UNIT 1: PRE-IMMERSION

UNDERSTANDING WORK IMMERSION

INTRODUCTION
Work immersion is one of the necessary subjects for graduating students. Wherein the
senior high school students must undergo practicum that relates to the student’s course. In this
subject, the students are able to learn and experience things about their courses since, they are
exposed with work-related environment to their field of specialization. Hence, it will be a great
help to enhance their competency level. They can also develop work ethics such as; good work
habits, attitudes, appreciation, and respect for work, applying all the theories and concept that
they’ve learned in school, acquire new skills and help to develop their communication skills and
interpersonal skills through the help and guidance of industry experts and workers. These will help
every students to be prepare to meet the needs and standards of employment.
So, what do we mean by Work Immersion?
The word “immersion” as it applies to the K to 12 curriculum is defined in the Department
of Education (DepEd) Order No. 40, series of 2015: “Work Immersion refers to the part of the
Senior High School (SHS) Curriculum consisting of 80 hours of hands-on experience or work
simulation which the Grades 11 and 12 students will undergo to expose them to the actual
workplace setting and to enrich the competencies provided by the school under the supervision of
the School Head and the designated personnel of the Partner.”
Immersion is done outside the school campus in a “Workplace Immersion Venue,” defined
as “the place where work immersion of students is done. Examples of work immersion venues
include offices, factories, shops, and project sites.” What could lead to confusion is that the word
“immersion” actually has two meanings in K to 12. The first meaning refers to a required SHS
subject in the curriculum. The second meaning refers not to a subject but to a preferred mode of
delivery of Tech-Voc subjects.

PART I. EXPECTED BEHAVIOR

Every worker should possess good behavior in their workplace to maintain the balance and
harmonious work environment.

A. WORK ETHICS
By definition, Work ethic is a belief that work, hard work and diligence has a moral
benefit and an inherent ability, virtue or value to strengthen character. It is about
prioritizing work and putting it in the center of life. Social ingrainment of this value is
considered to enhance character through hard work that is respective to an individual’s
field of work.
A strong work ethic is vital for achieving goals. A work ethic is a set of moral
principles a person uses in their job. People who possess a strong work ethic embody
certain principles that guide their work behavior, leading them to produce high quality
work consistently and the output feeds the individual to stay on track. A good work ethic
fuels and individual’s needs and goals, it is related to the initiative by a person for the
objectives. It is considered as a source of self-respect, satisfaction, and fulfillment.
However, a negative work ethic is a behavior of a single individual or a group that has led
to a systematic lack of productivity, reliability, accountability and a growing sphere of
unprofessional/unhealthy relationships (e.g., power politics, lack of social skills, etc.).

Here are some factors of a good work ethics:

1. Goal-oriented actions: it is not about making plans or the next logical steps; it’s
about getting things done so that the work invested wouldn’t be counter-productive.
2. Dedicate on priority: focusing on qualitative activities that a person is capable and
where they can make a difference or a high impact based on objectives.
3. Being able and reliable: spending time on the work and building oneself up for
the task.
4. Conscientiousness: a desire to do a task well, being vigilant and organized.
5. Creating a rewarding routine/system: engaging in tasks that provide strength and
energy which can be transferred to your ultimate goals, creating a habit and a habitat
for success.
6. Embracing positivism: shape a problem with the statement “good, (action)
(problem)”, e.g. “I’m tired and it is time for a workout” leads to “Good. Workout
tired”.

CAPITALIST VIEW
Steven Malanga refers to "what was once understood as the work ethic—not just
hard work but also a set of accompanying virtues, whose crucial role in the development
and sustaining of free markets too few now recall".
Max Weber notes that this is not a philosophy of mere greed, but a statement laden
with moral language. It is in effect an ethical response to the natural desire for hedonic
reward, a statement of the value of delayed gratification to achieve self-actualization.
Franklin claims that Bible readings revealed to him the usefulness of virtue. Indeed, this
reflects the then Christian search for ethic for living and the struggle to make a living.

Experimental studies have shown that people with fair work ethic are able to
tolerate tedious jobs with equitable monetary rewards and benefits, they are highly critical,
 have a tendency for workaholics and a negative relation with leisure activity concepts.
They valued meritocracy and egalitarianism.

