Guide on Employee Compensation and Benefits Vol. 1, Second Edition
₱1,198.00
This 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.
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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.
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Description
Title: Guide on Employee Compensation and Benefits, Volume 1, 2nd Edition 2020
Author: Atty. Elvin B. Villanueva
Publisher: Central Book Supply, Inc.
ISBN: 978-621-02-0825-2
No. Of Pages: Approx. 350
Size: 6″x9″
Binding: Softbound
INTRODUCTION
Statutory Compensation and Benefits at a Glance
CHAPTER ONE
HOURS OF WORK
- Coverage and Exclusions………………………………. 10
A.1. … Government employees…………………………… 12
A.2. … Managerial employees…………………………….. 14
A.3. … Other officers or members of the managerial staff 16
A.4. … Domestic servants and persons in the personal service of another 21
A.5. … Workers paid by results…………………………… 23
A.6. … Field personnel……………………………………….. 29
A.7. … Members of the family of the employer………. 33
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- Normal Hours of Work……………………………………. 33
Overview of Selected Principles
B.1. …. What is the rationale of the law?………………. 35
B.2. …. Employer may reduce the eight-hour work day 35
B.3. …. Compressed Workweek (CWW)……………….. 38
……….. D.O. No. 02, Series of 2004
……….. CWW Guidelines
……….. Illustration of CWW using NCR Minimum Wage
……….. Flexible Work Under Solo Parent’s Act
B.4. …. Telecommuting Act …………………………………. 47
B.5…… Effect of Lactation Period in Work Hours
B.6. …. Broken hours…………………………………………. 47
B.7. …. Work in Shifts…………………………………………. 47
B.8. …. Reduction of workdays…………………………… 48
B.9. …. Part-time workers…………………………………… 49
B.10. .. Hours of Work of Hospital and Clinic Personnel 50
B.11…. Terminologies in Article 83 of the Labor Code 54
B.13…. The Philippine Statistics Authority (PSA), formerly NSO, determines size of population
B.14…. Regular Working Hours of Hospital and Clinic Employees 56
B.15. .. Regular working days of Hospital and Clinic Personnel 56
B.16…. Overtime Work of Hospital and Clinic Personnel 56
B.17. .. Hours worked of Hospital and Clinic Personnel 57
B.18…. Additional Compensation of Hospital and Clinic Personnel 57
B.19. .. Public Health Workers……………………………… 58
B.19.1….. Who are Public Health Workers (PWH) 58
B.19.2….. Normal Hours of Work of Public Health Workers 58
B.19.3….. Hours Worked; Inclusion……………. 59
B.19.4….. Overtime Work of Public Health Workers 59
B.19.5….. Rest day of Public Health Workers 59
B.19.6….. Night Shift Differential Pay of Public Health Workers 60
B.20…. It is a management prerogative to change working hours 60
- Hours Worked………………………………………………… 64
C.1…… Principles in determining hours worked……… 64
C.2…… Coffee breaks and rest period of short duration 65
C.3…… Lactation Break Period
C.4…… Break Period Under D.O. 178
C.5…… Break Period Under D.O. 184
C.6…… Waiting time and working while on call………. 66
C.7…… Travel time……………………………………………… 67
C.7.1……. Overnight travel that cuts across employee’s workday 70
C.7.2……. Working while traveling……………… 70
C.6…… Preliminary and postliminary activities………… 70
C.7…… Attendance in lectures, meetings and training programs 71
C.8…… Attendance in CBA negotiations and grievance meetings 72
C.9…… Time spent by employees in hearings or conferences in cases filed against the employer is not compensable 73
C.10…. Attendance or participation in strikes or pickets 74
C.11…. No backwages shall be awarded for time spent on strike 75
C.12…. Working time of sea based workers or seamen 76
C.13…. Semestral break is just an interruption of work of full-time teachers hence, compensable 78
C.14…. Work Interruptions due to brown-Outs………. 79
C.14.1….. Brown out not exceeding 20 minutes 79
C.14.2….. Rule if more than 20 minutes………. 79
