Compensation Boss: 13th Month Pay Calculator Employees Version
₱59.00
Product Description (in English) – Compensation Boss
13th Month Pay Calculator; See Product Description in Filipino / Tagalog below
This product is intended for employees as users giving them opportunity to have a hassle-free way to approximately compute their 13th month pay.
This features a file saved in Excel Microsoft 365, Version 16.54. User has to have such specification or its equivalent. The file offers quick way to determine 13th month pay by simply inputting the basic salary earned per payroll (“kinsenas at katapusan”).
Results are computed automatically. Bonus sheets include redundancy separation pay calculator for both daily paid and monthly paid employees.
Retrenchment pay calculator, retirement pay calculator, and the service incentive leave (SIL) pay calculator. At an introductory price of just PhP59.00, this will be a big help to workers who need to have an immediate answer to their approximate 13th month pay benefits.
Product Description (in Filipino / Tagalog)
Ang produktong ito ay dinisenyo para sa mga empleyado upang mabigyan sila ng pagkakataon na magkaroon ng mabilis at epektibong paraan upang alamin ang halaga ng kanilang makukuhang 13th Month Pay na benepisyo.
Ang produktong ito ay naka-save sa file na Excel Microsoft 365, Version 16.54. Ang bibili at gagamit nito ay dapat mayroong nasabing specification, application, o programa sa kanyang kompyuter o katumbas nito. Ang nasabing file ay nagbibigay nang mabilis na paraan upang alamin ang 13th Month Pay na makukuha sa pamamagitan lamang ng pag-encode o pag type ng halaga ng basic salary na kinita kada sahod (“kinsenas at katapusan”).
Ang resultang makukuha ay kaagad na kinakalkula. May bonus sheets na kasama para sa pag-kompyut ng separation pay para sa mga empleyadong arawan ang sahod at buwanan.
Mayroon ding Retrenchment pay calculator, retirement pay calculator, at service incentive leave (SIL) pay calculator. Ang introductory price na PhP59.00 ay malaking tulong para sa mga manggagawa na kailangan magkaroon ng mabilisang sagot sa halaga ng 13th month pay benefits na makukuha.
Related Products
-
Guide on Employee Compensation and Benefits Vol. 1, Second Edition
₱1,198.00This book is the 2nd edition of one of ATTY. ELVIN B. VILLANUEVA’s best selling titles Guide on Employee Compensation and Benefits Volume 1. HR Practitioners, both new and veterans will find this work useful in understanding and keeping up with the latest rules, doctrines and principles on labor standards.
The subject matter of compensation and benefits is among the edgy topics which most HR practitioners, business managers, and even owners find challenging. As always, anything that deals with human psychology on pay, rewards, motivation, and equity requires full attention and creative solution.
Read more..
This work discusses the labor standards most particularly the exceptive rules where most practitioners are often blindsided. The rules and doctrines are tackled with illustrations and sample computations. Presentation of pay computations proceeds from the ordinary day, regular holiday, special day, and rest day or a combination of both holidays and rest days. These affects the daily rate, overtime, and nightshift differential.
There are relevant Supreme Court decisions where the high court interprets crucial areas of compensation. Rules on successive regular holidays are shown with example. Also, illustrative cases for overtime and nightshift differential are shown using different hours worked such as 2-hour, 4-hour, or even 8-hour OT and nightshift with computations when these coincide or concur on the same day.
The author also delineates the impact of benefits when the clock strikes 12:00 midnight such as on overtime, holiday pay, etc. This is particularly crucial for those with call center operations. Also discussed are company-initiated benefits rule, management prerogative to require overtime work, rule on travel time, brownout and other time-related issues.
New laws and rules are correlated with existing ones in the Labor Code such as the lactation period, primer on expanded maternity leave law (with sample salary differential computation), DO 178 and DO 184 on breaks mandated for employees who need to stand or sit for too long at work and the telecommuting act which affects the hours of work depending on the arrangement between the employer and employee.At the end of the day, compensation and benefits is an interesting area of HR/Labor practice. The key to harmony is understanding of the rules and it starts with acquisition of knowledge.
close
Scroll down for more information
-
Human Resource Forms, Notices, and Contracts 3 (in Filipino/Tagalog) – Soft Copy Editable Templates
₱4,595.00This is a soft copy template saved in Word File and editable in Word Document.
Alert!: If you were able to purchase any of our soft copy products in the past please double-check that they are not part of these templates. This product is indivisible and individual soft copy templates previously purchased cannot be deducted from the price.
This product contains the sample terms, conditions, clauses, and provisions of the contract described.
See the Description below to view the Contents of this soft copy template.
