GROUP 6

Employee Wages and Wage-related

in the Philippines
Safety Employee Benefits in the
Philippines
Employee Death Benefits in the
Philippines
Employee Income in the
Philippines
Table of Contents

Page Number

Introduction
PART 1
1. Employee Wages and Wage-related in the
Philippines
2. Safety Employee Benefits in the
Philippines
3. Employee Death Benefits in the
Philippines
4. Employee Income Benefits in the
Philippines
PART 2
Company or Business Establishments
PART 3
APEC- Member Economy
1. Employee Wages and Wage-related in
Singapore
2. Safety Employee Benefits in Singapore
3. Employee Death Benefits in Singapore
4. Employee Income Benefits in Singapore
Conclusion and Recommendation
INTRODUCTION..
 Every employee wanted to treat them
like a friend or a family not like a slave
that you owned them. They just people
looking for a job to sustain and fulfill the
needs of his family. These concepts
regarded the employee as dependent
members of one big family and the
company kept them satisfied in their jobs.
The relationship between management-
employees is the very important in the
success of organization. It will serve as a
secret ingredient to a successful
organization.
The employers must know and understand the
situation of his employees. Thats why employers
realize that employees are exposed to a hazard of
work and economic problems and because of that
the concept of employee benefits are born. This
concept helps the employees to improve his
conditions and to do good performance.
Benefits are anything that are not covered by
regular salaries and wages. It is anything that
contributes to the improvement of conditions of
work, and that motivates the employees to do
good work. Benefits are additional compensation
that employees receive regularly at an interval
stipulated in the company policies and
guidelines.
Benefits are granted to employees to assist them
and facilities are provided so they will enjoy their
stay in the company. Enjoy his work not killing his
joy. The main purpose is to develop greater
commitment and loyalty and to keep good
employees in the company. Government recognized
workers as a contributor to the economic
development of the country.
The employees are protected by the laws such as a
1987 Constitution of the Republic of the Philippines
and Labor Code of the Philippines and also Magna
Carta of Woman to secure the rights of women. The
government regulator are Department of Labor and
Employment (DOLE), National labor Relations
Commission (NLRC), Regianal Tripartite Wages
and Productivity Commission (RTWPB) and
National Wages and Productivity Commission
(NPWC)
PART 1..
Benefits of Employees
I. EMPLOYEES WAGES AND WAGE-
RELATED BENEFITS IN THE PHILIPPINES

Employee wages also include related benefits

such as overtime, rest day, holiday, night
differential and the 13th month pay. By extension,
the term 'wage benefit' implies the facilities
customarily furnished by the employer(s), the value
of board and lodging, the expense accounts (which
in a strict sense imply the expenses used solely for
the benefit of the employee), health or life
insurance premiums including other non-life
insurance premiums or similar, interest on loans
that are better than market rate, and discounts on
other goods and services.
I. EMPLOYEES WAGES AND WAGE-
RELATED BENEFITS IN THE PHILIPPINES

Under the Philippine Labor Code, employee

wage implies of the monetary equivalent the legally
employed worker in the Philippines will receive
from his/her employer(s) upon completion of eight
(8) hours of work, whether consecutive or broken,
and that falls on a 24-hour period, or one workday.
One work day commences from the minute the
employee starts to work and counting twenty-four
(24) hours later. The eight-hour work rendered by
the employee need not be continuous and may be
staggered as long as its falls within the one work
day stretch.
The provisions under this title are as follows:

Philippine labor code, Book lll, Article 97

"Wage" paid to any employee shall mean the remuneration
or earnings, however designated, capable of being
expressed in terms of money, whether fixed or ascertained
on a time, task, piece, or commission basis, or other
method of calculating the same, which is payable by an
employer to an employee under a written or unwritten
contract of employment for work done or to be done, or for
services rendered or to be rendered and includes the fair
and reasonable value, as determined by the Secretary of
Labor and Employment, of board, lodging, or other
facilities customarily furnished by the employer to the
employee. "Fair and reasonable value" shall not include
any profit to the employer, or to any person affiliated with
the employer
 Philippine Labor code,
Book lll, Article 99
Art. 99. Regional
minimum wages. The minimum
wage rates for agricultural and
non-agricultural employees and
workers in each and every
region of the country shall be
those prescribed by the Regional
Tripartite Wages and
Productivity Boards.
Republic act 6727, Article 124
ART. 124. Standards/Criteria for Minimum
Wage Fixing. The regional minimum wages to be
established by the Regional Board shall be as
nearly adequate as is economically feasible to
maintain the minimum standards of living
necessary for the health, efficiency and general
well-being of the employees within the framework
of the national economic and social development
program. In the determination of such regional
minimum wages, the Regional Board shall, among
other relevant factors, consider the following:
 (a) The demand for living wages;
.(b) Wage adjustment vis-a-vis the consumer price index;
(c) The cost of living and changes or increases therein;
(d) The needs of workers and their families;
(e) The need to induce industries to invest in the
countryside;
(f) Improvements in standards of living;
(g) The prevailing wage levels;
(h) Fair return of the capital invested and capacity to pay
of employers;
(i) Effects on employment generation and family income;
and
(j) The equitable distribution of income and wealth along
the imperatives of economic and social development.
II. SAFETY EMPLOYEE BENEFITS IN
THE PHILIPPINES

