DECENT WORK – The International Labor Organization
In the Philippines, the
(ILO) defines decent work as “productive work for
women and men in conditions of freedom, equity,
security and human dignity.”
In general, work is considered as decent when:
• It pays a fair income
• It guarantees a secure form of employment and
safe working conditions
• It ensures equal opportunities and treatment for
all
• It includes social protection for the workers and
their families
• It offers prospects for personal development and
encourages social integration
• Workers are free to express their concerns and to
organize.
DECENT WORKING IN NURSING?
- Is employment that “respects the fundamental
rights of the human person as well as the rights
of workers in terms of conditions of work Safety
and remuneration, respect for the physical and
mental integrity of the worker in the exercise of
his/her employment.
The ILO is developing an agenda to help REDUCE AND
ERADICATE POVERTY. The ILO Decent Work Agenda is the
balanced and integrated programmatic approach to
pursue the objectives of full and productive employment
and decent work for all at global, regional, national,
sectoral and local levels.
It has four pillars: Standards and rights at work,
employment creation and enterprise development,
social protection and social dialogue.
The elements of decent work are:
• Job Creation – no one should be barred from
their desired work due to lack of employment
opportunities.
• Rights at Work, including minimum wage –
workers rights include the right to just and
favorable conditions, days off, 8-hours day, non-
discrimination and living wages for them and
their families, amongst others.
• Social Protection – all workers should have safe
working conditions, adequate free time and rest,
access to benefits like healthcare, pension, and
parental leave, among many others.
• Social Dialogue – workers should be able to
exercise workplace democracy through their
unions and negotiate their workplace conditions
as well as national and international labor and
development policies.
NATURE OF EMPLOYMENT:
• Employment plays a vital role in our society. It
contributes to the economic growth and
development of a country.
number of jobs generated by the three main
economic sectors – agriculture, industry, and
services – varies, reflecting their uneven
productivity levels.
• Good education increases the chance of good
employment.
NURSES – WORKING CONDITIONS in a typical work
setting, registered nurses:
INTERPERSONAL RELATIONSHIP
• Have a very high level of social contact. They
work closely with patients.
• Often deal with conflict situations in which
people are angry or unpleasant.
• Are greatly responsible for the health and safety
of patients.
• Communicate with coworkers and patients daily
by telephone. They occasionally write letters and
memos.
• Work in a group or as part of a team and are
greatly responsible for the work done by others.
PHYSICAL WORK CONDITIONS
• Always work indoors.
• Are regularly exposed to diseases or infections.
They always wear masks or rubber gloves to
protect themselves and their patients from
disease.
• Work very near patients and doctors. They come
into physical contact with patients throughout
the day.
• Usually wear a uniform or lab jacket.
WORK PERFORMANCE
• Must be very exact in their work. Errors could
endanger the health and safety of patients.
• Repeat the same tasks, such as recording
patients’ medical information.
• Make decisions on a daily basis that strongly
impact patients. They rarely consult doctors
before making a decision.
• Are usually able to set their tasks for the day
without consulting a doctor.
• Work in a competitive environment and meet
daily deadlines.
HOURS/TRAVEL
• Generally have a set schedule each week.
• May work part time or full time, but most work
40 hours a week.
• Many work nights, weekends, and holidays,
especially in hospitals or nursing homes.
CONDITIONS OF EMPLOYMENT:
 - The Labor Code of the Philippines (Presidential
Decree No. 442, as amended) is the legal code
governing employment practices and labor
relations in the Philippines. It was enacted on
Labor Day, May 1, 1974, by late president of the
Philippines Ferdinand Marcos in the exercise of
his then extant legislative powers.
• Compensation – the purpose of the
compensation is to attract, motivate and to
maintain employees.
• Direct Compensation - e.g. Incentives and
profit sharing (pay for performance)
compensation management (wages and
salaries).