C.15…. Burden of proving hours worked……………… 81
- Meal Periods………………………………………………….. 81
D.1…… Employees may do anything they want during meal break 82
D.2…… Coffee break is compensable…………………… 85
D.3…… Employee is not prohibited from leaving the work premises to have meal break 85
D.4…… What constitutes compensable work is a question of fact 86
D.5…… An employee who works for two consecutive shifts shall be paid his lunch breaks 87
- Night Shift Differential……………………………………. 88
E.1…… To whom night-shift differential is not applicable 88
E.2…… Night-shift differential rate is at least 10%….. 89
E.3…… Night-shift differential on top of overtime rate, rest day and holiday 90
Illusrations
- Overtime Work…………………………………………….. 100
F.1…… Computation of Overtime Work……………….. 104
F.2…… Payment of overtime does not bar payment of night-shift differential 105
F.3…… Summary of rules on overtime work………… 106
F.3.1….. Overtime work on ordinary working day 106
F.3.2….. Overtime work on Rest Days and Special Days 107
F.3.3….. Overtime Pay for Regular Holiday Work 108
F.3.4….. Overtime work for Regular Holiday Falling on Rest Day 109
…………. Another approach in computation ……………………………
F.3.5….. Overtime work of Hospital and Clinic Personnel 110
F.4…… Premium pay vs. overtime pay………………… 111
F.5…… Parties May Stipulate on Overtime Rate……. 113
F.6…… Overtime Work of Teachers in Private Schools 114
F.7…… Built-In overtime pay………………………………. 114
F.8…… Overtime work of seamen……………………… 115
F.9…… Proof of overtime work………………………….. 118
F.10…. Burden of proof of payment of overtime work rests on the employer 118
F.11…. Admission by silence of liability for employee’s claims 120
F.12…. Excess payment of salary does not offset overtime liability of employer 121
F.13…. No wage distortion for payment of overtime 121
F.14…. There is no diminution in pay if the fixed overtime pay is removed for being mere supplemental benefit 122
F.15…. Erroneous payment of overtime work does not create demandable right to the recipient 122
F.16…. In General, Right to Overtime Pay is not Subject to a Waiver 123
F.17…. Payment of overtime for 12-hour normal work per day is not unjust enrichment on the part of the workers 125
F.18…. But waiver is valid if shown to be made in consideration of certain valuable privileges 126
F.19…. In a valid compressed workweek (CWW), there is no overtime pay 126
- Undertime…………………………………………………….. 127
G.1….. Undertime shall not be offset by overtime: Rationale of the prohibition on offsetting 127
……….. Illustration ………………………………
G.2….. Offsetting of leave against overtime pay….. 129
- Emergency Overtime Work………………………….. 130
H.1…… Refusal to render overtime work constitutes insubordination 131
H.2…… Overtime boycott is a form of illegal strike… 132
- Computation of Additional Compensation….. 132
I.1……. Non-Diminution of Benefits……………………… 133
CHAPTER TWO
REST PERIODS
- Right to Weekly Rest Day……………………………… 134
A.1….. Application of weekly rest period……………. 135
A.2….. Repeal of Blue Sunday Law…………………… 135
A.3….. At least twenty-four hours of Rest Day…… 136
A.4….. Employee may choose rest day due to religious reasons 137
A.5….. Determining the weekly Rest Day……………. 138
A.6….. Rest day cannot be offset by work on regular workdays 138
……….. Illustrations ………………………………
A.7….. Employer’s act of paying the daily employ-ees for holidays even if it falls on rest day is binding 140
A.8….. Case where a monthly-paid employee is entitled to rest day pay 141
- When Employer May Require Work on a Rest Day 141
B.1…… Employee cannot be compelled to render rest day work; exceptions 144
B.2…… Compensation for Rest Day, Sunday or Holiday Work 144
B.3…… To whom rest day pay is applicable………… 145
B.4…… Computation of rest day work………………… 147
……….. Premium pay rates ……………………
……….. Illustration ……………………………..
