GENERAL LABOR STANDARDS

[Virtual Presenter] "Welcome to the initial module of our training video on labor standards. This presentation will delve into the realm of labor regulations and the responsibilities of a Senior Labor and Employment Officer and a Labor Inspector. Come along as we discover the knowledge and experience of Allan Jerome O. Padilla, from the Department of Labor and Employment in Region 1. Let's get started..

[Audio] Slide number 2 of our presentation discusses general labor standards and the role of Allan Jerome O. Padilla as a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment in Region 1. Labor standards are minimum requirements set by laws, rules, and regulations to protect workers, covering aspects like wages, working hours, and benefits. The maintenance of occupational safety and health is a crucial aspect of labor standards to ensure worker safety. As a Senior Labor and Employment Officer and Labor Inspector, Allan Jerome O. Padilla is responsible for enforcing these standards and ensuring employers provide a safe working environment. Compliance with labor standards is vital for worker protection and employers must understand and comply to avoid legal consequences. The following slide will explore the specific laws and regulations governing labor standards. We hope this presentation has provided a better understanding of the importance of labor standards and Allan Jerome O. Padilla's role in enforcing them. More information will be presented in the following slides..

[Audio] Slide number three of our training video discusses general labor standards and the role of Allan Jerome O. Padilla as a Senior Labor and Employment Officer/Labor Inspector in Region 1. In this position, Allan Jerome O. Padilla is responsible for upholding labor laws and regulations and ensuring fair treatment and safe working conditions for employees. This includes regulations on wages, working hours, rest periods, and other benefits. Allan is dedicated to enforcing these standards through inspections and investigations. He also offers guidance and assistance to promote harmonious relationships in the workplace and reduce labor disputes. It is crucial for employers to understand and comply with labor standards, as it creates an equitable working environment and contributes to economic growth in the region. We will be discussing more important information in the following slides..

COMPLIANCE GUIDE. 6. Department of Labor and Employment-ROI.

[Audio] This slide discusses the provision of subsidized meals and snacks for employees. It is essential for employers to provide necessary benefits to their employees, including food and drink. Under the Department of Labor and Employment, it is allowed to provide these benefits as de minimis benefits, which are small perks that are not subject to taxation. However, there are specific conditions that must be met in order for these benefits to be considered de minimis. The employer must subsidize at least 30% of the fair and reasonable value of the meals and snacks, and can deduct up to 70% from the employees' wages with their written authorization. The Regional Tripartite Wages and Productivity Board will determine the fair and reasonable value of the meals and snacks to ensure that employees are receiving appropriate benefits. The provision of these benefits must adhere to the guidelines set by the Department of Labor and Employment..

[Audio] Slide number 6 will discuss the differences between supplements and facilities in terms of employee benefits. Supplements refer to additional payments or benefits on top of an employee's regular salary, such as meal and transportation allowances. Facilities, on the other hand, are physical places or services provided by the employer, such as a company canteen or gym. These are considered part of an employee's basic wages. It is important for a Senior Labor and Employment Officer/Labor Inspector to understand this distinction in order to properly enforce compliance with labor standards. Please continue to the next slide for more information..

[Audio] The training video on general labor standards will discuss the topic of facility evaluation and its importance in determining the value of meals and snacks provided to employees. Slide number 7 focuses on the process of facility evaluation, which can be assisted by the Regional Tripartite Wages and Productivity Board (RTWPB). This evaluation is necessary for employers to determine the actual cost of the facilities and ensure fair and reasonable deductions. It also helps maintain fair labor standards and prevent exploitation of employees. The Senior Labor and Employment Officer/Labor Inspector, Allan Jerome O. Padilla, is responsible for overseeing the facility evaluation process. In conclusion, seeking assistance from the RTWPB for facility evaluation is highly recommended to maintain fair labor standards and prevent exploitation of employees..