ANTI-CAPITALIST VIEW
The industrial engineer Frederick Winslow Taylor (1856-1915) revised the notion
of work ethic as a means of management control that delude workers about the actual
reality for accumulated advantage, which is a form of avarice. Marxists, and some non-
Marxist sociologists do not regard "work ethic" as a useful sociological concept. They
argue that having a "work ethic" in excess of management's control doesn't appear rational
in any mature industry where the employee can't rationally hope to become more than a
manager whose fate still depends on the owner's decisions.
NOTE:
Since work ethics deals with a code of conduct, or a set of principles that is
acceptable in the work place, we need to look at what some of those principles are.
A list of work ethics for an employer or a company might be:
 To provide a safe work environment for its staff and employees,
 To treat employees with dignity and respect,
 To provide a fair wage for the services rendered,
 To handle all business transactions with integrity and honesty.

A list of work ethics for the employee might include:

 To show up on time.
 To tend to company business for the whole time while at work.
 To treat the company’s resources, equipment, and products with care,
 To give respect to the company. That means honesty and integrity.

B. SAFETY IN THE WORKPLACE

Workplace safety is important. You know that implementing an effective safety
program for your workplace is one of the best decisions a company can make – both for its
workers and for its bottom line.

Here’s the Top 10 Workplace Safety Tips Every Employee and Employers Should Know to
create a workplace safety environment based on shared responsibility:
1. SAFETY PROGRAMS CREATE PRODUCTIVE WORK
ENVIRONMENTS
 Properly managed safety programs show commitment to safety by the
management in turn creating a great safety culture where everyone ‘wants’
to be safe.
2. ABSENTEEISM DROPS WHEN EFFECTIVE SAFETY PROGRAMS ARE
INTRODUCED
Workers wants to work in a safe environment; absenteeism drops when
effective safety programs are introduced.
3. WORK PREMISES ARE KEPT TO HIGHER STANDARDS
Work premises are kept to higher standards for safety, cleanliness, and
housekeeping.
4. A SAFE WORK ENVIRONMENT PRODUCES HAPPIER EMPLOYEES
A safe work environment produces happier employees; everyone wants to
go home safe each day.
5. EMPLOYEE INSURANCE CLAIMS DECREASE IN SAFE WORK
ENVIRONMENTS
Worker compensation insurance claims decrease, in turn lowering WCB
rates. This is a benefit to any company that has to pre-qualify to work; a
lower rate gives you a better grade with your clients.
6. A COMPANY’S MOST VALUABLE ASSET IS PROTECTED – IT’S
PEOPLE
7. SAFETY PROGRAMS ENABLE A COMPANY TO WIN AND RETAIN
BUSINESS CUSTOMERS
8. SAFETY PROGRAMS CREATE AN ENVIRONMENT WHERE SAFETY
IMPROVEMENTS ARE CONSIDERED, ENCOURAGED AND
IMPLEMENTED
In turn, workers feel like they are part of the safety solution.
9. SAFE WORK ENVIRONMENTS ENHANCE THE BRAND VALUE AND
GOODWILL FOR A COMPANY
Enables a company to win and retain business customers. Clients want to
work with companies that are safe (less downtime due to incidents).
10. SAFETY REDUCES BUSINESS COSTS AND DISRUPTION
Reducing business costs creates productive work environments.

C. WORKPLACE RIGHTS AND RESPONSIBILITIES

1. LABOR CODE OF THE PHILIPPINES
The Labor Code of the Philippines governs employment practices and labor
relations in the Philippines. It also identifies the rules and standards regarding
employment such as pre-employment policies, labor conditions, wage rate, work
hours, employee benefits, termination of employees, and so on. Under the regime
 of the President [Ferdinand Marcos], it was promulgated in May 1, 1974 and took
effect November 1, 1974, six months after its promulgation.

