Probationary Employees: Probation Period and Standards. Philippine Labor Law is strict on the rules of probationary employment. Non-compliance thereof will result in regular employment.
Employsure Workplace Presentation | Probationary PeriodsEmploysure AU
Employsure's Workplace Presentation on probationary periods explains what employers need to know about how to manage new employees.
With one of the most complex workplace relations systems in the world it's a challenge for owners and managers of SMEs in Australia to ensure they are compliant. Small businesses often struggle to understand their obligations to employees and that's where Employsure can help.
Employsure helps over 13,000 business owners with employment relations, protecting employers from risks by providing unlimited advice, legally compliant documents, insurance and representation. Employsure is a workplace relations specialist dedicated to helping small businesses succeed by creating fair and safe workplaces.
Call us: 1300 651 415
Visit us at: https://employsure.com.au/
LinkedIn: https://www.linkedin.com/company/empl...
Facebook: https://www.facebook.com/employsure.c...
Twitter: https://twitter.com/Employsure
Regular Employees: Usually Necessary or Desirable. An employment arrangement is not what the parties say it is, but what the law says it is. Philippine Labor Law says that a regular employee is one who performs activities which are usually necessary or desirable in the usual trade or business of the employer.
-INTRODUCTION
-MEANING AND DEFINITION
-NATURE OF DISCIPLINE
-OBJECTIVES
-COMPONENTS OF DISCIPLINE
-DISCIPLINARY ASPECTS
-ORGANISATIONAL DISCIPLINARY LINE
-EMPLOYEE PROBLEM
-IMPORTANCE OF DISCIPLINE
-POSITIVE EMPLOYEE DISCIPLINE
-INDISCIPLINE
-APPROACHES
-HOT STOVE RULE
HOW TO DEAL WITH DISCIPLINARY?
-CONCLUSION
Employsure Workplace Presentation | Probationary PeriodsEmploysure AU
Employsure's Workplace Presentation on probationary periods explains what employers need to know about how to manage new employees.
With one of the most complex workplace relations systems in the world it's a challenge for owners and managers of SMEs in Australia to ensure they are compliant. Small businesses often struggle to understand their obligations to employees and that's where Employsure can help.
Employsure helps over 13,000 business owners with employment relations, protecting employers from risks by providing unlimited advice, legally compliant documents, insurance and representation. Employsure is a workplace relations specialist dedicated to helping small businesses succeed by creating fair and safe workplaces.
Call us: 1300 651 415
Visit us at: https://employsure.com.au/
LinkedIn: https://www.linkedin.com/company/empl...
Facebook: https://www.facebook.com/employsure.c...
Twitter: https://twitter.com/Employsure
Regular Employees: Usually Necessary or Desirable. An employment arrangement is not what the parties say it is, but what the law says it is. Philippine Labor Law says that a regular employee is one who performs activities which are usually necessary or desirable in the usual trade or business of the employer.
-INTRODUCTION
-MEANING AND DEFINITION
-NATURE OF DISCIPLINE
-OBJECTIVES
-COMPONENTS OF DISCIPLINE
-DISCIPLINARY ASPECTS
-ORGANISATIONAL DISCIPLINARY LINE
-EMPLOYEE PROBLEM
-IMPORTANCE OF DISCIPLINE
-POSITIVE EMPLOYEE DISCIPLINE
-INDISCIPLINE
-APPROACHES
-HOT STOVE RULE
HOW TO DEAL WITH DISCIPLINARY?
-CONCLUSION
The LABOR CODE made EASY (by Atty. PoL Sangalang)PoL Sangalang
The LABOR CODE made EASY (by Atty. Apollo X.C.S. Sangalang).
This is the slide presentation of Atty. PoL Sangalang in his talk at the event "LAW AND ORDER: Enhancing Knowledge On The Labor Code Of The Philippines" organized by the Thomasian Junior Association for People Management of the University of Sto. Tomas - Human Resources Development Management (UST-HRDM) on September 20, 2013 at the Albertus Magnus (Education) Auditorium, UST Campus, Manila.
The Labor Laws Compliance System (LLCS) refers to the integrated framework of voluntary compliance and enforcement of labor laws and social legislations issued pursuant to the rule-making, visitorial and enforcement power of the DOLE Secretary.
