INTRODUCTION

Labor Laws are classified into: Labor Standards which refers to the minimum terms and conditions
of employment which employees are legally entitled to and employers must comply with; Labor
Relations which refers to the interactions between the employer and employees or their
representatives and the mechanism by which the standards and other terms and conditions of
employment are negotiated, adjusted and enforced. 1

Labor law is distinguished from social legislation in that the latter includes laws that provide particular kinds of
protection or benefits to society or segments thereof in furtherance of social justice. For example : Agrarian Reform
Law , Social Security System , State Insurance Fund

Like other laws, the Labor Code must conform with the provisions of the Constitution. In case of conflict between
the Constitution and the Labor Code, the Constitution shall prevail.

CONSTITUTIONAL PROVISIONS:

The basic constitutional statement on labor is Section 18 of Article II which states :.

The State affirms labor as a primary social economic force. It shall protect the rights of workers and promote their
welfare.

Art. III, Bill of Rights, Sec. 8.

The right of the people, including those employed in the public and private sectors, to form unions,
associations, or societies for purposes not contrary to law shall not be abridged.

Art. XIII, Social Justice and Human Rights:

Labor, Sec. 3.

Section 3 of Article XIII elaborates on the provision in Article II by specifying who are protected by the Constitution,
what rights are guaranteed, and what positive measures the state should take in order to enhance the welfare of
labor.2

The State shall afford full protection to labor, local and overseas, organized and unorganized, and
promote full employment and equality of employment opportunities for all .

Although all workers are protected, the rights guaranteed are not necessarily the same for all. Distinctions can arise
either from the public or private character of the employment or from the nature of the work that is performed.

This provision also enumerates the rights that are guaranteed/

1. It shall guarantee the rights of all workers to self-organization, collective bargaining and negotiations,
and peaceful concerted activities, including the right to strike in accordance with law.

These are rights which are exercised and enjoyed by workers collectively. The right to self-organization and
unionization is also guaranteed by Section 8, Article III, and by Section 2(5), B, Article IX and is subject to the
jurisprudence on the right to form associations as developed under the Bill of Rights. The right to engage in peaceful
concerted activities includes everything short of strike.
 The phrase in accordance with law as appended to the right to strike is simply a recognition that the law has
traditionally denied the right to strike to certain sectors of the working force, such as peace-keeping forces or firemen,
because of the nature of the work they perform. It has also sometimes been denied to government workers performing
constituent functions. For instance, the denial of the right to strike to employees of the Social Security System 3 and to
public school teachers is recognized.4 Although lockout is not mentioned in the Constitution, there is no intention to ban
lockouts.5

They shall be entitled to security of tenure, humane conditions of work, and a living wage. They shall also
participate in policy and decision-making processes affecting their rights and benefits as may be provided by
law.

The final phrase as may be provided by law, should not be interpreted as an intention to place these beyond the
reach of valid laws.

The State shall promote the principle of shared responsibility between workers and employers and the
preferential use of voluntary modes in settling disputes, including conciliation, and shall enforce their mutual
compliance therewith to foster industrial peace.

The paragraph establishes a preferential bias for voluntary modes of settling disputes. It is recognition that,
especially in the present state of the economy, strikes can be too costly for the nation.

The State shall regulate the relations between workers and employers, recognizing the right of labor to
its just share in the fruits of production and the right of enterprises to reasonable returns on investments, and
to expansion and growth.

The state is reminded that, in formulating regulations, it should seek a balance between the right of labor to its just
share in the fruits of production and the right of enterprises to reasonable returns on investments, and to expansion
and growth. The right to a just share in the fruits of production does not mean mandatory profit-sharing but a voluntary
sharing that is born of the acceptance of the social function of the means of production. 6

The Constitution also provides: (1) The right of the people including those employed in public and private sectors to
form unions Sec.8, Art.III ; (2) The right of government employees to self organization; security of tenure Art. IX-B;
(3) The rights of farm workers to own directly or collectively, the lands they till, Art. XIII (4) The continuing program of
urban land reform and housing, adequate employment opportunities to citizens, Sec. 9, Art. XIII (5) Safe and healthful
working conditions for working women, Sec.14, Art. XIII (6) Party list representatives from the labor sector for three
consecutive terms after ratification of the constitution, Art. VI (7) Promotion of industrialization and full employment
based on sound economic development and agrarian reform, through industries that make full and efficient use of
human and natural resources , Sec. 1 Art. XII (8) Promotion of the viability and growth of cooperatives, Sec. 15, Art.
XII and (9) increase in salary scales of government officials and employees, Sec. 18, Art, XVIII

Other related laws on labor are found in the:

(A) Civil Code, which provide among others:

The relations between capital and labor are not merely contractual. They are so impressed with public interest that
labor contracts must yield to the common good. Therefore, such contracts are subject to the special laws on labor
unions, collective bargaining, strikes and lock outs, closed shop, wages, working conditions, hours of labor and similar
subjects ( Art. 1700 )
Neither capital nor labor shall act oppressively against the other, or impair the interest or convenience of the public
(Art. 1701)

No contract which practically amounts to involuntary servitude, under any guise whatsoever, shall be valid (Art. 1703)
Thus, an employer cannot forbid an employee from resigning provided he complies with the provision of Art. 285, ( 30
days notice )

Art. 1705. The laborers wages shall be paid in legal currency.

Art. 1706. Withholding of the wages, except for a debt due, shall not be made by the employer.

Art. 1707. The laborers wages shall be a lien on the goods manufactured or the work done.

Art. 1708. The laborers wages shall not be subject to execution or attachment, except for debts incurred for food,
shelter, clothing and medical attendance.

Art. 1709. The employer shall neither seize nor retain any tool or other articles belonging to the laborer.

The provisions on damages as the National Labor Relations Commission can award damages.

(B) Revised Penal Code

The penalty of arresto mayor and a fine not exceedingP300 pesos shall be imposed upon any person who, for the
purpose of organizing, maintaining or preventing coalitions of capital or labor, strike of laborers or lockout of employers,
shall employ violence or threats in such a degree as to compel or force the laborers or employers in the free and legal
exercise of their industry or work, if the act shall constitute a more serious offense in accordance with the provisions of
this Code Art. 289

Circular No. 15, Series of 1982 & Circular No. 9, Series of 1986

Sarmiento vs. Hon. Judge Orlando R. Tuico, G.R. Nos. 75271-73, June 27, 1988 / Asian Transmission, Corp. (ATC) vs.
NLRC, G.R. No. 77567, June 27, 1988.

The pertinent issue in this case is whether or not the criminal prosecution of certain persons involved in the strike
may be validly restrained.

The Supreme Court held:

(W)e hold that while as a general rule the prosecution of criminal offenses is not subject to injunction, the
exception must apply in the case at bar. The suspension of proceedings in the criminal complaints filed before the
municipal court of Calamba, Laguna, is justified on the ground of prematurity as there is no question that the acts
complained of are connected with the compulsory arbitration proceedings still pending in the NLRC. The first two
complaints, as expressly captioned, are for "violation of Art. 265, par. 2, in relation to Art. 273, of the Labor Code of the
Philippines," and the third complaint relates to the alleged acts of coercion committed by the defendants in blocking
access to the premises of the ATC. Two of the criminal complaints were filed by the personnel administrative officer of
the ATC although he vigorously if not convincingly insists that he was acting in his personal capacity.

In view of this, the three criminal cases should be suspended until the completion of the compulsory arbitration
proceedings in the NLRC, conformably to the policy embodied in Circular No. 15, series of 1982, and Circular No. 9,
series of 1986, issued by the Ministry of Justice in connection with the implementation of B.P. Blg. 227. These circulars,
briefly stated, require fiscals and other government prosecutors to first secure the clearance of the Ministry of Labor
and/or the Office of the President "before taking cognizance of complaints for preliminary investigation and the filing in
court of the corresponding informations of cases arising out of or related to a labor dispute," including "allegations of
violence, coercion, physical injuries, assault upon a person in authority and other similar acts of intimidation obstructing
the free ingress to and egress from a factory or place of operation of the machines of such factory, or the employer's
premises." It does not appear from the record that such clearance was obtained, conformably to the procedure laid
down "to attain the industrial peace which is the primordial objectives of this law," before the three criminal cases were
filed.

The Philippines is a member of the International Labor Organization (ILO) which formulates international labor
standards in the form of Conventions and Recommendations on such fields as minimum standards on basic labor
rights, freedom of association, right to organize, collective bargaining, abolition of forced labor, equality of opportunity
and treatment. Such conventions are binding only for those member states that ratify them.

GENERAL PROVISIONS

Our labor laws are principally contained in Presidential Decree No. 442 otherwise called The Labor Code of the
Philippines. It is one of the major legislation issued during the Martial Law years. The Labor Code took effect on 1
November 1974. Amendments were introduced to the Labor Code, by way of : (A). Presidential Decrees ( B) Batas
Pambansa ( C ) Executive Orders; ( D ) Republic Acts

During martial law, strikes and other mass concerted actions were prohibited, provisions of the Labor Code was
designed to protect the working class from the possible abuse of the employer. Thus, Article 4 of the Labor Code
provides that:

All doubts in the implementation and interpretation of the provisions of this (Labor) Code including its
implementing rules and regulations, shall be resolved in favor of labor.

This provision does not violate the mandate of Section 1, Art. III (Bill of Rights) on equal protection of the laws as it
is based on a reasonable qualification. In order that classification to be reasonable , it must rest on substantial
distinction; must be germane to the purpose of the law; must not be limited to existing conditions only; and must apply
equally to all members of the same class ( People vs. Cayat, 68 Phil 12 )

It is clear that this provision applies only when there is doubt in the interpretation but if substantial evidence exits as
to warrant ruling in favor of management, then this provision will not apply.

[G.R. No. 162053, March 7, 2007]

St. Lukes Medical Center Employees Assn. v. NLRC

Labor dispute; Social justice

While our laws endeavor to give life to the constitutional policy on social justice and the protection of labor, it does
not mean that every labor dispute will be decided in favor of the workers. The law also recognizes that management
has rights which are also entitled to respect and enforcement in the interest of fair play. Labor laws, to be sure, do not
authorize interference with the employer's judgment in the conduct of the latter's business.

The Supreme Court, however, held that:

Management also has its own rights which, as such, are entitled to respect and enforcement in the interest of simple
fair play 7

The Secretary of Labor is duly mandated to equally protect and respect not only the laborer or workers side. The
law, in protecting the rights of the laborer, authorizes neither oppression nor self destruction of the employer 8
 Except as limited by special laws , an employer is free to regulate , according to his own discretion and judgment
all aspects of employment, including hiring, work assignments, working methods , time, place and manner of work ,
tools to be used, processes to be followed, discipline, dismissal and recall of workers (San Miguel Brewery Sales vs.
Ople Feb 8, 1989)

The law in protecting the rights of the laborer authorizes neither oppression nor self-destruction of the employer.
While the Constitution is committed to the policy of social justice and the protection of the working class, it should not
be supposed that every labor dispute will be automatically decided in favor of labor. Management also has its own
rights, which as such are entitled to respect and enforcement in the interest of simple fair play. Out of its concern for
those with less privileges in life, the Supreme Court has inclined more often than not toward the worker and upheld his
cause in his conflicts with the employer. Such favoritism, however, has not blinded the Court to rule that justice is in
every case for the deserving, to be dispensed in the light of the established facts and applicable law and doctrine.
(Mercury Drug Corporation vs. National Labor Relations Commission, G.R. No. 75662, Sept. 15, 1989.)

[G.R. No. 167760, March 7, 2007]

Manila Jockey Club Employees Labor Union-PTGWO v. Manila Jockey Club, Inc.

Management function; Non-interference rule

We have thus held that management is free to regulate, according to its own discretion and judgment, all aspects
of employment, including hiring, work assignments, working methods, time, place and manner of work, processes to be
followed, supervision of workers, working regulations, transfer of employees, work supervision, layoff of workers and
discipline, dismissal, and recall of workers.

[G.R. Nos. 170384-85, March 9, 2007]

Punzal v. ETSI Technologies, Inc.

Management prerogative; Non-interference rule

It is settled that it is the prerogative of management to regulate, according to its discretion and judgment, all
aspects of employment. This flows from the established rule that labor law does not authorize the substitution of the
judgment of the employer in the conduct of its business. Such management prerogative may be availed of without fear
of any liability so long as it is exercised in good faith for the advancement of the employers interest and not for the
purpose of defeating or circumventing the rights of employees under special laws or valid agreement and are not
exercised in a malicious, harsh, oppressive, vindictive or wanton manner or out of malice or spite.

[G.R. No. 169750, February 27, 2007]

Rural Bank of Cantilan, Inc. v. Julve

Management function; Non-interference rule

Under the doctrine of management prerogative, every employer has the inherent right to regulate, according to his
own discretion and judgment, all aspects of employment, including hiring, work assignments, working methods, the
time, place and manner of work, work supervision, transfer of employees, lay-off of workers, and discipline, dismissal,
and recall of employees. The only limitations to the exercise of this prerogative are those imposed by labor laws and
the principles of equity and substantial justice.
[G.R. No. 146762, January 30, 2007]

Suico v. NLRC

Management Prerogative; Non-interference rule

Employers are allowed, under the broad concept of management prerogative, to adopt company policies that
regulate all aspects of personnel administration including the dismissal and recall of workers. Company policies or
practices are binding on the parties. Some can ripen into an obligation on the part of the employer, such as those
which confer benefits on employees or regulate the procedures and requirements for their termination.

Right to Return of Investment

Every business enterprise endeavors to increase its profits. In the process, it may adopt or devise means designed
towards that goal. Even as the law is solicitous of the welfare of the employees, it must also protect the right of an
employer to exercise what are clearly management prerogatives. The free will of management to conduct its own
business affairs to achieve its purpose cannot be denied. (San Miguel Brewery Sales vs. Ople, G.R. No. 53515, Feb.
8, 1989.)

Right to Prescribe Rules and Regulations

Employers have the right to make reasonable rules and regulations for the government of their employees, and
when employees, with knowledge of an established rule, enter the service, the rule becomes a part of the contract of
employment. (31 Am. Jur., Sec. 12, p. 839; Lagatic vs. NLRC, G.R. No. 121004, January 28, 1998.)

The orders, regulations, or instructions of the employer or representative must be:

1. reasonable and lawful;

2. sufficiently known to the employee; and

3. in connection with the duties which the employee has been engaged to discharge.

The right to hire and dismiss

An employer does not only have the right to employ whom he pleases but also the right to manage, control, and
use his property and conduct his business in any manner satisfactory to himself. (Couer D Alene Consol., etc. Co. vs.
Miners Union, 51 F. 260, 19 LRA 382.)

No employer may rationally be expected to continue in employment a person whose lack of morals, respect and
loyalty to is employer, regard for his employers rules and appreciation of the dignity and responsibility of his office, has
so plainly and completely been bared. (Makati Haberdasbery, Inc. vs. National Labor Relations Commission, G.R. Nos.
83380-81, Nov. 15, 1989.)

The right of the company to dismiss its employees is a measure of self-protection. (Reyes vs. Minister of Labor,
G.R. No. 48705, Feb. 9, 1989.)

The dismissal however must be for just cause. (1) Serious Misconduct or willful disobedience by the employee of
the lawful orders of his employer or representative in connection with his work (2) Gross and Habitual neglect by the
employee of his duties (3) Fraud or willful breach by the employee of the trust reposed in him by his employer or duly
authorized representatives (4) Commission of a crime or offense by the employee against the person of his employer
or any immediate member of his family or his duly authorized representative , and (5) other causes analogous ( Art.
282) or for authorized causes or for authorized causes : (1) retrenchment to prevent losses (2) redundancy (3)
installation of labor saving device (4) closure or cessation of operations ( Art. 283), and (5) Disease which is prejudicial
to the health of the employee or his co employee (Art. 284 ) and after compliance with procedural due process : notice
to explain, administrative hearing, notice of termination.

Right to transfer

Like other rights, there are limits to the managerial prerogative to transfer personnel. It must be exercised without
grave abuse of discretion, putting to mind the basic elements of justice and fair play. Having the right should not be
confused with the manner in which that right must be exercised. Thus, it cannot be used as a subterfuge by the
employer to rid himself of an undesirable worker. Nor when the real reason is to penalize an employee for his union
activities and thereby defeat his right to self-organization. But the transfer can be upheld when there is no showing that
it is unnecessary, inconvenient and prejudicial to the displayed employee. (See Pocketbell Philippines, Inc. vs. NLRC
and Arthur Alinas, G.R. No. 106843, January 20, 1995.)

[G.R. No. 164893, March 1, 2007]

Duldulao v. Court of Appeals

Transfer; Constructive dismissal

There is constructive dismissal if an act of clear discrimination, insensibility, or disdain by an employer becomes so
unbearable on the part of the employee that it would foreclose any choice by him except to forego his continued
employment. It exists where there is cessation of work because "continued employment is rendered impossible,
unreasonable or unlikely, as an offer involving a demotion in rank and a diminution in pay."

We have long recognized the prerogative of management to transfer an employee from one office to another within
the same business establishment, as the exigency of the business may require, provided that the transfer does not
result in a demotion in rank or a diminution in salary, benefits and other privileges of the employee; or is not
unreasonable, inconvenient or prejudicial to the latter; or is not used as a subterfuge by the employer to rid himself of
an undesirable worker. In the case of Philippine Japan Active Carbon Corp. v. NLRC , the Court ruled:

It is the employers prerogative, based on its assessment and perception of its employees qualifications, aptitudes,
and competence, to move them around in the various areas of its business operations in order to ascertain where they
will function with maximum benefit to the company. An employees right to security of tenure does not give him such a
vested right in his position as would deprive the company of its prerogative to change his assignment or transfer him
where he will be most useful. When his transfer is not unreasonable, nor inconvenient, nor prejudicial to him, and it
does not involve a demotion in rank or a diminution of his salaries, benefits, and other privileges, the employee may
not complain that it amounts to a constructive dismissal.

Right to demote

Management has the right to demote provided it is not tainted with unfair labor practice ( Petrophil vs. NLRC , 143
SCRA 704 : International Harvester vs. Intermediate Appellate Court, G.R. No . 73287 , May 18, 1987

Right to contract jobs out

It is a proprietary right of the employer in the exercise of inherent management prerogative. (San Miguel
Employees Union vs. Bersamira, 186 SCRA 496; Manila Electric vs. Quisumbing, G.R. No. 127598, Jan 27, 1999)

Together with the Labor Code, Implementing Rules were issued by the then Ministry of Labor and Employment. In
addition, Policy Instructions were issued by the Minister of Labor and Employment. Presently, it is called Department
Order. This is in consonance with the provision of Art. 5 of the Labor Code which provides:
 Art. 5. Rules and Regulations

The Department of Labor and Employment 9 and other government agencies charged with the
administration and enforcement of this Code or any of its parts shall promulgate the necessary
implementing rules and regulations. Such rules and regulations shall become effective fifteen (15) days
after announcement of their adoption in newspapers of general circulation.

Aside from publication in newspaper of general circulation, it is required that certified copies must be filed with the
UP Law Center (Revised Administrative Code)

However, the Supreme Court in the case of Boie-Takeda Chemicals vs. de la Serna, 10 ruled that:

(I)mplementing rules cannot add to or detract from the provisions of the law it is designated to implement.
Administrative regulations adopted under legislative authority by a particular department x x x must be in harmony with
the provisions of the law they are intended to carry into effect. They cannot widen its scope. An administrative agency
cannot amend an act of congress.

ART. 6 All rights and benefits granted to workers under this Code shall, except as may otherwise be
provided herein, apply alike to all workers, whether agricultural or non agricultural.

The Code applies to government corporation incorporated under the Corporation Code. (Juco vs. NLRC, G.R.
No. 98107 Aug 18, 1997). It does not apply to government agencies or instrumentality by which certain government
act or function is performed. Instrumentality contemplates an authority to which the State delegates government power
for the performance of a state function. (Luzon Development Bank vs. Association of Luzon Development Bank
Employees, G.R. 120319, Oct 6, 1995). Even when a government agency enters into a business contract, it is not the
Labor Code but Commonwealth Act No.327 (claims against Government) which applies (Department of Agriculture vs.
NLRC, G.R. No. 104269, Nov 11,1993 ).

POLICIES OF THE STATE ON LABOR

ART. 3:

The State shall afford protection to labor, promote full employment, ensure equal work opportunities
regardless of sex, race or creed and regulate the relations between workers and employers. The State
shall assure the rights of workers to self organization, collective bargaining, security of tenure, and just
and humane conditions of work.

ART. 211. Declaration of Policy . - A. It is the policy of the State:

(a) To promote and emphasize the primacy of free collective bargaining and negotiations,
including voluntary arbitration, mediation and conciliation, as modes of settling labor or industrial
disputes;

(b) To promote free trade unionism as an instrument for the enhancement of democracy and the
promotion of social justice and development;

(c) To foster the free and voluntary organization of a strong and united labor movement;

(d) To promote the enlightenment of workers concerning their rights and obligations as union
members and as employees;
 (e) To provide an adequate administrative machinery for the expeditious settlement of labor or
industrial disputes;

(f) To ensure a stable but dynamic and just industrial peace; and

(g) To ensure the participation of workers in decision and policy-making processes affecting their
rights, duties and welfare.

B. To encourage a truly democratic method of regulating the relations between the employers and
employees by means of agreements freely entered into through collective bargaining, no court or
administrative agency or official shall have the power to set or fix wages, rates of pay, hours of work or
other terms and conditions of employment, except as otherwise provided under this Code. (As amended by
Section 3, Republic Act No. 6715, March 21, 1989).

PRINCIPLES UNDERLYING THE CODE:

Seven innovative principles permeated the entire composition of the Labor Code:

1. Labor relations must be made both responsive and responsible to national development.
2. Labor laws or labor relations during a period of national emergency must substitute rationality for
confrontation; therefore, strikes or lockouts give way to a rational process which is arbitration.

3. Laggard justice in the labor field is injurious to the workers, the employers and the public; labor justice can be
made expeditious without sacrificing due process.

4. Manpower development and employment must be regarded as a major dimension of labor policy, for there
can be no real equality of bargaining power under conditions of severe mass unemployment.

5. There is a global labor market available to qualified Filipinos, especially those who are unemployed or whose
employment is tantamount to unemployment because of their very little earnings.

6. Labor laws must command adequate resources and acquire a capable machinery for effective and sustained
implementation; otherwise, they merely breed resentment not only of the workers but also of the employers.
When labor laws cannot be enforced, both the employers and the workers are penalized, and only a corrupt
few - those who are in charge of implementation may get the reward they do not deserve.

7. There should be popular participation in national policy-making through what is now called tripartism. ( cf.
1974 Official edition of the Labor Code; Blas F. Ople, Frontiers of Social and Labor Policy; Personnel
Management Association of the Philippines, Proceedings of the Special Conference on the Labor Code of
the Philippines, June 1974.)

ART. 275. TRIPARTISM AND TRIPARTITE CONFERENCES

a. Tripartism in labor relations is hereby declared a State policy. Towards this end, workers and employers shall
as far as practicable, be represented in decision and policy-making bodies of the government.

b. The Secretary of Labor and Employment or his duly authorized representatives may from time to time call a
national, regional, or industrial tripartite conference of representatives of government, workers and employers
for the consideration and adoption of voluntary codes of principles designed to promote industrial peace
based on social justice or to align labor movement relations with established priorities in economic and social
development. In calling such conference, the Secretary of Labor and Employment may consult with
accredited representatives of workers and employers.
 Tripartism is observed in numerous government agencies or instrumentalities, among them the National Labor
Relations Commission, the National Wages and Productivity Commission, the Employees Compensation Commission,
the POEA Governing Board, the Philippine Health Insurance Corporation, the Social Security Commission, the GSIS
Board of Trustees, and so forth.

A STATUTE MUST IMPLEMENT THE MANDATES OF THE CONSTITUTION

It is a basic tenet that any legislative enactment must not be repugnant to the highest law of the land
which is the Constitution. Bitonio, Jr. v. Commission on Audit [G.R. No. 147392, March 12, 2004] 25 SCRA
437

A legislative enactment cannot render nugatory the constitution. Aquino v. Commission on Elections [G.R. No.
120265 September 18, 1995] 248 SCRA 400

A statute should be interpreted in harmony with the Constitution and that the spirit, rather than the letter of the law
determines its construction, and it is for that reason that a statute must be read according to its spirit and intent.

Pangandaman v. Commission on Elections G.R. No. 134340, November 25, 1999] 319 SCRA 283

Interpreting and harmonizing laws with laws is the best method of interpretation. Interpretare et concordare leges
legibus est optimus interpretandi modus. This manner of construction would provide a complete, consistent and
intelligible system to secure the rights of all persons affected by different legislative and quasi-legislative acts. Where
two (2) rules on the same subject, or on related subjects, are apparently in conflict with each other, they are to be
reconciled by construction, so far as may be, on any fair and reasonable hypothesis. Validity and legal effect should
therefore be given to both, if this can be done without destroying the evident intent and meaning of the later act. Every
statute should receive such a construction as will harmonize it with the pre-existing body of laws. Valencia v. Court of
Appeals [G.R. 122363, April 29, 2003] 401 SCRA 666

IMPORTANCE OF STATEMENT OF POLICIES

In cases of doubt as to the proper construction of the body of a statute, resort must be had to the
preamble or recitals, for the purpose of ascertaining the intent. (82 C.J.S. Statutes 349)

[G.R. No. L-14129. July 31, 1962.]

PEOPLE OF THE PHILIPPINES vs. MANANTAN

It is to be noted that a strict construction should not be permitted to defeat the policy and purposes of the statute
(Ash Sheep Co. vs. U.S. 252 U.S. 159)

The following are the relevant rules in STATUTORY CONSTRUCTION in the Corpus Juris Secundum (C.S.J.) as
cited by Rodriguez in his book Statutory Construction, 1999 Ed..

The fundamental rule of statutory construction is to ascertain and, if possible, give effect to the intention or
purpose of the Legislature as expressed in the statute. (82 C.J.S. Statutes 321)
 In construing a statute, the court must look to the object to be accomplished, the evils and mischief sought to
be remedied, or the purpose to be subserved, and place on it a reasonable or liberal construction, which will
best affect its purpose rather than one which will defeat it. (82 C.J.S. Statutes 322)

The main thrust of the State as embodied in the Policy provided in Article 211 is promotion of a strong labor
movement of enlighten workers, conscious of their rights and obligations, as an instrument in insuring dynamic and
just industrial peace which can be attained through free collective bargaining and negotiations including voluntary
arbitration , mediation and conciliation as modes of settling labor or industrial disputes and not through strikes, lock
outs or mass concerted actions which may prove prejudicial to the interest of both the employer and the employee.
The principle behind labor unionism in private industry is that industrial peace cannot be secured through employees
rest on essentially voluntary basis. Subject to the minimum requirements of wage laws and other labor and welfare
legislation, the terms and conditions of employment in the unionized private sector are settled through the process of
collective bargaining. (SSS Employees Organization vs. Court of Appeals, 175 SCRA 686 [1989].)

The State therefore considers a collective bargaining agreement freely concluded between the employer and the
employee as the truly democratic method of regulating the relations between the employer and the employee. A
collective bargaining agreement refers to a contract executed upon request of either the employer or the exclusive
bargaining representative of the employees incorporating the agreement reached after negotiations with respect to
wages, hours of work and all other terms and conditions of employment including proposals for adjusting any grievance
or questions under such agreement ( Davao Integrated Port Stevedoring Services vs. Abarquez , G.R. No. 102132,
March 19, 1993 )

Article 211 mentioned Conciliation, Mediation and Voluntary Arbitration which are considered the alternative
modes of settlement of labor dispute , alternative to the more adversarial strikes, lock outs or any mass concerted
actions.