• Indirect Compensation – security, safety and
health (legally mandated benefits) benefits
and services (“Fringe” benefits)
• Benefits and services are called indirect
compensation and are also known as “fringe
benefits” and “perks”
• Perks (services) are something in addition to
the payment like car fuel and free parking,
clothing, and educational supports. Whereas
fringe benefits means something extra (such
as vacation time) that is given by an
employer to workers in addition to their
regular pay.
Types of Employment:
• Regular employment Indefinite Period of
Employment
• Casual employment
• seasonal employment Definite Period of
Employment
• probationary employment
Normal Hours of Work
• project employment
• fixed – term employment
1. Regular employee
- Has been engaged to perform activities which are
usually necessary or desirable in the usual
business or trade of the employer.
- Has rendered at least one year of service,
whether such is continuous or broken, with
respect to the activity in which he is employed,
and his employment shall continue such activity
exists.
- Allowed to work after a probationary period.
2. Casual employee
- Is engaged to perform a job, work or service
which is merely incidental to the business of the
employer and such service is for a definite period
made known to the employee at the time of
engagement, provided that any employee who
has rendered at least one year of service,
whether such service is continuous or not, shall
be considered a regular employee with respect
to the activity in which he is employed and his
employment shall continue while such activity
exists.
3. Seasonal employee
- Is engaged in work during a particular season on
an activity which is usually necessary or desirable
in the usual business or trade of the employer.
4. Probationary employee
- Is on trial by an employer during which the
employer determines the qualifications of the
employee for the regular employment.
5. Project employee
- Has been fixed for a specified project or
undertaking, the completion or termination of
which has been determined at the time of the
engagement of the employee.
6. Fixed – term employee
- Employment arrangements between an
employer and a fixed-term employee wherein
the latter will perform work for a term or a
certain period.
- Should have willfully and voluntarily entered the
fixed term employment contract.
- Should have bargained on an equal footing on
the terms and conditions of employment.
- Non-compliance of the requirements may result
in the employee being reclassified as a regular
employee.
Working Conditions and Rest Periods
- Shall not exceed eight hours a day except in cases
where the enterprise adopts a compressed work
week scheme but shall not exceed 48 hours a
week.
- This is without prejudice to firms whose normal
work week is five days, or a total of 40 hours
based on the normal workday of eight hours.
- Republic Act 5901 – AN ACT PRESCRIBING FORTY
HOUS A WEEK OF LABOR FOR GOVERNMENT
AND PRIVATE HOSPITALS OR CLIMIC PERSONNEL.
➢ Rules on hours of work, who are covered?
• All employees in all establishments, for
profit or not.
❖ EXCEPTIONS:
• Government employees under civil
service law;
• Managerial employees and managerial
staff;
• Domestic workers under RA 10361
 • Persons in the personal service of
another
• Workers paid by results.
• Field personnel and those whose time
and performance are unsupervised; and
• Dependent family members of the
employer.
❖ Recording Requirements
o An employer shall maintain records of
employment contracts, daily time
records, payment slips, leaves taken,
women-related compliances, and any
other records requirements as per law.
o Employers shall keep and maintain these
records for at least 3 years and shall be
available for access or produce a hard
copy of documents as requested by the
labor inspector.
o Employers will be liable for criminal
action if they refuse to give access to the
records, work premises, or employees
during the inspection or investigation
Article 128 of the Labor Code.
❖ Overtime work is defined as any work performed
outside of the regular working hours, i.e. 8 hours
per day.
❖ Emergency Overtime Work – an employee may
be required to perform overtime work in an
emergency situation like a national emergency,
to prevent loss of life or property during natural
calamities, urgent work to be performed on
machines, installations, or equipment to avoid
serious loss or damage, prevent loss or damage
to perishable goods and the completion or
continuation of the work started before the 8th
hours is necessary to prevent serious
obstructions or prejudice to the business or
operation of the employer.
❖ Undertime Not Offset by Overtime - undertime
work on a business day cannot be made up by
working overtime the next day. The law forbids
the offset because when an employee works
fewer than 8 hours, the hourly rate of overtime
is higher than the hours missed. This means that
if employee leaves work early, he cannot be
made to work overtime the next day to make up
for those hours.
o In case an employee receives permission
to take leave on a specific day, the
employer is still required to pay for
additional compensation or overtime
work done previously or in the future.
