proof of
Union, G.R. No. 166111, 2005) service to the adverse party
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Q: What is the procedure for the perfection of Q: If there is no monetary award, is an appeal
appeal? bond required?
Appeal By Employer Involving Monetary A: General Rule: Motion to reduce bond does not
Award toll the running of the period to perfect appeal.
A bond equivalent to monetary award should be
posted within the 10-day period for filing of appeal. Exception: See below (McBurnie v. Ganzon, G.R.
Nos. 178034 & 178117, 2013)
If no bond is filed, appeal is not perfected, (see
Catubayv. NLRC, G.R. No. 119289, 2000) Q: What are the McBurnie v. Ganzon
Guidelines in Reduction of Appeal Bond?
Remedy in case of failure to post bond, remedy is
to file a motion to dismiss. 1. The filing of a motion to reduce appeal bond
shall be entertained by the NLRC subject to the
Q: What is the effect of the appellant’s failure following conditions:
to furnish the other party with copies of the o There is meritorious ground; and
notice of appeal and memorandum of appeal? o A bond in a reasonable amount is posted;
2. For purposes of compliance with the second
A: (PERLAS-BERNABE) The mere failure to condition - bond in reasonable amount - a
serve the same upon the opposing party does not motion shall be accompanied by the posting of
bar the NLRC from giving due course to an appeal. a provisional cash or surety bond equivalent to
Such failure is only treated as a formal lapse, an (10%) of the monetary award subject of the
excusable neglect, and, hence, not a jurisdictional appeal, exclusive of damages and attorney's
defect warranting the dismissal of an fees;
appeal.5lnstead, the NLRC should require the 3. Compliance with the foregoing conditions shall
appellant to provide the opposing party copies of suffice to suspend the running of the 10-day
the notice of appeal and memorandum of appeal. reglementary period to perfect an appeal from
(Fernandez v. Botica Claudio, G.R. No. 205870, the labor arbiter’s decision to the NLRC;
2014) 4. The NLRC retains its authority and duty to
resolve the motion to reduce bond and
determine the final amount of bond that shall be
posted by the appellant, still in accordance with
the standards of meritorious grounds and
reasonable amount; and
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5. in the event thai the NLRC denies the motion to Q: What are examples of meritorious grounds?
reduce bond, or requires a bond that exceeds
the amount of the provisional bond, the A:
appellant shall be given a fresh period of 10 1. Fundamental consideration of substantial
days from notice of the NLRC order within justice;
which to perfect the appeal by posting the 2. Prevention of miscarriage of justice or of unjust
required appeal bond. enrichment; or
3. Special circumstances of the case combined
Note: A substantial monetary award, even if it runs with its legal merits and the amount and issue
into millions, does not necessarily give the involved (Garcia v. KJ Commercial, G.R. No.
employer- appellant a ‘meritorious case’ and does 196830, 2012)
not automatically warrant a reduction of the appeal
bond. (Calabash Garments v. NLRC, G.R. No. NOTE: 10% Appeal Bond is Provisional
110827, 1996)
The 10% requirement pertains to the reasonable
The right to appeal is neither a natural right nor a amount which the NLRC would accept as the
component of due process, and it must be minimum of the bond that should accompany the
exercised in the manner prescribed by law. motion to reduce bond in order to suspend the
Financial difficulties may not be invoked as a period to perfect an appeal under the NLRC rules.
valid ground to reduce bond. At any rate, it was The 10% is based on the judgment award and
not substantiated by proof. (Turks Shawarma v. should in no case be construed as the minimum
Pajaron, G.R. No. 207156, January 16, 2017) amount of bond to be posted in order to perfect
appeal. There is no room for a different
Q: For purposes of justifying the reduction of interpretation when it was made clear that the
the appeal bond, what does “the existence of a percentage of bond set is provisional. (Sara Lee v.
meritorious ground” mean? Macatlang, G.R. No. 180147, 2015)
the court of appeals or Supreme Court, as the the reinstatement order was issued up to the date
case may be. when the same was reversed by a higher court
without fear of refunding what he had received.