The State also encourages that in the settlement of labor disputes, resort to the alternative modes of dispute
settlement namely: voluntary arbitration, conciliation and mediation rather than the confrontational manner of strikes
and lockouts. Labor Dispute under Article 212 of the Labor Code includes any controversy or matter
concerning terms or conditions of employment or the association or representation of persons in
negotiating , fixing, maintaining, changing or arranging the terms and conditions of employment regardless
of whether the disputants stand in the proximate relation of employer and employee. Laggard justice in labor
relations is prejudicial to both the employer and the employee, thus, adequate administrative machinery for expeditious
settlement of labor or industrial dispute.

Conciliation is a process where disinterested third party meets with management and labor, at their request or
otherwise, during a labor dispute or in collective bargaining conferences, and by cooling tempers aids in the
agreement. Mediation, on the other hand, is a process wherein a third party studies each side of the dispute, then
makes a proposal for the disputant to consider. The mediator like the conciliator can not render a decision. They can
not adjudicate. These process is usually conducted by the National Conciliation and Mediation Board (NCMB). Section
3, Rule V of the 2005 Revised Rules of Procedure of the National Labor Relations Commission mandates the Labor
Arbiter to conduct conciliation and mediation conference.

Arbitration is the submission of a dispute to an impartial person for determination on the basis of evidence and
arguments of the parties. The decision or award of the arbitrator is enforcible upon the disputants. It is Voluntary if it is
by agreement of the parties and the voluntary arbitrator or panel of voluntary arbitrators are chosen by them. Voluntary
arbitrators are not government employees and are private individuals accredited by the Department of Labor and
Employment on the basis of their expertise in the field of labor relations. Their decisions are final and unappealable
except by way of a petition for certiorari with the Court of Appeals. Compulsory Arbitration is submission is by directive
of law. This is done by the Labor Arbiters whose decision or award must be accepted by the parties. The decision of
the Labor Arbiters is appealable to the NLRC whose decision is final and executory but maybe elevated to the Court of
Appeals by way of certiorari.

Article 211 also mentioned that is the policy of the State to ensure the participation of the workers in decision and
policy making processes affecting their rights, duties and welfare. Article 255 of the Labor Code provides :

Any provision of law to the contrary notwithstanding, workers shall have the right , subject to such rules
and regulations as the Secretary of Labor and Employment may promulgate, to participate in policy and
decision making processes of the establishment where they are employed in so far as said processes will
directly affect their, rights, benefits and welfare x x x

What is the extent of the participation of workers in policy and decision making processes of the establishment
where they are employed?

The Supreme Court differentiated management prerogatives regarding business operations and those which affect
the employees rights. In the Philippine Airlines, Inc. vs. NLRC, G.R. No. 85985, 13 August 1993, the Court held that
employees may demand participation in making the code of conduct as it affects the employees security of tenure.
However, in the cases of San Miguel Brewery Sales Force Union vs. Ople G.R.No. 53515, Feb. 8, 1989 and GTE
Directories vs. Sanchez, G.R. No. 76219, May 27, 1991, the Court ruled that management may issue policies affecting
sales operation without the need for workers participation. The Supreme Court also held in the case of Manila Electric
Co. vs. Quisumbing that this provision should not be interpreted as to allow the employees to co-manage the business.
What is granted is participation and representation.

In the PAL case, the Supreme Court held that employees possess the right to participate in the deliberation of
matters which may affect their rights and the formulation of policies relative thereto. Formulation is defined as to
devise, to invent.

PRE EMPLOYMENT

GENERAL PROVISIONS

ART. 12. Statement of objectives. - It is the policy of the State:

a) To promote and maintain a state of full employment through improved manpower

training, allocation and utilization;

b) To protect every citizen desiring to work locally or overseas by securing for him the
best possible terms and conditions of employment;

c) To facilitate a free choice of available employment by persons seeking work in

conformity with the national interest;

d) To facilitate and regulate the movement of workers in conformity with the national
interest;

e) To regulate the employment of aliens, including the establishment of a registration

and/or work permit system;

f) To strengthen the network of public employment offices and rationalize the

participation of the private sector in the recruitment and placement of workers, locally
and overseas, to serve national development objectives;
 g) To insure careful selection of Filipino workers for overseas employment in order to
protect the good name of the Philippines abroad.

ART. 13. Definitions. - (a) "Worker" means any member of the labor force, whether employed or
unemployed.

(b) "Recruitment and placement" refers to any act of canvassing, enlisting, contracting,
transporting, utilizing, hiring or procuring workers, and includes referrals, contract
services, promising or advertising for employment, locally or abroad, whether for profit or
not: Provided, That any person or entity which, in any manner, offers or promises for a
fee, employment to two or more persons shall be deemed engaged in recruitment and
placement.

(c) "Private fee-charging employment agency" means any person or entity engaged in
recruitment and placement of workers for a fee which is charged, directly or indirectly,
from the workers or employers or both.

(d) "License" means a document issued by the Department of Labor authorizing a person
or entity to operate a private employment agency.

(e) "Private recruitment entity" means any person or association engaged in the
recruitment and placement of workers, locally or overseas, without charging, directly or
indirectly, any fee from the workers or employers.

(f) "Authority" means a document issued by the Department of Labor authorizing a

person or association to engage in recruitment and placement activities as a private
recruitment entity.

(g) "Seaman" means any person employed in a vessel engaged in maritime navigation.

(h) "Overseas employment" means employment of a worker outside the Philippines.

(i) "Emigrant" means any person, worker or otherwise, who emigrates to a foreign
country by virtue of an immigrant visa or resident permit or its equivalent in the country
of destination.

ART. 14. Employment promotion. - The Secretary of Labor shall have the power and authority:

(a) To organize and establish new employment offices in addition to the existing
employment offices under the Department of Labor as the need arises;

(b) To organize and establish a nationwide job clearance and information system to
inform applicants registering with a particular employment office of job opportunities in
other parts of the country as well as job opportunities abroad;

(c) To develop and organize a program that will facilitate occupational, industrial and
geographical mobility of labor and provide assistance in the relocation of workers from
one area to another; and

(d) To require any person, establishment, organization or institution to submit such

employment information as may be prescribed by the Secretary of Labor.
 The mandate to the Department of Labor and Employment to promote local employment opportunities was originally
under the responsibility of the Bureau of Employment Services. 11 It was replaced by the Bureau of Local Employment
which under Administrative Order No. by the Bureau of Local Employment, the functions of which were devolved to the
Regional Offices who now handles the licensing of local recruitment agencies and the issuance of work permits to non
resident aliens and employment registration certificate to resident aliens.

ART. 40. Employment permit of non-resident aliens. - Any alien seeking admission to the
Philippines for employment purposes and any domestic or foreign employer who desires
to engage an alien for employment in the Philippines shall obtain an employment permit
from the Department of Labor.

The employment permit may be issued to a non-resident alien or to the applicant

employer after a determination of the non-availability of a person in the Philippines who
is competent, able and willing at the time of application to perform the services for which
the alien is desired.

For an enterprise registered in preferred areas of investments, said employment permit

may be issued upon recommendation of the government agency charged with the
supervision of said registered enterprise.

ART. 41. Prohibition against transfer of employment. - (a) After the issuance of an
employment permit, the alien shall not transfer to another job or change his employer
without prior approval of the Secretary of Labor.

(b) Any non-resident alien who shall take up employment in violation of the provision of
this Title and its implementing rules and regulations shall be punished in accordance with
the provisions of Articles 289 and 290 of the Labor Code.

In addition, the alien worker shall be subject to deportation after service of his sentence.

ART. 42. Submission of list. - Any employer employing non-resident foreign nationals on
the effective date of this Code shall submit a list of such nationals to the Secretary of
Labor within thirty (30) days after such date indicating their names, citizenship, foreign
and local addresses, nature of employment and status of stay in the country. The
Secretary of Labor shall then determine if they are entitled to an employment permit.

1. EMPLOYMENT OF ALIENS

Art. 40 requires only non-resident aliens to secure employment permit. Resident aliens are not so required.
(Almodiel vs. NLRC, et al., G.R. No. 100641, June 14, 1993, 42 SCAD 354). For immigrants and resident aliens what
is required is an Alien Employment Registration Certificate (AERC).

Foreigners may not be employed in certain nationalized business. The Anti-Dummy Law (C.A. No. 108, as
amended by P.D. No. 715) prohibits employment of aliens in entities that own or control a right, franchise, privilege,
property or business whose exercise or enjoyment is reserved by law only to Filipinos or to corporations or
associations whose capital should be at least 60% Filipino-owned. Authority to operate a public utility or to develop,
exploit, and utilize natural resources can be granted only to Philippine citizens or to corporations or to associations at
least 60% of the capital of which is owned by such citizens. The same 60% requirement to applies to financing
companies (R.A. No. 5980). Under the Philippine Constitution, Art. XVI, Section 11, mass media enterprises can be
owned or managed only by Filipinos or by corporations or associations wholly owned or managed by them.

The Secretary of Justice has rendered an Opinion, however, that aliens may be employed in entities engaged in
nationalized activities: (a) where the Secretary of Justice specifically authorizes the employment of foreign technical
personnel, or (b) where the aliens are elected members of the board of directors or governing body of corporations or
associations in proportion to their allowable participation in the capital of such entities. (Opinion No. 143, s. 1976 of the
Secretary of Justice.)

Enterprises registered under the Omnibus Investments Code (E.O. No. 226) may, for a limited period, employ
foreign nationals in technical, supervisory, or advisory positions.

1. Department Order No. 12, Series of 2001

Department Order No. 12, dated 16 November 2001 constitutes the Omnibus Guidelines for the Issuance of
Employment Permits to Foreign Nationals. It requires the following to apply for Alien Employment Permit (AEP):

1. All foreign nationals seeking admission to the Philippines for the purpose of employment;
2. Missionaries or religious workers who intend to engage I in gainful employment;
3. 1Holders of Special Investors Resident Visa (SIRV), Special Retirees Resident Visa (SRRV), Treaty Trades
Visa (9d) or Special Non-immigrant Visa (47[a]2), who occupy any executive, advisory, supervisory, or
technical position in any establishment;
4. Agencies, organizations or individuals whether public or private, who secure the services of foreign
professional to practice their professions in the Philippines under reciprocity and other international
agreements;
5. Non-Indo Chinese Refugees who are asylum seekers and given refugee status by the United Nations High
Commissioner on Refugees (UNHCR) or the Department of Justice under DOJ Department Order No. 94,
series or 1998;
6. Resident foreign nationals seeking employment in the Philippines. [But see D.O. No. 21-02 which suspends
until further notice the requirement for resident foreign nationals to secure an AEP.]

The same D.O. No. 12 exempts the following from the AEP requirement:

1. All members of the diplomatic services and foreign government officials accredited by the Philippines
government;
2. Officers and staff of the international organizations of which the Philippine government is a cooperating
member, and their legitimate spouses desiring to work in the Philippines;
3. Foreign nationals elected as members of the Governing Board who do not occupy any other position, but
have only voting rights in the corporation; and
4. All foreign nationals granted exemption by special laws and all other laws that may be promulgated by the
Congress.

An AEP is issued based on the following:

1. Compliance by the applicant employer or the foreign national with the substantive and documentary
requirements;
2. Determination of the DOLE Secretary that there is no Filipino national who is competent, able and willing to
do the job for which the services of the applicant is desired;
3. Assessment of the DOLE Secretary that the employment of the foreign national will redound to national
benefit;

The department order (and the accompanying DOLE Primer) state that the Understudy Training Program is no
longer a requirement in the issuance of AEP and the employer has now the option to implement transfer of technology.

As a general rule, the validity of permits shall be for a period of one (1) year, unless the employment contract,
consultancy services, or other modes of engagement or term of office for elective officers, provides for a longer period.
 An application for renewal of AEP shall be filed at least fifteen (15) days before its expiration. For elective officers,
applications for renewal shall be filed upon election or upon expiration of the AEP.

The effectivity of the renewal shall be on the day after the expiration of the previous permit, regardless of whether
or not the renewal is granted before or after the expiration of the previous permit.

As a general rule, the permits shall be valid only for the position and the employer for which it was issued, except in
case of foreign national who are holders of multiple positions in one corporation, where one AEP shall be valid for such
multiple positions.)

The provisions relating to employment of aliens is an implementation of one of the objectives under Article 12 which
states that one of the policy of the State is to regulate the employment of aliens including the establishment of a
registration and/or work permit system.

On the matter of overseas employment, Article 12 provides that it is the policy of the State to insure careful
selection of Filipino workers for overseas employment in order to protect the good name of the Philippines abroad. It is
also a Policy of the State to protect every citizen desiring to work locally or overseas by securing for them the best
possible terms and conditions of employment.

Overseas employment means employment of a worker outside the Philippines (par (h), Art. 13) Migrant Workers
refers to a person who is to be engaged , or is engaged or has been engaged in a remunerated activity in a state of
which he or she is not a legal resident of . A person to be engaged in a remunerated activity refers to an applicant
worker who has been promised or assured of employment overseas and acting on such promise or assurance sustains
damage and/or injury. (a) Section 2, Implementing Rules RA 8042).

The government bodies/ agencies tasked with promotion and supervision over overseas employment are:

1. Philippine Overseas Employment Administration (POEA ) - It has taken over the functions of the Overseas
Employment Development Board (OEDB) under Art. 17 12 and the National Seamen Board (NSB) under Art. 20 13 of the
Labor Code.

The principal functions of the POEA are to regulate private sector participation in the recruitment and overseas
placement of workers through its licensing and registration system. It shall formulate and implement in coordination
with appropriate entities concerned, when necessary, a system for promoting and monitoring the overseas employment
of Filipino workers taking into consideration their welfare and

domestic man power requirement. It shall come out with a package of incentives for deserving manning agencies
and service contractors along with the policy that the deployment of workers by such entities shall be encouraged.
(Sec. 7, Implementing Rules, RA 8042) POEA consist of Governing Board 14 , the Office of the Administrator, the officers
of such number of Deputy Administrators as maybe necessary and the Office of the Director for each of the principal
subdivision of its internal structure. The Governing Board is composed of the Secretary of Labor and Employment as
Chairman, the Administrator and a third member, considered well versed in the field of overseas employment
appointed by the President for a term of 2 years. Section 32 of RA 8042 provides, that in addition of the present
composition of POEA and OWWA, the composition shall be increased to three (3) more who shall come from the
women, seabased and land based respectively to be appointed by the President in the same manner as the other
members.

Seabased are those employed in a vessel engaged in maritime navigation. Land based are contract workers
whose occupation requires that majority of his working/gainful hours are spent on land.

However, R.A. No. 8042, states:

 While recognizing the significant contribution of Filipino migrant workers to the national economy through
their foreign exchange remittances, the State does not promote overseas employment program rests solely
on the assurance that the dignity and fundamental human rights and freedoms of the Filipino citizen, shall
not, at any time, be compromised or violated. The State, therefore, shall continuously create local
employment opportunities and promote the equitable distribution of wealth and the benefits of development.
(Sec. 2[c], R.A. No. 8042.)

On Deployment of Migrant Workers. (Sec. 4, RA 8042) The State shall deploy overseas Filipino workers only in
countries where the rights of Filipino migrant workers are protected. The government recognizes any of the following
as a guarantee on the part of the receiving country for the protection of the rights of overseas Filipino workers:

a. It has existing labor and social laws protecting the rights of migrant workers;
b. It is a signatory to multilateral conventions, declarations, or resolutions relating to the protection of
migrant workers;
c. It has concluded a bilateral agreement or arrangement with the government protecting the rights of
overseas Filipino workers; and
d. It is taking positive, concrete measures to protect the rights of migrant workers.

Republic Act 8042 transferred the adjudicatory powers of the POEA to the NLRC.

Jurisdiction Retained With POEA

The POEA retains original and exclusive jurisdiction to hear and decide:

a. all cases which are administrative in character, involving or arising out of violations of rules and
regulations relating to licensing and registration of recruitment and employment agencies or
entities; and
b. disciplinary action cases and other special cases which are administrative in character, involving
employers, principals, contracting partners and Filipino migrant workers. (Sec. 28, Rules
Implementing the Migrant Workers Act dated February 29, 1996.)

DISCIPLINARY ACTION CASES

Rule VII of Book VII of the POEA Rules provides that complaints for breach of discipline against a contract worker
shall be filed with the Adjudication Office or Regional Office of the POEA, as the case may be. The POEA may motu
proprio undertake disciplinary action against a worker of breach of discipline. It shall establish a system of watching
and blacklisting of overseas contract workers. (Section 1, Rule VII, POEA Rules and Regulations Governing Overseas
Employment, as amended in 1991.)

Grounds for Disciplinary Action

Commission by the worker of any of the offenses enumerated below or of similar offenses while working overseas,
shall be subject to appropriate disciplinary actions as the POEA may deem necessary:

a. Commission of a felony punishable by Philippine Laws or by the laws of the host country;
b. Drug addiction or possession or trafficking of prohibited drugs;
c. Desertion or abandonment;
d. Drunkenness, especially where the laws of the host country prohibit intoxicating drinks;
e. Gambling, especially where the laws of the host country prohibit the same;
f. Initiating or joining a strike or work stoppage where the laws of the host country prohibit strikes or
similar actions;
g. Creating trouble at the worksite or in the vessel;
 h. Embezzlement of company funds or of moneys and properties of a fellow worker entrusted for
delivery to kins or relatives in the Philippines;
i. Theft or robbery;
j. Prostitution;
k. Vandalism or destroying company property;
l. Gunrunning or possession of deadly weapons;
m. Unjust refusal to depart for the worksite after all employment and travel documents have been duly
approved by the appropriate government agency/ies; and
n. Violation/s of the laws and sacred practices of the host country and unjustified breach of
government-approved employment contract by a worker.

It should be noted however, that Section 30 of RA 8042 provides that within a period of five years from effectivity of
this Act, the DOLE shall phase out the regulatory function of the POEA pursuant to the objectives of de regularization.

ART. 24. Boards to issue rules and collect fees. - The Boards shall issue appropriate
rules and regulations to carry out their functions. They shall have the power to impose
and collect fees from employers concerned, which shall be deposited in the respective
accounts of said Boards and be used by them exclusively to promote their objectives.

ART. 22. Mandatory remittance of foreign exchange earnings. - It shall be mandatory for
all Filipino workers abroad to remit a portion of their foreign exchange earnings to their
families, dependents, and/or beneficiaries in the country in accordance with rules and
regulations prescribed by the Secretary of Labor.

2. Department of Foreign Affairs thru: (a) Commission of Filipino Overseas which absorbed the Office of the Emigrant
Affairs (Art. 19}15

The CFO provides advice and assistance to the President and the Congress in the formulation of policies and
measures affecting Filipino overseas. CFO consists of five (5) members appointed by the President with the Secretary
of Foreign Affairs as ex officio member. (b) Legal Assistant for Migrant Workers Affairs. There is hereby created the
position of Legal Assistant for Migrant Workers for Affairs under the Department of Foreign Affairs who shall be
primarily responsible for the provision and overall coordination of all legal assistance services to be provided to Filipino
migrant workers as well as overseas Filipinos in distress. He shall have the rank, salary and privileges equal to that of
an undersecretary of said Department.

The said Legal Assistant for Migrant Workers Affairs shall be appointed by the President and must be of proven
competence in the field of law with at least ten (10) years of experience as a legal practitioner and must not have been
a candidate to an elective office in the last local or national elections.

Among the functions and responsibilities of the aforesaid Legal Assistant are:

(a) To issue the guidelines, procedures and criteria for the provision of legal assistance to Filipino migrant workers;

(b) To establish close linkages with the Department of Labor and Employment, the POEA, the OWWA and other
government agencies concerned, as well as with nongovernmental organizations assisting migrant workers, to ensure
effective coordination and cooperation in the provision of legal assistance to migrant workers;

(c) To tap the assistance of reputable law firms and the Integrated Bar of the Philippines and other bar associations
to complement the governments efforts to provide legal assistance to our migrant workers;

(d) To administer the legal assistance fund for migrant workers established under Section 25 hereof and to
authorize disbursement therefrom in accordance with the purposes for which the fund was set up; and
 (e) To keep and maintain the information system as provided in Section 20.

The Legal Assistant for Migrant Workers Affairs shall have authority to hire private lawyers, domestic or foreign, in
order to assist him in the effective discharge of the above functions.

3. Department of Labor and Employment - thru (1) Labor Attaches

ART. 21. Foreign service role and participation. - To provide ample protection to Filipino
workers abroad, the labor attaches, the labor reporting officers duly designated by the
Secretary of Labor and the Philippine diplomatic or consular officials concerned shall,
even without prior instruction or advice from the home office, exercise the power and
duty:

(a) To provide all Filipino workers within their jurisdiction assistance on all matters
arising out of employment;

(b) To insure that Filipino workers are not exploited or discriminated against;

(c) To verify and certify as requisite to authentication that the terms and conditions of
employment in contracts involving Filipino workers are in accordance with the Labor
Code and rules and regulations of the Overseas Employment Development Board and
National Seamen Board;

(d) To make continuing studies or researches and recommendations on the various

aspects of the employment market within their jurisdiction;

(e) To gather and analyze information on the employment situation and its probable
trends, and to make such information available; and

(f) To perform such other duties as may be required of them from time to time.

(2) Overseas Filipinos Resource Center

Pursuant to Sections 19 and 23 of the Migrant Workers and Overseas Filipinos Resource Center (Filipinos
Resource Center) shall be established in countries where there are at least 20,000 migrant workers. Where feasible it
shall be established within the premises of the Embassy.

When the Filipinos Resource Center is established outside the premises of the Embassy, the Department of
Foreign Affairs shall exert its best effort to secure appropriate accreditation from the host government in accordance
with applicable laws and practices.

(3) Re-Placement and Monitoring Center (RPM)

A Re-Placement and Monitoring Center (RPM Center) is hereby created in the DOLE for returning Filipino migrant
workers which shall:

(a) provide a mechanism for their reintegration into the Philippine society;

(b) serve as a promotion house for their local employment; and

(c) tap their skills and potentials for national development.

 The RPM Center shall be under the administrative supervision and control of the Secretary of Labor and
Employment.

The RPM Center, while serving the needs of returning migrant workers, shall likewise provide support to related
programs in the Filipinos Resource Centers.

4. Overseas Workers Welfare Administration (OWWA)

The Welfare Fund for Overseas Workers Administration was created by PD No. 1809 (January 16, 1981). Known
as the Welfund, it was intended to provide social and welfare services, including insurance coverage, legal assistance
and remittance services to Filipino overseas workers. The Welfund was funded with contributions from the workers
themselves and the fees and charges imposed by the POEA and BLE. The Welfund was (and still is) administered by a
Board of Trustees chaired by the Secretary of Labor and Employment. In 1987, Executive Order No. 126 renamed the
Welfund the Overseas Workers Welfare Administration or OWWA.

Repatriation of Workers

The OWWA has a role to play even in cases where a worker has to be sent back to the Philippines. But the primary
responsibility to repatriate a worker, including his or her remains and personal effects, belongs to the principal or the
agency that recruited or deployed the worker. Being primarily responsible, the principal or agency has to advance the
plane fare and immediately repatriate the worker, as needed, without determining the cause of termination of
employment. If the termination is due solely to the fault of the worker, the principal or agency may recover the cost of
repatriation from the worker after return to the country. The cause of termination will be determined by the Labor
Arbiter. Such obligation of the principal/agency to advance the plane fare and of the worker to refund the cost should
be stipulated in every contract for overseas employment.

If the principal or agency does not comply with its obligation, the POEA shall notify OWWA to advance the
repatriation cost with recourse to the agency or principal. POEA may also impose sanctions on the recalcitrant agency
or principal.

In no case shall an employment agency require any bond or cash deposit from the worker to guarantee
performance under the contract of his/her repatriation. The mandatory repatriation bond is abolished as of June 17,
1995 pursuant to Section 36 of R.A. 8042. DOLE figures for 1998-2000 show that the annual remittances have
breached the US$ 6 billion level, inspiring the government to call the OFWs Mga Bagong Bayani (New Heroes).

RECRUITMENT AND PLACEMENT OF WORKERS

Recruitment and placement refers to any act of canvassing, enlisting, contracting, transporting, utilizing, hiring or
procuring workers, and includes referrals, contract services, promising, or advertising for employment locally or abroad,
whether for profit or not, Provided, that any person or entity which, in any manner, offers or promises for a fee
employment to two or more persons shall be deemed engaged in recruitment or placement (par (b) Art 13 ).

Number of persons is not an essential ingredient of the act of recruitment and placement of workers. The number
of person is to create a presumption. (Peo vs. Panis, 132 SCRA 664) To prove that the accused is engaged in
recruitment activities, it must be shown that the accused gave complainant the distinct impression that she had the
power or ability to send complainant abroad to work such that the latter was convinced to part with her money in order
to be employed. (Peo. vs. Goce 247 SCA 780 )

ART. 16. Private recruitment. - Except as provided in Chapter II of this Title, no person or
entity other than the public employment offices, shall engage in the recruitment and
placement of workers.
 ART. 18. Ban on direct-hiring. - No employer may hire a Filipino worker for overseas
employment except through the Boards and entities authorized by the Secretary of
Labor. Direct-hiring by members of the diplomatic corps, international organizations and
such other employers as may be allowed by the Secretary of Labor is exempted from this
provision.

ART. 25. Private sector participation in the recruitment and placement of workers. -
Pursuant to national development objectives and in order to harness and maximize the
use of private sector resources and initiative in the development and implementation of a
comprehensive employment program, the private employment sector shall participate in
the recruitment and placement of workers, locally and overseas, under such guidelines,
rules and regulations as may be issued by the Secretary of Labor.

The following entities are authorized to recruit and place workers for local and overseas employment

1. Public Employment Offices

2. Private Recruitment entities any person or association engaged in the recruitment of
workers, locally or overseas, without charging directly or indirectly , any fee from workers
or employers
3. Private employment agencies means any person or entity engaged in the recruitment
and placement of workers for a fee which is charged, directly or indirectly, from workers
or employers, or both.
4. shipping or manning agents or representatives
5. POEA
6. construction contractors authorized by DOLE and the Construction Industry Authority
7. members of the diplomatic corps although hirings done by them have to be processed
through the POEA
8. Name Hirees or those individual workers who are able to secure contracts for overseas
employment on their own efforts and representation without the assistance of any
agency but the hiring has to be processed by the POEA
9. other persons or entities which maybe authorized by the Secretary of DOLE

ART. 27. Citizenship requirement. - Only Filipino citizens or corporations, partnerships or entities at least
seventy-five percent (75%) of the authorized and voting capital stock of which is owned and controlled by
Filipino citizens shall be permitted to participate in the recruitment and placement of workers, locally or
overseas.

ART. 28. Capitalization. - All applicants for authority to hire or renewal of license to recruit are required to
have such substantial capitalization as determined by the Secretary of Labor.

LICENSING AND REGULATION

Rule I: Participation of the Private Sector in the Overseas Employment Program

Section 1. Qualifications. Only those who possess the following qualifications may be permitted to engage in the
business of recruitment and placement of Filipino workers:

a. Filipino citizens, partnership or corporation at least seventy-five percent (75%) of the

authorized capital stock of which is owned and controlled by Filipino citizens;
b. A minimum capitalization of Two Million Pesos (P2,000,000.) in case of a single
proprietorship or partnership and a minimum paid-up capital of Two Million Pesos
(P2,000,000.00) in case of a corporation; Provided, that those with existing licenses
shall, within four years from effectivity hereof, increase their capitalization or paid up
 capital, as the case may be, to Two Million Pesos (P2,000,000.00) at the rate of Two
Hundred Fifty Thousand Pesos (P250,000.00) every year.
c. Those not otherwise disqualified by law or other government regulations to engage in the
recruitment and placement of workers for overseas employment.

