This document summarizes key provisions from Republic Act 9504, which provides tax exemptions and increases deductions for minimum wage earners and taxpayers in general in the Philippines. It exempts all minimum wage earners from income tax, increases personal exemptions, allows corporations to claim an optional standard deduction of 40% of gross income, and increases the optional standard deduction for self-employed individuals to 40% of gross sales.
IMPORTANTENG MATUTUNAN ANG KODIGO NG PAMAHALAANG LOKAL DAHIL ITO ANG NAGPAPATUNAY KUNG GAANO KAHALAGA ANG BAWAT YUNIT NG PAMAHALAAN NA TUMUTULONG SA PAMAHALAANG PAMBANSA.
This document is a handout of the report about the Civil Service Commission for the subject School Personnel Administration (EdM 404) of Master of Arts in Educational Management, Employment status in general, permanent, temporary, substitute, co-terminous, contractual, casual, employment status of teachers, regular permanent, provisional, substitute, nature of appointment, original, promotion, transfer, reemployment, reappointment, reinstatement, renewal, change of status, demotion, upgrading or reclassification, adjustments or movements of personnel, other personnel movements, reassignment, detail, secondment, job rotation, designation, contract of service, job orders, policy guidelines for contract of services
IMPORTANTENG MATUTUNAN ANG KODIGO NG PAMAHALAANG LOKAL DAHIL ITO ANG NAGPAPATUNAY KUNG GAANO KAHALAGA ANG BAWAT YUNIT NG PAMAHALAAN NA TUMUTULONG SA PAMAHALAANG PAMBANSA.
This document is a handout of the report about the Civil Service Commission for the subject School Personnel Administration (EdM 404) of Master of Arts in Educational Management, Employment status in general, permanent, temporary, substitute, co-terminous, contractual, casual, employment status of teachers, regular permanent, provisional, substitute, nature of appointment, original, promotion, transfer, reemployment, reappointment, reinstatement, renewal, change of status, demotion, upgrading or reclassification, adjustments or movements of personnel, other personnel movements, reassignment, detail, secondment, job rotation, designation, contract of service, job orders, policy guidelines for contract of services
This information sheet provides general information for employees of companies in receivership. Employees should also read ASIC’s information sheet INFO 54 Receivership: a guide for creditors. For more info, visit: http://www.svpartners.com.au
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 .
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.
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.
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.
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.
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.
Car Accident Injury Do I Have a Case....Knowyourright
Every year, thousands of Minnesotans are injured in car accidents. These injuries can be severe – even life-changing. Under Minnesota law, you can pursue compensation through a personal injury lawsuit.
Introducing New Government Regulation on Toll Road.pdfAHRP Law Firm
For nearly two decades, Government Regulation Number 15 of 2005 on Toll Roads ("GR No. 15/2005") has served as the cornerstone of toll road legislation. However, with the emergence of various new developments and legal requirements, the Government has enacted Government Regulation Number 23 of 2024 on Toll Roads to replace GR No. 15/2005. This new regulation introduces several provisions impacting toll business entities and toll road users. Find out more out insights about this topic in our Legal Brief publication.
WINDING UP of COMPANY, Modes of DissolutionKHURRAMWALI
Winding up, also known as liquidation, refers to the legal and financial process of dissolving a company. It involves ceasing operations, selling assets, settling debts, and ultimately removing the company from the official business registry.
Here's a breakdown of the key aspects of winding up:
Reasons for Winding Up:
Insolvency: This is the most common reason, where the company cannot pay its debts. Creditors may initiate a compulsory winding up to recover their dues.
Voluntary Closure: The owners may decide to close the company due to reasons like reaching business goals, facing losses, or merging with another company.
Deadlock: If shareholders or directors cannot agree on how to run the company, a court may order a winding up.
Types of Winding Up:
Voluntary Winding Up: This is initiated by the company's shareholders through a resolution passed by a majority vote. There are two main types:
Members' Voluntary Winding Up: The company is solvent (has enough assets to pay off its debts) and shareholders will receive any remaining assets after debts are settled.
Creditors' Voluntary Winding Up: The company is insolvent and creditors will be prioritized in receiving payment from the sale of assets.
Compulsory Winding Up: This is initiated by a court order, typically at the request of creditors, government agencies, or even by the company itself if it's insolvent.
Process of Winding Up:
Appointment of Liquidator: A qualified professional is appointed to oversee the winding-up process. They are responsible for selling assets, paying off debts, and distributing any remaining funds.
Cease Trading: The company stops its regular business operations.
Notification of Creditors: Creditors are informed about the winding up and invited to submit their claims.
Sale of Assets: The company's assets are sold to generate cash to pay off creditors.
Payment of Debts: Creditors are paid according to a set order of priority, with secured creditors receiving payment before unsecured creditors.
Distribution to Shareholders: If there are any remaining funds after all debts are settled, they are distributed to shareholders according to their ownership stake.
Dissolution: Once all claims are settled and distributions made, the company is officially dissolved and removed from the business register.
Impact of Winding Up:
Employees: Employees will likely lose their jobs during the winding-up process.
Creditors: Creditors may not recover their debts in full, especially if the company is insolvent.
Shareholders: Shareholders may not receive any payout if the company's debts exceed its assets.
Winding up is a complex legal and financial process that can have significant consequences for all parties involved. It's important to seek professional legal and financial advice when considering winding up a company.
2. ART. 112 Non-Interference in Disposal of Wages
No employer shall limit or otherwise
interfere with the freedom of any
employee to dispose of his wages.
He shall not in any manner force,
compel, or oblige his employees to
purchase merchandise, commodities
or other property from any other
person, or otherwise make use of any
store or services of such employer or
any other person.