Either admitted back to work under the same (Garcia v. Philippine Airlines, Inc., G.R:
terms and conditions prevailing prior to his No. 164856, 2009)
dismissal or separation or merely reinstated in the
payroll (at the option of the employer, i.e. B. NATIONAL LABOR RELATIONS
confidential employee, but the choice must be COMMISSION (NLRC)
communicated to the employee by the employer)
Posting of a bond shall not stay the execution of Q: Who has the jurisdiction to hear cases over
reinstatement. company-owned property, the Labor Arbiter or
the NLRC?
The unjustified refusal of the employer to reinstate
an illegally dismissed employee entitles the A: Both, although the Labor Arbiter has primary
employee to payment of his salaries. jurisdiction. In Yupangco Cotton vs. CA (G.R.
126322, 16 January 16, 2002), the Court held a
Reinstatement Pending Appeal (Art. 229) vs. third party whose property has been levied upon
Order of Reinstatement (Art. 294) by a sheriff to enforce a decision against a
ART. 229 ART.294 judgment debtor is afforded with several
Order of reinstatement The order of alternative remedies to protect its interests. The
by the LA is reinstatement third party may avail himself of alternative
immediately executory presupposes the remedies cumulatively, and one will not preclude
pending appeal. award thereof is the third party from availing himself of the other
pursuant to a final and alternative remedies in the event he failed in the
It is similar to a return- executory judgment, remedy first availed of. Thus, a third party may
to-work order. and not while the case avail himself of the following alternative remedies:
for illegal dismissal is (a) File a third party claim with the sheriff of the
pending on appeal. Labor Arbiter, and (b) If the third party claim is
Issued by the Labor Issued by the NLRC, denied, the third party may appeal the denial to the
Arbiter CA, or SC NLRC. Even if a third party claim was denied, a
Generally, no need for Requires the issuance third party may still file a proper action with a
the issuance of a writ of a writ of execution. competent court to recover ownership of the
of execution. property illegally seized by the sheriff.
Q: Can a party file with the NLRC a second
NOTE: Jurisprudence On Writ of Execution motion for reconsideration?
If despite several writs of execution, the employer A: (PERLAS-BERNABE) No. A second motion for
still refuses to reinstate the employee, the remedy reconsideration is a prohibited pleading under the
is not the grant of additional backwages to serve NLRC Rules.
as damages but to file a motion to cite the
employer for contempt. (Christian Literature
Crusade v. NLRC, G.R. No. 79106, 1989)
Q: What are the only instances when a petition A: Yes. The provision on attorney’s fees in Article
for certiorari under Rule 65 be brought to the 111 envisions a situation where there is a judicial
Court of Appeals? or administrative proceeding for recovery of
wages. Upon the termination of the proceedings,
A: If the labor case was decided by: the law allows a deduction for attorney’s fees of
1. the DOLE Secretary, in his appellate 10% from the total amount due to the winning
jurisdiction; party. (Vengco v. Trajano, G.R. 74453, 1989).
2. the Commission (NLRC); and
3. the Director of the Bureau of Labor Relations Hence, even if there is no claim and proof,
(BLR) in cases decided by him in his appellate attorney’s fees not more than 10% of the amount
jurisdiction (as distinguished from those he entitled may be awarded. The court has also a
decides in his original jurisdiction which are liberty of decreasing it if the questions involved in
appealable to the DOLE Secretary). the litigation are neither novel nor difficult. (D.M.
Consunji v. NLRC, G.R No. 71459, 1986).
The remedy of ordinary appeal to the Court of
Appeals is not available from their decisions, 2. SUPREME COURT
orders or awards. The reason for this rule is that
their decisions, orders or awards are final and 1. Rule 45, Rules of Court
executory and therefore unappealable. (Chan
Robles, Labor Code) D. BUREAU OF LABOR RELATIONS
Q: What is the requisite before filing a petition 1. Jurisdiction (Original And Appellate)
for review under Rule 65?
Q: What is the jurisdiction of the BLR?
A: A Motion for Reconsideration must have been
filed before the DOLE Secretary, NLRC, or BLR BUREAU OF LABOR RELATIONS (BLR)
Director, as the case may be. This is mandatory ORIGitNAiaiMRiSDlCTlON
and jurisdictional. 1. Union registration of federations,
national unions, or workers’
A motion for reconsideration should be filed even associations operating in more than
though it is not required or even prohibited by the one region
concerned government office. This was the rule 2. Change of name or merger or
enunciated in the 2014 case of Philtranco Service consolidation of federation or national 1
Enterprises, Inc. v. PWU-AGLO (G.R. No. 180962, union
2014). Thus, while a government office may 3. Direct or indirect contempt for acts
prohibit altogether the filing of a motion for committed against BLR Director
reconsideration with respect to its decisions or 4. Petition for certification election by an
orders, the fact remains that certiorari inherently employer who was requested to
requires the filing of a motion for reconsideration bargain c o l l e c t i v e l y __________
which is the tangible representation of the
opportunity given to the office to correct itself.