ART. 26. Travel agencies prohibited to recruit. - Travel agencies and sales agencies of airline companies
are prohibited from engaging in the business of recruitment and placement of workers for overseas
employment whether for profit or not.

Section 2. Disqualification. The following are not qualified to engage in the business of recruitment and placement of
Filipino workers overseas:

a. Travel agencies and sales agencies of airline companies;

b. Officers or members of the Board of any corporation or members in a partnership
engaged in the business of a travel agency;
c. Corporations and partnerships, when any of its officers, members of the board or
partners, is also an officer, member of the board or partner of a corporation or
partnership engaged in the business of travel agency;
d. Persons, partnerships or corporations which have derogatory records, such as but not
limited to the following:
1. Those certified to have derogatory record or information by the National
Bureau of Investigation or by the Anti-Illegal Recruitment Branch of the POEA;
2. Those against whom probable cause or prima facie finding of guilt for illegal
recruitment of other related cases exists;
3. Those convicted for illegal recruitment or other related cases and/or crimes
involving moral turpitude; and
4. Those agencies whose license have been previously revoked or cancelled by
the Administration for violation of R.A. 8042, PD 442 as amended and their
implementing rules and regulations as well as these rules and regulations.

All applicants for issuance/renewal of license shall be required to submit clearances

from the National Bureau of Investigation and Anti-Illegal Recruitment Branch, POEA,
including clearances for their respective officers and employees.

e. Any official or employee of the DOLE, POEA, OWWA, DFA and other government
agencies directly involved in the implementation of RA 8042, otherwise known as Migrant
Workers and Overseas Filipino Act of 1995 and/or any of his/her relatives within the
fourth civil degree of consanguinity or affinity; and
f. Persons or partners, officers and Directors of corporations whose license have been
previously cancelled or revoked for violation of recruitment laws.

ART. 29. Non-transferability of license or authority. - No license or authority shall be used directly or
indirectly by any person other than the one in whose favor it was issued or at any place other than that
stated in the license or authority be transferred, conveyed or assigned to any other person or entity. Any
transfer of business address, appointment or designation of any agent or representative including the
establishment of additional offices anywhere shall be subject to the prior approval of the Department of
Labor.

ART. 30. Registration fees. - The Secretary of Labor shall promulgate a schedule of fees for the
registration of all applicants for license or authority.

ART. 31. Bonds. - All applicants for license or authority shall post such cash and surety bonds as
determined by the Secretary of Labor to guarantee compliance with prescribed recruitment procedures,
rules and regulations, and terms and conditions of employment as may be appropriate.
 ART. 32. Fees to be paid by workers. - Any person applying with a private fee-charging employment
agency for employment assistance shall not be charged any fee until he has obtained employment through
its efforts or has actually commenced employment. Such fee shall be always covered with the appropriate
receipt clearly showing the amount paid. The Secretary of Labor shall promulgate a schedule of allowable
fees.

ART. 33. Reports on employment status. - Whenever the public interest requires, the Secretary of Labor
may direct all persons or entities within the coverage of this Title to submit a report on the status of
employment, including job vacancies, details of job requisitions, separation from jobs, wages, other terms
and conditions and other employment data.

ART. 34. Prohibited practices. - It shall be unlawful for any individual, entity, licensee, or holder of
authority:

(a) To charge or accept, directly or indirectly, any amount greater than that specified in the schedule of
allowable fees prescribed by the Secretary of Labor, or to make a worker pay any amount greater than that
actually received by him as a loan or advance;

(b) To furnish or publish any false notice or information or document in relation to recruitment or employment;

(c) To give any false notice, testimony, information or document or commit any act of misrepresentation for
the purpose of securing a license or authority under this Code.

(d) To induce or attempt to induce a worker already employed to quit his employment in order to offer him to
another unless the transfer is designed to liberate the worker from oppressive terms and conditions of
employment;

(e) To influence or to attempt to influence any person or entity not to employ any worker who has not applied
for employment through his agency;

(f) To engage in the recruitment or placement of workers in jobs harmful to public health or morality or to the
dignity of the Republic of the Philippines;

(g) To obstruct or attempt to obstruct inspection by the Secretary of Labor or by his duly authorized
representatives;

(h) To fail to file reports on the status of employment, placement vacancies, remittance of foreign exchange
earnings, separation from jobs, departures and such other matters or information as may be required by the
Secretary of Labor.

(i) To substitute or alter employment contracts approved and verified by the Department of Labor from the
time of actual signing thereof by the parties up to and including the periods of expiration of the same without
the approval of the Secretary of Labor;

(j) To become an officer or member of the Board of any corporation engaged in travel agency or to be
engaged directly or indirectly in the management of a travel agency; and

(k) To withhold or deny travel documents from applicant workers before departure for monetary or financial
considerations other than those authorized under this Code and its implementing rules and regulations.

ART. 35. Suspension and/or cancellation of license or authority. - The Minister of Labor shall have the
power to suspend or cancel any license or authority to recruit employees for overseas employment for
violation of rules and regulations issued by the Ministry of Labor, the Overseas Employment Development
Board, or for violation of the provisions of this and other applicable laws, General Orders and Letters of
Instructions.

ART. 36. Regulatory power. - The Secretary of Labor shall have the c power to restrict and regulate the
recruitment and placement activities of all agencies within the coverage of this Title and is hereby
authorized to issue orders and promulgate rules and regulations to carry out the objectives and implement
the provisions of this Title.

ART. 37. Visitorial Power. - The Secretary of Labor or his duly authorized representatives may, at any time,
inspect the premises, books of accounts and records of any person or entity covered by this Title, require it
to submit reports regularly on prescribed forms, and act on violation of any provisions of this Title.

ART. 38. Illegal recruitment. - (a) Any recruitment activities, including the prohibited practices enumerated
under Article 34 of this Code, to be undertaken by non-licensees or non-holders of authority, shall be
deemed illegal and punishable under Article 39 of this Code. The Department of Labor and Employment or
any law enforcement officer may initiate complaints under this Article.

Article 38 in so far as it limited illegal recruitment recruitment activities to non-licensees or nonholders of authority,
has been changed by R.A. No. 8042, as to include a licensee or holder of authority may be held guilty of illegal
recruitment.

R.A. No. 8042 defines illegal recruitment as any act of canvassing, enlisting, contracting, transporting, utilizing,
hiring or procuring workers and includes referring contract services, promising or advertising for employment abroad,
whether for profit or not, when undertaken by a non-licensee or non-holder of authority contemplated under Article 13(f)
of Presidential Decree No.442, as amended, otherwise known as the Labor Code of the Philippines:

Provided, That any such non-licensee or non-holder who, in any manner, offers or promises for a fee employment
abroad to two or more persons shall be deemed so engaged.

It shall likewise include the following Prohibited Acts under Article 34 of the Labor Code whether committed by any
person, whether a non-licensee, non-holder, licensee or holder of authority:

a. To charge or accept directly or indirectly any amount greater than that specified in the schedule of allowable
fees prescribed by the Secretary of Labor and Employment, or to make a worker pay any amount greater
than that actually received by him as loan or advance;
b. To furnish or publish any false notice or information or document in relation to recruitment or employment;
c. To give any false notice, testimony, information or document or commit any act of misrepresentation for the
purpose of securing a license or authority under the Labor Code;
d. To induce or attempt to induce a worker already employed to quit his employment in order to offer him
another unless the transfer is designed to liberate a worker from the oppressive terms and conditions of
employment;
e. To influence or attempt to influence any person or entity not to employ any worker who has not applied for
employment through his agency;
f. To engage in the recruitment or placement of workers in jobs harmful to public health or morality or to the
dignity of the Republic of the Philippines;
g. To obstruct or attempt to obstruct inspection by the Secretary of Labor and Employment or by his duly
authorized representative;
h. To fail to submit reports on the status of employment, placement vacancies, remittance of foreign exchange
earnings, separation from jobs, departures and such other matters or information as may be required by the
Secretary of Labor and Employment;
i. To substitute or alter to the prejudice of the worker, employment contracts approved and verified by the
Department of Labor and Employment from the time of actual signing thereof by the parties up to and
including the period of the expiration of the same without the approval of the Department of Labor and
Employment;
 j. For an officer or agent of a recruitment or placement agency to become an officer or member of the Board of
any corporation engaged in travel agency or to be engaged directly or indirectly in the management of a
travel agency;
k. To withhold or deny travel documents from applicant workers before departure for monetary or financial
considerations other than those authorized under the Labor Code and its implementing rules and
regulations;

In addition:

l. Failure to actually deploy without valid reason as determined by the Department of Labor and Employment;
and
m. failure to reimburse expenses incurred by the worker in connection with his documentation and processing
for purpose of deployment, in cases where the deployment does not actually take place without the workers
fault.

The persons criminally liable for illegal recruitment are the principals, accomplices and accessories. In case of
juridical persons, the officers having control, management or direction of their business shall be liable. (Sec. 6, R.A.
8042)

(d) If the offender is a corporation, partnership, association or entity, the penalty shall be
imposed upon the officer or officers of the corporation, partnership, association or entity
responsible for violation; and if such officer is an alien, he shall, in addition to the
penalties herein prescribed, be deported without further proceedings ; (Art. 39.
Penalties )

An employee who does not control, manage or direct the business may not be held liable for illegal recruitment.
Where it is shown that the employee was merely acting under the direction of his superiors and was unaware that his
acts constituted a crime, he may not be held criminally liable for an act done for and in behalf of his employer Such
employee has to be acquitted even where the employer, in violation of POEA requirement, did not register such
employee, and the employee was unaware of such violation. (People of the Philippines vs. Bulu Chowdury, G.R. Nos.
129577-80, February 15, 2000.)

Conversely, an employee of a company or corporation engaged in illegal recruitment may be held liable as
principal, together with his employer, if it is shown that he may actively and consciously participated in illegal
recruitment.

In this case, evidence showed that accused-appellant was the one who informed complainants about the job and
the requirements for deployment. She also received money from them as placement fees. The complainants testified
that they personally met and transacted with her regarding the overseas job placement offers. Complainants parted
with their money, evidenced by receipts signed by the accused. Thus, accused-appellant [the employee] actively
participated in the recruitment of the complainants. (People of the Philippines vs. N. Cabais, G.R. No. 129070, March
16, 2001; People of the Philippines vs. L. Flores, G.R. Nos. 138535-38, April 19, 2001.)

The absence of receipts cannot defeat a criminal prosecution for illegal recruitment. As long as the witnesses can
positively show through their respective testimonies that the accused is the one involved in prohibited recruitment, she
may be convicted of the offence despite the absence of receipts. (People vs. Sagaydo, G.R. Nos. 124671-75
September 29, 2000.)

Presentation of receipts acknowledging payments is not necessary for successful prosecutions of illegal
recruitment charge. Credible testimonial evidence may suffice. (People vs. Benzon Ong etc., G.R. No. 119594,
January 18, 2000.)
 (b) Illegal recruitment when committed by a syndicate or in large scale shall be
considered an offense involving economic sabotage and shall be penalized in
accordance with Article 39 hereof.

Illegal recruitment is deemed committed by a syndicate if carried out by a group of three

(3) or more persons conspiring and/or confederating with one another in carrying out any
unlawful or illegal transaction, enterprise or scheme defined under the first paragraph
hereof. Illegal recruitment is deemed committed in large scale if committed against three
(3) or more persons individually or as a group.

(a) The penalty of life imprisonment and a fine of One Hundred Thousand Pesos
(P1000,000.00) shall be imposed if illegal recruitment constitutes economic sabotage as
defined herein; (Art. 39 , Penalties.

4.1 Separate Categories

Illegal recruitment in large scale and illegal recruitment by a syndicate are separate or independent
categories. They need not coincide within the same case. Where only one complainant filed individual
complaints, there is no illegal recruitment in large scale; but the three conspiring recruiters can be held guilty
of illegal recruitment by a syndicate. (People of the Philippines vs. F. Hernandez, K. Reichl, and Y.G. de
Reichl, G.R. Nos. 141221-36, March 7, 2002.)

It has been held that accused-appellants acts of accepting placement fees from job applicants and
representing to said applicants that he could get them jobs in Taiwan constitute recruitment and placement
under the Labor Code. The offense committed against the six (6) complainants in this case is illegal
recruitment in large scale punishable under Article 39(a) of the Labor Code with life imprisonment and a fine
of One hundred thousand pesos (P100,000.00). (People of the Philippines vs. Tan Tiong Meng alias Tommy
Tan, G.R. Nos. 120835-40, April 10, 1997; People vs. Arabia and Tomas, G.R. Nos. 138431-36, September
12, 2001.)

Where illegal recruitment is proved, but the elements of large scale or syndicate are absent, the
accused can be convicted only of simple illegal recruitment. (People vs. Sagun, G.R. No. 119076, March
25, 2002.)

ART. 39. Penalties. - (b) Any licensee or holder of authority found violating or causing
another to violate any provision of this Title or its implementing rules and regulations
shall, upon conviction thereof, suffer the penalty of imprisonment of not less than two
years nor more than five years or a fine of not less than P10,000 nor more than P50,000,
or both such imprisonment and fine, at the discretion of the court;

(c) Any person who is neither a licensee nor a holder of authority under this Title found
violating any provision thereof or its implementing rules and regulations shall, upon
conviction thereof, suffer the penalty of imprisonment of not less than four years nor
more than eight years or a fine of not less than P20,000 nor more than P100,000 or both
such imprisonment and fine, at the discretion of the court;

(e) In every case, conviction shall cause and carry the automatic revocation of the
license or authority and all the permits and privileges granted to such person or entity
under this Title, and the forfeiture of the cash and surety bonds in favor of the Overseas
Employment Development Board or the National Seamen Board, as the case may be,
both of which are authorized to use the same exclusively to promote their objectives.

c. The Secretary of Labor and Employment or his duly authorized representatives shall
have the power to cause the arrest and detention of such non-licensee or non-holder of
 authority if after investigation it is determined that his activities constitute a danger to
national security and public order or will lead to further exploitation of job-seekers. The
Secretary shall order the search of the office or premises and seizure of documents,
paraphernalia, properties and other implements used in illegal recruitment activities and
the closure of companies, establishments and entities found to be engaged in the
recruitment of workers for overseas employment, without having been licensed or
authorized to do so.

This was declared constitutional by the Supreme Court in the case of Salazar vs. Achacoso , GR No. 81510, 14
March 1990 . The Supreme Court declared that under the Constitution, only a judge may issue warrants of search and
arrest. The only exception is in cases deportation of illegal and undesirable aliens whom the President or the
Commissioner of Immigration may order arrest following order of deportation, for purposes of deportation.

5. Estafa

In People vs. Calonzo G.R. Nos. 115150-55, September 27, 1996), the Court reiterated the rule that a person
convicted for illegal recruitment under the Labor Code can be convicted for violation of the Revised Penal Code
provisions on estafa provided the elements of the crime are present. In People vs. Romero the elements of the crime
were stated thus: a) that the accused defrauded another by abuse of confidence or by means of deceit, and b) that
damage or prejudice capable of pecuniary estimation is caused to the offended party or third person.

Estafa under Article 315, paragraph 2 of the Revised Penal Code is committed by any person who defrauds
another by using a fictitious name, or falsely pretends to possess power, influence, qualifications, property, credit,
agency, business or imaginary transactions, or by means of similar deceits executed prior to or simultaneously with the
commission of the fraud. The offended party must have relied on the false pretense, fraudulent act or fraudulent means
of the accused-appellant and as a result thereof, the offended party suffered damages. It has been proved in this case
that accused-appellants represented themselves to private complainants to have the capacity to send domestic helpers
to Italy, although they did not have any authority or license. It is by this representation that they induced private
complainants to pay a placement fee of P150,000.00. Such act clearly constitutes estafa under Article 315 (2) of the
Revised Penal Code. (People vs. Hernandez, et al., G.R. Nos. 141221-36, March 7, 2002.)

The POEA Rules enumerate the recruitment violations that are punishable with suspension or cancellation of
license. In Section 4, Rule II, Book VI the four grounds for revocation of license are enumerated, namely: violation/s of
the conditions of the license; engaging in act/s of misrepresentation for the purpose of conditions of license of securing
a license or renewal thereof, such as giving false testimonies or falsified documents; engaging in the recruitment or
placement of workers in jobs harmful to public health or morality or to the dignity of the Republic of the Philippines; and
incurring an accumulated three counts of suspension by an agency based on final and executory orders within the
validity period of its license.

The acts punishable with suspension/cancellation of license include: charging a fee before the worker is employed
or in excess of authorized amount; substituting or altering employment contracts; doing recruitment in places outside
the authorized area; deploying workers without processing through POEA; publishing job announcements without
POEAs prior approval.

In the 1997 case of Trans Action the Court affirmed the concurrent jurisdiction of the DOLE Secretary and the
POEA Administrator to suspend or cancel a license.

In a nutshell, the Secretary of Labor and Employment or his duly authorized representatives may cause the lawful
arrest of illegal recruiters either:

1. by virtue of a judicial warrant issued by an RTC, MTC or MCTC judge, as the case may be; or
 2. without judicial warrant, under the provisions of Section 5, Rule 113 of the 1985 Rules on Criminal
Procedure as amended.

Likewise, searches and seizures may be caused to be made either:

1. by virtue of a search warrant issued by a judge upon a probable cause in connection with one
specific offense determined personally by the judge after examination under oath or affirmation of
the complainant and the witnesses he may produce, and particularly describing the place to be
searched and the things to be seized.
2. without a judicial search warrant, for anything which may be used as proof of the commission of
illegal recruitment, under any of the following conditions:

a. when the search is incidental to a lawful arrest but limited to the person of the suspect and the
place of arrest;

2. when the thing to be seized is in plain view of the officer; or

3. when the individual concerned knowingly consents to be searched.

Finally, the Secretary or his duly authorized representative may order the closure of illegal recruitment
establishments. (Abalayan, p. 22.)

Penalties

Section 7 of R.A. No. 8042 provides the penalties for illegal recruitment. It states:

a. Any person found guilty of illegal recruitment shall suffer the penalty of
imprisonment of not less than six (6) years and one (1) day but not more than
twelve (12) years and a fine of not less than Two hundred thousand pesos
(P200,000.00) nor more than Five hundred thousand pesos (P500,000.00).
b. The penalty of life imprisonment and a fine of not less than Five hundred
thousand pesos (P500,000.00) nor more than One million pesos
(P1,000,000.00) shall be imposed if illegal recruitment constitutes economic
sabotage as defined herein.

Provided, however, That the maximum penalty shall be imposed if the person illegally recruited is less
than eighteen (18) years of age or committed by a non-licensee or non-holder of authority.

Venue

A criminal action arising from illegal recruitment shall be filed with the Regional Trial Court of the province or city
where the offense was committed or where the offended party actually resides at the time of the commission of the
offense. The court where the criminal action is first filed shall acquire jurisdiction to the exclusion of other courts.

Mandatory Periods for Resolution of illegal Recruitment Cases

The preliminary investigations of cases under this Act shall be terminated within a period of thirty (30) calendar
days from the date of their filing. Where the preliminary investigation is conducted by a prosecutor and a prima facie
case is established, the corresponding information shall be filed in court within twenty-four (24) hours from the
termination of the investigation. If the preliminary investigation is conducted by a judge and a prima facie case is found
to exist, the corresponding information shall be filed by the proper prosecution officer within forty-eight (48) hours from
the date of receipt of the records of the case. (Sec. 11, R.A. No. 8042.)

Prescriptive Periods

Illegal recruitment cases under this Act shall prescribe in five (5) years; Provided, however, That illegal recruitment
cases involving economic sabotage as defined herein shall prescribe in twenty (20) years. (Sec. 12, R.A. No. 8042.)

Chapter I

National Policies and Administrative

Machinery for their Implementation

Art. 43 Statement of Objective

It is the objective of this Title to develop human resources, establish training institutions, and formulate
such plans and programs as will ensure efficient allocation, development and utilization of the nations
manpower and thereby promote employment and accelerate economic and social growth.

Art. 44 Definitions

As used in this Title:

a. Manpower shall mean that portion of the nations population which has actual or
potential capability to contribute directly to the production of goods and services.
b. Entrepreneurship shall mean training for self-employment or assisting individual of
small industries within the purview of this Title.

Art. 45 National Manpower and Youth Council,16 Composition

To carry out the objectives of this Title, the National Manpower and Youth Council, which is attached to the
Department of Labor for policy and program coordination and hereinafter referred to as the Council, shall be composed
of the Secretary of Labor as ex-officio chairman, the Secretary of Education and Culture as ex-officio vice-chairman,
and as ex-officio members, the Secretary of Economic Planning, the Secretary of Agriculture and Food, the Secretary
of Natural Resources, the Chairman of the Civil Service Commission, the Secretary of Social Welfare, the Secretary of
Local Government, the Secretary of Science and Technology, the Secretary of Trade and Industry, and the Director-
General of the Council. The Director General of the Council shall have no vote.

In addition, the President shall appoint the following members from the private sector: two (2) representatives of
national organization of employers, two (2) representatives of national workers organizations and one representative of
national family and youth organizations, each for a term of three (3) years.

Art. 46 National Manpower Plan

The council shall formulate a long-term national manpower plan for the optimum allocation, development and
utilization of manpower for employment, entrepreneurship and economic and social growth. This manpower plan shall,
after adoption by the Council, be updated annually and submitted to the President for his approval. Thereafter, it shall
be controlling plan for the development of manpower resources for the entire country in accordance with the national
development plan. The Council shall call upon any agency of the Government or the private sector to assist in this
effort.

Art. 47 National Manpower Skills Center

The Council shall establish a National Manpower Skills Center and regional and local training centers for the
purpose of promoting the development of skills. The centers shall be administered and operated under such rules and
regulations as may be established by the Council.

Art. 48 Establishment and Formulation of Skills Standards

There shall be national skills standard for industry trades to be established by the Council in consultation with
employers and workers organizations and appropriate government authorities. The Council shall thereafter administer
the national skills standards.

Art. 49 Administration of Training Programs

The Council shall provide, through the Secretariat, instructor training, entrepreneurship development, training in
vocations, trades and other fields of employment, and assist any employer or organization in training schemes to attain
its objectives under rules and regulations which the Council shall establish for this purpose.

The Council shall exercise, through the Secretariat, authority and jurisdiction, over and administer, ongoing
technical assistance programs and on grants-in-aid for manpower and youth development including those which may
be entered into between the Government of the Philippines and international and foreign organizations and nations, as
well as persons and organizations in the Philippines.

In order to integrate the national manpower development efforts, all manpower training schemes as provided for in
this Code shall be coordinated with the Council, particularly those having to do with the setting of skills standards. For
this purpose, existing manpower training programs in the Government and in the private sector shall be reported to the
Council which may regulate such programs to make them conform with national development programs.

This Article shall not include apprentices, learners and handicapped workers as governed by appropriate
provisions of this Code.

Art. 50 Industry Boards

The Council shall establish industry boards to assist in the establishment of manpower development schemes,
trades and skills standards and such other functions as will provide direct participation of employers and workers in the
fulfillment of the Councils objectives, in accordance with guidelines to be established by the Council and in
consultation with the National Economic and Development Authority.

The maintenance and operations of the industry boards shall be financed through a funding scheme under such
rates of fees and manners of collection and disbursement as may be determined by the Council.

Art. 51 Employment Service Training Functions

The Council shall utilize the employment service of the Department of Labor for the placement of its graduates.
The Bureau of Employment Services shall render assistance for the Council in the measurement of unemployment and
underemployment, conduct of local manpower resource surveys and occupational studies including an inventory of the
labor force, establishment and maintenance without charge of a national register of technicians who have successfully
completed a training program under this Act and skilled manpower including its periodic publication, and maintenance
of an adequate and up-to-date system of employment information.

Art. 52 Incentive Scheme

An additional deduction from taxable income of one-half (1/2) of the value of labor training expenses incurred for
development programs shall be granted to the person or enterprise concerned provided that such development
programs, other than apprenticeship, are approved by the Council and the deduction does not exceed ten percent
(10%) of direct labor wage.

There shall be a review of the said scheme two years after its implementation.

Art. 53 Council Secretariat

The Council shall have a Secretariat headed by a Director General who shall be assisted by a Deputy Director
General both of whom shall be career administrators appointed by the President of the Philippines on recommendation
of the Secretary of Labor. The Secretariat shall be under the administrative supervision of the Secretary of Labor and
shall have an Office of Manpower Planning and Development, an Office of Vocational Preparation, a National
Manpower Skills Center, regional manpower development offices, and such other offices as may be necessary.

The Director General shall have the rank and emoluments of an undersecretary and shall serve for a term of ten
(10) years. The Executive Directors of the Office of Manpower Planning and Development, the Office of Vocational
Preparation, National Manpower Skills Center shall have the rank and emoluments of a bureau director and shall be
subject to Civil Service Law, rules and regulations. The Director General, Deputy General and Executive Directors
shall be natural-born citizens, between 30 and 50 years of age at the time of appointment, with a masters degree or its
equivalent, and experience in national planning and development of human resources. The Executive Director of the
National Manpower Skills Center shall, in addition to the foregoing qualifications, have undergone training in center
management. Directors shall be appointed by the President on the recommendation of the Secretary of Labor.

The Director General shall appoint such personnel necessary to carry out the objectives, policies and functions of
the Council subject to Civil Service rules. The regular professional and technical personnel shall be exempt from
WAPCO rules and regulations.

The Secretariat shall have the following functions and responsibilities:

a. To prepare and recommend the manpower plan for approval by the Council;
b. To recommend allocation of resources for the implementation of the manpower plan as approved
by the Council;
c. To carry out the manpower plan as the implementing arm of the Council;
d. To effect the efficient performance of the functions of the Council and the achievement of the
objectives of this Title;
e. To determine specific allocation of resources for projects to be undertaken pursuant to approved
manpower plans;
f. To submit to the Council periodic reports on progress and accomplishment of work programs;
g. To prepare for approval by the Council an annual report to the President on plans, programs and
projects on manpower and out-of-school youth developments;
h. To enter into agreements to implement approved plans and programs and perform any and all
such acts as will fulfill the objectives of this Code as well as ensure the efficient performance of the
functions of the Council; and
i. To perform such other functions as may be authorized by the Council.

Art. 54 Regional Manpower Development Offices

 The Council shall create regional manpower development offices which shall determine the manpower needs of
industry, agriculture and other sectors of the economy within their respective jurisdiction; provide the Council central
planners with the data for updating the National Manpower plan; recommend programs for the regional level agencies
engaged in manpower and youth development within the policies formulated by the Council; and administer and
supervise Secretariat training program within the region and perform such other functions as may be authorized by the
Council.

Art. 55 Consultants and Technical Assistance, Publication and Research

In pursuing its objectives, the Council is authorized to set aside a portion of its appropriation for the hiring of the
services of qualified consultants, and/or private organizations for research work and publication. It shall avail itself of
the services of the Government as may be required.

Art. 56 Rules and Regulations

The Council shall define its broad functions and issue appropriate rules and regulations necessary to implement
the provisions of this Code.

