Group-6.pptx

Dignity
Presented by Group 6
Of Work And
The Right of Workers

S
Social Analysis
Report
Part 1: Nature and Meaning of CST Key Principle

Dignity of Work and the
Rights of Workers
“In a marketplace where too often quarterly
bottom line takes precedence over the
rights of workers, we believe that the
economy must serve the people, not the
other way around. If the dignity of work is
protected, then the basic rights of workers
must be respected – the right to productive
work, to decent and fair wages, to organize
and join unions, to private property and to
economic initiative.”

Scriptures
24:14-15 58:3-7 5:1-6
34:26-27 20:1-16
Sirach
Isaiah
Matthew
James
Deutoronomy
Do not withhold
wages from your
workers, their
livelihood depends
on them
To observe
religious practices,
but oppress your
workers is false
worship
Those who
become rich by
abusing their
workers have
sinned against God
All workers should
be paid a just and
living wage
To deprive an
employee of wages
is to commit
murder

S
Social Analysis
Report
Part 1: Relevant Legal Articles

Everyone is entitled to labor. The right to work is a prerequisite for
the fulfilment of other human rights as well as a dignified living. It
includes the ability to make a living through work that is freely
selected or accepted. The right to work is closely tied to the right
to acceptable and favorable working circumstances, as well as
trade union-related rights. State requirements include fair
compensation, equal pay for equal work, and equal remuneration
for work of equal value. Workers have the right to organize unions
and bargain collectively for better working and living conditions.
They have the freedom to form and join any trade union, and
trade unions have the freedom to form national and international
confederations.

REPUBLIC ACT NO. 10911, July 21, 2016
AN ACT PROHIBITING DISCRIMINATION AGAINST ANY INDIVIDUAL IN
EMPLOYMENT ON ACCOUNT OF AGE AND PROVIDING PENALTIES
THEREFOR
Declaration of Policies. – The State shall promote equal opportunities in
employment for everyone. To this end, it shall be the policy of the State
to:ChanRoblesVirtualawlibrary
(a) Promote employment of individuals on the basis of their abilities,
knowledge, skills and qualifications rather than their age.
(b) Prohibit arbitrary age limitations in employment.
(c) Promote the right of all employees and workers, regardless of age, to be
treated equally in terms of compensation, benefits, promotion, training and
other employment opportunities.

Republic Act No. 11313: Safe Spaces Act (Bawal Bastos Law)
The law covers all forms of gender-based sexual harassment (GBSH)
committed in public spaces, educational or training institutions, workplace, as
well as online space.
Republic Act 7877: Anti-Sexual Harassment Act of 1995
The State shall value the dignity of every individual, enhance the development
of its human resources, guarantee full respect for human rights, and uphold the
dignity of workers, employees, applicants for employment, students or those
undergoing training, instruction or education. Towards this end, all forms of
sexual harassment in the employment, education or training environment are
hereby declared unlawful.

Republic Act no. 6725, May 12, 1989
AN ACT STRENGTHENING THE PROHIBITION ON DISCRIMINATION
AGAINST WOMEN WITH RESPECT TO TERMS AND CONDITIONS OF
EMPLOYMENT, AMENDING FOR THE PURPOSE ARTICLE ONE HUNDRED
THIRTY-FIVE OF THE LABOR CODE, AS AMENDED
Prohibits discrimination with respect to terms and conditions of employment
solely on the basis of sex. Under this law, any employer favoring a male
employee over a female in terms of promotion, training opportunities, and
other benefits solely on account of sex is considered discrimination.
Republic Act No. 10524:
AN ACT EXPANDING THE POSITIONS RESERVED FOR PERSONS WITH
DISABILITY, AMENDING FOR THE PURPOSE REPUBLIC ACT NO. 7277, AS
AMENDED, OTHERWISE KNOWN AS THE MAGNA CARTA FOR PERSONS
WITH DISABILITY
No person with disability shall be denied access to opportunities for suitable
employment. A qualified employee with disability shall be subject to the same
terms and conditions of employment and the same compensation, privileges,
benefits, fringe benefits, incentives or allowances as a qualified able bodied
person.