[Audio] This training video discusses general labor standards in Region 1 and the role of Allan Jerome O. Padilla as a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment. The table on slide 8 contains important data related to labor standards, providing key information about policies and regulations in the region. This data covers various aspects of labor standards, including minimum wage, working hours, and employee benefits. These standards are in place to protect the rights and welfare of employers and employees. As a Senior Labor and Employment Officer, Allan Jerome O. Padilla plays a vital role in upholding these standards and ensuring their compliance. As a Labor Inspector, he is responsible for monitoring and enforcing these standards, and taking necessary actions in case of any violations. This highlights the important role of the Department of Labor and Employment in promoting a fair and just work environment for the benefit of both employers and employees. It is crucial to understand the information in this table and recognize the importance of adhering to labor standards to maintain a harmonious and productive workforce. We will now proceed to the next slide in this training video..

[Audio] Slide number 10 of our presentation will focus on the general labor standards in the Ilocos Region and the role of Allan Jerome O. Padilla as a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment. According to these standards, the minimum wage rate for the agricultural sector employing 10 or more employees is currently at 43 pesos, while the minimum wage for the non-agricultural sector with less than 10 employees is set at 402 pesos. However, effective 07 November 2024, the minimum wage for the agricultural sector will be increased to 468 pesos as part of the Department of Labor and Employment's efforts to promote fair compensation for workers across different industries. As a Senior Labor and Employment Officer/Labor Inspector, Allan Jerome O. Padilla is responsible for enforcing these labor standards and ensuring that employers adhere to the mandated wages for their employees. This plays a crucial role in safeguarding the rights and well-being of our workforce. Please continue to follow our presentation for more information on the labor standards and the commendable work of our team at the Department of Labor and Employment in Region 1..

[Audio] In this slide, we will discuss daily-paid employees and the different types of employees based on wage. These topics are important for understanding the position of Allan Jerome O. Padilla as a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment in Region 1. Daily-paid employees are individuals who receive a fixed salary for each day of work, commonly seen in industries such as agriculture, construction, and domestic work. The different types of employees based on wage are monthly-paid employees, daily-paid employees, and piece-rate workers. Monthly-paid employees receive a fixed monthly salary, while piece-rate workers are paid based on their output. Daily-paid employees are paid for each day they work. It is crucial for employers and employees to understand these distinctions as it affects their rights and benefits in the workplace, and is an important aspect of labor inspection. Allan Jerome O. Padilla, as a Senior Labor and Employment Officer/Labor Inspector, plays a crucial role in enforcing these labor standards and ensuring fair compensation for employees. Thank you for listening, and we will now move on to slide 12..

Daily-Paid Employees. Types of Employees Based on Wage.

Daily-Paid Employees. Types of Employees Based on Wage.

[Audio] Today, we will be discussing monthly-paid employees and the general labor standards that apply to them. Monthly-paid employees are individuals who receive a fixed salary every month, regardless of the number of days worked. This includes payments for unworked rest days, as well as special and regular holidays. It is important for employers to understand the specific labor standards that apply to monthly-paid employees. This includes adhering to the appropriate minimum wage and providing timely and accurate payment for work done during the month. Employees also have rights and entitlements as monthly-paid workers, such as proper compensation for overtime work and adherence to rest day and holiday pay regulations. Allan Jerome O. Padilla, a Senior Labor and Employment Officer and Labor Inspector, has extensive experience working with and inspecting the labor practices of monthly-paid employees. With his knowledge and expertise, he can provide valuable insights and guidance for fair and just treatment of these workers. In conclusion, monthly-paid employees have their own set of labor standards and regulations that must be followed by both employers and employees. By doing so, we can create a more equitable and harmonious workplace. Thank you for your attention and we hope this information has been helpful..

[Audio] We have now reached slide 15 out of 50. In this slide, we will discuss general labor standards and the role of Allan Jerome O. Padilla as a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment in Region 1. As a Senior Labor and Employment Officer/Labor Inspector, Allan Jerome O. Padilla is responsible for enforcing labor standards and protecting the rights and welfare of workers in Region 1. Today, we will focus on the "BARANGAY BUSINESS MICRO ENTERPRISE", a program that exempts small businesses from the minimum wage law. To avail of this benefit, small businesses must obtain a Certificate of Authority from the DTI, specifically from the Negosyo Center in their city or municipality. This certificate serves as proof of eligibility for the exemption, allowing them to continue operating under the agreed terms. It is important for both employers and employees to be aware of the program and its requirements in order to ensure fair and lawful practices in the workplace. We will now move on to our next topic. Thank you for listening..

