Employee overhead – The original intent in developing the 35-hour work schedule was to reduce the unemployment rate. With a seven-hour work schedule, there are hours that are not covered. About three hours are not covered, which could result in the need to hire a new employee. However, this can only apply to businesses that need 24-hour daily coverage. Article 116 Deduction from wages and bribes prohibited. It is illegal for a person to directly or indirectly withhold an amount from an employee`s salary or to cause the employee to give up part of his or her salary without the employee`s consent by force, covert intimidation, threat or otherwise. Article 110 Preference of the employee in the event of bankruptcy. In the event of bankruptcy or liquidation of an employer`s business, its employees are given preference in their salaries and other pecuniary claims, notwithstanding any legal provision to the contrary. These unpaid wages and pecuniary claims must be paid in full before the claims of the government and other creditors can be paid. (As amended by Section 1 of Republic Act No. 6715 of March 21, 1989) An employee may be required by the employer to work overtime in the event of war to avoid the loss of life or property, etc. due to a real or imminent emergency on site due to serious accidents, or in the case of urgent work to be carried out on machinery to avoid a serious loss for the employer. etc.
Philippine Labor Code, Sections 87 to 90 In the case of 2 consecutive regular holidays, such as Maundy Thursday and Good Friday, an employee cannot be paid for both holidays if he or she is absent from work on the immediate day before the first holiday, unless he or she works on the first public holiday, in which case he is entitled to vacation pay (100% of normal wages) on the second public holiday. Go`s efforts to offer such an option to employers and employees are commendable, although one cannot wish for the 35-hour week to be considered as well. The Commission is composed of the Minister of Labour and Employment as Ex officio Chairperson, the Director General of the National Economic and Development Authority (NEDA) as Ex officio Vice-Chairperson and two (2) members from the workers` and employers` sectors, appointed by the President of the Philippines on the recommendation of the Minister of Labour and Employment on the basis of the list submitted by the worker and employer sectors. of the candidates. and who are in office for a term of five (5) years. The Executive Director of the Commission shall also be a member of the Commission. Art. 129 Recovery of wages, simple pecuniary claims and other benefits. Upon complaint by an interested party, the Regional Director of the Ministry of Labour and Employment or one of the duly authorized Hearing Officers of the Ministry shall have the power to negotiate and decide, by summary procedure and after proper notification, on all matters relating to the recovery of wages and other pecuniary claims and benefits, including legal interests. due to an employee or person employed in domestic or domestic service, or domestic helper under this Code resulting from employer-employee relations: provided that such a claim does not include a right to reinstatement: provided that the total monetary claims of each employee or domestic worker do not exceed five thousand pesos (P5,000.00). The Regional Director or Hearing Officer shall adjudicate or resolve the complaint within thirty (30) calendar days from the date of its filing.
Any amount so recovered on behalf of a worker or domestic helper in accordance with this section shall be withheld by the Minister of Labour and Employment or the Regional Director directly from the worker or domestic worker concerned and paid out of his orders. Such an amount, which is not paid to the worker or domestic worker because it cannot be located after a careful and reasonable effort to locate it within three (3) years, will be held as a special fund of the Ministry of Labor and Employment, which will be used exclusively for the improvement and benefit of workers. Work performed during a day of leave or rest of more than eight hours shall be paid an additional remuneration equal to the rate of the first eight hours plus at least 30 %. The normal hours of work that an employee must perform must not exceed eight (8) hours per day and must exclude one (1) hour of daily lunch break. However, Philippine laws do not prohibit work of less than eight hours. Rules for part-time work In accordance with article 88 of the Labour Code, the underworking of a working day has no influence on the overtime of a given day. This means that if an employee leaves work prematurely, they cannot be forced to work overtime the next day to compensate for those hours. Indeed, the rate of overtime per hour is higher than the hours missed.
If an employee is forced to work on the scheduled day of rest or is allowed to work there, he will receive an additional remuneration of at least 30% of his regular salary. An employee is entitled to such additional remuneration for work performed on Sundays only if it is his fixed day of rest. With fewer hours of work involved, Filipino employees who recognize this as a privilege are less likely to take their work for granted. They usually return it with loyalty and productivity. On the other hand, the outsourcing industry is very familiar with schedule changes and usually covers all holidays (even Christmas if necessary). The employer has to offer higher rates for people who work on vacation, but this can often be a win-win situation because workers appreciate the extra pay and this is not as important for most Western employers. Night shift In the event that an employer requires an employee to work at night between 10 p.m. and 6 a.m., he or she must be paid at least 10% above his or her regular wage for each hour. The HDMF covers Filipino workers by setting up a legal savings program for an affordable housing finance system. The employee then has the privilege of applying for short-term loans and having access to low-cost housing programs after a certain contribution period. An employee who works a 12-hour schedule is likely to have less interaction with friends, family or free time. For those who travel far to work, they may only have time to rest when they return home.
86 Night shift differential. Each employee receives a night shift difference of at least ten percent (10%) of their regular salary for each hour worked between ten p.m. and six a.m. 145. Assignment to work outside the household. No domestic worker may work on a commercial, industrial or agricultural holding at a wage rate lower than the wage rate provided for agricultural or non-agricultural workers. 40 hours is the maximum per week, although the law allows companies to employ part-time workers, who usually work less than eight hours (usually half the time, which is four hours). Health workers in towns and villages with a population of at least one million (1,000,000) or hospitals and clinics with a capacity of at least one hundred (100) beds must maintain normal office hours for eight (8) hours a day, five (5) days a week, without time for meals, unless the needs of the service require such staff to work six (6) days or forty-eight (48) hours. In this case, they are entitled to an additional allowance of at least thirty percent (30%) of their regular salary to work on the sixth day. For the purposes of this section, “health workers” means physicians, nurses, nutritionists, dieticians, pharmacists, social workers, laboratory technicians, paramedic technicians, psychologists, midwives, caregivers and any other hospital or clinical personnel. 107 Indirect employer. The provisions of the preceding article shall also apply to any person, partnership, association or partnership which, not as an employer, enters into a contract with an independent contractor for the performance of works, tasks, contracts or projects.
“No work, no pay” is a principle that applies to special holidays without work and other special days proclaimed by the President of the Philippines. This means that people who are absent from work on public holidays declared as such will not receive their salary for that date. (a) All hours worked are hours worked by the employee to perform on his or her employer, whether or not those hours are devoted to productive work or involve physical or mental exertion. (b) the worker is not required to leave the premises of the place of work in order for his rest period not to be taken into account, since it is sufficient for him to stop working, to rest completely and to leave his place of work to move inside or outside the premises of his place of work. (c) Where the work performed was necessary or benefited the employer, or where the worker was unable to abandon his work at the end of his normal working hours because he did not have a replacement, all time devoted to that work shall be considered hours worked if the work was performed to the knowledge of his employer or immediate superior. (d) The period during which a worker is inactive due to interruptions of work beyond his control shall be considered to be working time, either if the imminent resumption of work requires the worker to be present at work or if the break is too short to be used effectively and profitably for his own benefit. Expensive initial steps – The start-up costs of moving to a seven-hour workday are usually expensive. The process of implementing planning to cover unstaffed hours may initially result in additional expenses. If you bring either schedule to work in terms of high productivity and improved work-life balance, you need to make an effort. Here are some clues about what it takes to get them to work: If we compare the time spent at work with the time we spend on “life” (free time and rest), the seven-hour workdays have tipped the scales in favor of “life.” Assuming everyone needs eight hours of sleep and eight hours of overtime for themselves (using Henry Ford`s idea of how a day should be spent), seven-hour workdays give employees five more hours to rest and recover in a week.