Aug 28, 2011
Aug 24, 2011
THE MOST IN-DEMAND and "SWAK-SA-BUDGET
Biz and Pleasures offers
THE MOST IN-DEMAND and "SWAK-SA-BUDGET"
BUSINESS from the Philippines most innovative prepaid loading company, VMobile Technologies Inc. (VMobile).
Using your current sim and phone, you can now load prepaid mobile phones, landlines, cables and satellites, online games, broadband, and more!
ONE SIM. ONE PHONE.
ANYTIME. ANYWHERE.
PART-TIME or FULL-TIME.
SOURCE: http://www.site.bizandpleasures.com/
http://feeds.feedburner.com/alevars
CALL AND TEXT :
ALEX RUTAGINES -9941334 and 09393989400
THE MOST IN-DEMAND and "SWAK-SA-BUDGET"
BUSINESS from the Philippines most innovative prepaid loading company, VMobile Technologies Inc. (VMobile).
Using your current sim and phone, you can now load prepaid mobile phones, landlines, cables and satellites, online games, broadband, and more!
ONE SIM. ONE PHONE.
ANYTIME. ANYWHERE.
PART-TIME or FULL-TIME.
SOURCE: http://www.site.bizandpleasures.com/
http://feeds.feedburner.com/alevars
CALL AND TEXT :
ALEX RUTAGINES -9941334 and 09393989400
Aug 23, 2011
Aug 16, 2011
Aug 14, 2011
TUCP Workers’ College Training Program
Posted December 20, 2010
TUCP WORKERS’ COLLEGE FREE TRAINING PROGRAM NOW ACCEPTING APPLICANTS FOR QUICK ENROLLMENT
For inquiries, call (02) 924.7551; (02) 433.2208; (02) 922.0917
Mobile: 0917.855.1225/0908.584.0541
Courses offered:
Housekeeping NC II (100 slots)
Wellness Massage/Hilot NC II (100 slots)
Finishing Course for Call Center Agents NC II (200)
For qualifications, read here:
- 18 to 55 years old
- Completed at least High School
- Not working; no longer studying
- Willing to work
- Must undergo and pass the qualification assessment administered by TESDA
- For Finishing Course for Call Center Agents (FCCCA), must be computer literate
TUCP WORKERS’ COLLEGE FREE TRAINING PROGRAM NOW ACCEPTING APPLICANTS FOR QUICK ENROLLMENT
For inquiries, call (02) 924.7551; (02) 433.2208; (02) 922.0917
Mobile: 0917.855.1225/0908.584.0541
Courses offered:
Housekeeping NC II (100 slots)
Wellness Massage/Hilot NC II (100 slots)
Finishing Course for Call Center Agents NC II (200)
For qualifications, read here:
- 18 to 55 years old
- Completed at least High School
- Not working; no longer studying
- Willing to work
- Must undergo and pass the qualification assessment administered by TESDA
- For Finishing Course for Call Center Agents (FCCCA), must be computer literate
PRINCIPLES OF TRADE UNIONS
Principles of Trade Unions
Having been born in this world, a worker has a right to life - a decent life - as any other human being. He/She does not ask for it for anything. She/He contributes her/his LABOR – or shall we say she/he invests her/his labor, which is the most important factor that is required for an industry and vital for the economic growth of a nation.
Principles of Trade Unions
In this respect, it should be understood that CAPITAL alone produces nothing without LABOR. In order to protect and promote their interests including a fair return for their labor, better working facilities and other benefits, workers organize themselves into trade unions.
Principles of Trade Unions
A trade union can be defined as;
A trade union is a continuing and permanent
democratic organization, voluntarily created of,
by and for workers to protect them at their
work, to improve the conditions of their work through
collective bargaining procedures, to seek to better the
conditions of their lives, to secure their natural rights,
and to provide an effective means of expression of the
workers views on the problem of society and politics.
Principles of Trade Unions
A trade union is an organization OF THE WORKERS, BY THE WORKERS, and FOR THE WORKERS.
SOURCE: Kilusan-TUCP
Having been born in this world, a worker has a right to life - a decent life - as any other human being. He/She does not ask for it for anything. She/He contributes her/his LABOR – or shall we say she/he invests her/his labor, which is the most important factor that is required for an industry and vital for the economic growth of a nation.