[Audio] Slide number 17 of our training video discusses the important topic of general labor standards, specifically focusing on the role of Allan Jerome O. Padilla as a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment in Region 1. According to Article 102 of the Labor Code of the Philippines, employers are not allowed to pay their employees using anything other than legal tender, unless specifically requested by the employee. This regulation is in place to protect the rights and welfare of employees and ensure that they are paid in a fair and legal manner. As a Senior Labor and Employment Officer/Labor Inspector, Allan Jerome O. Padilla is responsible for enforcing this regulation and ensuring that employers comply with it. He plays a crucial role in upholding labor standards and protecting the rights of employees in the workplace. It is important for all employers to be aware of this labor standard and for employees to understand their rights and responsibilities regarding their wages. Please proceed to the next slide for more important information..

[Audio] Slide 19: Let's continue exploring labor standards by delving into normal work hours. It is essential to know the definition of this term and the regulations that govern it. Allan Jerome O. Padilla, a Senior Labor and Employment Officer/Labor Inspector at the Department of Labor and Employment in Region 1, has a strong grasp of these concepts and their application in the workforce. Normal work hours refer to the time an employee is expected to be on duty or at a designated workplace. This includes both their physical presence and their availability for work. It is crucial to note that labor laws prohibit employees from working more than 8 hours in a day. Additionally, an employee's work hours must encompass any time they are allowed to work, even if it is not mandatory. This could involve overtime or additional hours for a specific project. However, it is the responsibility of employers to ensure that employees are not overworked or exploited in these circumstances. In conclusion, understanding normal work hours is critical for both employers and employees. By adhering to labor standards and regulations, we can establish an equitable and fair workplace for all. Thank you for your attention as we move on to the next slide..

[Audio] Slide number 20 of our presentation on labor standards discusses meal and rest periods as part of the general standards. As a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment, Allan Jerome O. Padilla is responsible for upholding these standards in the workplace. According to the labor code, employees are entitled to 60 minutes of non-compensable time-off for regular meals. For shorter breaks of 5-20 minutes, known as rest periods or coffee breaks, the employee must be compensated. These periods are important for employees to take breaks, rejuvenate, and maintain a healthy work-life balance. It is crucial for professionals to understand and uphold these standards for fair treatment of employees. Please proceed to the next slide for more information on labor standards..

[Audio] Today, we will be discussing important labor standards that may affect employees, specifically focusing on weekly rest periods. It is crucial for employees to know their rights and the laws that protect them. According to general labor standards, employers are required to provide employees with a weekly rest day, consisting of 24 hours after 6 work days. This is necessary for a healthy work-life balance and to prevent employees from being overworked. It is also important to note that employees have the right to choose their preferred day for their weekly rest and employers must respect this preference. This includes accommodating religious obligations. The Department of Labor and Employment in Region 1 has designated Allan Jerome O. Padilla as the Senior Labor and Employment Officer/Labor Inspector to enforce these standards and ensure fair treatment of employees by their employers. In conclusion, weekly rest periods are essential for a healthy work-life balance and it is our right as employees to have this time for ourselves..

Special days.

[Audio] This presentation will cover the general labor standards and the role of Senior Labor and Employment Officer/Labor Inspector Allan Jerome O. Padilla with the Department of Labor and Employment in Region 1. We will discuss special non-working days for the year 2025, which are days that entitle employees to receive premium pay if they work. These can include national holidays like New Year's Day, Independence Day, and Christmas Day, as well as government-declared holidays like Chinese New Year and Eid al-Fitr. It is important to note that these days follow the "no work, no pay" principle, meaning employees are still entitled to their daily wage even if they do not work. As a Senior Labor and Employment Officer/Labor Inspector, it is Mr. Padilla's responsibility to ensure employers comply with labor standards, including proper implementation of special non-working days. It is important for both employers and employees to be aware of these days, and the Department of Labor and Employment, with the help of Mr. Padilla, is committed to enforcing these standards to protect workers' rights and benefits. Thank you for your attention and please continue to our presentation..