B.5…… Employer and the employees may stipulate a higher rate 149
B.6…… Rest day rate for public health workers…… 150
B.7…… Waiver of rest day compensation is invalid. 150
CHAPTER THREE
REST DAY, SUNDAY OR HOLIDAY WORK, HOLIDAYS, SERVICE INCENTIVE LEAVES AND SERVICE CHARGES
- Right to Holiday Pay………………………………………. 151
A.1….. Changes in Article 94 on Holiday Pay………. 151
A.2….. Changes under Executive Order No. 203…. 151
A.3….. Changes under Republic Act 9177………….. 153
A.4….. Legal Basis of the controversial holidays under President Arroyo 154
A.5….. Holiday pay during Muslim holidays…………. 155
A.6….. Holidays under R.A. No. 9492…………………. 155
A.7….. List of holidays in R.A. No. 9492……………… 156
A.8….. Day of Holiday may not be the date of celebration 156
A.9….. Day of General Elections as a Holiday……… 157
A.10… Ninoy Aquino Day…………………………………. 159
A.11… Declaring Eidul Adha as regular holiday
A.12… List of Holidays for Year 2019
……….. Additional Special Under Proclamation No. 555
A.13… Other Holidays and Holiday Policies…………. 159
A.14… Concept of Holiday Pay………………………….. 161
A.14.1…. Coverage of Holiday Pay…………. 162
A.14.2…. Holiday Pay of Monthly Paid Employees 162
A.14.3…. Mandate to Pay Work on Holidays 163
A.14.4…. Payment of Holiday Work; Ordinary Regular Holiday Work 163
A.14.5…. Additional premium to be paid when the Regular Holiday work falls on a scheduled Rest Day 164
A.14.6…. Overtime Work on a Regular Holiday 165
A.14.7…. Overtime Work on a Regular Holiday falling on Rest Day 166
A.15… Special Days or Special Holidays……………. 166
A.16… “No Work, No Pay” as applied to Special Holidays or Special Days 167
A.17… Basic Pay Only for Special Working Holidays 168
A.18… If regular holiday falls on a sunday, the following day is a special holiday 168
A.19… Effect of absences on holiday pay………….. 169
……….. Illustration …………………….
A.20… Rule on successive Regular Holidays……… 171
……….. Illustration ………………………………..
A.21… Temporary or Periodic shutdown/cessation of work 171
A.22… Holiday Pay of certain employees……………. 172
A.23… Holiday Pay of Workers Paid by Results…… 173
A.24… Holiday Pay as applied to Field Personnel…. 177
A.25… An employee who is required to be at specific places and at specific times, cannot be field personnel although he works away from the principal office………………………………… 179
A.26… Holiday Pay of Seasonal Employees………… 182
A.27… Employees with no Regular Working Days are Entitled to Holiday Pay 182
A.28… Entitlement of Monthly Paid Employees to Holiday Pay 183
A.29… Holiday Pay and the Divisor……………………. 188
A.30… Reckoning Period to Compute Holiday Pay… 190
A.31… Payment of holiday pay as company practice cannot be withdrawn 190
A.32… Withdrawal of holiday pay benefits may constitute unfair labor practice 191
A.33… CBA vs. Labor Code provisions on payment of holiday pay 191
A.34… Burden of proof on holiday pay………………. 193
- Right to Service Incentive Leave (SIL)…………. 194
B.1…… Purpose of Vacation Leave (VL)…………….. 196
B.2…… Coverage of SIL……………………………………. 196
B.3…… SIL of Field Personnel……………………………. 198
B.4…… SIL of Employees Paid by Results……………. 199
B.5…… Though entitled to COLA and 13th Month Pay, employee may not be granted SIL 202
B.6…… Right to Service Incentive Leave…………….. 203
B.6.1……. Meaning of “at least one year of service” 203
B.7…… SIL may be used for both Vacation (VL) and Sick Leaves (SL) 204
B.8…… VL and other leave benefits may be deemed compliance with SIL 204
B.9…… Regulation of Vacation and Sick Leaves is a management prerogative 205
B.10…. Service Incentive Leave is commutable to cash 205
B.10.1….. Basis of Commutation……………… 207
B.10.2….. Conversion of Benefit is Pro Rata 207
B.10.3….. Sample Computation………………… 208
B.11…. CBA vs. Implementing Rules…………………… 208
B.12…. Burden of Proof of Payment of SIL………….. 211
B.13…. Employment relationship is not suspended while employee is on vacation leave 212