HR Forms, Notices, and Contracts 3 in Filipino / Tagalog offers various employment forms in local language ranging from pre-employment, employment proper, and termination.
The current price being offered is introductory until October 31, 2021 only. Afterwards, regular price shall be PhP6,495.00.
This package contains 57 sample forms, notices, and contracts in local Filipino language. Some forms and concepts have separate primer discussion on the matter.
Below are the contents of the form.
Read more..
HUMAN RESOURCE FORMS, NOTICES, AND CONTRACTS 3 EDITABLE TEMPLATES IN FILIPINO / TAGALOG
PRELIMINARY FORMS
Form No. 1 – Job Offer in Filipino / Tagalog
Form No. 2 – Denial of Employment Application in Filipino / Tagalog
Form No. 3 – Acknowledgment of Company Policies where there was no Orientation in Filipino / Tagalog
Form No. 4 – Acknowledgment of Company Policies where there was Orientation in Filipino / Tagalog
Form No. 5 – Acknowledgment Receipt of Company Property in Filipino / Tagalog
Form No. 6 – Data Privacy Consent Document in Filipino / Tagalog
EMPLOYMENT PROPER FORMS
Form No. 7 – Contract for Fixed-Term English with Filipino / Tagalog Translation
Form No. 8 – Contract for Fixed-Term Employment in Filipino / Tagalog
Form No. 9 – Contract for Part-Time Employment in Filipino / Tagalog
Primer on Probationary Employment
Form No. 10 – Contract for Probationary Employment for Daily Paid Employee in Filipino / Tagalog
Form No. 11 – Contract for Probationary Employment for Monthly Paid Employee in Filipino / Tagalog
Explanation on Form No. 11
Form No. 12 – Contract for Probationary Employment [Simplified Version] in Filipino / Tagalog
Form No. 13 – Contract of Extension of Probationary Status
Explanation on Form No. 13
Primer on Casual Employment
Form No. 14 – Contract for Casual Employment Simplified Version-A in Filipino / Tagalog
Form No. 15 – Contract for Casual Employment Simplified Version-B in Filipino / Tagalog
Form No. 16 – Contract for Casual Employment Full-Length Version in Filipino / Tagalog
Primer on Project Employment
Form No. 17 – Contract for Project Employment in Filipino / Tagalog
Form No. 18 – Contract for Project Employment in Filipino / Tagalog
Form No. 18 – Contract for Seasonal Employment in Filipino / Tagalog
Primer on Contract for Seasonal Employment
Form No. 19 – Contract for Seasonal Employment in Filipino / Tagalog
Primer on Regular Employment
Form No. 20 – Contract for Regular Employment
Form No. 21 – Contract for Regular Employment Simplified Version in Filipino / Tagalog
Form No. 22 – Contract for Regular Employment Monthly-Paid Employee in Filipino / Tagalog
Form No. 23 – Contract for Regular Employment Monthly-Paid Employee Simplified Version in Filipino / Tagalog
Explanation on Form No. 23
Primer on Service Training Agreement
Form No. 24 – Service Training Agreement in Filipino / Tagalog
Form No. 25 – Overtime Request Form
DISCIPLINARY AND TERMINATION FORMS
Primer on ResignationForm No. 26 – Acceptance of Resignation
Discussion: Acceptance of Resignation Where the Employee has a Pending Case or is Under Administrative Investigation
Form No. 27 – Acceptance of Resignation where the Employee has a Pending Case Under Investigation
Form No. 28 – Release, Waiver and Quitclaim in Tag-Lish (Tagalog / English) Version
Form No. 29 – Release, Waiver and Quitclaim in Tagalog / Filipino
Primer on the Notice to Explain (NTE)
Form No. 30 – Notice to Explain (NTE) for Tardiness in Filipino / Tagalog
Form No. 31 – Notice of Decision for Tardiness in Filipino / Tagalog
Form No. 32 – Notice to Explain (NTE) for Repeated Tardiness in Filipino / Tagalog
Form No. 33 – Notice to Explain (NTE) for Repeated Tardiness in Filipino / Tagalog
Form No. 34 – Notice of Administrative Hearing / Conference for Repeated Tardiness in Filipino / Tagalog
Form No. 35 – Notice of Decision for Repeated Tardiness in Filipino / Tagalog
Form No. 37 – Notice to Explain (NTE) for AWOL Punishable with Warning in Filipino / Tagalog
Form No. 38 – Notice of Warning for AWOL in Filipino / Tagalog
Form No. 39 – Notice to Explain (NTE) for AWOL Punishable with Suspension in Filipino / Tagalog
Form No. 40 – Notice of Administrative Hearing / Conference for AWOL Punishable with Suspension in Filipino / Tagalog
Form No. 41 – Notice of Suspension for AWOL in Filipino / Tagalog
Form No. 42 – Notice of Suspension when the employee failed to attend the administrative conference in Filipino / Tagalog
Form No. 43 – NTE for AWOL Leading to Abandonment of Work in Filipino / Tagalog
Form No. 44 – Notice of Administrative Hearing / Conference for AWOL Leading to Abandonment of Work in Filipino / Tagalog
Explanation on Form No. 44
Form No. 45 – Notice of Dismissal for Abandonment of Work in Filipino / Tagalog
