This document discusses wage and salary administration policies. It provides definitions of key compensation terms like nominal wages, real wages, and living wage. It outlines factors that influence wage and salary systems like an organization's ability to pay, market rates, and productivity. The document also discusses salary policies in the Philippines labor code regarding minimum wage, payment schedules, deductions, and holidays. It aims to establish equitable compensation practices and protect workers' rights.
The document discusses compensation of government personnel in the Philippines. It outlines the following key points:
1) Congress mandates standardization of compensation for government officials and employees through the Constitution and DBM administers the government's position classification and compensation plans.
2) The current salary grade structure ranges from Grade 1 to 33, with Grades 1-32 having 8 salary steps and Grade 33 assigned to the President.
3) Basic principles of compensation include paying just and equitable wages, maintaining comparability with private sector pay, and periodically reviewing rates to account for inflation.
Government Laws and Regulations of Compensation, Incentives and BenefitsJoey Miñano
This document discusses laws and regulations related to compensation, incentives, and benefits for government employees in the Philippines. It provides details on several key laws:
- The Compensation and Position Classification Act of 1989 (RA 6758) which established a unified compensation and position classification system for government employees.
- The Salary Standardization Law III of 2009 which provided substantial salary increases for government employees, ranging from 28-142% depending on the position level.
- Required benefits that all working Filipinos receive, including contributions to Social Security (SSS), health insurance (PhilHealth), housing (Pag-ibig), and retirement (GSIS).
- Provisions around retirement benefits and privileges in the Labor
This document summarizes various work-related forms and laws in the United States. It describes forms like the W-4 for tax withholding, social security forms for social security numbers and tracking earnings, work permits for minors, and W-2 forms for annual income reporting. It also outlines major federal employment laws covering minimum wage, working hours, unemployment benefits, non-discrimination, safety standards, and family medical leave. Key agencies like the Department of Labor, Internal Revenue Service, and Social Security Administration are also mentioned.
1. Several key labor laws in India require employers to provide compensation and benefits to employees. These include the Employees' Provident Fund Act, Employees State Insurance Act, Equal Remuneration Act, Payment of Wages Act, and others.
2. The laws mandate benefits such as provident funds, pension plans, health insurance, maternity leave, minimum wages, and bonus payments to help ensure job security, fair wages, and prevent exploitation of labor.
3. The acts also define rules for employer and employee contributions to funds, wage calculations, permitted deductions, and penalties for non-compliance. Ensuring compliance with these labor laws is important for the welfare of Indian workers.
An employer is a person or firm that pays people to work for them. Employers have rights like setting up a business and employing suitable staff. They also have responsibilities like providing safe working conditions, paying agreed wages, and obeying employment laws. Employers must keep records of taxes deducted from employees' pay for reasons like promotions, dismissals, or Revenue inquiries. The document then outlines the typical procedure for employing staff which includes writing job descriptions, recruiting candidates, selecting employees, and issuing contracts. [END SUMMARY]
This document contains a prayer, an oath of government employees in Tagalog, and information about promotion policies and procedures in the Philippine civil service. It discusses the role of the Civil Service Commission in ensuring a merit-based system and fair promotion process. Key points covered include requirements for promotion such as performance, education, experience, and qualifications being evaluated by a selection board to determine the most competent candidates.
The document outlines the salary policies and schedules for government employees in the Philippines according to relevant laws and guidelines. It discusses the classification system and pay scales, including fixed and variable compensation components as well as benefits. The salary schedule assigns government positions to salary grades and steps to determine pay rates in a manner that aims to attract and retain qualified public servants.
The document outlines the various benefits that employees in the private and public sectors in the Philippines are entitled to, such as SSS and GSIS contributions, 13th month pay, maternity and paternity leave, and retirement benefits. It also discusses the circumstances under which employment can be terminated by either the employer or employee, such as serious misconduct, closure of business, or voluntary retirement. The types of benefits and rules for termination of employment are established in the Labor Code of the Philippines.
The document discusses compensation of government personnel in the Philippines. It outlines the following key points:
1) Congress mandates standardization of compensation for government officials and employees through the Constitution and DBM administers the government's position classification and compensation plans.
2) The current salary grade structure ranges from Grade 1 to 33, with Grades 1-32 having 8 salary steps and Grade 33 assigned to the President.
3) Basic principles of compensation include paying just and equitable wages, maintaining comparability with private sector pay, and periodically reviewing rates to account for inflation.
Government Laws and Regulations of Compensation, Incentives and BenefitsJoey Miñano
This document discusses laws and regulations related to compensation, incentives, and benefits for government employees in the Philippines. It provides details on several key laws:
- The Compensation and Position Classification Act of 1989 (RA 6758) which established a unified compensation and position classification system for government employees.
- The Salary Standardization Law III of 2009 which provided substantial salary increases for government employees, ranging from 28-142% depending on the position level.
- Required benefits that all working Filipinos receive, including contributions to Social Security (SSS), health insurance (PhilHealth), housing (Pag-ibig), and retirement (GSIS).
- Provisions around retirement benefits and privileges in the Labor
This document summarizes various work-related forms and laws in the United States. It describes forms like the W-4 for tax withholding, social security forms for social security numbers and tracking earnings, work permits for minors, and W-2 forms for annual income reporting. It also outlines major federal employment laws covering minimum wage, working hours, unemployment benefits, non-discrimination, safety standards, and family medical leave. Key agencies like the Department of Labor, Internal Revenue Service, and Social Security Administration are also mentioned.
1. Several key labor laws in India require employers to provide compensation and benefits to employees. These include the Employees' Provident Fund Act, Employees State Insurance Act, Equal Remuneration Act, Payment of Wages Act, and others.
2. The laws mandate benefits such as provident funds, pension plans, health insurance, maternity leave, minimum wages, and bonus payments to help ensure job security, fair wages, and prevent exploitation of labor.
3. The acts also define rules for employer and employee contributions to funds, wage calculations, permitted deductions, and penalties for non-compliance. Ensuring compliance with these labor laws is important for the welfare of Indian workers.
