Previously, we discussed the entitlement to unused leave benefits of Ab Sintero and established that he was only entitled to a maximum of 10 vacation leaves (VL) while the remaining balance of 5 days was validly forfeited by the management, Manigong Bagong Company.
In this article, we will show how to compute the leave conversion of Mr. Ab Sintero under different scenarios and tackle as well the underlying legal principles that must be observed by HR practitioners. Continue reading this article...
Can a company retire its employees at an early age?
The compulsory age of retirement is at 65 while optional retirement may start at age 60. This does not prevent the company and its employees, however, from entering into contracts or agreements such as a CBA or employment agreement with early retirement provisions below the minimum ages set by law.
But for an early retirement plan to be legally defensible, the employees must have freely or voluntarily consented to the early retirement provision; otherwise, the early retirement may be considered invalid later in court as a form of illegal dismissal. Continue reading this article...
The Dept. of Labor has issued its Order No. 3 (Series of 2010) reminding all employers to comply with the 13th Month Pay Law (PD 851) and to submit a report showing compliance, not later than January 15 immediately following the year it must be paid.
The 13th Month Pay is a mandatory benefit given to rank and file employees generally at the end of the year but an employer may choose to release 1/2 of this benefit in June and the rest on or before December 24 of the current year. Click here to view a copy of the DOLE Order requiring a compliance report for the 13th Month Pay.
Two things must exist and be proven before an employee can be terminated for neglect of duty. Click here for the rest of this article found in the Legal Counseling blog.
More holidays are coming up ahead. Can an employee be required to work on a regular holiday and how much is his pay going to be? Click here to read the legal answer to this question by lawyer, HR specialist and author Elvin Villanueva.
Companies that have been affected by adverse economic conditions are allowed to explore alternative schemes to cope with financial reverses or losses while minimizing the impact on their employees.
Under the “Guidelines on the Adoption of Flexible Work Arrangements” (Dept. Advisory No. 2, Series of 2009), employers may enter into any of the following arrangements with its employees: Continue reading this article...
- Compressed workweek: Under this arrangement, the normal workweek is reduced to less than 6 days but the total number of working hours per week is still 48 hours. For this to be possible, each working day may have more than 8 hours but not more than 12 hours, without incurring overtime pay.
Before starting employment, the company or employer sends an offer letter to the employee containing the terms of the employment. A job description must be attached to the offer letter to complete the letter. Once signed by the employee, a copy will be given to the employee and the original retained in the company’s 201 employment file or employer’s records.
Get our free sample employment offer letter here in PDF format (you will need an acrobat reader to view it).
LVS Publishing recently launched its latest labor law guide entitled “Guide on Wage Order and Minimum Wage”– a must-have for every employer, business owner, manager and HR specialist.
This handy guide teaches you how to apply the latest minimum wage law in your current business.
Find the answer to your most frequent questions:
- Who are covered employees?
- How does the wage order affect existing terms of CBA?
- What is wage distortion? See sample computations!
- What happens to recent salary increases in the company? Continue reading this article...
When the last quarter or ‘-ber’ months of the year roll in, thoughts of 13th month pay enter the minds of both employers and employees. This mandatory payment under a specific law (PD851) generally covers all rank and file employees who have worked for at least one (1) month during the calendar year. (A calendar year is the period starting from January to December).
Who are not covered
Generally, all employers must pay their rank and file employees 13th month pay (under PD 851), except the following: Continue reading this article...