Republic Act No. 7796 An act creating the technical education and skills development authority, providing
for its powers, structure and for other purposes.

j) Apprenticeship training within employment with compulsory related theoretical instructions involving a contract
between an apprentice and an employer on an approved apprenticeable occupation;

k) Apprentice is a person undergoing training for an approved apprenticeable occupation during an established period
assured by an apprenticeship agreement;

l. Apprenticeship Agreement is a contract wherein a prospective employer binds himself to train apprentice
who in turn accepts the terms of training for a recognized apprenticeable occupation emphasizing the rights,
duties, and responsibilities of each party;

m. Apprenticeable Occupation is an occupation officially endorsed by a tripartite body and approved for
apprenticeship by the Authority;

n. Learners refer to persons hired as trainees in semi-skilled and other industrial occupations which are
nonapprenticeable. Learnership programs must be approved by the Authority.

Rule III TESDA Board

Section 1. Creation of the Technical Education and Skills Development Authority.

To implement the policy declared in the Act, a Technical Education and Skills Development Authority is created
(hereinafter referred to as the Authority or TESDA).

The Authority shall be composed of the TESDA Board as its governing body, and the TESDA Secretariat as its
executive arm.

The TESDA shall replace and absorb the National Manpower and Youth Council (NMYC), the Bureau of Technical
and Vocational Education (BTVE) and the personnel and functions pertaining to technical-vocational education in the
regional offices of the Department of Education, Culture and Sports (DECS), and the apprenticeship program of the
Bureau of Local Employment of the Department of labor and Employment.

Sec. 2. Composition of the TESDA Board. The TESDA Board is composed of the following:

The Secretary of Labor and Employment Chairperson

Secretary of Education, Culture and Sports Co-Chairperson

Secretary of Trade and Industry Co-Chairperson

Secretary of Agriculture Member

Secretary of Interior and Local Government Member

Director-General of the TESDA Secretariat Member

Private sector representatives appointed by the President:

a. Two (2) representatives form the employer/industry organization, one of whom shall be a woman;
b. Three (3) representatives from the labor sector, one of whom shall be a woman; and
c. Two (2) representatives of national associations of private technical-vocational education and
training institutions, one of whom shall be a woman.

Sec. 3. Term of Office. As soon as all the members of the private sector are appointed, they shall so organize
themselves that the term of office of one-third (1/3) of their number shall expire every year. The members from the
private sector appointed thereafter to fill vacancies caused by expiration of terms shall hold office for three years (3)
years.

TRAINING AND EMPLOYMENT OF SPECIAL

WORKERS

Art. 57. Statement of Objectives

This Title aims:

1. To help meet the demand of the economy for trained manpower;

2. To establish a national apprenticeship program through the participation of employers,
workers and government and non-government agencies; and
3. To establish apprenticeship standards for the protection of apprentices.

SECTION 1. Objectives. The promotion, development, and maintenance of apprenticeship programs shall have the
following objectives:

(a) To meet the needs of the economy for training manpower in the widest possible range of employment;
(b) To establish a national apprenticeship program through the participation of employers, workers, government, civic
and other groups; and

(c) To establish apprenticeship standards for the protection of apprentices and upgrading of skills.

Art. 58. Definition of Terms

As used in this Title:

a. Apprenticeship means practical training on the job supplemented by related

theoretical instruction.
b. An apprentice is a worker who is covered by a written apprenticeship
agreement with an individual employer or any of the entities recognized under
this Chapter
c. An apprenticeable occupation means any trade, form of employment or
occupation which requires more than three (3) months of practical training on
the job supplemented by related theoretical instruction. (See R.A. No. 7796.)
d. Apprenticeship agreement is an employment contract wherein the employer
binds himself to train the apprentice and the apprentice in turn accepts the
terms of training.

SECTION 2. Definition of terms.

(a) "Apprenticeship" means any training on the job supplemented by related theoretical instructions involving
apprenticeable occupations and trades as may be approved by the Secretary of Labor and Employment.

(b) "Apprentice" is a worker who is covered by a written apprenticeship agreement with an employer.

(c) "Apprenticeship agreement" is a written employment contract wherein the employer binds himself to train the
apprentice and the latter in turn agrees to work for the employer.

(d) "Apprenticeable occupation" means any trade, form of employment or occupation approved for apprenticeship by
the Secretary of Labor and Employment, which requires for proficiency more than three months of practical training on
the job supplemented by related theoretical instructions.

(e) "Apprenticeship standards" means the written implementing plans and conditions of an apprenticeship program.

(f) "Bureau" means the Bureau of Apprenticeship.

(g) "Employer" means the individual firm or any other entity qualified to hire apprentice under the Code.

(h) "On the job training" is the practical work experience through actual participation in productive activities given to or
acquired by an apprentice.

(i) "Related theoretical instructions" means technical information based on apprenticeship standards approved by the
Bureau designed to provide the apprentice theoretical competence in his trade.

(j) "Highly Technical Industries" means trade, business, enterprise, industry, or other activity, which is engaged in the
application of advanced technology.
SECTION 3. Voluntary nature of apprenticeship program. The organization of apprenticeship program shall be
primarily a voluntary undertaking of employers, except as otherwise provided.

Art. 70. Voluntary organization of apprenticeship programs; exemptions.

a. The organization of apprenticeship program shall be primarily a voluntary undertaking by

employers;

b. When national security or particular requirements of economic development so demand, the

President of the Philippines may require compulsory training of apprentices in certain trades,
occupations, jobs or employment levels where shortage of trained manpower is deemed critical as
determined by the Secretary of Labor and Employment. Appropriate rules in this connection shall
be promulgated by the Secretary of Labor and Employment as the need arises; and

C. Where services of foreign technicians are utilized by private companies in apprenticeable

trades, said companies are required to set up appropriate apprenticeship programs.

SECTION 41. Compulsory apprenticeship. (a) When grave national emergencies, particularly those involving the
security of the state, arise or particular requirements of economic development so demand, the Secretary of Labor and
Employment may recommend to the President of the Philippines the compulsory training of apprentices required in a
certain trades, occupations, jobs or employment levels where shortage of trained manpower is deemed critical;

(b) Where services of foreign technicians are utilized by private companies in apprenticeable trades said companies
are required to set up appropriate apprenticeship programs.

Art. 59. Qualifications of Apprentice

To qualify as an apprentice, a person shall:

a. Be at least fourteen (14) years of age;

b. Possess vocational aptitude and capacity for appropriate tests; and
c. Possess the ability to comprehend and follow oral and written instructions.

Trade and industry associations may recommend to the Secretary of Labor appropriate
educational requirements for different occupations.

SECTION 11. Qualifications of apprentices. To qualify as apprentice, an applicant shall:

(a) Be at least fifteen years of age; provided those who are at least fifteen years of age but less than eighteen may be
eligible for apprenticeship only in non-hazardous occupations;

R.A. No. 7610, as amended by R.A. No. 7658 (approved on November 9, 1993), which explicitly prohibits
employment of children below fifteen (15) years of age.

(b) Be physically fit for the occupation in which he desires to be trained;

SECTION 13. Physical fitness. Total physical fitness need not be required of an apprentice-applicant unless it is
essential to the expeditious and effective learning of the occupation. Only physical defects which constitute real
impediments to effective performance as determined by the plant apprenticeship committee may disqualify an
applicant.
SECTION 14. Free physical examination. Physical examination of apprentice-applicant preparatory to employment
shall be provided free of charge by the Department of Health or any government hospital. If this is not feasible, the firm
or entity screening the applicant shall extend such service free of charge.

Any entity with an apprenticeship program may elect to assume the responsibility for physical examination provided
its facilities are adequate and all expenses are borne exclusively by it.

(c) Possess vocational aptitude and capacity for the particular occupation as established through appropriate tests;

SECTION 12. Aptitude tests. An employer who has a recognized apprenticeship program shall provide aptitude
tests to apprentice-applicants. However, if the employer does not have adequate facilities, the Department of Labor
and Employment may provide the service free of charge. and

Art. 68. Aptitude Testing of Applicants

Consonant with the minimum qualification of apprentice-applicants required under this Chapter,
employers or entities with duly recognized apprenticeship programs shall have primary responsibility for
providing appropriate aptitude tests in the selection of apprentices. If they do not have adequate facilities
for the purpose, the Department of Labor shall perform the service free of charge.

(d) Possess the ability to comprehend and follow oral and written instructions.

Trade and industry associations may, however, recommend to the Secretary of Labor and Employment appropriate
educational qualifications for apprentices in certain occupations. Such qualifications, if approved, shall be the
educational requirements for apprenticeship in such occupations unless waived by an employer in favor of an applicant
who has demonstrated exceptional ability. A certification explaining briefly the ground for such waiver, and signed by
the person in charge of the program, shall be attached to the apprenticeship agreement of the applicant concerned.

Art. 60. Employment of Apprentices

Only employers in the highly technical industries may employ apprentices and only in apprenticeable
occupations approved by the Minister of Labor and Employment.

SECTION 9. Who may establish programs. Any entity, whether or not organized for profit may establish or sponsor
apprenticeship programs and employ apprentices.

SECTION 10. Assistance by non-profit entities. In lieu of organizing programs, non-profit entities may:

(a) Execute an agreement with firms of their choice with on-going apprenticeship programs, directly or through the
Department of Labor and Employment, assuming responsibility for training deserving apprentices selected by an
employer who shall pay the apprentices;

(b) Give financial and other contributions for the promotion of apprenticeship programs; or

(c) Provide other forms of assistance.

Apprentices who train under such programs shall be properly identified in apprenticeship agreements with the
employer. However, responsibility for compliance with employees' compensation, social security, medicare and other
labor laws shall remain with the employer who benefits from the productive efforts of the apprentices.
SECTION 6. Recognition of apprenticeship programs. To enjoy the benefits which the Bureau or other government
agencies may extend to duly recognized apprenticeship programs, an employer shall submit in quadruplicate to the
Training Section of the appropriate Apprenticeship Division of the appropriate Regional Office the apprenticeship
standards of the proposed program prepared in accordance with guidelines set by the Bureau.

If the apprenticeship standards are found in order, a certificate of recognition shall be issued by the Apprenticeship
Division concerned within five (5) days from receipt thereof.

SECTION 7. Benefits accruing to recognition. An entity with a recognized apprenticeship program shall be entitled to
technical and other assistance from the Bureau and other government agencies and to the corresponding training-
expense deduction from its income tax. The rate of such tax deduction incentive and the procedure of availment
thereof are provided in Section 42 of this Rule.

SECTION 19. Apprenticeship period. The period of apprenticeship shall not exceed six (6) months.

(a) Four hundred (400) hours or two (2) months for trades or occupations which normally require a year or more for
proficiency; and

(b) Two hundred (200) hours or one (1) month for occupations and jobs which require more than three months but less
than one year for proficiency.

At least five (5) working days before the actual date of termination, the party terminating shall serve a written notice
on the other, stating the reason for such decision and a copy of said notice shall be furnished the Apprenticeship
Division concerned.

SECTION 20. Hours of work. Hours of work of the apprentice shall not exceed the maximum number of hours of
work prescribed by law, if any, for a worker of his age and sex. Time spent in related theoretical instructions shall be
considered as hours of work and shall be reckoned jointly with on-the-job training time in computing in the agreement
the appropriate periods for giving wage increases to the apprentice.

An apprentice not otherwise barred by law from working eight hours a day may be requested by his employer to
work overtime and paid accordingly, provided there are no available regular workers to do the job, and the overtime
work thus rendered is duly credited toward his training time.

SECTION 21. Previous training or experience. A prospective apprentice who has completed or otherwise attended a
vocational course in a duly recognized trade or vocational school or training center or who has had previous
experience in the trade or occupation in which he desires to be apprenticed shall be given due credit therefor.

Both practical and theoretical knowledge shall be evaluated and the credit shall appear in the apprenticeship
agreement which shall have the effect of shortening the training and servicing as a basis for promoting him to a higher
wage level. Such credit shall be expressed in terms of hours.

SECTION 15. Apprenticeable trades. The Bureau shall evaluate crafts and operative, technical, nautical,
commercial, clerical, technological, supervisory, service and managerial activities which may be declared
apprenticeable by the Secretary of Labor and Employment and shall have exclusive jurisdiction to formulate model
national apprenticeship standards therefor.

SECTION 16. Model standards. Model apprenticeship standards to be set by the Bureau shall include the following:

(a) Those affecting employment of apprentices under different occupational conditions;

(b) Those involving theoretical and proficiency tests for apprentices during their training;
 (c) Areas and duration of work and study covered by on-the-job training and theoretical instructions of
apprenticeable trades and occupations; and

(d) Those referring to the qualifications of trainers of apprentices.

SECTION 17. Participation in standards setting. The Bureau may request any legitimate worker's and employer's
organizations, civic and professional groups, and other entities whether public or private, to assist in the formulation of
national apprenticeship standards.

SECTION 8. Trades to be included in apprenticeship programs. Only trades and occupations declared
apprenticeable by the Secretary of Labor and Employment may be included in apprenticeship programs.

Art. 61. Contests of Apprenticeship Agreements

Apprenticeship agreements, including the wage rates of apprentices, shall conform to the rules issued
by the Minister of Labor and Employment. The period of apprenticeship shall not exceed six months.
Apprenticeship agreements providing for wage rates below the legal minimum wage, which in no case shall
start below 75 percent of the applicable minimum wage, may be entered into only in accordance with
apprenticeship programs duly approved by the Minister of Labor and Employment. The Ministry shall
develop standard model programs of apprenticeship.

Prior approval by the Department of Labor and Employment of the proposed apprenticeship program is, therefore,
a condition sine qua non before an apprenticeship agreement can be validly entered into.

The act of filing the proposed apprenticeship program with the Department of Labor and Employment is a
preliminary step towards its final approval and does not instantaneously give rise to an employer-apprentice
relationship.

Art. 62. Signing of Apprenticeship Agreement

Every apprenticeship agreement shall be signed by the employer or his agent, or by an authorized
representative of any of the recognized organizations, associations or groups, and by the apprentice.

An apprenticeship agreement with a minor shall be signed in his behalf by his parent or guardian or, if
the latter is not available, by an authorized representative of the Department of Labor, and the same shall
be binding during its lifetime.

Every apprenticeship agreement entered into under this Title shall be ratified by the appropriate
apprenticeship committee, if any, and a copy thereof shall be furnished both the employer and the
apprentice.

SECTION 18. Contents of agreement. Every apprenticeship agreement shall include the following:

(a) The full names and addresses of the contracting parties;

(b) Date of birth of the apprentice;

(c) Name of the trade, occupation or job in which the apprentice will be trained and the dates on which such training
will begin and will approximately end;
(d) The approximate number of hours of on-the-job training as well as of supplementary theoretical instructions which
the apprentice shall undergo during his training;

(e) A schedule of the work processes of the trade/occupation in which the apprentice shall be trained and the
approximate time to be spent on the job in each process;

(f) The graduated scale of wages to be paid the apprentice;

(g) The probationary period of the apprentice during which either party may summarily terminate their agreement; and

(h) A clause that if the employer is unable to fulfill his training obligation, he may transfer the agreement, with the
consent of the apprentice, to any other employer who is willing to assume such obligation.

SECTION 22. Parties to agreement. Every apprenticeship agreement shall be signed by the employer or his duly
authorized representative and by the apprentice.

An apprenticeship agreement with a minor shall be signed in his behalf by his parent or guardian, or if the latter is
not available, by an authorized representative of the Department of Labor and Employment.

Art. 63. Venue of Apprenticeship Programs

Any firm, employer, group or association, industry, organization or civic group wishing to organize an
apprenticeship program may choose from any of the following apprenticeship schemes as the training
venue or apprentices:

a. Apprenticeship conducted entirely by and within the sponsoring firm, establishment or

entity;
b. Apprenticeship entirely within a Department of Labor training center or other public
training institutions; or
c. Initial training in trade fundamentals in a training center or other institutions with
subsequent actual work participation within the sponsoring firm or entity during the final
stage of training.

Art. 64. Sponsoring of Apprenticeship Program

Any of the apprenticeship schemes recognized herein may be undertaken or sponsored by a single
employer or firm or by a group or association thereof, or by a civic organization. Actual training of
apprentices may be undertaken:

a. In the premises of the sponsoring employer in the case of individual apprenticeship

programs;
b. In the premises of one or several designated firms in the case of programs sponsored by
a group or association of employers or by a civic organization; or
c. In a Department of Labor training center or other public training institution.

SECTION 4. Venue of on-the-job training. The practical aspect of on-the-job training of apprentices may be
undertaken:
(a) In the plant, shop or premises of the employer or firm concerned if the apprenticeship program is organized by an
individual employer or firm;

(b) In the premises of one or several firms designated for the purpose by the organizer of the program if such organizer
is an association of employers, civic group and the like; and

(c) In a Department of Labor and Employment Training Center or other public training institutions with which the
Bureau has made appropriate arrangements.

SECTION 5. On-the-job training to be explicitly described. The manner in which practical or on-the-job training shall
be provided must be specifically described in the apprenticeship standards of a particular program.

SECTION 34. Use of training centers. The Department may utilize the facilities and services of the National
Manpower and Youth Council, the Department of Education, Culture and Sports and other public training institutions for
the training of apprentices.

SECTION 35. Coordination of training activities. The apprenticeship Division shall coordinate with the above training
centers all activities relating to apprenticeship. The Bureau, through the Apprenticeship Division, shall provide technical
guidance and advice to the centers.

SECTION 36. Priority in use of training centers. Priority in the use of training centers shall be given to recognized
apprenticeship programs in skills which are highly in demand in specific regions or localities as determined through
surveys. The Bureau shall recommend to the Secretary of Labor and Employment the establishment of priorities based
on data supplied by the Bureau of Local Employment, Labor Statistics Service, the National Manpower and Youth
Council, and its own fundings. The Secretary of Labor and Employment may, however, also act on the basis of
petitions presented by qualified entities which are willing to bear the costs of training.

Art. 69. Responsibility for Theoretical Instruction

Supplementary theoretical instruction to apprentices in cases where the program is undertaken in the
plant may be done by the employer. If the latter is not prepared to assume the responsibility, the same may
be delegated to an appropriate government agency.

SECTION 27. Theoretical instructions by employer. Related theoretical instructions to apprentices may be
undertaken by the employer himself if he has adequate facilities and qualified instructors for the purpose. He shall
indicate his intention to assume such responsibility in the apprenticeship standard of his program. The course outline
and the bio-data of the instructors who will conduct the course shall conform with the standards set by the Department.

SECTION 28. Ratio of theoretical instruction and on-the-job training. The normal ratio is one hundred (100) hours of
theoretical instructions for every two thousand (2,000) hours of practical or on-the-job training. Theoretical instructions
time for occupations requiring less than two thousand hours for proficiency shall be computed on the basis of such
ratio.

Art. 71. Deductibility of training costs. An additional deduction from taxable income of one-half (1/2) of the
value of labor training expenses incurred for developing the productivity and efficiency of apprentices shall
be granted to the person or enterprise organizing an apprenticeship program: Provided, That such program
is duly recognized by the Department of Labor and Employment: Provided, further, That such deduction
shall not exceed ten (10%) percent of direct labor wage: and Provided, finally, That the person or
enterprise who wishes to avail himself or itself of this incentive should pay his apprentices the minimum
wage.
SECTION 29. Wages. The wage rate of the apprentice shall start at seventy five (75%) per cent of the statutory
minimum wage for the first six (6) months; thereafter, he shall be paid the full minimum wage, including the full cost of
living allowance.

Art. 72. Apprentices without compensation. The Secretary of Labor and Employment may authorize the
hiring of apprentices without compensation whose training on the job is required by the school or training
program curriculum or as requisite for graduation or board examination.

SECTION 40. Apprenticeship without compensation. The Secretary of Labor and Employment through the
Apprenticeship Division, may authorize the hiring of apprentices without compensation whose training on the job is
required by the school curriculum as a prerequisite for graduation or for taking a government board examination.

Working Scholar; Liability of School

In relation to Art. 72, the Implementing Rules provide: There is no employer-employee relationship between
students on one hand, and schools, colleges or universities, on the other, where there is written agreement between
them under which the former agree to work for the latter in exchange for the privilege to study free of charge, provided
the students are given real opportunities, including such facilities as may be reasonable and necessary to finish their
chosen courses under such agreement. (Implementing Rules of Book III, Rule X, Sec. 14)

The act of Funtecha in taking over the steering wheel was one done for and in behalf of his employer for which act
the petitioner-school cannot deny any

responsibility by arguing that it was done beyond the scope of his janitorial duties.

SECTION 25. Valid cause to terminate agreement. Either party to an agreement may terminate the same after the
probationary period only for a valid cause. The following are valid causes for termination:

By the employer (a) Habitual absenteeism in on-the-job training and related theoretical instructions;

(b) Willful disobedience of company rules or insubordination to lawful order of a superior;

(c) Poor physical condition, permanent disability or prolonged illness which incapacitates the apprentice from
working;

(d) Theft or malicious destruction of company property and/or equipment;

(e) Poor efficiency or performance on the job or in the classroom for a prolonged period despite warnings duly
given to the apprentice; and

(f) Engaging in violence or other forms of gross misconduct inside the employer's premises.

By the apprentice (a) Substandard or deleterious working conditions within the employer's premises:

(b) Repeated violations by the employer of the terms of the apprenticeship agreement;

(c) Cruel or inhuman treatment by the employer or his subordinates;

(d) Personal problems which in the opinion of the apprentice shall prevent him from a satisfactory performance of
his job; and

(e) Bad health or continuing illness.

SECTION 26. Procedure of termination. The procedure for effecting termination shall be embodied in appropriate
instructions to be prepared by the Bureau and approved by the Secretary of Labor and Employment.

SECTION 24. Enforcement of agreement. No person shall institute any action for the enforcement of any
apprenticeship agreement or for damages for breach thereof, unless he has exhausted all available administrative
remedies. The plant apprenticeship committee shall have initial responsibility for settling differences arising out of
apprenticeship agreements.

SECTION 30. Tripartite apprenticeship committees. The creation of a plant apprenticeship committee for every
apprenticeship program shall be necessary. The Department of Labor and Employment shall encourage the
organization of apprenticeship committees at trade, industry or other levels. As much as possible these committees
shall consist of management, labor and government representatives.

SECTION 31. Non-tripartite committees. Where tripartism is not feasible, the apprenticeship committee may be
composed of:

(a) Technical personnel in the plant, trade or industry concerned;

(b) Labor and management representatives.

Representatives of cooperative, civic and other groups may also participate in such committees.

SECTION 32. Duties of apprenticeship committees. An apprenticeship committee at any level shall be responsible
for the following duties:

(a) Act as liaison between the apprentice and the employees;

(b) Mediate and/or settle in the first instance differences between the employer and the apprentices arising out of
an apprenticeship agreement;

(c) Maintain a constant follow-up on the technical progress of the program and of the apprentices in particular;

(d) Recommend to the Apprenticeship Division of the Regional Office concerned the issuance of certificates of
completion to apprentices.

SECTION 33. Creation of ad hoc advisory committees. The Secretary of Labor and Employment may create ad hoc
committees consisting of representatives of management, labor and government on the national, regional and local
levels to advise and assist him in the formulation of policy, promotion of apprenticeship and other matters he may
deem appropriate to refer to them.

SECTION 37. Issuance of certificates. Upon completion of his training, the apprentice shall be issued a certificate of
completion of apprenticeship by the Apprenticeship Division of the Regional Office concerned.

SECTION 38. Certificate of meritorious service. A certificate of meritorious service may be awarded by the Secretary
of Labor and Employment to apprenticeship committees or other entities which have rendered outstanding service to
the cause of apprenticeship.

SECTION 39. Certificate, evidence of skills. A certificate of completion of apprenticeship shall be evidence of the
skills specified therein in accordance with national skills standards established by the Department.

SECTION 42. Certification from Apprenticeship Division. An employer desiring to avail of the tax deduction provided
under the Code shall secure from the Apprenticeship Division a certification that his apprenticeship program was
operational during the taxable year concerned. Such certification shall be attached to the employer's income tax
returns for the particular year. Guidelines for the issuance of such certification shall be prepared by the Bureau and
approved by the Secretary of Labor and Employment.

Art. 65. Investigation of Violation of Apprenticeship Agreement

Upon complaint of any interested person or upon its own initiative, the appropriate agency of the
Department of Labor or its authorized representative shall investigate any violation of an apprenticeship
agreement pursuant to such rules and regulations as may be prescribed by the Secretary of Labor.

Art. 66. Appeal to the Secretary of Labor

The decision of the authorized agency of the Department of Labor may be appealed by any aggrieved
person to the Secretary of Labor within five (5) days from receipt of the decision. The decision of the
Secretary of Labor shall be final and executory.

Art. 67. Exhaustion of Administrative Remedies

No person shall institute any action for the enforcement of any apprenticeship agreement or damages
for breach of any such agreement, unless he has exhausted all available administrative remedies.

SECTION 23. Bureau and Apprenticeship Division of Regional Office concerned to be furnished copy of agreement.
The employer shall furnish a copy of the apprenticeship agreement to the Bureau and Apprenticeship Division of
Regional Office concerned and the agency which shall provide related theoretical instructions if the employer is not the
one who will give such instructions. The copies shall be sent by the employer within five (5) working days from the date
of execution thereof. If the agreement is found defective and serious damage would be sustained by either party if such
defect is not corrected, the Apprenticeship Division shall advise the employer within five (5) working days not to
implement the agreement pending amendment thereof. Other defects may be correlated without suspending the
effectivity of the agreement.

Chapter II
LEARNERS

Art. 73. Learners Defined . Learners are persons hired as trainees in semi-skilled and other industrial
occupations which are non-apprenticeable and which may be learned through practical training on the job
in a relatively short period of time which shall not exceed three (3) months.

SECTION 1. Definition of terms. (a) "Learner" is a person hired as a trainee in industrial occupations which are non-
apprenticeable and which may be learned through practical training on the job for a period not exceeding three (3)
months, whether or not such practical training is supplemented by theoretical instructions.

Art. 74. When learners may be hired . Learners may be employed when no experienced workers are
available, the employment of learners is necessary to prevent curtailment of employment opportunities,
and the employment does not create unfair competition in terms of labor costs or impair or lower working
standards.

SECTION 2. When learners may be employed. Learners may be employed when no experienced workers are
available, the employment of learners being necessary to prevent curtailment of employment opportunities, and such
employment will not create unfair competition in terms of labor costs nor impair working standards.
Art. 75. Learnership agreement . Any employer desiring to employ learners shall enter into a learnership
agreement with them, which agreement shall include:

a. The names and addresses of the learners;

b. The duration of the learnership period, which shall not exceed three (3) months;

c. The wages or salary rates of the learners which shall begin at not less than seventy-five percent
(75%) of the applicable minimum wage; and

d. A commitment to employ the learners if they so desire, as regular employees upon completion of
the learnership. All learners who have been allowed or suffered to work during the first two (2)
months shall be deemed regular employees if training is terminated by the employer before the
end of the stipulated period through no fault of the learners.

The learnership agreement shall be subject to inspection by the Secretary of Labor and Employment or
his duly authorized representative.

(b) "Learnership agreement" refers to the employment and training contract entered into between the employer and
the learner.

SECTION 4. Contents of learnership agreement. A learnership agreement, shall include:

(a) The names and addresses of the employer and the learner;

(b) The occupation to be learned and the duration of the training period which shall not exceed three (3) months;

(c) The wage of learner which shall be at least 75 percent of the applicable minimum wage; and

(d) A commitment to employ the learner, if he so desires, as a regular employee upon completion of training.

A learner who has worked during the first two months shall be deemed a regular employee if training is terminated
by the employer before the end of the stipulated period through no fault of the learner.