This presentation was made to show how discipline plays an important role in every one's life's , if one follows discipline in his or her life, he or she can achieve any target , we have also shown the various disciplinary actions that could be taken against the employees if he does not follow the rules laid down by the employer and the process of disciplinary actions
Project Employees: Specific Project or Undertaking. While the Philippine Labor Code acknowledges project employment, Supreme Court decisions has placed limitations. If certain conditions are met, project employees will be deemed regular employees.
Seasonal Employees: Duration of a Season. The Philippine Labor Code acknowledges seasonal employment. Through Supreme Court decisions, regular seasonal employment was recognized as a hybrid of regular and seasonal employees.
The LABOR CODE made EASY (by Atty. PoL Sangalang)PoL Sangalang
The LABOR CODE made EASY (by Atty. Apollo X.C.S. Sangalang).
This is the slide presentation of Atty. PoL Sangalang in his talk at the event "LAW AND ORDER: Enhancing Knowledge On The Labor Code Of The Philippines" organized by the Thomasian Junior Association for People Management of the University of Sto. Tomas - Human Resources Development Management (UST-HRDM) on September 20, 2013 at the Albertus Magnus (Education) Auditorium, UST Campus, Manila.
The Labor Laws Compliance System (LLCS) refers to the integrated framework of voluntary compliance and enforcement of labor laws and social legislations issued pursuant to the rule-making, visitorial and enforcement power of the DOLE Secretary.
This presentation was made to show how discipline plays an important role in every one's life's , if one follows discipline in his or her life, he or she can achieve any target , we have also shown the various disciplinary actions that could be taken against the employees if he does not follow the rules laid down by the employer and the process of disciplinary actions
Project Employees: Specific Project or Undertaking. While the Philippine Labor Code acknowledges project employment, Supreme Court decisions has placed limitations. If certain conditions are met, project employees will be deemed regular employees.
Seasonal Employees: Duration of a Season. The Philippine Labor Code acknowledges seasonal employment. Through Supreme Court decisions, regular seasonal employment was recognized as a hybrid of regular and seasonal employees.
Fixed-Term Employees: Agreed Period of Employment. While the Philippine Labor Code does not enlist fixed-term employment, it has been recognized via jurisprudence in the case of Brent School v. Zamora.
Casual Employees: Incidental and 1 Year. The Philippine Labor Code is emphatic on the difference between a regular employee and a casual employee. As a direct opposite of the regular employee, a casual employee performs activities which are incidental only and for a period not exceeding 1 year.
Illegal Dismissal: Consequences for No Due Process. Philippine Labor Law emphasizes the importance of observing due process in case of employee termination. If due process is not observed, the employer could be held liable for illegal dismissal which carry the following consequences: full backwages, reinstatement, separation pay, moral damages, exemplary damages, nominal damages, attorney's fees, joint and solidary liability.
Just Causes: Valid Grounds for Dismissing an Employee. The Labor Code authorizes the employer to dismiss an employee based on just causes: serious misconduct, willful disobedience (insubordination), gross and habitual neglect of duties, fraud, willful breach of trust, loss of confidence, commission of a crime or offense, analogous cause, gross inefficiency. Just cause is part of substantive due process in Philippine Labor Law.
Procedural Due Process: Step by Step Procedure. Whether an employee is dismissed for just cause or authorized cause, the employer is required to observe procedural due process or the step-by-step procedure. Procedural due process is an aspect of due process.
Authorized causes: Valid grounds for downsizing the workforce. The Philippine Labor Code allows the employer to downsize its workforce based on authorized causes: installation of labor-saving devices, redundancy, retrenchment, closing of business, and disease. Authorized cause is part of substantive due process in Philippine Labor Law.
These slides compliment the very popular webinar delivered by Joanne Vose from The Business Springboard.
Within the webinar, Joanne discusses and answers questions relating to:
* Benefits & entitlements in probation
* What do we want to achieve?
* Probation structure
* Inductions & reviews
If you would like to view the full webinar, please email marketing@shorebird-rpo.com and we will happily email the recording immediately, or why not join our LinkedIn Webinar Network to access all our archives http://linkd.in/1acZPdh
Pag-IBIG Benefits: Home Development Mutual Fund. Employees who can avail of housing loans as one of their Pag-IBIG Benefits from the Home Development Mutual Fund.
25 Inspirational Quotes to help employees take ownership of their career development in your organisation.
Is your talent development strategy working? Learn how to increase your competitive advantage; engage, retain and develop your best people; and save serious amounts of time and money.