Principles of Trade Unions
In this respect, it should be understood that CAPITAL alone produces nothing without LABOR. In order to protect and promote their interests including a fair return for their labor, better working facilities and other benefits, workers organize themselves into trade unions.
Principles of Trade Unions
A trade union can be defined as;
A trade union is a continuing and permanent
democratic organization, voluntarily created of,
by and for workers to protect them at their
work, to improve the conditions of their work through
collective bargaining procedures, to seek to better the
conditions of their lives, to secure their natural rights,
and to provide an effective means of expression of the
workers views on the problem of society and politics.
Principles of Trade Unions
A trade union is an organization OF THE WORKERS, BY THE WORKERS, and FOR THE WORKERS.
SOURCE: Kilusan-TUCP
List of Holidays
Last updated: 2009-12-02
MEMORANDUM CIRCULAR NO. 01
Pursuant to the provisions of the Labor Code, as amended in relation to the observance of declared holidays and in response to the queries received every time a Presidential Proclamation or a law is enacted by Congress which declares certain days either as a regular holiday, a special day or a special working holiday, the following guidelines shall be observed by all employers in the private sector:
For regular holidays as provided for under EO 203 (incorporated in EO 292) as amended by RA 9177:
New Year's Day - January 1
Maundy Thursday - Movable Date
Good Friday - Movable Date
Araw ng Kagitingan - April 9
Labor Day - May 1
Independence Day - June 12
National Heroes Day - Last Sunday of August
Bonifacio Day - November 30
Eidul Fitr - Movable Date
Christmas Day - December 25
Rizal Day - December 30
the following rules shall apply:
If it is an employee's regular workday
If unworked - 100%
If worked
1st 8 hours - 200%
excess of 8 hours - plus 30% of hourly rate on said day
If it is an employee's rest day
If unworked - 100%
If worked
1st 8 hours - plus 30% of 200%
excess of 8 hours - plus 30% of hourly rate on said day
For declared special days such as Special Non-Working Day, Special Public Holiday, Special National Holiday, in addition to the two (2) nationwide special days (November 1, All Saints Day and December 31, Last Day of the Year) listed under EO 203, as amended, the following rules shall apply:
If unworked
No pay, unless there is a favorable company policy, practice or collective bargaining agreement (CBA) granting payment of wages on special days even if unworked.
If worked
1st 8 hours - plus 30% of the daily rate of 100%
excess of 8 hours - plus 30% of hourly rate on said day
Falling on the employee's rest day and if worked
1st 8 hours - plus 50% of the daily rate of 100%
excess of 8 hours - plus 30% of hourly rate on said day
For those declared as special working holidays, the following rules shall apply:
For work performed, an employee is entitled only to his basic rate. No premium pay is required since work performed on said days is considered work on ordinary working days.
Please be guided accordingly.
(SGD.) PATRICIA A. STO. TOMAS
Secretary
http://www.dole.gov.ph/list_of_holidays.php?id=95
MEMORANDUM CIRCULAR NO. 01
Pursuant to the provisions of the Labor Code, as amended in relation to the observance of declared holidays and in response to the queries received every time a Presidential Proclamation or a law is enacted by Congress which declares certain days either as a regular holiday, a special day or a special working holiday, the following guidelines shall be observed by all employers in the private sector:
For regular holidays as provided for under EO 203 (incorporated in EO 292) as amended by RA 9177:
New Year's Day - January 1
Maundy Thursday - Movable Date
Good Friday - Movable Date
Araw ng Kagitingan - April 9
Labor Day - May 1
Independence Day - June 12
National Heroes Day - Last Sunday of August
Bonifacio Day - November 30
Eidul Fitr - Movable Date
Christmas Day - December 25
Rizal Day - December 30
the following rules shall apply:
If it is an employee's regular workday
If unworked - 100%
If worked
1st 8 hours - 200%
excess of 8 hours - plus 30% of hourly rate on said day
If it is an employee's rest day
If unworked - 100%
If worked
1st 8 hours - plus 30% of 200%
excess of 8 hours - plus 30% of hourly rate on said day
For declared special days such as Special Non-Working Day, Special Public Holiday, Special National Holiday, in addition to the two (2) nationwide special days (November 1, All Saints Day and December 31, Last Day of the Year) listed under EO 203, as amended, the following rules shall apply:
If unworked
No pay, unless there is a favorable company policy, practice or collective bargaining agreement (CBA) granting payment of wages on special days even if unworked.