An employer is a person or firm that pays people to work for them. Employers have rights like setting up a business and employing suitable staff. They also have responsibilities like providing safe working conditions, paying agreed wages, and obeying employment laws. Employers must keep records of taxes deducted from employees' pay for reasons like promotions, dismissals, or Revenue inquiries. The document then outlines the typical procedure for employing staff which includes writing job descriptions, recruiting candidates, selecting employees, and issuing contracts. [END SUMMARY]
This document contains a prayer, an oath of government employees in Tagalog, and information about promotion policies and procedures in the Philippine civil service. It discusses the role of the Civil Service Commission in ensuring a merit-based system and fair promotion process. Key points covered include requirements for promotion such as performance, education, experience, and qualifications being evaluated by a selection board to determine the most competent candidates.
The document outlines the salary policies and schedules for government employees in the Philippines according to relevant laws and guidelines. It discusses the classification system and pay scales, including fixed and variable compensation components as well as benefits. The salary schedule assigns government positions to salary grades and steps to determine pay rates in a manner that aims to attract and retain qualified public servants.
The document outlines the various benefits that employees in the private and public sectors in the Philippines are entitled to, such as SSS and GSIS contributions, 13th month pay, maternity and paternity leave, and retirement benefits. It also discusses the circumstances under which employment can be terminated by either the employer or employee, such as serious misconduct, closure of business, or voluntary retirement. The types of benefits and rules for termination of employment are established in the Labor Code of the Philippines.
Dearness allowances - compensation management - Manu Melwin Joymanumelwin
This document discusses dearness allowances, which are provided to government employees in India to mitigate the effects of inflation. Dearness allowance is calculated as a percentage of basic salary and paid twice yearly. Various central pay commissions have made recommendations to improve the system, such as updating the consumer price index base year, providing uniform neutralization of dearness allowance at 100% of basic pay for all employees, and converting dearness allowance to dearness pay for cost of living increases over 50%. The current formula for calculating dearness allowance takes the average consumer price index for the past 12 months and compares it to a base level.
This document discusses civil service policies regarding salaries and benefits for public employees in the Philippines. It covers salary standardization and payment, as well as leave benefits, GSIS benefits including retirement, disability and life insurance, and PAG-IBIG housing benefits. Key principles of the compensation system include providing just wages, comparability to private sector pay, and periodic review of compensation rates.
The document discusses executive orders and other directives issued between 2007 and 2012 regarding compensation adjustments for government personnel in the Philippines. It authorized salary increases of 10-30% and discussed implementing the increases in four yearly tranches. It also ordered a rationalization of compensation and benefits in government-owned corporations due to reports of excessive pay for some GOCC executives.
Tenure, collective bargaining, and teacher strikesNational1961
The document discusses tenure laws for teachers and principals. It explains that tenure is designed to protect competent teachers from arbitrary dismissal by providing due process protections once tenure is acquired after a probationary period of typically 3 to 7 years. Tenure also provides job security and consistency for students. While rare, some states also offer tenure to principals. The document also covers collective bargaining, teacher strikes, and the differences between public and private sector employment.
This document provides an outline and overview of employee benefits and services. It begins with an early history of benefits in the United States dating back to 1794. It then defines what employee benefits and services are, including both mandated and non-mandated benefits. Mandated benefits discussed include unemployment insurance, social security, and workers' compensation. Non-mandated benefits include retirement plans, health care, paid time off, and other employee services. The purpose of offering benefits from both the employee and employer perspective is also summarized.
The document discusses several issues employers are facing today including an increase in regulations and exposure, the demand for quality benefits, and the expertise required to properly manage human resources. It provides tips for employers such as thoroughly interviewing and screening new hires, correctly classifying employees to avoid penalties, protecting the business from various claims like wage and hour or workers' compensation claims, understanding COBRA and other health benefit laws, and carefully handling employee terminations according to policies. The document is intended to inform employers of best practices for human resources compliance and risk management.
Employees in the Philippines have basic rights that are protected by law, including:
1) Equal work opportunities regardless of gender, race, or creed.
2) Security of tenure which prevents dismissal without just cause or due process.
3) Standard work hours of 8 hours per day and a weekly rest day of 24 consecutive hours after 6 days of work.
4) Minimum wage, wage-related benefits, and requirements for payment of wages within certain time periods.
This document discusses compensation management and provides information on wage-related acts and institutions in India. It covers objectives of acts like the Payment of Wages Act and the Minimum Wages Act, which regulate wages, deductions from wages, and aim to eliminate malpractices. It also describes wage boards, which determine fair wages by industry and region, and pay commissions, which make recommendations on pay structures for public sector employees in India.
The document discusses definitions and criteria for calculating minimum wage according to the United Nations and International Labour Organization. It outlines that minimum wage should provide a decent living for workers and their families and be set above the poverty line. It also discusses different methods of minimum wage payment and considerations for implementing minimum wage policies, including the need for awareness programs, governmental incentives, and effective monitoring systems.
This document discusses strategies for reforming the private health insurance market, including the use of health savings accounts (HSAs). It provides details on the rules and requirements for HSAs, such as annual deductible amounts, contribution limits, and qualified medical expenses. It also discusses how HSAs and health reimbursement accounts (HRAs) could impact health insurance markets by making high-deductible plans more attractive to individuals and employers.
Wage components - compensation management - Manu Melwin Joymanumelwin
The salaried employees in high pay positions are not likely to receive additional pay for the hours in excess of 40 per week. However, employees with low salaries are entitled to overtime pay.
Rewards and bonuses go a long way in employee retention and boost the productivity of the workforce. So, with the help of this complete deck of Workers Allowance Management PowerPoint Presentation Slides, go ahead and plan the perfect schedule for employee allowance of your organization. The human capital is the most important input of a business and these work allowance templates help you create a balance between personal goals and those of the business establishment. The various expenses covered under this employee allowance system presentation are accommodation, benefits like food, clothing and travelling expenses. Managing an employee allowance system is an ordeal because you not only have to allocate resources properly but also ensure that the expenditure remains within the allocated budget. Thus, this deck of allowance management slides is a must have for the smooth running of your business. So, without further pondering, download these slides at the click of a button! Firm up alliances with our Workers Allowance Management Powerpoint Presentation Slides. You will cement enduring bonds.
The document discusses several key US labor laws related to compensation and benefits. It provides an overview of the Davis-Bacon Act, Walsh-Healy Act, Service Contract Act, and Fair Labor Standards Act, outlining their basic provisions around prevailing wages, overtime pay, minimum wage, and exemptions. It also summarizes several other statutes including the Employee Retirement Income Security Act, Consolidated Omnibus Budget Reconciliation Act, and Family Medical Leave Act, focusing on their core requirements around benefits, health insurance coverage and leave.
