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1. Philippine labor law requires employers to provide a minimum of 60 minutes for meal periods, though shorter periods of at least 20 minutes are allowed in certain circumstances. Rest periods of 5-20 minutes must be counted as compensable working time.
2. Case law has established that when work is continuous across multiple shifts, meal periods should be counted as working time for overtime pay purposes. Changing established work schedules or lunch policies in a way that diminishes employee benefits without legitimate business reasons can constitute unfair labor practice.
3. Management has the prerogative to set work schedules if done in good faith and not to circumvent employee rights, as long as the schedule does not exceed 8 hours of work per day
1. Philippine labor law requires employers to provide a minimum of 60 minutes for meal periods, though shorter periods of at least 20 minutes are allowed in certain circumstances. Rest perio…