If worked
1st 8 hours - plus 30% of the daily rate of 100%
excess of 8 hours - plus 30% of hourly rate on said day
Falling on the employee's rest day and if worked
1st 8 hours - plus 50% of the daily rate of 100%
excess of 8 hours - plus 30% of hourly rate on said day
For those declared as special working holidays, the following rules shall apply:
For work performed, an employee is entitled only to his basic rate. No premium pay is required since work performed on said days is considered work on ordinary working days.
Please be guided accordingly.
(SGD.) PATRICIA A. STO. TOMAS
Secretary
http://www.dole.gov.ph/list_of_holidays.php?id=95
RIGHTS AND RESPONSIBILITIES OF MEMBERS AND OFFICIALS RIGHTS
RIGHTS – The word “RIGHT” brings the meaning “something to which one has a just or legal claim” or “ possession to which one is automatically entitled to”
The RIGHT to food, the RIGHT to speak freely, and the RIGHT to form associations for economic, social and political aims are some of the fundamental human rights. These rights are rooted in human nature.
UNIVERSAL DECLARATION OF HUMAN RIGHTS
Adopted and Proclaimed by the General Assembly
Resolution 217 A (III) of 10 December 1948
ARTICLE 23
1. Everyone has the right to work, to free choice of employment, to just and favorable conditions of work and to protection against unemployment.
2. Everyone without any discrimination, has the right to equal pay for equal work.
3. Everyone who works has the right to just and favorable remuneration ensuring for himself and his family an existence worthy of human dignity, and supplemented, if necessary, by other of social protection.
4. Everyone has the right to form and to join trade unions for the protections of his interest.
RIGHTS OF MEMBERS
The structure of a trade Union should be based on democratic principles – majority rules but the minority is not oppressed. The union Constitution and By-Laws should be so framed as to confer various rights to members to ensure its democratic functions.
RIGHTS OF WORKERS PROTECTIONS and GRIEVANCE - If any member has any grievance relating to employment, it is his/her rights to raise this, and to seek redress through the Union.
UNION CONSTITUTION – It is the right of a member to be supplied with a copy of his/her Union’s Constitution free of charge.
SUPREME – Members are supreme in a trade union. They elect their leaders. They frame or decide the policies and rules of the union. All this is done democratically-directly or indirectly.
Members by SECRET-BALLOTS may decide on the following:
Election of union officers
Election of Delegates
Strikes
Fines/penalties/special Assessments
Alliance with other Unions
The above could also be decided by the Supreme Body
Members have the rights to demand for a EXTRA ORDINARY GENERAL MEETING. To deliberate on any matter they consider appropriate.
INSPECTION OF BOOKS – every member has the right to inspect Union books and accounts.
NOMINATION – it is right of every member, subject to certain Rules, to seek nomination to any official position in the Union.
EQUAL RIGHTS – Excepts as otherwise provided in the rules, all members of the Union shall have equal rights in the Union.
RESPONSIBLITIES OF MEMBERS
RIGHTS and RESPONSIBILITIES go hand-in-glove. They go together. It is basic and fundamental that no one demand rights without being prepared to discharge his responsibilities. Any member can lose his/her rights, if (s) he fails to discharge his/her responsibilities.
It is every member’s duty to pay his/her UNION DUES in accordance with the Union rules. If you are delinquent in payment, you are not a member in good standing and you may lose your right.
LOYALTY
Your loyalty to your union (not to the leaders) must be without any reservation
SUPPORT
If you are loyal, you will always support your Union morally, physically and financially whenever it is required.
PARTICIPATION
All members should participate and effectively contribute in meetings, secret balloting and other activities of the Union.
VIGILANCE
It is the duty of all members to be vigilant to ensure that the Union Leaders discharge their responsibilities with integrity, commitment and courage.