[Audio] Slide number 24 will cover the concept of premium pay, which refers to additional compensation for work on special days within an 8-hour period. It is important to know that employees who do not work on a special day do not receive any pay unless there is a policy, practice, or collective bargaining agreement stating otherwise. However, those who do work on a special day are entitled to their usual pay plus an additional 30%. Additionally, there are special non-working days declared by the government as national holidays, where all establishments, both private and government, are required to observe a non-working day. In these cases, employees who must work on these days are entitled to premium pay. Allan Jerome O. Padilla, a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment in Region 1, has the responsibility of ensuring that employers comply with these labor standards. He plays a vital role in protecting the rights and welfare of workers and enforcing government regulations within companies. We will now move on to the next slide..

[Audio] This slide discusses the general labor standards and the role of Allan Jerome O. Padilla as a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment in Region 1. The focus is on a sample computation for special holidays, with a rate of P 435.00 per day for employees. If an employee does not work on a special holiday, they will receive no pay, unless there is a company policy, practice, or collective bargaining agreement in place. If they do work, they are entitled to a rate of P 565.50 (P 435.00 multiplied by 130%). It is important for both employers and employees to be aware of these labor standards and adhere to them. As a Senior Labor and Employment Officer/Labor Inspector, Allan Jerome O. Padilla enforces these standards and ensures fair treatment for all workers. Please take note of this sample computation and refer to the established labor standards for special holidays in your workplace. Thank you for your attention and stay tuned for the remaining content of our presentation..

[Audio] In this presentation, we will be discussing general labor standards and the role of Allan Jerome O. Padilla as a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment in Region 1. On slide number 26, we will focus on the topic of additional compensation for work performed beyond 8 hours. According to labor standards, employees are entitled to receive additional pay for working beyond their regular 8-hour work day in order to ensure fair compensation for their extra hours. On ordinary work days, the standard rate for overtime pay is 25% of the employee's regular salary, meaning that for every hour worked beyond 8 hours, an employee will receive an additional 25% of their regular hourly rate. For rest days, special days, and regular holidays, the standard rate for overtime pay is even higher at 30% of the employee's regular salary. This is to compensate for employees working on their designated days off or on special holidays. It is important to note that overtime pay is not limited to hourly workers, as salaried employees are also entitled to additional compensation for working beyond regular work hours. In conclusion, it is crucial for both employers and employees to be aware of labor standards for overtime pay in order to promote a healthy and harmonious working environment. We will now move on to the next topic in our presentation..

[Audio] Slide number 27 discusses the general labor standards and the role of Allan Jerome O. Padilla, a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment in Region 1. This slide includes a sample calculation for overtime pay. The rate is P 435.00 per day, divided by 8 hours, resulting in an hourly rate of P 54.375. On an ordinary day, overtime pay is calculated by multiplying the hourly rate by 125% and the number of overtime hours, which in this case is P 67.97 for 1 hour. On rest days or special holidays, the calculation is P 54.375 x 130% x 1 hour, resulting in P 91.89. It is important to note that these calculations are for illustration purposes and may vary depending on the specific employment and labor laws in the region. Now that we have a better understanding of how overtime pay is calculated, let's move on to the next slide to learn more about other labor standards..

[Audio] In this slide, we will be discussing the topic of additional compensation for night shift work, specifically within the Department of Labor and Employment in Region 1. Working the night shift can be challenging and have a significant impact on an employee's health and personal life. To ensure fair compensation for their dedication and commitment, labor standards are in place. These standards state that employees working between the hours of 10 pm and 6 am are entitled to 10% of their regular rate for each hour of work. This applies to both small and large companies within our organization. This additional compensation, known as "Night Shift Pay", recognizes the sacrifice of personal time and well-being for employees fulfilling their duties during the night. As our Senior Labor and Employment Officer/Labor Inspector, Allan Jerome O. Padilla ensures that both employers and employees adhere to these labor standards and receive proper compensation. We believe that acknowledging the hard work of our employees is crucial for a productive work environment, and we continue to promote fair labor standards and the implementation of night shift pay. Thank you for your attention as we move on to the next slide..

