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.
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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.
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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
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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.
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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
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Data Privacy Consent Undertaking with SPA for HMO – Soft Copy Editable Template
₱495.00This 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 another template from LVS which makes employer’s or business owner’s life a lot easy. This is editable in Word document as it was written using the Word 365 software.
Data privacy law is probably one of the hallmark legislations in the country protecting the personal information of individuals transacting with any entity.
The Data Privacy Act of 2012 (DPA) declares that it is the policy of the State to protect the fundamental human right of privacy, of communication while ensuring free flow of information to promote innovation and growth. The State recognizes the vital role of information and communications technology in nation-building and its inherent obligation to ensure that personal information in information and communications systems in the government and in the private sector are secured and protected.
It is a practice for some companies to provide the health coverage for its employees in the form of a health card provider or Health Maintenance Organization (HMO). As a matter of procedure, employees would undergo medical checkup, operation, diagnosis, etc. and the results are made available only to the employees involved.
In certain cases, the HMO and/or medical facility/entity would refuse to provide the company or employer a copy of the results as the same may violate the DPA. The medical information may form part of the protected personal information or sensitive personal information.
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As defined by law, “personal information” refers to any information whether recorded in a material form or not, from which the identity of an individual is apparent or can be reasonably and directly ascertained by the entity holding the information, or when put together with other information would directly and certainly identify an individual.
Further, “sensitive personal information ” refers to personal information:
(1) About an individual’s race, ethnic origin, marital status, age, color, and religious, philosophical or political affiliations;
(2) About an individual’s health, education, genetic or sexual life of a person, or to any proceeding for any offense committed or alleged to have been committed by such person, the disposal of such proceedings, or the sentence of any court in such proceedings;
(3) Issued by government agencies peculiar to an individual which includes, but not limited to, social security numbers, previous or current health records, licenses or its denials, suspension or revocation, and tax returns; and
(4) Specifically established by an executive order or an act of Congress to be kept classified.
As a rule, the processing of sensitive personal information and privileged information is prohibited. There are exceptions under the law, to wit:
(a) The data subject has given his or her consent, specific to the purpose prior to the processing, or in the case of privileged information, all parties to the exchange have given their consent prior to processing;
(b) The processing of the same is provided for by existing laws and regulations: Provided, That such regulatory enactments guarantee the protection of the sensitive personal information and the privileged information: Provided, further, That the consent of the data subjects are not required by law or regulation permitting the processing of the sensitive personal information or the privileged information;
(c) The processing is necessary to protect the life and health of the data subject or another person, and the data subject is not legally or physically able to express his or her consent prior to the processing;
(d) The processing is necessary to achieve the lawful and noncommercial objectives of public organizations and their associations: Provided, That such processing is only confined and related to the bona fide members of these organizations or their associations: Provided, further, That the sensitive personal information are not transferred to third parties: Provided, finally, That consent of the data subject was obtained prior to processing;
(e) The processing is necessary for purposes of medical treatment, is carried out by a medical practitioner or a medical treatment institution, and an adequate level of protection of personal information is ensured; or
(f) The processing concerns such personal information as is necessary for the protection of lawful rights and interests of natural or legal persons in court proceedings, or the establishment, exercise or defense of legal claims, or when provided to government or public authority.
While it appears that in an employer-employee relationship, the information obtained from the employee is in relation to such employment, there is a need to have a clear consent to process the information on the part of the employer. Hence, if the information is shared by the employee with the medical facility and the results are generated, the employer can be authorized by the employee to have such copy.
This should be in the form of an express consent since an individual’s health is a sensitive personal information under the law which can only be processed if there is an express consent by the data subject.
Thus, the sample template will be very helpful where the employee gives consent for the company to process the sensitive personal information obtained by the health provider in an HMO setting.
This form is better used with the document proving authority of the company to its duly authorized representative to obtain said information and all other records in relation thereto.
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Release, Waiver and Quitclaim of Deceased Employee by Sole Heir – Soft Copy Editable Template
₱895.00DESCRIPTION OF RELEASE, WAIVER AND QUITCLAIM OF SOLE HEIR FOR THE DECEASED EMPLOYEE WHO IS RETIRABLE
This 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 template applies to cases where the employee who is entitled to retirement has resigned but died prior to claiming the retirement benefit. The one claiming the benefit is the child (son in this template).
Further, the company advanced certain expenses in the hospital for the deceased employee.
The claimant is a sole heir. Meaning he is alone and there are no other heirs requiring the Extrajudicial Settlement of Estate. Likewise, he has executed an Affidavit of Sole Heir.
The relative and/or spouse here is the one claiming damages against the company. While the company has several defenses in this case, the company may decide to buy peace and provide financial assistance.
In doing so, the release thereof should be documented to prevent any further action from the claimant against the company or its officers. Thus, a Release, Waiver & Quitclaim may be executed by the spouse, common law partner, or any person acting in behalf of the interests of the deceased person.
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The draft template here addresses the following concerns:
- The claimant should release and remiss the company and its officers from any claim;
- The claimant clearly states the relationship to the deceased;
- The claimant does not make any statement that will incriminate or establish criminal liability against the alleged actor or any person acting for the company;
The following terms are stated:
- Claimant is of legal age,
- Residence of the claimant
- Declaration of claimant as the duly authorized representative of the family for and in behalf of the deceased person
- Name of the deceased person
- Relationship of the claimant to the deceased person such as being the common law partner / spouse, etc.