SECTION 5. Parties to learnership agreement. Every learnership agreement shall be signed by the employer or his
duly authorized agent and by the learner. A learnership agreement with a minor shall be signed by the learner with the
conformity of his parent or guardian.

The employer shall furnish a copy each of the learnership agreement to the learner, the Bureau, and the
Apprenticeship Division of the appropriate Regional Office within five (5) working days following its execution by the
parties.

SECTION 6. Employment of minors as learners. A minor below fifteen (15) years of age shall not be eligible for
employment as a learner. Those below eighteen (18) years of age may only be employed in non-hazardous
occupations.

SECTION 3. Approval of learnership program. Any employer who intends to employ learners shall submit in writing
to the Apprenticeship Division of the Regional Office concerned, copy furnished the Bureau, his learnership program,
which the Division shall evaluate to determine if the occupation involved is learnable and the program is sufficient for
the purpose of training. Within five (5) working days from receipt of the program, the Division shall make known its
decision to the employer concerned. A learnership program shall be subject to periodic inspection by the Secretary of
Labor and Employment or his duly authorized representative.
SECTION 7. Cancellation of learnership programs. The Secretary of Labor and Employment may cancel any
learnership program if upon inquiry it is found that the justification for the program no longer exists.

Art. 76. Learners in piecework . Learners employed in piece or incentive-rate jobs during the training period
shall be paid in full for the work done.

Art. 77. Penalty clause . Any violation of this Chapter or its implementing rules and regulations shall be
subject to the general penalty clause provided for in this Code.

LEARNERSHIP vs. APPRENTICESHIP

Learnership and apprenticeship are similar because they both mean training periods for jobs requiring
skills that can be acquired through actual work experience. And because both a learner and an apprentice
are not as fully productive as regular workers, the learner and the apprentice may be paid wages twenty-
five percent lower than the applicable legal minimum wage.

They differ in the focus and the terms of training. A learner trains in a semi-skilled job or in industrial
occupations that require training for less than three months. An apprentice, on the other hand, trains in a
highly skilled job or in a job found only in a highly technical industry. Because it is a highly skilled job, the
training period exceeds three months. For a learner, the training period is shorter because the job is more
easily learned than that in apprenticeship. The job, in other words, is non-apprenticeable because its
practical skills can be learned in three (not six) months. A learner is not an apprentice but an apprentice is,
conceptually, also a learner.

Accordingly, because the job is more easily learnable in learnership than in apprenticeship, the
employer is committed to hire the learner-trainee as an employee after the training period. No such
commitment exists in apprenticeship.

Finally, employment of apprentices, as stated in Art. 60, is legally allowed only in highly technical
industries and only in apprenticeable occupations approved by DOLE. Learnership agreements do not
need prior approval by DOLE but are subject to DOLEs inspection.

Chapter III

HANDICAPPED WORKERS

Art. 78. Definition . Handicapped workers are those whose earning capacity is impaired by age or physical
or mental deficiency or injury.

(a) "Handicapped workers" are those whose earning capacity is impaired by age or physical or mental deficiency or
injury.

Art. 79. When employable . Handicapped workers may be employed when their employment is necessary to
prevent curtailment of employment opportunities and when it does not create unfair competition in labor
costs or impair or lower working standards.

SECTION 2. When handicapped workers may be employed. Handicapped workers may be employed when their
employment is necessary to prevent curtailment of employment opportunities and when it does not create unfair
competition in labor costs or impair working standards.

Art. 80. Employment agreement . Any employer who employs handicapped workers shall enter into an
employment agreement with them, which agreement shall include:
 1. The names and addresses of the handicapped workers to be employed;

2. The rate to be paid the handicapped workers which shall not be less than seventy five (75%)
percent of the applicable legal minimum wage;

3. The duration of employment period; and

4. The work to be performed by handicapped workers.

The employment agreement shall be subject to inspection by the Secretary of Labor or his duly
authorized representative.

(b) "Employment agreement" is the contract of employment entered into between the employer and the handicapped
worker.

SECTION 3. Contents of employment agreement. An employer who hires a handicapped worker shall enter into an
employment agreement with the latter which shall include:

(a) The names and addresses of the employer and the handicapped worker;

(b) The rate of pay of the handicapped worker which shall not be less than seventy-five (75%) percent of the legal
minimum wage;

(c) The nature of work to be performed by the handicapped worker; and

(d) The duration of the employment.

SECTION 4. Copy of agreement to be furnished to Division. A copy each of the employment agreement shall be
furnished by the employer to the handicapped worker and the Apprenticeship Division involved. The Secretary of Labor
and Employment or his duly authorized representative may inspect from time to time the working conditions of
handicapped workers to verify compliance by the parties with their employment agreement.

Art. 81. Eligibility for apprenticeship . Subject to the appropriate provisions of this Code, handicapped workers may
be hired as apprentices or learners if their handicap is not such as to effectively impede the performance of job
operations in the particular occupations for which they are hired.

SECTION 5. Eligibility for apprenticeship. Handicapped workers shall not be precluded from employment as
apprentices or learners if their handicap is not such as to effectively impede the performance of job operations in the
particular trade or occupation which is the subject of the apprenticeship or learnership program.

Section 8. Incentives for Employment. a) To encourage the active participation of the private sector in promoting the
welfare of disabled persons and to ensure gainful employment for qualified disabled persons, adequate incentives
incentives shall be provided to private entities which employ disabled persons.

b) Private entities that employ disabled persons who meet the required skills or qualifications, either as regular
employee, apprentice or learner, shall be entitled to an additional deduction, from their gross income, equivalent to
twenty-five percent (25%) of the total amount paid as salaries and wages to disabled persons: Provided, however, That
such entities present proof as certified by the Department of Labor and Employment that disabled persons are under
their employ: Provided, further, That the disabled employee is accredited with the Department of Labor and
Employment and the Department of Health as to his disability, skills and qualifications.
 d. Private entities that improve or modify their physical facilities in order to provide reasonable accommodation
for disabled persons shall also be entitled to an additional deduction from their taxable income, equivalent to
fifty percent (50%) of the direct costs of the improvements or modifications. This Section, however, does not
apply to improvements or modifications of facilities required under Batas Pambansa Bilang 344.

Section 32. Discrimination on Employment. No entity, whether public or private, shall discriminate against a qualified
disabled person by reason of disability in regard to job application procedures, the hiring, promotion, or discharge of
employees, employee compensation, job training and other terms, conditions, and privileges of employment.

The following constitutes acts of discrimination:

a. Limiting, segregating or classifying a disabled job applicant in such a manner that adversely affects
his work opportunities;
b. Using qualification standards, employment test or other selection criteria tha screen out or tend to
screen out a disabled person unless such standards, test or other selection criteria are shown to be
job-related for the position in question and are consistent with business necessity;
c. Utilizing standards, criteria, or methods of administration that:

1. have the effect of discrimination on the basis of disability; or

2. perpetuate the discrimination of others who are subject to common administrative
control.

d. Providing less compensation, such as salary, wage or other forms of remuneration and fringe
benefits, to a qualified disabled employee, by reason of his disability, than the amount to which a
non-disabled person performing the same work is entitled;

e. Favoring a non-disabled employee over a qualified disabled employee with respect to promotion,
training opportunities, study and scholarship grants, solely on account of the latters disability;
f. Re-assigning or transferring a disabled employee to a job or position he cannot perform by reason
of his disability;
g. Dismissing or terminating the services of a disabled employee by reason of his disability unless the
employer can prove that he impairs the satisfactory performance of the work involved to the
prejudice of the business entity: Provided, however, That the employer first sought to provide
reasonable accommodations for disabled persons;
h. Failing to select or administer in the most effective manner employment tests which accurately
reflect the skills, aptitude or other factor of the disabled applicant or employee that such test
purports to measure, rather than the impaired sensory, manual or speaking skills of such applicant
or employee, if any; and
i. Excluding disabled persons from membership in labor unions or similar organizations.

WORKING CONDITIONS AND REST PERIODS

Chapter I
HOURS OF WORK

Article 82. Coverage

 The provisions of this Title shall apply to employees in all establishments and undertakings whether for
profit or not, but to government employees, managerial employees, field personnel, members of the family
of the employer who are dependent on him for support, domestic helpers, persons in the personal service
of another, and workers who are paid by results as determined by the Secretary of Labor in appropriate
regulations.

As used herein, managerial employees refer to those whose primary duty consists of the management
of the establishment in which they are employed or of a department or subdivision thereof, and to other
officers or members of the managerial staff.

Field personnel shall refer to nonagricultural employees who regularly perform their duties away from
the principal place of business or branch office of the employer and whose actual hours of work in the field
cannot be determined with reasonable certainty.

The Supreme Court defined the term employer was defined as one who employs the services of others; one for
whom employees work and who pays their wages or salaries. Angat River Irrigation System, et. al. vs. Angat River
Workers Union (PLUM), et. al., On the other hand, an employee is one who works for salary or wages. (Feati
University vs. Bautista, G. R. No. L-21278, December 27, 1966;). One who is in the service of another under a contract
for hire, express or implied, oral or written, is also an employee. ( Sunrise Coconut Products Co., Inc. vs. CIR, et. al.,
G.R. No. L-2009, April 30, 1949).

Employer is defined as one who employs the services of others; one for whom employees work and who pays their
wages or salaries while an Employee is a person in the service of another under any contract of hire, express or
implied, oral or written, where the employer has the power or right to control and direct the employee in the material
details of how the work is to be performed. Employee is a person in the service of another under any contract of
hire, express or implied, oral or written. ( Riverbend Country Club v. Patterson, Tex.Civ.App., 399 S.W.2d 382,383. )

Generally, when person for whom services are performed has right to control and direct individual who performs
services not only as to result to be accomplished by work but also to details and means by which result is
accomplished, individual subject to direction is an employee Employer. One who employs the services of others:
one for whom employees work and who pays their wages or salaries. ( Blacks Law Dictionary 5th Edition, page 471)

Employer is also defined as one who is in such relation to another person that he may control the work of that other
person and direct the manner in which it is to be done. ( 18 R. C. L. 490) Employee is one who is in such a relation to
another person that the latter may control the work of the former and direct the manner in which it shall be done.
(Ballantine, Law Dictionary page 430.)

An employee is a person who is compensated for his labor or services by wages rather than by profits. (People vs.
Distributors Division, Smoked Fish Workers Union, Local No. 20377, Sup. 7 N.Y., 2d 185, 187, Words and Phrases)

Under Article 97 of the Labor Code on the topic of Wages, an Employer includes any person acting directly or
indirectly in the interest of an employer in relation to an employee and shall include the Government and all its
branches, subdivisions and instrumentalities, all government-owned or controlled corporations and institutions, as well
as non-profit private institutions or organizations while an Employee includes any individual employed by an
employer.

Employee includes any person in the employ of a particular employer. The term shall not be limited to the
employees of a particular employer, unless the Code so explicitly states. It shall include any individual whose work has
ceased as a result of or in connection with any current labor dispute or because of any unfair labor practice if he has
not obtained any other substantially equivalent and regular employment. ( Book V, Rule I, Section 1(f))
 Employer Any person, natural or juridical, domestic or foreign, who carries on in the Philippines any trade,
business, industry, undertaking, or activity of any kind and uses the services of another person who is under his orders
as regards the employment, except the Government and any of its political subdivision, branches or instrumentalities,
including corporations owned or controlled by the Government: Provided, That a self-employed person shall be both
employee and employer at the same time ( Sec. 8 ( c) Social Security Law (R.A. 1161 as amended by Sec. 2, Pres.
Decree No. 1636, S. 1979)

Employee Any person who performs services for an employer in which either or both mental and physical efforts
are used and who receives compensation for such services, where there is an employer-employee relationship:
Provided, That a self-employed person shall be both employee and employer at the same time (Section 8(d) Social
Security Law as amended by Sec. 4, RA 2658 and Sec. 2, Pres. Decree No. 1636, S. 1979)

e. Employer includes any person acting in the interest of an employer, directly or indirectly. The term
shall not include any labor organization or any of its officers or agents except when acting as
employer.
f. Employee includes any person in the employ of an employer. The term shall not be limited to the
employees of a particular employer, unless this Code so explicitly states. It shall include any
individual whose work has ceased as a result of or in connection with any current labor dispute or
because of any unfair labor practice if he has not obtained any other substantially equivalent and
regular employment.

Employer refers to any person or entity who employs the services of others, one for whom employees work and
who pays their wages or salaries. An employer includes any person directly or indirectly acting in the interest of an
employer. It shall also refer to the enterprise where a labor organization operates or seeks to operate (Department
Order No. 40-03). The term shall not include any labor organization or any of its officers or agents when acting as an
employee. (Art. 212, Labor Code)

On the other hand, an employee refers to any person working for an employer. It includes one whose work has
ceased in connection with any current labor dispute because of any unfair labor practice and one who has been
dismissed from work but the legality of the dismissal is being contested in a forum of appropriate jurisdiction.
(Department Order No. 40-03) Art. 212 of the Labor Code states that the term shall not be limited to the employees of
a particular employer, unless the Code explicitly provides. . It also qualifies that the employee who was dismissed in
connection with a current labor dispute or unfair labor practice, in order that he be considered, still an employee if he
has not obtained any other substantially equivalent and regular employment.

Under Article 212 of the Labor Code, as amended, the term Employer includes any person acting in the interest of
an employer, directly or indirectly. It shall not include any labor organization or any of its officers or agents except when
acting as an employer. On the other hand, an employee is any person in the employ of the employer. The term shall
not be limited to the employees of a particular employer, unless the Labor Code so explicitly states. It shall include any
individual whose work has ceased as a result of or in connection with any current labor dispute or because of any
unfair labor practice provided he has not obtained any other substantially equivalent and regular employment.

The said definition of employer excludes labor organization or its officers or agents as employer. However, they
shall be considered as employer with respect to persons who render services to them as their employees. (Feati
University vs. Bautista, 18 SCRA 1191) A labor organization which has substituting contracts with shipping companies
for arrastre and stevedoring services with organizational structure, systems operational facilities akin to independent
contractors, is considered an employer insofar as its laborers under its hire are concerned. ( Allied Free Workers Union
vs. Cia Maritima, 19 SCRA258). An organizer of labor union hired by the federation who paid a regular salary and
whose employment is reported to the Social Security System (SSS), is an employee of the federation. The mere fact
alone that the federation is a labor organization does not mean that it cannot be considered as employer of its
personnel. The federation had the power to dismiss him and controlled his work as organizer. ( Bautista vs. Inciong,
158 SCRA 665).
 Cessation of work due to strike or lockout, or to dismissal or suspensions constituting unfair labor practices, does
not in itself affect the employee status, in the sense that the rights and benefits of the employee are protected as
though there had been no interruption of service, effective upon the actual return to work. Generally, upon
reinstatement of one whose dismissal constituted an unfair labor practice, he is entitled to backwages, seniority and
other rights, in order to make whole his loss as a result of the employers unlawful act. (PAL vs. PALEA, 19 SCRA
483.)

Test in determining existence of employer-employee relationship

GR No. 159890, May 28, 2004

Abante, Jr. vs Lamadrid Bearing & Parts Corp.

We are called upon to resolve the issue of whether or not petitioner, as a commission salesman, is an employee of
respondent corporation. To ascertain the existence of an employer-employee relationship, jurisprudence has invariably
applied the four-fold test, namely: (1) the manner of selection and engagement; (2) the payment of wages; (3) the
presence or absence of the power of dismissal; and (4) the presence or absence of the power of control. Of these four,
the last one is the most important. The so-called control test is commonly regarded as the most crucial and
determinative indicator of the presence of an employer-employee relationship. Under the control test, an employer-
employee relationship exists where the person for whom the services are performed reserves the right to control not
only the end achieved, but also the manner and means to be used in reaching that end. 430 SCRA 368

G.R. No. 166920, February 19, 2007

Pacific Consultants International Asia, Inc. v. Schonfeld

Jurisprudence is firmly settled that whenever the existence of an employment relationship is in dispute, four
elements constitute the reliable yardstick: a) the selection and engagement of the employee; b) the payment of wages;
c) the power of dismissal; and d) the employers power to control the employees conduct. It is the so-called control
test which constitutes the most important index of the existence of the employer-employee relationship- that is
whether the employer controls or has reserved the right to control the employee not only as to the result of the work to
be done but also as to the means and methods by which the same is to be accomplished. Stated otherwise, an
employer-employee relationship exists where the person for whom the services are performed reserves the right to
control not only at the end to be achieved but also the means to be used in reaching such end.

G.R. No. 146881, February 5, 2007

Coca Cola Bottlers (Phils.), Inc. v. Climaco

The Court, in determining the existence of an employer-employee relationship, has invariably adhered to the four-
fold test: 1) the selection and engagement of the employee; 2) the payment of wages; 3) the power of dismissal; and 4)
the power to control the employees conduct, or the so-called control test, considered to be the most important
element.

The issuance by the principal of guidelines does not establish control by principal

[G.R. No. 145443 March 18, 2005]

Consulta vs CA
In 1987, Racquel Consultas appointment as Managing Associate (MA) was confirmed by Panama Philippines. As MA,
she was tasked to organize, develop, manage and maintain a sales division and a full complement of agencies and
Health Consultants and to submit such number of enrollments and revenue attainments as may be required by the
company. Pursuant to the agreement, Consultas compensation was commission-based and she was further required
to represent Panama on an exclusive basis. Sometime within that year, Consulta negotiated with the Federation of
Filipino Civilian Employees Association (FFCEA) working at the US Subic Naval Base for a health care plan for the
FFCEA members. Panama then issued a certification authorizing Consulta to negotiate with FFCEA on its behalf. The
US Naval Supply signed the contract for FFCEA. Consulta now claims that Panama has not paid her commission for
the FFCEA account and thus filed a complaint with the NLRC for unpaid wages. Panama contends that Consulta is not
an employee, therefore the NLRC did not have jurisdiction over the complaint.

ISSUE: Whether or not an employer-employee relationship existed

Applying the four-fold test, the SC found that no employer-employee relationship existed. Based on some minutes
of meetings submitted as evidence by Consulta herself, the MAs only received pointers and suggestions on how to go
about their recruitment and sales activities. Such pointers were not binding and thus, it cannot be said that they were
subject to the control of the company. Further, the MAs shouldered 50% of the costs of their recruitment campaign, a
portion of the salaries of their secretaries and cash incentives to their sales associates, indicating that they acted as
independent contractors. Pursuant to her contract, Consulta received compensation in the form of commission. No
actual sales, no income. That her contract had an exclusivity provision did not turn their relationship into that of
employer-employee. It was simply a reasonable restriction designed to prevent similar acts prejudicial to the
companys business interest. There being no power of control, no employer-employee relationship existed between
Consulta and Panama.

[G.R. No. 84484 November 15, 1989]

Insular Life Assurance Co., Ltd. vs NLRC

In 1968, Melecio Basiao entered into a contract with Insular Life Assurance constituting Basiao as an agent
authorized to solicit within the Philippines applications for insurance policies and annuities. The contract provided that
compensation would be commission based and that Basiao would also be subjected to the rules of the companys
Rate Book, Agents Manual and other such circulars as may be promulgated. Prohibitions against the giving of rebates,
misrepresentations and overselling were likewise stipulated. Unilateral termination could be effected by mere service of
a written notice. In 1972, Basiao subsequently entered into an Agency Managers contract with the same company.
Pursuant to which he organized an agency, while concurrently fulfilling his commitments under the first agreement. In
1979, Insular terminated the Agency Managers contract and despite Basiaos efforts, the company refused to
reconsider. Basiao then sued the company, which he claimed prompted the latter to terminate also the first contract.
Basiao lodged a complaint with the Ministry of Labor to recover commissions alleged to be unpaid. Insular contends
that no employer-employee relationship existed, thus the Ministry had no jurisdiction and that the proper action to file
was a civil case for the recovery of sum of money.

Issue: Whether or not an employer-employee relationship existed

Based on the four-fold test, the SC found that there was no employer-employee relationship as there was no power
of control. Insular made Basiao the master of his own time and selling methods, set no accomplishment quotas and
compensated him on the basis of results obtained. Basiao argued that the imposition upon him of company rules and
guidelines constituted as control. The SC distinguished between rules that merely serve as guidelines to promote result
and rules that control the methodology and bind the party hired to the use of such means, which effectively affect both
the results and the means to achieve it; in the latter, there is an exercise of the power of control. This distinction is
particularly relevant in insurance companies as these are enterprises imbued with public interest. It is usual and
expected therefore on the part of Insular to set some guidelines for its agents to ensure that they will not run afoul with
the law and what it requires or prohibits. None of these guidelines actually invades the agents contractual prerogative
to adopt his own methods or to sell at his own time and convenience. There being no power of control, no employer-
employee relationship existed between Basiao and Insular Life Assurance.
 The existence of an employer employee relationship is a question of fact , the quantum of proof is substantial
evidence.

[GR No. 138051 June 10, 2004]

Sonza vs ABS-CBN Broadcasting Corp.

The existence of an employer-employee relationship is a question of fact. Appellate courts accord the factual
findings of the Labor Arbiter and the NLRC not only respect but finality when supported by substantial evidence.
Substantial evidence means such relevant evidence as a reasonable mind might accept as adequate to support a
conclusion. A party cannot prove the absence of substantial evidence by simply pointing out that there is contrary
evidence on record, direct or circumstantial. The Court does not substitute its own judgment for that of the tribunal in
determining where the weight of evidence lies or what evidence is credible. 431 SCRA 583

On the criteria of payment of wages, the Supreme Court in the case of Vinoya vs. NLRC (supra ) also ruled that
payment by the principal coursed to a contractor is still payment by the principal as the funds came from the principal.

As the existence of an employer-employee relationship is a question of fact, the following were considered
evidence to establish the relationship: company issued identification card; cash voucher covering employees salaries
( Domasig vs. NLRC, GR No. 118101, 16 Sepr 1996 ) ; registration with the Social Security System ( Flores vs.
Nuestra, GR No. 66890, 15 April 1988 ) Taxes withheld on salaries ; employment contracts, appointment letters,
personnel list; payrolls ; Contribution to Employees Provident Fund (Equitable Banking vs. NLRC, GR No. 102467, 13
June 1997)

The existence of the relationship is not determined by the basis of employees compensation. Commissions or
wage or salary maybe dependent on the hours of work spent, quality or quantity of work done as well as skill. Piece
rate, boundary and pakyaw are merely methods of pay computation.

The Supreme Court decided that employer-employee relationship exists in the following cases: Salaried Insurance
Agent as distinquished from registered agents on commission basis (Great pacific Life vs. Judico, GR No. 73887, 21
Dec 1989); School Teachers (Feati University vs. Bautista, GR No. L- 21278, 27 Dec 1966) Jeepney Drivers, Taxi
Driver, Barbers (Citizens League vs. Abbas, GR No. L-21212, 23 Sept 1966) Piece Rate workers (Makati
Haberdashery vs. NLRC, GR No. 83380 15 Nov 1989); Street Hired cargadors (Caurdanetaan Piece Workers Union
vs. Laguesma, G.R. No. 113542 , 24 Feb 1998) Fisherman serving on various capacities for 8 -15 years paid on
commission basis ( Ruga vs. NLRC, G.R. No. 72654, 22 Jan 1990 ) Workers on movie projects ( Maraguinot vs.
NLRC, GR 120969, 22 Jan 1998 ) Employees of labor union ( Bautista vs. Inciong, GR No. 52824, 16 March 1988 )
Employees of unregistered association (Orlando Farm Growers vs. NLRC, GR No. 129076, 25 Nov 1998 ).

The determination of the existence of an employer and employee relationship is more relevant in situations wherein
the working or manpower force is supplied or provided by another entity.

The law allows job contracting. Labor only contracting is prohibited. ( Art. 106 , Labor Code, as amended )

ART. 106. Contractor or subcontractor. - x x

The Secretary of Labor and Employment may, by appropriate regulations, restrict or prohibit the
contracting-out of labor to protect the rights of workers established under this Code. In so prohibiting or
restricting, he may make appropriate distinctions between labor-only contracting and job contracting as
well as differentiations within these types of contracting and determine who among the parties involved
shall be considered the employer for purposes of this Code, to prevent any violation or circumvention of
any provision of this Code.
 There is "labor-only" contracting where the person supplying workers to an employer does not have
substantial capital or investment in the form of tools, equipment, machineries, work premises, among
others, and the workers recruited and placed by such person are performing activities which are directly
related to the principal business of such employer. In such cases, the person or intermediary shall be
considered merely as an agent of the employer who shall be responsible to the workers in the same
manner and extent as if the latter were directly employed by him.

DEPARTMENT ORDER NO. 18 - 02

(Series of 2002)
Rules Implementing Articles 106 To 109
Of The Labor Code, As Amended

By virtue of the power vested in the Secretary of Labor and Employment under Articles 5 (Rule-making) and 106
(Contractor or Subcontractor) of the Labor Code of the Philippines, as amended, the following regulations governing
contracting and subcontracting arrangements are hereby issued:

Section 1. Guiding principles. - Contracting and subcontracting arrangements are expressly allowed by law and are
subject to regulation for the promotion of employment and the observance of the rights of workers to just and humane
conditions of work, security of tenure, self-organization, and collective bargaining. Labor-only contracting as defined
herein shall be prohibited.

Section 2 . Coverage. - These Rules shall apply to all parties of contracting and subcontracting arrangements where
employer-employee relationship exists. Placement activities through private recruitment and placement agencies as
governed by Articles 25 to 39 of the Labor Code are not covered by these Rules.

Section 3. Trilateral Relationship in Contracting Arrangements. - In legitimate contracting, there exists a trilateral
relationship under which there is a contract for a specific job, work or service between the principal and the contractor
or subcontractor, and a contract of employment between the contractor or subcontractor and its workers. Hence, there
are three parties involved in these arrangements, the principal which decides to farm out a job or service to a
contractor or subcontractor, the contractor or subcontractor which has the capacity to independently undertake the
performance of the job, work or service, and the contractual workers engaged by the contractor or subcontractor to
accomplish the job work or service.

Section 4. Definition of Basic Terms. - The following terms as used in these Rules, shall mean:

(a) "Contracting" or "subcontracting" refers to an arrangement whereby a principal agrees to put out or farm out with a
contractor or subcontractor the performance or completion of a specific job, work or service within a definite or
predetermined period, regardless of whether such job, work or service is to be performed or completed within or
outside the premises of the principal.

(b) "Contractor or subcontractor" refers to any person or entity engaged in a legitimate contracting or subcontracting
arrangement.

(c) "Contractual employee" includes one employed by a contractor or subcontractor to perform or complete a job, work
or service pursuant to an arrangement between the latter and a principal.

(d) "Principal" refers to any employer who puts out or farms out a job, service or work to a contractor or subcontractor.
Section 5. Prohibition against labor-only contracting. - Labor-only contracting is hereby declared prohibited. For
this purpose, labor-only contracting shall refer to an arrangement where the contractor or subcontractor merely
recruits, supplies or places workers to perform a job, work or service for a principal, and any of the following elements
are present:

(i) The contractor or subcontractor does not have substantial capital or investment which relates to the job, work or
service to be performed and the employees recruited, supplied or placed by such contractor or subcontractor are
performing activities which are directly related to the main business of the principal; or

(ii) the contractor does not exercise the right to control over the performance of the work of the contractual employee.

The foregoing provisions shall be without prejudice to the application of Article 248 (C ) of the Labor Code, as
amended.

"Substantial capital or investment" refers to capital stocks and subscribed capitalization in the case of corporations,
tools, equipment, implements, machineries and work premises, actually and directly used by the contractor or
subcontractor in the performance or completion of the job, work or service contracted out.