❖ Pay – an employee shall be entitled to a premium
of 25% of their regular wage.
o If overtime work is performed, i.e. more
than 8 hours on a holiday or rest day,
then an employee shall be entitled to an
additional premium equivalent to the
rate of the first 8 hours plus at least 30%
thereof.
❖ Night Work is defined as work performed
between 10 pm and 6am. The employee who
performs work during the night shall work a
minimum of 7 consecutive hours per night.
o Employers shall mandate upon the
request of the night employee to
undergo a health assessment without
charge and to receive advice on how to
reduce or avoid health problems
associated with their work.
o A night employee who is certified by a
competent physician as unfit to render
night work due to health reasons shall be
transferred to whenever practicable to a
job for which they are fit to work or a
similar or equivalent position.
❖ Employees who are unable to render night work
for a continuous period of not less than 6 months
upon the certification of a competent public
health authority shall be granted the same
company benefits as other employees who are
unable to work due to illness. In addition, a night
employees shall be certified as temporarily unfit
for night work for a period of less than 6 months
and shall be given the same protection against
dismissal or notice of dismissal as other
employees who are prevented from working for
health reasons.
❖ Pay – an employee is entitled to premium pay of
10% of the regular wage from each hour of work.
❖ If overtime work falls within the nighttime
period, premiums for overtime work should be
integrated into the regular hourly rate of the
employee before computing night shift pay, i.e.
employees receiving a night premium for
overtime work plus their regular pay rate. If
overtime falls within the night period, a 10%
night premium is applied to the combined
overtime premium and regular pay (10% of 15%
premium regular pay).
 Work On Rest Days
o When an employer may require work on
a rest day
❖ The employer may require their employees to
work on any day if an emergency caused by
accident, fire, flood, typhoon, earthquake,
epidemic, or other disaster or calamity to
prevent loss of life and property, or imminent
danger to public safety; urgent work to be
performed on the machinery, equipment, or
 installation, to avoid serious loss which the
employer would otherwise suffer; abnormal
pressure of work due to special circumstances;
prevent loss or damage to perishable goods;
nature of work requires continuous operations,
or under other circumstances analogous or
similar to the foregoing as determined by the
Labor Authorities.
BENEFITS:
Minimum requirements set by laws, rules and regulations
and other issuances relating to wages, hours of work, cost
of living allowances, and other monetary and welfare
benefits, including those set by occupational safety and
health standards.
1. Minimum wage
2. Holiday pay
3. Premium pay
4. Overtime pay compensation (ECC) pay
5. Night shifts pay benefits
6. Service charge share
7. Service incentive leave
8. Maternity leave
9. Paternity leave
10. Parenteral leave
11. Leave for VAWC
12. Special leave for women
13. 13th month pay
14. Separation pay
15. Retirement pay
16. Employee
17. SSS and Pag-IBIG
 Regular Holidays 2004
• New year’s day – January 1 (Monday)
• Maundy Thursday – March 28
• Good Friday – March 29
• Araw ng Kagitingan – April 9 (Tuesday)
• Labor Day – May 1 (Wednesday)
• Independence Day – June 12
(Wednesday)
• National Heroes Day – August 26
(Monday)
• Bonifacio Day – November 30 (Saturday)
• Christmas Day – December 25
(Wednesday)
• Rizal Day – December 30 (Monday)
 Special Non-Working Days 2024
• Ninoy Aquino Day – August 21
(Wednesday)
• All Saints Day – November 1 (Friday)
• Feast of the Immaculate Conception of
Mary – December 8 (Sunday)
• Last day of the year – December 31
(Tuesday)
 Additional Special Non-Working Days 2024
• Chinese New Year – February 9 (Friday),
following Proclamation No. 453
• Black Saturday – March 30
• All Souls Day – November 2 (Saturday)
• Christmas Eve – December 24 (Tuesday)
 Right to Holiday Pay
• Holiday Pay refers to the payment of
regular daily wage for any unworked
Regular Holiday at the rate of 100%
• If the employee is allowed or required to
work on a regular holiday, he is entitled
to 200% of his daily wage rate (Basic
Wage, COLA).
