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Companies set aside budgets for quality recruitment and selection of employees, recognizing the crucial role of human resources in the performance and efficiency of an organization. Non cognitive abilities such as empathy and sociability, rather than IQ, determine future success. Thus, emotional IQ tests are necessary for purposes of screening quality workers.
Studies conducted by psychologists which included IQ scores, non cognitive skills and the outcomes of research subjects suggest that emotional intelligence of EQ does affect the health of business. In particular psychologists found that social and emotional abilities of subjects measured at a young age were linked to varying degrees of professional success and prestige at a later age. Eventually, the concept of intelligence which was limited to cognitive functions such as memory and problem solving, was adjusted to include non cognitive abilities or emotional intelligence.
Wages or salaries are the amounts workers or employees receive as compensation from employers for the work they regularly perform. While business owners and workers are allowed to agree on specific amounts as salaries, these must not be lower than the minimum wage set by the Regional Tripartite Wages and Productivity Boards (RTWPBs).
What are wage orders?
Minimum wages vary depending on the industry and location (region) of the business. Regional Wage Orders specify:
- the daily minimum wage rates and
- exemptions from compliance
Sales are the lifeblood of businesses, big and small. Thus, employee performance and the management of human resources is vital in business.
Call centers, pharmaceutical companies and manufacturing enterprises often review sales performance of employees against quotas and other performance standards. The usual problem arises when an employee fails to meet these standards yet management still feels that it’s possible to retain an employee by transferring him or her to another position where his or her skills are best suited.
In other instances, companies undergo reorganization in order to streamline operations, reduce costs or change business directions. In most cases, organizational changes can result in transfers and demotions.
“COLA of P22.00 mandated in the Wage Order No. NCR-16 shall be included in the computation of regular holiday per DOLE Labor Advisory dated July 7, 2011.
Thus, the basic daily wage of P404.00 plus COLA of P22.00 shall be used as basis in computing for the regular holiday pay of covered employees. For example, X works for eight (8) hours on August 30, 2011, a regular holiday (Ramadan), his pay shall be as follows:
Basic Daily Wage: P404.00
Total Hours Worked: 8 hours
Women No Longer Prohibited From Working at Night
By Atty. Elvin Villanueva, guest author
Do you know that under the Labor Code, women are generally not allowed to work at night?
Article 130 prohibits any company from requiring women to work at night. There are exceptions under Article 131. However, even the exceptions are very restrictive which will make the present practice of call centers employing women at night a violation of the Labor Code.
Congress recently enacted R.A. 10151 allowing employment of night workers and in effect repealing Articles 130 and 131 of the Labor Code.
Employees who work between the hours of 10 p.m. to 6 a.m. are entitled to night shift differential pay also known as Night Shift Pay to compensate them for the hazards and inconvenience of working at odd hours when the body is normally asleep. Overtime pay, on the other hand, is additional pay for work performed beyond 8 hours in a day. Both additional pays follow legal formulas for computing the total amount due to the employee affected but are often the source of confusion among employers, managers, and business owners.
Synopsis: “Leave Benefits” refer to absences an employee is allowed to take for various reasons, authorized by law. It is called a benefit because ordinarily, an employee who avails of a leave benefit is entitled to go on leave and still get paid while on a time off. Otherwise, all other absences may not be paid by the employer under the “No Work, No Pay” policy of labor laws.
The new book on leave benefits by Atty. Elvin B. Villanueva is a compact yet complete guide on Leave Benefits and is available in ebook form, which makes it even easier to read.
LVS Publishing is set to release its latest Ebooks (electronic books in PDF format) on Friday, 03 June 2011.
“Night Shift Pay and Overtime Pay” is a guide that teaches you how to compute night shift and overtime pay while “Leave Benefits” talks about the various types of leave of absence from work which are mandatory in specific cases. A must have for HR Practitioners, business owners, managers and entrepreneurs. Price of each ebook is Php 397.00. Order your copies here.
Manigong Bagong Company grants vacation leave benefits to its workers of thirty (30) days, non-commulative, non-convertible to cash in excess of ten (10) days. In 2010, the company issues a memo requiring employees to use the VL in excess of 10 or it shall be deemed forfeited thereafter.
Ab Sintero, an employee for five years, has used only 15 of his 30-day VL. When the company converted his 10 VL to cash, he is left with only 5 days. He did not use the remaining 5 days hence, it was forfeited by the company on December 31, 2010. Ab Sintero protested arguing that under the Labor Code, leave benefits are convertible to cash.
Question: Is Ab Sintero correct?
When the Labor Code mentions about leave benefits, it pertains to Service Incentive Leave. Vacation leave and sick leave are