Employee benefits and Services in organizationRaju Samanta
What are the employee benefits and services?
Employee benefits?
what is services?
What is PF, Gratuity?
Why employer will provide benefits to its employee
The document discusses employer-provided group health insurance and employee insurance programs. It provides details on how companies can customize insurance plans for employees to save money while still providing coverage. Group medical insurance can cover all employees, while some companies offer individual health plans tailored to each employee's needs. The document also notes that companies are responsible for taking care of employees, including their medical needs, and that employer-provided insurance helps protect families and savings from medical emergencies.
This document discusses wage policy and compensation differentials within and between industries. It begins by defining key concepts like minimum wage, living wage, and fair wage. It then discusses factors that influence wages both externally like labor markets and cost of living, and internally like job evaluation and employee performance. Different wage payment systems like piece rate and time rate are also covered. The document also discusses principles of wage administration, relevant wage laws in India, and recommendations of wage policy committees. It defines compensation and differentiates between direct and indirect compensation. Finally, it discusses reasons for compensation differentials both between industries and within the same industry based on factors like experience, skills, training, work conditions and department.
This chapter discusses employee benefits and their management. It covers the growth in benefits costs due to laws and taxes. Common benefit programs in the US include social insurance, private group insurance, retirement plans, and family-friendly policies. The chapter also examines strategies for controlling benefits costs, such as healthcare plans, wellness programs, and regulatory compliance. Effective communication with employees about benefits is also discussed.
This document summarizes various types of old age and retirement benefits provided to employees in India, including provident fund, pension, deposit linked insurance, medical benefits, and gratuity. Provident fund requires a 12% contribution from employees' basic wages each month and can be withdrawn after age 54. Pension provides family pension and life insurance benefits based on employee contributions. Deposit linked insurance provides additional insurance payouts for employees who die in service. Medical benefits cover retired employees' medical expenses. Gratuity provides a lump sum payment after 5 years of continuous service based on 15 days wages for each year of service.
The document discusses retention strategies for employees in the ITES-BPO industry. It notes high attrition rates of 35-40% and explores reasons why employees leave, including lack of growth opportunities, higher salaries elsewhere, personal life issues, and relationship problems. It then lists the various benefits typically provided by BPO companies, such as health insurance, paid time off, meals, accommodations, loans, education reimbursement, and more. Finally, it discusses the challenges of retention and lists main retention strategies such as open communication, career development opportunities, work-life balance policies, recognition programs, competitive compensation, and ensuring the work environment meets employee needs and priorities.
The document discusses various aspects of compensation including its meaning, forms, objectives, and administration. It defines compensation as money and benefits received by employees in exchange for their services. Compensation aims to attract, retain, and motivate talent. It includes wages, salaries, incentives, and fringe benefits like provident funds and insurance. Factors influencing wages are also discussed such as supply and demand for labor, cost of living, and productivity. The principles of wage administration and national wage policy in India are outlined. Wages are classified into minimum wage, fair wage, and living wage based on their ability to cover basic needs.
Compensation management - Module 1 – MG University - Manu Melwin Joymanumelwin
This document provides an overview of compensation management. It defines compensation as financial and non-financial rewards provided to employees. It discusses base compensation including wages and salaries, and supplementary compensation such as benefits. It also covers topics such as living wages, minimum wages, fair wages, wage differentials, and compensating differentials.
Dearness allowances - compensation management - Manu Melwin Joymanumelwin
This document discusses dearness allowances, which are provided to government employees in India to mitigate the effects of inflation. Dearness allowance is calculated as a percentage of basic salary and paid twice yearly. Various central pay commissions have made recommendations to improve the system, such as updating the consumer price index base year, providing uniform neutralization of dearness allowance at 100% of basic pay for all employees, and converting dearness allowance to dearness pay for cost of living increases over 50%. The current formula for calculating dearness allowance takes the average consumer price index for the past 12 months and compares it to a base level.
This document discusses civil service policies regarding salaries and benefits for public employees in the Philippines. It covers salary standardization and payment, as well as leave benefits, GSIS benefits including retirement, disability and life insurance, and PAG-IBIG housing benefits. Key principles of the compensation system include providing just wages, comparability to private sector pay, and periodic review of compensation rates.
The document discusses executive orders and other directives issued between 2007 and 2012 regarding compensation adjustments for government personnel in the Philippines. It authorized salary increases of 10-30% and discussed implementing the increases in four yearly tranches. It also ordered a rationalization of compensation and benefits in government-owned corporations due to reports of excessive pay for some GOCC executives.
Tenure, collective bargaining, and teacher strikesNational1961
The document discusses tenure laws for teachers and principals. It explains that tenure is designed to protect competent teachers from arbitrary dismissal by providing due process protections once tenure is acquired after a probationary period of typically 3 to 7 years. Tenure also provides job security and consistency for students. While rare, some states also offer tenure to principals. The document also covers collective bargaining, teacher strikes, and the differences between public and private sector employment.
This document provides an outline and overview of employee benefits and services. It begins with an early history of benefits in the United States dating back to 1794. It then defines what employee benefits and services are, including both mandated and non-mandated benefits. Mandated benefits discussed include unemployment insurance, social security, and workers' compensation. Non-mandated benefits include retirement plans, health care, paid time off, and other employee services. The purpose of offering benefits from both the employee and employer perspective is also summarized.
The document discusses several issues employers are facing today including an increase in regulations and exposure, the demand for quality benefits, and the expertise required to properly manage human resources. It provides tips for employers such as thoroughly interviewing and screening new hires, correctly classifying employees to avoid penalties, protecting the business from various claims like wage and hour or workers' compensation claims, understanding COBRA and other health benefit laws, and carefully handling employee terminations according to policies. The document is intended to inform employers of best practices for human resources compliance and risk management.
Employees in the Philippines have basic rights that are protected by law, including:
1) Equal work opportunities regardless of gender, race, or creed.
2) Security of tenure which prevents dismissal without just cause or due process.
3) Standard work hours of 8 hours per day and a weekly rest day of 24 consecutive hours after 6 days of work.