• If 2 regular holidays fall on the same day
and the employee is allowed to or
required to work on such a day, he is
entitled to 300%.
 Rules on Holiday Pay:
• Employees are entitled when they are
present or on leave with pay on the
preceding workday.
• Employees are NOT entitled if absent or
on leave without pay on the preceding
workday, unless they work on such
regular holiday, in which case they are
entitled to 200%
• When preceding day is non-workday or
rest day, the employee is entitled, if he
worked on the day before such non-work
or rest day.
• In the case of successive regular
holidays, i.e. holy week, the employee
shall NOT be entitled to the successive
regular holidays if he is absent or a leave
without pay on the preceding work day
(Wednesday), unless he worked on the
first holiday.
 Premium Pay Who are Covered?
➢ All employees in all establishments, for profit or
not.
EXCEPTIONS:
• Government employees subject to Civil Service
Law;
• Managerial employees and managerial staff;
• House helpers and persons in the personal
service of another;
• Workers paid by results;
• Field personnel and other employees whose
time and performance are unsupervised
• Dependent family members of the employer.
 Night shift differential pay who are covered?
 ➢ All employees in all establishments, for profit or
not.
EXCEPTIONS:
• Government employees subject to Civil Service
Law;
• Managerial employees and managerial staff;
• House helpers and persons in the personal
service of another;
• Workers paid by results;
• Field personnel and other employees whose
time and performance are unsupervised
• Dependent family members of the employer;
and
• Retail/Service Establishment employing not
more than 5 workers.
 Service Incentive Leave
• The employee is entitled to 5 days of leave with
pay for every one year of service, provided that
he has served for 1 year already.
• If employer grants vacation leave with pay of at
least 5 days every year, then this is already
compliance with SIL.
• Commutable to cash and becomes SIL pay.
• Part-time employees are also entitled to full-
service incentives leave.
• No labor code provisions on vacation leave or
sick leave.
 Service charges
• Employees are entitled to a share from the
service charge being collected by the employer
from his customers.
• Rank-and-file employees share: 85%
• Management’s share: 15%
• Rank-and-file employees shall receive equal
share.
• If abolished, the share of the rank-and-file
employees shall be considered integrated into
their wages.
• If the employer doesn’t collect service charge,
the pooled tips shall be treated the same way as
service charge.
 Article 287- Retirement Pay
• Retirement age: 60 to 65 years old
• Employee must also have worked for at least 5
years for the employer
• Rate: equivalent to 22.5 days salary for every
year of service payable by employer.
• Distinct from the retirement benefits from SSS.
• Excluded: government employees; and
retail/service/agricultural establishments
employing not more than 10 workers.
 Separation Pay
• Employees terminated by the employer on the
basis of authorized causes are entitled to
separation pay.
• Rate: 1 month or ½ month salary for every year
of service: retrenchment, closure of business,
serious disease.
• Rate: 1 month or 1 month salary for every year of
service: Labor-saving device, redundancy, and
impossible reinstatement.
• Regular allowance is included in the
computation.
 Presidential Decree 851: 13th month pay
• Rank-and-file employees are entitled to 13th
month pay; provided they worked for at least 1
month.
• Rate: 1 /12 of the total basic salary earned by an
employee in a year.
• Excluded: government employees, employees
paid based on results, and managerial
employees.
• Domestic workers are now entitled to 13th month
day per RA 10361.
 Maternity Leave
• All pregnant female workers are entitled to
maternity leave subject to SSS law.
• 60 days of the average daily salary credit for
normal birth or miscarriage.
• 78 days of the average daily salary credit for
caesarian section delivery.