You must BE ALERT of what is happening not only to your Union, but also in the country and in the society. For the goals of the Unions are not just to improve working conditions but to reform society and to restore the dignity of the working class.
CRITICISM
Criticism is the basis on which democracy function. Constructive criticisms contribute to the progress and success of any institution. No member of a trade union should be loath to criticisms, where necessary, of any shortcomings of the leaders. But such criticisms must be confined within the limits of your organization. Criticisms of leaders outside the forums of the Unions must be avoided.
RESPONSIBILITIES OF OFFICIAL
1. The primary responsibility of Union officials is to lead the members and to administer the Union in accordance with the rules and policies of the union.
2. Union Officials must educate their members to enable them to be conscious of their rights and their responsibilities not only as a Union member but also as a human being.
7. Union Officials must always bear in mind that autocracy and dictatorship are taboo to trade union organization
8. Transaction of Union Funds should be carried out with absolute honesty and according to the rules and decisions of the union, and also for the benefit of the members.
It is also part of their responsibility to persistently strive for the establishment of conditions conducive for the progress of the labor movement and the well being of the membership. These conditions include better labor laws, harmonious industrial relation and economic and social justice.
Finally, they must be prepared to accept criticisms without being unduly offended.
The RIGHT to food, the RIGHT to speak freely, and the RIGHT to form associations for economic, social and political aims are some of the fundamental human rights. These rights are rooted in human nature.
UNIVERSAL DECLARATION OF HUMAN RIGHTS
Adopted and Proclaimed by the General Assembly
Resolution 217 A (III) of 10 December 1948
ARTICLE 23
1. Everyone has the right to work, to free choice of employment, to just and favorable conditions of work and to protection against unemployment.
2. Everyone without any discrimination, has the right to equal pay for equal work.
3. Everyone who works has the right to just and favorable remuneration ensuring for himself and his family an existence worthy of human dignity, and supplemented, if necessary, by other of social protection.
4. Everyone has the right to form and to join trade unions for the protections of his interest.
RIGHTS OF MEMBERS
The structure of a trade Union should be based on democratic principles – majority rules but the minority is not oppressed. The union Constitution and By-Laws should be so framed as to confer various rights to members to ensure its democratic functions.
RIGHTS OF WORKERS PROTECTIONS and GRIEVANCE - If any member has any grievance relating to employment, it is his/her rights to raise this, and to seek redress through the Union.
UNION CONSTITUTION – It is the right of a member to be supplied with a copy of his/her Union’s Constitution free of charge.
SUPREME – Members are supreme in a trade union. They elect their leaders. They frame or decide the policies and rules of the union. All this is done democratically-directly or indirectly.
Members by SECRET-BALLOTS may decide on the following:
Election of union officers
Election of Delegates
Strikes
Fines/penalties/special Assessments
Alliance with other Unions
The above could also be decided by the Supreme Body
Members have the rights to demand for a EXTRA ORDINARY GENERAL MEETING. To deliberate on any matter they consider appropriate.
INSPECTION OF BOOKS – every member has the right to inspect Union books and accounts.
NOMINATION – it is right of every member, subject to certain Rules, to seek nomination to any official position in the Union.
EQUAL RIGHTS – Excepts as otherwise provided in the rules, all members of the Union shall have equal rights in the Union.
RESPONSIBLITIES OF MEMBERS
RIGHTS and RESPONSIBILITIES go hand-in-glove. They go together. It is basic and fundamental that no one demand rights without being prepared to discharge his responsibilities. Any member can lose his/her rights, if (s) he fails to discharge his/her responsibilities.
It is every member’s duty to pay his/her UNION DUES in accordance with the Union rules. If you are delinquent in payment, you are not a member in good standing and you may lose your right.
LOYALTY
Your loyalty to your union (not to the leaders) must be without any reservation
SUPPORT
If you are loyal, you will always support your Union morally, physically and financially whenever it is required.
PARTICIPATION
All members should participate and effectively contribute in meetings, secret balloting and other activities of the Union.
VIGILANCE
It is the duty of all members to be vigilant to ensure that the Union Leaders discharge their responsibilities with integrity, commitment and courage.
You must BE ALERT of what is happening not only to your Union, but also in the country and in the society. For the goals of the Unions are not just to improve working conditions but to reform society and to restore the dignity of the working class.