[Audio] This training video will discuss general labor standards, specifically night shift differentials. As an employee, it is important to understand your rights and benefits when working non-standard hours. One of these standards is the night shift differential pay, which is additional compensation given to employees working during night shifts. To calculate this pay, determine your daily rate, divide it by 8 hours to get your hourly rate, and then multiply it by 110% and the number of night shift hours worked. This mandatory benefit is meant to compensate for the added strain and inconvenience of working during non-standard hours. For more information, please refer to the labor standards of your respective region..

[Audio] Slide number 30 out of 50 discusses the topic of "Maternity Leave Coverage" for female employees. According to general labor standards, any female employee who has paid at least 3 monthly contributions in the 12-month period prior to child birth or miscarriage is entitled to maternity leave, regardless of mode of delivery, civil status, legitimacy of the child, or employment status of the mother. It is the responsibility of companies to inform their female employees about their maternity leave benefits in a timely manner to protect the health and well-being of both the mother and child. Allan Jerome O. Padilla, a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment in Region 1, works to ensure that employers are compliant with general labor standards and advocates for the rights and welfare of workers, including their maternity leave benefits. Please continue to the next slide for more information on this topic..

[Audio] In this training video, we will be discussing the general labor standards and the role of Allan Jerome O. Padilla as a Senior Labor and Employment Officer/Labor Inspector in the Department of Labor and Employment in Region 1. The topic for slide number 31 is maternity leave benefits. According to labor standards, female workers are entitled to a paid leave of 105 days for live childbirth, 60 days for miscarriage and emergency termination of pregnancy. If the female worker is a solo parent under RA 8972, an additional 15 days of paid leave will be granted. There is also an option for female workers to extend their leave for an additional 30 days without pay for live childbirth, allowing for a total of 135 days of maternity leave. In certain cases, female workers may choose to allocate up to seven days of their maternity leave benefits to the father of the child, regardless of their marital status. They may also assign these benefits to an alternate caregiver, a relative up to the fourth degree of consanguinity, or their current partner. These benefits are aimed at supporting and protecting the health and well-being of female workers during their pregnancy and childbirth. As an employer, it is important to be aware of these standards and ensure their proper implementation in the workplace. Now, we will move on to slide 32 for the remaining topics on general labor standards..

[Audio] Slide 32 out of 50. This slide will discuss paternity leave and its conditions for entitlement. Married male employees are eligible for 7 days of paid leave for the first four deliveries of their lawful wife. To be eligible, they must be present and cohabiting with their spouse at the time of delivery or miscarriage, and must apply for leave within a reasonable period after the birth or miscarriage. This policy supports the role of fathers and allows them to be present during the birth of their child. This slide also features the Senior Labor and Employment Officer/Labor Inspector, Allan Jerome O. Padilla from the Department of Labor and Employment in Region 1. Please continue to the next slide for more information on general labor standards..

[Audio] We will now discuss the topic of Parental Leave for Solo Parents, which provides 7 days of leave with pay for qualifying individuals. To be eligible for this benefit, one must have worked for at least 1 year and notified their employer in a timely manner. In addition, the employee must present a Solo Parent ID card, available at the DSWD office. This benefit recognizes the challenges of being a solo parent and is available for various situations, including childbirth, adoption, or legal guardianship. The 7-day leave must be taken within 1 year of the qualifying event and can be used continuously or intermittently. It is important to note that this benefit is not limited to biological or adoptive parents, but also includes those who have taken on the responsibility of solo parenting, as long as they can provide proof. It is the duty of a Senior Labor and Employment Officer/Labor Inspector to ensure that all employees are aware of their rights and privileges, including the Parental Leave for Solo Parents. This benefit promotes work-life balance and recognizes the contributions of solo parents in the workforce. In the next segment, we will discuss the conditions for entitlement and the necessary documentation. We hope this information has been helpful in understanding the Parental Leave for Solo Parents..