• Requirements: membership in the SSS with at
least 3 months contributions to delivery or
miscarriage.
 Paternity leave
• All married male workers are entitled to
paternity leave of 7 calendar days with pay for
the first 4 deliveries (or miscarriage) of his lawful
wife whom he is cohabiting with.
• Paternity leave is not convertible to cash.
 Parental Leave for Solo Parents
• Parental leave shall mean leave benefits granted
to a solo parent to enable him or her to perform
parental duties and responsibilities where
physical presence is required.
• The solo parent is entitled to 7 days leave with
pay.
• Parental leave is not convertible to cash.
• Requirements: at least 1 year of service and
DSWD solo parents ID.
 Leave for Victims of VAWC
• Female employees who are certified as victims
under the “Anti-Violence Against Women and
Their Children Act of 2004” are entitled to 10
 days of leave with pay to enable her to attend
medical and legal concerns.
• VAWC Leave is not convertible to cash.
• Requirements: Certification from the barangay,
prosecutor, or clerk of count that a VAWC case
involving the victim female employee is pending.
 Special Leave for Women
• Female employee who has undergone surgery
due to gynecological disorders are entitled to 2
months leave with pay to enable her to attend to
medical and legal concerns.
• Special leave is not convertible to cash
• Requirements: certification from physician and
employment service of at least 6 months within
12 month period prior to surgery.
 Employee Compensation Program
• The ECP is designed to provide a compensation
package to employees and their dependents in
case of work-related sickness, injury, disability, or
death.
• Benefits: loss of income benefit, medical
benefits, rehabilitation services, career
allowance, and death benefits.
• Workers in the formal sector are covered starting
on day 1 of their employment.
 PhilHealth Benefits
• The national health insurance program, which is
administered by PhilHealth, provides financial
assistance to member0emplouees when they get
hospitalized.
• All employees are required to be members
• Benefits: inpatient hospital care, and outpatient
care based on a schedule of benefits.
 Social Security System (SSS) Benefits
• The social security program provides a package
of benefits in the event of death, disability,
sickness, maternity, and old age. It provides
replacement for income lost during these
contingencies.
• All employees in the private sector are
mandatory covered, including domestic workers.
• Benefits: sickness, maternity, disability,
retirement, death and funeral, based on a
schedule of benefits.
 Occupational Safety and Health Standards
• Every covered employer is required to keep and
maintain his workplace free from work hazards
that are causing or likely to cause physical harm
to the workers or damage to property.
• The occupational safety and health standards as
amended, is the body or rules and regulations
that protect every worker against the dangers of
injury, sickness, or death through safe and
healthful working conditions.
 Non-Diminution Benefits
• The reduction or elimination of benefits provided
under the law, agreement or voluntary practice is
prohibited.
• The principle of non-diminution of benefits
states that: “any benefit and supplemental being
enjoyed by employees cannot be reduced,
diminished, discontinued or eliminated by the
employer.”
 Exception to rules of non-diminution benefits
• If circumstances no longer justify the grant of
benefits (dislocation pay, relocation allowance,
per diem, supplements, etc.)
• Rule on grant of bonus – management
prerogative, but not if given as a salary
supplement and without conditions.
 Working conditions for special groups of
employees
• Working women (chapter XI)
o Prohibiting night work within certain
hours regardless of age, with or without
compensation are industrial
undertakings, between 10:00pm and
6:00 am of the following day.
EXCEPTIONS:
o In cases of actual impending
emergencies to prevent loss of life or
property, imminent danger to public
safety; in case of urgent work on
machinery, equipment of installations to
avoid serious loss to the employer,
among others.
 Working conditions for special groups of
employees
• Working women (chapter XI)
C. Requiring free family planning service and
incentives.
• Establishments required to maintain a clinic or
infirmary shall provide for family planning
services to their employees (Art. 134 LC)
D. Prohibiting discrimination on account of sex
• Equal remuneration shall be paid to both men
and women for work of equal value (Art. 135 LC).
This has been relegated to a crime by R.A 6725
(cf. infra).