Download your FREE Talent development Audit at http://www.antoinetteoglethorpe.com/talent-development-audit/
In this file, you can ref useful information about types of performance appraisal methods such as types of performance appraisal methods methods, types of performance appraisal methods tips, types of performance appraisal methods forms, types of performance appraisal methods phrases … If you need more assistant for types of performance appraisal methods, please leave your comment at the end of file.
A detailed study of Apprenticeship Act, 1961 of India, covering the entire 3 chapters on Definitions, Duties of an employer and Obligations of an Apprentice, Period, Leave entitlements and Termination of Contract etc using an analogy of Harry Potter. Useful for law students, HR students and MBA students.
Termination of Employees under the Labor Code.pptxBrV
1. What establishments are covered by the provisions on Termination under the Labor Code?
2. What is the protection of a regular employee?
3. What is a regular employee?
4. What is a project employee?
5. What is a seasonal employee?
6. What is a casual employee?
7. What is a probationary employee?
8. How can a probationary employee be terminated?
9. What is an apprentice?
10. What qualifications are required for an apprentice?
11. What is a Learner?
12. What is a Kasambahay?
13. What is a Home Worker?
14. What is the entitlement of an employee who was unjustly dismissed?
15. When will the computation period of the backwages?
16. What are the just causes for termination?
17. How do you balance the management’s right to advance the business and the employee’s right?
18. For a just cause to be upheld, what must be present?
19. Who has the burden of proof?
20. What is ”misconduct”?
21. What is immorality?
22. What kind of order to establish willful disobedience?
23. What is reasonable?
24. What is a defense to a defense that “an employee is ignorant of the rules.”
25. How can abandonment be deemed as negligence?
26. What is fraud or dishonesty?
27. In termination, what is the procedural due process?
28. What are the authorized causes for termination? Required procedure?
29. What is the “twin notice” rule?
30. How should an employee resign?
31. When can an employee resign immediately?
32. When is an employee not deemed terminated?
33. What should the employer do after these events?
Automatic Enrolment - Employer duties and defining the workforceJames McQueen
Employer duties and defining the workforce: An introduction to the new employer duties.
This guidance is aimed at professional advisers and employers with in-house pensions professionals.
It is the first in a series of guidance that explains the new employer duties and safeguards in detail. Illustrative examples throughout the series show further how the laws will apply in practice.
Selection: - Selection is the process of choosing from among the candidates from within the organization or from the outside, the most suitable for the current positions or for the future position.
Can an employer take disciplinary actions against employeesAhmedTalaat127
According to UAE legislation, being indiscipline at work or violating the conditions of your employment contract might result in your employer taking extreme action. Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, which will take effect on February 2, 2022, will lay out precisely how businesses should deal with employee misconduct in an organized and equitable way.
Articles 39, 40, and 41 of the new legislation examine different facets of what a firm may do to an employee. While Article 39 discusses the systematic approach in which businesses might take actions ranging from mild to severe, Article 40 lays out the requirements for temporary employment suspension. Article 41 examines what the law says when an employee is accused of misconduct outside of the job.
In adherence to the stipulations outlined in the Vietnam Labor Code, to draft labor rules in Vietnam that comply is a crucial aspect for employers. There are some important points to cover for employers to draft the labor rules in Vietnam in accordance with Vietnam Labor Code
This country-specific Q&A provides an overview to employment
and labour law in Ireland. It will cover termination of employment, procedures, protection for workers, compensation as well as insight and opinion on the most common difficulties employers face and any upcoming legal changes planned.
NCV 3 Business Practice Hands-On Support Slide Show - Module 1Future Managers
This slide show complements the learner guide NCV 3 Business Practice Hands-On Training by Nickey Cilliers, published by Future Managers Pty Ltd. For more information visit our website www.futuremanagers.net
Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act Matt Charney
This fact sheet provides general information to help determine whether interns must be paid the minimum wage
and overtime under the Fair Labor Standards Act for the services that they provide to “for-profit” private sector
employers.
Data Privacy - Penalties for Non-ComplianceJDP Consulting
Stiff penalties are provided in the Philippine Data Privacy Law for non-compliance
Summary:
1) Data Privacy Law has severe penalties for non-compliance.
2) Penalties are harsher when violations involve sensitive personal information compared to personal information.