Form No. 46 – Notice to Explain Falsification of Timecard in Filipino / Tagalog
Primer on Preventive Suspension Included in the NTE
Form No. 46 – Notice to Explain Falsification of Timecard with Preventive Suspension in Filipino / Tagalog
Form No. 47 – Notice to Explain Falsification of Attendance Record in Filipino / Tagalog
Form No. 48 – Notice of Administrative Conference for Falsification in Filipino / Tagalog
Form No. 49 – Notice of Suspension for Falsification of Attendance Record in Filipino / Tagalog
Form No. 50 – Notice to Explain Fighting within Office Premises in Filipino / Tagalog
Form No. 51 – Notice of Administrative Hearing / Conference for Fighting within Office Premises in Filipino / Tagalog
Form No. 52 – Notice of Suspension for Fighting within Office Premises in Filipino / Tagalog
Form No. 53 – Notice of Decision for Fighting within Office Premises in Filipino / Tagalog
Form No. 54 – Notice to Explain for Theft with Preventive Suspension in Filipino / Tagalog
Form No. 55 – Notice of Administrative Conference in Filipino / Tagalog
Form No. 56 – Notice of Decision for Theft in Filipino / Tagalog
Form No. 57 – Code of Conduct in Filipino / Tagalog
close
-
Template Probationary Contract Filipino/Tagalog Version – Soft Copy Editable Template
₱1,725.00This is a soft copy template saved in Word File and editable in Word Document.
This contains the sample terms, conditions, clauses, and provisions of the contract described.
See below to view the Contents of this soft copy template.
-
Contract For Regular Employment Monthly Paid (English Version) – Soft Copy Editable Template
₱1,845.00This is a soft copy template saved in Word File and editable in Word Document.
This contains the sample terms, conditions, clauses, and provisions of the contract described.
See the Description below to view the Contents of this soft copy template.
A regular employee is one who passed the probationary period, has been in the company for at least six months, or was engaged as such without undergoing probationary period.
The legal basis of regular employment is mainly Article 295 of the Labor Code, as amended.
Article 295 provides that the provisions of written agreement to the contrary notwithstanding and regardless of the oral agreement of the parties, an employment shall be deemed to be regular where the employee has been engaged to perform activities which are usually necessary or desirable in the usual business or trade of the employer.
This means that even if there is a written agreement that the employee is not of regular status, he is still considered regular if has been engaged to perform activities which are usually necessary or desirable in the usual business or trade of the employer.
This template is for monthly paid employees. As opposed to daily paid, monthly paid employees
Monthly-paid employees are those who are paid every day of the month, including unworked rest days, special days, and regular holidays. Factor 365 days in a year is used in determining the equivalent monthly salary of monthly-paid employees. (I, D, DOLE 2020 Handbook Workers’ Statutory Monetary Benefits)
Daily-paid employees are those who are paid on the days they actually worked and on unworked regular holidays. (Ibid.)
With the use of 365-day factor, the company should make sure that employees engaged are not below the minimum. The 365 day factor is used to determine the daily rate of the monthly paid employee. For instance, if an employee earns PhP20,000.00 per month, the daily equivalent using the 365 factor is as follows:
PhP20,000 per month x 12 months = PhP240,000
PhP240,000 per year / 365 days per year = PhP657.53 per day
Hence, the daily equivalent of the monthly pay of PhP20,000 is PhP657.53.
There are other helpful contract templates available that can assist employers in running their human resource matters such as the following:
- Contract for Probationary for Daily Paid Employee in English – View sample contract here
- Contract for Probationary for Monthly Paid Employee in English
- Contract for Project Employment English Version – View sample contract here
- Employment Contracts Package (English and Filipino) – View sample contracts here
- Contract for Casual Employment in English
- Contract for Casual Employment in Filipino
- Contract for Probationary Employment for Daily Paid Employee in Filipino
- Contract for Probationary Employment for Monthly Paid Employee in Filipino
- Contract for Part-Time Employment in English
- Contract for Part-Time Employment in Filipino
- Contract for Seasonal Employment in English
- Contract for Seasonal Employment in Filipino
- Contract for Regular Employment Daily Paid in Filipino
- Contract for Fixed-Term Employment in English
- Contract for Fixed-Term Employment in Filipino
Read more..