S
Social Analysis
Report
Part 1: Implications to Social Situation

Work should be the setting for this rich personal growth, where many aspects of life enter into play:
creativity, planning for the future, developing our talents, living out our values, relating to others,
giving glory to God. (Pope Francis, On Care for Our Common Home [Laudato Si'], nos. 127-28).
Growth in justice requires more than economic growth, while presupposing such growth: it requires
decisions, programs, mechanisms and processes specifically geared to a better distribution of
income, the creation of sources of employment and an integral promotion of the poor which goes
beyond a simple welfare mentality. (Pope Francis, The Joy of the Gospel [Evangelii
Gaudium],no.204). I would like to remind everyone, especially governments engaged in boosting the
world's economic and social assets, that the primary capital to be safeguarded and valued is man,
the human person in his or her integrity: "Man is the source, the focus and the aim of all economic
and social life." (Pope Benedict XVI, Charity in Truth [Caritas in Veritate], no. 25, quoting Second
Vatican Council, The Church in the Modern World [Gaudium et Spes], no. 63).

The economic sphere is neither ethically neutral, or inherently inhuman or opposed to society. It is
part and parcel of human activity and precisely because it is human, it must be structured and
governed in an ethical manner. (Pope Benedict XVI, Charity in Truth [Caritas in Veritate], no. 36). In
many cases, poverty results from a violation of the dignity of human work, either because work
opportunities are limited (through unemployment or underemployment), or "because a low value is
put on work and the rights that flow from it, especially the right to a just wage and to the personal
security of the worker and his or her family." (Pope Benedict XVI, Charity in Truth [Caritas in
Veritate], no. 63). The obligation to earn one's bread by the sweat of one's brow also presumes
the right to do so. A society in which this right is systematically denied, in which economic policies
do not allow workers to reach satisfactory levels of employment, cannot be justified from an ethical
point of view, nor can that society attain social peace. (St. John Paul II, The Hundredth
Year [Centesimus Annus], no. 43)

We all recognize fairness and integrity lies deep within us on how we actually think of other
people. Work discrimination and unfair treatment of workers are one of the most common issue in our
society today. The Catholic Social Teaching teaches us to be fair and just to workers because they
are like us and they work for the economy as well. The main reason why we need to respect them
and to treat them fairly is due to the fact that we need them in our society to maintain the status of our
economy. The Catholic Social Teachings provide positive effects. These effects may subside in a
form of moral and humane prodigies to society. One example of the effect is development and social
welfare. By treating not just workers but everybody fairly, and others also participate, we are able to
prevent an uprising of problems and live peacefully. In relating to the chosen issue which is
Discrimination, the same outcome shall take effect. Specifically, workers become more motivated
rather than getting tired from stressful work because they will be able to work with a positive mentality
through these fair treatments. Thus it will also create a ripple of positive effects not only to the society
but also to the reputation and performance of the company. To put it simply, it is a win-win situation
that we can count on.

Work is a good thing for man-a good thing for his humanity-because through work man not only
transforms nature, adapting it to his own needs, but he also achieves fulfillment as a human being
and indeed, in a sense, becomes "more a human being.” (St. John Paul II, On Human
Work [Laborem Exercens], no. 9).

S
Social Analysis
Report
Part 2: Analysis of Social Problem

Description of Problem/How does Problem Violate Key Principles
Social Problem: DISCRIMINATION IN THE WORKPLACE
Whilst the world advances and becomes more open to change, the workplace continues to be a place of
prejudice and inequity. A workplace should be free of all forms of bias, as workers who are not subjected to
discrimination are more productive. Discrimination against workers is a serious violation of principle number
six, which is the dignity of work and workers' rights. Discrimination against workers is common in the
Philippines, and workers' rights are ignored. Another employment that has been subjected to a great deal of
discrimination is that of a delivery rider. Because most customers do not respect the rights and dignity of
workers, they treat them as slaves who can easily be shouted at or harassed if their expectations are not
met.
Respect for the rights of workers, whether manual or intellectual, industrial or agricultural, high or low
class, is critical in developing our society and state, as well as the global economy.