CRITICISM
Criticism is the basis on which democracy function. Constructive criticisms contribute to the progress and success of any institution. No member of a trade union should be loath to criticisms, where necessary, of any shortcomings of the leaders. But such criticisms must be confined within the limits of your organization. Criticisms of leaders outside the forums of the Unions must be avoided.
RESPONSIBILITIES OF OFFICIAL
1. The primary responsibility of Union officials is to lead the members and to administer the Union in accordance with the rules and policies of the union.
2. Union Officials must educate their members to enable them to be conscious of their rights and their responsibilities not only as a Union member but also as a human being.
7. Union Officials must always bear in mind that autocracy and dictatorship are taboo to trade union organization
8. Transaction of Union Funds should be carried out with absolute honesty and according to the rules and decisions of the union, and also for the benefit of the members.
It is also part of their responsibility to persistently strive for the establishment of conditions conducive for the progress of the labor movement and the well being of the membership. These conditions include better labor laws, harmonious industrial relation and economic and social justice.
Finally, they must be prepared to accept criticisms without being unduly offended.
Labor Code of the Philippines -BOOK THREE CONDITI..
Chapter II
WEEKLY REST PERIODS
Art. 91. Right to weekly rest day.
It shall be the duty of every employer, whether operating for profit or not, to provide each of his employees a rest period of not less than twenty-four (24) consecutive hours after every six (6) consecutive normal work days.
The employer shall determine and schedule the weekly rest day of his employees subject to collective bargaining agreement and to such rules and regulations as the Secretary of Labor and Employment may provide. However, the employer shall respect the preference of employees as to their weekly rest day when such preference is based on religious grounds.
Art. 92. When employer may require work on a rest day. The employer may require his employees to work on any day:
In case of actual or impending emergencies caused by serious accident, fire, flood, typhoon, earthquake, epidemic or other disaster or calamity to prevent loss of life and property, or imminent danger to public safety;
In cases of urgent work to be performed on the machinery, equipment, or installation, to avoid serious loss which the employer would otherwise suffer;
In the event of abnormal pressure of work due to special circumstances, where the employer cannot ordinarily be expected to resort to other measures;
To prevent loss or damage to perishable goods;
Where the nature of the work requires continuous operations and the stoppage of work may result in irreparable injury or loss to the employer; and
Under other circumstances analogous or similar to the foregoing as determined by the Secretary of Labor and Employment.
SOURCE:
http://www.dole.gov.ph/labor_codes.php?id=39
Labor Code of the Philippines -BOOK THREE CONDITIONS OF EMPLOYMENT
Title I: WORKING CONDITIONS AND REST PERIODS
Chapter I
HOURS OF WORK
Art. 82. Coverage. The provisions of this Title shall apply to employees in all establishments and undertakings whether for profit or not, but not to government employees, managerial employees, field personnel, members of the family of the employer who are dependent on him for support, domestic helpers, persons in the personal service of another, and workers who are paid by results as determined by the Secretary of Labor in appropriate regulations.
As used herein, "managerial employees" refer to those whose primary duty consists of the management of the establishment in which they are employed or of a department or subdivision thereof, and to other officers or members of the managerial staff.
"Field personnel" shall refer to non-agricultural employees who regularly perform their duties away from the principal place of business or branch office of the employer and whose actual hours of work in the field cannot be determined with reasonable certainty.
Art. 83. Normal hours of work. The normal hours of work of any employee shall not exceed eight (8) hours a day.
Health personnel in cities and municipalities with a population of at least one million (1,000,000) or in hospitals and clinics with a bed capacity of at least one hundred (100) shall hold regular office hours for eight (8) hours a day, for five (5) days a week, exclusive of time for meals, except where the exigencies of the service require that such personnel work for six (6) days or forty-eight (48) hours, in which case, they shall be entitled to an additional compensation of at least thirty percent (30%) of their regular wage for work on the sixth day. For purposes of this Article, "health personnel" shall include resident physicians, nurses, nutritionists, dietitians, pharmacists, social workers, laboratory technicians, paramedical technicians, psychologists, midwives, attendants and all other hospital or clinic personnel.
