6 Basic Employee Benefits in the Philippines Under the Philippine Labor Code are six basic employee benefits,

for an individual who is legally working in the Philippines. These basic employee benefits cover most occupations, agricultural or non-agricultural, provided that the associated compensation for every salient Daily Minimum Wages still apply. Under general circumstances, any legally employed worker who work eight (8) hours a day on a 48 hours a week schedule is covered under the Philippine Labor Code. Commencing from the time the employee starts to work and until twenty-four (24) hours later is considered one work day. The eight-hour work need not be continuous and may be staggered within the one workday stretch. The term "employee" denotes any person legally employed in the Philippines, any person compulsorily covered by the GSIS under the Commonwealth Act 186, or any person compulsorily covered by the SSS under Republic Act 1161. Such employee is automatically covered for these government mandated employee benefits. Here are the Basic Benefits for Employees covered by the Philippine Labor Code: 1. Social Security Systems (SSS) Contributions Republic Act No. 8282, otherwise known as the Social Security Act of 1997, refers to the social security system in the Philippines that is initiated, developed and promoted by its Government. The social security system is aimed at providing protection for the SSS member against socially recognized hazard conditions, such as sickness, disability, maternity, old age and death, or other such contingencies not stated but resulted in loss of income or results to a financial burden. The employee and his/her employer(s) are to contribute for the social security benefits of the said employee in accordance to a given schedule by the Philippine Social Security System. Monthly employee contribution depends on the employee's actual monthly salary. (See: Circular No. 33-P) 2. Contribution to National Health Insurance Program (NHIP) The employee and his/her employer(s) are to contribute for the medical insurance of the said employee in accordance to the Republic Act 7835 on Medicare Program which is administered by the Philippine Health Insurance Corporation (Philhealth). Monthly employee contribution depends on the employee's actual monthly salary. The contribution schedule is provided by Philhealth. (See: Philhealth Premium Contribution Schedule) 3. Contribution to Home Development and Mutual Fund (HDMF) The employer(s) is required to contribute per month not less than P100.00 to the employee's Home Development and Mutual Fund. In accordance to the periodic remittance schedule provided by HDMF, the employer(s) will remit this contribution, in

addition to that of the employee's, which is to be deducted from his/her payroll. 4. The 13th Month Pay As mandated by the Presidential Decree No. 851, the employee shall receive a bonus salary equivalent to one (1) month, regardless of the nature of his/her employment, not later than December 24 of every year. 5. Service Incentive Leave Book III, Chapter III of the Labor Code of the Philippines covers the employee's benefit for Service Incentive Leaves. According to Article 95, an employee who has rendered at least one year of service is entitled to a yearly five days service incentive leave with pay. (See: Article 95, Conditions of Employment) 6. Meal and Rest Periods Under Article 83, the employee is provided a one-hour employee benefit for regular meals, when working on an eight (8 hour) stretch. Employees are also provided adequate rest periods in the morning and afternoon which shall be counted as hours worked. (See: Article 83, Conditions of Employment). All these provisions apply in addition to every new employee benefits furnished that are in excess of what is stipulated by the Philippine Labor Code. Other regular Philippine employees benefits furnished by the employer(s) but are outside of the mandated employee benefit includes, but not limited to: 1. 2. 3. 4. 5. Housing and housing plans Expense Account Company sponsored vehicle Paid Holiday and Vacation Educational assistance or plans to the employee and/or his direct dependents.

Hotel restaurant and tourism management depends on an employee's professional, creative and customer-centric approach to the hospitality industry. Tourism managers work one-on-one with customers like a restaurant manager works with her dining guests to ensure consistent high quality service and satisfaction. While tourism and restaurant management requires individual efforts and skill sets, managers work alongside hotel managers who oversee their work and contribute to their ideas.

Hotel Salaries, Benefit Programs, & Perks

Hotel Staff Salaries
You can make a great living in the hotel industry! No matter where the hotel job, the potential for career advancement and the potential to earn a six-figure salary are possible within the industry. There are many stories of a hotel General Manager starting out as a housekeeper, restaurant server, or front desk agent. A strong work ethic and a commitment to service go a long way in ensuring career advancement. Do you have the drive to make it happen? The average salary for a Hotel General Manager in the U.S. is about $150,000. Being the top hotel position, other executive positions will be of a similar pay scale. Other high paying positions include positions at a corporate office that may overlook a number of hotels. These positions may be related to departments including hotel acquisition and development, finance, public relations, marketing and human resources. Hourly staff always earn competitive wages and some positions include excellent tips plus the possibility of overtime during busy periods.

Benefits
Working full-time - or sometimes even part-time - at a hotel or resort could mean great benefits. Although benefit programs vary from company to company, full-time employees can expect health benefits and often a 401k. Additionally, there are often additional benefits that are attractive to employees. These may include discounted dining at the hotel's restaurant, complimentary or discounted stays at other hotels within the company's portfolio and discounts to use the hotel's facilities like the fitness center, spa, tennis courts, and golf.

Additional Perks
In addition to fair pay, great opportunities for career advancement, and a dynamic work environment, the hotel industry offers a lot of extra perks. How about catered lunches every day? Yes, it may be leftovers from the banquet function the hotel just hosted, but that doesn't mean it's any less delicious. How about getting a free massage in the middle of the work day? You may just have to volunteer as the massage therapist tries out a unique technique she just learned. Or how about attending a glitzy black tie event? Sure, you may be the server working the event, but that doesn't make it any less impressive to hob knob with the rich and famous. Some resort locations around the world are fairly remote, which means staff can get discounted or even free lodging. And the more remotely located you are the easier it is to save money!

The additional perks that make the hotel industry fun and exciting are numerous and present themselves in some way almost every day.

History
One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These studies (19241933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction. Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylors work. Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories. Job satisfaction can also be seen within the broader context of the range of issues which affect an individual's experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and working conditions.

Definition
Job satisfaction describes how happy an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Logic would dictate that the most satisfied (happy) workers should be the best performers and vice versa. This is called the "happy worker" hypothesis.[1] However, this hypothesis is not well supported, as job satisfaction is not the same as motivation or aptitude, although they may be clearly linked. A primary influence on job satisfaction is the application of Job design,which aims to enhance job satisfaction and performance using methods such as job rotation, job enlargement, job enrichment and job re-engineering. Other influences on satisfaction

include management styles and culture, employee involvement, empowerment, and autonomous work position. Job satisfaction is a very important attribute and is frequently measured by organizations. The most common technique for measurement is the use of rating scales where employees report their thoughts and reactions to their jobs. Questions can relate to rates of pay, work responsibilities, variety of tasks, promotional opportunities, the work itself, and co-workers. Some examinations present yes-orno questions while others ask to rate satisfaction using a 1-to-5 scale, where 1 represents "not at all satisfied" and 5 represents "extremely satisfied."