PRE-EMPLOYMENT
 Minimum employable age
The minimum age for employment is 18 years old and below that age is not
allowed. Persons of age 15 to 18 can be employed given that they work in non-
hazardous environments.
 Overseas employment
As for overseas employment of Filipinos, foreign employers are not allowed
to directly hire Philippine nationals except through board and entities authorized by
the Secretary of Labor. Travel agencies also cannot transact or help in any
transactions for the employment or placement of Filipino workers abroad. Once
Filipinos have a job in a foreign country, they are required to remit or send a portion
of their income to their families, dependents, and/or beneficiaries in the Philippines.
 Regulations and conditions on employment
 Minimum wage rate
Minimum wage rates in the Philippines vary from region to region,
with boards established for each region to monitor economic activity and
adjust minimum wages based on growth rates, unemployment rates, and
other factors. The minimum wage rate for Non-Agriculture employees, in
Manila region, established under Wage Order No. NCR 15 is P404 per day,
but in May 9, 2011, a (cost of living allowance) of P22 per day was added
to P404 wage, making the minimum wage P426. COLA was also added to
the previous P367 minimum wage for the following sectors: Agriculture,
Private Hospitals (with bed capacity of 100 or less), and manufacturing
establishments (with less than 10 workers), leaving the sectors with P389 as
minimum wage. The 426 combined rate is locally referred to in the
Philippines as “Manila Rate” due to this regional disparity.
 Regular work hours and rest periods
Normal hours of work – The normal hours of work of any
employee shall not exceed eight (8) hours a day. Health personnel
in cities and municipalities with a population of at least one million
(1,000,000) or in hospitals and clinics with a bed capacity of at least
one hundred (100) shall hold regular office hours for eight (8) hours
a day, for five (5) days a week, exclusive of time for meals, except
where the exigencies of the service require that such personnel work
for six (6) days or forty-eight (48) hours, in which case, they shall
be entitled to an additional compensation of at least thirty percent
(30%) of their regular wage for work on the sixth day. For purposes
 of this Article, “health personnel” shall include resident physicians,
nurses, nutritionists, dietitians, pharmacists, social workers,
laboratory technicians, paramedical technicians, psychologists,
midwives, attendants, and all other hospital or clinic personnel.

Meal periods – Subject to such regulations as the Secretary of Labor

may prescribe, it shall be the duty of every employer to give his
employees not less than sixty (60) minutes time-off for their regular
meals.
 Rest days
All employees have the right to have a 24 consecutive hours of rest
day after every 6 days of work. Employers are responsible for determining
and scheduling the rest day of employees except only if the employee
prefers a different day based on religious grounds. However, the employer
may require an employee to work during his/her rest day in cases of
emergencies, special circumstances at work in which employees are
seriously needed, to prevent losses or damage to any goods or to the
employer, and other cases that have reasonable grounds.
 Nightshift differential and overtime
Employees are also given additional wages for working in night
shifts. The night shift starts from 10 o’clock in the evening until 6 o’clock
in the morning, and employees will receive 10% more of his/her regular
wage rate. Overtime work for employees (beyond 8 hours) are allowed and
workers shall be paid with his/her regular wage plus an additional 25% of
the regular wage per hour worked or 30% during holidays or rest days.
 Household helpers
Household helpers, or maids, are common in the Philippines.
Household helpers deliver services at the employer’s home, attending to the
employer’s instructions and convenience. The minimum wage of household
helpers is P800 per month for some cities in Metro Manila, while a lower
wage is paid to those outside of Metro Manila. However, most household
helpers receive more than the minimum wage; employers usually give
wages ranging from P2, 500 and above per month. On top of that, employers
are required to provide food, sanitary lodging, and just treatment to the
household helper.

POST EMPLOYMENT
 Termination by employer
The employer have the right to terminate an employee due to the following
reasons: serious misconduct or disobedience to the employer, neglect of duties or
 commission of a crime by the employee, and such gives the employer a just case to
terminate the services of the employee.
 Retirement
The retirement age for an employee depends on the employment contract. Upon
retirement, the retired employee should be given his/her benefits according to the
agreement or contract between the employer and the employee. However, if there
is no existing retirement plan or agreement for the employee, he/she may retire at
the age of 60, given that he/she has served the employer for 5 years, and shall be
given a retirement pay of at least half a month’s salary for every year of service (6
months of work given is considered as 1 whole year for the retirement pay).

D. TERMS AND CONDITIONS OF THE MEMORANDUM OF AGREEMENT

Reference:

Villafuerte, M.A. (2018, January 14). Module in Immersion. Retrieved

from: https://www.scribd.com/document/369145488/MODULE-in-immersion-docx

Online Supplementary Reading Materials:

Malang, Jan Ryan V. (2018, December 12). Relevance of Work Immersion. Retrieved from:
https://www.pressreader.com/philippines/sunstar-pampanga/20181212/281672551030541