Art. 84. Hours worked. Hours worked shall include (a) all time during which an employee is required to be on duty or to be at a prescribed workplace; and (b) 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.
Art. 85. Meal periods. Subject to such regulations as the Secretary of Labor may prescribe, it shall be the duty of every employer to give his employees not less than sixty (60) minutes time-off for their regular meals.
Art. 86. Night shift differential. Every employee shall be paid a night shift differential of not less than ten percent (10%) of his regular wage for each hour of work performed between ten o’clock in the evening and six o’clock in the morning.
Art. 87. Overtime work. Work may be performed beyond eight (8) hours a day provided that the employee is paid for the overtime work, an additional compensation equivalent to his regular wage plus at least twenty-five percent (25%) thereof. Work performed beyond eight hours on a holiday or rest day shall be paid an additional compensation equivalent to the rate of the first eight hours on a holiday or rest day plus at least thirty percent (30%) thereof.
Art. 88. Undertime not offset by overtime. Undertime work on any particular day shall not be offset by overtime work on any other day. Permission given to the employee to go on leave on some other day of the week shall not exempt the employer from paying the additional compensation required in this Chapter.
Art. 89. Emergency overtime work. Any employee may be required by the employer to perform overtime work in any of the following cases:
When the country is at war or when any other national or local emergency has been declared by the National Assembly or the Chief Executive;
When it is necessary to prevent loss of life or property or in case of imminent danger to public safety due to an actual or impending emergency in the locality caused by serious accidents, fire, flood, typhoon, earthquake, epidemic, or other disaster or calamity;
When there is urgent work to be performed on machines, installations, or equipment, in order to avoid serious loss or damage to the employer or some other cause of similar nature;
When the work is necessary to prevent loss or damage to perishable goods; and
Where the completion or continuation of the work started before the eighth hour is necessary to prevent serious obstruction or prejudice to the business or operations of the employer.
Any employee required to render overtime work under this Article shall be paid the additional compensation required in this Chapter.
Art. 90. Computation of additional compensation. For purposes of computing overtime and other additional remuneration as required by this Chapter, the "regular wage" of an employee shall include the cash wage only, without deduction on account of facilities provided by the employer.
SOURCE: http://www.dole.gov.ph/labor_codes.php?id=39
Chapter I
HOURS OF WORK
Art. 82. Coverage. The provisions of this Title shall apply to employees in all establishments and undertakings whether for profit or not, but not to government employees, managerial employees, field personnel, members of the family of the employer who are dependent on him for support, domestic helpers, persons in the personal service of another, and workers who are paid by results as determined by the Secretary of Labor in appropriate regulations.
As used herein, "managerial employees" refer to those whose primary duty consists of the management of the establishment in which they are employed or of a department or subdivision thereof, and to other officers or members of the managerial staff.
"Field personnel" shall refer to non-agricultural employees who regularly perform their duties away from the principal place of business or branch office of the employer and whose actual hours of work in the field cannot be determined with reasonable certainty.
Art. 83. Normal hours of work. The normal hours of work of any employee shall not exceed eight (8) hours a day.
Health personnel in cities and municipalities with a population of at least one million (1,000,000) or in hospitals and clinics with a bed capacity of at least one hundred (100) shall hold regular office hours for eight (8) hours a day, for five (5) days a week, exclusive of time for meals, except where the exigencies of the service require that such personnel work for six (6) days or forty-eight (48) hours, in which case, they shall be entitled to an additional compensation of at least thirty percent (30%) of their regular wage for work on the sixth day. For purposes of this Article, "health personnel" shall include resident physicians, nurses, nutritionists, dietitians, pharmacists, social workers, laboratory technicians, paramedical technicians, psychologists, midwives, attendants and all other hospital or clinic personnel.
Art. 84. Hours worked. Hours worked shall include (a) all time during which an employee is required to be on duty or to be at a prescribed workplace; and (b) 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.
Art. 85. Meal periods. Subject to such regulations as the Secretary of Labor may prescribe, it shall be the duty of every employer to give his employees not less than sixty (60) minutes time-off for their regular meals.
Art. 86. Night shift differential. Every employee shall be paid a night shift differential of not less than ten percent (10%) of his regular wage for each hour of work performed between ten o’clock in the evening and six o’clock in the morning.