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In the case of (insular Hotel Employees Union Q: What are the requisites for the valid
istFL v. Waterfront Insular Hotel Davor, G.R. No. exercise of jurisdiction by the DOLE Regional
174040-41), the Court ruled that the NCMB has no Director?
jurisdiction to entertain any notice filed by the
federation in behalf of individual union members of A: The following requisites must all concur, to wit:
its local. 1. The claim is presented by an employee or
domestic worker or kasambahay;
F. DOLE REGIONAL DIRECTORS 2. The claimant, no longer being employed,
does not seek reinstatement; and
1. Recovery of Adjudicatory Power 3. The aggregate money claim of the
employee or domestic worker or
Requisites for Regional Director to Decide kasambahay does not exceed P5,000.00.
Small Money Claims (Labor Code, Art. 129)
1. Claim is presented by an employee, or a
person employed in domestic or household G. DOLE SECRETARY
service, or employer;
2. The claim arises from an EER; 1. Visitorial and enforcement powers
3. The claimant does not seek reinstatement;
and Q: What are the visitorial and enforcement
4. The aggregate money claim of each claimant powers of the DOLE Secretary?
does not exceed PhP 5,000
A: The Secretary of Labor and Employment or his
Notes: in the absence of any of the above duly authorized representatives have the power
requisites, the Labor Arbiter will have jurisdiction
to:
over the case, pursuant to ART. 224. 1. Access to employer’s records and
premises at any time of the day or night
The claimant need not be an employee at the time whenever work is being undertaken therein,
the complaint has been filed; it is enough that the and
claim arises from employment
2 the right to copy therefrom,
3. to question any employee and investigate
Appeal from the Regional Director’s Decision
matters which may be (1) necessary to
The Complainant may apnea! to the NLRC within determine violations or (2) which may aid in
10 calendar days from a receipt of a copy of the the enforcement of labor laws or rules.
Regional Director s decision / resolution.
4. to issue compliance orders to give effect to
the labor standards
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5. issue writs of execution, except in cases preceding the date of election of union officials.
where the employer (1) contests the findings (Labor Code, Art. 289)
and (2) raises issues supported by
documentary proofs which were not Q: Does the SOLE generally have jurisdiction
considered in the course of inspection. over appeals?
6. (limited to the Secretary) order stoppage of
work due to non-compliance with the law or A: No. In The Heritage Hotel vs. National Union of
IRR that poses grave and imminent danger to Workers (G.R. 178296, 2011), “jurisdiction
the health and safety of workers in the remained with the BLR despite the BLR Director’s
workplace, (a hearing within 24 hours shall inhibition. When the DOLE Secretary resolved the
determine if the suspension should be lifted appeal, she merely stepped into the shoes of the
or not.) In case the violation is attributable to BLR Director and performed a function that the
the employer, he shall pay the employees’ latter could not himself perform. She did so
salaries during suspension. pursuant to her power of supervision and control
7. (limited to the Secretary) by appropriate over the BLR.”
regulations, require employers to keep and
maintain such employment records as Q: Does the SOLE have the power to give
may be necessary in aid of his visitorial and arbitral awards in the exercise of his authority
enforcement powers. (Labor Code, Art. 128) to assume jurisdiction over labor dispute?
Q: May an inferior court issue a TRO against A: Yes. The arbitral award given by the Secretary
the enforcement orders of the Secretary in line of Labor can be considered as an approximation
with his regulatory and visitorial powers? of a collective bargaining agreement. While the
award cannot per se be categorized as an
A: "No inferior court or entity shall issue temporary agreement between the parties (because of the
or permanent injunction or restraining order or Secretary's interference), it still has the force and
otherwise assume jurisdiction over any case effect of a valid contract obligation between the
involving the enforcement orders issued in parties, as is stated in (Cirtek Employees vs. Cirtek
accordance with this Article.” (Labor Code, Art. Electronics, G.R. 190515, 2011).