 Disability benefits
• Temporary Total Disability (TTD)
INCOME BENEFIT = 90% of his average daily
salary
 COVERAGE = continuous benefit pays must not
exceed 129 working days
• Permanent Total Disability (PTD)
INCOME BEENFIT = equivalent to his monthly
income benefit + 10% foreach dependent child
(not exceeding 5 dependents).
GUARANTEED MONTHLY BENEFIT = Five years
The following disabilities shall be deemed total and
permanent:
1. Temporary total disability lasting continuously for
more than one hundred twenty days, except as
otherwise provided for in the Rules;
2. Complete loss of sight of both eyes;
3. Loss of two limbs at or above the ankle or wrist;
4. Permanent complete paralysis of two limbs;
5. Brain injury resulting in incurable imbecility or
insanity; and
6. Such cases as determined by the Medical Director
of the System and approved by the Commission.
DEATH BEENFITS:
Article 192. Death - a. Under such regulations as the
Commission may approve, the System shall pay to the
primary beneficiaries upon the death of the covered
employee under this Title, an amount equivalent to his
monthly income benefit, plus ten percent thereof for
each dependent child, but not exceeding five, beginning
with the youngest and without substitution: provided
that the portion equivalent to the monthly income
benefit for permanent disability shall be guaranteed for
five years; provided, further, that if he has nor primary
beneficiary the system shall pay for his beneficiaries or
legal heirs a lump sum benefit equivalent to the lesser of
thirty times the monthly income benefit for permanent
total disability and six thousand pesos.
 Unfair labor practice by employer
• Employees may be held liable for unfair labor
practices if they interfere with their employees
right to self-organization.
1. CONCEPT
“Unfair labor practices” – violate the
constitutional right of workers and employees to
self-organization, are inimical to the legitimate
interests of both labor and management,
including their right to bargain collectively and
otherwise deal with each other in an atmosphere
of freedom and mutual respect, disrupt
industrial peace and hinder the promotion of
healthy and stable labor-management relations.
(Article 258, P.D. 442, Labor Code)
The Occupational Safety and Health Standards was
formulated in 1978 in compliance with the constitutional
mandate to safeguard the worker’s social and economic
well-being as well as his physical safety and health.
Adopted through the tested democratic machinery of
tripartism, the 1978 Standards is considered as a
landmark in Philippine labor and social legislation.
Joint efforts exerted by the Bureau of Working
Conditions, the ILO Manila Office and the tripartite
sectors bore fruit in August 1989 when the revisions were
finally approved by the Secretary of Labor and
Employment pursuant to his authority under Article 162
of the Labor Code of the Philippines. With the latest
improvements in the Standards, all establishments
covered will now be provided with a better tool for
promoting and maintaining a safe and conducive working
environment.
EMPLOYEES COMPENSATION PROGRAM (PD 626)
A. The Employees’ Compensation Program (ECP) is
a government program designed to provide a
compensation package to public and private
employees or their dependents in the event of
work-related sickness, injury, or death.
B. Coverage
1. Private sector workers who are compulsory
members of the Social Security System (SSS)
and sea-based Overseas Filipino Workers
(OFWs) Employees shall be covered starting
on the first day of their employment.
2. Government sector employees who are
members of the Government service
Insurance System (GSIS), including members
of the Armed Forces of the Philippines,
elective government officials who are
receiving regular salary and all casual,
emergency, temporary and substitute or
contractual employees.
3. Active self-employed members of SSS
C. Conditions of Compensability A sickness, injury,
disability or death resulting from an employment
accident is compensable if:
1. The employee is injured at the workplace;
2. The employee is performing official
functions;
3. If the injury is sustained elsewhere, the
employee is executing an order for the
employer.