The "right to control" shall refer to the right reserved to the person for whom the services of the contractual workers are
performed, to determine not only the end to be achieved, but also the manner and means to be used in reaching that
end.

Section 6. Prohibitions . - Notwithstanding Section 5 of these Rules, the following are hereby declared prohibited for
being contrary to law or public policy:

(a) Contracting out of a job, work or service when not done in good faith and not justified by the exigencies of the
business and the same results in the termination of regular employees and reduction of work hours or reduction or
splitting of the bargaining unit;

(b) Contracting out of work with a "cabo" as defined in Section 1 (ii), Rule I, Book V of these Rules. "Cabo" refers to a
person or group of persons or to a labor group which, in the guise of a labor organization, supplies workers to an
employer, with or without any monetary or other consideration whether in the capacity of an agent of the employer or
as an ostensible independent contractor;

(c) Taking undue advantage of the economic situation or lack of bargaining strength of the contractual employee, or
undermining his security of tenure or basic rights, or circumventing the provisions of regular employment, in any of the
following instances:

(i) In addition to his assigned functions, requiring the contractual employee to perform functions which are currently
being performed by the regular employees of the principal or of the contractor or subcontractor;

(ii) Requiring him to sign, as a precondition to employment or continued employment, an antedated resignation letter; a
blank payroll; a waiver of labor standards including minimum wages and social or welfare benefits; or a quitclaim
releasing the principal, contractor or subcontractor from any liability as to payment of future claims; and

(iii) Requiring him to sign a contract fixing the period of employment to a term shorter than the term of the contract
between the principal and the contractor or subcontractor, unless the latter contract is divisible into phases for which
substantially different skills are required and this is made known to the employee at the time of engagement;

(d) Contracting out of a job, work or service through an in-house agency which refers to a contractor or subcontractor
engaged in the supply of labor which is owned, managed or controlled by the principal and which operates solely for
the principal;
(e) Contracting out of a job, work or service directly related to the business or operation of the principal by reason of a
strike or lockout whether actual or imminent;

(f) Contracting out of a job, work or service being performed by union members when such will interfere with, restrain
or coerce employees in the exercise of their rights to self organization as provided in Art. 248 (c) of the Labor Code, as
amended.

Section 7. Existence of an employer-employee relationship . - The contractor or subcontractor shall be

considered the employer of the contractual employee for purposes of enforcing the provisions of the Labor Code and
other social legislation. The principal, however, shall be solidarily liable with the contractor in the event of any violation
of any provision of the Labor Code, including the failure to pay wages.

The principal shall be deemed the employer of the contractual employee in any of the following cases as declared by a
competent authority:

(a) where there is labor-only contracting; or

(b) where the contracting arrangement falls within the prohibitions provided in Section 6 (Prohibitions) hereof.

Section 11. Registration of Contractors or Subcontractors . - Consistent with the authority of the Secretary of
Labor and Employment to restrict or prohibit the contracting out of labor through appropriate regulations, a registration
system to govern contracting arrangements and to be implemented by the Regional Offices is hereby established.

The registration of contractors and subcontractors shall be necessary for purposes of establishing an effective labor
market information and monitoring.

Failure to register shall give rise to the presumption that the contractor is engaged in labor-only contracting.

Section 19. Solidary liability . - The principal shall be deemed as the direct employer of the contractual employees
and therefore, solidarily liable with the contractor or subcontractor for whatever monetary claims the contractual
employees may have against the former in the case of violations as provided for in Sections 5 (Labor-Only
contracting), 6 (Prohibitions), 8 (Rights of Contractual Employees) and 16 (Delisting) of these Rules. In addition, the
principal shall also be solidarily liable in case the contract between the principal and contractor or subcontractor is
preterminated for reasons not attributable to the fault of the contractor or subcontractor.

7.1 Legitimate Labor Contracting

The labor contractor is legitimate if he is a job contractor and not a labor-only contractor; and (2) if he is properly
registered in accordance with D.O. No. 18-02. Labor contracting is lawful and permissible if it does not fall under either
Section 5 or 6 of D.O. No. 18-02.

There is job contracting permissible under the Labor Code if the contractor carries on an independent business and
undertakes the contract work on his own account under his own responsibility according to his own manner and
method, free from the control and direction of his employer or principal in all matters connected with the performance of
the work except as to the results thereof and the contractor has sufficient capital or investment in the form of tools,
equipment, machinery, work premises and other materials which are necessary in the conduct of his business.
(Section 8, Rule VIII, Book III, Implementing Rules )

On the other hand, Labor Only Contracting occurs when the person who supplies workers to an employer does not
have capital or investment in the form of tools, equipment, machinery, work premises and other materials and the
workers recruited and placed by such person are performing activities which are directly related to the principal
business or operations of the employer in which the workers are habitually employed.( Section 9, supra ) The law does
not require both substantial capital and investment in the form of tools, equipment, machinery as shown by the use of
conjunction or . The labor only contractor shall be considered merely an agent or intermediary of the employer who
shall be responsible to the workers in the same manner and extent as if the latter were directly employed by him.
Employer Employee relationship exists between the principal and the workers supplied by the labor only contractor.

Held by the Supreme Court as labor only contracting : The Cotobato Timberland Co., Inc (CTCI) which is
engaged in the business of plywood manufacturing entered into a contract with Arabi for the milling, piling and bundling
of log ends or sawn lumber in small scale, as well as clearing and hauling of firewood or waste firewood. Arabi had no
equipment, tools and capital of his own. Tools and equipment were lent by CTCI. The wages came from the money
paid by CTCI based on sawmill production and/or number of workers or time used in certain job area of operation.
Work activities and schedules were set by CTCI . (Lim vs. NLRC, G.R. No. 124630, Feb. 12, 1999 ) ; Peninsula
Manpower Company, Inc. (PMCI) and Regent Food Corporation (RFC) which is engaged in the business of food
manufacturing, executed an Contract of Service whereby PMCI would provide RFC temporary manpower services.
Authorized capital stock of PMCI was 1 Million pesos with P75,000.00 as paid up. One of the employee provided under
the said contract was a sales representative to book sales, orders and collect payments and he can be required to
render services beyond eight hours, when deemed necessary by RFC. ( Vinoya vs. NLRC, G.R. No. 126586, Feb. 2,
2000) ; CAMARA STEEL and TOPFLITE executed a contract wherein the latter will provide workers to the latter. A
janitor was hired after undergoing an interview with a timekeeper of CAMARA STEEL and performed work under the
direct supervision of a supervisor of CAMARA STEEL although his time records bear the heading and logo of
TOPFLITE, the same was signed by officers of CAMARA STEEL. ( De los Santos, et. al. vs. NLRC, G.R. No. 121327,
Dec. 20, 2001)

Held by the Supreme Court as valid job contracting: Philippine Airlines (PAL) and Stellar Industrial Services, Inc.
(SIS) entered into an agreement that SIS will provide PAL with cleaning and janitorial services with its personnel whom
they warrant are honest and reliable with necessary health certificates and police clearance utilizing its own tools and
equipment like vacuum cleaners and polishers, using materials which are high quality as not to cause damage to PAL
premises. SIS shall hire and discharge its employees, exercise direct control over them and determine their rate of
wages. Aside from PAL, SIS renders the same kind of services to San Miguel Corporation, Hongkong Shanghai Bank
and Japan Airlines ( PAL vs. NLRC, G.R. No. 125792, Nov. 9, 1998 ) ; DL Admark, a firm registered with the Securities
and Exchange Commission as a firm engaged in promotional, advertising, marketing, merchandizing and publication
business a executed a contract of services with Cakifornia Manufacturing Corporation (CMC) , which is engaged in the
business manufacturing and distribution of food products. Under the said contract, DL Admark will supply sales
promotion and merchandizing services to CMC. DL Admark had an asset of P6 Million with several motor vehicles,
tools, materials and equipment necessary to services its clients. It renders the same services to Purefoods, Corona
Supply, Nabisco Biscuits and Licion. (Escario vs. NLRC, G.R. No. 124055, June 8, 2000 )

(GR 156367, May 16, 2005)

Auto Bus Transport Systems, Inc. V. Bautista

Regular Employee; Field Personnel; Bus Drivers are not Field Personnel

As a general rule, [field personnel] are those whose performance of their job/service is not supervised by the
employer or his representative, the workplace being away from the principal office and whose hours and
days of work cannot be determined with reasonable certainty; hence they are paid specific amount for
rendering specific service or performing specific work. If required to be at specific places at specific times,
employees, including drivers cannot be said to be field personnel despite the fact that they are performing
work away from the principal office of the employer.

As observed by the Labor Arbiter and concurred in by the Court of Appeals:

It is of judicial notice that along the routes that are plied by these bus companies, there are its inspectors
assigned at strategic places who board the bus and inspect the passengers, the punched tickets, and the
conductors reports. There is also the mandatory once-a-week- car barn or shop day, where the bus is
regularly checked as to its mechanical, electrical, and hydraulic aspects, whether or not there are problems
 thereon as reported by the driver and/or conductor. They too, must be at specific place as [sic] specified time,
as they generally observe prompt departure and arrival from their point of origin to their point of destination.
In each and every depot, there is always the Dispatcher whose function is precisely to see to it that the bus
and its crew leave the premises at specific times and arrive at the estimated proper time. These are present
in the case at bar. The driver, the complainant herein, was therefore under constant supervision while in the
performance of his work. He cannot be considered as field personnel.

We agree in the above disquisition. Therefore, as correctly concluded by the appellate court, respondent is not a
field personnel but a regular employee who performs tasks usually necessary and desirable in the usual trade of
petitioners business.

[G.R. No. 165881. April 19, 2006.]

VILLAMARIA v. CA

Employer-Employee relationship; Operator-driver

As early as 1956, the Court ruled in National Labor Union v. Dinglasan that the jeepney owner/operator-driver
relationship under the boundary system is that of employer-employee and not lessor-lessee. This doctrine was
affirmed, under similar factual settings, in Magboo v. Bernardo and Lantaco, Sr. v. Llamas, and was analogously
applied to govern the relationships between auto-calesa owner/operator and driver, bus owner/operator and conductor,
and taxi owner/operator and driver.

The boundary system is a scheme by an owner/operator engaged in transporting passengers as a common carrier
to primarily govern the compensation of the driver, that is, the latter's daily earnings are remitted to the owner/operator
less the excess of the boundary which represents the driver's compensation. Under this system, the owner/operator
exercises control and supervision over the driver. It is unlike in lease of chattels where the lessor loses complete
control over the chattel leased but the lessee is still ultimately responsible for the consequences of its use. The
management of the business is still in the hands of the owner/operator, who, being the holder of the certificate of public
convenience, must see to it that the driver follows the route prescribed by the franchising and regulatory authority, and
the rules promulgated with regard to the business operations. The fact that the driver does not receive fixed wages but
only the excess of the "boundary" given to the owner/operator is not sufficient to change the relationship between
them. Indubitably, the driver performs activities which are usually necessary or desirable in the usual business or trade
of the owner/operator.

(GR 149011, June 28, 2005)

San Miguel Corporation v. Aballa

Test in Determining Independent Contractorship

The test to determine the existence of independent contractorship is whether one claiming to be an independent
contractor has contracted to do the work according to his own methods and without being subject to the control of the
employer, except only as to the results of the work. In legitimate labor contracting, the law creates an employer-
employee relationship for a limited purpose, i.e. to ensure that the employees are paid their wages. The principal
employer becomes jointly and severally liable with the job contractor, only for the payment of the employees wages
whenever the contractor fails to pay the same. Other than that, the principal employer is not responsible for any claim
made by the employees. In labor only contracting, the statute creates an employer-employee relationship for a
comprehensive purpose: to prevent a circumvention of labor laws. The contractor is considered merely an agent of the
principal employer and the latter is responsible to the employees of the labor-only contractor as if such employees had
been directly employed by the principal employer.
(GR 138051, June 10, 2004)

Sonza v. ABS-CBN

Independent Contractor; Radio and Broadcast Talent

The control test is the most important test our courts apply in distinguishing an employee from an independent
contractor. The greater the supervision and control the hirer exercises, the more likely the worker is deemed an
employee. A radio broadcast specialist who works under minimal supervision is an independent contractor. Additionally,
Jay Sonza was receiving a monthly talent fee of P317,000, a huge amount for an ordinary employment relationship.
Furthermore, ABS-CBN could not retrench him even if it should suffer losses; in fact ABS CBN continued to pay
Sonzas talent fees during the remaining period of their Agreement although the network has ceased broadcasting
Sonzas program.

(GR 145443, March 18, 2005)

Consulta v. CA

Employer-Employee Relationship; Power of Control

In Insular Life Co., Ltd. v. NLRC, the Court explained the scope of the power to control thus:

Xxx It should, however, be obvious that not every form of control that the hiring party reserves to himself over the
conduct of the party hired in relation to the services rendered maybe accorded the effect of establishing an employer-
employee relationship between them in the legal or technical sense of the term. A line must be drawn somewhere, if
the recognized distinction between an employee and an individual contractor is not to vanish altogether. Realistically, it
would be a rare contract of service that gives untrammeled freedom to the party hired and eschews any intervention
whatsoever in his performance of the engagement. Logically, the line should be drawn between rules that merely serve
as guidelines toward the achievement of the mutually desired result without dictating the means or methods to be
employed in attaining it, and those that control or fix the methodology and bind or restrict the party hired to the use of
such means. The first, which aim only to promote the result, create no employer-employee relationship unlike the
second, which address both the result and the means used to achieve it.

EXCLUDED EMPLOYEES

1. Managers / Managerial Employees / Managerial Staff

As defined in Section 2, Rule I, Book III, of the aforestated Rules to Implement the Labor Code, viz.: (1) their
primary duty consists of the performance of work directly related to management policies of their employer; (2) they
customarily and regularly exercise discretion and independent judgment; (3) they regularly and directly assist the
managerial employee whose primary duty consists of the management of a department of the establishment in which
they are employed; (4) they execute, under general supervision, work along specialized or technical lines requiring
special training, experience or knowledge; (5) they execute, under general supervision, special assignments and tasks;
and (6) they do not devote more than twenty percent (20%) of their hours worked in a work-week to activities which are
not directly and clearly related to the performance of their work hereinbefore described.

Supervisors are included.

2. Field Sales Personnel

Another group of employees excluded from coverage of Articles 82 to 96 refers to field personnel. As a general
rule, field personnel are those whose performance of their job/service is not supervised by the employer or his
representative, the workplace being away from the principal office and whose hours and days of work cannot be
determined with reasonable certainty; hence, they are paid specific amount for rendering specific service or performing
specific work. If required to be at specific places at specific times, employees including drivers cannot be said to be
field personnel despite the fact they are performing work away from the principal office of the employee. (BWC
advisory opinion to Philippine Technical-Clerical Commercial Employees Association, April 6, 1989.)

The phrase whose actual hours of work in field cannot be determined with reasonable certainty in Art. 82 must be
read in conjunction with Rule IV, Book III of the Implementing Rules which provides:

Rule IV. Holidays with Pay

Section 1. Coverage This rule shall apply to all employees except: x x x

(e) Field personnel and other employees whose time and performance is unsupervised by the employer xxx (Italics
supplied) xxx

[G.R. No. 162813, February 12, 2007]

Far East Agricultural Supply, Inc. v. Lebatique

Regular employee; Field personnel

"Field personnel" shall refer to non-agricultural employees who regularly perform their duties away from the
principal place of business or branch office of the employer and whose actual hours of work in the field cannot be
determined with reasonable certainty.

In Auto Bus Transport Systems, Inc. v. Bautista, this Court emphasized that the definition of a "field personnel" is
not merely concerned with the location where the employee regularly performs his duties but also with the fact that the
employees performance is unsupervised by the employer. We held that field personnel are those who regularly
perform their duties away from the principal place of business of the employer and whose actual hours of work in the
field cannot be determined with reasonable certainty. Thus, in order to determine whether an employee is a field
employee, it is also necessary to ascertain if actual hours of work in the field can be determined with reasonable
certainty by the employer. In so doing, an inquiry must be made as to whether or not the employees time and
performance are constantly supervised by the employer.

3. Government Employees whether employed by the National Government or any of its political subdivisions,
including those employed in government owned and/or controlled corporations

4. Domestic servants and persons in the personal service of another if they perform such services in the
employers home which are usually necessary or desirable for the maintenance and enjoyment thereof or minister to
the personal comfort convenience or safety of the employer .

5. Family members of the employer and dependent on him for their support

6. Workers who are paid by results including those who are paid on piece work, takay, pakiao, or task basis
and other non-time work if their output rates are in accordance with the standards prescribed by regulations or where
such rates have been fixed by the Secretary of Labor and Employment

Art. 83. Normal hours of work.

The normal hours of work of any employee shall not exceed eight (8) hours a day.
 The limitation is on the maximum and not on the minimum thus, part time work is allowed. Wage and benefits of
part time are in proportion to the number of hours worked.

Health personnel in cities and municipalities with a population of at least one million (1,000,000) or in
hospitals and clinics with a bed capacity of at least one hundred (100) shall hold regular office hours for
eight (8) hours a day, for five (5) days a week, exclusive of time for meals, except where the exigencies of
the service require that such personnel work for six (6) days or forty-eight (48) hours, in which case, they
shall be entitled to an additional compensation of at least thirty percent (30%) of their regular wage for
work on the sixth day. For purposes of this Article, "health personnel" shall include resident physicians,
nurses, nutritionists, dietitians, pharmacists, social workers, laboratory technicians, paramedical
technicians, psychologists, midwives, attendants and all other hospital or clinic personnel.

Medical secretaries are included.

The customary practice of requiring resident physicians to work 24 hours a day violates the limitations prescribed
by Art 83 and would not be permissible even if the resident were paid additional compensation. However, the forty hour
work would not be applicable if there is a training agreement between the resident physician and the hospital and the
training agreement is duly accredited or approved by the appropriate government agency.

Art. 84. Hours worked.

Hours worked shall include (a) all time during which an employee is required to be on duty or to be at a
prescribed workplace; and (b) all time during which an employee is suffered or permitted to work.

Rest periods of short duration during working hours shall be counted as hours worked.

The Implementing Rules, elaborating on Art. 84, states the following guiding principles:

Sec. 4. Principles in Determining Hours Worked. The following general principles shall govern in determining
whether the time spent by an employee is considered hours worked for purposes of this Rule:

a. All hours are hours worked which the employee is required to give to his employer, regardless of
whether or not such hours are spent in productive labor or involve physical or mental exertion;
b. An employee need not leave the premises of the workplace in order that his rest period shall not be
counted, it being enough that he stops working may rest completely and may leave his workplace,
to go elsewhere, whether within or outside the premises of his workplace;
c. If the work performed was necessary, or it benefited the employer, or the employee could not
abandon his work at the end of his normal working hours because he had no replacement, all time
spent for such work shall be considered as hours worked, if the work was with the knowledge of his
employer or immediate supervisor;
d. The time during which an employee is inactive by reason of interruptions in his work beyond his
control shall be considered time either if the imminence of the resumption of work requires the
employees presence at the place of work or if the interval is too brief to be utilized effectively and
gainfully in the employees own interest.

1. Preliminary Activities

Preliminary (before work) activities and postliminary (after actual work) activities are deemed performed during
working hours, where such activities are controlled or required by the employer and are pursued necessarily and
primarily for the employers benefit.

1.2 Waiting Time: Engaged to wait or waiting to be engaged?

 Whether waiting constitutes working time depends upon the circumstances of each particular case and is question
of fact to be resolved by appropriate findings of the trial court.

Similarly, a truck driver who has to wait at or near the jobsite for goods to be loaded is working during the loading
period. If the driver reaches his destination and while awaiting the return trip is required to take care of his employers
property, he is also working while awaiting. In both cases, the employee is engaged to wait. Waiting is an integral part
of the job. On the other hand, for example, if the truck driver is sent from Manila to Dagupan, leaving at 6 a.m. and
arriving at 12 noon, and is completely and specifically relieved from all duty until 6 p.m. when he again goes on duty for
the return trip, the idle time is not working time. He is waiting to be engaged. (Dept. of Labor Manual, Sec. 4323.0.)

The four (4) hours spent by an employee waiting for the start of his work time due to the unique scheduling of the
school system may be considered an integral part of the work of the employee.

3. Working While Eating

In one case, the Supreme Court held that when during the so-called one-hour meal period, the mechanics were
required to stand-by for emergency work; that if they happened not to be available when called, they were reprimanded
by the leadman; that is in fact it happened on many occasions, the mechanics had been called from their meals or told
to hurry up eating to perform work during this period, such meal period (after deducting 15 minutes) is not rest period
but overtime work.

4. Working While Sleeping

The rule is that sleeping time may be considered working time if it is subject to serious interruption or takes place
under conditions substantially less desirable than would be likely to exist at the employees home. However, sleeping
time will not be regarded as working time within the meaning of the Act if there is an opportunity for comparatively
uninterrupted sleep under fairly desirable conditions, even though the employee is required to remain on or near the
employers premises and must hold himself in readiness for a call to action employment.

5. On Call

A company driver who drives trucks for the company is required by the manager to be at the place of work before
or after business hours; the fact that he does nothing at the place of work but could not leave because he may, at any
time, be called to drive the trucks, will not prejudice him as to the time that he was not actually working. Likewise,
where the employees stay in office after office hours because their employer required them to do so to perform other
works incidental to their regular work, they shall be credited for the hours they stay in office.

An employee who is required to remain on call on the employers premises or so close thereto that he cannot use
the time effectively for his own purposes is working while on call. An employee who is not required to remain on the
employers premises but is merely required to leave word at his home or with company officials where he may be
reached is not working while on call.

The time when a public health worker is placed on On Call status shall not be considered as hours worked but
shall entitle the public health worker to an On Call pay equivalent to fifty percent (50%) of his/her regular wage. on
call status refers to a condition when public health workers are called upon to respond to urgent or immediate need for
health/medical assistance or relief work during emergencies such that he/she cannot devote the time for his/her own
use.

1.6 Travel Time

1. Travel from home to work. An employee who travels from home before his regular workday and returns
to his home at the end of the workday is engaged in ordinary home-to-work travel which is a normal incident
of employment. This is true whether he works at a fixed location or at different jobsites.
 Normal travel from home to work is not worktime, when an employee receives an emergency call outside of his
regular working hours and is required to travel to his regular place of business or some other work site, all of the time
spent in such travel is working time.

2. Travel that is all in the days work. --- Time spent by an employee in travel as part of his principal activity,
such as travel form jobsite to jobsite during the workday, must be counted as hours worked. If an employee
normally finishes his work on the premises at 5 p.m. and is sent to another job which he finished at 8 p.m.
and is required to return to his employers premises arriving at 9 p.m., all of the time is working time.
However, if the employee goes home instead of returning to his employers premises, the travel after 8 p.m.
is home-to-work travel and not hours worked.

3. Travel away from home.-- Travel that keeps an employee away from home overnight is travel away from
home. Travel away from home is clearly worktime when it cuts across the employees workday. As an
enforcement policy, the Department will not consider as worktime those times spent in travel away from
home outside of regular working hours as a passenger on an airplane, train, boat, bus or automobile.

Any work which an employee is required to perform while traveling must, of course, be counted as hours worked.
An employee who drives a truck, bus, automobile, boat or airplane or an employee who is required to ride therein as an
assistant or helper, is working while riding, except during bona fide meal periods or when he is permitted to sleep in
adequate facilities furnished by the employer.

The time spent by an employee in traveling to a place outside Metro Manila to do installation jobs is considered
time worked when the travel time cuts across or coincides with his regular work hours. Hence, he should be paid his
regular salary for said time.

The time spent by the driver of a delivery truck in getting the vehicle from and returning it to the Company bodega
is deemed time worked.

6. Lectures, Meetings and Training Programs

Attendance at lectures, meetings, training programs, and similar activities need not be counted as working time if
the following three criteria are met:

1. Attendance is outside of the employees regular working hours;

2. Attendance is in fact voluntary; and
3. The employee does not perform any productive work during such attendance.

7. Grievance Meeting

Time spent in adjusting grievance between employer and employees during the time the employees are required
by the employer to be on the premises is hours worked.

8. Semestral Break

Regular full-time teachers are entitled to salary and emergency cost-of-living allowance during semestral break.

WORK HOURS OF SEAMEN

 It being enough that he ceases to work, may rest completely and leave or may leave at his will the spot where he
actually stays while working, to go somewhere else, whether within or outside the premises of said factory, shop or
boat.

HOURS WORKED: EVIDENCE AND DOUBT

When an employer alleges that his employee works less than the normal hours of employment as provided for in
the law, he bears the burden of proving his allegation with clear and satisfactory evidence.

Art. 85. Meal periods.

Subject to such regulations as the Secretary of Labor may prescribe, it shall be the duty of every
employer to give his employees not less than sixty (60) minutes time-off for their regular meals.

Meal Time

Meal time is not compensable except in cases where the lunch period or meal time is predominantly spent for the
employers benefit or where it is less than 60 minutes.

1.1 When Meal Time is Time Worked: Continuous Shifts

Where work is continuous for several shifts, the meal time breaks should be counted as working time for purposes
of overtime compensation.

1.2 Meal Time of Less Than 60 Minutes

The meal period should be not less than 60 minutes, it is time-off or noncompensable time. Allow the meal time to
be less than 60 minutes, under specified cases and in no case shorter than 20 minutes. But such shortened meal time
(say 30 minutes) should be with full pay, and, of course, the time when the employee cannot eat, because he is still
working, should also be paid.

1.3 Shortened meal break upon employees request

But the employees themselves may request that their meal period be shortened so that they can leave work earlier
than the previously established schedule. In such a situation, the shortened meal period is not compensable. For
instance, the established work hours are from 8:00 a.m. to 5:00 p.m., with 12:00 noon to 1:00p.m. as meal period. So
that the employees could quit work at 4:30 p.m.(and have more time for leisure, family or other personal activity), they
may request, and management may agree, to shorten the meal time to thirty minutes (12:00 -12:30 p.m..). This 30
minute meal time is not compensable. From 12:31 to 4:30 the employee resumes work and should be paid the regular
rate. Work after 4:30 is overtime. The Department of Labor and Employment, in allowing such arrangement, imposes,
however, certain conditions, namely:

1. The employees voluntarily agree in writing to a shortened meal period of thirty minutes and are willing to
waive the overtime pay for such shortened meal period;
2. There will be no diminution whatsoever in the salary and other fringe benefits of the employees existing
before the effectivity of the shortened meal period;
3. The work of the employees does not involve strenuous physical exertion and they are provided with
adequate coffee breaks in the morning and afternoon;
 4. The value of the benefits derived by the employees from the proposed work arrangement is equal to or
commensurate with the compensation due them for the shortened meal period as well as the overtime pay
for 30 minutes as determined by the employees concerned;
5. The overtime pay of the employees will become due and demandable if ever they are permitted or made to
work beyond 4:30 p.m.; and
6. The effectivity of the proposed working time arrangement shall be of temporary duration as determined by
the Secretary of Labor and Employment. (Drilon: Letter to Kodak Philippines,Nov. 27, 1989; also Cilindro:
BWC-WHSD Opinion No. 197, s.1998)

Changing Lunch Break From Paid to Unpaid

Where the practice has been to give employees only thirty minutes meal break, with pay, can the employer change
this to one hour without pay?

The new work schedule fully complies with the daily work period of eight (8) hours without violating the labor Code.
Besides, the new schedule applies to all employees in the factory similarly situated, whether they are union members
or not. (Sime Darby Pilipinas, Inc. vs. NLRC, et al., G.R. No. 119205, April 15, 1998.)