B.14…. There must be a causal connection between the cause of death and the performance of duty of employee on leave for benefits to be payable……………………………………………….. 213
B.15…. Leave benefits that ripened into company practice cannot be unilaterally withdrawn 214
B.16…. Other forms of statutory leave benefits…… 215
1….. Maternity Leave…………………………….. 215
Expanded Maternity Leave Law (EMLL)
Salary Differential
2….. Paternity Leave……………………………… 217
3….. Solo Parent’s Leave……………………….. 221
4….. Leave for victims of violence under R.A. No. 9262 or the Violence Against Women and Their Children (VAWC) 225
5….. Other Leave benefits that may be stipulated 229
5.1…. Bereavement Leave………………. 229
5.2…. Leave Benefits under Retirement Law 233
B.17…. Reckoning period as regards prescription of SIL claim 235
B.18…. SIL Computation is not limited to three (3) Years 238
- Service Charges…………………………………………… 240
C.1…… Coverage…………………………………………….. 240
C.2…… Meaning of “Managerial Employee” for purposes of implementing service charges 241
C.3…… Distribution of service charges……………….. 241
C.4…… Frequency of distribution……………………….. 242
C.5…… Integration of service charges………………… 242
C.6…… Tips distribution shall be the same as Service Charges 243
C.7…… Service Charges: CBA vs. Implementing Rules 243
C.8…… Service Charges are distinct and separate from ECOLA 244
C.9…… Service Charge is not deductible from wages 245
CHAPTER FOUR
WAGES
- Preliminary Matters……………………………………… 246
A.1….. Concept of Wages………………………………… 249
A.1.1…. Teacher’s remuneration from additional teaching load forms part of the basic wage 249
A.1.2…. An indirect employer is liable only for unpaid wage within the context of Article 97 249
A.1.3…. Wage vs. Salary………………………. 251
A.1.4…. Basis of claim for wages…………… 254
A.1.5…. “No Work, No Pay” and the monthly-paid employees 255
A.1.6…. “No Work, No Pay” is not determinative of Employer-Employee Relationship 256
A.2….. Facilities…………………………………………….. 257
A.2.1…. Facilities are included in the definition of wage 257
A.2.2…. Supplements vs. Facilities………….. 263
A.2.3…. Case where fixed overtime of 16 hours and out-of-port allowance are mere supplements 266
A.2.4…. Authorized Meal and Snacks Subsidy 267
A.2.5…. Allowances in the form of fringe benefits do not form part of basic salary 270
A.2.6…. Regular allowances form part of the separation pay of illegally dismissed employees 270
A.2.7…. The rule on the inclusion of allowances in the separation pay is applicable to termination for authorized causes 271
A.2.8…. Allowances are not facilities as evidenced by their non-taxability 272
A.3….. Commission forms part of wage……………… 273
A.3.1…. There is neither law that requires payment of commission nor formula for computation 274
A.3.2…. The employee should present credible evidence to prove entitlement to commission 276
A.3.3…. Should separation pay computation include commission? 276
A.3.4…. Commission must be earned by actual market transactions 279
A.3.5…. Are commissions included in the computation of 13th-Month Pay? 279
A.3.6…. Instance when commission is included in the computation of 13th-month pay 282
A.4….. Bonus is not part of wage……………………… 283
A.4.1…. Instance when bonus is considered part of the wage 284
A.4.2…. Payment of 13th-Month Pay may be an admission of the amount of employee’s monthly salary 284
A.5….. 13th-Month pay is included in the definition of “wage” 285
A.6….. Gratuity pay is not part of wage……………… 285
A.7….. Definition of “person,” “employer,” “employee,” “agriculture” and “employ under article 97 287
A.7.1…. Relevance of the definition………… 288
- Application of Rules on Wages…………………….. 293
B.1…… Rationale behind the non-applicability of article 98 to other group of workers 295
CHAPTER FIVE
COMPANY-INITIATED OR VOLUNTARY BENEFITS
- Preliminary Matters……………………………………………
A.1….. Pay Structure……………………………………………..