Causes of the Problem
Influence is one of the first factors that may be recognized as to why prejudice occurs at work. In the
Philippines, we need a lot of clout to ascend to the top of the corporate ladder or simply get a job. Another
prominent source of discrimination is the employee's employment, where higher-paid employees are
expected to perform less work than lower-paid employees, and the latter are more likely to be harassed at
work because employers or customers look down on them. Race, color, religion, sex (including pregnancy),
national origin, age (40 or older), disability, or genetic information are all discrimination factors. When these
criteria are used to determine applicant status, promotion prospects, or disciplinary action, prejudice occurs.
Discrimination based on biological features and functions that distinguish men and women, as well as
societal disparities between men and women, is referred to as sex discrimination. Discrimination based on
race and/or color is mostly dependent on social and economic variables with no objective basis.

Discrimination based on religious beliefs or participation in a religious group is referred to as religious
discrimination. Membership in a political party, declared political, sociopolitical, or moral attitudes, or civic
devotion are all examples of political discrimination. This comprises distinctions based on a person's
birthplace, ancestry, or foreign origin; for example, national or linguistic minorities, naturalized citizens, and/or
descendants of foreign immigrants. Because of biases about their capacities and willingness to learn, a
tendency to disregard their experiences, and market pressures to hire younger workers who are often
cheaper to employ, older workers frequently face obstacles in employment and occupation. If they are known
or suspected to be lesbian, gay, bisexual, or transgender, men and women workers may face discrimination,
as well as verbal, psychological, and physical intimidation or violence from coworkers.
Discrimination against workers based on sexual orientation is discouraged in the workplace.

Around 470 million persons of working age in the world are disabled. While many people with disabilities are
employed and well integrated into society, they often endure disproportionate poverty and unemployment as
a group. An applicant's credit score or financial situation can have a negative impact on their job application.
When asking for this information, the employer must show that it is necessary for the job. "Everyone has the
right to work, to choose their own job, to work in reasonable and beneficial conditions, and to be protected
from unemployment. Everyone has the right to equal remuneration for equal effort without discrimination
"The Universal Declaration of Human Rights states this.

S
Social Analysis
Report
Part 2: Effects of the Problem

Effects of the Problem
Employees strive for success and recognition in their chosen fields in the hopes of being given a fair
chance at promotion. However, employment discrimination can have far-reaching consequences that go
beyond a stopped career. According to a recent study published by the National Institute of Health (NIH),
there is a link between perceived workplace discrimination and a detrimental impact on the employee's
mental and physical health. A meta-analysis of previous studies and current literature on putative pathways
linking perceived prejudice to unfavorable health outcomes was undertaken by the National Institutes of
Health.
According to the findings of the NIH-reviewed cross studies, racial discrimination can lead to smoking, while
sexual harassment and workplace bullying (hostile work environment) can lead to significant alcohol use as a
way for employees to cope with the situation at work. Discrimination that is perceived has an impact on both
the person and the work environment.

The National Institutes of Health's overall examination of past studies backs up the hypothesis that
discrimination is linked to both mental and physical health consequences.
Leaders have a critical role in fostering a work environment that values diversity and recognizes its value. It's
also critical to make sure that every employee is aware of and understands the EEO Process. Employees
feel valued when cultural diversity is promoted in the workplace. The benefits of workplace diversity include
increased employee productivity. Cultural diversity deserves a place in every organization in today's
competitive world, where it provides so many advantages. Unjust treatment can lead to increased stress
levels, which can lead to more health issues for those who have been personally assaulted. Discrimination
can have a significant influence not only on a single person, but also on a company as a whole. Companies
may suffer financial losses as a result of continued prejudice.