- Description of the incident without specifying any suspect or declaring liability;
- Decision of the company to release the fund due for the above deceased as well as financial assistance;
- Statement of release, remiss and forever discharge of the company, its stockholders, Directors, Officers, President, Treasurer, executives, managers, employees, representatives and any other persons working or dealing for and in behalf thereof, from any and all liabilities, damages or injuries caused to claimant and his family or may be caused, as a result of the service not having materialized, and for any other such liabilities, damages or injuries which may now or in the future arise as a result thereof;
- If found hereinafter that there would be any other consequential or resulting damage, liability or injury, whether actual, moral, exemplary or in any other form of damage, not evident as of that time, that the amount given shall constitute as full and final settlement for such damage, liability or injury;
Statement of voluntary, free and unconditional declaration that the claimant and his family have no further claims or right of action, whether past, present, future or contingent, of whatever nature - Statement of waiver of any and all claims and causes of actions or judgments of any tribunal;
- Statement not to institute any action, whether civil, criminal, labor or administrative against the company, its directors, officers, employees, agents and clients;
- Statement that any and all actions which may have been commenced are deemed and considered voluntary withdrawn by me and he will no longer testify or continue to prosecute said action(s); and
- Statement that the claimant fully understands all the statements made.
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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.
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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
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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.
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Contract for Probationary Employment Daily Paid Employee – Soft Copy Editable Template
₱1,595.00CONTRACT FOR PROBATIONARY EMPLOYMENT
SOFT COPY DESCRIPTION
This 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 probationary employee is one who, for a given period of time, is being observed and evaluated to determine whether or not he is qualified for permanent employment.
A probationary appointment affords the employer an opportunity to observe the skill, competence and attitude of a probationer.
The word probationary, as used to describe the period of employment, implies the purpose of the term or period (Enchanted Kingdom, Inc. vs. Verzo, G.R. No. 209559, December 09, 2015).
While the employer observes the fitness, propriety and efficiency of a probationer, to ascertain whether he is qualified for permanent employment, the probationer, at the same time, seeks to prove to the employer that he has the qualifications to meet the reasonable standards for permanent employment. (41Escorpizo v. University of Baguio, 366 Phil. 166, 175-176 (1999).)
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The concept of probationary employment was, thus, introduced for the benefit of the employer to provide him with ample time to observe and determine whether a newly hired employee has the competence, ability and values necessary to achieve his objectives.
Probationary employment shall not exceed six (6) months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period. The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards made known by the employer to the employee at the time of his engagement. An employee who is allowed to work after a probationary period shall be considered a regular employee.
Employers should be careful in crafting probationary employment since any ambiguity shall be resolved in favor of labor (Art. 4, Labor Code). Such favor means regular employment since it offers a better status of the employee.
It bears noting as well that an employee who was not informed of the reasonable standards for regular employment shall be deemed as regular from day one. Thus, it makes better sense when these standards are included in the contract.
As held in Buiser vs. Leogardo, an probationary employment may also be extended upon mutual consent of the parties. This means that instead of terminating an employee who failed the trial period he is given a chance. Now, to avoid ambiguity, the employment contract should already provide a clause for this just like what is found in this template.
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:
1. Parties
2. Whereas Clause
3. Commencement of probationary employment
4. Extension Clause
5. Termination of Employment
6. Place of Posting
7. Duties and responsibilities clause- Reasonable Standards Metrics
i. Performance
ii. Punctuality/Attendance
iii. Behavior
iv. Teamwork
v. Initiative - Periodic Evaluation
- Passing Clause
8. Compensation and Benefits
9. Office Decorum
10. Non-compete Clause
11. Training Expenses
12. Data privacy consent clauseclose
- Reasonable Standards Metrics
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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
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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
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Employee Handbook and Code of Conduct – Soft Copy Editable Template
₱4,500.00This product is a soft copy template providing sample disciplinary statements, procedures, offenses and their penalties usually found in the company’s Code of Conduct and provisions in Employee Handbook.
Save time composing and typing your own version. Save money in salaries asking employees to draft and compose your own version for days on end, and make it easier for you, your team, and company to draft your own policies.
This product combines two of the best-selling soft copy and editable English language templates of LVS Rich Publishing: 1) The Employee Handbook Template and 2) The Code of Conduct Template.
While these are part of another best-selling soft copy product, HR Forms 2 Editable Templates, they cater to those who only want to focus on having an idea on the drafting of their company handbook and code of conduct. The combined templates give the buyers the discounted price compared to when purchasing them individually.
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Release and Waiver Retirement Standard – Soft Copy Editable Template
₱485.00This is a soft copy product template, save in Word File and editable in Word Document containing the important provisions needed for the release of employer from liability and the waiver and quitclaim of the employee of all claims against the company.
This is called a standard version because this contemplates ordinary situation where the employee simply claims the final pay as a result of retirement and executed this along with it. Extraordinary situations include death of employee, the one claiming is not the employee, the employee is retired and hospitalized and the one claiming is a relative or family member, the employee died of gunshot, etc.
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