A.1.1…. Compensation Strategies…………………
A.2….. Benefits, gainsharing and incentives programs
A.2.1…. Productivity Incentives Act of 1990 (R.A. 6971)
A.2.2…. Basic Pay ……………………………………..
A.3….. Concept of company-initiated benefits…………..
A.4….. Nature of Company-Initiated Benefits…………….
A.5….. Bonus………………………………………………………..
A.5.1…. Bonus that is part of regular practice..
A.6….. Christmas Party…………………………………………..
A.7….. Salary increases are not automatically given….
- Forfeiture of Company-Initiated Benefits………….
B.1…… Contractual nature of forfeiture clause………….
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Pages
I………. Introduction ……………………………………………………. 1
II……… Chapter I: Pre-hiring forms ………………………………. 3
A….. Sample Application Form …………………………. 5
B….. Sample Application Letter by Employee ……. 21
C….. Employment Checklist …………………………….. 23
III…….. Chapter II: Contracts at point of hiring …………….. 27
A….. Employment Contracts ……………………………. 27
B….. Contract for Probationary Employment ………. 45
C….. Contract for Regular Employment …………….. 69
D….. Contract for Casual Employment ………………. 75
E….. Contract for Project Employment ……………… 85
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G…. Contract for Fixed Term Employment ………. 105
H….. Contract for Part Time Employment ………… 113
I…… Transfer of Employees …………………………… 121
IV…….. Chapter III: Forms Used During Employment ….. 125
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i…… Violation of company policies on …………………… 132
1….. General Cleanliness ……………………………… 132
2….. Littering ………………………………………………. 133
3….. Smudging ……………………………………………. 134
4….. Disorderly Filing ……………………………………. 135
5….. Designated dining areas ………………………… 136
ii….. Attendance …………………………………………………. 138
1….. Unauthorized undertime ………………………… 138
2….. Violation of coffee break schedule ………….. 139
3….. Violation of lunch break schedule …………… 140
4….. Abandoning post ………………………………….. 141
iii…. Unauthorized absences ………………………………… 142
1….. Absence without leave (AWOL) ………………. 142
2….. Failure to give notice for sickness ……………. 144
iv…. Punctuality/Time-keeping …………………………….. 146
1….. Tardiness …………………………………………….. 146
2….. Failure to log-in ……………………………………. 148
3….. Failure to log-out ………………………………….. 149
v….. Knowingly punching timecard or logging in attendance for other employees 150
vi…. Unauthorized alteration made on one’s timecard or attendance sheet 151
vii… Unauthorized alteration made on other’s timecard with consent of such employee 153
viii.. Unauthorized alteration made on other’s timecard without the consent of such employee 154
ix…. Unauthorized removal of one’s timecard or attendance sheet 155
x….. Unauthorized removal of another’s timecard or attendance sheet 157
xi…. Unauthorized concealment of one’s timecard or attendance sheet 158
xii… Unauthorized concealment of another’s timecard or attendance sheet 159
xiii.. Intentional destruction of one’s timecard or attendance sheet 161
xiv… Intentional destruction of another’s timecard or attendance sheet 162
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7….. Refusal to render overtime work ………………. 192
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1….. Refusal to transfer to another assignment …. 205
iii…. Willful breach of trust (with mitigating circumstance) 207
1….. Misappropriation of fund ………………………… 207
Sample notice to explain (where imposable penalty is dismissal) 209
1….. Notice issued for abandonment of work ……. 211
2….. Notice issued for willful breach of trust …….. 214
Sample notice to explain (where imposable penalty is dismissal with preventive suspension) 216
1….. Notice to explain for Serious Misconduct with preventive suspension 211
2….. Notice to explain for offense involving Willful Breach of Trust 214
Sample notice of hearing/conference ………………………. 222
– Instances where hearing is not necessary ………. 224
– Tips in conducting the hearing/conference …… 225
1….. Hearing for offense involving Willful Breach of Trust 228
2….. Hearing for offense involving serious misconduct 229
B….. Notice imposing disciplinary action (warning) ….. 231
i…… Violation of company policies on …………………… 233
1….. General Cleanliness ……………………………… 233
2….. Littering ………………………………………………. 234
3….. Smudging ……………………………………………. 235