This section of the Labor Code of the Philippines

is divided into two distinct safety benefit categories. The
first title covers the medical, dental and occupational
safety, subdivided into two separate chapters, and the
second title covers mostly on employees' compensation
and state insurance funds. Book IV of the Labor Code of
the Philippines covers at length the safety benefits
available to every legally employed worker in the
Philippines. Covered on this comprehensive list of
health, social and safety benefits are the standards that
provide occupational safety to the workers and general
safety to the immediate vicinity and within the
workplace.
II. SAFETY EMPLOYEE BENEFITS IN THE
PHILIPPINES
Here are the safety benefits available to the legally
employed Filipino worker, according to the
provisions set in Book IV of the Labor Code of the
Philippines:
(See: Labor Code of the Philippines, Book IV)
 The provisions under this title are as follows:

Title I: Medical, Dental and Occupational Safety

Chapter 1 Medical and Dental Services

Article 156 First-aid Treatment

Every employer(s), and by extension, the working
establishment shall provide first-aid kits and medicines
readily accessible by the employee, in accordance to the safety
employee benefit regulations prescribed by the Department of
Labor and Employment. Other medicine and first-aid
equipment should also be provided should the nature and
conditions of work may require it
 Article 157 Emergency Medical and Dental
Services

Every working area is required to have free medical and

dental attendance and facilities, the disparities of which are
detailed as follows:
a full-time registered nurse is required if the number of
employees is more than 50 but less than 200
a full-time registered nurse, a part-time physician and
dentist and an emergency clinic are required for workplaces
with population exceeding 200 but less than 300
a full-time registered nurse, a full-time physician and a
dentist, plus an infirmary with a one-bed capacity for every
one hundred employee - for workplaces with population
that exceeds 300
 Article 158 When Emergency Hospital Not
Required (sic)
When the emergency clinic of the establishment is
sufficiently provided to treat an employee, emergency
hospital is not required.

Article 159 Health Program

The employed company physician should develop and
implement a comprehensive occupational health
program as a safety employees' benefit for the company
 Article 160 Qualifications of Health Personnel
The health personnel tasked for the safety employee benefits shall have the
essential knowledge in occupational safety and health, as well as the know-how
in industrial medicine. These health personnel shall pass the qualifications,
criteria and conditions of employment established by the Secretary of Labor and
Employment.
Article 161 Assistance of Employer
The employer(s) and by extension the establishment is to provide all the
necessary assistance, medical and dental, to an injured or sick employee in case
of emergency. In event the severity of the injury and/or ailment supersedes the
available medical equipment, the employer(s) and by extension the
establishment should make arrangements to any hospitals in the locality for the
employee's treatment.
III. EMPLOYEE DEATH BENEFITS IN
THE PHILIPPINES
Under Article 194, with the subheading
Death, upon the covered employee's death his/her
primary beneficiary (or beneficiaries) shall receive
from the System an amount equivalent to the
deceased member's monthly income benefit, plus a
ten percent (10%) fraction of the death benefit
thereof for every listed dependent child, with the
list not exceeding five, beginning with the youngest
to the oldest. The list may not be substituted nor
appended. The term dependent denotes the
legitimate, legitimated, acknowledged or legally
adopted natural child who is not over twenty-one
(21) years, unmarried, and not gainfully employed.
III. EMPLOYEE DEATH BENEFITS IN
THE PHILIPPINES
A dependent would also include a child who may be
over twenty-one (21) years of age provided he/she is
incapable of self-support due to a physical or
mental defect which is congenital or his/her defect
was acquired during minority. The term dependent
would also indicate a legal spouse living with the
covered employee, and/or the parent(s) of the said
employee who are wholly reliant upon him for daily
support.
III. EMPLOYEE DEATH BENEFITS IN
THE PHILIPPINES
As amended by Section 4, Presidential Decree No.
1921, upon the death of a covered employee who
was also under the permanent total disability
program, or covered by the Article 192, the System
shall pay to the primary beneficiaries of the
deceased employee eighty percent (80%) of his/her
monthly income benefit. Additionally, his/her
dependents are entitled to the dependents' pension
- provided that the covered employee's marriage
has been validated to exist at the time of the
employee's disability.
III. EMPLOYEE DEATH BENEFITS IN
THE PHILIPPINES
If the covered employee has no listed primary
beneficiary, or that his/her list of primary
dependents are no longer valid under the
regulations of the term "dependent", the System
shall pay to his secondary beneficiaries a monthly
pension of the remaining balance of the five (5)
year guaranteed period, but which will not include
the benefit of a dependents' pension. Finally, the
minimum death benefit of the employee shall not
be lesser than the amount of fifteen thousand pesos
(P15,000).
III. EMPLOYEE DEATH BENEFITS IN
THE PHILIPPINES
In Chapter VII, Book IV of the Labor Code of
the Philippines covers at length the death
benefits available to every employee in the
Philippines. The term "employee" denotes any
person legally employed in the Philippines, any
person compulsorily covered by the SSS under
Republic Act 1161 or any person compulsorily
covered by the GSIS under the Commonwealth Act
186.
 The provisions under this title are as follows:

Art. 194. Death.

1. Under such regulations as the Commission may approve,
the System shall pay to the primary beneficiaries upon the
death of the covered employee under this Title, an amount
equivalent to his monthly income benefit, plus ten percent
thereof for each dependent child, but not exceeding five,
beginning with the youngest and without substitution,
except as provided for in paragraph (j) of Article 167
hereof: Provided, however, That the monthly income
benefit shall be guaranteed for five years: Provided,
further, That if he has no primary beneficiary, the System
shall pay to his secondary beneficiaries the monthly income
benefit but not to exceed sixty months: Provided, finally,
That the minimum death benefit shall not be less than
fifteen thousand pesos. (As amended by Section 4,
Presidential Decree No. 1921)
2. Under such regulations as the Commission may approve, the
System shall pay to the primary beneficiaries upon the death of a
covered employee who is under permanent total disability under
this Title, eighty percent of the monthly income benefit and his
dependents to the dependents pension: Provided, That the marriage
must have been validly subsisting at the time of disability:
Provided, further, That if he has no primary beneficiary, the System
shall pay to his secondary beneficiaries the monthly pension
excluding the dependents pension, of the remaining balance of the
five-year guaranteed period: Provided, finally, That the minimum
death benefit shall not be less than fifteen thousand pesos. (As
amended by Section 4, Presidential Decree No. 1921)

3. The monthly income benefit provided herein shall be the new

amount of the monthly income benefit for the surviving beneficiaries
upon the approval of this decree. (As amended by Section 8,
Presidential Decree No. 1368)
4. Funeral benefit. - A funeral benefit of Three thousand
pesos (P3,000.00) shall be paid upon the death of a
covered employee or permanently totally disabled
pensioner. (As amended by Section 3, Executive Order
No. 179)
IV. EMPLOYEES INCOME BENEFITS IN
THE PHILIPPINES

Chapter VIII, Book IV of the Labor Code of the

Philippines detail the provisions common to the
program's several employee income benefits: Chapter V
Medical Benefits, Chapter VI Disability Benefits and
Chapter VII Death Benefits.
The provisions common to these employee income
benefits are determined by the Medical Director of the
System and then approved by the Employees'
Compensation Commission. The term "employee" still
denotes to the person who is legally employed in the
Republic of the Philippines, or any person compulsorily
covered by the GSIS under the Commonwealth Act 186,
or any person compulsorily covered by the SSS under
Republic Act 1161.
The provisions under this title are as follows:
Article 195, Relationship and Dependency
Only at the time of death of a covered employee, or of a
member of the government health care programs (SSS,
GSIS) shall all questions of relationship and dependency
shall be addressed.

Article 196, Delinquent Contributions

Article 196 covers mostly the failure of the employer(s)'s
part, and by extension the company's failure to make
timely monthly contributions to the program, whose
employee benefits may have been enjoyed by his/her
employees or their dependents.
 Article 197, Second Injuries
If an employee who is already covered by the Permanent
Partial Disability program suffers another subsequent injury
which results to his qualification to a higher employee income
benefit than his previous injury, he/she shall be offered by the
State Insurance Fund the income benefit for the new
disability, provided only that the new disability should be
related to his/her previous disability. The System shall only
pay the compensation difference of both original and
upgraded employee income benefits.

