Psych 30 module 7


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Psych 30 module 7

  1. 1. MODULE 7 Atty. Harve B. Abella, Esq.
  2. 2. Art. 91 Right to a weekly rest day <ul><li>Duration: NOT LESS than 24 hour consecutive hours after every SIX consecutive normal work days. </li></ul><ul><li>Who determines? </li></ul><ul><ul><li>ER determines and schedules and weekly rest periods subject to the following </li></ul></ul><ul><ul><li>1. CBA </li></ul></ul><ul><ul><li>2. Rules and regulations issued by the SOLE </li></ul></ul><ul><ul><li>3. Ees preference based on religious grounds </li></ul></ul><ul><li>NOTE: when such preference will prejudice the business operations of the ER and no other remedial measures are available, the weekly rest period may be scheduled to meet the EE’s choice for at least 2 days a month </li></ul>
  3. 3. Art. 92 When ER may require work on a rest day <ul><li>GEN. RULE: The EER may NOT REQUIRE Ees to work on a rest day </li></ul><ul><li>EXCEPTIONS (UPANAC) </li></ul><ul><ul><li>Urgent work </li></ul></ul><ul><ul><li>To Prevent Loss or damage to perishable goods </li></ul></ul><ul><ul><li>In case of Actual or Impending emergencies caused by force majeure </li></ul></ul><ul><ul><li>Nature of the work requires continuous operations and the stoppage of work may result in irreparable injury or loss to the ER </li></ul></ul><ul><ul><li>Abnormal pressure of work due to special circumstances </li></ul></ul><ul><ul><li>Analogous circumstances </li></ul></ul>
  4. 4. Art. 92 Compensation for Rest day, Sunday or Holiday Work <ul><li>SPECIAL DAYS </li></ul><ul><ul><li>August 21 RA 9256 2/25/04 </li></ul></ul><ul><ul><li>November 1 EO 203 6/30/87 </li></ul></ul><ul><ul><li>December 31 EO 203 6/30/87 </li></ul></ul><ul><li>Other special days enacted by Congress, and proclaimed by the president for certain areas in the country (ex. Charter Day) </li></ul><ul><li>Work performed on a rest day :regular wage + 30% premium </li></ul><ul><li>Work performed on a special day: regular wage + 30% premium </li></ul><ul><li>Work performed during rest day falling on a special day: regular wage + 50% premium (Art. 93) </li></ul>
  5. 5. ART. 93 <ul><li>When entitled to premium pay. </li></ul><ul><li>IF WORKED = regular wage plus 30% </li></ul><ul><li>IF NOT WORKED = no compensation or no premoium </li></ul>REGULAR HOLIDAY SPECIAL DAY Compensable even if unworked subject to certain conditions Not compensable if unworked Limited to the 11 enumerated by the labor code Not exclusive since a law or ordinance may provide for other special holidays Rate is 200% of the regular rate if worked Rate is 130% of the regular wage if worked
  6. 6. Rate of Additional Compensation for Work on a Rest Day, Sunday or Holiday DAY RATE OF ADDITIONAL COMPENSATION Work on a SCHEDULED REST DAY 30% of regular wage No regular workdays and no specific rest days 30% of regular wage for work performed on Sundays and holidays Work on Sunday when it is his established rest day 30% of regular wage Work on special holiday 30% of regular wage Work on special holiday falling on SCHEDULED REST DAY 50% of regular wage Work on regular Holiday falling on SCHEDULED REST DAY 260% of regular wage
  7. 7. HOLIDAYS, SIL & SERVICE CHARGES <ul><li>Art. 94. Right to Holiday Pay </li></ul><ul><li>Holiday Pay </li></ul><ul><li>Termed also as legal holiday </li></ul><ul><li>A day’s pay given by law to an employee EVEN IF HE DOES NOT WORK on a regular holiday. It is limited to the ELEVEN regular holidays listed by law. The EE should not have been absent without pay on the working day preceding the regular holiday. </li></ul>
  8. 8. List of Regular Holidays <ul><li>NM-GALIN-CREB </li></ul><ul><li>New Year’s Day Jan 1 </li></ul><ul><li>Maundy Thursday –movable </li></ul><ul><li>Good Friday –movable </li></ul><ul><li>Araw ng Kagitingan –April 9 </li></ul><ul><li>Labor Day –May 1 </li></ul><ul><li>Independence Day –June 12 </li></ul><ul><li>National Heroes Day – last Sunday of August </li></ul><ul><li>Bonifacio Day –November 30 </li></ul><ul><li>Christmas Day –December 25 </li></ul><ul><li>Rizal Day December 30 </li></ul><ul><li>Eid’l Fitr – movable (RA 9177, Nov. 13, 2003) </li></ul>