[Audio] This slide discusses the topic of leave for victims of Violence Against Women and their Children (VAWC). According to labor standards, women employees are entitled to a benefit leave with pay of up to 10 days, which can be extended if necessary with a protection order. However, in order to receive this benefit, the employee must provide a certification from the Punong Barangay or Kagawad, or Prosecutor or Clerk of Court, depending on the specific circumstances. It is important to note that availing this leave is optional for the woman employee and may be used for medical or legal concerns. Employers are encouraged to be aware and support their employees during this time. This concludes our discussion on leave for victims of VAWC. Please continue to the next slide for more information on labor standards and the role of Allan Jerome O. Padilla as a Senior Labor and Employment Officer and Labor Inspector..

[Audio] In this training video, we will be discussing general labor standards and the role of Allan Jerome O. Padilla as a Senior Labor and Employment Officer and Labor Inspector with the Department of Labor and Employment in Region 1. Slide number 35 out of 50 focuses on "Special Leave for Women", which covers the coverage for female employees who undergo gynecological surgery due to disorders. This benefit is only applicable to those who have worked continuously for at least six months in the last 12 months. Eligible female employees are entitled to two months of leave with full pay, equivalent to 60 calendar days and calculated using their gross monthly compensation. This includes their basic pay and mandatory allowances fixed by the regional wage boards. This concludes our presentation on the benefits of "Special Leave for Women". We hope this information has been helpful in understanding the rights and entitlements of female employees in the workplace..

[Audio] Slide number 36 of our presentation on general labor standards will cover the conditions for entitlement and non-commutation of benefits pertaining to gynecological disorders. Allan Jerome O. Padilla, a Senior Labor and Employment Officer/Labor Inspector in Region 1, has extensive knowledge on this topic. In order to receive benefits, an application must be filed within a reasonable time from the expected surgery date and the surgery must be certified by a competent physician. Non-commutation of benefits is the standard, unless stated otherwise in a Collective Bargaining Agreement. It is our responsibility as labor standards officers to ensure these conditions are met and the rights of both the employee and employer are protected. Stay tuned for upcoming slides on other labor standards..

Other Statutory Benefits.

[Audio] In this slide, we will discuss the general labor standards and the role of Allan Jerome O. Padilla as a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment in Region 1. The coverage of rank-and-file employees, who have worked for at least 1 month during a calendar year, applies to all employees regardless of their basic salary, designation, employment status, and method of wage payment. In terms of 13th month pay, it must not be less than 1/12 of the total basic salary earned by an employee within a calendar year. This benefit aims to provide additional financial support and reward for employees' hard work and dedication throughout the year, ensuring their well-being and satisfaction in the workplace. As a Senior Labor and Employment Officer/Labor Inspector, Allan Jerome O. Padilla plays a crucial role in enforcing and upholding these labor standards, ensuring employers comply with regulations to protect the rights and welfare of employees. He also acts as a mediator in any disputes between employers and employees. Please proceed to the next slide for more details on labor standards and regulations..

[Audio] This slide covers the time and frequency of payment for labor. It is important for employers to follow these standards to avoid legal issues and promote fair labor practices. According to the Department of Labor and Employment, the payment should be made before December 24 of each year. Employers also have the option to pay half the salary before the regular school year and the other half before December 24. This allows employees to cover back-to-school expenses and enjoy the holiday season. The frequency of payment can be agreed upon by the employer and employee, whether it be weekly, bi-weekly, or monthly. Following these standards is crucial for the financial stability and harmony in the workplace. It is the responsibility of Allan Jerome O. Padilla, Senior Labor and Employment Officer/Labor Inspector, to ensure compliance with these standards. Let's now proceed to the next slide..