Article 198, Assignment of Benefits

Compensation claims under this Title is neither transferable
nor liable to tax, garnishment, attachment, seizure or levy by
or any other legal process whatsoever, by the person(s)
entitled thereto, either before or after receipt.
 Article 199, Earned Benefits
Under a Collective Bargaining (or other forms of agreement)
and in accordance with this title, a covered employee should
receive the employee income benefits if he/she is entitled to
receive wages, salaries or allowances for holidays, vacation or
sick leaves and any other award of benefit - with respect to
the episode of his/her disability.

Article 200, Safety Devices

This provision protects the interest of the state in case of the
employer(s)'s negligence to install and maintain safety
devices, or to comply with any law resulting to an employee's
injury or death.
For the unabridged version of this document, See:
The Labor Code of the Philippines, Chapter VIII, Provisions
PART 2
Company or Business Establishments
 is the largest fast food chain

in the Philippines, operating a nationwide network

of over 750 stores.
Why does customer are
always going back to the
Jollibee besides of the food
taste?
 Jollibees phenomenal
growth owes much to its
strict and committed
adherence to high standards
as symbolized by F.S.C.:
Food (F) served to the public
must meet the companys
excellence standards or it
will not be served at all; the
Service (S) must be fast and
courteous; and Cleanliness
(C), from kitchen to utensils,
must always be maintained.
Jollibee is proud of its
employees who carry out
their jobs.
Jollibee recognizes them by providing
the highest compensation and benefits
packages in the fast food industry,
and modern and comprehensive
training programs. Managers are
regularly updated on the latest store
operations systems, people-oriented
management skills, among others.
Service crews are trained on various
store stations and food-service
innovations.
Jollibee also offers career
opportunities for qualified and
exceptional crew members to
further their food-service careers
as managers.
Jollibee Corporation give their
employee an equal wages based on
their position. This corporation uses a
hourly rate of 43 pesos per hour and a
minimum wage of 344 pesos for every
eight hours a day. Overtime pay can
give an additional compensation for
an employee. They are also strictly
advice to come on time to avoid
undertime. Three late is equivalent of
one absent. Their policy for absences
is three consecutive days of absences
is reporting to the management.
 Every success of a corporation also a
success of the employees. Giving back is the
best revenge to their employees. Benefits
granted to assure that they are protected
and secured as a part of a family. That's
why Jollibee Corporation implemented
different types of employee benefits. The
benefits such 13th month pay, incentive
leave, SSS, holiday pay, pag-ibig fund,
philhealth and separation pay. The
Corporation also secure and protect the
rights of women for implementing a
maternity and paternity leave. The
corporation think and understand the needs
and safety of their employees.
Double pay if the employee work on holiday and
paid an additional compensation of 30% of the
regular wage of the employee. The separation pay
will be given if the employee give a resignation
letter before 15 days of work.

The Corporation also secure the safety of their

employees. Their establishment have a first aid kit
and a medicine kit if an accident happen. A fire
extinguisher and a fire exit when unexpected
danger happen. They secure the machines are
maintain and working well. The employee working
in the kitchen wear a hand gloves, aprons and
hairnet to avoid accident. And they also secure the
floor is always dry. SSS or philhealth can help if
ever the employee injured or a health problems.
Before they hire a new employee they will be
undergo training to avoid conflict when they enter
the real situation. Their company have a program
for every reaching the target quota they will a
reward of a food or a gadgets. Every launching of
new products the employee will be the first to taste
it freely.