3) Public officers and employees, as well as private individuals who are responsible officers in juridical entities, are made liable.
4) The law provides for a combination or series of acts that could result in increasing the penalty.
5) Maximum penalty is imposed for large scale offense when at least 100 persons are harmed, affected, or involved.
Data Privacy- Security of Sensitive Personal InformationJDP Consulting
Data Privacy Law applies to Government Agencies, particularly for the security of sensitive personal information.
Summary:
1) Data Privacy Law applies to Government Offices.
2) Heads of Agencies are the ones primarily responsible for compliance.
3) Security clearance is required for Government Employees who are accessing sensitive personal information.
4) A request approved by the Head of the Agency is required prior to transportation or access off-site of sensitive personal information.
5) NPC registration is required for Government Contractors for contracts involving access or requiring senstive personal information from at least 1,000 individuals.
Data Privacy - Security of Personal InformationJDP Consulting
Philippine Data Privacy Law (R.A. 10173) requires observance of Security of Personal Information.
Summary of Presentation:
1) Security of Personal Information is mandated of Personal Information Controller and their engaged Contractors (or 3rd Parties).
2) The standards for protection measures are two-fold: reasonable and appropriate.
3) Measures should be organizational, physical, and technical.
4) Strict confidentiality is required to be observed by: PIC Employees, PIC Agents, and PIC Representatives.
5) Notification requirement is mandated upon compromise of sensitive personal information and identity-fraud enabler information.
The Rights of the Data Subject encompasses all rights or interests over to personal information that has been collected, processed, and analyzed. Non-compliance with the rights results in liabilities, particularly on indemnity for damages.
Philippine Data Privacy Law is in Republic Act No. 10173, otherwise known as the " Data Privacy Act of 2012".
In summary:
1) Processing of personal information is allowed – so long as it complies with the law.
2) As much as possible, consent should be obtained from the Data Subject for the processing of personal information.
3) The confidentiality, integrity, and availability of the personal information should be ensured.
4) Sensitive and personal information are prohibited – unless in exceptional cases.
5) Philippine Data Privacy Law has extraterritorial application and thus violations may be penalized even if done outside the Philippines.
Philippine Contract Law and Intellectual Property Law serve as the applicable laws on Franchising. Currently, there is no specific law on Franchising that regulates the agreements between the Franchisor and the Franchisee.
Labor Code: Unfair labor practices are violations of the constitutional rights of workers and employees to self-organization. These illegal practices are considered inimical to the legitimate interests of both labor and management. These unfair practices are likewise prejudicial to the labor and management’s right to bargain collectively, and otherwise deal with each other in an atmosphere of freedom and mutual respect. These practices disrupt industrial peace and hinder the promotion of healthy and stable labor-management relations.
The Department of Labor and Employment clarified and modified the rules and regulations on just causes and authorized causes - resulting in stricter implementation of due process. Labor Law compliance is required for valid termination. Non-compliance may result in liabilities, including illegal dismissal.
What is Control in Contracting and Subcontracting?JDP Consulting
The one who controls is the employer. DOLE D.O. 174-17 clearly emphasizes that a contractor who does not actively control the performance of the assigned personnel will be considered to be engaged in labor-only contracting. In such a case, the Principal shall be deemed the employer. Accordingly, the Principal may be held liable for monetary claims, and even illegal dismissal.
Rules on Contracting and Subcontracting in the Philippines: When is there a legitimate job contracting?
DOLE D.O. 174-17 superseded DOLE D.O. 18-A-11. Permissible job contracting still and remains allowed in the Philippines subject to stricter regulations and harsher consequences for the Principal who is deemed as the employer in various instances.
Learn the differences in this slide presentation
PhilHealth Benefits: National Health Insurance Program. Philippine Labor Law requires employers to contribute for the health insurance coverage of their employees through PhilHealth.
ECC Benefits: Employees' Compensation Program. Unknown to many employers and employees, there are ECC benefits granted to employees in the event of work-related illness, injury, and death.
Retirement Pay: Optional and Mandatory. Philippine Labor Law requires payment of retirement for employees who have rendered at least 5 years of service and are in their 60s (optional) and no more than 65 years old (mandatory).
Separation Pay: Authorized Causes. When an employee is separated due to authorized causes, Philippine Labor Law requires that the employer provide for separation pay.
Special Leave for Women: 2 months. For women employees who have undergone surgery for gynecological disorders, Philippine Labor Law grants them a 2-month special leave to recover.