  9. 9. RULE ON COMPENSABILITY <ul><li>COMPENSABLE whether worked or unworked subject to certain conditions; </li></ul><ul><li>Legal holidays falling on Sunday does not create an additional workday nor create a legal obligation for the ER to pay extra, aside from the usual holiday pay to its monthly paid employees. </li></ul>
  10. 10. DOUBLE HOLIDAY PAY <ul><li>(Ex. Araw ng Kagitingan and Good Friday falling on the same day) </li></ul><ul><li>200% of the basic wage </li></ul><ul><ul><li>Entitled even if said holiday is unworked </li></ul></ul><ul><ul><li>To give EE only 100% would reduce the number of holidays under DO No. 3 </li></ul></ul><ul><li>300% if he worked on 2 regular holidays falling on the same day </li></ul><ul><li>390% of the basic wage if he worked on 2 regular holidays falling on the same day and at the same time, falling on a scheduled rest day </li></ul>
  11. 11. SINGLE HOLIDAY RULE <ul><li>PROVIDED THAT THE EMPLOYEE </li></ul><ul><li>Worked </li></ul><ul><li>Was on leave with pay; or </li></ul><ul><li>Was on authorized absence on the day prior to the regular holiday </li></ul>
  12. 12. SUCCESSIVE REGULAR HOLIDAYS <ul><li>To be entitled to 2 successive holidays, the EE must: </li></ul><ul><li>Be present on the day immediately preceding the first holiday; OR </li></ul><ul><li>Be on leave with pay. </li></ul><ul><li>Otherwise, he must work on the first holiday to be entitled to holiday pay on the second regular holiday. </li></ul>
  15. 15. Art. 95. Right to Service Incentive Leave <ul><li>CONCEPT: </li></ul><ul><li>5 DAYS leave with pay for every employee who has rendered at least 1 year of service </li></ul><ul><li>One year of service </li></ul><ul><li>Service within 12 months whether continuous or broken, reckoned from the date the EE started working including authorized absences and paid regular holidays unless the number of working days in the establishment, as a matter of practice or policy or as provided in the EE contract is less than 12 months </li></ul>
  16. 16. SIL does not apply to the FF <ul><li>Already enjoying said benefits </li></ul><ul><li>Already enjoying vacation leave with pay for at least 5 days </li></ul><ul><li>Employed in establishments regularly employing less than 10 employees, and </li></ul><ul><li>Employed in establishments exempted from granting this benefit by the SOLE </li></ul>
  17. 17. Exceptions <ul><li>Section II, Rule 1, Book III, Rules implementing the LCP </li></ul><ul><li>Government employees </li></ul><ul><li>Domestic helpers </li></ul><ul><li>Managerial employees </li></ul><ul><li>Field personnel </li></ul><ul><li>Workers paid by results </li></ul>
  18. 18. LEAVES WITH PAY <ul><li>I. SERVICE INCENTIVE LEAVE </li></ul><ul><li>Mandatory: 5 days SILP (Art. 95) </li></ul><ul><li>Optional: More than 5 days such as 15 days sick leave and 15 days vacation leave </li></ul><ul><li>Once given, it cannot be unilaterally withdrawn nor diminished. (Art. 100) </li></ul><ul><li>Service requirement: 1 year (whether continuous or broken, to be reckoned from the date the ee started working) </li></ul><ul><li>Convertible to cash </li></ul><ul><li>Exceptions </li></ul><ul><ul><li>Government employees </li></ul></ul><ul><ul><li>Domestic helpers </li></ul></ul><ul><ul><li>Managerial employees </li></ul></ul><ul><ul><li>Field employees </li></ul></ul><ul><ul><li>Establishments employing less than 10 workers </li></ul></ul><ul><ul><li>Those who are already enjoying vacation leaves for at least 5 days </li></ul></ul>
  19. 19. <ul><li>How about VACATION & SICK LEAVE? </li></ul><ul><li>Not statutorily required, it is a matter of management discretion or a product of CBA </li></ul><ul><li>Gen. Rule. Benefits are non-cumulative and non-commutative, must be enjoyed by the EE within 1 year, otherwise, they are considered waived or forfeited. </li></ul><ul><li>Exception: </li></ul><ul><li>When the LCP / established practice of the ER provides otherwise. </li></ul>