A sample contract will help employers to overcome the technicalities of this form of employment. This template is easy to edit using the Word application. This version is using MS Office 365.
Salient points of this template are:
- Parties
- Whereas Clause
- Commencement of probationary employment
- Termination of Employment (Just and Authorized Causes)
- Place of Posting
- Duties and responsibilities clause
- Performance Appraisal
• Reasonable Standards Metrics
– Performance
– Punctuality/Attendance
– Behavior
– Teamwork
– Initiative - Compensation and Benefits
- Office Decorum
- Confidentiality
- Non-compete Clause
- Training Expenses
- Data privacy consent clause
close
-
Mandatory Vaccination Policy for Onsite Workers (English Version)
₱1,450.00 -
Sample Drug Free Workplace Policy – Soft Copy Editable Template
₱1,395.00Product Description of Drug-Free Workplace Policy
This is a soft copy template saved in Word File and editable in Word Document.
This contains the sample terms, conditions, clauses, policy statements, and provisions of the policy described.
See the Description below to view the Contents of this soft copy template.
This template is in accordance with the provisions of Section 47, Article V, Republic Act No. 9165, “The Comprehensive Dangerous Drugs Act of 2002”, and the Department Order No. 53-03, “Guidelines for the Implementation of a Drug-Free Workplace Policies and Programs for the Private Sector” issued by the Department of Labor and Employment (DOLE).
This expresses the company’s adoption of the policy on prevention of drug abuse in the workplace and the procedures of resolution and disposition of such cases.
The softcopy template is written in Word document using MS Office 365 version, Arial font, 12 font size, containing 6 pages of 8.5”x13” layout.
Read more..
In compliance with the DOLE issuance, this template provides the following:
1. Statement of Legal Compliance
2. Declaration of Corporate Policy
3. Definition of Terms
a. Employee
b. Assessment Team
c. Screening Test
4. Implementing Guidelines
5. Involvement of Critical Departments in the Implementation
6. Education and Awareness Program
7. Random Drug Testing
8. Implementation and Evaluation
close
-
Triple Bundle Labor HR Editable Templates – Soft Copy Editable Template
₱14,000.00This is a soft copy template saved in Word File and editable in Word Document.
This contains the sample terms, conditions, clauses, and provisions of the contract described.
See the Description below to view the Contents of this soft copy template.
This is a time-limited offer involving three (3) best-selling product templates of LVS Rich Publishing Inc.
These are the soft copies of HR Forms 1, HR Forms 2 and HR Forms 3, containing a combined total of more than 370 forms ranging from pre-employment to post-employment. HR Forms 3 has tagalog/Filipino templates of contracts, notices, and some sample policies.
They will be sent to your email account from LVS’ designated gmail account. The package contains a list of forms and the templates, which are editable in Word file or format.
The forms are updated to the current labor laws, rules and regulations.
The buyer will have an easier time to compose the needed document to administer any HR function or resolve important labor situation using the relevant form, notice, or contract.
-
Non-APOR Driver / Fetcher Certification Soft Copy
₱485.00This is a suggested soft copy template saved in Word File and editable in Word Document involving the Philippine National Police (PNP) declaration to require non-APOR fetchers / drivers of the APOR individuals to present a certification before the checkpoint personnel, among other requirements.
As a background, on July 29, 2021 the Inter-Agency Task Force for the Management of Emerging Infectious Diseases (IATF) issued Resolution No. 130-A, Series of 2021 placing the NCR under Enhanced Community Quarantine (ECQ) for the period August 6-20, 2021.
Scroll down for more information
-
Code of Conduct – Soft Copy Editable Template
₱2,450.00This product is a soft copy template providing sample disciplinary statements, procedures, offenses and their penalties usually found in the company’s Code of Conduct.
Save time composing and typing your own version. Save money in salaries asking employees to draft and compose your own for days on end, and make it easier for you, your team, and company to draft your Code of Conduct.
This product features one of the best-selling soft copy and editable English language templates of LVS Rich Publishing.
Scroll down for more information
-
Affidavit of Employee Consent for COVID-19 Vaccination – Soft Copy Editable Template
₱988.00This product is a soft copy template providing sample disciplinary allegations to make this kind of affidavit.
Save time composing and typing your own version. Save money in salaries asking employees to draft and compose your own for days on end, and make it easier for you, your team, and company to draft this Affidavit.
