There is a regular messenger from one of the Law Firms

in Manila. He uses a motorcycle in bringing the documents

to the clients. One day, he got a road accident. He fell from
the motorcycle which caused him bruises and leg injury.
Eventually he was brought to the hospital by the concerned
citizens. Who do you think paid his hospital bills? What
about his absences/leave?
RIGHTS AND DUTIES OF EMPLOYEES &
EMPLOYERS, CONFIDENTIALITY IN THE
WORKPLACE, AND CONFLICT
RESOLUTION
 REPUBLIC ACT NO. 110581
is an Act Strengthening Compliance with
Occupational Safety and Health Standards and
providing penalties for Hazard Explanation/s
Violations Thereof.
 REPUBLIC ACT NO. 110581
Its Section 1 tells that “The State affirms labor as a
primary social and economic force, and that a safe and
healthy workforce is integral part. The State shall ensure
a safe and healthful workforce for all working people by
affording them a full protection against all hazards in
their work environment.
 REPUBLIC ACT NO. 110581
Chapter III Section 4 of this R.A 110581 states
the Duties and Rights of Employers, Workers
and Other Persons.
Every employer, contractor or subcontractor, if any, and any
person who manages, controls, or supervises the work being
undertaken shall:

Duties of Employers
1. Furnish the workers a place of employment free from hazardous
conditions that are causing or are likely to cause death, illness r physical
harm to the workers.
2. Give complete job safety instructions or orientation to all the workers
especially to those entering the job for the first time.
3. Inform the workers of the hazard associated with their work, health
risks involved or to which they are exposed to.
 Duties of Employers
4. Use only approved devices and equipment for the workplace.

5. Comply with OSH Standards including training, medical examination

and where necessary provision of protective and safety devices such as
personal protective equipment (PPE) and machine guards

6. Allow workers and their safety and health representatives to

participate actively in the process of organizing, planning, implementing
and evaluating the safety and health program.

7. Provide where necessary, for measure to deal with emergencies and

accidents including first aid arrangements
 So, which of those duties of the employers
cited in the scenario from the introduction was
applied by the company?
 Duties of the Workers
1. Every worker shall participate in ensuring compliance with
OSH standards in the workplace. The worker shall make proper
use of all safeguards and safety devices furnished for the
worker’s protection and that of others and shall observe
instructions to prevent accidents or imminent danger situations
in the workplace. The worker shall observe the prescribed steps
to be taken in case of emergency.
2. The worker shall report to the supervisor any work hazard that
may be encountered in the workplace.
 Duties of Other Persons
1. It shall be the duty of any person including the builder or contractor who
visits, builds, renovates, or installs devices or conducts business in any
establishment or workplace, to comply with the provision of this Act and in
any regulations issued by the Secretary of Labor and Employment.

2. Whenever two or more undertakings are engaged in activities

simultaneously in one workplace, it shall be the duty of all engaged to
collaborate in the application of OSH standards and regulations.
 SECTION 5 – 8: WORKERS’
RIGHTS
Workers’ Rights
1. Workers’ The right to safety and health at work shall be
guaranteed. All workers shall be appropriately
Right To Know informed by the employer about all types of
hazards in the workplace, provided access to
training and education on chemical safety, and to
orientation on the data sheet of chemical safety,
electrical safety mechanical safety and
ergonomical safety.
 SECTION 5 – 8: WORKERS’
RIGHTS
Workers’ Rights
2. Workers’ The workers has the right of refusal to work
without threat or reprisal from the employer if, as
Right to Refuse determined by the DOLE, an imminent danger
Unsafe Work situation exits in the workplace that may result in
illness, injury or death corrective actions to
eliminate the danger that have not undertaken by
the employer.
 SECTION 5 – 8: WORKERS’
RIGHTS
Workers’ Rights
3. The Right to Workers and their representatives shall have the
right to report accidents, dangerous occurrences,
Report and hazards to the employer, to the DOLE and to
Accidents other concerned government agencies exercising
jurisdiction as the competent authority in the
specific industry or economic activity.
 Workers’ Rights