Employees may get angry of the management team and other employees who benefit from the prejudice
if they believe they are not being treated fairly. This bad attitude can have an impact on how well employees
perform, which in turn can have an impact on a company's overall performance. When discrimination is
tolerated in the workplace in Texas, it can have detrimental consequences for both employees and the firm
as a whole.

S
Social Analysis
Report
Part 3: Recommendations / Conclusion

Actions suggested for ending discrimination and promoting
equality of treatment
 From the top, make a solid commitment. When senior management takes ownership of equal
employment concerns and demonstrates a commitment to diversity, it sends a strong message to other
managers, supervisors, and employees.
 Using a self-evaluation form, conduct an assessment to see if prejudice is occurring within the company.
 Create an enterprise policy that establishes explicit procedures for nondiscrimination and equal
opportunity, and make it public both internally and publicly.
 To help raise awareness and motivate individuals to take action against prejudice, provide training at all
levels of the organization, particularly for those involved in recruiting and selection, supervisors, and
managers.
 Support ongoing awareness programs aimed at eradicating prejudices.
 To attain your objectives, set quantifiable targets and deadlines.
 Track and quantify your progress to see how far you've come.
 To avoid detrimental effects on the treatment and progress of specific groups of workers, change the work
organization and task allocation as needed. This includes policies that allow employees to balance work
and family obligations.

Actions suggested for ending discrimination and promoting
equality of treatment
 Ensure that everyone has an equal opportunity to develop their talents, including scheduling to allow for
maximum involvement;
 In cases where discrimination is discovered, respond to complaints, resolve appeals, and give employees
with redress.
 Encourage community efforts to create an environment where everyone has equal access to
opportunities (e.g. adult education programs and the support of health and childcare services).

This principle can be implemented by some practical measures:
 Regardless of the gender of the workers involved, job classification and compensation structures should
be based on objective criteria.
 All payment criteria, as well as collective agreements, pay and bonus systems, salary schedules, benefit
schemes, medical coverage, and other fringe benefits, should be free of references to a specific sex.
 Any pay system or structure that groups members of one sex in a single job classification and salary level
should be evaluated and altered to ensure that other workers are not conducting work of similar value in a
different job classification and salary level.
 When unequal remuneration is identified, immediate corrective action should be performed.
 Special training programs might be created to educate employees, particularly supervisors and
managers, about the need of paying people based on the worth of their work rather than who is executing
it.
 Separate negotiations on equal remuneration should be held between management, employee
representatives, and women workers who are affected by a workplace's current discriminatory job
categorization or pay structure.

This principle can be implemented by some practical measures:
 Part-time and hourly employees should be treated equally to full-time employees in all sorts of
remuneration, commensurate to the amount of hours they work.
 Work should be valued solely on the basis of its components, responsibilities, abilities, efforts, working
conditions, and primary outcomes.
Enterprise-level consultation and involvement with workers' representatives - Workers, through their
representatives, can be the most powerful ally of management in the fight against discrimination.

REFERENCES
The Dignity of Work and the Rights of Workers: https://www.usccb.org/beliefs-and-
teachings/what-we-believe/catholic-social-teaching/the-dignity-of-work-and-the-rights-of-
workers
https://www.stpaulcatholicparish.org/apps/pages/index.jsp?uREC_ID=839534&type=d&pRE
C_ID=1228474
https://www.escr-net.org/rights/work
https://www.rappler.com/newsbreak/iq/salary-nurses-philippines
https://interaksyon.philstar.com/breaking-news/2018/05/04/126152/labor-problems-
philippines-jobs-duterte-admin/
https://www.usa.gov/labor-laws
https://iclg.com/practice-areas/employment-and-labour-laws-and-regulations/philippines

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