[Audio] Slide number 43 of our training video on general labor standards discusses the benefits entitled to employees who are separated from their jobs due to certain circumstances. This information is crucial for both employers and employees to be aware of. Allan Jerome O. Padilla, a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment in Region 1, has extensive knowledge on labor standards and the laws that govern them. He is a valuable resource for both employers and employees. Moving on to the first benefit, One-Half (1/2) Month Pay Per Year of Service, this is given to employees who are separated from their jobs due to retrenchment to prevent losses, closure or cessation of operation of an establishment, or due to an employee's incurable disease that could affect their health or the health of their co-employees. This benefit is a form of separation pay to which employees are entitled. It is important to note that this benefit is given per year of service. This means that the longer an employee has worked for the company, the higher their separation pay will be. This is one way in which labor laws protect the rights of employees and aim to provide a fair compensation for their hard work. In conclusion, understanding the benefits entitled to employees upon separation is crucial for both employers and employees. This ensures that employees are treated fairly and receive the compensation they deserve. Thank you for listening and I hope this information has been helpful to you. Let's continue to the next slide..

[Audio] We will be discussing Benefit One, specifically the One Month Pay Per Year of Service for separation due to various reasons. This benefit is an important aspect of labor standards and is essential for employees in the Philippines. Allan Jerome O. Padilla, a Senior Labor and Employment Officer and Labor Inspector with the Department of Labor and Employment, is knowledgeable in this benefit and its intricacies. The One Month Pay Per Year of Service is an employee's entitled compensation when they are separated from their employment. This applies in cases of installation of labor-saving devices, redundancy, and illegal dismissal with no possibility of reinstatement. For instance, if a company implements technology that eliminates a job position, the affected employee is entitled to one month's worth of pay for each year of service. This is to compensate for the abrupt loss of employment and the need to find a new job. Redundancy, on the other hand, refers to when an employee's position is no longer needed due to changes in the company's operations. In this situation, the employee is entitled to one month's worth of pay per year of service as financial assistance during the transition. In addition, if an employee is illegally dismissed but reinstatement is not feasible, they are entitled to the One Month Pay Per Year of Service to compensate for the unjust termination and aid in finding a new job. It is important to note that this benefit is non-negotiable and must be paid to the employee in full. Failure to comply may result in penalties for the employer. In conclusion, the One Month Pay Per Year of Service is a crucial aspect of labor standards and acts as a safeguard for employees in separation from their employment. Mr. Padilla, as a Senior Labor and Employment Officer, ensures proper implementation of this benefit and the rightful compensation of employees..

[Audio] This training video discusses general labor standards and the role of Allan Jerome O. Padilla as a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment in Region 1. Slide 48 provides a sample computation for separation pay, using an example of an employee who has rendered 6 years of service and has a monthly pay of P11,310.00. According to labor standards, an employee is entitled to receive separation pay upon termination of their employment. The amount of separation pay is based on the employee's monthly pay and the number of years they have worked. For one-half month pay per year of service, the computation is monthly pay multiplied by one-half and then multiplied by the number of years rendered, resulting in a separation pay of P33,930.00 in this case. Alternatively, if the employee is entitled to one month pay per year of service, the computation is simply the monthly pay multiplied by the number of years rendered, which would result in a separation pay of P67,860.00 in this example. It is important for employers and employees to be aware of these labor standards and their rights and obligations in regards to separation pay. This concludes slide 48. Thank you for watching, and see you in the next slide..

[Audio] We will now discuss slide number 49 regarding general labor standards and the role of Allan Jerome O. Padilla as a Senior Labor and Employment Officer/Labor Inspector with the Department of Labor and Employment in Region 1. The focus of this presentation is the new Implementing Rules and Regulations (IRR) which cover all employees, except for managerial employees, regardless of their position, designation, or employment status. This update is significant as it applies to all types of workers and how their wages are paid. The new IRR also applies to establishments that collect service charges, such as hotels, restaurants, and other similar establishments, including private subsidiaries of the government. As our presentation comes to a close, it is important to understand the impact and importance of these new rules for both employers and employees. Let's now move on to our final slide, number 50..