Employee may need to be vaccinated to ensure health and safety at work. But the lingering question is if the employees can be compelled to receive COVID-19 jabs by the employer.
The right of Filipinos to health is a constitutional right. It is enshrined under Article II, Section 15 of the 1987 Constitution that the State shall protect and promote the health of the people and instill health consciousness among them.
The State is further mandated under Article XIII, Section 11 of the Constitution to adopt an integrated and comprehensive approach to health development which shall endeavor to make essential goods, health and other social services available to all the people at affordable cost.
Republic Act No. 3720, or the “Food, Drug and Cosmetic Act,” as amended by Executive Order No. 175, s. 1987, and Republic Act No. 9711, or the “Food and Drug Administration Act of 2009,” created the Food and Drug Administration (FDA) to establish and maintain a drug regulatory system to ensure the purity, safety, efficacy and quality of drugs and vaccines in the country.
Read more..
Section 21 of Republic Act No. 3720, as amended, provides that any new drug should have an authorization from the FDA based on an application containing full reports of investigations to show whether or not such drug is safe, efficacious and of good quality for use based on clinical studies, prior to manufacture, sale, importation, exportation, distribution or transfer thereof.
Pursuant to Proclamation Nos. 922 (s. 2020) and 1021 (s.2020), the Philippines was declared under a State of Public Health Emergency, and a State of Calamity due to the COVID-19 pandemic.
Subsequently, Republic Act No. 11494 or the “Bayanihan to Recover as One Act” was enacted authorizing the President to suppress the COVID-19 pandemic through the procurement of drugs and vaccines.
The President of the Republic of the Philippines issued Executive Order (EO) No. 121 entitled “Granting Authority to the Director General of the Food and Drug Administration to Issue Emergency Use Authorization (EUA) for COVID-19 Drugs and Vaccines, Prescribing Conditions therefore and for other Purposes.” Said issuance gave authority to the Director General to issue an EUA, and established the conditions under which said authorization may be issued.
The FDA introduced the process for the issuance of EUA to sustain and strengthen the national preparedness for the COVID-19 public health emergency. The principles of regulatory reliance and recognition are adopted to accelerate the evaluation and approval process for EUA to ensure immediate access to drug products and vaccines for COVID-19.
Since there are no laws, rules, or regulations requiring employees to undergo vaccination, the employer does not have clear legal basis to prosecute employees who may refuse to get the jab.
At any rate, the employer can obtain the consent of the employee where the latter executes a document consenting to the vaccine, accepting its risks and benefits, as well as waiver of the Data Privacy Law.
The template in this product is in Affidavit Format, written in Word 360 and is editable. Below are the contents of the Affidavit containing declarations, acknowledgment and undertaking of the employee in giving consent to the vaccination:
- Last Name, First Name, Middle Initial
- Date of Birth
- Gender
- Address
- Phone Number
- Name of Provider
- Statement of legal age
- Statement of consent
- Clause stating understanding that the vaccination is voluntary and that the employee is not required to receive this vaccine or to receive this vaccine as a condition of employment
- Acknowledge that it is not possible to predict all possible side effects or complications associated with receiving the vaccine.
- Understanding that the employer is not making any representations or warranties regarding the vaccine and its general safety
- The employee has been provided with and has read the Emergency Use Authorization (“EUA”)
- Statement that the employee was given the opportunity to ask questions about the vaccine, including but not limited to the risks and benefits of the vaccine, and all of questions have been answered to satisfaction.
- Statement that the employee read and understood the benefits and risks of vaccination, and he voluntarily assumes full responsibility for any reactions that may result from receiving the vaccine
- Understanding that the employee may be asked to remain in the vaccination administration area for 15 to 30 minutes after the vaccine is administered to be monitored for potential adverse reactions, and agree to report any complaints that I may have to the provider while there.
- After leaving the facility, understanding that if the employee experiences any side effects, he should either call his physician or go to the nearest emergency department
- Statement of understanding that in order for the vaccine to be effective, he must receive two doses
- Statement that the employee has been provided an appointment date to receive the second dose, and understand that it is solely his responsibility to return for this second dose at the scheduled time
- Acknowledgment that employee’s failure to appear for the scheduled appointment will compromise the effectiveness of the vaccination
- Authorization to the employee to use and disclose any and all information related to my priority to receive, and actual receipt of the COVID-19 vaccine, including outreach for scheduling, the date of appointments, whether the employee appears for the appointments and any information he discloses or reports to the employer relating to the experience with the vaccine, including side effects or the development of COVID-19 symptoms within the employer, including, without limitation, Human Resources, and Occupational Health and Safety Committee
close