No compensation will be allowed to an employee of the
dependents if the injury, sickness, disability, or deaths is
due to
1. Drunkenness
2. Willful intention to injure or kill himself or
another; or
3. Notorious negligence
Art. 188. Refusal of examination or treatment. If the
employee unreasonably refuses to submit to medical
examination or treatment, the System shall stop the
payment of further compensation during such time as
such refusal continues. What constitutes an
unreasonable refusal shall be determined by the System
which may, on its own initiative, determine the necessity,
character and sufficiency of any medical services
furnished or to be furnished.
Art. 189. Fees and other charges. All fees and other
charges for hospital services, medical care and
appliances, including professional fees, shall not be
higher than those prevailing in wards of hospitals for
similar services to injured or sick persons in general and
shall be subject to the regulations of the Commission.
Professional fees shall only be appreciably higher than
those prescribed under Republic Act Numbered sixty-one
hundred eleven, as amended, otherwise known as the
Philippine Medical Care Act of 1969.
Chapter VI DISABILITY BENEFITS Art. 191. Temporary
total disability. a. Under such regulations as the
Commission may approve, any employee under this Title
who sustains an injury or contracts sickness resulting in
temporary total disability shall, for each day of such a
disability or fraction thereof, be paid by the System an
income benefit equivalent to ninety percent of his
average daily salary credit, subject to the following
conditions: the daily income benefit shall not be less than
Ten Pesos nor more than Ninety Pesos, nor paid for a
continuous period longer than one hundred twenty days,
except as otherwise provided for in the Rules, and the
System shall be notified of the injury or sickness. (As
amended by Section 2, Executive Order No. 179) b. The
payment of such income benefit shall be in accordance
with the regulations of the Commission. (As amended by
Section 19, Presidential Decree No. 850)
Art. 193. Permanent partial disability.
c. A loss of a wrist shall be considered as a loss of the
hand, and a loss of an elbow shall be considered as a loss
of the arm. A loss of an ankle shall be considered as loss
of a foot, and a loss of a knee shall be considered as a loss
of the leg. A loss of more than one joint shall be
considered as a loss of one-half of the whole finger or
toe: Provided, That such a loss shall be either the
functional loss of the use or physical loss of the member.
(As amended by Section 7, Presidential Decree No. 1368)
d. In case of permanent partial disability less than the
total loss of the member specified in the preceding
paragraph, the same monthly income benefit shall be
paid for a portion of the period established for the total
loss of the member in accordance with the proportion
that the partial loss bears to the total loss. If the result is
a decimal fraction, the same shall be rounded off to the
next higher integer.
e. In cases of simultaneous loss of more than one
member or a part thereof as specified in this Article, the
same monthly income benefit shall be paid for a period
equivalent to the sum of the periods established for the
loss of the member or the part thereof. If the result is a
decimal fraction, the same shall be rounded off to the
next higher integer.
f. In cases of injuries or illnesses resulting in a permanent
partial disability not listed in the preceding schedule, the
benefit shall be an income benefit equivalent to the
percentage of the permanent loss of the capacity to
work. (As added by Section 7, Presidential Decree No.
1368)
g. Under such regulations as the Commission may
approve, the income benefit payable in case of
permanent partial disability may be paid in monthly
pension or in lump sum if the period covered does not
exceed one year. (As added by Section 7, Presidential
Decree No. 1368)
WORKPLACE EQUALITY AND DIVERSITY IN THE
PHILIPPINES:
8 LAWS TO PROTECT YOU
What is workplace discrimination?
- Is treating an employee or a co-worker differently
or less favorably because of their age, race,
disability, religion, gender, or sexual orientation.
• Unfair treatment – includes spreading rumors
about an employee or paying certain workers
less for doing the same job.
• Harassment – includes behavior such as sending
sexuality suggestive emails and making
derogatory comments about a person’s disability.
• Denial of transfers and other opportunities –
includes being overlooked for deserved
promotions, benefits, or transfers and training.
• Exclusion or isolation by co-workers – refers to
when colleagues don’t involve a person in social
interactions, business meetings or decision-
making because of prejudice.
• Unfair dismissal – when your employer makes
you redundant because of your protected
personal characteristics (disability, age, injury, or
pregnancy)