128)
Q: May the Secretary of Labor and
Q: Under what conditions may the Secretary of Employment issue search and arrest warrants
Labor or his duly authorized representative when it initiates actions against alleged illegal
inquire into the financial activities of legitimate recruiters?
labor organizations?
A: No, the Secretary of DOLE, not being a judge,
A: The Secretary of Labor and Employment or his cannot issue search or arrest warrants. Under Art.
duly authorized representative is hereby Ill, sec. 2 of the 1987 Constitution, it is only the
empowered to inquire into the financial activities of judge, and no other, who may issue warrants of
legitimate labor organizations upon the filing of a arrest and search. (Salazar vs. Achacoso, G.R.
complaint under oath and duly supported by the 81510, 1990)
written consent of at least 20% of the total
membership of the labor organization concerned 2. Power to suspend effects of termination
and to examine their books of accounts and other
records to determine compliance or non- NOTE: The Secretary of Labor and Employment
compliance with the law and to prosecute any may suspend the effects of the termination
violations of the law and the union constitution and pending resolution of the dispute in the event of a
by-laws: prima facie finding by the appropriate official of the
Department of Labor and Employment before
Provided, That such inquiry or examination shall whom such dispute is pending that the termination
not be conducted during the 60-day freedom may cause a serious labor dispute or is in
period nor within the 30 days immediately implementation of a mass lay-off. (Labor Code,
Art. 292[b])
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Q: Under whai conditions may the Secretary of Where no employer-employee relation exists
Labor or his duly authorized representative between the parties and no issue is involved which
inquire into the financial activities of legitimate may be resolved by reference to the Labor Code,
labor organizations? other labor statutes, or any collective bargaining
agreement, it is the RTC that has jurisdiction.
A: The Secretary of Labor and Employment or his
duly authorized representative is hereby The RTC has jurisdiction over the claim of an
empowered to inquire into the financial activities of independent contractor to adjust the contractor’s
legitimate labor organizations upon the filing of a fee. (Urbanes v. Secretary of Labor, G.R. No.
complaint under oath and duly supported by the 122791, 2003)
written consent of at least 20% of the total
membership of the labor organization concerned H. GRIEVANCE MACHINERY
and to examine their books of accounts and other
records to determine compliance or non Q: In the absence of applicable provision in the
compliance with the law and to prosecute any collective bargaining agreement, what is the
violations of the law and the union constitution and structure for and the mechanics of grievance
by-laws: handling?
Provided, That such inquiry or examination shall A: In the absence of a specific provision In the
not be conducted during the 60-day freedom collective bargaining agreement or existing
period nor within the 30 days immediately company practice prescribing for the procedures
preceding the date of election of union officials. in handling grievance, the following shall apply:
(Labor Code, Art. 289) a. An employee shall present his grievance
or complaint orally or in writing to the shop
NOTE: Secretary of Labor generally has NO steward;
jurisdiction over appeals b. If the grievance is valid, the shop steward
In The Heritage Hotel vs. National Union of shall immediately bring the complaint to
Workers (G.R. 178296, 2011), the Supreme Court the employee’s immediate supervisor.
ruled that jurisdiction remained with the BLR The shop steward, the employee and his
despite the BLR Director's inhibition. immediate supervisor shall exert efforts to
settle the grievance at their level.
c. If no settlement Is reached, the grievance
“When the DOLE Secretary resolved the appeal, shall be referred to the grievance
she merely stepped into the shoes of the BLR committee which shall have ten (10) days
Director and performed a function that the latter to decide the case.
could not himself perform.”
L VOLUNTARY ARBITRATORS
Q: What power does the SOLE have with
regard to arbitral awards? 1. Jurisdiction (Art. 274)
2. Violations of the CBA which are not gross Q: PD 1508 requires the submission of
in character if not resolved through the disputes before the Barangay Lupong
grievance machinery. Tagapamayapa prior to the filing of cases with
3. All other labor disputes including ULP and the courts or other government bodies. May
bargaining deadlock upon agreement of his decree be used to defeat a labor case filed
the parties (Labor Code, Art. 262) directly with the Labor Arbiter?
