Labor 1

regular employment= reinstatement or separation pay, backwages,damages and atty's fees

ofw=unexpired portion , placement fees, benefits, damages, atty's fees, and reimburstment of fees, and
return of the remains in case of death, reimburstment of medical expenses(work related illness),
permanent disability =disability benefits, specialist that will attend to your condition
120-240 dili pa ka well= considered as permanently disabled

OFW-LRA-F employer = lra and f employer =solidary liable in case of illegal dismissal
Doctrine of imputed knowledge

POEA-SEC =this prevails (a contract between parties)

resignation/mutually agreed= valid termination

just or authorize causes = valid dismissal

just= emanates from the employee ang problema
authorize causes= problem emanates from the employer (30 day prior notice rule)

defect in notices = just causes = nominal damages (30 k)

defect in notices =authorized causes= nominal damages(50 k )

hours of work
gov= flexi hours
private-8 hours
overtime is an exception
meal periods- if dili ma compllete ang one hour kay dapat ma bayaran kas imo kulang na minutes

exceptions to regular hours of work

-government employees
-managerial employees
-field personel
-family members of the employer
-domestic helpers
-wokers who gets paid by result
-persons who render personal services

travel time from house to work = not compensable

-but if you are on your official business, kay ang travel time kay compensable na siya
-training is compensated sad

what happens if mag brownout?

-compensated gihapon
-basta sa mag pondo ra kas place sa employer

but if nag brown out ka nya nag gawas2 ka kay nagpalit2 ka

-di na compensated
gr: if you are ask to do overtime work, kay imo jud na buhaton
ex: if for religious purposes pwede ka dmo decline

if naay calamities nya gi pa uli mo, compensated gihapon ka kay di mana sala nimo

For next week

Case assignments
1. aklan electric coop vs NLRC jan 25 2000
2. mobez vs nlrc april 18, 1997
3. mayon hotel and restaurant vs adore may 16 2005
4. globe mcky cable vs nlrc june 29 1988
5. star paper corp vs simbol april 12 2006
6. RA 8187 Paternity leaves
7. Maternity leaves under the sss
8. RA 9262
9. Magna Carta for Women RA 9710

Piece workers
1. not confined on a work area (kanang dadon sa balay ba )(no benefits ) (bayran ug na hatag na
ang kato gipabuhat) (ang result ang importante)

2. confined to a work area (naay mga benefits) (gina monitored mani sila)

PWD must be in connection sa iya trabaho para ma discriminate siya

-pero if dili gani connected gani sa iya work ang iya disability he should be paid like a regular worker

Commission
-pag determine sa 13 month pay kay apilon nimo sa pag count sa monthly salary nimo ang commission

consultants
-no employee-employer relationship
-cannot be considered as a regular employee

non-dimunition
-dili pwede mo ubos imo rate later on
-if mo ubos gane kay gi discriminate naka ana

frozen ka, wala kay tao under you

-that is constructive dismissal
-nagtrabaho ka tuod pero wala ka ka function na comensurate sa imo position

Sauna strict sila kinsa ang maka gamit sa maternity leave – dapat married
=karn dili na
=any woman nga mo give birth pwede na mo apil bahalag dili married
paternity leave
-strict ni dapat married

vowc
-pwede ka mo leave if victim ka with pay
-10 days
-naa mga requirements

retirement pay
-is a gift for long years of service
-at least five years of work and 65 years old or above

equality of the genders

-should not be basis for ow much your salary is or if you get promoted or not (all things equal)

employement of minors
-with consent of parents

kasambahay law
-there must be contract of employment

probationary employment
-just an evaluation
-but you must be know how you will be evaluated before hand
-consistent evaluation through the 6 month period
-it can be mutually agreed for extention of probationary period
-if isa ra di na pwede
-after six months kay automatic regular na siya

pabalikon kas trabaho

-immediately executory ang reinstatement (LABOR ARBITER)
-employer has an option = actual or payroll reinstatement

preventive suspension
-not a penalty
-30 days ka walay sweldo
-not all employees can be preventively suspended: only those who have access to funds and properties
and documents

marriage between employees

-there must a reason why such discrimination is importante
-pwede bawala to prevent exchanges of trade secrets

post- employment ban

employees compensation
-granted if there injury
-if in relation to the job performed