4) Minimum wage, wage-related benefits, and requirements for payment of wages within certain time periods.
This document discusses compensation management and provides information on wage-related acts and institutions in India. It covers objectives of acts like the Payment of Wages Act and the Minimum Wages Act, which regulate wages, deductions from wages, and aim to eliminate malpractices. It also describes wage boards, which determine fair wages by industry and region, and pay commissions, which make recommendations on pay structures for public sector employees in India.
The document discusses definitions and criteria for calculating minimum wage according to the United Nations and International Labour Organization. It outlines that minimum wage should provide a decent living for workers and their families and be set above the poverty line. It also discusses different methods of minimum wage payment and considerations for implementing minimum wage policies, including the need for awareness programs, governmental incentives, and effective monitoring systems.
This document discusses strategies for reforming the private health insurance market, including the use of health savings accounts (HSAs). It provides details on the rules and requirements for HSAs, such as annual deductible amounts, contribution limits, and qualified medical expenses. It also discusses how HSAs and health reimbursement accounts (HRAs) could impact health insurance markets by making high-deductible plans more attractive to individuals and employers.
Wage components - compensation management - Manu Melwin Joymanumelwin
The salaried employees in high pay positions are not likely to receive additional pay for the hours in excess of 40 per week. However, employees with low salaries are entitled to overtime pay.
Rewards and bonuses go a long way in employee retention and boost the productivity of the workforce. So, with the help of this complete deck of Workers Allowance Management PowerPoint Presentation Slides, go ahead and plan the perfect schedule for employee allowance of your organization. The human capital is the most important input of a business and these work allowance templates help you create a balance between personal goals and those of the business establishment. The various expenses covered under this employee allowance system presentation are accommodation, benefits like food, clothing and travelling expenses. Managing an employee allowance system is an ordeal because you not only have to allocate resources properly but also ensure that the expenditure remains within the allocated budget. Thus, this deck of allowance management slides is a must have for the smooth running of your business. So, without further pondering, download these slides at the click of a button! Firm up alliances with our Workers Allowance Management Powerpoint Presentation Slides. You will cement enduring bonds.
The document discusses several key US labor laws related to compensation and benefits. It provides an overview of the Davis-Bacon Act, Walsh-Healy Act, Service Contract Act, and Fair Labor Standards Act, outlining their basic provisions around prevailing wages, overtime pay, minimum wage, and exemptions. It also summarizes several other statutes including the Employee Retirement Income Security Act, Consolidated Omnibus Budget Reconciliation Act, and Family Medical Leave Act, focusing on their core requirements around benefits, health insurance coverage and leave.
Employee benefits and Services in organizationRaju Samanta
What are the employee benefits and services?
Employee benefits?
what is services?
What is PF, Gratuity?
Why employer will provide benefits to its employee
The document discusses employer-provided group health insurance and employee insurance programs. It provides details on how companies can customize insurance plans for employees to save money while still providing coverage. Group medical insurance can cover all employees, while some companies offer individual health plans tailored to each employee's needs. The document also notes that companies are responsible for taking care of employees, including their medical needs, and that employer-provided insurance helps protect families and savings from medical emergencies.
This document discusses wage policy and compensation differentials within and between industries. It begins by defining key concepts like minimum wage, living wage, and fair wage. It then discusses factors that influence wages both externally like labor markets and cost of living, and internally like job evaluation and employee performance. Different wage payment systems like piece rate and time rate are also covered. The document also discusses principles of wage administration, relevant wage laws in India, and recommendations of wage policy committees. It defines compensation and differentiates between direct and indirect compensation. Finally, it discusses reasons for compensation differentials both between industries and within the same industry based on factors like experience, skills, training, work conditions and department.
This chapter discusses employee benefits and their management. It covers the growth in benefits costs due to laws and taxes. Common benefit programs in the US include social insurance, private group insurance, retirement plans, and family-friendly policies. The chapter also examines strategies for controlling benefits costs, such as healthcare plans, wellness programs, and regulatory compliance. Effective communication with employees about benefits is also discussed.
This document summarizes various types of old age and retirement benefits provided to employees in India, including provident fund, pension, deposit linked insurance, medical benefits, and gratuity. Provident fund requires a 12% contribution from employees' basic wages each month and can be withdrawn after age 54. Pension provides family pension and life insurance benefits based on employee contributions. Deposit linked insurance provides additional insurance payouts for employees who die in service. Medical benefits cover retired employees' medical expenses. Gratuity provides a lump sum payment after 5 years of continuous service based on 15 days wages for each year of service.
The document discusses retention strategies for employees in the ITES-BPO industry. It notes high attrition rates of 35-40% and explores reasons why employees leave, including lack of growth opportunities, higher salaries elsewhere, personal life issues, and relationship problems. It then lists the various benefits typically provided by BPO companies, such as health insurance, paid time off, meals, accommodations, loans, education reimbursement, and more. Finally, it discusses the challenges of retention and lists main retention strategies such as open communication, career development opportunities, work-life balance policies, recognition programs, competitive compensation, and ensuring the work environment meets employee needs and priorities.
The document discusses various aspects of compensation including its meaning, forms, objectives, and administration. It defines compensation as money and benefits received by employees in exchange for their services. Compensation aims to attract, retain, and motivate talent. It includes wages, salaries, incentives, and fringe benefits like provident funds and insurance. Factors influencing wages are also discussed such as supply and demand for labor, cost of living, and productivity. The principles of wage administration and national wage policy in India are outlined. Wages are classified into minimum wage, fair wage, and living wage based on their ability to cover basic needs.
Compensation management - Module 1 – MG University - Manu Melwin Joymanumelwin
This document provides an overview of compensation management. It defines compensation as financial and non-financial rewards provided to employees. It discusses base compensation including wages and salaries, and supplementary compensation such as benefits. It also covers topics such as living wages, minimum wages, fair wages, wage differentials, and compensating differentials.
Concept of compensation reward compensation dimensions system of compensatingDivya Pachchigar
This document discusses compensation and reward systems. It defines compensation as monetary payments and benefits received by employees in exchange for work. It explores different dimensions of compensation including wages, salaries, incentives, and benefits. It discusses concepts of minimum wage, living wage, and fair wage. It also describes different methods of wage payment such as time wages, piece wages, and balance methods. Finally, it discusses factors that influence wages and defines incentives as additional rewards for employees to motivate performance.