Q: Is a dispute settled through voluntary A: Labor disputes are the exception to PD 1508.
arbitration inconsistent with Article 217 of the Linder Art. 226 of the Labor Code, motions to
Labor Code? dismiss before the Labor Arbiter are only allowed
on grounds of lack of jurisdiction, improper venue
A: No. The SC in The University of Immaculate and bar by prior judgment or prescription. Hence,
Concepcion vs. NLRC (G.R. 181146, 2011), failure to resort to barangay conciliation is not a
stated that Article 262 provides of an exception, valid ground to defeat the labor case.
and “for the exception to apply, there must be
agreement between the parties clearly conferring Q: Can any of the parties appeal the decision
jurisdiction to the voluntary arbitrator. Such of the voluntary arbitrator despite an
agreement may be stipulated in a collective agreement between the parties that the
bargaining agreement. However, in the absence of decision of the arbitrator shall be final and
a collective bargaining agreement, it is enough unappealable?
that there is evidence on record showing the
parties have agreed to resort to voluntary A: (PERLAS-BERNABE) Yes. in view of the
arbitration.” nature of their functions, voluntary arbitrators act
in a quasi-judicial capacity; hence, their judgments
Q: How do you execute a labor judgment or final orders which are declared final by law are
which, on appeal, had become final and not so exempt from judicial review when so
executory? warranted. Any agreement stipulating that the
decision of the arbitrator shall be final and
A: By filing a motion for execution and serving a unappealable and that no further judicial recourse
writ of execution to be served by the sheriff or such if either party disagrees with the whole or any part
law enforcement agency as may be deputized by of the arbitrator’s award may be availed of cannot
the DOLE or NLRC. It may also be issued motu be held to preclude in proper cases the power of
propio by the Labor Arbiter. (Labor Code, Arts. 223 judicial review which is inherent in courts. (Coca-
& 224) Cola Fernsa Philippines v. Bacolod Sales Force
Union, G.R. No. 220605, 2016)
Q: What are the instances when an order of
execution may be appealed? J. PRESCRIPTION OF ACTIONS
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the date the same should have been submitted as required by law,
whichever comes earlier.
It should be noted, however, that this provision on the prescriptive
period applies only to a legitimate labor organization which has
submitted the financial report required under the Labor Code.
Claims for SSS Benefits a. Action against employer. The right to institute the necessary
action against the employer for non-remittance of contributions may
be commenced within twenty (20) years:(1) from the time the
delinquency is known; or(2) from the time the assessment is made
by the SSS; or(3) from the time the benefit accrues, as the case
may be.
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TABLE OF ENUMERATIONS
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5. Domestic helpers
6. Persons in the personal service of another
7. Workers who are paid by Result
9. Duties and PODATS-20 1. The primary duty consists of the performance
Responsibilities of of work directly related to management
managerial staff Policies of the employer;
2. Managerial staff customarily and regularly
exercise Discretion and independent
judgment;
3. They regularly and directly Assist a
proprietor/managerial employee, whose
primary duty consists of the management of
the establishment, or execute under general
supervision work along specialized or
technical lines requiring special training,
experience or knowledge, or execute under
general supervision special assignments and
tasks;
4. Managerial staff do not devote more than 20%
of their work hours in a week to activities which
are not directly and closely related to
management of the establishment.
10. When compulsory OT P2W2IM 1. Emergency Completion of work started before
work is allowed the 8th hour and is necessary to Prevent
serious obstruction or prejudice to the
business
2. Urgent work to be performed on Machines to
avoid serious loss or damage to employer
3. Necessary to Prevent loss of life/property or
Imminent danger to public safety
4. Necessary to prevent loss or damage to
Perishable goods
5. Necessary to avail of favorable Weather or
environmental condition
11. When work on a rest UAAP FAN 1. In case of Urgent work to be performed on
day is authorized ; machineries, equipment or installations to
avoid serious loss which the employer would
otherwise suffer
2. In case of Actual or impending emergencies
caused by serious accident, fire, flood,
typhoon, earthquake, epidemic, or other
disaster or calamity, to prevent loss of life or
property, or in cases of force majeure or
imminent danger to public safety
3. In the event of Abnormal pressure of work due
to special circumstances, where the employer
cannot ordinarily be expected to resort to other
measures
4. To Prevent serious loss of perishable goods
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