4….. Disorderly Filing ……………………………………. 237
5….. Designated dining areas ………………………… 238
ii….. Attendance …………………………………………………. 240
1….. Unauthorized undertime ………………………… 240
2….. Violation of coffee break schedule ………….. 241
3….. Violation of lunch break schedule …………… 243
4….. Abandoning post ………………………………….. 245
iii…. Unauthorized absences ………………………………… 246
1….. Absence without leave (AWOL) ………………. 246
2….. Failure to give notice for sickness ……………. 248
iv…. Punctuality/Time-keeping …………………………….. 251
1….. Tardiness …………………………………………….. 251
2….. Failure to log-in ……………………………………. 253
3….. Failure to log-out ………………………………….. 254
v….. Knowingly punching timecard or logging in attendance for other employees 255
vi…. Unauthorized alteration made on one’s timecard or attendance sheet 257
vii… Unauthorized alteration made on other’s timecard with consent of such employee 258
viii.. Unauthorized alteration made on other’s timecard without the consent of such employee 260
ix…. Unauthorized removal of one’s timecard or attendance sheet 262
x….. Unauthorized removal of another’s timecard or attendance sheet 263
xi…. Unauthorized concealment of one’s timecard or attendance sheet 265
xii… Unauthorized concealment of another’s timecard or attendance sheet 266
xiii.. Intentional destruction of one’s timecard or attendance sheet 268
xiv… Intentional destruction of another’s timecard or attendance sheet 269
xv…. Dress Code ………………………………………………….. 271
1….. Without uniform ……………………………………. 271
a….. Reporting for work not in prescribed dress code 271
2….. With Uniform ………………………………………… 272
a….. Reporting for work not in prescribed uniform (barong or blouse) 272
b….. Reporting for work not in prescribed uniform (pants or skirt) 274
c….. Reporting for work not in prescribed uniform (blazer) 277
xvi… Identification card ……………………………………….. 278
1….. Failure to wear ID card ………………………….. 278
2….. Refusal to wear ID card ………………………….. 280
3….. Deliberate destruction of ID card …………….. 281
4….. Deliberate mutilation of ID card ……………… 283
5….. Alteration of entries in the ID card …………… 285
6….. Concealment of one’s ID card ………………… 287
7….. Concealment of another’s ID card……………. 288
8….. Unauthorized and improper use of ID card .. 290
xvii.. Loitering …………………………………………………….. 293
1….. Loitering in unrestricted area ………………….. 293
2….. Loitering in restricted area ……………………… 294
xviii. Insubordination ……………………………………………. 296
1….. Refusal to subject oneself to annual physical examinations 297
2….. Refusal to subject oneself to executive checkup 298
3….. Refusal to abide by auditing procedure ……. 300
4….. Refusal to abide by security and safety regulations 301
5….. Refusal to transfer to another assignment …. 303
6….. Refusal to perform one’s task …………………… 305
7….. Refusal to render overtime work ………………. 307
8….. Refusal to report for holiday work …………….. 308
9….. Refusal to issue disciplinary action to subordinate 310
10….. Refusal to obey lawful orders of Superior ….. 312
11….. Refusal to give information in a company investigation 313
C….. Notice imposing disciplinary action (suspension). 315
i…… Attendance …………………………………………………. 315
1….. Unauthorized undertime ………………………… 315
2….. Knowingly punching timecard or logging in attendance for other employees 317
ii….. Insubordination ……………………………………………. 318
1….. Refusal to transfer to another assignment …. 318
iii…. Willful breach of trust (with mitigating circumstance) 320
1….. Misappropriation of funds ………………………. 321
D….. Notice of Dismissal ………………………………………. 324
i…… Notice of Dismissal for Abandonment ………. 324
ii….. Dismissal Notice for Serious Misconduct ….. 330
iii…. Dismissal Notice for Willful Breach of Trust.. 341
V….. Note on the next Volume/s of HR Forms, Notices and Contracts Made Easy 346
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Salary & Benefit Adjustment Agreement (in Filipino / English) – Soft Copy Editable Template
₱750.00
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Guide on Wage Order and Minimum Wage
₱370.00Title: Guide on Wage Order and Minimum Wage
This work provides a comprehensive discussion on wage orders with regard to the mechanics of issuance, coverage and resolution of certain issues like the wage distortion.
