Psych 30 module 3.1 to 3.2
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The document summarizes Philippine labor laws regarding the training and employment of apprentices and learners. It defines apprenticeship as practical training supplemented by theoretical instruction for highly skilled occupations, lasting 3-6 months. Learnership refers to training for non-apprenticeable semi-skilled jobs lasting less than 3 months. The key requirements for apprenticeship and learnership agreements and programs are outlined.
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The document discusses regulations regarding smart working in Italy. It states that workers have the right to a salary and benefits no less than comparable workers in collective contracts. It also addresses rights to lifelong learning and periodic certification of skills. Territorial and national collective agreements can introduce provisions to facilitate the use of smart working by workers and enterprises. The contract termination process requires at least 30 days advance notice by either party, or 90 days notice for termination by the employer of a disabled worker.
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India Labour-laws-guide
The document provides a brief checklist of key points from various Indian labour laws, including:
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2) The Contract Labour Act, which requires registration of establishments employing contract labour and contractors, and sets working conditions and welfare measures for contract workers.
3) The Employees' Provident Funds Act, which establishes a mandatory provident fund for eligible employees and requires equal contributions from employers and employees.
4) The Employees' State Insurance Act, which provides social security benefits like sickness and maternity benefits to covered employees.
5) The Fact
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The document discusses an employer-employee insurance scheme. The scheme provides life insurance for employees to offer benefits and security. It gives employers an incentive to retain experienced workers and reimburse costs of training new employees. Premiums paid by the employer are tax deductible for the business. The scheme requires board approval, power of attorney, individual employee insurance proposals based on medical exams, and timely premium payments.
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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.
Useful tips on_labour_laws
This document provides an overview of key provisions of the Apprentices Act of 1961 and the Contract Labour (Regulation & Abolition) Act of 1970 in India. It outlines the objectives of promoting skills development and regulating contract labor. Key points include qualifications for apprentices, obligations of employers and apprentices, registration requirements for establishments employing contract labor, and welfare measures for contract workers.
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This document outlines the terms and conditions for students participating in an on-the-job training program. It specifies the documents required for student eligibility, the process for student acceptance, supervision guidelines, rules the students must follow, responsibilities of both parties, and a confidentiality agreement. The terms aim to protect both parties and ensure a smooth experience for the on-the-job training program.
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This document provides reminders for counsels and parties during a face-to-face trial. It outlines rules for speaking order, courtesy, objections, exceptions, and legal arguments. Counsel may only speak when recognized by the judge and must state their name. Exceptions and objections to questions must be raised after the question is answered, stating the legal basis. Legal arguments should be limited and reserved for memorandums, as hearings are for factual determination. Counsel who fails to appear without postponement waives their appearance.
5 manual for lawyers and parties rules 22 and 24 (1)
The document provides guidance for lawyers and parties on Rules 22 and 24 of the Revised Rules of Civil Procedure regarding preliminary conferences and trials. It outlines the procedures and requirements before, during, and after preliminary conferences and trials, including filing pleadings and motions, conducting discovery, submitting judicial affidavits and evidence, setting terms of reference, and examining witnesses. Lawyers are advised on proper procedures for objecting to questions, filing motions for postponement, and potential consequences for failure to appear.
3 flowchart of rules 22 and 24
This flowchart outlines the process and timeline for preliminary conferences, trials, and judgments under Rules 22 and 24 of the court. It shows that after parties submit initiatory pleadings and answers, the court will hold a preliminary conference to determine the mode of trial or allow parties to agree to an alternate trial. The court will then issue an order of trial. Depending on the type of trial, parties may submit evidence and arguments, and the court will render a judgment within specified periods.
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The document outlines the rules and procedures for preliminary conferences and trials on issues under Rules 22 and 24. It discusses the key objectives and features of preliminary conferences, which include mandatory disclosure of evidence through judicial affidavits and terms of reference to define the scope of the trial. It also describes the requirements for face-to-face trials, such as simultaneous examination of witnesses from opposing sides. The document provides details on the examination process, allowable objections, and different trial schedules.
1 publication rules22-24 (4)
This document is a request from the Supreme Court of the Philippines to publish Rules 22 and 24 of the proposed Revised Rules of Civil Procedure in newspapers. These rules will be piloted in specific courts in Quezon City, Makati City, Angeles City, Iloilo City, Davao City, and Cebu City beginning February 16, 2015. The rules establish procedures for mandatory disclosure of evidence by parties, preparation of terms of reference to define the scope of trial, and preliminary conferences between the court and parties.
P29: Basic Kinesics for the Investigator
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The document discusses different types of employment under Philippine labor law including regular, casual, probationary, project-based, seasonal, and fixed-term employment. It defines these terms and outlines the requirements and differences between each type of employment. Proper documentation of employee performance and conduct is also discussed.
Basic Consti Law for Undergrads: Powers of congress
The document outlines the powers of Congress, which include both legislative and non-legislative powers. It then describes the legislative process by which a bill becomes a law, including being introduced, referred to committee, debated through multiple readings in each chamber, reconciled between chambers if amended differently, and finally submitted to the President for approval or veto. It notes the President can veto a bill, but a veto can be overridden by a two-thirds vote in each chamber.
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The document summarizes key aspects of the Philippine Executive Department as established in Article VII of the Constitution. It outlines that executive power is vested in the President, and details the qualifications, election process, term of office, line of succession, and powers and duties of the President. It also discusses the role and qualifications of the Vice President, as well as rules regarding temporary or permanent disability of the President.
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Conducting Employee Investigations
This document provides guidance on conducting employee investigations. It discusses the typical sources of allegations, the supervisor's role in documenting allegations and gathering initial information, considerations for removing an employee from the work area during an investigation, rules around preventive suspension, responsibilities if a criminal allegation is made, and the purpose and use of the investigatory file. The file contains all materials from the investigation and forms the basis for any potential disciplinary action.
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This document discusses employee conduct and discipline policies. It begins by defining conduct cases as violations of work rules like attendance, respectful treatment of others, honesty, and appropriate use of time and resources. Minor misconduct may warrant verbal counseling, while more serious issues can result in corrective action up to dismissal. The document outlines steps for investigating misconduct, determining appropriate discipline based on progressive discipline principles, and using non-punitive discipline like disciplinary letters instead of suspensions to rehabilitate employees where possible. The goal is to promptly and constructively address conduct problems while allowing rehabilitation.
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𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
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significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
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centuries, evolving its structure over time and space. In the present era, these changes have
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cover is essential for various planning and management tasks related to the Earth's surface,
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diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
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and water managers, and urban planners, are interested in obtaining data on land use and cover
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cover support policymakers and scientists in making well-informed decisions, as alterations in
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9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
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- 1. Module 3.1 Training and Employment of Special Workers Atty. Harve B. Abella, Esq.
- 20. APPRENTICESHIP LEARNERSHIP 3-6 months practical training on the job Not to exceed 3 months Practical training on the job supplemented by related theoretical instruction Trainees in semi-skilled/industrial occupations which are non-apprenticeable which may be learned through practical training on the job in a relatively short period of time No commitment to hire With a commitment to employ the learner as regular employee if he desires upon completion of learnership Effect of pretermination Worker is NOT considered an employee Effect of Pretermination Learner is considered a regular employee after 2 months of training and dismissal is without fault of learner HIGHLY-SKILLED or technical industries and in industrial occupation Semi-skilled/industrial occupation (non-apprenticeable) Requires DOLE approval Not required EXHAUSTION OF ADMIN REMEDIES Precondition for filing action EXHAUSTION OF ADMIN REMEDIES Not required