4. Workers’ Right Every employer, contractor or subcontractor, if any, shall

to Personal provide his workers free of charge protective equipment
for their eyes, face, hands and feet, and lifeline, safety
Protective belt or harness, gas or dust respirators or masks, and
Equipment (PPE) protective shields whenever necessary by reason of the
hazardous work process or environment, chemical,
radiological, mechanical and other irritants or hazards
capable of causing injury or impairment in any part of the
body through absorption, inhalation or personal contact.
All PPE shall be of the appropriate type as tested and
approved by the DOLE based on its standards
 In some instances, confidentiality refers to not
discussing internal goings-on with co-workers. In
other instances, it refers to not sharing trade secrets
and other company information with competitors,
the press or anyone outside of your company.
 CASUAL DEFINITION OF
CONFIDENTIALITY
If you repeat confidential statements made by co-
workers, even if the original source doesn’t hear about
your gossip, the people you tell might lose respect for you
and no longer trust you. If you gossip with customers,
they might tell your competitors, who will be less likely
to hire you in the future.
Examples of breaking casual, confidential communications are:
1. repeating a co-worker’s opinion of his boss,
2. revealing the fact that a peer is interviewing with another
company,
3. forwarding a confidential email from one employee to
another,
4. sharing information, you overhead others discussing or
passing around a document you found that wasn’t intended for
others.
 LEGAL DEFINITION OF
CONFIDENTIALITY
Once you become an employee or worker, you may have access to
information for your company such as salaries, employee perks, client
lists, trade secrets, sales numbers, customer information, news about
pending terminations, reasons for a firing, phone codes or computer
passwords. Your employers don’t want the employees to divulge or reveal
them to others when you are still working or even when you are leaving
the company. There instances that they will ask the employees to sign a
confidentiality agreement to keep the secrets even if they leave already.
 LEGAL EXAMPLES: AS AN EMPLOYEE OR
WORKER, YOU MUST NOT DIVULGE THE
FOLLOWING INFORMATION:
• recipes companies unless it informs customers in
• research advance, such as when businesses share
email lists. Personnel information is
• financial information confidential, and information in an
• patents employee’s file, such as social security
number, salary, health records, disciplinary
• website traffic statistics actions and termination reason can’t be
• customer lists discussed with other employees.
• computer and building security information
• production processes
• companies that collect data on customers
cannot share this information with other
 WHAT IS THE DATA PRIVACY ACT
OF THE PHILIPPINES?
The Data Privacy Act (DPA), or Republic Act No. 10173 was
passed by the Philippines Congress in 2012 and finally
implemented five years later in 2016.
RA 10173 assures the “free flow of information to promote
innovation and growth” (Republic Act. No. 10173, Ch. 1, Sec. 2)
while protecting the users’ fundamental rights to privacy.
 HOW IS IT IMPLEMENTED?
RA 10173 protects and maintains the right of
customers to confidentiality by setting a legal list of rules
for companies to regulate the collection, handling, and
disposal of all personal information. Companies legally
responsible for keeping their customers’ data protected
from third parties or any form of misuse, internally or
externally.
 WHAT IS “PERSONAL
INFORMATION?”
‘Personal information’ refers to any information,
whether recorded in a material form or not, from which
the identity of an individual is apparent or can be
reasonably and directly ascertained by the entity holding
the information, or when put together with other
information would directly and certainly identify an
individual” (Republic Act. No. 10173, Ch. 1, Sec. 3).
 WHAT IS “SENSITIVE PERSONAL
INFORMATION?”
(1) About an individual’s race, ethnic origin, marital status, age, color,
and religious, philosophical or political affiliations;
(2) About an individual’s health, education, genetic or sexual life of a
person, or to any proceeding for any offense committed or alleged to
have been committed by such person, the disposal of such proceedings,
or the sentence of any court in such proceedings;
 WHAT IS “SENSITIVE PERSONAL
INFORMATION?”
(3) Issued by government agencies peculiar to an individual
who includes, but not limited to, social security numbers,
previous or cm-rent health records, licenses or its denials,
suspension or revocation, and tax returns.
Besides confidentiality, trainees, workers,
employees and employers must take into
consideration also the conflict resolution and
prevention in the workplace.
 CONFLICT
is a state of incompatibility of ideas between two or
more parties or individuals. It is also a natural
disagreement resulting from individuals or groups that
differ in attitudes, beliefs, values or needs.
 CONFLICT RESOLUTION
TECHNIQUES
1. Listen then speak out. It is better for the two involved
parties to speak and listen to one another to identify the
root and nature of the conflict.
2. Gather the group. The employers must also arrange
meeting to discuss the issue and think of the immediate
solutions to satisfy everyone.
3. Be impartial. Do not take sides but instead listen to both
parties.
 CONFLICT RESOLUTION
TECHNIQUES
4. Do not postpone conflicts resolution. If the conflict arises, it is
better to immediately address the issue. Postponing it may affect
everyone’s performance and conflict might be aggravated by
others.
5. Promote teamwork. It is best to remind the staff the importance
of working as a team.
6. Broadcast praises. If the good deeds are spread to everyone in
the workplace, this makes everyone motivated and encouraged to
do the same.
 HOW WILL THE CONFLICT BE
PREVENTED?
1. Being open. It is better to express the issue and deal with them.
2. Maintain clear communication. Articulate thoughts clearly to
one another in the workplace.
3. Encourage different points of view and evaluate each fairly.
4. Demonstrate respect for team members rather than resorting to
blame game.
5. Keep team issues within the team. Talking of the issues outside
will result to bigger and longer conflict.
 ACTIVITY 3: PAST AND
FUTURE
A. You have probably experienced having conflict with a
classmate in your school, a conflict with your sibling/s at home
or your friend, groupmate or teammate. Share your experience
on this in one or two paragraphs. Content may include the root
of the conflict, span of time your conflict lasted, and how you
resolved it.
 ACTIVITY 3: PAST AND
FUTURE
B. If you are given a chance to be a team leader of a
certain organization, how will you maintain
harmony in the organization? What rules will you
implement? Enumerate them together with their
importance or reasons why.
Write ways on how you will show commitment to
your work. Start your answer with this
statement:

I will demonstrate 100% commitment to my work as

a trainee or as an employee by…