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Employment Contracts Templates Soft Copy (English and Filipino/Tagalog)
₱3,900.00EMPLOYMENT CONTRACTS TEMPLATES DESCRIPTION
Employment contracts in the Philippines should be crafted in accordance with rules to ensure compliance with legal requirements.
This is saved in a single file in Word (Arial Font using sizes 12, 14, and 20). Buyers will receive the file through email from LVS’ gmail account. There will be price increase for this product soon.
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, Employment Contracts Templates (English and Filipino), contains 40+ samples or templates of various employment contracts used in the Philippines such as:
- Probationary
- Regular
- Casual
- Project
- Seasonal
- Fixed-Term or Fixed-Period, and
- Part-Time
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Some sample templates contain show formats that incorporate provisions on:
- Data Privacy Consent Clause
- Discipline
- Reference to Job Description
- Benefits
- Place of Work
- Shift
- Performance Metrics
- Decorum/Uniform
- Shift, etc.
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HR Forms, Notices and Contracts 1 Soft Copy Version (150+ Templates in Editable Word)
₱8,495.00Forms, Notices and Contracts
Soft Copy Version (Word File only – Saved as Single File)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.
Scroll Down to see the Table of Forms or list of Forms
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Based on the book Human Resource Forms, Notices & Contracts Volume One
Features:
- Editable in Word file (Saved as one file “HR Forms Volume 1 Soft Copy”)
- Fonts Used: Arial, Book Antiqua, Garamond
- With separate file showing instructions on How to Use and Navigate the HR Forms
- Product will be sent to Buyer’s Email Account from LVS’ gmail account.
- Over 150 Sample Forms such as:
- Employment Contracts (some with Data Privacy Consent Clause)
Regular
Probationary
Casual
Seasonal
Fixed-Term
Part-Time - Consent under Data Privacy Act
- DOLE Mandatory Policies
- Drug-Free Workplace
- HIV/AIDS
- Hepatitis B
- Tuberculosis
- Anti-Sexual Harassment
- Acknowledgment Receipt of Personal Protective Equipment (PPE)
- Authority to Deduct (Debt)
- Notices to Explain
- Notices of Hearing/Conference
- Notice of Suspension
- Preventive Suspension
- Extension of Preventive Suspension
- Termination Notice
- Extension of Preventive Suspension
- Application Form
- Employment checklist, etc.
- Acceptance of Resignation
- Acceptance of Resignation with Pending Case (Graceful Exit)
- Clearance Form
- Release, Waiver and Quitclaim
- Many more!
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- Editable in Word file (Saved as one file “HR Forms Volume 1 Soft Copy”)
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HR Forms, Notices and Contracts Soft Copy Double Bundle in Word File
₱9,500.00This is a time-limited offer involving two best-selling products of LVS Rich Publishing Inc.
These are the soft copies of HR Forms 1 and HR Forms 2 containing a combined total of more than 300 forms and templates ranging from pre-employment to post-employment.
Once purchased, they are sent to your email containing 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.
Below this page, in the Description portion, are the sets of forms list included in the bundle for easy reference:
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Guide to Valid Job Contracting & Sub Contracting
₱745.00Title: Guide to Valid Job Contracting & Sub Contracting
This work will enlighten contractors, principals and all parties involved in contracting the rules, doctrines and principles behind job contracting. Discussed in this book are rules on labor-only contracting, right to control, supervision, registration, licensing, payment of wages, contracting in construction industry, security service, among others. Laws and rules discussed are D.O. 18-A, Articles 106-109 of the Labor Code, as amended, D.O.19, Series of 1998, RA 5487 on security contracts and its implementing rules.
Employers and Companies will benefit from extensive discussion on various issues on job contracting.
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