  20. 20. LEAVES WITH PAY <ul><li>MATERNITY LEAVE </li></ul><ul><li>60 days for ordinary delivery; 78 days for caesarian delivery </li></ul><ul><li>1 st four deliveries, either normal, abortion or miscarraige </li></ul><ul><li>Legitimate or illegitimate </li></ul><ul><li>Service Requirement: the pregnant woman must have rendered service of at least 6 mos. For the last 12 months </li></ul><ul><li>The ER must have paid at least 3 months maternity contributions within the 12 month period immediately before the semester of contingency (RA 8282, Art. 133) </li></ul>
  21. 21. LEAVES WITH PAY <ul><li>PATERNITY LEAVE </li></ul><ul><li>7 days for married male employees, and cohabiting or living together as husband and wife </li></ul><ul><li>1 st 4 deliveries either normal, abortion or miscarriage. (RA 8187, 7/5/96) </li></ul>
  22. 22. LEAVES WITH PAY <ul><li>SOLO PARENT LEAVE </li></ul><ul><li>7 days for solo parent (male or female) </li></ul><ul><li>Who is a SOLO PARENT? </li></ul><ul><ul><li>A woman who gives birth as a result of rape </li></ul></ul><ul><ul><li>Widow/widower </li></ul></ul><ul><ul><li>Spouse of convict in jail </li></ul></ul><ul><ul><li>Spouse of insane </li></ul></ul><ul><ul><li>Spouse after legal separation with custody of children </li></ul></ul><ul><ul><li>Spouse after declaration of nullity of marriage with custody of children </li></ul></ul><ul><ul><li>Spouse abandoned for at least 1 year </li></ul></ul><ul><ul><li>Unmarried mother or father with custody of children </li></ul></ul><ul><ul><li>Any person who solely provides pastoral care and support to a child </li></ul></ul><ul><ul><li>Any family member who assumes responsibility of a parent who abandons. (RA 8972, 11/7/2000) </li></ul></ul>
  23. 23. LEAVES WITH PAY <ul><li>BATTERED WOMAN LEAVE </li></ul><ul><li>10 days leave with pay in addition to other paid leaves under the LCP, other laws and company policies </li></ul><ul><li>A battered woman is one who is a victim of any act or series of acts of violence committed by any person which resulted to her physical, sexual or psychological suffering </li></ul><ul><li>To apply for such leave, the woman EE has to submit a certification from the Brgy. Capt/kagawad/prosecutor/COC that an action under RA 9262 has been filed and is pending </li></ul><ul><li>Usage of the 10 day leave is at the option of the woman EE. It shall cover the day or days when she will have to attend to medical and legal concerned </li></ul><ul><li>Leaves not availed of are non-cumulative and shall not be convertible to cash (RA 9262) </li></ul>
  24. 24. LEAVES WITH PAY <ul><li>WOMAN SURGICAL LEAVE </li></ul><ul><li>2 months with full pay </li></ul><ul><li>Woman ee having rendered continuous service of at least 6 months for the last 12 months shall be entitled to such leave benefit based on her gross monthly compensation following surgery caused by gynecological disorders. (Sec. 18, RA 9710, Magna Carta of Women, 8/14/09) </li></ul>
  25. 25. 13 th MONTH PAY <ul><li>Purpose: to help the plight of the working masses to properly celebrate Christmas and New Year </li></ul><ul><li>Conditions </li></ul><ul><li>Rendered service at least 1 month </li></ul><ul><li>The minimum 13 th month pay required by law shall not be less than 1/12 of the total basic salary earned by the employee within a calendar year </li></ul><ul><li>Paid not later than December 24 each year. ER may give ½ before the opening of the regular school year and the other half on or before December 24 of every year </li></ul><ul><li>An EE who has resigned, whose services were terminated and who has retired at any time before the time of payment of the 13 th month pay is entitled to this benefit in proportion to the length of time he worked during the year. </li></ul>
  26. 26. HOLIDAYS WITH PAY <ul><li>Every worker shall be paid his regular wage during the holiday </li></ul><ul><li>11 regular holidays Jan.1, Holy Thurs, Good Fri, April 9, May 1, June 12, Last Sunday of August, Nov. 30, December 25, December 30 (EO 203, 6/30/87) and Eid’l Fitr (RA 9177, 11/13/02) </li></ul><ul><li>The ER may require an EE to work on a regular holiday but such employee shall be paid compensation equivalent to twice of 200% of his regular rate (Art. 94) </li></ul><ul><li>If the holiday falls on his scheduled rest day = 260% of his regular wage </li></ul><ul><li>EE shall be entitled to Holiday Pay provided he works the day immediately preceeding a regular holiday or when he is on leave of absence with pay. </li></ul><ul><li>Double holiday: if unworked 200% if worked 400% </li></ul>