Art. 86. Night shift differential.

Every employee shall be paid a night shift differential of not less than ten percent (10%) of his regular
wage for each hour of work performed between ten oclock in the evening and six oclock in the morning.

RULE II
Night Shift Differential

SECTION 1. Coverage. This Rule shall apply to all employees except:

(a) Those of the government and any of its political subdivisions, including government-owned and/or controlled
corporations;

(b) Those of retail and service establishments regularly employing not more than five (5) workers;

(c) Domestic helpers and persons in the personal service of another;

(d) Managerial employees as defined in Book Three of this Code;

(e) Field personnel and other employees whose time and performance is unsupervised by the employer including
those who are engaged on task or contract basis, purely commission basis, or those who are paid a fixed amount for
performing work irrespective of the time consumed in the performance thereof.

SECTION 2. Night shift differential. An employee shall be paid night shift differential of no less than ten per cent
(10%) of his regular wage for each hour of work performed between ten o'clock in the evening and six o'clock in the
morning.

SECTION 3. Additional compensation. Where an employee is permitted or suffered to work on the period
covered after his work schedule, he shall be entitled to his regular wage plus at least twenty-five per cent (25%) and an
additional amount of no less than ten per cent (10%) of such overtime rate for each hour or work performed between
10 p.m. to 6 a.m.
 When the tour of duty of a laborer falls at nighttime [between 10:00 PM and 6:00 AM], the receipt of overtime
pay will not preclude the right to night differential pay. The latter is payment for work done during the night while the
other payment for the excess of the regular eight-hour work. (Naric vs. Naric Workers Union, 105 Phil. 891 [1959].)

If overtime work falls within the period covered by night differential , premiums for overtime work should first be
integrated into the regular hourly rate of the employee before computing night shift pay

SECTION 4. Additional compensation on scheduled rest day/special holiday. An employee who is required
or permitted to work on the period covered during rest days and/or special holidays not falling on regular holidays, shall
be paid a compensation equivalent to his regular wage plus at least thirty (30%) per cent and an additional amount of
not less than ten (10%) per cent of such premium pay rate for each hour of work performed.

SECTION 5. Additional compensation on regular holidays. For work on the period covered during regular
holidays, an employee shall be entitled to his regular wage during these days plus an additional compensation of no
less than ten (10%) per cent of such premium rate for each hour of work performed.

SECTION 6. Relation to agreements. Nothing in this Rule shall justify an employer in withdrawing or reducing
any benefits, supplements or payments as provided in existing individual or collective agreements or employer
practice or policy.

NIGHT SHIFT DIFFERENTIAL NOT WAIVABLE

Mercury Drug Co., Inc. vs. Nardo Dayao, et al., G.R. No. L-30452, September 30, 1982 Additional
compensation for nighttime work is founded on public policy, hence the same cannot be waived

BURDEN OF PROOF OF PAYMENT

Who has the burden of proving a claim for night shift differential pay: the worker who claims not to have been paid
night shift differential, or the employer who has custody of pertinent documents that can be prove the fact of payment?
(National Semiconductor (HK) Distribution, Ltd. vs. NLRC and Santos, G.R. No. 123520, June 26, 1988.)

The burden of proving that payment of such benefit has been made rests upon the party who will suffer if no
evidence at all presented by either party. (See Seaborne Carriers Corporation vs. National Labor Relations
Commission, G.R. No. 88795, October 4, 1994.)

Art. 87. Overtime work.

Work may be performed beyond eight (8) hours a day provided that the employee is paid for the
overtime work, an additional compensation equivalent to his regular wage plus at least twenty-five percent
(25%) thereof. Work performed beyond eight hours on a holiday or rest day shall be paid an additional
compensation equivalent to the rate of the first eight hours on a holiday or rest day plus at least thirty
percent (30%) thereof.

a. for work in excess of 8 hours performed on ordinary working days Plus 25% of the
hourly rate
b. for work in excess of 8 hours performed on scheduled rest day, a special day and a
regular holiday , plus 30% of the hourly rate on said days

A work day is the twenty four hours period which commences from the time the employee regularly works. Any
excess in the 8 hours within the 24 hour period is considered as overtime work
 An express instruction from the employer to the employee to render overtime pay is not required. It is sufficient that
the employee is permitted to work. However, there are decisions that during Sundays and Holidays, written authority is
needed for overtime work (Global Inc., vs. Atienza 143 SCRA 328).

The principle of laches and estoppel can not be invoked by employers. It cannot be waived and quitclaim and
release to this effect is void being contrary to law and public policy except when it is in exchange of higher benefits.

Overtime pay build in/integrated with basic salary is valid if computed separately, the basic salary is equal higher
than what is provided by law.

Compressed Workweek

In a certain company, the employees workweek was 45 hours consisting of 8 hours daily, from Monday to Friday
and five hours on Saturday. Realizing certain advantages in compressing the workdays to only Monday through Friday
at nine hours per day without overtime pay, the employees and the management sought the approval of the
Department of Labor and Employment. The Department took the following position:

While as a general rule the right to overtime pay cannot be waived under existing laws, this office will not interpose
any objection to the compressed workweek proposed by your employees if the employees if the following concurring
conditions are met:

1. the employees voluntarily agree to work nine (9) hours a day from Monday to Friday;
2. that there will not be any diminution whatsoever in the weekly or monthly take-home pay and fringe benefits
of the employees;
3. the value of the benefits that will accrue to the employees under the proposed work schedule is more than, or
at least commensurate with or equal to, the one-hour overtime pay that is due them during weekdays based
on the employees quantification (See Meralco Workers Union vs. Manila Electric Company, et al.,
promulgated by the Supreme Court on May 29,1959);
4. the one-hour overtime pay of the employees will become due and demandable if ever they are permitted or
made to work on any Saturday during the effectivity of the new working time arrangement, since the
agreement between the employees and management is that there will be no Saturday work in exchange for a
longer workday during weekdays;
5. the work of the employees does not involve strenuous physical exertion and they are provided with adequate
rest periods or coffee breaks in the morning and afternoon; and
6. the effectivity of the proposed working time arrangement shall be of temporary duration as determined by the
Minister of Labor and Employment.

It is important to point out that what is allowed by the aforequoted opinion is a shortened workweek of 45 hours
only (not 48 hours per week) at nine (9) hours per day from Monday to Friday. It may also be noted that condition no.4
requires that the one hour overtime pay of employees (on weekdays) will become due and demandable if ever they
are permitted or made to work on any Saturday x x x.. This requirement is obviously intended to discourage a longer
workweek and to deter the use of the new working time arrangement as a subterfuge to exact longer working hours
without the payment of overtime compensation. Quite obviously, a shortened workweek contemplated by the opinion
can only be adopted if the workers voluntarily agree to work for more than eight (8) hours a day.

Art. 88. Undertime not offset by overtime.

Undertime work on any particular day shall not be offset by overtime work on any other day. Permission
given to the employee to go on leave on some other day of the week shall not exempt the employer from
paying the additional compensation required in this Chapter.

Art. 89. Emergency overtime work.

 Any employee may be required by the employer to perform overtime work in any of the following cases:

a. When the country is at war or when any other national or local emergency has been declared by
the National Assembly or the Chief Executive;

b. When it is necessary to prevent loss of life or property or in case of imminent danger to public
safety due to an actual or impending emergency in the locality caused by serious accidents, fire,
flood, typhoon, earthquake, epidemic, or other disaster or calamity;

c. When there is urgent work to be performed on machines, installations, or equipment, in order to

avoid serious loss or damage to the employer or some other cause of similar nature;

d. When the work is necessary to prevent loss or damage to perishable goods; and
e. Where the completion or continuation of the work started before the eighth hour is necessary to
prevent serious obstruction or prejudice to the business or operations of the employer.
f. When it is necessary to avail of favorable weather or environmental conditions where
performance or quality of work is dependent thereon ( Implementing Rules )

Any employee required to render overtime work under this Article shall be paid the additional
compensation required in this Chapter.

Art. 90. Computation of additional compensation.

For purposes of computing overtime and other additional remuneration as required by this Chapter, the
"regular wage" of an employee shall include the cash wage only, without deduction on account of facilities
provided by the employer.

Chapter II
WEEKLY REST PERIODS

Art. 91. Right to weekly rest day.

a. It shall be the duty of every employer, whether operating for profit or not, to provide each of his
employees a rest period of not less than twenty-four (24) consecutive hours after every six (6)
consecutive normal work days.
b. The employer shall determine and schedule the weekly rest day of his employees subject to
collective bargaining agreement and to such rules and regulations as the Secretary of Labor and
Employment may provide. However, the employer shall respect the preference of employees as to
their weekly rest day when such preference is based on religious grounds.

Art. 92. When employer may require work on a rest day.

The employer may require his employees to work on any day:

a. In case of actual or impending emergencies caused by serious accident, fire, flood, typhoon,
earthquake, epidemic or other disaster or calamity to prevent loss of life and property, or
imminent danger to public safety;
b. In cases of urgent work to be performed on the machinery, equipment, or installation, to avoid
serious loss which the employer would otherwise suffer;
c. In the event of abnormal pressure of work due to special circumstances, where the employer
cannot ordinarily be expected to resort to other measures;
d. To prevent loss or damage to perishable goods;
e. Where the nature of the work requires continuous operations and the stoppage of work may result
in irreparable injury or loss to the employer; and
 f. Under other circumstances analogous or similar to the foregoing as determined by the Secretary
of Labor and Employment.

Art. 93. Compensation for rest day, Sunday or holiday work.

a. Where an employee is made or permitted to work on his scheduled rest day, he shall be paid an
additional compensation of at least thirty percent (30%) of his regular wage. An employee shall be
entitled to such additional compensation for work performed on Sunday only when it is his
established rest day.
b. When the nature of the work of the employee is such that he has no regular workdays and no
regular rest days can be scheduled, he shall be paid an additional compensation of at least thirty
percent (30%) of his regular wage for work performed on Sundays and holidays.
c. Work performed on any special holiday shall be paid an additional compensation of at least thirty
percent (30%) of the regular wage of the employee. Where such holiday work falls on the
employees scheduled rest day, he shall be entitled to an additional compensation of at least fifty
per cent (50%) of his regular wage.
d. Where the collective bargaining agreement or other applicable employment contract stipulates the
payment of a higher premium pay than that prescribed under this Article, the employer shall pay
such higher rate.

RULE III
Weekly Rest Periods

SECTION 1. General statement on coverage. This Rule shall apply to all employers whether operating for profit
or not, including public utilities operated by private persons.

SECTION 2. Business on Sundays/Holidays. All establishments and enterprises may operate or open for
business on Sundays and holidays provided that the employees are given the weekly rest day and the benefits as
provided in this Rule.

SECTION 3. Weekly rest day. Every employer shall give his employees a rest period of not less than twenty-four
(24) consecutive hours after every six consecutive normal work days.

SECTION 4. Preference of employee. The preference of the employee as to his weekly day of rest shall be
respected by the employer if the same is based on religious grounds. The employee shall make known his preference
to the employer in writing at least seven (7) days before the desired effectivity of the initial rest day so preferred.

Where, however, the choice of the employee as to his rest day based on religious grounds will inevitably result in
serious prejudice or obstruction to the operations of the undertaking and the employer cannot normally be expected to
resort to other remedial measures, the employer may so schedule the weekly rest day of his choice for at least two (2)
days in a month.

SECTION 5. Schedule of rest day. (a) Where the weekly rest is given to all employees simultaneously, the
employer shall make known such rest period by means of a written notice posted conspicuously in the work place at
least one week before it becomes effective.

(b) Where the rest period is not granted to all employees simultaneously and collectively, the employer shall make
known to the employees their respective schedules of weekly rest through written notices posted conspicuously in the
work place at least one week before they become effective.

SECTION 6. When work on rest day authorized. An employer may require any of his employees to work on his
scheduled rest day for the duration of the following emergencies and exceptional conditions:
 (a) In case of actual or impending emergencies caused by serious accident, fire, flood, typhoon, earthquake,
epidemic or other disaster or calamity, to prevent loss of life or property, or in cases of force majeure or imminent
danger to public safety;

(b) In case of urgent work to be performed on machineries, equipment or installations to avoid serious loss which
the employer would otherwise suffer;

(c) In the event of abnormal pressure of work due to special circumstances, where the employer cannot ordinarily
be expected to resort to other measures;

(d) To prevent serious loss of perishable goods;

(e) Where the nature of the work is such that the employees have to work continuously for seven (7) days in a
week or more, as in the case of the crew members of a vessel to complete a voyage and in other similar cases; and

(f) When the work is necessary to avail of favorable weather or environmental conditions where performance or
quality of work is dependent thereon.

No employee shall be required against his will to work on his scheduled rest day except under circumstances
provided in this Section: Provided, However, that where an employee volunteers to work on his rest day under other
circumstances, he shall express such desire in writing, subject to the provisions of Section 7 hereof regarding
additional compensation.

SECTION 7. Compensation on rest day/Sunday/holiday. (a) Except those employees referred to under
Section 2, Rule I, Book Three, an employee who is made or permitted to work on his scheduled rest day shall be paid
with an additional compensation of at least 30% of his regular wage. An employee shall be entitled to such additional
compensation for work performed on a Sunday only when it is his established rest day.

1. Premium Pay; Rest Day

For work done on rest day and special holidays, the employer must pay the employee (1) his regular remuneration,
or 100%, and (2) an additional sum of at least 30% of the regular remuneration, which is called the premium pay.
Sunday work entails premium pay only if it is the employees rest day.

With respect to employees paid on a monthly basis, the first 100% (of the 130%) corresponding to the regular
remuneration may or may not be included in the monthly salary. If it is, then the employee is entitled to collect only the
premium of 30%. If it is not, then the employee has a right to receive the entire 130%. (Cf: De Leon vs. Pampanga
Sugar Development Co., Inc., 20 SCRA 628.)

(b) Where the nature of the work of the employee is such that he has no regular work days and no regular rest
days can be scheduled, he shall be paid an additional compensation of at least 30% of his regular wage for work
performed on Sundays and holidays.

(c) Work performed on any special holiday shall be paid with an additional compensation of at least 30% of the
regular wage of the employees. Where such holiday work falls on the employee's scheduled rest day, he shall be
entitled to additional compensation of at least 50% of his regular wage.

2. Three Special Days

Executive Order No. 203 specifies the days considered as legal holiday and the so-called special holidays, which
are now called special days. The special days are two: All Saints Day (November 1) and the last day of the year
(December 31). August 21 declared as Ninoy Aquino Day.
 Under Art. 93, the premium pay for work on a special day (or special holiday)is thirty percent in contrast to
the one hundred percent to be paid for a legal holiday.

(d) The payment of additional compensation for work performed on regular holiday shall be governed by Rule IV,
Book Three, of these regulations.

(e) Where the collective bargaining agreement or other applicable employment contract stipulates the payment of a
higher premium pay than that prescribed under this Section, the employer shall pay such higher rate.

SECTION 8. Paid-off days. Nothing in this Rule shall justify an employer in reducing the compensation of his
employees for the unworked Sundays, holidays, or other rest days which are considered paid-off days or holidays by
agreement or practice subsisting upon the effectivity of the Code.

SECTION 9. Relation to agreements. Nothing herein shall prevent the employer and his employees or their
representatives in entering into any agreement with terms more favorable to the employees than those provided
herein, or be used to diminish any benefit granted to the employees under existing laws, agreements, and voluntary
employer practices.

Chapter III
HOLIDAYS, SERVICE INCENTIVE LEAVES AND SERVICE CHARGES

Art. 94. Right to holiday pay.

a. Every worker shall be paid his regular daily wage during regular holidays, except in retail and
service establishments regularly employing less than ten (10) workers;

b. The employer may require an employee to work on any holiday but such employee shall be paid a
compensation equivalent to twice his regular rate; and

c. As used in this Article, "holiday" includes: New Years Day, Maundy Thursday, Good Friday, the
ninth of April, the first of May, the twelfth of June, the fourth of July, the thirtieth of November, the
twenty-fifth and thirtieth of December and the day designated by law for holding a general
election.

RULE IV
Holidays with Pay

SECTION 1. Coverage. This rule shall apply to all employees except:

(a) Those of the government and any of the political subdivision, including government-owned and controlled
corporation;

(b) Those of retail and service establishments regularly employing less than ten (10) workers;

(c) Domestic helpers and persons in the personal service of another;

(d) Managerial employees as defined in Book Three of the Code;

(e) Field personnel and other employees whose time and performance is unsupervised by the employer including
those who are engaged on task or contract basis, purely commission basis, or those who are paid a fixed amount for
performing work irrespective of the time consumed in the performance thereof.
SECTION 2. Status of employees paid by the month. Employees who are uniformly paid by the month,
irrespective of the number of working days therein, with a salary of not less than the statutory or established minimum
wage shall be paid for all days in the month whether worked or not.

For this purpose, the monthly minimum wage shall not be less than the statutory minimum wage multiplied by 365
days divided by twelve

The 251 working days divisor is the result of subtracting all Saturdays, Sundays and the ten (10) legal holidays
from the total number of calendar days in a year. If the employees are already paid for all nonworking days, the divisor
should be 365 and not 251.

A legal holiday falling on a Sunday creates no legal obligation for the employer to pay extra, aside from the usual
holiday pay, to its monthly-paid employees.

Employees who are uniformly paid by the month, the monthly minimum wage shall not be less than the statutory
minimum wage multiplied by 365 days divided by twelve. The employee is entitled to the salary for the entire month
and the employer has no right to deduct the proportionate amount corresponding to the days when no work was done.

314 factor; that is to say, it simply deducted 51 Sundays from the 365 days normally comprising a year and used
the difference, 314, as basis for determining the monthly salary. The monthly salary thus fixed actually covers payment
for 314 days of the year, including regular and special holidays, as well as days when no work is done by reason of
fortuitous cause, as above specified, or causes not attributable to the employees.

What the law requires of employers opting to pay by the month is to assure that the monthly minimum wage shall
not be less than the statutory minimum wage multiplied by 365 days divided by twelve, and to pay that salary for all
days in the month whether worked or not, and irrespective of the number of working days therein..

Suggested Formula in Determining the Equivalent Monthly Statutory Minimum Wage Rates. Without
prejudice to existing company practices, agreements or policies, the following formula may be used as guides in
determining the equivalent monthly statutory minimum wage rates:

a) For those who are required to work everyday including Sundays or rest days, special days and regular holidays:

Equivalent Applicable daily wage rate (ADR) x 390.90 days

Monthly =

Rate (EMR) 12

Where 390.90 days =

302 days Ordinary working days

20 days 10 regular holidays x 200%

66.30 days 51 rest days x 130%

2.60 days 2 special days x 130%

390.90 days Total equivalent number of days.

b) For those who do not work but considered paid on rest days, special days and regular holidays:
ADR x 365 days

EMR =

12

Where 365 days =

302 days Ordinary working days

51 days Rest days

10 days Regular holidays

2 days Special days

365 days Total equivalent number of days

c) For those who do not work and are not considered paid on Sundays or rest days:

ADR x 314 days

EMR =

12

Where 314 days =

302 days Ordinary working days

10 days Regular holidays

2 days Special days (If considered

paid; If actually worked,

this is equivalent to 2.6 days)

314 days Total equivalent number of days

d) For those who do not work and are not considered paid on Saturdays or rest days:

ADR x 262 days

EMR =

12

Where 262 days =

250 days Ordinary working days

10 days Regular holidays

2 days Special days (If considered paid; If actually

worked, this is equivalent to 2.6 days)

262 days Total equivalent number of days

Note: For workers whose rest days fall on Sundays, the number of rest days in a year is reduced from 52 to 51 days,
the last Sunday of August being a regular holiday under Executive Order No. 201. For purposes of computation, said
holiday, although still a rest day for them, is included in the ten regular holidays. For workers whose rest days do not
fall on Sundays, the number of rest days is 52 days, as there are 52 weeks in a year.

Nothing herein shall be considered as authorizing the reduction of benefits granted under existing agreements or
employer practices/policies.

SECTION 3. Holiday Pay. Every employer shall pay his employees their regular daily wage for any worked
regular holidays.

As used in the rule, the term 'regular holiday' shall exclusively refer to: New Year's Day, Maundy Thursday, Good
Friday, the ninth of April, the first of May, the twelfth of June, the last Sunday of August, the thirtieth of November, the
twenty-fifth and thirtieth of December. Nationwide special days shall include the first of November and the last day of
December.

As used in this Rule legal or regular holiday and special holiday shall now be referred to as 'regular holiday' and
'special day', respectively.

SECTION 4. Compensation for holiday work. Any employee who is permitted or suffered to work on any regular
holiday, not exceeding eight (8) hours, shall be paid at least two hundred percent (200%) of his regular daily wage. If
the holiday work falls on the scheduled rest day of the employee, he shall be entitled to an additional premium pay of at
least 30% of his regular holiday rate of 200% based on his regular wage rate.

SECTION 5. Overtime pay for holiday work. For work performed in excess of eight hours on a regular holiday,
an employee shall be paid an additional compensation for the overtime work equivalent to his rate for the first eight
hours on such holiday work plus at least 30% thereof.

Where the regular holiday work exceeding eight hours falls on the scheduled rest day of the employee, he shall be
paid an additional compensation for the overtime work equivalent to his regular holiday-rest day for the first 8 hours
plus 30% thereof. The regular holiday rest day rate of an employee shall consist of 200% of his regular daily wage rate
plus 30% thereof.

SECTION 6. Absences. (a) All covered employees shall be entitled to the benefit provided herein when they are
on leave of absence with pay. Employees who are on leave of absence without pay on the day immediately preceding
a regular holiday may not be paid the required holiday pay if he has not worked on such regular holiday.

(b) Employees shall grant the same percentage of the holiday pay as the benefit granted by competent authority in the
form of employee's compensation or social security payment, whichever is higher, if they are not reporting for work
while on such benefits.
(c) Where the day immediately preceding the holiday is a non-working day in the establishment or the scheduled rest
day of the employee, he shall not be deemed to be on leave of absence on that day, in which case he shall be entitled
to the holiday pay if he worked on the day immediately preceding the non-working day or rest day.

SECTION 7. Temporary or periodic shutdown and temporary cessation of work. (a) In cases of temporary or
periodic shutdown and temporary cessation of work of an establishment, as when a yearly inventory or when the repair
or cleaning of machineries and equipment is undertaken, the regular holidays falling within the period shall be
compensated in accordance with this Rule.

(b) The regular holiday during the cessation of operation of an enterprise due to business reverses as authorized by
the Secretary of Labor and Employment may not be paid by the employer.

SECTION 8. Holiday pay of certain employees. (a) Private school teachers, including faculty members of
colleges and universities, may not be paid for the regular holidays during semestral vacations. They shall, however, be
paid for the regular holidays during Christmas vacation;

(b) Where a covered employee, is paid by results or output, such as payment on piece work, his holiday pay shall
not be less than his average daily earnings for the last seven (7) actual working days preceding the regular holiday;
Provided, However, that in no case shall the holiday pay be less than the applicable statutory minimum wage rate.

(c) Seasonal workers may not be paid the required holiday pay during off-season when they are not at work.

(d) Workers who have no regular working days shall be entitled to the benefits provided in this Rule.

1. Holiday Pay of a Part-Timer

If the work is partial, the pay should also be partial. The amount of holiday pay of a part-timer is to be determined
on a case-to-case basis. The basis is any of the following, whichever yields the highest amount: (1) the regular wage
per day; (2) the basic wage on the working day preceding the regular holiday if the employee is present or on leave
with pay on the last working day immediately prior to the regular holiday; (3) the average of his basic wages for the last
seven working days for employees who are paid by results; or (4) the basic wage on the particular holiday, if worked.

SECTION 9. Regular holiday falling on rest days or Sundays. (a) A regular holiday falling on the employee's
rest day shall be compensated accordingly.

(b) Where a regular holiday falls on a Sunday, the following day shall be considered a special holiday for purposes
of the Labor Code, unless said day is also a regular holiday.

SECTION 10. Successive regular holidays. Where there are two (2) successive regular holidays, like Holy
Thursday and Good Friday, an employee may not be paid for both holidays if he absents himself from work on the day
immediately preceding the first holiday, unless he works on the first holiday, in which case he is entitled to his holiday
pay on the second holiday.

SECTION 11. Relation to agreements. Nothing in this Rule shall justify an employer in withdrawing or reducing
any benefits, supplements or payments for unworked holidays as provided in existing individual or collective agreement
or employer practice or policy.

2. Holiday Pay

If the worker comes to work on a regular holiday, say June 12, he earns extra pay equivalent to his regular
rate. Thus, if his rate is P300 a day, he should be paid this amount even if he does not work on the regular
holiday. If he works whole day on that day, he earns another P300. The first P300 is the holiday pay which
is a benefit given by law; the second P300 is premium or extra pay earned by working.
 But to receive the holiday pay, certain conditions should be met. One is that the employee should not have
been absent without pay on the working day preceding the regular holiday.

2. List of Holidays

Executive Order No. 203, and the Administrative Code of 1987 list only 10 regular holidays: New Years Day
(January 1), Maundy Thursday (movable date), Good Friday (movable date), Araw ng Kagitingan (April 9), Labor Day
(May 1), Independence Day (June 12), National Heroes Day (Last Sunday of August), Bonifacio Day (November 30),
Christmas Day (December 25), and Rizal Day (December 30). Election day is no longer in the list. November 1 and
December 31 are called special days.

The above list has been amended by R.A. No. 9177, approved on November 13, 2002. It added Eidul Fitr as a
national legal holiday and Eidul Adha as a regional holiday in Autonomous Region in Muslim Mindanao (ARMM).

Eidul Fitr is the first day after the thirty (30)-day fasting period of Ramadhan. Eidul Adha is a tenth day in the month
of Hajj or Islamic Pilgrimage to Mecca wherein Muslims pay homage to Abrahams supreme act of sacrifice and
signifies mankinds obedience to God.

3. Muslim Holidays

Specifically for the Muslim areas Presidential Decree No. 1083, in its Book V, Title I, recognizes the five (5) Muslim
holidays, namely:

1. Amun Jadid (New Year) which falls on the first day of the lunar month of Muharram;
2. Maulid-un-Nabi (Birthday of the Prophet Muhammad) which falls on the twelfth day of the
lunar month of Rabi-ul-Awwal;
3. Lailatul Isra Wal Mi Rai (Nocturnal Journey and Ascension of the Prophet Muhammad)
which falls on the twenty-seventh day of the seventh lunar month of Rajab;
4. Id-ul-Fitr (Hari Raja Pausa) which falls on the first day of the tenth lunar month of
Shawwal commemorating the end of the fasting season; and
5. Id-ul-Adha (Hari Raha Haji) which falls on the tenth day of the twelfth lunar month of
Dhul-Hijja.

All private corporations, offices, agencies and entities or establishments operating within the provinces and cities
enumerated herein shall observe the legal holidays as proclaimed, provided, however, that all Muslim employees
working outside of the Muslim provinces and cities shall be excused from work during the observance of the Muslim
holidays as recognized by law, without diminution of loss of salary or wages during the said period. xxx.

Considering that all private corporations, offices, agencies and entities or establishments operating within the
designated Muslims and Christians working within the Muslim areas may not report for work on the days designated by
law as Muslim holidays.

Double Holiday: Two Regular Holidays on Same Day

If unworked. The covered employees are entitled to at least two hundred percent (200%) of their basic wage
even if said holiday is unworked.