This document discusses various components of remuneration, including wages, salaries, and incentives. It defines remuneration as the monetary and non-monetary benefits provided to employees in exchange for their work. Remuneration has both financial and non-financial components, such as pay, benefits, job satisfaction, and recognition. The document also categorizes different types of wages and salaries, as well as various incentive plans that organizations use to compensate employees.
Managing men and women in school corporationsJonard Amarilla
This document discusses personnel management in schools, including policies and procedures for hiring, evaluating, and managing different types of employees. It provides details on administration manuals, faculty and staff manuals, employment contracts, legal considerations in hiring, types of employees like managerial, non-managerial, probationary, regular, contractual, and casual. It also covers employee benefits, security of tenure, and the purpose of performance evaluations.
Issue of Equal Employment Opportunity & Issue in Compensation policy Jay Raval
This document discusses equal employment opportunity (EEO) and issues related to compensation policies. It begins by defining EEO and outlining major anti-discrimination laws like Title VII and the Equal Pay Act. It then defines different types of discrimination and discusses workplace harassment. The document provides an overview of compensation, including direct, indirect, and non-monetary compensation. It also discusses legally required benefits like workers' compensation and social security as well as security and retirement benefits and health coverage. Finally, it analyzes India's employee benefit scenario and compensation structure at Pipavav shipyard.
A friendly work environment, on the other hand, can motivate employees, extract the best out of them and can make work a play drill. In addition, it also encourages team bonding and team collaboration and whoosh! Success, success and success in all projects, challenges and even at daily tasks.
The document discusses compensation management and wage payment systems. It provides definitions and explanations of key terms like wage, compensation, and fair wages. It describes the importance of wage payment to workers, employers, and the government. It outlines different components of employee remuneration including basic wages/salaries, incentives, fringe benefits, and perquisites. The document also describes the time rate and piece rate systems of wage payment, providing advantages and disadvantages of each.
HR compliance update is essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can handle the questions from supervisors, employees, and corporate leaders about employment law changes.
MBA SEM 3 | HR PAPER 3 | COMPENSATION AND BENEFITS MANAGEMENT | MODULE No 2 | COMPENSATION PLANNING | RTMNU MBA | FREE NOTES PDF BY JAYANTI PANDE | ProNotesJRP | MBA Notes | Human Resource Management Specialization
Compensation, salaries, and wages can be defined as the set of rewards organizations provide to individuals in exchange for their work. It includes direct compensation like base pay and bonuses, as well as indirect compensation like benefits and quality of work life factors. Compensation aims to be adequate, equitable, balanced, cost-effective, secure, incentive-providing, acceptable, and compliant with legal regulations. It is structured through pay grades, pay ranges with minimum, midpoint and maximum rates. Benefits are an important part of total compensation and include mandated benefits, voluntary benefits, and employee services. They are classified and their costs analyzed to understand the overall compensation package.
This document discusses several key aspects of industrial relations:
1. Industrial relations involves determining employment relationships and regulating the institutions and rules that govern the workplace. It also involves socio-industrial conflict and its resolution through bargaining between employees and employers.
2. Collective bargaining aims to reach voluntary agreements between employers and workers' organizations (usually trade unions) regarding working conditions such as wages, hours, benefits, and rights.
3. Several laws and acts in India govern various aspects of industrial relations such as working hours and conditions, wages, bonuses, welfare, disputes, unions, and more. Major stakeholders involved include employees, employers, and the government.
This document provides an overview of compensation administration. It discusses the importance of compensation and how it relates to productivity and job worth. It outlines different types of rewards including intrinsic, extrinsic, direct compensation, indirect compensation, and non-financial compensation. The document also discusses factors that affect compensation administration including institutional, environmental, and personal factors. It provides steps to develop a compensation administration plan and outlines goals of such plans according to Philippine manuals. Finally, it discusses labor laws and codes in the Philippines relating to compensation.
This document provides an overview of compensation administration. It discusses the importance of compensation and how it relates to productivity and job worth. It outlines different types of rewards including intrinsic, extrinsic, direct compensation, indirect compensation, and non-financial compensation. The document also discusses factors that affect compensation administration including institutional, environmental, and personal factors. It provides steps to develop a compensation administration plan and outlines goals of the plan according to Philippine manuals. The document concludes by discussing the Labor Code of the Philippines and rights of workers including security of tenure.
Labour laws in India regulate wages and working conditions to protect employees. The Payment of Wages Act sets rules for timely and full payment of wages without unauthorized deductions. The Minimum Wages Act mandates minimum wages to prevent exploitation and ensure subsistence. The Payment of Bonus Act requires employers to share profits with employees through bonus payments. Labour welfare aims to improve living standards and promote industrial peace through healthcare, housing, education and recreation benefits. Compliance with these laws is important for businesses to safeguard employees' rights and interests.
This document discusses compensation management and wage determination. It covers topics such as objectives of compensation, types of compensation (base compensation like wages and salaries vs. supplementary compensation like benefits), factors that influence wages, and methods of wage fixation. The key methods of wage fixation discussed are collective bargaining, wage boards, job evaluation, pay commissions, and arbitration/adjudication.
HR Solutions 10th Year Anniversary Employment Law UpdateGregory Guilford
The document summarizes key employment law updates in the UK, including the abolition of the default retirement age, expanded maternity/paternity leave provisions, the Equality Act, the Bribery Act, Agency Worker Regulations, and upcoming pension reforms. It provides details on new rights for employees in each area as well as advice for employers on complying with the changing legislation.
This document defines compensation and its objectives, discusses factors that influence compensation, and describes the various types of direct and indirect compensation. The key objectives of compensation are to attract, retain, and motivate qualified employees. Compensation includes direct wages/salaries as well as indirect benefits and is influenced by market rates, cost of living, productivity, and other economic factors. Common types of direct compensation are salary, wages, bonuses, and commissions, while indirect compensation includes benefits like healthcare, paid time off, and retirement plans.
This document defines key terms related to plate tectonics, including plate tectonics theory, the different types of crust (continental and oceanic), mid-oceanic ridges, trenches, volcanic island arcs, rift valleys, and processes like subduction. It also defines plates, faults, hot spots, and the three main types of plate boundaries: convergent, divergent, and transform fault boundaries.