VAWC Leave: 10 Days and Extendible. Philippine Labor Laws grants a woman employee subject of violence a 10-day VAWC leave to attend to medical and legal concerns. Currently, this is the only extendible leave among the benefits.
Solo Parental Leave: 7 working days. To attend to minors or wards, Philippine Labor Law grants solo parents a parental leave of 7 working days. The employee does not have to be the biological parent of the child or ward.
Paternity Leave: 7 Calendar Days. Philippine Labor Law grants married male employees a paternity leave consisting of 7-calendar days to attend to the their legitimate wife whom they are cohabiting and is about to or have given birth.
How to Obtain Permanent Residency in the NetherlandsBridgeWest.eu
You can rely on our assistance if you are ready to apply for permanent residency. Find out more at: https://immigration-netherlands.com/obtain-a-permanent-residence-permit-in-the-netherlands/.
PRECEDENT AS A SOURCE OF LAW (SAIF JAVED).pptxOmGod1
Precedent, or stare decisis, is a cornerstone of common law systems where past judicial decisions guide future cases, ensuring consistency and predictability in the legal system. Binding precedents from higher courts must be followed by lower courts, while persuasive precedents may influence but are not obligatory. This principle promotes fairness and efficiency, allowing for the evolution of the law as higher courts can overrule outdated decisions. Despite criticisms of rigidity and complexity, precedent ensures similar cases are treated alike, balancing stability with flexibility in judicial decision-making.
DNA Testing in Civil and Criminal Matters.pptxpatrons legal
Get insights into DNA testing and its application in civil and criminal matters. Find out how it contributes to fair and accurate legal proceedings. For more information: https://www.patronslegal.com/criminal-litigation.html
RIGHTS OF VICTIM EDITED PRESENTATION(SAIF JAVED).pptxOmGod1
Victims of crime have a range of rights designed to ensure their protection, support, and participation in the justice system. These rights include the right to be treated with dignity and respect, the right to be informed about the progress of their case, and the right to be heard during legal proceedings. Victims are entitled to protection from intimidation and harm, access to support services such as counseling and medical care, and the right to restitution from the offender. Additionally, many jurisdictions provide victims with the right to participate in parole hearings and the right to privacy to protect their personal information from public disclosure. These rights aim to acknowledge the impact of crime on victims and to provide them with the necessary resources and involvement in the judicial process.
ALL EYES ON RAFAH BUT WHY Explain more.pdf46adnanshahzad
All eyes on Rafah: But why?. The Rafah border crossing, a crucial point between Egypt and the Gaza Strip, often finds itself at the center of global attention. As we explore the significance of Rafah, we’ll uncover why all eyes are on Rafah and the complexities surrounding this pivotal region.
INTRODUCTION
What makes Rafah so significant that it captures global attention? The phrase ‘All eyes are on Rafah’ resonates not just with those in the region but with people worldwide who recognize its strategic, humanitarian, and political importance. In this guide, we will delve into the factors that make Rafah a focal point for international interest, examining its historical context, humanitarian challenges, and political dimensions.
In 2020, the Ministry of Home Affairs established a committee led by Prof. (Dr.) Ranbir Singh, former Vice Chancellor of National Law University (NLU), Delhi. This committee was tasked with reviewing the three codes of criminal law. The primary objective of the committee was to propose comprehensive reforms to the country’s criminal laws in a manner that is both principled and effective.
The committee’s focus was on ensuring the safety and security of individuals, communities, and the nation as a whole. Throughout its deliberations, the committee aimed to uphold constitutional values such as justice, dignity, and the intrinsic value of each individual. Their goal was to recommend amendments to the criminal laws that align with these values and priorities.
Subsequently, in February, the committee successfully submitted its recommendations regarding amendments to the criminal law. These recommendations are intended to serve as a foundation for enhancing the current legal framework, promoting safety and security, and upholding the constitutional principles of justice, dignity, and the inherent worth of every individual.
ASHWINI KUMAR UPADHYAY v/s Union of India.pptxshweeta209
transfer of the P.I.L filed by lawyer Ashwini Kumar Upadhyay in Delhi High Court to Supreme Court.
on the issue of UNIFORM MARRIAGE AGE of men and women.