3. ART. 113 Wage Deduction
No employer, in his own behalf or in behalf of any
person, shall make any deduction from the wages
of his employees, except:
a. In cases where the worker is insured with his
consent by the employer, and the deduction is
to recompense the employer for the amount
paid by him as premium on the insurance.
4. ART. 113 Wage Deduction
b. For union dues, in cases where the right of the
worker or his union to check-off has been
recognized by the employer or authorized in
writing by the individual worker concerned; and
c. In cases, where the employer is authorized by
law or regulations issued by the Secretary of
Labor and Employment.
5. ART. 114 Deposits for Loss or Damage
No employer shall require his worker to make
deposits from which deductions shall be made
for the reimbursement of loss of or damage to
tools, materials, or equipment supplied by the
employer, except when the employer is
engaged in such trades, occupations or
business where the practice of making
deductions or requiring deposits is a
recognized one, or is necessary or desirable as
determined by the Secretary of Labor and
Employment in appropriate rules and
regulations.
6. ART. 115 Limitations
No deduction from the deposits of an employee for
the actual amount of the loss or damage shall be
made unless the employee has been heard thereon,
and his responsibility has been clearly shown.
7. ART. 116 Withholding of Wages and Kickbacks
Prohibited
It shall be unlawful for any person, directly or
indirectly, to withhold any amount from the wages
of a worker or induce him to give up any part of his
wages by force, stealth, intimidation, threat or by
any other means whatsoever without the worker’s
consent.
8. ART. 117 Deduction to Ensure Employment
It shall be unlawful to make any deduction from the
wages of any employee for the benefit of the
employer or his representative or intermediary as
consideration of a promise of employment or
retention in employment.
9. ART. 118 Retaliatory Measures
It shall be unlawful for an employer to refuse to
pay or reduce the wages and benefits, discharge or
in any manner discriminate against any employee
who has filed any complaint or instituted any
proceeding under this Title or has testified or is
about to testify in such proceedings.
10. ART. 119 False Reporting
It shall be unlawful for any person to make any
statement, report, or record filed or kept pursuant
to the provisions of this Code knowing such
statement, report or record to be false in any
material respect.
12. EXEMPTION FROM TAX OF THE
MINIMUM WAGE EARNERS
All minimum wage earners in the private and
public sector shall be exempt from payment of
income tax. The exemption will cover not only the
basic pay but also holiday pay, overtime pay, night
shift differential, and hazard pay received by the
minimum wage earners.
13. • Individual employees whose compensation income
does not exceed the statutory minimum wage or
P5,000 per month were exempted from withholding
tax. Nonetheless, these were not exempted from
income tax.
• The minimum wage earners whose compensation
were not subjected to withholding taxes were still
required to file annual income tax returns and pay
the corresponding income tax due.
EXEMPTION FROM TAX OF THE
MINIMUM WAGE EARNERS
14. • Minimum wage depends on the statutory minimum
wage fixed by the Regional Tripartite Wage and
Productivity Board, as defined by the Bureau of
Labor and Employment Statistics of the Department
of Labor and Employment.
• Regional Tripartite Wage and Productivity Boards of
each region determine the wage rates in the
different regions. The statutory minimum wage will
depend on the region where the employee is
working and not where he is residing.
EXEMPTION FROM TAX OF THE
MINIMUM WAGE EARNERS
15. • Minimum wage depends on the statutory minimum
wage fixed by the Regional Tripartite Wage and
Productivity Board, as defined by the Bureau of
Labor and Employment Statistics of the Department
of Labor and Employment. Regional Tripartite
Wage and Productivity Boards of each region
determine the wage rates in the different regions.
The statutory minimum wage will depend on the
region where the employee is working and not
where he is residing.
EXEMPTION FROM TAX OF THE
MINIMUM WAGE EARNERS
16. • RA 9504 increased the level of allowable personal
exemption of each individual taxpayer to a uniform
amount of P50,000 regardless of the status of the
taxpayer.
INCREASE IN PERSONAL AND
ADDITIONAL EXEMPTIONS
TYPE OF TAXPAYER OLD LAW NEW LAW
SINGLE 20,000 50,000
HEAD OF FAMILY 25,000 50,000
MARRIED INDIVIDUAL 32,000 50,000
ADDITIONAL EXEMPTION FOR EACH
QUALIFIED DEPENDENT/CHILD
8,000 25,000
17. • The OSD is a scheme whereby a taxpayer is given
the option to deduct from his gross revenue or
gross income a lump sum equivalent to a
percentage of such gross revenue or gross income
for purposes of computing the net taxable income
on which the income tax rate will be applied.
• This is in lieu of the itemized deduction scheme
where the taxpayer lists down all his expenses and
the corresponding amounts incurred to determine
the amount of allowable deductions.
OPTIONAL STANDARD DEDUCTION (OSD) FOR
CORPORATIONS AND INCREASED OSD FOR INDIVIDUALS
18. • The 10% OSD allowed to an individual engaged in
business and practice of profession was increased
to 40% of gross sales or gross receipts.
• Furthermore, corporations are now given the option
to avail of the OSD at 40% of gross income.
Previously, they were only allowed to claim itemized
deductions in computing their taxable net income.
OPTIONAL STANDARD DEDUCTION (OSD) FOR
CORPORATIONS AND INCREASED OSD FOR INDIVIDUALS
20. • The 10% OSD allowed to an individual engaged in
business and practice of profession was increased
to 40% of gross sales or gross receipts.
• Furthermore, corporations are now given the option
to avail of the OSD at 40% of gross income.
Previously, they were only allowed to claim itemized
deductions in computing their taxable net income.
COST OF LIVING ALLOWANCE (COLA) AND
VOLUNTARY SSS,PHIC & PAGIBIG CONTRIBUTIONS