The document discusses several theories about the origin of the universe:
1) The Big Bang Theory proposes that approximately 13.7 billion years ago, all the matter and energy of the observable universe was concentrated into a hot, dense point, which exploded rapidly, causing the universe to expand and cool.
2) The Steady State Theory argues that the universe has always existed in its current state and new matter is continuously created as the universe expands to keep its density constant.
3) The Oscillating Universe Theory suggests that the expansion of the universe will eventually stop and reverse, causing the universe to collapse back on itself before exploding outward again in another Big Bang.
The document also outlines the Solar
This document provides instructions for an activity where students will piece together the supercontinent Pangea based on fossil and rock evidence from present-day continents. Students will color code continents according to a legend matching fossil and mountain types. They will then cut out the continents and rearrange them to reconstruct Pangea, guided by the fossil and mountain evidence. Finally, students will glue the rearranged continents onto a map and answer questions about continental drift and the fit of continents in the supercontinent configuration.
Measure 20 mL of cooking oil using a pipette and transfer it into a
100-mL graduated cylinder. Record the initial volume reading.
2.
Carefully aspirate air into the pipette and blow it into the graduated cylinder
containing the oil. Record the final volume reading.
3. Repeat the procedure until the volume of the oil-air mixture reaches 100 mL.
4. Record your data in Table 2.
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D
EPED
C
Here are the steps to identify the parts of the nervous system:
1. Cut out the labels for the parts of the nervous system.
2. Paste each label next to its corresponding part in the diagram of the nervous system.
3. Check your answers using the key below.
This document provides an overview of Unit 2 in the Grade 10 Science curriculum which covers electric, magnetic, and electromagnetic phenomena. The unit is intended to be studied in the second quarter and builds upon concepts of forces, motion, and energy learned in previous grades. Module 1 will focus on electricity and magnetism, investigating associated phenomena through various activities. Module 2 will introduce the electromagnetic spectrum and different types of electromagnetic waves. Module 3 will emphasize visible light, exploring topics like reflection and refraction using mirrors and lenses. The overarching goal is for students to gain a deeper understanding of the electric, magnetic, and light-based phenomena observed all around us.
Here are the steps to complete Activity 2:
1. Lay out the 3 figures side by side on a table or the floor. Study the distribution patterns shown in each figure.
2. Take one plastic sheet and use one color pen to trace the lines showing earthquake epicenters from Figure 5 onto the plastic sheet.
3. Next, use the other color pen to trace the locations of active volcanoes from Figure 6 onto the same plastic sheet.
4. Finally, trace the lines depicting mountain ranges from Figure 7 onto the plastic sheet using the first color pen.
5. Observe the overall pattern created when all three features are overlaid on a single map. Look for any relationships between the locations of
This document outlines a presentation for millennials. It begins with a quote by Mother Teresa and an overview of the presentation plan, which has three phases: an introduction, defining millennial learners, and best practices for teaching millennials. Phase two defines characteristics of millennial learners such as being digital natives, close to parents, experiential, confident, team-oriented, and stressed. The presentation concludes by thanking the audience and noting its sponsorship.
This document appears to be a quarterly report card for a 10th grade science class with 15 students. It includes the students' names and their scores on written works, performance tasks, and a quarterly assessment which make up their total grade. The highest possible score is 100 points which is divided between written works (40%), performance tasks (40%), and the quarterly assessment (20%).
The respiratory and circulatory systems work together to transport oxygen and nutrients to cells and remove carbon dioxide and waste. Gas exchange occurs in the lungs' alveoli, where oxygen passes into blood and carbon dioxide passes out. The circulatory system transports blood to all parts of the body through arteries, veins, and capillaries. Diseases like emphysema and asthma can interfere with gas exchange in the lungs. The heart efficiently pumps blood through two main circuits: pulmonary circulation to the lungs and systemic circulation to the rest of the body. Lifestyle factors influence cardiovascular health. The lymphatic system collects excess fluid from tissues, filters it, and returns it to circulation while also acting as part of the immune system.
The circulatory system transports blood throughout the body using the heart, blood vessels and blood. It carries oxygen, nutrients and hormones to cells and removes carbon dioxide and other waste. The heart pumps blood through a closed system of arteries, veins and capillaries, ensuring oxygen-rich and oxygen-poor blood do not mix. The circulatory system is vital for sustaining life and facilitating the exchange of materials between cells and organs in the body.
Meiosis is a type of cell division that produces gametes, such as sperm and egg cells, with half the normal number of chromosomes. It involves two rounds of division instead of one, as in mitosis. The first division separates the homologous chromosome pairs, while the second divides the sister chromatids. This ensures the gametes have a single set of chromosomes and genetic variation is introduced through independent assortment and crossing over. Fusion of male and female gametes in fertilization restores the diploid number.
This document discusses mitosis and the cell cycle. It begins by asking what mitosis is and why it is important. It then explains that mitosis allows for the growth and regeneration of multicellular organisms by producing two identical daughter cells from one parent cell. The document goes on to compare mitosis in eukaryotic cells to binary fission in prokaryotic cells like bacteria. It also discusses the stages of the eukaryotic cell cycle and mitosis, as well as the importance of mitosis for cell growth, replacement of old cells, and its role in cancer when it becomes unregulated.
The urinary system consists of the kidneys, ureters, urinary bladder, and urethra. The kidneys contain millions of nephrons, which are the functional filtering units. Each nephron contains a renal corpuscle with glomerulus and Bowman's capsule, where blood is filtered, and a renal tubule with various segments that modify the filtrate and produce urine. The ureters carry urine from the kidneys to the bladder. The bladder stores urine until urination, when urine exits the body through the urethra. The urinary system removes wastes and regulates fluid and electrolyte balance.
Fungi have several key characteristics: their cell walls contain chitin, they are heterotrophs that decompose organic matter, and their bodies are made of long filaments called hyphae that form a mycelium. They reproduce both sexually through the fusion of hyphae and asexually via spores. There are five major phyla of fungi: Zygomycota, Oomycota, Ascomycota, Basidiomycota, and Deuteromycota. Examples of fungi from these phyla include bread molds, water molds, cup fungi, mushrooms, and fungi imperfecti. Fungi play important ecological roles as decomposers and through symbiotic relationships
This document provides an overview of how living things are classified. It explains that living things are divided into two large groups: animals and plants. Animals are further divided into vertebrates and invertebrates. Vertebrates are animals with backbones and include five groups: amphibians, birds, fish, mammals, and reptiles. Each group is described. Invertebrates do not have backbones and include eight groups: molluscs, flatworms, annelids, roundworms, sponges, echinoderms, cnidarians, and arthropods. Details are provided on the characteristics of each invertebrate group.