Art. 87. Overtime work. Work may be performed beyond eight (8) hours a day provided that the employee is paid for the overtime work, an additional compensation equivalent to his regular wage plus at least twenty-five percent (25%) thereof. Work performed beyond eight hours on a holiday or rest day shall be paid an additional compensation equivalent to the rate of the first eight hours on a holiday or rest day plus at least thirty percent (30%) thereof.
Art. 88. Undertime not offset by overtime. Undertime work on any particular day shall not be offset by overtime work on any other day. Permission given to the employee to go on leave on some other day of the week shall not exempt the employer from paying the additional compensation required in this Chapter.
Art. 89. Emergency overtime work. Any employee may be required by the employer to perform overtime work in any of the following cases:
When the country is at war or when any other national or local emergency has been declared by the National Assembly or the Chief Executive;
When it is necessary to prevent loss of life or property or in case of imminent danger to public safety due to an actual or impending emergency in the locality caused by serious accidents, fire, flood, typhoon, earthquake, epidemic, or other disaster or calamity;
When there is urgent work to be performed on machines, installations, or equipment, in order to avoid serious loss or damage to the employer or some other cause of similar nature;
When the work is necessary to prevent loss or damage to perishable goods; and
Where the completion or continuation of the work started before the eighth hour is necessary to prevent serious obstruction or prejudice to the business or operations of the employer.
Any employee required to render overtime work under this Article shall be paid the additional compensation required in this Chapter.
Art. 90. Computation of additional compensation. For purposes of computing overtime and other additional remuneration as required by this Chapter, the "regular wage" of an employee shall include the cash wage only, without deduction on account of facilities provided by the employer.
SOURCE: http://www.dole.gov.ph/labor_codes.php?id=39
Aug 12, 2011
YOU ARE ALL INVITED
PROGRAMME
All Officers/Shopsteward
Meeting
August 20, 2011 (Saturday)
7:30 REGISTRATION RIA Abanes &
Don Cruz
8:00 OPENING PRAYER
NATIONAL ANTHEM
OPENING REMARKS Alex V. Rutagines- President
MESSAGE Arthur F.
Juego- President-PKB-TUCP
Nenette B.
Fernando -Jollibee
HR ER-LR Manager
9:30 Overview of the Last CBA Ann M. Dumaraog
10:30 Raffle 5 Consolations
11:00 JFC COOP M’ OMA GUHITING General Manager JFC-COOP
11:30 COLLECTING of
CBA Proposal
1:00 DEPARTMENT
REPORTS
Sec. for Organization Regino Simon
Sec.
for Grievance Jonathan Bautista
Sec.
for Welfare Cerefino Cruz
Sec. for Education Ann M. Dumaraog
Sec. For Finance Leopoldo Benitez
Raffle 3rd
Palce
2:00 OPEN FORUM
3:00 Closing Remarks Alvin
Solis- Executive Secretary
Raffle 2nd & 1st prize
Master
of Ceremony
Raul
Caranto & Larry Manalaysay
from: Alex Rutagines
Labor Code of the Philippines BOOK THREE CONDITIONS OF EMPLOYMENT, Art. 93. Compensation for rest day, Sunday or holiday work.
Art. 93. Compensation for rest day, Sunday or holiday work.
Where an employee is made or permitted to work on his scheduled rest day, he shall be paid an additional compensation of at least thirty percent (30%) of his regular wage. An employee shall be entitled to such additional compensation for work performed on Sunday only when it is his established rest day.
When the nature of the work of the employee is such that he has no regular workdays and no regular rest days can be scheduled, he shall be paid an additional compensation of at least thirty percent (30%) of his regular wage for work performed on Sundays and holidays.
Work performed on any special holiday shall be paid an additional compensation of at least thirty percent (30%) of the regular wage of the employee. Where such holiday work falls on the employee’s scheduled rest day, he shall be entitled to an additional compensation of at least fifty per cent (50%) of his regular wage.
Where the collective bargaining agreement or other applicable employment contract stipulates the payment of a higher premium pay than that prescribed under this Article, the employer shall pay such higher rate.
SOURCE: http://www.dole.gov.ph/labor_codes.php?id=39
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