NATURE, ORIGIN AND DEVELOPMENT OF INTERNATIONAL LAW.pptxanvithaav
These slides helps the student of international law to understand what is the nature of international law? and how international law was originated and developed?.
The slides was well structured along with the highlighted points for better understanding .
2. Probationary Employee
IRR of the Labor Code: “There is probationary employment where the
employee, upon his engagement, is made to undergo a trial period
during which the employer determines his fitness to qualify for regular
employment, based on reasonable standards made known to him at the
time of engagement.”
Citation: Sec. 6, Rule I, Book VI, Implementing Rules & Regulations of the Labor Code; cf. Article 294, Labor Code
3. Rules to Probationary Employment
1. Where the work for which the employee has been engaged is
learnable or apprenticeable in accordance with the standards prescribed
by [now TESDA], the period of probationary employment shall be
limited to the authorized learnership or apprenticeship period,
whichever is applicable.
Citation: Sec. 6, Rule I, Book VI, Implementing Rules & Regulations of the Labor Code; cf. Article 294, Labor Code
4. Rules to Probationary Employment
2. Where the work is neither learnable nor apprenticeable, the period of
probationary employment shall not exceed six months reckoned from
the date the employee actually started working.
Important: Academic teaching personnel in private schools have a longer
probationary period.
• Basic education: not more than 3 years
• Higher education: not more than 6 consecutive semesters or 9 consecutive
trimesters of satisfactory service
Citation: Sec. 6, Rule I, Book VI, Implementing Rules & Regulations of the Labor Code; cf. Article 294, Labor Code;
2010 Revised Manual of Regulations for Private Schools in Basic Education (DEPED); 2008 Manual of Regulations for Private Higher Education (CHED)
5. Rules to Probationary Employment
3. The services of an employee who has been engaged on probationary
basis may be terminated only for a just or authorized cause, when he
fails to qualify as a regular employee in accordance with reasonable
standards prescribed by the employer.
Citation: Sec. 6, Rule I, Book VI, Implementing Rules & Regulations of the Labor Code; cf. Article 294, Labor Code
6. Rules to Probationary Employment
4. In all cases of probationary employment, the employer shall make
known to the employee the standards under which he will qualify as a
regular employee at the time of his engagement. Where no standards
are made known to the employee at that time, he shall be deemed a
regular employee.
Citation: Sec. 6, Rule I, Book VI, Implementing Rules & Regulations of the Labor Code; cf. Article 294, Labor Code
7. Rules to Probationary Employment
4. In all cases of probationary employment, the employer shall make
known to the employee the standards under which he will qualify as a
regular employee at the time of his engagement. Where no standards
are made known to the employee at that time, he shall be deemed a
regular employee.
Citation: Sec. 6, Rule I, Book VI, Implementing Rules & Regulations of the Labor Code; cf. Article 294, Labor Code
8. Case Law
Abbott Laboratories, Philippines v. Alcaraz (2013)
• The probationary employee (manager) who did not qualify filed a complaint claiming
that he was never informed of the standards for the position and thus he was a
regular.
HELD: The employee was a probationary.
• “… the employer is made to comply with two (2) requirements when dealing with a
probationary employee: first, the employer must communicate the regularization
standards to the probationary employee; and second, the employer must make such
communication at the time of the probationary employee’s engagement. If the
employer fails to comply with either, the employee is deemed as a regular and not a
probationary employee.”
• How employer’s expectations were communicated: job ad with work description,
offer sheet, employment contract, company orientation, etc.
Citation: Sec. 6, Rule I, Book VI, Implementing Rules & Regulations of the Labor Code; cf. Article 294, Labor Code
9. For more information:
Labor Law Compliance
Best Practices for Human Resource
www.laborlaw.ph
We value feedback.
For comments or permission to use slides, send us an email: info@jdpconsulting.ph.
10. Brought to you by:
JDP Consulting Ltd. Co.
Empowering leaders with legal compliance
We focus on Small and Medium Enterprises.
www.jdpconsulting.ph
Labor & Employment, Negotiations & Contracts,
Intellectual Property, Commercial Litigation, and Legal Compliance.
11. Seminars &
Workshops
• Join us for learning sessions on these
topics:
• HR Legal Compliance
• Labor Unions
• Company Policies
• Labor Complaints
• Outsourcing Manpower
• Disciplinary Actions
Visit: www.cpdc.ph
Venue of Seminars & Workshop:
BGC Ascott, Taguig City