Cellular respiration involves three main stages - glycolysis, the Krebs cycle, and the electron transport chain. Glycolysis occurs in the cytoplasm and breaks down glucose to produce two ATP and NADH. The Krebs cycle takes place in the mitochondrial matrix and generates more ATP, CO2, and NADH/FADH from pyruvate. In the electron transport chain, located in the mitochondrial membranes, NADH and FADH donate electrons to pump hydrogen ions out of the matrix, building up a proton gradient. ATP synthase uses this gradient to produce large amounts of ATP through chemiosmosis. Aerobic respiration is more efficient than anaerobic, producing up to 38 ATP per glucose.
Cell parts and functions transport across membranesOmar Jacalne
The document describes various parts of cells and how substances move across cell membranes. It discusses the structures and functions of mitochondria, lysosomes, peroxisomes, centrioles, microtubules and other organelles. It also explains the three main ways that substances traverse the cell membrane: passive diffusion, active transport, and endocytosis/exocytosis. Specific transport mechanisms like osmosis, carrier-mediated transport, and receptor-mediated endocytosis are also outlined.
This document discusses genetic inheritance and cell division. It covers topics like duplicating genetic information in DNA, the structure of chromosomes, the cell cycle phases including interphase and mitosis, cancer and how it relates to the cell cycle, and the two types of cell division - mitosis which produces identical daughter cells and meiosis which reduces the chromosome number to produce gametes like eggs and sperm. The key stages of meiosis including prophase I, metaphase I, anaphase I and telophase I are compared to the stages of mitosis.
This document describes the characteristics of the kingdom Protista. It discusses the main phyla of algae, including Chlorophyta (green algae), Phaeophyta (brown algae), and Rhodophyta (red algae). It also covers protist phyla like Bacillariophyta (diatoms), Dinoflagellata, and Chrysophyta. The document outlines structural features and key traits of different algal groups. It notes that green algae were important in the evolution of land plants. Fungus-like protists like slime molds, water molds, and chytrids are also briefly covered.
2. It was grace that brought us together.
People who are uniquely different yet
are able to work cooperatively with respect and reverence
toward each other.
It was also grace that binds us as one,
accepting and understanding each other,
assuring each and everyone
that we are developing lifelong friendships.
Lord, we pray that with the same grace, we will be blessed with
persistence and perseverance as we trudge our way
towards the path of righteousness.
Bless us with more love, compassion, and kind-heartedness.
These we pray in your mighty name.
Amen.
8. Indirect
Insurance Plans: Life, Health, Surgical,
Dental, Casualty among others.
Social Assistance Benefits: Retirement
Plans, Social Security, Worker’s
Compensation, Educational Assistance,
Employee Services among others.
Paid Absences: Vacations, Holidays, Sick
Leave among others.
9. Non-Financial
The Job
•Interesting Duties
•Challenging
•Opportunity for
Recognition
•Feeling of
Achievement
•Advancement
•Opportunities
•Etc.
Job Environment
•Sound Policies
•Competent
Supervision
•Congenial to
Workers
•Appropriate Status
Symbol
•Comfortable
Working Conditions
•Etc.
10. Nature and Purpose of
Wage and Salary Administration
• The basic purpose of wage and salary
administration is to establish and maintain an
equitable wage and salary structure.
• The wage and salary administration is
concerned with financial aspects of needs,
motivation and rewards.
• Managers analyze and interpret the needs of
their employees so that rewards can be
decided to satisfy those needs. The reward
may be money or promotion , recognition,
acceptance, etc.
11. A sound wage and salary administration
tries to achieve these objectives:
12. for Employees:
1. employees are paid according to
requirements of the job.ie highly skilled jobs
are paid more compensation than low
skilled jobs. This eliminates inequalities.
2. the chances of favoritism (while fixing wage
rates) are greatly eliminated
3. job sequences and lines of promotion are
established wherever applicable.
4. employees morale and motivation are
increased because a wage program can be
explained and is based on facts.
13. to Employers:
1. They can systematically plan and control labor
costs.
2. In dealing with trade union, they can explain the
basis of their wage program because it is based
upon a systematic analysis of job and wage facts.
3. A wage and salary administration reduces the
likelihood of friction and grievances on job
inequalities.
4. It enhances an employee’s morale and motivation
because adequate and fairly administered wages
are basic to his wants and needs.
5. It attracts qualified employees by ensuring adequate
payment for all the jobs.
14. Wage and Salary administration have
four major purposes (Beach):
1. To recruit persons for a firm;
2. To control payroll costs;
3. To satisfy people, to reduce the
incidence of quitting grievances,
and fractions over pay; and
4. To motivate people to perform
better.
16. 1. NOMINAL WAGES . It is the amount paid to
the worker in cash for the efforts of the worker
towards production and no other benefits are
given to the worker. This is called money wage.
2. REAL WAGES . It represents the amount of
necessaries, comforts, luxuries and cash payment
a worker gets in return for his efforts. Some
organizations provide their employees certain
essential commodities, housing with free electric
and water charges, uniforms and other such
facilities in addition to the money in cash. If these
amounts are considered for wages, it becomes the
real wage.
17. 3. LIVING WAGE . When the wage rates are such
that they are going to fulfill some of the
requirements of a family like food, cloths,
education and insurance against misfortune along
with other basic necessities, they are referred to
as living wage.
4. FAIR WAGE. It is a wage which is to be
considered as a fair amount of return for the
efforts of the employees and should be able to
cover the other necessities of food, cloths and
shelter for his family. The rate for the fair wage
lies between real wage and minimum wage.
18. 5. MINIMUM WAGE . Minimum wage may be
defined as the wage, which not only provides for
basic subsistence but something more than this.
It should be able to keep the employees
motivated and it should provide for some
measure of education, medical facilities and
other essential requirements. It should also
consider the cost of living.
19. Main objectives of minimum wages and
salaries are:
• To protect the sections of working
population whose wages are very low.