Nowadays, people look for a job who can provide

such as benefits to secure their lives. A job that he
will be enjoy and feel that it's a pleasure to have
them.
IN SUMMARY
Jollibee Corporation give their employee an equal wages based
on their position. This corporation uses a hourly rate of 43
pesos per hour and a minimum wage of 344 pesos for every
eight hours a day. Overtime pay can give an additional
compensation for an employee. They are also strictly advice to
come on time to avoid undertime. Three late is equivalent of
one absent. Their policy for absences is three consecutive days
of absences is reporting to the management. Every success of a
corporation also a success of the employees. Giving back is the
best revenge to their employees. Benefits granted to assure
that they are protected and secured as a part of a family.
That's why Jollibee Corporation implemented different types
of employee benefits. The benefits such 13th month pay,
incentive leave, SSS, holiday pay, pag-ibig fund, philhealth
and separation pay. The Corporation also secure and protect
the rights of women for implementing a maternity and
paternity leave. The corporation think and understand the
needs and safety of their employees. Double pay if the
employee work on holiday and paid an additional
compensation of 30% of the regular wage of the employee.
 The separation pay will be given if the employee give a
resignation letter before 15 days of work. The
Corporation also secure the safety of their employees.
Their establishment have a first aid kit and a medicine
kit if an accident happen. A fire extinguisher and a fire
exit when unexpected danger happen. They secure the
machines are maintain and working well. The empoyee
working in the kitchen wear a handgloves, aprons and
hairnet to avoid accident. And they also secure the floor
is always dry. SSS or philhealth can help if ever the
employee injured or a health problems. Before they hire
a new employee they will be undergo training to avoid
conflict when they enter the real situation. Their
company have a program for every reaching the target
cota they will a reward of a food or a gadgets. Every
lauching of new products the employee will be the first
to taste it freely. Nowadays, people look for a job who
can provide such as benefits to secure their lives. A job
that he will be enjoy and feel that it's a pleasure to
have them.
PART 3
APEC- Member Economy
Singapore is fantastic location on
major sea lanes and its industrious population
has given the country an economic importance
in Southeast Asia without considering its
small size. Singapore is a small wealthy city-
state with an open and trade driven economy.
The country has a stable government, strong
rule of law and effective regulatory system.
The country employs 14,000 people in the
commodities sector and 47% of the Singapore
workforce has a tertiary education
I. EMPLOYEE WAGES AND WAGES
RELATED BENEFITS IN SINGAPORE
In Singapore, wages are benchmarked using
average monthly earnings, the minimum wage of
employee in Singapore is:
Actu Prev High Low Date Unit Frequen
al ious est est s cy
4646. 4789. 5483. 1302. 1989 SGD/M Quarterly
00 00 00 00 - onth
2016
Salary must be paid:
Within 7 days after the end of the salary period
For overtime work, within 14 days after the end of
the salary period
Salary employee benefit in Singapore
Employee benefits are often called fringe benefits
or perks. There are various types of compensations
provided to employees in addition to their normal
salaries. Employee benefits in Singapore might include:

Pay Day
Overtime

Public Holidays

Annual Leave

Sick Leave
II. SAFETY EMPLOYEE BENEFIT IN
SINGAPORE
The Work Injury Compensation Act
(WICA) lets employees make claims for
work-related injuries or diseases without
having to file a civil suit under common
law. It is a low-cost and quicker alternative
to common law for settling compensation
claims.
m.
II. SAFETY EMPLOYEE BENEFIT IN
SINGAPORE
The Work Injury Compensation Act lets
employees claim for medical leave wages, medical
expenses and lump sum compensation for permanent
incapacity, if any, or death. There are limits to each
type of compensation.
What you can claim
Under the Work Injury Compensation Act (WICA), you
can claim for the following types of compensation
benefits:
Medical leave wages for days you were issued with
medical leave due to the work injury or disease.
Medical expenses, including your hospital bills,
medication and other charges, due to the work injury.
Lump sum compensation for permanent incapacity
or death.
Medical expenses
Your employer will be required to pay for medical
expenses related to a work accident up to the maximum limit,
which is $36,000 or 1 year from the date of the accident,
whichever comes first.
Examples of eligible medical expenses include:
Medical consultation fees
Ward charges
Treatment fees
Medical report fees
Emergency medical transport charges (e.g. ambulance)
Cost of medicine
Artificial limbs
Surgical appliances
Treatments that facilitate early return to work, claimable
charges include those for case management, functional
capacity evaluation and worksite assessment
III. EMPLOYEE DEATH BENEFIT IN
SINGAPORE

Disability/Life Insurance

Critical Illness Insurance

III. EMPLOYEE INCOME BENEFIT IN
SINGAPORE

Salary & Bonus

Maternity and Childcare

Leave
PART 3
Conclusion and Recommendation
CONCLUSION
There are many constitutions regarding
the rights of the employees and it shows
that the government should protect
employee's rights from being
transgressed by the employer.
Employees should be paid for the service
rendered and should not be harassed
against anything when they are
employed. And also, the employer should
give the appropriate benefits to them
All employees whether it is full
time, part-time, permanent, fixed-
term or casual, are entitled to a
copy of their (individual or
collective) employment agreement
in writing. The employment
agreement must have terms and
conditions which are at least as
good as the minimum rights in
the law. The government should
protect the rights of each member
of the company.
Minimum rights and responsibilities set out
in law apply to all employees, even if:

theyrenot in your employment

agreement, or
your employment agreement tries to trade
some off against each other, or
your employment agreement tries to make
you get less than these minimums, or
You don't have an employment agreement
(although your employer is required to
give you one).