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Topic: Chapter I – Pre-Immersion Module Content:

Lesson 1: Understanding Work Immersion Learning Competencies:
At the end of the chapter, you as the learner should be able to:
a. Understands work immersion by discussing expected behavior in a workplace; and
b. Appreciates the expected behavior in a workplace.

III. 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 students’ course.
In this subject, you as the students are able to learn and experience things about their
courses since, they are exposed with the 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 student to be
prepare to meet the needs and standards of employment.

LESSON 1. UNDERSTANDING WORK-IMMERSION

1. 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
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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.
2. EXPECTED BEHAVIOUR
• Every worker should possess good behaviour 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 engrailment 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 an 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.)

b. Here are some factors of a good work ethics:

• 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.
• 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.
• Being available and reliable: spending time on the work and building oneself up for
the task.
• Conscientiousness: a desire to do a task well, being vigilant and organized.

• 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.
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• 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".

3. 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.

4. 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.

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,
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• 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.

LESSON 2. SAFETY IN THE WORK PLACE

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 want 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
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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.

LESSON 3. 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
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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.

2. 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
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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.

3. POST- EMPLOYMENT Termination by employer

The employer has 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
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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).