• To prevent exploitation of the workers.
• To improve the general standard of life.
• Satisfactory compensation towards efforts
expended by the worker.
21. 1. The organization’s ability to pay
2. Supply and demand of labor
3. The prevailing market rate
4. Living wage
5. Productivity
6. Trade union’s bargaining power
7. Job requirement
8. Managerial attitude
22. 9. Psychological and social factors
(Psychologically-persons perceive
the level of wages as a measure of
success in life, people may feel
secure.
Sociologically and ethically workers
should feel that they are not
exploited and that no distinction is
made on the basis of caste, color,
sex or religion.)
10. Skill level available in the market
25. Article VIII: Social Justice and Human Rights
Sec. 3: Labor. The State shall afford full protection
to labor…and promote full employment and
equality of employment opportunities for all.
…They shall b entitled to security of tenure,
humane conditions of work, and a living wage…
26. Right to Living Wage
A worker has a right to receive a fair and just compensation
for his work. He is entitled to equal remuneration for
work of equal value (Art. IX, B-Sec. 5)
A man works to make a living to support himself and his
family. His wage or income must be sufficient to enable
him and his family to live in reasonable and frugal
comfort, provide education for their children, make some
savings to meet unexpected contingencies, and
eventually acquire something a man can call his own.
27. Forms of Payment
• No employer shall pay the wages of an
employee by means of promissory notes,
vouchers, tokens, tickets, chits or any other legal
tender, even when expressly requested by the
employee.
• Payment of wages by bank checks or money
orders is allowed where such manner of wage
payment is customary on the date of the
effectively of the Labor Code, where it is
stipulated in a collective bargaining agreement.
28. Time of Payment
• Wages shall be paid at least once every two weeks
or twice a month, at intervals not exceeding sixteen
(16) days.
Direct Payment of Wages
• Wages shall be paid directly to the workers to whom
they are due.
Place of Payment
• As a general rule, the place of payment shall be
at/or near the place of undertaking.
No employer shall make payment with less frequency
than once a month.
(Art. 103, Labor Code of the Philippines)
29. Regulations Regarding Wages. Specifically intended to
protect workers from possible exploitation by their
employers, the Labor Code of the Philippines has
promulgated certain regulations with respect to wages.
They are the following:
1. 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 the employer
of from other person or otherwise make use of any
store or services of such employer or any other
person.
30. B. 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:
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.
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 concerned;
and
In cases where the employer is authorized by law or
regulations by the Secretary of Labor and
Employment.
31. C. Deposits for Loss or Damage
Where the employer is engaged in trade,
occupation or business where the practice of
making deductions or requiring deposits id
recognized, to answer for the reimbursement
of loss or damage to tools, materials, or
equipment supplied by the employer to the
employee, the employer may make the wage
deductions or require the employee to make
deposits from which deductions shall be
made, subject to the following:
32. • The employee concerned is clearly shown to
be responsible for the loss or damage;
• The employee is given reasonable
opportunity to show cause why deduction
should not be made;
• That the amount of such deductions is fair
and reasonable and shall not exceed the
actual loss or damage; and
• That the deduction from the wages of the
employees does not exceed 20% of the
employee’s wages in a week.
(Sec. 14, Rule VII, Rules and Regulations
Implementing the Labor Code)
33. Withholding of Wages
Likewise, it is 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
dismissal or by any other means whatsoever
without the worker’s consent.
It is likewise 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.
Moreover, it is unlawful for any employer to refuse to
pay or to reduce the wages, discharge or in any
manner discriminate against any employee who
has filed any complaint or instituted any
proceeding against the former.
34. Hours and Working Conditions
Henry Ford initiated the eight-hour day in his
company in 1914 and the five-day week in 1926.
Hours of Work in the Philippines
In the Philippines, Commonwealth Act No. 444
approved on June 3, 1939, provided the legal
working day not to exceed eight hours daily in
any industry or occupation, whether public or
private, with the exception of farm workers,
laborers who prefer to be paid on piece work
basis, domestic servants in the personal service of
another and members of the family of the
employer working for him.
35. Under the Labor Code of the Philippines
which took effect on November 1, 1974,
the normal hours of work of any employee
shall not exceed eight in a day.
Hours worked shall include:
All time during which an employee is required
to be on duty or to be at a prescribed
workplace, and
All time during which an employee is suffered
or permitted to work.
Rest periods of short duration during working
hours shall be counted as hours worked.
36. Determining Hours Worked. In determining
whether the time spent by an employee is
considered hours worked, the following
general principles shall apply:
1. All hours are hours worked which the
employee is required to give to his employer,
regardless of whether or not such hours are
spent in productive labor or involve physical
or mental exertion;
2. All employees need not leave the premises
of the workplace in order that his rest period
shall not be counted, it being enough that he
stops working, may rest completely, and may
leave his workplace, to go elsewhere,
whether within or outside the premises of his
workplace;
37. 3. If the work performed was necessary, or if it
benefited the employer, or the employee
could not abandon his work at the end of his
normal working hours because he had no
replacement, all time spent for such work
shall be considered as hours worked, if the
work was with the knowledge of his employer
or immediate supervisor.
4. The time during which an employee is
inactive by reason of interruptions in his work
beyond his control shall be considered
working tie either if the imminence of the
resumption of work requires the employee’s
presence at the place of work or if the interval
is too brief to be utilized effectively and
gainfully in the employee’s own interest.
38. Waiting Time. Waiting time spent by an
employee shall be considered as working
time under the following conditions:
• If waiting forms an integral part of the
employee’s work or the employee is required
or engaged by the employer to wait.
• When an employee is required to remain on
call in the employer’s premises or so close
thereto that he cannot use the time effectively
and gainfully for his own purposes.
• However, an employee who is merely
required to remain in the employer’s
premises but is merely required to leave word
at his home or with company officials where
he may be reached is not working while on
call.
39. Paid Legal Holidays. The rules implementing
Presidential Decree No. 850 have clarified
the policy in the implementation of the ten
paid legal holidays.
Before PD No 850, the number of working days
in a firm was considered important in
determining entitlement to the benefit. Thus,
where an employee was working for at least
313 days, he was considered already
definitely paid. If he was working for less
than 313 days, there was no certainty
whether the ten paid legal holidays were
already paid to him or not.
•