  27. 27. Holidays with pay <ul><li>Exceptions: </li></ul><ul><li>Government Employees </li></ul><ul><li>Domestic helpers </li></ul><ul><li>Managerial employees </li></ul><ul><li>Field personnel </li></ul><ul><li>Retail and service establishments employing less than 10 workers </li></ul>
  28. 28. RETIREMENT PAY <ul><li>Retirement benefits are intended to help the EE enjoy the remaining years of his life, lessening the burden of worrying about his financial support, and are a form of reward for his loyalty and service to the ER. (Laginlin vs WCC, 159 SCRA 91) </li></ul><ul><li>IN GENERAL: Optional 60 y.o., Compulsory 65 y.o. (Art. 287, RA7641) </li></ul><ul><li>Underground mining: Optional 50y.o., Compulsory 60y.o., (Art. 287, RA 8558) </li></ul><ul><li>Minimum length of service: @ least 5 years </li></ul>
  29. 29. <ul><li>Retirement benefit: </li></ul><ul><li>½ month pay for every year of service a fraction of at least 6 months being considered as one whole year. </li></ul><ul><li>The term ½ month shall mean </li></ul><ul><ul><li>15 days salary </li></ul></ul><ul><ul><li>5 days equiv. of SIL </li></ul></ul><ul><ul><li>1/12 of 13 th month pay </li></ul></ul>
  30. 30. Factors in obtaining 1/12 of the 13 th month pay <ul><li>392.5/12/12 = 2.72 (Ees who work 365 days in a year) </li></ul><ul><li>365/12/12 = 2.53 (monthly rate employees) </li></ul><ul><li>313/12/12 = 2.17 (daily rate employees) </li></ul><ul><li>261/12/12 = 1.81 (Ees who work 5 days per week) </li></ul><ul><li>MOST COMMON = 15 + 5 + 2.17 = 22.17 days for every year of service </li></ul><ul><li>EXEMPTIONS: </li></ul><ul><li>Gov’t ees </li></ul><ul><li>Domestic helpers </li></ul><ul><li>Retail, service & agricultural establishments employing nor more than 10 workers (1-10) </li></ul>
  31. 31. SERVICE CHARGES <ul><li>Shall apply to hotels, restaurants and other similar establishments </li></ul><ul><li>Distribution rate” </li></ul><ul><li>85% for all covered employees </li></ul><ul><li>15% for management (Art. 96) </li></ul>
  32. 32. MINIMUM WAGE REGION VII DAILY MINIMUM WAGE RATES REGION VII, Central Visayas Per Wage Order No. ROVII-16 a/ Effective September 22, 2011 INDUSTRY/SECTOR MINIMUM WAGE RATES CLASS A CLASS B CLASS C CLASS D Non Agriculture P305.00 P285.00 P275.00 P260.00 Agriculture             Non-Sugar 287.00 270.00 255.00 240.00     Sugar 255.00 255.00 255.00 255.00 Sugar Mills 275.00 275.00 275.00 275.00
  33. 33. SEPARATION PAY <ul><li>Concept: </li></ul><ul><ul><li>Separation pay is a statutory right designed to provide the employee with the wherewithal during the period he is looking for another employment (Santos vs NLRC, 154 SCRA 166) </li></ul></ul><ul><li>An EE is entitled to Separation Pay equivalent to his one month pay for every year of service. A fraction of at least six months being considered as one year if his separation from service is due to any of the following: </li></ul><ul><ul><li>Installation by the employer of Labor Saving devices </li></ul></ul><ul><ul><li>Redundancy (art. 283) </li></ul></ul>
  34. 34. SEPARATION PAY (CONT) <ul><li>An EE is entitled to separation pay equivalent to one month pay, or ½ month pay whichever is higher for every year of service a fraction of at least 6 months being considered as one whole year if his separation is due to any of the following causes: </li></ul><ul><ul><li>Retrenchment to prevent losses (i.e. reduction of personnel) </li></ul></ul><ul><ul><li>Closure or cessation of operation or undertaking of an establishment due to serious losses or financial reverses </li></ul></ul><ul><ul><li>Disease not curable within a period of 6 months and his continued employment is prejudicial to his health or to the health of his co-employees (Art. 284) </li></ul></ul>
  35. 35. SEPARATION PAY (Procedure) <ul><li>Serve a written notice on the workers and the Regional Director of the DOLE having jurisdiction over the place of business at least one month before the intended termination. </li></ul>