If worked. In situations where the employee is permitted or suffered to work on April 9, 1993, he is entitled to
compensation equivalent to at least 300% of his basic wage. The 100% in addition to 200% stated above represents
the basic pay for working not more than eight hours in consonance with the requirement of wage legislations.
Meanwhile, if April 9, 1993, a Friday, happens to be the employees scheduled rest day, and he is permitted or suffered
to work, he is entitled to an additional 30% of his wage for that day, that is, 300% of his daily rate, or a total of 390%.
(No. 2, DOLE Explanatory Bulletin on Workers Entitlement to Holiday Pay on 9 April 1993, Araw ng Kagitingan and
Good Friday.)

Double Holiday Rule for Monthly-Paid Employees

For covered employees whose monthly salaries are computed based on factor 365 days and for those other
employees who are paid using factors 314, 262, or any other factor which already considers the payment for the ten
(10) regular holidays under Executive Order No. 203, no additional payment is due them. If work, however, is to be
rendered on April 9, 1998, an additional compensation of 100% of the regular salary shall be paid to the employees.
This is without prejudice to any agreement, company policy or practice which grants better or more favorable benefits
to employees on said day. (BWC-WHSD Opinion No. 053, s. 1998.)

Successive Regular Holidays

Where there are two (2) successive regular holidays, like Holy Thursday and Good Friday, an employee may not be
paid for both holidays if he absents himself from work on the day immediately preceding the first holiday, unless he
works on the first holiday, in which case, he is entitled to his holiday pay on the second holiday. (Section 10, Rule IV,
Book III, Rules to Implement the Labor Code.)

Holiday Pay of Hourly-Paid Faculty Members During Semestral Vacations

Sec. 8. Holiday pay of certain employees. (a) Private school teachers, including faculty members of colleges
and universities, may not be paid for the regular holidays during semestral vacations. They shall, however, be paid for
the regular holidays during Christmas vacations. x x x.

Art. 95. Right to service incentive leave.

a. Every employee who has rendered at least one year of service shall be entitled to a yearly service
incentive leave of five days with pay.
b. This provision shall not apply to those who are already enjoying the benefit herein provided, those
enjoying vacation leave with pay of at least five days and those employed in establishments
regularly employing less than ten employees or in establishments exempted from granting this
benefit by the Secretary of Labor and Employment after considering the viability or financial
condition of such establishment.
c. The grant of benefit in excess of that provided herein shall not be made a subject of arbitration or
any court or administrative action.

RULE V
Service Incentive Leave

SECTION 1. Coverage. This rule shall apply to all employees except:

(a) Those of the government and any of its political subdivisions, including government-owned and controlled
corporations;

(b) Domestic helpers and persons in the personal service of another;

(c) Managerial employees as defined in Book Three of this Code;

(d) Field personnel and other employees whose performance is unsupervised by the employer including those who
are engaged on task or contract basis, purely commission basis, or those who are paid a fixed amount for performing
work irrespective of the time consumed in the performance thereof;
 (e) Those who are already enjoying the benefit herein provided;

(f) Those enjoying vacation leave with pay of at least five days; and

(g) Those employed in establishments regularly employing less than ten employees.

SECTION 2. Right to service incentive leave. Every employee who has rendered at least one year of service
shall be entitled to a yearly service incentive leave of five days with pay.

SECTION 3. Definition of certain terms. The term "at least one-year service" shall mean service for not less
than 12 months, whether continuous or broken reckoned from the date the employee started working, including
authorized absences and paid regular holidays unless the working days in the establishment as a matter of practice or
policy, or that provided in the employment contract is less than 12 months, in which case said period shall be
considered as one year.

SECTION 4. Accrual of benefit. Entitlement to the benefit provided in this Rule shall start December 16, 1975,
the date the amendatory provision of the Code took effect.

SECTION 5. Treatment of benefit. The service incentive leave shall be commutable to its money equivalent if not
used or exhausted at the end of the year.

2.1 Basis of Computation

The basis of conversion shall be the salary rate at the date of commutation. The availment and commutation of the
service incentive leave benefit may be on a pro-rata basis. (No. VI [C], DOLE Handbook on Workers Statutory
Monetary Benefits.)

Illustration:

An employee who is hired on January 1, 1989 and resigned on March 1, 1990, assuming he has not used or
commuted any of his accrued SIL, is entitled upon his resignation to the commutation of his accrued SIL as follows:

SIL earned as of December 31, 1989 - Five (5) days

Proportionate SIL for Jan. and Feb. 1990 (2/12 x 5 days) 0.833 day

Total accrued SIL as of March 1, 1990 - 5.833 days

(No. VI[A], DOLE Handbook on Workers Statutory Monetary Benefits based on opinion of DOLE Legal Service.)

SECTION 6. Relation to agreements. Nothing in the Rule shall justify an employer from withdrawing or reducing
any benefits, supplements or payments as provided in existing individual or collective agreements or employer's
practices or policies.

2. Part-Time Workers

Part-time workers are entitled to the full benefit of the yearly five (5) days service incentive leave with pay.

The availment and commutation of the same can be proportionate to the daily work rendered and the regular daily
salary, respectively.

1.3 On Contract Workers

 Teachers of private schools on contract basis are entitled to service incentive leave. In Cebu Institute of
Technology vs. Hon. Blas Ople (156 SCRA 531 [1987]).

The phrase those who are engaged on task or contract basis should, however, be related with field personnel
applying the rule on ejusdem generic that general and unlimited terms are restrained and limited by the particular terms
that they follow. (Vera vs. Cuevas, 90 SCRA 379 [1979].)

4. Exception; Burden of Proof

It is the employers duty, not of the employees, to prove that there are less than ten (10) employees in the
company. If it fails to discharge its task, the employer must be deemed to be covered by the rule, notwithstanding the
employees failure to allege the exact number of employees of the corporation. (Murillo, et al. vs. Sun Valley Realty,
Inc., et al. G.R. No. 67272, June 30, 1988.)

3. Sick Leave and Vacation Leave as Voluntary Benefits

While the five-day service incentive leave is mandatory because it is legally required, vacation and sick leave are
voluntary.

The purpose of vacation leave is to afford to a laborer a chance to get a much needed rest to replenish his worn
out energies and acquire a new vitality to enable him to efficiently perform his duties and not merely to give him
additional salary or bounty. This privilege must be demanded in its opportune time and if an employee allows the years
to go by in silence, he waives it. It becomes a mere concession or act of grace of the employer. (Phil. Air Lines vs.
Balingit, et al., 53 O.G. 8549; Cuajao vs. Chua Lo Tan, L-16298, Sept. 29, 1962, 6 SCRA 136, 138.)

In the administration of the leave privileges of employees, the employer may impose certain conditions like for
other voluntary benefits. And in cases of dispute, the court will resolve the same by construing the employers written
policy on the matter. (Baltazar vs. San Miguel Brewery, Inc., L-23076, February 27, 1969, 27 SCRA 71, 74-75.)

4. Paternity and Maternity Leave

R.A. No. 8187, which took effect on July 5, 1996, grants paternity leave of seven days with full pay to all married
male employees in the private and public sectors. Paternity leave is available only for the first four deliveries of the
legitimate spouse with whom the husband is cohabiting, that is, the husband and the wife must be living together.
Delivery includes childbirth, miscarriage or abortion. The purpose of paternity leave is to enable the husband to lend
support to his wife during the period of recovery and/or in the nursing of the newly born child.

The Revised Implementing Rules and Regulations of R.A. No. 8187 for the Private Sector, jointly issued by DOLE
and the Department of Health, dated March 13, 1997, pertinently provides:

Section 3. Conditions to entitlement of paternity leave benefits. A married male employee shall be entitled to
paternity benefits provided that:

a. he is an employee at the time of delivery of his child;

b. he is cohabiting with his spouse at the time she gives birth or suffers a miscarriage; [Note:
Abortion is not mentioned. CAA]
c. he has applied for paternity leave in accordance with Section 4 hereof;

and

d. his wife has given birth or suffered a miscarriage.

 Section 4. Application of leave. The married male employee shall apply for paternity leave with his employer
within a reasonable period of time from the expected date of delivery by the pregnant spouse, or within such period as
may be provided by company rules and regulations or by collective bargaining agreement; provided that prior
application for leave shall not be required in case of miscarriage.

Section 5. Availment. Paternity leave benefits shall be granted to the qualified employee after the delivery by his
wife, without prejudice to an employer allowing an employee to avail of the benefit before or during the delivery;
provided, that the total number of days shall not exceed seven (7) days for each delivery.

Section 6. Benefits. The employee is entitled to his full pay, consisting of basic salary, for the seven (7) days during
which he is allowed not to report for work; provided, that his pay shall not be less than the mandated minimum wage.
[Note: Seven days, not seven working days.-CAA]

Section 7. Non-commutation of benefits. In the event that the paternity leave benefit is not availed of, said leave
shall not be convertible to cash.

Section 8. Non-diminution clause. Nothing in these Rules shall be construed to reduce or replace any existing
benefits of any kind granted under existing laws, decrees, executive orders, or any contract, agreement or policy
between employer and employee.

Section 9. Crediting of existing benefits. Where a male employee is already enjoying the paternity leave benefits
by reason of contract, company policy or collective bargaining agreement, the following rules shall apply:

a. If the existing paternity leave benefit is greater than the benefit herein provided, the greater benefit
shall prevail;
b. If the existing paternity leave is less than that provided herein, such existing benefit shall be
adjusted to the extent of the difference.

However, where a contract, company policy or collective bargaining agreement provides for an emergency or
contingency leave without specific provisions on paternity leave, the paternity leave as herein provided shall apply in
full.

Maternity leave benefit is granted under the social security law in relation to Art. 133 of the Labor Code. The
discussion under that article should be consulted.

5. Parental (Solo Parent) Leave

A recent addition to the list of paid leaves granted by law is the parental leave, known also as solo parents leave
because it is given to solo parents by the Solo Parents Welfare Act of 2000, R.A. No. 8972 which took effect on
November 28, 2000. Section 8 of the law states:

Section 8. Parental Leave In addition to leave privileges under existing laws, parental leave of not more than
seven (7) working days every year shall be granted to any solo parent employee who has rendered service of at least
one (1) year.

[Note: The wording is not more than seven, so even a one-day leave is legal compliance. CAA]

The rules and regulations implementing R.A. No. 8972 state in Section 18 that the seven-day parental leave shall
be non-cumulative.

The parental leave, it should be noted, is in addition to the legally mandated leaves, namely, the SIL, the SSS sick
leave, the SSS maternity leave and the paternity leave under R.A. No. 8187.
 A solo parent is entitled to the parental leave if the following conditions are met:

(a) He/She has rendered at least one (1) year of service whether continuous or broken at the time of the effectivity
of the Act;

(b) He/She notified his/her employer of the availment thereof within a reasonable time period; and

(c) He/She has presented a Solo Parent Identification Card to his/her employer.

Unutilized parental leave is not convertible to cash unless otherwise agreed. Noncompliance with the law may
make the employer liable for damages.

Other than the paid leave, the law grants other benefit, flexible work schedule, and housing benefits.

The law prohibits discrimination against any solo parent with respect to terms and conditions of employment on
account of his/her status.

5.1 Solo Parent Defined

Solo Parent is defined as any individual who falls under any of the following categories:

1. A woman who gives birth as a result of rape or crimes against chastity, even without a
final conviction of the offender; Provided, that the mother keeps and raises the child;
2. Parent left solo or alone with the responsibility of parenthood due to death of spouse;
3. Parent left solo or alone with the responsibility of parenthood while the spouse is
detained, or is serving sentence for a criminal conviction for at least one (1) year;
4. Parent left solo or alone with the responsibility of parenthood due to physical and/or
mental incapacity of spouse as certified by a public medical practitioner;
5. Parent left solo or alone with the responsibility of parenthood due to legal separation or
de facto separation from spouse for at least one (1) year: Provided, That he or she is
entrusted with the custody of the children;
6. Parent left solo or alone with the responsibility of parenthood due to declaration of nullity
or annulment of marriage as decreed by a court or by a church: Provided, that he/she is
entrusted with the custody of the children;
7. Parent left solo or alone with the responsibility of parenthood due to abandonment of
spouse for at least one (1) year;
8. Unmarried mother/father who has preferred to keep and rear his/her child/children
instead of having others care for them or give them up to a welfare institution;
9. Any other person who solely provides parental care and support to a child or children
provided he/she is a duly licensed as a foster parent by the DSWD or duly appointed
legal guardian by the court;
10. Any family member who assumes the responsibility of head of family as a result of the
death, abandonment, disappearance or prolonged absence of the parents or solo parent:
Provided, That such abandonment, disappearance, or absence lasts for at least one (1)
year.

A change in the status or circumstance of the parent claiming benefits under the Act, such that he/she is no
longer left alone with the responsibility of parenthood, shall terminate his/her eligibility for these benefits;

Children refers to those living with and dependent upon the solo parent for support who are unmarried,
unemployed and below eighteen (18) years of age, or even eighteen (18) year and above but are incapable of self-
support because of mental and/or physical defected/disability. (Section 3, R.A. No. 8972.)
Republic Act No. 9262 -Victims of Violence against Women and their Children shall be entitled to take a paid
leave of absence up to ten (10) days in addition to other paid leaves under the Labor Code and Civil Service Rules
and Regulations extendible when the necessity arises as specified in the protection order

Art. 96. Service charges.

All service charges collected by hotels, restaurants and similar establishments shall be distributed at
the rate of eighty-five percent (85%) for all covered employees and fifteen percent (15%) for management.
The share of the employees shall be equally distributed among them. In case the service charge is
abolished, the share of the covered employees shall be considered integrated in their wages.

RULE VI
Service Charges

SECTION 1. Coverage. This rule shall apply only to establishments collecting service charges such as hotels,
restaurants, lodging houses, night clubs, cocktail lounge, massage clinics, bars, casinos and gambling houses, and
similar enterprises, including those entities operating primarily as private subsidiaries of the Government.

SECTION 2. Employees covered. This rule shall apply to all employees of covered employers, regardless of
their positions, designations or employment status, and irrespective of the method by which their wages are paid
except to managerial employees.

As used herein, a "managerial employee" shall mean one who is vested with powers or prerogatives to lay down
and execute management policies and/or to hire, transfer, suspend, lay-off, recall, discharge, assign, or discipline
employees or to effectively recommend such managerial actions. All employees not falling within this definition shall be
considered rank-and-file employees.

SECTION 3. Distribution of service charges. All service charges collected by covered employers shall be
distributed at the rate of 85% for the employees and 15% for the management. The 85% shall be distributed equally
among the covered employees. The 15% shall be for the disposition by management to answer for losses and
breakages and distribution to managerial employees at the discretion of the management in the latter case.

SECTION 4. Frequency of distribution. The shares referred to herein shall be distributed and paid to the
employees not less than once every two (2) weeks or twice a month at intervals not exceeding sixteen (16) days.

SECTION 5. Integration of service charges. In case the service charges is abolished the share of covered
employees shall be considered integrated in their wages. The basis of the amount to be integrated shall be the
average monthly share of each employee for the past twelve (12) months immediately preceding the abolition of
withdrawal of such charges.

SECTION 6. Relation to agreements. Nothing in this Rule shall prevent the employer and his employees from
entering into any agreement with terms more favorable to the employees than those provided herein, or be used to
diminish any benefit granted to the employees under existing laws, agreement and voluntary employer practice.

SECTION 7. This rule shall be without prejudice to existing, future collective bargaining agreements.

Nothing in this rule shall be construed to justify the reduction or diminution of any benefit being enjoyed by any
employee at the time of effectivity of this rule.

3. Tips

Where a restaurant or similar establishment does not collect service charges but has a practice or policy of
monitoring and pooling tips given voluntarily by its customers to its employees, the pooled tips should be monitored,
accounted for and distributed in the same manner as the service charges. ( No. VII [C], DOLE Handbook on Workers
Statutory Monetary Benefits.)

RULE VII
Wages

SECTION 1. Minimum wages. (a) The minimum wage rates for agricultural and nonagricultural employees shall
be as follows, unless otherwise revised by a duly issued wage order or other authoritative issuance by a competent
authority:

2. Eight pesos a day for nonagricultural workers;

3. Four pesos and seventy-five centavos for agricultural employees;
4. Six pesos a day for employees of retail or service enterprises that do not regularly employ more
than the five employees;
5. Eight pesos a day for employees of the National government and all government-owned and/or
controlled corporations;
6. Five pesos a day for employees of provinces, municipalities and cities or the minimum wages
being paid to them at the time of the approval of R.A. 6129 on 17 June 1970.

The minimum wage rates in industries prescribed by duly issued wage orders shall remain effective unless
otherwise revised by competent authority.

(b) The basis of the minimum wage rates prescribed herein is understood to be not more than eight hours of work
in a day.

Section 2. Minimum wages in depressed areas. To the extent necessary to relieve serious unemployment
situation in welfare areas, such as squatter relocation centers, the Secretary of Labor may, on his own initiative or upon
petition of any interested party, authorize the payment of subminimum wages by enterprises and institutions that may
established in such areas to provide employment opportunities to the residents therein. The authorization of the
Secretary of Labor shall be subject to such terms and conditions as he may prescribe to insure the protection and
welfare of the workers as well as the industries that may be affected thereby.

Section 3. Coverage. This Rule shall not apply to the following persons:

b. Household or domestic helpers, including family drivers and persons in the personal service of
another;
c. Homeworkers engaged in needlework;
d. Workers employed in any establishment duly registered with the National Cottage Industries and
Development and upon approval of the Secretary of Labor; Provided, however, That such
recommendation shall be given only for the purpose of making the cooperative viable and upon
finding and certification of said Bureau, supported by adequate proof, that the cooperative cannot
resort to other remedial measures without serious loss of prejudice to its operation except through
its exemption from the requirements of this Rule. The exemption shall be subject to such terms and
conditions and for such period of time as the Secretary of Labor may prescribe.

Rule VII-A

WAGES (Memorandum Circular No. 2, November 4, 1992)

Sec. 1. Cash Wage. The minimum wage rates prescribed in Section 1 hereof shall be basic, cash wages without
deducting therefrom whatever benefits, supplements or allowances which the employees enjoy free of charge aside
from the basic pay. An employer may provide subsidized meals and snacks to his employees provided that the subsidy
shall not be less than 30% of the fair and reasonable value of such facilities. In such case, the employer may deduct
from the wages of the employees not more than 70% of the value of the meals and snacks enjoyed by the employees,
provided that such deduction is with the written authorization of the employees concerned.

Sec. 2. Facilities. The term facilities as used in this Rule shall include articles or services for the benefit of the
employee or his family but shall not include tools of the trade or articles or services primarily for the benefit of the
employer or necessary to the conduct of the employers business.

Sec. 3. Value of facilities. -- The Secretary of Labor may from time to time fix in appropriate issuances the fair and
reasonable value of board, lodging, and other facilities customarily furnished by an employer to his employees both in
agricultural and nonagricultural enterprises.

The fair and reasonable value of facilities is hereby determined to be the cost of operation and maintenance,
including adequate depreciation plus reasonable allowance (but not more than 5 1/2 % interest on the depreciated
amount of capital invested by the employer); provided that if the total so computed is more than the fair rental value (or
the fair price of the commodities or facilities offered for sale) the fair rental value (or the fair price of the commodities or
facilities offered for sale) shall be the reasonable cost of the operation and maintenance. The rate of depreciation and
depreciated amount computed by the employer shall be those arrived at under good accounting practices.

The term good accounting practices shall not include accounting practices which have been rejected by the
Bureau of Internal Revenue for income tax purposes. The term depreciations shall include obsolescence.

Sec. 4. Acceptance of facilities. In order that the cost of facilities furnished by the employer may be charged
against an employee, his acceptance of such facilities must be voluntary.

Sec. 5. Payment of Results. On petition of any interested party, or upon its initiative, the Department of labor shall
use all available devises, including the use of time and motion studies and consultation with representatives of
employers and workers organizations, to determine whether the employees in any industry or enterprise are being
compensated in accordance with the minimum wage requirements of this Rule.

(b) The basis for the establishment of rates for piece, output or contract work shall be the performance of an
ordinary worker of minimum skill or ability.

(c) An ordinary worker of minimum skill or ability is the average worker of the lowest producing group representing
50% of the total number of employees engaged in similar employment in a particular establishment, excluding learners,
apprentices and handicapped workers employed therein.

(d) Where the output rates established by the employer do not conform with the standards prescribed herein, or
with the rates prescribed by the Department of Labor in an appropriate order, the employees shall entitled to the
difference between the amount to which they are entitled to receive under such prescribed standards or rates and that
actually paid them by the employer.

Sec. 6. Payment by results in government projects. In government projects, payment of wages by results, such
as payment on pakiaw, task, or piece-work basis, may be used by employers: Provided, however, That the output rates
shall be in accordance with the standards prescribed in the immediately preceding Section, whenever applicable, or
with such rates as may be established by the Department of Labor.

RULE VIII
Payment of Wages

SECTION 1. Manner of wage payment. As a general rule, wages shall be paid in legal tender and the use of tokens,
promissory notes, vouchers, coupons, or any other form alleged to represent legal tender is absolutely prohibited even
when expressly requested by the employee.
SECTION 2. Payment by check. Payment of wages by bank checks, postal checks or money orders is allowed
where such manner of wage payment is customary on the date of the effectivity of the Code, where it is so stipulated in
a collective agreement, or where all of the following conditions are met:

(a) There is a bank or other facility for encashment within a radius of one (1) kilometer from the workplace;

(b) The employer or any of his agents or representatives does not receive any pecuniary benefit directly or indirectly
from the arrangement;

(c) The employees are given reasonable time during banking hours to withdraw their wages from the bank which time
shall be considered as compensable hours worked if done during working hours; and

(d) The payment by check is with the written consent of the employees concerned if there is no collective agreement
authorizing the payment of wages by bank checks.

SECTION 3. Time of payment. (a) Wages shall be paid not less than once every two (2) weeks or twice a month at
intervals not exceeding sixteen (16) days, unless payment cannot be made with such regularity due to force majeure or
circumstances beyond the employer's control in which case the employer shall pay the wages immediately after such
force majeure or circumstances have ceased.

(b) In case of payment of wages by results involving work which cannot be finished in two (2) weeks, payment shall be
made at intervals not exceeding sixteen days in proportion to the amount of work completed. Final settlement shall be
made immediately upon completion of the work.

SECTION 4. Place of payment. As a general rule, the place of payment shall be at or near the place of undertaking.
Payment in a place other than the work place shall be permissible only under the following circumstances:

(a) When payment cannot be effected at or near the place of work by reason of the deterioration of peace and order
conditions, or by reason of actual or impending emergencies caused by fire, flood, epidemic or other calamity
rendering payment thereat impossible;

(b) When the employer provides free transportation to the employees back and forth; and

(c) Under any other analogous circumstances; Provided, That the time spent by the employees in collecting their
wages shall be considered as compensable hours worked;

(d) No employer shall pay his employees in any bar, night or day club, drinking establishment, massage clinic, dance
hall, or other similar places or in places where games are played with stakes of money or things representing money
except in the case of persons employed in said places.

SECTION 5. Direct payment of wages. Payment of wages shall be made direct to the employee entitled thereto
except in the following cases:

(a) Where the employer is authorized in writing by the employee to pay his wages to a member of his family;

(b) Where payment to another person of any part of the employee's wages is authorized by existing law, including
payments for the insurance premiums of the employee and union dues where the right to check-off has been
recognized by the employer in accordance with a collective agreement or authorized in writing by the individual
employees concerned; or

(c) In case of death of the employee as provided in the succeeding Section.

SECTION 6. Wages of deceased employee. The payment of the wages of a deceased employee shall be made to
his heirs without the necessity of intestate proceedings. When the heirs are of age, they shall execute an affidavit
attesting to their relationship to the deceased and the fact that they are his heirs to the exclusion of all other persons. In
case any of the heirs is a minor, such affidavit shall be executed in his behalf by his natural guardian or next of kin.
Upon presentation of the affidavit to the employer, he shall make payment to the heirs as representative of the
Secretary of Labor and Employment.

SECTION 7. Civil liability of employer and contractors. Every employer or indirect employer shall be jointly and
severally liable with his contractor or sub-contractor for the unpaid wages of the employees of the latter. Such employer
or indirect employer may require the contractor or sub-contractor to furnish a bond equal to the cost of labor under
contract on condition that the bond will answer for the wages due the employees should the contractor or
subcontractor, as the case may be, fail to pay the same.

SECTION 8. Job Contracting. There is job contracting permissible under the Code if the following conditions are
met:

(a) The contractor carries on an independent business and undertakes the contract work on his own account under his
own responsibility according to his own manner and method, free from the control and direction of his employer or
principal in all matters connected with the performance of the work except as to the results thereof; and

(b) The contractor has substantial capital or investment in the form of tools, equipment, machineries, work premises,
and other materials which are necessary in the conduct of his business.

SECTION 9. Labor-only contracting. (a) Any person who undertakes to supply workers to an employer shall be
deemed to be engaged in labor-only contracting where such person:

(1) Does not have substantial capital or investment in the form of tools, equipment, machineries, work premises and
other materials; and

(2) The workers recruited and placed by such person are performing activities which are directly related to the principal
business or operations of the employer in which workers are habitually employed.

(b) Labor-only contracting as defined herein is hereby prohibited and the person acting as contractor shall be
considered merely as an agent or intermediary of the employer who shall be responsible to the workers in the same
manner and extent as if the latter were directly employed by him.

(c) For cases not falling under this Rule, the Secretary of Labor and Employment shall determine through appropriate
orders whether or not the contracting out of labor is permissible in the light of the circumstances of each case and after
considering the operating needs of the employer and the rights of the workers involved. In such case, he may prescribe
conditions and restrictions to insure the protection and welfare of the workers.

SECTION 10. Payment of wages in case of bankruptcy. Unpaid wages earned by the employees before the
declaration of bankruptcy or judicial liquidation of the employer's business shall be given first preference and shall be
paid in full before other creditors may establish any claim to a share in the assets of the employer.

SECTION 11. Attorney's fees. Attorney's fees in any judicial or administrative proceedings for the recovery of wages
shall not exceed 10 percent of the amount awarded. The fees may be deducted from the total amount due the winning
party.

SECTION 12. Non-interference in disposal of wages. No employer shall limit or otherwise interfere with the freedom
of any employee to dispose of his wages and no employer shall in any manner oblige any of his employees to
patronize any store or avail of the services offered by any person.
SECTION 13. Wages deduction. Deductions from the wages of the employees may be made by the employer in any
of the following cases:

(a) When the deductions are authorized by law, including deductions for the insurance premiums advanced by the
employer in behalf of the employee as well as union dues where the right to check-off has been recognized by the
employer or authorized in writing by the individual employee himself.

(b) When the deductions are with the written authorization of the employees for payment to the third person and the
employer agrees to do so; Provided, That the latter does not receive any pecuniary benefit, directly or indirectly, from
the transaction.

SECTION 14. Deduction for loss or damage. Where the employer is engaged in a trade, occupation or business
where the practice of making deductions or requiring deposits is recognized to answer for the reimbursement of loss or
damage to tools, materials, or equipment supplied by the employer to the employee, the employer may make wage
deductions or require the employees to make deposits from which deductions shall be made, subject to the following
conditions:

(a) That the employee concerned is clearly shown to be responsible for the loss or damage;

(b) That the employee is given reasonable opportunity to show cause why deduction should not be made;

(c) That the amount of such deduction is fair and reasonable and shall not exceed the actual loss or damage; and

(d) That the deduction from the wages of the employee does not exceed 20 percent of the employee's wages in a
week.